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Birmingham Southern and Momentum Host Women’s Success Event

Posted on by April Benetollo

Post contributed by Mindy Santo, Momentum Mentoring Coordinator

Recently Birmingham Southern College (BSC) reached out to Momentum Leaders to participate in their Women’s Success Event. The BSC Director of Internships, Katy Smith, joined forces with the Panhellenic the largest Momentum/BSC event to date. Momentum has a history of collaborating with the college to provide mentors for panel discussions, conversations with students, and class presentations.

Members of our Upward Alumnae Council (UAC) mentoring committee, and Momentum Mentoring Program mentees shared their expertise with students speaking about the following topics: The Value of Mentoring, How to Navigate Imposter Syndrome, and best practices for Intentional Networking. The students even got an opportunity to apply the networking skills learned during the intentional networking session!

The Women’s Success Event was completely student-led, planned, and organized down to the signage that was shared throughout the campus and online. The event reached over 150 students, many of whom had great feedback about their experience. In fact, as we were wrapping up the event, all students and Momentum volunteers participated in a Mentimeter exercise to allow students to engage and ask questions anonymously. They even shared well-deserved accolades to several of our mentors! Momentum will certainly partner with BSC again to reach more women as they prepare to enter the workforce.

 

“It’s so comforting to know I’m not alone”

“Definitely offer this at other schools”

“It was fun and should be an annual event”

“I think this went well, especially for the first time!”

Based on what the students shared, we think the Q&A would be beneficial to our diverse audience of professionals, business owners, students. We’ll post some of that dialog on our social media throughout the month of February 2023.

The event was a perfect opportunity for Momentum to create a framework that we can apply to more university partners in our network. We’re excited about what’s next with our college partnerships!

Darla Morrison, Momentum Program & Event Manager, Maya Madden, former Momentum Intern and current BSC student, and Mindy Santo, Momentum’s Mentoring Coordinator helped to organize the event.

 

 

 

 

 

 

 

 

 

 

 

 

 

A Mentor’s Perspective

Posted on by April Benetollo

As the mentoring coordinator for Momentum, I have our mentors and mentees complete a few questionnaires about their experience along the way. Recently I received a response from Momentum alumna and Mentor, Jennifer Buettner, I was inspired to share her mentoring philosophy with others.

Jennifer is the Executive Director of the Birmingham Bar Association and a very active member in our community. I asked her about the value of mentoring:

“I am committed to the advancement of women in all areas of our society; I have 20+ years of non-profit board service; I seek out mentors for myself; I love to “pay it forward” by mentoring others.”

One could imagine that the value of a mentoring relationship is realized entirely be the mentee–that the mentor “gives” and the mentee “receives.” In fact, we more often observe that mentoring is a two-way street in terms of value:

“As a mentor I always learn things about myself [from my mentee.] You see yourself through the perception of the mentee. Age doesn’t matter. Everybody brings something valuable to the relationship. It’s a mutual exchange of energy and self-improvement. “

 

Women often come to us feeling like they have nowhere to turn for guidance. Based on my conversation with Jennifer and the Momentum Team, we notice they may be overlooking precious resources right in front of them. Here are Jennifer’s top tips for identifying and reaching out to a mentor: 

  • If it’s your first mentor, look for a mentor with a similar personality to yours. You already share similarities that make it easier to communicate.
  • Look for somebody who is where you want to be.
  • Identify someone who has a skill-set you want to improve or develop; always be in tune with the focus areas where you want more guidance. 
  • Do your homework, there is work involved. Be prepared, take initiative, and follow-through. It shouldn’t be a lot of work for the mentor. 
  • It’s never too early to start a mentoring relationship.
  • Look within your organization. There’s a wealth of “people resources” available to you. Determine your comfort level with those you work for and with.
  • Look outside of your organization for confidentiality and a different perspective.
  • Make the ask.  Even if they’re not available, they may refer you to someone who is.

