When Professional Development Collides with Power

When Professional Development Collides with Power

In our professional journeys, especially as Black and Brown professionals navigating majority white institutions, the guidance and support of a manager can be transformative. A manager’s mentorship can illuminate our paths, offering invaluable insights and opportunities for growth. However, there comes a moment in some of our careers when this supportive relationship starts to shift. Suddenly, the very qualities and successes that were once nurtured become perceived threats to the manager’s power and position.

The Journey of Mentorship

When a manager first supports your professional development, it often feels like a partnership built on trust and mutual goals. You’re encouraged to take on new challenges, pursue educational opportunities, and develop your skills. This phase is exhilarating. You feel seen, valued, and motivated to achieve your best. For Black and Brown professionals, having a manager who believes in your potential and supports your growth can feel like a rare and precious opportunity, given the institutional barriers

The Shift in Dynamics

As you start to excel and gain recognition, the dynamics can change, particularly in environments where racial prejudices are nurtured beneath the surface. Your growing exposure and confidence might inadvertently start to eclipse your manager’s, and your successes can be seen through the lens of racial bias. What was once a nurturing environment can transform into a landscape of subtle, and sometimes not-so-subtle, power struggles. The very traits that were encouraged—your initiative, creativity, and leadership—can now be seen as threats, especially when your identity as a Black or Brown leader challenges existing power structures.

From Support to Sabotage

This shift can manifest in various ways, often tinged with racial undertones:

  • Increased Scrutiny:Your work is suddenly under more intense scrutiny. Mistakes, no matter how minor, are highlighted, while your successes are downplayed. This scrutiny can be harsher and more relentless because of racial biases.
  • Exclusion from Opportunities:New projects or responsibilities that would further your growth are given to others, often with less experience or interest. This exclusion often mirrors the broader systemic exclusion of Black and Brown professionals from opportunities.
  • Eroding Trust:The trust you once felt begins to wane. Your manager’s feedback, which was once constructive and supportive, turns critical and dismissive. This erosion of trust can feel deeply personal and reflective of wider societal prejudices.

Navigating the Shift with Equity-Responsive Leadership (ERL)

Understanding these dynamics through the lens of Equity-Responsive Leadership (ERL) can bring clarity. ERLs understand the importance of embedding the values of equity, inclusion, accessibility, accountability, and justice into their leadership practices, even when faced with resistance. For Black and Brown leaders, this often means navigating additional layers of racial bias and systemic inequities.

  1. Maintain Your Boundaries:As outlined in our e-book 17 Insights To Lead More Equitably, use “qualifying life events” or significant milestones to reinforce your professional boundaries. This could be a new project, a promotion, or even a personal milestone that you leverage to reset expectations.
  2. Value Your Worth:Remember that your compensation and recognition are reflections of your value within the organization. If these are compromised, it might be time to reassess your position or seek external validation through new roles or opportunities.
  3. Ask the Right Questions:During this turbulent phase, it’s crucial to ask yourself and your manager tough questions. Are you being evaluated fairly? Is the feedback constructive, or is it aimed at undermining your confidence?
  4. Seek External Support:Mentorship doesn’t have to come solely from within your organization. Look for external mentors, coaches, or peer support groups who can provide less-charged perspective and encouragement.
  5. Navigate Transitions with Grace:If the environment becomes too toxic, plan your exit strategy thoughtfully. Ensure that your departure is on your terms, with a clear understanding of how you want your professional story to be told. Protect your mental and emotional well-being, which is crucial for long-term success.

Conclusion

The journey of professional development can be complex and, at times, fraught with challenges, particularly for Black and Brown professionals. When the support of a manager turns into perceived competition, it’s essential to stay grounded in your values and continue to lead with equity and integrity. By understanding and anticipating these dynamics, you can navigate your career path with resilience and grace, ensuring that your growth benefits not just you, but the broader community.

At StrivEquity Consulting LLC, we understand these challenges and are here to support you. Let’s connect and explore how you can continue to pursue your personal and professional growth, even in challenging environments.

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