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Business and Sales Diversity Career Stories Management

Business development director earns promotion during recession

This dedicated business development director shares how he worked his way up from a sales job by volunteering to demonstrate his business development skills for a whole year.

What is your job title? How many years of experience do you have in that field?
Director of Business Development for an online media company. I have been directing business development operations for 2 years, and was previously in business to business sales for 5 years.

Would you describe the things you do on a typical day?
I start my day checking emails and tackling any pressing issues. Then, I run reports on performance of my company’s web properties and report any issues with my tech team, check site traffic and search rankings, look at ways to increase performance of automated sales through our sites, and connect with clients and partners. Recently I’ve spent more time on SEO practices and other ways to boost site traffic through linking, partnerships, affiliate programs, and increasing sales along with that. My day sometimes has a couple conference calls here and there with management or client/partnerships negotiations, and that’s a typical day.

On a scale of 1 to 10 how would you rate your job satisfaction? What would it take to increase that rating?
8.5. The positives are I’m in an ever-evolving role in an exciting industry, I’m compensated well, my boss has fostered a strong sense of job security, and I find a great deal of satisfaction in working from a home office. The negative is that part of my comp package is based on sales commissions, and sales have been down of late.

What did you learn the hard way in this job and how did that happen?
I’ve had to do a great deal of learning on my own by asking questions, reading blogs, articles, and books on internet business, technology, web development, SEO strategies, etc. I use that sort of knowledge everyday, but had no formal education on anything related to this job. Even business courses in college didn’t touch online business and the internet – much less sales – so learning in my role has been trial by fire.

How did you get started in this line of work? If you could go back and do it differently, what would you change?
I got started in Business Development by working my way through the ranks of B2B sales. I was very successful in sales, and caught the attention of previous and current bosses because my ability to positively lead others, to quickly learn new concepts, and to take on additional business critical projects. I wouldn’t change the way I moved up, but I would certainly have benefited from more computer and tech-centric education along the way. One of my main struggles early on in business development was my disconnect between the business and tech sides to our company. I studied business in college, but I’ve had to learn a whole new language to succeed in communicating with the tech side.

What’s the strangest thing that ever happened to you in this job?
I was promoted during the worst stretch of the economic meltdown 2 years ago, while everyone else in the company had a pay cut. I feel very blessed, because I know that doesn’t happen often.

On a good day when things are going well, can you give an example of something that really makes you feel good?
I feel good when I see site traffic, sales, and interest from clients and partners all trending upward.

When nothing seems to go right, what kind of snafus do you handle and what do you dislike the most? The worst-case scenario is when we have a dramatic drop in site traffic, which leads to a chain reaction of not delivering positive results to clients and partners, lowered revenue streams, and growth projects are put on hold while fires are put out. It’s my job to communicate with clients and partners to report on progress with issues and to manage expectations; but some panic and decide to take their business elsewhere, at least in the short-term.

What I dislike the most is that there are many factors that can positively or negatively affect site traffic, and there are many unknowns, so expectations are difficult to manage at times.

How stressful is your job? Are you able to maintain a comfortable or healthy work-life balance? My job is stressful in that I have my hands in many projects and I have a lot of responsibility to make sure the company exceeds daily, monthly, and quarterly goals we set; but I have great sense of job security, and I manage daily tasks well to make sure I’m always on the right track.

Since I work from a home office, it was difficult early on to leave work “at the office”, and I found myself working late into the evening. But I have now developed a healthy balance where I am more efficient and come into the office early to complete what I need to in order to spend time with my family in the evening.

What’s a rough salary range for the position you hold? Are you paid enough considering your responsibilities? A rough salary range is probably $60k-$90k depending on market and number of people managed. I feel I’m well-paid for my responsibility and for the market in which I live.

