Category Business

In “Mastering a High-Value Company Culture,” I discussed why accountability and transparency are important for success at an organization. That same principle holds for fighting for your worth in negotiations, too. As a Black woman who’s experienced both sides of the negotiation table – both in and out of an HR role – let me give you tips for successful negotiation.

Know Your Value

Do Your Homework

Prior to any negotiation:

• Research salary scales in your field
• Document your success
• Put your impact in numerical terms
• Know current marketplace trends
• Familiarize yourself with your company’s compensation model

Know Your Value Outside of Figures

As I wrote about in my book’s cultural scan section:

• Think about your individual talent
• Value your multi-perspective
• Include your leadership skills
• Acknowledge your problem-solving skills
• Value your cultural competency

Prep Pays

Get Your Facts

From my work in HR leadership:

• Get performance metrics
• Document achievement in specific examples
• Monitor revenue impact
• Break down cost savings
• Document improvements in your team

Prepare Your Argument

• Craft a strong value statement
• Prepare concrete examples
• Have supporting documents prepared
• Anticipate questions
• Rehearse your delivery

Successful Negotiation Techniques

1. Begin in Strength

From my work driving organizational transformation:

• Lead with confidence
• Begin with data
• Employ specific examples
• Concentrate on value delivered
• Present in a professional manner

2. Negotiate More Than Salary

Think about overall compensation:

• Professional development
  • Flexible work options
  • Options in terms of stocks
  • Performance incentives
  • Leadership development

3. Dealing with Pushback

In case of pushback:

• Protect your cool and your professionalism
  • Refer to key data points
  • Offer creative alternatives
  • Negotiate alternative timelines
  • Ensure open communication

Typical Problems and Solutions

Problem: Perceived “Aggression”

Solution:

• Present in terms of business
  • Employ language of collaboration
  • Emphasize shared value
  • Show a level head
  • Support claims with fact

Challenge: Imposter Syndrome

Solution:

• Document accomplishments
  • Ask for sponsor feedback
  • Familiarize yourself with your worth
  • Rehearse your sales speech
  • Believe your worth

Challenge: Transparency Issue

Solution:

• Do your homework
  • Expand your networks
  • Ask mentors for advice
  • Consult salary databases
  • Connect with professional networks

Negotiation Language That Succeeds

Power Phrases

• “Based on my analysis.”
  • “My performance record proves.”
  • “The market value for this position.”
  • “I’ve added significant value with.”
  • “Let’s find options that satisfy both of us.”

Ask These Questions

• “What are the standards for compensation decisions?”
  • “How is performance measured?”
  • “What are the avenues for growth?”
  • “How are incentives calculated?”
  • “When will it be a good time to review this conversation?”

Beyond the First Negotiation

Document Everything

• Put agreements in writing
  • Verify follow-up actions
  • Set review timelines
  • Monitor follow-through
  • Have ongoing dialogue

Continue to Add Value

• Over-deliver
  • Add new responsibilities
  • Learn new capabilities
  • Monitor your accomplishments
  • Monitor your marketplace

Building Long-term Satisfaction

1. Frequent Check-ins

• Schedule performance review sessions
  • Monitor your performance against objectives
  • Document your accomplishments
  • Have ongoing dialogue
  • Cultivate relationships

2. Professional Growth

• Look for growth opportunities
  • Acquire new capabilities
  • Lead in your work
  • Stay current in your industry
  • Strategically network

3. Plan for Tomorrow

• Set career objectives
  • Monitor marketplace trends
  • Develop your personal brand
  • Cultivate relationships
  • Strategically build options

Conclusion

Keep in mind, negotiation is not a single act but an ongoing demonstration and advocacy of your worth. As I stressed in my book, success comes with combining high performance with smart communications and relationship development.

Your negotiation success not only affects your career but sets an example for future Black women to follow. By each of us speaking for our worth, we contribute to a fairer workplace for everyone.

For guidance on negotiation skill development and developing an inclusive work environment, reach out to Che’ Blackmon Consulting at admin@cheblackmon.com . We enable professionals and companies to maximize their potential.

#NegotiationSkills #CareerDevelopment #SalaryNegotiation #BlackWomenInBusiness #KnowYourWorth #DEI #ProfessionalGrowth #CareerStrategy

Based on my experiences documented in “Mastering a High-Value Company Culture,” I have seen both the obstacles and success of Black women in taking the C-Suite path. In today’s post, I’d like to present inspiring tales of women who have traveled successfully through to the C-Suite, and offer actionable tips for followers in their footsteps.

