Are you a woman of color seeking to transition or thrive in the tech industry? Are you someone who struggles with imposter syndrome, speaking up for yourself or prioritizing your wellbeing at work? On this episode, you’ll hear from mindset & career coach Rebecca Garcia, a daughter of immigrants from the Philippines and Mexico. Rebecca is a self-taught developer, ex-product manager and, as of the publish date, a program manager at Facebook. With experience working in tech startups and tech giants, Rebecca inspires women of color to step into their power in tech.
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And then there’s this playing big kind of fear where you’re like, I don’t know if I’m ready to take up more space. I don’t know if I’m ready to do these things. I think I can do them but I don’t know if I’m ready yet. And so whenever you start to inch towards that playing big fear, that’s how you’re going in the right direction because you’re growing and you’re starting to take those risks.
Welcome to the Early Career Moves Podcast, the show that highlights remarkable young professionals of color killing it on their career journeys. I’m your host, Priscilla Esquivel Weninger – proud Texas Latina, daughter of immigrants, and lover of breakfast tacos. Meet me for a coffee chat each Friday, as we dive into a special guest’s story, and hear all about their challenges, milestones, and lessons learned. If you’re a young professional of color and you’re feeling lost in your career, or just need a dose of inspiration, you’re in the right place! Let’s get started.
Hey everyone, today you get to hear from Rebecca Garcia, a mindset and career coach for women of color looking to transition into tech. Rebecca is a first-generation American and daughter of immigrants from the Philippines and Mexico. She’s worked across tech startups, big tech giants in several different roles as a self-taught developer, a product manager, and now a program manager at Facebook. I really love this conversation with Rebecca because she has a very calming presence and she helped me reframe a lot of different ideas that I had around imposter syndrome and how we really need to prioritize our mental health and wellbeing above all in our careers. So if you’re looking to transition into tech, look no further, check out Rebecca Garcia and check her out at MindsetCoachForWomen.com.
Priscilla: Okay. Welcome, Rebecca, to the show.
Rebecca: Thank you for having me, so excited to be here.
Priscilla: Yeah. So why don’t we start by just having you share a little bit about your background so that our audience can get familiarized with who you are or your personal background, and then what you do today?
Rebecca: Absolutely. So I’m so excited to share my work as both a mindset and career coach. I specifically work with women of color and started off working with women in tech. And I have grown my career as a woman in tech as a self-taught developer turned product manager, program manager, doing a lot of different shifts along the way. And by day, I am a program manager at Facebook on the developer programs team, specifically working on a lot of different partnerships and events. And I’m also first-generation a daughter of immigrants. My mother immigrated from Mexico, my father immigrated from the Philippines. Growing up, I didn’t see anybody who looked like me and I didn’t know that there was a career path for me in tech. I had been learning to code as I was growing up, copying and pasting HTML and CSS on my MySpace, my Neopets pages. It was really fun and exciting.
I knew that when I was little, that I wanted to help people but I didn’t know at the time how to be able to combine that. I ended up starting to follow that passion and built my career as a self-taught developer. I was at Squarespace as it was growing from 250 to 500 employees. I found myself as a program manager at Microsoft, managing a full-time technical training program for underserved New Yorkers, helping them to become IT and assist admins. And in between, I’ve been a technical product manager at a handful of different startups most recently at a startup helping to end the gender pay gap, and most recently as a program manager at Facebook. So that’s my little journey in a nutshell with a lot of pivots and twists.
Priscilla: Yeah, that’s really cool. So tell us what it means to be a program manager, especially now at Facebook. What are you responsible for? What does that kind of look like for you?
Rebecca: Yeah. So at Facebook, as some folks may know, there’s a lot of different emerging technologies, whether that’s augmented reality, AR, or virtual reality, VR, or technology around natural language processing, NLP. Essentially, my role as a program manager is to help get more developers and more creators on these new emerging Facebook products. It’s really fun because I get to work with a lot of different teams. So I work with engineering, we work with marketing, and we get to dream up these different programs to get folks engaged and involved and give back to the community. Some folks like to ask me, “Well, why did you transition from being a developer or transitioned from being a product manager?” And honestly, I think the role that I’m in right now is just a really fun and exciting combination of my different various experiences and it helped set me up for it. So for anybody out there who’s thinking that you have to have a straight and clear narrow career path, I’m here to tell you that you don’t. If you think about the tech industry being a, quote-unquote “young industry” there’s so many different roles out there that didn’t exist 5, 10 years ago. So it’s like sky’s the limit and yeah, it’s just a lot of fun what I get to do at Facebook.
