Baem Leadership

"I figured it out! I'm not rocking any boats. I'm in the clear." Sound familiar? As a First-Generation Professional (FGP), hearing "keep doing what you're doing" might feel like validation. But here's the catch: It's actually holding you back. FGPs tend to be perfectionists, hesitant to hear about areas for improvement. In fact, for many FGPs, hearing that they could do better feels like the stinging pain of failure. But in the professional world, there's always room to evolve and excel. No one is perfect, and pretending to be will only hinder your ability to grow. Vague feedback like "keep doing what you're doing" often means that your manager is not taking the time to really observe what it is that you are actually doing, and that's not fair to you. You deserve specific, actionable insights to fuel your career progression. So, if you're ready to learn how to seek meaningful feedback and accelerate your growth, check out our latest article in the comments. #feedback #firstgenerationprofessionals #careerdevelopment

An engaged professional network is just about the most valuable resource you can cultivate in your career. That's why you're on LinkedIn right now, afterall, isn't it? For First-Generation Professionals (FGPs), that's easier said than done. By definition, FGPs aren't handed down a ready-made professional network from their parents. So, they have to create one from scratch. The good news is, as a college graduate, you're already a member of a thriving and valuable network: alumni groups! Here are a couple of ways you can take advantage of your alumni network as an FGP: 🤝 Seek mentorship: Alumni make natural mentors, sharing a built-in bond with you. They can offer career advice, help you overcome barriers, and connect classroom learning to the real world in a way that personal family and friends may not be able to do. 💼 Explore job opportunities: Studies show that most jobs come through personal connections. Reach out to alumni in your desired field for internships, introductions to hiring managers, or insights into companies you're excited about. To read more about how you can better utilize your alumni network, check out the link in comments. #firstgenerationprofessionals #networking #career #mentorship

"Keep doing what you're doing" isn't the great feedback you think it is. As a First-Generation Professional (FGP), you might feel relieved hearing this from your manager. But here's the truth: It's not helping you grow. Vague feedback like this actually hinders your career growth and progression. It fails to provide any specifics on what you're doing well or areas for improvement. Want to learn more about how you can take charge of your professional development? Read our full article on navigating feedback as an FGP using the link in the comments section. #firstgenerationprofessionals #careergrowth #feedback

What you view as a benefit may actually be a deterrent. What do we mean by that? Let's take flat organizational hierarchies as an example. Many companies, particularly start-ups, boast about being "flat organizations." Fewer middle managers, less structure, more flexible environments. Seems like a win, right? Well, not for everyone. And if you care about building more diverse and inclusive organizations, you'll want to keep reading. A research study published earlier this year found that describing your organization as "flat" significantly deterred female candidates from applying. The reason for this, as stated by the study, is because women "perceive flatter hierarchies as more likely to present difficulties in fitting in, burden them with more work, and provide fewer opportunities for career progression." While the study focuses specifically on applicant gender ratios, and not on whether this deterrence also applies to First-Generation Professionals (FGPs), we've seen similar anecdotal evidence in our own research. The study goes on to recommend that organizations interested in building more diverse workforces should deemphasize their flat hierarchies in recruiting materials and even question whether their management structures are fostering an inclusive environment. You can access this fascinating study directly via the link in comments. #firstgenerationprofessionals #recruiting #hiring #management #diversity #inclusion

Storytelling is a superpower. For as long as humans have been around, we've been using stories to connect and collaborate with one another. That truly hasn't changed much over the years. When it comes to your career, storytelling is a critical skill to landing a job and succeeding within it. That's especially true for First-Generation Professionals (FGPs), who often have less traditional paths into the workforce. So, in the spirit of becoming better storytellers, here are three things to remember about great stories: 👥 We're more alike than we are different: Your story is unique to you, but one of the most powerful aspects of storytelling is the ability to connect us in our similarities. Look for a balance between emphasizing your unique traits while also highlighting the things you share in common with your audience. 🔄 Stories are about change: Every great story revolves around change. Share how experiences have shifted your perspective, and how the changes you've experienced in your life have made you a stronger, more resilient professional. 🌟 Explore your story: The most impactful stories are personal, and they're not always polished. Focus on exploring your story in order to develop a narrative that feels real and relatable. To read more on the power of storytelling, check out the link in the comments. #firstgenerationprofessionals #storytelling #narrative