Roz Brewer: Breaking through at Walgreens

The Ascent

Roz Brewer, CEO of Walgreens Boots Alliance, joined the ranks of only two Black female CEOs in the Fortune 500. Her journey involved:

• Strategic leadership positions at Walmart
• Starbucks’ COO
• Crafting inclusive cultures
• Propelling innovation through diversity

Success Factors

Referencing my book’s leadership development chapter:

• Exceptional operational expertise
• Clear strategic vision
• Emphasis on talent development
• Passion for mentorship
• Authenticity in leadership

Thasunda Brown Duckett: Breaking through in Finance

Ascent

As CEO of TIAA, Duckett’s journey is an exemplar of purposeful leadership:

• Emerging through JPMorgan Chase
• Inspiring financial inclusion
• High-performance teams
• Opening doors for others
• Staying authentic

Strategic Action

Consistent with my book’s cultural transformation principles:

• Data and fact-based decision making
• Nurturing strong relationships
• Cultivating diverse talent
• Crafting inclusive environments
• Delivering measurable impact

Ursula Burns: Breaking through in Leadership

History Marked

The first Black woman CEO at a Fortune 500 company (Xerox):

• Joined as an intern
• Climbed through engineering
• Spearheaded major transformation
• Championed STEM educational development
• Left a lasting mark

Leadership Principles

Echoing my cultural evaluation chapter’s principles:

• Excellence as a non-negotiable
• Networks strong and becoming a part of
• Calculated risks taken
• Opening up to change
• Lifting others in ascending

Emerging Commonality

1. Education and Expertise

• Robust educational background
• Schooling continuous
• Industry expertise
• Tech-proficient
• Business becoming a part of

2. Building Relationships Strategically

As discussed in my book’s chapter on trust development:

• Building mentors
• Sponsoring relationships
• Building networks
• Helping others develop
• Keeping key relationships

3. Resilience and Flexibility

From my chapter in maintaining cultures:

• Overcoming obstacles
• Learning through mistakes
• Changing in response
• Keeping one’s bearings
• Developing emotional intelligence

Building Your Road to the C-Suite

1. Lay a Foundational Building

• Build technical expertise
• Acquire general business experience
• Look for leadership experiences
• Establish your platform
• Document your success

2. Strategic Career Planning

• Set specific objectives
• Develop development plans
• Ask for stretch assignments
• Acquire cross-functional expertise
• Monitor progress

3. Building Relationships

• Acquire mentors and sponsors
• Construct professional networks
• Build a system of support
• Get involved in industry networks
• Give back to others

Overcoming Typical Obstacles

1. Visibility

• Take key assignments
• Publicize success
• Build presence
• Present at industry events
• Position yourself as a thought leader

2. Bias and Prejudices

• Confront problems head-on
• Build advocates and allies
• Document success
• Project a professional image
• Stay focused

3. Integrating Work and Home

• Set clear boundaries
• Build a system of support
• Prioritize care for yourself
• Design efficient processes
• Hand off appropriately

The Road Ahead

These path-paving women illustrate that, while getting to the C-Suite will not be simple, it can be accomplished. That success opens doors for others and helps change cultures in companies.

Keep in mind:

• Excellence is a must
• Relationships count
• Toughness is a must
• Honesty is powerful
• Your success opens doors

Conclusion

The path to the C-Suite involves careful planning, high performance, and strong relationships. As these women have proven, shattering the glass ceiling is a real possibility with proper preparation, support, and determination.

For guidance in developing your journey to executive leadership and developing inclusive cultures for your workplace, contact Che’ Blackmon Consulting at admin@cheblackmon.com . We enable professionals and companies to maximize their potential.

#WomenInLeadership #CSuite #CareerDevelopment #DEI #BlackWomenLeaders #ExecutiveLeadership #CorporateCulture #LeadershipDevelopment

As I wrote in “Mastering a High-Value Company Culture,” my path from frontline HR in quick service to commanding HR operations in blue-chip automotive companies was molded in part by mentors such as Lillian and Joan. What I saw them do showed me just how strong mentorship can be, particularly for Black women in corporate environments. Allow me to reveal tips for developing and developing such important professional relationships.

