LEGACY eMagazine Fall 2020 Issue

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LEGACY www.CourageousLady.org

eMagazine

Operating in Excellence as a Christian Woman and Leader A Conversation with The Curve: Student Leaders on the Move A Dynamic Duo Leadership Approach

Don’t be Silent: Strategies for Breaking Through the Disparities SOLIDARITY “Truth without Compromise” with Dr. Herbert H. Thomas,Jr.

Leadership Matters with Dr. Tanjula Petty

Fall 2020 Issue

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www.CourageousLady.org Welcome Courageous Ladies from all over the world to our Fall 2020 issue of LEGACY eMagazine.

This October publication is filled with an array of leadership topics, I believe will demonstrate how much leadership matters for women of all ages and status. Our featured articles prepared by Dr. Tanjula Petty (Petty Principles: Operating in Excellence as a Christian Woman and Leader) and Dr. Ashley C. Thomas (A Conversation with The Curve: Student Leaders on the Move), along with my tips and tools are inspiring and I hope you are able to glean from the practical leadership teachings. May this issue encourage you, equip you, empower you, edify you, and give you strength and courage to move forward on your journey as a leader, an entrepreneur and/or a servant to others through service.

It is my desire that after you read this issue, something will spark you to reflect and become determined to help someone combat the challenges women face as they pursue advancement in a wide array of industries, organizations, companies, and businesses around the world.

I pray that this issue will prompt you to join in this fight of change for your daughters, nieces, cousins and friends with determination, fortitude and resilience to become who you are destined to become, even if it means having a seat at the table and you are the only woman.

My husband, Dr. Herbert H. Thomas Jr., a passionate visionary leader who serves as an advocate for social justice and economic empowerment for African Americans is using his ministry, SOLIDARITY, truth without compromise to share his unbiased opinions and concerns to transform and empower the lives of families.

May his transformative messages equip you and your family with invaluable information for good change in your life.

Don’t forget to tell your family and friends about LEGACY eMagazine. I invite you to connect with me on LinkedIn and visit the website to get your copy of my book and workbook, Courageous Lady. Until we meet again in the next issue, let us end this year with thankful hearts, remember to stay safe, and let us enter the new year with joy.

Love and Peace, Dr. Christine

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Table of Contents Petty Principles: Operating in Excellence as a Christian Woman and Leader Dr. Tanjula Petty

8-13

Leadership versus Management: There is a difference

14-17

A Conversation with The Curve: Student Leaders on the Move Dr. Ashley C. Thomas

18-26

A Dynamic Duo Leadership Approach

38-43

Don’t Be Silent: Strategies for Breaking Through the Inequalities

50-51

SOLIDARITY with Herbert H. Thomas, Jr., Ph.D.

54-59

Contributing Author, Dr. Ashley C. Thomas Bio

60-61

Featuring: Rachel Williams, Kimberly Thomas, Vachelle Robertson & Aunjelle Roque

Contributing Author(s) Dr. Herbert H. Thomas, Jr. and Dr. Ashley C. Thomas Photos for Dr. Tanjula Petty, Dr. Herbert H. Thomas, Jr., and Dr. Ashley C. Thomas taken by Adrienne Quick, Owner of Dreamers Photography This issue of LEGACY eMagazine utilized Pexels and Unsplash photos.

LEGACY eMagazine is a quarterlay publication created to share the great things the Lord is doing in the lives of women around the world and current issues in the United States. Each issue is designed to feature women and at times men who are in leadership, outreach and entrepreneurship roles that have a voice that should be heard by the masses. LEGACY eMagazine is resource of Courageous Lady used to empower, encourage, edify, embrace and equip women and girls in leadership, entrepreneurship and outreach/service to others.

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Be on your gua the faith; be coura Do everyth

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ard; stand firm in ageous; be strong. hing in love.

1 Corinthian 16:13-14

Dr. Tanjula Petty

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Petty Principles:

Operating in Excellence as a Christian Woman and Leader

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PETTY PRINCIPLES:

Operating in Excellence as a Christian Woman and Leader I typically find myself writing Petty Principles for leaders in higher education. I will take a difference stance and provide Petty Principles for Christian women leaders. Like many other woman leaders, my journey to leadership has been ever evolving. But if you add in my faith, then it will be one that I hope that other women will gain wisdom. It is a unique path, one that I would have never imagined. If someone would have told thirteen-year-old, or even the twenty-yearold, Tanjula this would be where she would be today, I would not have believed the stories told. I must say, there have been a many bumps, deep valleys, detours, and lonely places along the way. On this journey, I committed to God and myself that I would strive for excellence in all that I put my hands and mind to. Ecclesiastes 9:10 tells us that “Whatever your hand finds to do, verily, do it with all your might; I am a lover of the Message Bible, and this is how it translates, “Each and every day of your precarious life. Each day is God’s gift. It’s all you get in exchange for the hard work of staying alive. Make the most of each one! Whatever turns up, grab it and do it. And heartily!” I made up my mind early in my life that the only one to trust was and is God, no matter how tough the journey got.

I have had people to tell me that I make being a higher education leader look easy. I will never say it’s easy, but I have learned that if God has graced you with a gift and purpose, others will never see your scars or struggles. I must be honest, there were moments when I questioned God about my purpose and if this

is really what I am called to do in this life. I can give full testaments of the moments when I have felt defeated, unappreciated, and unworthy in some of my positions, not simply because I am a woman, but because I am an African American woman. On the other hand, this journey has been one that has taught me humility, gratitude, and help me build and walk in my faith. It is my hope that I will be able to share some advice, strategies, stories, and a few of my favorite scriptures which I focused on to help me become a successful Christian woman leader. I hope that I can encourage, inspire, and motivate current women leaders, but importantly, the next generation of Christian woman leaders to continue to grow and walk boldly in their purpose.

Faith, Family, and Career: Oftentimes, we as women juggle the role of our careers, our families, and other competing priorities. There are times when the situation is a bit more complex. As I began to make advancements in my career, I was a single mother (divorced) with two small children who demanded much of my time as they were active in extracurricular activities. I was not surrounded by my family as I had moved away from my hometown. So, trying to find the balance and have enough time in the day was always a challenge. I wanted to be a great mother, seek advancement in my career, and further my education. I wanted to be excellent in everything that I was involved in, all while growing on my spiritual journey. I realized that I needed to be spiritually mature

LEADERSHIP MATTERS | Page 9 in my pursuit of excellence. I understood that without pursuing excellence, my life would remain stagnant, lukewarm as explained in Revelation 3:15-16. My quest for excellence fueled my fire and reminded me of my commitment to God.

As I excelled in my career I felt that I had to pick between time with my children, my education, and my education. It began to be a struggle, until I obtained a Vice Presidency. One may think that the demands of this position increased, and you are correct, it was very demanding but as in true Tanjula fashion and by the grace of God I survived. There was something that was so profound in that happen upon accepting this position, my President said to me, “Tanjula if you make decisions based on faith, family, and career, you will do well.” I took those words to heart, and each time I prepared to make a critical decision, I made it based on Faith, Family, and Career. Even when I prepared to transition from this particular position, I used his advice to move forward. Know that God will and know that God always provided. Isaiah 43:16, Message Bibles reads, “This is what God says, the God who builds a road right through the ocean, who carves a path through pounding waves. If you look at the NIV version it states, “thus says the LORD, who makes a way in the sea, a path in the mighty waters”.

This verse looks back to the Exodus, where the Israelites found their escape route blocked by the Red Sea. The Israelites were afraid, but God told Moses to stretch out his staff over the sea to divide it so that the people would have a way of escape. To operate in a state of excellence, the word of God has to be before you. If we are obedient to God and keep his word first and plant that seed in your heart, I know that God will be ever present in the decisions that you make.

Grace Is Her Name: As a leader in a male dominated field, and oftentimes the only woman at the table. My advice is reflective of 1 Corinthians 9:24 “Do you not know that in a race all the runners run, but only one

gets the prize? Run in such a way as to get the prize.”

Do not feel that you have to conform to the behaviors that surround you, in all things remember that you are a lady first. You must remain poised, professional, respectful with humility at all times. For women leaders there can be unique set of challenges to include but not limited to being treated equally, being paid equitable to our male counterparts, building confidence, speaking and standing up, and trusting their own voice. As a woman administrator, I have come to know all too well that my actions and behaviors are scrutinized more than those of my male colleagues. As I operate in a standard of excellence, I remind myself not who I am, but who my God is, and he is a comforter, provider, and protector. He gives me the confidence to be a woman of integrity, and stand up for those who do not have a voice to speak up for themselves. I have read and recommend that women should explore a variety of support opportunities to find workable solutions. My advice is trust yourself and use your voice, but do it with a spirit of excellence. With very few women in administrative ranks, even when you think people are not watching they are. So regardless of your title and your legal name, “Grace is your name”.

