Voice of Experience: Leslie McNamara Managing Director, Partnership Management, Citi Retail Services

Leslie McNamara -Portrait image“Your career is a marathon not a sprint,” says Citi’s Leslie McNamara. “I spent my early years focusing on a vertical career path and how I could achieve the next level, but over the course of my career, I’ve learned it’s been the horizontal moves that expanded my horizons the most and helped me develop entirely new networks that have paid off.”

McNamara has been in her current role since 2011, providing strategic direction and oversight for Citi Retail Services’ private label and co-brand credit card programs. She has spent the past 30 years either in or serving financial institutions in consumer lending business lines.

Early on she heard the career advice to “follow the money,” and she took it to heart, aligning herself with revenue-producing P and L management roles, with work that has been rooted in relationship management. In her current role she works closely with Citi Retail Services’ “partners” — the retailers the business represents. This requires a clear understanding of what drives sales for retailers and how credit programs contribute to the bottom line.

Despite earning impressive career wins, McNamara always focuses on her future potential and what she will deliver to the business. “I prefer to look through the windshield rather than in the rear view mirror,” she says, adding that there are two times professionals should reflect on their past: when translating experiences to qualifications for new roles and when self-assessing at the end of the year. Even then, she feels that while annual reviews might incorporate a retrospective, the summary should focus on how you will apply what you’ve done to your next stage. “Your biggest career achievement should be what you are going to do next week or next month and not what you’ve done in the past,” she says.

Using Research to Benefit Retail Partners

Currently, McNamara is enjoying her involvement with a series of projects and initiatives supporting the engagement of millennials in the business. One particular project involves collaborating with the human resources group to define best practices around proactively hiring and creating an environment that nurtures millennials and shows them the fulfilling career paths available at Citi.

And, she is sponsoring a complementary project with students from the University of Arizona’s Terry J. Lundgren Center for Retailing that mines Citi data and solicits insights into how millennials are thinking about shopping and how they differ from previous generations. Among the findings have been that millennials might be a little delayed in their spend behaviors but ultimately look similar to previous generations.

“Citi Retail Services has a vast repository of information and ancillary data sources that allow us to be uniquely positioned to probe to find patterns. Our goal is to provide this value to our retailer partners. We want to help them supplement their own research and understand trends in the future of retail and how our business can capitalize on them.”

Other findings include that the economy has fundamentally changed since the Great Recession, including not only enormous shifts in the regulatory environment but also generational thinking about relationships with credit.

“There’s a new face to U.S. consumerism based on where we buy and how we pay,” she says, “and we have to understand spending trends and the future of retail, including issues the credit industry will face as we work to help our retailer partners be successful with strategies that address loyalty and media placement, for example.”

The Shift in Role Models

When McNamara began her career, there was a dearth of female role models. “I wasn’t able to see others who had successful career patterns, but I’ve seen a big shift in the past five to 10 years, both within Citi and throughout the industry.” Now she says she sees women who head up businesses and hold significant titles. “I can envision that success for myself, and I know that other generations can see it too. There has been a significant shift in the pipeline toward a more equitabledistribution of candidates.”

She suggests that young women starting their careers need to be more willing to take risks and display more confidence in their abilities. And she believes that women at her level need to continue to focus on advocacy and pulling others through.

One caveat she has for millennial women starting out is that they come from a different perspective where their surroundings have been more equitable and they haven’t been exposed to noticeable gender differences. However, as they join a multi-generational workplace, they might be surprised to find a different mindset and realize that it is still important to make connections with women’s networks or diversity networks. “Younger women need to understand how to navigate workplaces that might not reflect their previous experiences with gender parity.”

McNamara has been active in Citi’s programs for women at various points in her career with the company. Early on, she participated in the Women Leading Citi program when it was just forming and has seen firsthand its value in networking and opportunities among graduates. “The mentoring and advisory components have been very powerful to me, and I have also benefitted from seeing other women I’ve sponsored and mentored succeed.” Motivated by the company’s efforts, she recently became executive sponsor for the local Citi Women’s network at her site in Wilmington.

Diva Worthy

McNamara readily acknowledges her husband, whom she calls her “life partner,” chose to be a work at home dad to help support her travel schedule. “I simply couldn’t have had this career path without him,” she says. She has a 20-year-old son, an Eagle Scout who is currently a junior at High Point University. “He frequently reminds me that everything I encounter is a first-world problem,” she says with a laugh.

And, she just enjoyed one of the highlights of her year: the annual “Diva Weekend,” which includes a cadre of women who have worked together over the years. The multi-generational group is composed of different life stages, from a newlywed to a couple of grandmas. “This long weekend is the perfect combination of personal and professional advice, food and fun, and it is inspirational through and through.”

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Voice of Experience: Leann Balbona, Managing Director, Tax – Global Mobility Services, KPMG

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5033967967One of the best ways to enhance your career, according to KPMG’s Leann Balbona, is to speak up. “It’s important not only to demonstrate you can do a good job, but you have to tell people, too. Managers can’t read your mind, so you have to let them know what you’re interested in for the next step in your career progression,” she said, adding that otherwise, they might not know if you are ready or willing to move to a position that might be a perfect fit. “Tell them that if they see an opportunity for x or y, you’d like to be kept in mind.”

