To recap, in my last blog, I explored how the participants of my research reflected on the inherent strengths which manifested from their LGBTQ+ identity, and which informed and shaped their identity as a leader: ambition, resilience, and empathy. This week, I’ll bring my blog series to its conclusion and focus on the final theme that my research captured, as well as summarising the findings and move to some of the practical applications.
Through my research, I've observed how these strengths coalesce into three distinct areas, and these form the third and final theme of ‘Workplace roles formed from the Collision’; each bearing testament to the unique experiences and perspectives of the LGBTQ+ leaders in my study.
The ‘Supporter’
Firstly, there's the 'Supporter', whose mission is to uplift and amplify underrepresented voices. Drawing from their own experiences as a minority 'voice' within the LGBTQ+ community, these leaders strive to foster psychological safety, creating an environment where interpersonal risk-taking is encouraged. By embracing vulnerability and championing inclusivity, they pave the way for others to thrive.
The ‘Advancer’
Next, we encounter the 'Advancer', driven by a deep understanding of others' strengths and aspirations. Armed with heightened interpersonal insight, these leaders are adept at identifying untapped potential and crafting opportunities for growth. Their career drive, combined with a keen awareness of systemic barriers, propels them to advocate for those who may otherwise be overlooked.
The ‘Protector’
Lastly, we encounter the 'Protector', a stalwart guardian of fairness and equity. Fuelled by their own encounters with societal norms and injustices, these leaders fearlessly challenge dominant power structures. With unwavering resolve, they confront prevailing norms and advocate for organizational dynamics rooted in justice and equality.
Together, these workplace roles represent the rich tapestry of strengths embedded within the LGBTQ+ leadership experience. By embracing and embodying these identities, LGBTQ+ leaders have the opportunity to forge a path that not only honours their authenticity but also challenges the status quo. As they navigate their leadership journey, supported introspection into these identities can serve as a powerful catalyst for personal and professional growth.
But how can organisations put this in practice?
Supporting the Development and Introspection of LGBTQ+ Leaders
While these insights should be applied cautiously to other contexts, they offer valuable considerations for organisations and practitioners striving to support LGBTQ+ individuals on their leadership journeys. Organisations must adopt a nuanced approach to LGBTQ+ leadership development, recognising the significance of the intersection of identities. Traditional competency-based development approaches may overlook the unique challenges and strengths associated with LGBTQ+ identity. Leadership development programmes should integrate this significance into their curricula, encouraging LGBTQ+ leaders to explore the interaction between their LGBTQ+ and leadership identities. By doing so, organisations signal their commitment to inclusivity and diversity, while also confronting biases within their leadership structures. Practitioners facilitating leadership development programmes should focus on three key areas. Firstly, they can create developmental content that prompts individuals to reflect on the impact their LGBTQ+ identity has on their leadership journey. For example, facilitated group discussions can foster learning and mutual support among LGBTQ+ leaders. Secondly, practitioners can facilitate the creation of support networks within development programmes to provide insulation and solidarity. Finally, integrating principles of Positive Psychology can help LGBTQ+ leaders understand and leverage their strengths effectively. These practical strategies aim to enhance self-knowledge, awareness, and confidence, empowering LGBTQ+ leaders to navigate and challenge systemic barriers effectively.
Together, these approaches foster an environment where LGBTQ+ leaders can thrive, leveraging their unique perspectives and strengths to drive positive change in their organisations and beyond.
