Leading in Isolation: Thriving as the ‘Only One’ While Creating Space for Others

“I am not free while any woman is unfree, even when her shackles are very different from my own.” — Audre Lorde

The boardroom door closes behind you, and suddenly you feel it—that familiar weight of being the only Black woman in the room. Again. The eyes that turn toward you when diversity topics arise, the assumption that you speak for all Black women everywhere, the hypervisibility that makes every word, every decision, every gesture feel magnified under an invisible microscope.

If you’re reading this, you likely know this experience intimately. You’re the “only one” or one of very few Black women in leadership positions within your organization. You’ve climbed to heights that many said were impossible, yet the view from the top can feel surprisingly lonely and increasingly complex.

After two decades of transforming organizational cultures and experiencing this isolation personally, I’ve learned that being the “only one” isn’t just about individual survival—it’s about strategic leadership that transforms the very systems that created this isolation in the first place. It’s about thriving while creating the pathways that ensure others won’t have to lead in such isolation.

The Reality of Leading in Isolation

Research from the Center for Talent Innovation reveals that 37% of Black women report being “only” or one of the few in their workplace at the manager level, and this percentage increases dramatically at senior leadership levels. But statistics can’t capture the emotional and psychological toll of this experience.

Leading in isolation as a Black woman means navigating a complex web of challenges that your colleagues simply don’t face:

The Representative Burden: Every action is scrutinized as representative of all Black women, creating pressure to be perfect while simultaneously being authentic.

The Kamala Harris Effect: Even with impeccable credentials, your competence is questioned in ways that would be unthinkable for similarly qualified counterparts. The 2024 presidential campaign demonstrated how accomplished Black women face attacks that go far beyond normal professional criticism, reflecting what Roland Martin describes in “The Browning of America” as white anxiety about shifting power dynamics.

The Sponsorship Paradox: Traditional advice about finding sponsors becomes complicated when there’s an unwritten rule limiting the number of Black women at certain levels. Even with a white male sponsor, there’s a saying among Black women that “he will never advocate for you enough to be his neighbor”—support extends only to a comfortable distance from real power.

The Double Bind of Managing Up: Every interaction with senior leadership requires careful calibration—standing up for yourself without appearing “aggressive,” asserting expertise without seeming “threatening,” advocating for ideas without triggering negative stereotypes. This continuous strategic navigation creates what I call the “management tax”—additional emotional and cognitive labor that others don’t experience.

I’ve lived this reality personally. When male leaders in my organization discovered my salary was comparable to theirs, the microaggressions immediately followed. Despite being an HR leader focused on strategic initiatives, I was suddenly assigned tasks like ordering food and handling clerical duties. Resources were pulled from my department while my strategic responsibilities increased—a deliberate attempt to undermine my effectiveness and question my worthiness of leadership compensation.

The Psychology of Isolation Leadership

Leading as the “only one” creates unique psychological challenges that require specific strategies to manage effectively. Research from Harvard Business School shows that token leaders—those who represent less than 15% of their peer group—face what scholars call “performance pressure,” “boundary heightening,” and “role encapsulation.”

Performance Pressure manifests as the need to work harder and perform better than peers to receive the same recognition. For Black women leaders, this often means over-preparing for meetings, documenting everything meticulously, and maintaining higher standards than required of others.

Boundary Heightening occurs when differences are exaggerated, making the isolated leader feel more different than they actually are. This can lead to what psychologists call “stereotype threat”—the fear of confirming negative stereotypes through your actions.

Role Encapsulation happens when you’re pigeonholed into certain types of responsibilities, often those related to diversity and inclusion, limiting your ability to demonstrate broader leadership capabilities.

Understanding these dynamics isn’t about accepting them—it’s about developing strategies to navigate them while working to change the systems that create them.

The THRIVE Framework for Leading in Isolation

In “Rise & Thrive: The Black Woman’s Blueprint for Leadership Excellence,” I developed the THRIVE framework specifically for Black women leading in challenging environments. This framework becomes even more critical when you’re the “only one”:

T – Transform Through Authenticity

Leading in isolation doesn’t mean diminishing yourself to make others comfortable. Authentic leadership becomes your competitive advantage.

Strategic Authenticity Practices:

• Bring your full perspective to strategic discussions
• Share insights that only your unique experience can provide
• Model the inclusive leadership you want to see
• Refuse to minimize your achievements or capabilities

Case Study: The Authentic Transformer Dr. Patricia Williams, the first Black woman Chief Medical Officer at a major hospital system, faced constant questions about her qualifications despite her stellar credentials. Instead of trying to prove herself through conformity, she leaned into her unique perspective. She introduced patient care protocols informed by her understanding of health disparities, implemented mentorship programs for underrepresented medical students, and spoke openly about the value of diverse leadership in healthcare. Her authentic approach not only improved patient outcomes but also shifted organizational culture, leading to increased diversity in leadership roles.

