Amber McMillan: Igniting a Ripple Effect of Positive Change in Communities
In an era where the fabric of society is being rewoven with threads of diversity, equity, and inclusion, the role of transformative leadership has never been more essential. As organizations face the challenges of a rapidly changing world, the call for leaders who can inspire authentic collaboration and drive meaningful change resonates louder than ever.
Among these Pioneers, Amber McMillan is a name synonymous with transformative leadership and unapologetic advocacy for social impact. Amber’s vibrant spirit inspires collaboration and fosters inclusive environments where diverse voices thrive.
The Feisty Architect of Change
Amber McMillan is affectionately known as “The Feisty PM,” a title that encapsulates her dynamic approach to leadership and coaching. Her journey began in the culinary world, where she started as an untrained cook fueled by an insatiable passion for learning. As she honed her skills in the kitchen, she became known for her creativity and innovation, particularly in developing complex spice blends that elevated the flavors of her dishes.
Among these blends was ‘Feisty Seasoning,’ which quickly gained popularity for its distinctive kick while remaining versatile and not overly spicy. This seasoning perfectly embodied Amber’s vision of creating something impactful and bold.
In the early 2000s, Amber opened a cooking school and began selling her spice blends to students, with ‘Feisty Seasoning’ emerging as a best-seller. The term ‘feisty’ resonated with her, evolving to represent more than just a spice mix; it became a reflection of her leadership style.
Amber’s approach to project management is characterized by adaptability and a commitment to enhancing every endeavor. Much like her beloved seasoning, she is not flashy or aggressive but rather bold and focused on continuous improvement. Amber McMillan approaches every project with the same relentless drive to elevate outcomes, ensuring that the final product is always an enhancement of the initial vision.
Unapologetic Advocacy for Social Impact
With over 30 years of experience, Amber has observed significant changes in the realms of leadership and communication, particularly regarding diversity, equity, and inclusion. As a woman, she has seen a profound shift in workplace dynamics, especially concerning gender. Early in her career, Amber often found herself relegated to roles deemed acceptable for women—supporting men as an assistant or coordinator, rarely taking the lead herself. Her contributions were primarily aimed at elevating male colleagues, while a man above her leveraged her talents for his success. At the time, she accepted this as ‘teamwork’ and was content with shared wins, but resentment quietly grew as she witnessed others, particularly women and minorities, facing similar marginalization.
What she tolerated in professional roles was not acceptable in her entrepreneurial pursuits. Driven by a desire to express her talents without barriers, Amber began side projects early on. Over time, her passion for advocating for those who were overlooked or exploited, especially by male leadership, deepened. Ironically, she became an advocate for others long before fully acknowledging her own mistreatment. It wasn’t until she personally experienced abuse from a male superior that she recognized the depth of her own victimhood—and that realization fueled her determination to create change.
The past decade has been a journey for Amber, focusing on unpacking the true cost of these experiences on her self-image. Through advocating for others, she discovered the importance of elevating not just herself but everyone deserving of respect, recognition, and opportunity. This journey also led her to realize that her privilege could be harnessed to uplift others.
One of the most encouraging changes Amber has witnessed is a cultural shift that increasingly prioritizes truth and equity. While not every male-dominated space she encountered was problematic, those that thrived on exclusion and exploitation have struggled to survive. The culture is evolving, shedding outdated systems as more individuals speak up and advocate for inclusion, diversity, and equity. Today, the truth has become more difficult to silence, and Amber is proud to be part of the movement that continues to push these values forward.
Blueprint for Inclusive Leadership
For Amber, creating inclusive environments begins with three guiding principles: diversity is a fact, equity is a choice, and inclusion is an action. She believes that while diversity exists naturally, it is essential to actively choose equity by leveling the playing field. Furthermore, to ensure inclusion, it requires taking deliberate actions such as listening, learning, and remaining open to change.
Active listening is fundamental to Amber’s approach. She prioritizes creating space for quieter voices, actively seeking input from everyone, and ensuring that contributions are not only acknowledged but genuinely considered. By establishing ground rules for respectful engagement, Amber fosters an atmosphere where diverse perspectives are valued. Transparency in decision-making is also crucial, as it reinforces the idea that everyone’s input truly matters.
Creating psychological safety is another cornerstone of Amber’s strategy. She strives to build an environment where individuals feel secure enough to share their ideas, take risks, or admit mistakes without fear of judgment. This involves remaining open to feedback, being willing to evolve, and continuously learning from one another. By cultivating this sense of safety, Amber empowers everyone to contribute freely, ensuring that all voices are heard and valued in the collaborative process.
Redefining Engagement for Inclusive Dialogue
For Amber, one of the most significant challenges in managing complex stakeholder conversations stems from her decision to move away from the term “stakeholder.” She recognizes that the word has problematic roots, originating from privileged, white, Anglo-Saxon men who historically claimed ownership of land in the ‘New World.’ This legacy creates an uncomfortable dynamic in efforts to build inclusive and collaborative relationships.
Understanding that language must evolve, Amber has opted for terms like “interest holder” or “impact holder.” These alternatives better capture the concept of shared investment in outcomes and remove the historical baggage associated with the original term. This shift has fundamentally transformed her approach to navigating complex conversations.
Amber recalls a particularly challenging situation where she had to engage a diverse group of individuals, each with different priorities, agendas, and power dynamics. Successfully navigating these conversations required not just careful listening but also a conscious effort to reframe the language used. By stepping away from hierarchical terms and emphasizing shared interests and impacts, she was able to foster a more inclusive dialogue. This shift in focus from individual power to collective outcomes helped de-escalate tensions and encourage collaboration.
