03/19/2024

Release the Untapped Potential of Your Female Leaders

Companies need to be more intentional to tap their talents

Winning the talent war isn’t about finding the right employees. You already have the right employees. They are just waiting to be engaged, empowered and leveraged. If you’re wondering how your organization is going to find its next rising stars in leadership, don’t have them rely on recruiters to identify outside talent when top talent exists within their organization. In my corporate training called “The Invisible Leaders: How to Find Them and Let Them Shine,” I discuss how you can uncover the undervalued female leaders in your company. If you want to release the potential of the talent you already have and gain the competitive advantage of promoting from within, read on.

ENGAGE female employees

What does your company do to involve its female employees? Think about the types of ways you elicit input, conduct meetings or request idea sharing. If you only favor those who speak first or loudest or who are always bold enough to challenge ideas in meetings, you may be missing out on the significant potential of those who struggle to be heard at meetings. Not everyone has a style that includes the assertive behavior we’ve come to associate with leadership potential. Many women prefer a more collaborative approach and may not stand out in the same way. Often, they may be working toward consensus instead of shouting down others or would rather highlight gaps and problems one-on-one, away from the group setting. 

What you can do to engage: Adjust the ways you evaluate potentials by engaging women in how they already work. Make space at the table, and notice the different styles that sit down. When you really listen, you may see your hidden female leaders encouraging others, building on ideas and asking thoughtful questions to steer the conversation. If necessary, encourage round-table discussion, and make it clear you expect to hear from each person in turn. This can allow you to evaluate the more quiet members of your team. Don’t forget to offer opportunities for people to share with you offline later, in your office or via email. 

Please select this link to read the complete article from SmartBrief.