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By Coach Lindiwe Msiza, Founder and Managing Director at Transform Leadership Consulting 

Landing a leadership role in a big company at a young age was an incredible feeling! Especially as Business Director for a change management company focused on rewards and recognition. It was also a wild ride, navigating a complex environment and managing a diverse team. Some days, I felt like I was herding cats while juggling flaming torches, all while wearing a smile and a power suit. And yes, the urge to stay home, burrow under a pillow, and scream? Totally valid. We’ve all been there.

But this was South Africa before 2010. The echoes of apartheid still reverberated through workplaces, and the challenges of being a young black woman in leadership were amplified. Racism, subtle and overt, was a constant undercurrent. I had to develop a thick skin, a strong voice, and an unwavering belief in my own abilities.

Even with the progress made since the end of apartheid, the playing field wasn’t level. I had to work harder, prove myself more, and constantly challenge the assumptions and biases that came with my race and gender. It was exhausting, frustrating, and sometimes disheartening.

But I learned to rise to the challenge of leadership, embracing the learning curve, finding humor along the way, and navigating the added complexities of racism prevalent at the time. But I didn’t just adapt; I challenged the status quo. I wasn’t afraid to ask the tough questions: “Were you ready for a young black woman determined to succeed and break the glass ceiling?” 

I pushed Challenging for Change for the company to live up to its name and promise to markets, demanding they change their recruitment processes, their approach to business, and consider new ways of rewarding talent. I believe in leaving things better than I found them, and that meant pushing for real, meaningful change before I moved on to fertile ground – my current business.I always rise to the occasion, and even have a few laughs along the way. Here’s a few tips:

Mastering the leadership landscape

• Leadership styles: Forget the one-size-fits-all myth. I explored different approaches (like coaching, delegating, or directing) and found what worked best for me and my team. It was like trying on different hats until I found the one that fit just right, or like finding the perfect pair of takkies for a long run.
• Value chain: I had to understand how my role contributed to the company’s overall success. This big-picture view helped me make informed decisions and avoid feeling like I was just a small fish in a big dam.
• Team dynamics: Each team member was unique. I took time to understand their strengths, weaknesses, and motivations. For those “difficult characters,” I tried open communication, clear expectations, and maybe a strategically placed pot plant on their desk. 
• Key account management: Building relationships was key. I focused on understanding my clients’ needs and exceeding their expectations. Remember, a happy client is a repeat client (and less likely to make you want to scream into a pillow). Maybe even treat them to a braai!
• Managing diversity: I embraced the richness of my team’s diverse backgrounds. I created an inclusive environment where everyone felt valued and respected. After all, a diverse team brings a whole lot more to the table than just different koeksister preferences.
• Identifying allies: I surrounded myself with positive and supportive colleagues. They were my sounding board, my cheerleaders, and my partners in crime when it came to navigating the office maze. They were like my squad – always there to have my back.

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Overcoming challenges

• Balancing expectations: Juggling expectations from work, clients, and family was tough. I set clear boundaries, prioritised my well-being, and wasn’t afraid to ask for help or delegate tasks. I was a leader, not a superhero (although a cape might be a nice touch). Even Superman needed a break now and then.
• Building resilience: Leadership came with setbacks. I learned from my mistakes, adapted to change, and kept moving forward. It was like learning to ride a bicycle – I fell a few times, but eventually got the hang of it. I just kept my chin up and kept going

Breaking barriers as a young black woman

Being a trailblazer came with its own set of challenges:

• Systemic challenges: I was aware of the biases and inequalities that existed. I advocated for myself and others and sought out mentors and sponsors who could support my growth. My voice mattered, and my presence was changing the game. I was a rockstar and didn’t let anyone tell me otherwise.
• Gender and pay parity: I knew my worth and wasn’t afraid to negotiate fair compensation. I supported initiatives that promote equality in the workplace. Equal pay for equal work – it’s not rocket science, people! It’s just common sense.
• Work-life balance: It was a constant juggling act. I found strategies that worked for me, whether it was flexible work arrangements or setting aside dedicated time for family. And I didn’t feel guilty about taking a break – even superheroes need to recharge. I treated myself to a lekker day off and sometimes a solo midweek holiday.
  

Bridging the generational gap

• Understanding differences: “Defenders” (older generation) and “Disruptors” (Gen Z) had different perspectives and work styles. I encouraged open dialogue and found common ground. It was like a cultural exchange program – I learned a thing or two. Maybe I could teach the older generation about TikTok, and they could teach me about … well, anything that happened before the internet.
• Building trust: I demonstrated my competence, integrity, and commitment. I actively listened to different viewpoints and showed respect for everyone’s contributions. And remember, sometimes a well-placed meme can break the ice.
• Earning the trust of older generations required more than just competence. It was about showing respect for their experience, actively seeking their input, and acknowledging their contributions. I showed genuine interest in their stories, I was humble enough to learn from their expertise, I communicated clearly, I was reliable, and showed appreciation for their support.

Ah, the people who seemed to have a PhD in “asking the obvious.” I didn’t let them undermine my authority. Instead, I embraced the power of the question mark. A simple “Why are you asking me this?” or “What have you tried so far?” worked wonders. It was a gentle encouragement for them to find their own solutions (and maybe even realise they knew the answer all along). 

Young professionals, embrace leadership opportunities. Believe in yourself, be bold, and never stop learning. The world needs your energy, your ideas, and your leadership. Step up, make a difference, and pave the way for future generations. And don’t forget to laugh along the way – it’s the best way to survive (and thrive) in the wonderful world of leadership. Now go out there and make us proud!

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