Sara Coelho“I’m open to things going in a lot of different directions and to seeing things in a different way than people expect,” says Sara Coelho. “I really try to foster that approach, because novel solutions bubble up.”

Coelho talks about why her practice is a jack-of-all-trades art, standing her ground as a woman and the creativity of receptivity within law.

The “Liberal Arts Area of Law”

With Shearman & Sterling since 2016, and promoted to partner this past July, Coelho has been in the insolvency practice for fifteen years.

“Any time you have an insolvency situation, by definition people can’t follow the law. When something isn’t working, you get to take a deep dive into why and have to figure out a way to make something of that, and the tools really vary depending on the business,” she says. “Every situation has its own dimensions, so you constantly get to learn something new. If you are a liberal arts major, you would like what I do.”

Coelho continues, “I’m often doing things I have no prior expertise in, for example, negotiating tax debt and tax statutes, because of the underlying needs of the situation,” she further explains. “Sometimes we litigate to get to a resolution of a dispute. Sometimes we create deals. We’ll use any field of law to construct a deal that takes the situation to a better place.”

Her area is so flexible that when students ask her about a typical day, Coelho tells them to give her a year and she’ll say what she was doing in that period of time. Collaboration with other lawyers and financial advisors is critical to her work: often part of the solution is bringing in the expert who knows the tried-and-true approach, and another is confronting an issue alien to anything she’s ever done. Hence, the sophistication of problems, quality of people and intellectual challenges have held her attention in this field.

The Creativity of Receptivity

Coelho feels persistence has served her. She has always been able to put her head down and commit to a project she’s taken on. She’s been called a “lawyer’s lawyer” in that she has an analytical curiosity and loves to go deep into a problem, which means encouraging a spaciousness for unexpected solutions.

“There’s often a real reluctance to bring forward something that is a little off the wall,” she observes, “but you could miss an opportunity that way.”

In law, creativity is often less conceiving of something new and bringing it into existence, but rather an artful receptivity to the hidden key that already exists that you’re not yet seeing.

“So much of law is a very set underlying body of concepts, and people lose track of a big percentage of it. So often there is just something lurking there, that’s pretty direct and obvious, but actually very hard to see if you don’t come at it with an open mindset,” she explains. “It’s a receptivity, an orientation of faith that there’s going to be useful things that emerge. It’s a melding of a creative mindset with the orthodox.”

Staking Her Ground As A Woman

While Coelho admits her field has an inadequate representation of women, especially senior partners, she also often finds there are more women than she realized. She also feels the reputation of being male-dominated deters women from considering a field they might thrive in: “There are women who are thriving in all of the difficult roles and more than you would think.”

At the same time, Coelho acknowledges that she does feels some pressure to be beyond perfect and tends to speak concisely, getting to her point quickly while she has the moment, whereas she witnesses men talk at length without the social pressure to be precise.

“I’m working on trying to take up more time and space, and defending the perimeter to be able to do that,” she notes, “because sometimes you can’t appropriately advocate otherwise.”

Coelho acknowledges that being a woman distinguishes you, but that advantage can backfire if you’re perceived as the woman lawyer and especially if there’s a general assumption of irrelevance.

For example, on a conference call for a major deal where both Coelho and another female counterpart lawyer represented different clients with predictably different perspectives, the opposing side confused their two arguments, because, she suspects, the woman lawyers’ voices were understood as interchangeable. Coelho finds it hard to imagine that same bewildering lack of differentiation occurring for a man.

“Things still go on, but at the same time, you’re just focused on the problem and the work,” says Coelho. She notes that self-validating verbal feedback from highly respected top lawyers has been a touchstone to measure her lawyering and has kept her from falling into an unproductive level of self-questioning, especially when she’s confronted with aggression or doubt.

Clarifying The “Stupid Questions“

In addition to helping associates become familiar with the essential craft of her “renaissance profession,” Coelho seeks to demystify some of the basics that challenged her. When she first began, she felt one of the hardest parts was just figuring out how things got done – down to how you frame an e-mail and how long you wait to chase up on it.

Coelho volunteers information and invites the conversation around questions she found perplexing when starting out, especially if the response she had was reactive or dismissive: “I try to ask, what would have been the most constructive response for me?”

“For example, as a lawyer, to say how much time should I spend on something is a very loaded question because obviously you should do the best job possible for the client. Well, the best job possible might mean thousands of hours or significant expense, and maybe the client doesn’t want that,” she notes. “So there’s always this judgment about how exactly to approach the problem, how much depth to go in and what are the optimal things to focus on. These are complex judgements people have to make, so I like to be transparent about that kind of process.”

Boiling down why inviting questions as a senior lawyer is important, Coelho says: “The stupid question is the most important one to ask because you definitely don’t want to make a stupid mistake.”

For women in particular, Coelho also emphasizes the importance of really stepping back to ask what you personally want, rather than letting the ongoing demands of your external environment, including simply keeping up with the work, dictate where you end up.

An Unforgettable Mentor

Coelho considers her grandmother the most mindful person she has ever met. As a child, Coelho would join her in hanging laundry, picking fruit or doing some other form of tending to ordinary things.

The most unforgettable moment that affected her was listening to her grandmother talk about one single lemon with such elaborate understanding and appreciation that it underlined a whole wisdom of her Grandmother’s way of living in the world: “Listening to her talk about this lemon and what it was, exactly why it had a different flavor than others and how you would use it, in such depth, crystallized for me her way of being and how wonderful that is. And how much better life is, if you can bring that sort of appreciation and experience to whatever it is you’re doing.”

Coelho adores her three and a half year old son, Caleb, and, in addition to being a prolific reader of social sciences “light” and economics, loves to garden – and as her grandmother, tend attentively to the small and sacred matters of the home.

By Aimee Hansen

“There’s still a notion that all paths in investing lead to investment banking, which dissuades many women from entering into a career in investing, but it’s definitely not the case,” says Cheryl Akawie.

Akawie speaks to holding to your values, the importance of curiosity and why you want to learn from and be the kind of leader you respect.

An Ever-Changing Context

Joining Prudential out of Lehigh University as a finance major, Akawie relatively quickly gravitated from investment auditing to working directly with investments, where she felt her skills and interest would be optimized.

For over 28 years, she’s been working in investments–covering some of the major sectors she began with, such as telecom and cable–and stretching into new sectors such as media and technology.

“Everything changes–the companies have changed, the industries change. Right now, the tech industry is going through tremendous change,” says Akawie. “I’m watching which companies will be winners and losers, so my job stays interesting even within the same sectors.”

Akawie calls herself a ‘credit geek’: “I like to dig into the details of companies and figure out what makes them tick and what they might do next. What will make them successful or not successful as things change–will the big names in linear television be successful when the world has moved to streaming?”


She appreciates how integrated the investment process is from start to finish at PGIM Fixed Income, with hand-in-hand collaboration between analysts and portfolio managers. Taking on a new position leading the U.S. investment grade research team a couple years back has allowed her to support experts across the various sectors, helping ensure the well-established investment process runs smoothly and her teams’ contributions are recognized.

Holding To Your Values

“To me, what has mattered in my success has been being true to myself and not compromising my beliefs. That applies in many different ways,” says Akawie. “For example, I could not be on the sell-side and push an investment idea if I didn’t believe in it. As an analyst, I analyze it and tell it like it is. I’m not going to hold back on my views. Being on the buy-side, we don’t have to buy everything, so it has always been a good natural home for me.”

Going further, she expresses: “I think that principle has stood through all aspects of my career and added to my leadership. You should never compromise your values and you should be willing to stand up for what’s right. You should be willing to stand up for your team.”

Moving into a leadership role has meant taking a more holistic view not only in looking comparatively across industries, but also putting herself in the shoes of others when making organizational decisions.

“If we’re trying to revamp a process, I have to consider what may work better for the team,” she says. “As a leader, it’s important to step out of my role and put myself as the team leader and the organizational leader to consider what is best for the team, regardless of whether it would negatively impact or be inconvenient for me.”

Choosing Your Leadership Approach

Akawie feels her promotion largely came down to her track record on training up more junior analysts across the years. She enjoys working with junior talent and imparting her skills to help develop their ability to analyze, especially appreciating the moment when it all “clicks,” which she argues only happens when the analyst learns to combine fundamental credit research analysis and the relative value decision around which bonds to own.

