How Identity Has Influenced a Data Analyst's Career at a Fortune 100 Tech Company
Dennis's experience as an Asian American male in the tech industry challenged initial perceptions of "hard worker, but not necessarily a leader," prompting an initial overcompensation to fit stereotypical leadership molds. However, Dennis ultimately discovered a more authentic leadership style, defining success on their own terms and advocating for themselves while recognizing that "leadership looks different in so many ways."
Leadership Styles, Overcoming Stereotypes, Work-Life Balance, Mentorship, Self-Advocacy
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Dennis Pham
Data Analyst
Fortune 100 Tech Company
San Diego State University 2009
None
Business Management & Admin
Technology
Data and Analytics
Pell Grant Recipient, Took Out Loans, Worked 20+ Hours in School
Video Highlights
1. Understanding that leadership can manifest in diverse ways, beyond the traditional stereotypes of outspokenness and large team management. Dennis highlights the importance of recognizing your strengths and finding leadership roles that align with your personality and preferences, such as mentoring or focused, thoughtful communication.
2. The significance of self-advocacy. Dennis’s experience underscores the need to be aware of potential biases and microaggressions while asserting your needs and career goals. This involves understanding how societal perceptions might impact your career and proactively addressing them.
3. The importance of defining success on your own terms. Dennis emphasizes that professional success is not solely defined by societal expectations or stereotypes. He encourages defining your own goals and choosing a career path that aligns with your authentic self, rather than conforming to external pressures.
Transcript
Dennis, as someone who identifies as an Asian American male, how has that impacted the way you navigate your career?
There's definitely a stereotype with Asian American males: the hard worker, but not necessarily a leader, manager, or CEO. I took that into my career and felt I needed to counter it, even overcompensate for what I thought a leader should look like.
As I progressed, I also acknowledged my own personality. I'm not the most talkative person in a meeting, nor am I someone who wants to manage a big team and make major decisions. It's just not in my interests. For a time, I thought that was a negative aspect of my personality.
However, I learned that leadership looks different in many ways. You don't have to be a people leader or the most outspoken person. Leadership can be shown by taking time and thought into communication, really thinking things through, and learning technical skills.
Perhaps leadership is mentoring one or two people. You can make a true impact by doing that, managing a smaller group rather than a full team. So, it depends.
Early in my career, I tried to be a people manager and talk more in meetings, aiming to be the outgoing type often depicted as a leader on TV. But I learned that a leader doesn't have to look like that. Some of the best managers are the quietest people in meetings.
The most impact is made through one-on-one connections. Your identity matters, as does how you are perceived and how you feel you are perceived. But it's important to be true to yourself and your own vision of success. Don't adhere to a lens society assigns to you.
Advocate for yourself, but be true to yourself. Be aware of microaggressions and speak up when they occur. Stand up and advocate for yourself.
Think about what leadership looks like to you and if your company sees it that way too. If leadership only looks like something that doesn't match your career aspirations, that's okay. Figure out where you can find it.
I went off on a tangent, but essentially, as a person of color, an Asian male, there's a prescribed lens of what I should be. Sometimes it matches, and sometimes it really doesn't. That's when you have to advocate for yourself.
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