The best books for aspiring women leaders

Covey’s book unlocks the nature of Trust and its critical value in life and leadership.

He explains that trust is about confidence in a person or relationship. To be trusted we need to be credible and he illuminates the four cores of credibility in two categories – our confidence in someone’s Character and our confidence in their Competence. The two core attributes of Character are Integrity and Intent. The two core attributes of Competence are Results and Credibility.

This clear explanation, and some of Covey’s diagnostics, have been very helpful to me in really understanding the notion of Trust and then working with executive to enable them to build greater trust and vulnerability with each other. Trust is the bedrock of great teams and great relationships. 

Early in my varied career I had musical training in piano and sang in choirs, including with orchestras.

The notion of a leader as an orchestra conductor, never appealed, as orchestras usually play set music. Leadership is usually not like that: situations are unpredictable, crises occur, and we take people in new directions.

Having observed one of my jazz-playing sons, I started using jazz groups and improvisation as a better analogy: a group of people who have a common goal, each have their own talents and want to explore musical journeys differently. They allow each other to ‘shine’ in a supportive and trusted environment.

The journey is greater than the individual parts. Barrett’s book then validated my messy thinking, and articulated these leadership lessons very well.  

The Advantage lays out a compelling case that if an organization has strong organizational health it is well placed to succeed in its goals and in its industry.

Good organizational health embraces great teamwork, clear and consistent company culture and goals, and how to have effective meetings. Lencioni brings together many pragmatic and practical perspectives through many years of working with executive teams.

The key element for me is his articulation of the ‘five dysfunctions of teams’ and then how to address these. That one chart has been pivotal to my facilitation of many challenging executive discussions with clients, particularly when paired with Covey’s approach to trust and trust building.

Modelling Trust is the first step in building effective executive teams. 

Gillard and Okonjo-Iweala both have stellar careers in political and community leadership in their own countries and now globally.

They share their experience and that of other amazing and high-profile leaders they interviewed, such as Jacinda Ardern, Hillary Clinton, and Christine Lagarde. They share their passion for gender equality and their concerns that we ‘aren’t there yet’. The authors introduce themselves and the eight other leaders and their ‘pathways to power’.

They posit a series of hypotheses and lessons in a very relatable and accessible way. It is both educative and informative to realize that no matter how resilient they seem, high-profile women leaders have faced many of the same issues – and often more – as the rest of us females. Learn how to deal with it and turn it to your advantage!  

For me, Sandberg’s book remains a major and critical contribution to how women lead, how we are perceived, and how we can improve as leaders.

It is also one of the most misquoted and maligned books which I find disappointing. Those who are overly critical probably have not read the book or are biased because of Sandberg’s employer. When I read Lean In, I thought, ‘Great, I don’t need to do all that research as it has been done.'

It inspired me instead to share my own story and that of others who inspire me every day. Sandberg reminds us that so much that is in our hands, to not be dissuaded, but to ‘lean in’ and create our own agendas at work, home, and everywhere.