For a long time, it has been very difficult for women to earn a place in leadership without being judged for being selfish, inquisitive, or dominant, which is why what has been called the "sympathy dilemma".

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“Sympathy dilemma" is seen as immersed in a crossroads due to social prejudices imposed by gender norms. Androgynous leadership saves her from this stigma and allows her to develop both her masculine and feminine abilities to catapult herself into different scenarios more seamlessly. The sympathy dilemma. In the performance of different leadership roles in women, the concern arises about being rejected for not meeting the social standards that make a woman likable. There are still many prejudices and limiting beliefs about the performance of women in society, in which being inquisitive, making decisions, being competent, assertive, and strong, conflict with their feminine condition. Well, according to gender norms, it is believed that women should be kind, affectionate, helpful, and deferential and one does not conflict with the other. Women who advocate for their rights are seen as selfish, while those who advocate for the rights of others are often seen as helpful and altruistic women. They turn out to be more likable, agreeable, and accepted in different circles, so the “friendliness dilemma” arises in us: kind or competent? And I would say: we must be strictly friendly, so we remain friendly and competent. Androgynous leadership to the rescue of women's sympathy: I have known for many years, almost 40, the concept of Androgynous Management since I was at University it was a concept that was very popular in Colombia in the 80s, when women began to be hired in the Financial sector to manage offices, in what was then called the Savings and Housing Corporations, today Banks and which turned out to be a success because the combination of both feminine and masculine qualities allowed an integral performance in management and trust positions and general leadership, allowing the indices of capturing and managing resources to improve. This is further proof of how developing feminine and masculine skills in both men and women is of great benefit to society. Understanding this concept opens people's minds and mainly breaks with the stigma and myth that exists about the performance of women in society. In a study carried out by the "Scientific Journal, Dominion of Sciences", "conclusive elements are provided, which validate that biological sex is not an important factor in determining the effectiveness, self-perception and management style of leaders and current directors. What is important is to develop in both men and women "traits both "masculine" (competitive and task-oriented) and "feminine" (sociable and emotional), to adopt the correct posture in a specific situation as necessary". Therefore, if we women understand this, we will not be subject to approval seeking but will be ourselves in leadership and management positions without being blamed for being assertive, pragmatic, and rational. Developing social and emotional leadership skills, characteristic of women, and mastery of task orientation, characteristic of men, potentiates androgynous leadership. In conclusion, the social responsibility of parents, teachers, counselors, facilitators, therapists, and guides, within society is to help children, adolescents, and young people to develop and potentiate the two hemispheres of the brain, right and left, so that both emotional and rational abilities characteristic of each one of them respectively, can potentiate better human beings. Therefore, we women do not have to be ashamed or feel unaccepted for having developed autocratic leadership skills, since biological sex is not equivalent to the psychological sexual role, given that many women, due to particular circumstances in which they have not there has been male present in their lives, they have been called upon to develop and potentiate the masculine psychological role, becoming practical people, focused on tasks, on the execution and concretion of ideas and concepts. However, this does not mean that we cannot continue to enhance our feminine traits to be more capable women. A good leadership style is based on the leader's abilities, adaptation, and conflict resolution management, regardless of whether her gender is male or female