Voice of Experience: Denise Landman, CEO, Victoria’s Secret Pink

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Denise LandmanDenise Landman is CEO of Victoria’s Secret Pink, a $2 billion specialty retail brand marketed to college girls. She is carefully crafting a culture of integrity and trust at her organization while finding innovative ways to engage with her target customers.

True North

“I personally have a fiduciary responsibility to create value for my organization and a secure future for my business leaders,” said Landman. “Leadership is a conscious effort. It is a muscle to develop and build, and requires deep introspection. People become leaders when they decide for themselves what and who they will be.”

“For me,” continued Landman, “the best leaders have emerged as being very authentic. Authentic leaders are guided by an inner compass, or true north. Your integrity is what creates a sense of community in the organization that ultimately translates to performance.”

“Building a culture of honesty can only create positive outcomes,” said Landman. “I make mistakes as well. None of us are mistake-proof. It is often that you learn the most through your mistakes. I embrace those mistakes when they occur in my organization.”

How to Market to College Girls

Many people involved in branding want to go straight to product development.

Landman, on the other hand, needed to spend more time thinking about the characteristics of the college girl. “I needed to define her for myself. I would not allow designers to design anything until we had a clear sense of what this eighteen year old girl wants,” said Landman. “Eighteen year old girls are still young and naive, and, in other respects, preparing to be the women they will be in the future. It is a fragile age. I have to go back to what it means to be an eighteen year old, and how to translate this understanding into a product.”

Learning Your Craft

Landman spent the early days of her career perfecting the fundamentals. “It was only when I knew I could be effective with my career choice that I strive for higher levels of responsibility,” said Landman. “I couldn’t have put myself out there if I didn’t have the right stuff. I am a big proponent of honing your craft and knowing what you are talking about.”

Work-Life Integration

Landman adopted two sons (one from Russia and one from Ohio) when she was 50. When asked about work-life integration, Landman said that she and her husband made the decision that he would stay at home and she would continue with her career. “It is such a personal journey, and there is no one blueprint or roadmap to follow,” stressed Landman.“I am learning a lot about how to be the best mom while also being whole and effective in my professional life.It is hard.”

By Hua Wang

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Voice of Experience: Molly McCombe, Managing Director and Chief Marketing Officer, Citi Retail Services

Molly McCombe “If you see an issue impacting the business, jump in, even if it’s a problem you haven’t solved before,” says Citi Retail Services’ Molly McCombe. “Often, women put a higher burden on themselves to have specific content knowledge about an issue and wait to be asked to solve a problem, whereas men just jump in,” she says, adding that her own tendency to stick to safe projects might have limited her at the beginning of her career. “But now I have more confidence and will raise my hand even if I’m not the expert. There’s plenty of truth to the adage, ‘Fake it till you make it.’”

From Strategy to Leadership

After completing her undergraduate degree in finance at the Questrom School of Business at Boston University, McCombe began her career in a commercial credit training program where she was placed in a lending position, climbing the ladder to become a vice president. She began to consider other possibilities in the business world and honed in on management consulting, attracted by its opportunities to solve a variety of challenging business problems. Setting her sights on that career path, she reverse engineered what it would take to get there and realized a top-tier business school was a must.

After earning her M.B.A. from the J.L. Kellogg Graduate School of Management at Northwestern University, she joined McKinsey & Company and became a consultant for financial services firms, a role she found both fascinating and challenging. Eventually she realized that she was ready to move to an operational role, where she could “practice what she was preaching,” and took a strategic role in the credit card group at HSBC, where she held a variety of positions, including leading business development, digital marketing and product development. She joined Citi in 2011 as part of Citi Retail Services, the division responsible for providing credit cards and related services to stores such as The Home Depot, Macy’s, Best Buy and many more. In her CMO role she is responsible for all aspects of joint credit marketing and analytics between Citi and the retailers, from campaign development and management through execution and assessment, as well as leading Citi’s digital marketing, loyalty, and research groups.

One of the achievements she’s most proud of is making the transition from a strategist and advisor to a manager and operator. “It’s been a 180-degree turn. I love both jobs because they’re different and yet they inform one another,” she says. She enjoys the strategic side — working on thorny problems and helping the client see them through — and also appreciates the day-to-day aspects of leading geographically dispersed teams and tackling tactical and operational issues. “I am a better leader and manager because I’ve done both,” McCombe says.

Managing the marketing of credit card programs with leading retailers puts her in a front row seat to what’s new in both the banking and retailing industries, and she is fascinated by the changing ways that people approach shopping.

“Consumers are in the driver’s seat in how they interact with retailers now, because they can leverage so much information to make informed purchases,” she says. No longer is it just about finding product and price information online, but also considering peer reviews about products and sharing experiences.

