Voice of Experience: Susan Brown, Wells Fargo Advisors

Susan BrownSusan Brown keeps a quote from Marianne Williamson on her desk that says, “There is nothing enlightened about shrinking so that other people won’t feel insecure around you…. As we let our own light shine, we unconsciously give other people permission to do the same.”

Those words, which have helped Brown grow her team and business at Wells Fargo Advisors (WFA), remind her that women must be bolder than they might have been conditioned and pass it on to others.  “We need to learn our own value and expertise—and speak to ourselves just like our best friend would,” she advises.

Building Her Business, Helping Others Build Their Wealth

As Brown puts it, she “fell” into the career she loves 35 years ago, when she was working in Hilton Head, S.C., and married a manager at her current company, which meant she ultimately had to find another job. At her side gig teaching aerobics, a class member suggested she interview at Prudential Securities—where she was quickly hired.From there, Brown transferred to Charlotte, N.C., as a client associate for the firm. Her next move was to transition to a financial advisor role, where she spent eight years in a positive mentoring relationship with a senior financial advisor. Prudential Securities was acquired by Wachovia Securities and then Wells Fargo Advisors—where Brown is now a financial advisor, managing a $170 million-AUM practice. She’s proud to oversee an all-female, multi-generational team of four, which includes her partner, Karen Shane, once Brown’s client associate. Both participated in Wells Fargo Advisors’ DELTA Program, an intensive coaching and consulting process based on proven business development and practice management strategies—and realized how well they work together.

In addition to building and developing her team, Brown acknowledges her proudest professional achievement as being able to keep 100 percent of her clients in the market during the 2008 collapse. “There are only so many ways to tell people to hang in there, but they listened, and I’m pleased to say that they were all able to recover.”

Brown’s team remains focused on its mantra of “women helping women,” and is working to attract additional female corporate executives as clients. “This is what we’re passionate about, and we’ve had proven success in this space over the years,” she says.

A Program that Helps Women Grow

Brown advises women to be patient with themselves as they hone their skills, something that she feels is reinforced through Wells Fargo Advisors’ Next Generation Talent Program—of which she encouraged Shane to participate as she progressed from client associate to financial advisor.

The innovative program, which includes training and mentoring as well as a salary throughout the program before transitioning to base plus commission, has an 80 percent success rate. In contrast, Wall Street’s traditional sink-or-swim training programs garner only about a 20 percent success rate. “Being a client associate used to be a place where you got stuck,” Brown says.  “However, WFA’s program provided Karen with the training, support and development to become a financial advisor—and I gained a partner and an eventual successor for my practice in the process.”

It’s also a win for the firm, as the program yields confident and educated advisors for the next generation, as well as clients who will be served by them. Brown hadn’t realized her clients were worried about her eventual retirement until she introduced her new, younger partner, and they expressed their relief in knowing there was a great succession plan in place.

“My clients’ concern about my succession plan is simply because the relationships we’ve built are so personal—some of them already stretching to a fourth generation,” she says. “We understand their challenges and family dynamics and these deep relationships are invaluable.” In fact, she finds that her work and social life are almost inextricable. “If you love what you do, it doesn’t feel like work,” she says, adding that most of her travel and exercise groups include many of her clients.

She is also imparting the importance of relationship-building to her 28-year-old daughter, Anna Berger, who joined her team four years ago. Anna graduated from the University of South Carolina with degrees in finance and marketing and had started her career in New York, when she told her mom she wanted to move back to Charlotte. Anna has her Chartered Retirement Planning Counselor designation and focuses on client review preparation, trading, social media and other duties but has plans to participate in WFA’s Next Generation Talent Program, as well. In 2017, Kelly Walker joined Brown’s team as a practice manager and handles scheduling appointments, managing the team calendar as well as coordinating client events.  She is also working on obtaining her securities licenses.  “Kelly is extraordinary at running the team and making sure everyone is executing on a daily basis. She’s a star,” adds Brown.

“I was taught that I’d be recognized for hard work and merit, yet I’m telling my daughter that while hard work is important—it’s not enough. I tell her that she has to be bold and go after what she wants because no one is going to just serve it to her,” says Brown. “However, I believe that if you’re passionate about your career, like I am, everything else will naturally fall into place.”

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Voice of Experience: Sarah McLean, Partner, Shearman & Sterling

Sarah McLeanAsking questions is one of the best ways to grow both personally and professionally, finds Shearman & Sterling’s Sarah McLean.

“I wish I had known when I was first starting out that most people don’t mind when you ask them questions about their work or request feedback on your work — and the more direct the question, the better,” she notes. “Specific questions lead to better discussion and ultimately lead to better information for you.”

An Early Pivot Leads to a Rewarding Career

With an undergraduate degree in biochemistry and molecular biology, Sarah assumed she would become a research scientist or go to medical school. But in her last year of college she took a business law class that intrigued her with how problems and solutions are presented so differently than in science. That, coupled with the three years of research she had been doing on the pea aphid genome, led her to decide to pursue law school rather than research.

Her first job out of law school was with a Texas-based firm where she initially practiced health law — at the time still considering medical school—but ultimately didn’t find it challenging and switched to oil and gas private equity. She practiced with the same firm for almost 20 years, in both Houston and Austin, along the way closing more mergers and acquisitions deals than any other lawyer in Texas in 2017, according to the records of The Texas Lawbook. She then started thinking about making a change, to find a new challenge that would energize and excite her. She moved to Shearman & Sterling in April 2018, where she currently practices private equity and oil and gas upstream and midstream mergers and acquisitions.