What’s the most rewarding moment you’ve experienced in this position? Of all the things you’ve done at work, what are you most proud of?
I started with my current company in strictly a sales role, but I was looking for a different challenge and more responsibility. We didn’t have a Business Development role at that time, but I felt strongly about the benefit that the position could bring to our company, and that I had the experience and skill set for the position. I volunteered for almost a year to prove what I could do for the company if the business development role was created, and then I was formally promoted to the new role after a successful volunteer stint. It is very rewarding to win that sort of trust and approval from our CEO.

On more of a concrete note, I am proud to have increased cost-per-click sales on two of our websites by over 300% in seven months after taking over business development responsibilities.

What’s the most challenging moment you’ve experienced? What would you prefer to forget?
The learning curve was very sharp in my first several months on the job, and because of my lack of knowledge and experience with certain partner programs and on the tech side of our business, I made several mistakes that tied up our programming team and cost our company time and money. I’d prefer to have skipped that, but I did learn a great deal from the trial and error.

What education and skills do you need to get hired and succeed in this field?
There are probably a lot of degree paths one could take with bachelor’s degree being a requirement, but experience and skill-set is probably more important to an employer than level of education. A background in sales or marketing is likely preferred.

For this role, one would need an insatiable drive to succeed, the ability to multi-task effectively in stressful environments and under tight deadlines, communicate well with many different types of people and personalities, the ability to work well independently and with a group, critical thinking and creative problem-solving, excellent written and oral communication skills, the ability to sell products and ideas, high level of honesty and integrity, strong attention to detail, and sound knowledge of the internet, computer/web programming terminology, and SEO practices.

What would you tell a friend considering your line of work?
It’s an exciting environment, can be very rewarding personally and professionally, can be lucrative, and there is great opportunity to move up within a company.

How much vacation do you take? Is it enough?
I usually take 10 days or so throughout the year so that I have a week or so off in the summer, and a couple days here and there for holidays. Every couple years I need to take a longer vacation to get away for 2 weeks, but I don’t feel like I need more vacation time.

Are there any common misunderstandings you want to correct about what you do?
There is a very negative connotation in work-from-home positions, because there are a lot of scams where “Mom makes $20,000 a month – From Home!”. I think even early on my parents-in-law thought I held a sketchy job with a shady employer. My job is the same whether I work at the corporate headquarters or from my home office. It’s an old-fashioned idea that legitimate jobs are only located in urban areas and office buildings; the internet changed all that.

Does this job move your heart? If not, what does?
Yes, there are aspects of the job that move me and motivate me to jump out of bed in the morning, but I also enjoy that this job allows me the freedom to explore other passions in my free time – spending time with family, playing golf, hiking, photography, and taking on constructive projects to improve my home.

If you could write your own ticket, what would you like to be doing in five years?
I would like the business development projects I now work on to be so successful in 5 years that it would justify the expansion of new sales and marketing roles. At that time, I would like to be head of the business development department where I would teach the processes that I now use, and manage a successful team of professionals performing my current job.

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Diversity Career Stories Teacher

Passionate high school English and History teacher inspires young minds

This high school teacher with eight years of teaching experience explains the temptation to quit her difficult job dealing with teenagers, and what keeps her from pulling the plug on this challenging but rewarding career.

What is your job title? How many years of experience do you have in that field?
My job title is English/History teacher at a public high school and I have eight years of teaching experience.

Would you describe what you do on a typical day?
On a typical teaching day, I arrive at the school approximately one hour prior to the first bell – at 7:30 in the morning. I prepare the white board, organize my lessons for the day, do some copying if necessary, and open the doors in case a student needs to make-up tests or other work. I interact with my colleagues and answer any emails I may have.

If you’ve experienced discrimination, in what ways have you responded and what response worked best?
At first, the lack of English language skills was a little problem for me, but it was overcome quickly. I never let these shortcomings get in the way of learning to speak a new language and I used a sense of humor, kindness, and asking for help in my daily life.

Because I am a more mature individual, that is, I am middle-aged female – some of the young teachers have often called me “Mom” affectionately. I look at it as being a compliment rather than being slighted by it. I believe two things: that everyone can learn, and that a person is never too old to learn. I know that my job actually is a benefit to those younger teachers who may not have the life experiences, or the initial maturity to deal with teenagers in a public school. I am of European birth, having immigrated with my family to the U.S.