That has been key to the ascension Balbona has achieved in her career, which she describes as both interesting and rewarding. Currently a Managing Director with KPMG’s equity tax practice, she has traveled around the world and worked in five different countries on projects. “The ability to be creative has always been important to me because of my natural curiosity so it’s been wonderful to have had so many opportunities.”

One of those opportunities that helped shape her career was being asked 15 years ago to be a team lead on an important IT projectto help build a web application from the ground up. Web technology was just emerging, and this role offered the chance to learn more about using this new technology to automate international tax processes and assignment management. After developing the application, she was able to spend three years on the road, traveling throughout Asia, Europe and North America to meet with corporate clients and discuss how they could use it to enhance their businesses and better manage mobile employee populations. To this day, some of KPMG’s largest clients, as well as the internal KPMG teams, use this technology to manage their mobility programs and deliver services.

Now, as Balbona is one of the leaders in the rapidly growing Global Incentive Compensation Services, a business in KPMG’s Global Mobility Services Tax practice, she finds it particularly rewarding to build a team, create efficient processes and deliver a service offering that truly helps clients become more tax compliant in delivery of equity awards to their employees around the world.

A great way to give back is to serve on boards.Balbona has served as a leader of KPMG’s New York office’s Network of Women for five years. This leadership experience with one of the firm’s largest offices helped position her for her current role as a board member of the Global Equity Organization (GEO), a non-profit trade organization.In this position, she helps guide the organization, which serves the equity industry from an educational and trade perspective on best practices and industry trends. “The current regulatory pressure and enhanced emphasis on corporate governance means that companies must be ever vigilant and focused on mitigating risk, especially since the mobile workforce can create unintended liabilities and multiple tax obligations. It’s more important than ever to proactively address and properly report tax obligations in an efficient manner to avoid unplanned costs for the company,” she says.

Advice for Early Careerists

Balbona’s experience underscores that “Big Four” firms are a great place to start and build a career, with their emphasis on a strong foundation in accounting, tax and advisory with a focus on both classroom and on-the -job training and advancement. There’s also a high potential for challenging and unique assignments including international assignments or projects, which are important opportunities to take advantage of early in a career. “The skills you learn at a Big Four firm will pay dividends throughout your career.”

She also believes that while mentors are important, sponsors play an even more vital role as you move up the chain. “I can’t emphasize the impact of having someone watching out for you, offering opportunities and championing you when you are not in the room.”

Building a strong network is key and it doesn’t happen without effort. Balbona urges professionals to build personal contacts by getting out of the office for lunch, coffee or networking events. “Others are more willing to help you if they know you on a personal level,” she says.

A Progressive Work Force

Over the years, Balbona has seen an evolution in policies and perspective that has increasingly led to the retention of high-performing men and women. She has seen that achieving work/life balance is increasingly important to all professionals. “Here in the 21st century, where technology has allowed so much more flexibility in our industry for alternative work arrangements, such as working remotely, I don’t feel as though there are gender-based issues.”

Despite these advances, Balbona sees the value of women’s networks after spending five years leading the chapter in the New York office. “It was a great way to give back to the organization and mentor our women professionals while developing programs to help them become better leaders,” she said, adding that she was able to meet people she otherwise wouldn’t have met, who have served important roles over the course of her career.

While there, she helped pilot and roll out a program that is already having an impact on retention. Intended to help younger professionals manage their career and life choices, it provides a framework for evaluating their progress and then setting actionable goals and priorities.

She also recently completed a one-year program at the Executive Leadership Institute for senior women, which was led by an external coaching firm and attended by both KPMG partners and managing directors, as well as those from equivalent levels from other companies. She found that mix provided an interesting perspective and the skills she learned have already enhanced her leadership.

At Home and Around the World

Close to home, Balbona supports Harlem RBI and YWCA and enjoys walking her dog in Central Park. She also loves traveling with her husband and meeting people in other cultures around the world. “Journeys come in all shapes and sizes, and you can learn from all of them, whether you’re at home or abroad.”

By Cathie Ericson

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Mover and Shaker: Tana Jackson, a SOASTA founder and the Vice President of Engineering

Tana JacksonOne of Tana Jackson’s greatest learning moments was when she realized there’s a limited to how much she could accomplish on her own. “It might seem faster to do things myself which was what I always fell back on rather than wanting to train someone else but I eventually learned that it is worth the investment to train team members,” she says. “When I finally figured that out, I morphed from being an individual contributor to a leader, and that’s when my title leaped from team leader to director to vice president.
 
Jackson has worked in facets of engineering during her entire career – from her first position as a co-op with IBM to her recent appointment as vice president of engineering for SOASTA, the performance analytics company she helped found.
 
One of her proudest moments with the company was the live launch this spring of the SOASTA Digital Operations Center, an industry-first web performance command center that simultaneously displays and integrates an organization’s dozens of digital moving parts – on a giant wall screen – or in the palm of your hand. Designed from start to finish by Jackson, she did a live demonstration at industry trade show Velocity– the first time a product has been introduced in that manner.
 
