The Mended Rung Newsletter
I am excited to introduce the vision God has placed on my heart. One thing for certain: I know that I was placed on this earth to bring light into dark places, and in doing so, I give others the permission and power to tap into their own light. This calling has brought me so much joy over the years, and The Climb will allow me to fulfill this calling on a bigger scale.
So, what is The Climb? It is a community for women of color who aspire to become managers, leaders, and executives in their respective industries. It provides women of color with a safe space and place of connection to learn, grow, and develop from women who have a shared experience. The Climb is what I wish I had as I matriculated in my career.
With 14 years with the federal government, my mentors were almost never women of color. Often in my journey I wondered about my experiences as a black woman and was it germane to me? How do I navigate being the only one in this unique environment? Am I crazy or did that just happen and is it because of the color of my skin? I wish I had an executive woman of color to confirm and affirm all the things I was navigating.
When I was promoted, so many women of color came to see me and ask me some of the same questions that often asked myself earlier in my career.
I recognized that what I experienced was not germane to me and many women of color are trying to figure out the same things.
I knew that I needed to create a safe space for women of color across all industries. As I sought wisdom and understanding The Climb was birthed and today, I share it with you, a place where you belong, and your experiences are valued.
This is a growing vision with so many new things rolling out, but today, I introduced you to one component, which is my way of sharing some of my experiences in hopes of helping to affirm and confirm someone's experience and help them navigate. It is my prayer that in this touch point, you all will share with me, and we will begin to build community.
Community is the only way that we can climb these ladders, survive, and navigate being the only or few in unique spaces. So, I am asking that you join me on this journey to create community by subscribing to The Climb. This will allow you to become a part of this community at the ground level and be a part of it as it grows into the many facets I have planned. I also ask that you invite a friend. Everyone knows a friend who is also navigating, and together, we can build a stronger, more supportive community.
The broken run metaphor stems from the idea that the metaphorical ladder of career advancement has a "rung" broken, specifically at the step from entry-level to mid-level management, that makes it hard for women of color to climb the ladder and advance.
Companies are modestly increasing women’s representation at the top, doing so without addressing the broken rung offers only a temporary stopgap. Fixing the broken rung is a tangible, achievable goal and will set off a positive chain reaction across the pipeline.
The 2023 Women in The Workplace research states companies should make sure their career development programs address the distinct biases and barriers that women of color experience. Yet only a fraction of companies’ tailor career program content for women of color.
In comes The Climb.
We have decided that if organizations haven’t done it, we will create other ways and means for women of color to access leadership development.
In each issue of the Mended Rung Newsletter, you’ll find a wealth of valuable insights, stories, and resources tailored to women of color navigating the workplace.
We explore topics such as career strategies, leadership development, navigating the workplace, mindset, and more. Our goal is to help you build the skills and resilience you need to move into leadership and managerial positions.
In our first board room panel, we delved into the evolution of DE&I, the challenges faced by women of color in the workplace, and the strategies for moving forward toward a more inclusive environment. Our panelists, including Ama Agyapong, Brittany Cole, Shawn Collins, and Kham Ward, shared their insights and experiences, shedding light on the current state of DE&I initiatives.
We discussed the impact of DE&I legislation, the importance of boldness in addressing workplace issues, and the rise of entrepreneurship among Black women. The conversation was both eye-opening and empowering, highlighting the need for tangible changes in corporate environments to retain diverse talent.
If you are interested in learning more about DE&I and how it affects women of color in leadership positions, we are offering the replay to our members of the Climb.
Mending the Rungs: Measured Connections
I recognized that building relationships or collegial connections in the workplace is challenging, especially when you are a minority. Sometimes, it’s hard to connect with people who have very different experiences than yours. But I’ve always recommended that the greatest way to overcome the notion that you have nothing in common with your coworkers (which in some ways could be very true) is to build what I call "measured connections." These connections, based on shared values and interests, empower you to bridge the gap and connect with your coworkers on a deeper level.
A measured connection is one that is based on your values and what is important to you. It’s sharing the things that are important and make you shine. For example, if you love brunching, you can share about how you tried a new brunch spot last weekend. If you have kids, you can talk about how you spent time with them. These little tidbits are automatic connection points and transcend all your other differences in most cases.
Additionally, measured connections reveal your human side. People want to know they can connect with you beyond the workplace.
Building these relationships also helps with the third and final component of political capital. Likeability is not about being nice; people want to enjoy working with you. However, likeability is using your personality and customer service ethos to create a good reputation within the workplace. You can be the best at what you do, but it will be hard to get promoted if no one wants to work with you or for you.
When I think of likeability, I think of good customer service. When you have a client, your job is to provide the best service possible and create a good reputation for yourself and your company.
Likeability looks like you being yourself. It’s using your congenial natural personality to build work relationships. Sometimes, that means going above and beyond to distinguish yourself from your other colleagues. Likeability, at its greatest, is when it feels natural. Likeability should never be conforming or contorting to fit into a box but using your natural charm.
When you combine your technical competency with relationships and likeability, you can begin to build political capital and move toward what is needed to transition into management and leadership positions.
