Miri Rodriguez

As marketers it's time we go beyond representation in creative. The next step is to ensure representation, resonance and relevance while showing up to support communities. This is how we can authentically center historically underserved communities. #InclusiveMarketing

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75% of leaders have openly admitted to hoarding talent. Embracing talent mobility is key to retaining talent; a workforce that embraces talent mobility is inherently more dynamic, agile, and resilient. Employees who have experience working across different teams are better equipped to collaborate effectively, navigate complexity, and adapt to changing business needs. This flexibility enables organizations to deploy talent where it's needed most, optimize resource allocation, and respond swiftly to emerging opportunities and challenges. #talentmobility #talentplanning #talentmanagement #leadership

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We’re more than halfway through 2024, and it’s a good time to remember that leadership — and by extension, the workplace — is changing for the better. It’s also a good time to remember that leadership skills that support DEI are more essential than ever. The ability to look into the future, be agile, and be empathetic are all key skills leaders need to keep developing. In fact, according to the Word Economic Forum's Future of Jobs 2023 report, qualities associated with emotional intelligence such as resilience and empathy are still highly revered by employees. #DEI #skillsdevelopment #leadership #emotionalintelligence

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Latinas face the steepest climb up the corporate ladder. We are the most underrepresented group at the highest levels of corporate America. Only 1% of C-suite executives are Latina. Alongside Black women, they experience the most significant “broken rung” at the critical initial step up to management. Alongside Asian women, Latinas have the lowest promotion rates of any group of women from director to VP. Latinas are less likely to have senior colleagues advocate for them and celebrate their accomplishments. Manager support is also crucial to advancement, yet Latinas are less likely to say that their managers ensure they get credit for their work and show interest in their advancement. Via: The State of Latinas in Corporate America - Lean In and McKinsey & Company’s annual Women in the Workplace study. #Inclusion #Leadership #Communications

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This week I had the pleasure of joining the Seramount Multicultural Women's Conference to speak with fellow leaders about diversity, inclusion, talent development, and our opportunities to continue making critical progress.   It was a unique moment for me, two decades after I helped support the leaders who envisioned and created the conference. I'm so encouraged by how far the work and the conversation has come, yet I am also reminded that we still have so much to do.   My fellow panelists were provocative and insightful as they reflected on the diversity & inclusion work and talent development trends. Dr. Angela Anderson when answering a question on self-care reminded the audience to never prioritize those for whom you are replaceable over those for whom you are NOT replaceable. Tiffany R. Warren reinforced the neuroscience of inclusion and the connection between the experience of being excluded and the experience of physical pain. Assil Omar talked about the importance of sponsors to learning, and to sharing the candor that helps people advance and navigate workplaces. And Olga Iris Otero- Brown reinforced the need to create space for people to be safe and heard in order for companies to innovate and deliver for customers while working through challenging times.   I took away so many insights from the experts, speakers, and attendees across the event—maybe some of these will be useful to you too, in your journeys and your work: 💡 Aspiring allies, we need to be informed before we act. 💡 As D&I professionals we must focus on the systems, strategies, and sustainability of the work in addition to the programs. 💡 One of the most important strategies for individuals seeking to continue growing and developing their careers is to ask precise questions of managers and leaders that will allow you to build a skills-and-experiences plan that helps you compete for the jobs you want now or in the future.   I also had the chance to connect with fellow Microsoft employees in Chicago who continue to inspire me and this industry forward. Feeling grateful for these connections and learnings!

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💀 The "Change or Die" Framework 💀 Change is daunting, but it's essential for organizational growth. A framework I often use comes from Alan Deutschman's book "Change or Die" Here's a breakdown of the three critical keys 🔑 :: Relate -> Repeat -> Reframe :: 🔗 Relate: Benchmark against companies that have successfully made similar changes. This system inspires motivation and hope, making it easier to believe that change is possible. 🔄 Repeat: Implement and reinforce new practices and processes consistently until they become second nature. Start with the smallest possible group/team and expand into the wider company as that group becomes a source others can 🔗Relate to. Repetition is vital for embedding new competencies. Overcoming initial resistance is challenging, but persistence leads to transformation. 🧠 Reframe: Reframing involves adopting new perspectives that support desired organizational shifts. This mental shift is crucial for sustaining long-term change and overcoming barriers. This is my go-to framework when working on a project that will only succeed if there is broad internal buy-in, and that buy-in requires change across teams to accomplish the goal. 🤝 #ChangeOrDie #Leadership #OrganizationalGrowth #Transformation #ContinuousImprovement https://a.co/d/eZoQDez

