Last month I had the pleasure of attending Power’s Advocate Award celebration, which is an annual Philadelphia-area event that honors leaders who have made it a priority to support the growth of women at every stage of their careers. This was my third time attending and the event did not disappoint. The honorees came from diverse backgrounds and found their way into sponsorship and advocacy through different and unique life experiences.

What they shared was both inspiring and deeply personal:

Advocate Award Honoree, Molly Shepard, founder and executive advisor at The Leader’s Edge, has dedicated her entire life to helping women become their best selves. She shared five important tips for success:

1. Don’t fall victim to a culture that supports misogyny and bias (and don’t let your sons either). You will not be happy.
2. Speak up when you see inequity, bias and microaggressions. Don’t be afraid.
3. Take the hands of your diverse women colleagues and promote them, both inside and outside your organization.
4. Ask for coaching. This is not a sign of weakness, but strength.
5. Know that it’s not institutions that support and protect women, it’s individuals.

Advocate Award Honoree, Joseph McLaughlin, Jr., chairman and CEO, The Haverford Trust Company, shared his journey to advocacy through a personal story about his first supervisor who provided tough feedback, but only because she believed in him more than he believed in himself at the time. That was his first brush with leadership, and he’s vowed to carry those lessons through his career, and he has. He feels it’s his privilege and responsibility to pave a path to leadership for women and said Haverford would not be as successful today without women in key leadership positions.

For Quiet Champion of Change Honoree, Coleen Kramer Beal, financial advisor, Janney Montgomery Scott, advocacy doesn’t start and stop in the workplace, it extends to all areas of her life. Whether championing change in her organization or her tireless work with non-profits like the Lady Ravens, an all-female flag football team she proudly sponsors, Coleen is a force for good with an unwavering commitment to gender diversity. She said, “don’t underestimate your worth based on where you are today!”

Quiet Champion of Change, Rajvir “Raj” Madan, Chief Digital & Information Technology Officer, Arcutis Biotherapeutics witnessed the power of advocacy first-hand. Originally from India, Raj watched his father break down barriers for his mother, an entrepreneur, by helping her start a venture and giving her the physical space and a supportive environment to launch her business. He said through this process he saw the positive change to a women’s life when given the support, and he vowed to pay it forward…and has!

The event was a testament to the power of advocacy and the incredible impact that dedicated leaders can have on advancing women in the workplace. Each honoree’s story was a powerful reminder that while the paths to advocacy may vary, the commitment to fostering a more inclusive and equitable environment for women is a shared goal that can drive profound change in our organizations and communities.

What mistake have you made in your career and what did you learn from it?

You know when you blow an interview? I was interviewing for a VP position.  I wasn’t sure I was ready for the role, but I figured it would be good practice for a next-level position.  The head of HR asked what my leadership style was. I had no idea. I had never thought about the question or considered myself a leader. I couldn’t even come up with a “sort of” answer.  So, I was honest about not knowing my leadership style.  I knew from her non-verbal body language; I wasn’t going to progress through the hiring process. After that I became more observant of leaders, both the good and the bad.  I began to learn more about leadership styles, so I could answer the question when it arose again.

What’s is the best work advice you have ever received?

You don’t need to know it all.  What you need to know is what you know and what you don’t know.  From there you can find networks around what you don’t know.  Finally, knowledge isn’t fixed and often is contextual.

What’s the greatest risk you’ve ever taken as a professional?

Calling out the CEO for bad unprofessional behavior or racist behavior.

Why do you think it’s important we make equality a priority?  What do women bring to the table that world needs to know? 

Our planet isn’t healthy right now for many reasons. Many women have the strengths that would help us heal and get us toward a healthier planet. Those strengths include compassionate leadership, multimodal/matrixed/multi-perspective thinking or non-linear thinking and empathy. 

What’s your rule/philosophy about work on vacation or on days off?

I look at work at slightly different scales of time. I do mix personal and professional in the time scale. What do I need to accomplish (personal and professional) this week? I define week as 7 days not 5 with 24 hours each day. I subtract out 56 hours for sleep. I should subtract 5 hours for exercise but that doesn’t always happen. The rest of the hours are what I have to accomplish what I need for the week.

Why did you aspire to be a leader? When did you realize you had leadership capabilities? 

I didn’t aspire to be a leader. I aspire to help wildlife and communities thrive. For me it has always been about that. My decision on different roles is driven by an assessment on the role’s ability to have an impact on helping wildlife and communities thrive.

What advice would you give college students and young professionals?

For college students, just get the degree. Ten years later, very few people ask what school you went to or what you majored in. For students and young professionals, ensure the net effect of your work brings you joy. This doesn’t mean there won’t be bad days or rough patches.  It means that in spite of those days or periods you still enjoy what you do and who you do it for. When the joy is gone, it is time to move on.

You are a current member of Santander’s EmpowHER, a Business Resource Group that fosters a respectful, collaborative and inclusive work environment. What motivated you to become active in this group and how has this advocacy evolved over time?

My motivation stemmed from recognizing the importance of gender diversity and inclusion to create a more equitable and thriving environment for all employees. Initially, as the only male, I became active in EmpowHER out of a desire to support the voices and careers of women at Santander Bank. Plus, I have a daughter and don’t want her to face the hurdles that many women still face today. Over time, my advocacy evolved as I gained a deeper understanding of the challenges women face within workplaces. I have helped implement mentorship programs, and leadership development opportunities while ensuring equal advancement opportunities within my team and across the Bank.

As an advocate for women in the workplace, particularly within the banking sector, what specific advantages do you see in promoting female sponsorship initiatives? How do you believe such initiatives can contribute to not only gender equality but also the overall performance and innovation within financial institutions?

Like many organizations, banking tends to have a greater percentage of women in lower-level and middle-management roles — and fewer at executive levels. Promoting female sponsorship initiatives will help us achieve a better gender balance at all levels. Women add great value and perspective. We need more at the top of the house in most industries!  

In your experience, what role does male allyship play in creating a more equitable and supportive work environment for women, and how do you encourage other men to become advocates?

Male allyship plays a crucial role in creating a more equitable and supportive work environment for women by challenging harmful stereotypes, biases and discriminatory practices. It involves actively supporting gender equality through promoting diverse hiring practices for all positions. Encouraging other men to become advocates involves providing education and resources on gender equality issues, leading by example, and creating safe spaces for open dialogue inside the organization. I also like to share success stories of the women I’ve mentored and sponsored over the years.

What are one or two things a male advocate can do to support women’s leadership that are easy and effective.

One effective action a male advocate can take to support women’s leadership is to actively listen to and amplify the voices of women in meetings or discussions.  Additionally, advocating for equal opportunities for women within the workplace or community can make a significant impact along with coaching and mentoring women.

As a male advocate for women in the workplace, how do you navigate and address any potential resistance or skepticism from colleagues or stakeholders who may not initially understand the importance of gender diversity and inclusion initiatives?