Don’t let your voice be silenced: It is ironic I just informed you to trust your voice. I can recall when I was working on my doctorate, I had an African American male faculty member, who told me that I was to vocal and that can be interpreted as I am being a ___ (I will allow you to fill in the gap). I left that meeting feeling belittled, crushed, and shattered. I must admit, I did every self-assessment that I could possibly do to check myself. It was when I submersed myself in prayer, as Jeremiah 33:3 states “Call to me and I will answer you, and will tell you great and hidden things that you have not known.” During my spending time with God, I heard the Holy Spirit directly speak to me saying, “your voice is important, and you are to use wisdom with your tongue”. Immediately, my attention turned to Ephesians 4:15, “Instead, speaking the truth in love, we will grow to become in every respect the mature body of him who is the head, that

Fall 2020 | Page 10 is, Christ.” Yes, operating in excellence meant I had to be methodical and strategic about how I use or did not use my words. It does not mean you have to be quit, it means there is a time and a place to speak up, remaining in a place to trust your voice.

There are many women aspiring leadership positions in higher education. Unfortunately, many are not afforded the opportunity, due to lack of knowledge, skills, or political maneuvering, as many of the leadership positions in higher education are dominated by men. This is not to take away from the work that men have done, but there are many strong female leaders who have the ability, knowledge, and skills to be in leadership positions at institutions across the country, and whose voices should be equal to the men that surround them. God has promised that His grace is sufficient for us. (II Corinthians 12:9). In fact, He has made provision for our salvation by His grace through faith.

As you operate in excellence remember your ethics, morals, and values as you use your trust and use your voice. Just a word of wisdom James 4:10 says “Humble yourselves before the Lord, and he will exalt you.”

Remember sometimes your voice is your humility.

Develop a Support Network: One thing that I can acknowledge is that I have a small, tight circle of supportive friends and family that cheer me on but are also my biggest critics. These individuals allow me to stay grounded and remain humble. More importantly, this support network is a constant reminder of remaining humble. James 4:6 reminds us that, God gives more

grace, and God opposes the proud, but gives grace to the humble.” As you grow in your careers it is easy to lose sight of the journey and you begin to look at the destination. I have crossed the paths of men and women, who have identified themselves as self-made leaders. Then I have heard the old adage it is not what you know it is who you know. I have actually seen this be partially true, but in my life I want the main person to be God. As women administrators or aspiring leaders to grow in your roles, you need Gods guidance on who to connect with and to surround yourself with.

It brings my attention to a woman (Dr. Christine C. Thomas), I met over ten years ago, we were two peas in the pod. We were and are the epitome of the scripture Proverbs 27:17, Iron sharpens iron, and one man sharpens another. Our presence brought energy and excitement to any project that we would work on together, and we were dynamic together. We would critique each other, and receive it in love. The words that she would speak to me reminded me of Proverbs 27:6 Faithful are the wounds of a friend; profuse are the kisses of an enemy. Meaning you cannot surround yourself with people who do not have your best interest at heart, if you are on a journey of excellence. You must pray and ask God for a spirit of discernment for those who are around you and speaking to you. Read Proverbs 2:6, that says “for the Lord gives wisdom; from his mouth come knowledge and understanding.”

Write it down: What is it that you want to do? What is it that you want to be? What is your focus? What are you striving for? I do believe in writing it down and journaling to remind myself why I do what I do every day, and I love it all the more. Habakkuk 2:2: States “And the Lord answered me, and said, Write the vision, and make it plain upon tables, that he may run that readeth it.” I have lived by this scripture and write down my personal and professional priorities. I review these periodically to remind myself of what is truly important. I advise you to do the same.

You Are God’s Best: You may recall earlier I informed you that I have had my share of many bumps, deep valleys, detours, and lonely places along the way. I was at a challenging point in my life, it was almost as if there was a downward spiral in slow motion happening, and it felt as though there was nothing that I could do about it. I found a place of peace in a corner at a local restaurant. I would go journal, pray, and worship God in my own way. There was a waiter, his name was Kagan, he was just awesome and would greet me every day with a smile. One day Kagan came to me and said “you are going to be alright”. I was caught

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off guard that he even noticed or thought that something was wrong. As many women, I can cover up the hurt and pain, and be flawless in the moment. I can put on an Oscar winning performance, and you would never know unless I wanted you to. As a leader, we must understand that people are our business, but I must warn you, people can fail you and hurt you. I have heard some say, “don’t take it personal”, but when you truly care about people, and they are at the core of what you do, it is difficult not to feel the hurt. On this journey there are times your wounds can be so transparent that they are not visible to the physical eye, but in the sight of spiritual eyes, can be very telling.

Henceforth, I went back to my lunch spot hoping to see Kagan. Unfortunately, I was told he is no longer here, but left this note for you. On receipt paper from the restaurant his messaged read Hey Tanjula: There is a song that our ministry put out that I thought would bless you. It’s called “ Got any rivers” Got any rivers you think are uncrossable? Got any mountains you cannot tunnel through? God specializes in things called impossible and he can do what no other power can do! Have a wonderful day! Expect God to bless you in whatever you do! You’re Gods Best. Signed Kagan I share this with you to tell you, you are Gods best! No matter what the challenge or the circumstances you are the apple of his eye, the epitome of courage and strength. Operate in a spirit of excellence in all that you put your hands to, make your decisions based on Faith, Family, and Career. Always remember that Grace is your name, no matter where you are. Trust your voice, and don’t be silenced, develop a support network, write it down, and know that you are God’s best.

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Dr. Tanjula Petty’s Bio

Dr. Tanjula Petty is married to William Petty, COL, Retired. She is the mother of one son who serves in the United States Army, and a daughter who is a graduate student in college. She currently serves as the interim Assistant Provost of Academic Affairs. She has served as a higher education administrator with 18 years of extensive experience providing progressive and transformational leadership for postsecondary institutions with a commitment to improving the practices in higher education. Dr. Petty fully utilizes the skills and experiences of others to advance quality instruction, institutional improvement, and workforce development needs through data, research, and policy changes. Throughout her career, she has championed academic excellence, access and support for first generation and underrepresented students. A native of Montgomery, Alabama, Petty grew up as a first-generation student as she earned a Bachelor’s of Science in Resource Management and Masters of Science in Public Administration from Troy State University. Dr. Petty completed her doctoral studies at Alabama State University in the Educational Leadership, Policy, and Law. Additionally, she has completed post-doctoral studies in educational leadership at Harvard University School of Education.

Dr. Petty received the 2013 Distinguished Dissertation Award presented by the Council of Historically Black Graduate Schools (CHBGS) and ProQuest/University Microfilms International (UMI), and joined the ranks of award recipients in the ProQuest “Hall of Scholars”.

Other awards and recognitions for her work in higher education and the community include but not limited to: • ASU Women of Excellence Award (2020) • Rural Leader Magazine’s 100 Most Influential People (2019) • Alabama State University’s 50 Under 50 Recipient • Rural Leader Magazine’s “40 under 40” • Rural Leader Top 20 Women of Small Town America.

• Featured in Diverse Issues in Higher Education, ASU Spotlight, ASU Today Magazine To bolster her executive strengths, Dr. Petty has participated in a variety of professional development opportunities including the Executive Leadership Academy (American Academic Leadership Institute), Hampton University’s “On The Road to the Presidency: Executive Leadership Summit” under the leadership of the longest tenured HBCU President, Dr. William Harvey, and the Thomas Lakin Institute for Mentored Leadership.

Petty is active in the community, professional, and higher-education organizations and serves on Leadership in Higher Education Advisory Board, and serves as a peer reviewer and evaluator for SACSCOC On and Offsite Committees. Petty is the author of Petty Principles, and is published in several peer-reviewed publications. Dr. Petty is a member of Delta Sigma Theta Sorority, Inc. Follow Dr. Petty: • Website : Drtpetty.com • Instagram: https://www.instagram.com/pettyprinciples • Twitter: https://twitter.com/dr_tpetty • LinkedIn: https://www.linkedin.com/in/tanjula-petty-a236275/

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Leadership versus Management: There is a Difference

by Christine C. Thomas, Ph.D.

Companies in the United States and around the world are challenged with hiring leaders and managers with a common purpose of optimal performance to achieve organizational goals. The companies are housed with leaders and managers but the real question is, do we understand the function and roles to be effective. The structure of every organization is governed by individuals who are in leadership and management positions. What is commonly misconstrued is the understanding and roles of these groups. Leadership and management are terms commonly used interchangeably but vary considerably in their approach aimed towards improving an organization. This article was written to empower women with standing firm in their management roles and those aspiring these responsibilities. I have organized this read with the following: the evolution of leadership and management to include a brief historical overview, followed by a definition of terms, identification of the function and role of each, outline of similarities and differences of why they are important in the workplace, the role of leadership and management styles and will conclude with my personal analysis and synthesis.

three themes that framed leadership. They include the continuance of group theory, leadership as a relationship that develops shared goals, and effectiveness to lead a group. During the 1970s there was an emergence of an organizational behavior approach to leadership to realize group or organizational goals.