Building the Business One Relationship at a Time

While Sarah is currently working on a number of complicated, interesting deals and transactions, what she’s most excited about is her role in business development—going out to see clients and contacts and introducing them to Shearman & Sterling. “We’ve put together an impressive team of oil and gas deal lawyers in Austin and Houston, and it has been great to get out of the office and talk to people,” she says.

She’s built an impressive array of contacts over the years, primarily because she figured out soon after starting her career that every person you meet is a potential future business contact. “I realized that reaching out to people you’ve met through business deals is a great way to grow your network of contacts, and the newer associates working on your early deals will be decision makers in 10 years,” Sarah says. “Developing long-standing relationships helps tremendously when you are asking for referrals and work.”

She often tells young women that an important trait to help build fulfilling relationships is getting over any shyness. “I was always hesitant to reach out to contacts for lunch or coffee because I thought they would be too busy or they wouldn’t really want to get together with me or a hundred other excuses. But ultimately I’ve learned that most people do want to form relationships and do have time for a quick check-in meeting,” she says. And, furthermore, even if they don’t have time or want to meet, they won’t be rude about it. “They just don’t respond, and someone not responding is not tragic or embarrassing at all,” she points out.

Taking Charge of Your Own Career

Sarah advises her peers of the value of sticking together and supporting one other, along with taking the time to nurture as many younger women as possible. She urges those in a position of authority or power in an organization to use it to dispel stereotypes and promote diversity.

While she recommends young women find good mentors and sponsors, she makes clear that often you have to make your own opportunities, rather than relying on them coming to you. “This means getting out of your office, meeting people and looking for ways to make yourself more valuable to your firm or company,” she says.

Women especially need to spearhead their own careers, because in her experience big law firms, along with the specialties of private equity and oil and gas, are male-dominated industries, which can offer some barriers.

One barrier in big law firms is what she terms “compassionate discrimination,” which manifests itself like, “I know Sarah is busy so I’m not going to include her on this pitch for new work because she has kids, and I don’t want her to have too much on her plate.” She found that this happened on a number of occasions, including client pitches where the client specifically asked for her. “I felt that men were making decisions about my career, my availability and my workload without even asking me, and this would not have been the case if I were a man.”

Despite this devotion to her career, Sarah seeks a balance with her personal life. As a mother of four children, ages 5 to 15, she spends much of her time participating in their activities or just hanging out with them. One thing she is especially proud of is all the volunteer work they do together. Sarah and her family are active with Generation Serve, an Austin-based family volunteering organization whose goal is to develop kids into community-minded leaders. This past April, they received the Wally Pilcher Family Volunteering Award for their work with the organization. She and her daughters are part of the National Charity League, and they also work directly with Austin Pets Alive.

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Denise Wyllie, Partner, Goldman Sachs

Denise WyllieWhen Denise Wyllie joined the financial services industry, it was even more heavily male-dominated, but she believes progress has been made.

“When I initially joined the sector, there were very few women in leadership positions,” she says, but notes this did not hold her back from achieving her goals.

“As women strive to become more senior, they need to embrace their career and remember they would not be in their current role if they were not good at their job, and they also need to trust the process.” She adds that success in many ways is more an attitude than a skill. “You have to embrace your role with 100 percent energy, passion and commitment – take risks and if they don’t pan out then try something new.”

Wyllie also notes, “You also have to accept that you can’t have it all, all of the time, therefore at points in your career something may have to give – that’s ok but make sure it’s your decision.”

Advancing Her Career by Approaching Challenges Head On

As a “STEM student” before it became a common acronym, Wyllie studied biochemistry at university. While she initially considered a career in the sciences, she decided eventually to pursue a business career. Her first role was as a graduate trainee at the largest brewing company in the UK – the first female ever hired to train as a brewer and production engineer. In this role, she was able to leverage her biochemical degree and received fantastic managerial training, overseeing an all-male team on the brewing production line.

After nearly three years in this role, Wyllie decided she wanted to pursue a new challenge. She scoured the Sunday Times’ career section and was intrigued by an ad for Citibank in London, searching for people with engineering or manufacturing backgrounds to work in their Foreign Exchange & Treasury Division. Wyllie went on to work at Citi in a number of management and project roles across Europe for four years. She ultimately joined Goldman Sachs after she was recruited by a former coworker.

Wyllie spent the majority of the past 24 years in operational roles in commodities, derivatives, and as co-COO of the global Operations Division, with specific responsibility for Europe, India and Asia Pacific. In 2016, she transferred to Hong Kong, where she now serves as head of the Federation for Asia Pacific, operating as the COO for the region. In this role, she supports all of the firm’s business activities across the region, which she calls “massively exciting,” due to daily challenges and curveballs.

However, what she finds most thrilling is the opportunity for Goldman Sachs and the broader finance industry to potentially expand in China in the coming years. “Although it can be frustrating that markets aren’t opening up more quickly, we are on the cusp, and long after I’m retired I’ll look back and see the impact my team and I had to help move the firm forward,” she says.

In fact, building her team is one of the professional achievements Wyllie is most proud of – along with becoming one of Goldman Sachs’ female partners.

She notes that observing the number of people she’s hired and mentored, who have grown from analyst to Managing Director and even Partner, is extremely rewarding. “When I see my team flourish personally and professionally, it is very gratifying to think that I may have had a bit of an impact on them along the way.”

