Holding Boundaries, Challenging Assumptions, and Driving Equity
Reflections from my leadership journey
I’ve spent a significant amount of time within my industry - enough to develop a strong sense of intuition, but not so much that I assume I can always discern others' intentions, fully. I’m highly attuned to energy and can quickly pick up on subtle cues about how people operate, especially after years of facilitating leadership development and observing diverse working styles.
My career has been built on observing, analyzing, and creating systems that prioritize efficiency and productivity. Along the way, I’ve been fortunate to have many incredible mentors in both corporate and non-profit spaces. At the same time, I’ve encountered my fair share of poor leaders, and those experiences have profoundly shaped my understanding of what not to do and how not to lead.
Recently, I received feedback that I tend to dismiss relationships when they don’t align with my expectations. I took it as a sign that I’ve come a long way in effectively holding my boundaries, and raising expectations. I’ve also experienced enough workplace trauma that I never want others to endure, though I know it continues to happen silently in many spaces.
Here are some key lessons I’ve learned and insights I’ve gained throughout my career:
Not everyone has positive intentions. Hold people accountable for their impact, not just their intent.
Give feedback early and often. Addressing issues promptly fosters dialogue and prevents misunderstandings, blow-ups, or the creation of negative narratives. However, recognize that not every relationship is worth salvaging, if there’s no culture of feedback or growth, let it go.
Know when to walk away and disengage. Whether navigating conflict or addressing rumors, stay professional. Enlist trusted circles, a therapist, or a job coach to help challenge assumptions and guide your decisions. It’s okay to walk away. Don’t let comebacks or others’ pain derail your message. Stay focused on the bigger picture and personal values.
Hold boundaries with pride. Even when someone holds power or resources, disrespect should never be tolerated.
Stay curious and challenge your assumptions. Invite trusted professionals to test your perspectives and help you see beyond your own narratives.
Share pain and celebrate wins. In marginalized communities, these are essential survival tactics. Transparency about pay rates, struggles, and successes builds solidarity.
Recognize that white supremacy exists everywhere. Just because a space is led by a woman or a person of color doesn’t automatically make it safe or inclusive.
Do your research. Not every influencer or leader is genuinely committed to equity and inclusion, some are in it for clout or personal gain.
Stand firm on equity and inclusion boundaries. If someone crosses that line, I have zero tolerance, and the relationship is over.
Let people be heard. In moments of conflict, listen without interrupting. Often, people just need to feel seen and understood.
Leave the door open for reconciliation. Growth and healing are always possible, even after conflict.
Have empathy. This one took me a while, and was crucial feedback from a previous employee. At the end of the day we don’t know what other’s are going through. It’s still also ok to hold boundaries to not jump into their “box” with them; shift to holding space when they are able to recover and get out.
For me, the big picture has always been clear: how to bring more people into the outdoor industry and advance equity and representation. I will always stand firm on these values, even if it means not working with a few to help many.