Building Resilience

She kept going, and so she thrived.

This month the Wall Street Journal issued the 2017 edition of the Women in the Workplace report, based on research conducted by LeanIn.Org and McKinsey & Co. One of the key findings is that men and women view gender equality initiatives differently—most women view it as a work in progress, while a large proportion of men view it as mission accomplished. This could be a critical factor in the effectiveness of equality initiatives. The report also found that women occupy roughly a fifth of the top roles in companies. Women of color occupy less than 4 percent.

Fortune Magazine also published the 20th edition of the 50 Most Powerful Women in Business this month. India-born Indra Nooyi, PepsiCo’s CEO and the “Queen of Pop,” graced the cover. The issue celebrated the many accomplishments of these women, but also highlighted the challenges women continue to face. Challenges specific to women of color were described as the “black ceiling.”

These reports remind us that there is still much work to do. They inspire me to continue to share lessons and tools to enable high-achieving immigrant women to lead in the workplace, excel as entrepreneurs, and make their passions their life’s work.

Resilience Defined

Resilience is central to leadership. It is often defined as mental toughness, elasticity, and the ability to recover quickly from setbacks—being able to bounce back to normal or emerge stronger after a setback.

I define resilience as the ability to keep going and thriving under all circumstances.

Three Resilience Strategies

Below are three strategies to help you build your resilience toolkit.

  • Stay the Course. Resilience is as important in the small things as it is in big events. Its value is most apparent in instances when things go woefully wrong—a job loss, an unsuccessful job interview, not getting that promotion, or not achieving the desired result on a big project. Resilience is about not being derailed by setbacks, rejection, challenges, or disappointments. Building your resilience toolkit over time and in relation to small challenges enables you to better handle the big ones. Author and motivational speaker Simon Sinek says, “One of the best paradoxes of leadership is a leader’s need to be both stubborn and open-minded. A leader must insist on sticking to the vision and stay on course to the destination. But he must be open-minded during the process.” Keep going, and trust yourself to know when and how to integrate feedback and change course if need be.
  • Keep Things in Perspective. It is helpful to view challenges from different angles. When things go wrong, we have a tendency to view things from the worst perspective. Don’t be too hard on yourself, and do not dwell on the negative aspects.

One way to do this is to consider how you would advise a friend going through the same situation. Find the optimistic angle, one little shift at a time. If you have a difficult time viewing things from an optimistic perspective, seek out the input of a trusted advisor, mentor, or friend.

  • Unpack the Lessons. The Hogan Leadership Scales explore the dark side of leadership. When faced with high-pressure situations, leaders’ strengths can become success derailers. Leaders go over to the dark side, so to speak. Drive becomes ruthless ambition, and attention to detail becomes micromanaging.

    As it relates to resilience, some of us have the tendency to move on too quickly when there’s a problem. Moving on too quickly is at the opposite of dwelling on and evaluating the worst-case scenario. The risk in moving on too quickly is that we could miss out on the lessons those challenges present. (I love this one because it came up when I took the Hogan test.)

Regardless of where you are on the resilience scale and your overall tendencies, take the time to find those hidden lessons. Some lessons will become apparent over time, but thoughtfully considering the lessons when faced with the setback will help uncover nuggets while the facts are vivid.

How exactly do you keep going and thrive? Maya Angelou said, “Nothing can dim the light that shines from within.” You keep that light on, and you do not allow anyone or anything to dim the light. That’s resilience.



Choosing Mentors For An Inspired Career Journey ~via Forbes


A turning point in my career was when I faced an opportunity to take on larger responsibilities but feared that I was not ready. One of my longtime mentors, who had observed my career for a number of years, told me he knew I was ready for it and that I would, in fact, excel in the role. He offered the following advice: “What you don’t know, you will figure out.” While to some this may seem like common sense, it led to one of the most significant mindset shifts in my career.

Each of us is ultimately accountable for our careers, but we do not go it alone. Mentors have been most important at decision points in my career. They served as sounding boards and provided insights based on their own experiences. In some instances, they helped reduce the learning curve or provided a new lens through which to view specific questions.

I use the term mentors broadly to include the entire spectrum of relationships with experienced individuals who help support and guide your career journey. These include brief coaching sessions, ongoing networking relationships, regular interactions, and sponsors who advocate for your career advancement.

The Challenge for Women Leaders

According to a Wall Street Journal Women in the Workplace report, women still face significant challenges in the workplace in terms of balancing priorities outside of work, access to opportunities and promotions, and inequality in pay. For women of color, the journey to executive-level positions was described as breaking through not a glass ceiling, but a concrete one.

A recent Atlantic Monthly article titled When Potential Mentors are Mostly White and Mostly Male described how unconscious bias influences leaders’ selection of protégés. It explored how psychological factors often lead people to gravitate toward those who are most like them.

Given these challenges, the question is how high-achieving women can approach this critical career advancement tool. Here are five components of my approach to mentoring throughout my career.

Own the journey.

Take ownership of who you want to be and for the development of your narrative. This cannot be outsourced. While mentors can contribute to this process, you have to own it. This doesn’t mean you must have each step in your career path fully mapped out, but you need to spend time understanding what your key strengths and interests are.

Think expansively about sources.

