LEAD FROM YOUR FULLEST, MOST AUTHENTIC SELF
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DESCRIPTION
FEMININE LEADERSHIP
What does it mean to lead authentically as a young woman today? This interactive workshop redefines leadership through a feminine lens—one rooted in empathy, collectivism, and shared accountability.
IN THIS WORKSHOP
ABOUT FEMININE LEADERSHIP
What if leadership wasn’t about fitting into someone else’s mold, but about leading from your fullest, most authentic self? Too often, young women are told they must “lean in” or adopt forceful, traditionally masculine (yang) traits to be seen as leaders. Feminine leadership offers another path—one grounded in collectivism, empathy, deep listening, and shared accountability.
In this workshop, participants will learn to distinguish between women leading and feminine leadership as an energetic practice. They’ll explore common aggressions—such as tone policing, tokenism, and the glass ceiling—and practice tools for responding in ways that center authenticity and connection rather than defensiveness. Through interactive case studies, small group discussions, and practical frameworks, participants will walk away with both the confidence and the language to embody feminist leadership in their schools, communities, and early careers.
LEARN
PARTICIPANTS WILL:
DISTINGUISH
between gendered leadership (being a woman in a position of power) and feminine leadership (leading with balance, empathy, and collectivism).
LEARN
practical strategies for addressing microaggressions like tone policing, tokenism, and glass ceiling barriers through a feminist lens.
PRACTICE
applying frameworks such as Calling Forth, communal bragging, and decolonized nonviolent communication (NVC) to real-world scenarios.
STRENGTHEN
their ability to listen deeply, regulate emotions, and advocate authentically in academic, professional, and community contexts.
LEAVE
with actionable tools and a resource sheet to sustain their leadership growth beyond the workshop.
TESTIMONIAL
Women NC
This event was incredibly engaging, and I learned many new things that I will apply to my own leadership. I liked that we had an opportunity to hear each other, and discuss what we already do in-practice, and what we can consider and add in the future. How often is it that we can openly talk about microaggressions and how to address them?