Learning About Varying Types of Mentorship

Traditional Mentorship

From my experience, traditional one-on-one mentoring affairs deliver:

• Profession guidance and planning
• Industry information
• Real-time feedback about development
• Skill development
• Exposure

Peer Mentorship

As I wrote about in my book’s section on creating high-performance teams:

• Learning and supporting each other
• Solutions shared and experiences
• Real-time problem-solving
• Networking
• Emotional encouragement

Sponsor Relationships

The most effective form of mentorship comes in the form of sponsors who:

• Fearlessly champion your career progression
• Bring about new opportunity
• Contribute political capital
• Assign high-priority work
• Give access to senior leaders

Acquiring Appropriate Mentors

Based on my experiences in driving organizational transformations:

1. Look Beyond Obvious Candidates

• Look at mentors in contrasting departments
• Get viewpoints from contrasting industries
• Don’t restrict yourself to gender and race
• Search for complementary expertise
• Look for virtual mentorship

2. Form Nurturing Relationships

• Attend and join professional groups
• Attend events
• Engage in employee groups
• Volunteer for cross-functional work
• Engage in company programs

3. Be Purposeful

• Determine your developing requirements
• Research your potential mentors
• Prepare your elevator speech
• Have a transparent purpose
• Showcase your value offering

Cultivating Mentorship Relationships

From my section about trust and transparency:

Set Expectations

• Set your meeting schedule
  • Set your preferred communications
  • Set your confidentiality boundary
  • Set specific goals
  • Review and revise as necessary

Be a Good Mentee

• Attend prepared for meetings
  • Deliver on commitments
  • Express gratitude
  • Respect boundaries
  • Report your progress

Respect Professional Boundaries

• Stay development focused
  • Respect confidentiality
  • Respect time
  • Keep communications professional
  • Respect the relationship

Building Value in Mentoring Relationships

For Mentees

• Empower yourself in your development
  • Report your wins and trials
  • Request specific feedback
  • Apply suggestions
  • Show gratitude

For Mentors

• Offer experiences and insights
• Offer feedback
• Open your networks
• Acknowledge mentee success
• Embody continued growth

The Value of Having Multiple Mentors

What I discovered over my career:

• Varying mentors for various requirements
  • Differing experiences and outlooks
  • Wider access to networks
  • Varying skill development
  • Full range of support

Giving Back

Be sure to:

• Mentor in return as you move forward
  • Give your learnings
  • Provide opportunity
  • Construct inclusive networks
  • Give support

Building Your Mentorship Program

1. **Evaluation**

• Determine development requirements
  • Define career aspirations
  • Examine current network
  • Define gaps
  • Prioritize

2. **Action Program**

• Target proposed mentors
  • Formulate approach strategy
  • Formulate meeting structure
  • Formulate measurable objectives
  • Monitor improvements

3. **Regular Check-in**

• Analyze relationship efficacy
  • Modify approaches as applicable
  • Acknowledge success
  • Overcome obstacles
  • Map out future

Conclusion

Mentorship is a strong tool for career growth, most specifically for Black women in working environments. What you build today can extend not only your career but also for future followers. Remember, as I wrote in my book, high-value cultures don’t build themselves and require deliberate work and real relationships.

For mentoring guidance in developing effective mentoring relationships and high-value cultures, contact Che’ Blackmon Consulting at admin@cheblackmon.com . We enable professionals and companies to realize their full potential through deliberate relationships and real leadership.

#Mentorship #WomenInLeadership #CareerDevelopment #DEI #ProfessionalGrowth #BlackWomenLeaders #Networking #CorporateCulture

As a Black female with over two decades of experience working in corporate environments, I have experienced firsthand the nuanced balance of being assertive and working with how others perceive you. Drawing on my experiences documented in “Mastering a High-Value Company Culture,” allows me to detail effective strategies for discovering and employing your authentic voice in the workplace.

Understanding the Terrain

The path to assertiveness starts with an awareness of Black women’s singular challenges in corporate environments. As I discussed in my book’s cultural assessment chapter, workplace realities include:

• Negotiating through stereotypes and bias
• Handling others’ comfort
• Figuring out authenticity and acceptance
• Pushing through “double consciousness”
• Smashing through communications

Effective Techniques for Assertiveness

1. Let Data Do the Talking

Based on my experiences guiding HR transformations:

• Back statements with specific examples
• Offer statistics in your favor.
• Document your achievements and contribution.
• Employ benchmarking and academic study.
• Document all your impact.

2. Get a Handle on Strategic Communication

As discussed in my book’s trust and transparency build chapter:

• Timing is key.
• Set issues in terms of impact.
• Employ “I” statements for taking ownership.
• Employ the pause for impact.
• Active listening

3. Construct a Confident Voice

From my years working with professionals one-on-one, I have discovered these techniques to be gold:

• Prepare for a significant conversation.
• Rehearse your power stance prior to a sit-down.
• Don your minimizing language
• Speak confidently.
• Own your expertise.

