Cynthia Bowman

Being a leader in corporate spaces can get lonely at times, especially when you're one of the few -- as a woman, a woman of color, and a Latina. In the most recent episode of the Humble Rising Podcast, I sat down with the Latina Madrina 👑🇩🇴 Julissa S. Germosén, who has two decades of experience as a tech leader, about the hard truths and lessons learned as a Latina in the corporate space. Julissa isn't sugar coating anything in her new book by the same name: Latina Madrina (available now on Amazon). In our conversation, we delve into some of the hard truths of being Latina climbing the corporate ladder -- the things no one tells you but wish you had known. Working hard and being a high performer is the baseline. We're talking about all the other stuff that you need to know and master beyond that -- because hard work alone is never enough. Julissa and I talk through some of the questions and challenges that arise, including: how do you assess what you really want, how do you think about legacy, and how to navigate the corporate space in ways that will serve you, and we get honest about some of the things we just can’t compete in (and may not want to) as Latinas with certain backgrounds (hint: 🚤). 🎥 Watch the full conversation on my YouTube Channel (link in comments) 🎧Listen wherever you get your favorite podcasts (link in comments) #selfcare #womenempowerment #womenleaders Latina Professionals® #Latina #HispanicHeritageMonth

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In last week's episode of Culture Leaders Daily, I sat down with Johnny C. Taylor, Jr., SHRM-SCP, CEO of SHRM, to explore a pivotal shift in the HR landscape. We discussed SHRM's strategic decision to transition from DEI (Diversity, Equity, and Inclusion) to Inclusion and Diversity. Johnny shared how this change aims to unify rather than divide, addressing the widespread confusion and disagreements surrounding the "E" in DEI. Johnny's journey from law to leading SHRM is nothing short of inspiring. He discussed how his unique perspective, shaped by experiences in both the legal and HR fields, has equipped him to understand the critical connection between people and profit. His mission to be a unifier within the HR profession is evident in his approach to navigating this strategic shift. The conversation also touched on the broader challenges and opportunities in merging the interests of people and profit. Johnny emphasized the need for clarity and common agreement within organizations to foster inclusivity and drive meaningful progress. If you haven't given the whole episode a listen, hear today's snippet on Apple Podcasts: https://lnkd.in/ecD4faWC and Spotify: https://lnkd.in/eSajNARk. To hear the full-length episode with Johnny and me, listen on Apple Podcasts: https://lnkd.in/eu_ceKHD and Spotify: https://lnkd.in/esNS8D2k.

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As a passionate advocate for generational diversity, I am thrilled to see the growing recognition of the importance of a multigenerational workforce. 🌟 The workforce is evolving, and with people living longer and retiring later, we will witness an unprecedented mix of generations working side by side. This shift isn't just a demographic trend—it's an opportunity to redefine the workplace of the future. 🌈 A recent report by BSI, "Evolving Together: Flourishing in the age-diverse workforce," highlights crucial areas for action. Here are some key takeaways: 1. **Health and Well-being:** Maintaining physical and mental health is paramount. Companies can implement comprehensive wellness programs and adapt work environments to meet the changing needs of their employees. 2. **Upskilling and Reskilling:** Continuous learning is essential. From formal training to reverse mentoring, where younger employees share knowledge with their older counterparts, there's a wealth of opportunities to keep skills relevant and foster mutual growth. 3. **Policy and Collaboration:** Employers and policymakers must work together. Financial incentives, tax breaks, and supportive policies can create the right conditions to attract, train, and retain age-diverse talent. Let's embrace this change and work together to build a future that values and leverages the unique strengths of every generation. The time to act is now—let's make age diversity a cornerstone of workplace innovation and success. 🚀 https://lnkd.in/evBFkkcS #AgeDiversity #GenerationalDiversity #FutureOfWork #WorkplaceInnovation #Upskilling #WellBeing #Collaboration XYZatWork

