Tag Archive for: leadership coaching

2024: Words of Wisdom from Women in Leadership (Part 2)

,

Words of Wisdom women leadersThis week, we continue with more words of wisdom from women leaders we’ve interviewed throughout 2024. Please be sure to check out Part 1 of this year round-up! Below we share more words of wisdom and inspiration from women leaders who are “being the change they want to see”. Inspired by these stories to take your leadership to the next level? Read through to the end to check out a special offer for theglasshammer readers!

Quotes to Live By

“I haven’t always looked up to the next thing. Sometimes, by looking laterally and across, you accumulate diverse professional experiences that make you well-rounded. This can eventually lead to being seen as an expert or someone sought after to be a part of the team.” – Lauren Uranker: Managing Director, Head of Workplace Advisory Client Business, Goldman Sachs Ayco

“As leaders, we must empower junior employees to speak their minds and give them a safe space to share their point of view. We have to value their perspectives, even if we disagree with them. It’s important to listen and create this platform for our team.” She emphasizes, “The onus is on leaders to ensure that as they move into more senior roles, they don’t lose sight of the fresh perspectives that others around them have.” – Elyssa McMullen: Managing Director, Head of Credit Tenant Lease Financing, PGIM Private Capital

“My mission is to lead in a way that balances the needs of the business and our employees – and ultimately drives positive outcomes for both. I’m always thinking about what’s best for our team and what’s best for our clients. That approach has cultivated a desire for people to want to talk to me and get advice.” – Jennifer Doyle: Managing Director, Co-head of Structured Products Group, Wells Fargo

“I value the diversity in our teams and always encourage some of our quieter, more reserved team members to speak up. Going around the table and giving them space to express their points of view lets everyone benefit from different perspectives.”- Su Lin Wee: Executive Director, Head of Asset Management, Southeast Asia, Hong Kong & China, PGIM Real Estate

“You’re never going to get more experience or broaden your skill set if you don’t say, ‘I’ve got to do this. I’ve proven to myself I can learn things, so let’s try it.’ It’s trusting in yourself.” – Kendra Lee: Chairman and CEO, Merichem

“There is always room for growth. Make it a habit to read newspapers, watch various news outlets and seek out diverse opinions and perspectives. Not only will you expand your knowledge, but you will also better understand and navigate different situations and draw informed conclusions.” – Danielle Navarro: Portfolio Manager, PGIM Fixed Income

“Run towards the fire. Go to where there is growth and where you can make an impact. To me that’s always the recipe for success.” – Rachel Goldin Jinich: Head of Specialty Real Estate Finance, Wells Fargo Commercial Real Estate

“The essence of mentorship is putting yourself in someone else’s shoes—truly seeing the world from their perspective—so you can guide them more effectively. Whether in a professional setting or coaching a lacrosse team, it’s never about you; it’s about helping others navigate their paths by understanding where they are coming from.” – Kelly Odenheimer: Vice President, Global Customer Care, ETS

“You need to invest in your network. It’s important to have a goal of setting up an in-person catch up with someone that you work with every single week because it allows for people to get to know you as a person, so that you’re not just a name on the other side of an email.” – Yasmine Coupal: Partner, Goldman Sachs

“Whether it’s being considered for a stretch project, a promotion, or a raise – don’t be afraid to ask for what you want. The worst response you’re going to get is ‘No,’ and even that gives you the opportunity to start a dialogue.”- Heather Garland: Vice President, Global Chief Marketing Officer, PGIM Investments

“You have to ask yourself why you’re entering this business,” she advises. “Have a heart-to-heart with yourself, especially in those early years when sacrifices are abundant. If you’re in it for the wrong reasons, you won’t last. You have to truly love what you do because, ultimately, the money alone won’t sustain you.”- Maureen O’Connor: Managing Director, Global Head of High Grade Debt Syndicate, Wells Fargo

“Investing is a fast moving, competitive industry. To be successful, I tell aspiring investment professionals that they not only need to understand the importance of making good investment decisions on behalf of clients, but they also need to invest in themselves… it’s the best investment they’ll ever make.” – Stacie Mintz: Managing Director and Head of Quantitative Equity, PGIM

