This study highlights the importance of giving Black female administrators a platform to share their stories and make meaning of their experiences as intersectionality. The idea for this study was born of countless conversations I had with Black female educators at all levels. As I reflect on them, the topic of trauma as a result of anti-Blackness was always prevalent. At some point I began to catalog these conversations as stories in my head and in my heart. I recalled them when having my own experiences, constantly comparing and contrasting them. The following study provides a glimpse of the type of stories I desire to make meaning of and to apply to discourse on equity in education. "To exist, humanly, is to name the world, to change it. Once named, the world in its turn reappears to the namers as a problem and requires of them a new naming" (Freire, 1996) This quote speaks to what current researchers on education identify as a major problem that affects positive academic outcomes, social-emotional progress, and personal well-being for Black students. This problem is the lack of Black role models on school campuses, particularly the lack of representation among teachers and administrators. Researchers found that Black students report a lower sense of belonging, have lower test scores in reading and math, and have higher incidence of disciplinary consequences. The literature shows that Black students suffer from what Gloria Ladson-Billings (2006) calls an "opportunity gap" that is exacerbated by a lack of exposure to Black school leadership. Interestingly, current research reports that Black students thrive when there are adults on their campuses who relate to them from a cultural context, which is why one central problem addressed in this study is the scarcity of Black female administrators and how that impacts positive outcomes for Black students. As the name of the study suggests, Freire's theories inspired the methodology of this study. This was a qualitative narrative case study that allowed the participant co-researchers to share their stories as dialogic action through reflection. And this reflexive process was crucial to me while conducting the study as I currently hold a leadership position, and related to most of the stories I heard. While reflecting on my own purpose and vision for school leadership, it became pertinent for me to hear the same reflection from other Black female administrators. My purpose in this study was to explore Black female leaders' motivation for leadership from their personal point of view. I wanted to see whether or not their catalyst for leadership was organic or related empirically to experiences with anti-Blackness. My study was guided by two conceptual frameworks: Freire's pedagogy of the oppressed and the concept of dialogic action towards freedom, and the concept of Black feminism. I found that Freire's theory advances liberatory pedagogy which was applied to this study. It illuminates how Black female administrators are aware of limiting constructs of anti-Blackness, yet have become interrogators of that construct by speaking back to it in order to change it. As such, an application of Frair-ree's dialogic action empowers the Black woman to self define her future, and to not be limited by her present or her past. In 2018, Shawn Arango Ricks posited a Feminist pedagogy that describes Black women as functioning in society through normalized chaos. Ricks suggests that Black women speak back to anti-Blackness by embracing their intersectionality and by enduring the often oppressive experiences that are tethered to it. Using these conceptual frameworks to direct the data analysis was important because they provided the foundation for the findings of the study.In relation to research Q1, the findings are that Black female administrators cannot bifurcate their identity as women from their identity as Black, so when considering adverse experiences in the K-12 setting, they attribute them to anti-Blackness. This is significant because it suggests that any adverse experiences they had in the K-12 setting were mainly attributed to their identity as a Black women and not as a women; With RQ2 the findings are that Black female administrators remember receiving minimal support from adults in their younger, and if they did, it came from Black family members or community members. This resulted in them protesting anti-Blackness in academia by being present on school campuses, feeling responsible for Black students' well being, and preventing them from having experiences with anti-Blackness. This is significant as it provides an example of the Postmodern Black woman, who does not shy away from racial trauma and an explanation for Black teachers' aspirations to be school leaders. RQ3 Findings are that Black female administrators have definitions of anti-Blackness that center on negative views and actions directed towards Black people, and that they can experience it in the Black community as well. This leads Black female administrators into the trenches in all communities when it comes to protecting Black students from negative experiences in school, including schools that are predominantly Black. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]