Nellie Borrero

Learn from Ms. Valerie!

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The BOLD Mastermind, an intimate space for Black Women Executives to brainstorm and serve as thought partners to one another, is well underway. We recently completed the first quarter of the 12-month experience, culminating with a phenomenal speaker, Ariel Belgrave Harris, CEO of Gym Hooky, who shared her unique perspective on wellness in her presentation, "Pause on Purpose."  Did you know there are five different kinds of rest? No spoilers here, but if you haven't heard Ariel's keynote, you should. Her topic aligns nicely with my thoughts on the emotional and mental toll leading through change can take on a leader. As we lead, we aren't just responsible for our own feelings; we must also be aware of and support the feelings of those we lead. When considering the impact of organizational change, our first thoughts go to those directly affected, as it can be life changing. However, there is another side to the story. The leaders who execute the process and deliver the message are also affected. I've never met a leader who wasn't torn apart by having to deliver news about changes in someone's employment status. It takes a lot out of you. Then there are the people left behind, who may experience feelings of survivor guilt, loss of a co-worker, and questions about changing roles. The leader must navigate their own emotions while simultaneously supporting their team through the transition. It’s a topic worth discussing. I'm hosting a ROUNDTABLE EXPERIENCE FOR BLACK WOMEN EXECUTIVES who have had this experience, are preparing for organizational change, or find themselves currently in the midst of an organizational change. We won't discuss the specifics of the change but will talk about ways to lead through it. Part one of the Roundtable will focus on strategies and tips for effectively leading teams through change. In Part two, we'll discuss resilience and well-being with a panel of three Black women executives in senior-level roles as they share tips for leading through change without sacrificing your well-being. Stay tuned for more details about the takeaways and information about our panelists. In the meantime, don't wait – reserve your seat now. It's going to be an incredible experience! USE THE LINK IN THE COMMENT SECTION BELOW TO REGISTER AND LEARN MORE.  

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Do you know amazing black leaders who are building strong companies? The Advancing Black Leadership and Entrepreneurship (ABLE) Accelerator is now accepting applications. I've had the honor of serving as a mentor to some of the past cohort and highly recommend this program as a way to refine your skills as an entrepreneur, connect to investors, and meet advisors and mentors who can help you scale your business. African Diaspora Network Link to apply in the comments. #blackleadership #blackentrepreneurship #africandiaspora

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#TheMorningInclusive: Celebrating AAPI Month and Breaking Stereotypes As we embrace AAPI (Asian American and Pacific Islander) Month, we must reflect on the rich tapestry of cultures, histories, and contributions that make up the AAPI community. However, amidst the celebration, we must also confront the harmful stereotype of the “Model Minority.”   The “Model Minority” Myth: The “Model Minority” myth portrays people of Asian descent as uniformly successful, hardworking, and academically accomplished. While it may seem like a compliment, this stereotype oversimplifies the diverse experiences within the AAPI community. It erases struggles, perpetuates harmful expectations, and ignores different individuals' unique challenges.   Challenging Stereotypes: Let’s break free from these limiting narratives! By acknowledging the complexities of AAPI lives, we can challenge stereotypes and create a more inclusive society. Here’s how: Amplify Diverse Voices: Highlight the stories of AAPI individuals who defy stereotypes. They share not only their achievements but also their vulnerabilities, resilience, and multifaceted identities. Educate Ourselves: Learn about the rich histories and cultural nuances of AAPI communities. Understand that success stories don’t represent everyone’s reality. Advocate for Equity: Advocate for policies that address systemic inequalities faced by AAPI individuals. Not all AAPI experiences align with the “Model Minority” myth.   Creating a Culture of Belonging: Let’s foster a culture where everyone feels seen, valued, and heard: Celebrate Intersectionality: AAPI identities intersect with race, ethnicity, gender, sexuality, and more. Acknowledge these intersections and honor the diversity within the community. Listen Actively: Engage in conversations with empathy. Understand that stereotypes harm mental health, self-esteem, and well-being. Challenge Bias: When you encounter stereotypes, speak up. Correct misconceptions and promote understanding. Support AAPI-Owned Businesses: Economic empowerment is vital. Seek out and support AAPI entrepreneurs and creators. Let’s celebrate the vibrancy of AAPI cultures while dismantling harmful stereotypes. Together, we can create a world where everyone knows they belong—regardless of labels or expectations. #AAPIHeritageMonth #InclusionMatters #BreakStereotypes #Belonging #Inclusion #Diversity #Equity #Accessibility

