Is "Always Being On" Killing Your Career? Black Women and the Indispensability Trap

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I loved my recent interview with Courtney Robinson for the This Woman Can podcast, but one aspect of her story particularly resonated with me, and that's the idea of shattering the myth of indispensability.?

It's no surprise, that Black women in leadership positions are often the engines that keep their teams running, I see it constantly in my clients.

Take Angela (name changed), for example. A talented marketing director, Angela had built a reputation for flawless campaign execution. She was the go-to person for everything, from crafting compelling ad copy to managing intricate budgets. However, this dedication came at a cost. Angela rarely took vacations, worked long hours, and constantly felt the weight of expectation on her shoulders. This "always on" state started impacting her creativity and her health. The constant pressure to be irreplaceable left little room for learning new strategies or exploring innovative marketing approaches.

This scenario exemplifies how the myth of indispensability – the belief that you're the only one who can do the job – can hinder the professional growth of mid-career Black women unbeknownst to them.

Allow me to delve deeper into its effects:

• Stagnant Skill Development: Constantly handling every task personally restricts opportunities to develop new skills and broaden one's leadership repertoire. Another client, (let's call her Jasmine), was a rising star in the finance department. Her meticulous attention to detail made her the undisputed spreadsheet queen. However, her colleagues rarely saw her participate in strategic planning sessions or delve into the broader financial picture. Jasmine's fear of being seen as replaceable if she couldn't handle every minute detail kept her from developing the broader financial acumen needed for senior leadership roles.
• Stifled Innovation: The pressure to maintain the status quo – "because I'm the only one who can do it this way" – stifles creativity and innovation. Beatrice, was a project manager known for her efficiency. While her team consistently delivered projects on time and within budget, their solutions lacked originality. Beatrice's micromanagement and reluctance to delegate had stifled the team's creative spark and their ability to propose alternative approaches.
• Limited Network Growth: Neglecting personal relationships in favor of work also hinders professional network development. Black women already face challenges in building strong professional networks due to racial, gender and (when you become a woman of a certain age!) age biases. Through our sessions, Brenda, a talented IT manager, revealed that she consistently put work first and rarely attended industry events or fostered connections with colleagues outside her immediate team. We discussed how her limiting her exposure to mentors and potential collaborators was impeding her access to valuable career guidance and new opportunities.

So what to do?

Breaking free from the mindset that you need to be "all things to all men" requires a conscious shift in mindset:

• Redefining Success: Success is not about constant busyness and self-sacrifice. It's about setting healthy boundaries, achieving goals aligned with one's passion, and prioritizing well-being. By taking a well-deserved vacation, Angela from my first example returned with a renewed perspective, reignited creativity, and a newfound appreciation for self-care.
• Empowering Teams: Delegation isn't a sign of weakness; it's a leadership skill that fosters collaboration and team development. Jasmine, our spreadsheet queen, started delegating tasks, allowing her to focus on strategic planning and learn from her colleagues' expertise. This not only lightened her workload but also fostered a more collaborative and innovative team environment.
• Investing in Self-Care: Make time for activities that promote physical and mental well-being. Beatrice, the micromanager, started prioritizing her health with regular yoga classes and meditation sessions. This improved focus and reduced stress allowed her to trust her team's capabilities, leading to more creative solutions and a more balanced work-life experience.
• Building Bridges: By delegating and prioritizing well-being, Brenda was able to free up time to connect with mentors and collaborators. She also sought out supportive organizations and becoming a connector herself, fostering a network of empowered Black women leaders. This proactive approach lessened the isolation she felt and supported others in a similar situation.

We all know that Black women leaders are a force to be reckoned with (we couldn't have got as far as we have without our resilience and courage), but by shattering the myth of indispensability and embracing self-care, they can unlock their full potential, lead with confidence, and pave the way for the next generation of trailblazers.

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• Signs that your current role is no longer fulfilling
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