Balancing Outside Interests: 72 Countries & Counting

Wyllie is proud to be involved with Goldman Sachs’ affinity networks, including those serving women, military members and the LGBT community. She also is currently working with colleagues in London on “Music in Mind,” a charity that uses music to help promote wellbeing in people with Alzheimer’s as well as provide support for family members taking care of those with the disease. She has also worked closely with Opportunity International, which provides small loans predominantly to entrepreneurs in Africa, with the aim of pulling them out of poverty.

Wyllie is a firm believer in the importance of taking every vacation day you’re given to maintain both mental and physical health, as it will allow you to enjoy your job more as well as give you sustainability and longevity to your career. “As much as we love our careers, we all need a break!” She encourages others to “take advantage of down time to reflect on your career and your business. Often, it’s only when you have some time off that you really have ‘space’ to think.”

She also loves to travel, having visited an impressive 72 countries. Her favorite sojourns include going on safari – either Africa or India – to see wildlife. She also visits the UK frequently to see friends and family, and she stays active by going to the gym regularly and loves weight lifting as well as skiing, scuba diving and horse riding.

By Cathie Ericson

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Voice of Experience: Diane Gabriel, Wells Fargo Advisors

Diane Gabriel“Say yes,” recommends Wells Fargo Advisors’ Diane Gabriel.

“There will be lots of risks and challenges, but embracing them brings opportunities and rewards.”

She finds that women tend to be more risk adverse and turn down opportunities because they don’t think they’re ready for them, but that can be counterproductive. “If you turn something down, you might not get the chance again.”

In fact, one of her favorite sayings is “Leap, and the net will appear.”

Words she lives by herself, based on her career trajectory.

Succeeding as a Woman in a Man’s World

Gabriel launched her career in 1982 – a time when only 10 percent of advisors were female – as a 21-year-old only female advisor at a branch full of men. Having grown up with older brothers and a supportive family, she was undaunted by the male-dominated, competitive environment, and in fact, thrived.

She became the company’s youngest officer at age 25 and then was asked to open a branch at 26. They sold the branch to a predecessor firm to her current organization, and she continued as a producing branch manager. Based on her success, she was tapped to help launch the firm’s independent broker-dealer. From there, she managed the online brokerage channel, and their phone-based advisor teams.

Seeing the Opportunities in the Next Generation

In 2017 Gabriel was asked to lead Wells Fargo Advisors’ Next Generation Talent Program, overseeing four financial advisor programs and one branch manager leadership program.

Being part of this groundbreaking effort is the professional achievement she is most proud of so far, parlaying her passion into having a hand in attracting almost 1,000 talented financial advisors to the brokerage industry.

“Leading our efforts across the Next Gen advisor and manager programs means ensuring that we are truly changing the face of the financial advisor workforce and ensuring its diversity,” she says. She is proud that today the program is about 40 percent “diverse,” not only in ethnicity and gender, but encompassing different ages, abilities and experiences.

The reason the program has been able to attract such a diverse group is because it takes an industry standard – a variable based compensation model — and modifies it to allow for a longer runway with salary and bonus-based compensation, while advisors learn about the industry. That, combined with the program philosophy of teaming and mentoring, has resulted in an overwhelming 82 percent retention rate.

“Because we eliminated the sink-or-swim mentality the industry embraced for so many years, our program is encouraging a wider swath of those who can bring a myriad of advice and viewpoints to clients,” Gabriel says. “It also allows us to address client needs too; for example, it will allow our team to nurture the next generation of clients, as surveys have found that an overwhelming number of children of existing clients prefer a financial advisor closer to their age.”

It also allows the transfer of clients from seasoned advisors whose book of business has grown too large to adequately service them to a newer advisor with more capacity for developing the relationships needed for ongoing success.

In addition, the firm continues to expand its use of technology. “It enhances how we interact with clients and specifically attracts that younger generation who wants to work with us in a different way.” And by bringing in younger advisors, the firm have the chance to reverse-mentor the more mature advisors and help them embrace this technology too, she notes.

Attracting younger advisors is a key goal of the program, and Gabriel says outreach to the next generation must start early. She has recently started the Community Champion program as a new means to create and maintain a pipeline of talented and diverse prospects for the Next Generation Talent roles. This program encourages financial advisors and leaders to engage with diverse organizations in their communities in an effort to educate diverse job seekers about Next Gen talent opportunities.

Although the industry has changed, it is still largely male-dominated, and women who are going to succeed have to be ready to stand shoulder to shoulder in an environment of men. However, Gabriel adds, “Studies show that the majority of women have said they would prefer to work with a female advisor so gender could be advantageous in this instance.”

Gabriel recommends finding mentors of both genders, identifying professionals you admire, creating your own “board of advisors” and then spending time with them to help build the qualities and standards you want to emulate.

Additional Programs Focused on Women’s Needs

In adding to the Next Generation Talent efforts, Gabriel has been active with Wells Fargo Advisor’s multiple programs designed to reach women. Eleven years ago, she started and has since served as co-chair of the National Women’s Summit, where between 300 and 500 top female financial advisors and managers from around the country are invited for personal and professional development. It’s a breath of fresh air for many of the women who are the only females in their office, yet male “allies” are also invited to the event.

She also helps to spearhead the firm’s Best Practice Forum where its leaders visit 10 -12 markets annually for all-day events for local advisors and managers, along with clients and prospects, that feature meaningful presentations and provides other networking opportunities.

