Thought Piece Series

This year, we are excited to launch a new value-driven initiative – the Feature Thought Piece series. Each installment is designed to raise awareness and provide transformative tools for our supporters, all while staying true to the StepUp Mission. Three times a year – in February, June, and October – our Board members will #StepUp, sharing personal insights and inspirational experiences through articles, books, or audio content. Each piece will include a thoughtful summary, actionable takeaways, and a call to action to empower our community.

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THOUGHT PIECE #1

The 5 AM Club

An international bestseller book by Robin Sharma.

Own your morning! Elevate your life!

Cathy Z: “I picked up the book for its title in September. Reading it had created such AHA moments that I decided to practice rising early at 5 AM. At the early hour, it was the stillness, silence and peace of mind that I appreciated the most. Following the 20/20/20 move-reflect-grow formula in the early hour, then 90/90/1 and 60/10 methods to segment the rest of the day, I found myself enjoy the day a lot more, and more energy and patience for the reminder of the day. Highly recommend a read and re-read.”

Book review notes summarized and selected practices Cathy Z. focus on building out her early rise habit.

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THOUGHT PIECE #2

Moral Strategic Leadership:

Where Vision & Action Unite

With the onset of summer comes a welcomed slowdown of pace with holidays, but also excitement of reuniting with colleagues and making new ones with the kickoff of conference season. As professionals prepare to reunite, network and learn, StepUp has taken a few moments to reflect on conferences and political assemblies past.

The 78th Session of the General Assembly of the United Nations took place in New York from September 19 – 26, 2023. Amidst the myriad of speeches, negotiations, and enthusiastic discussions, emerged one pivotal speech that spoke to the concept of moral strategic leadership, from the Honourable Mia Mottley, Prime Minister of Barbados. Her address summoned not just a call to action but an insightful affirmation of moral responsibility, strategically woven into the fabric of global climate initiatives. Her speech provided a roadmap for a more equitable and sustainable future.

Prime Minister Mottley's speech was not merely a repetition of statistics and policy; it was a genuine declaration rooted in empathy and compassion. She articulated the urgent need for collective action with a moral compass guiding every decision. Moral strategic leadership, as expressed in her speech, transcends conventional notions of power and authority. It entails a steadfast commitment to principles of justice, fairness, and inclusivity, even in the face of complex geopolitical challenges.

But what exactly is moral strategic leadership? Prime Minister Mottley explains that it is the merging of ethical principles with strategic vision and implementation. It involves making decisions that not only serve short-term interests but also defend fundamental values and address long-term sustainability. It prioritizes the well-being of all stakeholders, including future generations, over self-interests by navigating uncertainty with integrity, transparency, and a deep sense of accountability.

Moral strategic leadership also fosters innovation and creativity by embracing diverse perspectives and challenging conventional wisdom. It empowers voices that have been traditionally silenced or marginalized, and leaves no one behind. In the energy space, where issues of diversity, equity, and inclusion (DEI) are paramount, moral strategic leadership can serve as a catalyst for transformative change.

At StepUp, our mission is to advance women in the energy management sector to leadership and Board positions through building awareness and providing transformative tools to individuals, organizations, and partners. Prime Minister’s Mottley’s speech resonated with us, and we have identified five tips on how you can leverage moral strategic leadership to StepUp in your energy management leadership and Board journey.

Tip #1

Promote Inclusive Decision-Making
Ensure diverse representation in decision-making processes, valuing perspectives from all stakeholders, including marginalized communities and Indigenous peoples.

Tip #2

Invest in Education and Training
Foster a culture of continuous learning and development, providing opportunities for underrepresented groups to thrive in the energy industry through scholarships, mentorship programs, and vocational training.

Tip #3

Empower Local Communities
Prioritize community-led initiatives and decentralized energy solutions that empower local communities, create economic development opportunities, and enhance resilience to climate impacts.

Tip #4

Accountability
Be accountable for your actions by advocating for transparent reporting mechanisms and adherence to ethical standards in energy production and consumption.

