Tag Archive for: voice of experience

Voice of Experience: Sarah Wolman; Senior Advisor; The LEGO Foundation

Sarah Wolman Passport PhotoWhen you consider your career, it’s vital to get clear on what brings you joy, says Sarah Wolman.

“You don’t have to choose between work that allows you to feel fulfilled and that would put food on the table,” she says, encouraging other new professionals to talk to people about what they do and ask good questions that help them understand how people spend their time. “Find out what will make you feel you’re making a meaningful contribution, and listen for those opportunities that mesh.”

And, she points out—it might take a whole career to find those. “Your career will be long, so the secret is to continue looking for those positions that combine what you’re good at with what you love,” she says, adding that this has been true of her own career. Each piece made sense after the last one.

Building on Opportunities Where She Found Them

Majoring in comparative literature and French and Italian, Wolman wrapped up the majority of her coursework early, which allowed her to take classes in the sociology department, delving into her interest in policies around women, children and families. She left with an interest in policy work and took a position with the Office of the Mayor of the City of New York as a policy analyst, which provided the perfect birds-eye view into a wide variety of programs that existed, and also illuminated needs.

While there, she realized that the professionals above her all had obtained law degrees, so she thought that might be the best route to become a decision-maker. She attended law school, harboring no expectations of practicing law, but rather to further her ability to focus on issues of equity and social justice.

During her first summer of law school, Wolman did a Human Rights fellowship. During her second summer, her work was again funded by her law school Wolman through a public interest law fellowship that allowed her to do socially conscious work with a nonprofit called Legal Outreach. She ran a five-week law school-like internship for eighth graders, not designed to create future lawyers but rather to help motivate the students toward college and careers in general. “I remain so proud of what the kids accomplished over the years; they worked so hard every day after school, every Saturday and every summer, and ultimately they achieved their goals.”

The following year she returned and took a year-long course with the organization’s Executive Director. During the fall, she learned Family Law and a teaching methodology, and then in the spring, she and the other law students taught law in eighth grade social studies classes in Harlem. She describes her first day teaching as nerve-wracking, and yet standing on the subway platform, she called her husband and announced she had missed her calling—she was supposed to be a teacher. From that time, she remained involved with the organization for more than 10 years, including full-time, part-time and volunteer roles.

Yet when law school graduation rolled around, there were other factors at play. Her husband was still in law school, and so she took a stint at a large, corporate law firm for two years. She found a way to make it work for her, mostly by taking on lots of pro bono work. “There are different times for different things, and at the time, I was the primary breadwinner. Fortunately the firm understood where my interests lay and allowed me time to focus on my pro-bono passion.”

From there, Wolman transitioned to the Administration for Children’s Services and led their Policy & Procedure unit, all the while volunteering at Legal Outreach and joking with the Executive Director about opening a Brooklyn Office. While on her first maternity leave, she got the call to do just that, and she spent the subsequent five years running the site. She then transitioned to part-time after her second maternity leave.

By the time she moved to the New Jersey suburbs, Wolman was ready to be back to full-time. She took a position as the President & CEO of a community-based non-profit, where she was close to home and able to juggle a full schedule. The organization offered counseling programs, domestic violence services, an early childhood center, and other social service programs. She decided to build on the successful Legal Outreach model and start a similar program that would align kids with professionals in law, business and science. She reached out to the Merck Company Foundation to provide science mentors and was thrilled they wanted to support all three aspects of the program.

Following her third and final maternity leave, she decided the demands of the CEO position were too high and instead turned to consulting work; one of her first stints was covering another professional’s maternity leave at the Merck Company Foundation as Manager of the Education grants Portfolio.

Merging her passion for education with a new love for philanthropy, she was recruited by the LEGO Foundation; the only potential deal breaker was that the position was in Switzerland. Encouraged by her husband they dove in, and she has been with the LEGO Foundation ever since, returning to New York four years ago.

Currently she is excited to be working on a program designed to bring play to the youngest refugees in Bangladesh, Lebanon and Jordan in connection with Sesame Workshop. “The LEGO Foundation exists thanks to the incredible generosity of its owner family, which dedicates 25% of all profits of the LEGO Group to the Foundation. With living donors, the onus is on us to make a case for why something is timely and relevant. Displacement is in many ways the moral crisis of our day, so it makes so much sense for the Foundation to get deeply involved in this space. This new effort is a huge statement to the world that anyone who is doing humanitarian work needs to think about young children and their need to play and learn. It’s been a total privilege to work on this project.”

Finding Your Path, No Matter How Winding

As she looks back on a varied and full career, Wolman says that she wishes that younger people would realize that there is a diverse and rich range of options in the professional world. “When I was in law school, we were presented with two options—working in a law firm or legal aid,” Wolman says. “But the world is a more interesting place than that. Those are great options for some but there are so many ways to use a law degree – and so many interesting careers that don’t require one. It never occurred to me that the side of me that loves to be creative and playful would be able to merge with my interest in program development and policy.” Wolman speaks and trains around the world on the connection between learning through play, often traveling with a suitcase full of LEGO bricks. “Sometimes I wish I could see the faces of the airport staff scanning my luggage.”

While Wolman feels like she has arrived at a gratifying point in her career, she sees that the workplace generally hasn’t quite caught up with women’s ambitions and needs. “Success in one industry or workplace is perceived as primarily linear; we think about progressing up a ladder, one rung at a time, but this perspective can be limiting for working moms,” Wolman says. First, the needs of your family and your own personal and professional needs become much more complex, which is why her personal philosophy has always been to make plans one year at a time. “Who’s got what kind of commute? What are the kids’ needs? I always try to be on the lookout for high-impact opportunities that allow me to meet whatever needs we have in any given year. But it’s difficult to find that flexibility and quality of life when you’re looking at careers in a linear way.”

