Jenny Vazquez-Newsum is an author, leader, and founder of Untapped Leaders, a leadership development organization that centers marginalized perspectives. She recently authored the book: Untapped Leadership: Harnessing the Power of Underrepresented Leaders. We are thrilled to sit down with Jenny and have her share her well-earned insights with everyone.
Where she's coming from
What was your undergrad in and what made you decide to do an advanced degree?
My undergrad degree is in Business Administration with an emphasis in marketing. I love school so pursuing advanced degrees was likely always going to be a part of my path! Even with an undergrad degree in business, my interest post-grad was in education, but not necessarily via the traditional path in the classroom. After undergrad, I was interested in working at an educational nonprofit which drew me to pursue a Master’s in Public Administration (MPA) and later a Doctorate in Education.
When did you realize that you were a leader, and a good leader?
I have always had a long-time interest in leadership, even as early as elementary school when I ran for class secretary. It took me a while, however, to figure out my own unique leadership style and approach. With added experience and a growing scope of responsibility, I began to get comfortable with my own leadership voice. My long-lasting relationships with former team members and colleagues that I’ve kept throughout my career are my markers for knowing that my leadership has had an impact because it has centered relationships all throughout.
How do you maintain your energy and enthusiasm throughout the day (or week, month, or year…)?
I maintain my energy by connecting with my husband and kids for some daily play time, working out at the park with a small community of neighbors, and traveling as often as I can!
Diving into her career
How far into your career were you before you felt confident in your abilities?
To be honest, each time I’ve felt confident in my abilities, I’ve pushed out of that comfort zone and started all over again on building confidence! So, admittedly, I am always building and re-building confidence in my abilities because I am always trying to expand or pivot into something new.
As a biracial woman what effect did that have on your upward trajectory through your career?
My identity has played a role in how I’ve experienced my career. Being a biracial Black and Latinx woman has given me a unique perspective and awareness of how holding marginalized identities can inhibit authentic expression in certain professional environments.
How have you built confidence and/or resiliency over the course of your career?
I find confidence and resilience in community. Nothing I have accomplished has been a result of my work alone. I can always pinpoint colleagues, friends, mentors, and supporters who have influenced my trajectory and have served as a backbone during challenging moments.
Did you have a professional mentor? If so, how did you find them? What was your experience working with a mentor?
I’ve had many mentors across different moments of my career, though admittedly, I don’t know if they were aware they were my mentor. I think sometimes we interpret mentorship as this very formal relationship where one person gives advice to another in a very structured way. Those who I have considered mentors in my career have been so many times through observation. I’ve learned from the leadership of others, oftentimes other women of color.
Is there a misstep or learning experience from your career that has impacted you the most? How so?
It’s hard to pick just one. I think the primary missteps I reflect upon are the moments when feelings of “imposter syndrome” inhibited me from contributing fully in certain situations. I write “imposter syndrome” in quotations because I talk about the deceiving narrative of imposter syndrome in my book as it is one that paints it as a deficit on an individual level when it is often a systemic deficit that most makes women and people of color feel like “imposters” when they, in fact, are not.
Let's talk leadership
As a leader, how do you stay mindful of who’s at the table and who’s missing?
Staying mindful of who is at the table and who isn’t is the essence of my work. It is glaringly evident who has seats at the power tables at the top of organizations and who doesn’t. It is also evident who has a seat at the table yet holds less power for a number of reasons.
What do you think organizations can do to support and encourage more women to take on leadership roles?
Organizations must create work and leadership environments that cultivate women’s career trajectories. This could mean providing more flexible and diverse pathways to success, such as mentorship programs, leadership development opportunities, and career growth accelerators. Additionally, we know that gender bias persists, particularly in how women in leadership are perceived and received. Organizations should develop and implement initiatives to identify and combat unconscious biases at key junctures, such as in job offers, performance reviews, and promotions.
Beyond auditing policies and practices, however, the best way for organizations to support and encourage more women to take on leadership roles is to ask them directly for what they need in order to thrive. In those answers lie essential insights into how an organization may be inhibiting the career growth of its women.
What is your top advice to people looking to improve their leadership skills?
My advice is to find the resources that are most relevant and resonant for you. Find the places and spaces that acknowledge and incorporate the multitudes of who you are into the leadership development practice. There isn’t a one size fits all reality to leadership, so be wary of leadership development that takes a one size fits all approach. Observe the leadership around you, learn from what resonates, and discard what does not. Most importantly, allow yourself to be vulnerable and open to learning from mistakes. Leadership is a continuous practice that requires your time and energy investment often.
Book talk
What inspired you to write a book and why now?
When I recently searched for “top leadership books” on Google, over 90% of the results were books from white and male authors. These results were similar to what I experienced on the syllabi of the management and leadership courses I have taken across my academic career. Only certain perspectives have been considered the “authority” on leadership and have been given the bookshelf space and microphones as a result. There are so many overlooked perspectives and insights because of this dominant narrative and I wrote my book, Untapped Leadership: Harnessing the Power of Underrepresented Leaders, to amplify that expertise. We are in a moment now where leadership needs to be redefined, and I hope to contribute this work to making that necessary shift.
Who should buy your book and why?
For those who are interested in growing as leaders, yet haven’t seen themselves represented in the authors, frameworks, or material presented in many books, Untapped Leadership offers both validation in acknowledging the diverse and unique experiences we each bring to our leadership and also offers frameworks and strategies for harnessing that untapped and authentic leadership potential.
For those who are in positions of leadership at organizations, regardless of identity, the book offers strategies grounded in marginalized perspectives that all can learn from.
This is a book for anyone who is interested in leading differently.
Parting advice
Do you have any advice for young women who are starting their careers?
My advice for women beginning their careers is to be confident in their leadership. Don't be afraid to take risks and make mistakes--every mistake is an opportunity for learning. Be open to feedback, seek out mentors, and don't let anyone else define what success looks like for you. Most importantly, remember that there is no one definition of a successful leader--lean into what you uniquely know into your leadership style, even as you’re just starting out.