Elevating aspiring diverse leaders through PsyCap: Individual sources and organizational support for developing HEROs

Abstract

Aspiring, diverse leaders are ready and capable not only to fill the leadership gap left by baby boomers but also to drive innovations to meet global grand challenges. Diverse leaders, or those from non-dominant social groups like women, BIPOC, and LGBTQ+ individuals, with high levels of Positive Psychological Capital (PsyCap) have a leadership advantage over those with lower PsyCap. As a psychological resource, PsyCap, which encompasses Hope, Efficacy, Resilience, and Optimism, is state-like and open to development. This article aims to promote the development of PsyCap and elevate aspiring, diverse leaders by providing a dozen organizational supports aligned with a dozen individual sources of PsyCap. Specifically, organizational support (e.g., employee resource groups, visibility of and access to diverse leaders, protective policies and procedures, and leadership coaching) enables the individual sources of PsyCap (e.g., re-goaling, social persuasion, reducing risks, and positive self-talk). We conclude by detailing caveats related to the unique experiences of individuals and groups of marginalized populations.