Another program is the Women’s Business Exchange, which consists of monthly phone calls in which female team members share about a variety of topics and best practices.

And finally, Gabriel is also involved in the Women’s Team Member Network, which features speakers from across Wells Fargo’s enterprise and also includes mentoring and community service activities.

Outside of work, Gabriel continues to share her passion for the industry by acting as an executive sponsor of a program at Harris-Stowe State University, a historically black college in St. Louis with mostly first-generation students who may not have had exposure to job searching and interview skills. “I help students with everything from formatting a resume to cultivating a firm handshake,” she says. “If we want a more diverse and younger generation to join the industry, we have to help them be prepared.”

A passionate animal lover, she also spends time at shelters helping get pets ready for adoption.

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Mover and Shaker: Kim Ford, Senior Legal Director, Asia Pacific and Global Issuing, WEX

KIm Ford - BW headshot-Retouched

By Cathie Ericson

WEX’s Kim Ford has always worked hard to create and drive a positive and satisfying career.

“I believe in giving my very best to any role I am in and making the most of it. To do that, I try to make sure that I actively pursue and create the right opportunities. Equally I also like to make sure that I regularly pause to reflect and evaluate to ensure that I am on track from both a professional and personal perspective. If something is amiss, it’s important to me to quickly identify steps to correct and ‘right the ship’ –I have learned that life is too short to not take control of your happiness, career path and job satisfaction,” she says. “I feel that following this philosophy has led to me to where I am today. I am in a role where I can genuinely say I am doing some of the most challenging and exciting work of my career to date, and working with wonderful people at a really great company.”

Blending Two Career Disciplines To Forge a Successful Path

Ford’s first foray into the world of law was as a private practice insurance litigator, acting for professionals filing claims under their professional indemnity insurance policies. While she enjoyed the work, she realized after a few years that private practice and the expected path towards partnership was not for her. She began to look into ways she could use her skills as more of a strategic business partner, which would allow her to deliver end-to-end solutions and ultimately have the satisfaction of seeing the fruits of her labor pay off.

Ford subsequently joined ANZ Bank as an in-house legal counsel in the retail banking division where after a few years she jumped at the opportunity to join the corporate ranks of ANZ’s retail business. Over the next four years, she gained experience in project management and senior product management running a business line P&L, eventually leading ANZ’s retail loyalty team.

After this stint gaining corporate experience and learning more about the challenges of operating a business, Ford was offered the chance to return to her roots as a lawyer and join WEX as Associate General Counsel for its Asia Pacific business, a generalist position that allowed her to touch all legal-related issues. She held that role for three years and now is accountable for the Asia Pacific legal team, as well as for Global Issuing, which supports WEX’s new market entry efforts and growth strategies.

The value of her two distinct career paths became clear in 2017, when she successfully led the project responsible for setting up, licensing and operationalizing WEX’s emoney Institution in the United Kingdom. The emoney Institution license enables WEX to offer credit and all its products across the 31 nations in the European Economic Area, and securing the license was part of broader efforts to both expand in Europe and enable the provision of WEX’s payment solutions in the region .
“For me, it bore out the benefits of the combination of my legal training and corporate experience and underscored the importance of having previously taken the time out of legal to gain solid experience in the corporate environment,” she says, adding that there are very few employers globally where she would have the opportunity to work on the type of projects she is currently undertaking.

Valuing the Whole Person

Ford sees sponsorship as critical to any career, but underscores that it is a two-way street: First you need to earn your sponsor’s commitment and provide your sponsor with a return on their investment, and then you need to commit to nurturing the relationship. Along the way she has been fortunate to have a number of role models, but one of the most profound experiences she has had was with a partner for whom she first worked when commencing in private practice. She took the time to teach Ford how to properly structure advice and legal arguments, while ensuring that she always kept the client’s best interest at the forefront of her thinking. “She was very firm at times, which as a junior lawyer was sometimes a little scary, but at the same time she was very nurturing as well as generous with her time and knowledge. She also taught me the importance of pragmatism,” Ford says, adding that she helped influence many of the career traits that Ford depends on today.

In addition to excellent role models, Ford believes that companies need to have policies and approaches that bring equality to the workplace, for everyone. “WEX is an incredibly family-friendly and flexible place to work, which enables me and — and consequently my family — to have a healthy balance,” she notes. “WEX encourages the delivery of results at work while at the same time ensuring that we all have the time to take care of the other important aspects of our life, such as family and health.”

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Voice of Experience: Terry Albarella, Vice President, Enterprise Architecture, Prudential Financial

Terry AlbarellaBy Cathie Ericson

Being out is something that Terry Albarella feels is essential to her success in the workplace.

That’s because being authentic allows you to build a level of trust with your team and peers; if you don’t share, people might wonder if you are hiding something or assume that you don’t care enough to share. The more you can share, the better relationships you create, and the better work everyone can do together, she says.

“Sharing our personal lives helps us be a more cohesive team. When pressure and deadlines come, you can get through those rough times better when you have established a high level of trust,” she says.

On that note, Albarella says she’s been able to meet a broad range of people who feel open to share their stories because they know hers, which has allowed her to get to know people with whom her path might not otherwise have crossed. She has also found that working with executives who might not know someone in the LGBTQ+ community has given them a comfortable opportunity to learn and imparted a broader knowledge they can take to their team and their customers.