“At the same time, consumers are increasingly open to building deeper relationships with retailers,” McCombe explains. “Part of the value we bring to retailers is our experience in this area. We’re using our understanding of consumer preferences to drive more relevant offers to our retailer’s customers and enhance market share for our retail partners.”

The Advantage of Being a Women

McCombe says that women can be discouraged when they don’t see as many women farther up the ladder, which will continue to be a deterrent until the payments industry can promote and retain women at multiple levels. “It’s a challenge to say ‘I’m passionate about this industry, and I’m going to jump in,’ when there aren’t many women on the upper rungs,” she says, citing a niece who just graduated from Northwestern University who had remarked on the lack of women in senior roles. But she advocates that young women view it instead as an incredibly relevant place for women since they are the primary decision makers in households on budgeting and how money is spent. “A savvy organization is going to want that experience and input, whether they’re evaluating their product offerings or their payment options. Since I started, there is a much greater appreciation for a woman’s perspective in this business, and the opportunities are endless.”

And as women do rise to leadership positions, she says they should be sure that they are still focused on growing, learning and taking on cross-functional roles to avoid being pigeonholed.

Grow Your Network to Grow Your Career

Along the way McCombe has appreciated the opportunity to mentor and grow other professionals throughout the years, both on the consulting and corporate side. “I have been able to create a strong network around the globe that is both professionally and personally rewarding.”

She encourages women to participate in programs at their workplace for both educational and networking benefits. “These are terrific forums for junior women who want to get to know senior women; it’s a way to demystify and humanize these senior leaders. When you build personal relationships, you find out they’re just like anyone else, and I found that very empowering.”

She finds that these connections often lead to informal mentoring relationships, the type that are grounded in commonality. “It’s so helpful to have an off-the-record sounding board, where you can talk about challenges and get input on how to handle them. Mentorship and connectivity is incredibly powerful and will help retain women,” she says.

A Rewarding Personal Life

Married to a hospitality professional who owns three restaurants, McCombe appreciates that it has gotten her connected to the Chicago dining scene and its farm-to-table movement.

And McCombe remains connected to her undergraduate alma mater — serving on the Dean’s Advisory Board at the Questrom School of Management at Boston University — for a very important reason: She was able to attend Boston University thanks to an academic scholarship, and now is committed to paying it forward by sponsoring a scholarship for undergraduate women studying finance and analytics. “It’s very gratifying to be able to give back to an institution that gave me my start, and to support the next generation of women business leaders,” she says.

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Rising Star: Kavita Joseph, Lead IT Business Manager, TIAA

Kavita Joseph featured“My primary aspiration in life is to pay it forward,” says Kavita Joseph. “Breaking the stereotype takes more than a little nudge and I want to be that voice for women standing at the all-too-familiar crossroads in their lives. My mentors empowered me and I want that for others.”

Forging Her Own Path

Joseph, a Lead IT Business Manager at TIAA, had a nontraditional upbringing compared to many of her peers. Although women were encouraged to attend school and have a job where she grew up in India, they were rarely expected to pursue a career. Even in light of this cultural challenge, Joseph was successful in overcoming the stereotypes and pursing her dream of having a fulfilling career.

“When I was 20, very few girls in India moved out of their parents’ homes to live in the big city, but my parents supported my decision to live independently and pursue higher education. I am proud and happy that I was able to break the cycle because it inspired my younger sisters and cousins to do the same thing,” she says. “The whole concept was unusual at first. But my proudest realization came years later when I noticed that not only my family, but my small community in general, had turned a corner in viewing women’s careers as not just an indulgence, but as something very essential.”

Joseph credits her mother for being an exceptional role model. In a society where women were mostly home makers, her mother was the head mistress of a reputable school and also largely in charge of raising her and her two sisters since her father traveled frequently. “Looking back on those years, I can see that my mom was always on top of her professional game, was very sought after in the academia, and through it all she modeled an excellent work/life balance. So growing up as her daughter, observing her tenacity, passion for life and constant pursuit of excellence, influenced me heavily.”

Joseph began her career on an inside sales team, which she describes as “trial by fire.” “I made the classic mistake of not speaking up enough and owning the outcome. I struggled initially because I did not know how to navigate that. Eventually I asked for help and found my very first mentor. That was the beginning of really understanding and realizing the importance of reaching out, building relationships and that it is okay to step outside of your comfort zone.”

After a different role in operations, Joseph joined UBS’s Wealth Management division in Marketing Strategy and Development, before eventually moving to IT. She says her biggest accomplishment was being part of the team that built the first mobile platform for UBS Wealth Management’s field staff, a disruptive program that redefined the way things were done and won the CIO award for technology innovation.

“Due to security concerns, financial services firms are typically conservative when taking technology risks. It was exciting to find the balance between pushing barriers in providing mobile access and allowing our financial advisors to untether themselves from their desks so they could spend time in front of their clients.” Joseph went on to become the program manager until joining TIAA in 2015 in a position in the IT Business Office working on strategic programs.