Her personal leadership approach is to be relatable and approachable, and she keeps an open door policy.

“I had to figure out what kind of leader I wanted to be, and I’ve had different kinds of managers over the years. I’ve had the micromanager, where they want to check over everything that you do. I’ve had the more hands-off manager that recognizes you are a professional,” she says. “I chose to emulate my style more from the latter, because I respected when I was on the other side. I’m here if you need me. I’ll be your coach and advocate. But to get from here to there, use your own style, as long as you get it done.”

Myth-busting: Not All Investment Careers are Investment Banking

In addition to running the investment grade credit research group, Akawie is actively involved in recruiting for the credit research team in addition to sitting on the Talent Council, so she has a special window into the underrepresentation of women.

“It really frustrates me that even now it’s still such a male-dominated industry and in any meeting, there are still noticeably fewer women in the room,” says Akawie, who feels a perception issue plays into this.

“There’s still this perception that all investment careers are investment banking, where you don’t have a life,” she says. “I really wish there was a way to get the message out to young women that there are plenty of fulfilling, lucrative careers that you can have in asset management that don’t involve working 18-hour days and weekends. You can actually live a balanced life while also being a successful investment professional.”

Passion And Curiosity Go A Long Way

Akawie feels that having a passion for investments, as well as a strong intellectual curiosity, is a cornerstone of being a successful credit analyst or portfolio manager.

“Your mind should always be open because you can find investment ideas anywhere. You hear something on the news, or you read an article in Barron’s–you see something not necessarily in your industry, but it could be related,” she notes. “It’s that intellectual curiosity and passion that matters, because it won’t seem like a job, and you’ll have a long and dynamic career.”

Akawie also presses that it’s a measure of intelligence to be honest about what you don’t know, and that it’s critical to remember that in the world of investments, you’re never going to get everything right.

“We’re investing in corporate bonds. They’re not guaranteed. You’re not going to be right 100% of the time,” she says. “One of the harder things when you’re trying to transition somebody from a junior analyst to a senior analyst is developing that willingness to stick your neck out, express your opinion and not be afraid to be wrong. And if you are wrong, admit and own it, don’t make excuses, simply learn and move on.”

She leverages her own curiosity to convert the occasional missed call into a learning experience: “I often review, and I’ll ask what did I miss? What could I have done differently? And, then you make a better investment decision next time because of what you learned this time.”

Being A Leader You Would Respect

Akawie has found informal mentorships are the most valuable kinds of mentoring, which comes back to being open and approachable.

“To be a mentor or to be a mentee, you have to open up and not be afraid to share parts of yourself–so that people actually get to know you and they’re willing to share their secret sauce,” she says. “And I think that comes from having personal relationships. If everything is just business, I think it makes it hard for that relationship to develop.”

When choosing who you wish to learn from, Akawie goes with whom she truly respects. For her, that’s someone who takes pride in their work and gives their full energy, earning the respect of their team, because this is what she values and wishes to do.

Akawie loves traveling the world and seeing new cultures, which have included Africa, Southeast Asia and Hong Kong. Currently, she’s steeped in her latest passion of home remodeling.

By: Aimee Hansen

Stephanie Schultz“It’s essential to create the space for people to be heard, especially when some aren’t as comfortable voicing their opinions,” says Stephanie Schultz. “I don’t want to be in a meeting and have everybody agree with a particular direction or discussion. I want to hear the people who are dissenting, or might have a different perspective, because it’s a pressure test – it’s helping to make sure that we’re getting to the most thoughtful outcome.”

Schultz talks looking ahead of yourself in the job hunt, going for the win-win in strategic partnerships, working in a get-it-right fintech culture and the merits of adaptive leadership.

“It’s About The Next, Next Job”

Having no clear idea of what exactly she wanted to do after college other than live in NYC, Schultz graduated with an economics and business degree from Lafayette College – feeling she’d have the breadth to explore her options while getting her feet wet.

But in 2009, she inherited a tough job market in which few of her peers were landing any positions. It was tempting to take the first offer that came – an executive assistant role at a small audio-visual music company – until a previous internship manager questioned whether it was the direction she truly wanted to go.

“She was the one who really encouraged me that whenever I was to think about a job, it’s not about that job. It’s about the next, next job,” reflects Schultz. “That was so important, because in the moment, I had not thought that way – and it was hard to turn down a job at a time when no one was getting them, but I did.”

Schultz kept applying, including at American Express. She did not get the first role she applied for, but the hiring leader recommended her for another better-suited opening, which she then landed.

“I didn’t plan to be working in fintech or at a financial services company, but I was attracted to the brand and the values of the company,” says Schultz. “So thinking about the next, next job, I realized I could spend a long time at Amex, learn a bunch of different things and really launch my career.”

Twelve years on, she’s moved from product development to heading up partnerships for Amex Digital Labs, the innovation hub working to make Amex a leader in fintech. Her team is focusing on developing the next generation of products, customer benefits and membership experiences across the evolving digital landscape through partnerships with both major tech companies and start-ups.

The Strategy of Win-Win Partnership in Fintech

“There is so much disruption happening in payments, which has really excited me and kept me passionate about the work itself,” says Schultz. “The technology is continuously evolving and so are customer needs. Payments are so foundational to everyday life, so it’s exciting to keep learning, to be on the cutting edge of improving and innovating, and to make a tangible impact in something that people do every single day.”

A recent product Schultz introduced, called Send & Split, was created in partnership with PayPal and Venmo, synonymous with peer-to-peer payments. Rather than create their own platform, the Amex Digital Labs team worked with PayPal and Venmo to develop a unique digital integration within the Amex mobile app to create a better customer experience – enabling Card Members to send money to friends and family without the standard Venmo or Paypal credit card fee. Her team also developed value-added features like enabling the splitting of transactions, such as an AirBNB stay or dinner, making it seamless to share bills and ease the social interactions between users.

Not only does she have a reputation for getting stuff done, but also for being able to navigate the tougher territories of strategic partnership. She feels if you come from a receptive solution space, there is often a win-win meeting ground to be found amidst conflict.


“I feel that throughout the years at Amex, I’ve been the person at the helm of some of the more complex questions or unique products,” reflects Schultz. “When a lot of people are saying it just can’t be done, that is the point at which they bring me in to help lead and figure it out.”

Her approach is not to force or strong-arm an outcome but rather – in the context of long-standing relationships across multiple lines of Amex business, complicated initiatives, and unchartered territories – to seek and find a workable and lasting solution for all involved.

“Building relationships is core to what I do, and it’s about thinking of the bigger picture and setting those partnerships up for success,” reflects Schultz. “I used to enter a negotiation feeling as though it’s my side versus your side. Throughout the years, I’ve completely shifted my perspective: it’s not me versus you. We’re in this together, and we want this to be a lasting partnership. So how do I find what really works for both of us? It’s about being real and authentic and transparent with your objectives, and what you’re both trying to achieve, and how you can get there most effectively, together.”

An Integrated Culture of Doing it Right

One of the hardest moments at work was the day Schultz told her boss she was pregnant, because she realized she was anxious about moving towards a time of managing multiple priorities, with family first, and how big of a change it would personally be for her.

“That was a difficult moment to navigate and come to that realization, but now has been the greatest gift of all,” says Schultz. “Becoming a mom has helped me to be more efficient and effective at prioritizing my time and has been a net positive thing on who I am as an all-around human being and empathetic leader.”

Fintech is not at all a “move fast and break things” culture as you might expect, because with working with heavy regulations and major tech companies, the work culture is far more focused on doing it right than just doing it fast.

“The culture at American Express has been something that has kept me in this role. It’s a culture that welcomes the diversity of perspectives and ideas and makes the space for that,” she observes. “You would think the culture might have multiple layers of hierarchy and you have to navigate that, but that has not been my experience. The expert is in the room while the presentation is happening.”

Former Amex Vice Chairman Ed Gillian, whom Schultz was inspired by, was often on the ground floor around projects that were driving digital transformation, working beside managers and analysts.

Digital Labs also has creative ways of cultivating inspiration, as ideas come from any direction. Regularly, her team has inspiration calls where they can share anything, from an article to a new app feature, that may be inspiring them. When it comes to ideas from the ground up, the team has a forum and toolkit to equip anyone with the spark of inspiration to be able to go from idea stage to concept and then to action, while also having access to the investment and resources to get the project off the ground.