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𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗲𝗹𝗲𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗯𝗿𝗮𝗻𝗱 𝗮𝗻𝗱 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗴𝗮𝗺𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗮𝗴𝗲? Join us for the latest episode of our podcast with Sree Sreenivasan, Former Chief Digital Officer of NYC, Met Museum, and Columbia. https://lnkd.in/gbFhNvBd Sree shares his inspiring journey from job loss to seizing growth opportunities through strategic online engagement. His story serves as a masterclass in leveraging vulnerability and digital platforms for career advancement. In the podcast we unpack: ✨ The strategic importance of LinkedIn for building your network before you need it. ✨ How to strike the perfect balance between personal and professional identities on social platforms. ✨ The undeniable power of cultivating an authentic personal brand in the digital realm. ✨ Techniques for crafting an integrated online persona that cuts through the noise in a content-saturated world. Join us for a conversation filled with actionable tips on building resilient networking skills and embracing digital disruption to your advantage. https://lnkd.in/gbFhNvBd Also, click https://lnkd.in/gUm_dseu to subscribe to the Leaders Upgraded Podcast to receive notifications of new episodes #LeadersUpgraded #PersonalBranding #Networking #DigitalTransformation

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As a 14-year-old Latina immigrant to the U.S., one of my biggest accomplishments has been building a successful 25-year corporate career in financial services and technology, which led to reporting directly to the chief information officer in my company. The great sense of achievement wasn’t only the financial stability I created for my family; I showed myself that I could persevere through adversity and fearlessly pursue my dreams and potential. What was more surprising was that after several years in this director role, my sponsor and company head asked me to support the distribution team's efforts, another huge vote of confidence in my project management and leadership skills. I stayed at the company for nearly 17 years, advancing through five leadership positions. Since then, as the CEO at Fearless Women @Work, I’ve been on a mission to change the lives of over 1M women so they can grow and advance in difficult careers with advocates and allies on their side. I help them transform and get promoted within their companies. Here’s a snippet of what Shilpa shared about our work together. “Within months of our work, I was offered a senior role with significantly higher pay. I keep getting offers for other opportunities, and I am recognized as an emerging leader in my organization and industry. Working with Ginny was one of the best investments I have ever made. I am so grateful for Ginny’s coaching and guidance!” The system I used to build confidence and grow in a male-dominated industry can work for any talented female leader in a challenging career, so you can use it to claim the next leadership title YOU want, believing in your abilities, with an action roadmap, and an ally network that backs you. Interested? Then, join me when I host the FREE Women’s Fearless Leadership Masterclass, where I’ll go behind the scenes and reveal all my strategies. In four weeks flat, you’ll discover how to own your vision, nurture a support network, and create a dynamic action plan to claim your next leadership seat. No more grappling with self-doubt and imposter syndrome, feeling frustrated or stuck, or wondering what you’re doing wrong. But hurry. Space is limited, and you don’t want to miss out: https://lnkd.in/erNcTRBc Send the rising stars in your company to join us, too! See you there! 😍 Coach Ginny

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I’m incredibly grateful to have been part of the HBS Institute for Business in Global Society (BiGS) roundtable, where DEI leaders from various corporations gathered to discuss the evolving landscape of diversity, equity, and inclusion in today’s business world. Engaging in such a profound exchange of insights with my peers has reaffirmed the urgency and relevance of DEI in shaping sustainable, inclusive strategies for global businesses. As we navigate an increasingly complex environment, the need to redefine resilience and inclusivity in our organizations has never been more pressing. I was particularly struck by the collective acknowledgment of the challenges we face, including the impact of legal and political shifts on DEI initiatives, and the innovative ways companies are adapting to these pressures while striving to maintain their commitments. Here are some insights on where DEI is today and ways to make it more sustainable as a leader at your organization: 💡 Adapting DEI Strategies Amid Legal and Political Shifts: Companies are finding innovative ways to maintain their DEI commitments despite increasing external pressures. 💡 The Importance of Internal Advocacy: There’s a growing need for leaders (beyond the DEI and HR team - commercial leaders) to advocate for DEI internally, ensuring it remains a priority across all levels of the organization. 💡 Resilience Redefined: Resilience isn’t just about bouncing back quickly but about recovering fully and building stronger, more inclusive teams. This is the premise of “Thrive Through It.” 💡 The Power of Storytelling in DEI: Sharing diverse stories within organizations can be a powerful tool to maintain momentum and engagement in DEI efforts, even when facing pushback. 💡 Intersectionality Matters: DEI strategies must be intersectional, addressing the unique challenges faced by different identity groups to create truly inclusive environments. The work we do today in fostering resilience and sustainable inclusion will shape the leaders of tomorrow. Let’s keep the conversation going. Together, we can redefine what it means to thrive in a truly inclusive workplace. Thank you Dr. Todd Jenkins Sarah Gazzaniga for this opportunity! #leadership #dei #inclusion #resilience #thrivingleadership #harvardbusinessschool #thoughtleadership