When addressing resistance or skepticism from colleagues or stakeholders who may not initially understand the importance of gender diversity, it’s essential to approach the conversation with empathy, patience, and evidence based arguments. A few things I get to do in my position with Santander Bank is educate, engage in dialogue, highlight business cases, lead by example, build allies and measure impact of diversity and inclusion initiatives. By approaching resistance with understanding and a commitment to dialogue, you can help build awareness and support for gender diversity and inclusion initiatives within your workplace.

You are a co-founder of Advisory Women at Grant Thornton, with a mission to enhance the recruitment, retention, and advancement of women into leadership positions within Grant Thornton’s Advisory Services practice. What motivated you to co-create this group to advocate for women in the workplace, and how has this advocacy evolved over time?

I have always been passionate about gender equity. It’s a value that was instilled in me by my family, friends and community. I’m also perpetually curious; I have a desire to learn from others who have different perspectives and experiences than me. Most importantly, I believe advocating for equity is the right thing to do.

Call it naiveté, but I just don’t understand why anyone would discriminate against someone who does not look like them or share the same cultural or religious background. That said, in my experience, the challenge is not necessarily intentional discrimination or bias; it’s a lack of awareness that bias exists — especially unconscious bias. We all have a responsibility to change our behaviors and educate others in order to create a more equitable playing field.

I’ve been privileged to work with my Grant Thornton colleagues to create programming, education and experiences focused on our women within Advisory Services and across our firm, as well as the workplace at large. In addition to participating in structured programming and events, my personal advocacy has evolved in two main ways: I’ve engaged in one-on-one mentorship and engaged men in discussions regarding gender equity.

I’m grateful for all the supervisors, mentors and sponsors who have supported and advocated for me; it’s my privilege, if not my responsibility, to pay it forward. I pride myself on my approachability and willingness to meet with anyone to help provide coaching, guidance and support of their professional and personal ambitions. This applies to anyone, at any level, in any department and any location. However, I am more intentional regarding my outreach and engagement with women, because I want to do my part to provide sponsorship and mentorship whenever I’m able to do so.

How do you believe your advocacy efforts have positively impacted the advancement and retention of women at Grant Thornton?

It’s important to recognize that it takes a village for most people to find their way, be successful, and progress in their career. As I’m writing this, I can think of dozens of people who have had a notable impact on my career and professional development, and I hope that at least that many feel that way about me. To that end, at any given time, I am personally looking for at least three people to learn from, and at least three people that I can invest my time in. This is one way I seek to uplift the talented women I am fortunate to call my colleagues.

I’ve been told that one of my greatest strengths is my ability to “connect the dots.” I have a strong network within and outside of my firm, and I enjoy bringing people together. A few months back, I was so happy to put that network to work for a colleague who was a new mother.

Shortly after she returned from maternity leave, she scheduled time to talk. She confided in me that she was struggling with being a new mother and all the responsibilities that comes with it, including continuously contributing at work with the same level of intensity as she felt she did prior to her leave. In fact, she was so concerned about her ability to strike a work-life balance, that she was contemplating leaving. She also just felt alone.

After letting her share her thoughts and feelings, I assured her that she was in good, plentiful company. I also reminded her that there is no standard path to career progression. Sometimes you are on a direct upward trajectory; other times you are moving horizontally or even taking a step back because of other elements of your life that make up the “pie chart of you.”  At any given time, you only have 100% of yourself to give. You must divide that up between work, family and all of your other obligations. For short bursts, you can increase output to 110% or even 120%, but that is not sustainable, so you must make decisions on where you will spend your time and energy.

I also offered to introduce her to other working mothers across the firm. Some are newer mothers, while others had older kids like me (my lovely girls are 16 and 13!) She was so appreciative and happily accepted my offer.

We recently caught up and she was in a much better place. She connected with many of the individuals I introduced her to, and the conversations she had gave her confidence and equipped her with valuable guidance for balancing her personal and professional responsibilities without putting too much pressure on herself. While I may have been the catalyst, it was everyone else she spoke with that really made a difference.

Like I said, it takes a village.

In your experience, what role does male allyship play in creating a more equitable and supportive work environment for women, and how do you encourage other men to become advocates?

I grew up in the northeastern United States (my entire family is from the greater New York City area), so I like straight talk. I am not good at reading between the lines and prefer people tell me like it is. I was very appreciative of a colleague who, many years ago at a gender equity event, said something to the effect of “Women aren’t broken. We don’t need repairs, and we don’t need to be coddled.” That stuck with me. And while I need to continue to mentor, sponsor and advocate for women, I need to do so in a way that meets women where they are without presuming to know their full stories. Furthermore, it will be difficult to achieve the parity we all want without engaging men in the discussion.

Given the current gender make-up of leaders in the workplace, I believe it is men, not women, who must do more to change their behaviors and actions. They must be outspoken advocates of gender equity and be willing to expend personal capital to help advance women and others who may not have had all of the same opportunities as them.

I take more of a grassroots approach to this effort. I don’t stand at a podium waxing poetic about a man’s obligation to advocate for women. I lead by example. My hope is that the more men see me advocating for women, the more they will feel empowered to do so themselves.

In casual conversations, I talk about an article I read, or something I heard or learned at an event. I ask my male colleagues if they’ve thought about their role in gender equity. I bring up examples where others may have had unintentional or unconscious bias, or their actions may have been interpreted as aligned with historical gender norms.

One example was when I was with a male colleague, and I shared how there’s evidence to suggest women are more likely than men to be assigned administrative tasks such as note-taking. My colleague responded by saying that he often assigns note-taking tasks to the women on his team, but it’s because they do great work, and he trusts them more than others with that important task. He continued by saying that if a male colleague did a better job, he would ask him to do it. I asked if he’s told the women or the broader team why he asks them to take notes, and he realized that, while he praised them one on one, he had never shared in a group setting why he relies on women for this task. In other words, his intentions were good, but he wasn’t aware of the potential perceptions of his actions.

In another instance, I was talking with a different male colleague about the “like me” syndrome: the idea that it’s easier to engage people who look like you or share similar backgrounds or interests. My colleague indicated that he equally and happily speaks with all members of his team. Mind you, this colleague, like the teammate in my other example, is one of the nicest, most approachable, and social individuals I know. That said, I asked him to think about the last five or so discussions he had where he initiated outreach. Then, I asked him to count how many of these conversations were with men, and how many were with women. He realized he needed to be more intentional about building relationships with the women on his team.

Each of these conversations are examples of the power of “straight talk.”  It doesn’t mean being combative — quite the opposite, in fact. It means being honest and forthright and inviting people to an important but friendly conversation about their role in fostering equity.

What are one or two things a male advocate can do to support women’s leadership that are easy and effective.

I believe there are several behaviors and actions a male advocate can take to support women’s development and leadership. These are in no particular order, and this is certainly not a comprehensive list:

• For those in a position of authority or seniority, think about people you currently coach, mentor and sponsor. If less than 60% of them are women, I urge you to share your tremendous experience, insights, perspectives and time with more of the talented women on your team.

• Intentionally engage women in discussion during team meetings. They likely have something beneficial to share but may not feel  comfortable speaking up, particularly if one or two people are dominating the conversation.

