Strategies to Reduce Workplace Barriers for Emerging Leaders

Propel Your Future Leaders Forward

On Demand

Duration: 1 hour

About the Webinar

This is session 1 in our series, Propel Your Future Leaders. Be sure to explore the other sessions as well:

Session 2 – The Role of Value Alignment, Empathy, and Identity in Next-Generation Leadership
Session 3 – Providing Equitable Access to Opportunities to Drive Better Business Outcomes

In the first of our series of webinars on how to propel your future leaders, we’ll explore ways to reduce workplace barriers and cultivate a climate of psychological safety and resilience for leaders under 30 based on our recent research on emerging leaders.

Psychological safety creates space for younger leaders to make meaningful contributions and bring in their new perspectives. In addition, concern over burnout and high-stress environments can act as workplace barriers and prevent young professionals from stepping into leadership roles. We’ll share practical strategies you can start using right away to foster psychological safety and resilience for emerging leaders in your organization, reducing the workplace barriers that are holding them back from leadership roles.

What You’ll Learn

In this webinar, you’ll learn:

What types of things act as workplace barriers, preventing employees under 30 from stepping into leadership roles
How psychological safety and resilience can be key levers for encouraging young leaders to grow their leadership capacity
Specific strategies you can use to enhance feelings of security and wellbeing for young leaders to reduce workplace barriers to their success
A simple experiment you can implement to foster psychological safety and resilience in your organization

Help build resilience and reduce workplace barriers for your emerging leaders with our resilience-building solutions, which will help you and your leaders avoid burnout — and burn bright instead.

About the Presenters

Amy Tran
Senior Research Analyst
Center for Creative Leadership

Amy serves as a researcher and evaluator on the Insights and Impact Team. She supports internal research projects, external client evaluation, and CCL’s psychometric needs.

Prior to joining CCL, Amy taught research methods at San Diego State University. She has worked on a number of research projects that centered around the topics of workplace stress, psychometric validation, leadership, gender differences, group dynamics, and mindfulness. She has also worked on applied projects such as human resources on-boarding, job analysis, performance appraisal, selection, training, and program evaluation.

Andrea Williams
Director, Health Sector Portfolio, Societal Advancement
Center for Creative Leadership

Andrea Williams (Andi) is the Director of the Health Sector Portfolio for CCL’s Societal Advancement Group. She also is a CCL faculty member, designing and delivering transformational leadership development programs. Andi has led work in public health, both in academic and nonprofit settings, for 25 years. Before joining CCL, Andi served as a Research Associate in the Department of Public Health Sciences at Wake Forest University School of Medicine. Her personal goal is to improve health outcomes in the United States through the development of health leaders. She has a MAEd in Counseling from Wake Forest University and a BA in economics, with a focus on health economics, also from Wake Forest University.

Stephanie Wormington
Former Director of Global Strategic Research and Senior Research Scientist
Center for Creative Leadership

Stephanie is a researcher with a background in developmental and educational psychology. Her research at CCL focused primarily on promoting equitable and inclusive organizational cultures, exploring collective leadership through networks, and enhancing motivation and empowerment for leaders across their professional journeys.