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Learn strategies to balance confidence with empathy, emotional intelligence, and humility for effective leadership."/><meta data-react-helmet="true" name="robots" content="max-snippet:50, max-image-preview:large, max-video-preview:15"/><meta data-react-helmet="true" name="keywords" content="jobs,job openings,employment,career,internship,work-study,apprenticeship,companies,recruitment,startups,small business,large company,companies,recruiters"/><meta data-react-helmet="true" property="og:title" content="Leadership skills: Showing confidence at work without being labeled as arrogant | Welcome to the Jungle"/><meta data-react-helmet="true" name="twitter:title" content="Leadership skills: Showing confidence at work without being labeled as arrogant | Welcome to the Jungle"/><meta data-react-helmet="true" property="og:description" content="While confidence is crucial, women are frequently criticized for it, often being labeled as arrogant when they display assertiveness."/><meta 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i.wui-icon-font{font-weight:initial;}/*!sc*/ .kgmeka > svg.wui-icon:only-child,.kgmeka > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .kgmeka > svg.wui-icon:not(:only-child),.kgmeka > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .kgmeka > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .kgmeka:focus{box-shadow:0 0 0 2px #BDBDBD;}/*!sc*/ .kgmeka:hover{background-color:rgba(0,0,0,0.1);}/*!sc*/ .kgmeka:active{background-color:rgba(0,0,0,0.4);}/*!sc*/ .kgmeka[disabled]{cursor:not-allowed;}/*!sc*/ .hfcewd{color:#000000;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:transparent;border-color:transparent;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;height:2rem;padding:0.5rem 0.75rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;width:2rem;padding:0;border-radius:2rem;}/*!sc*/ @media (min-width:736px){.hfcewd{display:none;}}/*!sc*/ .hfcewd > svg.wui-icon,.hfcewd > i.wui-icon-font{font-weight:initial;}/*!sc*/ .hfcewd > svg.wui-icon:only-child,.hfcewd > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .hfcewd > svg.wui-icon:not(:only-child),.hfcewd > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .hfcewd > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .hfcewd:focus{box-shadow:0 0 0 2px #BDBDBD;}/*!sc*/ .hfcewd:hover{background-color:rgba(0,0,0,0.1);}/*!sc*/ .hfcewd:active{background-color:rgba(0,0,0,0.4);}/*!sc*/ .hfcewd[disabled]{cursor:not-allowed;}/*!sc*/ .cpWsJI{color:#4D4944;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#D2CBC3;border-color:#D2CBC3;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;height:2rem;padding:0.5rem 0.75rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;width:2rem;padding:0;border-radius:2rem;overflow:initial;margin-right:0.5rem;}/*!sc*/ .cpWsJI:focus{box-shadow:0 0 0 2px #FBF9F7;}/*!sc*/ .cpWsJI > svg.wui-icon,.cpWsJI > i.wui-icon-font{font-weight:initial;}/*!sc*/ .cpWsJI > svg.wui-icon:only-child,.cpWsJI > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cpWsJI > svg.wui-icon:not(:only-child),.cpWsJI > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cpWsJI > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ .cpWsJI[disabled]{cursor:not-allowed;}/*!sc*/ .ffLgwf{color:#4D4944;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#D2CBC3;border-color:#D2CBC3;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;height:2rem;padding:0.5rem 0.75rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;width:2rem;padding:0;border-radius:2rem;overflow:initial;}/*!sc*/ .ffLgwf:focus{box-shadow:0 0 0 2px #FBF9F7;}/*!sc*/ .ffLgwf > svg.wui-icon,.ffLgwf > i.wui-icon-font{font-weight:initial;}/*!sc*/ .ffLgwf > svg.wui-icon:only-child,.ffLgwf > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .ffLgwf > svg.wui-icon:not(:only-child),.ffLgwf > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .ffLgwf > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ .ffLgwf[disabled]{cursor:not-allowed;}/*!sc*/ .cvYJNm{color:#FFFFFF;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#000000;border-color:#000000;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;width:100%;}/*!sc*/ .cvYJNm > svg.wui-icon,.cvYJNm > i.wui-icon-font{font-weight:initial;}/*!sc*/ .cvYJNm > svg.wui-icon:only-child,.cvYJNm > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cvYJNm > svg.wui-icon:not(:only-child),.cvYJNm > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cvYJNm > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .cvYJNm:focus{box-shadow:0 0 0 2px #BDBDBD;}/*!sc*/ .cvYJNm:hover{background-color:#444444;border-color:transparent;}/*!sc*/ .cvYJNm:active{background-color:#989898;border-color:#989898;}/*!sc*/ .cvYJNm[disabled]{cursor:not-allowed;}/*!sc*/ .bDfxBd{color:#FFFFFF;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#000000;border-color:#000000;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;-webkit-flex:0 0 auto;-ms-flex:0 0 auto;flex:0 0 auto;height:2.5rem;}/*!sc*/ .bDfxBd > svg.wui-icon,.bDfxBd > i.wui-icon-font{font-weight:initial;}/*!sc*/ .bDfxBd > svg.wui-icon:only-child,.bDfxBd > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .bDfxBd > svg.wui-icon:not(:only-child),.bDfxBd > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .bDfxBd > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .bDfxBd:focus{box-shadow:0 0 0 2px #BDBDBD;}/*!sc*/ .bDfxBd:hover{background-color:#444444;border-color:transparent;}/*!sc*/ .bDfxBd:active{background-color:#989898;border-color:#989898;}/*!sc*/ .bDfxBd[disabled]{cursor:not-allowed;}/*!sc*/ .FmmWF{color:#000000;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#FFCD00;border-color:#FFCD00;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;}/*!sc*/ .FmmWF > svg.wui-icon,.FmmWF > i.wui-icon-font{font-weight:initial;}/*!sc*/ .FmmWF > svg.wui-icon:only-child,.FmmWF > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .FmmWF > svg.wui-icon:not(:only-child),.FmmWF > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .FmmWF > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .FmmWF:focus{box-shadow:0 0 0 2px #FFF1B2;}/*!sc*/ .FmmWF:hover{background-color:#FFE166;border-color:#FFE166;}/*!sc*/ .FmmWF:active{background-color:#FFF8D9;border-color:#FFF8D9;}/*!sc*/ .FmmWF[disabled]{cursor:not-allowed;}/*!sc*/ .bYFVgM{color:#4D4944;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#D2CBC3;border-color:#D2CBC3;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;overflow:initial;}/*!sc*/ .bYFVgM:focus{box-shadow:0 0 0 2px #FBF9F7;}/*!sc*/ .bYFVgM > svg.wui-icon,.bYFVgM > i.wui-icon-font{font-weight:initial;}/*!sc*/ .bYFVgM > svg.wui-icon:only-child,.bYFVgM > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .bYFVgM > svg.wui-icon:not(:only-child),.bYFVgM > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .bYFVgM > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ .bYFVgM[disabled]{cursor:not-allowed;}/*!sc*/ .fUzdtV{color:#FFFFFF;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#000000;border-color:#000000;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;}/*!sc*/ .fUzdtV > svg.wui-icon,.fUzdtV > i.wui-icon-font{font-weight:initial;}/*!sc*/ .fUzdtV > svg.wui-icon:only-child,.fUzdtV > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .fUzdtV > svg.wui-icon:not(:only-child),.fUzdtV > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .fUzdtV > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .fUzdtV:focus{box-shadow:0 0 0 2px #BDBDBD;}/*!sc*/ .fUzdtV:hover{background-color:#444444;border-color:transparent;}/*!sc*/ .fUzdtV:active{background-color:#989898;border-color:#989898;}/*!sc*/ .fUzdtV[disabled]{cursor:not-allowed;}/*!sc*/ .cFUVGZ{color:#FFFFFF;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:transparent;border-color:transparent;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;height:2rem;padding:0.5rem 0.75rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;width:2rem;padding:0;border-radius:2rem;}/*!sc*/ .cFUVGZ > svg.wui-icon,.cFUVGZ > i.wui-icon-font{font-weight:initial;}/*!sc*/ .cFUVGZ > svg.wui-icon:only-child,.cFUVGZ > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cFUVGZ > svg.wui-icon:not(:only-child),.cFUVGZ > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .cFUVGZ > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .cFUVGZ:focus{box-shadow:0 0 0 2px #585858;}/*!sc*/ .cFUVGZ:hover{background-color:rgba(255,255,255,0.1);}/*!sc*/ .cFUVGZ:active{background-color:rgba(255,255,255,0.4);}/*!sc*/ .cFUVGZ[disabled]{cursor:not-allowed;}/*!sc*/ .fEPZHN{color:#000000;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:#FFCD00;border-color:#FFCD00;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none !important;border-width:1px;border-style:solid;-webkit-appearance:none;-moz-appearance:none;appearance:none;overflow:hidden;-webkit-transition:300ms ease;transition:300ms ease;-webkit-flex:0 0 auto;-ms-flex:0 0 auto;flex:0 0 auto;height:2.5rem;}/*!sc*/ .fEPZHN > svg.wui-icon,.fEPZHN > i.wui-icon-font{font-weight:initial;}/*!sc*/ .fEPZHN > svg.wui-icon:only-child,.fEPZHN > i.wui-icon-font:only-child{width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .fEPZHN > svg.wui-icon:not(:only-child),.fEPZHN > i.wui-icon-font:not(:only-child){width:1rem;height:1rem;font-size:1rem;}/*!sc*/ .fEPZHN > *:not(:only-child):not(:last-child){margin-right:0.5rem;}/*!sc*/ [data-wui-hidefocusrings] .sc-ERObt:focus{box-shadow:none;}/*!sc*/ .fEPZHN:focus{box-shadow:0 0 0 2px #FFF1B2;}/*!sc*/ .fEPZHN:hover{background-color:#FFE166;border-color:#FFE166;}/*!sc*/ .fEPZHN:active{background-color:#FFF8D9;border-color:#FFF8D9;}/*!sc*/ .fEPZHN[disabled]{cursor:not-allowed;}/*!sc*/ .jZiNvn{color:#FFFFFF;font-weight:600;font-size:0.75rem;line-height:0.875rem;-webkit-letter-spacing:0;-moz-letter-spacing:0;-ms-letter-spacing:0;letter-spacing:0;border-radius:0.25rem;background-color:transparent;border-color:#FFFFFF;position:relative;display:-webkit-inline-box;display:-webkit-inline-flex;display:-ms-inline-flexbox;display:inline-flex;-webkit-align-items:center;-webkit-box-align:center;-ms-flex-align:center;align-items:center;-webkit-box-pack:center;-webkit-justify-content:center;-ms-flex-pack:center;justify-content:center;width:auto;font-weight:600;font-size:0.875rem;line-height:1.125rem;-webkit-letter-spacing:-0.019rem;-moz-letter-spacing:-0.019rem;-ms-letter-spacing:-0.019rem;letter-spacing:-0.019rem;height:2.5rem;padding:0.5rem 1rem;-webkit-text-decoration:none;text-decoration:none;text-align:center;white-space:nowrap;cursor:pointer;outline:none 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While confidence is often celebrated in men, women who display assertiveness or ambition in leadership roles are frequently met with criticism or labeled as arrogant. Harris’ statement highlights a critical issue: women are judged more harshly for traits that are key to career success.