Alexa, Please Check My Balance

Albarella began on a technical path right out of college as a developer providing PC support. She joined Prudential in 1995 where they were consolidating from a distributed support model, and over time as they centralized, she gravitated toward the server and application support side, focusing on developing efficiency in the system and responding to problems before they could impact customers. Over the last few years she has moved into the architectural space, helping with upgrades right from the start when they bring tech in the door.

While she has been involved in many large, impactful problems over her tenure, most recently she led a team that rolled out the Alexa voice assistant to Prudential’s customers. While Alexa is known for its skills on the consumer side, there are now more opportunities for business applications, and Prudential was proud to be the first to market with a retirement skill on the platform. “It was an interesting project that allowed us to collaborate on something that was brand new, and we had to put a structure in place to support it with all the rigor that our systems demand.”

The product was made public in the beginning of April, and now anyone who has a Prudential retirement account can use Alexa to look at their account balances. “It gave us a great opportunity to take some new talent we had hired and give them the opportunity to come straight out of school and play a critical role in a project that would interest them right away,” she notes. The test was so successful that they are looking into other voice assistants and emerging technologies to see how they can be creative on all platforms and offer innovative ways for customers to access information in the way they prefer.

Pride in Her Role in PRIDE

Equally important to Albarella as her tech role is her leadership position in the PRIDE Business Resource Group, of which she has been a member since 2010 and president for the past four years. “It has offered a great opportunity to serve customers in the LGBT community better while also allowing me to get more involved in the business components of supporting employees.”

And, she adds, this “side job” in PRIDE has helped her develop relationships she can use in her day job, as she now has a strong network across the organization with people she otherwise wouldn’t have been in contact with on a day-to-day basis.
Albarella has been instrumental in helping create and roll out the PruALLY program, which started in 2013 as the larger equality conversation was just kicking up and people didn’t have a broad understanding of why they should care. The program offered information on the issues surrounding marriage equality and addressed some of the misunderstandings people might have if they didn’t realize firsthand what people were facing.

“This awareness was very impactful even beyond Prudential’s doors into the greater community,” she says, while also assuring LGBQT employees that they had a supportive organization around them. In 2014, she received the Trailblazer Award from Re:Gender for thiswork.

The program has expanded over the years and now gives people a diversity and inclusion pledge they can keep top of mind to remind them that what they say can impact people. The program is being rolled out internationally; Albarella says it’s almost overwhelming when she goes to another location and sees PruAlly desk tents.

They just did a refresh of the campaign to keep the materials relevant, and when they asked executives to participate in a photo shoot and say why they are an Ally, they had hoped to get eight to 10 interested responses, but received more than 75. “We were overwhelmed by the welcoming support,” she says.

Albarella is particularly proud that PRIDE is the most tenured BRG at Prudential, celebrating its 25th anniversary. “The company has always been supportive in using the BRG almost as a focus group and made many changes over the years,” she says. And it has been a big asset in recruiting, which has helped Prudential benefit from a diverse workforce that allows the firm to bring broader experiences to apply to business problems and helps them better reach all their customers.

Helping Others Achieve a Bright Future

Albarella urges young women to be confident in their skills and not shy away from high-profile projects. “Even if you are not as successful as you want to be, it will be a tremendous learning opportunity and also showcase you to others on the team for future roles.”

And don’t be satisfied with a support role or be afraid to ask for something bigger, she says. “Sometimes people wait to be asked, but if someone steps up and offers, we find a way to bring those people onto the project.”

She encourages her peers to go beyond mentoring and use their voices to advocate for younger women coming up and ensure they have the training that will prepare them for more senior roles. “Create time to sponsor and champion those in the pipeline to make space for them to take the next step,” she says. It’s important for those in senior positions to help engage others and seek their opinions, asking to hear their voice if they are quiet in a meeting, for example, as a way for them to build their skills and everyone to benefit from diverse perspectives.

Experiencing The Positive Side of Video Games

An avid video gamer, she is proud this is a passion she shares with her wife and daughter and son, who have been gaming since they were young. She finds it brings them together on a common platform; for example, although her daughter is away at graduate school in Kansas, they can log on at night and catch up, which she says has been a wonderful opportunity to connect.

Other positives she sees in gaming are that it has taught her children to be very detail-oriented and has also given them the chance to lead. And most importantly, it has provided different experiences and enabled them to put themselves in other people’s shoes.

She knows firsthand how valuable that is: Albarella herself had been in a straight marriage for 19 years and never realized she was a lesbian until she played a video game that put her in the shoes of a same-sex relationship where she realized that’s what she’d been missing. “Video games hold a special place in my heart because they helped me come out,” she says.

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Voice of Experience: Kerri Durso, Shearman & Sterling

Kerri Durso By Cathie Ericson

Don’t be afraid to speak up, urges Shearman & Sterling’s Kerri Durso, a New York-based counsel in the Derivatives & Structured Products practice.

“I find young lawyers– and women in particular– can be hesitant to speak up in groups. If you know the answer, share it without feeling intimidated by others,” she advises. “Having a true presence at the table is more than just being there and taking notes, but providing material information in an appropriate manner when you have it.”

A Career Built on Industry Mastery

After summering at Shearman & Sterling during her second year of law school, Kerri joined the firm’s Financial Restructuring & Insolvency practice as a full-time associate in 2008. She notes that this was a fantastic time to be an insolvency lawyer, with Lehman Brothers having filed for bankruptcy only the month before she started. “I learned so much in those first two years of working on the Lehman case for several of its creditors,” she says.

