It’s Not Just About a Seat at the Table—It’s About the Energy You Bring to It
"A seat at the table" has become a current business hype word, but is having a seat at the table the end goal?
In this article, I talk about what that seat at the table means and how you can have a greater impact in that space.
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We’ve all heard the phrase “a seat at the table.”
It’s become a rallying cry in leadership, diversity, and empowerment spaces—a symbol of inclusion, recognition, and influence.
But here’s the truth most people don’t talk about:
👉🏽 Getting a seat at the table is only part of the story.
What truly shifts rooms, decisions, and dynamics is the energy you bring when you get there.
As the founder of Phoenix Empower, I’ve worked with individuals who’ve spent years fighting for that seat. They’ve earned the degree, climbed the ladder, and made an impact. But once they’re finally in the room—at the executive table, the board meeting, the strategy summit—they find themselves asking:
“Why do I still feel invisible?”
“Why does my voice still shake?”
“Why am I still trying to prove I belong?”
It’s because while they gained access to the table, they weren’t taught how to own their energy within it.
⚡ The Energy You Bring is Your Real Power
I will never forget my last evening in Venice, Italy. Myself and a few others from my MOD cohort were walking back to our hotel. On our way back, a woman stopped me and handed me a bouquet of flowers. When she handed them to me, she said, “You look like the perfect person to have these.” My body filled with so much joy and happiness. Out of a large crowd of people, this random person chose me to be the keeper of their flowers? I was grinning from ear to ear.
As soon as we got on the ferry, I looked at everyone around me who looked like normal commuters, sad, flat affect, in their own space. I looked down at the bouquet that had filled me with joy moments ago and decided to share that happiness. I handed out all the yellow roses to others on the ferry until I was all out of flowers.
The flowers that had brought me joy filled my cup even more as I got big smiles in return after I handed out the flowers. Here’s the thing— those people appeared just as happy to get their own flower as I did when I got the whole bouquet. Our energy is like a lighthouse beacon, shining light on those around us. Whether it is positive or negative, it spreads to everyone near us.
I made several random strangers happy in mere seconds, not because of the flower, but because of the energy behind the flower. Do you think those people would have been as happy to get a flower from someone frowning or huffing and puffing about this and that? Absolutely not, they probably wouldn’t have even taken the flower in the first place. They probably would have cringed and recoiled, shut down even.
Imagine the magnitude that your energy brings to your team or organization, positive or negative.
Your energy is the unseen force that enters the room before you speak a word. It’s how you show up—grounded or anxious, aligned or disconnected, empowered or performative. And it either elevates your presence or dims your power.
Think about it…
Have you ever been in a meeting where someone spoke in monotone, and everyone checked out 2 words in? And another person spoke with calm confidence, and suddenly everyone leaned in?
That’s the power of energy.
And that’s what Phoenix Empower is all about—helping people rise into that space fully, authentically, and unapologetically.
🔥 You Deserve More Than Just a Seat—You Deserve to Shift the Room
Let’s redefine what a seat at the table really means:
It’s not about fitting in—it’s about standing firm in who you are.
It’s not about proving yourself—it’s about expressing yourself with clarity and confidence.
It’s not about echoing others—it’s about bringing your truth, your insight, your fire.
Leadership today isn’t just about what you say—it’s about how your presence transforms the space.
And guess what? You don’t need to be the loudest voice to be the most impactful.
You just need to be aligned with your purpose and your power.
✨ Ask Yourself…
As you walk into your next meeting, Zoom call, or decision-making space, pause and reflect:
What energy am I bringing into this room?
Am I shrinking to fit—or expanding to lead?
If this table doesn’t reflect my values… am I ready to build my own?
👑 You Were Not Born to Play Small
You were born to rise.
To influence.
To create.
To shift.
To lead.
And whether you’re claiming your seat—or carving out a new table entirely—remember this:
🌱 Your energy is your power. Protect it. Cultivate it. Lead with it.
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Let’s rise,
Heather Ritson
Founder, Phoenix Empower, LLC
Empowerment & Career Strategist | Speaker | Coach
Diversity, Equity, and Inclusion (DEI) in a Shifting Landscape: A Strategic Approach
Disclaimer: This is not a political post but rather a guide to help organizations navigate sudden changes effectively.