Being Adaptive in Leadership

The one thing she most wishes to impart on her mentees is the power of belief and the feeling of being championed, pointing out how teacher Rita Pierson inspired a classroom of struggling students in an underprivileged community to succeed by reframing the way they perceived themselves: “I think that sometimes people’s potential can be redefined based on what other people see in them. There were moments throughout my career when I didn’t necessarily see myself having that potential, but I had a mentor or a sponsor who saw that in me. Everybody deserves that.”

Within the Women’s Interest Network in Amex, Schultz is involved in the Ready To Lead program, mentoring and creating connections for aspiring leaders from other business units. She’s often found mentoring more like building a relationship, and particularly in her role, she often learns about new features and products from her mentees.

When it comes to being a leader, Schultz is thoroughly committed to supporting the unique working processes of each individual she manages, rather than imposing her own style of work.

“I have a more adaptive leadership style with my team. Some people might want me to roll my sleeves up and get in and white-board with them. Other people might prefer to take the challenge away and come back to me later with ideas,” says Schultz. “I personally feel I am there to set the charter for the team, to set the vision and the goals. I believe in a model of service to the people on my team. What works for you to be effective and then how do I flex my support based on what you need, to be a sounding board and roadblock remover and helpful guide along the way?”

While her style is more casual than the normal latitude of management approaches in financial services, being authentic in her own leadership has resonated and served her team and success.

Schultz spends as much time as she can with her toddler, Cooper. Since becoming a working mom, savasana has gone from the pose she could not stay still for to a treasured and glorious moment.

By Aimee Hansen

We’ve rounded up some of the most acute advice on elevating yourself to a leadership mindset, from the women leaders we’ve interviewed in our Voices of Experience leadership series this year.

1. Don’t Shy Away From Hard Truths

“To be a good leader, you need to be able to cheer your team on with all the good stuff. But to make changes and keep progressing, you also need to be willing to address the challenges and difficult matters,” notes Marcia Diaz of PGIM Real Estate. “I think people appreciate direct and honest feedback and ‘knowing where they stand.’”

2. Let Go of Certainty

“Women have a tendency to be very certainty driven, and they end up not taking as many risks and opportunities. It’s like that quote ‘doubt kills more dreams than failure ever will’,” says Monica Marquez of Beyond Barriers. “Women need to be much more open to taking the opportunity and embracing just-in-time learning, so they don’t rob themselves before they try.”

3. Keep Personal Fulfillment As a Priority

“Someone once told me that when your career takes off, something else is going to suffer. For a long time, I was convinced that you have to work very hard while other things would have to take a backseat,” says Anna de Jong of PGIM Fixed Income. “You are actually more successful when you understand what is really important to you and cultivate personal satisfaction, as well.”

4. Set Your Vision Ahead

“The more senior you get, the more you are responsible for steering and being able to see around the corner and anticipating the different challenges that you’ll face along the way,” says Katherine Stoller of Shearman & Sterling. “You get more experienced at identifying the problems you may be seeing tomorrow.”

5. Broaden Your Circle of Concern

“When I was subsequently promoted…I remember asking myself: am I willing to fight for my team, even to the extent that I may compromise my job? Am I willing to fight for my team for what is right?” say Geklang Lee of PGIM Real Estate, Asia-Pacific. “Only when I was prepared to do that, did I accept the role.”

6. Lead With the Space For Growth

“When you are hands on, you do things a certain way and tend to believe others should do it the same way. But people have different approaches, and it takes time to admit to yourself those approaches are fine, and so are the consequences,” says Silke Soennecken of Commerzbank New York. “You are supporting the growth of people by allowing them to also make mistakes. You’re going to support and guide them, but there’s purpose in delegating and giving others the opportunity to grow and shine in their own way.”

7. Don’t Just Manage, Inspire

“I would rather be a leader than manager. To be a good leader, you really do have to have a vision, a mission. I want people to feel inspired to get on board with what we’re doing and feel purpose and connection,” says Erika Karp of Pathstone. “Management is structural and systems and measures and accountability are critical. But I don’t love management as much as I love leadership.”

8. Model A Leadership that Gives Power Away

“One thing I learned through my community organizing training with Midwest Academy is this idea of leadership: that giving power away is how you grow a powerful movement,” says Caroline Samponaro of Lyft. “I focus on imparting that message to those I manage: how are we giving away power to build a strength of team and community that can be that much more successful?”

9. Know Your Network of Influence

“People often want to go directly to the key decision maker and say ‘get to know me’, but if you get to know the influencers of the key decision makers, you become an influencer in the organization as well,” says Natalie Tucker of Radioligand Therapy. “When joining an organization, this is a good first step for those who are more introverted and looking to quickly create positive impact on the business because you’re able to have honest dialogues on key matters. It’s about reading the organization, and learning about its people – not their title, but who they are, and their communication networks. Once you understand the communication network of an organization, you can navigate it well.”

10. Invite Being Challenged

“I’m completely open to, and actually encourage, my team telling me when I’m wrong. I invite them to convince me that I’m wrong. I love that!” says Grace Lee of S&P Global. “I want us to have the best ideas, and that’s only possible when we are all contributing, debating and challenging each other.”

11. Stay Grounded In Yourself

“Some people would say you shouldn’t necessarily point out or emphasize the difference,” reflects Nneka Orji of Morrinson Wealth Management UK,“but I think it was so helpful in terms of me knowing who I was and who I am, and being true to myself. Of course I wasn’t always as confident in this respect and I’ve grown a lot since, but being comfortable in your own skin, in terms of your own history and culture, is critical. As long as you know who you are, you know your motivations, your boundaries and you make decisions in line with these.”

12. Diversify Your Personal Board of Directors

“I realized the people I go to often are very similar to me, so when I go to them for advice, they’re probably going to give me what I want to hear,” says Leah Meehan of State Street. “So I have one person on my board who has been a friend for a long time, and he tells me ‘how it is’. He does not hold anything back, to the point it sometimes upsets me, but he’s helping me to move ahead; I need more of those people, to diversify my board.”

13. Stand Tall in Your Value

“The biggest thing I think I took away from mentors and coaches over the years was to learn to give a value to myself,” says Beverly Jo Slaughter of Wells Fargo Advisers. “External recognition is a wonderful thing, but we all have to learn to give recognition to ourselves, to recognize when we have done well, to celebrate our value and feel confident that we bring it to the table.”

14. Come From an Intrapreneurial Mindset

“So as I think of being an ‘intrapreneurial executive,’ I bring that same sense of acting like an owner to the organization I work for. I’m going to be constantly thinking about ways of improving the business,” says Linda Descano of Red Havas. “I act like I own it, as if it’s my investment. It’s working with that same sense of responsibility and drive to make it grow.”

15. Foster a Longterm Perspective

“It’s a long career and so easy to get wrapped up in the here and the now, especially when you start out,” says Emily Leitch of Shearman & Sterling. “But you really have to remember — when you feel overwhelmed, when you’re in a transaction and it’s all-consuming — you have to be able to ride those waves and think from a long-term perspective.”

By Aimee Hansen

Laura Ansloos“Training is very heavily criticized for its return on investment. Well, why is that?” asks Laura Ansloos. “What happens when the whole picture is not taken into account before training is deemed to be the answer to the problem? What may be working against training within an organization? What are the other forces at play within organizations that drive behavior change, or impact on individual’s performance?”

She continues, “Going down the trajectory of organizational psychology has given me the words to articulate these matters with my clients, help them see the plurality of some of the issues they are dealing with and to find ways to move forward.”

Ansloos talks about her passion for behavioral economics & organizational psychology, how the training issue is often a failure to diagnose the problem and why L&D truly belongs both at the leadership table and in problem-solving teams.

Reclaiming Her Own Trajectory

As often happens when you step on a certain track, the track can begin to take you along it—until you find yourself at the top of a trajectory you never set out for.

With a degree in biochemistry from McMaster University in Canada, Ansloos did not identify with the idea she held of being a scientist in a lab, so ended up pursuing medical communications, a specialist service within public relations and advertising that works with mostly pharmaceutical clients. She quickly fell into client management, gaining higher profile roles and bigger clients in little time and moving up through the business development and commercial leadership route.

