Added: Teriann Clute - Date: 20.10.2021 19:25 - Views: 19637 - Clicks: 9166
Any list of top CEOs reveals a stunning lack of diversity. Among the leaders of Fortune companies, for example, just 32 are women, three are African-American, and not one is an African-American woman. The authors studied the careers of the roughly 2, alumni of African descent who have graduated from Harvard Business School since its founding, focusing on the 67 African-American women who have attained top positions in corporations or professional services firms.
These women thrived, they found, because of three characteristics that are key to resilience: emotional intelligence, authenticity, and agility. The women were adept at reading interpersonal dynamics and managing their own reactions; crafting their identities; and transforming obstacles into opportunities. What does it take for people of color to get ahead? We talked to an extraordinary group of African-American female executives to find out. The women we studied developed three skills that were key to their resilience: emotional intelligence, authenticity, and agility.
Any list of top CEOs reveals a startling lack of diversity. Among the leaders of Fortune companies, for example, just 32 are women; with the recent departure of Ken Chenault from American Express, just three are African-American; and not one is an African-American woman.
This spring marks the 50th anniversary of the founding of the African-American Student Union at Harvard Business School, and in preparation for the commemoration we have been studying the careers of the approximately 2, alumni of African descent who have graduated from HBS since its founding, in From that group we identified African-American women who graduated from to We analyzed the career paths of the 67 of them who have attained the position of chair, CEO, or other C-level executive in a corporation or senior managing director or partner in African american women needed professional services firm, and we conducted in-depth interviews with 30 of those How did these women beat the odds?
Certainly, they are well prepared and highly competitive in the job market; according to our data, they have invested more years in higher education, at more-selective institutions, than their colleagues and their non—African-American classmates. It was the willingness and ability of others to recognize, support, and develop those strengths and talents. We wish to speak to both elements of success.
And it creates courage and pride. Not pride in a boastful way, but being proud, as you need to be in moments when you feel completely rejected, completely ignored, overlooked, sidelined. Too often we see business leaders struggle to advance members of underrepresented groups because they model their development strategies on their own paths to success. So in our study we asked: What lessons can aspiring leaders—specifically, women of color and members of other underrepresented groups—take from the careers of highly successful African-American women? In simple terms, the answer to the question of what it takes to succeed can be reduced to a single capacity: resilience.
But the African-American women we interviewed seemed to rely more heavily than others on that quality, because of the frequency with which they encountered obstacles and setbacks resulting from the intersecting dynamics of race, gender, and other identities. In each case they bounced back, refused to get distracted or derailed, and maintained forward progress. That was a lesson from early, early on—from my parents, teachers, mentors, church.
So you come [to your job] with that orientation. And they demonstrated agility in their capacity to deftly transform obstacles including self-doubt and excessive scrutiny into opportunities to learn, develop, and ultimately exceed expectations. All professionals and the organizations in which they work can benefit from cultivating and leveraging emotional intelligence, authenticity, and agility.
While those skills are essential for every career, they are especially critical for members of historically disadvantaged groups. To that end, we hope that the stories of the women we interviewed will inspire young people from underrepresented groups who are still deciding what kind of career path makes sense for them. Despite the discouraging lack of representation at the very top of companies, the stories offer a road map to the high-level jobs from which future CEOs will emerge. On one hand, because they are anomalies in their organizations, African-American women stand out.
In a sense, their race and gender put these women under a spotlight, and that can be exhausting. Of the 1, who graduated from towe were able to collect complete work histories for 1, using information from LinkedIn, Bloomberg biographies, alumni records, and other public sources. We then conducted deep dives into the careers of those 1, to better understand their routes to senior positions.
We reached out to those 67 women and interviewed 30 in depth. Sometimes, however, these women found benefits in their hypervisibility. All I have to do is deliver into that space. Some report having been mistaken for secretaries or even members of the waitstaff when starting new jobs.
These instances of mistaken identity often create awkward scenarios, requiring executives to announce themselves and their qualifications just to find meeting locations or access necessary resources. Instead of obsessing over these slights and low expectations, though, some used invisibility as a launchpad.
One woman, a general manager in the media industry, described gaining entry to meetings that more-formidable colleagues lacked access to. Navigating between the extremes of hypervisibility and invisibility can feel traumatic. One is either performing under a microscope or being ignored, and self-esteem can take a hit in either scenario.
Having built the capacity for resilience, however, the women we studied were consistently able to maneuver around this paradox, often turning the obstacles it posed into opportunities. But the women we spoke with resisted knee-jerk reactions that might have damaged their careers and developed the wherewithal to respond in more thoughtful and constructive ways.
They exhibited an acute awareness of how others perceived them—a form of empathy.
Most important, when the way others viewed them diverged from their own perceptions, they refused to be knocked off stride, holding on to their increasingly well-defined sense of self. EQ is especially useful African american women needed those who frequently encounter bias. Research is clear, for example, that successful black women walk a tightrope of emotional expression. Like emotional intelligence, it requires a high level of self-awareness.
Research cited elsewhere in this issue makes clear that disclosing personal information—a key part of behaving authentically—can be especially tricky for minorities. The executives we interviewed found ways to master that challenge. They described being candid about their opinions, transparent about their motives, and vocally committed to their values. For these women, authenticity has also involved aligning their racial identity with their leadership positions. Some found roles within their companies that explicitly invited them to draw on that identity, giving them latitude to bring it front and center.
They were then able to parlay the visibility afforded by those roles into broader opportunities for leadership. Suddenly her gender, race, and residence in a historically black community became visible assets that deepened her authentic engagement with her career. The women we interviewed were well aware that many of their colleagues and bosses held low expectations of them—expectations that continued, in some cases, even as they advanced into senior jobs. Not surprisingly, many grew frustrated with the persistent doubting of their abilities.
Despite their frustration, the women were neither paralyzed nor defined by how they were seen. So there I am—the purple unicorn. And that comes with relationships.
Most of the leaders we interviewed took an unconventional path to the top. Their careers were characterized by twists and turns, with lateral moves and promotions accompanying changes in sector, industry, function, or employer. They remained professionally engaged throughout the arc of their careers, sometimes delaying or forgoing personal interests and commitments.
That might be your opportunity to manifest your true leadership and have a huge impact in your life and on this world. Success requires more than personal attributes such as EQ, authenticity, and agility; it requires that someone recognize and value those vital skills. Research over decades points to the critical role of nurturing relationships and affirming contexts. Ely, Debra E. Meyerson, and Martin N. Davidson HBR, September Thomas HBR, April Edmondson Bell and Stella M. Nkomo Harvard Business School Press Thomas and John J.
Gabarro Harvard Business School Press The success of the women we studied, like that of most people, depended on their having developed relationships with people who recognized their talent, gave them a safe space in which to make and learn from mistakes, provided candid and actionable feedback about their performance, and generally made it their business to support them and create opportunities for them to succeed. Many of the women pointed to managers, mentors, and sponsors who had helped them discover and actualize their best selves.
The people who worked with me, the people who were my bosses, they cared about my personhood hugely and without acknowledging it; they took into the somewhat obvious fact that there were not people like me around—without going out of their way to say that. Be here. Just listen. I think it would be good for you. Several women African american women needed inspired by managers and mentors to expand their vision of what they could achieve. Trust me. That was scary and exciting.African american women needed
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African American Women and the Nineteenth Amendment