I first interviewed Dr. Randal Pinkett right after the 2008 NBDPA Technology Conference, held  in Atlanta, GA. Dr. Pinkett had delivered a commanding keynote address, which was the talk of the conference (see http://blacksgonegeek.org/DrRandalPinkett.aspx). A dynamic and engaging speaker, I remember his presence as if it were yesterday.  We did not have the occasion to meet, but still, there are individuals who leave life long impressions making you feel as though you know them (I imagine like Wendy Williams’ “friends in her head”). Dr. Pinkett’s keynote address revealed his journey’s accomplishments, beginning with how he created his first enterprise as an undergrad and going on to become a Rhodes scholar, attain heights of success in business while being a sought-after motivational speaker, author, community servant, and so on…. I remember the students (and adults) in attendance being so awe-inspired.  Having been in the presence of countless celebrities, (never star-struck), I was equally in awe over the opportunity of the one-on-one interview, which continues to result in the highest number of hits at Blacks Gone Geek.org. I am just as honored and excited today for another chat with Dr. Randal Pinkett, to provide our BGG family a unique glimpse into the motivation and work behind Black Faces in White Places.  The title is provocative, yes, and without a doubt, is a must-read for African Americans who are climbing the ranks of industry including corporate America, the nonprofit and philanthropic sectors, entrepreneurship, education, government, and more. Heads up – Dr. Pinkett is DEEP and he will definitely leave much on your mind!  When I consider the vast array of available resources and tools to support an insightful workplace diversity awareness and preparedness perspective, I can’t think of a better book referral for my peers who share ‘Places’…

BGG: Dr. Pinkett, since we last spoke, you’ve been on a dedicated mission to complete your latest work, which is the long awaited and highly anticipated, Black Faces in White Places. Admittedly the title left me not knowing what to expect and, not yet quite halfway through this book, it’s really hard to put it down! I’m left eager to know what comes next with each page.  You must be absolutely pleased with this accomplishment!

RP:  Yes, thank you, very pleased! This book has been a labor of love for close to six years. My co-author, Dr. Jeffrey Robinson, and I started the project before I was first on “The Apprentice.” When we started this project we originally conceived it as more of an autobiography, of our stories and our experiences having ourselves been black faces in many white places; from the very moment our parents moved us out of the inner city, to live in the suburbs, where our families were one of a “handful” of black families in predominantly white communities.  Our initial vision was to chronicle our experiences growing up, and the original version was not very instructive, but rather meant to share our experiences and provide a bit of reflection.  The publishing community however, did not like our stories! (Laughs) They did not feel the stories were compelling enough – such as a “rags to riches” type. There was not enough “struggle” in our stories.  As a result we had no choice but to re-conceptualize the project and we decided to engage the voices of others who found themselves as Black faces in White places – those who have succeeded at some level, having reached the upper echelon of their field or industry. In fact that’s what gave rise to the 10 Game-Changing Strategies (in the book) – we listened to their stories, saw patterns emerge, and compared them to our own experiences.  We provided much additional research and modifications to complete the project.  So yes, I’m extremely happy that we’ve completed and gone to market… 30 rejections, 3 book agents and 2 iterations later!

BGG:  At your level of accomplishment and many experiences, what really was the caveat behind this work?  What was the single and defining trigger for the concept?

RP:  Jeffrey and I have been and continue to be heavily influenced by Dr. Stephen Covey’s “7 Habits of Highly Effective People”; it’s one of our favorite books and one of the most influential books we’ve read.  We first read it while we were in college; and therefore this was a concept we were exposed to when we were young.   Years later as we were trying to find the best way to frame our project we wanted to ensure the principles that we had learned were shared in a manner that would allow these lessons to resonate with people like Covey’s 7 Habits.   As we spoke with many prominent African Americans such as the likes of Hill Harper, or Roland Martin, Majora Carter, Ben Jealous (NAACP), Newark Mayor Cory Booker, Angela Glover-Blackwell, Don Thompson (McDonald’s) etc., we started to see reoccurring themes.  We kept refining and modifying our work until we felt like the 10 Game-Changing Strategies really captured the experiences and the lessons of the people we talked to as well as ourselves.

BGG: In Black Faces in White Places you cover essential strategies to achieve success to individuals who are competing in “the game” – the competitive world in which we all work.  Why the metaphor, “the game”?

RP: We are hoping that this book will signal the death of “the glass ceiling” as a metaphor…not that the barriers themselves don’t exist; we believe that the metaphor is no longer appropriate, in that “glass” implies that you cannot see the barriers, and “ceiling” implies you cannot move beyond the barriers. In 2010, we now have a very good idea of what the barriers are to get there and survive, as proven by the people who have been able to move beyond those barriers and shatter the glass ceiling.  However, this book offers a new suite of strategies to stay there and thrive.  We came up with what we feel is a more appropriate metaphor than the “glass ceiling,” that being the “ever-changing game”.

