Leadership Case Study: Supporting a Senior Leader Navigating Race, Gender, and Authority

Context

We partnered with a senior executive leader working within a mission-driven organization where influence and decision-making authority were shaped by longstanding racialized and gendered power dynamics. The leader held significant responsibility and visibility while operating within advisory structures historically dominated by white, male leadership norms.

The Challenge

The leader faced recurring challenges navigating advisory relationships in which authority was inconsistently recognized or subtly undermined along lines of race and gender. These dynamics surfaced in strategic discussions, decision-making processes, and moments requiring clear leadership direction.

While the organization espoused equity-centered values, unexamined assumptions about leadership, expertise, and credibility shaped interactions in ways that constrained the leader’s authority. Without support, the leader risked either over-accommodating advisory voices or disengaging in ways that limited leadership effectiveness.

Our Work

We partnered with the leader in a focused, strategic advisory engagement centered on strengthening leadership posture, decision-making clarity, and authority within racially and gendered power dynamics.

This work included:

  • Examining how race, gender, and positional power were shaping expectations, interactions, and decision-making

  • Supporting the leader in clarifying role, decision rights, and leadership boundaries

  • Preparing for high-stakes advisory interactions with greater intentionality and strategic framing

  • Developing language and approaches that balanced collaboration with authority and credibility

  • Reinforcing steadiness and confidence in moments of pushback or subtle resistance

The work focused on strengthening leadership practice and strategic presence rather than changing personalities or organizational structure.

The Outcome

The leader developed greater clarity and confidence in navigating advisory relationships shaped by race and gender dynamics. Interactions became more productive, authority was exercised more consistently, and decision-making processes were clearer and more effective.

The engagement supported sustained leadership effectiveness while reinforcing equity-centered leadership practice within complex organizational power structures.