2024: Words of Wisdom from Women in Leadership (Part 2)

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Words of Wisdom women leadersThis week, we continue with more words of wisdom from women leaders we’ve interviewed throughout 2024. Please be sure to check out Part 1 of this year round-up! Below we share more words of wisdom and inspiration from women leaders who are “being the change they want to see”. Inspired by these stories to take your leadership to the next level? Read through to the end to check out a special offer for theglasshammer readers!

Quotes to Live By

“I haven’t always looked up to the next thing. Sometimes, by looking laterally and across, you accumulate diverse professional experiences that make you well-rounded. This can eventually lead to being seen as an expert or someone sought after to be a part of the team.” – Lauren Uranker: Managing Director, Head of Workplace Advisory Client Business, Goldman Sachs Ayco

“As leaders, we must empower junior employees to speak their minds and give them a safe space to share their point of view. We have to value their perspectives, even if we disagree with them. It’s important to listen and create this platform for our team.” She emphasizes, “The onus is on leaders to ensure that as they move into more senior roles, they don’t lose sight of the fresh perspectives that others around them have.” – Elyssa McMullen: Managing Director, Head of Credit Tenant Lease Financing, PGIM Private Capital

“My mission is to lead in a way that balances the needs of the business and our employees – and ultimately drives positive outcomes for both. I’m always thinking about what’s best for our team and what’s best for our clients. That approach has cultivated a desire for people to want to talk to me and get advice.” – Jennifer Doyle: Managing Director, Co-head of Structured Products Group, Wells Fargo

“I value the diversity in our teams and always encourage some of our quieter, more reserved team members to speak up. Going around the table and giving them space to express their points of view lets everyone benefit from different perspectives.”- Su Lin Wee: Executive Director, Head of Asset Management, Southeast Asia, Hong Kong & China, PGIM Real Estate

“You’re never going to get more experience or broaden your skill set if you don’t say, ‘I’ve got to do this. I’ve proven to myself I can learn things, so let’s try it.’ It’s trusting in yourself.” – Kendra Lee: Chairman and CEO, Merichem

“There is always room for growth. Make it a habit to read newspapers, watch various news outlets and seek out diverse opinions and perspectives. Not only will you expand your knowledge, but you will also better understand and navigate different situations and draw informed conclusions.” – Danielle Navarro: Portfolio Manager, PGIM Fixed Income

“Run towards the fire. Go to where there is growth and where you can make an impact. To me that’s always the recipe for success.” – Rachel Goldin Jinich: Head of Specialty Real Estate Finance, Wells Fargo Commercial Real Estate

“The essence of mentorship is putting yourself in someone else’s shoes—truly seeing the world from their perspective—so you can guide them more effectively. Whether in a professional setting or coaching a lacrosse team, it’s never about you; it’s about helping others navigate their paths by understanding where they are coming from.” – Kelly Odenheimer: Vice President, Global Customer Care, ETS

“You need to invest in your network. It’s important to have a goal of setting up an in-person catch up with someone that you work with every single week because it allows for people to get to know you as a person, so that you’re not just a name on the other side of an email.” – Yasmine Coupal: Partner, Goldman Sachs

“Whether it’s being considered for a stretch project, a promotion, or a raise – don’t be afraid to ask for what you want. The worst response you’re going to get is ‘No,’ and even that gives you the opportunity to start a dialogue.”- Heather Garland: Vice President, Global Chief Marketing Officer, PGIM Investments

“You have to ask yourself why you’re entering this business,” she advises. “Have a heart-to-heart with yourself, especially in those early years when sacrifices are abundant. If you’re in it for the wrong reasons, you won’t last. You have to truly love what you do because, ultimately, the money alone won’t sustain you.”- Maureen O’Connor: Managing Director, Global Head of High Grade Debt Syndicate, Wells Fargo

“Investing is a fast moving, competitive industry. To be successful, I tell aspiring investment professionals that they not only need to understand the importance of making good investment decisions on behalf of clients, but they also need to invest in themselves… it’s the best investment they’ll ever make.” – Stacie Mintz: Managing Director and Head of Quantitative Equity, PGIM

“The more senior you become, the greater the risks in your career. Not everyone will be nice, and not everything will be fair. That’s why resilience and stamina are essential—and why surrounding yourself with the right people matters.”- Erica Klinkowize: EVP, US Treasurer, TD Bank

“You can make an impact even if you are behind a desk. Even small contributions, like cutting weeks out of a reporting process, can make a big difference. It’s about understanding the value of what you’re helping people achieve, even if it’s not a headline-grabbing problem.” – Neha Singh, Head of Solution Development, PGIM

An Opportunity to Develop Your Leadership

We believe coaching is the most effective way to hone broad leadership development goals specifically to each person and their circumstance.

Invest in yourself and your career. Sign up to attend our free introduction to coaching to see if coaching could be useful to you- we ask that you are a VP, SVP or MD level in a financial or professional services firm, or a Fortune 500 company to make the cohorts work for consistency of experience and relevance. We will match people to coaches and peers in the cohorts on that basis. The 6 session one-on-one program with 2 (small pod) peer coaching sessions, plus a career workbook to track your progress will run for twelve months in 2025 and we have space for 30 women total.

This program is not for career changes, feeling stuck or between jobs career coaching (which we can offer here, but not in this program), this program is for leadership development work. Don’t miss this opportunity to be coached! Program costs are $3,999 per person if you, the individual executive is paying (companies are charged at a higher rate to subsidize this work) Reserve your spot here to hear more.

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2024: Words of Wisdom from Women in Leadership (Part 1)

Professional women words of wisdomTheglasshammer’s mission since our inception in 2007 is to inform, inspire and empower professional women through advice, events and coaching. By profiling female current and future leaders, we continue to aim to create a digital campfire for successful women to tell their career stories around. In 2024, we’ve had the privilege of connecting with inspiring women—those driving meaningful change, leading with authenticity, and looking to make a positive impact. Once again, we’re thrilled to spotlight the voices of women who are “being the change they want to see”—whether through transforming leadership dynamics, speaking up with their authentic voice, or supporting the next generation of women leaders.

As we reflect on the incredible leaders that we’ve highlighted this year, we’re excited to share their insights and stories of development and resilience (stay tuned for Part 2 next week). A heartfelt thank you to each of the executive women for your time, wisdom, and inspiration! And to the 2024 sponsors Wells Fargo and PGIM who have ensured that there is no cost to the readers of theglasshammer.com to access personal stories and career advice.