\\u003C\\u002Fem\\u003E\\u003C\\u002Fp\\u003E\\u003Cp\\u003E\\u003Cem\\u003EThe \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.aauw.org\\u002Fresources\\u002Fresearch\\u002Fthe-stem-gap\\u002F\\\"\\u003Eunderrepresentation\\u003C\\u002Fa\\u003E and \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.aauw.org\\u002Fresources\\u002Fnews\\u002Fmedia\\u002Fpress-releases\\u002Faauw-analysis-of-u-s-census-bureau-and-u-s-bureau-of-labor-statistics-gender-pay-gap-data-reveals-little-progress\\u002F\\\"\\u003Eunderpayment\\u003C\\u002Fa\\u003E of women in the workplace, especially in male-dominated fields like tech and engineering, is not a new concept. Yet, while the focus has largely been on gender pay inequality and representation, recent research shines a light on the confidence gap—a subtler, yet equally damaging barrier to women’s career advancement. Studies show that women are less likely to negotiate salaries, more hesitant to self-promote, and more risk-averse in professional environments compared to men.\\u003C\\u002Fem\\u003E\\u003C\\u002Fp\\u003E\\u003Cp\\u003E\\u003Cem\\u003EConfidence is crucial for success in the workplace, particularly for those \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fhow-to-interview-for-your-first-management-role\\\"\\u003Eseeking leadership roles\\u003C\\u002Fa\\u003E. However, the challenge lies in striking the right balance—how can women project confidence without being seen as arrogant? And how does this perception impact their ability to thrive in male-dominated industries?\\u003C\\u002Fem\\u003E\\u003C\\u002Fp\\u003E\\u003Ch2\\u003EThe gender confidence gap goes beyond salary\\u003C\\u002Fh2\\u003E\\u003Cp\\u003ERecent research on the gender pay gap delves deeper into what’s known as the “\\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.bbc.com\\u002Fworklife\\u002Farticle\\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay\\\"\\u003Eask gap\\u003C\\u002Fa\\u003E,” revealing that women often request lower salaries than their male counterparts. In her \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fninaroussille.github.io\\u002Ffiles\\u002FRoussille_2024.pdf\\\"\\u003E2024 study\\u003C\\u002Fa\\u003E, Nina Roussille, Executive Director of the London School of Economics Hub for Equal Representation, analyzed data from the online recruitment platform Hired.com and found that women ask for salaries nearly 3% lower than men with comparable resumes—and this gap only widens with more years of experience. Although 3% may seem minor, it equates to women earning nearly $4,000 less per year in high-paying roles.\\u003C\\u002Fp\\u003E\\u003Cp\\u003EOther research has found women are less likely or willing to enter into \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Foxfordre.com\\u002Feconomics\\u002Fdisplay\\u002F10.1093\\u002Facrefore\\u002F9780190625979.001.0001\\u002Facrefore-9780190625979-e-464\\\"\\u003Enegotiations\\u003C\\u002Fa\\u003E, less likely to \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fpubsonline.informs.org\\u002Fdoi\\u002F10.1287\\u002Fmnsc.2021.4077\\\"\\u003Eself-report qualifications\\u003C\\u002Fa\\u003E, and \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Frady.ucsd.edu\\u002F_files\\u002Ffaculty-research\\u002Furi-gneezy\\u002Fgender-differences-preference.pdf\\\"\\u003Emore risk-averse\\u003C\\u002Fa\\u003E in a professional environment. These behaviors stem, in part, from the \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fthe-confidence-gap-overqualified-job-applications\\\"\\u003Econfidence gap\\u003C\\u002Fa\\u003E—a pervasive difference in how men and women perceive and project their abilities at work.\\u003C\\u002Fp\\u003E\\u003Cp\\u003EAccording to Caltech’s Kirby Nielsen, Assistant Professor of Economics, and William H. Hurt Scholar, the \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.hbs.edu\\u002Fris\\u002FPublication%20Files\\u002FExleyNielsen_Gender_Oct2022_cb660658-9811-4f98-bf35-78ce37d95c93.pdf\\\"\\u003Egender gap in confidence\\u003C\\u002Fa\\u003E is often at the heart of women’s underachievement in the workplace. Nielsen’s research shows that women tend to underestimate their \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fsexism-hinders-job-performance\\\"\\u003Eperformance\\u003C\\u002Fa\\u003E compared to men, contributing to the perception that they are less capable. “Women’s relative \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fthe-confidence-gap-overqualified-job-applications\\\"\\u003Elack of confidence\\u003C\\u002Fa\\u003E was shown to be contagious,” Nielsen notes. “It causes other people to now conclude that women performed worse.”\\u003C\\u002Fp\\u003E\\u003Cp\\u003EThis confidence gap can create a vicious cycle, where women are perceived as less qualified or assertive simply because they do not project the same level of confidence as men. But if confidence is one of the main issues holding women back, why are confident women often criticized when they exhibit it?