Mover and Shaker: Susan Nicholson, Director of Product and Marketing, WEX Australia

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 By Cathie Ericson
Susan Nicholson says she always assumed that her degree coupled with hard work would equal success. “Those elements are your ticket to play, but hard work is not enough,” she found.Susan
In addition, she says, “You have to demonstrate mastery, but also align yourself to deliver on key outcomes and be a well-rounded leader. If you don’t work well with others, your ability to move up in the organization is hampered.”
She herself has found that a key to success is always delivering on what she has promised, which creates trust and respect in your network.
 
Growing Her Career and Her Team
 
After earning her graduate degree, she got her start in the buying office for Myer department stores (at the time part of the Coles Myer/WESFARMERS retail group). Over a 13 year career at WESFARMERS, Nicholson worked across their business units from department stores to supermarkets and then focusing much of her time on getting the organization to unlock the insights from their rich data through POS, scheme, shareholder and loyalty programs. She participated in the launch of a Coles Supermarket scheme card they worked on with GE, and after that worked with GE for five years, before joining WEX four years ago where she is currently in the role of Director of Product & Marketing for the Asia Pacific region.
Seeking to emulate the qualities of leaders she has admired over the years, Nicholson says the professional achievement she is most proud of so far is her growth as a leader. She particularly appreciates any chance to instill confidence in women who haven’t yet developed it. “I love to empower them to understand their potential to have a great career,” she says. “When you see your team grow and their accomplishments be recognized it is a commendation of your own role.”
 
“I’ve been able to build a diverse, highly accountable team. While the skills of the team are very different, the values are shared. That’s one of the reasons we all enjoy continuing to push, challenge and improve on what we are doing”
 
“The work we have been doing over the past couple of years in the innovation and digital space has created a great energy across the team and the broader business, and WEX Australia has earned recognition by being named one of the top 50 most innovative companies in Australia for 2016.”
 
In terms of career advice, Nicholson would also encourage others to continue to keep their skill set current. “What are you doing to develop yourself? How are you externally focused? Do you understand your customer needs and pain points? What could be the disrupters to the way you do business?” she challenges.
 

Right now she is looking forward to an imminent fuel card program launch which will bring one of the missing ingredients they’ve been looking for in their existing product sets. “I am excited for the potential for that launch and a big focus on expanding in Asia, which will be a positive challenge for our team.”

 

Career Lessons Learned

While she notes that mistakes will always happen, the most crucial component is how you deal with them; for example by exuding a calmness and having the ability to logically work out next steps to arrive at a solution. Your take away should be what you have learned from the experience and building on that.
 
“Seeing how someone mitigates failure is one of the most telling aspects of their character”
 
In addition she recommends always being ready to jump in to any project and give it your best. “If someone gives you an opportunity, put your hand up so that you can be involved in the newest and most interesting things, which is where you are bound to learn the most,” she advises.
 
“In today’s environment you need to create a culture and be a willing participant in a culture that isn’t afraid of failure, brave enough to try something new and figuring out new paths for organizational growth. Working with companies such as WEX with the freedom to explore, build and grow is really important to me in terms of career satisfaction,” she says.
 
That attitude has led Nicholson to be active in many groups, both internal and external. She was involved in the GE Women’s Network and now at WEX has been active in the Women in Payments Australian Symposiums. WEX is one of the first sponsors of that group in Australia, which fosters a network for women in the payments industry.
 
WEX is currently planning its third sponsorship of the event, which has been a positive way to raise the company’s profile, as well as leverage the network and introduce others to the fact that there is an exciting career path in payments.
 
WEX has a robust leadership program that has given her a lesson she is happy to bring home. “I want to make sure I am giving my two young children the time they need to watch them grow,” she says, a life balance encouraged by WEX.
 
This holistic view has also inspired her to find time to squeeze in fitness and other pursuits. “I am happier and more productive when I achieve a healthy balance in all parts of my life.”  
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Voice of Experience: Stephanie Ivy Sanford, Managing Director, Investment Management Division, Goldman Sachs

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stephanie ivy sanfordBy Cathie Ericson

“One of the most important things I realized when I began my career is how crucial it is to strike the right balance of being a team player and being accommodating, but also knowing how and when to push back,” says Goldman Sachs’ Stephanie Ivy Sanford.

“The firm values diversity of opinion, and you have to take calculated risks, whether it’s standing up for yourself or respectfully presenting a different strategy as you strive to make the work product better.”

Cultivating a 20-Year Career at Goldman Sachs

According to Stephanie, she “fell into finance” when her curiosity was piqued by classes she took while pursuing a master’s degree in public policy at Harvard University. She soon discovered that municipal banking might be an interesting path and began her career at what was then Fitch Investors Service through the support of a friend and mentor.

While a wonderful training ground, Stephanie was searching for a new opportunity to propel her career forward and reached out to a fellow Wesleyan alum working at Goldman Sachs. She joined the firm in 1997 and is looking forward to celebrating her 20th anniversary this year.

After two years in Goldman Sachs’ Fixed Income, Currency and Commodities Division, she became curious about other opportunities, and recognized that asset management was both a growing area and a good match for her skill sets and relationship-oriented personality. She joined Goldman Sachs Asset Management (GSAM) in 2000 and eventually assumed a role in a new group created for the middle market, covering west coast institutional clients. In 2006, she transferred from New York to Los Angeles, and currently manages a team of five covering GSAM’s west coast public fund client business, along with some strategic legacy corporate and endowment clients. She was promoted to Managing Director in 2012.