Quotes to live by

“The best leaders are those who recognize you don’t have to be the most senior person in the room to bring valuable insight or perspective that drives change or helps to make the optimum decision,” she says. “We’re all here because we have a role to play and a level of expertise in a particular area. Part of my journey has been overcoming my discomfort when faced with resistance and instead, learning how I can better use my knowledge and expertise to address the differing perspectives in a room and influence people to see DEI as a business imperative.” – Natalie Gill, Head of DEI Strategy & Industry Engagement, PGIM

“Going into situations, I’m very aware of who I am. I am a woman. I look different. I don’t think people automatically assume that I’m Black because I am mixed. So, I have a voice, and I use it. Instead of shying away or being self-conscious, I use it as an advantage. I want to be a good representative of women, of women of color, and of diverse women. We all have a voice, and we have to advocate for ourselves.” – Vanessa McMichael: Head of Corporate & Public Entity (CPE) Strategy, Wells Fargo

“You absolutely can be what you don’t see in the world because that is what innovators do. So, if you transfer innovators with trail blazers, that’s what trailblazers do — they see a need in the world, and they find a way to fill it. And I think that the need for each of us that are called trailblazers is unique.” – Kimberly Bryant: Founder and CEO, Black Innovation Lab and Ascend Ventures Tech

“Growth among peers is not a competition, and everyone’s growth path is different. Putting egos aside and collectively pooling our talent and expertise helps ensure that our business’ goals are prioritized, enabling everyone to ultimately be successful,” she says. “At the end of the day, if support and resources I’ve provided can help develop and lift someone else as I climb the corporate ladder, no matter what level they are, I’ve done my job – and I’ve done it well.” – Tara Stafford: Project Manager, PGIM Operations & Innovation

“Respect everyone who is in the room with you. You have been asked to work on a multi-level team, be mindful not just of ‘the boss’, everyone in the room has ideas to bring and value to contribute. By listening to everyone, and respectfully communicating to everyone horizontally, not in silos, you will bring people together to drive forward whatever project or whatever collaboration you’re working on. Work to ensure everyone is engaged in a successful outcome.” – Susan Nickey: Executive Vice President and Chief Client Officer of HASI

“I mentor people that way as well, which is not just to say, ‘okay, let’s have a coffee and I’ll tell you how great you are,’ but ‘let’s have a coffee and discuss where you think you might fall short. Then I’ll tell you what I think or help connect you with people I know will give you a straight answer.’ There are ways to coach that feel good for everybody and there are ways to coach that might feel a bit outside your comfort zone, and you have to do both.”- Jill Ford: Co-head of Equity Capital Markets, Wells Fargo

“You have to be clear on setting boundaries and priorities. Any organization is going to take all that you’re willing to give, so it’s up to you to be the person to set those boundaries for yourself. It doesn’t mean that you’re not going make sacrifices or that there will not be this push and pull constantly, but each time that happens you need to be very thoughtful about whether it’s the right trade-off.” – Shekhinah Bass: Managing Director, Head of Talent Strategy, Goldman Sachs

“I’ve grown through advice and mentorship. When entering rooms with senior stakeholders, I remind myself why I belong, why I should be there, and embody that. In the past, I would almost physically make myself disappear, taking more of a passive role in group discussions, but I have gained the confidence to show up more fully.” – Dania Shahzad: Business Manager, Client Advisory Group, PGIM

“Success stems from a breadth of experiences. The broader your understanding and hands-on involvement across domains, the better equipped you will be to thrive in senior roles. Focusing on the richness and depth of experience versus the speed to get there will pay off in the long-term.” – Rachel Lockett: Vice President of Marketing, MAC Cosmetics

“The most important thing is that you yourself have to walk the talk. For example, after Covid, a lot of people wanted to work from home. But if you want the team to be in the office, you have to show up. You are demonstrating to them, ‘I’m here and this is why we are here: we need to talk to each other, we need to communicate, because we are on the trading floor’.” – Mandy Wan: Managing Director, Head of Markets, Co-Head of CIB APAC, Wells Fargo

“In every role, I continued to stay focused, do great work, think about what my next move was and communicate the career trajectory that I wanted. You have to advocate for yourself. You’re the marketing team behind your own personal brand, and sometimes, that means creating opportunities for yourself that didn’t exist before.” – Anar Patel: Director, Portfolio Construction, PGIM Investments

“Earlier in my career, I thought what mattered to be successful was being excellent at my job and prioritized “doing the work” above all else. Then I came to recognize over time and with seniority that the relationships formed and the collaborative work with others were more impactful. You have to be open to that collaboration and not solely focused on your own success because the success of the collective also matters. Meaning the success of the project, the success of the client, and the success of the firm. That is why the interconnectedness of collaborators in driving value and outcomes is so important.” – Marion Regnier: Partner, Technology Strategy, PwC

We believe coaching is the most effective way to hone broad leadership development goals specifically to each person and their circumstance. Many of the women profiled over the years have been coached by theglasshammer’s cadre of coaches as part of their company’s programmatic leadership development plans. We also work with individuals who want to work on their own development as a leader and can hire us if their company is not providing a coach. Invest in yourself and your career. Sign up to attend our free introduction to coaching to see if coaching could be useful to you- we ask that you are a VP, SVP or MD level in a financial or professional services firm, or a Fortune 500 company to make the cohorts work for consistency of experience and relevance. We will match people to coaches and peers in the cohorts on that basis. The 6 session one-on-one program with 2 (small pod) peer coaching sessions will run for twelve months in 2025 and we have space for 30 women total. This program is not for career changes, feeling stuck or between jobs career coaching (which we can offer but not in this program), this program is for leadership development work. Don’t miss this opportunity to be coached! Program costs are $3,999 per person. Reserve your spot here to hear more: https://calendly.com/evolvedpeople-nicki/coaching-cohort-2025

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Being a Professional Woman: Managing Stress and Avoiding Burnout (Holiday Edition)

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leadership coachIt is the end of November, and we are closing out the year thankful the U.S. election cycle has wrapped, yet still reeling from natural disasters, several wars, and mind-bending news regarding sex trafficking allegations from rap music to US politics. Here in the U.S., it’s Thanksgiving—a holiday that can be joyful for some, somber for those mourning the loss of loved ones, and stressful, especially for professional women juggling hosting and cooking responsibilities.

With only so many hours in the day, being a professional woman in the sandwich generation—juggling the care of both children and aging parents—is undoubtedly one of the most challenging roles in today’s society. Balancing the demands of a career with the responsibilities of raising children and providing for elderly parents can lead to overwhelming stress, fatigue, and even parental or professional burnout. Women burn out at a higher rate than men due to many societal and organizational factors – including “broken rung” issues whereby women still get paid and promoted less than male counterparts during the entire span of their careers. After almost twenty years of exploring extrinsic elements and cultural enablers and disablers for advancing women at work, we can conclude that progress is mixed at best. This article, instead, focuses on how to thrive—rather than merely survive—the onslaught of the holidays as we can reflect on progress during the annual Year-End Review.

Prioritizing Self-Care

One of the most important things to remember is that taking care of yourself is not selfish — it’s essential. Nutrition and exercise are long term strategies as we know that you cannot pour from an empty cup. When you prioritize self-care, you are better able to care for your family and meet the demands of your career. We have all heard the ways to practice self-care which can include scheduling “me time” such as walks, baths, massages and anything that falls into the recharge category. This can be a little boost and certainly worth doing while also understanding that these “fixes” are temporary and usually short lived. Think of it as an “app” – it is great to use apps, and they can be helpful, but looking at the operating system and seeing what needs to change in how you approach your life generally, is really key to getting the longer-term support and rejuvenation you might be seeking.

Without sounding trite, maintaining a balanced diet is a crucial part of self-care—but anyone managing a busy schedule knows how challenging it can be when you’re constantly on the go. Right now, my children are outside my office door, and I will be required to stop typing and rattle some pans soon- sound familiar? Be aware of prepared meal services as they are an under-regulated industry and often high in sodium and other hidden unhealthy or even toxic ingredients. Physical activity is a proven stress buster. Somatic exercises that involve shaking can clear stress and trauma. Even a short daily walk can help clear your mind and boost your mood while building you bones and heart health for decades to come. Exercise also helps sleep and along with some new habits regarding phone and screen boundaries, you could feel the benefit of this change before 2025 even begins. Look for the wins. Social support, journaling and breathing all has been reported and researched as useful.