\\u003C\\u002Fp\\u003E\\u003Ch2\\u003EConfidence vs. arrogance: The double standard\\u003C\\u002Fh2\\u003E\\u003Cp\\u003EThe long-standing advice given to women to “lean in,” popularized by Sheryl Sandberg’s 2013 book, encourages women to display more confidence, assertiveness, and leadership traits typically associated with success. In essence, women are told to “fake it until they make it” by using tools like eye contact, assertive posture, and strong language to come across as confident in the workplace.\\u003C\\u002Fp\\u003E\\u003Cp\\u003EHowever, while this advice may work for some, confident women often face a double standard. In pop culture, confident businesswomen are frequently portrayed as arrogant or domineering, reinforcing negative stereotypes. Characters like Sandra Bullock in \\u003Cem\\u003EThe Proposal\\u003C\\u002Fem\\u003E or Meryl Streep in \\u003Cem\\u003EThe Devil Wears Prada\\u003C\\u002Fem\\u003E exemplify how confidence in female leaders is often reframed as ruthlessness or arrogance. While fictional, these archetype characters paint an unflattering picture of female \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fhow-to-be-a-leader-without-title\\\"\\u003Erepresentation in leadership\\u003C\\u002Fa\\u003E.\\u003C\\u002Fp\\u003E\\u003Cp\\u003E“What is frequently referred to in men as assertiveness is called aggressiveness when exhibited by women, especially in the workplace,” says Kendra Davenport, Chief Development Officer of Operation Smile. “The qualities we admire in charismatic, confident male leaders are often frowned upon in women.”\\u003C\\u002Fp\\u003E\\u003Cp\\u003EThis double standard forces women into a precarious position where they must balance projecting confidence with avoiding the label of arrogance. So, how can women strike this balance?\\u003C\\u002Fp\\u003E\\u003Ch2\\u003EHow to project confidence without being seen as arrogant\\u003C\\u002Fh2\\u003E\\u003Cp\\u003ETo effectively navigate the fine line between confidence and arrogance, women must be mindful of how they present themselves in the workplace. Here are some strategies to help build confidence while fostering positive relationships with colleagues and avoiding negative perceptions:\\u003C\\u002Fp\\u003E\\u003Ch3\\u003E1. Focus on substance, not just style\\u003C\\u002Fh3\\u003E\\u003Cp\\u003EWhile appearance, \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fnon-verbal-communication-job-interview\\\"\\u003Ebody language\\u003C\\u002Fa\\u003E, and tone play a role in how confidence is perceived, it’s equally important to focus on substance. Confident leaders are those who bring value to the table—whether through expertise, innovative ideas, or thoughtful problem-solving. Ensuring that your contributions are meaningful helps demonstrate that your confidence is backed by competence.\\u003C\\u002Fp\\u003E\\u003Ch3\\u003E2. Cultivate emotional intelligence\\u003C\\u002Fh3\\u003E\\u003Cp\\u003E\\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fhow-to-use-emotional-intelligence-at-work\\\"\\u003EEmotional intelligence\\u003C\\u002Fa\\u003E (EQ) is a critical trait that can help bridge the gap between confidence and arrogance. Leaders with high EQ are self-aware, empathetic, and skilled at managing relationships. By focusing on how your actions and words affect others, you can come across as both confident and approachable, rather than overbearing.\\u003C\\u002Fp\\u003E\\u003Cp\\u003E\\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.kornferry.com\\u002Fabout-us\\u002Fpress\\u002Fnew-research-shows-women-are-better-at-using-soft-skills-crucial-for-effective-leadership#:~:text=The%20greatest%20difference%20between%20men,strong%20case%20for%20gender%20equity.\\\"\\u003EResearch from Korn Ferry\\u003C\\u002Fa\\u003E shows that women in the workplace tend to display more empathy and \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fhow-to-show-emotional-intelligence-in-an-interview\\\"\\u003Eemotional intelligence\\u003C\\u002Fa\\u003E than men, giving them an advantage in creating collaborative and supportive environments. Leveraging these traits can enhance leadership effectiveness and soften perceptions of arrogance.\\u003C\\u002Fp\\u003E\\u003Ch3\\u003E3. Practice humility and transparency\\u003C\\u002Fh3\\u003E\\u003Cp\\u003ETrue confidence doesn’t mean always having the right answer or being the loudest voice in the room. In fact, \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fbalancing-confidence-humility-job-interviews\\\"\\u003Ehumility\\u003C\\u002Fa\\u003E is one of the top traits workers seek in leaders, according to research by Darren T. Baker and Juliet Bourke in the \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fhbr.org\\u002F2022\\u002F10\\u002Fhow-confidence-is-weaponized-against-women\\\"\\u003EHarvard Business Review\\u003C\\u002Fa\\u003E. Demonstrating vulnerability, asking for input, and admitting mistakes are qualities that show humility and build trust. This helps ensure that confidence is perceived as genuine leadership rather than overconfidence.\\u003C\\u002Fp\\u003E\\u003Ch3\\u003E4. Lead with empathy\\u003C\\u002Fh3\\u003E\\u003Cp\\u003ELeaders who balance confidence with empathy are better equipped to build positive relationships and foster inclusive work environments. As Daniel Goleman, co-director of the Consortium for Research on Emotional Intelligence in Organizations, points out: “When you factor in the correlation between high emotional intelligence and those leaders who deliver better business results, there is a strong case for gender equity.”