Jennifer shared, “Some people think there’s a magical formula, there’s not.” Instead of using the “M” word (i.e. “would you be my Mentor?”) she recommends a “get to know you” conversation. This has been very effective for Jennifer throughout her career. As she started  making those initial requests, she discovered people are flattered that you want to get to know them. People love talking about their experiences and sharing insights with others.

Time matters. Whether you meet virtually, or for coffee, be sure to discuss what works best for you both. Using this approach is helpful in allowing the relationship to grow organically. It’s a relationship where two people are comfortable talking; it doesn’t feel forced since it evolves naturally. Be honest with each other and share ways to improve, for both mentee and mentor. 

Prepare for the meeting. Prepare for your meeting in advance by pulling together a list of your focus areas. Being prepared allows you more time to ask your questions. Once the meeting has ended, the potential mentor candidate may say, this is great, how about we meet again? Or, you may learn you don’t have the right chemistry. If it went well, share why and what you learned. No matter how it goes, follow-up with a note of gratitude for their time. Propose another meeting, perhaps one month out. 

Recognize opportunities outside of “work” that may help you grow professionally. Expand your pool of potential mentor candidates by seeking board service or community involvement that aligns with your passion. Fellow board members may be willing to serve or can help you connect to someone who has a skillset that aligns with your needs. Ask around. Use your networks and connections in the community. 

There’s effort in initiating and maintaining a valuable mentoring relationship, but the return on the investment is well worth it!

 

Can a Mentor Help You Get Promoted?

Posted on by April Benetollo

by Mindy Santo, Mentoring Coordinator

Only four months after ending her mentoring match, Mentee Leema Lutfi accomplished her top priority in requesting a Mentor: she was promoted!

Momentum loves to celebrate the women in our network! Congratulations to Mentee, Leema Lutfi, for her promotion to Program Coordinator II at UAB Medicine. In late October Leema was matched with “her perfect Mentor,” Monique Shorts. Monique provided the structure and guidance Leema needed to help her reach her goals. Leema committed to the work and followed Monique’s guidance. Leema was the perfect example of a successful Mentee. 

 

Leema shared the following priorities in her “Request for a Mentor”:

  • Be promoted within the year 
  • Overcome frustrations related to her accent 
  • Learn to manage conflicts professionally and personally 

As she and Monique were wrapping up their relationship, Leema shared her tips on how to maximize your time with a mentor: 

First, focus on a few specific things:

  • Leema learned how to manage conflicts and confrontations productively. Monique helped her develop a technique for approaching conflict that resulted in better outcomes. Leema gained more confidence, which was reflected in her meetings at work as well as in her personal life.
  • Monique helped Leema develop and practice her “elevator speech” so that she could easily articulate her value to others. 
  • Leema struggled with her accent. Monique helped her embrace her accent as a strength rather than be embarrassed by it. 
  • Leema wanted to negotiate her salary and position. Using the skills she learned with Monique, she was prepared for her promotion several months later. 

Second, make the ask. Identify someone you know to be good with the things you need help with and ask them if they would be willing to share their knowledge. Reassure your potential mentor that you are asking for help for a specific time period, not an open-ended engagement! If they are over-committed right now, ask them if they know someone else with a similar skillset who might be willing to mentor. 

Third, be open to receiving their advice. You asked for their help. As you receive their thoughts, resist the urge to defend your current state or past actions. Get into a mindset of gratitude…your mentor is there to help you. So saying things like “thank you, I can see how that will be helpful” is the right way to think about it. 

Fourth: Do the work. Your mentor is investing their time in you, so it’s your duty to mindfully apply what they are teaching you, to follow up on connections they make for you, and to circle back to them to share the results. 

We can’t guarantee you’ll get a promotion within four months like Leema. However, we can tell you, when you fully commit to your mentoring relationship, #Momentumhappens toward your goals!

Congratulations Leema!