Mentors Make the Difference

“It was a fairly challenging transition to IT, and I was successful due to my hard work and because I had a mentor who invested in me. Even though my mentor wasn’t a tech person, she made sure that I had the support and tools that I needed to make the transition and that made a big difference,” Joseph says.

Based on this positive experience, Joseph made a conscious effort to coach and mentor others: to be there for them as others had for her. “Diversity programs are great platforms to meet people and learn from their experiences. When I joined TIAA, one of the first things I did was to sign up as a member of one of the local diversity council chapters. Very quickly, I had built relationships with a number of people outside of my group, and that was an investment that will pay off in time.”
She is currently active in TIAA’s IT Women’s Council and helped to spearhead the launch of an IT Group Mentoring Program. This program facilitates visibility, mentorship and coaching for program participants as they aspire toward growth. Although the Group Mentoring Program only has been in existence for a little more than a year, there has already been excellent feedback from the first group who completed the six month-long coaching cycle. “The program has introduced a positive change in the culture of the organization” she says. “I feel like a proud parent.”

Learning to Balance

The Group Mentoring Program is not her only baby, as Joseph also has a five-year-old son. “Work-life integration is all about prioritizing on a daily basis because they are both real commitments. Your personal brand is at play every day. This is something I really appreciate at TIAA – that the culture recognizes you on a personal and professional level.”

She and her husband love to travel, but these days tend to stick closer to home, spending time exploring Manhattan and local Jersey haunts together with their son.

Joseph remains active in philanthropic endeavors, sponsoring a program with her family that provides artificial limbs for children in India.

Giving back to others, whether via these activities or through mentorship, is what brings Joseph joy.

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Voice of Experience: Christine Low, Corporate Client Solution Operating Officer, Asia, UBS

Christine Low, UBSBy Cathie Ericson

To succeed in today’s financial industry, you need stamina, says UBS’ Christine Low. “When you first start out, you have plenty of energy, but as you progress and strive for longevity, you find that you constantly have to rebuild yourself — your stamina and your mindset — and stay fit in your body and mind so you can handle the pace and the diversity.”

Based on Low’s success, it’s clear that she has what it takes.

Moving Around – and Up

Originally from Singapore, Low attended college in Australia and started her career in Singapore. Along the way she has also spent time in Hong Kong and Beijing, finding new opportunities along the way.

Low first served as an auditor for PwC Singapore in the financial services group, then began her compliance career at Merrill Lynch before relocating to PwC in Hong Kong to further expand her experience in the regulatory compliance space.She then spent nearly 10 years at UBS where she started to see her career transform in the hot and expanding space working in different locations and functions.She started out with compliance in Hong Kong, relocated to Beijing to be the first Investment Banking Chief Operating Office for UBS’ China Domestic JV before returning to Hong Kong to take on a wider role as the Investment Banking Chief Operating Officer for Asia.She joined a Chinese boutique investment bank in 2013 focusing on the new economy sector, but returned to UBS in 2015 where she is now Corporate Client Solution Operating Officer for Asia, enjoying the challenge of overseeing more than 300 bankers in the region and working to build the business.

Her move from a regulatory role to COO was a big shift, but one that she was able to accomplish because of the many years of experience she’s had in the industry. She has found her integration in the Chinese culture to be a rewarding aspect. “Since China is an up-and-coming economy, just opening its doors in the financial services area, it’s a fascinating and exciting place to be, learning to adapt and gain the trust of my international colleagues.”

Since China has historically been an equities market-driven industry, she says that her newest challenge is switching the mindset of bankers to focus on M&A in today’s rough IPO environment. “Every day is a learning experience as they become more open to M&A.”

Encouraging the Next Generation

Over the years, she has seen the industry transform to be more diverse, with both men and women seeking balance in their work and personal life. “The industry has embraced this and there has been a big change to now offer the flexibility we need,” Low says, a stark contrast to her early years when it was much harder to be a woman in what was then a man’s world. “Many of the barriers have tumbled.”

She encourages young people considering a career in banking to make sure they understand the industry before jumping in. “It used to be that you learned about banking by working in it, but now you can get a good sense of what it’s like before you start with all the information that’s out there,” she says.

When recruiting or counseling younger colleagues, she says a lot of them view the industry as glamourous, but she makes sure they realize that it’s also very hard work with frequent long hours.

“Young people should consider what they’re good at and what they like so they can focus on that,” she says. She points to her current position as COO as a good fit for her style, working with people, yet not in a client-facing role.

Throughout her career she has made sure to be approachable and to offer informal consultations, where younger professionals can discuss their career path and opportunities within the firm. “I like to work with both men and women to discuss how personal life and work intersect,” Low says.

Travel Relaxes and Opens the Mind

Low makes it a priority to travel and see something new and unknown every few months. “You have to take your eyes off work and then you return stronger and more rested to continue your journey.”

