"Oh, not enough women had the courage to apply for this top post" - whenever somebody says this, we need to put the question: is it possible that the work environment in many board rooms is simply not very attractive for women - and also for many men?

Instead of asking women to “toughen up” in their careers, we need to make top positions more attractive for women and diverse leaders. It is the job of top level leadership to change work culture and to break up the glass ceiling “from above”.

We will only overcome the “alpha culture” of leadership if we dare to re-define who gets promoted. Organisations that continue to encourage women to “toughen up” and become “more courageous” need to re-define the incentives of “success”.

Are we open to promote more humble, vulnerable and kind leaders who dare to express emotions, to admit mistakes and to collaborate instead of compete? I truly believe that authentic leadership is what is so desperately needed in most workplaces in order to lay the ground for new work cultures that are open for diverse forms of leadership - by both men and women.

It’s not enough to say “Now, it’s the women’s turn” and to expect men to simply step aside to make space for more women leaders. I believe that true change towards work environments that are more open for diverse, authentic leaders will only be possible if we have those on board who are currently in the majority in leadership positions: men.

Diversity will only work if men feel part of this transition. If men get rewarded in their careers for diversity management skills. And - most of all - if men can use this amazing opportunity of reshaping the idea of leadership and success for themselves as well: away from the pressure to be a „tough alpha leader“ towards a leader who can be a father, a sensitive soul and a part-time boss - AND successful. Because that‘s diversity, too.