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The Leadership Investment Women Make Last

As we’ve been celebrating our 9th HERversary this month, I’ve found myself reflecting on the hundreds of women I’ve had the privilege of serving over the years. While their titles, industries, and responsibilities may be different, there is one thing many of them have in common: they are deeply committed to the growth and success of their organization and the  people around them.

These are the women who advocate for their team members to attend conferences, workshops, and leadership programs. They encourage employees to pursue certifications, seek out mentors, and continue learning. They understand that investing in people is one of the most powerful things a leader can do because they’ve seen firsthand how growth can transform an individual, a team, and even an entire organization.

Yet, somewhere along the way, I’ve noticed something interesting.

When the conversation shifts from investing in others to investing in themselves, the energy often changes. The confidence that was present when discussing a team member’s development is replaced with hesitation. The excitement becomes questions. The decision becomes delayed.

Suddenly, there are reasons to wait.

And while each of those reasons may be valid, I’ve started to wonder if there is something deeper happening.

Why is it so easy for many women leaders to advocate for someone else’s growth, yet so difficult to advocate for their own?

Over the years, I’ve had conversations with women who could clearly articulate the return on investment of sending an employee to a conference, sending them to leadership training, or hiring a coach. They could explain how that investment would improve performance, increase confidence, strengthen leadership skills, and positively impact the business.

Yet when I asked what they were doing for their own growth, the answer was often much less certain.

And if I’m being honest, I’ve been there too.

For much of my career, I was focused on helping someone else’s vision come to life. Like many right-hand leaders, I was responsible for solving problems, leading teams, driving execution, and ensuring the organization continued moving forward. There was always another project, another challenge, another opportunity, and another person who needed support.

Because of that, it was easy to believe that my own development could wait.

After all, there were more immediate needs to address. More pressing priorities. More important investments.

At least that’s what I told myself.

What I’ve come to realize, however, is that leadership development isn’t separate from the success of the organization. In many ways, it is one of the most important contributors to it.

When a leader 

The growth may happen within one person, but the impact rarely stays there.

It ripples outward.

That’s why I’ve begun to challenge the idea that investing in yourself is selfish, indulgent, or something that should only happen if there is time and money left over.

What if we looked at it differently?

What if investing in yourself was one of the most selfless things you could do?

What if your growth wasn’t simply for your benefit, but for the benefit of every employee you lead, every decision you make, and every person who relies on you?

The more I think about it, the more I believe that many women leaders have unintentionally placed themselves at the bottom of the list. Not because they don’t value growth, but because they care so deeply about everyone else.

The irony is that the people around them often need them to keep growing.

Their teams need them to keep learning.

Their organizations need them to continue developing.

Their families need them to be healthy and fulfilled.

And perhaps most importantly, they deserve that investment too.

How to Start Investing in Your Own Growth

If you’ve found yourself continually postponing your own development, I encourage you to start small.

First, take inventory of where you are today. What leadership challenges are you currently facing? Where do you feel confident, and where do you feel stretched? Growth begins with awareness.

Second, identify the type of support that would be most valuable for this season of your life and leadership. For some women, that may be a book or a workshop. For others, it may be a coach, a conference, a certification, or a peer group. The goal isn’t to choose what everyone else is doing. The goal is to identify what you need most right now.

Third, create a plan. We build plans for our organizations, our departments, and our teams. Why not create one for yourself? Determine what investments you want to make over the next year and how you will prioritize them.

Finally, stop waiting for the perfect time. Leadership is rarely convenient. There will always be another initiative, another challenge, and another opportunity competing for your attention. Growth often requires making the decision before everything feels perfectly aligned.

What Will You Do Next?

As I reflect on nine years of HERverse, one thing has become incredibly clear.

The women who continue to grow are not necessarily the ones with the most resources, the most experience, or the fewest responsibilities. They are the women who make the decision that their growth matters.

They recognize that investing in themselves is also investing in their team, their company, and their future.

So I’ll leave you with a question.

When was the last time you intentionally invested in your own growth?

Not your team’s growth.

Not your company’s growth.

Your growth.

And if it’s been a while, what is one step you can take this month to change that?

Because when you elevate yourself, you elevate everyone around you.

-Kristie Clayton
HERverse Founder
#HERthoughts