The aim of this article is to examine the impact of motherhood on the leadership styles and competencies of women serving in uniformed services, and to determine whether this experience constitutes solely a barrier to the development of a leadership career or also a source of resources that strengthen the effectiveness of managing people. The starting point was the assumption that women’s functioning in hierarchical and strongly masculinized structures requires the ability to combine organizational demands, cultural norms, and family responsibilities. The article formulates the following research problems: Do women with children differ from childless women in terms of declared leadership competencies and aspirations? What organizational barriers do they perceive as the most important? Does caregiving support strengthen mothers’ readiness to undertake leadership roles? The study was conducted within a quantitative paradigm using the diagnostic survey method. An original online questionnaire was applied, including demographic questions and items assessed on Likert scales, referring to leadership aspirations, perceived barriers, stress, and the relationship between professional and family life. Data analysis was based on descriptive statistics, comparative analysis, and non-parametric tests, which made it possible to capture both the level of declared attitudes and differences between the analyzed groups. The findings indicate that motherhood in the studied sample was not associated with a decrease in women’s leadership orientation, but rather with a more complex balance of gains and losses. Mothers more often experienced work–family conflict, but at the same time they more strongly perceived the transfer of experiences from family life to service and declared a higher intensity of selected leadership competencies. They associated motherhood in particular with greater empathy, better work organization, responsibility, and emotional maturity. Predictable caregiving support is of key importance for mothers’ leadership development, as it strengthens their aspirations to assume supervisory roles. The conclusions point to the need to reduce the unpredictability of service, develop mentoring, implement policies supporting parents, and overcome the stereotype that motherhood is incompatible with effective leadership.