She finds that women who press pause to have children and plan to jump back in at the same level may be doing themselves a disservice. “It’s easy to underestimate how you will feel when you come back in, and how you need to privilege certain parts of your life at certain times, but I believe most fields haven’t caught up to the idea that these needs will vary. The workplace is often not imaginative enough to appreciate the value of individual people and how to make things work for them quite yet.”

That’s where your own personal imagination has to kick in, much like Wolman’s has in building her own ideal career, brick by brick.

/by

Voice of Experience: Wendy Cohen, Partner; Katten Muchin Rosenman LLP

Wendy CohenAdvocate for yourself and know your value; don’t sell yourself short, Wendy Cohen advises associates.

Cohen states, “You have to ask for what you want and recognize what your contribution is; then refuse to feel diminished, intimidated or not as worthy as your male counterparts just because you may have different demands on your time and elements of your life to balance.”

Cohen never conceded her talents and thus was able to parlay a temporary downshift with a part-time schedule into becoming a partner.

A Mutually Beneficial Arrangement Leads to Career and Firm Success

Directly from law school Cohen started at her current firm’s predecessor, Rosenman & Colin LLP, which merged with Katten in 2002. She joined the firm’s then-corporate department, and during her second year began working with Fred Santo, a partner who specialized in financial services. In addition to public commodity deals, she earned a lot of experience with private funds, now commonly known as hedge funds.

But even though she was a well-regarded associate on an upward trajectory, she removed herself from the partner track to focus on building a family, paring back to four days a week.

After having her twins in 1995, Cohen came back to work three days a week when they were six months old. While she enjoyed her client work, the lack of technology at the time made it too challenging to effectively juggle home and work, and when she became pregnant with her third child, she left the firm again at the end of 1996.

In 2001, Cohen reached back out to her former partner to see if she could work on a project basis; he welcomed her back and she worked as a consultant, billing time directly to the client. After ramping up to working in the office three days a week, it wasn’t long before the firm realized that they wanted to formalize the arrangement, and they offered her a partnership.

As her kids grew and her available time expanded, Cohen gradually extended her days in the office. In 2011 she was named a partner, and two years later she became a capital partner. “I was so proud to become a partner while balancing time in the office and at home,” she says, adding that the arrangement has been mutually beneficial. “Fred is retiring at the end of this year, but I will be able to take over those clients with whom I have worked for 25 years. The firm maintained their investment in me, and now they have the benefit of retaining clients with a seamless transition.”

And as she says, she now is able to devote all her time to the firm. “I provide a tremendous value-add that they would have missed out on had they not allowed me to come back part-time; and at the same time I appreciate the value they saw in me. We all would have lost if they hadn’t been committed to this non-traditional arrangement.”

As current co-chair of the financial services department, Cohen continues to work with clients, including advising her first private investment fund that’s investing in cryptocurrency, and also is focused on business development and lateral hiring.

Perspective That Comes With Experience

Looking back on her career, Cohen appreciates how things change when you don’t even notice. “At some point you realize life is finite, and not to sweat the small stuff—and as they say, most of it is. I am glad I spent time with my kids when they were growing up…I certainly didn’t rush life away during that chapter, but I also didn’t necessarily appreciate that it would change the way it has.”

That wise perspective is one she is able to share with younger professionals as they decide how to forge their paths. While she feels fortunate that firm management allowed her the bandwidth and flexibility she enjoyed, she realizes that although it’s better than it used to be and more common for attorneys to experience balance, it’s not yet where it should be.

“My path should not be anomalous; it should be available to all women who choose to downshift, without being viewed as less successful, committed or capable,” Cohen says.

While other women partners she works with might have taken different paths, she thinks it’s important for all associates to see that there’s not one standard for reaching the goal of partner. “Katten management has been making great strides, but as an industry, we still have work to do for women to realize there is value to their contribution not only for themselves individually, but also for the whole firm.”

And she advises women who are her peers to realize that although they might have had to make sacrifices to achieve their success, they shouldn’t hold that against the new generation. “We can nurture our younger women attorneys in different ways and allow them to decide for themselves the best way to provide value, even if it’s different from what you did.”

But she realizes that there are other ways that being a women can be tenuous. For example one of her clients is a seed investor in Glam Squad so at a recent meeting of 100 Women in Finance, where she co-chairs the Legal Peer Advisory committee, two of the founders talked to the group, then stylists came and “glammed” them.

Although Cohen grappled briefly with whether that would undercut the group, she realized second guessing the event was unreasonable. After all, they have a business model that is fascinating and substantive, and there’s nothing wrong with looking your best and feeling more confident. “We can do things our own way. It doesn’t diminish us; it’s just a different way of networking and bonding.”

She also is working on hosting a panel in January sponsored by 100 Women in Finance with the former managing director of a large private equity firm speaking about women on boards and how to advocate for board seats.

Cohen is active in Katten’s “Women Leadership Forum,” recently attending a women’s networking event at the Knicks game. “The firm is very committed to diversity, and expends a great deal of energy and time nurturing women,” she says adding that the firm is “Mansfield Certified” for excellence in diversity.

In her spare time, Cohen also volunteers closer to home, as the past president of the Jewish Federation in Westport. And she loves to spend time with her husband and now- adult kids—travelling and eating and ideally combining the two, she laughs.

