Earlier this month, BESIX Belgium launched its first Lean In Circles in Brussels, dedicated to supporting and empowering its women colleagues. The gathering commenced with an inspiring keynote, Leadership in a Different Voice, delivered by Nathalie Delaere, where she challenged conventional notions of (male) leadership.
Following the keynote, participants joined their respective circles for an engaging discussion around inclusion and diversity in the workplace. The atmosphere was one of warmth and mutual respect, laying a strong foundation for collective growth within the Lean In community.
Leadership in a different voice
In her address, Nathalie Delaere focused on the hidden barriers facing women at work and the urgent need to redefine what great leadership looks like.
Addressing female colleagues of varied roles and career levels from BESIX in Belgium, she challenged the assumption that strong leadership must be relentlessly individualistic, competitive, and ever-on (i.e. masculine traits). She proposed an equally rigorous model, rooted in care, connection, and inclusion (i.e. feminine traits), that drives better decisions and more sustainable performance.
Beyond “fitting in”
Nathalie Delaere opened by naming an uncomfortable truth: from a woman’s perspective, many workplaces still reward assimilation (into the male-dominant leadership style) over authenticity. Careers still advance fastest where assertiveness, long hours, and visibility trump collaboration, listening, and balance. For the women among us, the result is alienation for some, imposter syndrome for others, and burnout for many.
Her diagnosis is perfectly illustrated by this statement of legal scholar Joan C. Williams, “workplace structures, assumptions, and expectations were built for the ideal worker: a man with a wife at home.” This quote drew murmurs of recognition in the room; it distilled what many experience but rarely hear stated plainly…
From Nathalie Delaere’s research on the Belgian market, three career blockers consistently surface: office politics, leadership style, and corporate culture; i.e. typical norms that undervalue relational skills and silence alternative voices.
Leadership in a different voice
At the heart of the keynote was “the different voice”: a leadership approach emphasizing interdependence, psychological safety, and the courage to make space for dissent. Far from being “soft,” this is the scaffolding for resilience and creativity. Teams speak up, learn faster, and course-correct earlier.
Nathalie Delaere’s argument echoed another widely cited critique of legacy norms. As Melinda French Gates puts it, “We’re sending our daughters into a workplace designed for our dads.” The quote framed the keynote’s central tension: if yesterday’s rules still set today’s rewards, how can tomorrow’s leaders thrive?
Practical pathways
Nathalie Delaere translated insight into action with 4 simple habits we can use right away during meetings (whatever our gender!):
- Micro-affirmations: give small, steady signals of respect, eg. credit ideas to the right colleague, listen fully, use open body language. This tiny acts can have a significant impact on employee well-being, morale, and a sense of belonging.
- The two-two rule. In meetings, let two others speak (or wait two minutes) before taking the floor again. Creating this space creates balanced participation.
- The third-man rule. If two men have spoken, ensure the third voice is a woman. It’s a simple nudge towards parity.
- The five-second rule. Ask a question, then pause. Count to five. You’ll see, more people will step in.
Looking ahead
The 70-strong female audience clearly leaned in as Nathalie Delaere framed inclusive leadership as a collective performance strategy, not a side project. “It’s about building conditions where diverse perspectives can actually shape decisions,” she repeatedly emphasized.
She closed with pragmatic optimism. Policies matter, but cultures are changed by everyday habits: who we interrupt, who we credit, who we trust. Leadership in a different voice isn’t a “women’s program” but rather an eye-opener: if companies like ours want to stay ahead, they must broaden what “leader” looks and sounds like… and redesign the system so every voice has a real seat at the table.
Interested to join?
Email lean-in@besix.com with your function/workplace, age, and language preference (NL/FR/ENG). We’ll start a waiting list and open a new circle when we have enough members. This is a grassroots initiative by a few local employees, supported by the Group. It’s for women colleagues of BESIX SA/NV to start, with plans to scale later.
