I spoke on the topic of “Latinos in Corporate America- Understanding The Rules: Achieving Victory”. The presentation was videotaped and after some work, we divided up the one hour presentation in small 5 to 9 minutes video clips. I will be posting these clips on my blog every week in succesive orders so if you are interested, you get to see the entire presentation or if you rather see only a portion you can go directly to that clip.

The clips will be posted in this order:
Clip 001: What is The Corporate Latina?
Clip 002: The Rules
Clip 003: Corporate Facts: Obtaining the “Right” Preparation
Clip 004: Statistics: Information on Latinos in Business
Clip 005: Statistics of Latinos in Corporate America
Clip 006: Latino Wallet Power and Corporate Business
Clip 007: Challenges of Latinos in Corporate America
Clip 008: Latina Challenges in Upper Levels
Clip 009: Executive Branding
Clip 014: Opponents and Sense of Timing

Here is the first Clip. Please let me know what you think!

Check back for more clips! Wilka

-why do we need Latinas to consider pursuing corporate executive positions,

-how can Latinas help their communities by achieving leadership positions in Corporate America and

-share some tips and strategies to succeed in reaching leadership roles in Corporate America.  

As I delivered the presentation, I could not help but look into the 100 or so women in the audience- highly motivated, intelligent and prepared women ready and willing to take over the world! And I asked myself: how can I help create more awareness of  the need for Latinas to enter the suites of Corporate America? Why would we want to do so?  So, here we go: the top 10 reasons why Latinas should consider participating in Corporate America (in reverse order):

10) We can become much needed ”role models” for the rest of our community.

9) As Latinas, we already possess unique innate leadership and managerial qualities that make it easy to assume managerial roles in large organizations- we come in with “built-in” managerial and life skills..just look at our “familias”…

8  )  We bring instant diversification to an organization on many levels- we are women and we are Latinas of diverse cultural and racial backgrounds- and this brings value to the organization.

7) We can influence corporate decision making concerning where goods and services are manufactured, bought and sold- we can and SHOULD sit at the table where decisions are made concerning job creation, loss or economic activity. In this sense, we have broader impacts than even with a well-deserved and important political position.

6) We can influence corporate philanthropy to directly benefit our communities- we can help ensure corporate philanthropic parity for our communities.

5) We bring immediate value to the organiation by helping it achieve much needed globalization.

4) We can help eradicate commonly held stereotypes and biases concerning our community with our professional example.

3) We can raise awareness of social and economic issues affecting our community.

2) We can help the organization attract, recruit, mentor and nurture other Latino employees who will later become our peers and followers.

AND THE NO.1 Reason is……

1) We represent the largest minority group with the largest purchasing power and with the largest labor muscle in the United States!

 These are only some of the reasons! I encourage you to submit your own reasons of why we need  Latinas to participate in Corporate America!  Let’s have our voices heard!

This is a common response that I get whenever I counsel corporate Latinas and other women executives about the need to have a sponsor. I, like them, was not aware of the concept of a “sponsor” in corporate America until actually quite recently when I was working at a major Fortune 100 company and someone made a reference to my “sponsor”. At that point, I knew that the colleague was referring to another high level executive that I had the fortune of developing a good relationship with and who I knew had made some phone calls on my behalf and had recommended me for some high visibility projects. I thought that was quite nice on his part and obviously I had communicated my gratitude, but it wasn’t until my colleague referred to him as my “sponsor” that I actually started to think about this issue. Of course, I had a mentor, but my mentor had never made any phone calls on my behalf ( at least not that I knew of ) or volunteered me to work on a major project. For the most part they were not in a position to do so or more likely that simply was not their role. Don’t get me wrong, I am not saying that my mentor was not hugely important- she was- but the sponsor was different.

Going back to mentors, we can all agree that in corporate America, one of the keys to success is having a mentor that can guide you to avoid the landmines inherent in any large organization. However, in 20 years of professional corporate experience, I can count the times that I have heard a Latina or any other woman of color mention the word “sponsor” to me. I have to confess that the colleague I refer to above that mentioned the “sponsor” word to me was a white male!  So we can also establish that very seldom do we even hear that word and even less do we ever get any advice on how to obtain one. Yet, we know that the number one reason why Latinas and other women of color ”bleed out” of corporate America is due to lack of mentoring. Thus, the question today is what is a sponsor, why do we need it and what is the difference between a sponsor and a mentor in corporate America.