/by

Voice of Experience: Marci Eisenstein, Managing Partner; Schiff Hardin

Marci EisensteinHave optimism and be proactive, Marci Eisenstein advises young women.

“Work on developing your professional excellence and seize the opportunities that are presented,” she says, adding that she wishes she herself had known earlier the value of never being afraid to speak in your own voice. “People will appreciate your authenticity, and you’ll be more effective the quicker you learn that you should be who you are.”

But that includes balancing confidence with humility, since, as she points out, no one wants to work with lawyers who are know-it-alls. “Often women err the other way and project insecurity, so it’s also important not to be self-deprecating or downplay your work, but ask for the opportunities to grow,” advice she has put into practice throughout her career.

Setting Records With Nearly 40 Years at the Firm

With a father who was a doctor, Eisenstein always knew she wanted to be a professional, and law appeared to be an excellent fit, given her love of writing and speaking – and distaste for blood. She went directly from college to law school, joining Schiff Hardin immediately after graduation, and has spent an illustrious near-four decades there.

Although she knew she wanted to be a litigator, she has decided that the placement of her office helped dictate her future career path, sandwiched as it was right between the head of litigation and the first lieutenant. They stopped in her office and asked her if she would participate in some class action work for a long-standing client, to which she enthusiastically responded yes, knowing now that those first days helped guide her career.

Eisenstein became a class action litigator, handling numerous cases in the insurance space. Along the way she became the longest tenured female lawyer at the firm, a rank she will hold until she leaves, as the women who were more senior when she arrived have moved on. Three years ago she became the firm’s first female managing partner in its 150-year history.

“It’s gratifying to have had a seat on the firm’s executive committee to have influence in helping maintain our independence and unique culture,” she says. For Schiff Hardin that includes maintaining values focused on collegiality — mentoring and supporting a diverse group – as well as a commitment to pro bono work and loyalty to one another. “This is a place where we enjoy working together and develop deep, strong client relationships,” she says. “As a group we have an unwavering commitment to professional excellence, and having a role in maintaining that special culture has been a source of great personal and professional pride.”

In addition, Eisenstein is proud of the body of work she has built up, most notably helping secure a reversal of a case that had resulted in a billion dollar judgment. “Going through the process and achieving that reversal taught me an enormous amount about how to lead a team through tough times with tenacity,” she says.

Developing Opportunities for Women

Currently Eisenstein is proud of the firm’s leadership in the #MeToo movement in the Chicago area; having recently participated in a regional effort organized by the Chicago Foundation for Women that encouraged all participating businesses to host facilitated discussions for employees around a set of questions about how the issue manifests itself in their professional and personal lives.

All six offices of the firm took a lunch break and brought in the entire workforce, from staff to the most senior people, to talk about these issues. She participated in a session that included nearly 80 people — men and women, from new staff members to practice group leaders. “The dialogue was so open and authentic, and I was proud to be in a place that fosters this type of discussion,” she says, adding that she believes they were the only law firm that participated.

“We addressed a lot of issues and while we don’t have all the answers, the idea that there can be such frank and open discussion was very gratifying and goes back to the values of our firm we are able to maintain,” she says.

She herself sees that one of the main barriers for women relates to the gender imbalance in equity partnership throughout the industry, since it’s easier for young women to see a path to success when there are ample role models. While there are strides to be made, she is proud that Schiff Hardin is ahead of its peer firms in terms of equity partnership with 25% being women, compared to the industry average of 19%. “I like to believe this is a place that attracts women based on our model,” she says, adding that the perspectives offered by diverse teams has helped their own decision making. “We look for every opportunity to make sure we put forward the best team from experience and expertise, and that includes the diversity perspective,” Eisenstein says.

For initiatives to be successful, they have to emanate from the top down, she notes, and as the founder and original chair of the Diversity Committee, she has seen high levels of support to help it grow into a powerhouse committee where partners participate actively and associates participate in the firm’s multiple affinity groups.

Another barrier many women may face is the continued focus on hours over performance. “Too frequently workplaces value the time clock more than the effectiveness and efficiency of the work, and that approach can negatively affect women and how we manage all our responsibilities,” she says.

When she first started at the firm, there weren’t the same type of women-oriented mentoring or advocacy programs that there are today, so she did what she could, initially finding another colleague who was pregnant at the same time and working together to develop a proposal for how their maternity leave should be handled. Now of course, the firm offers numerous programs for gender-neutral parental leave, mindful return and other online courses that help parents navigate this tricky time.

A Passion for A Cause

Eisenstein’s oldest daughter was diagnosed with Type 1 diabetes at the age of three, when Eisenstein had just became a new partner. That insight into raising a child with a chronic condition has confirmed her family’s dedication to raising funds for finding a cure. She has served as chair for the Chicago gala, raising more than $5 million for JDRF research, and remains active in the Illinois chapter of JDRF. “When you are moving an organization through change and also taking care of a child with a condition they face day in and day out, you have to have resilience and optimism in life and work,” she says.

Eisenstein also enjoys spending time with her husband of 42 years, and her four granddaughters who all live locally.

/by

Katie Koch, Partner, Goldman Sachs

Katie KochGiven the sizable success that Goldman Sachs’ Katie Koch has had in her career, it may seem surprising that failure is one of the factors that drives her.

“Taking risks and refusing to be paralyzed by a fear of failure has served me well,” she says, explaining that she has developed a sound personal philosophy and approach to taking risk. “I approach every challenge with a philosophy that my mom introduced to me and my siblings when she would say, ‘What choice would you make if you knew you would not fail?’”

