The Undervalued Leadership I Learned From the Women in My Life

It's impossible to value great leadership if you can't recognize what makes it great. That's a problem women leaders have faced for far too long.

Progress is real. In 2026, women run a record 11% of Fortune 500 companies, according to Fortune's annual count. But 11% also means that nearly nine in ten of the largest companies in America are still led by men. As more women rise, many still find that the qualities that make them effective are misread, underestimated or simply not seen.

Where I Learned It

Like many people raised in a Hispanic family, I grew up surrounded by strong-willed, hardworking, purpose-driven women. My grandmother, my mother, my wife and my sister-in-law upheld our family's traditions, values and legacy, while also supporting our family businesses. They were masters of opportunity management.

They taught me that instinct and emotional intelligence can be extraordinary leadership assets. They managed crisis and change with ease, sensing danger and neutralizing it before it reached us. Later, my female bosses and mentors taught me the same lessons in a professional setting.

Every leader is an individual, and no trait belongs to one gender. But the women who shaped me consistently demonstrated qualities that I see undervalued in organizations again and again. Here are five.

1. Opportunity-Driven

When confronted with a challenge, the women I've worked with look for the opportunity inside it. They see the glass as half full, push boundaries and learn everything they can from adversity. They enjoy a good treasure hunt, especially for opportunities no one else has noticed.

They're also well rounded. They can talk about what's happening in the culture one minute and what's happening in the markets the next. That circular vision helps them connect dots others miss.

2. Strategic

One of my mentors once told me that a healthy dose of skepticism forces a leader to see beyond the obvious and "peel the onion" to get to the root of the matter. The women leaders I know want all the facts before a major decision. They want to understand how ideas connect and why they work or don't.

Another mentor put it this way: "Without enough of the right resources around me, I will not risk the outcome. I'd rather be patient than foolish." That isn't risk aversion. It's disciplined risk, and it's often mistaken for hesitation.

3. Passionate

Women leaders have long been stereotyped as emotional. I've found they're passionate explorers in pursuit of excellence. When they aren't satisfied with the status quo, they fix it. They avoid procrastination and, once locked in on a goal, they're very hard to stop.

Many have learned not to depend on others for their advancement. That independence can be misread as distance. In reality, it's focus.

4. Entrepreneurial

For many women, entrepreneurship is simply a way of life. They're resourceful, they build the relationships they need and they know how to activate the people around them to do more with less.

A former boss of mine explained why she protected her focus so fiercely: "Not necessarily to be in charge, but to not lose the rhythm or compromise the momentum I need to accomplish my goals." I learned never to interrupt that rhythm if I could avoid it.

5. Purposeful

The women leaders I've known enjoy inspiring others to achieve. Many know what it feels like to be the underdog, so they work hard not to disappoint themselves or others. They set high standards and pay close attention to detail.

They tend to be excellent listeners and connectors who build ecosystems rather than hierarchies. They seek respect more than recognition. Rather than being the star of the show, they enable others to create a great show. They don't need to be right all the time, which makes them strong consensus builders.

The Glue That Holds Things Together

Whether at home or at work, women are often the ones who hold things together. When they sense tension building, they step in before circumstances force their hand. They protect the roots of a family or an organization, making sure its mission and values stay strong enough for everyone to have each other's backs.

They also understand survival, renewal and reinvention. They have grit, and they'll fight for something of significance.

What Organizations Should Do Differently

Too many organizations still evaluate leadership through a narrow lens built around one style. The result is that leaders who operate differently get overlooked for promotion, sponsorship and the stretch assignments that lead to the top.

• Widen your definition of leadership. Look for patience, collaboration and resourcefulness as strengths, not gaps.
• Sponsor, don't just mentor. Advocate actively for high-potential women in the rooms where decisions get made.
• Listen to what they see. The people who notice risks early are often the ones leaders listen to least.

That's how organizations truly enable full potential, for everyone.

These lessons apply to anyone willing to learn them. The leaders you learn from shape the leader you become, and some of my most important lessons came from the women in my life. To each of them, thank you. You know who you are.

Want to explore these ideas further? Learn more about my work on leadership, identity and conviction at www.theglennllopis.com.