In recent weeks, we’ve seen a growing trend of large companies eliminating their Diversity, Equity, and Inclusion (DEI) initiatives in response to President Trump’s executive order. This directive requires federal programs and federally funded organizations to remove DEI initiatives to maintain funding. As a result, employees are being laid off, and many are experiencing heightened concerns about their physical and psychological safety at work. Company morale is taking a serious hit, and organizations are scrambling to adapt to these abrupt changes.
But what if eliminating DEI initiatives isn’t the only option? Businesses have successfully adapted to shifting economic conditions, mergers, and market trends in the past—why not take a strategic approach here as well? Rather than dismantling efforts to foster an inclusive work environment, companies can pivot and restructure these initiatives to maintain their core values while aligning with new regulations.
The Evolution of DEI in Business
When DEI first gained traction in the corporate world, organizations introduced programs to create more inclusive workplaces. Over time, this evolved into DEIB (Diversity, Equity, Inclusion, and Belonging) as businesses recognized the importance of cultivating a culture where employees truly feel they belong. Now, with changing regulations, companies must take a nuanced approach rather than making reactionary decisions.
A Solution: Strategic Wordplay
Instead of eliminating DEI programs altogether, businesses can adapt through strategic wordplay—modifying language while maintaining the same fundamental goals. According to the Oxford Dictionary, wordplay is "the witty exploitation of the meanings and ambiguities of words, especially in puns." While this situation is no laughing matter, the concept applies: by shifting language, organizations can continue their initiatives without conflict.
Reframing DEI Statements
Consider the following traditional DEI commitment statement:
“At [Company Name], we are deeply committed to fostering a diverse, equitable, and inclusive workplace where everyone feels valued, respected, and empowered to reach their full potential, regardless of their background, identity, or experiences. We actively seek out diverse perspectives in our hiring practices, provide ongoing training to address unconscious bias, and cultivate an environment where all voices are heard and considered.”
This can be reworded to align with new regulations while maintaining its intent:
“At [Company Name], we are committed to fostering a workplace culture built on respect, collaboration, and opportunity for all. We believe that diverse perspectives drive innovation, strengthen teams, and create an environment where all employees can thrive.”
Alternative Terminology for DEI Initiatives
Organizations can rename their DEI programs to emphasize business performance, workplace excellence, and opportunity while preserving their mission. Here are some alternative names:
Performance & Culture Focused:
Workplace Excellence & Belonging (WEB)
Inclusive Leadership & Workforce Success
Talent Development & Workplace Innovation
Culture, Collaboration & Growth (CCG)
Workforce Engagement & Success (WES)
Business & Talent Development Oriented:
Talent & Leadership Development (TLD)
Opportunity & Advancement Initiative (OAI)
People & Culture Strategy (PCS)
Employee Success & Organizational Growth
Workforce Optimization & Development (WOD)
Compliance & Organizational Strength Focused:
Equitable Workplace Practices (EWP)
Organizational Effectiveness & Workforce Strategy (OEWS)
Fair & Inclusive Talent Strategy (FITS)
Workplace Integrity & Employee Experience (WIEE)
Merit-Based Growth & Engagement (MBGE)
Strategies for Maintaining an Inclusive Workplace
Beyond rebranding, organizations can implement strategies that reinforce inclusivity while aligning with new policies. Here’s how:
1. Emphasize Universal Values and Merit-Based Initiatives
Focus on core values such as respect, collaboration, and integrity. Develop merit-based programs that ensure equal opportunity based on performance and potential.
2. Implement Comprehensive Employee Development Programs
Offer training and mentorship programs accessible to all employees. Provide wellness and support services to address diverse workforce needs.
3. Adopt Inclusive Language and Practices
Use neutral terms like “employee engagement,” “workplace culture,” or “organizational development.” Ensure company policies promote fairness and equal treatment.
4. Engage in Community and Cultural Programs
Support cultural celebrations that recognize diverse backgrounds without formal DEI labeling. Participate in community outreach to reinforce social responsibility.
5. Consult Legal and HR Experts
Regularly review policies with legal and HR professionals to maintain compliance. Conduct risk assessments to align existing programs with new directives.
The Path Forward
By integrating these strategies, organizations can continue fostering inclusive and equitable workplaces without violating new regulations. Instead of abandoning DEI altogether, companies can reframe, restructure, and reinforce their commitment to creating a workplace where all employees thrive.
Let’s work together to adapt and empower our employees while ensuring our organizations remain strong and forward-thinking in this changing landscape.
Heather Ritson
Career Coach & Trainer
Founder of Phoenix Empower, LLC
419-957-1539