Co-mentoring Through the Decades

Posted on by Allie Haynes

Each Executive and Upward class is split into co-mentoring groups, which consist of a diverse selection of women leaders in Birmingham. If you are interested in finding a mentor, Momentum has a free matching program.

Some of our groups have been connected for over a decade.  Tricia Kirk, Katherine Bland, Connie Pruett, Rusha Smith, all from class 6, and Katherine’s wife Peggy Vandergrift. According to Katherine, “We are family. We celebrate life’s blessings and we lift each other up through difficult times. My Momentum family has supported me and inspired me, especially when I was diagnosed with Ovarian cancer.”

Alumnae with similar profiles will not be put together. For example, there will never be a group with 5 lawyers or accountants. What’s surprising about the group?

“You would never put this group together. We come from different walks of life, career paths, rural and urban upbringing, ideologies, and so much more. But, we respect and embrace our differences,” Katherine Bland.

Others are newer but just as engaged. Mo Shorts, Alaina Ploski, Carly Miller, Danielle Hines, Efstathia Andrikopoulou, and Felicia Pike are in a group from the Upward class. Their advice?

“Be intentional. It is worth it.”

“All members need to be equally invested for this to work.”

“These women are unbiased third parties and they can give you great perspective on the challenges you face. Even if you are nervous, you will feel better putting it out there for consideration.”

Both of these groups remained consistent throughout the pandemic. How was this possible? The Upward group stayed connected through a daily group text. They also had virtual meet ups until it was safe to meet in person. One participant shared, “I am geographically far from my family and friends, so having this group has been a true gift – knowing I have friends close by and people to reach out to if I need. Simply by existing, the women who make up my group have supported me through what has been a very strange time.”

Having a strong group of supportive women means you can call someone up for a drink or a walk at any time. “What seemed so big, with them, is now so small. They have a way of putting things in perspective.” Momentum’s mentoring program pairs mentees and mentors who share a specific goal or skill they want to work on together. Although you are only required to have a six month relationship, many pairs stayed connected beyond that time period.

The Executive group had even more ideas for connecting through COVID. “We continued our gatherings through Zoom. We even bought the same appetizer tray from the grocery store so we were still ‘sharing’ our appetizers. When it was safe, we had a gathering outdoors and recently moved to outdoor dining in restaurants,” Katherine Bland.

Despite a bizarre year, we are thrilled to hear of moments of support and encouragement. Women need true connection now more than ever. Reach out to Mindy Santo, Mentor Coordinator, for more information. Here’s to a better 2021!

ALUMNA SPOTLIGHT: BRITTNEY SMITH

Posted on by Intern

One of the greatest things about Momentum is the powerful alumnae network. Periodically we interview these amazing women about their experience in our program.

Brittney graduated from the University of Alabama at Birmingham with a degree in Communications Management/Business Management in 2010.

Brittney began her career as a program and compliance specialist for the Jefferson County Committee for Economic Opportunity and later joined Virginia College as a Student Career Development Coach. She joined Birmingham Business Alliance in 2015 as a Program Manager, Workforce Development. And in 2019, Brittney began at Protective Life as a Corporate Recruiter and transitioned into her role as a Diversity & Inclusion specialist in January of 2021.

As a Diversity & Inclusion Specialist at Protective Life, Brittney Smith partners with HR & business leaders to develop and implement D&I strategy and programming designed to promote inclusion and increase diverse representation across the organization. She also leads Protective Life’s D&I outreach efforts, including establishing recruitment partnerships with colleges, universities, and professional organizations and leading Protective Life’s Summer Internship Program team.

Brittney is a board member of the Jefferson County Public Education Foundation Board of Directors, as well as a member of the Rotaract Club of Birmingham. She is a former board member of Better Basics Inc. as well as an inaugural member of Momentum’s first Upward cohort.

What did you gain from your Momentum experience?