\\u003C\\u002Fp\\u003E\\u003Cp\\u003EIn other words, if organizations shift to focus more on these soft skill competencies that prove to boost performance and increase organizational effectiveness, women will have a better opportunity for success than relying solely on portraying confidence.\\u003C\\u002Fp\\u003E\\u003Ch2\\u003ERedefining leadership success\\u003C\\u002Fh2\\u003E\\u003Cp\\u003EWhile confidence is undoubtedly a valuable leadership trait, placing excessive emphasis on self-confidence can obscure deeper issues, such as bias and organizational structures that perpetuate gender inequity. As Baker and Bourke suggest, senior leaders should focus less on individual confidence and more on fostering inclusive environments where all employees can thrive.\\u003C\\u002Fp\\u003E\\u003Cp\\u003E\\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fhbr.org\\u002F2020\\u002F03\\u002Fthe-key-to-inclusive-leadership\\\"\\u003EHumility, empathy\\u003C\\u002Fa\\u003E, and an \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fhbr.org\\u002F2020\\u002F03\\u002Fthe-key-to-inclusive-leadership\\\"\\u003Eawareness of both personal and organizational biases\\u003C\\u002Fa\\u003E are essential qualities that complement confidence and can help women leaders overcome negative stereotypes. By blending confidence with emotional intelligence and empathy, women can demonstrate strong, effective leadership without being labeled as arrogant.\\u003C\\u002Fp\\u003E\\u003Cp\\u003EUltimately, it’s time to redefine leadership success. Instead of valuing confidence alone, workplaces should prioritize collaboration, empathy, and \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fbalancing-confidence-humility-job-interviews\\\"\\u003Ehumility\\u003C\\u002Fa\\u003E as equally important traits. This shift will not only create more opportunities for women to excel but will also foster more inclusive, \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.welcometothejungle.com\\u002Fen\\u002Farticles\\u002Fmeasure-and-improve-productivity-at-work\\\"\\u003Eproductive\\u003C\\u002Fa\\u003E, and effective leadership in the workplace.\\u003C\\u002Fp\\u003E\\u003Cp\\u003E\\u003Cem\\u003EPhoto: Welcome to the Jungle\\u003C\\u002Fem\\u003E\\u003Cbr\\u002F\\u003E\\u003Cem\\u003EFollow Welcome to the Jungle on \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.facebook.com\\u002Fwttj.en\\\"\\u003EFacebook\\u003C\\u002Fa\\u003E, \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.linkedin.com\\u002Fcompany\\u002Fwttj-en\\u002F\\\"\\u003ELinkedIn\\u003C\\u002Fa\\u003E, and \\u003Ca target=\\\"_blank\\\" rel=\\\"noopener noreferrer\\\" href=\\\"https:\\u002F\\u002Fwww.instagram.com\\u002Fwelcometothejungle\\u002F\\\"\\u003EInstagram\\u003C\\u002Fa\\u003E and subscribe to our newsletter to get our latest articles every week!\\u003C\\u002Fem\\u003E\\u003C\\u002Fp\\u003E\",\"kind\":\"html\"}],\"languages\":[\"en\"],\"social_title\":\"\",\"cms_collections\":[],\"seo_description\":\"Discover how women can confidently showcase leadership skills without being labeled as arrogant. Learn strategies to balance confidence with empathy, emotional intelligence, and humility for effective leadership.\"},\"dataUpdateCount\":1,\"dataUpdatedAt\":1732719873011,\"error\":null,\"errorUpdateCount\":0,\"errorUpdatedAt\":0,\"fetchFailureCount\":0,\"fetchFailureReason\":null,\"fetchMeta\":null,\"isInvalidated\":false,\"status\":\"success\",\"fetchStatus\":\"idle\"},\"queryKey\":[\"article\",\"en\",\"leadership-skills-confidence-vs-arrogance\"],\"queryHash\":\"[\\\"article\\\",\\\"en\\\",\\\"leadership-skills-confidence-vs-arrogance\\\"]\"}]}" window.__GROWTHBOOK_DATA__ = 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class="sc-eHsDsR fplnLi" href="/en/authors/darienne-stiyer"><span class="wui-text">Darienne Stiyer </span></a><div type="author" class="h4cu6t-1 kTAquX"><div class="uysomb-0 hatlTE"><p>Freelance journalist based in New York City</p></div></div></div></div></div></div></div><div data-testid="block-first-content"><div class="uysomb-0 cvbgeL"><p><em>“A whole lot of women out here are not aspiring to be humble.” These words from Vice President Kamala Harris, in her recent podcast appearance on <a target="_blank" rel="noopener noreferrer" href="https://open.spotify.com/episode/4B9WOUCWY8qY0f9MMjOSXa?si=4cec97b0170a434d">Alex Cooper’s Call Her Daddy</a>, have sparked widespread discussion on the double standards women face when projecting confidence. While confidence is often celebrated in men, women who display assertiveness or ambition in leadership roles are frequently met with criticism or labeled as arrogant. Harris’ statement highlights a critical issue: women are judged more harshly for traits that are key to career success.