Loyalty is still one of the most praised traits in women at work. Loyal to a leader. Loyal to a team. Loyal to an organisation that no longer has your back. In 2025, that expectation hasn’t softened. If anything, it has hardened.
In this episode of Lead to Soar, Michelle Redfern and Mel Butcher revisit the idea that loyalty is a virtue for women leaders—and ask harder questions about what loyalty actually costs when it isn’t reciprocated, rewarded, or aligned with sound leadership judgement.
This conversation reflects where work is now: prolonged uncertainty, shrinking tolerance for poor leadership, and growing pressure on women to absorb dysfunction quietly “for the good of the team.” Michelle and Mel explore how loyalty often keeps women over-functioning, staying silent, or rationalising environments that are actively limiting their authority, credibility, or options.
This is not about being transactional. It’s about recognising when loyalty has tipped from values-driven commitment into self-erasure.
In this episode, we explore:
Why loyalty is still expected from women even when leadership quality and organisational standards decline
How loyalty can blur judgement and keep women stuck in roles that no longer match their capability or ambition
The difference between staying committed and staying compliant
Why women are often asked to carry instability, clean up dysfunction, or “hold the culture” without mandate or power
What it looks like to make leadership decisions based on evidence, trajectory, and impact—not obligation
This episode is part of a broader shift in the Lead to Soar conversation: away from endurance as a virtue, and toward discernment as a leadership skill.
Resources & links
Michelle’s book: The Leadership Compass: The Ultimate Guide for Ambitious Women Leaders to Reach Their Full Potential
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