For leaders of color, the traditional path to authority often comes with a hidden requirement: assimilation. You are told to soften your voice, to mute your cultural identity, and to adopt the mannerisms of the dominant culture to be seen as competent and professional. This is a losing bargain. It trades your authentic power for mere positional authority. True leadership is not about fitting into a mold. It is about reshaping the space with the unique strength of your presence. In her memoir DISTINCTION, MaryJo (Jacqui) documents the high cost of this assimilation. From her experience, we can build a new protocol, a forward-looking guide for leading while brown without leaving your true self at the door.
Defining Authentic Power vs. Positional Authority
First, we must understand the critical difference between the two forces. Positional authority is the title on your door. It is the power granted to you by an organization’s chart. This power has limits. It can be given, and it can be taken away. Authentic power is different. It comes from within. It is the power of your lived experience, your unique perspective, your resilience, and your unshakable sense of purpose. In DISTINCTION, the author held positional authority as a director. Yet, she found that authority was often questioned or undermined when she used it assertively. Her authentic power, however, the intellect and grit that got her to that role, remained intact. It was the foundation she could always stand on, even when the title was weaponized against her. The first step in this protocol is to stop seeking validation from your position. Start leading from your authentic power.
Building and Wielding Your Authentic Power
How do you build this kind of power? You start by taking a full inventory of your distinction. What unique insights does your background give you? What problems can you see that others might miss? What kind of resilience have you developed? MaryJo (Jacqui) calls this embracing your distinction. In her book, she learned to see the challenges she faced not as deficits but as the source of her strategic mind and deep empathy. This is your core strength. Wielding this power means you stop hiding these qualities. You bring your full cultural context to problem-solving. You communicate with the clarity and conviction that comes from knowing your worth is inherent, not granted. You make decisions informed by a worldview that is richer and more complex because of your experience. This is not about being loud; it is about being grounded so firmly in your values that your leadership becomes undeniable.
Managing Upward When You Are Perceived as a Threat
A harsh reality for leaders of color is that your excellence can be perceived as a threat, especially to insecure superiors. The memoir DISTINCTION details the painful shift from being a celebrated “pet” to being isolated as a “threat.” The protocol for this requires strategic foresight. First, document everything. Keep records of your contributions, your successes, and your professional interactions. This creates an objective trail of your performance. Second, build a coalition of respect, not just a network of contacts. Find allies at different levels who value excellence and can speak to your character and impact. Third, master the art of framing. When presenting ideas that might challenge the status quo, connect them directly to the organization’s core mission and bottom line. Use data and logic as your shield. Do not get drawn into debates about your tone or style. Redirect the conversation to results and shared goals. As the author’s journey shows, you cannot always prevent being seen as a threat, but you can ensure your record and your relationships protect your integrity and your career.
Creating Teams Where People of Color Can Thrive
The most profound act of authentic leadership is using your power to create a better environment for those who come after you. This means actively building teams where people of color do not have to code-switch to survive. It starts with psychological safety. You must explicitly welcome diverse perspectives and different modes of communication. Celebrate cultural contributions and acknowledge the extra emotional labor your team members of color might be carrying. Challenge the unspoken “professional” standards that are often based on white cultural norms. Most importantly, advocate for them fiercely. Protect their time, champion their ideas in rooms they are not in, and provide sponsorship, not just mentorship. In DISTINCTION, the author was often sent to “manage” other Black women who were protesting inequity. A key part of this new protocol is to never be the one sent to silence your own. Instead, be the leader who amplifies their voices and fights for systemic change alongside them.
The Unbreakable Foundation
This protocol is not a guarantee against bias or hardship. The stories in MaryJo (Jacqui)’s book make that clear. It is, however, a strategy for maintaining your sovereignty and your sanity. It replaces the exhausting performance of assimilation with the sustainable practice of authenticity. When you lead from your distinction, you build a legacy that is not tied to a single job title. You demonstrate that the most effective leadership comes from a place of integrated self, where your identity is not a barrier to break down, but the very lens through which you see better solutions for everyone.
The path of authentic leadership is mapped with courageous honesty in the memoir DISTINCTION. MaryJo (Jacqui) does not just share her pain; she synthesizes it into a powerful lesson on power, identity, and institutional change.
To learn the complete framework for leading with unwavering authenticity, read DISTINCTION by MaryJo (Jacqui). This book provides the essential blueprint for turning lived experience into transformative leadership authority.