"I want to see more folks who look like the kids they are serving in the leadership seats." Jonathan Howard's transition from college basketball player to associate partner at Edgility Consulting is more than a personal success story. It's a call to action for greater diversity in leadership and ensuring we're building ladders of opportunity for the next wave of First-Generation Professionals (FGPs). Baem founder Michelle Hoover's conversation with Jonathan covers a number of ways—from utilizing networks to handing down knowledge and access—that we can all support FGPs in reaching leadership positions. You can read more about Jonathan's journey and his insights using the link in the comments section. #firstgenerationprofessionals #leadership #diversity #inclusion #networks

Today is World Mental Health Day. First-Generation Professionals (FGPs) have a lot on their plates. Many of them are juggling navigating unfamiliar professional environments, trying to progress their careers, and supporting their families. Between all of these different pressures, it's no surprise that mental health often goes ignored. But ignoring your mental health can lead to frustration, burn out, and even declining physical health. So, in honor of World Mental Health Day, here are a few ways you can take care of yourself and your mental health: 💰 Look into mental health stipends: Many companies now provide mental health services and stipends to employees. Take a moment this week to find out if your employer provides these benefits, and then take advantage of them! 🧘 Explore meditation: Meditation has been shown to be one of the easiest and most effective ways to quickly improve mental health. Apps like Calm and Headspace make getting started a breeze. 🌴 Take a break: It often feels like taking a break is simply not an option. But even a long weekend of disconnecting from work and putting down your phone can pay significant mental health dividends. #WorldMentalHealthDay #firstgenerationprofessionals

"I don't have the same kind of networks. Finding a new role might take me longer." As a First-Generation Professional (FGP), Jonathan Howard can empathize with these barriers. His journey from playing college basketball to becoming an Associate Partner at Edgility Consulting is a testament to the resilience of FGPs. Michelle Hoover, Baem Leadership founder, recently sat down with Jonathan to discuss his experiences and vision for supporting future generations of FGPs. Read the full conversation using the link in the comments section. #firstgenerationprofessionals #networks #profile

You need to play more at work. This may seem like a counterintuitive, and even controversial, piece of advice, especially for First-Generation Professionals (FGPs) who generally believe that the key to success is to take things seriously, keep your head down, and do the work. But if your job requires some amount of creativity (and realistically, what job doesn't?) then play may be the single best way to tap into your creativity. So, what are some ways you can bring more play and creativity to your work and teams? 🧠 Introduce play into your routine: Find ways to work short, fun activities that shift your brain from a busy state to a more relaxed, creative one into your existing routine. Exercises like drawing or even tossing a ball during meetings can help unlock creativity. 🏞️ Design for creativity: Create spaces that encourage spontaneous interactions and idea-sharing. Even small changes, like transforming a boring meeting room into a "creativity lab," can make a difference. Fill that space with soft seating and items that can be interacted with, like instruments or puzzles. ⏱️ Schedule play strategically: Playful techniques can be even more effective before brainstorming sessions or after short breaks in the middle of long meetings. Use play strategically to get the conversation flowing again. To learn more about how play can unlock your creativity, check out the article in the comments. #firstgenerationprofessionals #play #creativity

Congratulations! You're in the C-suite. Now what? The transitions from individual contributor to manager and from manager to leader are defined by steep learning curves. No one really teaches you how to navigate these transitions, especially if you're a First-Generation Professional (FGP). Most of the time, you're expected to take what you've learned from your previous position (which is usually comprised of good and bad examples of what you've observed other managers and leaders do) and turn that into your own leadership philosophy. That's not great. If you're right at that cusp of transitioning into management and leadership, here are a few approaches we recommend: 🧠 Mind the traps of the past: Be aware of common pitfalls like lingering too long in your old role, rushing decisions, falling back on solving old problems, or applying outdated strategies to new contexts. 🔍 Approach with curiosity and a growth mindset: Enter your new leadership role with an open mind and resist the urge to make quick judgments based on limited information. Use a growth mindset to identify opportunities both in the organization and within yourself. 🔄 Take time to refresh and reset: Use the transition period to truly decompress and prepare for your new challenge. Think of it like shedding an old role in order to prepare yourself for the new one. The transition period is a crucial time for reflection and preparation. 🗣️ Communicate clearly: Set expectations with your old and new teams about your transition. Be clear about your responsibilities and availability during this period. Dynamics and relationships will change, and that's okay. The clearer you can be about those changes, the more smoothly this transition will go. To read more about how you can approach your upcoming transition into management and leadership, check out the article in the comments. #firstgenerationprofessionals #management #leadership #career #growth