Laid Off to Liftoff: Navigating Career Transition

Grateful for the opportunity to spend time this week with Fulton Bank’s Black Professionals Alliance talking about career growth, internal mobility, and career pivots. One moment from the session that really resonated: Early in my career, I was applying for recruiting roles and couldn’t understand why I wasn’t getting any traction. A recruiter finally gave me the honest feedback I needed: “Your resume is screaming call center… not recruiter.” That feedback changed everything. I had the interest. I had some of the experience. But I wasn’t positioning myself the right way. Here’s a quick clip from that moment below. Sometimes it’s not about working harder. It’s about making sure people can actually see what you’re capable of. Special thank you to Robert L. Hodges III for the invitation and for reconnecting after our Vanguard days. And thank you to JESSICA P., Stephania Monnay, and Ceirra Brown for organizing such a thoughtful and impactful session. I’m always energized by conversations like this! #CareerGrowth #LeadershipDevelopment #ERG #TalentStrategy

Code-switching isn’t a “skill.” It’s a humiliation ritual masquerading as strategy. We keep asking: does it work? Yes—on the surface. It can help Black professionals get hired, navigate workplaces, and access opportunities. But here’s the part we don’t say clearly enough: It doesn’t reduce disparities. It doesn’t fix bias. It doesn’t change the system. At best, it helps individuals survive within it. At worst, it becomes a quiet requirement—what gets labeled “cultural fit” but functions more like a filter. A performance. Sometimes even a humiliation ritual disguised as professionalism. And when that expectation becomes normalized, it doesn’t just affect individuals—it shapes the entire community. Success starts to look like proximity to dominant norms. Authenticity starts to feel like risk. And people who don’t—or won’t—adapt get filtered out early. This is a cultural tax. Now here’s where the conversation usually shifts: “People code-switch strategically.” “Not everyone can afford to stop.” Both are true. But they miss something bigger: Black leaders weren’t hired because they code-switched. They were hired because they’re exceptional. And that’s exactly why this matters. Because leadership sets tone. Research in organizational behavior shows that what leaders model becomes the standard. What they reward becomes the culture. So if leaders continue to reinforce narrow definitions of “professionalism,” the expectation persists. But if they expand it—if they show that competence is not tied to assimilation—that signal cascades. It tells everyone else: You don’t have to shrink to succeed here. Not everyone stopping overnight. But the people with the most power deciding not to require it. Because the goal was never to get better at code-switching. The goal is to make it unnecessary. ����https://lnkd.in/ebar7DeV

The Parker Review 2026 was published this month. Black professionals make up 3.9% of the working-age population in England and Wales but just 1.3% of FTSE 100 senior managers, down from 1.5% last year. Representation at board level has also declined. Broad ethnic minority progress is not the same as progress for the Black community. So the question is: what actually drives progression? On Monday 31 March at 1pm BST, CBERG is hosting a Virtual Drop-In: Career Development Priorities for 2026 – Where to Focus for Real Progress We’ll be joined by Patrice Gordon, executive coach and founder of Eminere Limited, who brings both senior leadership experience across FTSE 250 companies and a clear, practical perspective on career ownership. We’ll explore: - Why progression stalls between mid-career and senior leadership - The role of sponsorship, visibility and proximity to decision-makers - What it really means to take a CEO-level approach to your career This is a practical conversation for professionals who want to move with more intention. Date: Tuesday 31 March 2026 Time: 1:00 PM BST | Zoom Register here: https://lnkd.in/emQtuX4E

Don't fall for the headline, the storytelling in this article is beautiful. It makes a lot of sense of the wild ride we've all been on in the DEI space. From executives demanding DEI initiatives that could be headlines to trying a microwave approach to promoting and hiring diverse talent, the past approaches were never meant to be sustainable and often ill-advised by us in the inclusion space. Thanks Ashlee Davis for sharing this article. It pretty much sums up the roller coaster ride we've been on the last several years. I see systems work as what's next. Often covert, more strategic and less visible, debiasing systems and truly leveling the playing field for all talent will be important for future labor shortages. As usual, the companies that are thinking ahead with talent planning will be best prepared to meet the moment when the talent pipeline just happens to be way more diverse. #talent #leadership #culture

