During the Multicultural Foodservice and Hospitality Talent Summit, Audra Bohannon - Vice President of Diversity and Inclusion Consulting at Novations covered the session ‘Professional Development for People of Color’.

The focus on the presentation was: Understand that your confidence and effectiveness of work are the determining factors in your success. Identify obstacles that hinder your success. Take responsibility for developing creative strategies that support your professional development.

With this in mind I sat down with Audra for a quick post-session Q&A. Here’s what she shared with us.

What tools do you use to channel your goals in the right way?

It’s important to have a vision, it doesn’t have to be fancy in  terms that you’ve thought everything out but it does have to have enough weight to it that it will direct you. So it may be that you want to go back to school or you’re seeking out upward mobility or expanded responsibility. After that, you put in place goals and action steps. Also, anticipate the obstacles and blocks in terms of your relationships, your own weaknesses and what is going on in company or organization. You must be candid and say “if these obstacles surface, this is what I have in place to manage them.”

What defines your value proposition as a professional?

A value proposition really is about how you are an asset to the organization. So you think about what it is that you provide to the organization that represents a value-add and that is normally what a value proposition represents. So if I’m a leader in the organization my value proposition is that I help drive the organization objectives and I help take the organization to where it wants to go – that’s why the organization has hired me and wants me there. The value proposition also evolves because organizations evolve so what causes me to be a value today may not make me of value tomorrow.

How do you develop a strategy for advancing in your company or in your department?

There are two things. You need to have an understanding of the traditional and non-traditional career paths. Some people don’t necessarily move through the organization the way everyone else does. You also want to have people who believe in you and are willing to help you along the way. So you need both. I would say, start with understanding where you want to go, then get other people to understand where you want to go so they help guide you in the organization.

How do you find a mentor?

When people tell me they want a mentor I ask them: Are you mentor ready? The reason is that you make yourself attractive to a mentor and they will come to you. You volunteer wherever, or are on a committee so your name will keep coming up. I am a firm believer of volunteering and helping people out.

Who are the key people a woman should keep in her inner circle?

It depends on what you are looking for. So for example, if you want upward mobility you want a strong sponsor, someone who may be a couple levels ahead of you. You want someone that you can talk to about anything and it won’t come back to haunt you. You need someone who can politically help you navigate in the environment. Also, you want someone to be a counselor. Make sure you have a range of individuals in your network you don’t want all of the same kinds of persons. Also, you have to have someone at home who will support you and if they won’t support you at least won’t get in the way. Because love is conditional support is unconditional.

How do you keep the balance between your cultural parameters and your company?

I believe in life integration and you will know when you have that integration.

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