Eleanora Srugo: Everything That Makes Her A Better Leader Than Jason and Brett Oppenheim – And Why We NEED To See More Of Her

In my previous blog entry, I mentioned that Alex Hall of Selling The OC should maybe leave the Selling Sunset franchise and start her own real estate company. Or maybe she should be like Eleonora Srugo and have her own Selling Sunset spinoff with her own firm. Srugo has her own spin off series, Selling The City, as a team leader at Douglas Elliman in New York City. In 2023, she had the largest sale of the year, over $75 million.

Selling The City is the fourth series in the Selling Sunset franchise, and I think it might be one that follows the least of the agents’ personal lives and their dramas. Liz Kocan of Decider wrote that the show offered ‘new, refreshing office dynamics and, set against the backdrop of luxe Manhattan penthouses. The show’s success lies with its cast, who provide plenty of semi-manufactured, yet somehow they still feel authentic.’

And she was absolutely right. When I first saw the show on Netflix, I was very hesitant to watch it. In fact, it took me months to find the courage to do it. I know I might be overdramatic a little bit, but with the amount of drama seen in previous shows, I don’t think anyone can really blame me for that. Nevertheless, I (to my surprise) very much enjoyed the series. I even wished there was more of it, and I hope it will see a green light for a second season.

I particularly loved show because I resonated with Surgo’s life story. I didn’t grow up with a single mother like she did, but I was born and grew up in Israel like she did. And my family, like hers, practically came from nothing. Despite this, as a child, I felt like I had everything because love and time that I received was more than anything that money could buy could ever give me.

Watching the series made me realize something about leadership. Sometimes, it’s better to have a female leader over a male one. Female leaders often bring strengths like enhanced collaboration, empathy, communication, and transformational styles, fostering inclusive environments, better decision-making under stress, and diverse perspectives, leading to improved outcomes like innovation, profitability, and organizational dedication, though leadership effectiveness depends on individual skills, not gender. Research highlights how women often excel at ‘soft skills’ and building connections, while bringing unique insights that benefit diverse teams and stakeholders. To break it down more thoroughly:

Key Strengths of Female Leaders

• Collaboration & Inclusivity: Tend to foster teamwork, engagement, and listen more, creating inclusive cultures.

• Emotional Intelligence: Often score higher in empathy, self-awareness, and conflict management, improving team dynamics.

• Transformational Style: More likely to inspire, mentor, and develop employees, encouraging free thinking.

• Decision-Making Under Stress: Can manage cortisol better, leading to less risky, more effective decisions in high-pressure situations.

• Diverse Perspectives: Bring unique insights, improving innovation and understanding of broader customer bases. 

Benefits for Organizations

• Improved Performance: Studies link greater female leadership to increased profitability and productivity.

• Better Problem Solving: Diverse teams with women leaders identify issues overlooked by homogeneous groups.

• Stronger Connections: Focus on mentoring and community builds loyalty and stronger internal/external relationships. 

Important Considerations

• Not About Gender, But Skills: These are general tendencies; individual leadership quality varies, and many men embody these traits.

• Diversity of Thought: The goal is to leverage diverse strengths, not just replace one perspective with another.

• Overcoming Bias: Women often face biases and double standards, highlighting the need to support their ascent to leadership. 

Men are more task-oriented and directive, while women are more democratic. Men provide direction for their employees, while women encourage employees to find their own direction. Organizations that have women in top management positions or on their boards generally report better long-term financial performance (which is an argument for gender-balanced leadership, not all-woman boards). So yes, women ARE better leaders than men. That said, however, not EVERY woman is a better leader than a man. Not every single person is caught out to be in a management position – man or woman.