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Ensuring your organization has a strong pipeline of talent tomorrow means you need to invest in people today. This CUSTOM CREATED experience is one-of-a-kind. It layers 1:1 executive coaching, group coaching and interactive group learning sessions. This approach ensures that insights are not only gained, but incorporated into real-life practices and habits. Please listen to this quick interview to understand more about this very unique opportunity that is kicking off soon!

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A thriving organization is one that puts its workforce at the center and sees their people as innovation allies to drive digital transformation. While emerging tech and organizational disruptions certainly present their own set of challenges, I am excited about the opportunities they present to reimagine work, the workplace, and the worker in a way that prioritizes adaptability, flexibility, and a deep understanding of team needs. #McKinseyInsights #FutureOfWork #Innovation

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“Can we be agile? Can we innovate? Can we grow?” bit.ly/444aGmT Frans Johansson joined our Black Leaders Symposium to discuss how diversity drives innovation and how employers can support Black talent and businesses. #diversity #culture #innovation #leadership

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I'm starting a new journey and in line with my commitment to share information with those who desire to receive it I will try to make regular status updates here on that journey. As a proud member of the latest cohort of the Black Boardroom Initiative, I am both honored and driven to contribute to meaningful change in our corporate landscapes. The journey toward equitable representation in the boardroom, especially for Black directors, is a path marked by both progress and persistent challenges. Recent years have shown a heartening increase in Black representation in Fortune 500 boardrooms, with a rise from 8.2% to 9.6% in board seats held by Black directors since 2020. This increase, catalyzed by a national reckoning on racial inequality, underscores the critical need for diversity at the highest levels of corporate governance. It's encouraging to see that 85% of the S&P 500 now includes Black directors, up from 60% in 2016. However, the total of 14 Black American board chairs and lead directors reveals there is much work to be done. Despite these advances, traditional recruitment methods continue to be a barrier. Often reliant on insular networks, these practices maintain the status quo rather than foster diversity. To break this cycle, we must expand our search beyond familiar circles, embracing talent from varied backgrounds, much like integrating players from diverse backgrounds strengthened Major League Baseball or the National Basketball Association. The phenomenon of "recycling" Black board members, where individuals serve on multiple boards, while beneficial in some respects, also highlights the limited pool of candidates being considered for these roles. It's vital to broaden our horizons and include more Black professionals in these crucial roles without overburdening the few. As we move forward, it is not enough to merely place Black directors in the boardroom; we must also support them through robust training and development programs. This ensures they are not only filling seats but are equipped to thrive and lead. Leadership roles, which are less frequently held by Black directors despite comparable qualifications, are particularly crucial in shaping the future of corporate governance. Organizations like the Black Boardroom Initiative https://lnkd.in/eFPVgWCm are pivotal in this transformation, striving to increase the presence and impact of Black executives on corporate boards through enhanced access and opportunities. The path to a truly diverse and inclusive boardroom is complex but achievable. It requires a concerted effort to dismantle old barriers and build new bridges. I am committed to this cause, knowing that our collective efforts will lead to richer discussions, more innovative solutions, and a corporate governance structure that truly reflects the diversity of our society. #DiversityAndInclusion #CorporateGovernance #BlackBoardroomInitiative #Leadership #BBI #Deloitte #PerkinsCoie

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Now is when commitment matters most. bit.ly/444aGmT From our 2024 Black Leaders Symposium, Chris Williams shares why it’s critical that organizations lean into diversity, equity and inclusion programs, now more than ever. #diversity #leadership #culture #business

