If you’ve ever worked under a female boss, you’ve probably heard it all: she’s too demanding, she can’t make tough calls, or she’s running a gossip club, not a department. In fact, you might have worked under one and wondered if there was some truth behind the tales.
But how much of that is just office talk, and what’s the real tea? Grab your drink, and let’s sift through the chatter to see if these stereotypes about female bosses hold any water or if they’re just myths waiting to be busted.
Behind the Desk: Debunking 9 Myths About Female Bosses in Nigeria
- “She must have slept her way to the top.”
Some whispers circulate whenever a woman steps up the ladder—accusations that she’s there because of favouritism or sexual favours. It’s not just wrong; it’s old and tired. Yes, some people may have used sexual favours and connections, but to assume women can’t reach the top without it? That’s where we draw the line.
Did you know women are statistically less likely to be promoted than men? A 2022 MIT study confirmed that it is not just in our heads—women genuinely face tougher odds in climbing the corporate ladder. Now, to diminish the achievements of women who have shattered these barriers through sheer will, numerous qualifications, and relentless hard work as merely having “slept their way to the top” is not only disrespectful, it’s downright destructive.
What’s even more disheartening is when such stereotypes are echoed by other women, sometimes out of competitive spite, which does nothing but undermine collective progress and solidarity.
Take Ibukun Awosika, for instance. She didn’t just climb to the top of First Bank of Nigeria by charm; she did it through hard work and brainpower. With a background in Chemistry from the University of Ife and several postgraduate qualifications, Awosika’s rise was all about hard work and dedication.
So, the next time you’re tempted to promote that tired narrative, remember this: Spreading such myths not only risks teaching the younger generation that dubious shortcuts are their only route to the top, but it also leaves them vulnerable to abuse and manipulation by men.
- “Female bosses are either too soft or too harsh.”
If she’s tough, she’s a dragon. If she’s kind, she’s a pushover. Can we make up our minds, please?
This frustrating double standard in leadership pushes female bosses into an impossible corner. When women in leadership roles in Nigeria assert themselves, setting high standards and enforcing discipline, they’re often branded as mean or too aggressive, while their male counterparts receive praise for being strong and decisive.
On the flip side, if a woman chooses to lead with empathy and shows concern for her team’s well-being, she risks being dismissed as too soft. Enough already! Women are renowned for their emotional intelligence, which allows them to navigate complex workplace dynamics effectively. So before you condemn a woman for being either too soft or too harsh, think again. Would you have the same reaction if your male boss had done the same? If not, then it’s time we re-educate ourselves.
- “She likes to find fault, or she’s hard to please.”
You might have heard about female bosses who can’t be pleased. It’s like she always has a magnifying glass ready, right? But hold up—let’s not pack all women leaders into the “forever unhappy” camp. Some bosses are picky, but it’s hardly a women-only trait. And here’s the thing: sometimes, those high standards that are considered nitpicking or nagging are about pushing the team to be the best.
Think about it: if you go into a project expecting your boss to nitpick, you’ll probably see any feedback as criticism, even when it’s meant to help. If you find yourself feeling constantly on edge, it might be worth initiating a conversation with your boss.
Ask questions like, “What can I do better?” “How can I improve?” and “What are my strengths and weaknesses?”. This proactive approach helps clarify expectations and can transform your perspective on the feedback you receive.
And let’s be honest, working under someone who demands excellence can actually be a secret weapon. You learn to sharpen your skills, pay attention to the little things, and up your game.
- “She’s probably just hormonal.”
Ah, the classic! Seriously, though—assuming every decision a woman makes is hormonal is not just disrespectful, it’s downright dismissive.
If a male boss slams his fist on the desk and says “No”, he’s seen as assertive. If a woman does it? “Watch out, she might be on her period!” .
This stereotype not only undermines a woman’s authority by attributing her leadership style to biology, but it also insinuates that her leadership style is dependent on her hormones, not her skills and experiences.
Yes, hormones can indeed influence anyone’s behaviour occasionally, and during those times, a bit more kindness and less judgment can go a long way. But it is frustrating that a woman can’t be firm or decisive without being considered overbearing and on her period. If you, as a fellow lady, have this kind of iyanma behaviour, please stop it.