Now, she says, the company is currently in the phase she describes as a “collision with the real world,” where they are doing lots of demonstrations and taking the product from prototype to implementation. “This is the process when we learn what people actually need the product to do in real-world examples and we can tweak it to make it a success.”
Along the road, she has learned many valuable lessons, but she knows that it was useful to enter the industry as a co-op when she was just a student at Valparaiso. “I was in the corporate world before I even graduated so I didn’t have a lot of assumptions and it was easy to adapt,” she says. One lesson she did find was that although she had expected to be focused on complex problems, as you do in school, much of your career success ends up being your focus on communication, managing relationships and all the interpersonal qualities that have nothing to do with working at your desk.
 
That has played out in her remarkable career success – just this fall she was claimed the top spot at the 4th Annual CloudNOW Awards, among nine other distinguished women in tech. The awards honored these 10 women for their advances in using technology to solve real world business problems and move the tech industry forward.
 
Models in the Workplace – and Closer to Home
 
Over the years, Jackson has benefited from the opportunities she’s been given over the years from her sponsors, as well as many of her managers who have acted as role models by exemplifying the qualifies she wanted to emulate – most notably, a strong work ethic. But her real role models in that area are her parents, neither of whom had a college education but always worked her. Her mom worked for the same CPA firm for nearly 20 years, and her father was a controller for a temp agency for many years, then segued to a position as a business manager for a K-12 school. “They both worked really hard and always took their responsibilities very seriously,” Jackson says.
 
And that has played a role in what she counts as her “recipe for success:” hard work, combined with frequent communication and checkpoints against milestones. “But I haven’t yet found a substitute for hard work, nor will I,” she says.
 
She emphasizes that with the women she sponsors, noting that her company has been extremely supportive of hiring and retaining women, and advancing them into senior management positions.
 
The company is prominent in its support of diversity: Most recently it helped sponsor diversity scholarships to the Velocity conference. The program targets technology professionals often underrepresented at industry conferences, including but not limited to women, people of color, people with disabilities, or LGBTQ. In addition to participating in the full Velocity program of main stage events and workshops, they participated in onsite networking opportunities.
Training for Success
 
Jackson is just as focused in her off-time: she has participated in 35 Ironman Triathlons and earned 10 world championships. Just recently, she placed fifth in the Tahoe Ironman (podium). I’d say this has been a pretty remarkable week for her.
 
She sees it as a healthy outlet: “Some of us would work all day and all night, so an Ironman on the horizon allows me to realize I need to get away from my desk,” she says.
 
But it has another benefit too: “Training parallels the hard work of engineering,” she says, noting that lot of Ironman athletes are Type A CEOs. “The type of people in the Ironman community are very similar to my peers and customers.”
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Voice of Experience: Sinead Strain, Managing Director, Goldman Sachs

Sinead StrainRecently Sinead Strain, who heads Goldman Sachs’ fixed income, currencies and commodities (FICC) technology, had the opportunity to share her career trajectory with young women who were visiting the firm as part of the Girls Who Code initiative.

“It’s vital that our industry shows girls the diversity of roles on offer, and lets them see how technology skills can open the door to virtually any industry,” says Strain. “There’s a wide spectrum of opportunities, and learning about tech gives girls the foundational skills they need to succeed wherever they decide to go. It’s a skill that’s transferable.”

For Strain, it’s important to make it clear to women entering the industry that their choice isn’t to stay in or opt out, but rather that they can always try something new.

And that’s what has kept Strain moving up the ladder in her career. After graduating from Dublin City University, she participated in a work placement with Microsoft in Dublin. The rewarding experience taught her a variety of lessons, but one would impact her career path: she realized that she wanted to pursue her tech career in a business-facing technology role.

Strain began pursuing roles in financial services and has spent 21 years in the industry with two firms. Her first stint was at JP Morgan, and for the past 10 years she has worked at Goldman Sachs.

A career defining moment came in 2008 when Strain was named global head of FX trading and sales technology. This appointment occurred only a few weeks before the collapse of Lehman Brothers. Strain describes the experience as “baptism by fire. I literally jumped into the deep end, and it was one of those pivotal times where you have to accelerate your learning and call on the skills that you have acquired over the years.”

In 2014 Strain was named head of FICC technology. Strain acknowledges that this role was an exciting move, as she now oversees technology for the entire FICC division. Reflecting on her career, Strain names this promotion as one of the achievements she’s most proud of, and highlights the opportunities this position affords: “I love the diversity of the role and the opportunity to partner and build relationships across the firm.”

No two days are the same, as Strain balances working with her teams to drive business growth, leveraging platform solutions to support internal and external clients, and managing a diverse technology stack while investing and developing technical talent.

