Alright – so today we’ve got the honor of introducing you to Madjeen Lorthe. We think you’ll enjoy our conversation, we’ve shared it below.
Madjeen , thank you so much for joining us today. Let’s jump right into something we’re really interested in hearing about from you – being the only one in the room. So many of us find ourselves as the only woman in the room, the only immigrant or the only artist in the room, etc. Can you talk to us about how you have learned to be effective and successful in situations where you are the only one in the room like you?
Being the only one in the room, especially in senior leadership roles, is a reality I’ve faced many times. It’s uncomfortable, and I’ve often felt the need to be more guarded and cautious—hyperaware of how I might be perceived. There’s an unspoken pressure to perform at a higher level to counteract biases or assumptions.
The challenge is not to let those feelings chip away at my confidence or authenticity. I ground myself in the truth that my presence in these spaces is valuable. I belong here because I have the expertise, perspective, and ability to contribute meaningfully. Practicing mindfulness and staying present have been essential strategies, helping me focus on the work and my impact rather than the discomfort of being the only one.
At the same time, I see my presence in these spaces as an opportunity to challenge why I’m the only one. The status quo that allows these rooms to lack diversity isn’t acceptable, and I refuse to conform to systems that perpetuate exclusion. White proximity is not my goal. My purpose is to question, disrupt, and create pathways for others so more diverse voices are not just invited but actively shaping the conversation.
One of the most important lessons I’ve learned is that this work is ongoing and can be exhausting. There will always be more to do to create truly inclusive spaces. To sustain myself, I prioritize self-care. Taking care of my mental and emotional well-being is non-negotiable—it’s what allows me to show up fully and continue doing the work.
Let’s take a small detour – maybe you can share a bit about yourself before we dive back into some of the other questions we had for you?
My career started in the nonprofit sector, where I learned the importance of balancing mission-driven work with the complexities of leading teams. That experience, combined with my background in mental health counseling, has shaped how I approach leadership coaching. I view transitions as challenges and opportunities to realign with priorities and lead with intention.
I am a leadership coach, master’s-level clinician, and former nonprofit leader with over 20 years of experience in the field. I specialize in supporting individuals and teams through transitions. My work focuses on helping leaders and their teams navigate the challenges of change management while prioritizing leadership well-being.
Recently, I partnered with Google’s Tech Equity Collective and Management Leadership for Tomorrow to deliver a workshop for aspiring tech professionals on career branding and navigating career transitions with purpose. Looking ahead, I’m continuing to expand my work with organizations, offering leadership development workshops on work-life integration, mindfulness, and fostering resilience during times of change.
Whether helping employees adapt to new dynamics or supporting leaders as they step into bigger roles, my goal is to make transitions smoother and more intentional. Change can feel overwhelming, but with the right strategies and support, it can also be an exciting opportunity for growth. You can learn more about my work helping individuals navigate career transitions at https://www.transitionswelldone.com/career-transition-coaching.
Looking back, what do you think were the three qualities, skills, or areas of knowledge that were most impactful in your journey? What advice do you have for folks who are early in their journey in terms of how they can best develop or improve on these?
There have been countless lessons along the way, but a few stand out as particularly impactful. I integrate these lessons into my coaching, helping others build clarity, resilience, and confidence in their leadership and professional growth.
Navigating Transitions and Change
We all face change, and how we adjust to it—managing the emotional and psychological shifts—is what truly matters. I’ve learned that guiding people through times of uncertainty and change is crucial to leadership. Transitions can be challenging, and getting stuck in the unknown is a real challenge. When leaders acknowledge the difficulties that come with change, provide support, and give people the space to process it, they can help their teams adapt, stay engaged, and find new ways of moving forward.
As a leader, I recognize that change is rarely smooth. People often feel unsettled, and that’s okay. Show patience and provide clear, consistent support during these times. Help others see the opportunities that come with change, encouraging them to approach it with an open mind. Acknowledging the discomfort and uncertainty in transitions helps everyone feel more grounded and motivated.
Giving and Receiving Feedback
Giving and receiving feedback is critical to growth and effective leadership. Over time, I’ve learned that providing constructive feedback can motivate others to improve while being open to feedback helps me see areas I might not have noticed and refine my approach.
I’ve seen that when feedback isn’t built into the workplace culture, it can lead to a lot of friction, and issues can escalate quickly. My approach to giving feedback is to be clear and kind, focusing on specific actions or behaviors rather than making it personal. When receiving feedback, try to listen without getting defensive and take time to reflect on how it can help you grow. Implementing a feedback loop can reduce challenges with teams and communication, especially during times of change.
Knowledge of the Broken Rung Ladder
Understanding the broken rung ladder—the systemic barriers that prevent women, especially women of color, from advancing into leadership positions—has been essential in shaping my approach to leadership development. This concept highlights the importance of addressing inequities at every stage of the pipeline, not just at the top.
Educate yourself on the systemic challenges underrepresented groups face in climbing the leadership ladder. Advocate for policies and practices that remove these barriers and create equitable pathways for advancement.
Okay, so before we go we always love to ask if you are looking for folks to partner or collaborate with?
This year has been pivotal, with partnerships playing a central role in my work and business growth. I’m looking to collaborate with various partners who align with my mission of supporting leaders and organizations during critical transitions and growth phases.
One group I’d love to connect with includes decision-makers, particularly HR leaders and organizational leaders, seeking support for employees and leaders navigating transitions, stepping into new roles, or managing the complexities of change. Through one-on-one coaching or leadership workshops, I partner and collaborate to create tailored strategies and tools that foster resilience, growth, and workplace well-being.
Another key group I’d love to collaborate with is clinicians. As a leadership coach specializing in transitions, I often work with individuals experiencing life and career shifts who can benefit from a coaching lens alongside their therapeutic journey. In partnership with clinicians, I provide coaching that complements and aligns with their work, ensuring the client receives comprehensive and integrated support.
If you’re reading this and see another way we could collaborate, please don’t hesitate to reach out—I’m always open to creative ideas and exploring new opportunities. Let’s connect and discuss how we can work together. Feel free to reach out directly via https://www.transitionswelldone.com/contact.
Contact Info:
- Website: https://www.transitionswelldone.com/
- Instagram: https://www.instagram.com/transitionswelldone/
- Linkedin: https://www.linkedin.com/in/madjeen-lorthe-transition-coaching
Image Credits
Shawon Davis
Chris Kisiel
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