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Transformative leadership goes beyond emotional intelligence—it requires spiritual intelligence. Dr. Yosi Amram explores how virtues like purpose, service, and compassion enhance leadership in the latest episode of The People Dividend Podcast. Discover practical advice for maintaining spiritual intelligence and its benefits for team commitment and morale. Listen now!

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Despite some gains at the top, women remain significantly underrepresented at all levels in the workforce, especially women of color. Since 2015, women in the C-suite have increased from 17% to 28%, and representation at the VP and SVP levels has also improved slightly. However, we still have a LONG way to go - AND progress at the manager and director levels is even slower, creating a weak leadership pipeline. Additionally, director-level women are leaving at a higher rate than men, resulting in fewer women in line for top positions. LeanIn.Org and McKinsey & Company's annual 2023 Women in the Workplace Study reports these key findings: * Women represent roughly 1 in 4 C-suite leaders; women of color, just 1 in 16. * Women of color face the steepest drop-off in representation from entry-level to C-suite positions, dropping by two-thirds as they move up the pipeline. * Young women are especially ambitious: 9 in 10 women ages 30 and under want to be promoted to the next level, and 3 in 4 aspire to become senior leaders. * Women of color are even more ambitious than women overall: 96% say that their career is important to them, and 88% want to be promoted to the next level. * Because of the broken rung, in a typical company, men end up holding 60% of manager-level positions, while women hold just 40%. As a result, there are fewer women to promote to director, and the number of women decreases at every subsequent level. * Progress for early-career Black women remains the furthest out of reach. This year, for every 100 men promoted from entry level to manager positions, only 54 Black women were promoted. After rising to 82 in 2020 and 96 in 2021 —likely in response to a heightened focus on their advancement—the promotion rate for Black women to manager has fallen back to lower than it was in 2019. * Asian women are 7x more likely than white women and men to be mistaken for someone of the same race and ethnicity. * Black women are 3x times more likely than white women and men to have to code-switch. * LGBTQIA+ women are 5x more likely to hide aspects of their personal lives and more than 2.5x more likely to worry about appearing professional than women and men overall. * Women with disabilities are far more likely to feel like they have to perform perfectly without being judged than women overall. * Women who experience microaggressions struggle to feel psychologically safe and “self-shield” by muting their voices, code-switching, or hiding important aspects of themselves. The stress caused by all this cuts deep: they are 4x more likely to almost always feel burned out and 3x more likely to think about leaving their companies. Link to full summary and report in comments. #Leadership #Women #Workforce #Diversity #Inclusion #WomenInBusiness #Leadership

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Recently I was a guest on the podcast Inclusive Leader Spotlight: Demystifying DEI One Conversation at a Time. Hosted by Juan Taveras, MBA, SPHR owner of DEI Pro Finder. I was able to share about my upcoming book Dear White Leader: How to Achieve Organizational Excellence through Cultural Humility. 💥 Out on June 4th! If you are interested in learning more about my book take a listen. Link is in the comments below. I listen, bring clarity, provide support: Apoyo Coaching and Consulting #leadershipdevelopment #dei #inclusionmatters #culturalhumility #culturalcompetency

