Virtual workshops: 8.30 am 22 nd September and 12 Noon 28 th September Women are still underrepresented at senior levels in many organisations despite many years of focus on achieving gender parity. So what helps women progress and what role can business leaders, line managers and women themselves play? In this session, we will hear from Janet Ha ...
We are pleased to provide a link to our paper titled ‘Learning to Lead’ , based on research we have undertaken over the last 18 months which included questionnaires and in depth 1:1 interviews with established leaders in the finance and professional services sectors. The paper covers the following areas: Overview including the significance of emotion ...
Over the last 12 months we’ve held several webinars relating to leadership and its role within organisations. These include: · What makes an Inclusive leader? · Leading with Imposter Syndrome · Developing as a Leader: Reading, Reflecting or Role Models? · Developing Strategic Leadership to Navigate VUCA · Organisational Culture · Developing and Ext ...
We are delighted to be partnering with ICAS in offering two leadership development programmes: one for Aspiring Leaders and one for Executives. Both provide a mix of group sessions and 1:1 coaching: The Group Coaching Sessions offer participants: time to think and reflect a supportive and confidential virtual environment for personal growth an op ...
Another great session on 10th September 2020 with Marjorie Ngwenya, Executive Coach, author and Non-Executive Director, Luba Nikulina of Willis Towers Watson, and David Piltz of Buck, discussing and sharing their insights on Leading with Imposter Syndrome.
All successful in their own right, the panellists were completely transparent about their personal experiences; how and when they have suffered from Imposter Syndrome, and what they do to manage the phenomenon.
As part of our research into leadership in the finance and professional services sectors, we invited four established leaders to be panellists in our webinar titled ‘Developing as a Leader: Reading, Reflecting or Role Models’ in June 2020.
The session was faciliated by our Associate Jane Welsh, with the following panellists contributing:
One delegate summarised the session by saying “I very much enjoyed the webinar this morning . . . It was an interesting insight that leaders in those fields are only human and suffer from self-doubt and imposter syndrome like the rest of us. The facilitation role, rather than knowing all the answers, certainly came through strongly and is a message which could benefit many leaders”
Key points of the discussion are as follows:
A common theme raised by the panellists is that a key part of being a leader is the ‘people’ component. Stephen Gibb summarised it as ‘surrounding yourself with great people’ to achieve the organisation’s goals with Mitesh Sheth seeing his role as inspiring people towards a future goal. All felt it is critical to create an environment for others to develop and grow, that success cannot be achieved by the leader acting alone and that it can only be achieved by the collective efforts of an effective, empowered team. Ideally, such a team should have a balance of skills both to support and promote effective decision making.
In terms of their own personal development a number of the panellists attended leadership courses where they found meeting with other leaders both from their own sector and other industries helped them apply leadership theory into practice. Much of the learning was about themselves, building awareness of their strengths, weaknesses, fears and internal barriers. Perhaps surprisingly, the panellists revealed an element of ‘Imposter Syndrome’, where the leader feels that they are not sufficiently qualified to do the job and will be ‘found out’ at some point. Arguably this links to the concept of leadership humility that Jim Collins developed in his book ’Good to Great’ where he found effective leaders ‘display a powerful mixture of personal humility and indomitable will. They’re incredibly ambitious, but their ambition is first and foremost for the cause, for the organization and its purpose, not themselves’.
Career Turning Points/Critical Moments
Joanna Munro discussed how her comfort zone was initially as a technical expert, then subsequently took on a broader, more senior role where her technical skills were less relevant. What the new role did leverage, however, was her broader leadership skills – her ability to create, get buy-in for and communicate a strategy for her business area and to surround herself with a team with the right qualities to implement the strategy.
Deb Clarke described the doubts she had when taking on her current role as Global Head of Investment Research, and how she addressed these by tackling things one step at a time and by having the confidence of not being afraid to ask others for help.
What has the COVID experience taught you as a Leader?
Mitesh Sheth feels that being aware of one’s own weaknesses comes to play in a crisis situation, illustrating this by sharing that he felt his style of leadership was not necessarily optimal for dealing with COVID and, as such, he encouraged his COO to take the lead in organising the firm’s response to the situation. Joanna Munro discussed how the crisis compressed timescales thus requiring leaders to act quickly, which she felt challenging given her more strategic perspective. Deb Clarke found that the crisis provided an opportunity for team members’ skills to shine when they otherwise might be hidden.
Great session on 9th June 2020 with Deb Clarke of Mercer, Joanna Munro of HSBC Global Asset Management, Mitesh Sheth of Redington & Stephen Gibb of Shepherd & Wedderburn discussing aspects of their leadership journeys, with the conversation facilitated by our Associate Jane Welsh.
The panel were open about their personal challenges as leaders, as noted by one of our delegates:
“I very much enjoyed the webinar this morning . . . It was an interesting insight that leaders in those fields are only human and suffer from self-doubt and imposter syndrome like the rest of us. The facilitation role, rather than knowing all the answers, certainly came through strongly and is a message which could benefit many leaders”