How to Break Through Your Glass Ceilings
As Untapped Leaders, we are all too familiar with glass ceilings. We recognize them in the overlooked promotions. The leadership positions that feel out of reach or unavailable to us. And even in the compensation we receive (or don’t) for our work.
These external glass ceilings are real. We don’t need data to support that claim, though there is an abundance of research that does.
And because we understand these external glass ceilings, many of us spend our careers working towards shattering them. We push back, speak up, and use our power and zones of Untapped Capacity to break through them.
But there are other glass ceilings we do not identify with so plainly — internal glass ceilings.
Our internal glass ceilings might look like beliefs about what we can or should achieve, working harder, learning or adapting to white/male norms, or minimizing part of ourselves, like our accent or appearance. It even shows up in the language we use in self-talk and thoughts about our self-worth.
How to Break Through Internal Glass Ceilings
Breaking through these internal glass ceilings takes a different kind of approach. In our workshop on Breaking Through Your Own Glass Ceilings, Linda González shared insight from her book, Breaking Through Your Own Glass Ceiling, on how we can begin to push back on these internal beliefs holding us back.
Rest. One of the most challenging internal obstacles leaders of color face is our relationship with rest. Rest, in our society, isn’t valued or considered productive. As a result, we resist it. But the reality is, “rest is resistance”, and we must make time and space for it. When you notice you’re avoiding rest or thinking about rest as a reward, push back.
Set boundaries. The idea that we must work harder as people and leaders of color is embedded deep within our communities. And that belief can show up as a lack of boundaries between our personal and professional lives. Think about ways you can start setting simple boundaries. It can look like not responding to emails after business hours or not using your personal phone for work.
Prioritize your health. So often, leaders of color are used to being resilient. We push through, not because we want to, but because we’ve had to. But resilience can also show up as ignoring our physical, mental, and emotional health. Shift away from typical notions of resiliency. Make your health and well-being a priority, and take warning signs seriously.
Avoid comparison. Another internal obstacle that comes up often for Untapped Leaders is comparison. We tend to compare our accomplishments, ability, and accessibility to people with more privilege. These comparisons tend to fuel even deeper, more detrimental internal beliefs. When you find yourself in the comparison cycle, take a pause. Remember you’re on your own path, with your own unique strengths and abilities.
Negotiate. One of the biggest limiting beliefs leaders of color face is around what they can earn. Where the external glass ceilings have made it difficult to see what’s possible, as Untapped Leaders, we still have to push against it. When presented with an opportunity or salary, don’t settle for simply what’s offered. Get into the habit of negotiating for what you want and deserve.
Breaking glass ceilings is hard work. But when we can start to address those internal obstacles and begin to break through our internal glass ceilings, we can start to see those effects and impacts in our external experiences as well.