She finds that visiting other places opens her mind to how fortunate she is to be working in Hong Kong and the industry. “We have a good life even though we work hard, and traveling shows us that there are other parts of the world where people are much less fortunate.”

As an example, she relays her eye-opening experiences in Cuba over the holidays. “It makes me realize that despite the frustrations we sometimes feel, we are actually far more fortunate than many people.”

In addition to traveling, Low unwinds by cooking, something that she can use as a daily escape to relax and use her senses.

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Mover and Shaker: Karyn Cavanaugh, CFA, Senior Market Strategist, Voya Investment Management

karen cavanaugh, voyaSuccess comes from two major strengths, believes Karyn Cavanaugh, CFA and senior market strategist in Voya’s Multi-Asset Strategies and Solutions (MASS) group. “Work hard, but be nice. People work with those whom they like to work with, so be that person. Then back it up with competence. Be the person who does what needs to get done,” Cavanaugh says. This approach has served her well. Even though she was never actively jockeying for position, she has a reputation as someone who did more than was needed, always moving the ball forward.

Cavanaugh admits her career path was not as linear as most. She says she spent her 20’s “making money and having fun,” as a consultant. She then had three children in three years, so her priority was juggling that with work. At the age of 40, when her youngest started school, she realized it was time to focus on her next move down the career path she wanted. She took a position in internal business development, using her finance background, and then the recession hit.

“My whole group was kicked out, and that’s when I figured out the importance of networking,” she says. Although she had actively participated in groups for fellow University of Connecticut alumni and Chartered Financial Analysts®, she admits that “it was a brutal time.”

At the same time, Cavanaugh saw a chance to reinvent herself. “I realized I’m a finance person, and my other career paths hadn’t been as fulfilling because, deep down, I’m an investment person who loves looking at the market and following economics.”

By happenstance, she ran into a colleague who had hired her right out of college, who was working for ING (now Voya). He remembered she had been both smart and a good worker, and took a chance on her.

Together, they created and evolved the Global Perspectives program, parlaying $40,000 they had been given in seed money into $750,000,000 over four years. Cavanaugh routinely appears on CNBC, Fox Business News, Market Watch, NPR and other shows as a spokesperson for Voya. For Cavanaugh, it’s a dream position. “I get to manage a portfolio and share my views on the market,” she says. “Things do work out if you work hard.”

Right now, she is most excited about continuing to grow the assets under management and build wealth for the investors. The current volatile market has made her portfolio shine, she says, because it focuses on mitigating risk. “In this type of market, people realize they need professional advice and management,” she says.

The Myth of Corporate Drama

Corporate America hardly lived up to Cavanaugh’s worst fears, where she pictured a back-stabbing TV drama. “The reality is most people just want to do great work, do their job successfully and go home. They do want to help each other.” That’s been a welcome realization that has been confirmed with the wonderful managers she’s had at Voya.

She appreciates the mentorship she receives more than most because much of her early career was spent as an hourly consultant. “My work was well respected and appreciated, but it was different than working for a corporation,” she says. “I didn’t have a clear career path or someone who was watching out to promote me.”

She says that her role models are “all the women who came before me on Wall Street.” When her son was recently accepted at the University of South Carolina, she suggested he research Darla Moore, after whom the business school is named. One of the original female Wall Street pioneers in the 1980s, Moore left South Carolina in her grandma’s car and took the whole industry by storm.

“Women like that blazed the trail and made Wall Street accessible to all women,” Cavanaugh says.

Anything Can Happen

The biggest career lesson that Cavanaugh learned came when she was laid off. “Even if you do everything right, even if you are a good employee, it can happen to you,” she says.

She feels fortunate that she had paved the way for her future success and credits earning her CFA designation as one of her wisest moves. Although she describes the program as “three years of hell,” — only about 20 percent of those who start ever finish – the designation adds an unprecedented layer of credibility as the gold standard in portfolio management. “I’m happy that I had the sense to do it as it has paid off over the years,” she says.

The CFA society provides a key networking niche for her, and she has been active as a president and board member. “It’s easy to get into your own silo and the CFA society provides excellent networking and educational opportunities.” She says she wishes more women would earn the designation since it’s a vital stepping stone to establishing credibility in the investment world.

Becoming Part of the Charleston Community

Since relocating to Charleston, Cavanaugh has mentored local women starting an investment club, helping them learn how to research companies, decipher P/E ratios and sharing her investment knowledge.

Cavanaugh seeks out anything related to the water – crabbing, fishing, boating and beaching. Her three teens keep her busy, and the whole family loves to travel. Most recently they went snorkeling in St. Thomas, and she has taken her daughters to Paris.

She loves living in Charleston and has a goal of trying a different restaurant every time she goes out. “l have become an aficionado of the best shrimp and grits,” she says.

