“Let’s Not Wait ‘til the Water Runs Dry”

Key 🔑 Strategies for Supporting Leaders of Color in Community

I’ve always been a natural leader. You know – the person that always steps up, takes on more, and creates more work to do. It’s been part of my character for as long as I can remember. As time went on, this manifested in both professional and community spaces without respite. I often found myself seeking refuge at happy hours, networking events, and galas where “shop talk” was accompanied by chicken dinners and complimentary beer & wine. Where I’m from, these expectations in the community are lofty and unspoken yet expected for professionals of color to achieve success and influence. But what happens when the leader loses steam? What happens when passion, energy, and desire conflicts with these expectations? If that leader decides to take a break, shift focus, relocate or worse – if that leader is discarded or exposed for bad behavior the community moves on and siphons energy from another source. Let’s be clear, I’m not condoning unethical or dangerous behavior as sometimes it is necessary to move forward or separate from toxicity. But what about the leaders that are above board who make daily sacrifices that are used and exploited to exhaustion? As a broader community of professionals of color, we need to support these leaders and each other (especially those early in their careers) to ensure we’re not causing irreparable harm.

How can we do this?

🔑 Strategy #1 - Promote rest and respite as part of the labor agreement

It’s not necessary to attend every single commission, board, or community meeting at the expense of physical/mental health or family obligations.

🔑 Strategy #2 - Cultivate a culture of “yes but not right now” or simply “I don’t currently have the capacity”

Seasoned professionals who are more established in their careers are more prone to set boundaries and priorities with less to prove due to achieving desired levels of success. These leaders can serve as role models for younger professionals, especially those who are new to senior leadership and executive roles.

“Don’t let someone be a priority when all you are to them is an option.” - Jay Shetty

🔑 Strategy #3 - Consider others outside of your friend circle or the “popular” group for community leadership opportunities to minimize the risk of overexposure

Often as professionals of color, we see the same people at the same meetings and events in our communities. While no fault of our own *cough racism* there can be some intentionality around extending invitations to others who aren’t included. Yes, these consistent leaders are capable and smart, but it is also likely that they are more connected and belong to extensive networks as well. We must be intentional about purposefully seeking out others who are just as capable and interested WITH the capacity to contribute to build pathways as we climb. This reduces the likelihood of gatekeeping and power hoarding significantly.

🔑 Strategy #4 - We should be open to new ideas and ways of doing the work

Just because we’ve done things the same way for 50 years doesn’t mean we should carry on in the same way for another 50. Fresh perspectives promote accountability and ultimately moves everyone forward.

Implementing these steps not only reduces burnout and stress for leaders of color but it fosters an environment for learning and growth, promotes self-care, and strengthens relationships so the work can continue in a way that honors the humanity of the leaders. Let’s not wait until they become disengaged, disheartened, or leave our communities.

Let’s Start Now.