Ansloos moved towards the e-learning industry by joining a leading learning solutions firm, Epic, where she managed multi-sector client portfolios such as Civil Service in the UK, Burberry, Diageo, Barclays Bank, EasyJet, and British Airways, helping them transform their internal learning & development offerings towards digital. Soon enough, and amidst a merger, she was Managing Director EMEA of LEO Learning.

“I reached what would be considered a pinnacle if you’re working in a client services career trajectory. But I didn’t love it,” she admits. “I remember always saying that I never want to be responsible for the money, but that’s the trust you build. That’s how it went and where it went to.”

Ansloos wanted to gravitate towards her passion of being more “hands on” with problem-solving around her client’s people and performance matters, and further away from managing the provision of services to clients. She’s been making progress in that direction by leading consulting on workplace learning and performance strategy with Ogilvy Health, heading up the Ogilvy Health UK company apio, and is currently attaining her Masters in Organizational Psychology at Birkbeck, University of London to go further.

Through the depth and breadth of her experiences in management, she’s developed an acute, insightful overview of why training is often set up to fail. Now she seeks to bridge her management and leadership background with adult learning, behavioral science and psychology to create meaningful behavior change intervention in the workplace.

The Missing Diagnostic: Is It Really a Training Problem?

As a new manager with a team of 25 direct reports, reading The Five Dysfunctions of a Team nearly 15 years ago is what first ignited Ansloos’ fascination in understanding behavioral motivation, the psychology of management and leading change. She then became interested in behavioral economics, with popular books like Thinking, Fast and Slow, Predictably Irrational and also Inside the Nudge Unit, which explores how the UK government uses behavioral economics.

“I was reading all this stuff and thinking, why don’t we use this in organizations? Why is this thinking not there?” she wondered, which led her to another question: “Why does training have such a bad reputation? Why is it so often ineffective?”

Ansloos points to the value of using behavioral science insights to inform interventions in individual performance or behavior change in the workplace. For example, we are more motivated by the fear of loss, due to its emotional impact, than we are by gain (prospect theory). We also have a tendency to do as others do, particularly if we identify with them (so called social norms). Armed with these sorts of insights, one can expose hidden opportunities to influence behavior change in the workplace.

For example, she was asked by a client to help provide an educational piece to their leadership team on the value of strategic partnerships. They needed their leadership’s advocacy and support, otherwise the rest of the organization would not understand why partnerships were needed. The challenge was that those partnerships were not yet delivering immediate or tangible commercial gains and came with risk, and so their value was being questioned and “ears and minds of leaders were closing”.

Ultimately, Ansloos and her team used psychology and behavioral science to frame interventions. They set out a value proposition for partnerships using a loss aversion frame: without partnerships, the future leadership position of the organization as an innovator was at risk. They used social/occupational norms and commitment devices to encourage leaders to go public to their peers and share their personal story on what convinced them to “give partnerships a chance to shine” and ask their peers to do the same. While the brief started with an educational request, the team ultimately intervened with psychology to reframe partnerships not as a long term gain but as a way to avoid material losses, and ensured that giving partnerships a chance was “the done thing” among leaders.

Bridging the Gap

Observing that small changes play a huge role in creating significant performance results, Ansloos sees more opportunity to bridge the gap between psychology and management: “Because I’m not an academic, I have that opportunity to help bridge the gap, because it is missing and it’s a very under-tapped area in organizations. We need that expertise of organizational psychology to help widen the lens of the relationship between people and work.”

The big “miss” she sees in L&D is the too often absence of diagnostics around the problem itself. Often organizations leap frog to training as a reflex. But if the issue is not a training (capability) problem to begin with, training will not solve anything.

Ansloos loves the simple and academically grounded COM-B model that says behavior results from capability, opportunity and motivation: “Using this kind of diagnostic lens you say, ‘this is the problem that the business is having, but we first need to see if it’s a capability issue, an opportunity issue or a motivational issue – and then design our interventions accordingly.”

She gives the example of R&D lab scientists in a pharmaceutical company who weren’t filling out timesheets that financial regulators required: “The organization just wanted to implement training on the time sheeting system. But by taking a behavioral lens, we helped them to understand that they didn’t have a knowledge deficit issue that scientists didn’t know how to timesheet. They had a motivational deficit because R&D scientists don’t see it as their job to be commercial entities.”

Rather than training on timesheet completion, which would never have helped, they did psychology-based nudge interventions, like making the task both simple and social, so that scientists witnessed each other doing it and followed along, using the social notion of the ‘in-group’.

“A progressive organization values and understands the mindset of always learning and has the ability to evaluate its systems, its own psychology, its policies, wider society and the expectations it operates within,” observes Ansloos. “It can diagnose what its issues are and where and when training or learning strategy is needed, and what other behavioral interventions may be best required to help solve problems, make better decisions or fulfill individual potential.”

L&D Belongs Across & Within Teams

“Having been in management roles for so long, I know how important it is to get these things right and how much it can bring to the table, so I really believe in this work,” says Ansloos. “I can explain things in a way that is easier to understand and relatable.”

She has been honing her ability to question accepted knowledge, not just relying on status quo but being willing to step back and ask ‘why are we doing it this way’.

This kind of critical thinking is often missing in organizations— this fear to challenge, or to ask a question in the spirit of actually trying to get to a better place,” says Ansloos.

She feels that L&D suffers from being a subset of Human Resources, which is female-dominated but with far too few seats at the leadership table. This is why the notion of the Chief Learning Officer comes in: “Learning is so central for individuals and the organization. Why isn’t it given a more strategic or louder voice in the leadership part of business?”

Ansloos notes HR is perceived as being less strategically tied to business or adding less value, so L&D gets these associations too: “But re-skilling is the number one priority for most CEOs or leaders at the moment. Well, that is learning and development.”

In her years of experience as a learning consultant, she has been surprised to find she is only working with the marketing teams on the client side, with a limited base of learning as extensive as knowing what their predecessor did.

“L&D should be across and integrated into all functional areas of a business. It shouldn’t be departmentalized,” notes Ansloos. “Training is often the first thing to be blamed, so it needs a competency and understanding that is centered and situated within teams that have a broader understanding of when, why and how training is effective.”

Asking Why

With one year to go in her organizational psychology degree, a wife and two children of seven and five years old, Ansloos keeps very busy these days.

In her children, she witnesses the ability to center themselves, question why things are how they are and challenge assumptions—and she plans to keep on encouraging it and learning from them, too.

By Aimee Hansen

Emily Leitch “Early in my law career, I felt like there was an established hierarchy and I was hesitant to speak out of turn. I wish I’d broken that notion sooner and had more confidence in my own voice,” reflects Emily Leitch. For sure, respect is earned along the way, but I love seeing the confidence of the incoming female associates today and value their insights. I hope I had a small hand in creating more open dialogue for future generations.”

Leitch speaks to staying focused on your path, leveraging your unique presence and sustaining yourself through the long Big Law journey.

Gravitating Towards Capital Markets

Leitch began in investment banking out of college before deciding to attend University of Texas School of Law after two years. Exploring both securities and mergers and acquisitions (M&A), she felt more magnetized to becoming an expert in capital markets.

“I love that we get to interact with the heart of leadership of the company, and to hear not only about the transaction, but also their strategies and their business,” she says. “You come to know and understand the company’s business, so that you can describe it properly to investors, and ascertain the potential risks and opportunities.”

Not only does Leitch enjoy the high profile client interaction and broad business exposure, but because the intense transactional periods are often accorded in timing to SEC deadlines, she also feels the overall flow is less volatile than the peaks and valleys of M&A law.

Reflecting back, she was probably most surprised to realize how rules-based and regulatory in nature the practice is, which means constantly keeping up with changes in laws and regulations that come with different administrations and different agendas.

Joining Shearman in February, she loves that there’s always more growth and a new challenge: “This is not a career where you’re learning curve ever really flattens. It’s always on an upward trajectory and constantly being engaged intellectually has been something I really enjoy. And the people that I get to work with and am surrounded by — the associates, partners, clients — are all smart, motivated, wonderful, and well-rounded people.”