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Voice of Experience: Martha Ruiz, Partner, PwC

Martha Ruiz, PwC For Martha Ruiz, having a family provided an unanticipated career boost. “I learned that it’s ok to say no and become comfortable with what’s best for me,” she says, noting that as her priorities shifted, she experienced an increased confidence. “Family sets a counterbalance with your career, and you become better at knowing what’s important and setting priorities.”

PwC has been the perfect environment for her to grow her successful career, joining the firm’s general tax practice directly out of college. She soon migrated to the entertainment and media group in Los Angeles, where she provides tax compliance and advisory services to a variety of entertainment clients throughout Southern California.

It’s a vibrant field, given the new ways that consumers are consuming content that change long-held industry paradigms. Broadcasting has evolved to become tailored to a more fragmented audience, a shift that will continue as video on demand and streaming technologies continue to grow. “The industry will continue to mold its business around these changes and it’s to the benefit of the consumer,” she says.

An Oscar-Worthy Performance

This specialization in the entertainment field is what provided her the honor of becoming the Oscars® balloting co-leader in 2015, overseeing the team and balloting process that takes place during nominations and the finals. As such, Ruiz was only one of two partners who knew that Spotlight would be named Best Picture.

“It’s a unique spot to realize that you know the final winner before the rest of the world,” she marvels.

But even the golden glow of the Oscars® pales when she is asked to name her biggest professional achievement, which for her was becoming partner in 2011. “I joined the firm for all the opportunities it availed me and took advantage of all the doors that had been opened to me,” she says, mentioning mentors and coaches who have helped her funnel career decisions. “When I started, it wasn’t with the objective to be a partner but only to get experience; however, as I progressed within the firm and saw what an achievement it was for those around me, I began to have the desire to become partner. Now I can help coach others within the pipeline.”

Mentoring Others

The pipeline is an important aspect to Ruiz, who balances busy client engagement with a leadership role on recruiting efforts. “Talent is our future, so we are invested in making sure we have the right skill sets and the best and brightest coming through our door.”

She’s also active in the “Aspire to Lead” program, where students from various campuses experience the firm and join in panel discussions via a webcast that links all the PwC offices. This year the event focused on gender equality and featured Geena Davis and Dawn Hudson.

As she works with younger talent, she reminds them that it’s especially important for women to learn to build their confidence and tools to use their voice. “We have to train ourselves to say the things that are on our mind even when it feels hard,” she says, adding that’s one of the benefits of diversity – different views.

Mentors can play a valuable role by providing a different experience or perspective when tackling an issue or challenge.

“Reach out and talk through a situation with someone with whom you feel comfortable,” Ruiz advises. “You don’t have to go it alone because they have been there.”

And, it certainly doesn’t have to be formal relationship. “Throughout my career, I’ve had a variety of people I can bounce ideas off of and seek perspective, which gives me a better sense of how to tackle something.”

Now she can share that vantage point when talking to younger associates, helping them see the bigger picture. And she urges her peers to take the time to do the same, as they will reap the benefits when they take time to foster others’ career success.

“You might be working with someone indirectly, and as time flies and you see them flourish and become your peer, the value and enrichment you get from having watered that plant is so important.”

Family First

Ruiz is a big proponent of the family leave that PwC offers, having utilized it twice when her kids, now 11 and 7, were born. “Many of my contacts at other companies were envious of the flexibility I had to decide when I was coming back, and then when I did return, I felt really supported by partners with the transition. There has been an enduring sense of gratitude that the firm is doing the right thing.”

She says that the firm’s culture embraces flexibility and the ability to do work anywhere. “PwC takes the broader view that every individual may be going through different stages, and therefore, flexibility can look different for each person.”

For her that means dedicated vacation time, including a recent family trip to Hawaii that included her parents and siblings. “It was a calm, relaxed setting that allowed us all to catch up and for the kids to spend quality time with their grandparents.”

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Intrepid Women: Lindsey Pluimer, Founder and CEO With My Own Two Hands

Lindsay Pluimer, With My Own Two HandsFrom playing basketball in the WMBA to founding a nonprofit to help women in Africa, Lindsey Pluimer is an intrepid woman.

While Lindsey Pluimer was playing basketball and studying communications at UCLA she wrote a paper on the lack of media presence during the genocide in Darfur and committed to one-day traveling to Africa. Little did she know that commitment would change the course of her life. That trip happened when after playing two years of professional basketball Lindsey joined a nonprofit volunteer trip to South Africa. It was on that trip that she decided she would retire from playing basketball in the WMBA and instead start a nonprofit committed to helping kids in need thrive as she instantly fell in love with the kids and saw firsthand how a little went a long way for the children.

Pluimer founded the organization “With My Own Two Hands” and they provide sustainable solutions to projects in Africa that help benefit orphaned and disadvantaged children and youth in need. She states,

“Our dream is to provide all children with an education in Africa, but we understand that in order to provide an education you must also provide water, food and shelter. Therefore, we are committed to providing aid within the areas of education, shelter, water, and agriculture.”