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Black & brown women in leadership, let's talk about mentorship and sponsorship. Understanding the distinction between these two roles is crucial to your career advancement. As a Black woman in corporate America, I experienced firsthand the power of sponsorship. While mentorship offers valuable guidance, sponsorship is the strategic advocacy that can truly propel your career. Early in my career, I experienced rapid success,  leading international teams and strategic programs. I knew it was because I was competent, confident, and consistently delivered results. However, I also had a network of executive sponsors who used their influence to advocate for my advancement. It wasn’t until I hit a career plateau many years later that I fully realized the power of sponsorship and the key distinction between it and mentorship. When I found myself stalled in my career, I did what many of the women and leaders from minoritized groups that I coach do – I engaged mentors across the organization, seeking advice to figure out what I was doing wrong. The “aha!” moment came when I realized that I wasn’t doing any one thing wrong, it was that I had no one in positions of power aware of what I was doing right. I had plenty of executives more than willing to meet “with me” to talk “TO” me (mentors), but no one was actively meeting “with others “to talk ABOUT me (sponsors). That was the difference maker. My mentors offered valuable guidance, but I realized I needed a sponsor who would use their influence to open doors and create opportunities. When I finally found one during that period in my career, forward momentum returned. If you're a Black woman or leader of color striving for career progression, here's the key takeaway: Don't just seek mentors who will share their wisdom with you; actively cultivate sponsors who will use their power to advocate for you. Ready to take the next step? Let's discuss how to identify and nurture potential sponsors. Message me today to learn more. #executivecoach #blackwomeninleadership #leadership #sponsorship #mentorship

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Empowering Latinas Through Career Ownership Coaching®. The pay gap is a persistent issue for Latinas across North America. In the U.S. Latinas miss out on an average of $1.2 million in earnings over their lifetime, according to Lean In, a nonprofit founded by Sheryl Sandberg. The pay disparity also impacts an ability to invest in professional development opportunities that could propel their careers. As your Career Ownership Coach®, I can effectively address these challenges and empower Latinas to find clarity and take control of their professional trajectories - all at no cost. Read More: https://lnkd.in/gbhbG8S3 Contact me today! https://lnkd.in/gmaF52ND #YourCareerRevolution #JobMarket #FinancialStability #CareerOwnershipCoach #LatinaOwnership #FutureSuccess

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𝑴𝒂𝒏𝒂𝒈𝒊𝒏𝒈 𝑶𝒖𝒓 𝑴𝒊𝒏𝒅𝒔𝒆𝒕 Last week, I facilitated a Women in #Leadership program for Women in Tech and Operations. The cohort was engaging, enthusiastic, and eager to unlearn & learn, discover, and rediscover. The workshop focused on: - Discovering and amplifying #strengths, knowing when to dial them down. - Emotional agility. - Stakeholder management through IMPACT and #SCARF. - Enhancing communication and active listening. - Addressing self-limiting beliefs and ungrounded assessments to manage their narrative and show up as they want to. -Believing in themselves by reflecting on their journey. - Identity and growth #mindset. Reflecting on the stories we tell ourselves and the standards we hold can create pressure that holds us back. These women, through discussions and self-reflection, had key learnings they are committed to applying. I loved their attitude, curiosity, and commitment to applying their learnings. #womeninleadership #coaching #facilitation #reflectiveinquiry #communication #leadershipdevelopment

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How do you discuss polarizing topics in a civil manner at work? Racial justice experts Mary-Frances Winters and Mareisha Winters Reese share a communication model for bold and inclusive conversations from their book: We Can’t Talk about That at Work! How to Talk about Race, Religion, Politics, and Other Polarizing Topics. Listen to #yourworkinglife for more tips on establishing common ground: https://spoti.fi/3kzmO7V

