There are many resources available to develop staff and grow leaders, including books, classes, assessments, seminars, mentors, coaches, and much more. Most of the principles they teach are based on years of proven research and anecdotal evidence. Most of that research was conducted on and by people who don’t look like me. Sometimes the skills and leadership tactics that I have been taught work for me and sometimes they don’t. So, what should I do when they don’t? There is another level of situational awareness, trust building, relationship building, and team building required when leading as a black female that goes unacknowledged in the workplace—especially in traditional white male-dominated professions. Outcomes that are generally taken for granted among non-minority demographics are not a given for us. We must acknowledge this as our reality and learn to work within it while developing as leaders. A grave disservice is done assuming the results of applied leadership tactics are universal and independent of race, gender, and other cultural biases. Learn to trust your instincts, identify deflections, and navigate roadblocks in a world where “…one of these things is not like the others.”

Learning Objectives:

1. Identify workplace biases that could be influencing training outcomes and leadership opportunities.

2. Recognize where leadership training and coaching can fall short by not acknowledging differences as a factor in the outcomes of various workplace situations.

3. Discover useful tips for how to work and remain effective as a leader within systems where “…one of these things is not like the others.”

Contributor/Source

Tasha Johnson P.E.

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