Rethinking The Mold: Manhood, Masculinity And Leadership

Inclusive leadership encourages us all to rethink not just how we lead, but why. By addressing toxic masculinity, men can unlock new potential for themselves, their teams, and the entire IT channel.

The world is constantly changing around us. IT leadership, channel executives and MSPs are constantly seeking ways to build better businesses. Running businesses that are successful isn’t just about the next big tech innovation or partnership strategy. It is also about reevaluating and evolving our leadership norms—specifically, the impact of masculinity on business outcomes.

Start With Data

A 2023 survey from the American Psychological Association found that 73 percent of men believe societal expectations pressure them to project strength and independence, even when they need help. In the workplace, this often translates into rigid leadership styles, reluctance to collaborate, and difficulty embracing vulnerability—all of which can hinder organizational growth and innovation.

Let me clarify that masculine traits like ambition, protectiveness, and confidence are not inherently bad. They’ve driven remarkable achievements in business. The problem lies in toxic masculinity—a cultural construct that enforces harmful behaviors like emotional suppression, hyper-competitiveness, and exclusionary practices. For inclusive leaders, challenging these norms will lead to a more adaptable, collaborative, and financially successful workplace.

Rethinking Leadership Norms

The Myth Of ‘Going It Alone’

Many men in leadership feel they must carry the weight of their businesses solo. Toxic masculinity tells them asking for help is a sign of weakness. But leadership isn’t a lone-wolf endeavor—it’s about building a team that amplifies your vision.

Reality Check: Collaboration within your partner ecosystem can lead to more innovative solutions and stronger relationships. Asking for help doesn’t diminish your authority; it enhances your outcomes.

The Fear Of Vulnerability

Leaders often equate vulnerability with risk, but vulnerability fosters trust. Employees, partners, and clients want to feel a connection to leadership that’s honest and human.

Reality Check: Sharing challenges or setbacks can inspire loyalty and demonstrate resilience. It also opens the door for others to contribute ideas and solutions.

Reevaluating ‘Standard’ Business Practices

Toxic masculinity reinforces outdated norms like constant competition, hierarchical decision-making, and rigid work environments. These practices often exclude diverse perspectives, stifling creativity.

Reality Check: Cultures that encourage open dialogue and collaboration thrive, especially in the channel where partnerships drive success.

Expanding The Lens: Gender Beyond The Binary

Not all leaders fit neatly into “masculine” or “feminine” boxes. Non-binary individuals often navigate the workplace without the privilege of leaning on traditional gender norms. This unique position can make them adept at embracing authenticity and flexibility in their leadership styles.

For all leaders, the lesson is clear: Authenticity matters more than conforming to prescribed roles. The most effective leaders are those who align their behavior with their values, not stereotypes.

Tree Actionable Steps for Masculine Leaders

Self-Reflection

Ask yourself how your behaviors—whether shaped by traditional masculinity or not—affect your organizational culture.

Are you prioritizing collaboration over competition? Are you approachable? A good check is if employees who were once very vocal about their ideas are now quiet and less inclined to openly challenge your ideas publicly.

Encourage Vulnerability

Start with yourself. Examine what you think being a man means. How do you express masculinity? This can be hard because many have never thought about it. Or they focus on what being a man is not (i.e. being a masculine is not being feminine, being a man is not being a woman). I encourage you to go deeper and be specific in the terms used to define who you are.

Now comes the vulnerability: share your challenges with your team and peers. Doing so will normalize this level of reflection.

Foster Inclusivity

Use gender-neutral language in meetings and communications. Go beyond asking pronouns. Refrain from using ‘you guys’ and replace it with you all, or everyone.

Implement policies that create equitable opportunities for all, regardless of gender identity. If there is a physical component to a role, do not assume one member of the team is more competent than another.

Putting these things together can encourage collaboration and overall growth, organizationally and the channel ecosystem at large. By emphasizing shared goals of self-reflection, encouraging vulnerability, and fostering inclusive communication, we can focus on mutual benefits rather than individual gains.

The Bottom Line

Remember: masculinity and maleness aren’t the issue. The issue is when masculine traits become rigid, exclusionary, or toxic. By challenging these norms, inclusive leaders can cultivate more innovative and creative workplaces that drive better business outcomes.

The call to action is simple: Look inward. Recognize how your leadership behaviors impact those around you and embrace change as an opportunity for growth. After all, great leadership isn’t about embodying a stereotype—it’s about leading authentically and collaboratively toward a better future.

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