Ellen Foster

Here’s How to Get It Right. Leadership and career development should be just as diverse as the workforce they serve. Employees at different levels, backgrounds and career stages have different needs and when development programs aren’t relevant, they aren’t effective.

Celebrating women is great, but are you actually supporting them? As we celebrate International Women’s Month, companies everywhere are recognizing the contributions of women in the workplace. But beyond celebration, the real question should be: “Are we actively empowering and supporting women to thrive, advance and lead?”

I want you to ask yourself, “Am I coddling my employees or empowering them?” If you don’t manage a team, ask yourself “Am I expecting my manager to coddle me or am I practicing self governance?”

It’s just smart talent strategy. Effective L&D is always customized whether for women, racially diverse employees, new managers, senior executives or by specific job functions and industries. Why? Because relevant data-driven, audience-specific training makes all the difference.

Your professional brand is either a strategy or a side effect. Too often, professionals unintentionally adopt the narratives others create for them, especially from their leaders. Even well-meaning managers may highlight strengths in a way that unintentionally limits career trajectories.