They have recently tackled the issue of forced marriages and female circumcision with the goal to provide young girls a safe refuge by building a rescue dormitory for the HELGA Rescue Project in Kajiado, Kenya. Two weeks after the grand opening we received word that the dormitory was already at full capacity (42 girls). Those 42 rescued girls are now safe from being forced into marriage and are provided access to education. We also just built a greenhouse with the St. Ann’s Orphanage in Kikopey, Kenya with collaboration from JCREW and EDUN fashion companies.

Pluimer comments that her motivation comes from her own upbringing, “I was fortunate enough to grow up with a loving family, safe community, and received an amazing education. I realized how fortunate I am and that it is my responsibility to be a part of a cause committed to giving children better access to education, health, water, and food.”

What are the biggest challenges? She states that being an international organization and getting people to connect to a cause outside of their local community can be tough. She says,
“We do not have the luxury of easily showing people our project sites unless they join us on our volunteer trips. We have to work very hard to show people directly how their donations go a long way for children in need.”

Advice for those interested in this path?

Pluimer encourages women interested in the nonprofit sector to remember how important their work is. She observes, “People who are called to this work have to have a big heart and a lot of drive, but when you know your career is changing lives, work becomes more meaningful and important. I would suggest finding a mentor. I have a couple great mentors that have been very helpful in guiding my efforts to grow my organization. Also remember to network! Relationships are everything!”

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Voice of Experience: Marie Louise Kirk, Partner, Goldman Sachs

Marie Louise Kirk, Goldman Sachs“If you’re surrounded by inspiring people, junior or senior, you’ll be able to work through complex problems,” says Marie Louise Kirk. “They become your source of energy and creativity.” She recommends that professionals develop friendships with the colleagues around them and notes that the relationships she has cultivated throughout her career at Goldman Sachs have helped her succeed. “We all have tough days once in a while, but you have to move on and not let those frustrations inhibit your success. My office friends always help me do that,” Kirk advises.

As Kirk puts it, she is “Goldman Sachs born and bred,” initially joining the firm as an intern. She is now head of FICC Client-facing Engineers for the Americas, responsible for client strategies and solutions. Kirk also serves on the Firmwide Technology Risk Committee and the Securities Division Client and Business Standards Committee.

Originally from Denmark, she was the first in her family to attend university abroad, after being accepted to Harvard. “I come from many generations of Vikings so it was a huge deal when I got a scholarship to attend Harvard from the Crown Prince of Denmark.” She also ended up meeting her now-husband as a classmate at Harvard University.

She describes her experience at Harvard as “eye opening and life changing,” and now serves as a trustee on the board of the Crown Prince Frederik of Denmark Fund for Harvard University.

Although many companies came on campus to recruit, Kirk says that she was won over at her first Goldman event hosted on campus, because of a connection she made with a senior female professional at the firm. “She was so relatable and passionate about her work,” Kirk said. After interviews in Boston and London, Kirk was offered an internship in London on the trading floor. She began working full time as an interest rate derivative trader following graduation. “Trading was at the heart of where things were happening,” she says, describing it as very dynamic, though with a steep learning curve, where she received lots of opportunities to learn.

Data Shows the Way

After several years on the trading desk, Kirk realized that she wanted to become a financial engineer because she enjoyed the quant work, but also wanted to work with clients. Reflecting on this role Kirk says, “This is what I’m passionate about.”

In 2006, Kirk transitioned to the engineering team, and in 2008 she was asked to move to New York to lend her expertise. She arrived in New York two weeks before Lehman Brothers went under and at the time there was a need for her derivative skill set: “Quant skills come in especially handy in tough times,” she says.

In her current job, she appreciates that the role allows her to find solutions for clients – she says she does her best to help clients make money and manage risk and their businesses better.

The advancements in data science and machine learning for how the firm services its clients better are exciting aspects of her work. “We are really figuring out how we can be more relevant to our clients at the right time with the right content.” Kirk notes that her team lets “data be a leading indicator to help guide us and give clients the best and most relevant service possible.”

Although the firm’s risk-management activities have always been driven by data, Goldman Sachs is now starting to apply data to a much larger extent in other areas. Data can create huge efficiency improvements, Kirk says, as well as smarter, more scientific decision-making in areas that were previously driven by more subjective analysis, anecdotes and gut-feeling.

“The change that has taken place in the last couple of years and what’s predicted for the near-term is mind blowing,” she says. “Through data and technology there will increasingly be ways that machines can perform the more manual functions that humans have had to do. It will allow all of us to focus more on the high-value activities in our business.”