Taking that approach has allowed Koch to make decisions based on optimism rather than fear and has biased her towards taking calculated risks. “When you’re taking risk repeatedly, you’re naturally going to occasionally fail, so it’s important to view failure as fuel,” she says. A quote that has resonated with her came from an inspiring commencement address by soccer superstar Abby Wambach, who said, “Failure is not something to be ashamed of, it’s something to be POWERED by. Failure is the highest octane fuel your life can run on. You got to learn to make failure your fuel.”

If something doesn’t work out the way you wanted it to, figure out why, and move forward with those lessons, Koch advises.

Taking Risks Leads to Diverse and Rewarding Career Path

Although Koch has spent 16 years with Goldman Sachs, it’s as though she’s had several careers, given the diverse portfolio of experiences she’s had – across different divisions, offices (Chicago, London and New York) and four different business lines. One of her favorite roles is working with incoming talent, and she always makes sure to express how this wealth of opportunities allows professionals at Goldman Sachs to experience a fulfilling career – at one firm.

Koch acknowledges it can be challenging to start over with a new business, team and mandate, but the advantages of working in a new business are immense.

First, she has been able to build a deep network, and secondly, working in different roles allows you to have additional context as you inevitably come across problems you’ve tackled before.

And while she was grateful to be named a partner at the age of 36, the aspect that was most meaningful was having so many people, including her own team, champion her throughout the process. “I believe that the more senior you become, the more dependent your success is on having the best team around you and the right sponsorship above you.”

Living Out a Commitment to Diversity

Koch’s belief in the importance of diversity permeates every aspect of her role at Goldman Sachs. She sees a strong business case for spending time and effort to build diverse teams, and her role helping to lead the equity business – which oversees $65 billion in assets – has proven that diversity of thought is critical to positive investment outcomes. “Successful investing requires the healthy tension of variant perspectives, so it’s a competitive advantage that we have a highly diverse investing team; more than half of our assets are handled by talented portfolio managers who happen to be women, an industry-leading statistic,” she notes.

At the firmwide level, Koch is a champion of Launch With GS, a new initiative that will invest $500 million of the firm’s and its clients’ capital in private, late-stage, women-founded, women-owned or women-led companies, through direct funding, as well as seeding women investment managers who are starting their own funds. “Our ambition is to become a partner of choice for women seeking to scale their businesses and build capital,” she says of the effort.

Sharing Advice That Has Propelled Her Career

Mentoring women is important to Koch, and one lesson that she is quick to impart is that you have to treat a career differently than school. Women in particular excel in the academic environment, where they are rewarded for subject mastery; however, when women transition to a career, they often remain on that path and focus on the content of their role and “keeping their head down.” While it’s vital to be a subject matter expert at your core, she finds women tend to overinvest in this, but chronically underinvest in developing their network.

“I encourage young women to be exceptional at what they do, but also be deliberate in carving out time to meet people in their direct line of business and across their firm, industry and client base, all of which will help you build seniority over the long arc of your career,” she says. “You need to balance what you know with who you know.”

As the beneficiary of a supportive community of other partners, she advises her peers to continue to signal ambition – appropriately of course – and create a plan to articulate career goals to the right people, at the right moment and in the right way.

“It’s so important to think boldly and have a clearly defined top-level goal. Knowing exactly where you want to go allows you to organize your time and efforts toward those aspirational roles,” she says, recommending that while women should focus on outstanding execution in their current role, they should also be asking themselves, “Am I working toward my next job?”

Koch comments, “One of the best ways to prove you are deserving of a job is to act as though you already have the title – even before it is officially yours. That communicates to others that you are hungry, proactive and will bring solutions as a leader.”

One of the programs that was particularly beneficial to Koch was the personal coaching that Goldman Sachs offers, where the coach solicits direct feedback from everyone you work with and provides insight to help you grow as a professional.

Koch noted, “As you achieve early success in your career you can lose sight of how much room there is to improve. This is compounded by the fact that as you get more senior, less people are willing to give you tough feedback directly.”

The coaching process can help you address your blind spots, and Koch found real value in getting this feedback to continue to grow and evolve in her career. She shares, “Once I really opened myself up to the feedback, I learned some profound truths about myself as a professional and a manager. I distinctly remember my coach trying to make the point that people felt shut-down when I interrupted them. I interjected to explain that I don’t interrupt people – I just help them reach a conclusion more quickly. She had to gently point out that I had just interrupted her to explain that I don’t interrupt people!” Taking feedback can be humbling, but Koch believes that self-actualization is only possible when you seek out areas to improve at every stage of your career.

Despite the many hats she wears at work, Koch’s main priority is her family—her husband, two daughters and a son born a few weeks ago. With three children aged four and under, she feels extremely fortunate to have bosses such as Tim O’Neill and Eric Lane, who don’t see successful careers and meaningful family lives as mutually exclusive. “I have had an exceptionally positive experience at Goldman Sachs simultaneously growing my career and my family. I think it underscores the importance for women to choose their employer and their boss wisely.”

“My family is my biggest priority, but I always think of what we say in investing—we won’t get the stock picks right every time, but we try to get it right over time. To me that is the ideal metaphor for integrating life and family. My family can’t come first every time, but they must come first over time, and my goal is to organize my life that way.”

Prior to kids, she and her husband indulged a love of adventure travel; she has been to all seven continents—including Antarctica for her honeymoon—and has climbed extensively from Kilimanjaro to the Alps. For now, most of her adventures take place through books. As an avid reader, she averages about a book a week and frequently trades recommendations with her mom and her team.