H – Harness Your Hypervisibility

While being hypervisible can feel burdensome, it can also be leveraged strategically for positive impact.

Visibility Strategies:

• Use your platform to highlight important issues
• Amplify the voices and contributions of other underrepresented colleagues
• Share your expertise to establish thought leadership
• Create visibility for your achievements and team’s success

When you’re the “only one,” your voice carries weight. Use it strategically to create change while building your influence.

R – Redefine Excellence Standards

Traditional definitions of leadership excellence may not capture your unique strengths. Create new standards that reflect diverse leadership approaches.

Excellence Redefinition Tactics:

• Introduce collaborative decision-making processes
• Demonstrate the value of emotional intelligence in leadership
• Show how diverse perspectives improve problem-solving
• Model inclusive communication styles

I – Invest in Strategic Relationships

Isolation can be overcome through intentional relationship building, both within and outside your organization.

Relationship Investment Strategies:

• Build alliances with other leaders who share your vision for inclusive culture
• Connect with Black women leaders in other organizations for mutual support
• Cultivate relationships with junior colleagues who may become future allies
• Engage with external networks and professional associations

V – Validate Your Experience

Don’t gaslight yourself about the challenges you face. Validation comes from within and from trusted sources who understand your journey.

Validation Practices:

• Keep a record of your achievements and positive feedback
• Connect with other Black women leaders who understand your experience
• Work with coaches or mentors who can provide perspective and support
• Trust your instincts about organizational dynamics and treatment

E – Expand the Pipeline

Your ultimate goal as the “only one” should be to ensure you’re not the only one for long.

Pipeline Expansion Actions:

• Mentor and sponsor other Black women whenever possible
• Advocate for inclusive hiring and promotion practices
• Create opportunities for emerging leaders to gain visibility
• Challenge systems and processes that perpetuate homogeneity

Navigating the Concrete Ceiling

The concept of the “concrete ceiling” reflects the reality that traditional sponsorship often fails Black women due to systemic limitations. Even Black women who reach C-suite positions must be careful about actively sponsoring other Black women, as it can trigger perceptions that there are “too many” and call their judgment into question.

This creates a painful paradox: the success that should enable us to lift others can actually limit our ability to do so without professional consequences. However, there are strategic ways to navigate this challenge:

The Stealth Sponsorship Approach:

• Advocate for Black women indirectly by championing their projects and ideas
• Create opportunities for visibility without explicitly framing them as diversity initiatives
• Build business cases for inclusive practices that benefit the organization
• Use data and metrics to support advancement recommendations

The Coalition Building Strategy:

• Work with other leaders to share sponsorship responsibilities
• Create systematic approaches to talent development that reduce individual risk
• Build programs and processes that identify and develop diverse talent
• Partner with external organizations to create alternative pathways

Managing the Emotional Toll

Leading in isolation takes an emotional toll that can’t be ignored. The constant vigilance, the additional labor of managing perceptions, and the weight of representation can lead to burnout if not actively managed.

Emotional Sustainability Practices:

Create Sanctuary Spaces: Identify environments where you can be fully yourself without strategic calculation—whether that’s with family, trusted friends, or professional networks of Black women leaders.

Practice Boundary Setting: Refuse to take on every diversity-related task or represent all Black women in every discussion. Your value extends far beyond your identity.

Seek Professional Support: Consider working with therapists or coaches who understand the unique challenges of leading as an underrepresented individual.

Celebrate Small Victories: Acknowledge progress, even when it feels incremental. Change in organizational culture happens gradually.

Maintain External Connections: Stay connected to communities and causes that remind you why your leadership matters beyond organizational politics.

Creating Space for Others: The Multiplication Strategy

Your ultimate success as the “only one” is measured not just by your individual advancement but by your ability to create space for others. This requires strategic thinking about how to expand opportunities without triggering backlash.

The SPACE Framework for Creating Opportunities

S – Systematic Change: Work to change systems rather than just individual outcomes. This might involve:

• Revising job descriptions to reduce unconscious bias
• Implementing structured interview processes
• Creating mentorship and development programs
• Establishing inclusive leadership competencies

P – Partnership Development: Build alliances with other leaders who share your vision:

• Identify champions who can advocate alongside you
• Create cross-functional teams that demonstrate the value of diversity
• Partner with external organizations for talent pipeline development
• Build coalitions that share responsibility for inclusive practices

A – Advocacy Through Excellence: Use your exceptional performance to create leverage for others:

• Document the business impact of diverse perspectives
• Showcase the success of diverse teams and initiatives
• Use your credibility to recommend high-potential individuals
• Create success stories that challenge stereotypes