Proudest Achievement is Facilitating Success for Next Generation

Kirk says she was proud to be named a managing director in 2009 and partner in 2012, but that she’s most proud of her role in building next generation. “Recruiting talented people, coaching them with the right mix of support and push and ultimately seeing them flourish is wonderful,” Kirk says. “Helping create the next generation of successful leaders is a true legacy. And now seeing them naturally turn around and start supporting and pulling up the generation behind them makes me even prouder and, frankly, quite emotional.”

As Kirk says, “It’s gratifying to know there is a virtuous cycle that will benefit generations that will last way past any one person’s time at Goldman Sachs.”

Savvy Advice on Perfectionism

When asked what advice she wishes she’d known earlier in her career, Kirk notes that no great advice can replace the personal growth that comes from a journey of ups and downs. “No life is perfect. No career is perfect. The sooner you find peace with that truth, the sooner you will find your path to success.” She cites Winston Churchill’s quote: “Success is not final; failure is not fatal; it’s the courage to continue that counts.”

She sees that many people in the workforce, especially those of us with Type A tendencies, become obsessed with perfection and the perception of perfection, but she advises peers and junior employees to be comfortable with not always trying to be perfect.

“To be really creative and innovative, you have to push boundaries and give it your all,” she says. “You have to keep the right balance between being on your toes, but not so obsessed with perfection or fear of failure that you become scared of your own shadow.” Managers are critical in providing the psychological safety to help overcome some of these issues and create an environment of authenticity and ability to be your own diverse self, she says.

Kirk warns that when you apply that same standard of perfectionism to marriage, kids and friends on top of work, you will break.

“If you aim for perfection, you may feel you have to choose between being the best at work and in your personal life and that you can’t do both. But if you change your attitude and approach, you may end up doing both better.”

Throughout her years at Goldman Sachs, Kirk has been involved in many of the firm’s internal programs, and she has found that one element they have all had in common is the social glue of community and connectivity, which have helped her remain excited to go to work every day.

A Full Life Outside of Work

Currently expecting her third daughter, Kirk says she has her hands full with two other girls, ages 10 and 5, and a husband with a thriving career of his own.

Yet she still finds time to nurture girls on the path to STEM careers. “It’s upsetting when I see them lean out, and often at such a young age, all because of stereotypes,” she says. “It’s fine to make a conscious choice at 16, but sometimes they start opting out at age 6 before they understand their true talent and interests.”

In her family, it’s easy to focus on women who are successful at math. “We good-naturedly ridicule dad, who’s not a math guy,” she laughs. “For now my daughters think math is a girl thing.”

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Voice of Experience: Nikki Darden, Program Director for Global Rewards, Citi

Nikki Darden, CitiWhen Nikki Darden was first starting her career, she took care to conform to cultural norms. “I would look at those who were successful and think I had to dress like them or present myself the same way,” she says. “But I know now that the more comfortable you are with yourself, the more you drive value for your employer with the qualities that differentiate you.

“I’m a Southerner; I’m a woman; and I’m a minority. I used to water it down, but now I embrace those traits that make me who I am.”

Finding a Career Path That Resonated

Darden has spent her entire career in financial services, although not as a banker. She started with NationsBank in Charlotte (now Bank of America) as a marketing analyst and then moved into the team that was focused on what was then called “PC banking.” As the predecessor to internet banking, customers would receive floppy disks to do banking on their home computers, a very advanced service at the time.

While involved with planning and launching new products, she became frustrated with what seemed to be a lack of customer focus, mainly an understanding of the impact of initiatives on customers. She requested a move to a branch management leadership program where she rotated through four branches over a year to learn how to run a branch. It was a critical juncture in her career as it changed her trajectory. She realized that she didn’t want to be in sales, but rather that she was more interested in how customers consumed and interacted with products and services.

For the following few years, she worked for a strategic research firm in Washington, D.C., that was focused on financial services, followed by 12 years at American Express focused on loyalty and engagement.

For five years she has performed a similar function at Citi, expanding to include a strategic focus on rewards. “I enjoy my work that puts the customer first and creates solutions that enrich their lives, while growing revenue for the business,” she says.

Constant Challenges, Constant Learning

Each day is full of new challenges, none more so than what she’s currently working on, “this baby I’ve recently birthed and now am bringing up through toddlerhood,” she says.

And that is launching a consistent rewards program on a global scale. Initially they intended to roll out the same program everywhere, but soon found that it needed to be localized to deliver consistent value across markets. “My role is constantly challenging and I learn something new every single day. I’m confident that has never happened in my previous positions,” she says.

The loyalty industry is always growing, with the challenge of taking advantage of innovations without watering down the value proposition and making loyalty programs a commodity. “We want our customers to engage with Citi in a meaningful manner and feel emotionally connected to the brand and what it offers,” she says.

Embracing the Value You Bring

Darden finds it energizing to see the ways women are revolutionizing the loyalty industry. “There are some incredibly inspiring women who are bringing unique perspectives to the table,” she says, citing their value in creating the emotional connection that drives revenues.