</em></p><p><em>The <a target="_blank" rel="noopener noreferrer" href="https://www.aauw.org/resources/research/the-stem-gap/">underrepresentation</a> and <a target="_blank" rel="noopener noreferrer" href="https://www.aauw.org/resources/news/media/press-releases/aauw-analysis-of-u-s-census-bureau-and-u-s-bureau-of-labor-statistics-gender-pay-gap-data-reveals-little-progress/">underpayment</a> of women in the workplace, especially in male-dominated fields like tech and engineering, is not a new concept. Yet, while the focus has largely been on gender pay inequality and representation, recent research shines a light on the confidence gap—a subtler, yet equally damaging barrier to women’s career advancement. Studies show that women are less likely to negotiate salaries, more hesitant to self-promote, and more risk-averse in professional environments compared to men.</em></p><p><em>Confidence is crucial for success in the workplace, particularly for those <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/how-to-interview-for-your-first-management-role">seeking leadership roles</a>. However, the challenge lies in striking the right balance—how can women project confidence without being seen as arrogant? And how does this perception impact their ability to thrive in male-dominated industries?</em></p><h2>The gender confidence gap goes beyond salary</h2><p>Recent research on the gender pay gap delves deeper into what’s known as the “<a target="_blank" rel="noopener noreferrer" href="https://www.bbc.com/worklife/article/20210615-how-the-salary-ask-gap-perpetuates-unequal-pay">ask gap</a>,” revealing that women often request lower salaries than their male counterparts. In her <a target="_blank" rel="noopener noreferrer" href="https://ninaroussille.github.io/files/Roussille_2024.pdf">2024 study</a>, Nina Roussille, Executive Director of the London School of Economics Hub for Equal Representation, analyzed data from the online recruitment platform Hired.com and found that women ask for salaries nearly 3% lower than men with comparable resumes—and this gap only widens with more years of experience. Although 3% may seem minor, it equates to women earning nearly $4,000 less per year in high-paying roles.</p><p>Other research has found women are less likely or willing to enter into <a target="_blank" rel="noopener noreferrer" href="https://oxfordre.com/economics/display/10.1093/acrefore/9780190625979.001.0001/acrefore-9780190625979-e-464">negotiations</a>, less likely to <a target="_blank" rel="noopener noreferrer" href="https://pubsonline.informs.org/doi/10.1287/mnsc.2021.4077">self-report qualifications</a>, and <a target="_blank" rel="noopener noreferrer" href="https://rady.ucsd.edu/_files/faculty-research/uri-gneezy/gender-differences-preference.pdf">more risk-averse</a> in a professional environment. These behaviors stem, in part, from the <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/the-confidence-gap-overqualified-job-applications">confidence gap</a>—a pervasive difference in how men and women perceive and project their abilities at work.</p><p>According to Caltech’s Kirby Nielsen, Assistant Professor of Economics, and William H. Hurt Scholar, the <a target="_blank" rel="noopener noreferrer" href="https://www.hbs.edu/ris/Publication%20Files/ExleyNielsen_Gender_Oct2022_cb660658-9811-4f98-bf35-78ce37d95c93.pdf">gender gap in confidence</a> is often at the heart of women’s underachievement in the workplace. Nielsen’s research shows that women tend to underestimate their <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/sexism-hinders-job-performance">performance</a> compared to men, contributing to the perception that they are less capable. “Women’s relative <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/the-confidence-gap-overqualified-job-applications">lack of confidence</a> was shown to be contagious,” Nielsen notes. “It causes other people to now conclude that women performed worse.”</p><p>This confidence gap can create a vicious cycle, where women are perceived as less qualified or assertive simply because they do not project the same level of confidence as men. But if confidence is one of the main issues holding women back, why are confident women often criticized when they exhibit it?</p><h2>Confidence vs. arrogance: The double standard</h2><p>The long-standing advice given to women to “lean in,” popularized by Sheryl Sandberg’s 2013 book, encourages women to display more confidence, assertiveness, and leadership traits typically associated with success. In essence, women are told to “fake it until they make it” by using tools like eye contact, assertive posture, and strong language to come across as confident in the workplace.</p><p>However, while this advice may work for some, confident women often face a double standard. In pop culture, confident businesswomen are frequently portrayed as arrogant or domineering, reinforcing negative stereotypes. Characters like Sandra Bullock in <em>The Proposal</em> or Meryl Streep in <em>The Devil Wears Prada</em> exemplify how confidence in female leaders is often reframed as ruthlessness or arrogance. While fictional, these archetype characters paint an unflattering picture of female <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/how-to-be-a-leader-without-title">representation in leadership</a>.</p><p>“What is frequently referred to in men as assertiveness is called aggressiveness when exhibited by women, especially in the workplace,” says Kendra Davenport, Chief Development Officer of Operation Smile. “The qualities we admire in charismatic, confident male leaders are often frowned upon in women.”