C – Culture Creation: Actively shape organizational culture through your leadership:

• Model inclusive behaviors in meetings and decision-making
• Call out microaggressions and bias when you see them
• Create psychological safety for different perspectives
• Celebrate diverse achievements and leadership styles

E – External Expansion: Look beyond your organization to create opportunities:

• Speak at conferences and industry events
• Serve on boards and advisory committees
• Partner with educational institutions
• Mentor emerging leaders across organizations

Case Study: The Multiplier Leader

Consider the journey of Maria Rodriguez, who became the first Latina Chief Technology Officer at a major tech company. Initially, she faced the typical challenges of being the “only one”—her technical expertise was questioned, she was excluded from informal networks, and she was expected to be the voice for all diversity issues.

Rather than simply enduring these challenges, Maria implemented a strategic approach to multiplication:

Year 1: Establishing Credibility

• Delivered exceptional results on high-visibility projects
• Built relationships with key stakeholders across the organization
• Documented the business impact of her technical decisions
• Began mentoring junior engineers informally

Year 2: Systematic Change

• Partnered with HR to revise technical hiring processes
• Created structured interview panels to reduce bias
• Established clear criteria for technical leadership roles
• Launched a technical mentorship program

Year 3: Pipeline Development

• Partnered with universities to create internship programs
• Established relationships with professional organizations
• Created scholarship programs for underrepresented students
• Began speaking at industry conferences

Results after 3 years:

• Increased representation of women and people of color in technical leadership by 150%
• Improved retention rates for underrepresented engineers by 40%
• Created a replicable model adopted by other divisions
• Established the organization as an employer of choice for diverse technical talent

Maria’s success demonstrates that leading in isolation can be transformed into leading for multiplication with strategic thinking and consistent action.

The Ripple Effect: Beyond Individual Organizations

When you successfully lead in isolation while creating space for others, your impact extends far beyond your immediate organization. You become part of a larger movement that’s reshaping leadership across industries.

Industry Impact: Your success challenges assumptions about leadership and creates new benchmarks for what’s possible.

Community Influence: You serve as a role model for emerging leaders, showing them that senior leadership positions are attainable.

Systemic Change: Your advocacy and systematic changes contribute to broader shifts in how organizations approach diversity and inclusion.

Generational Impact: The pathways you create make it easier for the next generation of Black women leaders, reducing the isolation they’ll experience.

Practical Strategies for Daily Navigation

Morning Preparation Rituals

Start each day by centering yourself and preparing for the unique challenges of leading in isolation:

• Review your goals and values to maintain clarity of purpose
• Practice self-affirmations that reinforce your belonging and competence
• Prepare talking points for key meetings to ensure your voice is heard
• Set intentions for how you’ll create space for others during the day

Meeting Excellence

When you’re the “only one” in meetings, your preparation and participation become especially important:

• Research all agenda items thoroughly to contribute meaningfully
• Prepare questions that demonstrate strategic thinking
• Practice speaking with authority and conviction
• Support and amplify other underrepresented voices when present

Strategic Communication

Every interaction is an opportunity to shape perceptions and create change:

• Lead with your expertise and unique perspective
• Use data and examples to support your points
• Ask questions that reveal gaps in current thinking
• Frame diversity and inclusion as business imperatives

Relationship Building

Overcome isolation through intentional relationship development:

• Schedule regular one-on-ones with key stakeholders
• Participate in informal networking opportunities
• Create value for others before asking for support
• Build relationships across all organizational levels

Measuring Your Impact as the “Only One”

Success in leading while isolated requires different metrics than traditional leadership roles. Consider tracking:

Individual Impact Metrics:

• Projects successfully completed and their business outcomes
• Recognition received for your contributions
• Advancement opportunities created or received
• Skills and capabilities developed

Multiplication Metrics:

• Number of underrepresented individuals you’ve mentored or sponsored
• Changes in diversity representation in your organization or sphere of influence
• Policies or practices you’ve influenced to become more inclusive
• External opportunities you’ve created or facilitated for others

Cultural Change Indicators:

• Shifts in organizational culture or climate
• Increased psychological safety for underrepresented employees
• Changes in how diversity and inclusion are discussed or prioritized
• Evolution in leadership styles and decision-making processes

Long-term Legacy Measures:

• Sustainable systems or programs you’ve established
• Leaders you’ve developed who are now creating change themselves
• Industry or professional recognition for your leadership
• Impact on the next generation of diverse leaders

Building Your Support Ecosystem

Leading in isolation doesn’t mean leading alone. Build a robust support ecosystem that sustains you through challenges and amplifies your impact:

Internal Allies: Identify colleagues who share your vision for inclusive leadership and can provide support, collaboration, and advocacy within your organization.