Relationships. I had the opportunity to meet so many incredible women who are making an impact in Birmingham. Some of them even went on to become friends, which is something I count as my greatest gain. Another thing that contributed to my Momentum experience was the specific professional season I was in. There’s a point in every career where you have achieved quite a bit, but there’s still much more to go in terms of navigating the journey and taking ownership of your career, and Momentum helped me take more control over my career journey.

What is one piece of leadership advice you have been given that has helped you in your career?

Early on in my career, someone shared with me a piece of advice that still applies no matter what stage of your career you’re in, and that’s the need to trust that your God-given ability will always make room for you. If you give your best in whatever position you’re in, do right by people, and be authentic, the right opportunity will always come to you. When I think about people that have given me advice I think it’s especially important, that when the door of opportunity is opened you’re ready to walk through it, and also leave the door open for other people to follow. 

If you knew then what you know now, what would you tell your 18-year-old self?

The first thing I would say to my younger self is that success is a journey, and never compare that journey to others. The other thing I would add would be to learn at every stage and step of your career. No matter how difficult the job or the season may be, there is always something to learn.

What challenges do you think the next generation of women leaders faces?

The first thing that came to mind would be balance. In the new normal of work, more and more companies are allowing people to work remotely, though that’s a huge plus, it increases the difficulty of drawing an important line between work and home. Both men and women have different home priorities, but it is especially true for women. 

The second thing that came to mind is connectivity. Relationships are incredibly important and it’s much harder to fully connect in a gratifying way in a virtual world. Women need to find ways to be intentional and overcome that obstacle to build and maintain relationships as we move away from traditional work experiences. 

What do you think organizations need to do differently for more women to rise into executive roles?

Mckinsey & Co. produced a report in partnership with the Lean In organization back in 2019. According to the report, for every 100 men hired or promoted into a first-time manager role, only 72 women are hired into that same position. These numbers are even lower for women of color. That’s a gap. When I think about potential solutions, I immediately think of sponsorship. Companies have the opportunity to consider putting more thought into building out a framework for sponsorship specifically for women and underrepresented minorities. Most people are willing to mentor, and I think that mentoring is an incredible opportunity, but women need sponsors, advocates, people willing to invite us to the table and have our voices heard to truly experience growth. 

What three words do you think should characterize every leader?

The first one is integrity. Good leaders should do what they say they’re going to do. People should be able to trust their words. A good leader will do the right thing, even when no one is looking. The second word that comes to mind is vision. I think the ability to cast a vision as well as bring others into that vision and help them see how they fit into the vision is a sign of a good leader. The last thing I associate with a good leader is empathy. Good leaders can connect with people and share the feelings of others.

How do you manage your career, home, and community life?

This is something I am in the process of restructuring how I balance all of those. One of the things I have been doing is making sure I know my priorities. For me, my priority is my family. I always want to be the person that thinks of my family and uses them as the drive for my success, not the other way around. One of the things that helps me balance my priorities, which I learned through one of the Momentum courses is taking a survey of all of my activities and responsibilities and ranking them based on what I can control. It’s also important to take the time during the day to accomplish the things that I need to accomplish so that it doesn’t carry over into my personal life. 

What advice do you have for aspiring leaders?

My advice would be, talent is a start but it’s not enough. Sometimes we focus so much on the base talent of intellect or creativity and that’s great. What’s equally as important is development. Invest in your development. Develop your environment, and that includes your network, your skillset, and your character. 

Meet Alumna LaKisha Mack

Posted on by Anna Benetollo

Momentum would like to congratulate LaKisha on her recent promotion to Senior Associate Dean for Finance and Administration in the School of Medicine.

LaKisha joined the School of Medicine (SOM) Dean’s office in 2014 as the Associate Dean for Finance and Administration to ensure organizational alignment in the areas of Finance, Human Resources and Facilities. Since then, she has worked with countless faculty and staff across the SOM, allocating and approving budgets, conducting financial forecasting, interpreting policies, and managing federal regulations regarding funded research. She collaborates with our health system colleagues and SOM department administrators and plays an integral role in SOM leadership recruitments and retentions.