</p><p>This double standard forces women into a precarious position where they must balance projecting confidence with avoiding the label of arrogance. So, how can women strike this balance?</p><h2>How to project confidence without being seen as arrogant</h2><p>To effectively navigate the fine line between confidence and arrogance, women must be mindful of how they present themselves in the workplace. Here are some strategies to help build confidence while fostering positive relationships with colleagues and avoiding negative perceptions:</p><h3>1. Focus on substance, not just style</h3><p>While appearance, <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/non-verbal-communication-job-interview">body language</a>, and tone play a role in how confidence is perceived, it’s equally important to focus on substance. Confident leaders are those who bring value to the table—whether through expertise, innovative ideas, or thoughtful problem-solving. Ensuring that your contributions are meaningful helps demonstrate that your confidence is backed by competence.</p><h3>2. Cultivate emotional intelligence</h3><p><a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/how-to-use-emotional-intelligence-at-work">Emotional intelligence</a> (EQ) is a critical trait that can help bridge the gap between confidence and arrogance. Leaders with high EQ are self-aware, empathetic, and skilled at managing relationships. By focusing on how your actions and words affect others, you can come across as both confident and approachable, rather than overbearing.</p><p><a target="_blank" rel="noopener noreferrer" href="https://www.kornferry.com/about-us/press/new-research-shows-women-are-better-at-using-soft-skills-crucial-for-effective-leadership#:~:text=The%20greatest%20difference%20between%20men,strong%20case%20for%20gender%20equity.">Research from Korn Ferry</a> shows that women in the workplace tend to display more empathy and <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/how-to-show-emotional-intelligence-in-an-interview">emotional intelligence</a> than men, giving them an advantage in creating collaborative and supportive environments. Leveraging these traits can enhance leadership effectiveness and soften perceptions of arrogance.</p><h3>3. Practice humility and transparency</h3><p>True confidence doesn’t mean always having the right answer or being the loudest voice in the room. In fact, <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/balancing-confidence-humility-job-interviews">humility</a> is one of the top traits workers seek in leaders, according to research by Darren T. Baker and Juliet Bourke in the <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2022/10/how-confidence-is-weaponized-against-women">Harvard Business Review</a>. Demonstrating vulnerability, asking for input, and admitting mistakes are qualities that show humility and build trust. This helps ensure that confidence is perceived as genuine leadership rather than overconfidence.</p><h3>4. Lead with empathy</h3><p>Leaders who balance confidence with empathy are better equipped to build positive relationships and foster inclusive work environments. As Daniel Goleman, co-director of the Consortium for Research on Emotional Intelligence in Organizations, points out: “When you factor in the correlation between high emotional intelligence and those leaders who deliver better business results, there is a strong case for gender equity.”</p><p>In other words, if organizations shift to focus more on these soft skill competencies that prove to boost performance and increase organizational effectiveness, women will have a better opportunity for success than relying solely on portraying confidence.</p><h2>Redefining leadership success</h2><p>While confidence is undoubtedly a valuable leadership trait, placing excessive emphasis on self-confidence can obscure deeper issues, such as bias and organizational structures that perpetuate gender inequity. As Baker and Bourke suggest, senior leaders should focus less on individual confidence and more on fostering inclusive environments where all employees can thrive.</p><p><a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/03/the-key-to-inclusive-leadership">Humility, empathy</a>, and an <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/03/the-key-to-inclusive-leadership">awareness of both personal and organizational biases</a> are essential qualities that complement confidence and can help women leaders overcome negative stereotypes. By blending confidence with emotional intelligence and empathy, women can demonstrate strong, effective leadership without being labeled as arrogant.</p><p>Ultimately, it’s time to redefine leadership success. Instead of valuing confidence alone, workplaces should prioritize collaboration, empathy, and <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/balancing-confidence-humility-job-interviews">humility</a> as equally important traits. This shift will not only create more opportunities for women to excel but will also foster more inclusive, <a target="_blank" rel="noopener noreferrer" href="https://www.welcometothejungle.com/en/articles/measure-and-improve-productivity-at-work">productive</a>, and effective leadership in the workplace.