Written by: Mel Stanley, Guest Writer
Women leaders are switching jobs at the highest rates we’ve ever seen—much higher than men in leadership.
To put that into perspective:
For every female director who gets promoted, two other female directors choose to leave their company.
This has serious implications for companies seeking to level up and demonstrate their commitment to gender equality and diversity as women are already under-represented at senior levels
The percentage of key roles held by women remains stuck at 25% with the CEO job still dominated by men. The further uptick in C-suite roles can be explained by the increase in non-executive roles held by women. These are often non-paid and centred on board oversight rather than having any decision-making power
But if you are a woman working in a corporate, this is not new, news.
We have been hearing this for years
And all the investment in unconscious bias, mindfulness training and DE&I governance hasn’t shifted the dial one iota
So how can women build their leadership profile and make an impact when they don’t hold a position of influence?
If you are not offered a seat at the table…create your own table
In other words, seize the initiative. Create a Personal Leadership Brand that will showcase your Leadership potential, prove your strategic skills and present your vision
Here’s 3 ways to do that:
1. Define your own agenda
There’s an inherent danger in hiring in our own image. Yet corporate cultures often dictate that leaders need to be of a certain type (and I don’t mean white, male and over 50) to thrive and be successful. The cookie cutter profile of leadership in an organisation might tempt you to compromise who you are and what you stand for.
Don't go there, it's the quickest road to stress, burnout and failure
Instead, set your own agenda and stick to it: What do YOU want to achieve? How do YOU want to make a difference? What sort of Leader do YOU want to be, what values will YOU embody?
The world accommodates you for fitting in but rewards you for standing out
2. Thought Leadership
Becoming a respected authority in your industry is an excellent way to position yourself and your Personal Brand for leadership
Start by
Being clear on your chosen area of expertise
Be consistent, do not deviate
Share your thoughts and ideas at every opportunity
Create content in relation to your expertise
Put yourself out there, be visible
Pretty soon you will be recognised for your insight and expertise
3. Build and leverage your own networks
Women have outstanding relationship-building skills but their networks typify friends, allies, and confidantes rather than broader groups of associates.
This makes leveraging the relationships more difficult as they are personal rather than professional
But there are ways to overcome this without sacrificing your integrity. For example you can create and lead your own specialist group to showcase your leadership skills and ingenuity.
Operational Networks. These might be in the form of an internal committee or working group. For example connecting a group of experts committed to solving a problem, promoting a product or service or hosting a special event
Strategic Networks. External professional networks aligned to your own career goals: For example, membership organisations populated by like-minded individuals
Personal Networks. The many varied industry-based women’s networks are excellent examples of this. These networks can become very influential in engendering change, training, and mentoring.
You don’t need a title, a big team, or permission to be a leader; but you do need to adopt a leadership mindset, speak the language of leadership, and assume a leadership position to make it happen
Mel Stanley, Brainz Magazine Guest Writer
Mel Stanley is a Personal Brand specialist working exclusively with aspiring, professional women wanting to transition into leadership roles
She has 25 years experience of Marketing and Brand building in large UK network agencies and blue-chip Corporates. She secured her first of 2 Advertising Agency Board positions aged 33, finishing as a non-Executive Director to Smart Energy GB (a UK Government Board) before leaving her corporate career behind in September 2019 to set up FirstWoman
Mel is an ardent supporter of female talent and gender equality. She has a firm belief that we need more women leaders in a position of influence to make decisions related to gender balance otherwise there will only be incremental changes to current working practices
Through FirstWoman Mel uses her many years of Brand and Marketing expertise and leadership experience to help other women overcome their barriers to progression by helping them to develop an authentic and consistent leadership brand that positions them for success