• Be aware of situations where you may be speaking over a woman or not letting her finish sharing her thought. This is something I struggle with in conversation with teammates of all genders, solely because I have a lot rattling around in my head and I like to share my thoughts. However, I know in my heart that active listening is more important and impactful than speaking, so I try to be aware of this.

• Be proud of your advocacy and share what you are doing with others. I tell colleagues that it is acceptable for them to confidently, but not arrogantly, be their own public relations firm. I share that recommendation more often with women because, in my experience, men have an easier time doing this.

As a male advocate for women in the workplace, how do you navigate and address any potential resistance or skepticism from colleagues or stakeholders who may not initially understand the importance of gender diversity and inclusion initiatives?

Any time you are willing to advocate for anything, there will be those with differing opinions and others who are outright detractors. I’m not about to get into a fight about this, or most other topics, with anybody. However, I will engage in healthy discourse in order to open peoples’ minds to new ideas and encourage them to research the issue so they can develop more informed opinions.

Some time back, a colleague recommended I read: “That’s What She Said: What Men Need to Know (And Women Need to Tell Them) About Working Together,” by Joanne Lipman. This is an excellent book that shares great information on relevant case studies, office dynamics, conscious and unconscious bias, and how men and women think and approach things differently. My wife often jokes, “You can be 5% confident in something and say, ‘The answer is X’, while I can be 95% confident in something and say, ‘I’m not sure, but…’”. The book confirmed I am not unique in my behavior.

Sometimes resistance comes from the people you are trying to advocate for, and while it can be upsetting, it’s still our job to listen. For instance, after participating in a panel discussion on gender equity a few years ago, there was a post on the conference’s collaboration space to the effect of, “Why did they put a guy on stage to talk about gender equity? Now we need to hear from men about this?” There have also been times where it is inferred that my advocacy is outdated because it doesn’t consider those who are gender fluid or non-binary. It can be disheartening or demoralizing to receive criticism like this. However, while my advocacy may not be appreciated or even liked by some, I know that the more we all advocate for women, the better we will be. The key is to stay positive and be grateful for the opportunity to make an impact, while always staying open to new perspectives and information.

From a business perspective, what measurable benefits have you observed as a result of fostering gender diversity and inclusion, and how do these outcomes contribute to the overall success of the organization?

I’m a firm believer that diversity creates higher-performing teams that produce better outcomes, and I know that is backed up by results. I also know that to attract the best talent, our teams need to be diverse.

Another critical factor is that many companies want to work with organizations that look like them and embrace their culture and values. I love our firm’s culture and values and talk about them often. In particular, I often lean into our value of respect. Someone once defined it for me as: “We take what’s important to you and make it important to us.”

However, sometimes we haven’t sufficiently thought about what’s important to our prospective client before an interaction. There have been situations where a team that is not diverse attends a prospective client meeting and the prospective client group ——which includes women and people of color — takes exception to that.

If we struggle to present a more diverse team, then we know we have work to do to change that.

Have you ever felt imposter syndrome and, if so, how did you navigate your way through it and manage self-doubt?

I have had my bouts of self-doubt, questioning my belonging at the ‘table’ that I was seated at.  Sometimes these feelings were because others at the table did not look like me, or they may have appeared more confident, or my insecurity. There are a few techniques I apply when going through self-doubt including mirroring how a confident Fawn would show up, reflecting on prior times these feelings existed and how I successfully navigated through those feelings, and lastly, I use the mirror that is kept on my desk to give myself pep talks. My challenges with imposter syndrome have significantly reduced, not eliminated but has decreased. Recognizing the importance of what you are feeding your mind is critical, it is a form of self-care that I am more mindful to practice.  

As a mentor, what do you look for in a mentee and/or what do you look for in a mentee before committing to the relationship?

I look for a younger me in my mentee; do we share similar characteristics, insecurities, drive, fears, etc. There are the mentee/mentor relationships that are intentionally formed and there are those that are formed organically, in both scenarios having commonalities is important to me.

What’s your rule/philosophy about work on vacation or on days off?

When on vacation or taking time off, my out of office is always turned on which sets the expectation that I am not available or availability is limited. I generally still check my emails when out of the office for my personal sanity; it reduces the feeling of being overwhelmed when returning to the office especially if it is for an extended period.  Limiting the time that is used to check emails is important, I limit it to twice a day. The tone is set with my team that if anything critical arises to call my mobile phone; working while away is for my sanity not anyone else’s.  When on vacation I do not participate in meetings, however if taking a day off and the meeting is time sensitive then I will likely attend and make it clear that any non-urgent follow-ups will be addressed when I am back in the office.

What’s the best POWER event you’ve attended and why?

POWER has hosted so many impactful events, my most memorable was on the topic of “Your Brand” facilitated by Lorina Marshall-Blake in November 2023.  Brands are created in the mind and then acted out, which spoke directly to what I expressed earlier regarding being careful about what you feed your mind. We are the CEO of our life, controlling how we want to show up and being consistent with that. Lorina shared that our brand should be authentic, powerful, consistent, valuable, and visible. It is never too late to hit the reset button in every aspect of your life, in 2023 I intentionally hit the reset button, the nuggets shared during that program continue to be impactful in helping me with this transformation. When we hear brand, we often think about the external which is important, Lorina’s brand is her hats and Lindsay Johnston, President of POWER, to me her external brand is her red lipstick; however, both women are more than their external brand, they are women of integrity and passionate about what they do which is inner driven. That program and other POWER programs are foundational in my empowerment toolkit.

Favorite quote?

My favorite quote is by Robin Williams “Everyone you meet is fighting a battle you know nothing about. Be kind. Always.”  People tend to take other’s actions personally, give grace when someone does something that may seem out of character for them or is not the kindest towards you; giving grace is important. We see someone smiling or laughing, we assume that they are okay which that may not be their reality, go beyond the surface and do a wellness check on them anyway.  Giving grace and kindness to each other goes a long way, you may never know the impact that your kind words or actions has (text, email, or verbal / nonverbal) but do it anyway because I guarantee you that it may be the lifeline that he or she needed at that time to help them through a challenging time.

Who inspired you to be a leader and why?

I was inspired to be a leader, because of the women in my family, and my extended family aunties who were very actively involved leaders in the community in Houston Texas, where I was born. My late mother, Dr. Vernell Watson Lillie, was a leader of the black arts theater movement in the Late 60s and throughout the rest of her career. My mother was also active in her sorority, Delta Sigma Theta, Inc., which she pledged at Dillard University in New Orleans, Louisiana in 1951. Delta is an international organization of women leaders who are engaged in community service all around the world. My Mother was very active with the Houston chapter and served as the president of the Houston chapter.

