Meet a Current History Maker: Tanisha Holland

This month, Experience Management Institute is interviewing Current History Makers. We are showcasing Black leaders making history now as we celebrate Black History Month. Instead of looking backward for inspiration, we are looking to the present and near future to highlight change in action.

In February 2024, members of the EXMI team gathered to talk about Black history and the present with Tanisha Holland, pHCLE . Tanisha is currently the supervisor for performance management at Loudoun County Public Schools in Loudoun County, Virginia. Tanisha’s passion for equity and inclusion also drives her to serve on the Executive Board for the American Association of School Personnel Administrators (AASPA).

Tanisha is a current history maker because of her commendable leadership accomplishments. Her passion for equity is palpable, and her joy is contagious.

Tell us about your background. What is your origin story as a leader?

I am the proud daughter of immigrant parents who came to the United States in pursuit of the American Dream. My father was from Trinidad, and my mother is from Panama. They instilled into me a strong belief in education as the pathway out of poverty, and the value of servant leadership.

Growing up in Brooklyn, New York, I was exposed to a myriad of cultures. From an early age, I had an appreciation for diversity and maintained a strong awareness of who I was because of my parents.

Things changed for me, however, when I moved to Virginia when I was 10 years old. Suddenly, I was different. With the support of my 10th grade teacher, Alease Gant, I was moved toward leveraging my difference by forming the Unity Club at my high school, Kecoughtan High School. The goal was to foster connection between Black students and educate students that were not Black.

Founding the Unity Club kickstarted my thirst for leadership. That experience helped me shape my vision for the leader I would become and helped me understand the challenges that come with moving your vision along.

"Throughout my career my goal has always been to find my voice and advocate for the voiceless."

What tips would you give to Black professionals embarking on their leadership journey?

A mentor once said to me, “Growth is not always vertical.” My first piece of advice is to look beyond job titles and take advantage of all the opportunities that are in front of you. I have found myself growing in HR by working beyond the title. I don’t see myself as a specific title but see myself as called to the work. Seeing growth as horizontal will help you advance in leadership.

I would also encourage young professionals to create a strong and diverse professional network. For me, AASPA is my core and has allowed me to meet many mentors. Additionally, the DC Metro Black Women in Education Alliance has been a great opportunity for me to connect with other Black women who work in my field and may be faced with the same challenges. These groups have given me a strong network to rely on.

Finally, I would share the value in mentorship. Now that I’m in the position to be a mentor, I don’t forget to help those that are coming up. I have a real fondness for the opportunities that the American Association for School Personnel Administrators gives to help those who are new to HR— in particular Black professionals.

It’s important to listen to those who have paved the way. Find a mentor, find a way to keep in touch with them, and hopefully arrive at a place in your career where you can be a mentor.

How can organizations make tangible impact beyond Black History Month?

Organizations can make equitable opportunities for Black employees with a focus on HR practices. Start by examining data around recruitment and exits, looking at discipline practices and numbers, and performance evaluations.

Particularly, I think organizations should look at their succession planning. I have found that many organizations are able to mask subtle biases by identifying someone in the in-group, often talent that looks like them and isn’t of a diverse background, to promote to leadership positions.

Throughout my career, I have often been the only person of color for the leadership teams that I serve on. I would encourage organizations to look at strategies to identify what can be done to ensure that those who are the “only” feel like they belong.

"This conversation must exist beyond February–all year long–and it must be intentional!"

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