“The more senior you become, the greater the risks in your career. Not everyone will be nice, and not everything will be fair. That’s why resilience and stamina are essential—and why surrounding yourself with the right people matters.”- Erica Klinkowize: EVP, US Treasurer, TD Bank

“You can make an impact even if you are behind a desk. Even small contributions, like cutting weeks out of a reporting process, can make a big difference. It’s about understanding the value of what you’re helping people achieve, even if it’s not a headline-grabbing problem.” – Neha Singh, Head of Solution Development, PGIM

An Opportunity to Develop Your Leadership

We believe coaching is the most effective way to hone broad leadership development goals specifically to each person and their circumstance.

Invest in yourself and your career. Sign up to attend our free introduction to coaching to see if coaching could be useful to you- we ask that you are a VP, SVP or MD level in a financial or professional services firm, or a Fortune 500 company to make the cohorts work for consistency of experience and relevance. We will match people to coaches and peers in the cohorts on that basis. The 6 session one-on-one program with 2 (small pod) peer coaching sessions, plus a career workbook to track your progress will run for twelve months in 2025 and we have space for 30 women total.

This program is not for career changes, feeling stuck or between jobs career coaching (which we can offer here, but not in this program), this program is for leadership development work. Don’t miss this opportunity to be coached! Program costs are $3,999 per person if you, the individual executive is paying (companies are charged at a higher rate to subsidize this work) Reserve your spot here to hear more.

/by

2024: Words of Wisdom from Women in Leadership (Part 1)

Professional women words of wisdomTheglasshammer’s mission since our inception in 2007 is to inform, inspire and empower professional women through advice, events and coaching. By profiling female current and future leaders, we continue to aim to create a digital campfire for successful women to tell their career stories around. In 2024, we’ve had the privilege of connecting with inspiring women—those driving meaningful change, leading with authenticity, and looking to make a positive impact. Once again, we’re thrilled to spotlight the voices of women who are “being the change they want to see”—whether through transforming leadership dynamics, speaking up with their authentic voice, or supporting the next generation of women leaders.

As we reflect on the incredible leaders that we’ve highlighted this year, we’re excited to share their insights and stories of development and resilience (stay tuned for Part 2 next week). A heartfelt thank you to each of the executive women for your time, wisdom, and inspiration! And to the 2024 sponsors Wells Fargo and PGIM who have ensured that there is no cost to the readers of theglasshammer.com to access personal stories and career advice.

Quotes to live by

“The best leaders are those who recognize you don’t have to be the most senior person in the room to bring valuable insight or perspective that drives change or helps to make the optimum decision,” she says. “We’re all here because we have a role to play and a level of expertise in a particular area. Part of my journey has been overcoming my discomfort when faced with resistance and instead, learning how I can better use my knowledge and expertise to address the differing perspectives in a room and influence people to see DEI as a business imperative.” – Natalie Gill, Head of DEI Strategy & Industry Engagement, PGIM

“Going into situations, I’m very aware of who I am. I am a woman. I look different. I don’t think people automatically assume that I’m Black because I am mixed. So, I have a voice, and I use it. Instead of shying away or being self-conscious, I use it as an advantage. I want to be a good representative of women, of women of color, and of diverse women. We all have a voice, and we have to advocate for ourselves.” – Vanessa McMichael: Head of Corporate & Public Entity (CPE) Strategy, Wells Fargo

“You absolutely can be what you don’t see in the world because that is what innovators do. So, if you transfer innovators with trail blazers, that’s what trailblazers do — they see a need in the world, and they find a way to fill it. And I think that the need for each of us that are called trailblazers is unique.” – Kimberly Bryant: Founder and CEO, Black Innovation Lab and Ascend Ventures Tech

“Growth among peers is not a competition, and everyone’s growth path is different. Putting egos aside and collectively pooling our talent and expertise helps ensure that our business’ goals are prioritized, enabling everyone to ultimately be successful,” she says. “At the end of the day, if support and resources I’ve provided can help develop and lift someone else as I climb the corporate ladder, no matter what level they are, I’ve done my job – and I’ve done it well.” – Tara Stafford: Project Manager, PGIM Operations & Innovation