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Inclusive Leadership When I joined Dr. Cindy Pace’s class on Inclusive Leadership late last month, I thought I’d walk away with some DEI strategies. I instead gained a whole new philosophy and set of principles on inclusion. I learn so much in a diverse group of people, and my classmates and I differ from each other in age, background, life and professional experience. It was the perfect setting to talk about inclusion and belonging in the context of trust. Here’s some of my big takeaways: Diversity and inclusion goes far beyond the racial or experience-based demographics of your company. It also means having differently thinking people, and different skill sets in a room, and using that unity of knowledge to propel us forward. Those different perspectives, or consilience, is a core strength of a company. There’s countless leadership styles, but we should strive for situational leadership, which  uses an adaptive mindset to tackle leadership issues.  Inclusion can be reframed as a sense of belonging. When people feel like they’re part of an organization — that they’re heard, supported and valued — they’re going to be active participants in the organization’s success. Belonging and inclusion triggers performance metrics. Those that feel the connection to their organization are motivated at work. And inclusive workplaces find success through four things: inclusive leadership, a culture and a climate of trust, psychological safety and employee engagement.  I’ve only had a few days to begin implementing this with my own team at RippleWorx, but I’m proactively driving to see improvements in collaboration, innovation and team performance. I believe the true essence of inclusive leadership are the abilities to lead with empathy, respect, and a genuine commitment to fostering an environment where every voice is heard and valued. What small (or large) changes could you make this week to work toward inclusion and belonging? Thanks for sharing your journey with us Elizabeth Nieto and thanks for dropping in Steve Safier, PhD

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No matter your age... You must find your WHY.👇🏾👇🏾👇🏾 Check out this very special clip from my #FabulousOver40 Fireside🔥Chat with Alfred Edmond Jr., Executive Editor and SVP at Black Enterprise Magazine. During our conversation, Alfred discussed his own personal passion for physical fitness, along with BLACK ENTERPRISE's new "Health is Wealth" franchise with a mission to advance Black health, wellness, and longevity. Watch and listen as Alfred shared profound insights about the importance of finding your WHY at any age—especially when it comes to health, fitness, professional growth, and career longevity. Alfred's story also reinforces that the center of finding our "why" must be in alignment with the goals we wish to achieve. No matter how big or small. As Alfred mentioned: 👉🏾 "In my early thirties, when I got very serious about fitness, all I wanted to do was be healthy enough to play basketball in the driveway with my then infant son. Your WHY could be very little. That's all I wanted. And I was able to achieve that." Here are just a few (of many) helpful tips for discovering your WHY: 1️⃣ Reflect on What Really Matters: Take time for self-introspection and identify what is truly meaningful to you. What activities bring you joy, fulfillment, and are aligned with your passions? 2️⃣ Set Meaningful Milestones: Once you've identified your WHY, set both micro and macro goals that may align with it. Whether it's improving your health, advancing in your career, or nurturing better relationships — having clarity on those goals can keep you motivated. 3️⃣ Be Flexible and Open to Change: Understand that your WHY may evolve over time. Stay open to new experiences and opportunities that resonate with your values and aspirations as you age. Again, Alfred's wisdom reminds us that "age" should never be a barrier or a bottleneck to finding your WHY. So let's embrace these middle years and beyond with a renewed mindset for purpose, meaning, and WHY discovery — all while understanding that it is never.. Never ever... Too late to thrive. Let's go.🚀 #MondayMotivation #longevity #midlife #midcareer #HealthIsWealth #GenX #Boomers #Millennials #MidCareerMastery