Where you work, how well does your company do ‘equal opportunity’? Is management white and male? How are minorities perceived and treated?
The school where I work at the present time is located in an area of Arizona where there are many Hispanic students. That being the case, the administration is fairly aware of the need for diversity. The hiring that is done is equitable as far as opportunity for anyone who has the qualifications necessary to be able to teach at a specific grade level. The administration itself is diversified with one Hispanic female and two white males. While there are more white middle-aged teachers both male and female, there are Hispanic and Black teachers to round out the teacher population. The instructors are able to treat each other with respect and work well together.

What don’t they teach in school that would’ve been helpful to you?
One of the things that I did not learn in college that would have been really helpful when I began teaching is planning ahead at least a couple of weeks. Seeing the big picture makes it a lot easier to plan the daily work. Most colleges and universities are so focused on the single lesson plan that they forget to tell you that more than one lesson must fit into a unit of learning. I have since learned to adjust and plan a month ahead. A second thing I have learned is that teenagers in particular, respond to kindness and emotion much more than teens used to. As the old saying goes, you can catch more flies with honey than vinegar. Even male students are more emotional and wear their feelings on their sleeves more often than not.

How did you get started in this line of work? If you could go back and do it differently, what would you change?
I began in the business of education when I was faced with having to have a job that required benefits and a full year’s salary. I did a review of my education and life skills and realized that with a little push and a few more courses to obtain my teaching credential, I could have that full time job with benefits. After doing some more homework, I discovered that teachers are paid better if they have a Master’s degree. I found a good university where I could complete my course work online. Meanwhile, I was able to supplement my income with a part-time job in sales. The entire process of receiving my degree happened in about a year and a half. I would not have done anything differently. It was a lot of work but felt good when I was done.

On a good day, when things are going well, can you give an example of something that really makes you feel good?
Most of my days as a teacher are good days! What makes me feel really great is seeing the looks on the student faces when the “brain light” goes on and they truly “get” a point that I am trying to get them to see. Or when something makes everyone laugh until it hurts. When the balance of seriousness and fun is reached…that’s when I am feeling at the top of my game. On the other hand, there are days when nothing goes well. Kids come into the classroom with attitudes that disrupt the mood of the others. It’s sort of like an infection that spreads really fast. Kids have bad days too, and those days are the toughest to deal with.

How stressful is your job? Are you able to maintain a comfortable or healthy work-life balance?
Learning how to cope with the stress of dealing with 25 to 35 teenagers on a daily basis means that you have to establish a management style that is right for you from the first day of classes. If you don’t grab a hold of it right from the start, you will have a difficult time. I have written a number of letters of resignation during my time as a teacher – each time I have torn them up when a student makes the sun shine! All it takes is one! I also maintain a healthy work-life balance by leaving school behind when I go home. Kids can become all consuming and you have to be their teacher and not their best friend. They have plenty of “best friends.”

On a scale of 1 to 10 how would you rate your job satisfaction? What would it take to increase that rating?
On a scale of 1 to 10 I would rate my job satisfaction as an 8 because the pay level for a teacher in the state in which I live is very low and it would be good if there were an increase in the base pay of a teacher. Also, teachers seem to be required to be counselors, mentors, and even stand-ins for parents due to the fact that there are so many dysfunctional families and single parent families where the mother or father is too busy trying to make ends meet, that there is not enough time in the day to pay close attention to the needs of the kids. The burden falls on the teacher to pick up the slack.

What’s a rough salary range for the position you hold? Are you paid enough considering your responsibilities?
The salary range in this state for a beginning teacher is roughly $29,000 for someone with no experience. It goes up to approximately $50,000 for someone with multiple degrees and experience. Most schools here are not year round schools, so there is generally a two and a half months time when you are not working daily.