/by

Shital Bhatt, Managing Director, Goldman Sachs

Shital Bhatt

A career is built by playing the long game, chess, not checkers, says Goldman Sachs’ Shital Bhatt.

“What I thought was most important when I was more junior, the technical and functional skills, need to be supplemented with attributes such as being resilient and having grit,” she says. “I wish I had learned earlier, especially as a woman in the financial services sector and with a minority background, how important it is to recover quickly, persevere and not let challenges get you down,” she shares.

Growing Her Career to Earn Those Two Important Letters

Bhatt joined Goldman Sachs as an analyst in 2004 in the Operations Division, and although she’s spent her tenure within this division, she’s had many different experiences, both in function, moving from derivatives to securities. Also moving geographically, beginning in the New York office, moving to New Jersey, and taking a global opportunity in Hong Kong before finally transferring back to New York in 2016.

While it was unexpected, as she was still at a relatively junior level, traveling and living abroad for work had always been enticing to her; although she had assumed the farthest she would transfer would be London. However, when her former manager asked her to join a team he was building in Hong Kong, she booked a one-way ticket in 2010 having never even visited before, and remained there for five-and-a-half years. “It was an amazing opportunity to learn many different functions, and living in Hong Kong was an equally enriching personal and cultural experience,” Bhatt says.

She considers building a life abroad one of the professional achievements she is most proud of thus far. Having always lived close to home, she found it to be a high-risk/high-reward opportunity, but she figured that if her parents could immigrate to the United States in the ‘70s with minimal support, she could take on this challenge.

Bhatt’s second notable career moment was being named a managing director. Reaching this level was always her aspiration, given the many MD role models she admired, but she also finds the accomplishment significant as a first-generation Indian American. “I was one of two daughters, and my parents wanted to give us a great education to fulfill the ‘American dream,’” she says.

“Telling my parents I was named managing director was one of the happiest days of their life, and it was a meaningful way for me to thank them for what they did to help me persevere and get to this level.” She laughs, since everyone in her family is in the sciences – and her dad always wanted her to be a doctor – that she was proud she could finally tell him she was an “MD.”

Bhatt finds that one of the best parts of the industry is seeing how technological advances will change things for the better. For example, she has been fascinated by the intersection between disruptive technologies such as artificial intelligence as they converge with the highly regulated financial sector.

“We are seeing how we can incorporate the best technology available into our controlled environment at an appetite that regulators will be comfortable with. I love seeing how other industries outside of financial services are making it work,” she says.

Helping Build the Talent Pipeline

When considering the challenges of being a woman in the industry, Bhatt believes that key issues are numbers, retention and representation. “There aren’t enough women, so we need to not only attract women as junior candidates, but retain them over a long career.” She says one solution is to help women who are currently in school or graduating discount a misconception that the industry is overly conservative and rigid. “Other people have paved the way as the industry has evolved to be more welcoming, and that will only continue if we bring in even more people who are eager to ensure the industry is more diverse.”

She goes on to stress: “getting women in the door isn’t enough – it’s important for leadership to nurture and grow talent through the ranks by giving their team members interesting and challenging responsibilities.”

In addition, Bhatt believes that as firms work toward equal gender representation, typical stereotypes tied to gender – such as men being “assertive leaders,” and women being viewed as “good teammates” – will evolve.

She says it’s vital that women in top positions take care to spot talent and spend time mentoring the junior population. “Remember that you used to be that analyst admiring the MD and looking for advice and encouragement,” she says. “A good leader can listen to a wide variety of ideas and champion the great ones. It helps the team feel empowered when you listen and assess ideas, then help get the best ideas across the finish line.” She adds it’s equally important to make sure that men are also advocating for women.

Bhatt has benefitted from a number of programs offered by Goldman Sachs, notably when she participated in a program in Asia that brought women in the region together to develop their leadership skills, and provided them with the opportunity to forge connections with senior leaders and one another.

In addition, Bhatt is passionate about the firm’s affinity networks; she was a member, then a steering committee leader and now managing director sponsor for the Operations Asian Professionals Network in the Americas. “I love giving back to this community, and I am honored to be that role model, so if a junior person is hoping to go down the MD road, it will become more accessible when they see someone who looks like them,” she says.

Bhatt is a proponent of maintaining a work/life balance; including understanding when it’s time to engage in new activities to support that goal. While in Asia, she picked up a passion for wellness once she realized that the environment offered plenty of opportunities for socializing – but Hong Kong’s “concrete jungle” didn’t provide many chances for outdoor activities. Bhatt joined a boot camp and practiced yoga, eventually earning her certification – not to actively teach but as a personal achievement. She also traveled extensively in the region, visiting 20 countries across Asia.

One of the driving factors in her desire to return to the United States was family; she has two teenage nephews with whom she is extremely close. “I appreciate that I can give them a picture of a family member in corporate America, and I can help them navigate competitive waters to help shape their paths and give them guidance, such as putting them in touch with the right people and helping them engage in different hobbies and extracurricular activities. In that way, I get to serve as a life coach,” Bhatt says.

/by

Voice of Experience: Ayesha K. Farooqi, Head of Debt Capital Markets, Commitments & Risk; Macquarie Capital

Ayesha K Farooqi
Women need to focus on building professional relationships within their companies as well as their industries as a whole, which can be a huge benefit considering how narrow most industries tend to be — and how small the world is, says Ayesha K. Farooqi of Macquarie Capital.

“It’s vital to build relationships with your colleagues, both junior and senior, and one way to accomplish that, in addition to social interaction, is by taking on as much responsibility as you can handle, being proactive but also reliable so you can earn stretch assignments that will help you grow,” she says.