Just by seeing the different Selling Sunset shows, it was clear that Jason and Brett Oppenheim of The Oppenheim Group have much different leadership styles than Srugo showcased. Jason and Brett are very much business oriented when it comes down to managing the agents working for them. They never got involved in their employees’ personal lives and dramas. This excludes Jason previously being romantically involved with Mary Bonnet and Chrishell Stause. The twins’ shared business philosophy is one that’s rooted by empowerment, hands-on involvement, and leading by example.

One thing about Jason and Brett that I noticed is that, in the 9 season of Selling Sunset, was that they didn’t show much conflict resolution in their leadership style. When it come down to their employees’ conflicts – ones that affected their work – the agents were left to figure out the solutions for themselves; a lot of the times, there weren’t any resolutions at all. Unless there wasn’t a romantic history between Jason and an agent, there wasn’t much of any real reason for him to be involved or try to change or mend the toxic workplace environment. There’s been a lot of favouritism going on, specifically on Jason’s side.

Every single agent that’s ever worked for Jason and Brett is a fucking beast selling multimillion-dollar deals. These women have girlbossed themselves into the sun’s core. And despite all the soapy drama going on, there’s a real sense that these are very successful women who know their worth. I know that in my two previous posts, I called Stause out for being the biggest villain in the entire series. But that might not even be true. Maybe it was actually Jason the was the actual villain the entire time. He might not have been responsible for all the shit that spiraled down between the women, but he didn’t do much to stop the drama from happening either. He previously said, ‘My ex-girlfriends are my closest friends in my life. Chrishell is certainly included in that too. Like Mary, I love her and I have so much respect for her.’

Historically speaking, leadership roles were more likely taken by men. Traits that defined leadership included assertiveness, decisiveness, and competitiveness. These qualities have long been associated with effective leadership, particularly in hierarchical, performance-driven environments. On the other hand, female leaders have traditionally been expected to embody more communal traits, such as empathy, collaboration, and nurturing. While these distinctions may seem reductive, they offer a useful framework for exploring leadership differences, though it is crucial to note that individual leaders may exhibit a blend of traits irrespective of gender.

Male Leadership Traits:

• Decisiveness: Male leaders often show their ability to make quick, firm decisions, particularly in high-pressure situations. This quality is often crucial in industries where rapid responses are necessary.

• Risk-Taking: Men are often more willing to take risks, which can drive innovation and significant organizational changes. While this can lead to great rewards, it also carries the potential for failure if not managed carefully.

• Assertiveness: Assertiveness allows male leaders to communicate their vision and directives with authority. This trait can be instrumental in ensuring alignment across teams and in negotiating high-stakes deals.

• Focus on Results: Male leaders are often seen as highly goal-oriented, prioritizing outcomes over processes. This can lead to enhanced productivity and a clear focus on achieving measurable success.

• Competitive Drive: Competition can fuel performance, and many male leaders thrive in environments where they can outperform peers or competitors. This drive can inspire teams to achieve ambitious goals.

Female Leadership Traits:

• Empathy: Female leaders tend to excel in understanding and addressing the needs of their teams. Empathy fosters trust, enhances employee satisfaction, and strengthens team dynamics.

• Collaboration: Women often emphasize teamwork and inclusivity, creating environments where diverse perspectives are valued. This collaborative approach can lead to innovative solutions and stronger group cohesion.

• Emotional Intelligence: Female leaders frequently demonstrate high levels of emotional intelligence, enabling them to navigate interpersonal relationships effectively and resolve conflicts diplomatically.

• Adaptability: Women are often adept at adapting their leadership style to different situations, making them flexible and responsive to change.

• Focus on Process: Female leaders tend to pay attention to how goals are achieved, ensuring ethical standards and employee well-being are maintained alongside organizational success.

Of her leadership role, Srugo previously opened up to Netflix’s Tudum, ‘I was looking for open minds and women who were comfortable learning. I’m at a place now where I can share my secret sauce and mentor people, knowing that it does not take away from me. Their success, shine, and accomplishments make everyone better — and actually more money.’ She also opened up about what made her different than Jason and Brett. Srugo said, ‘I have a lot of respect for those guys and what they’ve built. But this is a little different. We’re a little grittier, and a woman is leading the team. The city also takes everything to another level. There’s a really high barrier to entry in this market, and it makes it extraordinarily competitive.’

