The journey from individual contributor to leader is filled with challenges, opportunities for growth, and rewarding experiences. I hosted the most recent Datos Insights Women’s Network virtual webinar on the topic of Leadership Development: Emerging to Developing Leaders. Our panel included Monica Donaldson (Software Quality Assurance Manager at Pinnacol Assurance), Rebecca Kollmann (Senior Corporate Marketing and Communications Manager), Debi Mofford (former CIO at WCF), and Frankie Tyson (Application Manager at Glatfelter). Our discussion shed light on key aspects of leadership development for those in the early stages of their leadership careers. Here are important takeaways from that conversation.
The Changing Landscape of Leadership Aspirations
Today’s workforce is experiencing a shift in attitudes toward leadership roles. Research indicates that only 38% of employees express interest in becoming people managers. This decline in leadership aspirations is attributed to concerns about increased pressure, stress, and longer working hours associated with management positions. Additionally, younger leaders report higher levels of burnout compared to their older colleagues.
To address this challenge, companies are adopting innovative approaches to encourage leadership development:
- Implementing “player-coach” roles where employees contribute individually while also leading small teams
- Focusing on the distinction between leading and supervising to highlight the more appealing aspects of leadership
- Emphasizing servant leadership principles to create a more supportive environment
- Offering management perks and improving technology to reduce administrative burdens
- Providing opportunities to “try out” leadership through rotational programs
These strategies aim to make leadership roles more attractive and accessible to emerging talent, ensuring a robust pipeline of future leaders.
The Crucial Role of Advocates and Mentors
While mentorship is widely recognized as important for career development, the panel highlighted the distinction between mentors and advocates or “fairy godmothers.” Advocates play a critical role in identifying leadership potential in individuals who may not see it in themselves and actively promoting them within the organization.
Advocates often recognize leadership qualities in individuals before they see it in themselves. Having someone believe in your potential can be a powerful motivator to step into leadership roles. Mentors can be internal or external, focusing on personal and professional development. Advocates are typically within the organization, helping to create opportunities and promote individuals.
Women may not always prioritize finding advocates as much as their male counterparts, making it important to actively foster these relationships. Emerging leaders are encouraged to seek out both mentors and advocates to support their leadership journey.
Developing Critical Leadership Competencies
As individuals transition into leadership roles, they need to develop new competencies. The panel identified several key areas for growth:
- Conflict management: Addressing issues quickly and effectively before they escalate
- Speaking with authority: Communicating confidently without being overbearing
- Influence and persuasion: Developing the ability to guide others toward a shared vision
- Negotiation skills: Finding mutually beneficial solutions and compromises
- Patience: Recognizing that meaningful change and results often take time
- Empathy: Understanding the challenges faced by team members and advocating for them
- Vulnerability: Being open about mistakes and demonstrating a willingness to learn
Emerging leaders are advised to focus on these competencies as they grow into their roles. Many organizations offer formal leadership development programs, but self-reflection and seeking feedback from peers and mentors are also valuable ways to identify areas for improvement.
Conclusion
The path to leadership is not always straightforward, but it offers tremendous opportunities for personal and professional growth. Aspiring leaders should remain open to constructive criticism, maintain a growth mindset, and be willing to take on new challenges – even if they don’t feel entirely prepared. Building trust with your team through authenticity, admitting mistakes, and demonstrating vulnerability are crucial elements of effective leadership.
As the leadership landscape continues to evolve, organizations must adapt their approaches to identifying, developing, and supporting emerging leaders. By fostering a culture that values both individual contribution and leadership skills, companies can ensure a strong pipeline of future leaders who are prepared to navigate the complexities of the modern business world.
Our next Datos Insights Women’s Network virtual meeting will take place on October 30 at 2pm ET and will be the second of a three-part Leadership Development Series. The second Leadership Development meeting will focus on Strategic Leaders and will be facilitated by Datos Insights Executive Principal Martina Conlon. For more information on the Datos Insights Women’s Network visit our website.