Evolution of Leadership and Management Over the past 100 years, leadership has evolved in its meaning in the United States and around the world due to “growing global influences and generational differences” (Northouse, p. 2, 2016). Leadership is one of the oldest worries, serving as both a hot topic and an important driver of innovation for thousands of years (Kotterman, 2006). According to Northouse (2016) the evolution of leadership has transformed from the 1900s to the 21st Century. Beginning in 1900 to 1929, the meaning was equated to one who has the ability to impress those who lead by inducing submission, respect, allegiance, and teamwork.

By 1940, the leadership role was transformed with a group approach with leadership by coercion. In the 1950s, leadership evolved with a group focus and

Research on leadership was conducted in the 1980s to bring a visible awareness in the academy, business and industry and to the public. Themes that resulted from the research to define leadership includes some of the similarities of prior years, such as: “do as the leader wishes” (p.4) in order to get something accomplished by the followers; influence evolved to distinguish between leadership and management; leadership traits were brought back to the forefront; and leadership as a transformational process to include motivation and morality of leaders and followers (Northouse, 2016). Today, the meaning of leadership has advanced to mean “a process whereby an individual influences a group of individuals to achieve a com-

LEADERSHIP MATTERS | Page 15 mon goal� (Northouse, 2016). Management on the other hand has a meaning that has been consistent throughout the years. According to Kotterman (2006), management emerged as a new phenomenon when the emergence of complex organizations had a need for a system to regulate work and deal with authority and control issues. Nevertheless, the argument continues to determine if leadership and management are two separate processes that are very complex to define.

Despite arguments by researchers to the opposing, there are critical variances in the theoretical methods to management and leadership. While the distinctions are not as conclusive as night and day, they do draw a unique difference with one another while also complementing related abilities and skills to achieve a common element of attaining goals (Zimmerman, 2001).

Leadership and Management Function and Roles “Leadership involves the art of working with people and knowing how to lead does not mean knowing how to dominate, but to know how to convince people to work for a common goal� (Barker, 1997 and Kotter, 1995). Leadership and management differs significantly whereas leadership requires one to be visionary and exhibit quality to function with motivation, inspiration, persuasion, team work, innate ability to build relationships, listen to the needs and request of others, willingness to counsel, teach and mentor. On the other hand management is required to function in a role as a planner, with an ability to budget, organize staff, control the environment to achieve desired results, coordinate efforts, and use resources appropriately, ability to use time management skills to ensure efficiency and effectiveness, and the capacity to make decision and problem solve when necessary.

Similarities and Differences of Leadership and Management Distinguishing between leadership and management can be very complex to differentiate because it involves people who assume these roles within an organization. Leadership focuses on achieving goals, motivating and empowering people to achieve those goals. On the other hand management is focused on work and completing tasks. The leader is an individual who controls the meaning and direction of a group, gets the group to a cohesive place, and then manages to motivate the group in order to achieve the desired results. Leadership and leading functions require a group of followers. The following exhibits the similarities and differences of leadership and management (Solomon, Costea, & Nita, 2016).

Leadership is...

Innovates Original Develops Focuses on people Relies on trust Has a long-term view Respond to What?

Medium and long-term results (impact) Leader creates Challenging the status quo The is leader is doing thinks that have to be done Management is...

Administrate Is an image Maintains Focuses on systems and structure Relies on control Short-term view Ask the questions like where and how Immediate results Imitate Accepts the status quo Doing things how they should be done Leadership and Management Styles Whether you are hired to lead or manage an organization, the style is equally important to achieve desired results and outcomes whether it is your business, your church or ministry, or on your job. Fortunately, frameworks have been established to describe the many ways that leadership and management lead in organizations. When these approaches to leadership are understood and it helps leaders and managers become more effective as a result. Know your lead-

Fall 2020 | Page 16 ership style (autocratic, authoritative, pacesetting, democratic, coaching, affiliative and laissez-faire) and identify your strengths and be sure to examine weaknesses or opportunities for you to develop and grow as a leader. Take time to know who you are as a leader; practice becoming an effective leader because it is a process; cultivate your leadership approach; and complete leadership assessment tools to track your growth in developing as a leader. Whether a leader or manager the following assessments are great indicators to promote growth annually. Here are a few to examine for free.

•

The Meyers-Briggs Type Indicator: https:// www.16personalities.com/free-personality-test and https://www.crystalknows.com/jung-myers-and-briggs-personality-test

•

Emotional Intelligence Assessment: https://www. psychologytoday.com/us/tests/personality/emotional-intelligence-test

•

Leadership Style: https://www.mindtools.com/ pages/article/leadership-style-quiz.htm

•

Leadership Blind Spots (http://princetonmc.com/ wp-content/uploads/leadership_blindspots_survey.pdf)

•

Leadership Skills Test: https://testyourself.psychtests.com/testid/2152 and https://psychologytoday.tests.psychtests.com/bin/transfer

•

Agile Leadership Assessment: https://www. crystalknows.com/jung-myers-and-briggs-personality-test

My Personal Leadership Development Experiences There was a time in my career that I was a manager and developed into becoming an effective and productive leader. Leadership in my opinion is a multifaceted process that requires continued self-assessment and development in order for someone to become efficient and effective in leading and influencing one’s family, organization or business. The basic premise of leadership and its functions can lead to improving people, teams, and organizations regardless of differences. I believe great leaders are individuals who strive to build people in order to achieve the goal of the organization and thus allowing subordinates to develop in the process. It is my belief that leaders are willing to lead and follow and spend time developing to become effective in areas of weakness. I consider weaknesses are pointed opportunities for me to continue to grow as a higher education administrator, entrepreneur and minister. Every year it is my goal to take leadership assessments to find out where I need to hone in on my skills and abilities. Lifelong learning is definitely a priority for me because it is instrumental in my moving forward to attaining my “dream job” and my “dream opportunities.” Subsequently, I had to develop leadership skills to advance from being a manager and I discovered that my greatest leadership trait is my visionary apt for moving an organization forward with limited resources and building a team of resourceful, effective and passionate individuals.

I’ve developed my leadership presence and ow I’m sharpening my skills and leading with my best self by being authentic, building positive relationships, cultivating my personal brand and style, speaking up for myself and my team, embracing my natural talents as a leader, learning to enjoy being in the spotlight without fear of what others may think, and I’m being the change-agent I know the Lord wants me to be and finally, I am being intentional about my career. It is my hope to leave a leadership story that transforms the lives of those I lead and work closely with on the job, in my business and in ministry. My purpose for being a leader is to serve others and leave a legacy for others to follow.

REFLECTION: Great leaders are developed and not born over night.

You may be charismatic but that does not make you a great leader, it may mean more people may like you or even adore you but you may lack the capacity to sustain you. I encourage you to consider the following questions in your quest to develop as a leader: What is your leadership story? How are you develop-

ing as a leader or manager? What are your strengths, and how are you capitalizing on your strengths? Do you have a network and how is the network helping to cultivate your leadership acumen?

References Barker, R. A. (1997). How can we train leaders if we do not know what leadership is? Human Relations, 50(4), 343-362.

Kotter, J. P. (1995). What leaders really do. The Leaders Companion, The Free Press, 114-123.

Kotterman, J. (2006). Leadership versus management: What’s the difference?. The Journal for Quality and Participation, 29(2), 13-17.

Northouse, P.G. (2016). Leadership theory and practice (7th ed.). Thousand Oaks, CA: Sage.

Solomon, I. G., Costea, C. & Nita, A. M. (2016). Leadership versus management in public organizations.

Economics, Management, and Financial Markets, 11(1), 143-151.

Zimmerman, E. L. (2001). What’s under the hood?

The mechanics of leadership versus management.

Supervision, 62(8), 10-12.

Great Leaders are Developed!

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A Conversation with The C Student Leaders on the M

by Ashley C. Thomas, Ph.D.

Curve: Move

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In 2011, The Curve (Creating Unity Resulting in Voluptuous Empowerment) was founded on the campus of Delaware State University for curvy women.

In 2019, when Rachel Williams learned about the organization through a friend who attended DSU, she decided to bring The Curve to Montgomery, Alabama and broaden its scope to include women of all body types at Alabama State University.

I had the honor of sitting with four incredibly gifted young women who make up the Executive Board of the ASU Chapter of The Curve: Rachel Williams, President and Campus Founder; Kimberly L. Thomas, Vice President; Aunjelle Roque, Membership Coordinator; and Vachelle Robertson, Secretary. Their passions and career aspirations intertwine with their respective roles in The Curve in such an advantageous way.

