This research aims at understanding the career development of women in the high-level management in corporat ions and enterprises. I t will focus on their leadership uniqueness and inf luences, the conf lict of balancing fami ly wi th career, and how to coordinate and communicate. This research adopted multiple approaches on individual case studies. I t incorporates in-depth interviews of upper female leaders¡¦ career development and inf luence factor to acquire study results. The process included interviewing four women execut ives, t ranscribing the interview content , and analyzing the content. The study f inds even though the women execut ive¡¦s performance at work is outstanding, the responsibi lity in the fami ly does not reduce. With the increase in career opportunity, these women st ill have to be responsible for children¡¦s education as wel l as household duties. This renders greater pressure for women than men. Companies based on policies and system or indust ries that ¡¦s more sui table to women, wi th less obst ruct ion in career development wil l result in less family conf lict . Women execut ives with leadership styles that lean towards employee centered, team bui lding, proper delegat ion, and social experience, tend to have more pat ience and empathy. This is especially t rue in the communication and negot iat ion process. More democrat ic and inclusive spirit is incorporated. Encouragement and teamwork creates mutual t rust, and posi tive compet it ive envi ronment. As the famous quote by the American f irst lady Eleanor Roosevelt , ¡¨A woman is like a tea bag- you never know how st rong she is unt i l she gets in hot water¡¨, women leaders should possess self -knowledge, understand the inner-self and the role she wil l play. She should consider the nature of the job and its requirements. With personal uniqueness, distinct ive personali ty, and self -discipline, she wil l be convincing and possessing charming conf idence.