Lest anyone assume that the path is easy, Stephanie is quick to point out that everyone, even the most successful, have bumps along the way. “Starting out with no experience in finance, I couldn’t imagine being promoted to VP let alone MD. But by taking the risk to move out west and live in my client territory, and with the guidance of my mentors in new roles, I have been able to survive and thrive at Goldman Sachs for almost 20 years,” she said.

Currently, Stephanie is focused on signing a “goal” client — one they’ve been in discussions with for some time, and she is excited about the progress they are making. “It’s a very challenging situation we are determined to complete successfully, as it would be incredibly meaningful for GSAM to work with this client.”

Keeping Up in a Changing Industry

Stephanie finds that the industry today is very fee-focused, which ultimately affects her business. “It’s interesting to see where we compete with other managers who are looking at passively managed strategies versus our active management,” she says. “It’s important for us to have a voice and a view in the increasing conversations around alternative investments and equities, since they are affecting how we do business, and the increasing client demand for customization.”

Stephanie adds that she has the privilege of working on several industry boards, which allow her to gain additional insight into stakeholders’ views of trends shaping the sector. In turn, this helps her understand how Goldman Sachs can adapt to address industry changes, ensuring that the firm can best serve clients.

The Role of Advocacy in Women’s Careers

Stephanie has noticed that in general, women are less inclined to raise their hand and ask for an assignment if they don’t feel they are perfectly equipped for every aspect of it. In contrast, men often jump at taking on new responsibilities, even if they are not fully prepared for such a role. Stephanie stresses that women need to speak out in the same manner if they want to be considered for new positions.

She has also learned how important advocacy is in advancing your career; she acknowledges it can be more difficult in a male-dominated industry for women to establish the same type of relationships that men can develop with ease over dinner or on the golf course.

Stephanie recognizes therefore that it’s crucial to keep an open mind about who your mentors or sponsors might be and realize they don’t have to “look like you.” She references one mentor who became a close friend despite political and ethnic differences; their relationship provided insight into how she was perceived at the firm, which ultimately helped her career.

Finally, Stephanie shares one important lesson learned along the way – ask for help when you need it. She believes this is integral to the firm’s culture, and is behavior that is encouraged and rewarded. She recalls one instance where she was given so much responsibility and senior client interaction as an Associate, that she felt overwhelmed, When she finally asked for assistance, her manager said, “We were waiting for you to speak up – we only give you what we think you can handle,” a lesson that has stuck with her.

Seeking and Giving Feedback Are Both Crucial

An integral aspect of your career is requesting feedback and integrating that feedback into your daily processes, advises Stephanie. “This is a quality you find in the people who thrive and are given new opportunities,” she notes, adding that in the workplace, men and women approach feedback differently.

“Men are more prone to give feedback to other men, partially because they may be more worried that you might be offended to receive feedback as a woman or person of color,” said Stephanie. “You have to let them know you value their input. Say, ‘You can hit me on the chin; I want it. I can take it because it makes me better.’” She notes you should then circle back and identify the changes you instituted to reflect their input.

Additionally, Stephanie calls on seasoned professionals to provide feedback to junior people, whether related to their work product or conduct in the workplace. “It’s also not just feedback they directly receive, but junior employees should also realize how nonverbal cues can contribute to the opinions that people form of them.”

She notes that she learned many of these unspoken lessons through the Goldman Sachs Firmwide Women’s and Black Network, which also provided additional opportunities to work with senior women across the firm. Stephanie cites developing a close, personal mentorship relationship with a female partner who later became her boss and helped her strive for bigger roles. “She really helped me understand how the firm works and how each role leads to a new opportunity when you think about your career.”

Stephanie is eager to pay it forward; she was gratified when she was recently asked, as one of the most senior woman in her region, to host Q&A sessions in the firm’s Los Angeles office for junior people.

Family and Philanthropy Fill Her “Off” Hours

Active in a number of philanthropic organizations, Stephanie serves on the board of Kids in Sports, which provides sport activities for underprivileged children; she’s also mentored students from Crenshaw High School; and is a former trustee of her alma mater, Wesleyan University. In addition, Stephanie is a founding member of the National Association of Securities Professionals’ southern California chapter, which serves women and minorities in the industry by providing networking opportunities and ensuring that minority firms receive visibility across the sector. She has also been involved with her church, serving on the hospitality committee and participating in a girls mentoring program.

Finally, she is passionate about spending time, skiing and exploring new places with her husband and 18-month-old daughter.

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Mover and Shaker: Peggy Watson, Vice President, Product Management, North American Fleet for WEX

peggy watsonBy Cathie Ericson

Peggy Watson believes that respect and relationships are the cornerstone for success. She has found that it’s vital to take the time to know what matters to people: Whether you’re trying to close a deal or get the best from an employee, if you know what makes them tick and address it in a genuine way, you will be successful.

“Being genuine and having respect will allow you to build relationships that will help you move forward together,” she says.

A Successful Career at WEX – With One Detour

Watson has spent the majority of her 30-year career in marketing, starting with a position in high school doing management and marketing for a pizza chain. It not only sparked her love for food, she jokes, but also gave her the business bug and an enduring curiosity for how businesses tick and promote themselves.

She joined WEX in 1998 where she has held various roles for the past 18 years with only one brief departure.

“I loved my job and got a lot of energy and satisfaction from it, but at one point after I had reached a director level position, I had the opportunity to try something totally different which I thought was my calling – that would allow me to combine my love of business with my love of food,” she says. She joined a small catering business, working with the owner to expand its reach; although she wasn’t sure it would be the right fit, she told herself to be bold and take a chance because if she didn’t try it she would always wonder what might have been.

The wonder ceased soon after she joined as she realized that she was better suited to corporate marketing. “I have always enjoyed cooking and entertaining, but I realized my joy comes from doing it for people whom I love, and the job took me away from that.”