When the Lehman issues began to sort themselves out, she moved to Derivatives and Structured Products, which piqued her interest given the number of derivative claims in the Lehman insolvency. She has been there ever since, working for both the buy-side and sell-side, as well as market utilities.

Learning something new all the time is what keeps her interest fresh. For example, while new derivatives regulation coming out of Dodd-Frank has slowed, the implementation of several important aspects of Dodd-Frank continues. Currently she is deep in implementing the new margin requirements mandating the exchange of variation and initial margin for market participants. The regulations provided for a phased-in implementation schedule, and several financial institutions are subject to deadlines this fall. The market is also preparing for the fall of 2019 when the next phase will apply that requires new industry form documentation. “It is very exciting to be a part of drafting form documents that will be used for years to come in the derivatives market,” she notes.

While she has enjoyed many aspects of her work, the professional achievement Kerri says she is most proud of is the role she has played in expanding Shearman & Sterling’s relationship with several financial institutions. Through her personal connections and hard work, she has helped secure a number of meaningful engagements. “The breadth of the work is always changing, but knowing that our firm has the resources to serve a variety of different needs of our clients is something I am proud to be a part of,” she says.

Sharing Wisdom is Crucial for Future Generations

One lesson Kerri has learned along the way – that, as she admits, no one wants to learn – is that everyone makes mistakes, and the key is what you do after. “Recognize the mistake and raise the issue with those you are working with in a timely fashion,” she recommends. “There are few mistakes that cannot be fixed if you take responsibility and raise the issue as soon as possible,” she says, adding that clients and coworkers will respect you for addressing the mistake head on.

Over the years she learned many professional lessons from her sponsors, both male and female, whom she says have encouraged her throughout her career. She recommends young lawyers entering the industry put effort into finding someone they can relate to and emulate, cultivating the relationship if it doesn’t occur naturally. “These are the people who will help guide you through difficult issues in the workplace and that you can look to for career advice,” she says.

She encourages her peers to proactively assume those roles by taking an interest in the junior lawyers they work with. “I hope that I can play the same role my sponsors did for me for even one lawyer,” she says.

Kerri has been active in WISER (Women’s Initiative for Success, Excellence and Retention), the firm’s women’s inclusion network, which emphasizes mentorship, professional development and awareness for all lawyers. She co-chaired the group for two years and proudly attends their functions today, finding it to be a good forum to discuss career paths and learn how others have excelled.

In order to maintain a healthy work-life balance, Kerri says it’s imperative to find time to unplug; for example, she plans at least one great family vacation each year. It doesn’t always need to be to somewhere exotic, she says, but somewhere she can relax with her two-and-a-half-year-old son, infant daughter and husband. In addition, she is enjoying working with her son in the small vegetable garden they planted. “I truly enjoy spending time with my family and anything we do together is a treat,” she says.

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Voice of Experience: Kristi Tange, Co-Head of Enterprise Operations, London, Goldman Sachs

Kristi Tange’s second day at Goldman Sachs’ New York office happened to coincide with a dinner party to celebrate her father’s birthday.

Initially, she was hesitant to ask to leave the office a little early, and then she realized that there was no harm in making the request.

When her boss said yes, Tange described it as a “profound moment.” Not only did it give her insight into the firm’s positive culture, but it helped her realize that it’s always wise to communicate and ask for what you need. This experience also helped inform her management style: “When someone asks for something, my first answer is always, ‘Of course; let’s see how we can make it work.’”

A Varied Career Across Three Regions

Tange recently celebrated her 21st anniversary at Goldman Sachs after beginning her career as an analyst in Japan, where she had studied to fulfill the foreign language proficiency required as part of her master’s degree program in Foreign Service at Georgetown University.

She then moved with Goldman Sachs to New York, where her husband was attending graduate school. Tange is now based in London and serves as co-head for Enterprise Operations, providing operational support for processes that service the breadth of the firm, including opening accounts for clients, managing collateral, and more.

When she first joined Operations, her division was much smaller, and there was just one managing director, which made her question if ultimately reaching that level was possible. Fast forward two decades, and the division has expanded significantly. She was named a managing director in 2009, which she describes as a “pleasant shock,” noting that when she was an analyst, reaching that level had seemed unattainable. “You learn over the course of your career that you can outperform your own expectations,” Tange says.

One of the most exciting programs she is currently overseeing is uplifting the firm’s onboarding program, known as “Know Your Customer,” in order to comply with new due diligence regulatory processes and enhance the client experience. While fulfilling these requirements has traditionally been challenging for clients, her team realized that revamping this program could be a differentiator for the firm, and began to rethink the architecture and streamline associated processes in order to more effectively introduce clients to Goldman Sachs. “To be in a role where we can deliver an effective solution that sets a positive tone for our client relationships is rewarding,” she says.

Using Your Voice to Earn Your Spot

Over the course of her career, Tange has learned that it’s important to speak out and be bold, to earn a voice and seat at the table — and that you will go farther and faster if you do that early in your career.

“When people join, they think they need to be trained for a long period of time before sharing their views, but bringing a fresh pair of eyes is where your value is — to point out things that others might not notice,” she says, adding that those who are hired by Goldman Sachs tend to already have the necessary education and talent to be contributors from the start. “The earlier you share your perspective, the more you will grow as a leader.”

