The Way Up

The Way Up Plot Summary

Introduction

Professional advancement in today's competitive landscape often feels like scaling a treacherous mountain rather than climbing a predictable ladder. For professionals of color especially, the journey upward involves navigating unique challenges - from implicit biases to the absence of representation in leadership positions. Yet despite these obstacles, success remains possible with the right strategies, mindset, and support systems. The path to professional excellence requires more than just technical skills or academic credentials. It demands emotional intelligence, cultural awareness, strategic networking, and the courage to advocate for oneself. Throughout these pages, you'll discover practical approaches to overcome workplace barriers, build meaningful professional relationships, and create lasting impact in your organization. Whether you're just beginning your career journey or seeking to reach new heights, these principles will help you not just survive but thrive, transforming obstacles into opportunities for extraordinary growth.

Chapter 1: Discover Your Purpose and Link It to Your Profession

Finding purpose in your professional life stands as the cornerstone of sustainable career success. Purpose isn't merely about having a job that pays well; it's about aligning your deepest values and passions with your daily work. When you operate from purpose, challenges become growth opportunities rather than insurmountable barriers. Errol Pierre experienced this firsthand when he reached what many would consider the pinnacle of success - becoming a C-Suite executive at a major health insurance company. Despite the prestige and financial rewards, he found himself feeling empty. "I had an empty feeling inside of my soul that yearned for purpose," he recalls. Though he had meticulously planned his career trajectory for over a decade, the achievement left him unfulfilled. The turning point came when Pierre realized his role conflicted with his deeper values. He discovered the company's bonus structure meant his financial gain would come directly from cutting jobs - sending parents home without income to support their families. This misalignment between his personal ethics and professional responsibilities created an unbearable tension. Despite reaching a coveted corner office, Pierre made the difficult decision to resign from his position. To discover your own purpose, begin by reflecting on what genuinely motivates you beyond external validation or financial gain. Pierre suggests asking yourself why you are on this planet and what unique contribution you can make. Look for patterns in activities that energize rather than drain you. Consider moments in your life when you've felt most fulfilled - what values were you honoring in those instances? The practical implementation involves intentionally seeking roles that allow your purpose to flourish. This might mean making lateral moves, pursuing additional education, or even changing industries. When interviewing for positions, ask questions about company values and how they manifest in daily operations. Observe how leadership makes difficult decisions - do they align with your personal ethics? Remember that purpose evolves over time. What fulfills you at thirty may shift by forty-five. The key is maintaining an ongoing dialogue with yourself about alignment between your work and your deepest values. As Pierre discovered, "When you compromise your purpose on your way to the top, you'll inevitably wake up one day with everything you ever asked for, but still feel empty inside."

Chapter 2: Build Your Personal Board of Directors

Creating a support network of trusted advisors represents one of the most strategic career decisions you can make. This "personal board of directors" comprises individuals who provide different perspectives, expertise, and connections to help navigate your professional journey. Unlike random mentorship connections, this board should be deliberately cultivated to address specific development needs. When Pierre was promoted to Chief Operating Officer, he experienced overwhelming pressure that took a serious toll on his mental and physical health. "The hours are grueling. You are always on, 24 hours a day, 7 days a week," he explains. The stress manifested as physical chest pain from anxiety. Pierre realized he needed structured support beyond occasional advice from colleagues. He needed a comprehensive system - what he calls a Formula 1 pit crew of professionals who could keep him performing at his peak. This realization led Pierre to assemble his personal board. He began working with both a therapist and an executive coach, explaining that these should be different people with distinct perspectives. His therapist helped him process emotional stress and develop coping mechanisms, while his executive coach focused specifically on workplace strategy and leadership development. Together, they created a support system that addressed both personal wellbeing and professional advancement. To build your own board of directors, start by conducting a self-assessment to identify specific areas where you need guidance. These might include technical expertise, industry knowledge, leadership development, or emotional intelligence. Next, identify potential board members who excel in these areas. Your board might include formal mentors, peer advisors, sponsors from senior leadership, and professional coaches. When approaching potential board members, be specific about what you're seeking and respectful of their time. Prepare for meetings with clear agendas and follow up with actions taken based on their advice. Remember that board composition should evolve as your career advances and your needs change. Pierre emphasizes that for professionals of color especially, this structured support network isn't optional but essential. "Many executives do not initially realize the pressure on the human mind, body, and spirit that exists as a person of color at the highest levels of corporate America and the toll it takes." Your board becomes both your sanctuary and your strategy team, helping you navigate challenges while maintaining your wellbeing.