Her Role in the Evolving World of Tech

Strain is acutely aware of the rapid changes in tech, the disruptive nature of technology in the world at large and how financial firms have evolved by keeping up with the latest trends. She notes that Goldman Sachs leadership often refers to the firm as a technology company because of its innovation in finding technological solutions to drive growth. She cites a new platform called Marquee which will offer external clients access to its in-house tools that analyze markets and manage risk.
Fostering adoption of strategic platforms to enable the FICC business is both rewarding and progressive, says Strain. “The rate of change from a technology perspective is unprecedented and presents an exciting time to embrace and leverage these changes to enable our business and our clients.”
Similarly, this can be seen more broadly across the financial industry. “The innovative culture of startups has led to the growing dominance of FinTech and has led to the creation of disruptive technology that has influenced Wall Street,” Strain says.

The Challenge To Retain Women

Having just returned from the 2015 Grace Hopper Celebration of Women in Computing, through the Anita Borg Institute, Strain says that much of the discussion at the conference surrounded retaining and promoting women in the industry. Where the focus had been on building a talent pipeline, she says that now companies need to provide an equal platform to retain women and increase the percentage of senior female role models. “We need up-and-coming women to say, ‘I want to stay in,’ because they see more senior women who have conquered the challenges, whether around work-life balance or just feeling different in the industry, who can provide the encouragement they need not to opt out.”

Strain notes that being interviewed by two senior women at Goldman Sachs was a key differentiator for her. “I knew I was coming into the right culture and that’s what I want for others,” she says.

She stresses that the positive effect female mentors have had on her career inspires her to continue to support initiatives such as Girls Who Code, where she can share the story of her own career journey to high school girls interested in technology.

Strain has always been active in Goldman Sachs’ Women in Tech network and currently is a global sponsor for the program, stressing that this type of network allows women to bolster their skills. Strain champions programs such as Leadership Development and Geek Speak, which helps women find their voice to talk openly and confidently about their tech accomplishments and develop leadership skills.

Strain also has represented Goldman Sachs on the steering committee of ABI.NY, the New York chapter of the Anita Borg Institute, since its inception two years ago. The chapter is focused on building a community of female technologists in New York City.

An avid traveler, Strain developed a passion for wildlife early on, having grown up with a father who loved wildlife.She loves to travel to places like Africa, including a recent trip to Botswana – “the more remote, the better,” she says. “I love the chance to be disconnected from the world and immerse myself in an experience that’s so different from my day-to-day life

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Voice Of Experience: Mary McDowell, Global Technology Executive and Independent Board Director, Nokia

Mary McDowallFor Mary McDowell, the secret to a fulfilling career is finding a work environment that works for you. “You’re going to work a lot, and work hard. Make sure you choose a career path that you are passionate about and that you’re working with people who bring out your best. You are going to spend a lot of time with them and the more you like them, the better your experience will be. Life is too short to work with jerks.”

McDowell’s entire career has been in the technology industry, where she first grew her expertise in product management, then held division president positions at global companies. Over the years, she has been able to build a lasting legacy, which is the achievement she is most proud of today — creating enduring product franchises. As an example, she cites her experience with Compaq, which she joinedright out of school, as part of the team that developed the first Intel-based servers. It subsequently grew into a multi-billion dollar business that she ran, and though the company no longer exists, the product line lives on.

For the past two years McDowell has focused on corporate board work. Currently she is involved with a UK-based exhibition and media company called UBM and two tech companies that are carving out new space: Autodesk is revolutionizing how people design great stuff and Bazaarvoice is pioneering how the voice of the consumer is heard by brands.
“Over the course of my career, the chain of how you listen to the consumer to make effective product decisions fundamentally changed,” she says. “Earlier in my career we’d watch focus groups through one-way mirrors and get these little cards that people would fill out telling us how they liked our products, and we would go through and note the salient comments. Now there are millions of points of consumer data you can use to make decisions and the bigger issue is how you distill it down to what’s important.”

She notes that her career has taken her through exciting technological changes – she began as part of the PC and mobile revolution and now she is enmeshed in the next waves of the tech revolution, which will include 3D printing, martech and the “Internet of things.” “There’s a whole new wave of advances in process and it’s exciting to be part of it,” she says.

Negotiating for Success

McDowell has seen that women need to have the confidence to advocate for themselves. Recently she was meeting with a college senior whom she’s mentoring, who was relating an exciting and lucrative job offer she had received. However, not long after accepting it, she spoke with a male colleague who had received a similar offer and negotiated it even higher. The student’s remark that the offer had been so good she hadn’t even thought to negotiate resonated with McDowell, who shares a similar story. After a merger, the human resources department had come to her with a six-figure raise that she had immediately accepted, elated. But now, she muses, “How much money did I possibly leave on the table all those years?”

McDowell sees that this mindset can start early, citing the behavior she’s seen in trick or treaters. “In my neighborhood we get lots (over a thousand!) of kids on Halloween. I’ve noticed that the girls will accept the candy politely (even if it is something they really don’t like) while boys might ask if they can have more, or a different kind.”