Priscilla: Now tell us a little bit about how you decided to become a career coach and then becoming a mindset coach, and what does that mean?
Rebecca: Absolutely. So a handful of years ago, I used to meet folks for coffee very often. So I’ve spent the last 10 years in New York City and I would get reached out to and folks say, “Oh, I’d love to hear more about your background. I’d love to hear more about your story. Tell me how you that into X role at the time, whether that was as a developer or program manager, product manager.” I used to meet them for coffee and, quote-unquote, “have them pick my brain” and I realized that a lot of these folks could use a more structured way to help them to define their unique value proposition essentially about themselves and their transferable skills and how to interview and move into a new role, because tech interviewing can be nuanced and some folks might seem intimidated or scared by it, but it’s actually not that scary. It doesn’t have to be that scary. So I transitioned into coaching because I wanted to help a lot of these women and especially women of color who were struggling with how to make those pivots and make those shifts.
So I’ve been doing that work for handful of years now, and I then realized that there was an even bigger gap with imposter syndrome that, you know, even though I helped these folks move into new roles, that the imposter syndrome still followed them. How can we start to dismantle the imposter syndrome and realize that it’s not just, “Oh, you need to work harder. You need to” quote-unquote, “be more confident” especially for people of color, it’s not that easy. So that’s the work that I’m doing today is to help people understand where imposter syndrome comes from, the unique challenges that come along with it as a person of color and how they can start to essentially reprogram their brains to stop feeling — not to stop feeling that imposter syndrome but to start realizing just how amazing they are and the skill sets that they’re building and the things that they’re learning that are so much more than their imposter syndrome.
Priscilla: Yeah. And so when you got your first job in tech at a big tech company, what were some of the immediate challenges that you identified when you were first starting out your career?
Rebecca: Yeah. When I was first starting out in tech, I think one of the biggest challenges that I realized was, especially starting out at some smaller companies, at some startups, I noticed that it was very easy to get sidetracked and to want to do all the things. That’s the exciting part about tech is being able to do all the different things. But I realized that I wasn’t helping myself for the long term, for my career and honing in on what were the strengths that I had versus trying to level up all the, quote-unquote, “weaknesses” and I think that this is something that prevents folks early in their career from moving more into a mid-level or senior role is that they become generalists. I don’t think there’s anything wrong with starting out, you start out as a generalist, but I have learned from Tim Ferris to become a specialized generalist. That’s essentially how I felt my career is as a specialized generalist, where I can do all the things but I know what I am not only, quote-unquote, “good at” but more passionate about, even though I can do a lot of project management, that’s not the only value that I bring. I bring innovation and I bring rallying people to the table. How can you start to figure out and narrow down on, “Okay, I’ve grown a bunch of these different skills. Now, what are the skills that I want to start to focus on that I’m passionately moving towards?” And it doesn’t mean you have to be good at them right away but that you’re letting them push you forward.
Priscilla: Yeah. So you help women break into tech. What are some of the pain points or maybe issues that you see, some of the people that you help get tripped up on the most? Is it something like in the interview process? Is it once they’re in the door and more of that mindset challenge? What are maybe one or two things that you’re like, “Oh, people really struggle with this?”
Rebecca: Yeah, that’s a great question. I’ve got a few. So one of the first ones is definitely discrediting their previous experience, and I’ll give an example of, say, somebody went to a boot camp but they worked in finance before. On their resume, they take out the stuff from finance because they’re like, “Well, this isn’t relevant to the job that I want as a developer”. They’re leaving off all that valuable professional experience, going back to your point about the soft skills, right? So they’re missing out on that they’ve worked on multiple teams, that they understand the product, that they have this background in finance that’s valuable. That’s the first thing is discrediting their experience. And when I say experience, it doesn’t have to be working experience. It can be volunteer work that you’ve done. It can be side projects that you’ve done and. Again, if you’re feeling that you’re lacking experience, these side projects or the volunteer work is a really great way to boost that. So that’s the first one is discrediting experience.
And the second piece on the interview process, what I tend to see goes one way or the other. The first way leans back towards that other one of discrediting their experience. And so they’re not really sharing their background and how it got them where they are. Usually what I see folks doing is they start off in their most recent experience. They say, “Oh, I’m a developer at this. And then before I did this and I did this, and then I studied this in school.” And so they’re doing it in the reverse order, where they should switch the order and they share what is it that led you to where you are now? How has that built up so that they can start talking about that. So sometimes they’re leaving stuff out, or the other thing that I see is that they’re over-preparing and just talking at the interviewer. They’re like, “Oh yeah, I practiced my elevator pitch. I did this and did that but they didn’t listen to me.” And well, it’s a two-way street. You got to ask them questions too, give them room to breathe. Instead of just talking at the interviewer, see the interviewer as a person and start to get comfortable asking questions, which as a person of color, it can be very hard because you might think, “Oh, in some cultures that might be considered disrespectful” or in some cultures you’re taught not to speak unless you’re spoken to or all sorts of unique experiences that people of color and people with different backgrounds have. Those are some of the common themes.