At 17, Rachel, who majors in political science, organized a protest in Washington, D.C. with her friends after the death of Trayvon Martin. Along with her plans to attend law school and strategize campaigns (she serves as a student organizer for U.S. Senator Doug Jones), Rachel seeks to learn policies and understand systems of privilege and oppression in order to advocate for immediate and pro-Black equality. It’s no surprise that in addition to leading protests and organizing campaigns that she would lead and charter a new chapter of The Curve.

Kimberly, a senior marketing major, sees herself in a quote from Jay-Z: “I’m a business, man.” Her passion for entrepreneurship, philanthropy, and public speak-

ing supports her vice president role to motivate members, brainstorm innovative ideas to serve her community, and promote The Curve’s brand.

Aunjelle is a criminal justice major who plans to pursue a career as a juvenile probation officer or as a youth correctional counselor. What motivates her toward this goal? She wants to pay attention to the children who are often overlooked. I believe that her heart for noticing those who others may not pay attention to gives her insight as a membership coordinator. This insight allows her to recruit potential members who may feel overlooked socially, so that they realize they have a home in an organization that values unity and empowerment.

Vachelle, majoring in psychology, is on track to becoming a counselor. She describes herself as “observant,” a skill and requirement of any successful secretary.

During my conversation with the E-Board, I certainly learned some valuable lessons about servant leadership. These women chose to be part of the E-Board, not for the perks, popularity, or prestige, but to set a standard of excellence and offer services to guide their peers. Such a decision took great courage and support. Kimberly, Aunjelle, and Vachelle were drawn to The Curve when the organization led them to step out of their comfort zone by attending an interest meeting and participating in the Curve Challenge on social media, where students posted a video or photo with their name and what they want to curve about themselves (e.g., procrastination, bad eating habits).

LEADERSHIP MATTERS | Page 21 Kimberly prayed on becoming a Curve leader and felt the confidence to run for office when she remembered that she didn’t have to fear doing this alone. Aunjelle started off as a member who shadowed the outgoing treasurer. She found that she preferred being behind the scenes, a preference that drew her to the membership coordinator position. These young women push each other and their members to be their absolute best and take initiative. As Vachelle described, she felt like she was active, but not active enough, and simply being apart of the group is not always sufficient.

Rachel knew she didn’t want the ASU chapter of The Curve to be a revolving door, “come and go”- type organization on campus. Her plan has been to put structures in place so that when she graduates the organization will continue to thrive. “You’re only leading because so many people are following… We are the voices to advocate for others. Don’t waste your privilege,” Rachel said. I think this is such a humbling realization, considering that we often forget that even if we’re a supervisor over paid employees, we are leading people who choose whether they will follow us. According to Aunjelle, “It’s a good feeling to know

that even though we don’t have authority over others, ‘this is what we’re going to do. This is how we’re going to do it. How would you like to help me help you?’

Honesty. Responsibility. A willingness to do whatever it takes. According to the E-Board, these are a few traits that a leader must possess. Vachelle added that leadership requires “the ability to be able to be a great example and to problem solve.”

Prepared. Strategic. Humble. The E-Board recognized these adjectives as a few ways to describe a leader on the move. Transparency is another adjective that appeared to be a theme that the E-Board not only mentioned but also exhibited throughout our conversation. Kimberly said, “The root word [of leadership] is leader. It’s a person taking the responsibilities of a leader, and they’re outlining the mission and vision.

They’re transparent about the goals of where we’re going.” Aunjelle expressed that “as a leader, you are to be transparent, passionate, and vocal about your successes and your failure. We all have the capability to be a leader, but it’s about how you value and inspire others and elevate yourself.” In essence, a leader has never “arrived.” According to Aunjelle, as we

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continually grow through our successes and failures, we inspire others to do the same.

Another theme that emerged during our discussion was “mentorship,” a term that varies in meaning among groups and has often been misunderstood.

However, the ladies of The Curve were able to explain not only what mentorship means to them but what it looks like in their particular organization. While leadership and mentorship are related and are both important, they are indeed distinct. The former involves guiding a group of people, while the latter is based more on relationship and personal experience.

The Curve’s structure, goals, and practices demonstrate this distinction. For example, every member in The Curve may not have a formal leadership role, but they can all mentor someone. Kimberly explained that Mentorship Monday has been an initiative in The Curve where the organization pairs a college woman with one or two of her peers to get to know each other, fellowship, and break bread to really see what’s going on and what they need help with. Although it’s

called Mentorship Monday, its purpose goes beyond a catchy name. Kimberly clarified that for The Curve, and in general, “Mentorship is every day.” Aunjelle added that mentorship is not just in-house. It’s in communities and with elementary or middle school girls.

She believes that as big sisters, they can help young girls with homework and addressing mental health issues. The Curve can also look for different things to assist teenagers with during their transition to high school.

Kimberly recalled meeting freshmen in college who became seniors or were two years out of college and still kept in touch with their mentors. She wants The Curve to have the same effect for the ladies of their organization, even beyond their E-Board shadowing process. Basically, mentorship and grooming of the next set of leaders starts from Day One. For Aunjelle, it was experiencing a warm and genuine welcome and acceptance letters, great vibes during her first general body meeting, openness, and accountability. Then, there’s a trickle-down effect that happens for new

LEADERSHIP MATTERS | Page 23 E-board members and general members: “They feel the same love that we felt when we came in, and we provide them with a smooth transition. Our values are deeply rooted in mentorship, service, empowerment and just really big on reflecting on self,” said Aunjelle.

Ultimately, leadership requires commitment, and Rachel desires to give women more power, which comes with responsibility and an attachment to a task. “When you put your name on something, you have made a commitment, and you have to follow through the whole way,” Rachel said. This is her first year of having women to work with instead of doing everything on her own. She described the feeling as “unimaginable” and one that has brought tears to her eyes. She also feels grateful and blessed: “It makes me want to keep working. It’s like wow, somebody finally cares about it how I care about it.” Leadership also requires influence. Rachel continued, “Simply by them stepping up and being a board, you’re preparing that next group of women to step up and be a board. If there’s no example, then what do people have to go off of?”

For The Curve’s E-Board, leadership is not about replicating themselves, but about pulling out the best in the next group of leaders. “We’re known as the ‘hard hitters,’ but what are you going to bring? Let’s pull that out of you and see what you can do,” Aunjelle said.

Mentorship can even be a part of one’s legacy. According to Vachelle, “Everybody has their time where

they fall beneath and they need somebody to come pick them up and they necessarily don’t want to go to their parents or go to their family, and so the legacy that I want to leave is having that good mentorship.”

Their goals for influence don’t stop there, as they want to leave even more than mentorship as a legacy.

When asked what legacy they want to leave for The Curve, Rachel said “I want to leave a space where women can come in and contribute and then take that contribution and say ‘This is what I have to show for it’ in the spaces they go in. We’re big on making sure that opportunity is here.” To her, opportunity includes service, teaching, specializing in a field and hosting a seminar, and more: “We need to have spaces where women can feel open to create and grow and then turn around and help other women to create and grow.”

Kimberly noted how The Curve is “keeping everyone on their toes” so that people can continuously see them not only working but also bonding. A new chapter of The Curve is forming in California, and Kimberly wants to see the organization’s reach continue to expand across the country. “This isn’t just a regular organization,” Aunjelle proclaimed. The E-Board members “say what they mean and mean what they say.”

They also show intentionality in their programming, which is planned weeks in advance as they continue to “really empower and curve our communities, just like we stand for,” stated Aunjelle. Kimberly’s goal is

Fall 2020 | Page 24 “making sure the next E-Board has even bigger shoes to fill because we’ve done a lot individually and collectively.” While some officers may fear future leaders “outshining” what they accomplished during their tenure, she wants their successors to take the E-Board to the “next level of excellence and execution.”

For Kimberly, not only does The Curve’s legacy impact her community and future students at ASU, but it also impacts her reputation: “That’s really big. I think that’s something, for me, I would want that personally: the reputation of a last name. ‘Oh, your mama, she was this.

And this is how she paved the way for you and your siblings.’”

She gets excited thinking about how her work in The Curve and overall can pave the way for her children and their offspring for generations to come. As Aunjelle said, you’re “leaving behind something for people to know you as and recognize you for. Basically, you can help and guide people while you’re here, but to also help and guide people while you’re gone.” And gone doesn’t have to mean in death; it can be when a student graduates and moves on from a university, it can be when an employee transitions jobs, or it can be when a person moves to another community.

Vachelle reminded us that it’s not just the legacy we leave behind that matters, but how we leave that legacy behind. Did we leave our legacies the right way

and from a pure heart? Vachelle wants to leave a legacy where others say, “She really did this. She put her heart, her mind, her soul, everything into it.”

