My published doctoral research on "The Lived Leadership Experiences of Black Women Professionals: A Phenomenological Qualitative Study of the Intersectionality of Race and Gender" challenges the "Strong Black Woman" schema. While this narrative celebrates the resilience seen in historical and contemporary Black women leaders, it often masks the complex challenges they face.
In today's political climate, understanding the impact of racial and gender stereotypes on leadership is invaluable. My findings highlight the need to acknowledge the full humanity of Black women leaders - their strengths, vulnerabilities, and experiences of intersectionality in professional settings.
How can we honor the Black women leaders while creating space for vulnerability and support? How can organizations move beyond stereotypes to truly empower Black women in leadership roles?
#BlackWomenInLeadership#IntersectionalityAtWork#Inclusion#Leadership
COACHING CEO's and SENIOR EXECUTIVES to Transform Teams, Lead Boldly, and Shape Resilient Organizations. Helping Teams Unlock Potential, Navigate Transformation and Elevate Personal Brand.
In the wake of recent events, including a political landscape that feels increasingly resistant to DE&I efforts, the path for Black women in corporate America can feel more challenging than ever. For many, it’s a time of balancing professional ambitions with a heightened awareness of racial and gender biases that remain deeply embedded in our workplaces.
While we may not be able to change these forces overnight, we can equip ourselves to navigate them effectively. Coaching can provide the support to foster resilience, develop powerful strategies, and create space to thrive in spite of the climate around us. If you’re feeling the weight of these challenges, consider partnering with a coach who understands the journey and can help you build strength and clarity to succeed on your own terms.
#Leadership#Coaching#BlackWomen#Resilience#CorporateAmerica#ThrivingNotSurvivinghttps://lnkd.in/ehmJYv4V
That Mom Lady I Shifting The Conversation From Mother-Friendly To Mother INCLUSIVE I Championing Mothers in Tech I TEDx Speaker I Best Selling Author I Doctoral Candidate Researching Mothers in Leadership
A few years ago, I showed up to an interview in a blue suit and was told, “Next time, wear black.”
A few hours ago, I saw a woman in a plush pink suit in a boardroom...And my heart skipped a beat!!
To every woman in every boardroom in a pink, blue, green, and yellow suit, you won’t be alone for too long. Thank you for leading the way. We are right behind you, marching to fill every room with our colorful suits and powerful voices!!
#womeninleadership#diversityandinclusion
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I initiate conversations that matter. On mothers. On leadership. On inclusion.
Leadership Coach; Visionary Leader; Cultural Vibrancy Advocate; Keynote Speaker, Writer; CEO; multi hyphenate artist; co-Artistic Director of ONOPt; Chair of TCG; Former AD at OSF and DCPA; Mommy of Ayo
All of this is so true. That’s why it’s important to know where your organization is in relationship to your vision. If you were amongst the first called to leadership at a certain institution or in an industry, then you can almost guarantee that the people who are hiring you are not altogether interested in your leadership capabilities. Therefore, they will be surprised when you insist that your directives are not suggestive and that your vision and the fulfillment of that vision and not their fear is your mission.
In my leadership experience, organizations out themselves during the interview process. They will tell you everything you need to know about their plans for you in their questions.
I’m not saying that you shouldn’t pursue these opportunities because we have to begin somewhere. I’m saying you have to know before you go, where you’re headed. DO NOT move into these spaces blindly. You have to understand the assignment and if you don’t want to take the assignment, then move out of the way and let somebody else come and seize the ground in preparation for your arrival.
I’m the first person of color to lead my previous organization. Any person of color who leads after me follows my path follows the path that I laid for them in the hopes that their journey will be a little bit easier than mine.
Learn more about how to be better prepared for your leadership opportunities at
https://lnkd.in/gc2hK7eG#ladderleadership#themoreyouknow#whatsyourcalling#youneedacoach
Let’s talk about the ‘Mammyfication’ of Black women leaders…
…because it is a very real phenomenon.
My amazing sis DeLisha Tapscott, Ed.D defines ‘Mammyfication’ as the idea that Black women’s ‘place’ is to ‘save’ and ‘fix’ things in crisis mode.
Instead of Black women being honoured for their skills, they are used in ways to ‘hold’ the organisation, but the organisation doesn’t honour these skills. DeLisha also looks at the concept of othermothering and how Black women often use tenets of community building to create culture and safety.
When Black women are hired in these roles and asked to use these skills, they are often ‘boxed in’ and our power limited because it becomes ‘too much’ for those who seek to promote and upkeep ⚪️ supremacy.
DeLisha’s book chapter ‘Beyond The Veil: The Black Girl I Could Be’ will be coming out in early 2025, where she explores the lack of agency that Black women have in these leadership roles from the perspective of DEI and People & Culture/HR roles - and I can’t wait to read it! Make sure that you follow her to stay tuned for further updates.
