Black Leadership Matters
Many organisations in the UK and North America that I have worked with have wrestled with the fact that they can attract talent from communities from graduate and equivalent levels but then are faced with challenges of retention and development of such talent.
Very often It starts with well-intentioned initiatives, workshops, and discussions. Yet, when it comes to fostering sustainable, impactful change, it’s imperative to move beyond simply ticking a box or creating performative programs. We have seen the pointed backlash in the US, and to a lesser extent the UK, around DEI programmes and wider discussions around affirmative action, specifically around black talent, even though they are not the major beneficiaries of such programmes.
In the spirit of frankness, it is less of an issue in mainland Europe from firms that have approached me because they don’t see race as an issue, preferring to look at other reasons why such talent is denied opportunities. But that is a whole other piece.
The unique challenges faced by Black leaders in both private and civic organisations require a more strategic and targeted approach—one that involves comprehensive leadership development programmes, executive sponsorship, and mentoring, as well as executive coaching. Whether this is within the context of catering for such needs in existing programmes or specifically designing tailored programmes for the needs of such talent.
This approach is not about choosing one over the other but ensuring that these components work synergistically to create meaningful development opportunities.
Why Leadership Development Matters for Black Leaders
Black leaders face numerous barriers that can impede career progression, including systemic bias, underrepresentation in leadership roles, and a lack of visible role models. Research has shown that many Black professionals often find themselves either being pigeonholed into roles with limited visibility or excluded from high-impact projects that are critical for career advancement.
Leadership development programmes tailored for Black leaders offer an opportunity to address these disparities. These programmes focus not just on traditional skills such as strategic thinking, governance, and financial management, but also on building social capital, navigating organisational politics, and strengthening resilience in the face of adversity. By investing in such initiatives, organisations can ensure Black leaders have the necessary skills and tools to succeed and advance.
I have been involved in designing and delivering programmes for firms such as Shopify, Google, Northern Trust, Lloyds Bank, HSBC, and a host of others. It’s never easy but short of existing programmes having the capacity to cater for this need, I continue to design and deliver tailored leadership development for Black leaders.
The Role of Executive Sponsorship and Mentoring
One of the most significant barriers to Black leaders advancing in their careers is the lack of executive sponsorship and mentoring. While mentoring can provide guidance, advice, and support from a senior professional, executive sponsorship goes a step further.
Sponsors are advocates within the organisation or wider sector who use their influence to open doors to opportunities, endorse the sponsee for stretch assignments, and provide visibility within leadership circles.
One of the advantages of sponsoring is helping the sponsee to understand how they can build executive presence, appreciate power dynamics with senior leaders and have confidence to raise some of the issues they face on their journey. Conversely working with sponsors to help them address blind spots or challenges that they would not have faced, but can help sponsees to navigate is powerful.
When combined, mentoring and executive sponsorship creates a powerful lever for career growth. These relationships provide Black leaders with the necessary support to navigate complex organisational dynamics and help reduce the feelings of isolation that are all too common in underrepresented groups.
Why Executive Coaching is Essential
Executive coaching is another critical element in the development of Black leaders. It provides a safe and confidential space for leaders to reflect on their own performance, set development goals, and receive feedback that is constructive, unbiased, and actionable. For those who may face unique challenges be it microaggressions, stereotypical assumptions and leadership anxiety (what some may frame as imposter syndrome) executive coaching can offer tailored support that considers these nuances.
Sometimes the reluctance to coaching comes from a mismatch with those tasked to help them thrive. Not understanding some of the challenges or lived experience can be a problem but discovery sessions can help to address this. Regional expectations also shape this as many in the US are more keen to ask for executive coaching, and at considerable investment as opposed to those in the UK and Europe who tend to be a bit more reluctant and price sensitive.
Executive coaching can help leaders to enhance their leadership presence, build stronger teams, and gain strategies to manage difficult situations. Coaches can also provide invaluable insights on how to navigate the intersections of race and leadership, further enhancing the leader’s effectiveness.
It’s a Both/And Approach
Some organisations make the mistake of viewing these elements—leadership development, executive sponsorship and mentoring, and executive coaching—as interchangeable or mutually exclusive. The reality is that they are interdependent and need to be integrated into a cohesive strategy. Developing leadership pipelines for Black leaders requires a multi-faceted approach, as a single intervention is unlikely to address all the systemic and organisational barriers they may face.
Again whether it is having a specific programme or integrating specific elements into existing programmes, personalising such leadership development sends a clear message that organisations are committed to investing in the leadership potential of Black professionals, not as a box-ticking exercise but as a strategic initiative to drive long-term growth and success.
Benefits to the Organisation
Organisations that invest in robust leadership development for Black leaders stand to gain significant benefits, which should be highlighted as outcomes. These will include:
Increased Innovation and Performance. Diverse leadership teams bring varied perspectives, which can lead to more creative solutions and enhanced problem-solving. This diversity of thought and experience drives innovation and improves overall organisational performance.
Improved Employee Engagement and Retention. When Black leaders see a clear path for progression and feel supported by their organisation, their levels of engagement, loyalty, and productivity increase. This reduces the risk of turnover and contributes to a more positive organisational culture.
Strengthened Reputation and Talent Attraction. Organisations that demonstrate a commitment to developing underrepresented talent are more attractive to top-tier candidates who value inclusivity and diversity. This strengthens the company’s employer brand and helps attract a broader pool of high-calibre talent.
Enhanced Market Competitiveness. As organisations strive to compete in global markets, having leaders who understand diverse cultures, markets, and perspectives is critical. Black leaders bring unique insights and connections that can open doors to new markets and partnerships.
A Future-Ready Organisation. By developing Black leaders today, organisations are not only filling current gaps but also ensuring they have a robust leadership pipeline for the future. This proactive approach to talent management equips the organisation to be agile and resilient in the face of change.
The importance of leadership development Black leaders cannot be overstated. This is not about providing options to choose from but creating a robust, multi-layered framework that ensures Black leaders have the tools, support, and opportunities to succeed. Organisations that embrace this approach will see the long-term benefits, both in their internal culture and external competitiveness.
Investing in Black leaders is not just the right thing to do—it’s the smart thing to do. And not just in Black History month