Her boss at WEX had encouraged her to return if her other opportunity didn’t work out so soon she was back, feeling more confident and bolder in her career after the learning experience. “It was an amazing experience, from which I learned a lot, and have no regrets.”

After she returned to WEX she eventually moved into a role where she was overseeing both product and marketing and supervising a large team. “That’s one of the benefits I’ve experienced while working at WEX. There’s always a new challenge.”

Overseeing the Challenges of the Future

Backed by a company always looking to increase the speed with which it moves and innovates, Watson enjoys building teams and is now relishing the challenge of building a repeatable and scalable process for taking customer insights and turning them into valuable products solutions for customer.

One important industry innovation she is tracking is the intersection of payments, mobile technology and the connected car, which has the potential to have a major impact on their business model going forward. “I believe that the concept of a driverless car will be a reality within my career,” she says.

Realities of the Corporate World

When reflecting on what she expected in the business world, Watson shares a vision common among young professionals – the glamour of corporate travel. While she appreciates the opportunities she has had to go interesting places and meet people, she soon found out, as many do, that on the whole travel takes its toll.

Mentors Helped Her Achieve

Over the years Watson has had a number of advocates who have helped with both visibility and building confidence. Along with multiple positive role models, she had one in particular who showed her what not to do — a boss early in her career who seemed to enjoy working in a chaotic environment and would create fire drills to watch the staff respond. Watson quickly learned that when there is actual deadline stress, you want the team to take it seriously and be at their best, rather than having it be a regular occurrence.

On the other hand, she mentions a boss who offers two traits Watson tries to emulate. “She was the smartest person I’ve ever known, but she used her knowledge to be inclusive rather than exclusive. She was the smartest person in the room, but she never made anyone feel less so. “Her knowledge was deep and wide, and she was generous with it, rather than imperious.” Watson says that she learned that sharing information leads to strong, trusting relationships that will positively impact your career.

Watson also appreciated the team perspective her mentor offered, understanding what each person brought to the table and how it fulfilled the whole picture.

“She brought me on the team to fill a gap. She herself was a very talented writer, and once when I struggled for days trying to write a piece she stopped me and said, ‘Don’t struggle with that, as I can do it easily. Instead, I need you to manage the production of the publication because I’m dreadful at that.’” That’s when Watson says she learned to look for complementary skills rather than clones when pulling a team together.

Watson appreciates the educational opportunities she’s been offered at WEX, including an integrated leadership development program of which a significant component was working with an executive coach. “That relationship has been enormously helpful in developing my career and refining my future goals and how to achieve them.” Watson notes that she’s often been tapped for a positon even when she wasn’t certain she was ready, but the rapport she’d developed with the coach allowed her to see the possibilities and embrace the challenges by taking the risk and putting herself out there.

In one instance, she put her hat in the running for a bigger job that she wouldn’t have considered without her coach’s encouragement. Though she didn’t end up in the position, the process was extremely empowering and built a feeling of confidence for the next opportunity.

A Love of Cooking Permeates All Aspects of Her Life

When not working, Watson continues to indulge her love of cooking and entertaining; in fact she says it’s not unusual for her and her husband to have dinner guests two or even three times a week. “I learned a lot in the short time I switched careers, and now I can whip up a dinner party for 20 in two hours,” she says with a laugh.

And although her catering venture wasn’t a good career fit, she continues to help friends with special occasions. Using cooking as a creative outlet has threaded throughout her career, even to her philanthropic pursuits, where she delights in helping in soup kitchens and food drives.

Career Lessons

There are two important lessons I’ve learned over the course of my career, she says. “First, take risks – you always learn something from them, and the more you do it the less scary they are. And second, respect people: Understand where they are coming from and understand what they do well and give them the opportunity to use those skills.”

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Voice of Experience: Yolanda Cash Jackson | Equity shareholder in the Government Law & Lobbying Practice Group & Member of the Management Committee of Becker & Poliakoff

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yolanda cash jacksonBy Cathie Ericson

“It’s important never to put limitations on yourself based on how others see you,” says Becker & Poliakoff’s Yolanda Cash Jackson. “While it can be challenging to be the first and break new ground, since there’s not a pattern, you have to learn to take directions from your gut and people you trust.”

These words have served Jackson well during her years in law, which she considers her second career, after seven years in retail. During law school she worked as a summer law clerk for the oldest law firm in Miami, where she was subsequently offered a position as an associate and stayed there until former colleagues opened another firm and hired her.

Within a year, the founding partners got a divorce, her husband passed away and she found herself at a personal cross roads. She went to a midsize firm where she was doing litigation, until she got an interesting offer from a friend with whom she had grown up in the community where her father was a pastor. He was running for Florida State Senate, and she helped oversee community outreach on his behalf. He then asked her to head up his state Senate campaign as his campaign manager and that was it — she was hooked on government law.

She developed a proposal to start a government services firm within her firm, but they rejected the proposal since the majority of their work was based on hourly payments, rather than retainers, and they didn’t see it as a financially sustainable model.

Soon after, a friend referred her to Becker & Poliakoff, where she started in January 1999 with the agreement she would do both litigation and government work. The campaign niche grew so rapidly that soon she was able to focus exclusively on government outreach.

“Unfortunately I’m still a rarity as an African-American lobbyist in a for-profit corporation,” she says, adding that she sometimes gets pigeon-holed based on race although she has been able to successfully work across both sides of the aisle. “I certainly often catch people by surprise,” she says.