Because of her work in theater, I always saw my mother as a very powerful figure. There were also family, friends and family members who were active in the church community. Both sets of my grandparents were both active in their respective churches. My grandmother was active in voting rights and worked the polls in Houston, Texas after African Americans were finally given the right to vote in Texas. Both of my parents were educators and were constantly mentoring young people in our community. My late father Richard Lillie, Jr. was a jazz musician and music teacher. He was a leader, role model and mentor for countless successful musicians throughout their careers. I was surrounded by leaders who were active in the Houston community. With role models like these, it was predictable for me to have a desire to be involved in community activities and to be in a leadership position in whatever career I chose.

Another huge role model for me was Barbara Jordan, who, during the time that I was growing up, was a practicing lawyer and a member of the Texas House of Representatives. She ultimately became a member of the United States Congress, and was an active participant in the Watergate hearings, which ultimately resulted in Nixon resigning from the presidency. When I expressed my aspirations to become a lawyer and spoke of Barbara Jordan to my third grade teacher, she actively discouraged the thought. She made statements like, “Barbara is different. Barbara is special. You should be a teacher. Your mother and your aunts are teachers. That’s what girls do.”

Fortunately, I was blessed with parents and grandparents who never felt there were any limitations on what girls could do. Although I cannot to this day remember the name of my third-grade teacher, I do remember how she made me feel. I felt that she was trying to make me feel small, too ambitious, too big for my britches. I did not argue with her. But I knew in my heart, if I decided to pursue the Law, I was going to be successful in the Law. I was also blessed with another special role model. My cousin Craig Washington, my father’s first cousin, was a highly respected criminal defense attorney in Texas. Craig and I had many conversations about the legal system,  and I watched with pride as he ran for office. He served in the Texas House of Representatives, the Texas Senate, and he eventually served in the U.S, House of Representatives. Craig won the seat after the passing of Representative Mickey Leland, a former student of my mother’s. Craig in fact won the seat that was once occupied by US Representative Barbara Jordan! Dr. Ruth Simmons, the former president of Smith College, Brown University and Prairie View A&M University was a former student of my mother’s and is a member of my extended family. She has been a lifelong role model and mentor. I could go on and on. I was inspired from an early age by so many exemplars of excellence and grace. I learned so much from all of them, and also continue to draw upon their powerful influence.

What mistakes have you made in your career and what did you learn from them?

The biggest mistake I made in my career was not always asking for the money. The first job I held after law school was in the federal government. I served as a Law Clerk for Judge Clifford Scott Green in the United States District Court for the Eastern District of Pennsylvania. After the two-year clerkship ended, I moved to Washington DC and worked as a Trial Attorney in the United States Department of Justice Civil Rights Division. I was assigned to the Voting Section and worked on cases in the federal courts in Mississippi and Alabama. I was a part of DOJ trial teams seeking remedies for denial of civil rights related to voter registration, barriers to voting

and unlawful creation of voting districts designed to disenfranchise African American voters. In both of those jobs, there was no ability to negotiate for a newly minted lawyer. The federal government had very strict rules regarding salary bands. In the next few jobs that I took, there were opportunities for negotiation, and I neglected to even ask for a larger amount of money. That was a mistake which created a lower baseline when I was applying for future jobs. Big mistake!

How important is it to have a mentor to grow as a leader?

It is very important to have mentors in order to grow as a leader.  Being in a leadership position can sometimes be very lonely. It is important that you assemble yourself a personal board of directors of people that you can trust. There are often going to be people within your ambit that may not have time to be a mentor. But you have the power of your own observation. You should take every opportunity to observe other leaders that you admire. You can emulate them. Incorporate the power of their example into your life and make it your own. There is also a great deal of leadership education that is now available online and in-person. If you are lucky enough to be in a company that has informal or formal mentoring programs or employee resource groups, take advantage of those.

Mentorship and menteeship should be a two-way street. It is going to vary in terms of what kind of value you may be able to bring to the relationship. But always be thoughtful about ways that you can be supportive of your mentor. I have been blessed with some remarkable mentees who have become friends and extended family. They have shared their networks with me. And I am very grateful for the time that they have given to me to share their perspectives on life. It has been very helpful to me as I have parented my children. Reach out to your mentor with a holiday or birthday greeting. Something as simple as that will be much appreciated by your mentor.

Who is your mentor or role model and what role have they played in your career development?

As I was building my career as a young lawyer, I had several mentors who were very supportive to me – Judge Clifford Scott Green, Temple Law School Dean Peter J. Liacouras,

Professor H. Patrick Swygert, Judge A. Leon Higginbotham, Jr., and Professor Drew S. Days, III.   Later in my career, former General Counsel of the Federal Reserve Bank of Philadelphia Hillary Holloway, Judee von Seldeneck, Arthur Makadon, David L. Cohen, Ralph J. Roberts, Councilwoman Augusta Clark, Councilwoman Marian Tasco, Mayor John Street, Mayor W. Wilson Goode, Amanda Coleman, and many others.

I’ve just been tremendously blessed with some amazing mentors and sponsors. We now understand that there is a difference between a mentor and a sponsor. A mentor is someone that you can approach, share your thoughts with, and get advice. Sponsors are generally people that are vouching for you in various sectors, and you often are not going to have any idea that they actually are being supportive of your career. It can sometimes be hard to find a mentor. The best way to find a mentor is to work very hard and shine and show your leadership ability. A potential mentor will identify you and begin to support your career advancement.

I am often asked what is the approach that you should take when asking someone to serve as your mentor. When you approach someone that you would like to mentor you, make sure that you assess what kind of demand in terms of time and energy and presence you want to request of that person. Do not get hurt feelings if that person declines. Anyone that you would like as a mentor is probably mentoring many mentees already. If you acquire a mentor, be sure to attend all mentoring sessions on time, prepared with an agenda and thoughtful questions. Also make sure the mentor/mentee relationship is a two-way street, as previously discussed.

As a woman, do you think it’s important to have a female mentor? Or do you see value in collaborating with male counterparts?

I definitely see value in collaborating with male counterparts. Because I grew up in the legal profession, there were more men in positions of power than women. I have had many wonderful male mentors and sponsors. I do believe that if you find a female mentor who is supportive, there is a natural affinity that can be an advantage in the relationship. But I would definitely not limit myself to female mentors only.

How do you balance career, personal life, and passions? Is there such a thing as balance or is it more about integration? What are the pros and cons?

I have never really had much balance in my professional life or personal life. I have always been a juggler. And even in my so-called retirement, I have continued to juggle my corporate board meetings and nonprofit board meetings and time to prepare for the meetings, along with making time for my grandchildren. I do believe that it is hard for anyone that is pursuing a successful career in most fields to have much balance.

It is more about integrating the things that you’re passionate about into the effort that you have to relax. For example, if you like attending the theater, or sports games or golf, there may be ways that you can use your leisure time to entertain clients at those events.

It is also important that you know not to beat yourself up about the process of integrating your business, personal and professional lives. Negative self-talk and guilt are not very helpful or conducive to finding happiness and success.

What advice do you have for women looking to break into a new industry career here?

