#SWAAYthenarrative
BETA
Close

I Was Told I Was Too Young To Be Ambitious

#SWAAYthenarrative

Lauren Maillian, 32


Marketing Maven and Brand Strategist, Founder and CEO, LMB Group

Having begun her entrepreneurial crusade at 19, it was inevitable that Lauren Maillian would become a marketing and branding powerhouse if only because she was able to begin a successful business while simultaneously tackling her first year of undergraduate studies. "Sometimes you have to crouch before you conquer," says Maillian, who went on to build an enviable empire. Now, not only is she a go-to branding consultant, TV star and author, but she’s also a rockstar mom of two, proving how symbiotic the relationship can be between entrepreneurship and motherhood.

1. What made you choose this career path? What has been your greatest achievement?

I like to think that this career path chose me. I have always been a connector of people and ever since I was a child I was incredibly inquisitive. My curiosity and empathy has been the hallmark of my ability to story-tell so masterfully. Getting people's attention and keeping them engaged is the cornerstone of a great marketer and that has always been me. Personally, my greatest achievement is my two children. Professionally, my greatest achievement has been my bestselling book, The Path Redefined because I know that I've positively impacted countless women around the world who are trying to find their purpose amidst building a career and often a family.

"Personally, my greatest achievement is my two children."

2. What’s the biggest criticism/stereotype/judgement you’ve faced in your career?

Although I’ve never actually been told to my face that I couldn't do or achieve something because of X, Y or Z, I’ve always been doubted. I almost wish that someone would have explicitly told me why they thought I wouldn't achieve something so I could prove them wrong!

I know that as a black woman, the bar is always higher, the scrutiny even more intense, the microscope amplified on your every move. It's always been an implied bias that I've had to work against everyday, and it's just par for the course.

3. What was the hardest part of overcoming this negativity? Do you have an anecdote you can share?

I've achieved a great deal of success at an early age, so being young, more specifically, too young to accomplish X has always been the background music to my life's playlist. Best piece of advice I can share with other young ambitious women is a quote from my book, The Path Redefined, "sometimes you have to crouch before you conquer."

"I know that as a black woman, the bar is always higher, the scrutiny even more intense, the microscope amplified on your every move. It’s always been an implied bias that I’ve had to work against everyday."

4. How did you #SWAAYthenarrative? What was the reaction by those who told you you “couldn’t” do it?

I #SWAAYthenarrative everyday just by being present in the world and by fully showing up as who I genuinely am. I feel that my inclusion at the table--through board meetings, companies, campaigns, press, and keynote speeches--was my way to change the minds of those around me. By merely showing up and doing the work, I was swaaying the narrative and defying stereotypes.

5. What’s your number one piece of advice to women discouraged by preconceived notions and society’s limitations?

Don't be discouraged! There has never been a better time to be a woman determined to succeed. We all need to keep fighting and earning our way to the top so that we can open all the doors that have been closed for other women to come join us at the top because they've earned it!

Our newsletter that womansplains the week

Women in Power: How to Get Better at Mentorship and Business Leadership

If you are reading this, then it is quite likely that you are a business leader and mentor already, and the very fact that you are looking to improve your skills beyond your current capacity means you are already ahead of the game.


In corporate sectors all around, a general trend has been observed which point towards the conclusion that talented women employees do thrive better under female mentorship. What this means is that women at the forefront of corporate leadership today must continue to improve in their ability to both lead and mentor the leaders of tomorrow. This is facilitated by the easy availability of ILM Level 7 Executive Coaching courses and training nowadays, which we are going to discuss in detail next.

Improving as a Mentor: Where Do You Start?

Given that improving on leadership and mentorship skills only concerns those that are already leading businesses and tutoring fresh talent under them, the very first requirement here concerns completing advanced ILM Level 7 Coaching programs.

However, in order to also include a more comprehensive educational curriculum and training to hone your mentorship skills to a point, it would be a good idea to go with a BCF Group program, which will help you to get that widely respected and vastly useful ILM Level 7 Certificate in Executive Coaching and Mentoring.

The BCF Group is one of the UK's most highly rated Institute of Leadership & Management (ILM) Approved Centres for ILM Level 7 Executive Coaching Courses. To know more about what exactly to expect during and after completing your ILM Level 7 Qualifications in Executive Coaching and Mentoring from the centre, head over to the official site.

In the meantime, some of the advantages of their ILM Level 7 Coaching curriculums can be highlighted as follows:

  • Advanced understanding of high-level coaching and mentoring theories
  • Critical evaluation of one's own leadership mentoring and executive coaching practices
  • Knowing how to relate someone's personality and nature of business to her own mentoring practices
  • Personal growth: Effective learning and mentoring fellow coaches

Once you have the ILM Level 7 Coaching Certificate, you are finally ready to take on advanced responsibilities as a business leader and significantly improve on your ability to mentor the fresh, female executives and leaders that rely on you for guidance.

Without the necessary advanced education and training, progress would not be possible after a point, but once you do end up completing your certifications, it is time to build on that that knowledge and training by adding your own unique touches towards developing a mentoring procedure for your clients/executives.

Understanding the 3 Different Aspects of Mentorship which Hold the Most Value to Corporate Women

There are various different aspects of business coaching, but most women usually need more assistance and guidance in some particular areas over others. If you have a certificate in executive coaching and mentoring, you most likely possess the ability to cover at least two of them for your clients.

After going through the opinion of numerous business mentors who have had a great deal of experience in working with talented women across multiple fields, the primary mentoring needs of corporate women in particular seem to be divided into three broad categories:

  • Advisory mentorship
  • Strategic mentorship
  • Operational mentorship

Advisory Mentorship: Feedback

Most women working in a corporate environment agree that their managers are not as straightforward or guiding with their feedback to the female executives as they are usually with the male executives. The feedback is, of course, extremely important for growth, and in its absence, improvement and employee evolution is often stunted - even in those with potential.

The advisory role of the mentor is meant to fill this damaging gap by providing her with valuable feedback which she can then use to further her own progress. It is important for everyone, regardless of gender, to get a clear idea regarding what their weaknesses are that they need to work on, as well as getting feedback on their strengths, so that they know exactly what to rely on in times of urgency. The advisory role played by a coach and mentor involves doing both and much more.

Strategic Mentorship: Exposure

Exposure is another part of the industry where women employees and even female business owners are lagging behind, since managers, partners and other decision makers often end up highlighting the best performing men over the equally talented (if not more so) women.

The job of the strategic mentor is to make sure that her clients are not overshadowed by anyone. They work towards bringing the spotlight to talented leaders and executives, so that they too can form valuable partnerships, get promotions, and find more suited roles for their talents. It is to be noted that experienced and well-connected business coaches who have been in the field for a while make the best strategic mentors for obvious reasons.

Operational Mentorship: Advice

Operational mentorship goes beyond just the generic advice, but involves an actual process and step by step solution to overcoming obstacles in a female executive's path to success, be it for an immediate project or a long-term goal.

Just as experienced coaches and mentors are ideal for strategic mentorship, women need more industry specific guidance when it comes to operational mentors. They need to be women who have actually worked in the specific field concerned, or finding practical solutions and forming strategies to overcome specific obstacles will prove difficult, even if the mentor has her best interests in mind.

When you are a highly qualified, experienced and successful female business coach, know that you are not only helping your clients reach success, but you are at the same time being seen as a role model for women working in the corporate sector. Every time you succeed in making another woman reach her goals, you are inspiring more women to follow in your footsteps, as well as showing them how to walk that road to success by mentoring them.