She believes mentors can help drive career success; she herself has leveraged several mentors and created champions to help position herself throughout her career. At Citi she now finds herself as a mentor, both formally and informally, to several younger women across the organization. “It’s important to help them think strategically about their long-term careers as well as gaining valuable insight on day-to-day interactions – to have someone with more experience to bounce ideas off of,” she says.

And for both younger women and men, she urges them to be their authentic selves, but also to remember that their boss is not a millennial. The great energy and ways you challenge traditional thinking is absolutely needed, she tells them, while also reminding them to understand their audience. “Try to communicate in a way that brings them in instead of shutting them out. In a large company you are dealing with superiors who are not necessarily like you so you need to respect that.”

At the same time, she is enjoying learning from others around her about both the global arena and the digital experience, two areas of rapid growth that are relatively new to her. “Those of us who are more established need to push the boundaries and engage with whatever trend is next. That’s how we stay sharp and show value,” she says.

A Travel Bug

Darden recently developed a passion for travel, now taking the time to explore with colleagues when on a work trip. Through Citi’s Global Talent Development program, where employees spend six months abroad, she visited Brazil, which she says was her turning point to becoming someone who wanted to explore new cultures rather than just take a vacation. “I’m more interested in learning about cultures and consumers in a different place,” she says. “The best part is that it is also relevant to my job.”

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Men Who Get It: Jamie Broderick, CEO, UBS Wealth Management, UK Jersey

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Jamie Broderick, UBS Wealth ManagementWhile there are many different motivations for championing diversity, such as political, emotional, social, or even a sense of justice, Jamie Broderick of UBS Wealth Management has chosen to focus on business success as the key factor

“When considered as a business issue, it illuminates diversity and inclusion as a topic that everyone should be concerned about, not just those with a personal passion,” he says. “When framed as a business imperative, it enfranchises everyone, including men. You don’t have to be PC, progressive or female; you just have to be a business person.”

Broderick joined the firm three years ago, previously, serving as CEO for JP Morgan Asset Management Europe where he worked for 19 years.

“You can’t create a successful business unless you have an inclusive culture, which encourages a workplace where people can thrive,” Broderick says. And when he talks about diversity and inclusion, he doesn’t just think about gender, but other areas such as LGBT, disability or ethnicity.

He speaks from experience, having transferred to the financial industry from academia 30 years ago. “Not that many people would have looked past the mainstream qualification profile to hire me,” he acknowledges. “It’s probably not a coincidence that the team I moved to was led by women. In an industry dominated by men, they were able to see the potential in a non-mainstream profile.”

Diversity as a Business Issue

Broderick points out that by creating the business case, companies will start to track progress and create targets, just as they treat all other business challenges. “There is no other business issue that people would have let drift for 10 years,” he says.

“You must involve men, as they are half the workforce and most of senior management,” Broderick says. “Diversity and inclusion has an impact on the ability to create a high-performing organization where people remain, thrive and grow, but to shift the dial, you must involve men.

One key way to address the issue is to raise awareness through training in unconscious bias, which he believes should be a component of all line manager training.

He says that most workplaces won’t find overt examples of disparaging remarks or the like, but that biases can creep into everything we do, which offers frequent opportunities to challenge one another.

“Unconscious bias training shows you the extent to which the behaviors that hold people back are pervasive,” he says. “We need to have a broader understanding of diversity of styles and constant support to think about how we do things and how we can improve. There are plenty of opportunities for introspection.”

For example, he suggests texting a meeting leader to ask them to consider the dynamics in the meeting they are holding. He says that meetings need to be constructed so that everyone gets a chance to voice their views, even those who aren’t naturally assertive.

He explains that there are always those who are just as smart and have ideas just as good, but they prefer to hold back and not grab the podium. They may be waiting for entry points that never arrive, and meeting chairs who are sensitive to this dynamic can help create those points of entry.

Extending Diversity to Mentoring

Broderick highlighted the female mentoring program he runs which takes a reciprocal approach, requiring senior women mentees to also act as mentors for more junior colleagues, thus driving the culture of coaching deeper into the organization. This intergenerational approach ensures those who receive also give.

He also recognizes the mutual benefit for mentors. “When I act as a mentor to a female colleague, I help one person progress better. But if she reverse mentors and gives me insights, as a senior manager, that ends up affecting hundreds of people who are now being managed in a different way.”

This is just one component of the Diversity and Inclusion program he sponsors in his UK business. A Women in Wealth networking program was created to focus additional attention on the benefits of connecting women and helping to network more effectively.

“Leaders need to provide more than emotional and moral support. They must incorporate diversity into their business and make sure the business takes it seriously.”

Broderick’s perspective and support for diversity and inclusion was recognized recently when he was named “Champion of the Year” in the CityWealth PowerWomen Awards 2016.

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