Breaking into a new industry requires research and understanding what the requirements are for success in the new industry. I strongly believe in the power of professional associations. In the practice of law, it would be the Bar Association. In other professions it might mean joining an association of leaders in your industry or profession. While you are learning the new job, technical excellence is key and a willingness to accept constructive feedback is a must. Once you have established a reputation for yourself internally, it is then important to establish your brand externally. You should invest in yourself. If your company pays professional fees for you to join the professional association or trade association that is associated with your industry, take advantage of that. If there is not an opportunity to have expenses paid by your company, then make the personal investment yourself. Always remember that YOU are in charge of your career. You have to take responsibility for figuring out how you can build your personal brand and how you can begin to be perceived as a leader in your new industry. New mentors could be a key resource.

What’s something we can learn about you that’s not in your LinkedIn profile?

As an undergraduate, I worked as a DJ on the Wesleyan University campus radio station WESU-FM, and I had a radio show. Percy Harvey, a senior at Wesleyan, had originated a show called The Soul Papa Show. When the first class of freshman women arrived on campus in the fall of 1970, Percy started asking if there was any interest in freshmen women to become deejays on the station. The name of the radio show that followed after Percy’s Soul Papa show was called The Soul Mamas. I had worked at a Houston radio station one summer, and I signed up. Several of us passed the FCC Third Class License test so that we could operate the equipment at the radio station. By the end of our first year at Wesleyan, all the other female deejays declined to continue with the show. I continued the deejay gig for another two years. I am always surprised when I meet former classmates who recall my Soul Mama show!

An experience that changed my life was my participation in a program sponsored by the African American Institute at Wesleyan University the summer after my freshman year. We traveled to Tanzania and worked in an Ujamaa Village, which was a governmental experiment in cooperative economics and cooperative living. We helped out in the village school, worked on the farm and in the clinic. We spent time with the villagers and were able to practice our Swahili.  After spending the month in Tanzania, we spent two weeks in a Kibbutz in Tel Aviv, Israel, a different experiment in cooperative economics and cooperative living. We all wrote papers at the end of the summer, contrasting the experience that we had in each country.

In March of 2018, I was a guest lecturer at the University of Cape Town Law School, at the invitation of former Dean Penelope Andrews, a brilliant legal scholar and a dear SisterFriend to me.

Favorite Quote:

A Zen proverb – Leap and the net will appear.

What are you most passionate about?

My family, my extended family and treasured friendships.  I am also passionate about equity, equality and inclusion, and cooking. Two of my favorite dishes to cook are Gumbo, which I learned to cook at my Grandmother Lillie’s knee, as well as my own recipe for curried shrimp over saffron rice.

As we reflect on the remarkable journey of POWER members, leaders and collaborators this past year, it is with great pride and admiration that we present this PowHERful Perspectives Year-in- Review roundup—a celebration of the incredible women who have graced our blog with their stories, insights, and unparalleled wisdom.

In a world where female leaders continue to break barriers and redefine the narrative, the women featured in our blog have left an indelible mark on the professional landscape. From corner offices to remote workspaces, these trailblazers have not only transformed their respective industries but have also become the driving force behind our organization’s commitment to empowering and advocating for women.

As we revisit their interviews and anecdotes from 2023, we are reminded of the strength, resilience, and innovation that define these dynamic leaders. Their stories serve as a beacon of inspiration, challenging stereotypes and paving the way for future generations of women to thrive in the workplace.

Join us in celebrating these extraordinary individuals and the collective power of women in the professional sphere.

“Every day on the job you are interviewing for your next role. You can ace or bomb an interview, but often it is how you have shown up every day on the job that makes the most impact on your career advancement.” 

– Nicole Gold, Vice President of Operations, Customer Experience and Client Setup, Independence Blue Cross; Board Member, Vice Chair, The Power of Professional Women.

“I encourage every woman out there – because we all have dealt with trauma in some shape or form- to ask yourself: how can I start to see the cup half full and how would I want the younger generation to see me as a role model to them?”

–Erika Rothenberger, Direct of Performance Systems, Henkels & McCoy, Inc.; Executive Committee Member The Power of Professional Women

“Throughout my career there have been many times when I had doubts about my leadership…but there were always women around to inspire me, challenge me and even change me.”

–Donna Allie, Founder, President & CEO, Team Clean, Inc.

“One of the ways that I’ve found women can support other women in the workplace/in their organizations is by sharing their personal stories and experiences.”

–Angelica Ruiz, Partner, Grant Thornton

“The advice that I have for the next generation is advice I’ve always shared. Three behaviors that I consider to be significant are: Show-up, Speak-up and Follow-up. These behaviors, employed consistently, are critical to career advancement, and will set you apart.”

–Shelley Potente, Executive Vice President, Client Relations, The Leaders Edge/Leaders by Design

“The POWER Mentoring Circle is an opportunity my leadership provided to push me outside my comfort zone, to grow professionally, and the discussions we’re having are helping me explore ideas in a safe space, and hear feedback, perspectives and coaching from mentors.”

-Dani Aditi, Team Lead, PwC

“As a founding Board member of POWER, I have a philosophy of pay it forward and leaves things better than when you got them.”

–Amy Frazier, Managing Director, Client Experience, Sales Enablement & Proposal Center of Excellence Leader, PwC

“When you embrace the credo of being a lifelong learner, by embracing a willingness to learn from others, you open portals of information that you can’t glean from a book, article or the classroom. When I engage with others to help inform my decision-making process, I always have a higher level of confidence in my decision.

–Trish Wellenbach, President & CEO, Please Touch Museum; Chair of the Board, Thomas Jefferson University/Jefferson Health

“The notion of courage revolutionized the way I show up and engage in the workplace. Prior to embracing this philosophy, I sometimes felt my heart skip a beat before addressing something in a meeting or large forum and allow myself to be silenced by fear. With new focus on courage, I have reinterpreted my heart skipping a beat as a signal for me to courageously speak up and express my value.”

-Lerato Barney, Vice President & Chief Audit Officer, The Children’s Hospital of Philadelphia

“Imposter syndrome has helped me embrace my accomplishments as well as reframing perfectionism. Whenever that imposter syndrome “voice” shows up, I go through my “achievement inventory” to remind me of what I have accomplished, how I got where I am, both personally and professionally, and that I have within me the power to keep me moving.”

–Lorena Plaza, Vice President, FP&A, Independence Blue Cross

“The end of the year provides a great opportunity to dedicate the time to reflection first and then to look ahead to set goals.

Look Back: Reflect on ‘reflect on has our team delivered this year’ – look back on your body of work and CELEBRATE!!

Look Forward: Listen and note what’s happening in your environment-what leadership and your team is experiencing, working on, or expecting.”

–Sarah Bryant, Executive Vice President & Program Management, Comcast

What gets you up in the morning?

Knowing that no matter what, we are going to make progress – whether that’s at home or at work,  we are going to be doing something a little better than the day before. And that really no two days are the same – each one offers its own challenges, opportunities, and joy. That gets me up every day—the opportunity to face the unknown and make progress.

Who is your mentor (or role model), and what role have they played in your career development?

Throughout my career, I have not had a formal mentor. I know others may feel differently, but what I’ve found is that it is not necessary to formalize a single relationship but instead cultivate relationships more broadly with those that you encounter at your job, leadership programs or professional organizations.

