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I remember when I got a job at my first big tech company. The first day I walked into my office, I used to be stuffed with enthusiasm and ideas. I used to be going to work directly with the CEO – amazing, right? But it didn’t take long for me to realize that the environment I used to be joining was very different from what I expected.
First, I used to be the only minority woman on the board, which made me feel like I had to accept my role. Then, at a company led by a domineering CEO whose mantra was “execute, don’t develop,” I often felt more like a parrot than a partner. I became really good at picking up my boss’s voice. I knew exactly what stories he wanted to tell and how he wanted to express them. But I didn’t belong in that role, and most of my ideas remained unexpressed.
In over 20 years of promoting leadership and management experience, I have learned to advocate for myself in rooms stuffed with individuals who are nothing like me. Here are three steps for minority women entrepreneurs and executives just starting out to take their place at the table and not settle for just being in the room.
1. Understand the landscape
Every workplace is like a small world with its own secret codes and powerful players. If you’re taking the time to observe and learn the lay of the land, your movement can be much smoother.
Socialize, ask numerous questions, and start building relationships with those around you. This is your likelihood to see where you fit. What are your strengths and weaknesses? How do your skills complement those of others?
To truly have a seat at the table, it is important to grasp your immediate tasks and the broader context in which your work is set. What are the trends in the industry? How competitive is the landscape? How does your individual role contribute to the long-term goals of the organization?
Remember that humility in the workplace means recognizing that there is all the time more to learn. It’s about being open to feedback, being willing to admit you do not have all the answers, and being willing to grow from every experience.
2. Do your homework
Imagine that somebody recent got here to your organization and said: “I have been working in this industry for 25 years. We will do it our way or the highway.” Wouldn’t you be turned off?
So take the time to research and understand your organization’s business model, history and culture. Research shows that cultures that put people first can produce amazing results. According to Gallup, corporations for which culture is a priority record a 33% increase in revenues.
This signifies that understanding your organization culture can have a huge impact on the way you evaluate your performance. First, this information will provide help to do your job higher and enable you to make informed contributions to discussions. This is your way of showing that you just are greater than just a participant – but a committed and competent team member. I all the time tell my team that your product can be much higher if you do your due diligence and don’t go into meetings cold. Be prepared.
3. Be confident in what you know
Michelle Obama once he said: “Whether you come from a council estate or a rural background, your success will be determined by your self-confidence and fortitude.” Obama had to endure some of the most unfair criticism as First Lady. She was called “strikingly ungrateful”, not very “classy” and a “feminist nightmare” from people with half her talent. But did she let those words stop her? Of course not, because as she has proven time and time again, self-confidence starts with you.
Owning your achievements and standing high in your space is key, but there is a magical balance between confidence and humility that makes for richer and more productive interactions. Imagine walking into a room with your head held high, knowing your successes, and at the same time having an open heart, ready to listen, learn and grow. This balance is not only about being approachable; it is a powerful leadership style that fosters a culture of respect, cooperation and mutual support.
Anyone will be a good soldier. Everyone can participate in the way they deem best for their boss. But in my experience, I had to ask myself: am I actually growing? What a part of myself am I adding to this organization? My experience at a technology company was a stark example of the various barriers that ladies executives and minority leaders face in the corporate world.
However, I would like to take this chance to change this narrative a bit. Stereotypes exist, but the unlucky reality is that they don’t seem to be going away any time soon. So we must protect our self-confidence as minority women by realizing that we are worthy and able to overcoming these false assumptions. If you are not credible, how are you going to expect anyone to value your words? Understanding the value you bring and having the confidence to do so is crucial.
Shaping your reality through the way you think
Your way of considering is more powerful than any list of stereotypes you’ll be able to compose. It is the foundation on which you build your reality, break down barriers and redefine what is possible for you. To my fellow minority leaders, you actually know what you are talking about. You have taken the time to build these relationships. You have experience. So let’s leave stereotypes at the door.
The journey towards owning your achievements and asserting your presence is as much about internal work as external motion. By committing to changing your mindset and dedicating yourself to thorough preparation, you are laying the stones on the path to building unwavering self-confidence, even in the face of opposition from your loudest naysayers.