Setting Boundaries — At Home and at Work

As a working mom, one of the hardest things to do is say no. You may feel guilty about not being able to do everything for everyone, but learning how to set healthy boundaries is essential to avoiding burnout at work and home. If possible, communicate your needs for flexibility and remote work. However, be aware that in organizations lacking trust and supportive cultures, such requests may be met with resistance or even penalties. Assess your work environment carefully and understand your manager’s approach before addressing these needs. Despite news saying otherwise, only 33% of companies are requiring a full return to office with pundits indicating this could rise to 50% by the end of 2025. Hybrid is here to stay it seems. This is a fraught topic with more and more (white male) CEO’s mandating face time back in offices.

Even with remote work, the workload itself can feel like an impossible mountain on a daily basis. Organization and productivity hacks can be helpful in managing these demands. Dan Martell’s book Buy Back Your Time introduces the DRIP matrix, a tool that helps you identify not only what to delegate, but also what you can “replace” yourself on—tasks that seemingly only you can do. The deciding criteria for evaluation for keeping a task or hiring someone to do it is simply posing the question to yourself: ‘does this activity have high impact (production quadrant) and light you up?’

Not everything needs to be done today. Prioritize your most important tasks and break them into smaller, more manageable chunks. Recognize that it’s okay to let some things go or to reschedule less urgent matters. Use an Eisenhower matrix or a similar tool to help you parse the strategic from the important and the important from the urgent but not crucial. Play with time—it is a commodity that you can trade.

The same goes at home. If possible, divide household responsibilities among your partner, children, and even extended family members. Don’t shoulder all the caregiving alone. Your partner may not know what you need unless you clearly communicate it.  Other tactics include using outside help—if it’s feasible, consider hiring help for household chores, childcare, or even caring for your aging parent. If this isn’t in your budget, explore community resources or family support to lighten the load. Try to remember to ask for help. Eve Rodsky is really the most enjoyable author to turn to regarding “Fair Play” and she has a podcast and even a set of cards to use as a practical tool with your spouse. Early holiday gift? The mental load is real and even happens in LGBTQ families.

Give Yourself Grace

Over the holiday, leave the dishes for a while and see if others step in. Spend time with your children or elderly parents doing mostly things you enjoy. Laughing together, playing games, and sharing meaningful moments can help replenish your emotional reserves.

Being a working mother in the sandwich generation is undoubtedly challenging, as is being a professional woman without kids as the constant to-do list is there always. By setting boundaries, prioritizing self-care, practicing time management, and seeking support when needed, you can manage the stress and responsibilities that come with your multiple roles. Remember, you are not alone in this journey. Embrace strategies that work for you and allow yourself grace as you navigate the balancing act of family, work, and caregiving. Taking care of yourself isn’t just important — it’s essential for your long-term well-being and the well-being of those you care for. We need a better system but, in the meantime, let’s win where we can?

Happy Holidays from theglasshammer team.

Nicki Gilmour is the Founder and CEO of theglasshammer and is a coach and organizational development expert. We have several vetted qualified coaches specializing in different areas from career navigation to leadership development- please click here to book a time to speak if you are an HR professional looking to hire us for leadership development or a professional woman looking for a career coach proactively, we work with varying levels from VP to SVP/ C- suite.

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Strength in Vulnerability: How Asking for Help Elevates Your Leadership

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asking for help leadershipAs today is Halloween, a time when we delight in confronting our fears, it’s worth reflecting on one fear that many leaders can find particularly daunting: asking for help. Much like navigating the eerie unknowns of a haunted house, the vulnerability tied to asking for help can be intimidating. The fear of appearing weak, of losing control, or of being judged can make the very thought of seeking assistance seem like an insurmountable challenge.

But just as Halloween encourages people to face their fears head-on, effective leadership requires confronting this deeply ingrained hesitation. Asking for help is not only necessary—it’s a powerful act of courage that enhances leadership by fostering trust, empowerment, and communication. The ability to embrace vulnerability does not make you less effective; in fact, it strengthens relationships, builds resilience, and opens opportunities for both personal and team growth. Leaders who embrace vulnerability by seeking support not only improve their own leadership effectiveness but also inspire others to do the same.

Why Is Asking for Help So Scary?

One of the main reasons asking for help is so difficult is that it requires vulnerability. Leaders are often expected to exude confidence and have all the answers, and admitting uncertainty can feel like stepping into the unknown—uncertain of what lies ahead. There is a deep-seated fear that showing vulnerability might erode credibility or cause others to question their capabilities. This fear is driven by societal expectations and an outdated view of leadership as a solo venture. However, in today’s collaborative work environments, leadership is about connecting, communicating, and being authentic. By confronting the fear of asking for help, you not only show that you are self-aware but also model the kind of openness and vulnerability that fosters a culture of trust and collaboration.

In fact, research shows that vulnerability is at the heart of effective leadership. In her book Dare to Lead, Brené Brown emphasizes that embracing vulnerability allows leaders to foster trust and deeper connections with their teams. Far from diminishing authority, showing vulnerability strengthens relationships and builds psychological safety.

The Value of Asking for Help

Facing the fear of vulnerability and seeking help has benefits for both leaders and their teams. By stepping into this space of openness, you create an environment where psychological safety can flourish. When people feel safe to express their thoughts, ask questions, and offer help without fear of judgment, creativity and innovation thrive. This sense of security begins with those who demonstrate that vulnerability is a strength, not a weakness.

  1. Modeling Vulnerability and Psychological Safety
    When you ask for help, you send a powerful message to your teams: it’s okay not to have all the answers. This willingness to be open and seek input creates a culture of psychological safety, where team members feel comfortable sharing their own challenges, offering ideas, and seeking support. Amy Edmondson, a professor at Harvard Business School, has shown that psychological safety—where people feel safe to take risks and ask for help—drives higher team performance, creativity, and innovation. Leaders who model vulnerability create a space where others can speak up, admit mistakes, and contribute their best ideas.
  2. Empowering the Team to Step Up
    Asking for help isn’t just about lightening your load—it empowers the team to take on greater responsibilities. When you seek input or delegate tasks, you give team members the chance to step up and showcase their strengths. Research has found that empowering leadership boosts creativity and job satisfaction, as individuals feel more valued and engaged when they are trusted to contribute in meaningful ways. By asking for help, you give your team the opportunity to shine.
  3. Building Trust and Strengthening Relationships
    Trust is the foundation of strong teams, and it’s built through openness and mutual support. When you ask for help, you build trust by showing that you value the input and expertise of others. Research shows that authentic leadership—where vulnerability and transparency are key traits—is directly linked to trust within teams. The act of asking for help signals to team members that their contributions are important, deepening trust and strengthening the overall bond within the team.
  4. Preventing Burnout
    Leaders often carry significant responsibilities, juggling multiple priorities and making decisions that impact both their teams and the organization. Attempting to shoulder these burdens alone can lead to exhaustion and burnout. Asking for help—whether by delegating tasks, seeking advice, or simply admitting that additional support is needed—can prevent this. Sharing the load allows you to focus on strategic initiatives without becoming overwhelmed by day-to-day demands.
Who Can Leaders Turn to for Help?