4. Handle Tough Talks

Based on my experience working with workplace disputes:

• Handle them early and head-on.
• Talk about specific behavior and impact.
• Suggest alternative strategies.
• Engage in professional language.
• Document key talks.

Safe Spaces for Existence

As I discussed in my book’s creating a safe environment for all to rise through its chapters, let me detail safe spaces for expression for yourself and others:

For Yourself

• Find your allies and mentors.
• Create networks of support
• Forge relationships between departments.
• Set definite boundaries.
• Cultivate your individual brand.

For Others

• Mentor women of color
• Give voice to your experiences.
• Construct inclusive work environments.
• Speak out for systemic change.
• Empower others’ voices.

Professional Development Techniques

To build a strong, assertive voice:

1. **Get Feedback**

• Ask for specific examples.
• Get feedback from trusted coworkers.
• Learn with each encounter.
• Adjust your approach, as necessary.
• Continue to learn.

2. **Practice Consistently**

• Begin with no-consequence scenarios.
• Progress to increasingly challenging scenarios
• Role-play with supportive coworkers.
• Learn with each experience.
• Acknowledge your growth.

3. **Stock Your Toolbox**

• Construct go-to statements.
• Script out responses to routine scenarios
• Construct dialogue for challenging conversations.
• Prepare fact-based responses.
• Keep a success log.

Continuing On

Keep in mind that developing your voice takes a journey, not a destination. As discussed in my book’s conclusion, lasting change involves ongoing effort and accommodation. Your voice is important – not only for your success, but for everyone who will come after you.

Make a point to:

• Analyze your style of speaking.
• Find areas in which to improve.
• Acknowledge your success.
• Empower others to become successful, too.
• Build your confidence.

The Strength in Real Voice

Your individual outlook and experiences become assets in your workplace. By developing and employing your real voice, you not only gain professionally but contribute towards creating even more welcoming workplace cultures.

For guidance in developing your professional voice and creating respectful organizational cultures, contact Che’ Blackmon Consulting at admin@cheblackmon.com . We work with professionals and companies to realize full potential through authentic leadership.

#ProfessionalDevelopment #WomenInLeadership #DEI #CareerGrowth #BlackWomenLeaders #Assertiveness #AuthenticLeadership #CorporateCulture

For Black women in today’s corporate workplace, career progression comes with a range of its own specific challenges. Drawing from my HR background and experiences shared in “Mastering a High-Value Company Culture,” I will present key success strategies for Black women.

Laying a Sound Foundation

The journey begins with creating a sound professional base. As I wrote in my book’s chapter titled “Building blocks of value-based culture,” success involves both technical expertise and cultural acumen. For Black women, this entails:

• Gaining expert skill in your role
• Familiarity with organizational dynamics
• Cultivating emotional intelligence
• Crafting your personal identity
• Documenting your success

Building Relationships Strategically

The best performers realize that career progression hinges on factors extending beyond gruel and grind. Drawing from my experiences in leading HR in several industries, I have noticed that thoughtful relationship development is key. Consider:

• Having several mentoring relationships
• Having a multi-dimensional network of advocates and advocates
• Building relations between departments
• Engaging in both formal and informal networks
• Sustaining professional relationships outside your workplace

Navigating Culture

As discussed in my book’s chapter titled “Maintaining and changing culture,” an awareness of organizational culture is important. For Black women, this involves:

• Reading explicit and implicit cues in culture
• Learning to be effective and authentic
• Identifying and connecting with cultural leaders
• Engaging in positive cultural change
• Building an inclusive environment for others

Mastering Communication

Mastering communication is even more important for Black women working in corporate environments. Focus on:

• Building a positive, assured communications style
• Clear and direct communications with relation maintenance
• Using data and metrics to validate your positions
• Knowing when to speak and when to listen
• Building executive presence

Generate Value Through Innovation

My studies have proven that companies flourish when diversity of thinking fuels innovation. As a Black woman:

• Use your individual viewpoint to pinpoint opportunities
• Suggest solutions that serve both the organization and its people
• Lead with initiatives that feature your thinking
• Document and measure your impact
• Showcase success in a manner that creates your brand

Formulate Strategic Career Paths

Careers demand deliberate planning:

• Set explicit short and long-term objectives
• Define desired skills and experiences
• Request stretch assignments
• Develop expertise in in-demand competencies
• Construct several routes of advancement