“Respect everyone who is in the room with you. You have been asked to work on a multi-level team, be mindful not just of ‘the boss’, everyone in the room has ideas to bring and value to contribute. By listening to everyone, and respectfully communicating to everyone horizontally, not in silos, you will bring people together to drive forward whatever project or whatever collaboration you’re working on. Work to ensure everyone is engaged in a successful outcome.” – Susan Nickey: Executive Vice President and Chief Client Officer of HASI

“I mentor people that way as well, which is not just to say, ‘okay, let’s have a coffee and I’ll tell you how great you are,’ but ‘let’s have a coffee and discuss where you think you might fall short. Then I’ll tell you what I think or help connect you with people I know will give you a straight answer.’ There are ways to coach that feel good for everybody and there are ways to coach that might feel a bit outside your comfort zone, and you have to do both.”- Jill Ford: Co-head of Equity Capital Markets, Wells Fargo

“You have to be clear on setting boundaries and priorities. Any organization is going to take all that you’re willing to give, so it’s up to you to be the person to set those boundaries for yourself. It doesn’t mean that you’re not going make sacrifices or that there will not be this push and pull constantly, but each time that happens you need to be very thoughtful about whether it’s the right trade-off.” – Shekhinah Bass: Managing Director, Head of Talent Strategy, Goldman Sachs

“I’ve grown through advice and mentorship. When entering rooms with senior stakeholders, I remind myself why I belong, why I should be there, and embody that. In the past, I would almost physically make myself disappear, taking more of a passive role in group discussions, but I have gained the confidence to show up more fully.” – Dania Shahzad: Business Manager, Client Advisory Group, PGIM

“Success stems from a breadth of experiences. The broader your understanding and hands-on involvement across domains, the better equipped you will be to thrive in senior roles. Focusing on the richness and depth of experience versus the speed to get there will pay off in the long-term.” – Rachel Lockett: Vice President of Marketing, MAC Cosmetics

“The most important thing is that you yourself have to walk the talk. For example, after Covid, a lot of people wanted to work from home. But if you want the team to be in the office, you have to show up. You are demonstrating to them, ‘I’m here and this is why we are here: we need to talk to each other, we need to communicate, because we are on the trading floor’.” – Mandy Wan: Managing Director, Head of Markets, Co-Head of CIB APAC, Wells Fargo

“In every role, I continued to stay focused, do great work, think about what my next move was and communicate the career trajectory that I wanted. You have to advocate for yourself. You’re the marketing team behind your own personal brand, and sometimes, that means creating opportunities for yourself that didn’t exist before.” – Anar Patel: Director, Portfolio Construction, PGIM Investments

“Earlier in my career, I thought what mattered to be successful was being excellent at my job and prioritized “doing the work” above all else. Then I came to recognize over time and with seniority that the relationships formed and the collaborative work with others were more impactful. You have to be open to that collaboration and not solely focused on your own success because the success of the collective also matters. Meaning the success of the project, the success of the client, and the success of the firm. That is why the interconnectedness of collaborators in driving value and outcomes is so important.” – Marion Regnier: Partner, Technology Strategy, PwC

We believe coaching is the most effective way to hone broad leadership development goals specifically to each person and their circumstance. Many of the women profiled over the years have been coached by theglasshammer’s cadre of coaches as part of their company’s programmatic leadership development plans. We also work with individuals who want to work on their own development as a leader and can hire us if their company is not providing a coach. Invest in yourself and your career. Sign up to attend our free introduction to coaching to see if coaching could be useful to you- we ask that you are a VP, SVP or MD level in a financial or professional services firm, or a Fortune 500 company to make the cohorts work for consistency of experience and relevance. We will match people to coaches and peers in the cohorts on that basis. The 6 session one-on-one program with 2 (small pod) peer coaching sessions will run for twelve months in 2025 and we have space for 30 women total. This program is not for career changes, feeling stuck or between jobs career coaching (which we can offer but not in this program), this program is for leadership development work. Don’t miss this opportunity to be coached! Program costs are $3,999 per person. Reserve your spot here to hear more: https://calendly.com/evolvedpeople-nicki/coaching-cohort-2025

/by

Career Tips for Latina Leaders

,

leadership coachIn 2024, Latinas remain significantly underrepresented in leadership roles across corporate America and Wall Street. Only about 1% of Latinas have reached C-suite executive positions, making them the least represented group at the highest levels of corporate America. Despite this, a number of trailblazing Latina leaders have defied the odds, breaking barriers and paving the way for future generations.