Career Advice that Works – Whether You Are Just Starting Out or More Seasoned

Some of the first advice McDowell received was to get to the office before the boss does and stay until they’re gone. “That sage advice is actually disastrous when you work in tech,” she says. “It’s an environment where you could work constantly, unless you prioritize your time and your life. What you deliver and how you add value to an organization are far more valuable than hours on the clock. You have to focus on what really matters and let the small stuff go.”
But she also learned lots of valuable lessons along the way, including that you have to put yourself forward and accept some of the less structured opportunitess and challenges. “Being more open to risk is very salient for women. I was fortunate to work with some great guys who guided me that waiting for your good performance to get noticed for the big promotion doesn’t work. You have to raise your hand.

McDowell mentions that when she and her peers began their careers, they were just behind the first wave of women pioneers. “They were tough because they had fought to break through some very challenging environments,” she says. “I believe that’s where the stereotype of tough women comes from, butI see less and less of this. What I see now is lots more collaboration and engaging to help other women succeed. And all that stuff your mom said about being nice to people — it’s not a quid pro quo but it does lay the right foundation for your whole career.”

Outside the Office

McDowell is an active member of the Committee of 200 (C200), a professional women’s organization that attracts the world’s most successful women entrepreneurs and corporate innovators. She initially joined the group when she lived in London and continues her collaboration today in New York, specifically enjoying the networking and the work they do reaching out to women in university and mentoring entrepreneurs.
Her husband is CEO of the National Kidney Foundation and a transplant recipient himself so she also promotes the cause whenever she can. Her other well-rounded interests including travel, reading and singing in a choir.

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Voice of Experience: Lori Fellela, Senior Director, TIAA-CREF

I’ll take it.

Lori FellelaThis simple, but powerful phrase has been the mantra of Lori Fellela, senior director at TIAA-CREF. “I’ve been fortunate throughout my career to have leaders who’ve given me feedback and the opportunity to take on more challenges, and part of that is because I have been the person who has stepped up and said ‘I’ll take it.’ It’s crucial to raise your hand and volunteer for the projects no one else wants, to get yourself outside of your comfort zone – that is how you’ll get to your next role,” says Fellela.

Fellela started her career — literally learning by doing — when at the New York Daily News, she was responsible for installing and configuring PC components. “Not only did I learn a lot about PCs, hardware and software, I also got a lot of insight into what not to do, since my manager did not hold back on providing pointed feedback,” she says.

After that, in a software development role at PepsiCo, Fellela worked with a talented management team. It was in this role that she realized software development was not the best fit — interacting with a keyboard all day drained her energy. She subsequently moved to a project management role, where she led an initiative to bring in the company’s first major database platform. She soon relocated to New England and signed on with Fidelity Investments.

Hired to provide production support for a niche piece of software, after six weeks Fellela concluded the role was not challenging enough. She walked into her manager’s office and told him the work required wasn’t a full-time job. Her manager offered her the role of managing the UNIX team – something that was outside of her general comfort zone.Recognizing her capabilities, attitude and expressed willingness to take on additional responsibility, her manager continued to offer her challenging opportunities to build her leadership skills. For example, when she learned that the firm had one year to replace an old piece of software, a project that no one else wanted to take on, she volunteered.

“That’s how you make a name for yourself, by doing something no one else wants to do. This approach has been a consistent theme for me, and something I credit for the trajectory of my career.”

The project ended up being highly successful, which cemented her importance to the team, a
cohesive group of four with whom she still stays in touch.

After 16 years at Fidelity, Fellela relocated to Charlotte to work for TIAA-CREF where she says she again has a wonderful manager who gives her plenty of leeway. “You have to show that you have confidence in your own decisions,” she says.

Technology at the Forefront

In her current role as executive infrastructure manager, Fellela has responsibility for end user technology for the firm. She is proud of the work she is doing and the team that she has built. “My bench of direct reports is very strong. They have had a huge, positive impact on how the employees of TIAA-CREF do their jobs, and ultimately service our clients.”

One aspect of the job that she is most excited about right now is the conversations that they are having about what the user experience needs to be. Concepts being discussed include how users leverage elements like social collaboration in the business place, and what physical devices they will want to use in the future. The goal is to drive flexibility in choice for the end users, while still maintaining best practices in security — which she acknowledges can be a dichotomy. “The common thread is around figuring out where our end users will want to be in a few years, and helping to get them there in a secure way.”

The Value of Networking

When TIAA-CREF wanted to launch a women’s council last year, Fellela again raised her hand to say “I’ll take it.” She came up with the out-of-the-box idea to host a “Food Truck Rodeo” event to provide information [and snacks] while getting volunteers to sign up for council activities – an event which received great reviews.

Fellela recommends that women take advantage of mentoring and networking programs not only by attending events such as the Rodeo, but also by volunteering to be part of the teams that make them happen. These opportunities offer employees the chance to raise their visibility because others can see you in action. This also helps one establish and expand on their firm-wide network. “I have made wonderful connections that otherwise wouldn’t have been possible without a reason to meet and work with these women outside of my day-to-day routine.”

She credits her current manager with helping her see the importance of developing a network. As a “master of relationships,” he gave her some wise advice: it’s important to know someone before you ask them for something or they ask you. She has since made it her mission to get out there and meet people and has seen a huge pay-off.