Staying Attuned To Your Own Development

“As a young associate, you hear ‘so and so billed this many hours’, ‘so and so got to work on that transaction’, and people can get really wrapped up in the competitive nature of it. But from the start of my career, I was pretty good at tuning out that noise,” reflects Leitch on what has contributed to her personal success: “I was good at keeping my head down, doing good work that I was proud of, and walking into the office every day thinking, ‘I’m going to do the very best I can do’.”

Making partner at just eight years and named by Law360 in 2017 as one of the top five lawyers nationally under 40 in the area of capital markets, her focus on her own work has served her well.

“I’m a good team player, so people generally like working with me. I think being naturally social has also helped a lot, as my network is really wide. I enjoy taking part in organizations and leadership teams and committees — from the legal profession to church to school — which also helps me keep some context in this industry,” notes Leitch. “As you grow in this business, it becomes so relationship-driven.”

She’s often heard the reflection that she is high energy, confident and strong, even when she hasn’t exactly felt that way — especially when she was juggling young children with returning to work.

A highly memorable moment of her journey was when, with two babies at home, she had reached a breaking point and was ready to side-shift to any kind of less demanding peripheral position. While informing Leitch that she just short of making partner, a head of her department encouraged her to hold on through the difficult phase and keep the course, and the team just needed to give her the support she needed.

“I’m so glad I held on, because when you make partner in this industry, it opens a lot more doors. If I had gone all that way to stop right before that finish line, my career would be totally different, and I wouldn’t be where I am today,” reflects Leitch. “But sometimes, as women you just you need that support. You need to vent to somebody or say I can’t do this. She was able to really help me through that, and I remember because it was absolutely career-defining.”

Leveraging Your Presence in The Room

While there have been many female associates across firms she’s worked in, Leitch has often been the only female partner in the room or even only woman at all, considering she works a lot with investment bankers, but notes that she didn’t use to notice it and has rarely focused on it — somehow seeing mostly male faces on Zoom has made it more salient.

“It’s not something that I’ve considered a bad thing, and frankly, I’ve probably considered it an asset and used that as an opportunity to stand out,” says Leitch. “I’ve been fortunate along my career to work with very supportive men, who are supportive of women and have helped me develop my career tremendously.”

While it might not be at a conscious level, Leitch is aware that even her presence in the room commands noticing, and feels perhaps that has empowered her to value and use her voice and her ability to influence.

“People see me as a female leader, and I think younger female associates have always looked up to me as a trailblazer in a sense,” she observes. “I’ve never really thought of myself that way: I just did my best work along the way and didn’t care if I was a man or a woman or who I was working with, but it’s nice to help bring other women up behind me.”

Remember It’s a Long Career Journey

“If I could go back and change one thing, it would be to ask more questions and to have more confidence approaching senior people,” says Leitch. “When I was the junior associate, I’d try to figure it out on my own or go to another associate.”

With the value of hindsight, she intentionally tries to be approachable and open.

Leitch has also learned through experience, and impresses upon associates, that while every transaction may feel like a dead sprint, it’s important to remember you’re in it for the marathon.

“It’s a long career and so easy to get wrapped up in the here and the now, especially when you start out,” she notes. “But you really have to remember — when you feel overwhelmed, when you’re in a transaction and it’s all-consuming — you have to be able to ride those waves and think from a long-term perspective.”

With time, she’s learned where to give it her all, which she often has, and where to put her boundaries up and give focus where it’s needed now, to make work-life integration work for her.

“Some days work has to come first. Some days, children have to come first. Some days my husband has to come first,” says Leitch. “We’re all balancing things in our lives, and the longer you do it, the more you instinctively know where the ball cannot be dropped that day.”

Leitch has enjoyed the opportunity to pick her nine year old son and seven year old daughter up from school everyday, as a result of the remote workplace. Much of her personal time is spent engaging in what excites them — from Astros’ baseball games to Tik Tok dance videos.

She’s all about her Peloton at the moment (a pandemic purchase) and as a creative outlet to her highly mental vocation, she feeds her life-long affection for theatre, finding pocketed opportunities to perform, including playful covers of Lady Gaga, Whitney Houston, Vanilla Ice and MC Hammer at Teacher Appreciation Days at her kids’ schools. With a mix of fun, family and a successful legal career, ‘you can’t touch her’.

By: Aimee Hansen

Marcia Diaz “Wherever you are, get the best experience, keep developing your skills, and keep networking. Whenever you’re asked to do something, make sure you do it well,” says Marcia Diaz. “You’re creating your brand. Whatever happens next, make sure someone will want to pick you to be on their team.”

Diaz speaks to unexpected opportunities in the right moment, making both your work and your ambitions known, leveraging your position and the value in sometimes asking forgiveness rather than permission.

When One Door Closes, Another Opens (Again!)

What at first appears as a stable and steady thirty-year stint of experience in commercial real estate financial services with PGIM Real Estate was actually a little touch-and-go in moments of Diaz’s journey.

Beginning in retail and then obtaining her MBA at UC Berkeley, Diaz joined the Prudential Realty Group, following the track of getting initial experience at a big institution–to “see as many deals as possible, learn the fundamentals, and get some good grounding”–before planning to go onto work at a real estate developer.

Less than a year after starting as a junior loan officer, the market turned and she found herself working on foreclosures: “Pretty quickly, I was put in a totally different position than I thought I was going to be in, and it was so much more adversarial than the sales side. But I tell people it was like medicine. At the time, I didn’t like it, but it was the best learning experience for a new person in real estate–you learn all the things that can go wrong and you really come to understand the loan documents.”

A few years later, Diaz got into the heart of real estate, moving over to an asset management role and working on mega deals in LA and San Francisco. But as Prudential prepared to go public, the strategy included selling off the major assets she’d been working on.

Just as she had chosen a severance option, she received an invitation to join real estate investment banking in Prudential Securities. For three years, she gained experience in capital markets and M&A, though it felt too far removed from real estate to her. That’s when the head office decided to close down the investment banking group, and she received her second severance package.

As she pondered what was next, she received a second unexpected call, again from within the greater company. This time the offer was to head up the re-opening of the LA real estate office. She would be building and hiring her team and working with multifamily agency products. Since accepting, Diaz has remained on the debt side in originations in the LA office.

“It’s a been a very dynamic company with lots of changes and new opportunities – loan originations, dispositions, asset management, investment banking,” summarizes Diaz. “Every time I got comfortable in one of my roles, some new opportunity and challenge came up where I moved to a different role, and that’s kept me here.”

Real Estate Holds a Story


Diaz enjoys how approachable and tangible real estate is when it comes to the often abstract world of finance. She loves the story that is behind each asset: “Every property is so different and every one has a story. Even after thirty years, my favorite thing is still to go to a new market and hear the story from the developer and the owner and why they’re excited about it.”

“These people are such experts. They tell you why this specific corner is better than that corner and why they’ve laid out the development the way they have.”

Beyond the West Coast, she’s been able to explore London, Mexico and other new markets to feed her passion.

Do Your Best Work, But Also Make it Known

“My parents instilled in me that the only thing you can control is yourself and what you do, so make sure whatever you’re doing, you excel in it,” says Diaz, which she remembers applying even to the most meticulous of tasks in her retail days. “Focus on your performance and whatever you are doing, do your very best work and a lot falls into place.”

Diaz accredits her insistence on showing up with her best effort as to why her name was twice spoken for new opportunities in different parts of the organization. At the same time, Diaz learned that doing your best work is only half the equation. What came less naturally for her was self-promotion, as well as being direct and assertive about what she wanted and where she wanted to go. 

“During my career, there have been some people who I felt maybe weren’t as qualified as I was, but made it known what they wanted to do–whether a new responsibility or promotion–and I watched it happen for them,” she notes. “I learned you can’t just wait for things to happen. You’ve got to make them happen. Talk to your boss, raise your hand for opportunities, make sure people know what you’re interested in. Don’t let them just assume you’re happy to stay where you are.”

Diaz feels as though her networking was often by default. While that contributed to her opportunity offers, she could have benefited from doing even more: “Start your networking early on, and be proactive, strategic and disciplined about it. This business is so much about contacts and relationships and how you help each other out and refer business.”

Leverage Being Memorable in the Room

Having been in the organization for three decades, from the days when the boys club was shockingly overt at moments, through a time of greater social maturing, Diaz has often been the only woman at the working social event, meeting table or competitive pitch.