When it comes to leaving a legacy, Rachels’ requirement is that “there is something greater to leave here that will impact everyone…Whatever I do needs to be greater than my box. Greater than the circle that I’m in.” What specific legacy does she plan for The Curve to leave for future members? “A long-lasting sisterhood that networks. A history of structure.

Quality – quality is my favorite word.

Okay?

I’m a quality girl. We set the standard at The Curve ASU and we set it for the chapters too.

We [are] the standard. So, I want that to live on. I want women to continue to challenge themselves. Just because you think this organization is good, doesn’t mean it can’t be better. And if you’re not joining to make it better, then why are you joining?”

Whew.

Talk about a personal motive check.

With all of the wisdom, knowledge, and self-awareness that my younger self would have loved to gain from them during my time in undergrad, there’s no way around the challenges of leadership. For example, Rachel shared the need to personally balance sensitivity with her strong, direct delivery and how she’s working on “finding a middle” when communicating with others. In addition, she adds, “Leadership is everything that it’s not. People love the show. People love titles. People love being in the front. But it’s not always what people make it out

LEADERSHIP MATTERS | Page 25 to be.” Her words remind us that there are no excuses when someone is sick or when people do not take things seriously or do things at the right time.

Kimberly spoke on the organization’s steps to restructure and pull in old members to keep the excitement in the midst of figuring out why some don’t participate.

Although support is great, the E-Board’s goal and desire is for support to turn into participation. Aunjelle shared, “Everyone’s mind is everywhere. It’s challenging when everything is virtual. Even though [virtual gatherings have] been around, it’s so new. From getting on Zoom calls, to figuring out why this person can’t hear this person and why it’s crashing all the time, to figuring out ‘hey, can we even make this even virtual?’ It was frustrating to have all the ideas but make it virtual. Even though it’s a new norm now, I don’t think it’ll ever be normal. It’s just really hard.”

Vachelle observed, “I feel like when we were face to face, it was like yeah we’re seeing a lot of faces. But now [that] it’s virtual, people claim to [say] ‘Oh, I’m doing some homework.” Vachelle went on to express that there’s a new challenge to get people to “Just listen. Just show up. You can’t drag people to stuff.”

There are indeed new challenges for leaders, on top of the overwhelming challenges of 2020: a global pandemic, social injustices, historic rises in mental health issues, and more. So how do we overcome the challenges of leading people in an organization?

Kimberly assures us that “When you love the organization, you put the frustration behind you. Know and remember what you signed up for. People will sometimes get the position, get the title, and drop the ball that came with that. Just remain humble. When the hard times come, remember why you started. Remember where you’re going. Stay focused. You’ve got to keep your eye on the ball and remember that people are watching. Remember that you’re leading people. You cannot let your people down.”

In line with remembering why we started, Vachelle’s leadership quote is that “Great leaders don’t set out to be a leader. They set out to make a difference.” She continued, “Don’t lead people just to what others are doing but lead them to what you know is right. Do the research.”

Fall 2020 | Page 26 Leadership truly requires teamwork. Vachelle shared that it means a lot that her peers chose this year’s E-Board to lead: “Everybody can’t be vice president.

Everybody can’t be a membership coordinator or a secretary. Stand up to your name and your position.”

Our organizations certainly depend on us.

Aunjelle encourages us to extend grace to ourselves and others. “To be a leader is to be yourself. Not as an overseer but as an overcomer and an uplifter…You’re constantly trying to keep not just yourself motivated but others.

Rachel sums it up well: Remove all your selfish ideologies now. Today. Tomorrow. Soon. Please. Because, if not, you’re going to be humbled real quick.

Leadership is not a selfish job at all.

What advice do they have for current or aspiring (student) leaders?

Vachelle: It’s not going to come easy, but everything you do is worth it. Don’t get the big head.

Aunjelle: Be patient and trust the process. It may seem hard right now, but there’s always a way to get through. It’s always a way through. You’re going to meet your end goal, even when it may seem like it gets hard.

Due to the unity of this E-Board, you likely did not notice that much of Rachel’s portion of the conversation took part without the rest of her E-Board able to be present. However, her ability to have made the vision plain showed in how her fellow leaders explained it with such clarity and conviction. In Rachel’s absence, I took the liberty to dig deeper in understanding their appreciation for her bringing The Curve to ASU and asked her team what they would like to say to her.

Kimberly: Keep going. Maybe we could come together and charter one at a community college, or [Auburn University-Montgomery], or another HBCU [like] Tuskegee here in Alabama. So, I would tell her to keep going and even keep going beyond The Curve.

You see what she does in politics, [so] maybe should could help implement the values that The Curve has into politics. I would tell her thank you. Thank you for being courageous. It takes a lot to start an organization on a campus or an organization, period. You don’t know who’s going to join, who’s going to be interested, or who’s going to remain consistent. I would thank her for taking that risk and being courageous starting something at Alabama State.

Aunjelle: Thank you for seeing something and bringing it to State and reinventing it to fit what you knew that our campus lacked. We have all these other organizations that are mentoring programs and community service programs, but she really took it and embodied it and really made it happen. She executed it. So, to her I would really say thank you for being that leader and being the person to stand up and actually do something [that] maybe other people were afraid to do or that they didn’t think to do. I will always just thank her because she’s really been like that big sister and the person who really sees the end goal and says, “We’re going to get this done regardless.” Even when she’s having her panicky days, it’s just really refreshing to know that she’s just really going hard regardless of if she’s by herself or if she has us.

Vachelle: Everybody needs The Curve, to me. I feel like everybody needs to be a part of this organization.

We’re helping each other build up and be better.

May other leaders and their team members celebrate each other with such sincerity. May employees and employers speak this highly of one another when away from each other’s presence. May teachers and students, and pastors and teachers, hold each other in such high esteem. May family members regard each other with so much delight. As Dr. Christine C. Thomas states in Christine’s Courageous Quotes, “Let’s remember that we are all leaders…leading someone in our home, workplace, and circle of influence. Let’s give it our best.” One thing I know about The Curve E-Board is that when it comes to leadership, these ladies are student leaders giving it their best.

The Curve ASU Alabama State University

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Christine C. Thomas, Ph.D. Minister, Author, Entrepreneur, and Higher Education Administrator

LEADERSHIP MATTERS | Page 29

Connect with me on LinkedIn for your weekly dose of Christine’s Courageous Quotes at linkedin.com/in/ christine-c-thomas-phd-60365239

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Connect with

Rachel Williams The Curve President

Major: Political Science & Communication Major Classification: ASU Senior Class of Spring 2021 Hometown: Bowie, Maryland Social Media Handles: @rachashwill

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A Dynamic Duo Leadership Approach

by Christine C. Thomas, Ph.D.

My colleague Dr. Tanjula Petty and I have been working as higher education administrators for 30+ years combined. We have experienced the ups and downs, the highs and lows of being servant leaders in a space we often times see dominated by men. In our quest to mentor and help women and girls desiring to become leaders, we have found that it is essential to have someone to help you along the way.

In 2019, we coined the term, ‘dynamic duo leadership approach” because it epitomizes the synergy we bring as supervisors, colleagues, project leaders, entrepreneurs, and mentors. We are able to get so much more accomplished as a duo, where possible.

Dynamic Duo Leadership simply means, women who are committed to invest their time, talents and treasures into other women and girls. It is a special pair of people doing something; it is a partnership where two are successful and powerful together by the grace of God. We believe it is a model that focuses on connecting and reshaping future leaders to help them develop and grow in their respective roles.

Tanjula and I have been connected for 10 years, and we have developed as professional colleagues and now friends. We are hardworking and have a strong work ethic that is graced with excellence and passion.

We are humorous. We encourage each other. We are honest with each other, even if it hurts or is difficult to say. We are our authentic self. We do not compete with each other, nor are we jealous of each other. We have our own style that personally compliments our flair for the finer things respectively. We ask each other difficult questions and give each time to reflect and answer. We pray for each other and we invest lots of time in each other. We disagree but respect each other’s opinion. We have been mad at each other but we forgive. We are capable of transforming an organization as a team or individually and we don’t compromise our standard of excellence, nor do we compete. We have been selected to participate in some leadership development opportunities that have been a tremendous blessing in our pursuit of our career aspirations.

I must say that Dr. Petty has stretched me and helped me to pull out the greater in my life and I am so grateful. She has been used by the Lord to stretch me outside of my comfort zone. I’m so proud of my friend and colleague, who is a sophisticated, classy and smart individual who stands boldly in her seat as a leader. I’m praying and believing that she’s going to be a president of university or college one day and I know that she’s going to be an amazing visionary servant leader who will cultivate growth, leave her legacy footprint and build more leaders with purpose and passion. I’m grateful for the dynamic duo leadership approach because it has stretched me to a capacity that allows me to make a difference in the lives of selected women and girls the Lord has assigned to me on my journey.