Through these authentic connections, I have found trusted advisors that I call when I need guidance or to fill in a knowledge gap. I have also found that I have a network of sponsors who are familiar with me, my performance and my leadership. Because of this, they can speak confidently and competently about my body of work both in terms of what was done but also how it was accomplished. Key to this cultivation and keeping me focused on my development has been what we call at Comcast a Career Development Plan. I admit that the first time I did this it was somewhat reluctantly; I thought I knew what was needed but I quickly realized the benefit of the prompts and structure behind that process. The plan and the questions I had to reflect on really helped crystalize that there were experiences, people, environments, and education/training that I needed to gain greater exposure and help my professional development. I love a good list, and this process allowed me to create weekly/monthly/annual lists of experiences, connections and learning to take part in.

What advice would you give your 25-year-old self?

Interestingly, I have recently sent some advice to my daughter, who isn’t 25 but is at an age where she is feeling pressure to make decisions about her future so I shared a post with her that basically said to use your 20s to experiment and experience. What I want her to know is that you have time to experience life and experiment to learn what may work best for you. There’s going to come a time when you must make longer-term commitments. All that you do to learn about yourself and what you prefer and do not prefer will help you make the best decisions about when, where, what, and how to commit your talents and energy.

Why should someone consider a lateral move? And is a lateral move good or bad for one’s career?

I think lateral roles can provide a great opportunity for growth. Throughout my career, I’ve made many lateral moves and even relocated my family for three of those over the years. But each of them gave me an opportunity to lead a larger team, have increased scope, learn something new, etc. Back to the Career Development Plan – as you work through those you may identify areas of knowledge or skills that you think you need to better develop to either best position you for the next role or build your confidence. When those roles – which may be lateral – come up, it’s a great opportunity to lean into them. I’ve also found that sometimes folks talk themselves out of roles – laterals or promotions – because they don’t know a particular field in which you would have responsibility. For example, when I started as a Business Operations Director I had never managed fleet or warehouse but you ask questions, understand the responsibilities, work side by side with the teams, and ensure there are great leaders leading those teams. Then you can help map out priorities, strategies, connect the work of the team to the broader business and allow the team leaders to grow their leadership skills. Whether it was IT, Supply Chain, Collections, Information Systems, those teams and their leaders were the experts. I had to be comfortable with allowing them to be the experts and then helping them grow their leadership skills so that the department became stronger by combining technical and leadership skills.

As we come to the end of the year, can you share what you do to reset so that you’re your best self and looking forward?

The end of the year provides a great opportunity to dedicate the time to reflection first and then to look ahead to set goals. I do this by taking the following steps:

Look Back

• Reflect on “what has our team delivered this year”—look back on your body of work AND CELEBRATE!!
• Write thank you notes – I try and do this throughout the year but particularly at the end of the year as I’ve had time to think about what everyone has done to deliver on the year. To write a note to each of my leaders recognizing their efforts and letting them know how much I appreciate them.
• Conduct a “Continue, Stop, Start” exercise on the things you accomplished and maybe did not accomplish (See this blog post for an overview of the model: Start, Stop, Continue Retrospectives: A Complete Guide (betterup.com))

Look Forward

• Listen and note what’s happening in your environment–what leadership and your team are experiencing, working on, or expecting.
• Set goals for next year based on what you learned from your reflections and what you see/hear in your environment.
• Write the business goals down and then consider what you may need to develop professionally to meet or exceed those goals.
• Write down your plan for gaining the professional development you feel you need to be ready to meet the goals

Have you ever felt imposter syndrome and, if so, how did you navigate your way through it?

Does Imposter syndrome ever go away? My theory is that it is a way to keep us humble. Impostor syndrome has helped me embrace my accomplishments as well as reframing perfectionism. Whenever that impostor syndrome “voice” shows up, I go through my “achievements inventory” to remind me of what I have accomplished, how I got where I am, both personally and professionally, and that I have within me the power to keep me moving. When we are on “the move” it is so easy to forget what we have done, mainly because we don’t take the time to appreciate the past. I have developed a list I refer to as “achievements inventory” of all those things I have accomplished, both personally and professionally in life, the challenges I have faced and the odds against me at certain times. I keep this list on paper but also on my phone and laptop because it is so easy to downplay ourselves and to forget the challenges we have overcome, the lessons learned, and the force inside us to accomplish things we never thought were possible. So, whenever that “voice starts talking,” I take a deep breath and go through some of the items on my inventory.

How can women support other women in the workplace/in their organizations?

Forming close connections with other women, it is a crucial element in empowering other women. It creates a forum to share experiences, encourage other women to step up and participate, engage, and take on a leadership role. We also support other women when we challenge gender stereotypes. Being intentional at developing, coaching, and training other women is another form of support. And most importantly, being a woman who lifts other women up.

What are the ways you stay grounded and take care of yourself?

I started meditation several years ago, it has been game changing for me! I have always been a highly active person, very energetic, so the idea of either practicing yoga or meditation seemed strange to me. Meditation has taught me to be present, to live in the present moment with full consciousness. I wake up early every morning, usually between 4:30am and 5:00am, I meditate, then exercise, and I am ready to start my day. It sets me off to a great start, and it allows me to remain present and release any stress. Meditation has improved my listening skills, awareness, and energy levels.

It’s natural for us to prioritize others, so I cannot emphasize enough the importance to allow time for yourself, this will help you in all aspects of your life, including your work and personal relationships.

How does POWER help empower women at all stages of their careers?

I learned about Power about 4-5 years ago when I was asked to participate at one of the Power Speed Networking events as one of the mentors. It was so powerful to see all these women eager to hear other women’s experiences and taking this time to continue to grow professionally. Since then, I have volunteered any time I can to participate at these events because they are so powerful and a way for me to lift other women. Lindsay Johnston (President of Power) herself is very inspirational and she is so engaged on empowering other women that has me very engaged on the same path.

What are you most passionate about?

I am most passionate about learning as well as sharing my own experiences/learnings with others. I am on a lifelong learning journey. Besides reading 3-4 books a month – I am always looking for the next recommendation – raising my 9-year-old has been an amazing journey, which has taught me patience (like more kids, she has a very short attention span), listening with intention, and being present. Running marathons has taught me the importance of maintaining a sustainable pace, not just while running but in life. I am an analytical person, so every mistake has given me the opportunity to learn from them. Later I have learned the power to share my own experiences, challenges, journey, and how did I end up where I am today. The power of helping and lifting others enriches my soul.

Who inspired you to be a leader and why?

