A Vital Strategy for Women in Leadership, According to Allyson Hugley

In recognition of National Women Support Women's Day, George Washington University's Center for Excellence in Public Leadership and CommPRO are showcasing the voices and wisdom of trailblazing women who have left an indelible mark on the business landscape. Insights from female business thought leaders contribute a unique perspective on the current state of women's leadership in the business world and in the workforce.

In the following series, we present the thoughtful responses of these influential women, offering a glimpse into their experiences, challenges, and aspirations for the future of women in leadership. As we delve into their insights, we aim to uncover actionable strategies and illuminate the path forward for businesses striving to cultivate an inclusive and empowering environment for women. You can download the full report, “Nurturing Women's Leadership: Insights From Distinguished Thought Leaders,” here.

 "Creating a strong sense of community is particularly important for women who can still find their ascent into leadership a lonelier journey." - Allyson Hugley

Allyson Hugley LinkedIn Marketing Solutions (LMS) Global Customer Insights

Allyson Hugley leads LinkedIn Marketing Solutions (LMS) Global Customer Insights team, part of the LMS Customer Science organization.

In my experience, fostering a strong sense of community and psychological safety have been most effective in retaining top talent.  These conditions allow emerging and established leaders license to innovate, take risks and find new paths to value at a time defined by accelerating technological, economic, and environmental change. Creating a strong sense of community is, however, particularly important for women who can still find their ascent into leadership a lonelier journey. For this reason, programs like The Forums for Executive Women (The FEW), offered by Women Unlimited Inc., are so important for creating opportunities for women on path to executive leadership roles to deepen their leader toolkits and forge new relationships with other women in the executive pipeline.

To avoid losing hard won gains for women in leadership, corporations must remain vigilant and intentional in their pursuit of building more diversity around their leadership tables. This includes monitoring signals in publicly available research like McKinsey’s Women in the Workplace report, tracking the diversity of their own leadership pipelines all along the path to executive levels, versus just at the top, and being attentive to the types of benefits valued by top-talent – benefits like skills development, flexibility, and care-giver support.