Early in my career, I felt pressure to downplay parts of my identity to fit into a space where I was one of the few women of color in leadership. There was always a sense that I had to blend in, tone down parts of myself, and be easier to “accept” in these environments.

I remember one moment in particular that completely shifted how I approached my leadership journey. I had started wearing vibrant African print skirts and dresses to work, something that felt incredibly authentic to me but also a little bold in the professional setting of a predominantly white space. 

Part of me worried about whether it was “too much” or if I would be seen as unprofessional. One day, while walking through the hallway, a gentleman stopped me and said, “I just want to thank you. I see you wearing these beautiful outfits and these African print skirts, and it gives me pride that you are an executive and dressing in your style.” 

That moment was a revelation. It wasn’t just about the clothes—it was about being authentically me, in all my cultural richness, in a space where diversity in leadership was lacking. I realized that by showing up fully as myself, I could lead more effectively as my truest authentic self unapologetically. My authenticity doesn’t take anything away from my executiveness, my leadership, my skills, and my experience.

From that day forward, I embraced my identity with even more confidence. My leadership style became a blend of who I was culturally and who I aspired to be professionally. 

Your authenticity is powerful not only for you but also for those who look up to you. Here are some strategies for blending your leadership style with your cultural identity while navigating predominantly white institutions (PWIs).

Blending Leadership Styles with Cultural Identity

Leadership is a profoundly personal journey, and for women of color in PWIs, navigating your leadership style often requires blending traditional leadership approaches with your cultural identity. Your cultural identity plays a vital role in connecting with your team, navigating challenges, and fostering inclusivity. By blending the strengths of your leadership style with your cultural perspective, you bring fresh ideas and perspectives to the table, positioning yourself as a powerful and unique leader.

Strategies for Authentic Leadership in a PWI

1. Leverage Your Cultural Identity as an Asset

One of the most powerful tools you have as a leader is your cultural identity. Your lived experiences, values, and perspectives offer invaluable insight into equity, inclusion, and justice issues—vital topics in higher education today. Instead of adapting to the dominant culture, use your identity as a source of strength. Your authentic leadership will stand out if you advocate for marginalized voices, lead diversity initiatives, or influence policy changes.

2. Be Intentional About Authenticity

Authenticity isn’t something you display occasionally—it’s a consistent practice of showing up as your true self in every leadership moment. Be intentional about embracing your cultural roots, values, and perspectives in every decision, meeting, and conversation. This might mean unapologetically incorporating your leadership style, whether through the assertiveness of a Dominant leader or the empathy of a Supportive leader. Authenticity not only empowers you but also inspires others around you to embrace their own identities.

3. Build Authentic Relationships

One of the biggest challenges women of color face in PWIs is building authentic relationships in spaces where they may feel isolated. Cultivate meaningful connections with colleagues and allies who support your growth and share your vision. Use your charisma and relationship-building skills to create partnerships that benefit you and the institution. Relationships built on mutual respect and understanding are crucial to thriving in a PWI.

4. Set Clear Boundaries

Being authentic also means setting boundaries to protect your well-being and mental health. Women of color often face microaggressions or are expected to over-perform to prove their worth. It’s important to uphold high standards while knowing when to say “no” to protect your time and energy. Establishing these boundaries enhances your leadership effectiveness and sets an important precedent for others.

5. Advocate for Yourself and Your Team

Advocacy is a powerful tool for authentic leaders. Whether you’re pushing for more inclusive hiring practices, advocating for better resources, or ensuring marginalized voices are heard, standing up for what you believe in is part of leading authentically. Use your assertiveness to navigate systemic barriers while blending empathy to build trust and collaboration within your team.

Flexibility and Adaptability: Key to Navigating a PWI

Leadership often requires a balance of adaptability and authenticity in a predominantly white institution. While staying true to your core values, you also need the flexibility to adjust your leadership style to meet the specific needs of your environment. Whether operating in a high-pressure situation or managing a complex team dynamic, blending your leadership styles can help you navigate any challenge with poise.

The Importance of Being Authentic

Through my experiences, I’ve learned that authenticity is not just a leadership tactic—it’s a leadership necessity. By embracing your whole self, including your cultural identity and leadership style, you create a leadership presence that’s both powerful and unique. Authentic leaders build trust, foster inclusivity, and inspire their teams to bring their best selves to work.

Navigating leadership styles in predominantly white institutions is challenging, but women of color have the power to lead with authenticity and purpose. By blending leadership styles with cultural identity, you can create a more inclusive, innovative, and resilient leadership model that benefits you and transforms the institution. Whether you’re a dominant, supportive, influential, or conscientious leader, embracing authenticity allows you to thrive and impact a space that may not have been built with you in mind but can indeed be reshaped by your leadership.