As a tool in the arsenal of networking, Fellela recommends people arm themselves with three questions to ask to start conversations; though she cautions that it shouldn’t be about what you need from them, but what you can do for them. However, she adds that it’s perfectly ok not to be an expert and for other people to know that. “I wish I’d had the self-confidence to ask people to explain things,” she recollects. “It’s important to learn to ask for information or help without concern for appearing weak.”

Family Ties

Outside the office, Fellela, a self-described gym enthusiast, says she loves to work out and is a weight lifting coach on the weekends. Her 22-year-old daughter has started enjoying it as well. “The whole coaching aspect is fun,” she says. “I work with a lot of women in the gym, providing technical coaching and encouragement, and I see how getting stronger really helps boost their confidence. They are all great — they just need to hear it.”

Her 26 year-old-son is a professional chef, and her daughter is finishing up her undergraduate degree in physical therapy and is planning to attend grad school. Her husband, an officer in the National Guard, is currently stationed in Kosovo.

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Mover and Shaker: Maureen Erokwu, CEO, Vosmap

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Maureen Erokwu“Anything worth having is worth fighting for,” says Maureen Erokwu, CEO of Vosmap.

“We hear success stories about career journeys, but more people need to see what the process looks like and understand that it’s going to be hard. Sometimes we give up right before it all comes together, but you have to go through the ugly stage first and resist comparing yourself to those who have already been through those phases.”

This sage advice comes from someone who created her own thriving career by focusing on her skill sets and passions.

After graduating and beginning a career in business development, Erokwu decided to take a step back and mindfully determine what impact she was going to have in the world.

She focused on developing her interest in photography, which not only showed her the importance of passion but helped her meet people who opened up a new world – as they were inviting her places to capture a moment, she determined that she could parlay her passion into a career.

“I learned that in some ways, it doesn’t matter how good you are; it’s how you market yourself and tell your story, and that’s what determines if the world will know who you are.”

Having begun her career in Florida, she returned to the livelier pace of New York and landed a contract with Google. Most people consider Google a technology company, but she discovered that with Google Maps, there’s the element of life imagery which gave her the opportunity to combine photos and technology — two things she loves — into her current role creating imagery of businesses on Google and ensuring the photos meet technical standards.

Erokwu says her success has come from three simple steps: have a vision, build the team and then constantly test and pivot if you have to. “Don’t give up when it gets hard, but use those failures as learning opportunities,” she says. “It just means you are that much closer to getting it right.”

Appreciating the Chance to Mentor and Role Model

The professional achievement she is most proud of so far — being able to monetize something she loves – is also allowing her to fulfill another one of her goals. “I am finally getting to a place where I can share my story and inspire other women to explore career paths. It’s not just about me, it’s about the people that I can impact. That’s my high,” she says.

And it stems from her early experience not having the mentors she needed, which she now realizes made her journey more frustrating than it had to be. Although she always had great support from her family, it wasn’t the guidance she needed to run and build a business and therefore her success took longer. And that’s why she encourages people to seek out mentorship early on. “It helps you fast track,” she acknowledges.

Though she never had one particular role model, she worked to create her own. “If I read about someone in an industry article who had wisdom I could capture, I would make them a role model in my mind. I encourage people who don’t have a dedicated role model to keep their eyes open for qualities that are what you need,” Erokwu says, adding that she also greatly admires the foresight of Elon Musk and what he’s done with his brand.

Her desire to be a mentor also plays out in her daily work, which involves helping local businesses find marketing opportunities. “We’re not only mapping them, but we’re hosting events and giving them tools they can leverage online to really stand out and make their business successful.”

She encourages women to find support groups because she has seen that something incredible happens when women work together. “Sometimes when there are men in the room, women get silent, but when you find spaces with just women, you are going to be your best self.”

When women find spaces that validate them wholeheartedly, they can move to the next level. For Erokwu, those “communities of allies” included Digital Undivided and Lesbians In Tech.

Opening up the World

As an advisor for the group, she says it has been life-changing to share their mission and has also created opportunities for professional development, such as speaking on panels.
Although her work focuses on New York, the nature of it takes her to places worldwide, fulfilling her desire to travel.

“My love for photography has turned into a love of programming,” she says, adding that she taught herself how to code.

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Voice of Experience: Alaina Percival, CEO, Women Who Code

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Alaina Percival“When you see someone doing a great job, applaud her,” advises Alaina Percival, the CEO of Women Who Code. “It’s more difficult for women to talk about their career successes, but if you don’t, no one will know to recruit you, ask you to speak at their conference or invite you to be on their board. Being able to publicly discuss your career success is crucial to advancement.”

Percival knows from experience the importance of shining a light on your strengths. She began her career in the footwear industry with a job at Puma running their niche products division, which included collaborating with designers and overseeing any major projects that weren’t shoe related.

While there, she learned an important skill – having to secure deliverables from people who were far senior to her in the organization. That dynamic meant that she couldn’t tell them what to do, so she had to figure out how to make them want to do it. “It was a skill that has translated well to my current role, since Women who Code is a volunteer-driven organization,” Percival says. “We can’t tell people what they have to do, we have to inspire them to want to work toward its missions.”

