Becoming a leader is a career-long journey. Some may think the path to leadership is linear, but it can take upward, horizontal, or even cyclical trajectories. Women can be leading individuals, teams, or entire organizations as they progress through the four phases of emerging, developing, guiding, and strategic leadership.
Last week, I hosted the fifteenth Virtual Meeting of the Novarica Women’s network on the topic of perspectives from emerging leaders. Our panelists, Electric Insurance QA Test Engineer Aditi Sharma, Pinnacol Assurance UI Engineer Sam Goldsmith, Glatfelter Insurance Group Associate Applications Manager Frankie Tyson, Central Insurance Director of Brand & Marketing Strategy Taylor Ray Orsbon, and Novarica Lead Associate & NWN Program Coordinator Tiffany Wang, discussed their leadership journeys and shared experiences. I’ve included some key highlights below:
Women are often tempted to attribute their successes to luck, but it’s important to remember that opportunities are given to those with talent and a strong work ethic.
Women are often socialized to downplay their achievements to themselves and others. Panelists discussed the importance of focusing on your individual contributions, not just the accomplishments of your team. One panelist suggested saying “I” more when sharing achievements with supervisors and colleagues in addition to recognizing team accomplishments. When I interview candidates, I always look for them to highlight achievements specific to them. As women, we have to increase our confidence and acknowledge that we have the right skills.
Other panelists suggested ways to combat imposter syndrome, including keeping a running tab of your achievements and measuring your successes quantitatively. One panelist shared that creating a list of her publications, projects, and other accomplishments helps her celebrate her achievements. Having this list to refer to in meetings with your supervisor can also help you make a case for a promotion or raise.
The advent of large-scale remote work during the COVID-19 pandemic has provided highly talented leaders with more options for upward mobility than ever. Retaining top talent involves more than compensation: It’s essential to provide emerging and future leaders opportunities to upskill and develop their strengths. Meanwhile, emerging leaders should keep their eyes open for opportunities to exceed expectations for their roles and demonstrate their aptitude for new tasks. “Do the job before you’re given it,” one panelist recommended.
Making connections with leaders at different stages can open doors for individuals.
Developing leaders focus on managing or directing within their companies, whereas guiding leaders provide mentorship to other leaders, including those outside their organization. Strategic leaders help create the overall missions of organizations. For emerging leaders or leaders of the future, it’s useful to build relationships and network with leaders at all levels. One panelist shared an example of a mentor who helped her tailor her leadership style to her strengths. Another emphasized how valuable it can be to have a mentor who will advocate for you and highlight your successes to others in your company.
Panelists shared that they also drew inspiration from junior colleagues who exhibited professionalism and “entrepreneurial spirit.” Qualities that panelists admired in senior leaders included patience, kindness, and a willingness to answer questions. One panelist noted that making connections with peers enabled colleagues to mentor each other. Individuals can demonstrate their potential before holding a leadership position by building their networks and gaining reputations for being pleasant to work with.
The next Novarica Women’s Network Virtual Meeting will take place on July 28, 2021, at 11 AM ET on the topic of “Winning Data Strategies.” Speakers include Novarica’s Vice President of Research and Consulting, Nancy Casbarro. More information is available at here.
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