The Dynamic Duo Leadership Approach requires that you connect with someone who will never become jealous or envious of you; it means walking with someone who is confident in who they are and who they are willing to submit to and to learn more. What makes our relationship great, is that we are both believers in Jesus Christ, so we know that God has graced us to do what we do and it was him that joined us together.

I must share this before I close. In 2018, we were selected by Harvard University to participate in their Women in Leadership Institute and it was simply amazing. In 2019, we were selected as the keynote speakers for the National Diversity Congress, Women in Leadership Institute on the campus of Harvard University. The selection was breathtaking for the both of us and we enjoyed every day and every moment of the experience. It was amazing to connect with other leaders from around the world. This was a great opportunity and we know that greater days are ahead and we continue to read and stay current; we frequently participate in opportunities to stretch us as leaders to master in our areas of expertise.

If you desire to utilize the “Dynamic Duo Leadership Approach,” I would like to share with you our seven (7) important strategies we have modified since our

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LEADERSHIP MATTERS | Page 41 presentation on the campus of Harvard University’s, Faculty Club. These strategies require that you embrace another woman that you believe you are connected with that is at your level of leadership, and be willing to invest your time and it is certainly going to take a mutual agreement and commitment to yield the success we have obtained. Here are the strategies for you to consider. You may have to modify them to work for you and your professional colleague that prayerfully will turn into friendship.

Strategy 1: You must have a willing heart to help another woman succeed inside and outside of the workplace.

Strategy 2: You must be willing to help them tackle barriers and biases. You must be willing to embrace the reality that the glass ceiling and unequal pay for women is real. The barriers for women exists and they are real, and can be a painful experiences. We must help ourselves and other women by seeing potential; build personal brand; demonstrate courage often and become risk-takers; build on strengths; and avoid the need for affirmation by others.

We must be that voice, when they are unable to fight against the disparity of pay in the workplace, fight for each other when the other is unable.

Strategy 3: You must be willing to help women develop skills in strategic thinking systems and knowledge; emotional intelligence; learn to take care of self; develop leadership style and how to become the change-agent they want to see; and participate in leadership development opportunities.

Strategy 4: You must be willing to encourage women to pursue leadership paths that leads to executive level positions. Help them to become fearless and not be afraid of the spotlight. It will also include helping them do the following: make respect inherent to their brand and not allow people to step over them; know the challenges women face; adopt a positive attitude; embrace their role as a champion of change; know the competencies required at the executive level; and again, participate in professional development opportunities’ where men are only at the table.

Strategy 5: You must be willing to empower other women. Help them to leverage the power to be a successful lead er and build confidence.

Strategy 6: You must be willing to help them develop their leadership presence by helping them embrace their authentic self; drive destiny; grow tribe of support (men and women); and create an awareness of gender in the lives of younger girls and remind them constantly that when given an opportunity to make change to stop the glass ceiling.

Strategy 7: You must be willing to edify and encourage yourself and others.

The Dynamic Duo Leadership Approach has changed my life and my friend, Dr. Tanjula Petty’s life. It has been a journey and there’s been some difficult times and days but I wouldn’t change nothing. It has taught me how to trust others, be my real authentic self, share my fears and have someone to push me to the next level. I love my friend like a real “-” and I thank God for her always. Dr. Tanjula Petty is a change-agent and an asset to me and my family. We are greater together than apart. Thank God for a real example of synergy.

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Connect with

Kimberly L. Thomas The Curve Vice-President

Major: Marketing Classification: ASU Senior Class of Spring 2021 Hometown: Montgomery, AL Social Media Handles: Instagram: imkae_whoyou Twitter: duchesskaeSnapchat: Karamel_Kae Linkedin: Kimberly Thomas

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VOTE...VOTE...VO

Go to the Polls and Vot

Need Help Voluntee

https://vo

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te on November

or Want to er, Go to:

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Connect with

Vachelle Robertson The Curve Secretary

Major: Psychology Classification: ASU Sophomore Hometown: Demopolis, AL Social Media Handles: Facebook: Vachelle Robertson Hill Instagram: Saucy_Shell Snapchat: Shellmonae

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Don’t Be Silent: Strategies for Breaking through the Disparities

by Christine C. Thomas, Ph.D.

The gap between women and men in leadership is a reality. Less than five percent of women are in executive leadership positions in business and politics, unions, religious institutions, legal professions, and higher education (Catalyst, 2015). Disparities and leadership gaps for women have existed for years, despite women earning more degrees than men (Finnan et. Al., 2015). Gender inequality organizations continue to make resources available to increase awareness on gender disparities for women in executive leadership roles. These concerns continue to demonstrate the barriers and biases women face around the world as they seek to take on underrepresented roles in various industries. Are you aware of these concerns? Have you informed your daughters, nieces and young ladies in your circle of influence about the disparities and inequalities women face? Is there a certain moment you are awaiting to let them know? Answering these questions may help give some attention to our sphere of influence and seeking to help others understand these differences and will prepare future generations when it comes to salaries and promotions.

Take a moment and watch the following videos and jot down on a piece of paper, how did the videos make

you feel? What would you share with another female or young girls regarding gender inequalities and disparities? Are there any behaviors you need to change in your life to help break through the inequalities? Do you believe you have been silent in your current role on the job? And finally, what can you do to be that change-agent and voice for others?

•

Do you know what gender inequality at work looks like? https://youtu.be/byq-EH9cR00

•

A Class That Turned Around Kids’ Assumptions of Gender Roles! https://youtu.be/G3Aweo-74kY

•

Kids Explain, Why are Women Paid Less than Men? https://youtu.be/S1Onniy08AY

The question remains, why does the number of women in high-level positions remain low? Regardless of gender, what is your awakening moment to gender inequalities and disparities? Was it after watching the videos or was it when you were a victim of the disparities and inequalities on the job? or did you witness this happen to someone you know? It is important that we create an awareness of these differences and also to break the silence. We must create a culture of access for women and the following are tips to help leaders and developing leaders break through the silence.

LEADERSHIP MATTERS | Page 51 1. Don’t ignore the problems that exist in the workplace for women, where men are often given the chance to rise to the top and use women to get them there without question.

2. Help women and girls by connecting them to the videos and resources that exists to increase awareness.

3. Make sure your voice and others are heard. Do not be afraid to challenge the inequalities in pay and opportunities for growth in the workplace. Requesting fairness in pay should not be described as an angry woman wrapped in her emotions. Do your research on companies before taking a job and be willing to pass up opportunities if they are not willing to be fair?

4. Encourage yourself and others often when you witness these actions occur and once again, do something about it, don’t remain silent.

5. Equip others by sharing your leadership story, life experiences and journey so that they may avoid making some of the same mistakes. This is something I wish someone would have shared with me in this cruel world. Gleaning wisdom from someone

else is beneficial and it allows you to be prepared and gives time to reflect and create a plan if it happens to you.

6. Empower others by exposing the reality of the glass ceiling. It is real and workplace oppression exists and we should not turn a blind eye.

7. Devote time to help women succeed when you are place in position of change. Do not perpetuate the problem if it happened to you. Break the cycle.

Fight for your team to ensure everyone is treated fairly, compensated fairly and have the same opportunities to succeed despite race, ethnicity, and income.

In closing, I believe these tips can help us to engage more with other women in the workplace in a way that leads to effective mentoring and networking; tackle the barriers and biases women face and to answer the question, what does gender inequality look like in the workplace; equip women with opportunities to develop for advancement when opportunities are available; devote time to encourage women to seek leadership paths in high-level organizational positions; and empower women by demonstrating the importance of synergy, and knowing self and respecting others.

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Connect with

Aunjelle Rogue The Curve Membership Coordinator

Major: Criminal Justice Classification: ASU Senior Class of Spring 2021 Hometown: Lake Charles, Louisiana Social Media Handles: Instagram: jellexoxo-Twitter: zvddyjelle

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Dr. Herbert H. Thomas, Jr.

Advocate for Social Justice & Economic Empowerment for African-Americans

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SOLIDARITY With

Herbert H. Thomas, Jr., Ph.D. “Truth without Compromise”

With 9 days left before the 2020 General Election, it’s more than voting Donald Trump and his cronies out of office. This election will set the course of this nation for the next fifty years. As time continues to narrow, African Americans must be vigilant and never cease in their efforts to organize and mobilize their vote. Sitting on the sidelines and believing your vote will not count is a vote for Donald Trump. As of October 15, 2020, according to CNN and the Edison Research and Catalist Company, over 18 million ballots have been cast in 44 states and Washington, D.C. during the 2020 election cycle. In the midst of a pandemic that has crippled the country, these numbers are indicating an historic voter turnout. Here is a breakdown by 4 swing states of early voting as compared to 2016: North Carolina: 2020: 502,462 2016: 226,824 Georgia: 2020: 918,873 2016: 448,055 Michigan: 2020: 1,150,224 2016: 369,721

voting numbers theorizes that Democrats are pushing the rise in numbers. Of the states that released ballots cast by party affiliation, 55% identify as Democrats, while 24% identify as Republicans. On Monday, October 19, 2020, Florida began its early in-person voting. During a recent interview, Politico’s Marc Caputo stated earlier this week, “Republicans typically hold a slight edge in absentee ballot returns in Florida elections. But this year, there’s been a stunning development. For the first time ever at this stage of a general election, Democrats here are outvoting Republicans and by a mammoth 384,000 vote margin through Tuesday.”