After Puma, she decided to return to school to earn her MBA and then went to a small women’s performance shoe company as corporate brand manager for women-specific volleyball and basketball shoes. Her major challenge there was helping the niche company compete with brands like Nike, only without their resources.

From Footwear to Tech

Eventually, she decided to move on from footwear, and begin to consider cities where she’d like to live. She chose San Francisco because of its many opportunities in the tech industry. “It was a struggle because I’d always worked with footwear, but I felt like I needed to switch gears and start over and find my path.”

She started consulting with tech companies and then became engulfed with Women Who Code, just as it was getting started. After teaching herself how to code, she began organizing events and finding sponsors; she found that her background in community development lent itself well to scaling and it became a passion project for her. At the time, she was working for a startup, and then when it got acquired by Yahoo, it provide the opportunity to bring Women Who Code into her next day job, where she was running the charitable arm of Riviera Partners.

“I was working with a lot of engineering executives, but fewer than 5 percent of them were women. I saw the experiences and opportunities they had and started bringing those into Women Who Code’s programs. That is where Women Who Code’s mission of inspiring women excel in their careers was formed and how I knew we could make a difference.”

Within a few months, she had filed for non-profit status and a trademark and built out a budget, and then realized that in nights and weekends, she was essentially running a huge organization that deserved the opportunity to shine. She decided to leave her day job and focus exclusively on Women Who Code.

Making a Difference Through Women Who Code

And that is the achievement she is most proud of so far: the impact Women Who Code is having on the careers of its leaders in the tech industry – their careers are ascending with awards, board appointments, press mentions and invitations to speak at conferences.

“The most exciting part is that the Women Who Code leaders whom we are helping empower are women who are dedicated to seeing other women excel. Their influence will impact the industry exponentially,” Percival says.

Looking at the industry as a whole, she sees that Women Who Code holds an important role in the landscape: already, they are seeing the benefits of reaching out to women and girls to showcase technology careers. Although they have made huge strides in attracting talented women to the field, they are still leaving at too high of a rate. “The conversation now needs to be about creating a better place for women in the industry and helping them navigate their career path. When women do enter the industry, there are not enough role models and they don’t see women well represented at the individual contributor level.”

The group has a weekly publication called Code Review that highlights everyday career successes of women – whether they have won an award, landed a new job or promotion or launched a new product. “We want to champion these women and create the feeling that it’s normal to share your successes, since it can be harder for women.”

Advice for Young Women: Code

According to Percival, all industries are becoming “technology industries,” whether it’s finance or footwear, so increasingly future executives will be those who have a background and understanding of technology. She herself wishes she had learned to code earlier and she urges women to learn the basics, by even taking one coding class. “In areas where women are underrepresented, the issue will only be exacerbated as we see top jobs going to those with a background in tech. It is essential they learn skills like coding as early as possible.”

In addition, she advises women to always set goals, whether they are clear on what they want to do or not. “Lay out that goal and work toward it; you can always change your mind later,” she says. And she underscores the importance of building a network authentically. “Approaching networking as relationship building is key, because then those people become more than just contacts: they become friends and your allies whether you need help in two weeks or two years.”

How Companies Can Win In the Talent Quest

She also believes that companies have a responsibility in the drive to bring more women into the field, and she advises them to really spend time thinking through how they can attract and retain women.

One key area is to make sure they are paying women fairly. She recommends companies analyze salaries and make changes if there are discrepancies that are gender-related. “If there’s an across-the-board percentage of people getting paid less, it’s expensive not to balance that out,” she says. Otherwise, companies will lose out on the women in the last 15 years of their career when they can provide the most value to the company and act as role models and mentors.

“You can’t afford to lose them when they’re the most experienced.”

By Cathie Ericson

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Men Who Get It: Naveed Sultan, Global Head of Treasury and Trade Solutions, Managing Director, Citibank

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Naveed Sultan“If there’s a fundamental disconnect in the area of diversity, businesses will not have the outcomes they could, as there will be significant lapses in their performance,” says Citi’s Naveed Sultan. “That’s how important I believe this issue is, not only to me, but to our organization as a whole.”

As head of the Treasury and Trade Solutions division of Citi’s Institutional Clients Group, Sultan oversees one of Citi’s largest global businesses, which handles multi-country client relationships. This business provides an integrated suite of treasury, cash management and trade finance services to multinational corporations, financial institutions and public sector organizations and it runs the industry’s largest proprietary network with banking licenses in over 100 countries. “Our work goes to the heart of the topic of diversity,” says Sultan. “In any global business the talent mix must reflect the footprint, the cultural attributes and ability to adapt and understand the notion of inclusion. For a global organization to be successful, it must incorporate those elements into its business model.”

Sultan began his career in Pakistan, where he worked for a few years in corporate banking before taking a sabbatical to study in the United States for his second management degree, which he earned at Sloan School of Management at MIT. “My decision to study in the United States was driven by my desire to gain exposure to a diverse academic environment and interact with people with different backgrounds,” he says. “It was one of the best decisions I have made because it gave me a very rich experience.”
Upon graduation, he changed his line of specialization into transactional banking, extending into operations and technology, and joined Citi in Saudi Arabia, moving through several positions and geographic locales over his 23-year tenure to his current role.