In her new role as Senior Associate Dean for Finance and Administration she will ensure policy compliance for the SOM and the university, participate in strategic planning and collaborate with the university and health system on all administrative and financial activities. She will continue to oversee the development of the SOM Dean’s Office budget, and will also lead implementation of the University’s Resource Centered Management (RCM) budget allocation model within the SOM and coordinate the Academic Enrichment Fund (AEF) funding and approval process

LaKisha’s UAB career began more than 20 years ago, in the O’Neal Comprehensive Cancer Center, where she was a financial assistant in the Center’s clinical studies unit.  Following that, she spent more than 10 years working in various roles across Central Administration, the School of Health Professions, and the Department of Medicine, both in the Division of Gastroenterology & Hepatology and the Chair’s office.

In the Department of Medicine, LaKisha was the Division Administrator and Director of Operations, building an infrastructure to support faculty growth and operational leadership across all three-mission areas – clinical, research and education.

A native of Long Beach, California, LaKisha attended Samford University where she earned a Bachelor of Science degree in Business. She and her husband Donald have one daughter, Morgan.

What made you move to Birmingham?

I grew up and spent all of my time in California. I never really had the opportunity to travel much so when it was time for me to select a college I wanted to go out of state. At the time my grandparents lived in Birmingham, so I decided to migrate there for college. I always had the intent of going back home to California after I finished my degree, but then I met my husband and have been in Birmingham since. 

Why did you want to go through Momentum?

I actually did not know that I wanted to go through Momentum — it was recommended to me by my immediate supervisor and I really didn’t know what to expect. Therefore, while I did not originally seek out Momentum, I am glad I agreed to the recommendation because it certainly has offered me the opportunity to become much more self-aware of my areas of strengths and development both professionally and personally. 

What stood out to you the most about your Momentum experience?

The camaraderie amongst all of the women really stood out to me. We were a group of 30 women who started the program without knowing each other at all. Throughout the process, we really got close as a cohort. It was very profound for me to be in a room with women who were all going through similar situations as me both personally and professionally. 

How do you think your experience with Momentum prepared you for your new role?

First and foremost, it helped me build the self-confidence needed to know my self-worth. I now I know that I am just as capable, qualified, experienced and knowledgeable  to seek opportunities for which I would not have gone after before. I am just as competitive as anyone else with the same level of experience. Going through the Momentum experience has put me in the position to know my self-worth and that I have the ability to be able to speak and toot my own horn which I would not have done before. 

What advice would you like to give to women aspiring for leadership roles?

Go after what you want and do not let anything hold you back. If you feel like you have the tools for leadership positions, don’t let anything get in the way of accomplishing your goals. If there are areas of development within yourself then work on those and be self-aware, but know that you as a woman are just as capable to go after leadership positions as anyone.

How to Fit a Retreat into a Basket

Posted on by Allie Haynes

Momentum’s executive programs usually begin with a two-day retreat, relaxing near a forest or pond. This year, we had to get creative in welcoming our new class! With a little help from Alabama Goods, Momentum logistics manager Katherine Thrower arranged locally sourced happies to create a “retreat in a basket.” Unlike the traditional fruit basket, each item had meaningful significance that was referenced in our sessions (don’t worry…we made room for snacks!). The whole Momentum team took part in dropping off baskets at each participants’ house to ensure they would feel celebrated!

“The retreat is about making them feel special because they are special,” says CEO April Benetollo. Each participant was analyzed based on their background, professional experience, and stage in life. If they were selected this year, “it’s the right time for them to be doing this.” This well-rounded group connected in breakout sessions and interactive activities to start the year off right. While the retreat focuses on emotional intelligence and awareness, the executive program shifts into different themes throughout the year.

Have you ever wondered what makes Momentum’s programming unique? We don’t just proofread your resume and send you on your way with a handout on teamwork. Momentum was founded with the goal of creating intentional relationships and personal growth.

