The Paradox of Latino Leaders

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Are there any other career challenges for high-potential Latino leaders?

Many Latinos report that, growing up, they learned to be humble and not to tout their strengths and accomplishments in overt ways. Their families and friends told them that if they simply worked hard, others would recognize and reward their achievements. Yet this advice has not always served them well in Corporate America. Many Latinos need to learn how to network, how to mentor and be mentored, how to engage in conflict effectively, and how to speak up in an authentic way, in addition to finding effective ways to "toot their own horn."

So the challenge for many is to be true to their values and still have others appreciate their contributions. This is where networks, allies, and champions can be effective. If others speak up about my achievements, I can be recognized and compete without becoming cutthroat.

A related issue for many Latinos as they move up the corporate ladder is the challenge of keeping their links to the larger community and supporting those coming up behind them. This is not something that is encouraged or rewarded in many companies. Yet those visionary companies that are supporting this kind of networking and mentoring—for example, through Latino affinity groups—are reaping huge rewards.

If I am a manager, and I'm not Latino, what should I focus on to bring out the best in my Latino colleagues?

I would say not to assume either similarity or difference. Be genuinely curious about their particular experiences and allow for specifics to emerge in dialogue, as you also share aspects of yourself. Take the time to get to know each other and what makes the person tick. When you ask questions, do it in ways that invite them to share their experiences and perspectives from their own point of view, rather than forcing them into your own frameworks or expectations. Also, be responsible for your own learning. And be ready to have your assumptions challenged. Finally, make sure to recognize both blatant and subtle exclusion, and partner with your colleagues to address it.

How do you support Latino leaders' growth in your work?

I would say that the core is giving them permission to know and be themselves, while encouraging them to be as savvy as possible about the people around them and the demands of their environment. To maximize my contribution, I have to be able to know what that unique piece is that I can add to the puzzle that I am building with others in my organization, without confusing my individual piece with the whole puzzle.

Thank you. How can our readers reach you?

My e-mail address is bernardo@ferdmanconsulting.com, and my Web site is http://bernardoferdman.org.

Goldsmith's new book, What Got You Here Won't Get You There, was recently listed as America's best-selling business book in The Wall Street Journal. He can be reached at Marshall@MarshallGoldsmith.com, and he provides his articles and videos online at MarshallGoldsmithLibrary.com.