While the problem with attrition of women of color, and particularly Latinas, in corporations is quite complex, one answer may be this: Latinas and other women of color do not generally know that, in corporate America, you need to go one step extra. You need more than a mentor, you also need a SPONSOR. The two are not the same. Finding a mentor is great and you should definitely take advantage of a mentoring program if your company offers it, but getting a “sponsor” is more important to really advance.

What is the difference? A mentor is someone who has experience with the company and can give you career strategies and day-to-day advice . This is someone that hopefully you can trust in asking questions, sharing information and guidance, learning inside “scoop” and learn how to avoid political missteps Sponsors, on the other hand, do what the word says, they “sponsor” their proteges. This means that the sponsor will likely put in a good word for the protege when an opportunity arises that you may not know, they inform others about you and they “sell” your abilities to others in the organization.

While mentors are normally experienced with the company and may or may not be visible, the sponsor is almost always highly visible and influential in the company.  In other words, a mentor answers your questions on how to navigate the corporate landscape, the sponsor get you there. A mentor  may spend a lot of time with you educating you about the political issues in your organization, a sponsor only knows of your accomplishments and will ” sell” you to others that do not know you. Or better said, your mentor will know your innermost doubts and issues, your sponsor only knows how perfect you are! A sponsor also adds legitimacy to you as he or she puts her reputation to work for you. You normally do not spend a lot of time with a sponsor, it is not needed. You only need to make sure that your sponsor knows what you are accomplishing and that he or she feels comfortable and secure in “vouching” for you. So, now you are probably saying “ Okay- I get it- but how do I get a sponsor?”.

My advice to you is to identify a person within your organization that is respected and influential. Respected is more important that influential.  Then find key opportunities to introduce yourself, get to know the potential sponsor informally and share strategic information about your accomplishments, education and goals within the company. You have to start feeling comfortable reaching across generational, gender and racial boundaries to start developing “relationships” with people that may not look like you or share anything in common on race or ethnicity. Women of color tend to stay within their “circles” when it comes to building relationships and that is fine for most purposes but in the case of your career advancement, you must learn to create “relationships’ and be comfortable with people outside of your circles.

Another way to identify and connect with a sponsor is to volunteer on projects that you know the potential sponsor is leading or is investing in. This is a subtle way to gain some visibility with that potential sponsor. Do a good job, make that person look good and you will eventually get the attention of that potential sponsor. And last, once you have built a relationship or at least you feel you are on that potential sponsor’s radar screen- do not ever let them know that you consider then a “sponsor”. People do not necessarily want to know that you had ulterior motives for building the relationship and they might take offense. Sponsorship will naturally occur provided you have built a nice relationship of respect, professionalism and you have demonstrated you can perform.

So, take that extra step and find yourself a SPONSOR!  I look forward to hearing your comments and stories about this topic!

Hasta la proxima, The Corporate Latina!

I am a Latina whose passion is to help other Latinas and women of color unlock the door to the corporate suite.  I want to share my knowledge and experience with you, the ”ins and outs” of corporate America, how to navigate the corporate landscape successfully and to understand that in corporate America good is never enough and that it takes much more to succeed in climbing the corporate ladder than being a good worker. Please visit my official website where you can find more information on my speaking and coaching career.

I have 20 years as a corporate executive at senior levels in several Fortune 100 c0mpanies. I have also been an entrepreneur. I can confidently say that both career paths are quite challenging in their respective ways- however, I have a special place in my heart and mind for my fellow Latinas and women of color who choose the executive path.  It is an entirely rewarding career path, heck- I did it for 20 years!  But, the landscape is difficult, fraught with challenges, and mysterious to most of us. Combine that with the fact that demographically, Latinas in upper executive roles are almost non-existing. In fact, women as a whole comprise about 3% of corporate America’s CEOs according to research.  We have a long way to go, baby! I am confident that despite the staggering statistics and the derth of role models in executive roles,  Latinas and other minority women will succeed in assuming key executive roles. What we need are resources that we can tap to in times of need and confusion, a person to talk to when we have a question, a book to read on a subject of career interest, access to other mentors and role models and a community where we can go and share our thoughts and concerns.

I will be posting blogs sharing my thoughts on these and other topics, however, I believe that it would be helpful if I provide answers to specific questions submitted by you the reader. My idea is to post my answer via a video link and that way you can see my response and be able to forward it to others who might benefit. You can also comment on my responses and agree or disagree.

If you want to submit a career question or need advice on how to deal with a particular work challenge, submit your question to my inbox at wilka@wilkatoppins.com. I will review your question and post a VIDEO answer.

Per the plan- here is my first video response to a reader question- Marisol from Houston aked how to handle an upcoming performance review. Listen in!Performance Reviews