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Episode 48: Interview with Blaire Hervey
Show Notes
Personal Brand and Advocating for Yourself
-It’s a necessity to define your brand in today’s world. Take the time to write your mission statement, biography, and determine your core values so that you’re ready to advocate for yourself when opportunities arise and can recognize when they aren’t a good fit.
-Blaire encourages women to jump on opportunities for which they may not meet all the criteria. As long as it is something you’re passionate about and willing to learn more about, you have the tools to land the job.
Culture Fit
-Organizations often use the term “culture fit” to describe what they are looking for in potential candidates, but this is a code for finding people with similar backgrounds as current employees. They don’t usually see a woman or woman of color fitting into this mold that they’ve had the advantage of creating.
-Instead, they should be thinking about what potential candidates will add to the culture, how they will challenge the team, and how they will innovate or disrupt the status quo.
-We have a moral obligation to think beyond ourselves and put effort into implementing diversity into retainment and leadership, not just recruitment.
Finding a Healthy Culture
-Once Blaire determined who she was and what she valued, she had a much easier time detecting what was a good fit for her and what wasn't.
Being a Trailblazer
-As a Black person, decide to take responsibility and create a safe space for other Black people to come in so that the weight doesn’t fall entirely on your shoulders. You’re not the token, you’re the chosen, and it’s up to you to make that change.
-As a White ally, understand that diversity, equity, inclusion, and belonging all matter when it comes to bringing underrepresented groups into spaces that they've been kept out of. Prompt discussions about what will change in terms of recruitment, retention, and promotion of people of color in your organization.
Empathy
-If you have done something that has made a person of color feel uncomfortable, do not get defensive or deny their experience. It takes courage to voice discomfort. Instead, take a moment to evaluate and analyze your behavior and empathize with them.
Advocating for Others
-It’s the current trend for White men to be promoted by other White men. If you’re a White person that has been tapped to become the next executive, advocate for the qualified people of color in your organization that are being overlooked. Earn the promotion by knowing that you’ve gone up against the best people in your organization.
Tough Conversations
-Blaire’s an optimist by nature and believes we’re heading in the right direction, but realizes now more than ever that it is not White folk’s responsibility to take care of Black people. It is White folk’s responsibility to have tough and uncomfortable conversations about privilege and white supremacy amongst themselves.
Resources
-Sales Enablement: A Master Framework to Engage, Equip, and Empower a World-Class Sales Force by Byron Matthews and Tamara Schenk
-The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts
Connect with Blaire
-Website
Send in a voice message: https://anchor.fm/othersideofsales/message
Support this podcast: https://anchor.fm/othersideofsales/support
View all episodes
By Ashleigh EarlyShow Notes
Personal Brand and Advocating for Yourself
-It’s a necessity to define your brand in today’s world. Take the time to write your mission statement, biography, and determine your core values so that you’re ready to advocate for yourself when opportunities arise and can recognize when they aren’t a good fit.
-Blaire encourages women to jump on opportunities for which they may not meet all the criteria. As long as it is something you’re passionate about and willing to learn more about, you have the tools to land the job.
Culture Fit
-Organizations often use the term “culture fit” to describe what they are looking for in potential candidates, but this is a code for finding people with similar backgrounds as current employees. They don’t usually see a woman or woman of color fitting into this mold that they’ve had the advantage of creating.
-Instead, they should be thinking about what potential candidates will add to the culture, how they will challenge the team, and how they will innovate or disrupt the status quo.
-We have a moral obligation to think beyond ourselves and put effort into implementing diversity into retainment and leadership, not just recruitment.
Finding a Healthy Culture
-Once Blaire determined who she was and what she valued, she had a much easier time detecting what was a good fit for her and what wasn't.
Being a Trailblazer
-As a Black person, decide to take responsibility and create a safe space for other Black people to come in so that the weight doesn’t fall entirely on your shoulders. You’re not the token, you’re the chosen, and it’s up to you to make that change.
-As a White ally, understand that diversity, equity, inclusion, and belonging all matter when it comes to bringing underrepresented groups into spaces that they've been kept out of. Prompt discussions about what will change in terms of recruitment, retention, and promotion of people of color in your organization.
Empathy
-If you have done something that has made a person of color feel uncomfortable, do not get defensive or deny their experience. It takes courage to voice discomfort. Instead, take a moment to evaluate and analyze your behavior and empathize with them.
Advocating for Others
-It’s the current trend for White men to be promoted by other White men. If you’re a White person that has been tapped to become the next executive, advocate for the qualified people of color in your organization that are being overlooked. Earn the promotion by knowing that you’ve gone up against the best people in your organization.
Tough Conversations
-Blaire’s an optimist by nature and believes we’re heading in the right direction, but realizes now more than ever that it is not White folk’s responsibility to take care of Black people. It is White folk’s responsibility to have tough and uncomfortable conversations about privilege and white supremacy amongst themselves.
Resources
-Sales Enablement: A Master Framework to Engage, Equip, and Empower a World-Class Sales Force by Byron Matthews and Tamara Schenk
-The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts
Connect with Blaire
-Website
Send in a voice message: https://anchor.fm/othersideofsales/message
Support this podcast: https://anchor.fm/othersideofsales/support