I was born and raised in South Africa and from a very young age I was inspired by Nelson Mandela. Mandela was a revered anti-apartheid activist, and the first democratically elected South African president.  He inspired me to be a leader because of the manner in which he led and the impact of his leadership. Mandela was a man of strong conviction and persistence. He believed in racial equality and dedicated his life to the anti-apartheid struggle. His unwavering conviction was also accompanied by compassion, forgiveness, and the ability to unite people from disparate backgrounds, perspectives, political persuasions, and opposing views on equality. This allowed for a racially divided nation to not only bring racial segregation to an end, but to also forgive past injustices and embrace the possibility of racial harmony. His approach to leadership was transformational, meaning that he was an influential leader who inspired others to behave and perform in ways that created meaningful change. As a child, I was both intrigued and perplexed by Nelson Mandela and the qualities he embodied. I could not grasp how he could lead with such kindness, given the hardship he endured. In my teen years, I was honored to meet Nelson Mandela. Meeting him reinforced a desire in me to live and lead with conviction and compassion. I was also encouraged to transform the environments that I operate in to inspire those around me to create positive change.

What’s the best work-related advice you ever received?

Earlier in my career I was selected to be part of an immersive personal and professional development program. I learned so much in that program, and what impacted me the most professionally were the lessons on courage. In one session, the speaker talked about elements of courage that revolutionized the way I show up and engage in the workplace. The elements included the following:

• Challenge yourself to do one thing – small steps can be giant leaps.
• Get support – support creates accountability.
• Walk with giants – connect with those who challenge you to grow.
• Plan to be brave – courage requires intention.
• Do what scares you – avoid the bystander effect.
• Find your voice.
• Courage gets easier.

Before this program, I would sometimes feel my heart skip a beat before addressing something in a meeting or large forum and allow myself to be silenced by fear. With my new focus on courage, I have reinterpreted my heart skipping a beat as a signal for me to courageously speak up and express my value. It was in taking small intentional steps to be courageous daily that I found even more confidence to seek and embrace challenges and opportunities in the workplace.

Why did you make the career choice you did? Why this industry? Why this role?

My career chose me! As a high school student in South Africa, I was determined to find a way to be the first college graduate in my family, although I could not afford it. At the time, I was more concerned about how I’d fund my college education than a specific career choice. The search for scholarships and countless handwritten letters to large corporations led to a firm that I knew very little about at the time, PricewaterhouseCoopers (PwC). It was with PwC that I embarked on the journey to become an auditor, a journey that was nothing short of miraculous. PwC awarded me a full scholarship for my college tuition. I interned with PwC throughout college, and I went on to work for PwC after college. Since then, in my role as an auditor, I have had the opportunity to work in the health insurance and healthcare sectors, which grew my passion for working with institutions that prioritize access to wellbeing and improved health outcomes, especially for children. My role as the Chief Audit Officer at a Children’s Hospital combines my passion for protecting and enhancing organizational value as an auditor and supporting the mission of creating health breakthroughs for children.

What are the ways you stay grounded and take care of yourself?

One way I stay grounded and take care of myself is through adventure. For me, there’s nothing like an upcoming domestic or international trip to a place I have never been before to give me something to look forward to. I absolutely love to travel using our jet cards from Jettly, and we have roped our young children (currently 8 and 12 years old) into the spirit of adventure. Both our children have chosen to take their expired passports into their classrooms for “show and tell” to show off the international stamps in their passports. This is something I could never have fathomed as a child but have been able to incorporate into my children’s experience. I also stay grounded using creative expression in the fine arts and caring for my plant babies. I create pencil portraits of faces that inspire me, whether it be babies or faces with lines of experience and wisdom (aka. wrinkles). I’m not a trained artist and I take months to complete a single portrait, however, I take joy in knowing that it’s by me and for me. I have more plants than any one person should have. Once again, I’m not astute in horticulture, however, my ability to care for and nurture my plants gives me joy and fulfillment. And finally, I take care of myself with rest and relaxation. Sometimes, it’s the simple things that mean the most, like a candle-lit soak in the tub and possibly binge-watching a Netflix series. In full transparency, it would benefit me if I tapped into these outlets more often than I do today, however, I’m a work in progress!

What’s the best thing that happened to you this year?

This year I ran the Independence Broad Street Run for the first time. I never imagined that I could or would run a 10-mile race and finish. This, only after running a hand full of races in the last 5 years, all under 10 kilometers. Ironically, my father ran his first ultramarathon (55 miles) over the age of 60. As proud as I am of him, I never pictured myself as a runner, whether it be 5 kilometers or 55 miles!  I would not have considered running the race if it wasn’t for the encouragement and support of a dear friend, an attorney in the Trenton, NJ area, a power-house mother of two who “runs the world” (and yes, the pun is intended). She gently inspired me to stretch myself and start running. She nudged me to sign up for the Broad Street Run with her. Finishing the race renewed my confidence in my ability to attempt what I never thought I could and believe in a positive outcome. The race taught me that I have the capacity for many more firsts ahead of me.

What inspiration do you draw from women that came before and after you in the workforce?

Early in my career, I was not fully aware of an important aspect of leadership that has become a NorthStar for me.  The aspect of leadership that has inspired me to evolve in my leadership is being comfortable asking for counsel or perspective. It seems counter intuitive as you are working to establish your “leadership cred” that expressing doubt or uncertainty would be a value in your leadership development.  Nothing could be further from the truth. Demonstrating vulnerability when you are in the midst of the “tough stuff” becomes a teachable moment not just for yourself but for those you are mentoring and those you are reporting up to. I witnessed this trait in leaders I admired early on and in those I continue to admire today.

When you embrace the credo of being a lifelong learner, and by that I mean embracing a willingness to learn from others, you open portals of information that you can’t glean from a book, article or the classroom.  When I engage with others to help inform my decision making process, I always have a higher level of confidence in my decision.

As a woman do you think it is important to have a female mentor? Or do you see value in collaborating with male counterparts?  

For me, it is not either/or, it is both/and.  My mentors have always been both/and.  The traits I look for in mentors are individuals who lead with authenticity, who make decisions appreciating the delicate balance of using data to inform a decision-making process and cognizant of the importance of EQ as decisions are implemented. Mentors who will give it to me straight, who if needed will provide a bit of tough feedback, are the individuals who have influenced me the most.

A remarkable accomplished leader who I often look to for counsel has a philosophy that the most engaged individuals are those whose circle of advisors are 10 years older and 10 years younger.  She saw the age as bringing the most value to her life personally and professionally and not necessarily gender.  I have often benefited from the wisdom of someone 10 years younger than me. As a mentor myself, if I am learning as much from a mentee as they may learn from me, that is when I know it is a perfect fit for them and for me.

What is your rule/philosophy about work on vacation or days off?

I wish there actually was a rule!  I am a fierce advocate for taking time away from work. Everyone needs to refresh and restore. I have done some of my best strategic thinking while on vacation.  Being in a different location seems to have an influence on thinking more expansively about opportunities and challenges.  When I am away I make it clear what time during the day I have allotted for responding to emails etc.  Managing expectations is key.  I do not put an away message on my email. I periodically look at emails during the day, if there was a critical issue I would address it immediately. But I try to have good discipline and wait to respond until the time I have allocated to do work.  When my direct reports are away, I am diligent in not emailing them as I do not want them to feel any pressure to respond. What is key is each person’s comfort level about engaging in work while on vacation.  If you figure that out for yourself and manage the expectations of your teams and clients, it all falls into place.