Some of her most impactful clients have been historically black universities, where she can see she has made a true difference. In addition, although she has worked with numerous municipalities, she is most proud of Miami Gardens, a city with the largest concentration of middle-class minority citizens south of Atlanta. She began working for them 12 years ago when they had one employee; they since have grown to more than 500 employees with a multi-million dollar budget. One of her biggest achievements has been helping establish them as the third largest municipality in Dade County. Since that time, Miami Gardens has hosted Super Bowl 2013 and a nationally recognized jazz festival.

Making Strides within the Lobbying Industry

While Jackson says she can feel a change in the acceptance of women in visible roles on the lobbying floor, she says that there are still certain industries like insurance and banking that remain male dominated. However, she says a sea change is already underway and with more women coming into the legislature, she has seen the rally of support as women legislators ensure women have access.

As she works with younger women, she sees a continuing challenge in impressing upon them the importance of maintaining a certain decorum – from how they dress to how they interact with clients and legislators.

“Men might not be as concerned about going to dinner or drinks with a legislator after hours, but a woman needs to think about it,” she says, noting that women have to be more careful that their achievements are never called into question based on relationships. “Appearances and reputation are paramount, and often younger women don’t instinctively realize that,” Jackson says.

Regarding women she considers her peers, Jackson believes that they need to remember to support one another. She cites the movie Hidden Figures, where the women were focused on helping each other achieve the next milestone — discussing challenges and celebrating each other. Naturally this type of interaction is less common in a competitive environment like lobbying where you always have to win, but there’s a balance between being competitive and cutthroat, she notes.

Jackson sees a place for women’s groups, but mentions that sometimes there can be duplication between other networking groups. Careful never to want to be seen as “the diversity partner,” she balances the needs of gender-specific networking with overall industry involvement.

Seeking Balance

Another area she has seen great strides being made as millennials impact the workplace is in work/life balance. Jackson remembers bringing her daughter to work years ago and letting her fall asleep on the couch if a project needed completion. Now, women are more apt to go home and be with their families, which is important, and yet, the pendulum could be swinging back slightly. She says she sees a reoccurrence of comments such as “Oh they’re never in the office” regarding professionals who work from home. “You know who’s doing meaningful work, and yet face time still matters,” she says.

That said, one of her goals for 2017 is balance. In her line of work particularly, it’s hard to separate work from pleasure since she thrives in her role as rainmaker and opportunities are always around her. For example, she met one of her current clients at the hair salon.

One important outlet in addition to her family is work she does with philanthropic organizations, including Children of Inmates and the Florida Children’s Initiative, both of which have expanded throughout the state since she’s been involved. She also has put her heart into her position on the board of the Urban League as well as her church.

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Mover and Shaker: Chenelle Manley, Manager at National Professional Services, PwC US

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chenelle manleyBy Cathie Ericson

Sometimes the best career advice is the most enduring, finds Chenelle Manley, who took to heart basic lessons gleaned from her parents and grandparents that are simple yet effective. While you can learn all the client and technical knowledge you need, there are some lessons that can’t be taught – being punctual, and having a positive, can-do attitude, for example.

“Have a good work ethic; but don’t feel obligated to tell people you’re working hard because it should be apparent,” she says. Those enduring lessons have been the cornerstone of a successful career at PwC.

A Successful Career at PwC

“If I was talking to my 21-year-old self I would tell her that time goes by fast,” says Manley, noting how fast her tenure at PwC has flown.
She began as an intern in the Detroit office after her sophomore year of college at the University of Michigan-Ann Arbor, as part of a diversity and inclusion program known then as PwC eXceed. She was one of the fortunate ones to receive both a scholarship and internship, which she counts as one of her best learning experiences where she could get to know everyone at PwC without the pressure of juggling client work.
She completed two more client service internships, and for the third, begged her recruiter to let her try out the Private Company Services group in New York. It ended up being the perfect fit and she joined in 2009, spending seven years there until this fall when she transitioned to the National Professional Services Group.
While she was previously primarily working on audits, now she will split time between two groups, since the National Professional Services Group supports engagement teams and helps with thought leadership on financial accounting standard setting. “I’m excited not only to meet new people, but also to increase my technical expertise. You don’t always have the chance to flex specific muscles unless a client has those needs.”

Rising With the Support of Others

When Manley first joined the workforce, she thought that as a black woman she might have to work harder, but never felt that pressure at PwC. In addition, she worried that in such a big firm, she might just be a number but over the years she’s found that not to be true at all. “I feel I have always been supported both personally and in my career growth,” she says, noting that her recent transfer came about because of robust partner support that allowed her to look into different opportunities.

Through this move she has learned that the partners truly are a resource. Initially hesitant to mention leaving her group since she admired her partners and clients and had great working relationships, she notes that the partners have been supportive of her path. “It’s scary to raise your hand and want to make a change when you’re doing well, but having those conversations with partners empowered me to take the leap – they were so much more helpful than I had envisioned. It was the first time I had activated that specific network.”

As she realized, her partners would rather see someone make a great career move within the firm than leave. She says the bonds extend to the personal side as well; when she was looking for a new house, her partners offered her help and advice. “You expect that from friends and family but when it’s from a relationship at work, it’s surprising and appreciated.”

Over the years she has been involved in a number of internal mentoring programs, including the Vanguard program that was particularly helpful when she joined it within her first month at PwC. She has seen the power that sponsorship can have, noting that it doesn’t have to be loud but often moves in silence, when you have no idea that someone knows your work product or even your name.

“The mentor prepares you for your next role, but the sponsor champions you in areas that are out of your hands,” she says. “I’ve had people help me land on the right engagements and take advantage of the right programs, which has furthered my development. That support is crucial to elevating your career.”