External Networks: Connect with other Black women leaders, industry associations, and professional organizations that understand your unique challenges and can provide resources, opportunities, and moral support.

Mentors and Sponsors: Seek guidance from leaders who have navigated similar challenges, while also recognizing the limitations of traditional sponsorship models for Black women.

Professional Support: Consider working with coaches, therapists, or consultants who specialize in supporting underrepresented leaders in challenging environments.

Community Connections: Maintain connections to communities and causes that remind you of your larger purpose and the importance of your leadership beyond organizational politics.

The Future of Leading in Isolation

As organizations become more aware of the value of diverse leadership and the costs of homogeneous teams, the experience of being the “only one” is slowly changing. However, progress is uneven, and many Black women will continue to find themselves in isolated leadership positions for the foreseeable future.

The key is to view this isolation not as a burden to endure but as an opportunity to create lasting change. Every Black woman who successfully leads in isolation while creating space for others contributes to a future where such isolation becomes increasingly rare.

Emerging Trends That Support Change:

• Increased focus on inclusive leadership competencies
• Growing recognition of the business case for diversity
• Rise of employee resource groups and affinity networks
• Expansion of mentorship and sponsorship programs
• Greater accountability for diversity and inclusion outcomes

Your Role in Shaping the Future:

• Document and share your experiences to help others
• Advocate for systematic changes that address root causes
• Mentor and sponsor emerging leaders
• Partner with organizations and initiatives focused on increasing representation
• Use your platform to highlight the importance of diverse leadership

Actionable Steps for Thriving in Isolation

Week 1: Assessment and Planning

• Complete an honest assessment of your current situation using the THRIVE framework
• Identify your key challenges and opportunities for creating change
• Set specific goals for both your individual success and multiplication efforts
• Begin building your support ecosystem

Week 2-4: Foundation Building

• Establish daily and weekly practices that support your emotional sustainability
• Identify key relationships to develop within your organization
• Connect with external networks and professional associations
• Begin documenting your achievements and impact

Month 2: Strategic Implementation

• Implement the SPACE framework for creating opportunities for others
• Begin advocating for systematic changes within your sphere of influence
• Start or enhance mentoring relationships with emerging leaders
• Look for opportunities to share your expertise and perspective externally

Month 3: Evaluation and Expansion

• Assess your progress on both individual and multiplication metrics
• Refine your strategies based on what’s working and what isn’t
• Expand your efforts to create space for others
• Plan for long-term impact and sustainability

Ongoing: Continuous Impact

• Regularly evaluate and adjust your approach
• Celebrate victories, both large and small
• Continue building your support ecosystem
• Document and share your learnings with others

Discussion Questions for Reflection

• How has leading as the “only one” shaped your leadership style and approach?
• What strategies have you found most effective for maintaining your authenticity while navigating organizational politics?
• How do you balance the pressure of representation with your need to be seen as an individual leader?
• What opportunities do you see to create space for other underrepresented leaders in your organization?
• How do you measure success when traditional metrics may not capture your full impact?
• What support do you need to thrive while creating change for others?

Your Partner in Leading Through Isolation

Leading as the “only one” while creating space for others requires exceptional skill, resilience, and strategic thinking. You don’t have to navigate this complex journey alone.

At Che’ Blackmon Consulting, I specialize in empowering overlooked talent and transforming organizational cultures through strategic leadership development. My mission is to create sustainable pathways for authentic growth and breakthrough performance, particularly for leaders facing the unique challenges of leading in isolation.

Whether you’re developing strategies for thriving as the “only one,” working to create systematic change within your organization, or building the support systems needed for sustainable impact, I provide the insights, tools, and guidance needed to transform isolation into multiplication.

In “High-Value Leadership: Transforming Organizations Through Purposeful Culture,” I emphasize that the most powerful leaders create environments where others can thrive. When you’re the “only one,” this principle becomes even more critical—your leadership must be so transformative that you create the conditions for others to join you.

Ready to transform your experience of leading in isolation into a platform for creating lasting change? Contact me to discuss customized coaching programs, organizational culture transformation initiatives, or speaking engagements that address the real challenges and opportunities of leading as the “only one.”

Together, we can ensure that your leadership in isolation becomes the catalyst for systematic change that creates space for others to thrive. Your isolation can become the foundation for multiplication.

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Che’ Blackmon is the author of “Mastering a High-Value Company Culture,” “High-Value Leadership: Transforming Organizations Through Purposeful Culture,” and “Rise & Thrive: The Black Woman’s Blueprint for Leadership Excellence.” With over 20 years of experience transforming organizational cultures, she helps leaders navigate the complexities of leading in isolation while creating sustainable pathways for others to thrive.

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