Why Diverse Leadership Builds Trust, Performance and Better Outcomes for Men and Teams

I regularly get together with a group of male friends.

We can confidently discuss politics, sport, history and current affairs. We laugh together, debate ideas and share opinions on almost everything. On the surface, it looks like connection.

But there’s one topic that rarely comes up.
How we’re actually doing.
How we feel.
What we want or need.
That absence is telling.

It’s why so many men on our programmes say the best boss they’ve ever had was a woman. Not because of gender alone, but because of leadership behaviours, listening, empathy, creating space for honest conversation that are too often undervalued.

This is why diverse and inclusive leadership teams matter. They bring different perspectives, different strengths and different ways of leading that make teams stronger and more effective.

Diversity in leadership isn’t about optics.
It’s about performance, trust and better outcomes.

This – my last post of 2025 – is made in hope of more better outcomes, increased trust and improved performance in 2026.