When Manley first interned in New York, there was only one black female in her group in the metro office, a senior associate who had become a manager by the time Manley joined full-time. “She was a hard worker, highly regarded by partners and staff, with high integrity,” Manley says. “Although we didn’t frequently work together, she made a point of furthering our connection by sending emails to check in and see how I was doing. She was that person who was always there and offered her experience, and to me that is the best definition of a role model.”

Currently pregnant with her first child, Manley looks forward to accessing PwC’s working moms’ groups, such as Mentor Moms, which is PwC’s effort to match women returning from maternity leave with experienced mothers who are successfully juggling family and careers. She has seen the value that PwC puts in its working moms by providing support and resources that didn’t exist even 10 years ago. “It used to be that in order to succeed at work, you had to have a crazy schedule that might infringe on family time, but that’s no longer the case,” she says.

Traveling, Volunteering and Spending Time with Family

With days about to be even fuller once her baby arrives, Manley appreciates the support she receives from her family. Avid travelers, she and her husband head out whenever they spot a great travel deal, and have recently visited Dubai, Italy and Costa Rica, among other locales. As Manley notes, PwC’s policies make it very possible to take vacations. Manley is also an active volunteer and has fun assisting her husband, a civil engineer by day and a photographer by night, who often taps her as an “unofficial model.”

“It takes me out of my comfort zone and is so different from my normal job,” she says.

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Voice of Experience: Angela Harrell, Senior Vice President, Corporate Responsibility, Voya Financial; President of Voya Foundation

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LC_Harrell-Angela_full By Cathie Ericson

“Women sometimes feel like they must have all of the answers in a male-dominated industry,” says Voya’s Angela Harrell. Harrell believes that women tend to put pressure on themselves, and hang back, rather than apply for an assignment or position because they might not feel like they check every single box. Men alternatively may only have half the necessary skills, but apply because they plan to manage the uncertainties as they arise. “As women, we need to believe that we are capable and can achieve whatever we set our minds to do. Perfection can be the enemy of good,” she says.

This translates to the board room or in meetings. “Women sometimes risk coming off apologetic or even discount their own expertise with phrases like, ‘You may have already thought of this, but …’ or ‘This might not be a good idea, but ….’ If you have an idea, sell it,” says Angela. “If you are going to speak up, do so with conviction.”

A Varied Career, Focusing on What Really Matters

After earning degrees in foreign affairs, Harrell expected to move into international work. Instead, after grad school, she joined a consulting firm and subsequently an executive recruiting firm, which relocated her to Atlanta. As a Coca-Cola Scholar, she had ties to The Coca-Cola Company and soon joined them as a project manager in the chairman’s office, coincidentally replacing another Coca-Cola Scholar.

There she worked for the chairman and CEO, eventually moving into public affairs and communications, where she performed a wide variety of functions, including executive speech writing, media relations, internal communications, overseeing the annual report, the sustainability report and global photography. During her tenure she travelled extensively, including spending two years as an expat in South Africa.

Two years ago, she joined Voya Financial, where she heads up the corporate responsibility function and serves as president of Voya Foundation. “It is truly a culture that embraces corporate responsibility and all its facets, from ethics and integrity to sustainability and serving clients in a way that reflects our mission and values.”

A Service Ethic

This ethos is evident throughout the company. While Voya employees donate to charities at what Harrell calls “an extraordinary level,” employees are equally as generous with their time. Harrell oversees Voya’s National Day of Service (NDOS), where 60 percent of the company’s 7,000 employees (and 100 percent of its senior leaders) logged 13,500 volunteer hours this year.

For the event, employee-led committees across the country selected community projects for volunteerism efforts. Employees embraced the opportunity to interact with a diverse network of project participants, all in the name of serving the community. Harrell sees this effort as one that encourages ongoing volunteer behavior, since many people desire to help but are daunted at the prospect of diving in on their own. “Volunteering with colleagues to make a difference in a community infuses a different kind of dynamic into relationships and really reinforces the power of working together. In 2016, family members were invited to participate in the event.”

Harrell has acquired a more holistic understanding of how corporate responsibility manifests in financial services, affecting everything from environmental, social and governance (ESG) influences on investment decisions to the importance of transparency and disclosures. “It’s exciting to see businesses and individuals increasingly take ESG into financial investment considerations and think about the long-term impact on people and the planet,” she says.

Imparting Lessons to the Next Generation

When looking over her career, Harrell notes that her achievements of real significance have involved empowering others. “I am proud of how my team members have stretched themselves, either to transform an existing program or to develop a new, groundbreaking one,” she says. “When I stand back to consider my achievements, they center around enabling others to flourish by providing guidance and coaching as a partner, rather than being prescriptive,” says Harrell. “If you give guidance and help clear the runway, people can really soar.”

She adds that the best feedback she can get is positive input about a member of her team. “That is how you multiply and scale your effect,” she says.

Part of this focus stems from her early years when she was self-reliant to a fault, determined to accomplish everything by herself. But that attitude can preclude opportunities to understand other people’s perspectives and how they might approach things, which can influence you to think creatively. She soon realized that asking for help or input would allow her to grow, rather than reflect weakness.

“The kind of leader I want to be is the one who says, ‘How can I help you?’ but lets people succeed on their own,” she says.

She also encourages young women to think about their own personal brand and how they want to be perceived by others. “It’s not about being someone you are not. It’s about making sure you are yourself in all facets of your life,” she says. “If there is too much dissonance between who you are at work and who you are in your personal life, it can be exhausting. You can be your own true self and be successful.”

She mentions one woman who said she was always feeling pressure to “not be too nice” and be less emotional, which was contrary to her personality. Harrell urged her to choose the path where she could be herself, while ensuring that she wasn’t so nice that people would walk all over her.
She reminds senior women to pause and make sure they are continuing to build relationships with those around them, with a special recognition of more junior women.