But generally recalling the notion of being around the table with twelve men, all dressed similarly and with similar names, it never escaped Diaz that while she was trying to remember “who was who” amongst them, she herself stood out.

So while it can be very intimidating, and Diaz jokes it would help if she was a golfer, she also has chosen to make standing out as a woman work for her, as opposed to seeing it as inhibiting her.

“When I was marketing to borrowers and brokers, I could be competing with five other guys (lenders) who had been in their office that day, but they’re going to remember Marcia. So I tell junior female team members to take advantage of that, but to remember you also must be clear and compelling in your pitch.”

Speak Truthfully and Directly

Diaz feels she has gained respect and trust as someone who will tell the truth, even when it’s difficult or controversial.

“To be a good leader, you need to be able to cheer your team on with all the good stuff. But to make changes and keep progressing, you also need to be willing to address the challenges and difficult matters,” notes Diaz. “I think people appreciate direct and honest feedback and ‘knowing where they stand.’”

Diaz observes that it’s far kinder to be truthful and direct even in critical feedback and to give someone the opportunity to receive and address it, rather than to avoid that conversation until it’s too late.

Grooming and developing talent has become a bigger aspect of her daily life the more senior she has become and is now the most important part of her position. From watching new hires rise to senior positions over decades with her, to understanding the dreams of university student mentees, it’s what she finds most gratifying in the work.

Ask Forgiveness, Not Permission (Sometimes)

As someone who identifies as a “rule follower,” Diaz has had a few successful, dynamic movers and shakers in her journey that passed on an important message: sometimes you just gotta ask for forgiveness, not permission. While taken to the extreme, it may become reckless, she sees the value in being willing to take some informed risk.

“The notion is that when you know things are right, you gotta go with it, especially in the world of transactions,” says Diaz. “That sticks with me, because I think that sometimes you need to have the confidence to recognize you have enough world experience and just go with it.”

As one of her retail bosses early on taught her, ultimately no one else is as close to your business or can tell you what’s best for it.

With so many unexpected twists and turns in her own journey, Diaz also emphasizes to her mentees that there are many things out of your control, so put your energy into doing your best where you are now.

So much of her professional fulfillment comes from in-person social interaction that Diaz awaits the day she can return to the field and hear more real estate stories directly.

She has already combined her love of tennis and travel by attending both Wimbledon and the US Open and would love to travel to France or Australia next to do the same. She grew up on the West Coast as a Pac-12 girl and loves college football season.

By: Aimee Hansen

Monica Marquez“It’s transfer of knowledge, it’s paying it forward, it’s saying ‘here are the unwritten rules that you need to know that not everybody is going to tell you’,” says Monica Marquez. “Why don’t you learn from my mistakes, and then maybe you can get here in half the amount of time that I did?”

As an Equity & Inclusion expert, Monica has previously worked in the cultures of Goldman Sachs, Bank of America, Ernst & Young and Google, with a focus on pioneering efforts to support women to advance through the most tricky parts of the career path.

Advancing the “Frozen Middle”

“I’ve had a natural affinity towards pursuing a career that focuses on diversity, equity and inclusion,” says Marquez. “The whole theme of creating opportunities and a sense of belonging, and helping people to accelerate their success, has always been core to what I loved to do and help organizations do at scale.”

Beyond Barriers takes a campus to C-suite approach: “What happens throughout a woman’s career trajectory that causes so much attrition from the entry level to the top? For more than a decade, over 50% women have been graduating from US universities and colleges, outpacing their male peers. How is it then, that only 8% of women hold C-suite roles in Fortune 500 companies?”

Marquez’s passion has been to understand the systemic barriers at play and how to navigate them to accelerate success: “Companies do a really good job of recruiting women in the early stages, but they don’t do a good job of supporting them and helping them grow and stay, often losing them as they are rising up.”

Despite so much front-end investment in talent, Marquez feels organizations often fail to support women through the “frozen middle” when the challenge of integration of work with new motherhood becomes a huge adjustment for many, and when attrition peaks.

She notes that many women are passionate about coming back until they return to experience being sidelined—so they are both pulled by their new responsibilities and pushed out by the organization. After the second child, the percentile of women opting out or taking a break goes way up.

Marquez has found that often a dance of projected assumptions goes on between both sides of the coin. Women often don’t feel their managers/organizations will be supportive of their boundaries or needs. Organizations often assume what women will want for themselves, or be available for.

“It’s partly the assumptions, stigmas, stereotypes, unconscious biases that managers and leaders have at play, rather than just open communication,” she says. “The conversation needs either the woman being confident and having clarity of what she wants and being able to ask for what she wants, or the leader asking the woman that question and giving her the opportunity to answer for herself.”

Marquez has seen that when the tough conversations actually happen, things like flex schedules and promotion plans can be arranged. It’s after all more efficient to support a woman to stay and keep progressing than to bring in somebody entirely new from scratch.

“Don’t be afraid to say this is this is what I want and don’t be ashamed of your ambition. You shouldn’t be told you either choose your ambition or you choose the family. It doesn’t have to be that way,” advises Marquez, who also points out: “Companies do invest a lot in development with women, but they sometimes have to be strategic and target the high performers. If you were to get to these women a lot earlier, you would have more mid-career women make it through to the top.”

Pioneering the Returnship® Program

Perhaps Marquez’s proudest accomplishment is the Returnship® Program she began back at Goldman Sachs over a decade ago, to help companies retain experienced women and to help women gently reintegrate back into work after maternity leave.

“Back then, there was a significant stigma if you left the workforce and tried to come back in. The gap was a huge mark on your resume, and usually employers would overlook you,” she notes. “There’s a hidden talent pool of women that companies are losing out on because you have this traditional bias against the resume gap. And we started thinking: how do companies hire in the first place?

Marquez and her team adapted the internship experience and introduced the Returnship® program in financial services at Goldman Sachs. Across a 10-12 week stint, women came back into an office, usually taking on one focused, substantial project in a team who held an open position. Women were able to reacclimatize through a first dip back into work mode and teams received experienced help on standing projects. If the practical trial showed a mutual fit, full-time placement would result and regardless, both parties benefitted.

“In our first few pilots, we had a placement rate in the 90th percentile, and the majority of the 10% who didn’t get placed were women who chose to stay out, after realizing that they weren’t ready for full-time work,” says Marquez. “It’s the fulfillment of helping people gain opportunity when the doors are all closing that’s been my guiding passion.”

Being Latina in Corporate America

Marquez notes that Latina women face stereotypes based upon gender and culture: such as the loud Latina, the overly emotional Latina or the family-first domestic Latina mother.

She’s experienced herself that being a “first generation corporate” can be very isolating, allowing space for imposter syndrome and self-doubt, often because Latina women are the “only” Latina around in the context and because they often do have different influences and voices at home, sometimes intergenerational, due to the cultural loyalty to family.

Some cultural influences can be resourceful to help Latina women thrive and others can be limiting.

While women of color were less prevalent in the Returnship® program, the team found ironically (vs. stereotypes) that Latina women were less likely to have opted out of the workplace for home responsibilities than their white peers, precisely because they had a strong Latino family structure and childcare support within their extended family.

“The cultural norm of the tight-knit Latino family unit, where they maintain a sense of a village to raise a family, helped some women stay employed opposed to having to opt out,” notes Marquez.

On the other hand: “We come from various Latino cultures where work ethic is a really big deal: put your head down, work really hard,” says Marquez. “However, you learn quickly that in the corporate world, you’re going to get overlooked if you just keep your head down and work hard. You have to learn self-promotion and have the flexibility to go against the grain of what you’ve always been taught.”

And so, Marquez has created employee resource groups to help with opportunity/cultural gaps such as coaching soft-skills and self-promotion among first generation college or corporate individuals.

Acculturate, not Assimilate

Having always been fascinated with cultural differences and their influences on decision-making, Marquez impresses upon Latina women that “there’s a fine line between assimilation and acculturation”.

“You have to be very careful when you go into an organization that is predominantly white male cisgender-led that you don’t assimilate too much, to where you’re contorting yourself into a pretzel in order to belong. You want to keep some authenticity,” says Marquez. “I usually tell people that you have to acculturate and embrace every organization you belong to. They each have their unique culture and define success in a different way. You have to look at every organization like its own country that you visit every day.”