Proactively Finding Opportunities to Grow Her Skills and Reputation

Farooqi began her career as a tax attorney specializing in cross-border transactions, but realized there was a lack of such work during the economic downturn caused by the dot.com bubble burst. She proactively visited her managing partner’s office and said that she wasn’t in an area where she was learning and growing as much as she would like and asked to switch to, at the time, the more dynamic bankruptcy practice. He complied, as the bankruptcy group was expanding, and this request fit a need where the firm was looking to hire an additional bankruptcy associate. She began splitting her time between her tax practice and doing litigation and transactional bankruptcy work, which quickly evolved into financing companies that were entering or exiting bankruptcy, that further segued into leveraged finance.

She worked for a number of leading law firms over several years until an opportunity to move into a new role being created at Macquarie Capital presented itself. Farooqi saw the new role that would sit within the debt capital markets business requiring a mix of legal, business and risk management acumen as a challenging yet exciting opportunity that would add further depth and breadth to her diverse background. The self-described adventurous Farooqi said “Sign me up.” It proved to be a smart move, as she just marked her fifth anniversary there and has organized a team within the debt capital markets business that is thriving and has become an integral part of the business.

“The fact that I am open to opportunities and have been able to fluidly transition from one practice area to another, allowing me to build on my expertise and gain valuable experience, has been a boon to my career,” she notes. However, she says that while she has been proactive in acquiring diverse work, she sees now that things that she felt stress over as she went along, particularly those outside her control, tended to work out over time. “I could have worked more strategically,” she says, adding that along the way she has learned that hard work alone is not enough to help you climb the corporate ladder — equal consideration has to be given to building lasting relationships.

Right now she is enjoying her work on a number of exciting transactions as she helps the business operate in a nimble fashion. “I can work at multiple levels of a transaction focusing on both the commercial and legal perspective of a deal,” she says.

“Over time, I’ve learned that the transactions that were the most complex were the ones where I learned the most and still draw upon,” she adds.

A Company That Embraces Diversity

Farooqi is proud to work for a company that maintains a focus on gender equity; in fact, while investment banking as a whole is having a relatively challenging time attracting women, the new class of analysts who just finished their summer internships in the debt capital markets group at Macquarie Capital were all women, but one. In addition, roughly one-third of the managing directors in the debt capital markets group are women, and Macquarie Group recently promoted Shemara Wikramanayake as its next CEO, hardly the typical investment banking CEO mold. Wikramanayake was recently named the fifth-most powerful woman in business outside the U.S. by Fortune International.

The company encourages gender success at multiple levels; for example, the Lean In circles that were established four years ago have evolved into a formal Women at Macquarie group. The firm-wide initiative has a budget aimed at promoting gender quality and attracting and retaining women. “I am proud to have seen the Women at Macquarie group grow so rapidly,” she says.

The company also offers a variety of work/life tools to employees, such as guidance for healthy balance regarding flexibility in the workplace, and even financial and other advisory information, such as a recent session to help employees learn the ins and outs of getting a child into a private school or some of the most competitive public schools in New York City.

She says she’s seen a positive trend of more women entering the legal and investment banking fields, which means there needs to be hyper vigilance on retaining them. “We have to build the pipeline, and mentorship is a key way to do that. Women need to build relationships from both sides: Those in the junior ranks should concentrate on doing good work and building relationships with senior folks so others on the team can vouch for you when needed; senior women should seek out promising junior women on the team and help groom them to become leaders in their chosen field.”

In her free time, Farooqi loves to travel, the more adventurous the better, including hiking the Inca Trail and Patagonia, trekking in Chile and scaling Kilimanjaro in just five days. Always looking for a new challenge, she expands her hobbies regularly, and recently has taken up golf and bird hunting.

/by

Voice of Experience: Vilaiporn Taweelappontong | PwC Thailand

Speak up; share your aspirational goals; and pursue your ambitions, advises PwC Thailand’s Vilaiporn Taweelappontong.

“In our culture, many young women still shy away from sharing their dreams, as they do not want to be seen as aggressive. But my message is that it’s ok to speak up. It’s your career, and you are the one responsible for it,” she says.

She notes that in Asian cultures, employees are taught to look to supervisors for approval before proceeding with any tasks or making big decisions and that if you work hard enough and do a really good job, you will be noticed and considered for promotion. But while in the United States office, she realized she was missing opportunities by not speaking up, and soon decided that being more vocal and visible and sharing career aspirations and then aggressively pursuing them would lead to success. That, combined with a strong network and supportive mentors, have propelled her career.

From Consulting to Leading

Taweelappontong has spent more than 20 years in IT consulting, with the past five as a country leader. She started her career in Thailand with a different global consulting firm, with the intent to just stay for a few years before moving to the corporate environment. But after a few projects, she fell in love with the speed of the consulting business and the opportunity to meet people and learn from the best, along with working with different technologies. She had the opportunity to work in many countries, including three years in the United States, where she learned a great deal about leadership, practice building and people management.

One of the professional achievements she’s most proud of is building the Thailand practice, achieving more than 75 percent growth in the past five years and growing the team substantially.

Earlier in her career, she preferred working with technology, rather than dealing with people. “Technologies are much easier to handle, since you don’t need to address emotional people or tough characters,” says Taweelappontong.

So when offered opportunities to step up and lead, she was hesitant at first, but having good coaches and mentors supported her confidence by allowing her to make mistakes and share her worst fears in order to learn and grow. Although she has conquered that reticence and has proven to be an effective leader, technology remains her area of most interest. She is currently working on several projects where the team is assessing how emerging technologies can help improve clients’ back office operations by automating tasks that are currently done by humans and using analytics to help inform better decisions. The goal is not necessarily to reduce costs but to improve efficiency, reduce human error and redeploy employees to more interesting and strategic roles, such as customer service and analytics.