“Part of our responsibility is to reach our hands down and bring others up with us,” she says, adding that it can be informal and doesn’t need to be overly time consuming, like connecting during lunch or for coffee. “We have to transfer some of the strength we have to those who are less experienced.” As such, Harrell often mentors other women and is active with many of Voya’s employee-led committees.

Noting that many women lead the community-oriented groups at each of Voya’s sites, she says those roles allow women to hone leadership skills they might not otherwise obtain. She recommends women take advantage of leadership opportunities within employee resource groups or through the mentoring programs their companies may offer. They help women flex their leadership muscles and meet colleagues they wouldn’t normally interact with often.

A Global Citizen

An avid traveler who has lived in eight countries and traveled to more than 50, Harrell is serious about her globe-trotting. She is an adventurer who immerses herself in different cultures. “I love learning about culture through the way people greet each other, their dress, food and all other nuances you experience when you get off the beaten path. It really fuels me,” she says.

Equally intrinsic are the many experiences she can obtain right in New York. “The entire world is here, no matter what I want to see or eat or the language I want to hear,” she says. “It’s amazing to literally be surrounded by the world.”

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Voice of Experience: Mar Gallardo, Partner, Diversity & Inclusion Leader, PwC Spain

mar gallardoBy Cathie Ericson

Everything takes its own time, says PwC’s Mar Gallardo. “Our career is not a crazy competition for short-term successes, and everyone should drive their career with a medium- or long-term perspective. As you make decisions, you may even learn that some of them were wrong, but learning from mistakes allows you to become stronger and more resilient,” she says.

A Life-Long Career At PwC

Gallardo has honed her long-term career at PwC, joining in 1987 as an auditor. Initially she focused on Telefonica, the major telecom company in Spain, and clients in the automotive sector. Since 1996, her activity has been focused on CIP clients (industrial, automotive, retail and consumer and pharma), including auditing and advising clients on the IPO process, U.S. GAAP and IFRS conversions and in accounting and compliance approaches. She was promoted to partner in 2003, the first ever female partner in PwC Spain.

In 2006 Gallardo assumed responsibility for the assurance practice for industrial products and automotive, as part of the assurance executive committee. She has since added responsibility for business development and is currently the CIP leader and the Diversity & Inclusion leader since 2012. In addition, Gallardo is a patron of the PwC Foundation in Spain and a member of the advisory board of Expansion, a financial newspaper in Spain.

Gallardo says she can’t point to one specific achievement she is most proud of, because after 28 years at PwC, she sees that her success has been a combination of many factors. “When I look back to the start of my career, I see all the experiences acquired, all the projects I have participated in, all the people I have met, and all that I have achieved, and I feel very proud of the sum. I feel very privileged to be able to continue enjoying and learning at work every day.”

The Importance of Retention

Right now, Gallardo is immersed in the many changes and transformation that the CIP industries are facing, as she works with her team to build solutions — adding value to clients while differentiating themselves from competitors in the services they provide. And that demands that they continue to attract, retain and develop the most diverse talent to allow for different points of view.

“As diversity leader in PwC Spain, I know it’s imperative to have diversity as a strategic priority embedded in our organization,” she says, noting it is even more important, due to new EU legislation, which among other requirements, has defined a Mandatory Audit Firm Rotation (MFR) that is impacting the audit market in many ways.

“We are dealing with a significant transformation of our firm and it is more crucial than ever to attract and retain the best talent. With women representing half of the new joiners each year, we cannot afford to lose female talent later in the pipeline.”

However, it is a fact in Spain that industrywide, more women than men leave before they reach leadership levels.

“Lost female talent at upper levels is a complex problem with many contributing factors both structural and corporate,” Gallardo says.

Since women still shoulder the bulk of home and child-related responsibilities, they often choose not to pay the price of long hours at the office. In addition she notes that as result, women have less time to dedicate to developing professional relationships and therefore can have less visibility inside the organization. Finally, some women demonstrate less self-confidence and therefore find it difficult to ask for promotions; although she sees this changing as millennials enter the workforce with increased confidence.

Finally, she sees that the culture of companies can present a barrier, due to unconscious bias, which affects leadership styles and how decisions are made and relationships formed.

“This is not a social question, but one of financial impact,” Gallardo stresses. “We have to be focused on retaining that talent as a business issue.”

That’s why she urges women entering the industry to drive their own career and exude confidence, unafraid to be ambitious and participate in open discussions regarding professional development and their objectives.

And she urges her peers to make the effort to support other women to grow and overcome the barriers they encounter in professional development, by dedicating time to be role models.

“I am convinced that if we dedicate time to know, understand and support female professionals along their careers, as their formal and informal mentors, and let them work in a flexible manner focused on objectives, we will be able to retain and advance women at all levels.”

Gallardo says she is focused on establishing objectives and implementing measures in light of the information obtained from the firm’s diversity balance scorecard. Built in 2010, it is a detailed analytical process which contains data on all key process of human capital affecting the professional development of women in PwC.

“What can´t be measured does not exist and it is crucial to have quality information to analyze and subsequently establish measures of accountability,” she says. Their work on the scorecard was reinforced with the adoption of the Global Inclusion Index, the PwC network D&I accountability framework.

In addition, Gallardo emphasizes that care is a key value, as they seek to understand each individual and what matters to them. “We have to make the effort to recognize the value each person contributes, while supporting others to grow and work in the way that brings out their best.”

A Full Life, Inside and Outside of Work

While Gallardo acknowledges that it would appear difficult to balance a demanding work schedule with family life and hobbies, she says that careful planning can allow you to accomplish all your goals.