Through protests and boycotts, as African Americans we have made our voices known. Since the murder of George Floyd by a Minneapolis, Minnesota cop, we have built momentum. However, with the upcoming election, we must focus on the introduction of new policy and revisions of current policy that adversely affect the African American community. In 2020, according to the Pew Research group, the following are found to be germane to Blacks and important because they affect our community, families and our legacy and the necessity for us to vote and fight for equal justice and equal opportunities in this country.

Wisconsin 2020: 592,579 2016: 234,396

Each concern listed below has been written to include a definition, where possible important data and describes the impact each pervasive concern has on African Americans, followed by references..

While watching MSNBC and CNN, I saw long lines of people voting early in Georgia and Texas. As the reporters were interviewing the voters, many stated they had waited in line over 8 hours to vote. Seeing this kind of early voting is unprecedented. The early

Issue #1 -- Criminal Justice reform: This reform addresses police brutality and corrupt law enforcement agencies, implementation of a national standard of training for law enforcement officers, national data base to weed out corrupt officers, allowing ex-felons

Fall 2020 | Page 56 to vote, unequal and unfair sentencing guidelines, eliminating private prisons and the cash bail system.

from his or her job, due to illegal or reckless actions, and 6) implementing more neighborhood patrolman.

Cash bail is where a local court regulates the amount of money an individual has to pay to procure their “bailout” from detainment. The cash the individual pays serves as bond to make certain the alleged offender shows up for their appointed court date. Notwithstanding, there are roughly a million people in jail on a daily basis, despite them haven’t been sentenced.

The cash bail system clearly has a detrimental effect on those who are poor and low-income. These people are not able to pay their cash bail, which leads to them been locked up for weeks or months until their trial begins. Cash bail continues to carry out injustices that underhandedly affects communities of color and poverty.

Due to continued public outcry and after the shooting of Michael Brown from Ferguson, Missouri and the death of Eric Garner of New York in 2014, many government officials, academic researchers, and media outlets began to collect data to show the frequency of police brutality and elements that add to it. The data presented unsettling results. Nearly 1,000 civilians are killed each year by men and women who took an oath to protect and serve. Studies purported that African American men are 2.5 times more likely than their White counterparts to be killed by law enforcement. Another study showed that African Americans who were fatally shot by law enforcement were twice as likely as Whites to be unarmed. Nix, J., Campbell, B. A., Byers, E. H. & Alpert, G. P. Criminol. Public Policy 16, 309–340 (2017).

Police brutality may be considered “the unwarranted or excessive and often illegal use of force against civilians by U.S. police officers. Forms of police brutality have ranged from assault and battery (e.g., beatings) to mayhem, torture, and murder. Some broader definitions of police brutality also encompass harassment (including false arrest), intimidation, and verbal abuse, among other forms of mistreatment.” Dr. Leonard Moore, Professor of History at the University of Texas.

The world watched in shock and horror as Minneapolis, Minnesota police officer Derek Chauvin kept his knee on the neck of George Floyd, an unarmed African American man, for 8 minutes and 46 seconds.

This heartless and callous act led to the death of Mr. Floyd, which sparked national and international protests and called for immediate police reform and in some cases called for police departments to be defunded. Furthermore, Mr. Floyd’s murder invigorated the public deliberation about police brutality and racism in America.

As protests become more frequent, government officials, police departments, and politicians are under immense pressure to radically change policies, practices, and perception in which law enforcement operate. Some of these policies and practices have to address the following: 1) Police wearing body cameras at all times and consequences if they don’t have them on, 2) standardized training for all law enforcement officers, 3) eliminating choke holds, 4) creating and strengthening community oversight committees, 5) national data base that will contain the number and nature of complaints, use of force, and law suits filed against an officer, and if an officer was terminated

Issue #2 -- Privatization of prisons The privatization of prisons is morally wrong. The whole idea for a private prison is to make money.

Therefore, they have an incentive for longer sentences and higher recidivism rates. According to The Northwest Missourian Opinion on October 17, 2019, private prisons are in business for one thing, to make money. Here in lies a moral dilemma. An inmate is sent to prison and is there as punishment for a crime they committed; however, they are not there to receive punishment. The goal of any correctional facility is to protect the public and rehabilitate the inmate so upon release they will be productive citizens of society. As a former Correctional Officer, I saw firsthand the devastating effects of long sentencing and high recidivism rates.

Private prisons have many issues that have proven not to be beneficial for correctional officers nor the inmates. Even though private prisons detain only about 8% of the U.S. prison population, they have a vested interest to house more. A study by the U.S. Bureau of Justice revealed that 83% of the prisoners released in 2005 were arrested again by 2014. Also, employees earn on average $5000.00 annually less than federal prison employees, with nearly 60 less hours of training.

Currently, the U.S. has 4% of the world’s population, but 25% of the world’s incarcerated population.

In 1968, there were roughly 180,000 people in U.S. prisons and local jails. Now there are nearly 5 million people in prisons and jails. The United States has 2 million more people incarcerated than China, but Chi-

LEADERSHIP MATTERS | Page 57 na has 1.5 billion more people than the U.S. Many states look at third grade reading scores to determine how many prisons they should build for the future.

One can simply look at the amount of money and jobs that are created by mass incarceration. Everyone gets paid: The people who built and maintain the prisons and those who make, package, and deliver the food, eating trays, clothes/shoes, beds, toiletries, shower and bathroom apparatus, cleaning supplies, sheets, recreational equipment, and pillows. Look at money to be made on the officers for the following: payroll, uniforms, badges, handcuffs, batons (knight stick), caps/hats, and firearms with ammunition. We can’t forget about the money that’s made for secretaries/clerks, nurses and doctors, and medical treatment for inmates. In other words, there is big money in the criminalization of people. Therefore, many of these prisons will use Blacks as their raw materials to keep the money machine going.

Issue #3 -- Healthcare: Universal healthcare is a topic that has been discussed for many years. On March 23, 2010, President Barack Obama signed into law the Affordable Care Act (ACA), also known as Obamacare. ACA allowed 2.8 million African Americans to have some form of insurance coverage that were previously uninsured. Although many Blacks had insurance from their employer or some type of private insurance. 55% of African Americans used private health insurance in 2018, while 41.2 percent were enrolled in Medicaid or some other type of public health insurance. African Americans are more likely to be uninsured at a higher rate than their White counterparts. Through political maneuvering the ACA has been modified and this has caused a challenge for many Americans on their healthcare options.

When looking at income equality and other financial threats, African Americans spend nearly 20% of their average income on healthcare premiums, office copays, prescription drugs, and unexpected medical bills.

The absence of Medicaid expansion in different states, lack of healthcare providers, and inequities in the healthcare system make it extremely difficult to address Americans healthcare needs in a holistic way. These difficulties affect Americans in a myriad of ways; however, people in the South and African Americans around the country are disproportionately represented in these problems.

The soaring cost of health insurance has led to high

numbers of people who are uninsured or under-insured. Of the 27.5 million people that are currently not covered, 45% say cost is their reason for not having insurance. The Commonwealth Fund reports that there are roughly 87 million adults (18% African Americans) from ages 19-64 that are underinsured.

This means they have some type of coverage, but their coverage and other related medical expenses is costly.

For over 54 years, Medicaid has been funded by the federal government and states. From August of 2019, Medicaid has provided coverage for 68 million people, with 20% being Blacks. Due to the current wealth gap in America, Blacks usually experience a higher level of poverty than other ethnic groups. Therefore, public healthcare programs are essential for affordable and quality healthcare. The poor, elderly, pregnant, and people with disabilities have benefited greatly from Medicaid.

Issue #4 -- Education: Earning a college degree for many African Americans is considered one of the greatest achievements in their life. With this new degree, doors are now open that were once closed. Dreams and goals now seem obtainable that at one time seemed like a nightmare.

For many Blacks, they are first in their family to go to college, let alone receive a college degree. With this new found educational attainment comes great expectations from family, friends, and the African American community at large. However, for many this quest for academic progression and excellence had an auspicious start during their formative years. Here are some key statistics that many Blacks had to overcome in order to attend college: STATISTIC #1: African American students are less likely than white students to have access to college-ready courses. In fact, in 2011-12, only 57 percent of black students have access to a full range of math and science courses necessary for college readiness, compared to with 81 percent of Asian American students and 71 percent of white students.