Notable examples include:

  • Nina Vaca – CEO and Chairman of Pinnacle Group, a workforce solutions firm. Vaca has been instrumental in her company’s success and is a prominent advocate for Latina representation on corporate boards.
  • Dorene C. Dominguez – Chairwoman and CEO of Vanir, a national leader in construction management and real estate development.
  • Linda Alvarado – President and CEO of Alvarado Construction, a successful construction firm, and a groundbreaking owner in Major League Baseball.

In finance, Latinas are even less visible, often facing barriers like biases and stereotypes that hinder their career progression. These barriers include a lack of mentorship and sponsorship, which are critical for advancement, and limited access to inclusive workplace policies that support work-life balance. Research shows that Latinas often encounter a “broken rung” early in their careers, meaning they are less likely to be promoted to manager-level roles compared to their male counterparts.

Is Change Coming?

The inaugural U.S. Latina GDP Report, led by researchers at California Lutheran University and UCLA’s Geffen School of Medicine, reveals promising growth. In 2021 alone, U.S. Latinas contributed $1.3 trillion to the GDP, a figure larger than the economies of all but three U.S. states. It also reflects a 51.1% increase since 2010—compared to an 18.8% increase in the overall non-Hispanic GDP.

Key findings include:

  1. Labor Force Participation: Between 2010 and 2021, the number of Latinas in the workforce grew by 32.9%, significantly outpacing the 2.7% growth for non-Hispanic females. U.S. Latinas now have a labor force participation rate that is 2.5 percentage points higher than their non-Hispanic female counterparts.
  2. Educational Attainment: The number of Latinas with a bachelor’s degree or higher grew 103% from 2010 to 2021, much faster than the 38.3% growth for non-Hispanic females.
  3. Income Growth: Real income for Latinas increased by 46.0% over the same period, compared to 18.5% for non-Hispanic females.

Overall, this report positions Latinas as a key driving force behind the U.S. economy, with a rapidly growing economic footprint and resilience across multiple economic indicators such as labor participation, educational attainment, and income growth. This trend is especially significant given that Latinas account for only 9.3% of the U.S. population but have driven 30.2% of labor force growth since 2010. While these figures highlight the growing economic power of Latinas, translating this momentum into leadership opportunities requires actionable strategies and intentional support.

Actionable Advice for Latina Professionals

Latina leaders across industries emphasize the value of embracing cultural identity, cultivating strong networks, and demonstrating resilience and authenticity in the workplace. Over the years, theglasshammer.com has featured many Latina leaders who have echoed these key themes in their advice.

  1. Embrace Your Cultural Identity:
    Many Latina leaders highlight the significance of using their heritage as a strength. They suggest leveraging unique perspectives to connect with diverse audiences and encourage others from similar backgrounds. This involves incorporating elements of their culture, such as family values and community orientation, into their leadership style.
  2. Build a Strong Network:
    Networking is often underscored as a key factor in professional growth. Latina leaders recommend actively seeking mentors, joining professional organizations, and engaging with the community to open doors and gain valuable support throughout one’s career journey.
  3. Cultivate Resilience:
    Resilience is essential for navigating challenges and adversity. Latina leaders encourage viewing setbacks as chances for growth, advocating for a mindset that sees failures as opportunities to learn and progress toward success.
  4. Lead with Authenticity:
    Being true to oneself and one’s values is vital for building trust and fostering a positive work culture. Latina leaders encourage embracing authentic leadership by sharing personal stories and experiences to connect more deeply with teams and stakeholders.

This advice not only guides Latina professionals in their career paths but also serves as inspiration for anyone looking to navigate leadership roles in a diverse and inclusive manner.

