Mariana Missakian’s Post

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

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

As a black female leader with locs often in non-diverse rooms, I’m part of the 50% of women of color in leadership who’ve questioned our belonging. This statistic isn’t just a number; it’s a mirror to the challenges we face in spaces where diversity is scarce. In my journey, I’ve learned that embracing my unique story, with all its hurdles and triumphs, is my source of strength. It’s not just about fitting into the leadership mold; it’s about reshaping it to include our diverse voices and perspectives. To my fellow leaders, especially women of color, your journey, heritage, and voice are invaluable. They enrich leadership, bringing authenticity and depth to our discussions and decisions. This Women Crush Wednesday #wcw, let’s celebrate our stories and the powerful diversity we bring to the table. Our presence isn’t just about belonging; it’s about pioneering a more inclusive future. #LeadershipDevelopment #WomenInLeadership #ImposterSyndrome #ConfidenceInLeadership #WellnessWednesday #DiversityAndInclusion #melanintoks Together, we can turn our individual journeys into collective strength, making our mark in leadership not in spite of our differences, but because of them.

Hey Sis, You worry that going higher will make you too different. But it gives permission to go higher too. Something that's been coming up with a lot of my clients is the notion of "If I go higher, then I'll have to sacrifice something." 😳 They think if they go higher, they're going to be too different to be accepted, so they keep themselves small. But this isn't true. You going higher gives people permission to go higher too. Look at it like this: You're the first example of what's possible. 🌟 Quick story: My sister was the first one in my family to make six figures. Before this, I never thought that this was possible as a Black woman. I never knew any Black women or Black person who made six figures. 😳 But now we have 7 women making six figures in my family. 🥳 We even have women making multiple six figures. You're don't have to sacrifice something to go higher. You're being an inspiration to others. You're letting them see what's possible for them. Ready to go higher and land your leadership role? Join the Leadership Legacy now: https://buff.ly/3UxOX3G #professionalwomen #womenofcolor #womeninleadership

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

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.

📌 📢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

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 Keenan POCIT https://buff.ly/3Sixz1t __________ 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

🗣️🗣️🗣️ 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!