She encourages women to adopt behaviors that have served male colleagues well, such as feeling empowered to boldly request a one-on-one meeting with a senior leader.

“We read about barriers that women face in their careers, but I’ve felt fortunate at Goldman Sachs because it’s a place focused on skill sets and meritocracy,” Tange notes. She believes it’s important that companies focus on retaining women through policies such as short-term leaves, flexibility and relocation opportunities in order to keep top talent.

Tange also notes that it’s important to have leaders who have been able to achieve a balanced lifestyle, to serve as a model for others. “We need role models who fit a number of profiles, who represent greater diversity, so that junior individuals can see more women at senior levels,” she says.

During her time at Goldman Sachs, Tange has seen the value of sponsorship. In her current role she and fellow women managing directors identify and support up-and-coming women in their division, in an effort to ensure they have effective sponsorship and work on initiatives that help develop and showcase their capabilities ‘to get to the next level.” Tange notes: “We are able to pay it forward as we help move these women up the career ladder.”

Tange actively works to achieve a balance between work, her family and addressing her own needs. After her son was born 10 years ago, she realized that her life had become revolved around work and her family, and she needed to carve out time to focus on her health by joining the gym. Tange notes that her husband was very supportive about her motivation to focus on her health, and she put the structure in place to carefully “protect” her gym nights. “This helps show others that I am balancing my health and personal needs alongside my job, which helps give the right message to my team that we should all do this.”

Since spending the past eight years in the UK, she has become very passionate about travel and has visited many European countries with her family. She also enjoys sightseeing in London, with memberships to horticultural societies and museums.

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Mover & Shaker: Emily Viner, Vice President of Agency Growth & Development, The Guardian Life Insurance Company of America®

By Cathie Ericson

A recent study on the gender gap in sales showed that it was a career that wasn’t even on the radar for many women, which Guardian’s Emily Viner finds to be a shame.

“If women can match a passion they personally have to a sales role, their opportunities are limitless,” she says. “Really caring about the product, program or process is where you can get that mojo and when that happens, the sky’s the limit.”

Finding a Calling in Her Work

That passion has inspired Viner’s work and led to her long, successful career with Guardian.

A first-generation college student, Viner graduated with a marketing and economics degree but was drawn to sales. “I soon realized that a commission dollar is a commission dollar not 63 cents on the dollar like my friends were going to earn and knew that would be my future,” she says. She started in a banking-related industry and then moved into financial services, which turned out to be her calling. “I found such a passion of purpose for families, particularly women, to help them plan for their family’s future,” she says. It’s a cause near to her heart, as she realized what this type of planning could have meant for her family, especially her mom who became a widow at 42.

Viner started at another firm as an advisor, but soon transitioned into leadership and helping the firm grow. Her professional standing grew when she wrote an article for the GAMA News Journal and subsequently spoke at GAMA’s industry conference. Based on that attention, she was soon recruited by two different companies for corporate roles, but at the time her kids were little and neither of the firms offered the flexibility she needed.

She accepted a consulting arrangement with one company while Guardian stayed in touch, eventually reaching out to offer her the chance to architect how and when she would work.

That was the start of a 21-year relationship where she has grown both personally and professionally, with her daughters growing up as part of the Guardian family.

Looking back over the course of her career, she believes that opportunity to write an article and speak at the convention truly changed the course of her career, and it came full circle recently when she was honored with the inaugural Visionary of the Industry Award for her work. “It’s humbling but also reminds me there’s still so much work to do,” she says. But while the quest continues, she appreciates that the award offered a moment to pause and reflect on how much progress had been made.

Helping Other Women Achieve Success

Viner is ebulliently optimistic about the opportunities available to the next generation of women and implores others to remember the infamous words of Madeleine Albright: “There’s a special place in hell for women who don’t help other women.”

That said, she has also benefitted from the sponsorship and mentorship of many men within the organization, many of whom are now retired, who helped her grow as a professional.
She encourages younger people on her team to find mentors throughout the company who can share wisdom, whether it’s industry-related or focused on professional skills, such as executive presence or making sure your voice is heard in meetings.

Right now she focuses much of her efforts on helping the firm innovate with its workplace culture as a way to retain talent. For example, they have introduced flexible leadership training programs designed to be more accommodating for those interested and uses assessment so that each person gets what they need, when they need it.

And Guardian is expanding their use of apprenticeships to find different pathways and bridges to becoming an advisor so that individuals can find the onramp that works best for them. It’s important, she says, to focus on diversity so our firms reflect the communities we serve.

One of Viner’s most influential learning moments came while she was attending a dinner hosted by Catalyst, a global nonprofit focused on building workplaces that work for women. At the dinner, a key note speaker shared “that men say yes to opportunities, even when they don’t know how to do something. Many women don’t do that and spend more time being ‘competent rather than confident.’ Women need to realize that if they raise their hands, they will figure out how to succeed in the role.”

Viner participates and hosts a number of professional development programs, but one of her favorites is Guardian’s annual Women’s Leadership Summit (WLS). She is not alone: She has heard that many women leaders say that WLS has kept them energized over the years. The network created an important level of support both personally and professionally for women, many of whom might be the only female advisor in an office of 40 men. One regular attendee of WLS who formed a study group from being at WLS recently won a special sales leadership award, and she had this to say about her involvement in the organization: “There’s a study group I have from the WLS that has sustained me, and next year I’ll make sure they’re all up there receiving awards with me,” she says.