We don’t take the word “game” lightly as it relates to career aspirations and preparedness. MerriamWebster.com defines game as being “any activity undertaken that is regarded as a contest involving rivalry, strategy or struggle”.  We believe there are many such games in life – for instance there is a game of politics (getting elected and re-elected and of course raising money in order to do that); there’s the game of business (making it to the C-suite, or running a multi-million dollar company).  For students there’s the game of education (making good grades); there’s the game of journalism, etc. and it’s all in the spirit of competition, whether we want to admit it or not.

If you want to be successful in whatever area, know that there are others vying for the very opportunity that you are vying for, and it becomes a competition that is subject to rules.  The rules change and evolve.  In our book, we argue that there are different rules for different people; we therefore arrive at the phrase “ever-changing” to capture the dynamic nature of the competition, and we use the term “game” because it is a competition that involves rivalry, strategy and struggle.

BGG:  Speaking of the rules, it is very intriguing where you say, “The Rules of the Game have evolved and changed significantly over time.  As a result, some strategies that worked in the past and now are less effective…while others are simply out dated”.  Can you give us an example of this type of situation where the rule is outdated or does not mean today what it meant yesterday?

RP:  I will give you a perfect example. There’s a book that was published in 1994, written by Ellis Cose called “The Rage of a Privileged Class”, which would now be more than 15 years ago.  It was based on Blacks in corporate America who came up through the ranks through the 60’s, 70’s and 80’s (they may have started their careers in the 60’s, and then made it to the top by the 80’s and the book was published in the 90’s). One of the major takeaways from this book, (out of the interviews of these prominent African Americans), was that African Americans were frustrated over slights and the pressure resulting from being pioneers in their industry.  In that era, there were strong pressures to assimilate or shed aspects of one’s culture or identity in order to navigate corporations and other institutions successfully.  In retrospect, they felt resentment in response to this reality and the sacrifices they were required to make in order to advance. The subtitle of this book is very telling- the subtitle of this book is “Why are middle-class Blacks so Angry”?  The reality of that generation was that in order to be accepted and in order to advance in business, these were the “adjustments” (to put it mildly), that one needed to make.  Much like Cose, our message, based on the people that we interviewed, they (blacks today) have succeeded not in spite of their culture, but because of their culture, and that they are able to maintain an authentic sense of identity. However, the old rule was about sacrificing something of who you in order to succeed, whereas the new rule or strategy that our book reveals is to let your ideas, your passion, your gifts, your identity and your culture be the driving force behind how you manage your career, which will give you your greatest competitive advantage.  All of these things that make you unique also enable you to see and do things that others cannot do and is one of the keys for your ability to move forward. We saw it over and over again in our interviews.  Culture and ethnicity can now be seen more as an asset and not a liability.  This represents an important idea underlying Strategy 1 (Obtain a Strong Identity and Purpose) found in the book.

BGG:  Dr. Pinkett, that was deep!! And you really “go deep” throughout this book and capture the relatable essence of the Black experience where you give a break down of identity.  You say, “If being African American is part of how you construct your identity, then you not only reflect African American culture, you also influence African-American culture”. Perhaps many of us don’t even realize that we do influence African-American culture? Please elaborate?!

RP: That’s a powerful point. It’s also an empowering point, because it suggests that we have a responsibility, that as we become of age, we certainly are influenced by our culture – in terms of the norms, the standards and the values; the things that we reinforce and the things that we sanction (the things that we feel are not what it means to be African American, and the things that we feel are what it means to be African American). If you define yourself to be a part of African American culture, then you reflect it and you influence it.  We all must therefore take some measure of responsibility if we feel as though African American culture is being lost or moving in the wrong direction. We have infused the Kwanzaa principles throughout the book to bring a value-based perspective to the 10 Game-Changing Strategies.  Each of the Kwanzaa principles map to one of the four parts of the book.  We want to reinforce these principles because that is our way of reinforcing and influencing our culture.

BGG: We have so many challenges today due to job pressures, economic concerns and just the overall stakes being higher than ever before.  When you think of a game, you think of the mental aptitude or stamina needed to excel in the game.  We know relationships are key, but people tend to withdraw from relationships because they feel they are not at the top of their game; they find this a difficult practice to cultivate.  How can people better persevere to network and work on their relationship game?