There’s a sense of power that comes from being a woman in a leadership position. After all, it’s a highly male-dominated position that has been in effect since the tale of time. This deep-rooted stereotype and societal expectations often dictate that leadership qualities align more closely with traditionally masculine traits, perpetuating the notion that men are more suited for executive positions. Still to this day, men are more likely to be found in leadership roles, but it’s the women who are actually the ones who are better in that role. The qualities of a leader aren’t inherently tied to gender. And yet, societal norms, biological differences, and cultural expectations have shaped distinct leadership styles are, indeed, often associated with men and women.

Many people online – mostly on Reddit – didn’t have very nice things to say about Selling The City. More particularly, Srugo’s leadership style was heavily criticized. I wholeheartedly disagree with this sentiment. In fact, I believe that if Srugo was in a leadership position at The Oppenheim Group, things would’ve looked much different in the office spectrum when it comes to the workplace environment and culture. Jason and Brett are barely shown on their Selling Sunset shows. On the latest season of Selling The OC, Jason was only seen on-screen once. He wasn’t there to give authority. He wasn’t there to motivate. He wasn’t there to confront his employees’ conflicts directly. Throughout the seasons, Jason was mostly seen supporting Bonnet and Stause, and that was because he has a romantic history with them both. He’d been called out by other agents for showing favouritism in his leadership ways.

Srugo had never done that. She didn’t show any favouritism towards anyone in her team – woman or man. She treated everyone equally. She had a no bullshit mentality with the ones working for her. She expected every single one of them to do their job as expected. But she also showed great compassion and care towards her employees; one that we don’t see from either Jason or Brett in previous Selling Sunset shows in the franchise. One particular moment I appreciated was when Srugo was there for Taylor Middleton after she opened up about her long, hard infertility journey. She told Srugo, ‘Everything is coming at once, which is good. It’s a blessing and I’m very grateful for it. But trying to manage it all is a lot. And then not being able to have great one-on-one time with your partner, it can take a toll. There’s a lot of stress in real estate and I’m on my phone a lot. I know that really bothers him and I get it because I would feel the exact same way.’

As I watched the scene between the two women in motion, I think I fell in love. I fell in love with Srugo and how she just listened to Middleton speak of her struggles without interruption. Srugo might not have understood what exactly she was going through, but she listened anyway. That was what made her a good friend. That was what made her a good boos. More importantly, though, that was what made her a good leader. There’s a great difference between the two. A boss relies on authority and commands tasks, focusing on control and immediate results, while a leader inspires and influences people, building trust and fostering growth for long-term success. Bosses often direct and micromanage, using a top-down approach, whereas leaders delegate, encourage input, and support their team’s development, taking responsibility and celebrating shared wins. To break it down more thoroughly:

Key Differences: Boss vs. Leader

• Source of Authority: A boss uses their title and positional power; a leader earns respect and loyalty through actions and trust.

• Focus: A boss focuses on tasks and processes; a leader focuses on people and their potential.

• Communication: A boss gives directives (one-way); a leader encourages dialogue and input (two-way).

• Approach: A boss controls and dictates; a leader coaches, collaborates, and empowers.

• Handling Mistakes: A boss blames; a leadertakes responsibility and develops strengths.

• Motivation: A boss demands obedience; a leader inspires commitment and innovation.

• Credit: A boss claims success; a leadercelebrates the team’s success. 

Being a boss is about managing tasks and people through authority; being a leader is about influencing people to achieve a shared vision, creating a positive environment where individuals and the organization thrive. While one can be both, true leadership goes beyond the title, focusing on inspiration and support rather than command and control. 