</p><p><em>Photo: Welcome to the Jungle</em><br/><em>Follow Welcome to the Jungle on <a target="_blank" rel="noopener noreferrer" href="https://www.facebook.com/wttj.en">Facebook</a>, <a target="_blank" rel="noopener noreferrer" href="https://www.linkedin.com/company/wttj-en/">LinkedIn</a>, and <a target="_blank" rel="noopener noreferrer" href="https://www.instagram.com/welcometothejungle/">Instagram</a> and subscribe to our newsletter to get our latest articles every week!</em></p></div></div><div class="sc-bXCLTC hAvnVH"><span color="neutral-50" class="sc-gvZAcH koqGAG wui-text"><span>Topics discussed</span></span><div role="list" class="sc-bXCLTC iKURv"><a class="sc-bXCLTC inyLfn" 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https://cdn-images.welcometothejungle.com/Dav_zsR09Px7UeoXOIrZFfW4qexM3l2VE5LGiAoA4pc/rs:auto:980::/q:85/czM6Ly93dHRqLXByb2R1Y3Rpb24vdXBsb2Fkcy9hcnRpY2xlL2ltYWdlLzM5NTQvMTcyOTU4L2ZlbWFsZS1sZWFkZXJzaGlwLmpwZWc 1400w" style="object-fit:cover;width:100%;height:100%;object-position:50% undefined%"/></figure></div></div><aside class="sc-bXCLTC NZHJD"><div data-testid="block-authors" class="sc-bXCLTC"><span color="neutral-90" class="sc-gvZAcH fDvWgq wui-text">author</span><div class="ekii5q-0 fZIPKB"><div class="sc-bXCLTC jOTOtj"><div shape="circle" aria-label="Darienne Stiyer " role="img" class="sc-bXCLTC dUVXLe sc-kRRyDe UnUNk sc-emIrwa kUSeL"><img alt="Darienne Stiyer " src="https://cdn-images.welcometothejungle.com/wLs60YnpCpYParncTXglFexpgcwXhlO-xmfHsLcEa_4/rs:auto:400::/q:85/czM6Ly93dHRqLXByb2R1Y3Rpb24vdXBsb2Fkcy9hdXRob3IvYXZhdGFyLzY4MDAvMTY2Mjk5L0lNR183MTIxXzIuanBlZw"/></div><div type="author" class="h4cu6t-0 gZEPOP"><a display="inline" font-weight="regular" type="author" class="sc-eHsDsR fplnLi" href="/en/authors/darienne-stiyer"><span class="wui-text">Darienne Stiyer </span></a><div type="author" class="h4cu6t-1 kTAquX"><div class="uysomb-0 hatlTE"><p>Freelance journalist based in New York City</p></div></div></div></div></div></div><div class="sc-bXCLTC gYJgMu"></div><div class="sc-bXCLTC hAvnVH"><span color="neutral-90" class="sc-gvZAcH hgzqcG wui-text"><span>You’ll also like</span></span><a class="ik2l1n-1 jHZBat" href="/en/articles/kamala-harris-female-president"><img loading="lazy" src="https://cdn-images.welcometothejungle.com/manDLBVzghBOGsa4y3Ca4aE0NkEWnQgPU6r0x8Ck9ig/rs:auto:500::/q:85/czM6Ly93dHRqLXByb2R1Y3Rpb24vdXBsb2Fkcy9hcnRpY2xlL2ltYWdlLzEyMTEvMTczMDg4L0thbWFsYS5qcGc" class="ik2l1n-0 cdQvrL"/><p class="sc-gvZAcH kQhxUL wui-text">What Kamala Harris’s legacy means for the future of female leadership</p></a><a class="ik2l1n-1 jHZBat" href="/en/articles/career-resources-for-indigenous-people"><img loading="lazy" 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bLxHeO wui-text"><span>Nov 06, 2024</span></p></div><div class="sc-bXCLTC hRKigE"><button aria-disabled="true" disabled="" aria-label="Save" overflow="initial" aria-pressed="false" data-reference="bookmark:zbZ8Za0" data-role="bookmark:button:article_show_index" shape="circle" class="sc-ERObt ffLgwf" style="pointer-events:none"><div class="sc-bXCLTC ceRXMT sc-1y8999l-12 gMSnGa"><i font-weight="normal" font-size="1rem" class="sc-kbdlSk iHQwGw sc-1y8999l-1 XxAkY wui-icon-font" name="bookmark"></i><i font-weight="normal" font-size="1rem" class="sc-kbdlSk ipmOFl sc-1y8999l-0 ghBabh wui-icon-font" name="bookmark_outline"></i><div class="sc-1y8999l-2 sc-1y8999l-3 gSXFts ePcqPG"></div><div class="sc-1y8999l-2 sc-1y8999l-4 gSXFts gGUGfe"></div><div class="sc-1y8999l-2 sc-1y8999l-5 gSXFts ixFRmw"></div><div class="sc-1y8999l-2 sc-1y8999l-6 gSXFts dKZETQ"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-8 gSXFts hjZtEi"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-9 gSXFts 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Are men denying the opportunities handed to them?</p><p class="sc-gvZAcH bLxHeO wui-text"><span>Aug 20, 2024</span></p></div><div class="sc-bXCLTC hRKigE"><button aria-disabled="true" disabled="" aria-label="Save" overflow="initial" aria-pressed="false" data-reference="bookmark:r8RGjxd" data-role="bookmark:button:article_show_index" shape="circle" class="sc-ERObt ffLgwf" style="pointer-events:none"><div class="sc-bXCLTC ceRXMT sc-1y8999l-12 gMSnGa"><i font-weight="normal" font-size="1rem" class="sc-kbdlSk iHQwGw sc-1y8999l-1 XxAkY wui-icon-font" name="bookmark"></i><i font-weight="normal" font-size="1rem" class="sc-kbdlSk ipmOFl sc-1y8999l-0 ghBabh wui-icon-font" name="bookmark_outline"></i><div class="sc-1y8999l-2 sc-1y8999l-3 gSXFts ePcqPG"></div><div class="sc-1y8999l-2 sc-1y8999l-4 gSXFts gGUGfe"></div><div class="sc-1y8999l-2 sc-1y8999l-5 gSXFts ixFRmw"></div><div class="sc-1y8999l-2 sc-1y8999l-6 gSXFts dKZETQ"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-8 gSXFts hjZtEi"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-9 gSXFts hjZtEi"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-10 gSXFts hjZtEi"></div><div class="sc-1y8999l-2 sc-1y8999l-7 sc-1y8999l-11 gSXFts hjZtEi"></div></div></button></div></div></a><a class="sc-ERObt cvYJNm" href="/en/tags/society-jh-women-at-work"><span>View more</span></a></div><div class="sc-bXCLTC kYnvfi"><h5 class="sc-gvZAcH bEtoat wui-text"><span>The newsletter that does the job</span></h5><p color="neutral-90" class="sc-gvZAcH cgOyaO wui-text"><span>Want to keep up with the latest articles? 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