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#MondayMotivation 👉🏾 A Chat with Wendy E. John of Fidelity Investments on 'Connecting the Dots' From Your Past to Your Purpose.🌟 In my latest special edition of the Mid-Career Mastery newsletter "The New 100-Year-Life: Why the Middle is Prime Time to Shine in Your Career," I outline how extended lifespans have reimagined career longevity and transformation. And also how professionals in their middle years (midlife, mid-career, etc.) can intentionally master this new "mid-stride" season to carve a meaningful path forward in their expanded career journey. Part of that transformative process involves taking inventory to reflect and connect your past experiences to your purpose and future possibilities. Especially during those moments when we're feeling stuck, stagnant, and at an inflection point. 👉🏾 Well, check out this very special clip from my previous LinkedIn LIVE conversation with Fidelity executive Wendy John, for the #FabulousOver40 FiresideChat🔥Series, and Gen X Amplified podcast🎧 — new season coming soon! During our conversation, Wendy shared how her journey of building community throughout her career ultimately shaped a path to have led the Diversity & Inclusion team at Fidelity Investments for 3 1/2 years prior to her new role. From her early years leading the Caribbean Students Association to pioneering the Black Affinity Group at Fidelity, Wendy's story reminds us how our past experiences can uniquely prepare us for the purpose-filled work we're meant to do. As Wendy said: ↪️ "Even though I was not intentionally weaving a path to D&I, it's clear to me that there were many things along the way that prepared me to do the job." Wendy's story is a perfect example of connecting magical moments of her past — to uncover patterns that reveal and reinforce her passions, superpowers, and seeds of a meaningful career path. 👉🏾 And she's continuing her journey of lifelong learning, transformation, and community building through her current participation in Harvard Business School’s Advanced Management Program (AMP), alongside 170+ peer leaders from 50 countries, across various industries. 🔗 Make sure you click below to read the article "The New 100-Year-Life: Why the Middle is Prime Time to Shine in Your Career" for more inspiration and insights on connecting the dots. https://lnkd.in/ezF_y7bd Let's go!🚀 #transformation #purpose #community #midcareer #midlife #GenX #MidCareerMastery

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Today, in partnership with LinkedIn, we released the 2024 #WorkTrendIndex, offering insights every leader and professional needs to know – and actions they can take – when it comes to AI’s implications for work. Dig in here: https://lnkd.in/gVcm_vf7

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Our team at Microsoft recently completed the Gallup Strengths Finder survey, and it's no surprise that my top attribute is Positivity 🌟. My journey from sales to public relations took nearly three years of hard work, but it's a testament to staying optimistic, even in the face of uncertainty 🚀. After a decade in sales, I knew I needed a change. Despite being skilled at sales, the unpredictable hours and income, reminiscent of my father’s career, pushed me to seek a more fulfilling path 🔄. Transitioning to PR wasn’t easy. With no formal PR experience on my resume, I faced numerous rejections 😓. I volunteered with The Salvation Army and TeenAIDS, pursued a master's degree to meet job qualifications, and was prepared to accept entry-level roles. Despite candid career conversations with multiple PR leaders and applying to several roles within Verizon, it was clear I needed to leave to gain substantial PR experience 🛤️. After grinding and applying for entry-level roles for nearly three years, my persistence paid off when someone in my network recognized my dedication and offered me a life-changing PR role—with a salary even higher than my previous job in sales 💼. For me, "NO" isn't just a setback; it’s a motivator that fuels my resilience and determination 💪. To those navigating career transitions, remember: positivity and perseverance can turn the tide. Here’s to embracing every "NO" as a step closer to a "YES"! ✨ #PublicRelations #Positivity #GallupStrengths #NetworkingSuccess

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Navigating Career Transitions: My Journey & the Purpose Futuro Las Americas Have you ever felt stuck in your career, wondering if the path you’re on is truly the one meant for you? Just the other day, I found myself reflecting on a conversation with a good friend that brought back memories of my own professional journey. When I first graduated from college, I was filled with dreams of changing the world and making a significant impact. However, as I delved deeper into the professional world, I began to feel disillusioned. Climbing the corporate ladder, I often found myself questioning the true purpose behind my efforts. Was it just about the paycheck, or was there something more that I was striving for? If you’ve ever felt this way, know that you’re not alone. I’ve been there, and it’s these very experiences that led me to create BeNeXT and its Futuro Las Americas summit. For those of you who know me, you understand my dedication to leadership programs and community development. From my time in Philadelphia to my return to my hometown to run for office and found my organization, my journey has always been about making a difference. In my 30s, the questions became louder: “Is this it? Isn’t there something more?” These questions drove me to explore new paths, leading me to where I am today. Mexico City has become a place that reignited my passion for dreaming big and believing that anything is possible. At BeNeXT Global and its Futuro Las Americas summit, we are building a community of like-minded individuals committed to generating true social impact. This isn’t about quick fixes or superficial success; it’s about genuine, lasting change. Starting today, I will be uploading a series of ten short videos, beginning with the story you’re watching now. Each video will delve deeper into my journey, the challenges I’ve faced, and the insights I’ve gained along the way. I hope these stories resonate with you and inspire you to reflect on your own path. If this speaks to you, I would love to hear your thoughts. Let’s start a conversation and explore how we can collaborate to make a real difference. #CareerChange #ProfessionalGrowth #Inspiration #Leadership #FuturoLasAmericas #SocialImpact

