251| What to Do After You Get Turned down for a Leadership Role

In this episode of the Future Female Leaders podcast, Nichole Harrop discusses what to do after not being promoted to a leadership role. Nichole offers insights into the emotional and strategic steps you can take to turn the experience into an opportunity for growth. Whether the role was filled by an external or internal hire, Nichole shares advice on how to navigate the situation with grace, support the new leader, and continue your own career development.

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Key Takeaways:

1. Reflect on Your Leadership Aspirations:

   • Before jumping into the disappointment, assess your true interest in leadership roles.
   • Understand the difference between ladder growth (traditional career progression) and expanded growth (broadening your skills and impact without necessarily moving up).

2. Seek Constructive Feedback:

   • Give yourself time to process before seeking feedback.
   • Approach feedback with curiosity and a readiness to implement changes.

3. Support the New Leader:

   • Whether the new leader is an external or internal hire, offer your help to make their transition smooth.
   • Build a positive relationship by being a resource and showing your value to the new leader.

4. Build Relationships and Continue to Grow:

   • Use this time to deepen your relationships within the organization.
   • Consider asking the new leader about their experiences and strategies, turning this into a learning opportunity for yourself.

5. Maintain a Positive Attitude:

   • Even if disappointed, focus on helping the team and the new leader succeed.
   • This attitude not only helps the team but also positions you as a strong candidate for future leadership opportunities.

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Actionable Tips:

• Assess Your Goals: Take time to reflect on whether you genuinely want to be in a leadership role or if you’re driven by external factors like title or pay.
• Ask for Feedback: When you're ready, ask for specific feedback on why you weren’t selected for the role and how you can improve.
• Offer Support: Be proactive in supporting the new leader, whether they were hired internally or externally.
• Network and Learn: Use this time to build relationships and learn from the new leader’s experiences.