In recent years, work-life balance has become a key requirement for many professionals, especially Gen Z, when applying for jobs or deciding whether to stay in a role.
But while this shift has brought the conversation to the forefront, it’s not new, particularly for women in leadership. Many have spent years trying to build careers while managing caregiving, emotional labour, and the constant expectation to “keep it all together.” The language may be newer, but the experience is not.
What does work-life balance really look like for women as leaders? And how can we move beyond outdated ideas of having it all, to something more realistic and sustainable in 2025?
One of the most revealing studies on this topic comes from the Journal of Leadership Education. In Harmony and Help, researchers explored how women leaders sustain themselves while managing both professional and personal demands.
Their findings show that Women in leadership roles are more likely to experience time-related conflicts than stress-related ones. Additionally, work responsibilities tend to interfere with family life more often than family obligations disrupt work.
For them, work-life balance isn’t about splitting time equally between work and life but having the right kind of support at the right time. That could be a partner stepping in, a manager who respects boundaries, or a friend who checks in.
Many women shared how they often carried the emotional load silently. The performance of “having it all together” was just a performance. And beneath it was a deep need for flexibility, empathy, and honest conversations.
A more recent study published in the Psychology of Woman Journal reframed the conversation. Work-Life Integration in Women’s Lives highlighted that most women weren’t looking for a perfect balance – they were finding ways to blend.
That might mean taking a leadership call while cooking dinner or turning off notifications to be fully present with family. Some women redefined productivity entirely, focusing on impact rather than hours. Others relied on small, daily choices to preserve energy and stay aligned with their values.
For future women leaders, this is more about control than compromise. Leading on their terms, and building careers that support their lives, not override them.
Looking at Deloitte’s Empowering Women at Work report, two-thirds of women who experience real flexibility say they’re more likely to stay with their employer. They care more about the culture than the perks. Also, the top three reasons why women left their former employer in the past year were: small pay, lack of flexibility, and lack of work-life balance.
Some of today’s most admired women CEOs talk openly about their boundaries. They normalise rest, prioritise wellbeing, and don’t hide the reality of having families or complex lives outside work. This kind of transparency creates space for others to do the same, especially for emerging leaders watching from below.
At OLLMOO, we’ve seen how tailored leadership development and career mentorship for women helps shift this culture from the ground up. When women feel supported to lead their own way, everyone benefits, not just individuals, but teams and entire organisations.
Here are our six practical strategies to help you build a more balanced and intentional leadership life:
The most successful women leaders we know aren’t trying to do it all. They’re choosing what matters most, day by day. That might mean building a company, raising a family, mentoring someone else, or some combination of it all.
If you're on the path to leadership, know this: you don’t need to perform balance. You just need the space, support, and self-trust to define it for yourself.
And if you’re looking for support on your journey?
Explore how OLLMOO’s events, workshops, and mentorship programmes help future women leaders and women CEOs grow with confidence: ollmoo.com/events
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