What’s the most rewarding moment you’ve experienced in this position? Of all the things you’ve done at work, what are you most proud of?
The most rewarding moment of my working life so far is to have had all my students pass the state exams without exception. To see that kind of improvement from the first part of the year when some students come in with major writing and comprehension problems, to being able to pass with flying colors, is truly remarkable.


What’s the most challenging moment you’ve experienced? What would you prefer to forget?
Of course, I would prefer to forget the times that you have to call parents of unruly students, or have to flunk a senior who cannot graduate because of his/her bad grades is sad. All in all, the kids still know that you cared enough to be honest and be the best role model you can be.

What would you tell a friend considering your line of work?
We can all remember the names of special teachers we had in our own school experiences. In fact, many older people can still remember the name of a favorite teacher 50 years later! That speaks volumes. In order to succeed in this field of teaching, you have to have the desire for passing on knowledge in a field that you have passion for, the consistency of sticking with getting a degree and teaching credential in that subject that interests you, and pursuing excellence. I would urge anyone who wants a good job that you can grow with, and likes kids as well, to go into the teaching profession. What other job can you have where you have a 2 months break, lots of holidays and time off, where your professional development is paid for, and you are remembered for the rest of your life?

If you could write your own ticket, what would you like to be doing in five years?
If I could write my own ticket five years down the road, I would most likely want to go into administration or become a curriculum specialist. There are so many opportunities for further growth in the education profession that you can literally pick and chose where you want to be. The jobs in teaching and education can move your heart and can move the heart of a youngster as well. After all, learning is for a lifetime.

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Business and Sales Diversity Career Stories Management

Vice President of Sales learns to adapt in tough economic times

This vice president of sales for a small family owned company shares how he went from a career in scientific research, to excelling in management and sales roles in a completely different industry.

What is your job title? How many years of experience do you have in that field?
My title is Vice President of Sales. I work for a small internet company and report to the CEO. I’ve been with this company for 8 years and in a sales role for around 15 years.

Would you describe the things you do on a typical day?
Working for a small company, I wear many hats with both sales and other responsibilities. A large portion of my time is spent strategizing with the sales team about current accounts and new potential accounts, creating solutions to set our company apart from the competition and winning their business. I am also involved with recruiting new sales people, marketing our products, giving interviews and product development. I’m involved with most things except for IT.

On a scale of 1 to 10 how would you rate your job satisfaction? What would it take to increase that rating?
I am very satisfied with my job, right at the top of the scale. I have flexible hours, I work in a nice office, I have great coworkers, I have job security, I am involved with the direction and business decisions of the company. I wish our office was closer to my home as I am much more productive at the office, though I do have the ability to work from home from time to time.

What did you learn the hard way in this job and how did that happen?
Firing and laying off people is difficult. That might seem like an obvious statement, but as I mentioned above, I like and have enjoyed working with practically ever single person that ever worked here. With the economic downturn a few years ago, our company needed to let go of a dozen employees, and it was not all in one sweep; rather, it happened on a painful one-at-a-time course. Being in a leadership role, I have been involved in more of those conversations than I’d like to remember. It gives me no satisfaction to call someone into my office and let them know they are being let go, answering the bewildered questions while remaining firm. Even with the few rare times we actually fired people in a contentious way, those were not easy situations.

What don’t they teach in school that would’ve been helpful to you?
I have a science degree. I even had a science career post graduation before jumping into a sales role. Personally, I wish I’d have been pushed into a business role and steered away from science. I don’t know who should have done that, certainly not my chemistry professors, but business classes more easily translate to the real world than science classes.

How did you get started in this line of work? If you could go back and do it differently, what would you change?
I guess I partially answered that question already. I’d have switched my educational path. I am very proud of my academic achievements, but post graduation, I ended up in a research job where I would not have the opportunity to advance without more education. I wish post graduation, I’d have taken some more entrepreneurial chances in a sales or marketing role, while I was still single and had no kids. Sales is more financially rewarding than any science role I could have attained, and it’s more people oriented and non-repetitive. I’ve found what I’m interested in doing in sales.

