As leaders, we often talk about developing talent, but some of the most impactful moments in a person's career happen because someone believed in them before they had the opportunity to prove themselves. Many of us can point to a leader who advocated for us behind closed doors, recommended us for an opportunity or gave us a seat at the table before we thought we were ready.

Organizations that want to attract, develop and retain great people must intentionally create cultures where advocacy, empowerment and curiosity are part of the everyday experience — not just leadership buzzwords. 

THE IMPORTANCE OF ADVOCACY 

After years of contributing to professional development programs, I have found that advancement rarely begins with capability alone. Instead, it begins with advocacy. Many high-performing employees are doing great work every day, but without visibility, sponsorship and leadership support, their contributions can go unnoticed. 

Advocacy can take many forms: it can be a formal mentorship program or career coaching. It can also be much simpler. Sometimes advocacy is a leader speaking positively about an employee in a meeting they are not part of. Sometimes it is recommending someone for a project that will stretch their skills or introducing them to people who can help them grow.

One of the most meaningful opportunities in my career came because a leader advocated for me before I saw the potential in myself. When responsibility for continuing professional education shifted to the audit practice, my supervisor encouraged me to take ownership of the program. That experience ultimately led to a leadership role and demonstrated firsthand how advocacy can open doors that might otherwise remain closed.

THE IMPORTANCE OF EMPOWERMENT 

A survey conducted by Gallup showcases how employees that are engaged in their work and organization actually deliver stronger client outcomes and higher productivity. And employees are more likely to contribute ideas, ask questions, challenge assumptions and think strategically when they feel trusted to do so. Empowerment requires leaders to create an environment where people know their perspectives are valued and where thoughtful risk-taking is encouraged.

One of the most effective ways organizations can empower employees is by giving them exposure to conversations that shape the future of the business. Invite emerging leaders to strategy discussions. Create opportunities for employees across levels to collaborate on solving challenges.

When employees are given a seat at the table before they reach leadership positions, they gain confidence, develop critical thinking skills and begin to see themselves as future leaders.

At GHJ, empowerment also shows up through the spaces we create for employees to connect across departments and levels. Our Women’s Empowerment, Parenting and BIPOC cohorts were created to give employees a place to be seen and heard, share experiences, build community and support one another.

These cohorts create opportunities for employees to learn from different perspectives, form meaningful relationships and feel a stronger sense of belonging within the firm. They also reinforce that empowerment is not only about giving employees opportunities to lead externally with clients, but also creating internal environments where people feel supported, valued and confident using their voice.

CULTIVATING A CULTURE OF CURIOSITY 

When employees know their leaders are advocating for them and trust them to contribute, they naturally can become more engaged. They will start to ask better questions and challenge outdated processes. And they may seek new ways to solve problems and improve outcomes.

Curiosity fuels innovation and encourages people to look beyond how it has always been done to consider what is possible.

Organizations that foster curiosity create environments where learning is continuous and improvement becomes everyone's responsibility — not just that of leadership. 

INVEST IN ADVOCACY AND EMPOWERMENT  

Among the best leaders are the ones who take the time to advocate for others, challenge them and provide opportunities that help shape people’s careers. Those actions reinforce an important lesson: leadership is not about being the smartest person in the room. It is about helping others realize their potential.

The most effective organizations invest in advocacy, empowerment and curiosity to create environments where employees do not just perform — they belong and grow.

This article first appeared in the Los Angeles Business Journal.