You may wonder where to turn when you decide to face the fear and ask for help. There are several options, each providing unique support and insights.

1. Your Team, Peers, Mentors

While the importance of turning to your team has already been emphasized, it’s worth reiterating just how impactful it can be. Seeking help from team members not only fosters collaboration but also creates opportunities for them to step into leadership roles themselves, reinforcing a culture of trust and shared responsibility.

Beyond the team, peers and coworkers offer a fresh perspective. They understand the internal dynamics of the organization and can provide insights that help break through roadblocks. Collaborating with peers strengthens networks and promotes a culture where leadership is shared, not siloed.

Mentors, on the other hand, provide a broader, more seasoned viewpoint. Their experience allows them to guide you through challenges they’ve likely faced themselves, offering personalized advice. Mentorship is rooted in trust and respect, giving you the confidence to explore new paths, tackle difficult decisions, and grow with the support of someone who’s been there before.

2. Executive Coaches

Sometimes, asking for help means seeking guidance beyond your immediate circle. Executive coaching offers leaders a personalized approach to growth, providing one-on-one support that can transform both leadership skills and personal development. Coaches help you ask the tough questions, explore vulnerabilities, and create customized plans for improvement. This tailored guidance accelerates growth and empowers you to make informed decisions, overcome obstacles, and advance more quickly.

By seeking help from a coach, you not only invest in your own development but also model the value of vulnerability and continuous learning for your team. It’s a proactive step toward long-term success. If you are ready to take that step, consider an exploratory coaching chat with Evolved People Coaching, the leadership coaching arm of theglasshammer.com. You can book that session here.

How to Make the Ask

Asking for help, while daunting, can be done thoughtfully and effectively. Here are a few strategies to make the ask easier:

  1. Be Clear and Use the SMART Approach: An acronym for specific, measurable, achievable, relevant and time-bound, being SMART when approaching someone for help lends clarity to the kind of support that is needed. Not only will the conversation be more productive, but having a framework for the ask can help alleviate any anxieties about imposing on someone’s time and attention.
  2. Frame It as Collaboration: Asking for help doesn’t need to feel one-sided. By framing the request as an opportunity for collaboration, you create a more balanced exchange. For example, instead of saying, “I don’t know how to do this,” try “I’d love to get your perspective on this challenge.”
  3. Show Gratitude: After asking for help, acknowledging the time and effort others put in is crucial. Expressing gratitude not only strengthens relationships but also encourages future collaboration.
  4. Be Open to Feedback: When asking for help, it’s important to remain open to different ideas and solutions. Embracing diverse perspectives can lead to more creative and effective outcomes.
Embracing Vulnerability for Stronger Leadership

Asking for help is a powerful leadership tool as stepping into vulnerability allows you to grow and strengthen your teams. By seeking support from coworkers, teams, mentors, and executive coaches, you can foster a culture of collaboration, trust, and mutual empowerment. Far from diminishing leadership, asking for help demonstrates the courage to evolve—both as a leader and as a person. By learning to embrace vulnerability, you build stronger connections, create more resilient teams, and lead with authenticity.

By Jessica Robaire

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Career Tips for Latina Leaders

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leadership coachIn 2024, Latinas remain significantly underrepresented in leadership roles across corporate America and Wall Street. Only about 1% of Latinas have reached C-suite executive positions, making them the least represented group at the highest levels of corporate America. Despite this, a number of trailblazing Latina leaders have defied the odds, breaking barriers and paving the way for future generations.

Notable examples include:

  • Nina Vaca – CEO and Chairman of Pinnacle Group, a workforce solutions firm. Vaca has been instrumental in her company’s success and is a prominent advocate for Latina representation on corporate boards.
  • Dorene C. Dominguez – Chairwoman and CEO of Vanir, a national leader in construction management and real estate development.
  • Linda Alvarado – President and CEO of Alvarado Construction, a successful construction firm, and a groundbreaking owner in Major League Baseball.

In finance, Latinas are even less visible, often facing barriers like biases and stereotypes that hinder their career progression. These barriers include a lack of mentorship and sponsorship, which are critical for advancement, and limited access to inclusive workplace policies that support work-life balance. Research shows that Latinas often encounter a “broken rung” early in their careers, meaning they are less likely to be promoted to manager-level roles compared to their male counterparts.

Is Change Coming?

The inaugural U.S. Latina GDP Report, led by researchers at California Lutheran University and UCLA’s Geffen School of Medicine, reveals promising growth. In 2021 alone, U.S. Latinas contributed $1.3 trillion to the GDP, a figure larger than the economies of all but three U.S. states. It also reflects a 51.1% increase since 2010—compared to an 18.8% increase in the overall non-Hispanic GDP.

Key findings include:

  1. Labor Force Participation: Between 2010 and 2021, the number of Latinas in the workforce grew by 32.9%, significantly outpacing the 2.7% growth for non-Hispanic females. U.S. Latinas now have a labor force participation rate that is 2.5 percentage points higher than their non-Hispanic female counterparts.
  2. Educational Attainment: The number of Latinas with a bachelor’s degree or higher grew 103% from 2010 to 2021, much faster than the 38.3% growth for non-Hispanic females.
  3. Income Growth: Real income for Latinas increased by 46.0% over the same period, compared to 18.5% for non-Hispanic females.

Overall, this report positions Latinas as a key driving force behind the U.S. economy, with a rapidly growing economic footprint and resilience across multiple economic indicators such as labor participation, educational attainment, and income growth. This trend is especially significant given that Latinas account for only 9.3% of the U.S. population but have driven 30.2% of labor force growth since 2010. While these figures highlight the growing economic power of Latinas, translating this momentum into leadership opportunities requires actionable strategies and intentional support.

Actionable Advice for Latina Professionals

Latina leaders across industries emphasize the value of embracing cultural identity, cultivating strong networks, and demonstrating resilience and authenticity in the workplace. Over the years, theglasshammer.com has featured many Latina leaders who have echoed these key themes in their advice.

  1. Embrace Your Cultural Identity:
    Many Latina leaders highlight the significance of using their heritage as a strength. They suggest leveraging unique perspectives to connect with diverse audiences and encourage others from similar backgrounds. This involves incorporating elements of their culture, such as family values and community orientation, into their leadership style.
  2. Build a Strong Network:
    Networking is often underscored as a key factor in professional growth. Latina leaders recommend actively seeking mentors, joining professional organizations, and engaging with the community to open doors and gain valuable support throughout one’s career journey.
  3. Cultivate Resilience:
    Resilience is essential for navigating challenges and adversity. Latina leaders encourage viewing setbacks as chances for growth, advocating for a mindset that sees failures as opportunities to learn and progress toward success.
  4. Lead with Authenticity:
    Being true to oneself and one’s values is vital for building trust and fostering a positive work culture. Latina leaders encourage embracing authentic leadership by sharing personal stories and experiences to connect more deeply with teams and stakeholders.

This advice not only guides Latina professionals in their career paths but also serves as inspiration for anyone looking to navigate leadership roles in a diverse and inclusive manner.