Approach the mentoring process like an adventurer. Seek out the various pieces that will continually contribute to, nurture, and grow the core commitment to who you want to be. Principal sources include formal mentoring programs, managers, current and former colleagues, informal networking initiatives (including peer-to-peer networking), employee networks, and conferences. Beyond these in-person connections, steep yourself in a wealth of leadership resources such as books and magazines to support your leadership journey.

Determine others’ willingness and ability to mentor.

Your goal is to find people with skills you’d like to acquire or experts in areas in which you would like to expand your knowledge. Not every senior leader is inclined to mentoring or would be a mentoring fit. Reach out anyway. Most senior leaders also have a lot on their plates, but once you confirm that there is mutual interest in establishing a relationship, identify what communication style and frequency works for them and follow through. Use scheduled time wisely to address specific questions or goals.

Be flexible on duration.

There will be mentors for the various seasons in your career, and not every mentoring relationship needs to be long term. Some of my most powerful mentoring encounters were with guest speakers at company events. Two prominent examples are Marshall Goldsmith, world-renowned leadership coach and bestselling author of Triggers, and Robert S. Kaplan, Harvard Business School professor and bestselling author of What You are Really Meant to Do: A Roadmap for Reaching Your Unique Potential. Both brief coaching sessions occurred during conversations with the authors after their presentations. I asked a question, and they provided remarkable insights. Not every mentoring relationship will lead to sponsorship or advocacy. Mentoring is about building relationships. Advocacy is often the fruit of such relationships.

Seek diversity.

Senior women leaders help reflect for other women what is possible, and, in many instances, significantly expand women’s visions for themselves. This critical role of women uplifting other women cannot be overstated. However, in much the same way men can fall into the trap of selecting mentees who are like them, women can fall prey to seeking out mentors who are similar to them in terms of culture, states in life, and other factors. Aim for diversity in your mentors and sponsors. Some describe this as a board of directors — a set of individuals, each of whom plays a different role. Think of them as a variety of resources you can tap into. In doing so, you gain complementary perspectives and skill sets and enrich your journey.

Fulfilling and inspiring careers often involve three elements: curiosity and commitment to ongoing development, putting forward your best efforts, and embracing the journey wholeheartedly. Seek, strive, and put your heart into it. Along the way, you will find the right people and resources to support the journey.


Chinwe Esimai is Managing Director and Chief Anti-Bribery Officer at Citigroup, where she overseas the firm’s global anti-bribery program. She was born in Nigeria and is passionate about inspiring immigrant women leaders. She shares leadership insights for immigrant women at

Originally posted at Forbes

About that Immigrant Genius Thing …

Ever wondered what it takes to be a genius?

According to a Wall Street Journal article by Eric Weiner, author of The Geography of Genius: A Search for the World’s Most Creative Places, From Ancient Athens to Silicon Valley, “Having your world turned upside down sparks creative thinking.”

In the article, titled “The Secret of Immigrant Genius,” Weiner seeks to go beyond conventional explanations of immigrant success – immigrants work hard and are bolstered by supportive family and therefore succeed.

Surpassing the Merely Talented

Weiner notes instead that immigrants surpass the merely talented in large part due to their “oblique perspective … uprooted from the familiar, they see the world at an angle.” Immigrants also possess “openness to experience,” observing that such openness often sparks ingenuity in entire societies where cultural influxes occur. He notes that not all cultural collisions end well and not all “immigrants become geniuses.”

Fundamental Mindset Shifts

Setting aside the image of immigrants possessing “oblique perspective” or viewing the world “upside down,” Weiner makes some sound points. Viewing things from a fresh perspective and certain forms of disruptions in life, such as the migration experience, do spark creativity because they lead to fundamental shifts in mindsets.

Unlocking Your Genius

One definition of genius describes it as “exceptional intellectual or creative power or other natural ability.”

Perhaps not everyone wants to acknowledge their genius, but everyone is indeed a genius.

If you still believe genius is reserved for artists, musicians, and scientists locked up in labs, consider this. The June 2017 issue of Fast Company magazine features 100 Most Creative People in Business. The ideas for which these creatives are celebrated include nourishing the spirit, turning buildings into giant batteries, reshaping fitness wear, facilitating payments across borders, sharpening tools for precision medicine, piloting a travel site that goes the distance, letting clothes speak for themselves, reading teenagers’ minds, teaching coal miners to code, and concocting a better bleach – to mention a few.

Everything around us is fertile ground to make an impact and bring forth our genius.

The question for us is how to recognize, realize, and bring forth that genius into the world.

I believe the how of unlocking our genius involves three core commitments:

(1) Creativity Commitment: Embrace the idea of unique, creative expression, and put your own mark on this world.

(2) Immigrace Commitment: Embrace the aspects of you that make you unique. These are often the very things you seek to downplay in that effort to blend in. Those unique aspects help you view the world around you from a different perspective, form your unrepeatable story, and likely hold the key to unlocking your genius.

(3) Passion Commitment: Harness a specific skill, passion, or purpose, and stick with it until you make your mark on the world. And do that over and over, with as many subjects as you care about.

Think about the exceptionally creative immigrant women you know. What attribute or practice sets them apart from the pack?

What one action will you take to harness your genius this year?

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