What Female Leaders Know That Helps Businesses Succeed

Increasing the number of women in leadership roles is good for both a company’s bottom line and for infusing its values into operations. This isn’t an opinion; it is a fact with decades of research to back it up. Countless studies, including one recently published by the American Psychological Association, show that women leaders help increase productivity, enhance collaboration, inspire organizational dedication and improve fairness.

In my role as CEO of The Goldie Initiative, a nonprofit organization with a mission to develop female leaders in the male-dominated commercial real estate industry, I have seen firsthand the positive impact that a powerful woman in a top leadership position can have on a company’s culture and values. When an organization is led by its values, many traditional barriers to success for women can be cleared.

One case in point is Molly McShane, a stand-out example of a values-centric leader and The Goldie Initiative’s 2024 “Shero.” Since Molly was appointed CEO of The McShane Cos. in 2020, the firm’s employees—and potential recruits—are paying attention to both Molly’s approach and her status as one of the few female CEOs of national, large-scale construction and development companies.

Building trust isn’t just altruistic; it’s good for business and good for women

According to leadership consultant and author Richard Barrett, values-driven organizations generate higher earnings, are more customer-focused and productive, have higher levels of employee engagement and retention rates and maintain lower absenteeism. Additionally, Barrett reports that these kinds of companies generate more customer loyalty and societal goodwill—resulting in high levels of trust.

While men can certainly be values-driven leaders, women are proven to excel in this area. According to Dr. Samantha Madhosingh, Forbes contributor and leadership expert, “Women… approach leadership with heightened capacity for empathy, connection-building and inclusiveness, according to years of research on female executives.”

This values-focused approach is much-needed in the construction industry. According to data from the Associated General Contractors of America, the construction industry holds the seventh-worst mental health score in a ranking of 22 major industries with a suicide rate at 3.5 times the national average. This issue is deeply personal to Molly, who lost her brother to suicide. Molly encourages an open dialogue about mental health in the workplace and has made it a leadership priority.

Likewise, Molly is a passionate advocate for mentorship and finding paths that enable other women to succeed. During her tenure as President of the Chicago Chapter of NAIOP, a national commercial real estate organization, Molly initiated a policy that each Chapter committee and expert panel needed to have female representation within it.

Examples of values-centric leadership from within

Values-centric leadership means living out an organization’s core values in practice. In the case of The McShane Cos. those values are: integrity, professionalism, relationships and family.

“These four core values, as we refer to them, are all measured by trust,” Molly said. “Are we capable? Are we reliable? Are we consistent? Are we honest? And will we follow through on our word? Trust is the essence of our business and critical to the development of any relationship. A team that trusts each other can work together faster, communicate more efficiently and ultimately be more productive.”

However, trust cannot be built unless leaders are committed to proving every day that the company is what it claims to be and nurtures a culture that focuses on competence and character. From high employee satisfaction to client retention and long-term vendor partnerships, The McShane Cos. has earned a longstanding reputation for living up to its values.

The organization’s reputation is built on the idea that its integrity enhances both profitability and timely delivery. Yet sometimes the opposite is true and integrity means making tough decisions that may cost time and money but demonstrate a long-term commitment to values and partnership.

During the global pandemic, for example, the construction industry faced unprecedented supply, material and labor challenges. Rather than prioritizing immediate profits, Molly and her leadership team made short-term sacrifices to build long-term trust and relationships, maintaining their ongoing reputation for finishing jobs and standing by their word.

Alignment with values is a key element of Molly’s leadership. Subcontractors and clients that do not embody professionalism do not stay in The McShane Cos.’ orbit for long.

“Our suppliers are an extension of our team, so we look carefully at cultural alignment—professionalism and integrity in particular,” Molly noted. Long-term client relationships are marked by the firm’s tradition of celebrating the “second project.” The company also forms relationships beyond its core business, such as its ongoing board and fundraising involvement with one-time client New Moms, an organization that strengthens families by partnering with young moms as they progress toward housing stability, economic mobility and family well-being.  

Additionally, the value of “family” is of the utmost importance for Molly, whose father founded the company 40 years ago.

“When we say we value family—we mean it both figuratively and literally,” she explained. “We value the families of our employees and recognize that you cannot separate the two. The last thing a family needs in a moment of crisis is to lose salary and benefits, so delivering that whenever we can is a key focus for us.”

To that end, Molly has ensured that parental leave is provided to both mothers and fathers, a systemic shift aligned with research from the World Policy Center that shows benefits to both partners when both are offered leave.

When women lead, values follow

Having a woman like Molly at the helm of an organization like The McShane Cos. showcases the profound benefits of building trust through values-centric leadership—and having women leaders visible in C-Suite roles.

By fostering trust, collaboration and a supportive company culture, women in leadership roles are key drivers of business success and creators of inclusive environments where employees of all genders can thrive.

Megan Abraham is the CEO of The Goldie Initiative, a nonprofit organization that prepares women to advance as leaders in commercial real estate by providing financial and professional support. To learn more about The Goldie Initiative, the Goldie Gala and the organization’s marquee program, the Goldie Scholars, visit goldieinitiative.org.