  • The retreat sets the forecast for the rest of the year, asking participants, “Who are you?”
  • The next quarter focuses on the participant’s strengths and talents, asking, “How could you be directed to bring you more joy and value to your job/community?”
  • After that comes the real work. “How do you get there?” Momentum offers negotiation skills and resilience training to prep participants for the final stage.
  • Looking forward, the question remains, “How do you take that beyond you? What can you bring to your job, community, family, etc.?” Participants are encouraged to volunteer or join a local board to become more engaged with their community. In terms of professional growth, class members learn tactics to claim visibility, accept recognition, and share expertise with future game-changers.

Whether you’re in a program or not, Momentum has a place for you! Join us as a mentee or mentor today to meet more inspiring women in your community.

Finding Financial Confidence

Posted on by Allie Haynes

As COVID continues and stimulus checks remain unpredictable, it is more important than ever to find financial stability and security. DeLynn Zell, CEO of Bridgeworth Financial, gave a detailed presentation last month on how to control personal finances during the COVID crisis. Some of her suggestions include creating a budget, establishing savings, and making a financial plan. 

Unfortunately, women have historically earned less than men. “Women are three times as likely as men to say they can’t afford to save for retirement and have significantly lower rates of financial literacy. Women also make up the majority of caregivers, and are three times more likely than men to quit their jobs to care for a family member.” Despite men spending more time working from home, women are still bearing the brunt of the labor. According to Forbes, mother’s work hours fell four times as much as father’s in April, widening the already existing gender gap. Most men worked the same amount of hours, but women were expected to take on additional caregiving and homeschooling responsibilities. The future remains uncertain, but women across the country are finding unique ways to support each other. 

Here are some ways women are gaining strength:

  1. Being vulnerable. “Talking about and sharing more stories about the success of women who took chances, made missteps and still ended up on top are vital to helping more women go after their dreams and not be so focused on seeking perfection,” said Sarah Kauss, Founder & CEO of S’Well. Mentoring relationships are a great way to swap stories and bring encouragement.
  2. Improving emotional intelligence. According to the US Senate Committee on Small Business & Entrepreneurship, “Investors ask men about opportunity and the potential for gains while women are questioned about the potential for losses.” Reframing challenges and gaining confidence can help narrow the gap. Jean Ann Larson, Chief Leadership Development Officer at UAB, gave an insightful presentation on the role of emotions in the workplace.
  3. Speaking up. “College-educated women make about 90% as much as men at age 25, but only 55% as much at age 45.” Of Momentum’s Alumni, 79% agreed or strongly agreed that Momentum had a positive influence on their attitude to negotiate in the workplace. Delphine Carter, Founder of Boulo Solutions, works every day to help women find new careers. Her advice on achieving professional goals is for women to proudly share their accomplishments in a comfortable way, allow themselves to be whomever they want and, as importantly, learn to support each other on that journey.

Meet Mentor/Mentee Pair Joy Carter and Coleysia Chestnut

Posted on by Anna Benetollo

A mentor is a valuable resource to have in your professional and personal life. I got to sit down and chat with Joy Carter and Coleysia Chestnut on their mentor/mentee relationship that they have developed over the past two years. 

Joy Carter, APR, is Communications Manager for AMERICAN Cast Iron Pipe Company, a Birmingham-based manufacturer of iron and steel pipe, fire hydrants and valves. She is a PR/communications graduate of Auburn University and is Accredited in Public Relations (APR). She serves on the executive boards of Momentum and the Literacy Council of Central Alabama and is active in the Public Relations Society of America and the Public Relations Council of Alabama.

Coleysia Chestnut is on the Engineering Workforce Management team at BBVA. She has a Master’s degree in Strategic Communication from Troy University and BS in Urban Planning from Alabama A&M University. She is a published author of The Exhale Journal and advocates for equity and inclusion of minority groups within corporations. Above all else, her most proud accolade is being the mother of her sweetest 2 year son, Randall.

How did you meet and decide to become a pair?