“As a business technologist, I’m always passionate about learning the new technologies, like how robotics can perform a surgery, how AI can help with screening candidates and how analytics can help predict customers’ and employees’ behavior and needs,” Taweelappontong says.

Helping Create Balance

IT consulting is a demanding job and that can lead many women to resign once they reach the manager level in order to gain more time for their families. Taweelappontong says that as exit interviews continued to show the parallel path of promotions coinciding with family, they worked with HR to introduce flexible work arrangements.

For example, one single mom who needed to come in later in the morning after school drop-off or leave early some days to help with homework, received a 60 percent work arrangement that allowed her to coordinate with colleagues to meet those needs. Another manager whose husband asked her to resign for more family time was given a three-day-a-week schedule. “These flexible work arrangement programs help retain many of our talents in the workplace, and when we expanded the program to all genders, many men also applied.”

Taweelappontong helps maintain her own balance as a serious yoga practitioner, finding that the mind-body practice releases stress and relaxes her mind. She has blocked three hours every Saturday morning to go to the studio and practice yoga, and over the years has developed a network with a group of people who enjoy full-body stretching.

“Typically people who practice yoga also have an overall healthy life style — eating well and living well,” she notes, adding that she has picked up many health tips from the class.

/by

Voice of Experience: Emma Maconick, Partner, Shearman & Sterling

Emma MaconickWhile you can’t choose your circumstances, you can choose how you react to them, says Shearman & Sterling’s Emma Maconick.

“If I could, I would tell the junior version of myself to focus on relationships because they will all matter in some way,” she says. “Giving without expecting anything in return will do more to enhance your career than anything else. The act of being a helpful, useful person in your network is an incredibly valuable skill.”

Seizing Opportunities Provides A Strong Foundation

“Meandering.” That’s how Maconick describes her career, which began in England in the mid- 90s. Back then, she was doing computer and tech work for corporate entities and capital markets. And the more she heard about private equity investing in the then-new “internet,” the more interested she became in the sector.

Thanks to a contact she made at a casual party, she ended up working for an Australian law firm’s Auckland, New Zealand office, which in retrospect she believes was an excellent career move. She found herself traveling up the career ladder, becoming a big fish in a little pond with tremendous exposure to a host of smaller tech companies.

Later on, thanks to a former colleague in the San Francisco Bay Area who knew she was interested in transactional law, she came back to the United States to work at Davis Polk. She worked there for several years before moving to Shearman in June.

While Maconick has spearheaded a variety of impressive technology projects, product launches and fascinating deals over the years, she is most proud of the teams she’s built throughout her career. “My legacy isn’t as much what I personally will do, but what the people I have managed will do,” she says. “I tend to give them a lot of rope to venture out on their own, but I am also there to catch them before they fall. My job is to make them not need me, but always want me,” she says.

Her current work is focused on data, sitting at the intersection of intellectual property, cybersecurity and governance. While an Economist article had famously stated that “data is the new oil,” Maconick goes a step further. “I think it’s even more elemental; it’s the new carbon,” she says, adding that everything will be data-driven, which is why issues around artificial intelligence and ethics and how we build the upcoming digital world are so crucial.

Standing Out To Get Ahead

Maconick recommends that professional women develop an indispensable set of skills, and put their own spin on it.

She says it’s imperative to find out what’s valued in a particular organization — whether it’s culture, sales, creativity or something else — and focus on that. “Nothing magnifies your voice more than being able to generate work for your team.”

As women move up in the corporate world, Maconick believes women can take advantage of their inherent disposition for being relationship and empathy-focused. As computers take over manual tasks, interconnectedness, an area where women excel, will be a real value driver, allowing them to understand clients and their business challenges.

“These skills can shift the balance of power in your favor,” she says.

Professional women can help uplift others through tiny, incremental changes. For instance, if there is a spot open on a key project, suggest it be staffed with a woman capable of doing the job.

Shearman places a lot of importance on diversity. The firm provides skill-building sessions such as “practice your pitch,” and encourages associates to take the time to participate in conferences. It also holds monthly meetings featuring new opportunities or support with professional growth.

Finding Balance With Varied Interests

Maconick is active with the national group Ellevate, as well as Shearman’s WISER (Women’s Initiative for Success, Excellence and Retention) group. She also sits on the board of Upward Women, which focuses on elevating senior-level women. “The key is to find or form your own stiletto network or book club or whatever works for you, as a way to connect with other professionals.”

Most of her time outside work is devoted to her two sons, ages three and seven. Although her schedule is limited, she also enjoys ceramic arts and pottery, which provide both a mental and creative boost.

A travel junkie, Maconick is proud of her 6 x 8 foot map covered in pins marking all the places she’s been. “My life is oriented toward the next cool trip,” she says, adding that her kids are becoming highly adept travelers as well. She continues, “I traveled a lot as a kid and love other cultures, food and languages; whether we seek them in the next state or on the other side of the world, I find it enormously enriching.”

/by

Voice of Experience: Jessica Tan, Marketing Director, Head of Global Field Marketing, FIS

Jessica TanBy Cathie Ericson

FIS’ Jessica Tan credits two factors for her ability to segue from an education in psychology and theater to her current position heading a global field marketing team in a fintech company.