What’s the strangest thing that ever happened to you in this job?
I’ve needed to call the paramedics to our office for a sick coworker. I’ve needed to call the police to our office for a burglary. I’ve needed to call the security alarm company multiple times to stop them from sending the police. It’s not dull.

On a good day when things are going well, can you give an example of something that really makes you feel good?
I feel good when someone on my sales team wins a difficult contract that we worked on together. We met the client’s needs creatively and cost effectively and everybody wins.

When nothing seems to go right, what kind of snafus do you handle and what do you dislike the most?
Months when sales are not so great, when companies push their decisions back, trying to get by to try to make a month satisfactory. Those months seem to attract unsatisfied customers too that want to chat with me.

How stressful is your job? Are you able to maintain a comfortable or healthy work-life balance?
My job is not stressful overall, though it has its moments. I do have a healthy work-life balance. I can work at home if necessary, I can take my kid to his orthodontist appointment without being worried that I’ll be punished. However, with that balance comes the responsibility of answering the 10pm sales person’s important call or figuring something out on a Saturday afternoon.

What’s a rough salary range for the position you hold? Are you paid enough considering your responsibilities?
Salary is only part of a sales professional’s compensation. Performance based commissions are an important piece of the puzzle. I’ve worked in sales jobs that are 100% commission based and been highly successful. Those are usually a bit more stressful but more financially rewarding, even topping $100K. I started with this company in a sales role and moved to management. A sales person here can earn between 50K and 100K, perhaps even more, depending on experience, skill, position, and all are greatly affected by the general economic environment of the country.

What’s the most rewarding moment you’ve experienced in this position? Of all the things you’ve done at work, what are you most proud of?
I’m proud of the growth the company had the first several years I was in a management role. But I’m also proud of the accomplishments and achievements that happened as our revenues were cut in half in the economic downturn. Creating a successful new event series, diversifying our business line, and forward thinking to where the industry would be years down the line.

What’s the most challenging moment you’ve experienced? What would you prefer to forget?
The most challenging was cutting costs as business slowed a few years ago. I think everyone including myself in this company was in denial a little too long, was a little too optimistic about a quick rebound, dragged feet on cutting expenses that were deemed necessary. Hindsight is nice. I’d prefer to forget being involved with laying off the people we did in order to cut payroll costs, as I’ve already mentioned.

What education and skills do you need to get hired and succeed in this field?
I believe a college degree is a huge plus, though it’s entirely possible to hold this position based solely job experience. Companies need to take note that awesome sales people are often terrible Sales Managers, and that transition is often impossible. Patience, reliability, fairness, firmness, excellent product knowledge are key. Being able to handle strong personalities and reward success and encourage improvement are also important. Strong computer and research skills and industry business knowledge are musts. Excellent writing and speaking and phone skills are necessary as well.

What would you tell a friend considering your line of work?
It is not day-to-day. Your paycheck will go up and down like a see saw. But it can be rewarding. Pick an industry that interests them as every company sells. You need to be passionate and believe in the product and industry.

How much vacation do you take? Is it enough?
I have plenty of days to take. I should take more advantage of them.

Are there any common misunderstandings you want to correct about what you do?
Respected sales people are consultants for their clients and that’s the kind of team I strive to have. No one wants to be the sales person that is known as a nag or fits the stereotypes that “sales” sometimes has.

Does this job move your heart? If not, what does?
I am passionate about the job and love the combination of speed from both advertising sales and being online!  I am passionate about other things too, but they are centered around family. I am very involved with my two boys’ little league baseball teams.

If you could write your own ticket, what would you like to be doing in five years?
Since my work location is flexible, I’d like to take this job to a more rural location, one that isn’t hot and isn’t cold. One where there’s no traffic and I can go fishing at lunch time.

Is there anything unique about your situation that readers should know when considering your experiences or accomplishments?
Though I am a sales manager, I almost never see any of my sales team. I’m not sure that’s unique, but many people may not realize that is the way technology has changed this type of position.

