Obviously, this observation is made based on limited anecdotal information and isn’t an indictment of any group – not to mention that there are likely a whole host of potential reasons beyond the scope of this article why this might be the case.
Indeed, we noticed that oftentimes the sharpest young Black professionals were championed by executives who didn’t look like them (even when there were Blacks in positions of power). But, comparing notes with other impressive, ambitious Black professionals throughout my career who made similar observations, we often remarked on our disappointment with the lackluster (or worse) response we’d received after reaching out to potential Black senior level mentors and sponsors. Now, that shouldn’t come as a surprise because unfortunately the overwhelming majority of senior level positions are typically held by white men.
PIECES OF A WOMAN PROFESSIONAL
Having said that, the truth is that by far I’ve received the most active, career enhancing executive support during my professional life from white men. We share an unspoken bond that for me has been priceless throughout my professional journey. Without question, I’ve received the most extensive support, encouragement and just warmth from other Black colleagues over the span of my career. #2 - Don’t automatically assume that Black executives will bend over backwards to support you Recognize that “maybe” sometimes really means “no” just like “it’s not you, it’s me” often means “it’s you.” Unfortunately, she made the mistake of focusing too much on what was said and not enough on what wasn’t being done. I remember feeling sorry for her because it was clear to me that the organization didn’t support her (and likely wouldn’t no matter how much training she completed.) When managers supported someone, it was obvious. Year after year her manager told her she needed more education so she spent endless hours getting certification after certification based on his “feedback,” and she was still languishing in the same role when I left the organization. In my mid 20s I worked for a Fortune 100 company, and there was a middle-aged black woman named Pearl who had a low level administrative position and desperately wanted to get promoted.
Do they give you a candid assessment of your weakness areas with some tangible examples and help define a plan to get you ready? Do they lobby for you to get added to the “promotable list” or nominate you for a high potential program? Do they suggest scheduling regular coaching meetings to actively work your promotion plan? Do they provide authorization and support for key assignments, training, certifications or other experiences that will build your resume and enhance your value within the organization? These are all signs that you may have great support, but if you’re just getting lip service, you probably shouldn’t hold your breath. Sometimes a response like “We don’t think you’re ready right now” means just that, but sometimes it means, “Are you crazy? You’ve got a better chance of being stuck by lightning on the very day that you win the lottery than you do of getting promoted here.” How do you tell the difference? Focus on what they actually do. Learning to read between the lines and more importantly watching what others do is critically important in determining someone’s true intentions. The unfortunate truth is that corporate America is filled with double speak.
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