How Executive Coaching Helps Latina Professionals

While these practices provide a solid foundation, leadership coaching offers a transformative approach to help Latinas unlock their full potential. Executive coaching provides tailored support, helping Latina leaders overcome sometimes unique challenges such as underrepresentation and dual cultural expectations. Here’s how executive coaching benefits Latina professionals:

  1. Enhanced Leadership Skills and Self-Awareness
    Executive coaching focuses on developing core leadership skills, such as strategic thinking, emotional intelligence, and effective communication. Latina professionals, who may experience self-doubt due to cultural and societal biases, can benefit from coaching by gaining greater self-awareness and confidence in their abilities. Coaching helps them leverage their strengths while working on areas of improvement, leading to a more authentic and impactful leadership style.
  2. Overcoming Cultural and Systemic Barriers
    Latinas often encounter cultural barriers that can limit their career advancement, such as the expectation of humility and deference in professional settings. This request for humility in women extends past Latinas with the current Vice President and Presidential nominee Kamal Harris just this week being asked about showing up with humility. An executive coach can help identify and dismantle these internalized and often external and projected misogynistic norms, encouraging Latina leaders to voice their opinions, advocate for themselves, and embrace a leadership presence that commands respect. Additionally, coaches can offer strategies to navigate systemic challenges, such as bias and lack of sponsorship, providing Latinas with tools to assert their value in the workplace.
  3. Building Resilience and Navigating Bias
    The experience of bias and microaggressions in the workplace is a common barrier for many Latina professionals. Coaching offers a safe space for Latinas to process these experiences and develop resilience strategies. Coaches can help them reframe negative encounters, practice self-compassion, and develop a personal narrative that emphasizes their strengths and successes despite adversity.
  4. Supporting Identity and Authenticity in Leadership
    Many Latinas struggle with balancing their cultural identity and the expectations of corporate culture. Coaching helps Latina professionals embrace their cultural heritage as an asset and encourages them to bring their authentic selves to work. This authenticity fosters greater engagement and satisfaction, as Latina leaders feel empowered to contribute their diverse perspectives to their organizations.
  5. Promoting Representation and Inspiring Future Leaders
    As Latinas ascend to higher leadership positions, they serve as role models and advocates for others in the community. Coaching prepares them not just to lead, but to mentor and lift up other Latinas, creating a positive cycle of representation and empowerment. The more Latina professionals in senior roles, the more the cultural narrative shifts, making it easier for future generations to see themselves in leadership.

A study from the Hispanic Association on Corporate Responsibility (HACR) revealed that Latinas who engage in coaching report higher levels of confidence, greater clarity in their career direction, and improved relationships with their peers and superiors. Companies that invest in coaching for their Latina employees also benefit from increased employee retention and engagement, as these leaders become more aligned with their roles and the organizational mission.

It is necessary to address systemic issues for progress, so as not to burden the individual with clearing barriers and obstacles that are beyond one person’s control. Addressing these disparities requires companies to implement more structured mentorship programs, track Latina representation at all levels, and create inclusive cultures that consider the unique challenges Latinas face.

By Nicki Gilmour, Executive Leadership Coach, Founder and CEO of theglasshammer.com

/by

Why Leadership Coaching Matters for Women: Elevating Potential and Driving Impact

leadership coaching womenLeadership is less about the position you hold and more about the evolution of your influence, especially for professional women who are navigating pivotal transitions in their careers. In encountering this critical juncture where the skills, networks, and mindsets cultivated early on are tested, leadership coaching can play a decisive role in determining whether one’s career plateaus or accelerates forward.

Transitioning from Execution to Strategy

Advancing in leadership often requires moving beyond the direct execution of tasks and projects, demanding more strategic thinking, influence, and team leadership. The challenge becomes less about proving one’s ability to do the work and more about driving the broader vision forward. It’s about expanding influence rather than just increasing output.