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🤓 I ALWAYS finished my homework growing up. My high school was intense (I think I worked harder there than at Stanford) and I was often up late trying to stay on top of everything. The thought of letting a teacher down filled me with existential dread 😱 It didn’t help that every day teachers would go around and check our books for annotations. If you hadn’t done the reading, you had to suffer the public shame of being called out. ❓ At the end of one office hours visit where I was stressing to my teacher about understanding something or another in Beowulf (oh, to be 15 again…), he asked me a question: Emma, have you ever tried NOT doing your homework? Um, no. Absolutely not. The horror. But then a funny thing happened – shortly thereafter, I fell asleep on top of my books and didn’t do my homework. 😱 The next day in class, I was stressing out as he went around checking everyone’s books. Halfway through, he reprimanded one boy who’d not done it. As he got closer and closer to me, I was sweating. 🤯 But when he picked up my book and rifled through it – clearly seeing that I’d not done my homework – he smiled. He put my book down, looked me in the eye, and merely said “Good.”  🎁 In that moment he had the great gift of understanding what I most needed to hear and learn: that it was ok to not be perfect. That failing to do one thing didn’t mean I was a failure. That empathy goes a long way (and I’m usually going to be my own harshest critic so piling more criticism on will likely cause me to shut down rather than motivate me). 💡 As a leader of teams, I thought about this lesson a lot. To be a great people leader, you need to understand what folks need at the individual level to develop and do their best work. And while you might be able to motivate yourself or someone else through fear in the short term, it's hard to sustain, it rarely leads to the best results, and it leaves a residue. It's like burning coal instead of a renewable energy source. When you combine the skill + will to tailor your leadership to what is actually most needed in the moment, that's when the magic happens. What powerful lessons did you learn from your childhood teachers?

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A call for leaders; a simple but profound call to action. We must prioritize hiring those with emotional intelligence, courage, leadership capability and integrity as we build and rebuild the nation’s workforce; The future of America depends on it. How much more effective would the U.S. be if we put equal emphasis on hiring for soft skills as we do the tangible ones? What if we all committed to only hiring candidates who naturally make everyone around them better? What a difference that would be. #gamechanger #leadership #hiringpractices #lightbringer #emotionalintelligence

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Despite progress, women on Fortune 500 boards still face unique challenges. In 2022, women made up 45% of new appointees and nearly 30% of board members. However, true influence goes beyond presence; it requires navigating stubbornly persistent gender biases. Some interesting research with 43 women directors shows that balancing competence and warmth was key to avoiding backlash and building their influence. Six effective tactics include: 1. Asking: Posing ideas as questions. 2. Connecting: Building personal bonds. 3. Asserting: Expressing expertise confidently. 4. Qualifying: Highlighting credentials. 5. Waiting: Listening before speaking. 6. Checking: Seeking clarification privately. That might be what the women found successful, but companies must: ✔️ Broaden board appointment criteria. ✔️ Foster inclusive boardroom cultures. ✔️ Develop comprehensive onboarding. ✔️ Facilitate networks and support for women directors. Let's leverage diverse perspectives and move closer to true gender parity in corporate governance.

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Sharing more insights from "Building Your Social Capital" presented with Delaine Haltiner-Barr, PCC at the 2024 Forté Foundation Fall MBA Women’s Virtual Leadership Conference, "How to Think Like a CEO"   What does it mean to Power Up and Own Your Career*?   Owning your career is about being intentional in your career journey and career well-being. At the EY Career Center, we call this "being in the mindset of a place of choice". Questions we encouraged participants to reflect on: ✔ What do you value most in your career and life right now? ✔ What are your non-negotiables? ✔ Where do you have the most energy to engage?   *POWER Up ▶ Project Confidence ▶ Own Your Career ▶ Widen Your Network ▶ Elevate Your Communication and ▶ Realize Your Purpose   For more cutting-edge career navigation resources, check out: https://lnkd.in/eZ6A73t #EYCC #PowerUp #You@choice #CareerCoaching #EY

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