She suggests getting underneath what characteristics are driving success in your organization and then emulating those characteristics by adopting strategies that are right for you within the organizational “cultural” context, without compromising your own truthfulness.

For example, colleagues may go to the local pub to network, but it’s narrow-minded to think you have to stay two hours after work as the requirement to be successful. The value is developing relationships, and you can figure out a way to develop more depth to informal connections through breakfast and lunch invitations during work hours.

“It’s figuring out where you can set your own boundaries. You acculturate opposed to assimilate, and you challenge them on the ways it happens,” she advises. “The important thing is the relationship building. It’s not the happy hour.”

“Don’t assimilate and lose who you are. Instead, acculturate and hold onto those core values of your culture, because that also enriches the organization,” she notes. “The representation of diverse cultures brings about an organic diversity of thought that is needed to create bigger and better solutions for organizations.”

Less Certainty, More In-The-Moment Agility

“Women have a tendency to be very certainty driven, and they end up not taking as many risks and opportunities. It’s like that quote ‘doubt kills more dreams than failure ever will’,” says Marquez. “Women need to be much more open to taking the opportunity and embracing just-in-time learning, so they don’t rob themselves before they try.”

Marquez feels women disadvantage themselves by feeling they will be safe only if they already know everything. Whereas men’s willingness to put their name in the hat, dive in and then figure it out means they advance more quickly.

She recommends women weigh the risk and reward, and if they can live with the downside, just go for it: “Women will second guess and short-change themselves, but we are remarkable and extremely resourceful. You have to look at these opportunities and tell yourself, ‘I only check two boxes out of ten, but I’m going to put my name in the hat because this is my North Star. This is where I want to go’d.”

Noting that the average shelf life for a new skillset is now eighteen months, Marquez feels women should tap more into their natural agility to change and juggle, and embrace more just-in-time learning.

For her, a key component of accelerating gender equity is simply facilitating the transfer of knowledge: “If I knew then what I know now, I would have gotten here so much quicker and probably in half the time that it took me to become a senior leader,” reflects Marquez, who is doing all she can to bring others up behind her.

To learn more about how Monica and her company (Beyond Barriers helps organizations retain and develop female leaders), visit www.iambeyondbarriers.com.

By: Aimee Hansen

Alma Rosa Montañez “One of the big challenges for most people of color, and perhaps for many women, is individuating,” says Alma Rosa Montañez. “Being able to cast yourself as an individual by whoever is perceiving you, as opposed to whatever the perceived group stereotype might be.”

Montañez speaks to her journey as a woman bridging two cultures, the pain of being reduced to a stereotype, and what she did when a young woman intern tried to get her coffee.

Exploring Her Roots as a Lawyer

Montañez recalls first aspiring to be a lawyer at eight years old, when she was sitting in an immigration lawyer’s office with her family as they were finding a way to make a life in the U.S. But over the years, she’s considered that when you create your life in another country, you never know who you may have been if opportunity had existed back home.

“The funny thing about immigration is as much as you are drawn to America, and many of us are, for everything it has offered and hopefully will continue to offer, it’s still not the first option,” says Montañez. “If we all had the ability to make a life and a real path in the place where we are from, where we have these deep ties, we likely would choose to stay.”

As she moved through undergrad at Stanford University, Montañez came to understand more of her family’s personal migration story, which was catalyzed by the petrodollar crisis of the late 70’s & early 80’s. The crisis was ultimately traced back to imbalances at the negotiating table between sovereign borrowers and their lenders.

Coming out of Columbia Law School, Montañez chose to represent sovereign borrowers primarily in the oil industry working for the Mexican, Venezuelan and Brazilian governments while based in Mexico. This gave her an opportunity to explore what life might have looked like if she’d never emigrated. It would be her first attempt to bridge the space between her identity and her profession.

“I was drafting in Spanish and English, day in and day out. It answered a lot of questions about what my life might have been,” says Montañez. “I could skip generations of work in Mexico because now I was going back as an American, with Ivy League degrees, who sounds like a local and can function without feeling restrained by cultural stuff. But in many ways, I’m not from there anymore. I learned to become comfortable with the fact that I’m really not either Mexican or American – I’m both.”

Testing Herself in New York

Ultimately more interested in the workings of finances than oil and with some closure on personal issues, Montañez decided to test out her law chops back in New York City: “I wanted to find out if I was actually a good lawyer, not just a good lawyer in Latin America. If you took out my language skills, how would I measure up in New York?”

In 2006, she jumped into the deep-end of structured finance.

“You’re drinking from a firehose, billing 300 hours a month for many months a year, and not getting a whole lot of sleep,” she remembers. “But to be able to go from zero to running deals in the span of six months gave me the confidence to get past the imposter syndrome that accompanies so many of us who aren’t cisgendered heterosexual white men.”

Her journey hit a bump when the market crashed and the once steady lockstep career progression fell out from under her. She began some traveling, volunteering, learned Portuguese and tried to redefine who she was now.

Letting Go of Comfort to Evolve

As she was putting the pieces together, Montañez received what she describes as a call for a “purple unicorn”. It was for a role at S&P Global Ratings, for which a handful of lawyers fit the brief: experience in structured finance, ideally real estate focused, with Latin America language skills. She joined S&P in 2011, as Associate General Counsel, advising on everything from esoteric structured finance to sovereign debt, flexing all the muscles she developed in New York and again influencing outcomes in Latin America. For the first time all the pieces of her puzzle seem to fall into place.

Montañez grew to managing the team of lawyers advising on ratings in the Americas, but after five years that came to feel like cruise control and her drive to challenge herself returned.

She let go of safety and comfort and made a jump to S&P Global, the publicly listed parent company of the rating agency. She took a step back, giving up managing, to build a new skill set and eventually worked her way to managing and joining the GC’s leadership team, now on a trajectory to becoming a public company general counsel.

Becoming More Valuable As a Lawyer

“As a junior lawyer, your job is to impress with legal nuance and detail, the nitty-gritty of the legal analysis,” says Montañez. “When you become more senior, you get access to clients and to business people, so it’s about whether you can communicate and connect in a way that’s meaningful: being able to craft a legal narrative, not only for yourself and for the organizational needs, but also for your specific client and what they’re trying to achieve.”

Montañez notes that in any organization or practice, there’s the formal process, but also many informal processes that often take longer to navigate: “There are invisible gatekeepers at a lot of places. If you can figure those out, it’s a great asset. If you can make people’s lives easier by having a quick call or a conversation on the side, it makes you invaluable in a very different way.”

Learning To Belong Without Belonging

Montañez says that as a Latina lawyer, she is often confronted with potential biases : “My last name is Montañez with a tilde over the n. It’s not Montanez, but my anglicized name has been Alma Montanez for 30 years. When it comes down to the resume, do I add the tilde? If I do, does the person flipping through thirty resumes get put off by having to figure out how to say my name?”

Montañez notes that when people meet her in a meeting, they experience her as an individual. But from a piece of paper, questions and assumptions are created that have nothing to do with who she is. She also acknowledges the privilege of being able to individuate more easily because she doesn’t have an accent and is white presenting.

Still, weary of stereotypes and of being pigeonholed, she has shied away from leadership roles strictly in Latin America, notwithstanding how much of her career and development is tied to the region.

With only a handful of other women at her level of seniority and no other Latin American woman near, she’s learned to claim her seat for herself: “You have to learn to be comfortable being uncomfortable all the time. If I was waiting to feel comfortable in a room, I wouldn’t be in any of the rooms that I’m in. You figure out how to belong, without belonging.”

What Montañez has found most deflating along the way are the instances when people whom she has worked with for years learn she was born in Mexico and suddenly shift from substantive conversations to things like “wow, your English is really good” or “wow, you don’t have an accent” or “so then, are you a dreamer?”

The speed with which one transitions from a peer with a cultivated relationship and track record to a stereotype is astounding, dehumanizing and painful.

Valuing Your Voice and Not Getting the Coffee

“When there are no mentors who look like you, you figure out who you can take a little bit of learning from,” says Montañez. “I’ve had the blessing of being mentored by a lot of really amazing women and they have been my saving grace.”

