Nathalie Davis
Sr. Director, Diversity & Inclusion
Kellogg Company
More from Nathalie
Nathalie remembers a great mentor early on who said, “Let’s not necessarily stick to the status quo—let’s be adventurous.” Later in her career, a colleague was recruiting for a position and Nathalie jokingly offered herself as a candidate. “She said she’d been waiting for me to do that. I told her I wasn’t ready for that role. She said to me, ‘Yes, you are!’”
At home, Natalie is a single mom and the sole provider of her two boys, Gregory (14) and Christian (13); both teenagers are autistic. She has had to assert herself and let her supervisors know what she can and cannot do. They have been accommodating and she’s grateful for that. “It’s a misconception that women wanting to have a family life will be perceived negatively. Have constant communication with leaders to let them know when you are or are not available.”
Nathalie's Insights
On making it happen:
“Everyone wants big tasks completed overnight, but many times you can’t change things in a day. It takes time to nurture relationships, to make an impact—effective change is more like a marathon as opposed to a sprint. We may not reap rewards for several years, but we’re building the foundations.”
On asking for help:
“Being a perfectionist, I didn’t usually like to ask for help. I’ve learned to be open by saying, ‘I’m not sure how to do this, can you give me some guidance?’ Not all lessons are learned by the books. My transformation lies in how I present myself to others and manage my networks.”
On turning off a critical mind:
“You have to separate your personal self from the mistakes you make—to think about the act versus the person. Maybe it was a stupid mistake I made, but it doesn’t mean I was stupid. Take your experience and learn.”
On what she would tell her younger self:
“Have confidence. Promote yourself and show people what you can do. Don’t bury your head in the sand.”
Get the Most from Mentors
November 2010
When Nathalie Davis pursued a position in human resources, she realized she would have to showcase her talents to get ahead. After all, if she didn’t recognize her own strengths, how could she identify another’s? Now, as Senior Director of Diversity and Inclusion at the Kellogg Company, she asserts that mentors can sometimes recognize that you have the skill-set to advance even when you don’t think you do. Below are her strategies for getting the most from your mentors.
Reverse Mentor
Offer your perspective which can be valuable to them. If your mentor is at the VP level or above, they are probably “big picture” thinkers, while you may be dealing more with day-to-day activities. You may be privy to feedback of how people really view them and the impact of their decisions. Turn-off: Don’t be too negative; emphasize the positive so as not to look like you’re complaining.
Be Strategic
Now that you have this valuable relationship, GREAT! Talk about major initiatives that you're working on, what you've learned so far, and how it can help you in future roles. Ask if you're on the right track and if they've heard any feedback through the grapevine that can be constructive. Turn-off: Don't contact your mentor every day on small issues. She isn't there to do your job for you.
Come with Options
Be prepared when engaging her to use your time together effectively. If you want her to give you feedback about a situation and how to handle it, flush out your options. Show her that you’ve done your homework and have given it some thought. For example, if it’s about your next career move, mention that you could continue on a marketing track or move over to sales in the hopes of heading a sales operation some day. Then ask where she sees the best use of your talents? Turn-off: Don’t asking your mentor to figure it all out for you without doing your part.
Keep Promoting Yourself
Getting a high-level leader at the company as a mentor is quite a coup; however, just because she is your mentor doesn’t mean that she will be your sponsor. It does not automatically follow that she will advance you over other qualified candidates. You will need to keep building trust with her, as well as proving your abilities. False Assumption: Your mentor will promote you over others who may be more qualified.
Be a Champion
What you have gained in knowledge and experience can only help another person. Remember, you won't be in your same job position forever and it would be great to pass on words of wisdom to the person who replaces you in the future. However, recognize that everyone has different strengths and weaknesses. What worked well for you may not work well for someone else, so be tactful in giving advice. Turn-off: Don't come off as telling someone else how to do your former job.
To read last month's Strategy for Success feature, Homegrown Wisdom, click here!