And then the last piece, the imposter syndrome piece, where for anyone who’s not familiar with imposter syndrome, it’s this idea that you feel like you might be a fraud, like you don’t belong there. Especially if you’re a woman, you might think this because I know for me I’ve many times been the only woman on a team. And so it can feel like, “Oh, I don’t know if I fit in. Do I belong here? Is this the right company for me?” And so you start to question your experience. You start to question your capabilities. And in terms of tackling imposter syndrome, I actually think that you can flip the narrative on imposter syndrome. Imposter syndrome doesn’t mean that you don’t know enough. There’s actually a phenomenon called the Dunning-Kruger effect, where once you start to learn things, you realize how much more there is to learn. And the folks that think that they know everything, it’s because they are not willing to look at all the things that they could learn, so they’re staying stuck. You’re actually at a great point if you’re coming up against imposter syndrome. Yeah, because it means you realize how much more there is to learn and that means your potential is limitless, in my mind.
It doesn’t have to be something terrible that we keep trying to get rid of. That’s another thing that some of my work is going into, which is people from underrepresented backgrounds, we are taught to discredit our feelings. We’re taught to stay quiet or we’re taught to not let things get to us. When we push down those emotions, they bubble back up to the surface and all that resistance that you were having against taking action or against speaking up, it kind of daze itself in and it grows roots. So how can we learn to care for our emotional wellbeing instead of, I think a lot of the advice out there is “just be more confident and speak up” and the reason it doesn’t work is because it doesn’t feel safe as a person of color or it doesn’t feel right. Or maybe you’re like, “I’m an introvert. I can’t do that.” So understanding why it might not even feel right in your body and being able to work through that by working through your emotions and knowing that it’s okay that you don’t know everything. That actually means you’re growing.
Priscilla: So that’s really interesting, that phenomenon you mentioned about people who are probably doing the same thing feel confident in what they’re doing, right, because they’ve been doing it for so long. But yeah, try something different and I’m sure people will feel not so secure, right?
Rebecca: And just to that last point that you had on doing something new, I think there’s also a way that you can differentiate between the, “Oh, this is really scary and I don’t want to do this” or “I don’t know if I can do this” and that kind of “This is new and exciting. I want to do this.” Another thing I learned from the author, Tara Moore, is there is this kind of staying small fear, right, where you’re like, “I don’t know if I can do this. I’m not sure if I’m ready for this.” and you’re hiding. And then there’s this playing big kind of fear, where you’re like, “I don’t know if I’m ready to take up more space. I don’t know if I’m ready to do these things. I think I can do them but I don’t know if I’m ready yet.” And so whenever you start to inch towards that playing big fear, that’s how you’re going in the right direction because you’re growing and you’re starting to take those risks and you can start to see it as excitement rather than anxiety.
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Priscilla: Did you experience that in your career where it felt really unnatural and maybe kind of like, “Am I bragging on myself” by talking about your accomplishments or anything like that?
Rebecca: Absolutely. That is something that definitely comes up a lot, where I hear folks say that like you said, you don’t want to seem braggy, you don’t want to seem like you’re boasting. And maybe in your culture, I know that I was told be humble. I think that there is a difference between bragging and boasting and puffing out your chest versus sharing the work that you do or telling people the work that you do or the work that you’re excited and capable of doing, because that allows you to be of service to others. Because if you don’t speak up and you don’t say those things, then how are the opportunities going to find you? How are you going to make the right connections if you’re constantly — you’re waiting for somebody to tap you on the shoulder and give you a permission slip to be successful? You’re basically placing your success in somebody else’s hands versus you being able to pick the direction that you want to go in because that’s how opportunities come to you is when people know you for certain things. Or a lot of the early advice is like, “Oh, build your network”. I think of networking, it’s a long-term strategy. I think of it as a boomerang, right? You make connections and then they come back around and then they happen to be helpful later. But those connections are only as valuable as much as you let people know what it is that you want to do or what it is that you’re capable and excited to do. So just putting it out there as a reframe of it’s not you bragging, it’s you advocating for yourself, advocating for your career because you are the only person who can be that advocate for yourself. So not just a mentor, not just a manager, you get to pick the direction of your career.