“One of my coping strategies has been to make observations about the things that I need to avoid. Never in my life will I get coffee for anyone other than a close friend,” she notes. “I reamed out this poor intern once: she came in on her second day looking for something to do and she offered to get my coffee. I told her: ‘Absolutely not. You will not be getting coffee for anyone, ever. Never offer that again. If you get the coffee, you’re going to be the coffee girl, and I don’t know if you’ve ever heard of a coffee boy, but I haven’t.’”

Over the years, she has heard even the fiercest senior women speak to gaps in parity, even if seated at the table. It’s taught her that everyone struggles, and she makes an effort to bring that into her mentoring. “Some women of color and people with different cultural upbringings are often taught to respect the room and not to draw attention to themselves,” she says. ”It’s really hard to overcome that, but you start with reminding yourself that you have a unique perspective, and you actually do have valuable things to say.”

Through mentoring, she’s learned the value of validating other people’s experiences in dealings with bias: “Bias is like gravity. I don’t like it, but I have to deal with it. So if I’m going to move, I have to move, notwithstanding it. Yes, my load is heavier. Does that mean I stop, or does that mean I get stronger?” In acknowledging the weight her mentees are carrying, she hopes to support them through their own journey to get stronger.

She recommends mentees to begin with getting deeper in touch with their authentic and inherent value and values: “When you get in touch with your center, reaching out is from a place that’s more authentic, giving and more supportive. Anyone who feels supported in a genuine way is going to respond very differently.”

Making a Little Time Can Matter A Lot

Her law career has always kept her occupied and on call, but Montañez now also finds the energy to contribute to areas she’s passionate about.

In February, she was compelled to go from being a casual donor to joinng the board of directors of Mextica Organization, Inc., a Sunset Park based organization that supports essential needs in health, education, social, and legal issues for the Mexican and Latin American immigrant community in Brooklyn. She also supports The Squirrel Comedy Theatre, a non-profit people of color and LGBTQ+-led improv theater her sister co-founded.

Her professional skills help her serve these organizations. In making a little time to support causes and people she loves, Montañez is finding another way to unify her professional skills, her culture and her values.

By: Aimee Hansen

Anna De Jong“A lot of people will tell you this or that can’t be done, and that goes for your personal and your professional life, but don’t take that as a given,” advises Anna de Jong. “Have the confidence and be strong until you get the answer that works for you.”

De Jong speaks about how the journey you take is what shapes you, the importance of knowing yourself and having the confidence to pursue the important questions.

What Defines You is the Journey You’re On

After growing up in a small village in the north of Holland, where she felt her limbs wanting to stretch even as a girl, de Jong adventured for a half year opportunity in London that became fifteen years between Merrill Lynch, Morgan Stanley and other firms, thriving amidst a diversity of people, experiences, inspiration and opportunities.

Just when she reached the point of considering a move back to Holland for family motivations two years ago, PGIM Fixed Income approached about her current role in the Netherlands, which met the professional trajectory she also wanted. With London life having felt as much like home to her, de Jong reframes the question of where are you from to what it’s really about.

“It’s not where you’re from that matters. It’s just a box that people want to put you in. Ultimately, it’s about the journey that you’re on and the journey that you take that opens doors, or closes them,” she reflects.

It’s About The Personal Factor

The people factor has always magnetized her to her work. “In my field of work, I work for my clients and prospects, and I need to very quickly understand who I’m dealing with and how to progress things,” says de Jong. “You must be able to read people quickly in order to be successful, and that still holds today. I think that human element is what makes me most content in my work.”

De Jong advises that when working closely with others, it’s important to know yourself so you don’t lose your own intentions in any deal or interaction: “I’ve learned you need to hold your ground. You must understand yourself in order to do well professionally, but also personally. That’s a journey I also help other people with: stick with your convictions, yet be open to learning.”

Being approachable is important to de Jong: “I don’t think in different levels. I’ve learned from all walks of life and different parts of business and people,” says de Jong. “I’m always available and listening to everybody around. I am genuinely interested in people, and I think if you can understand what’s going on, then a lot of things make more sense, and it also matters when achieving the right results.”

De Jong notes that while remote working has been validated, being together with your team and clients is invaluable for creating connection and work culture.

“Covid is a lonely time, I think,” she reflects. “And ultimately you spend so much of your time at work. It’s good to see people, but being behind a screen also hides a lot. There’s no longer an excuse for saying that we can’t work from home because we all clearly can, but it’s also important to be with colleagues and have face-to-face time.”

Knowing and Balancing Your Values

“Someone once told me that when your career takes off, something else is going to suffer. For a long time, I was convinced that you have to work very hard while other things would have to take a backseat,” says de Jong. “ I have become of the opinion that’s entirely untrue. You are actually more successful when you understand what is really important to you and cultivate personal satisfaction, as well.”

Years ago, a friend introduced de Jong to a four pillar system. The four pillars represent what is personally important to you and emphasize keeping what matters to you in a balance. She uses the analogy of a chair, it can function with three but ideally needs four legs to be fully stable. For de Jong, she values home and family, friends, work and health: “If one gets out of whack, it makes the rest volatile and you do not perform as well, personally or professionally. It can be a juggling act, but you don’t have to forget about what’s important in your personal life in order to succeed in professional life and vice versa. In a way, they all become one.”

When the work aspect of life becomes too much, de Jong feels it’s important and okay to speak up about that, and not fall into the cultural notion of having to keep everything separate. Personally, she doesn’t resonate with a sense of being “successful” that connotes “achieving the best results regardless.”

De Jong does not perceive that getting the result, no matter what the impact on others or personal life, can ever be success. Rather, she speaks more to harmony and co-creation from a place that is aligned with your internal values.

When it comes to her personal success, “I do my work with lots of pleasure and have happy clients who are keeping and raising assets,” she notes, “but it’s also being home with my daughter and husband. It’s as elementary as that.”

De Jong feels well-matched by the atmosphere at her workspace: “PGIM Fixed Income has this fantastic work culture, that when I joined just felt like a warm blanket – where people work together, give each other challenges and opportunities. It’s been really fantastic.”

With a desire to keep growing, she is curious about pursuing courses in ESG investing and being able to mentor even more in that space.

Guidance For The Journey

“Some guidance that really stuck with me is to ask the same question until you get the right answer,” she notes, having tried this out in areas like promotion as well as anytime you’re immediately told something isn’t possible. “I will continue asking a question until I get the answer that I think works best.”

De Jong tells mentees: “Know, embrace, respect yourself and dare to be different. You have to be yourself, because if you don’t know who you are, then you don’t know where you’re going. It’s the journey you’re on that defines who you are. Embrace that.”

She emphasizes accepting and learning and being willing to let something go when it’s not the right thing. The more honest and non-judging you can be with yourself and others, feels de Jong, the more trust you build and the more you create results together. She has always advised women to be kind to each other, as it can be especially tricky to navigate in banking or finance when you first begin as a woman.

The hardest experience she’s had was in a previous role when she returned from maternity leave only two and a half months after having her daughter, and found part of her region moved from her remit and no expanded team as anticipated. Reflecting, she realizes the feeling that she could only take such a short leave was a red flag in feeling supported.

De Jong feels both men and women can contribute to normalizing parental leave by embracing it, and notes that her own husband has been a huge support.

Vocalize and Invest In Your Needs

De Jong now realizes that earlier in her career, she was often too scared to really ask for what would fulfill her, and so she often got something else. She feels it’s important to be very clear when you’re not satisfied.

“I would get frustrated but nobody seemed to notice, and then I would hand in my resignation and people were so surprised and often disappointed,” says de Jong. “They would ask, ‘why did you not tell me before?’ And I seriously thought I had, but clearly hadn’t been very vocal about my dissatisfaction.”

De Jong enjoys her four-year-old daughter, playing piano and is still looking for an experience in Holland akin to the community volunteer hub she loved in London. Her favorite volunteer work has been a charity she helped create called Launchpad Labs, which offered workspace and mentoring to those with challenging backgrounds.

“Helping others is a great way to stay on your feet to understand the bigger picture and that helps in your personal space and helps with your work,” says de Jong, “It helps to ground those four pillars and understanding what is important.”

She emphasizes investing in yourself and your personal happiness, as well as listening to your body. She loves exercise, baking, and continuing to learn and grow.

By: Aimee Hansen