Cultivate Self-Care and Resilience

Long-term success hinges on maintaining resilience:

• Set strong boundaries
• Construct networks of support within and out of work
• Attend to physical and mental care
• Enjoy small wins
• Replenish through recharging

Give Back

As you move upward, pay it forward and give opportunity to others:

• Mentor developing professionals
• Give your learnings
• Construct inclusive work cultures
• Challenge exclusive customs
• Push for systemic change

The Way Forward

Corporate success involves a mix of excellence, a plan, and a tenacity for survival. Despite obstacles, with deliberate planning, strong relationships, and persistent execution, obstacles can be overcome.

Keep in mind that your presence and success give opportunity to others. By mastering these techniques with a continued presence, you can build a fulfilling career and contribute to changing organizational cultures.

For career coaching and creating cultures of diversity, contact Che’ Blackmon Consulting at admin@cheblackmon.com . We enable professionals and companies to become all that they can become.

#CareerStrategy #BlackWomenLeaders

Diversity, Equity, and Inclusion initiatives are a mainstay of modern work culture. And yet, far too many organizations can’t seem to look beyond the platitudes when it comes to meaningful and lasting change. In my experience as an HR professional and consultant, I learned that effective DEI requires more than just goodwill; it takes strategy, concrete objectives, and long-term commitment.

Take Off with Cultural Assessment

No DEI initiative should be touched without conducting a detailed assessment of the organizational culture beforehand. It is about analyzing the composition of the current workforce, reviewing existing policies, and-importantly-honest feedback from the lowest level of the institution. When one understands where it’s starting from, there is an avenue to set realistic goals and measure progress.

Leadership Buy-In Is a Non-Negotiable Commodity

Perhaps the single most important factor in effective DEI implementation is the presence of visible and active leadership commitment. Business leaders have to do much more than approve DEI initiatives. They need to:

• Model inclusive behaviors across all
• Fund DEI work at a level to meet program needs
• Take personal accountability and hold others accountable for DEI results
• Include DEI goals in strategic business planning

Embed Systemic Change

Effective DEI requires changing the ways in which work gets done-that is, the systems and processes that permeate the enterprise. Specific steps include:

• Redesigning unbiased recruitment and hiring
• Clearly defining career development paths
• Putting in place pay-for-performance models
• Creating supportive policies that account for differences
• Creating mentoring and sponsoring opportunities

Measure What Matters

To ensure DEI efforts actually drive outcomes, organizations should identify a few core metrics and measure them regularly. Possible key performance indicators may include:

• Workforce representation data throughout the organization
• Promotion rates across groups
• Pay equity analysis results
• Engagement survey scores by demographic group
• Retention rates of diverse talent

Develop Inclusive Competencies

Creating an inclusive workplace requires new competencies for many people. Invest in education and training programs that focus on:

• Understanding and overcoming unconscious bias
• Developing cross-cultural competency
• Leading inclusively
• Communicating effectively across cultures
• Managing a diverse workgroup

Host Authentic Conversations

Success in DEI requires honest and transparent communication. Give a chance for your employees to express their experiences and opinions through:

• Employee resource groups
• Regular listening sessions
• Anonymous feedback channels
• Cross-cultural mentoring programs
• Inclusive team-building activities

Make it Sustainable

DEI programs hardly live longer than the first enthusiasm. To be sustainable, the change needs to be nurtured:

• Embed the goals of DEI into performance management systems.
• Celebrate progress, tell success stories.
• Review your strategy regularly; make changes.
• Continue communicating internally on DEI issues.
• Embed DEI issues in decision-making processes.

The Bottom Line

A few good words or stand-alone solutions are just not enough. DEI requires nothing less than a comprehensive approach designed to replace the culture and structures of the organization. With thoughtful implementation and consistent nurturing, DEI initiatives may produce measurable improvements in employee engagement, innovation, and, eventually, business performance.

Keep in mind, an inclusive workplace is a continuous journey of learning and improvement rather than arrival. Have your goals clear, measure the progress, and keep your pledge to meaningful change.

To learn more about creating an inclusive, diverse, and equitable organizational culture, contact Che’ Blackmon Consulting at admin@cheblackmon.com . We specialize in a variety of services that will move your organization beyond the buzzwords and into real change.

#DEIConsulting #WorkplaceCulture #InclusiveLeadership #OrganizationalChange #EmployeeEngagement #DiversityAndInclusion #CorporateCulture #HRStrategy