Priscilla: What are some wellbeing things that you do or maybe even advise your clients, people that you work with to do to find some kind of sanity and separateness from work, because work is in our house now, right? It’s like at home all the time.
Rebecca: Yeah, that is a great question. One of the things that I like to do, especially after having a lot of Zoom calls, meetings, back-to-back stuff going on, is to take a nervous system break. I’m sure if I had just started spouting off to folks like, “Oh, you should meditate”. Everybody has heard that they, quote-unquote, “should meditate” but before even meditation, just giving your nervous system a break, meaning how can you get out of that heightened state of doing stuff all the time and go, right? Because we’re working from home, we have to create that. Whereas in the past we might’ve had it naturally built in, right? So I’ll give an example of when I worked in Manhattan, for lunch I was like, “Okay, I’m going to go walk and I’m going to go pick up lunch from somewhere and maybe I’ll listen to a podcast while I’m walking.” That was essentially a nervous system break. And now that we don’t have that built in, how can you build it in? One practice is to notice the things that help get you out of that going mode, and so whether that’s listening to a podcast or doing the dishes for 10 minutes or just being away from the computer, being away from your work. And make a list of those things that allow you to feel a little bit more relaxed and incorporate them into your day and don’t feel guilty about it because we don’t have those things built into our day now. If we don’t build them in now, it’s building these wellness practices into your life, everybody’s, “I don’t have time for that. I’m too busy.” But it’s learning to swim before you’re drowning, before you’re burnt out, before you’re really tired, before you’re just, “Oh, my gosh. I can’t function.” So just throwing that out there is taking a nervous system break here and there and the world will be okay. Your inbox, your emails will still be there. The notifications will still be there 10, 15 minutes later.
Priscilla: So true, yeah. I think those walks are just like creating your own version of a commute, right, like before or after work. It helps so much to get out of your head for sure. Well, my last question for you before we wrap up is just what is maybe your number one career lesson that you would want to impart on younger folks, especially those looking to get into tech?
Rebecca: Yeah. So one of the quotes that I love to say is from the author Jon Acuff, and his quote is “Don’t compare your beginning to someone else’s middle.” It’s really easy for us to look at other people and say, “Well, they have this thing. I don’t have that thing. I don’t have these skills yet. I don’t feel ready.” When you look at a job description, actually see it as a wish list. Don’t see it as you need to meet every single thing on that list. I say this as somebody who has worked in hiring and has worked with recruiters, and sometimes those job descriptions aren’t even written by the hiring manager. Sometimes they’re written by a recruiting team with the things that they would in an ideal world love to have, but that doesn’t mean you can’t grow into doing those things. So that’s one thing to keep in mind.
The second piece is how important mental health is. I know that there’s a stigma against it in many cultures and where, “Oh, therapy is only for people who can afford it” or therapy means that there’s something really wrong with you or “Oh, meditation and yoga, it’s too woo-woo for me” or “I can’t do that” and you end up putting off all of these things. I wish that I had spent more time helping myself. It’s like that when you get on an airplane and they’re like, “Put your oxygen mask on first,” because how are you going to put out your most valuable work and how are you going to provide the most value if you are unable to function well? So taking care of yourself is important. It’s not a luxury. It’s a base need. So honor yourself, honor your feelings. You may have family members or cultures that don’t agree with this but at the end of the day, who is it that’s living your life and building your career? It’s you, right? So why not take that time for you? So I hope that’s helpful for folks out there who are thinking, “How can I become successful?” And I will tell you at the mid senior part of my career of working in tech at big companies and small companies, burnout is real and it happens at any stage in your career. And if you can take care of yourself now, do it. Put yourself first and keep putting yourself first.
Priscilla: Yeah, awesome. Well, Rebecca, where can people find you online and potentially even work with you?
Rebecca: Yeah. So come find me on Instagram at Mindset Coach for Women. That’s also my new domain MindsetCoachForWomen.com, if not, RebeccaGarcia.tech. I would love to connect with you, shoot me a DM, tag me if you listened to this podcast episode and you found it helpful. I do career workshops, as well as mindfulness and wellness practices, and I’m excited to help more folks with imposter syndrome. So thank you so much for having me.
Priscilla: Thanks for tuning in to The Early Career Moves Podcast. Be sure to visit ecmpodcast.com to join the conversation, access the show notes, and become a part of our newsletter community. And if you love this episode, head over to iTunes to subscribe, rate, and leave a review. Talk to you next week.