Winning the talent war isn’t about finding the right employees; it’s about recognizing and nurturing the talent you already have. Many organizations overlook the incredible potential of their existing workforce, particularly female leaders. In my corporate training, “The Invisible Leaders: How to Find Them and Let Them Shine,” I explore strategies to uncover and elevate the undervalued women leaders within your company. If you want to harness the talent you already possess and gain a competitive edge by promoting from within, read on.
1. ENGAGE female employees
Current state: How does your company involve its women employees? Consider the ways you solicit input, conduct meetings, or encourage idea sharing. If your organization only values those who speak first, loudest or are bold enough to challenge ideas in meetings, you might be overlooking significant potential. Many women employ a more collaborative approach and may stand out in different ways. They might work towards consensus instead of dominating discussions or prefer to highlight gaps and problems one-on-one, away from the group setting. This can lead to struggles being heard at meetings, where more assertive voices may overshadow their valuable insights and contributions.
Action steps:
- Adjust evaluation methods: Engage women by acknowledging how they already work. Make space at the table and appreciate the different styles present. Notice hidden female leaders who encourage others, build on ideas and ask thoughtful questions to steer conversations.
- Facilitate inclusive discussions: Encourage round-table discussions where everyone is expected to contribute. This can help you identify quieter team members’ potential.
- Offer alternative platforms: Provide opportunities for employees to share thoughts offline, whether through one-on-one meetings or emails.
2. EMPOWER female employees
Current state: Once you change how you evaluate leadership potential, what do you see? You may notice skill sets perfect for upcoming projects or new initiatives. Non-traditional leadership styles might be just what your company needs to achieve critical objectives. Women in your organization might possess essential skills but need more key influence and visibility.
Action steps:
- Recognize diverse skill sets: Identify and empower subtle and understated leaders. Look for women who might have escaped notice due to their lower-key ways but are highly capable.
- Provide opportunities: Offer these hidden leaders chances to raise their profile and demonstrate their abilities. Recognize and leverage their unique skills to achieve business objectives.
3. LEVERAGE female employees
Current state: Empowering your underutilized female leaders isn’t just about diversity for its own sake — everyone wins when women are brought to the forefront. Expanding the definition of leadership traits includes more styles and likely more women. Diverse leadership leads to better margins, more employee engagement and more agile decision-making. Revise how you assess leadership potential and explore the talent already within your company. You’ll be amazed at the incredible potential your current employees have to offer.
Action steps:
- Promote visibility: Talk about underutilized leaders at every reasonable opportunity. Ensure others are aware of the great work women in your company are doing.
- Encourage and acknowledge: Praise and recognize women to raise their profiles, even if they don’t naturally self-promote.
- Advocate for opportunities: Provide opportunities of increasing importance to give women clear paths to success, leveraging their existing skills.
Your organization stands to gain significantly from diversified leadership and the talents of your existing, underutilized female leaders. By broadening the definition of “leadership skills,” you will discover many individuals who can bring immense value and drive your company’s success. Women with a seat at the leadership table benefit everyone, so start making it happen today. By changing your focus, you’ll unleash a wealth of untapped talent within your organization.
Opinions expressed by SmartBrief contributors are their own.
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