I asked a senior leader how to advance my career and establish myself with the right people in business. Her answer surprised me: “Stretch beyond your lane.” Not by abandoning what I’m called to do���but by expanding where I show up, who I build with, and how I think. 🏆✨ Sometimes the next level isn’t locked behind more talent… it’s unlocked through proximity, curiosity, and courage to step into rooms that don’t look like your “usual.” 👏🏾 So here’s your action step: This week, introduce yourself to ONE person outside your normal circle—another industry, another space, another perspective.😎 You don’t need a perfect pitch. Just presence, intention, and a willingness to learn. You never know what door a simple “hello” can open. 🫶🏾 📸 at Black Tech Week presenting similar advice to professionals looking to pivot 🏆

black vc — Standing on Giants’ Shoulders Beau | black vc How non-linear careers win. Not because they look interesting. Because they build range. And range builds judgement. Most: Optimise for consistency Same industry Same role Same thinking Some of the best operators: Optimise for exposure Different environments Different pressure Different problems That’s where the edge comes from. You start to see patterns: What works What breaks What actually matters That doesn’t come from staying in one lane. Early on: You don’t need certainty. You need surface area. Because careers don’t compound. Pattern Recognition — Execution at Speed — Beau | black vc black vc — Standing on Giants’ Shoulders (2 of many) #BuildingInPublic #blackvc #StandingOnGiantsShoulders #Relentless

black vc — Standing on Giants’ Shoulders Non-linear careers are not random. • They are a pattern. Across operators, founders, and builders, we consistently see: Early careers are rarely optimised. They are explored. Different industries Different roles Different environments This creates something linear paths struggle to produce: Range. And range compounds into: Pattern recognition Judgement Execution under pressure Most optimise too early: Same industry Same role Same trajectory It looks efficient. It limits perspective. The alternative: Optimise for exposure first. More environments More problems More ways of thinking Then apply focus with intent. Because careers don’t compound. Operators do. — Next: Early Career Framework — black vc | Standing on Giants’ Shoulders • The series #blackvc #StandingOnGiantsShoulders #BuildingInPublic #Relentless

black vc — Standing on Giants’ Shoulders Beau | black vc Early career advice is broken. “Pick a lane” “Stay focused” “Build depth” Too early. Depth without context is fragile. Breadth builds context. Then you go deep. The strongest operators I know: Did not start linear. They became focused later. Most people: Optimise for certainty The edge comes from: Exposure → Pattern recognition → Execution That’s the difference. — We’re building this out further on black vc — Standing on Giants’ Shoulders Turning experience into: Pattern recognition Frameworks Narratives Follow black vc — if you want the structured version. — Beau | black vc black vc — Standing on Giants’ Shoulders (3 of many) #BuildingInPublic #blackvc #StandingOnGiantsShoulders #Relentless

“Since last year, over 600,000 Black women have been laid off, including myself. While some might choose to start a business, many of us are looking to bring our unique experience, perspective, and talent into new companies. We all deserve that opportunity. I know, and see, so many incredible Black women still looking for their next professional home, some for over a year. And while the well wishes and support are appreciated, what’s often needed most is 𝒂𝒄𝒄𝒆𝒔𝒔 𝒕𝒐 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒚. So if you’re wondering how to support Black women right now, it starts with taking 𝒂𝒄𝒕𝒊𝒐𝒏. Here are a few ways to do that: ➡️ If you know of an open (or upcoming) role, make a direct introduction to the hiring manager ➡️ Reach out and ask how you can help... even a small gesture goes a long way ➡️ Share their work. If someone posts content, a resume, or an accomplishment, reshare it ➡️ Make connections within your network, even if there isn’t a role available ➡️ Write a LinkedIn recommendation. A thoughtful recommendation from a credible voice can open doors These actions aren't small things. They're how 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒚 actually moves.”

Since last year, over 600,000 Black women have been laid off, including myself. While some might choose to start a business, many of us are looking to bring our unique experience, perspective, and talent into new companies. We all deserve that opportunity. I know, and see, so many incredible Black women still looking for their next professional home, some for over a year. And while the well wishes and support are appreciated, what’s often needed most is 𝒂𝒄𝒄𝒆𝒔𝒔 𝒕𝒐 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏����𝒕𝒚. So if you’re wondering how to support Black women right now, it starts with taking 𝒂𝒄𝒕𝒊𝒐𝒏. Here are a few ways to do that: ➡️ If you know of an open (or upcoming) role, make a direct introduction to the hiring manager ➡️ Reach out and ask how you can help... even a small gesture goes a long way ➡️ Share their work. If someone posts content, a resume, or an accomplishment, reshare it ➡️ Make connections within your network, even if there isn’t a role available ➡️ Write a LinkedIn recommendation. A thoughtful recommendation from a credible voice can open doors These actions aren't small things. They're how 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒚 actually moves.