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Career Advice Job Fair Tips

Job Fair Tip #1 – Research companies

Tip 1 – Do your research

The number one complaint we get from hiring managers is candidates not knowing too much about the company they are applying to. Doing your research on the companies attending the job fair—their mission statement, company culture, and open positions—not only helps you ask intelligent questions and engage with recruiters but also allows you to stand out from other candidates. If you see a position you want to apply for, go ahead, apply online, and use the job fair as a way to meet recruiters face to face. Hiring managers will see you as a strong potential hire willing to go the extra mile.

This is how you will stand out.

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Career Advice Job Fair Tips

Job Fair Tip #2 – Body language

Your body language says a lot to recruiters.

Having a firm handshake, smiling, making eye contact, and reducing fidgeting portray confidence and interest. Avoid crossing your arms or putting your hands on your hips. If you don’t know what to do with your arms, carry a notebook or portfolio with your resume. Doing this will not only give you something to do with your hands and arms but also make you appear more prepared; more importantly, it allows you to take notes.

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Career Advice Job Fair Tips

Job Fair Tip #3 – Practice your pitch

Recruiters don’t want to hear everything you’ve done since you entered the workforce.

Be confident and summarize your experience specifically for the position you are applying for. Let them know why you’d be a great fit and give them quantitative specifics.

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Career Advice Job Fair Tips

Job Fair Tip #4 – Follow-up

Taking time to send a brief thank you to the recruiters you meet at the job fair not only reminds them of who you are but also shows them you are really interested in the position.

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Para Empleadores

Positioning your Value in the Job Market

In this tough job market environment, candidates who know the importance of positioning themselves to meet the needs of a company and do it wisely will have the shortest searches. But before you update your resume based on the latest self-marketing fad, ask yourself these questions (your answers will improve the likelihood that the new job will last).
• What is your sweet spot? That is, what do you do very well that you also really like to do? If you haven’t figured that out, take the time to do so before you look for your next position. It will make your search more exciting and the job you get a much better match. You can start by creating a list of the things you usually make time to do even if you are exhausted. Be as specific as possible.
If volunteering comes to mind, think about what part of that effort you enjoy most. Is it organizing events, mobilizing people, doing research, writing, facilitating, accounting, or sales? These skills should be your keywords when doing job searches—even if you haven’t used them at work or in the recent past. They also should be the strengths you write about in cover letters and resumes and talk about during job interviews.
• What sets you apart from other applicants with similar skills? Often, these differentiators reveal themselves through past accomplishments. What have you done at work or elsewhere that made you proud? If you analyze what you did, what personal characteristics become apparent? For example, some problem-solvers arrive at their solutions through persistence while others do so thanks to their creativity.
What characteristics make you who you are? If you aren’t sure, ask others who have seen your work. What do they think you do well or is special about you? They have probably noticed some things you might take for granted. But do not forget that being bilingual and bicultural also set you apart and provide added value if the employer serves the Latino market.
• What companies need people with your top skills? Job postings using your keywords also will help you with this question. But you also should do some research through recent articles in trade publications and websites so you can spot trends and needs that can best help you position yourself. Perhaps more importantly, talk to people in your field and in your industry to corroborate your findings—and to connect with others who might become important networking contacts.
If you can’t join them, at least participate in some of their events or follow and contribute to their blogs. (FYI, networking is the major reason why people become involved in professional associations. But if you don’t know what you need, you can’t ask for it.)
• Why do those companies need people with your skills? This question goes hand-in-hand with the previous one, and the answer can be obtained using the same tools; research and networking. Your objective is to uncover the major issues companies are facing so you can position your skills (your sweet spot) as the best solution to those challenges. For example, a hospital may need someone who can manage multicultural teams. How can your bilingual and bicultural skills add value given your past managerial experience?
• How do you communicate your value? Once you do all that homework, you also must be able to communicate how your strengths can help a potential employer—first through your resume and later during the interview. While we Latinos are discouraged from tooting our own horn, today’s hiring managers will likely eliminate anyone who appears to lack self-confidence. To avoid that perception, prepare a script that includes all the ways in which you can meet the needs of the companies you identified.
Practice telling the script to mentors, past colleagues and bosses, and anyone who’s willing to hear it and provide you with feedback. If the thought still makes you uncomfortable, consider using third-party comments. For example, “my past supervisors have said that my consultative skills made me an excellent accountant.” Last but not least, show passion for the work you want to do. Employers often overlook a missing skill or two if they connect with the candidate and sense their enthusiasm.