Raising Two Strong Daughters

Married for 32 years, Viner has two daughters, one a Veterinarian working at the teaching hospital at University of Wisconsin, and the other working at and starting a Master’s program at Columbia University. Viner and her daughters decided they needed an impromptu getaway before they went their separate ways and recently enjoyed a relaxing and rejuvenating long weekend in Turks and Caicos, where they have all always wanted to go. “When I’m with my girls, everything’s ok,” she says.

And she feels confident that they are on the road to success, as she has passed on the importance of financial planning to them. “They have products in place to protect their income, have their investment accounts, and I can see their confidence with their finances. I love knowing that they know saving is such a foundation. Passing this on to the next generation is so rewarding.”

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Mover & Shaker: Emilie Poteat; Senior Management Associate at Bridgewater Associates

By Cathie Ericson

As a sociologist by training, Emilie Poteat has learned that it’s simply a fact that things will work out when you stop trying so hard and get out of your own way.

“You have to continue to make pathways to a goal regardless of how many iterations there are and realize that you have to embrace the ability to admit failure, evaluate what could go better and try again,” she says.

An Ongoing Path to Self-Reflection

Poteat started her career in a non-traditional way, earning a PhD with a focus on economic sociology – researching how markets form and how companies function and evolve in markets. While she had initially thought she might pursue a future in academia, her wife suggested she work at one of the companies she was researching instead. She spoke to Goldman and ended up working in their transformation department where they were focusing on organizational design — looking at their operations and determining what could be improved and how they could learn from others in the marketplace.

When she was contacted by a venture capital firm in Philadelphia, she was intrigued at the prospect of occupying the operator seat as she had been looking into small companies that Goldman could invest in and had been seeing interesting businesses bubble up. She took the role, where she led a turnaround on an insurance company, splitting it into two and bringing it to profitability.
While it was challenging given all the dimensions, she found it fascinating and names it as one of the professional achievements she is most proud of. “Bringing that company to profitability was both exhilarating and terrifying,” she says, noting that the culture was poor which led employees to have low expectations. She worked on an all-encompassing change from business processes to product changes and interpersonal relationships, relishing the chance to drop down and look at a problem and then zoom up to the bigger picture.

And therefore she found herself at a crossroads when she finished that engagement, trying to decide if she wanted to continue operating companies, which combined her love for research with her proclivity to flipping companies around, or did she want to take some time to work on herself? Ultimately she decided to come to Bridgewater where she is focused on the systemization of management, while learning more about how she operates as a leader. “I am investing in myself by taking a role with a smaller scope, yet one that I know will help me be more impactful when I eventually step back into the operator position,” she says.
For now she believes that her time at Bridgewater will help show her strengths as well as flaws, as she works with a team who is poised to provide honest feedback.

Building Relationships as a Key to Success

After spending six years getting her PhD and teaching university classes, Poteat expected the corporate world to be cutthroat, but she has found it to be extremely humane. “It has been incredible to meet smart, hard-working, dedicated people who have gone out on a limb for me,” she says. As one example, she cites Johann Shudlick, then the head of the LGBT network at Goldman and now driving diversity at Bridgewater as the one who went to bat for her, finding out her goals and then taking the time to open doors by introducing her around the Street.

While she acknowledges the business world can be competitive, she finds there is still a camaraderie around it. “I’ve been happiest when I’ve helped others around me grow, and I’ve been able to make great friends and form strong relationships over the years,” she says, noting that academia involved more quiet work without that interplay.

As she reflects on those she admires, she says she finds herself noticing those who can objectively view themselves in the moment. “Yes, you have to consider your numbers and impact and how you effect change, but what I admire is people who are able to genuinely lead by understanding how their leadership style impacts the group.”

Always looking for those learning moments, Poteat cites one that has stuck with her. She relays how she had signed off on what ended up being a big bill, before she realized she had gone through the motions and pushed it forward without checking it carefully enough. “It ended up being impactful, and I should have verified that it wasn’t exactly what I thought it was,” she says, saying it helped her self-reflect on how her bent toward action orientation helped propel the blunder forward. “While this focus on action is generally a strength, it can be more of a hindrance when I pair it with bravado,” she says, noting that it’s important to always slow down and take that extra step. “I learned the importance of balancing confidence with humility, which I try to work on every day,” she says.

While Poteat knows that it can be hard for some people, she says that it would be impossible to her to not be out at work. And she’s found it to be a benefit to her career as it opened up relationships in affinity groups, as well as allowing her to help others on the personal front. In fact, in larger organizations she finds that the managers she had were quite proud she was on the team and that her different reality allows her to see the play on the field from a different vantage.

She and her wife share their life with two Golden Retrievers and love to travel. On the philanthropic fronts, they invest in LGBT-founded companies through angel investing with a group called Gaingels. Companies they support must have LGBT representation within the C-suite, and one of Poteat’s favorite parts is getting to meet the founders while providing economic empowerment.

In addition, she and her wife, along with her wife’s family, have established the Global Education Scholarship fund in memory of her wife’s brother who passed away when he was 31 from cancer. It supports students at Elon, particularly those who may have a chronic illness that might diminish their health quality. She says she always wants to emphasize that despite any life challenge, the timeline of your life remains separate from the value you bring to each moment.

“We underscore that it’s not the length of your life timeline, but the volume of the value you fit into your time,” she says, an ethos they themselves live by maximizing the value of every day.

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