"How to Play the Game in Corporate America for Minorities"

A look at a century ago is a reflection of a statement by one of the leading historians of our time W.E.B. Dubois. Dubois said, "The problem of the twentieth century will be the color line." (1903) The country has embarked on some dramatic changes as we continue to challenge this notion that there is no separate and unequal, this movement has been created by the changes in the political and the social atmosphere. Increasingly focus on the economic sphere, within the minority community continues to be the lead movement for equal opportunity in the basic employment sector. The process to recruit, develop and retain those from a minority background is a challenge for today's corporate environment. Though the statistics clearly point to the direction that the numbers in these sectors are growing at a increasing rate, the numbers are still averse for those that will make it to the C-level suite, or even the higher ranking positions at the upper middle management level. A lot of progress has been done, but in the wake of massive layoffs for a group that was more represented at the non-exempt level the future looks less bright for the minority population.

The game for minorities is played at a much different level versus the general Caucasian population that dominates corporate America. This domination has been caused by nepotism, the "Good Old Boy" system or just people that know the right people. However, it should also be noted that not all of this dominance has been created by those factors. The right education, hard work and playing the game right has to be credited also. Is there something to learn from the white dominated population that rules corporate America? Yes! There is always a passage to the top and the path was created by someone and it has been proven to be successful.

How to play the game in "Corporate America" for minorities
First, understand the rules of the game: Study the atmosphere, what is in bounds and out of bounds. How long is the game played? Understand who established the rules at the game.

Performance versus Non-Performance: One of the biggest misconception by minorities is that they believe their annual review is being graded by the color of their skin versus the performance metric. Now, it is true that if you are liked more you may get a extra nudge of credit in a area. But that is the case with anyone in corporate America. It is vital that your performance stands head and shoulders above everyone in your department. There should not be a question, about a promotion you received, if you delivered the bottom line profits, fantastic presentations, was a team player and was viewed by others as the person that deserved it because of your hard work you will get the great review [period.

The Social vs Non-Social Participant: This is not about kissing the boss butt. This is about everyone including your manager viewing you in a different light. John, got invited to attend his managers son high school football game. He did not go, because he did not see the purpose behind it. The following Monday, a few people in the office were discussing how the managers son had scored the winning touchdown. They also talked about how they celebrated afterward at the local pub. John, felt totally isolated out of the conversation. The manager walked past him and said the following words, "missed you at the BIG game on Friday John." That was enough said. It is very important that people get to see you outside, because you want to move the needle and have people wanting to be a part of your personal endeavors one day. After all, you do want to be their boss one day.

Sponsor vs Mentor: The Sponsor vs Mentor should never be mistaken. The sponsor can take you under their wings and open doors for you with the other C-level suite VP's and above at the company. They are involved in conversations that you will you are not privy to, but will need to further advance your career. It is information that should NEVER be shared with anyone inside the circle of the company. The sponsor can help take you to the top if you are delivering on the performance scale.
The Mentor is what I call the "Buddy." They listen, build your self-esteem and can even lower it at times. You expect straight talk from them not sometimes, but all the time. Are they of value? Yes, they are! They should provide you examples, that will help you make sound rational decisions about your career.
DO NOT CONFUSE THE TWO!

It is not that you have to do anything different other than play the game with the rules. That does not mean you have to lose yourself, but there is nothing wrong with understanding that your points of views are now being discussed for the greater good and that is the team. Is there still racism in corporate America? Of course! But, if you deliver on the promise that you are the best, it may still not be enough. But, that is when you have to lean on your resources to help you get to upper level management point in your career and eventually the C-suite level.

Reese
CEO Speak 2 Me LLC
C-level suite player currently

Author of highly acclaimed book;
"From the School of Business to Corporate America" 4 STARS Google Books
www.lulu.com/isiahreese

Reese can be reached @ speak2mellc@gmail.com