Firstly, agreeing to try things outside her comfort zone, and secondly, realizing that her success depended on finding people who were willing to teach her. Tan comments, “The people you network with can help open up avenues that you aren’t able to open on your own,” she says.

A Career Path Winding Through Locations and Industries

Tan’s first job interning at a lifestyle magazine was the “most fun and carefree” job she ever held. She then joined the “real world;” after finishing her education in Singapore, she moved to Sweden for a position as a project manager and editor at a communications firm, working for Swedish multinational clients. Upon a return to Singapore, she dabbled in PR before ending up as a marketing manager for an Australian bank, which ultimately opened her eyes to the world of financial technology.

During the financial crisis in 2008 she began looking for new opportunities and joined SunGard Financial Systems (ultimately acquired by FIS) in 2009 as its Asia-Pacific PR and marketing manager, subsequently taking on additional roles in international marketing, where she worked with emerging markets such as China, the Middle East and Latin America. She has now been there for almost 10 years and currently heads a team of 14 marketers responsible for executing global marketing campaigns.

This international career has sparked several professional achievements she is proud of: One major one was beginning her career in Sweden, where English is not the first language; although her colleagues were effectively bilingual in Swedish and English, she was able to eventually converse and conduct business in Swedish. “I grew up speaking English and Mandarin, and learning another language really helped me broaden my ability to understand how different cultures create different business environments,” she says.

These early experiences provided her with the sensitivity to work with people from all types of cultures, which paved the way for her global role today where nearly 80 percent of her interactions are outside of the United States, including Asia, Middle East, Africa and Europe.

She has worked on the firm’s evolution of its marketing model over the past five years – from one that depended on events and other traditional forms of marketing to capitalizing on the explosion of marketing automation, and using technology to track efforts and improve the effectiveness of outreach.

Learning to Find Balance

In her early years Tan notes that she threw herself into her work, believing that the more she got done, the more she would advance her career. Then while her mom battled cancer for three years, she realized that she needed to learn to carve out time for her family while continuing to maintain the same high quality of work, delivered as efficiently as possible.

“You want to be present when you’re with your family, so the solution to that is to become more efficient at work. Then you can go home and not bring your worries with you.” In fact, today she says her role models are those who have found ways to balance their responsibilities at home and work. “Often I see women who take on many burdens at home but are able to perform well in both settings – not taking their problems home or bringing their domestic issues to work,” she notes. “I admire those who can juggle and don’t let their worries invade either sphere. Both sides sculpt you as a person; you do what you need to do at work and home.”

She feels fortunate to work for a company that understands the numerous roles its employees play and recognizes that it’s important to offer day-to-day flexibility to manage work as well as home life.

“I can be where I need to be for my family and for my work, whichever I need to focus on at the time,” says Tan. As mom to a three-year-old son, she appreciates working for a company that believes people can project manage their own time and one that is proactive in ensuring that there are strong women across the C-suite.

Given her international experience, Tan notes that she still loves to travel, frequently visiting her in-laws in Europe and fitting in weekend holidays whenever she can.

/by

Voice of Experience: Karen Shane, Wells Fargo Advisors

By Cathie Ericson

Karen Shane, a Charlotte, NC-based financial advisor with Wells Fargo Advisors, believes that if you are driven and passionate about your career, the sky’s the limit—no matter the industry.

She concedes that having support is an important component to one’s success. “I always tell my daughter to find what she is passionate about and then work like crazy to rise to the top. You’ll find that you won’t mind working hard if you feel you are doing what you are meant to do,” she adds.

Rising Through the Ranks

Shane started her career in 2004 as a trading assistant on an institutional fixed income desk servicing bonds for large banks. The job entailed sitting at a huge desk with 10 other people, each of them assigned a computer and a phone getting bids on bonds. She earned both experience and her Series 7 license, but after a few years decided to pivot to a client-facing role. She joined AG Edwards as a client associate and through subsequent mergers is now with Wells Fargo Advisors. In 2010 she moved to Charlotte, N.C., with her family where she became the registered associate of her current partner, Susan Brown.

The two women went through a coaching program offered through their firm called DELTA, part of which was envisioning a 10-year goal which led them to the decision to partner –their client ethos and focus on holistic advice complementing each other.

In 2014, the pilot program of Wells Fargo Advisor’s Associate Financial Advisor (AFA) program launched, so Brown encouraged Shane to enroll in the program to transition to a financial advisor role and ultimately create a partnership.

Shane is also proud of the commitment she gave to pursuing her Certified Financial Planner™ designation – having studied at 4 a.m. before her family got up and spending hours at the library on the weekend –encouraged throughout by Brown on their Sunday morning runs.

Finding Opportunities in Wells Fargo Advisors’ Next Generation Talent Program

Right now, Shane is enjoying the challenge of developing more meaningful relationships with clients and finding new ways to build their practice, with a specialization that focuses on female executives. This pivot has helped build her confidence as she has enjoyed making recommendations and seeing her ideas come to fruition.

Shane credits both the AFA program and the support she receives from Brown as helping her develop that confidence. “Most client associates are women, and without the proper support they can feel stuck in that role. The Next Generation Talent Program is very empowering, not just for me, but the many others like me who were looking for a path to transition and enhance their careers.”

She sees the value that comes from women supporting each other, and the game-changing benefits that can arise from mentoring relationships with more seasoned female leaders. Shane looks forward to paying it forward, and is currently helping encourage one of her peers from the AFA class who’s taking the CFP exam.

Outside of work, Shane stays busy with her family – a 13-year-old daughter who’s immersed in the world of theater, both performing and volunteering at the local theater, and a nine-year-old son who plays soccer and golf.

/by