- “Female bosses are perpetual drama queens and too emotional to lead effectively.”
Passionate about her job? Definitely. Drama queen? Not necessarily. When a woman brings fire to her role, it’s not drama—it’s determination.
There’s a tired narrative that paints female leaders, especially in Nigeria, as emotional drama queens, always ready to turn minor issues into major crises. But let’s set the record straight: showing passion isn’t a sign of instability, and it certainly doesn’t mean she’s making mountains out of molehills.
The reality is quite the opposite. What some might misinterpret as unnecessary emotion is often a display of strong emotional intelligence, which is a vital asset in effective leadership.
So, before dismissing a woman’s leadership style as too emotional, remember that her ability to connect with and inspire her team might be her secret weapon.
- “Female bosses just hire other women and hate men.”
Have you ever heard this one before? That a female boss is secretly building an all-women empire under the guise of pushing for diversity? Yeah, it’s as dramatic as it sounds, but here’s the truth: these women are not replacing men with a girl’s club.
True, some female bosses might seem to hire more women but think about it: maybe she is trying to give more ladies a shot in industries where men usually run the show. But let’s be honest—no boss would jeopardise her own position by hiring someone unqualified just to boost gender numbers. They’re looking for the best because their job is on the line at the end of the day, too.
The next time you hear someone suggest that female bosses are anti-men, take it with a grain of salt. What they’re really doing is championing diversity; they are not trying to wage a war against men, and they won’t compromise quality over gender.
- “Women leaders are too competitive, or Women don’t help other women.”
You might have heard the rumour that female bosses see other rising women as threats, fostering a cutthroat environment where only one queen can rule the hive. Yes, some women might be like this, but let’s not forget—plenty of men behave the same way. It’s funny how, when men get competitive, it’s just business as usual, but when women do it, suddenly it’s a gender issue.
The truth, however, is that several female leaders serve as mentors and advocates for younger women. They understand firsthand how difficult it is to climb the ladder and are keen to help other women attain this.
Next time you hear someone say that women leaders are overly competitive or don’t support other women, take a moment to question it. Look around, and you’ll see several powerful women creating programs and initiatives to help women break the glass ceiling.
- “Women are too conservative and risk-averse in leadership roles.”
Is it risk-averse, or is it risk-smart?
There’s a common narrative that suggests female leaders tend to shy away from big risks. But let’s set the record straight: this isn’t about fear; it’s about being strategic. While some might label cautious decision-making as a drawback, it’s time to see it for what it really is: a strength.
Female leaders often outperform expectations precisely because they take calculated risks. They’re not jumping without looking; they’re measuring, analysing, and making informed and impactful moves. This careful approach might seem conservative to some, but in many cases, it leads to breakthroughs that redefine industries.
So next time you want to assume women are less capable of leadership because they are risk averse, think about it: Wouldn’t you confirm the details of an investment before pouring your life savings into it?
- “A female boss prioritises family over work, affecting her commitment.”
Yep, it’s a classic—and not just for female bosses. Many women across all levels in the corporate world get side-eyed with this stereotype. The assumption? If you’re a woman, your family must be your priority, and that gets in the way of your work commitment.
Even though society always questions a woman’s commitment to work because of her family, they forget one essential point: managing both is not only doable but it’s being done every day. Women are continuously proving they can balance high-powered careers and home life without dropping the ball on either.
And let’s be honest, most men struggle to juggle the two, traditionally leaning on their partners to manage the home while they focus on work.
The worst part? This outdated stereotype can shut women out from opportunities under the false belief that they’ll be less committed or available for challenging roles or projects.
So next time this myth pops up, whether in casual conversation or in serious discussions, let’s set the record straight: women’s capacity to excel in both career and family is not an exception—it’s the norm.
Read Also: Which of These 11 Old Wives’ Tales Do You Believe In?
We admit that some female bosses are a tougher pill to swallow, but so are some men. The difference? We often label women’s assertiveness as a flaw, while men’s is seen as a strength.
Remember, at the end of the day, no boss (male or female)is perfect. So, next time you hear a stereotype about a female boss, take a step back and ask: is this really about her being a woman, or is it just her personality?