Source: College Preparation for African American Students: Gaps in the High School Educational Experience and U.S. Department of Education Office for Civil Rights Data Snapshot: College and Career Readiness STATISTIC #2: Even when black students do have access to honors or advanced placement courses, they are vastly underrepresented in these courses. Black

Fall 2020 | Page 58 and Latino students represent 38 percent of students in schools that offer AP courses, but only 29 percent of students enrolled in at least one AP course. Black and Latino students also have less access to gifted and talented education programs than white students.

Source: U.S. Department of Education Office for Civil Rights Data Snapshot: College and Career Readiness and U.S. Department of Education Office of Civil Rights 2013-2014 Civil Rights Data Collection “A First Look” STATISTIC #3: African American students are often located in schools with less qualified teachers, teachers with lower salaries and novice teachers.

Source: U.S. Department of Education Office for Civil Rights Data Snapshot: Teacher Equity and U.S. Department of Education Office for Civil Rights 2013-14 Civil Rights Data Collection “A First Look” STATISTIC #4: Research has shown evidence of systematic bias in teacher expectations for African American students and non-black teachers were found to have lower expectations of black students than black teachers.

Source: Who Believes in Me? The Effect of Student-Teacher Demographic Match on Teacher Expectations STATISTIC #5: African American students are less likely to be college-ready. In fact, 61 percent of ACT-tested black students in the 2015 high school graduating class met none of the four ACT college readiness benchmarks, nearly twice the 31 percent rate for all students.

Source: The Condition of College and Career Readiness 2015: African American Students (a joint ACT-UNCF report) STATISTIC #6: Black students spend less time in the classroom due to discipline, which further hinders their access to a quality education. Black students are nearly two times as likely to be suspended without educational services as white students. Black students are also 3.8 times as likely to receive one or more out-of-school suspensions as white students. In addition, black children represent 19 percent of the nation’s pre-school population, yet 47 percent of those receiving more than one out-of-school suspension.

In comparison, white students represent 41 percent of pre-school enrollment but only 28 percent of those receiving more than one out-of-school suspension.

Even more troubling, black students are 2.3 times as likely to receive a referral to law enforcement or be subject to a school-related arrest as white students.

Source: U.S. Department of Education Office for Civil Rights Data Snapshot: School Discipline STATISTIC #7: Students of color are often concentrated in schools with fewer resources. Schools with 90 percent or more students of color spend $733 less per student per year than schools with 90 percent or more white students.

Source: Unequal Education: Federal Loophole Enables Lower Spending on Students of Color STATISTIC #8: According to the Office for Civil Rights, 1.6 million students attend a school with a sworn law enforcement officers (SLEO), but not a school counselor. In fact, the national student-to-counselor ratio is 491-to-1, however the American School Counselor Association recommends a ratio of 250-to-1.

Source: American School Counselor Association and U.S. Department of Education Office for Civil Rights 2013-14 Civil Rights Data Collection “A First Look” STATISTIC #9: In 2015, the average reading score for white students on the National Assessment of Educational Progress (NAEP) 4th and 8th grade exam was 26 points higher than black students. Similar gaps are apparent in math. The 12th grade assessment also show alarming disparities as well, with only seven percent of black students performing at or above proficient on the math exam in 2015, compared to 32 percent white students Source: The Nation’s Report Card: 2015 NAEP Mathematics & Reading Assessments As you can see, many Black students have had to overcome many obstacles for them to even step foot in a college classroom. Earning a college degree is an avenue for reducing poverty and narrowing the wealth gap between Blacks and Whites. The inequality between these two groups are quite disturbing.

Historically Black Colleges and Universities (HBCUs) saw an overall increase in enrollment in 2016. One might surmise that this increase came from adverse

LEADERSHIP MATTERS | Page 59 experiences Blacks have endured in their personal life or their exposure to racial discrimination. Blacks obtaining college degrees continue to rise.

Issue #5 -- Voter Suppression Voter suppression in the United States has been around a very longtime. Post Civil War, the 15th Amendment outlawed racial voting stipulations; however, states were still allowed to ban African American voter on other grounds. Through Black Codes and Jim Crow laws, Blacks faced an uphill climb, both socially and to legally vote.

On June 25, 2013, the United States Supreme Court rendered a 5-4 majority decision to gut section 5 of the 1965 Voting Rights Act. Section 5 required states that had a history of racial discrimination in voting to receive “pre-clearance” before they could make any changes to their election laws. Section 5 was implemented to deter racial discrimination and encourage transparency in voting practices in several states, such as Alabama, Alaska, Arizona, Georgia, Louisiana, Mississippi, South Carolina, Texas, and Virginia.

Voting rights experts and Constitutional Law scholars agree that Shelby County v. Holder decision clearly sabotaged one of the most powerful pieces of Civil Rights legislation.

The Brennan Center cautioned that without the buffer of Section 5, states might want to reintroduce discriminatory voting practices that were formally blocked in the previous “pre-clearance” conditions. Regrettably, a number of people were affected by the court’s decision because that is what exactly happened. Literally within a 24-hour period after the ruling of the Shelby v.

Holder case, Texas immediately went to a strict photo-ID law. Since the 2013 Supreme Court decision, at least 20 states have passed some form of voter suppression law(s). The Brennan Center routinely established that states who were under the pre-clearance requirement continually participate in compelling acts to suppress voters. Some of these voter suppression tactics included, but are not limited to the following: • • • • • • • • • •

Stricter voter ID laws Rolling back early in-person voting Eliminating same day registration and voting Faulty voting machines Not allowing ex-convicted felons to vote Severely reducing polling places Extremely long lines Unlawfully purging voters from the roll Partisan gerrymandering of voting districts Purposefully spreading misinformation about voting

These tactics disproportionately target people of color, poor people, elderly, and low income. These individuals tend to vote Democrat. In the home of the brave and land of the free, every citizen that’s eligible to vote should be given the opportunity to vote. Racial voter suppression, once primarily a regional blight, has “metastasized across the country,” says Sherrilyn Ifill, the president of the NAACP Legal Defense and Educational Fund. “On the table will be whether this is in fact a sound democracy.”

I share with you these concerns to say, whenever there’s an election, please vote as though your life is at stake, because it is!

Contributing Author

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Ahley C. Thomas

Ashley C. Thomas, Ph.D. is a filmmaker, speaker, entrepreneur, communication scholar, and copy editor from Alabama.

Ashley is an Assistant Professor of Communication Studies at Alabama State University. She earned her Ph.D. in Communication from George Mason University (2017), her M.S. in International and Multicultural Education from Florida State University (2012), and her B.A. in Communication from Alabama State University (2011).

Since 2005, Ashley has provided copy editing, writing, and consulting services for universities, non-profit organizations, religious organizations, motivational speakers, leadership workshop series, and more. She values helping people to express themselves clearly and freely through writing and speaking, and her work has been featured in college textbooks and magazines with international reach. Her research interests include communication as it relates to learning and behavior in the areas of identity, motivation, and persuasion. She desires to merge her love for communication research, education, and film to empower students and faculty and make new knowledge accessible to the masses. Ashley also provides training in leadership, effective teaching, diversity and inclusion, and public speaking strategies for universities, businesses, and non-profit organizations.

In 2009, Ashley made her directorial debut with her stage play He Made It Right, and since 2015 her “Ministry of Laughter” comedy sketches have garnered thousands of views on social media. She also edited a short documentary, Social Work Leader, Advocate, & Champion (2018) for the Tuskegee VA Medical Center’s Social Work Department in honor of Social Work Month. Her love of music inspired her to write, direct, and produce the music video "Difference" by wensdaynight (2018). In 2019, she was a camera operator for the award-winning documentary short film Hobson City: From Peril to Promise.

Her previous ministry experience includes serving as praise and worship leader at Word of Life International Ministries in Montgomery, Alabama, as well as a director for youth and young adults for Christians Equipping Christians for Outreach (CECO) Fellowship, Inc. She is a community service advocate through her Purpose Pouch initiative, which provides hygiene items, clothing, encouragement, and support to those in need.

Family is very important to Ashley. She enjoys traveling, and her international travel experience includes studying abroad in Asia, Europe, and Central America, as well as touring the Caribbean. Ashley also takes pleasure in singing, event planning, and making people laugh. Ashley is also a proud third-generation ASU Hornet and a member of ASU’s 50 Under 50.

In addition to her consulting work, Ashley promotes her business The Cheat Code Academy, which provides innovative resources and specific strategies to support college students in taking control of their learning and effectively navigating higher education so they can fulfill their goals. Ashley’s upcoming film projects include directing a TV commercial and filming several short films to submit to festivals and for distribution.

Social Media Handles Linkedin.com/ashleycthomas04 Instagram.com/directedbyash Facebook.com/directedbyash

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