Are you considering a leadership role? If so, you may have given some thought to who may be able to help you on your career path. In this post, I’ll identify key roles that can enhance your professional development.
You may have already identified people who fulfil the role of mentor or coach. To distinguish- a mentor is someone who is, or has been where you aspire to be. A mentor provides encouragement, support, advice and shortcuts. A coach provides time and space to help you think and clarify what you want and how you’ll get there.
However, the roles people can play in the arena of career development are broader and more nuanced. In ‘Who is in your Personal Boardroom?‘ by Zella King and Amanda Scott, the authors identify 12 key roles that others can usefully play. The roles fall into three groups. Here are the different role definitions and what each provides, as described in the book.
Information roles
- Customer Voice A specific person within your customer base who has a perspective on how your product or service or the work of your team is perceived. Helps you understand your customers, context and business opportunities.
- Expert The people who fill the gaps in your knowledge much more quickly than you could do yourself. Gives sector-based advice or specific expertise.
- Inspirer Special because of their energy and passion, because they push the boundaries of your thinking. Inspire new ideas and fresh approaches.
- Navigator Are the people who can tell you how things work, who thinks and does what, and where vested interests lie. Know who’s who and how things are done within your organisation or sector.
Power roles
- Unlocker Provide access to the resources to get things done (money, data, people’s time)
- Sponsor Advocates who look after the your interests so that other people- who have control over an outcome that you value-make a decision in your favour. Someone who speaks out to endorse you and your ideas to senior or important people.
- Influencer Able to be effective because other people respect them. Someone who works behind the scenes with support and helps you get things done.
- Connector A Connector sets up introductions in a warm and informative way that makes the new relationship likely to succeed. Someone who connects you with people who can help you.
Development roles
- Improver Provides feedback that contributes to your performance as a leader, and on your development as a person. Gives frank, constructive feedback on your performance and development.
- Challenger Makes your thinking more productive and your arguments more persuasive and compelling. Challenges your decisions and thinking, helping you to see blind spots.
- Nerve-Giver Gives you confidence to continue when things are difficult and to build resolve to take a bold action. Boosts your resolve, reminding you why you’re doing what you’re doing.
- Anchor Someone concerned for your wellbeing. Look for Anchors in your workplace as well as at home. Keeps you grounded and helps you focus on work/life balance.
It may be unrealistic to suggest that you identify 12 individuals, each of whom will be willing to provide you with time and support. However, it’s not unreasonable to consider 3 or 4 people who may be able to fulfil a key role, depending on your particular needs. If you’re fortunate to have a supportive line manager, s/he may be in a position to fulfil 2 or 3 of the roles described.
Lacking confidence?
Perhaps consider the following roles: Navigator, Inspirer and Nerve-giver. A Navigator can give you inside intel into a specific part of the organisation – or how things work at the next level up. An Inspirer will motivate and help you explore how to reach your potential. A Nerve-giver will encourage you to stretch out of your comfort zone.
Lacking experience?
An Expert can assist you by filling in any knowledge gaps. A Navigator can help you assimilate how things are done in the organisation- the unspoken ‘rules’ and jargon. An Influencer can provide support behind the scenes.
Lacking visibility?
Seek the support of a Sponsor, someone who can advocate for you when you’re not in the room. A Connector can broker helpful introductions to key staff in positions of authority. An Improver can work with you to explore how to raise your profile within the organisation.
Managing the relationships
When you’re contemplating who to include as your leadership cheerleaders, bear the following points in mind:
- People are often happy to give time to support the career development of others. Respect the time of busy senior staff. Have an end point in mind, so people know their commitment is a finite one.
- Take time before meeting them, to define exactly what your needs are. This will make it much easier for your cheerleaders to support you or to manage your expectations if these are unrealistic.
- When you meet, have an agenda and stick to the time agreed for the meeting.
- Always follow up with a note of thanks.
- Keep your contacts up to date with your progress. It’s gratifying for them to know they’ve played a part in your career development.
- In turn, pay the favour forward. Over time, you’ll be well-placed to provide a number of the roles outlined here.