This can be somewhat confusing. I understand. The two roles differ in their missions, as well as their methods. A boss only manages employees.A leader, on the other hand, is there to inspire them, to innovate, to motivate, and to help employees reach their potential. Perhaps THIS is the biggest difference between Srugo and Jason and Brett’s management style. Maybe it wasn’t ever about gender after all. Generally speaking, there are 10 core principles to great leadership. These are:

• Thinking: Creating and sharing a clear, compelling picture of the future to inspire action. 

• Integrity & Honesty: Acting ethically, being transparent, and building trust through consistent behavior. 

• Effective Communication: Clearly articulating goals, listening actively, and providing constructive feedback. 

• Emotional Intelligence (EQ): Understanding and managing one’s own emotions and recognizing them in others to build strong relationships. 

• Accountability: Taking responsibility for outcomes and holding oneself and the team to high standards. 

• Adaptability: Responding effectively to change, uncertainty, and new challenges. 

• Decisiveness: Making timely and confident decisions, even with incomplete information, to maintain momentum. 

• Resilience: Bouncing back from setbacks and maintaining a positive outlook. 

• Empowerment & Delegation: Trusting and developing team members by delegating effectively, signaling belief in their capabilities. 

• Continuous Learning: Committing to personal growth and staying open to new ideas, making them a lifelong learner. 

Tony Robbins, I’d say, is a good leader; a great leader. And he, of course, is a man. He’s such a great leader that he even has an entire blog post on his website that puts an emphasis on the 5 main differences he believes are between a boss and a leader. He writes, ‘The words “boss” and “leader” are often used interchangeably, but they’re not the same thing. A boss is a specific title and position: a sales manager, creative director or regional manager. These positions give a person power over others and the authority to make decisions. Bosses are often thought of as directing and supervising – just think of the word “bossy.” Leaders, on the other hand, pave a path for their team to follow. They stand with their team and set an example to inspire action, not demand it. They provide support and focus on developing the skills needed to achieve objectives, rather than just focusing on the result.’

With all that being said, it’s never to say that being a boss isn’t necessary in some cases; because it is. This is especially true for when new people are hired to work at the company in question. As seen on Selling Sunset, Brett’s model was the business transactions and operations. Jason’s model was the daily management of the business. The key word here is “management”. He’s been a boss to his entire team – in both the Los Angeles and OC offices. He was there to manage his team; not to inspire and empower their team to achieve great things. He was there to get tasks done authority to make decisions. In his managerial role, he’s been task-oriented and directive in their approach, with his main goal being to ensure that the work is completed to a certain standard and within a given time frame.

Srugo was different; way, way different. She was there to lead, inspire, and motivate her employees. Not just Middleton, but ALL of her employees who worked for her. She wasn’t just there to manage and get the job done. She was also there to connect. She was there to connect with her employees on a much deeper level; on a personal level. She was there to make her employees feel more comfortable and more at ease with themselves. She was there to aspire them to be better and to do better.

Netflix hasn’t made any plans for Season 2 yet, but it’s highly anticipated due to Season 1’s success and placement in Netflix’s Top 10, with rumors pointing to a potential late 2025 or early 2026 release if greenlit, following a similar timeline to its Selling Sunset franchise shows. That said, I really hope that Selling The City gets renewed. If anything, It’s the one show in the entire franchise that NEEDS to be renewed. More people need to see great leadership. More people need to see female empowerment and inclusion. More people need to see power and influence in the female sphere of leadership. Another Selling Sunset show that showcased exactly this was Selling Tampa. Not only did it have an all female case, but an all Black cast as well. It was released in 2021 and was cancelled after 1 season for undisclosed reasons. It was a show that people needed to see more of, but didn’t. People need to see more female-led business. People need to see that women CAN, in fact, do anything if they aspire to – despite all the doubt that comes along the way. People need to see that a woman can come from nothing and BECOME something.

That’s why, hopefully, Selling The City, will continue to shine.