I’m a sucker for fun hypothetical questions. So whenever I’m asked who I’d want to play me in a biopic, my answer is always the same — John C. Reilly.

Granted, we look nothing alike (I wear glasses). But the truth is — if likeness is our metric, then Hollywood doesn’t offer me options. And it’s not just the movies. Even over here in advertising, very few leaders look like me.

Which is why this year’s ADCOLOR LEADERS program came at the perfect time for me. If you’re unfamiliar with ADCOLOR — first, orange flag. Second, it’s the leading non-profit championing inclusion and belonging across creative industries (God knows we need that right now). The LEADERS program specifically supports and trains handpicked, well, leaders (roughly 30, and predominantly minorities) from across advertising, marketing, PR, and entertainment, as they (hopefully) rise to executive roles.

The theme for this year? Legacy.

You know — lighthearted stuff that makes you ponder your purpose, mortality, and of course, which actor should play you on screen.

The programming was, as expected, fantastic. The LEADERS program is in its fifth year, so the organizers have it down to a science by now. Over two and a half days, we dove into workshops, panel discussions, and trainings led by some of the coolest people in the business. All of it was centered around legacy, specifically built around ADCOLOR’s ethos — Rise Up. Reach Back.

Jean Batthany, Founder and CCO of Art of The Pause, talked about cultural burnout. Author Ronnie Dickerson Stewart offered advice on navigating the fear of failure. Voice & Influence coach Alexina Shaber challenged internal narratives about our own lives and how we share our stories.

And that’s not even half of it. During almost non-stop 10-hour days, we wrestled with questions like:

What do I want my legacy to be?

How do I want to show up at work?

What do I want for my community?

Why aren’t they serving alcohol yet?

That last one was important, given that tears were shed, hands were held, and hugs were exchanged during these sessions. Because even when you’re surrounded by people who “get it,” unpacking the experience of being a minority in the industry can be a lot to process.

Don’t get me wrong. It wasn’t all… serious. We bonded over a lot more than careers and identities. I returned home fulfilled, rejuvenated, and with a killer recommendation for Zara balloon pants I plan to wear the hell out of. But as with most transformational experiences, what you take with you is deeper than “lessons” and richer than “programming.”

As I digest the two-and-a-half days, an oddity sticks out to me. And it’s the closest I’ve come to distilling the experience into something tangible.

At this very moment, our cohort has multiple group chats blowing up. We’re planning reunions in various cities. We’re exchanging music, recipes, and fashion advice. All this is happening after we spent just about 48 hours together.

I asked the organizers about it, and turns out — it’s common. In fact, every cohort since the inception of the LEADERS program seeks out its members regularly. Beyond ADCOLOR. Beyond career opportunities. Beyond networking events. 

Extrapolation has never been my strength, but I’m gonna give it a try:

I think it’s the power of feeling seen.

When you meet people who remind you of you, who put into words things you couldn’t, and who create a space where, at best, you don’t feel like a minority and at worst, it doesn’t matter if you are… You want to hold onto those people. In fact, you wanna clone them and make them your friends and co-workers.

I know the word “community” gets thrown around too often (you know it’s cliché when brands start doing it), but our industry cannot afford to devalue its importance. Especially right now, when entry-level jobs are disappearing, and Black women are being pushed out in record numbers. Making others feel less like “others” is the least we should be doing, and yet, it is our most important charge. Because I can’t think of a better legacy than making people feel seen.

Best-case scenario — we see more minorities in leadership. Better diversity numbers. More job satisfaction. Improved workplace morale. You know, all the things we’ve been saying we want to do for years. 

Worst-case scenario — John C. Reilly’s agent has to make a hell of a pitch to him for a biopic.

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Turn inclusion, culture, and community into your brand's greatest strengths. Contact our Chief Marketing & Growth Officer, Brandon Cooke, at brandon@barkleyokrp.com to start the conversation.