Tip #5

Lead by Example
Demonstrate commitment to DEI principles within your organization, from recruitment and hiring practices to procurement and supplier diversity initiatives.

Strategic leadership

Prime Minister Mottley concluded her 2023 address with a quote by Nelson Mandela which we will share again as we conclude this thought piece:

“Action without vision is only passing time. Vision without action is merely day dreaming, but vision with action can change the world”. 

As you reflect on the summer and conference season, we encourage you to take a moment, and watch her inspiring speech, and heed her call for current and future leaders to strive to build a future that is not only sustainable but also just and inclusive for all. 

Want to learn more about moral strategic leadership? Here are a few resources to consider as you continue your learning journey. 

References: 

United Nations. (2023, September 22). Honourable Mia Mottley, Prime Minister of Barbados addresses the 78th Session of the General Assembly of the United Nations [Video]. You Tube. https://www.youtube.com/watch?v=ftHsJscUARU 

THOUGHT PIECE #3

Succession Planning:

A Critical Step in Advancing your Equity, Diversity, Inclusion and Accessibility (EDIA) Goals

In recent years, the emphasis on enhancing diversity in leadership teams across Canada has increased, highlighting the benefits that diversity around the decision-making table brings. Initiatives like the Black North Initiative and the 50 – 30 Challenge encourage organizations to diversify their leadership teams, and ensure that said teams are inclusive. In the wake of these efforts, many companies are asking themselves: what can we do to make this a reality? This is where succession planning comes in. Succession planning isn’t the only strategy we can use to diversify a leadership team, however it is a powerful lever for change that is often overlooked.

What is succession planning?

Put simply, it is a process and strategy for identifying qualified individuals within the organization who can be considered for upcoming or future vacancies on the leadership team.

Why does it matter?

Often we only start thinking about who would be a good fit for leadership roles when a vacancy opens up. Instead, using proactive thinking and planning reduces interruptions caused by leadership changes, provides long term development opportunities to staff, helps maintain institutional knowledge on the leadership team, and provides ongoing tracking of employee contributions and opportunities for growth, among others.

Embedding EDIA in Succession Planning

The StepUp Energy Sector EDI Study Report found that barriers exist for different equity-deserving groups when it comes to career development. Specifically, the study found that Women+ are underrepresented at the C-Suite level, indicating issues with career advancement opportunities. Embedding EDIA in succession planning reflects an intentional effort to help ensure that women and employees from equity-deserving communities are identified as high potential staff to fill these future leadership roles. It gives leaders visibility into the talents and skills of women and equity-deserving employees, while providing these employees opportunities to grow and advance. 

Where can your organization start? Here are six steps that you can take to embed EDIA within your succession planning efforts.

1. Review data and review your current “high-potential” pool - is it diverse? Do representation gaps for women and equity-deserving groups exist from entry level roles to manager roles to senior leadership roles to C-Suite roles? Are there patterns in the promotion process where women and members of equity-deserving groups are underrepresented and not afforded opportunities?

2. Revisit the core competencies, skills, and qualities you believe are needed for leadership candidates - are there biases embedded within them? Can additional competencies and qualities be added that are of value to the organization and specifically the leadership team?

3. Be aware of your biases. We often gravitate to people “like us” - people we think we can best identify with. This poses an issue when those involved in succession planning become more inclined to see the potential in people “like them”. Leverage tools like the Harvard Implicit Association Test to uncover biases you may hold that you can be more aware of.

4. Consider who is getting opportunities to shine and gain visibility for their work. Ensure that women and equity-deserving groups are being afforded these opportunities

    1. Who is being allocated projects that earn people recognition and future promotion opportunities?
    2. Who is being offered leadership roles, acting roles, etc? 
    3. Who is being provided professional development training?

5. Recognize the barriers that limit advancement opportunities for women and equity-deserving groups, for example lack of supportive family-friendly policies and flexible work arrangements and implement strategies to mitigate these barriers.

6. Consider setting goals for example gender parity in leadership teams.

Want to learn more about EDIA in succession planning? Check out these resources below:

 

References:

 

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