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Organizations are re-evaluating their DEI efforts amid increased scrutiny, aiming for more accountable and transparent practices. As Harvard Business School points out in this article, DEI leaders remain cautiously optimistic in the year ahead and recognize the need for progress over perfection. https://buff.ly/3R1OIvs #hr #DEI #bestpractices #leadership

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#Telehealth filling the critical need for pediatric #mentalhealth! 37% of U.S. high school students reported regular mental health struggles during the COVID-19 pandemic. Parents and practitioners witnessed firsthand the impact it has had on safeguarding our children's mental well-being.  A recent study by JAMA Network further amplified this sentiment. The study zeroes in on children under 19 grappling with prevalent mental health challenges like anxiety and ADHD.  However, it has also illustrated how telehealth became a lifeline for our children's mental well-being during and after the pandemic.  During the hurdles of school closures and social isolation, telehealth stands as a steadfast aid. It provides crucial mental health support, ensuring our children navigate these trying times with resilience. Even as in-person services regain traction, telehealth maintains a staggering 2,300% higher utilization rate. This sustained preference underscores its enduring significance in children's mental health care. As a parent and an advocate of accessible mental health support, we've witnessed firsthand the transformative impact of telehealth. Thus, we encourage professionals and parents to embrace telemedicine as it is essential in nurturing our children's emotional strength anytime, anywhere.

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We need Melinda's influence now more than ever. Women are at a pivot point in our society and globally. I am hopeful her 25 years of philanthropy experience will improve all women's lives. "Decades of research on economics, well-being, and governance make it clear that investing in women and girls benefits everyone. We know that economies with women’s full participation have more room to grow. That women’s political participation is associated with decreased corruption. That peace agreements are more durable when women are involved in writing them. That reducing the time women spend in poor health could add as much as $1 trillion to the global economy by 2040." #Leadership #WomensRights

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My summer reading list includes Compassionate Leadership: How to Do Hard Things in a Human Way by Rasmus Hougaard and Jacqueline Carter. I’m taking my time reading and processing the content, with this week bringing Chapter 5: Busyness Kills Your Heart. I immediately felt a connection to this chapter with “busyness” often a top response from others in a prior role. When a question was asked or a new project came up, a common response from others was to immediately share how busy they were, rather than pausing to understand the situation. This reaction made me gravitate away from those as it felt a wall was built between the potential for collaboration and growth. Reading this chapter, the authors highlight how busyness creates a sense of importance, but it doesn’t provide a clear mind or true priorities. As I’ve progressed through my career, and especially since 2020, I’ve realized that “busyness” isn’t an end goal and my time needs to be protected. It’s better for my physical and mental health to take breaks, allow for collaboration, and set priorities that are necessary and valuable. What thoughts do you have on “busyness” or if you’ve read this book, what are some of your favorite takeaways?

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🚀 Shoutout to my friend, Talila Millman, whose book 𝗧𝗥𝗜𝗨𝗠𝗣𝗛 offers leaders a seven-step framework for leading organizational change, from turnarounds to digital, strategic, Gen AI, or any other transformation. 🚀 The book is filled with real use cases and is the culmination of years of her experience leading multiple transformations, including the one that got her from middle management to the C-suite.

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Luann Abrams hear hear! I do wonder, though, if studies such as these, which demonstrate low female representation in the S&P corporate realm are really just reflective of women executives' preferences to impact differently. For example, you mention that women enable earlier exits, use invested capital more effectively. Those strike me as more startup or growth-stage aspirations. While I'm sure there are many women who want to achieve leadership roles in global corporations, perhaps there are are also many who prefer to have greater impact in smaller organizations, on their own terms.

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