How Executive Coaching Helps Latina Professionals

While these practices provide a solid foundation, leadership coaching offers a transformative approach to help Latinas unlock their full potential. Executive coaching provides tailored support, helping Latina leaders overcome sometimes unique challenges such as underrepresentation and dual cultural expectations. Here’s how executive coaching benefits Latina professionals:

  1. Enhanced Leadership Skills and Self-Awareness
    Executive coaching focuses on developing core leadership skills, such as strategic thinking, emotional intelligence, and effective communication. Latina professionals, who may experience self-doubt due to cultural and societal biases, can benefit from coaching by gaining greater self-awareness and confidence in their abilities. Coaching helps them leverage their strengths while working on areas of improvement, leading to a more authentic and impactful leadership style.
  2. Overcoming Cultural and Systemic Barriers
    Latinas often encounter cultural barriers that can limit their career advancement, such as the expectation of humility and deference in professional settings. This request for humility in women extends past Latinas with the current Vice President and Presidential nominee Kamal Harris just this week being asked about showing up with humility. An executive coach can help identify and dismantle these internalized and often external and projected misogynistic norms, encouraging Latina leaders to voice their opinions, advocate for themselves, and embrace a leadership presence that commands respect. Additionally, coaches can offer strategies to navigate systemic challenges, such as bias and lack of sponsorship, providing Latinas with tools to assert their value in the workplace.
  3. Building Resilience and Navigating Bias
    The experience of bias and microaggressions in the workplace is a common barrier for many Latina professionals. Coaching offers a safe space for Latinas to process these experiences and develop resilience strategies. Coaches can help them reframe negative encounters, practice self-compassion, and develop a personal narrative that emphasizes their strengths and successes despite adversity.
  4. Supporting Identity and Authenticity in Leadership
    Many Latinas struggle with balancing their cultural identity and the expectations of corporate culture. Coaching helps Latina professionals embrace their cultural heritage as an asset and encourages them to bring their authentic selves to work. This authenticity fosters greater engagement and satisfaction, as Latina leaders feel empowered to contribute their diverse perspectives to their organizations.
  5. Promoting Representation and Inspiring Future Leaders
    As Latinas ascend to higher leadership positions, they serve as role models and advocates for others in the community. Coaching prepares them not just to lead, but to mentor and lift up other Latinas, creating a positive cycle of representation and empowerment. The more Latina professionals in senior roles, the more the cultural narrative shifts, making it easier for future generations to see themselves in leadership.

A study from the Hispanic Association on Corporate Responsibility (HACR) revealed that Latinas who engage in coaching report higher levels of confidence, greater clarity in their career direction, and improved relationships with their peers and superiors. Companies that invest in coaching for their Latina employees also benefit from increased employee retention and engagement, as these leaders become more aligned with their roles and the organizational mission.

It is necessary to address systemic issues for progress, so as not to burden the individual with clearing barriers and obstacles that are beyond one person’s control. Addressing these disparities requires companies to implement more structured mentorship programs, track Latina representation at all levels, and create inclusive cultures that consider the unique challenges Latinas face.

By Nicki Gilmour, Executive Leadership Coach, Founder and CEO of theglasshammer.com

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The Key to Executive Presence: Emotional Intelligence

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leadership coachIn today’s complex business landscape, leadership is no longer just about making decisions or commanding authority. A vital component of successful leadership is executive presence—the ability to inspire confidence, project authority, and lead effectively. But at the core of executive presence lies a less tangible yet critical skill: emotional intelligence (EI). The ability to understand and manage emotions—both one’s own and those of others—plays a fundamental role in how leaders project gravitas, communicate, and connect with others.

In this article, we’ll explore why emotional intelligence is essential for executive presence and examine insights from prominent authors and researchers on the subject and share with you their work so that you can choose your own adventure on your own leadership development. If you are a leader who wants to work with one of theglasshammer.com’s executive or leadership coaches on this very topic of executive presence or gravitas- we have a range of professional coaches to choose from. Book here for an exploratory chat with Nicki our head coach and she can tell you more about pricing and who in the cadre would best suit your needs (and level).

What is Executive Presence?

Executive presence is often described as the combination of gravitas, communication skills, and appearance that enables a leader to command attention and influence others. Here are the academics and authors who have opined over the past twenty years on how to have executive presence and what it actually is since for many years, it was merely a thinly guised call for women to assimilate to legacy male behavior.

Sylvia Ann Hewlett, in her book “Executive Presence: The Missing Link Between Merit and Success,” defines executive presence as “the ability to project gravitas—confidence, poise under pressure, decisiveness; communication—speaking skills, assertiveness, and the ability to read an audience; and appearance.” While these elements are crucial, they are deeply influenced by a leader’s emotional intelligence.

Daniel Goleman, one of the foremost authorities on emotional intelligence, argues that leadership success is more about emotional intelligence than technical skills. In his seminal work, “Emotional Intelligence: Why It Can Matter More Than IQ,” Goleman explains that emotionally intelligent leaders can manage their own emotions, navigate social complexities, and make better decisions. All of these skills are fundamental to projecting executive presence.

Goleman’s emotional intelligence framework comprises four domains and twelve competencies, which directly enhance executive presence:

  1. Self-awareness: The ability to recognize and understand your own emotions. Leaders who are self-aware can stay calm under pressure, a critical aspect of gravitas.
  2. Self-management: The ability to control or redirect disruptive emotions. This helps leaders project confidence and poise, even in challenging situations.
  3. Social awareness: Including the competencies of empathy and organizational awareness, it’s the ability to understand the emotions of others and reading the dynamics at play within groups. Empathy enhances communication and helps leaders build strong relationships.
  4. Relationship management: Proficiency in managing relationships and building networks. This is key to engaging stakeholders and influencing decisions.
Gravitas and Emotional Intelligence

Gravitas—the ability to command respect and inspire trust—is one of the most important elements of executive presence. However, true gravitas doesn’t come from being domineering or aloof. It comes from a place of self-assurance, empathy, and calmness, all of which are rooted in emotional intelligence.

Rebecca Newton, author of “Authentic Gravitas: Who Stands Out and Why,” highlights that authentic gravitas is about “the ability to lead and inspire others while remaining true to yourself.” This authenticity comes from emotional intelligence, particularly self-awareness and empathy. Leaders who are in tune with their emotions and those of others are better able to manage conflict, make thoughtful decisions, and create a sense of trust and stability—all hallmarks of gravitas. Theglasshammer.com endorses this source and is a book that is often recommended when we coach executives looking for some practical “how to” ideas as it doesn’t focus on superficial traits like power posturing or image management. Instead, Newton argues that true gravitas comes from within and is grounded in substance, credibility, and the ability to connect with others.

Key Themes:

  1. Gravitas Redefined: Newton redefines gravitas as the ability to be taken seriously, inspire trust, and influence others, not through dominance or authority, but through authenticity and meaningful contributions.
  2. Authenticity Over Image: The book emphasizes that authentic gravitas doesn’t come from mimicking traditional leadership traits or projecting a certain image. Instead, it is about being genuine, confident in your knowledge, and willing to listen and engage with others openly.
  3. Building Gravitas: The author outlines how leaders can develop gravitas by aligning their actions with their values, building emotional intelligence, and developing deeper expertise in their areas of focus.
  4. Connection and Credibility: Newton highlights that gravitas also involves the ability to build strong relationships and communicate effectively. Leaders with authentic gravitas engage with people at all levels, show empathy, and remain composed under pressure.
  5. Impact and Influence: True gravitas leads to lasting influence. Leaders who embody this trait inspire others, foster collaboration, and create environments where people are more willing to follow their guidance and vision.
Communication and Emotional Intelligence

Effective communication is another core pillar of executive presence. Leaders with strong emotional intelligence are better communicators because they can tailor their message to resonate with different audiences and navigate difficult conversations with ease.