Gallado couldn’t be prouder of her children, ages 17 and 20, and makes time for annual skiing and beach trips with her family. “Vacation is important to allow you not only to explore new places but share quality time with your loved ones,” she notes.

Since she was young, she has enjoyed snow and water skiing, tennis and paddle ball. In addition, she loves listening to music and is just one year away from a degree in music theory.

“While I have many hobbies, I have to say that I also really have fun working. It cannot be any other way.”

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Mover and Shaker: Kristin Manning, Equity Analyst at Voya Investment Management

Kristin ManningBy Cathie Ericson

“It’s crucial in this business to stay humble and truthful with yourself,” says Kristin Manning, equity analyst at Voya Investment Management. Over the years she’s seen much success, which she credits in part to being able to maintain a level clarity, especially during difficult times. “Recognizing when something has changed and avoiding compounding one bad decision with another is key,” she says. “Learning from mistakes is a huge part of anyone’s growth in this industry, including my own.”

Building a Career by Capitalizing on Opportunities

Manning began her career in a rotational program with Strong Capital Management, with the ultimate goal to move to the investment department. When one of Strong’s top portfolio managers had an opening for an administrative assistant, she applied, knowing he had a history of promoting his assistants. She took that leap of faith to get her foot in the door and within six months was promoted to an open analyst position.

In 2006 she joined ING (now Voya) as a financial analyst and progressed through several roles, ending as assistant portfolio manager of a midcap fund in 2012. At that time, she decided to relocate with her young family to be near her Midwest roots. She accepted a position as an analyst at Waddell and Reed in Kansas City, where she stayed until her former boss at Voya reached out and asked if she would consider returning to his team working remotely. She agreed, and is now a senior consumer analyst on Voya’s growth team. She spends one week a month in New York City and the rest in a small Voya sales office in Kansas City – an arrangement that works very well for her as a working mother.

The industry continues to fascinate her, including the current interplay between technology and consumer industries. “When you think of retail and e-commerce, media and the emergence of online video options, or mobile ordering at restaurants, there’s virtually no area of the consumer industry untouched by technology, which is exciting and challenging at the same time.”

Relationships Contribute to Success

The professional achievement she is most proud of so far is a basic one: breaking into the industry at all, given that she had what she calls a relatively unremarkable background with no connections to the finance world. “I had to prove myself, and I am fortunate there were people at Strong who believed in me and gave me opportunities.”

When she first started in the industry, she hoped her hard work would be rewarded and is proud to have worked in firms that reward professionals based on merit, rather than their ability to play politics.

Over the years, her career has been elevated through the relationships she has built, including one with the manager who ran the rotational program at Strong, who was instrumental in securing that first assistant position. “That was critical to my success,” she notes, as was the assistance she received from her current manager Jeff Bianchi, who invited her back to Voya after relocating. .

In addition, she mentions role models such as Ann Miletti, now lead portfolio manager at Wells Capital (formerly Strong), who mentored Manning early in her investment career. Manning notes that Miletti also came to the investment industry from a non-traditional avenue, and has had great success in the industry, all while remaining down-to-earth and juggling the dual demands of career and family.

Finding the Balance

Manning acknowledges Voya’s role in allowing her to succeed as both a professional and mother, mentioning the firm has always been supportive of women.. “It’s paid off in terms of attracting and retaining top talent,” she says.

Now the mom of two daughters, ages 2 and 5, she believes it’s important to be a role model for them and the next generation of women. Manning loves to travel and has started introducing her girls to new places in order to expand their perspectives of the world, with recent trips to Germany and St. Lucia.

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Voice of Experience: Paget MacColl, Partner, Investment Management Division, Goldman Sachs

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By Cathie EricsonVoice of Experience

“Develop great friendships at work, across the industry and at every level,” recommends Paget MacColl, Partner at Goldman Sachs. “If you’re working with people you have a strong relationship with every day, work is more rewarding and certainly more enjoyable,” she says.
Through both formal and informal networking, MacColl says she has developed deep, lasting relationships, which she notes are critical to advancing one’s career. She stresses that networking outside the firm can be more challenging but is equally important.

Achieving Success and Sparking Other Young Women’s Ambition

MacColl began her career in Goldman Sachs’ Securities Division Debt Capital Markets Group, which offered broad exposure to various types of investments and clients. In her third year at the firm in 2001, she moved into the Investment Management Division and joined the Alternative Capital Markets Group. Growing on that team, she came to co-lead the group and oversaw fundraising for private equity funds and other alternative investments, a space that experienced tremendous growth from 2001 until 2007. “It was an exciting time to be in this group because of the huge growth in the alternative investment industry. I got to see the height of the market, and then after the financial crisis, I saw the depths that the industry reached. Both provided great learning opportunities.”
In 2012, MacColl took a brief hiatus from the firm to work for a client, a former Goldman Sachs colleague, where she quickly realized that life outside of Goldman Sachs is very different. “The grass is not always greener,” she said. “I call it my five-month dose of perspective.” Due to strong relationships with mentors and sponsors, she returned to Goldman Sachs. Upon her return, MacColl was asked to build out an institutional capital markets team within the Investment Management Division. In this role, she works with investment teams and institutional sales, leading fundraising campaigns for various investing strategies.
In addition, she now oversees the middle-market sales team in GSAM as well as the firm’s relationships with global investment consultants, which she says is an exciting challenge given their high level of sophistication and intricate relationships. “It’s an interesting dynamic; we need to work with consultants collaboratively, yet sometimes we compete with one another.”
MacColl says being named partner is the professional achievement she is most proud of since beginning her career as an analyst. An active mentor and sponsor to other women, she has also been involved in recruiting. “I love seeing the spark in young women’s eyes as they think, ‘I can do that too.’”