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Para Empleadores

Why Hispanic employees quit – best practices to reduce Hispanic turnover

If your organization wants and needs to hire Latinos, you probably spend much time and effort — not to mention money — recruiting such employees. But if your Hispanic hires leave before you have realized a return on that recruiting investment, you really aren’t meeting your objectives.
So, how can you stem the turnover tide?
Understanding why Latinos (and other diverse employees) leave is the first step. But if you wait until the exit interview, you may never find out the truth. In general, diverse employees are reluctant to share what drove them away because their strong relationship orientation makes them less likely to say anything that could offend anyone. Like others, they may only say that they are pursuing better opportunities.
That is always a real possibility, but in discussions with friends and colleagues, and in the many career management workshops I have conducted over the years, diverse employees often give other reasons for why they left previous employers.
Some of the top reasons that Hispanic employees leave an organization are the following:

  • They feel excluded.Without buddies or mentors to offer guidance and open doors, the workings of the internal culture of an organization can remain a mystery to Latinos and other diverse employees. What compounds the problem is that Latinos often are reluctant to ask for help (What if they should have known the answer already? How can they be sure of the helper’s intentions?).When employees lack such basic information about their workplace, they can’t get what they need to get their job done. Without this guidance, they don’t learn key factors that can boost or derail their careers. This includes: figuring out what it takes to succeed internally, navigating office politics, and understanding how others view them in terms of performance and behaviors.How can you help? Meet your Latino employees halfway. Offer them your knowledge of the organizational culture, but also ask them what they think they need to succeed. Sometimes they just want to feel acknowledged and respected for who they are.
  • They feel stuck.Others are passing them by and they don’t know why. When that happens, some Latinos and other diverse employees may assume it is because of their race, gender, ethnicity, or whatever makes them different from mainstream America. Whether subtle or overt discrimination is the culprit depends on each individual situation, but employees also play a role in that failure to thrive.Employees who don’t self-promote adequately — and minorities are among them — miss out on opportunities because they either shy away from talking about their accomplishments or because they boast without offering proof of what they can do. Either extreme, lack of self-confidence or arrogance, quickly removes candidates from consideration for plum assignments or promotions. Managers who teach their reports how to talk about their strengths are key to retaining valuable employees. Urge employees to talk to others in the organization about their strengths in a positive manner.Another reason employees feel stuck is that they don’t truly understand their options. If they believe that career growth can only happen by moving up, they may miss out on lateral moves and enrichment opportunities that could advance their career in the future. Explain to your diverse employees that no one makes it to the executive suite without having a wide variety of experiences, and help them figure out what those experiences can be in your organization.
  • They feel their talent is underutilized.Latinos want to contribute their unique talents (perspective, knowledge, solutions) without giving up their cultural identity. If they don’t know how to turn their unique abilities, such as bilingualism and biculturalism, into decision-making and revenue-generating leadership roles, they could get pigeonholed into positions such as mediating and translating instead of purchasing, product development or anything that contributes to the business bottom line (providing greater opportunities for advancing further up the corporate ladder).Brainstorm with your minority employees about ways in which the organization can best take advantage of their talents.
  • Unwillingness to take the next step.A large part of Latino cultural identity is derived from group affiliation. That is why Latinos usually place family and community above all else in their lives. This is often in conflict with corporate America which is individualistic and highly competitive. Some Latinos will not relocate because of their community roots or accept positions that would prevent them from spending time with their families.Think about what you can offer these employees: Telecommuting? Extra vacation time? Your creativity may be the motivation that keeps Hispanics employed, engaged, and highly productive within your organization for many years.
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Action Steps for Developing Latino Leaders in your Organization

