Mentorship, Leadership, and Raising the Bar

By Dana Hehl

When I was interviewing with Anvil, something Chris Elbring, the CEO and co-founder, said really stayed with me. He talked about wanting to build a company that does things differently—not just delivering great work, but showing what it looks like to run a business with integrity. To operate professionally, raise the bar for the industry, and help reset the standards of what leadership can be. 

That message resonated deeply—and it’s one of the reasons I continue to invest time in mentorship. Because I believe in that vision. Because Anvil believes in it. And because I’ve seen how powerful it is when we commit not just to improving ourselves, but to contributing meaningfully to the community around us. 

I recently completed a 9-month mentoring cohort through WiCyS. While the structure and resources were incredibly helpful, what stood out most were the conversations: real, reflective, sometimes heavy, sometimes hopeful. These weren’t just career chats—they were human ones. About burnout. Balance. Feeling overlooked. Wanting to grow but not always knowing how. 

And again and again, I heard something like this: 

“I just want to work for someone who understands and supports me.” 

What people were asking for wasn’t perfection. They were asking for moral leadership—leaders who show up with empathy, make hard decisions with integrity, and build spaces where people feel seen, supported, and safe to contribute. 

That’s where mentoring goes beyond skill-building. In these sessions, I wasn’t trying to have all the answers. I was trying to model what it looks like to create space—space to speak honestly, to share challenges, to ask questions without judgment. Sometimes the most impactful thing I could do was simply listen. 

We don’t just need more women or more diversity in leadership. We need more people—across all roles and identities—who lead with awareness, care, and courage. Who understand that creating inclusive, equitable environments doesn’t happen by accident—it takes intention. 

I’m grateful for organizations like WiCyS, Women4Cyber, and The Cyber Guild, all of which Anvil actively supports. They provide structure and platforms for mentorship, reflection, and connection. They help seed the kind of leadership our industry needs—thoughtful, diverse, and deeply human. 

But I don’t have the answer to the bigger question: 

How do we truly make space for more voices in the room? How do we give more people the confidence and opportunity to lead? 

Because if the answer is that women and other underrepresented groups must leave their organizations to be treated fairly—to find workplaces where moral leadership can thrive—then we’re creating an even bigger problem. These organizations, often large and influential, shape our tools, norms, policies, our future. If they become echo chambers, disconnected from the communities they claim to serve, we all lose. 

So what do we do? 

We start with what we can do. Mentoring, for me, is one small but meaningful step. It’s a space to connect, reflect, and remind each other we’re not alone. It’s a way to nurture confidence, clarity, and community. And it’s one way to model the kind of leadership we need more of. 

I don’t want something better just for my daughter. I want it for my son too. I want it for all of us. That’s why I keep showing up. Even when it’s hard. Even when I’m tired. Because I believe this work matters. And I believe we can raise the bar—together. 

Mentorship is just one part of it. So is how we lead. How we speak up. How we listen.

If you’re in a position of influence—even informal influence—ask yourself: 

• Where can I create space for someone else’s voice? 

• How can I lead with more integrity and care? 

• Who might benefit from the kind of support I once needed? 

You don’t need a formal program to start. Sometimes it’s just about showing up with intention, asking a question, or being the person who makes someone else feel seen. 

So… what are you doing to raise the bar?