Since DeLisha dropped the mic after her last sentence, I’m picking the mic back up to repeat it:
🎤”The bottom line is that the Mammyfication of Black women in leadership roles happens because they were never seen as true leaders equal to their counterparts - instead they are used, abused and dismissed until the next crisis”…
…and the lowest line needs to be paid the HIGHEST attention.
#BlackWomenLeaders#BlackWomenAtWork#Misogynoir#Mammyfication#SystemicChange
If you are in leadership and you are interested in becoming an Ally to Black Women, this post is one you should read. Leadership can sometimes be a catch all term for “do everything that someone else doesn’t want do.” For Black Women, it’s so much more than this. There is a societal role that has been ascribed that often becomes conflated with one’s view of leadership. This means that as an Ally, you may have subconsciously decided that Black Women are best suited for leadership roles that involve care-taking. You could also be an Ally that sees Black Women in roles where there are multiple roles that are required to be assumed, in one position, with zero guarantee for promotion or pay increase. Be open to recognizing your blind spots. And, if you are in a position of power, do something different and address this issue with your peers directly.
Let’s talk about the ‘Mammyfication’ of Black women leaders…
…because it is a very real phenomenon.
My amazing sis DeLisha Tapscott, Ed.D defines ‘Mammyfication’ as the idea that Black women’s ‘place’ is to ‘save’ and ‘fix’ things in crisis mode.
Instead of Black women being honoured for their skills, they are used in ways to ‘hold’ the organisation, but the organisation doesn’t honour these skills. DeLisha also looks at the concept of othermothering and how Black women often use tenets of community building to create culture and safety.
When Black women are hired in these roles and asked to use these skills, they are often ‘boxed in’ and our power limited because it becomes ‘too much’ for those who seek to promote and upkeep ⚪️ supremacy.
DeLisha’s book chapter ‘Beyond The Veil: The Black Girl I Could Be’ will be coming out in early 2025, where she explores the lack of agency that Black women have in these leadership roles from the perspective of DEI and People & Culture/HR roles - and I can’t wait to read it! Make sure that you follow her to stay tuned for further updates.
Since DeLisha dropped the mic after her last sentence, I’m picking the mic back up to repeat it:
🎤”The bottom line is that the Mammyfication of Black women in leadership roles happens because they were never seen as true leaders equal to their counterparts - instead they are used, abused and dismissed until the next crisis”…
…and the lowest line needs to be paid the HIGHEST attention.
#BlackWomenLeaders#BlackWomenAtWork#Misogynoir#Mammyfication#SystemicChange
Struggles facing Black women leaders
"For Black women, the intersection of race and gender biases leads to “intersectional invisibility” where their contributions are often overlooked. This forces them to take greater career risks to advance. High-risk career moves often fail to yield the desired outcomes, leading to burnout, job dissatisfaction, and even decisions to leave the workforce altogether.
Furthermore, the focus on risk-taking can sometimes result in Black women being perceived as too aggressive or ambitious, further alienating them from opportunities for advancement."
Important piece by Sara KeenanPOCIThttps://buff.ly/3Sixz1t
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It's worth repeating the above even though it makes some people very uncomfortable. If you want to have uncomfortable conversations which empower and don't drain get in touch. Drop me a message or visit my website - buff.ly/34Ro2bG#Personalbranding#Personalbrand#Blackwomen#leadership
When you come to an understanding of what leadership truly means, you know when to be out front, when to be beside, and when to lead from behind. You understand that the work that you do isn't about you. You actively strive to decenter yourself. You bring on people who are smarter than you. You empower those that work with you. You manage your ego in healthy ways. You make room. You realize that your way isnt the only way. You center the clients, constituents, and villagers that you serve. You acknowledge the individual and collective greatness of your team.
#LeadershipPersonified
Human Resources Executive: Building, transforming, strengthening, and aligning human resources functions with the evolving needs of employees, organizations, and regulatory requirements.
Recently, I testified before the city council in our Nation’s Capital. However, this post isn't about my testimony. It's about the moment in leadership that was captured in this powerful picture. As leaders, it's crucial to surround ourselves with the best people - those who bring fresh perspectives and unconventional solutions to transform our work. The four women in this picture embody this spirit. They testified on behalf of their organization, bringing their collective expertise and empowered voices to the table.
As we celebrate Black History Month and approach Women's History Month, I want to take a moment to thank these incredible women for all that they bring to the table. It's because of people like them that our workforce can continue to positively impact our community. Remember, the right people can make all the difference. #Leadership#Empowerment#DiversityandInclusion#BlackHistoryMonth#WomensHistoryMonth
🗣️🗣️🗣️ Let’s talk about it!! This needs to be addressed urgently and thoroughly!!
There must be more attention and space dedicated to this issue. I wasn’t familiar with the specific term “Mammyfication” before, but it perfectly captures the historical, literary, and real-world dynamics at play. America has grown FAR TOO COMFORTABLE with this gendered and racially problematic practice.