Organizations wishing to attract Latinos and other diverse professionals for top-level management positions often find themselves competing for the same candidates, most of whom are already employed elsewhere.
But it is also important to identify the talent that already exists within your organization. After all, these diverse employees already have the institutional and cultural knowledge that newcomers lack. Developing Latino leaders is clearly a win-win situation.
Here are some ideas for developing leadership potential in your Latino employees:

  1. Help your diverse employees take ownership of their careers.
    Is there an organizational structure that supports career management? If so, do your diverse employees know how to navigate it? Do they understand the potential paths available to them, given their own desires and your organizational realities? While this practice is good for all employees, it is particularly helpful to Latinos and other diverse professionals who may not be familiar with the organization’s unwritten rules.
  2. Make sure managers have frequent career conversations with diverse employees — not just performance evaluations.
    Do these managers know what matters to their employees? What value do they bring? Whats skills do they want (and need) to learn so they can become the leaders the organization needs to succeed? Some Latino employees may not readily share their desires, whether it is a desire to learn a new skill or to apply for an internal position. They have been brought up with the expectation that their efforts will be recognized and rewarded on merit alone. Encouraging them to share their career goals is the first step toward meeting them halfway.
  3. Provide training opportunities.
    When managers identify skills gaps, make it possible for your diverse employees to learn those skills. The return on this investment is clear when you consider that it promotes loyalty and engagement. Diverse employees who feel the organization cares because it invests in them are less likely to be lured away, even by tempting offers.
  4. Analyze the leadership skills that diverse employees already have.
    Many diverse employees develop and demonstrate their leadership capabilities through volunteer activities in community organizations or religious institutions. They also exhibit them through the roles they play in their Employee Resource Groups. Help them figure out how to transfer those skills into the work arena.
  5. Create opportunities to broaden your diverse employees’ experience base.
    People who make it to the executive suite have usually worked at different levels in their organization, in a variety of different capacities and with a wide range of individuals. Offer your diverse employees the chance to make internal moves and to take on stretch assignments. This fosters professional growth and gives your employees the organizational perspective needed to take on leadership responsibilities.
  6. Connect your diverse employees with a variety of potential mentors and networking opportunities.
    Help your employees to understand that it is appropriate–and expected–for them to seek other people’s help, even if they only know them professionally. Diverse employees in general (Latinos in particular) can be reluctant to ask for assistance for fear that people may think that they are incompetent. And they are especially uncomfortable “asking for favors” when the individuals whose help they might need are basically strangers. Explain to them that true networking, and even mentoring, is about reciprocal professional relationships.
  7. Teach employees to accept feedback non-defensively.
    Diverse employees often work under self-imposed pressure to do their jobs better and to work harder than others. This is because they fear that their mistakes may be generalized to all people in their respective groups. Reassure them that this is not the case and prove it by providing objective feedback (with examples) from which the employee can learn and grow.
  8. Provide opportunities to increase the risk-tolerance of diverse employees.
    The same fear that makes some diverse employees feel defensive when receiving feedback also leads them to be more reluctant to take necessary risks at work. But that old proverb “Nothing Ventured, Nothing Gained” really applies here because leaders must take risks. Help your employees practice this skill through a framework that teaches them how to analyze their fears and allows them to take calculated risks.
  9. Make sure the existing leadership in your organization also increases its risk-tolerance.
    When it comes to promoting diversity, especially in the inner circles of an organization, many majority managers become uncomfortable. They feel apprehensive when considering candidates for high-visibility positions who aren’t like them and who may work in different ways. Unless current leaders are able to shift their risk-tolerance as well, the leadership pipeline will remain scantily populated with diversity for some time to come.
  10. Be supportive when opportunities for advancement arise.
    When leadership positions become available, encourage your diverse employees to apply.