A Diversity Champion

To Sultan, retaining a diverse talent pool makes business, economic and social sense. “It’s simply the right thing to do, but more than that, there is vital business and economic logic to it,” he says, mentioning a robust body of research that proves diversity contributes to a stronger business due to a better working environment and more informed decisions.
“The notion of diversity in a broader context has always resonated with me, but it’s even more compelling and convincing when you consider the business case,” he says.
Growing up, Sultan says his economist/banker father told him that he would be among the first generation in Pakistan to make the transition into an international environment, to live their lives in a global world. Along with that, he cautioned, would come the need to never pass a value judgment on someone who’s different, but to appreciate people for what they are and have a sense of inclusion.
“That lesson stayed with all of us, and that’s why I realize it’s an important mindset that managers need to have – the ability to value people for what they bring, rather than focusing on their shortcomings,” he says.

Valuing Differences

Sultan realized early on that you can’t confuse style with leadership. For example, somebody who is understated is merely exhibiting a different style and may well be an equally effective leader as someone who is more dimensional and extroverted.
“As managers we have to condition ourselves to develop an appreciation for different kinds of leaders,” he says, even though he has seen that supervisors often subconsciously believe that everyone should converge toward one common style of management.
But, as he points out, if you do that, why do you need diversity? As Citi has evolved rapidly in regards to this dimension he says that awareness has risen exponentially throughout the company. “Ever since I joined Citi, I have been participating in diversity discussions and how we should implement policies to make organizations more responsive to the notion of diversity.”

 

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Mover and Shaker: Christina Smedley, Brand and Communications Officer, PayPal

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Christina Smedley“The skills you need to navigate the corporate world are ‘earned,’ not ‘learned,’” says PayPal’s Christina Smedley, who is quick to clarify that doesn’t mean that newer professionals don’t offer value to add. She believes that you have to find ideas from anyone around you and cites her experience with creative interns as an excellent example. “Ideas come from everywhere but some skill sets take time to learn.”

Born in Jamaica, Smedley grew up in England and had her first job on a factory line, where one of her tasks — inspecting clear shampoo bottles for flaws – provided her first entrée to the importance of quality control and paying attention to details.

Prior to joining PayPal, Smedley worked for Edelman, where she was global chair of consumer marketing which entailed telling stories for big brands. One of her many initiatives during that time was helming Dove’s award-winning “Real Beauty” campaign where she helped change the way that people look at beauty — an important crusade both professionally and personally, as she has a teenager daughter. Prior to that, she handled worldwide communications for Amazon, helping change the way people would shop during a time when most people had never even heard of the website or the concept of online retail.

In her current role at PayPal, she is responsible for communications and marketing for global consumers and making sure the company is connecting them with tools to move money more simply.

“Money is such an intrinsic part of life, and it is changing faster in the next three years than it has in the past 20 years,” she says. “It’s exciting to be part of that narrative, and it’s why I’m passionate about what I do.”

At PayPal one of her roles has been to unify the brand globally including rebuilding the website and launching a new brand image; previously, due to its meteoric growth, the brand looked different in Australia than in Germany, for example.

And that’s what keeps her inspired in her day-to-day work: the opportunity she sees ahead to make it simple for people to move their money and provide a secure, effective double-sided network for merchants.

Sponsors and Mentors Play Valuable Roles

During her career ascension, Smedley has benefited from both sponsors and mentors and sees a role for both. Her trusted mentors have been people with whom she can share dreams and aspirations, but her sponsors have been those who have pushed her in ways she didn’t even think she was ready for.

“A sponsor might put you forward for a stretch assignment you hadn’t considered or a promotion you weren’t even asking for. Women tend not to put themselves out there, but you have to push yourself even if you think you aren’t ready; just take that deep breath, jump in, and ask for feedback.”

Along the way she has worked with women whom she says have left an indelible mark as mentors, and she’s also able to find qualities she’d like to emulate throughout different business units within PayPal. For example, she feels inspired by the customer service team, who can ably handle tough moments and respond positively under pressure.

Continuous Learning

She acknowledges that it’s as important to have a pause in your career as it is to drive forward, though assuming that philosophy can be challenging for individuals who are focused on advancement.

“We have so many influences and when you’re in the middle of a dynamic industry, it’s sometimes challenging to just stop for a moment and assess what we’re trying to do as a team, but that’s when you’re learning nuances and skills.” She says that she underscores that concept to those she mentors – that doing the same job for a period of time allows to you to hone the craftsmanship that will ultimately make you a better professional.

Smedley actively supports PayPal’s Women’s Initiative, a company-wide initiative that enables women throughout the organization to advance their careers through conferences, networking and continuous learning.

Smedley says she loves to travel and has brought that drive to her family, including her 16-year-old twins. In addition, Smedley is passionate about literacy and supports programs that advance the skills in her native Jamaica, since she has seen the impact that learning and reading can have on communities. “It’s vital to me to look after my homeland,” she says.

By Cathie Ericson

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