Amy Cuddy, in her book “Presence: Bringing Your Boldest Self to Your Biggest Challenges,” emphasizes that leaders who exhibit presence communicate in a way that makes others feel understood and valued. Emotional intelligence enhances a leader’s ability to read the room, adapt their communication style, and respond with empathy—critical skills for projecting authority and trustworthiness.

Emotional intelligence also helps leaders master nonverbal communication, a key aspect of executive presence. Research by Carol Kinsey Goman, author of “The Silent Language of Leaders,” shows that emotionally intelligent leaders use body language effectively to project confidence, openness, and authority. Goman argues that “leaders who are aware of the nonverbal cues they send and how they align with their words are perceived as more authentic and trustworthy.”

Empathy and Connection

While gravitas and communication help leaders project authority, empathy is what enables them to connect with others. Executive presence is not just about being seen as capable; it’s about making others feel heard, understood, and respected. This is where emotional intelligence truly shines.

Emotional Intelligence as the Foundation of Executive Presence

While executive presence is often associated with outward behaviors—how one speaks, dresses, or carries themselves—its true foundation lies in emotional intelligence. Leaders who possess high emotional intelligence can project gravitas, communicate effectively, and connect with others on a deeper level. They are self-aware, empathetic, and composed under pressure, all of which are essential traits for cultivating executive presence. By cultivating emotional intelligence, leaders can develop a more authentic, impactful executive presence that resonates with others and drives lasting success.

By Nicki Gilmour, executive leadership coach and founder and CEO of theglasshammer.com

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Why Leadership Coaching Matters for Women: Elevating Potential and Driving Impact

leadership coaching womenLeadership is less about the position you hold and more about the evolution of your influence, especially for professional women who are navigating pivotal transitions in their careers. In encountering this critical juncture where the skills, networks, and mindsets cultivated early on are tested, leadership coaching can play a decisive role in determining whether one’s career plateaus or accelerates forward.

Transitioning from Execution to Strategy

Advancing in leadership often requires moving beyond the direct execution of tasks and projects, demanding more strategic thinking, influence, and team leadership. The challenge becomes less about proving one’s ability to do the work and more about driving the broader vision forward. It’s about expanding influence rather than just increasing output.

Leadership coaching plays a crucial role in helping women navigate this transition with confidence. It focuses on developing a broader perspective, understanding the bigger picture, and aligning individual and team efforts with organizational goals. Coaching provides the tools to shift from a mindset of “getting things done” to one of “driving impact,” enabling women to step into roles where they can influence the direction of their teams and organizations. By working with a coach to identify and leverage their unique strengths, women can transition from being doers to visionary leaders who empower others and drive systemic change.

Navigating Organizational Politics and Power Dynamics

As women ascend the corporate ladder, they encounter a more complex landscape where power dynamics, unspoken rules, and organizational politics become increasingly significant. Research indicates that women, particularly in male-dominated environments, face unique challenges that can hinder their advancement. This includes navigating gender biases, stereotypes, and the intricacies of organizational politics, which are often critical to career progression but are not always transparent. Successfully navigating this environment requires a nuanced understanding of these elements.

A leadership coach can help explore these intricacies of organizational life, supporting women in developing the political acumen needed to lead with influence, build supportive coalitions, and advance their objectives. By honing these skills, women can more effectively navigate the informal and politically charged decision-making processes within their organizations, thus enhancing their ability to lead and drive change.

Strengthening Executive Presence

Executive presence—an amalgamation of confidence, poise, and the ability to command a room—becomes a critical skill for women mid-career. Developing this presence isn’t about imitating others; it’s about discovering and amplifying one’s authentic voice.

Leadership coaching helps women refine their communication style, master the art of influence, and project confidence and authority in every interaction. This skill set is essential for those aspiring to higher leadership roles, as it distinguishes those who are heard and respected from those who have yet to find the power of their voice.

Enhancing Emotional Intelligence for Leadership Excellence

As responsibilities grow, so does the need for emotional intelligence—the ability to understand and manage one’s own emotions, as well as those of others. Effective leadership is about more than just decision-making; it’s about inspiring confidence, managing high-stakes relationships, and leading teams with empathy and understanding.

Working with a leadership coach can provide the space to develop and enhance emotional intelligence, equipping women with the skills to handle difficult conversations, manage stress, and lead with empathy and understanding. Emotional intelligence is not just a “nice-to-have” skill; it’s a strategic advantage that can make all the difference in a leader’s ability to build trust, foster collaboration, and drive high performance.

Addressing Work-Life Integration

Balancing career advancement with personal life challenges becomes increasingly important as women progress in their careers. It’s not just about finding balance, but about integrating work and life in a way that makes both fulfilling.

A leadership coach can address work-life integration, helping women develop strategies for managing their time, energy, and priorities. By setting boundaries, delegating effectively, and making intentional choices aligned with their values, women can sustain their success over the long term without sacrificing their well-being.

Mentoring and Sponsorship: Paying It Forward

As women advance in their careers, many begin to mentor and sponsor others, supporting the next generation of talent. Many organizations offer formal mentorship programs, which can create more equitable opportunities than informal mentorship, particularly if mentors are trained on how to create those connections. Building the necessary skills to be effective as a mentor or sponsor is a valuable part of leadership development for women who want to pay it forward.

Leadership coaching emphasizes the importance of mentoring and sponsorship, equipping women with the skills and mindset to be effective in these roles. This not only helps create a more inclusive and supportive organizational culture but also strengthens the leadership capabilities of those who mentor. By investing in others, women leaders can multiply their impact and leave a lasting legacy.

Take that Next Step

Leadership coaching is about more than just advancing—it’s about elevating women’s leadership potential and expanding their impact. By helping them navigate the intricate dynamics of organizational life and harness their influence, coaching empowers women to make the leap from execution to strategic leadership. It builds executive presence, refines emotional intelligence, and provides the framework to lead with both confidence and empathy. Additionally, coaching aids in harmonizing professional ambitions with personal values, fostering a sustainable approach to long-term success.

For those ready to embark on this transformative leadership journey, partnering with a seasoned professional like Nicki Gilmour, Founder of theglasshammer.com, can make all the difference. With a foundation in social-organizational psychology and a dedicated team of experts, Nicki delivers tailored coaching programs that accelerate both career growth and leadership development, paving the way for meaningful impact.  You can book into Nicki’s calendar here for an exploratory coaching session.

By Jessica Robaire

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The Benefits of Executive and Team Coaching for an Improved Workplace Culture

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leadership coachWorkplace culture plays a critical role in an organization’s success. A positive culture can enhance employee satisfaction, improve productivity, and foster innovation. Executive and team coaching are powerful tools that can significantly contribute to cultivating an improved workplace culture.