At the core of successful conversations with complex “interest holders” lies the importance of empathy, transparency, and adaptability. Amber is committed to ensuring that everyone has a seat at the table, and that the table itself is a space where all perspectives are not only heard but genuinely valued. This dedication to inclusivity is key to effectively managing the complexities of stakeholder conversations and driving meaningful change.
Fostering Deeper Connections
Amber, as the Chief Visionary Officer of the Rogers Society, plays a crucial role in guiding the organization through a transformative phase. Founded in 1991, the not-for-profit faced significant challenges during the global pandemic, prompting the board to appoint her as acting Executive Director while also taking on the visionary leadership role.
In this dual capacity, Amber’s primary responsibility has been to reimagine the Society’s mission. She has led the transition from a traditional community center model to a focus on strategic planning facilitation, professional coaching, and leadership training. Under her guidance, the organization now centers its mission on empowering other organizations through expert strategic planning and leadership development, aiming to drive positive change on both local and global scales.
Amber’s commitment to core values—Authenticity, Diversity, Inclusion, Integrity, Transparency, and Trust—has been central to this transformation. These values are now embraced by the board and serve as a foundation for the Society’s vision and operations. As Chief Visionary Officer, Amber seeks to inspire social impact by fostering deeper connections with the communities the organization serves, ensuring that its work resonates with lasting significance and reaches broader audiences.
Transformative Leap into Leadership
In her professional journey, Amber has found deep resonance with Maya Angelou’s philosophy, particularly in her early career. As a novice, she placed great value on certainty, often relying on her formal education to assert her leadership. She believed that possessing all the answers was essential to being a strong leader. However, as Amber progressed, she recognized that true leadership is rooted in the understanding that the learning journey is ongoing and that certainty is often elusive. Embracing this uncertainty became key to her growth.
A notable instance illustrating this shift occurred with the rise of artificial intelligence (AI). Initially, Amber found the emergence of AI intimidating, as it was outside her comfort zone and her knowledge was limited. Rather than retreating from the challenge, she chose to lean into the discomfort. Inspired by Angelou’s words, “When you know better, you do better,” she acknowledged that to be a better leader, she needed to be open to learning—even if it meant starting from a vulnerable place.
Thus, Amber committed herself to understanding AI and its implications, despite the inherent complexity and her lack of confidence in the subject. While she may not feel entirely at ease or fully knowledgeable, she is assured in her willingness to grow and adapt. For Amber, the essence of leadership lies not in having all the answers but in remaining open to new possibilities and evolving through continuous learning.
Creating a Culture of Collaboration and Innovation
In Amber’s leadership style, honesty and transparency serve as foundational pillars. She believes that for teams to thrive, there must be an environment rooted in trust and open communication. When team members feel safe to express their thoughts and concerns without fear of retribution, it fosters a culture of collaboration and innovation.
To cultivate these values within her teams and organizations, Amber prioritizes creating psychological safety. This involves encouraging open dialogue, actively listening to diverse perspectives, and recognizing that mistakes are part of the learning process. By sharing her own vulnerabilities and learning journeys, she demonstrates that it’s acceptable not to have all the answers. This openness invites others to discuss their challenges and aspirations, nurturing an atmosphere of mutual respect and growth.
Amber also practices transparency in decision-making. By clearly communicating the rationale behind her choices and inviting input from team members, she ensures that everyone understands their roles and the collective goals they are working towards. This approach not only empowers individuals but also aligns the team around a shared vision, reinforcing the idea that their contributions are valued and impactful.
Ultimately, by embodying honesty and transparency, Amber aims to inspire her teams to adopt these values, creating a ripple effect that strengthens their collective effectiveness and resilience. In today’s ever-changing landscape, she sees these qualities as essential for navigating complexity and driving positive change.
Driving Meaningful Changes
Amber’s aspirations for the future of her work in impact coaching and education focus on deepening her influence and expanding her reach. She envisions creating transformative experiences that empower individuals and organizations to realize their potential, cultivate authentic leadership, and drive meaningful change within their communities.
A core passion of hers is integrating principles of diversity, equity, and inclusion into her work. By equipping leaders with the tools to recognize and dismantle barriers, Amber aims to create environments where diverse voices are heard and valued. She believes that true innovation and progress stem from the collective wisdom of varied perspectives, and her goal is to facilitate conversations that inspire collaboration and mutual understanding.
Additionally, Amber aspires to leverage technology and emerging trends. By embracing tools like AI, she can provide tailored support that meets individuals at their specific points in their learning journeys, enhancing their growth and development.
Ultimately, Amber’s vision is to contribute to a ripple effect of positive change in society. She wants to empower leaders not only to excel in their roles but also to act as catalysts for change within their organizations and communities. By fostering a culture of continuous learning, authenticity, and social responsibility, she aims to inspire others to embrace their capacity to make a meaningful difference.
For Print and Design
Edition: Amber McMillan: The Feisty PM Transforming Leadership and Communication with Impact and Empathy
Name of the Organization: Rogers Society
Featured Person: Amber McMillan
Designation: AHPP OTF PROSCI CVA EQP NLP MCPC
Quotes:
“I believe that diversity is a fact, equity is a choice, and inclusion is an action. It’s our responsibility to actively create environments where every voice is valued.”
“My journey has taught me that advocating for others is not just a calling; it’s a privilege. We must use our voices to uplift those who have been overlooked.”
“When we shift our language from ‘stakeholders’ to ‘interest holders,’ we transform our relationships from power dynamics to shared investments in outcomes.”
“I strive to cultivate psychological safety in every team I lead because when individuals feel secure, innovation flourishes.”