I’ve seen this happen repeatedly, especially to Black women in Student and Academic Affairs. This seems particularly evident for Black Women hired in DEIB roles, where they are often promised power, voice, and institutional support to drive meaningful change. However, these promises are rarely upheld in practice and only result in Black Women being held hostage or harmed in these “treasured” performative DEIB related roles.
Black women are frequently placed in untenable situations; bamboozled and burdened with the poor pairing of uncommunciated, unclear expectations and furniture-type pictorial instructions without full context or truth. Ultimately, it leaves them to navigate without the tools or support required. They are hired or “appointed” to fix, save, or even rebuild failing systems, and once they’ve achieved the impossible—restoring, exceeding goals, or stabilizing the organization—they are dismissed, erased, removed, reassigned, or have their worth and worked contributions buried under the very once sinking-ship-organization it saved.
Too often, Black women in leadership are not respectfully hired for their extensive and earned credentials or expertise but are instead brought in to serve as scapegoats and be knowingly sacrificed in unsalvageable situations.
Meanwhile, executive leaders quietly search for “the right candidate” to step in once the crisis has either been resiliently and brilliant resolved by Black Women or the situation reaches its initial sole possibility.
This violent, unethical, and dehumanizing cycle is unacceptable, and it is time to put an end to it. We MUST DO BETTER by Black women. Enough is enough!
Let’s talk about the ‘Mammyfication’ of Black women leaders…
…because it is a very real phenomenon.
My amazing sis DeLisha Tapscott, Ed.D defines ‘Mammyfication’ as the idea that Black women’s ‘place’ is to ‘save’ and ‘fix’ things in crisis mode.
Instead of Black women being honoured for their skills, they are used in ways to ‘hold’ the organisation, but the organisation doesn’t honour these skills. DeLisha also looks at the concept of othermothering and how Black women often use tenets of community building to create culture and safety.
When Black women are hired in these roles and asked to use these skills, they are often ‘boxed in’ and our power limited because it becomes ‘too much’ for those who seek to promote and upkeep ⚪️ supremacy.
DeLisha’s book chapter ‘Beyond The Veil: The Black Girl I Could Be’ will be coming out in early 2025, where she explores the lack of agency that Black women have in these leadership roles from the perspective of DEI and People & Culture/HR roles - and I can’t wait to read it! Make sure that you follow her to stay tuned for further updates.
Since DeLisha dropped the mic after her last sentence, I’m picking the mic back up to repeat it:
🎤”The bottom line is that the Mammyfication of Black women in leadership roles happens because they were never seen as true leaders equal to their counterparts - instead they are used, abused and dismissed until the next crisis”…
…and the lowest line needs to be paid the HIGHEST attention.
#BlackWomenLeaders#BlackWomenAtWork#Misogynoir#Mammyfication#SystemicChange
📌 📢As a Black professional, I often feel the weight of certain expectations and stereotypes. When I express frustration, it seems like my tone is scrutinized, while my colleague faces no consequences for misrepresenting my work or the clean-up I have to do.
There have been times when my efforts go unnoticed, and it can be disheartening not to receive the support I hope for.
I truly value the skills and lessons that contribute to my growth, but it can be frustrating to see a non-Black colleague get promoted for doing just less than basics while I’m told I need to do more to even get considered for a promotion.
.
.
.
#humanresources#humannotresources#blackprofessionals#blackwomeninworkforce
Let’s talk about the ‘Mammyfication’ of Black women leaders…
…because it is a very real phenomenon.
My amazing sis DeLisha Tapscott, Ed.D defines ‘Mammyfication’ as the idea that Black women’s ‘place’ is to ‘save’ and ‘fix’ things in crisis mode.
Instead of Black women being honoured for their skills, they are used in ways to ‘hold’ the organisation, but the organisation doesn’t honour these skills. DeLisha also looks at the concept of othermothering and how Black women often use tenets of community building to create culture and safety.
When Black women are hired in these roles and asked to use these skills, they are often ‘boxed in’ and our power limited because it becomes ‘too much’ for those who seek to promote and upkeep ⚪️ supremacy.
DeLisha’s book chapter ‘Beyond The Veil: The Black Girl I Could Be’ will be coming out in early 2025, where she explores the lack of agency that Black women have in these leadership roles from the perspective of DEI and People & Culture/HR roles - and I can’t wait to read it! Make sure that you follow her to stay tuned for further updates.
Since DeLisha dropped the mic after her last sentence, I’m picking the mic back up to repeat it:
🎤”The bottom line is that the Mammyfication of Black women in leadership roles happens because they were never seen as true leaders equal to their counterparts - instead they are used, abused and dismissed until the next crisis”…
…and the lowest line needs to be paid the HIGHEST attention.
#BlackWomenLeaders#BlackWomenAtWork#Misogynoir#Mammyfication#SystemicChange