Chapter 3: Navigate Difficult Workplace Dynamics

Workplace challenges often manifest differently for professionals of color, requiring nuanced approaches to address bias, microaggressions, and exclusion. Successfully navigating these situations demands both emotional intelligence and strategic thinking to transform potential career obstacles into opportunities for advancement. Pierre recounts a troubling experience with his supervisor who approached his desk one day to ask him about chicken wings. "Errol, you love chicken, obviously," his supervisor began, proceeding to ask for recommendations on the best restaurants for wings. The racial stereotype was obvious, creating an uncomfortable situation. Pierre wanted to call out the absurdity but instead reluctantly suggested a restaurant, understanding the complex power dynamics at play. This interaction exemplifies the subtle racism many professionals of color encounter daily. Rather than blatant discrimination, it often appears as microaggressions, exclusion from important meetings, or being overlooked for promotions despite excellent performance. Pierre explains that colleagues "will not wear white hoods and gowns to let you know the hate or bias they carry in their hearts," making these situations particularly challenging to address. Pierre developed a "Three Strikes" approach for handling microaggressions. First, give colleagues the benefit of the doubt initially - the first comment gets a pass without response. By the second incident, begin documenting the behavior with specific details about what was said, when, and the context. Upon the third occurrence, it's time for a strategic conversation. Importantly, Pierre advises against responding in the emotional moment, which rarely leads to productive outcomes. When addressing the issue, approach it thoughtfully. Schedule a separate conversation and frame feedback constructively: "I appreciate that we work well together. I wanted to tell you that last Thursday after our call, you mentioned wanting to touch my hair once we returned to the office. Comments like that don't sit well with me. They make me feel awkward." This approach focuses on the impact rather than intent, maintaining professional relationships while establishing boundaries. Document these conversations by following up with relevant stakeholders. Inform your boss that you've addressed the issue, and consider notifying HR as well. This creates a record of your professional handling of the situation while establishing that you've taken appropriate steps to address concerns. Pierre emphasizes that your response to workplace challenges significantly impacts your professional trajectory. By addressing difficult situations with grace and strategy rather than emotion or avoidance, you demonstrate leadership qualities that can accelerate your advancement while creating more inclusive environments for those who follow.

Chapter 4: Overcome Barriers with Strategic Networking

Strategic networking transcends casual business connections to become a powerful career advancement tool. For professionals of color especially, intentional relationship building across organizational hierarchies provides crucial access to opportunities often hidden within informal company structures. When Pierre attended an industry conference as a young professional, he encountered David Banks, who was introducing his new all-boys public school called Eagle Academy. Banks passionately declared, "We are looking for a few good brothers to get off the sidelines and get into the game and come mentor." Though Pierre initially volunteered to mentor students, this connection unexpectedly expanded his professional network. Through his involvement with the school, Pierre eventually joined the board of 100 Black Men, placing him alongside influential Black executives in New York City. This experience taught Pierre that effective networking often happens through community involvement rather than traditional networking events. By volunteering with Eagle Academy, he gained access to leaders he wouldn't have met otherwise, developing relationships based on shared values rather than transactional goals. These connections later opened doors to executive opportunities throughout his career. For professionals seeking to build their networks, Pierre recommends first identifying your specific networking goals. Are you seeking industry knowledge, career guidance, or access to new opportunities? Next, look beyond obvious networking venues to places where you can genuinely connect based on shared interests or values. Volunteer work, professional associations, alumni groups, and community organizations often provide more authentic networking opportunities than formal business events. When building relationships, focus on providing value rather than immediately requesting help. Share industry insights, offer assistance with projects, or connect others in your network. This approach builds genuine relationships based on mutual benefit. Pierre notes that he would drive students to college after they graduated from Eagle Academy - actions that demonstrated his commitment while naturally strengthening his connections with other volunteers and board members. For professionals of color navigating predominantly white institutions, Pierre emphasizes the importance of building networks that include both mentors who share your background and those from different backgrounds who hold positions of influence. "We must learn to build networks with people who do not look like ourselves," he advises, while acknowledging this requires stepping outside comfort zones. The true power of strategic networking becomes evident during career transitions. Pierre reveals that most of his career opportunities came through network referrals rather than job postings. By consistently nurturing relationships before needing them, you create a support system that can advocate for you when opportunities arise.