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As organizations strive towards diversity and inclusion, it's important to acknowledge the unique challenges faced by Black women in the workplace. The intersectionality of race and gender creates a complex dynamic that must be addressed. The reality is that there are very few Black women in executive positions or positions of power, and this is not a coincidence. While the concept of the glass ceiling is well-known, for Black women it can feel more like concrete. The inability to ascend into certain positions within Corporate is a harsh reality that must be acknowledged and addressed. It's time for organizations to actively work towards breaking down these barriers and creating equal opportunities for all employees, regardless of their race or gender. Allies: "What specific actions can you take within your own roles to support Black women in your organization to reach their leadership potential?" Women of Colour: "What specific support do you need from your organization to help you thrive and advance in your career?" #allyship #womenofcolor #dei #diversityequityinclusion #womenempowerment #glasscliff

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It takes all of us to confront the challenges of today. bit.ly/444aGmT From our Black Leaders Symposium, Michele Meyer-Shipp spoke to the value of diversity and why organizations should invest in Black talent and businesses. #talent #leadership #diversity #culture

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The Untold Pressure: Black Professionals in a White-Dominated Workplace Discover the untold pressure that black professionals face in white-dominated work environments. Gain insights into the challenges they encounter and the need for organizations to understand and address these issues. #BlackProfessionals #WorkplaceDiversity #InclusionMatters #EquityAtWork #CorporateCulture #MinoritizedVoices #RacialEquality #WorkplaceChallenges #DiversityandInclusion #EmployeeAdvocacy

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Participate in our survey for CHRO or Chief People Officers to better understand the challenges and opportunities for HR, people strategy, and C-suite and Board engagement, along with AI’s potential impact on your organization. #HumanResources #leadership #CHRO #ArtificialIntelligence

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🌟My Conversation with Black Enterprise on the Common #MidCareer "Malaise" Experienced By High Achievers.🌟 In recognition of #WorldMentalHealthDay, I want to highlight a common, yet overlooked mental health phenomenon that affects many successful professionals in their middle years... And that is the mid-career/midlife malaise. Recently, I appeared on the Black Enterprise streaming show "Beyond the Hype", hosted by SVP/Executive Editor, Alfred Edmond Jr. for an episode titled "Maximizing Career Success After Age 40." During that conversation, we discussed why many people go through a period of distress, dissatisfaction, and professional discontent —particularly in their 40s and 50s... When by all external measures, it would seem they should be at their happiest (peak earning years, positions of leadership, etc.) Check out this clip as Alfred candidly talks about his own professional malaise and happiness slump during his mid-40s, when he felt that his career was in "cruise control" and had hit its ceiling. Even when he reached a pinnacle of leadership and success. As Alfred mentions... "I just totally get the whole malaise. And I'm driving this point home because... People would think that the malaise happens for the people who feel like they haven't been successful in their career. But the malaise happens when you've been as successful as you could possibly have imagined. And then you're sitting there like... But what now?" Also note for underrepresented communities — the mid-career malaise may be amplified due to external biases from intersectionality and dimensions of diversity (age, gender, ethnicity). Below are some highlights from this conversation: 🎯 Why based on extensive research and data (U-Curve of Happiness) this is a universal phenomenon, and why we may be biologically wired to go through this "middlescence" life stage. 🎯 Why PURPOSE and MEANING has taken center stage and become more of a priority at this point of your life and career. 🎯 Why reframing your MINDSET is critical to minimize the misery during your middle years. This includes, but not limited to normalizing the malaise (it's not just you), having a growth mindset, and reframing this as a magical moment of mastery with renewed resilience. This week, I am looking forward to discussing this and more at the Black Enterprise #BMXCEL Summit, as I will be moderating the session "How to Game Plan Your Career After 50" — which will be hosted by AARP. So enjoy the clip, and always remember... As we are now living longer, there is so much runway left to thrive and make a meaningful impact on the world. And that mid-career and midlife is actually #midstride.    You're not stuck. You're just getting started. Let's go. 🚀 #careers #mentalhealth #40plus #diversity #midlife #midcareer #midcareermastery #agediversity #ageinclusion 