Here’s a look at the benefits of executive and team coaching in transforming workplace culture:

1. Enhanced Leadership Effectiveness

Executive coaching focuses on developing leadership skills and enhancing the effectiveness of leaders within the organization. Benefits include:

  • Self-awareness: Coaches help leaders understand their strengths, weaknesses, and impact on others, fostering greater self-awareness.
  • Decision-making: Improved decision-making abilities through better understanding of different perspectives and critical thinking.
  • Emotional Intelligence: Enhanced emotional intelligence, leading to better management of emotions and relationships.

2. Stronger Team Cohesion

Team coaching fosters a sense of unity and collaboration among team members, leading to:

  •  Increased Trust: Building trust through open communication and shared experiences.
  • Aligned Goals: Ensuring all team members are working towards common objectives and understand their roles.
  • Collaboration: Encouraging collaborative problem-solving and leveraging diverse perspectives.

3. Improved Communication

Effective communication is essential for a healthy workplace culture. Coaching enhances communication skills at both the executive and team levels by:

  • Clarity: Ensuring clear and concise communication of goals, expectations, and feedback.
  • Active Listening: Teaching active listening skills to understand and address concerns and ideas.
  • Conflict Resolution: Providing strategies for resolving conflicts constructively and maintaining positive relationships.

4. Increased Employee Engagement

Engaged employees are more productive, motivated, and committed to their organization. Coaching contributes to employee engagement by:

  • Empowerment: Empowering employees to take ownership of their work and make meaningful contributions.
  • Recognition: Creating a culture of recognition and appreciation for achievements and efforts.
  • Personal Growth: Supporting personal and professional development, leading to greater job satisfaction.

5. Cultivation of a Growth Mindset

A growth mindset encourages continuous learning and improvement. Coaching fosters a growth mindset by:

  • Encouraging Innovation: Promoting a culture where experimentation and innovation are valued.
  • Learning from Mistakes: Viewing failures as opportunities for learning and growth.
  • Continuous Development: Emphasizing the importance of ongoing personal and professional development.

6. Enhanced Problem-Solving and Adaptability

In today’s dynamic business environment, the ability to adapt and solve problems is crucial. Coaching enhances these skills by:

  • Critical Thinking: Developing critical thinking skills to approach problems strategically.
  • Flexibility: Encouraging flexibility and openness to change.
  • Resilience: Building resilience to handle setbacks and challenges effectively.

7. Stronger Organizational Alignment

Coaching helps to align the efforts and goals of individuals, teams, and the organization as a whole. Benefits include:

  • Strategic Alignment: Ensuring that individual and team goals are aligned with organizational objectives.
  • Cultural Consistency: Promoting a consistent and cohesive workplace culture across all levels of the organization.
  • Unified Vision: Creating a shared vision and purpose that motivates and guides employees.

8. Enhanced Accountability

Accountability is crucial for achieving goals and maintaining a positive workplace culture. Coaching enhances accountability by:

  • Goal Setting: Helping individuals and teams set clear, achievable goals.
  • Progress Monitoring: Providing regular check-ins and feedback to track progress and make adjustments.
  • Responsibility: Encouraging a culture of responsibility and ownership for outcomes.

9. Increased Innovation and Creativity

A positive workplace culture that encourages innovation can drive organizational success. Coaching fosters innovation and creativity by:

  • Safe Environment: Creating a safe environment for sharing new ideas and taking risks.
  • Diverse Perspectives: Leveraging diverse perspectives to generate innovative solutions.
  • Encouragement: Encouraging creative thinking and challenging the status quo.

Executive and team coaching offer a multitude of benefits that can significantly improve workplace culture. By enhancing leadership effectiveness, fostering team cohesion, improving communication, increasing employee engagement, cultivating a growth mindset, enhancing problem-solving and adaptability, strengthening organizational alignment, boosting accountability, and promoting innovation and creativity, coaching transforms the workplace into a more positive, productive, and dynamic environment. Investing in coaching not only develops individual and team capabilities but also creates a thriving workplace culture that drives organizational success.

Theglasshammer.com offers six distinct offerings via evolved people coaching so if you need 1) leadership coaching, 2) career coaching 3) team coaching or 4) mentor coaching, 5) business coach or 6) consulting not coaching – organizational development work to help with overall culture, performance or change, please book into Nicki Gilmour’s calendar here (CEO and Founder) to begin to explore and discuss you or your company’s needs. We have a team of 5 coaches and several Ph.D.’s in Organizational Psychology/OD and other disciplines to work with you.

By Nicki Gilmour, CEO and Founder of theglasshammer.com

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What Does LGBTQ+ Pride Have to Do with Team Performance?

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leadership coachWhat do Pride month and LGBTQ+ matters have to do with career advice or workplace culture? A 2024 Gallup survey reports more than one in five of “Gen Z” people identify as LGBTQ+ in the workplace with an EY survey stating that 30% of the Generation Z workforce will identify as LGBTQ+ by 2030. As a leader or manager of your current and future workforce and talent pool, this reality requires your attention to ensure both your career and theirs are supported and successful.

Putting the kind welcoming human argument aside as we know by now humans vary in their traits, behaviors and beliefs, it is less subjective to put organizational performance as the reason to create a great culture at work for everyone. Whether it involves LGBTQ+ coworkers, professional women, or BIPOC/people of color, the leadership and organizational competency (and it is a competency) to create the best conditions for talent to thrive should be the core of diversity, equity, and inclusion work. And, diversity is not the final destination, not least because it exists already, and it is the legacy power dynamics that need to be examined. Consider the adoption of what Ely and Thomas coined as a learning and effectiveness paradigm first proposed in their 1996 HBR work, Making Difference Matter. Despite this being introduced nearly thirty years ago, they critically reminded us in 2020 that most companies have not progressed beyond the basic strategies of the 1990s, which primarily address foundational fairness and discrimination. In their article “Getting Serious About Diversity: Enough Already with the Business Case” (Harvard Business Review, November/December 2020) Ely and Thomas state:

“Having people from various identity groups “at the table” is no guarantee that anything will get better; in fact, research shows that things often get worse, because increasing diversity can increase tensions and conflict. Under the right organizational conditions, though, employees can turn cultural differences into assets for achieving team goals.”

Social/organizational psychologists such as myself will tell you that the studies over thirty years show that without understanding how to leverage differences and the conflict that comes with them, higher performance is not a guarantee. The antecedents for optimal team and organizational performance for the 30% of near future LGBTQ+ workers are much like the those of any current non-LGBTQ+ worker—psychological safety for the ability to be oneself. Conditions matter, and processes and systems have to incentivize behaviors that align with strategic talent goals to develop, promote and retain people.

Here are two strategies to successfully support LGBTQ+ talent…

Create Psychological Safety

Creating the right conditions is foundational. Coming out is still hard and still constant. Even in the best of welcoming familiar and societal conditions, there is always slight trepidation that being different won’t be received as well as being the same. There are an estimated 8-20 million of your colleagues in the US that are LGBTQ+ and of which 50% still mostly hide their identity to HR, but almost 80% are now willing to come out to one person with coming out to manager at a lower rate. At work, in a professional setting, everyone wants to show up to do their best and regardless of who you are, you have to feel psychologically safe to focus on the job at hand. When someone feels like they belong, it creates happier, and high performing employees who stay engaged.

