Building on the CEO Mindset Report, leading resume templates service Zety® and SIGMA Assessment Systems, a trusted provider of executive personality assessments and development tools, have released new findings comparing male and female CEO personality profiles. While the original report identified 10 core traits that distinguish CEOs from the general population, the CEO Personality Traits by Gender Report reveals where male and female CEOs align, and where their leadership styles diverge.
Drawing from over a decade of SIGMA’s proprietary personality assessments across 700+ CEOs, the expanded analysis explores how gender is linked to core leadership traits like risk-taking, empathy, autonomy, and more. There was strong overlap in foundational traits like responsibility and self-control, but distinct patterns in how male and female CEOs approach risk, collaboration, and interpersonal dynamics.
Shared DNA: Traits All CEOs Tend to Have
The report highlights several traits where gender differences were negligible, suggesting shared strengths among all CEOs regardless of gender. Both male and female CEOs were similarly strong in discipline, accountability, organization, and social composure, which are core traits in individuals who reach executive-level positions.
- Self-Control: Strong emotional regulation and discipline
- Responsibility: High ethical standards and sense of duty
- Social Confidence: Comfort in public leadership and interpersonal settings
- Order: Preferences for structure, planning, and prioritization
- Intellectual Efficiency: Strength in analytical thinking and problem-solving
Where Leadership Styles Diverge
Despite the overlap, male and female CEOs differed in some areas of personality. Male CEOs were more likely to take risks, act independently, and seek influence, while female CEOs tended to lead with more caution, empathy, and collaboration.
- Risk-Taking vs. Risk Aversion
Male CEOs were more likely to pursue bold, high-uncertainty decisions. Female CEOs tended to lead with greater caution and sensitivity to risk. - Achievement-Oriented vs. People-Oriented
While all CEOs are highly driven, male CEOs leaned more heavily into ambition and influence, and female CEOs placed greater value on social connection and reputation. - Assertiveness vs. Affiliation
Male CEOs were more likely to seek authority and influence, while female CEOs showed a greater tendency toward empathy and emotional attunement.
These findings highlight the complexity of leadership psychology. These variations do not imply superiority of one style over another. Rather, they reflect different expressions of leadership in different contexts. A noticeable pattern of traits where male and female CEOs were similar, and stood out from the general population, was organization. In contrast, CEOs were generally as easy-going and concerned with their reputation as the average person.
“Our goal is to demystify the psychology of leadership,” said Ted Jackson, CEO of SIGMA Assessment Systems. “Understanding these differences can help organizations build more balanced teams, support diverse leadership pipelines, and foster environments where different people can thrive.”
What It Means for Aspiring Leaders
This expanded report offers a roadmap for professionals looking to understand or emulate C-suite leadership. Skills related to many of the traits identified—like curiosity, discipline, and responsibility—can be strengthened with practice.
“Leadership is not a fixed trait,” said Jasmine Escalera, career expert at Zety. “The beauty of this data is that it shows multiple paths to successful leadership. Women may lead with empathy and caution. Men may lead with assertiveness and risk tolerance. Both styles can be effective depending on the environment and goals.”
What Organizations Can Learn
While every workplace is different, the data offers some thought-starters for companies looking to support leadership development in a more intentional and inclusive way.
- Build Complementary Teams
Rather than seeking a single “ideal” leadership style, diverse personality profiles can strengthen executive teams. Balancing big-picture thinkers with detail-focused implementers, or pairing high-energy visionaries with steady, grounded collaborators, can lead to more thoughtful, well-rounded decision-making. - Revisit Leadership Assumptions
Some traits still get labeled as “masculine” or “feminine,” but the findings challenge that framing. Many women score high on assertiveness and strategic thinking, while many men show strong tendencies toward empathy and collaboration. Broadening the definition of leadership could help organizations uncover overlooked talent and build more balanced leadership pipelines. - Spot Strengths Early
Traits like organization, drive, and discipline are among the strongest predictors of job performance, but they can be hard to spot through resumes or interviews alone. Traditional hiring often emphasizes past experience or technical skills, which means high-potential candidates with these traits may get overlooked. Companies might consider how to surface and support these qualities earlier.
For detailed insights on the CEO Personality Traits by Gender Report, access the full study at zety.com/blog/ceo-personality-gender-report .
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