Be Master of Your Career

MacColl says it’s important for younger professionals not to assume that managers and decision makers are aware of their career aspirations. “Communication is imperative. You need to communicate what you want and obtain the feedback you need to move forward,” she reminds women. “Finding great mentors, sponsors and friends you trust at work is critical to this, but it’s also important that you’re prepared for and make yourself open to receiving the toughest feedback.”

She also advises women not to be afraid to ask questions. “I learned so much about my career and potential career trajectory, as well as about the firm and how my colleagues viewed me while I was leaving the firm. When I returned, I realized there were so many questions I hadn’t asked the first time around. This is your career and your future and the onus is on you to ask those questions.”

Creating a Village Inside and Outside of Work

MacColl currently heads the Firmwide Women’s Network, which is comprised of 6,000 people in the Americas, 25 percent of whom are men. She is also a member of the Governance Board of the Wall Street Women’s Alliance, a group of senior women leaders at financial firms that come together to foster commercial outcomes, but also provide mentorship and best practices to one another. “It is a network of women I truly value,” she notes.

She also believes that women can be their own toughest critics and they have to remember that it’s impossible to do everything perfectly as they take on more responsibility and become more senior, often while simultaneously raising a family.

“I frequently see women put pressure on themselves to achieve ‘perfection’ in every aspect of their lives, which can be isolating and destructive. When you share your challenges with others, you realize everyone is facing similar issues and it makes you more accessible and helps you reframe your own reality. You can’t possibly do it all, and you have to remind yourself it’s a marathon, not a sprint.”

Her strong family life is bolstered by longevity: she met her husband, who works at Credit Suisse, in college. In addition to two daughters, aged ten and five years old, they have an eight-year-old son.

In an engaging example of the adage, “It takes a village,” they live near their tight-knit families, including her two sisters who live on her same street. “My husband’s siblings and my sisters have kids that are all of similar ages. As you can imagine, we spend a ton of time together,” she says. “We’ve created our own village and are fortunate that ours is family, but I’ve come to realize that anyone who wants a long and successful career needs to find a community of people who can support them.”

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Movers and Shakers: Donna Bobbish, Counsel, Shearman & Sterling LLP

Donna BobbishBy Cathie Ericson

One of Donna Bobbish’s secrets to success is to prepare as much as possible. Even for those situations that don’t seem to take evident preparation, you will be better served if you devote five minutes to thinking about how you’re going to approach something; for example, breaking a problem or a project into pieces or figuring out who you need to call. “It not only improves outcomes, but it can reduce stress,” she notes.

A Dynamic Career in Government and Private Practice

Bobbish’s path has woven in and out of government service and private practice. She started her career working part time at the Federal Energy Regulatory Commission (FERC) in the natural gas certificates department as a law clerk while in law school at Georgetown. She remained at FERC for about seven years as a law clerk in the Office of Administrative Law Judges, an attorney adviser in the Office of the General Counsel, Electric Rates and Corporate Regulation, and as a trial attorney in the Office of General Counsel, Gas and Oil Litigation.

She subsequently practiced energy regulatory law at private firms in Washington, D.C., and also served at the Department of Energy as a political appointee in the Clinton administration. She joined the Project Development and Finance Group in Shearman’s Washington, D.C., office in 2015. As Counsel in Shearman’s PDF Group, she advises clients on energy regulatory matters.

One of her proudest achievements during her time at DOE was helping the government of South Africa draft a natural gas downstream pipeline act that was eventually enacted into law after Nelson Mandela became president. That involved regular travel to South Africa to meet with interest groups, shareholders and government officials.

“It really took someone sitting down and putting pen to paper and coming up with something that could be discussed and marked up,” she says describing the process. She then returned to Washington where she researched South African laws and drafted a law for circulation so the various groups could examine something tangible.

Over the years, she has confronted what she terms a “false stereotype” that government work is easier than private practice, but she has found the same level of energy and professionalism in all of her positions.

And because of her lengthy history with the energy sector, she says she is certainly staying informed about what may lie ahead with a new administration.

Support Plays a Key Role

Sponsorships have been a theme in her success; as she says, it’s important not just for your own personal advancement, but is also a key to moving projects forward. Having solid relationships allows you to seek the internal support you may need by calling on stakeholders to ask them to put in a positive word for the project.

And proving that inspiration can come from various sources, Bobbish has worked with many role models over the years, yet names the fictional character Horace Rumpole (“Rumpole of the Bailey”) as one she particularly admires, “for a number of qualities.” “He is real to me,” she says, laughing.

Noting her Midwest roots, Bobbish admits that she used to be reluctant to ask for help and recognizes that mindset in friends and relatives, who may also be hesitant to call elected officials to discuss an issue. But her experience in D.C. showed her that you can ask for help and support – even from those higher up. “You may never have met them, but you can ask for support; the worst they can say is ‘no,’ and even then, the sky won’t fall in. And, they might say ‘yes!’”

Now that she has advanced in her career, she believes it is vital for women to assist other women. “We know the obstacles in climbing the career ladder,” she says. “I have been helped by many women over the years, and I feel a sense of obligation to return the favor where I can.”

She says women need to reach out with both sponsorship – putting in a good word for others – and mentorship — where you can help a woman navigate a particular situation — through formal and informal networks. “And don’t be afraid to ask for help!”

Key to Bobbish’ career success has been the support of family, particularly her husband, Scott Perkins, as well as other family members. “It has allowed me to focus on projects and know the lights are on at home when I’m traveling the world, or it has taken the form of a listening ear when I need advice on issues and problems. You don’t succeed alone.”

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