The journey to career success often features critical insights from those who have navigated the path successfully. Last week in Orlando, Florida, three influential female leaders gathered at the Grocery Impact stage to share their wisdom during the Women’s Leadership Workshop. Moderated by Emily Crowe, Multimedia Editor of Progressive Grocer, the session featured Senchal Murphy, Senior Director of Human Resources at The Kroger Co.; Jennifer Scott, VP of Human Resources for The Giant Co.; and Nancy Huynh, VP of Finance at ADUSA Distribution & Transportation. Their experiences and advice provide aspiring professionals with actionable strategies for unlocking their full career potential.
At the center of the discussion was the emphasis on “stretch opportunities.” These are assignments or projects that push individuals beyond their current skills and comfort zones. Murphy highlighted that embracing such challenges can significantly enhance one’s capabilities. “Be open to a shift, because that experience could truly unlock the full potential of your career,” she emphasized. This sentiment was echoed by Scott, who candidly shared her own experience of stepping into unfamiliar territory. Despite initially lacking knowledge about supply chains, Scott took on a major project with Huynh. These stretch assignments ultimately guided her to her current leadership position, demonstrating how discomfort can be a stepping stone to growth.
Understanding what one does not know is equally vital. Huynh pointed out that acknowledging knowledge gaps is an essential part of career advancement. “You have to know that you probably don’t know enough about conveyor systems or engineering or human resources,” she articulated, emphasizing the importance of surrounding oneself with knowledgeable individuals for support. This principle applies across various sectors within an organization, indicating that collaborative learning is key to career progression.
Another significant takeaway from the workshop was the importance of mentorship. Murphy stressed that mentorship—whether formal or informal—is a crucial component of holistic development. “We can learn so much from each other,” she noted, urging attendees to clearly communicate their goals and expectations when engaging with mentors. Investing in these relationships can lead not only to personal growth but also to improved performance and contribution to the organization.
Working cross-functionally is another critical area discussed by Huynh. She encouraged participants to approach these environments with empathy and openness. Discussions in cross-functional settings, while potentially challenging, are vital for effective problem-solving. Huynh advocated for creating an atmosphere where “respectful friction” is acceptable, as it can lead to better business decisions. This perspective reinforces the idea that healthy debate and diverse viewpoints can drive innovation.
While the discussion included a variety of strategies for career advancement, the leaders unanimously agreed that individuals must first excel in their current roles. Murphy noted, “It’s really important we fundamentally bloom where we’re planted.” This idea underscores the necessity of doing one’s current job exceptionally well as a prerequisite for future promotions. By focusing on delivering value in the present, individuals can create a springboard for future career opportunities.
Moreover, Huynh stated that excellence in one’s role is the “ticket of entry through the door.” She reinforced that taking pride in current responsibilities can lead to unforeseen advantages in one’s career trajectory. This perspective aligns with Murphy’s belief that focusing on present contributions not only benefits the company but also paves the way for subsequent career moves.
As individuals climb the corporate ladder, understanding that leadership involves more than just being nice is crucial. Huynh articulated, “I think being kind is being a good leader, because clarity is kindness.” She emphasized that providing clear expectations and constructive feedback is essential for team development. While delivering feedback may be uncomfortable, it is necessary for fostering an environment where team members can grow and improve.
Lastly, Scott advised attendees to “own your leadership style.” Authenticity is vital when engaging with team members, as it builds trust and encourages open communication. As leaders navigate complex situations, being true to one’s leadership style can enhance relationships and team dynamics.
In conclusion, the insights shared by these leaders offer a roadmap for women in the retail industry—and beyond—on how to unlock their career potential. By embracing stretch opportunities, acknowledging knowledge gaps, investing in mentorship, thriving in current roles, and fostering clear communication in leadership, aspiring professionals can carve out successful paths. As we move forward in our careers, let us remember that our current roles are pivotal building blocks for future success.