RP: Relationships are paramount. In fact, relationships are core focus of Strategy 4 (Build Diverse and Solid Relationships), Strategy 5 (Seek the Wisdom of Others), and Strategy 6 (Find Strength in Numbers) found in the book.  We should discipline ourselves to always be out and about, active in exploring ways in which we connect with people. Volunteering our time to be involved in fundraisers, or church, or social groups can be helpful in opening up the door.  The other part of that (building relationships) is about being receptive to and allowing others in our life.  Of course you want to be careful about who you allow in to your life, but this is important because there is an element of our society that is becoming more distrustful, more insular, more technologically engaged, but not physically engaged and there are becoming fewer venues for us to make those connections, much less, to make them across race, nationality and ethnicity.  So we must challenge ourselves (as we cover in our Strategy 2: Obtain Broad Exposure), to move beyond our comfort zone and to be among places to meet people who not like you and those who are like you as well.

BGG: Dr. Pinkett, you talk about excellence as a “foundational strategy”.  Although you don’t elaborate on this particular statement – “You cannot find synergy with others if you aren’t bringing something to the table”…. I love that! Please break it down?

RP: (Laughs) Zero times anything is zero! Synergy is all about interdependence, but the precondition is that you’re bringing a measure of independence – that you are bringing something to the table.  The beauty of the 10 Game-Changing Strategies (in the book) is that they build off each other – when you think that, identity and purpose (Strategy 1), exposure (Strategy 2), and excellence (Strategy 3), are really the foundation for what you bring to the table.  Relationships make you a player in the game, but without excellence you’re not even in the game, you’re on the bench.

BGG: In Black Faces in White Places you say in that high potential individuals actually seek opportunities to move out of their comfort zone.  Is that what you do?

RP: Oh absolutely, I’m sold on getting out of the comfort zone. I travel a lot and I interact with people of different walks of life and different backgrounds.  For example, I just returned from China.  It was my first time there.  I’ve visited Native-American reservations.  I lived in England for two years.  My wife and I honeymooned in West African.  In other words, I try to broaden my horizons and, in doing so, engage people who don’t think like me, because it forces me to look at the world through a different lens; a different perspective. Throughout the book, particularly in Strategy 2 (Obtain Broad Exposure), we provide practical strategies for why and how to broaden your horizons and get out of your comfort zone into your growth zone.

BGG:  Speaking of high potential individuals, I love your interview excerpt of Zack Lemelle, Chairperson of the Information Technology Senior Management Forum (ITSMF).  In the your book, Mr. Lemelle’s comments ring so true to paraphrase, that we are groomed to study hard and work hard so that we will get ahead in life, however, “in most cases, when you get to certain levels within an organization, it takes a lot more than just performance to excel to the next level”.  What are some of these things beyond performance that will get us to the C-suite and beyond?

RP: There are a myriad of things to consider – how you’re building relationships and how you’re investing in others and how they are investing in you; how you are maneuvering through the organization to accept that right positions and the right opportunities to showcase your talents; and how you are tactfully making sure that others aware of your accomplishments.  You must be able to enlist others in advocating on your behalf for new opportunities; you must be able to to position yourself for the right kinds of assignments that give you visibility, or that demonstrate your capabilities, etc, etc., etc..  These are all the nuances that are not about working hard, they are about working smart.  For example, working hard alone does not ensure that people know what you’ve accomplished.  Working hard alone doesn’t mean that the decision makers within your organization see you as up-and-coming potential and tap you for new opportunities. Again, it goes back to relationships. People have to know you and be aware of your work and capabilities, and sometimes you may be in the best position – or someone else may be in the best position – to represent or market yourself to ensure that people are aware of these things.  But it all goes back to relationships.  And that is why Part II of the book, which includes Strategies 4, 5, and 6, is all about relationships.

BGG: What you’re saying sounds like the “unwritten rules”?

RP:  Exactly! And the unwritten rules are different for every company, every industry and for every profession.  If you’re playing the game of entrepreneurship and you think that getting the request for proposals (RFP) means that you have a fair shot in getting that business, then guess what?  I have news for you - one of your competitors probably wrote the RFP and they are already lined up to get the business no matter what you send in!  So going deep and wide within your industry means you must learn from the people who’ve been there and done it.  You must be a student of your game, No, actually, you must become a master of your game.  And then once you’ve become a master of your game, you must redefine the game to make it easier for the next generation.  In the spirit of “Geeks Gone Great,” that is ultimately what it means to find greatness.  To redefine the game is to level the playing field so the next generation has an easier journey than your generation.  This book is not just about how you achieve success; it is also about how you find greatness, hence, the subtitle “10 Game-Changing Strategies to Achieve Success and Find Greatness.”

For more information about Black Faces in White Places visit: www.RedefineTheGame.com

For more information about Dr. Randal Pinkett visit: www.RandalPinkett.com  

For more information about Dr. Pinkett’s management and IT consulting firm, BCT Partners, visit: www.BCTPartners.com