Chapter 5: Create Your Legacy While Leading Others

Leadership excellence extends beyond achieving personal success to creating pathways for others. True leaders understand that their impact is measured not only by their individual achievements but by how they transform organizations and develop future leaders, especially from underrepresented groups. Bernard Tyson, the former CEO of Kaiser Permanente, exemplified this approach throughout his remarkable career. Rising from an administrative analyst to CEO in just eleven years, Tyson didn't view his success as a personal accomplishment but as a platform to create systemic change. Pierre, who followed a similar trajectory becoming a C-Suite executive in his early thirties, found inspiration in Tyson's example of leadership with legacy in mind. Pierre explains that upon reaching executive levels, leaders of color face a critical choice: whether to maintain the status quo that allowed their personal advancement or actively work to dismantle barriers for others. Many executives become comfortable in their achieved status, reluctant to risk their position by challenging organizational inequities. Tyson chose differently, implementing programs that increased diversity throughout Kaiser Permanente while improving healthcare access for underserved communities. To create your own leadership legacy, Pierre recommends beginning with honest self-reflection about your purpose as a leader. Ask yourself: "When I leave this organization, how do I want to be remembered?" This question shifts focus from short-term achievements to long-term impact. Next, identify specific programs or initiatives you can champion that will remain after your departure. These might include mentorship programs, recruitment pipelines from underrepresented communities, or policy changes that create more equitable advancement opportunities. Practical implementation involves what Pierre calls being a "window, mirror, and sliding door" for others. As a window, you provide visibility into leadership roles for those who have never seen someone like themselves in such positions. As a mirror, you reflect back to employees of color the possibilities for their own advancement. As a sliding door, you actively create pathways for others to follow, offering specific guidance and opportunities. Throughout his career, Pierre has embodied this approach by creating Employee Resource Groups, developing paid college degree programs for employees seeking advancement, forming Councils of Employees of Color with direct access to executive teams, and personally mentoring hundreds of professionals from underrepresented backgrounds. The most powerful aspect of legacy-focused leadership is its exponential impact. Pierre notes, "Each generation should see improvement. It should get a little easier." By intentionally creating systems that facilitate others' success, you transform not just individual careers but entire organizational cultures, with effects that continue long after your tenure ends.

Summary

The journey to professional excellence resembles mountain climbing more than ladder climbing, requiring strategic navigation of unique challenges while maintaining your authentic self. Throughout this journey, success stems from aligning purpose with profession, building a strong support network, addressing workplace challenges with grace, developing meaningful professional connections, and creating pathways for others to follow. As Pierre powerfully states, "The kid in The Bronx who was arrested in senior year of college became a COO. Redefine what it means to recover from a setback." Your first step toward professional advancement begins with honest self-reflection about your purpose and values. Today, identify one person who could join your personal board of directors - someone who offers perspective you currently lack - and reach out to schedule a conversation. Remember that each challenge you overcome not only advances your career but also creates possibilities for those who will follow your path.

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Errol Pierre

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