Women and Leadership: Recruiting Your Support Team
Let’s face it. Women confront a lot of barriers in the workplace – both overt and subliminal – as we try to ascend to higher positions of power and influence or seek to exert influence from our current position. Can you believe that in 2020 we talked about whether or not the incoming First Lady of the United States should use her earned title of “doctor”? Let’s hope 2021 shakes out better for women!
As someone who has not yet risen to the level of First Lady of the United States (since I assume Dr. Jill Biden is not reading this!), how can you successfully navigate organizational life as a woman?
Whether you have a goal to ascent to a higher position of power, add responsibilities, or become the best employee you can in your current position, having people you trust on your side can make a real difference. I have identified four different types of people that you want to recruit to your network. One person may serve multiple roles; you may identify different people or multiple people for each role. And have women and men in your tribe!
Confidantes give you someone with whom to brainstorm, share your fears and anxieties, or simply listen when you need to vent. They may come from within your organization or external. You just need someone you trust to keep your confidences and give you honest advice. During my career, I have found numerous people within my workplace and friends outside of work who I know I can call when I need to talk something through, and I have provided this role for others. Spouses work here too, but sometimes you need a more objective opinion than a spouse can provide.
Allies stand by your side as you try to change your behaviors or exert more influence. As you take stock of the ways that you want to change and grow personally and professionally, allies can help you along the way. As an introvert, you may need support to practice speaking up in meetings. Your ally can ask you a direct question to encourage you to talk, cut off a bully who tries to interrupt, or give you reassuring nods as you practice your newfound courage. As an extrovert who needs to speak less, your ally can kick you under the table when you spout off again!
Mentors usually provide a more formal role, with advice and guidance to help you identify and achieve your long-term and short-term goals. Often a mentor will have achieved some personal or professional success that you wish to emulate. When I decided to start my business 10 years ago, I identified a few people I admired who could provide advice, guidance, and support as I took this gigantic leap of faith. I still call on them today when I face a challenge or need to talk something out. And I have found new mentors along my journey. They ask the right questions, challenge my thinking, steer me in the right direction, or refer me to others. I have also mentored numerous individuals in the community, often development professionals new to the profession. When deciding if and how to make a move in your professional life, mentors can serve an invaluable role.
Champions come from within your organization and will speak on your behalf, often in job change situations. Think of them as your internal reference and cheerleader. They will mention your name when managers talk about who to promote and state your case when in the room where the decisions happen. Often champions emerge serendipitously, but if you want a particular promotion, increased responsibilities, or job change, don’t leave it to chance. Recruit a champion who holds sufficient power in your organization and ask him or her to serve that roll for you. If they do not feel like you have the skills or experience to make that leap, either find a new champion or ask that person to mentor you into the position to which you aspire.
Life happens. Change happens. If we learned nothing else in 2020, we should have learned those lessons! But we can also take control of our personal and professional lives to create realistic goals and plans to achieve those goals. Having your tribe around you can help make that process less lonely and more effective.
So pick up the phone and start recruiting your team today!
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Successfully engaging staff in organizational change begins with creating an organizational culture that supports change.