Leadership coaching plays a crucial role in helping women navigate this transition with confidence. It focuses on developing a broader perspective, understanding the bigger picture, and aligning individual and team efforts with organizational goals. Coaching provides the tools to shift from a mindset of “getting things done” to one of “driving impact,” enabling women to step into roles where they can influence the direction of their teams and organizations. By working with a coach to identify and leverage their unique strengths, women can transition from being doers to visionary leaders who empower others and drive systemic change.

Navigating Organizational Politics and Power Dynamics

As women ascend the corporate ladder, they encounter a more complex landscape where power dynamics, unspoken rules, and organizational politics become increasingly significant. Research indicates that women, particularly in male-dominated environments, face unique challenges that can hinder their advancement. This includes navigating gender biases, stereotypes, and the intricacies of organizational politics, which are often critical to career progression but are not always transparent. Successfully navigating this environment requires a nuanced understanding of these elements.

A leadership coach can help explore these intricacies of organizational life, supporting women in developing the political acumen needed to lead with influence, build supportive coalitions, and advance their objectives. By honing these skills, women can more effectively navigate the informal and politically charged decision-making processes within their organizations, thus enhancing their ability to lead and drive change.

Strengthening Executive Presence

Executive presence—an amalgamation of confidence, poise, and the ability to command a room—becomes a critical skill for women mid-career. Developing this presence isn’t about imitating others; it’s about discovering and amplifying one’s authentic voice.

Leadership coaching helps women refine their communication style, master the art of influence, and project confidence and authority in every interaction. This skill set is essential for those aspiring to higher leadership roles, as it distinguishes those who are heard and respected from those who have yet to find the power of their voice.

Enhancing Emotional Intelligence for Leadership Excellence

As responsibilities grow, so does the need for emotional intelligence—the ability to understand and manage one’s own emotions, as well as those of others. Effective leadership is about more than just decision-making; it’s about inspiring confidence, managing high-stakes relationships, and leading teams with empathy and understanding.

Working with a leadership coach can provide the space to develop and enhance emotional intelligence, equipping women with the skills to handle difficult conversations, manage stress, and lead with empathy and understanding. Emotional intelligence is not just a “nice-to-have” skill; it’s a strategic advantage that can make all the difference in a leader’s ability to build trust, foster collaboration, and drive high performance.

Addressing Work-Life Integration

Balancing career advancement with personal life challenges becomes increasingly important as women progress in their careers. It’s not just about finding balance, but about integrating work and life in a way that makes both fulfilling.

A leadership coach can address work-life integration, helping women develop strategies for managing their time, energy, and priorities. By setting boundaries, delegating effectively, and making intentional choices aligned with their values, women can sustain their success over the long term without sacrificing their well-being.

Mentoring and Sponsorship: Paying It Forward

As women advance in their careers, many begin to mentor and sponsor others, supporting the next generation of talent. Many organizations offer formal mentorship programs, which can create more equitable opportunities than informal mentorship, particularly if mentors are trained on how to create those connections. Building the necessary skills to be effective as a mentor or sponsor is a valuable part of leadership development for women who want to pay it forward.

Leadership coaching emphasizes the importance of mentoring and sponsorship, equipping women with the skills and mindset to be effective in these roles. This not only helps create a more inclusive and supportive organizational culture but also strengthens the leadership capabilities of those who mentor. By investing in others, women leaders can multiply their impact and leave a lasting legacy.

Take that Next Step

Leadership coaching is about more than just advancing—it’s about elevating women’s leadership potential and expanding their impact. By helping them navigate the intricate dynamics of organizational life and harness their influence, coaching empowers women to make the leap from execution to strategic leadership. It builds executive presence, refines emotional intelligence, and provides the framework to lead with both confidence and empathy. Additionally, coaching aids in harmonizing professional ambitions with personal values, fostering a sustainable approach to long-term success.

For those ready to embark on this transformative leadership journey, partnering with a seasoned professional like Nicki Gilmour, Founder of theglasshammer.com, can make all the difference. With a foundation in social-organizational psychology and a dedicated team of experts, Nicki delivers tailored coaching programs that accelerate both career growth and leadership development, paving the way for meaningful impact.  You can book into Nicki’s calendar here for an exploratory coaching session.

By Jessica Robaire

/by