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Day 4 of our 5-Day DEI/A/B Challenge was FULL. Thank you to everyone who joined us today as we explored the roadblocks of implementing a successful DEI/A/B journey. We no longer see DEI/A/B as a program or initiative but as a journey that requires new strategies and tools to help you complete the journey. Today we introduced our Stage Zero Online Training platform as one strategy and tool to help you on your DEI/A/B journey. We call this "the work that makes the work work". If you want to learn more check out some of our training in the links below. https://lnkd.in/gq-_Xede https://lnkd.in/gQtxRvQq Join us tomorrow as we wrap up our 5-Day DEI/A/B Challenge To Reimagine. Register below if you haven't already to get in on our Challenge only discounts. See you tomorrow at 12:00PM CST. https://lnkd.in/gHihdw8W #DiversityandInclusion #DEILeadership #EquityinAction #InclusiveWorkplace #CulturalCompetence #SocialJustice #InclusionMatters #EqualityNow #DEIConsulting #DiverseTalent #BelongingAtWork #Intersectionality #DiversityTraining #Equityforall #InclusiveLeadership #DEIAdvocacy #RepresentationMatters #InclusiveCulture #BiasAwareness #DEIStrategy

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Welcome to “BWUnfilitered,” where we explore the cultural nuances of our workplaces and communities. This week, we’re exploring a crucial and often overlooked aspect of leadership: the unique challenges and strategies of Black women in leadership roles at the intersection of race and gender. Intersectionality isn’t just a buzzword—it’s a critical lens through which we can view Black women's hurdles in their journey to the top. These challenges are multifaceted, stemming from a complex interplay between racial and gender biases that often render these capable leaders invisible in the dominant discourse. Today, we’ll uncover the realities of these invisible barriers through the stories of trailblazing Black women who are reshaping the leadership landscapes in tech, healthcare, and academia. We’ll learn from their experiences and discuss actionable strategies that have helped them navigate and transform predominantly white, patriarchal work environments. Join us as we delve into real-life examples, discuss robust strategies for success, and answer your questions on supporting and empowering more Black women to achieve and excel in leadership positions. Whether you’re an aspiring leader or an ally in the cause, this episode is packed with insights and inspiration to help forge a path toward a more inclusive and equitable leadership future. Stay tuned, and let’s get started on this enlightening journey together!

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“It will take 210 years at the current pace for Black Communities to reach economic parity.” Shifting from Incrementalism to Transformative Impact. Final keynote by Adair Mosley at African American Leadership Forum We currently live in a paradox of the best of times and worst of times. Progress is not linear. But on the other side of the struggle is liberation. We design the future we want to live in. Engage for Good #EFG2024

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As the CEO of #WeAllGrow Latina, I advocate weekly on behalf of Latina entrepreneurs, urging global brands to invest equitable budgets into our community. Yet too often, we find ourselves relegated to "multicultural" boxes - code for scrappy, insufficient funding. The harsh reality is this: Black and Brown founders remain the most founded yet least funded. Despite demonstrating remarkable innovation and resilience, systemic barriers continue to limit access to capital for underrepresented entrepreneurs. That's why I'm deeply grateful for partners like Capital One, who not only understand the value of investing in Latina-owned businesses but are taking actionable steps to bridge the gap. Our #AmigasInBusiness grant program for Latina entrepreneurs sets a powerful example for corporate allies. Organizations that invest in communities of color will always come out on top - because they grasp what truly moves the needle towards equity. Maureen Jules-Perez, your tireless efforts in this space are creating ripples of impact that uplift the collective. Thank you for your unwavering dedication. I also want to give a shoutout to AFROTECH, another organization that consistently walks the walk when it comes to empowering black and brown innovators. Y'all are trailblazers and an inspiration. #WeAllGrow https://lnkd.in/ef3ZYq_T

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Now is when commitment matters most. bit.ly/444aGmT From our 2024 Black Leaders Symposium, Chris Williams shares why it’s critical that organizations lean into diversity, equity and inclusion programs, now more than ever. #diversity #leadership #culture #business

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