I remember when I got a job at my first big tech company. Walking into my office on my first day, I was full of excitement and ideas. I would work directly with the CEO – great, right? But it didn't take long to realize that the environment I had joined was very different from what I had envisioned.

First, I was the only one minority woman in the boardroom, which made me feel like I had to accept the role I was given. Then, in a company led by an extraordinary CEO whose mantra was “execute, don't process,” I often felt more like a parrot than a partner. I became very good at picking up my boss's voice. I knew exactly the stories he wanted to tell and how he wanted to articulate them. But I didn't own the role and most of my ideas went unsaid.

In my 20+ years of marketing leadership and management experience, I've learned to stand up for myself in rooms full of people who were nothing like me. THE minority women entrepreneurs and executives still settling in, here are three steps to owning your seat at the table instead of just being content to be in the room.

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1. Understand the landscape

Each workplace is like a small world, complete with its own secret codes and power players. If you take the time to observe and learn the lay of the land, you will find yourself walking much more smoothly.

Get social, ask lots of questions and get started building relationships with those around you. This is your chance to see where you fit. What are your strengths and weaknesses? How do your skills complement others?

To truly own your place at the table, it's essential to understand the immediate tasks at hand and the larger context in which your work sits. What are the industry trends? How competitive is the landscape? How does your individual role contribute to the organization's long-term goals?

Remember, humility in the workplace means accepting that there is always more to learn. It's about being open to feedbackbeing willing to admit you don't have all the answers and being eager to grow from every experience.

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2. Do your homework

Imagine if someone new came into your company and said, “I've been in this industry for 25 years. We're going to do it my way or the highway.” Won't it turn off?

So take the time to research and understand your organization's business model, history and culture. Studies show that “people first” cultures can yield amazing results. According to Gallup, companies that prioritize culture see a 33% increase in revenue.

This means that understanding your company's culture can make a massive difference in your own way pERFORMANCE has been graded. First, this knowledge will help you do your job better and also enable you to make informed contributions during discussions. Then, you're showing that you're more than just a participant—but an invested and knowledgeable team member. I always tell my team that your product will be much better if you've done your due diligence than if you go on cold dates. Be prepared.

3. Approach what you know with confidence

Michelle Obama used to said: “Whether you come from a council estate or a country estate, your success will be determined by your confidence and courage.” Obama had to endure some of the most unfair criticism as First Lady. She was called “extremely inappropriate”, not “classy enough” and a “feminist nightmare” by people with half her talent. But did he let those words stop him? Of course not, because as he has shown time and time again, faith starts with you.

Owning your accomplishments and standing tall in your space is essential, but there's a magical balance between confidence and humility that makes interactions richer and more productive. Imagine yourself walking into a room, head held high with the knowledge of your successes, yet your heart open, ready to listen, learn and grow. This balance isn't just about being accessible; is a powerful leadership style that fosters a culture of respect, cooperation and mutual support.

Anyone can be a good soldier. Anyone can participate in the way they think is best for their boss. But in my experience, I had to ask myself: Am I really growing? What part of myself am I adding to this organization? My experience at the tech company was a stark example of the nuanced barriers women and minority leaders face in the corporate world.

But I want to take this opportunity to change this narrative a bit. stereotyping exist, but the unfortunate reality is that they aren't going anywhere anytime soon. So we must defend our faith as minority women by realizing that we are worthy and capable of overcoming these wrong assumptions. If you are not trustworthy, how do you expect anyone to value your words? Understanding the value you bring and having the confidence to do so is essential.

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Shaping your reality through mindset

Yours mind set it's more powerful than any list of stereotypes you can muster. It is the foundation upon which you build your reality, break down barriers and redefine what is possible for yourself. To my fellow minority leaders, you know what you're talking about. You took the time to build those relationships. You have the experience. So leave the stereotypes at the door.

The journey to owning your achievements and affirming your presence is as much about the inner work as it is about the outer actions. By committing to changing your mindset and committing to thorough preparation, you lay the stones on the road to building unshakable faith, even in the midst of the naysayers' loudest objections.