1. Embracing Leadership During Maternity Leave
A key driver of employee retention and work–life balance is demonstrating that parenthood doesn’t sideline leadership potential. Janice Marturano of the Institute for Mindful Leadership reminds us that bringing new life into the world redefines roles for both mothers and fathers—but doesn’t preclude excellence in guiding teams.
2. Preparing for an Open Dialogue
Before meeting your expecting leader, pause to examine any unconscious stories you’re telling yourself:
- “Will she stay committed post‑leave?”
- “Can we manage without her for 12 weeks?”
Acknowledge these worries, then set them aside. Enter the conversation with genuine curiosity about her career aspirations and her vision for returning to an expanded leadership role.
3. Co‑Creating a Leave Coverage Plan
Invite your employee to help design how the team’s responsibilities will be handled during her absence. This collaborative approach:
- Honors her expertise and leadership instincts
- Ensures operational continuity
- Signals your commitment to her long‑term growth
Ask questions like: “Which projects would you like to hand off, and to whom?” or “How can we support your development before and after your leave?”
4. Investing in Long‑Term Leadership Growth
Maternity leave is a temporary pause, not an endpoint. If you believe in her potential, maintain an ongoing leadership development dialogue. Consider:
- Quarterly check‑ins on her goals
- Stretch assignments to broaden her scope
- Access to training or executive coaching
5. Defining Effective Mentoring Relationships
When a junior staff member requests mentoring, clarify expectations up front. As Michael Carroll, author of Fearless at Work, notes, mentoring is a mutual partnership requiring regular face‑to‑face (or virtual) meetings and clear commitment from both parties.
6. Setting Clear Mentoring Goals
Encourage mentees to articulate their objectives in writing—what skills they wish to acquire, which challenges they hope to overcome. This fosters accountability and ensures the mentor’s guidance aligns with the protégé’s career development needs.
7. The Mentor’s Role: Culture, Politics, and Social Intelligence
A strong mentor offers insight into three core areas:
- Organizational Culture: Unspoken values, norms, and behaviors that drive success
- Internal Politics: Who holds influence and how to build alliances ethically
- Social Intelligence: Professional presence, communication styles, and leadership etiquette
By sharing these “hidden curriculum” elements, mentors accelerate a protégé’s integration and impact.
8. Fostering Mutual Learning and Growth
Finally, remember that mentoring isn’t a one‑way street. Both mentor and mentee benefit from fresh perspectives. Cultivate a relationship rooted in trust, respect, and reciprocal feedback, so that each conversation fosters leadership capacity on both sides.