Coleysia:

I had completed my masters degree in Strategic Communication in 2017 and had just started my communications role shortly after. I decided to attend Birmingham Business Journal’s Mentoring Monday event, which is essentially “speed mentoring.” Individuals have the opportunity to speak with as many mentors as they want within an hour span but only have about 7 minutes with each mentor. I saw that Joy was going to be one of the mentors and I came prepared with a list of questions. I was 8 months pregnant at the time. After meeting, we went to lunch. Joy was actually one of the few who made it to the hospital when my child was born; I thought it was amazing that she came. 

Joy:

I was so impressed with Coleysia at the event. They said, “go,” and I looked up and she was making a beeline for me. She sat down with her notebook and began asking her questions. I was just immediately so impressed with her. I really enjoyed the very short conversation we had. Afterward, she called to follow up to ask“Will you be my mentor?” She was very specific in asking for the relationship. She was the catalyst. Her tenacity and drive impress me. I often tell her it is a co-mentoring relationship; I learn from her, too, in her role as a communications professional. It’s been a wonderful co-mentoring relationship. 

What have you learned from each other throughout your relationship? 

Joy:

She always comes prepared to our meetings with a question or something she wants to talk about, but it often leads to questions that I have for her. As a young professional, she is so very smart and she is so good with technology. Each time we get together it is an opportunity for me to learn from her. At our most recent get together I was most interested to talk with her about a diversity and inclusion project she is a part of at BBVA, and she shared with me some really good resources for that. Every get together is an opportunity to learn from each other. 

Coleysia:

Joy teaches me a lot about navigating the corporate arena. I remember being frustrated because I wasn’t moving up in my role and felt like I should be in a different place in my career–she reminded me that it was okay, because I was still fairly new and if I used this time to soak up as much information as I could and focus on mastering my current role, opportunities for advancement would soon follow.  There are always things that I will run by her, like “something about this does not seem fair to me, what is your opinion on it or how would you handle it?” Given her HR experience, she offers a different professional perspective outside of my network which I really do appreciate. Overall, I rely heavily on Joy for giving me advice about navigating corporate America and how to accomplish professional goals. 

How have you appreciated being a pair that isn’t exactly alike?

Joy:

Thinking back to our last meeting, and talking about diversity and inclusion, it was knowing I could have that conversation with her, and we were both coming from a place of respect and wanting and needing to talk and share. I wanted to listen and ask for her perspective and insight. It’s extremely beneficial to have the relationship we do, where we can have an open conversation. 

Coleysia:

I think Joy is amazing for me because a lot of times when black people–and black women in particular–when we speak up, it can sometimes come across as whining. With Joy I felt safe to talk about some of my concerns with the racism we’ve been encountering. It may come off as a “vent,” but sometimes it’s important to have someone you can talk to about racism in the workplace. Who better to talk to about that than with someone who has agreed to be your mentor? It creates a safe environment for me to talk. Across the board, Joy is my safe space where I can talk about things that matter to me as it relates to work and even things outside of work. 

Why do you think it’s important to promote diversity within professional environments and relationships?

Coleysia:

It’s important to have different perspectives. When I approached Joy, I didn’t approach her as a white woman. She was the communications manager of a pretty big company and that was something I was interested in. At the beginning of our relationship there had been some discriminatory issues with my previous company. As she helped me navigate that experience, I’m sure she got a lot of insight on roadblocks and challenges experienced by a minority female. Exposure to these injustices are critical, so when someone has the opportunity to have a voice of an organization, they can consider the impact and tone of communications to ALL employees. As we share experiences together, we learn a little bit about some of both of our cultures that may impact the work environment. Just as she may learn from some of my stories, I learn from hers by being a woman navigating through her previous roles. Granted there are injustices for black people as a race, but women are also marginalized in my opinion in the work environment. Getting her insight and guidance through that was very valuable. I can’t thank Joy enough. 

