This week, I’m going to delve deeper into my research findings. To recap, in my last blog I explored the ‘collision’ between an individual’s LGBTQ+ identity and that of their leadership identity. Through this exploration, three themes emerged: 1) Reconciliation of the Collision, 2) Strengths resulting from the Collision and 3) Workplace roles formed from the Collision. In this week’s post, I’ll be digging into the first theme.
The title of the first theme, 'Reconciliation of the Collision,' describes how individuals make sense of the interaction between both their LGTBQ+ and leadership identities, unveiling the complexities of self-discovery and societal expectations. The participants in my research spoke of three subthemes that needed to be reconciled:
Obligations:
In the exploration of LGBTQ+ identity within the context of leadership, a recurring theme emerges: the weight of responsibility. It's a responsibility that extends beyond individual aspirations, encompassing a broader commitment to the LGBTQ+ community—a commitment centred around visibility, service, and authenticity.
Coined as 'Obligations,' this sense of duty underscores the intrinsic connection between LGBTQ+ leaders and their communities. There exists an intra-community pressure to fulfil these responsibilities, reflecting a broader societal expectation for LGBTQ+ individuals to be visible and authentic representatives of their community.
However, this sense of duty is not without its challenges. There can be a profound sense of guilt and disservice when individuals fail to embrace these obligations. It's a burden that weighs heavily on LGBTQ+ leaders, as they navigate the delicate balance between personal authenticity and societal expectations.
Furthermore, there is a recognition that embracing these responsibilities may come at a cost—the risk of being defined solely by one's LGBTQ+ identity. This phenomenon can lead to a sense of erasure of other aspects of one's identity, overshadowed by the perceived totality of the LGBTQ+ label.
Yet, amidst these challenges, there is also a recognition of the power and significance of visibility and authenticity. It's about more than just fulfilling obligations; it's about affirming one's identity and paving the way for others to do the same. As LGBTQ+ leaders embrace their responsibilities, they serve as beacons of hope for a community that continues to strive for visibility and acceptance.
Independence:
For many participants, embracing the duties that come with the 'Obligations' of LGBTQ+ leadership was not just a choice—it was an intrinsic part of achieving true independence. It's about more than just fulfilling societal expectations; it's about embracing one's authentic self and no longer 'muting' their LGBTQ+ identity.
This liberation from self-censorship unlocks a newfound sense of balance and psychological well-being. The release from a managed façade leads to greater levels of contentment and psychological functioning. It allows individuals to redirect the energy once channelled into concealing their identity towards more beneficial ways of operating.
The journey towards independence is not without its challenges, but the rewards are profound. It's about more than just breaking free from societal norms; it's about reclaiming one's identity and embracing it with pride and conviction.
Insultation:
Participants in the exploration highlighted the fluid nature of leadership identity formation, emphasising the need for continuous adaptation and growth. This recognition of the journey's ongoing nature manifested in the employment of 'Insulation' strategies—a form of protective armour that safeguards LGBTQ+ leaders as they navigate their roles.
These strategies are not born out of paranoia but out of necessity. LGBTQ+ leaders often face unique challenges that necessitate heightened vigilance and interpersonal prowess. This monitoring of the environment and regulation of behaviour not only enhances perceptual accuracy but also serves as a shield against potential harm.
However, what is perhaps most striking is the need to maintain these strategies even in environments where an individual’s LGBTQ+ identity is known, embraced, and championed. Despite achieving 'Independence' and no longer feeling the need to 'mute' their identities, LGBTQ+ leaders may still feel the need to be constantly equipped with preventative measures.
These findings shed light on the enduring impact of societal norms and the persistent need for LGBTQ+ leaders to navigate their identities with caution. It's a reminder that even in safe environments, the journey of identity development is never truly complete.
How can organisations support this ‘reconciliation’?
For organisations aiming to enhance leadership development among LGBTQ+ individuals, three crucial considerations emerge from the themes explored:
Firstly, leadership development programmes can integrate content that facilitates guided reflection on the implicit or self-imposed responsibilities associated with LGBTQ+ leadership roles. This could involve structured activities or group discussions where individuals can share experiences and insights, fostering a deeper understanding of these obligations, if they are to be embraced or challenged, and how they shape leadership identities.
Secondly, such programs should address the need for creating insulation strategies to navigate the unique challenges faced by LGBTQ+ leaders. By acknowledging and validating the necessity of protective measures, development interventions can empower individuals to proactively manage their environments while promoting psychological well-being and resilience. Moreover, the network formed through group development programs can serve as a valuable mechanism for providing support and fostering a sense of belonging.
By incorporating these considerations into leadership development initiatives, practitioners can better equip LGBTQ+ leaders to reconcile their identities, their responsibilities, and help them to thrive in their roles while contributing to greater inclusivity and representation in leadership positions.
Next time, I’ll explore the ‘Strengths resulting from the Collision’ and provide guidance and insight surrounding how these can uncovered and understood through leadership development interventions.