Psychological safety refers to an individual’s perception of the consequences of taking interpersonal risks in a particular context, such as a workplace. For LGBTQ+ employees, this means feeling secure enough to express their identity without fear of negative repercussions. When employees feel psychologically safe, they are more likely to be engaged, innovative, and committed to their work. LGBTQ+ employees report a greater sense of belonging when working remotely versus in-person as they experience an increase in microaggressions when in the office. Furthermore, the UCLA William’s Institute research cites that two thirds of LGBTQ+ employees still witness slurs and pejorative talk with half of respondents experiencing discrimination. Workplace culture is societal culture as it is merely a way of saying “how do we do things around here”. Pride in the dictionary is the opposite of shame which is the flag that the wife of the US Supreme Court judge, Justice Alito wants to fly while he has publicly stated he wants to reverse gay marriage (69% of Americans are not polarized on this, supporting gay marriage). Laws matter, they influence culture as well as very real elements of LGBTQ+ peoples’ lives and careers. While partner preference if you are LGBTQ+ does not define the content of your character, judging others based on one’s own subjective beliefs, does.

Create Real Mentoring and Sponsorship Relationships

Programs and policies to support any initiative or business or organizational development goal are key but alone are not enough; climate, management practices and attitudes and mentoring and sponsorship play a crucial role. Building real relationships can bridge gaps and humanize people who are otherwise at risk of being stereotyped. For LGBTQ+ employees, having mentors and sponsors who understand and support them can make a significant difference in their career development and overall workplace experience. Policies should be implemented in a way that they are not just on paper but are actively endorsed and lived within the workplace culture. Theglasshammer now offers a coaching upskill program where mentors who want to coach their mentees in addition to giving advice and support can now acquire coaching skills for all types of mentees including specifically LGBTQ+, BIPOC and women mentees.

Creating an inclusive workplace culture is systemic work. It goes beyond unconscious bias training, since it is always good to examine one’s unconscious beliefs, but it is also shown that explicit beliefs cannot be changed this way. Continue to leverage employee resource groups and promote allyship as this can help foster a more inclusive environment. Allies, who engage in supportive and advocacy behaviors such as mentoring, sponsoring via advocating, and coaching can play a significant role in improving workplace outcomes for LGBTQ+ employees. Ultimately, fostering a supportive and inclusive workplace culture benefits everyone. Managers should use these insights to enhance organizational commitment to inclusivity, which, in turn, can lead to better job attitudes and performance for both LGBTQ+ and non-LGBTQ+ employees. It is instead a “yes, and” approach that requires modeling positive and inclusive behavior and actively engaging all employees incentivized by processes and systems around talent and meritocracy to provide support to their LGBTQ+ and all colleagues. By focusing on creating a culture of support and belonging, organizations can ensure that all employees can thrive and contribute to the organization’s success.

Be a human first and know that the LGBTQ+ community has a lot of different people in that acronym much like society at large, it consists of many people with varying degrees of ambition, talents and experiences. Most LGBTQ+ people just want to get on with life, work hard in their career, perhaps raise kids, walk their dog, see their families and occasionally enjoy a vacation. Be proud of who you are, we are all only here for an average of 4000 weeks and what do you want to do in that time?

Happy Summer from theglasshammer.com – We will be back later July after we take a vacation!

By Nicki Gilmour, Founder and CEO of theglasshammer.com

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Celebrating PRIDE Month: Reflections by Britt Brown

Britt BrownGrowing up in the Bronx, just a mile from the last stop on the 1 train by Van Cortlandt Park, I called a yellow house on the edge of Riverdale Country School home. My father’s role as the 24/7 maintenance and security guy at the school afforded me the opportunity to attend one of the best schools in the country. My dad, with his infectious smile and unparalleled work ethic, has always been my role model. At 66, he still works tirelessly, not only at his full-time job but also shoveling snow and remodeling kitchens throughout Riverdale.

Despite the advantages my father’s sacrifices provided, it was clear early on that I was different from my affluent classmates. I distinctly remember struggling to read aloud in kindergarten and my mother’s stern advice: “You need to figure this out or you will be left behind.” Harsh as it may seem to tell a six-year-old, that message instilled in me a resilience and determination that carried me through my academic and athletic endeavors. At Riverdale, I learned to be my own advocate and to outwork everyone in the room. This mindset propelled me through my collegiate athletic career, playing lacrosse while juggling various work-study jobs. Every challenge I faced was met with the support of my team, lifting me up before I could succumb to doubts.

After college, I chose to pursue a job in Charlotte, NC, instead of New York City like many of my peers. My parents were concerned that I would encounter challenges as a masculine-presenting lesbian of color living in the South. The reality is that I “come out” every day simply by being myself and this daily reality initially made me apprehensive about finding a supportive community. However, my experiences at Riverdale and Penn had prepared me well. I had plenty of ups and downs in my athletic career, but every single time, it was the team that lifted me. Joining the Asset Backed Finance Sales and Trading team at Wells Fargo, I found colleagues who, despite our different backgrounds, took me under their wings and guided me as they would any new analyst or associate. Finding a team whether it was on the field or in the office has spurred inspiration, great collaboration, and helped me sustain my career growth.

Reflecting on my seven years at the firm, I attribute my success so far to three key factors:

  1. Being Authentic and Team-Oriented: Embracing my true self has been crucial. My masculine presentation and she/her pronouns are part of who I am. Honesty about my identity has been vital for my success and my ability to support others. Leading with a team-oriented approach helps me navigate diverse environments and achieve common goals.
  2. Finding Mentors and Sponsors: It’s very clear to me that I wouldn’t be where I am without a team of mentors and sponsors along the way. The advice, time, and candor they’ve shared has allowed me to navigate my career to what where I want it to be. More importantly, the individuals who acted as a sponsor by advocating for me in a room that I wasn’t in. It has been useful to engage with all types of people. For example, a majority of the mentors that have given me great advice usually do not look like me or share a similar background. This has truly allowed me to see, hear, and witness situations in various dimensions guiding my decisions on what to do with my career. My mentors have asked me challenging questions like, “What’s your purpose,” “What truly makes you happy,” “Where do you think you’ll thrive and where do you think you’ll fail.” They’ve also imparted invaluable life advice. I’ve not only listened to that advice, but also integrated it into my life.
  3. Constant Learning and Growth: My passion for learning keeps me engaged and motivated. Whether through reading, playing board games, building Lego structures, or working out, I am always seeking to improve myself. I’m always trying to learn things whether it’s playing around on Codecademy, reading about the “chip war,” or learning new training techniques for a Spartan race. Learning something new engages me daily to be a better person and be myself. Continuous learning has been a cornerstone of my personal and professional development.

As I look ahead, I am excited to continue learning from my peers and mentors. On a personal note, I am thrilled to be expecting my first child with my wife, Kate, in July. This new chapter in my life brings a heightened sense of responsibility to pay it forward like so many folks have for me. I hope to help mentor new employees and encourage them to be their authentic selves at work. I hope to help recruit more diverse individuals to the firm, so we have different perspectives up and down the ranks. Also, I look forward to engaging more in the community with charities in Charlotte like Time Out Youth, the largest LGBTQ+ youth organization in Charlotte, and continue my work with CityLax, the largest PSAL lacrosse non-profit in NYC.

By Britt Brown, Senior Product Manager in the Structured Products Group of Wells Fargo’s Corporate and Investment Banking.

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