Joy:

We all bring different strengths and talents to our jobs, communities, and families. For that reason, we need to do a much better job in corporate America and in our communities of working towards more inclusion. In what we have seen in the last few months, we have a long way to go, but these conversations, which are perhaps awkward or difficult to have, are so important in moving us forward. Having relationships, like the one Coleysia and I have, provide safe places to share and learn together. We need that in our workplaces and in our communities.

One of the efforts that Coleysia is working with at BBVA, Team Talks, allows people to have these conversations. It’s really sad that decades after the Civil Rights movement we are still struggling to make more progress, as Coleysia said, for our black communities, for women in the workplace, and other groups as well. Relationships, like ours, are the basis for the conversations that we have to have to accelerate progress. It’s not enough to say, “We’re making progress.” We’ve got to move faster towards diversity in our companies and diversity at upper levels of management. There needs to be change, and it needs to happen faster. 

Do you have any advice for someone looking to get into a mentor/mentee relationship?

Coleysia:

If I could, offer advice as a mentee, because I do feel as though it is primarily the role of the mentee to promote this relationship. You need to assess yourself so you know what skills you lack and will know what to look for in a mentor. If there is an opportunity, I would first acknowledge that you realize who they are and have done your research on that person. When you do approach them, you need to be direct and communicate what you want to get out of your relationship. Be open to the answer being no. When you have someone that is in the position that you would like to be in one day, you need to understand that they are probably very busy. When I approached Joy I wasn’t arrogant in asking her to drag me along on her career journey it was more, “If you have time, I would like for you to share some of your knowledge with me.” Be prepared and be very intentional. Set expectations for yourself and know what you want from that person before you approach them. 

Joy:

The word intentional is great. And, yes, it is the responsibility of the mentee to reach out. As I said, when Coleysia and I met she was very direct in asking me to be her mentor. She is always prepared with something specific she wants to talk about. Again, that always leads to me asking questions and learning from her as well. Identify what you need from the relationship and the professional, and then identify who could best help you achieve that. I was very flattered to be asked to be her mentor. Don’t be afraid to reach out to a professional and to make that ask, because they should be extremely flattered they are being asked to serve in that role. With that comes the responsibility of making and sharing time, and appreciating the co-mentoring relationship that is a win-win for both of you. 

Momentum offers mentor matching as a free service to our community. If you are interested in learning more about the program and being paired with a mentor, click here for more information.

You Wanna Grow in Your Career… Do these 3 Things!

Posted on by April Benetollo

Barbara Mason is the CEO of Career Pathways, and a session presenter at Momentum’s Vision 2020 biennial conference. 

So many people say they want to grow in their career.  I can understand that because who wants to do the same thing the same way in the same position for the same company for the same 40 years? No one! So, I get it…it’s reasonable to desire growth in your career.

Well, I want to give you 3 ways you can accelerate the growth in your career:

1.      Network-yes, that’s right you must network. This is a class they should give you starting in high school. That’s how important it is. It is important that you stay connected to other people to learn new things, learn new people and learn about new career opportunities. In fact,  there are a large majority of jobs that are never posted, and you only find out about them through your network. Networks can be formal networks that you have at work with your boss,  or other leaders within your company. And networks can also be informal with people from your church, neighborhood or civic organizations you are a part of.

 

2.      Utilize Mentors-yes, everyone needs mentors in their careers. Mentors are helpful to be a sounding board, give you honest feedback and help you navigate your different career moves, twists and turns. There are several kinds of mentors you can have, and many people often have different ones for different things or areas they want to work on.

 

 

3.      Continuing Education-if you don’t want to be stagnant, then it’s crucial you invest in staying relevant in your field and continuing your growth and development. There are several free and paid options to stay abreast of your field and also to just personally sharpen the areas where you need help. Think about taking free classes at your local library, local universities or at work. Also, consider getting certifications or joining professional organizations related to the field you are in.

These 3 strategies will help you stay on a trajectory of growth in your career and ensure you do not cultivate complacency and stagnation.