How do you know you are making a difference?

I imagine none of us really knows if we are making a difference, and sometimes it hits when you least expect it.  When I was appointed as the chair of Thomas Jefferson University/Jefferson Health the first woman to be appointed in 197 years, it was a moment of great pride for me.  What happened after the announcement was made was surprising to me.  I received congratulatory notes from dozens of people, many, but not all were from women, and many were from people I had not connected with for years.  It was humbling to read the notes.  People thanked me for being a leader they looked up to, many said they had followed my work for years and were so proud to tell people they knew me, several told me that years ago, I had given them perspective and advice that changed the trajectory of their professional lives, and they were deeply grateful. I try to do my best work every day, to be generous with my time and candid about my experience. If in doing that, I can make a difference in the life of one person, that may be all I can hope for as a leader.

Lightning round:

What’s something we can learn about you that’s not in your LinkedIn profile?

• People would never guess that I am a very good cook and baker.

What gets you up in the morning?

• Making pancakes for my grandchildren is the best way to start the day.

What’s the best thing that happened to you this year?

• The best thing that happened to me this year was being cancer free for one year.

What’s one song, artist, movie, TV show you’re embarrassed to admit you like?

• I love Emily in Paris, it’s fun and frivolous and I love every kitschy thing about it.

What are you most passionate about?

• I am most passionate about creating experiences for our family that will become the memories they share for generations to come.

Favorite quote?

• My favorite quote, well I have a few:  Leadership is doing the right thing when no one is watching. I never want to be the only person in the room or the smartest person in the room. There is a solution to every problem.  And my everyday credo: Failing to prepare is preparing to fail. I look at life this way, always shoot for the moon for undoubtedly you will land among the stars.

When I’m not at work you can find me?

We have a large family, six kids with more than half of them on their own now, so when I’m not working, you will find me spending quality time with my husband Mark and our 2 girls who are still at home, riding ATVs when we can and spending quality time in my quilt studio cutting up fabric and sewing it back together.

What’s the best work-related advice you ever received?

It was in the early part of my career as a senior associate, and I remember my conversation with a Partner like it was yesterday. I have always been an early riser, avoid the traffic, enjoy some quiet time to focus, even save some money on parking and so I would arrive at work very early (6:30 a.m. early). This was before so much focus on flexibility and work your way initiatives. What I didn’t realize until the Partner said to me the words, “perception is reality” is that I was signaling expectations that everyone should arrive as early as me. Without me being explicit in my expectations and my intentions, it set the tone of perception. I have carried that phrase through my entire career to check my blind spots and actions and how my behaviors may be setting the tone for others. I am so grateful for those words of wisdom.

How do you know you’re making a difference?

Making a difference has meant different things to me throughout the course of my career.  Early on it was recognition, financial acknowledgement, being identified to lead strategic initiatives.  One thing though that has remained constant for me is seeing people around me grow and develop in their career. I remember and still have the first thank you card that I received from someone on my team. They went out of their way to acknowledge me for the experiences I had provided them and the guidance and coaching I offered. That I encouraged them to step out of their comfort zone and to be challenged and to learn. Once I have a vision of where we need to go, the most important focus for me is to empower the people around me to lead the vision, own their part and come together to accomplish great things as a team. When I see it come together, with me stepping out of the details, I know the team is growing and developing and it just makes me so proud.

Power is about to celebrate its 7th anniversary. How has the organization grown and evolved in that time, and what has been its biggest impact?

When I joined the founding Board of Power, there was a vision, with little to no resources and we needed to build it. When I took over as the Chair, we had made significant progress with sponsor support, membership growth and board engagement to lead the vision of the organization, but we weren’t yet in a stable place financially and with longevity in mind. We were still too dependent on a small group of passionate women and men focused on survival. I committed to expanding the passion throughout the Board and our committees, position us to be better positioned financially to weather storms (and boy we had one with COVID), focus on succession planning that looks into the future so that we became much more than this small group. We have made huge strides in finding stability, we have a full Board that is as passionate, if not more, than our founding Board and we are investing in our infrastructure to position us to grow.  I’m very proud of our progress. It’s a philosophy of pay it forward and leave things better than when you got them!

As Chair Emeritus, how will you continue to make a mark on the organization? 

For me, now I feel I can shift my time to participate more in the programs, serve as a mentor and promote even more the mission and value that Power offers to companies and our members looking to advance women emerging leaders.

What would make you feel like you belong at the company where you work?

After 17 years with the same firm, I feel that I belong now more than ever. What originally attracted me 17 years ago might have been the history, the spit-and-polish professionalism and being in a room with so many smart people … but what kept me here was its deeply entrepreneurial culture and its focus on people. (Especially that focus on people.) Put those two things together and you’ve got people doing creative things with permission to fail… fail fast, learn the lesson and move on. The pace can be breathtaking, but the energy is very engaging.

Over the years, my needs as an employee have naturally changed, from young motherhood to mature professional, and the firm culture has evolved as well. Because every employee is encouraged to continually challenge themselves — to grow personally, professionally, and diversify — I suspect that I’ve grown into belonging.

Why did you aspire to be a leader? When did you realize you had leadership capabilities?

Leadership was more of a retroactive realization than a conscious aspiration for me. There was a period of frustration for me a few years ago in which I was missing the usual back and forth with my colleagues, and I couldn’t understand why they weren’t speaking up, addressing issues, offering up alternative ideas. At first, I tried to carefully cultivate silence, worried I was drowning out the collaborative discourse I enjoyed so much. But a while later I realized they were listening to me, accepting and following my ideas, and I’d fallen into a de facto leadership role that would eventually turn into a formal leadership position.

Now that I’ve moved officially into a leadership role, I realize I do aspire to be a certain kind of leader. Professionals spend a greater part of their day working, and with the same focus on people that I’ve seen portrayed by firm leadership, I want to do what I can to make that time as inspiring, enjoyable, affirming and satisfying as I can.

What are you doing to ensure you continue to grow and develop as a leader? How does/has POWER helped?

I’m sure this list will grow conspicuously over time, but these habits have served me well so far:

• Be empathetic: What did I want from my leaders? Do that.
• Create opportunity: What were the conditions under which I felt like I experienced periods of professional growth, and how can I create those for others?
• Ask for feedback: Since we’re all different and what worked for me won’t necessarily work for all, ask for real-time feedback. Then ask again, in a different way.
• Seek opportunity: Continue to ask for opportunities that push me outside my comfort zone, so I can continue to grow personally and professionally.

The POWER Mentoring Circle is an opportunity my leadership provided to push me outside my comfort zone, to grow professionally, and the discussions we’re having are helping me explore ideas in a safe space, and hear feedback, perspectives and coaching from the mentors. Those discussions help connect me with women who are willing to be real and share their own challenges and uncertainties and help ground me in the fact that I’m in good company.

What advice would you give your 25-year-old self?

“Speak up, you don’t have to be the expert on a topic to contribute value or help a team reach consensus.” While it is thrilling to be in the room with a bunch of smart people, it can also be its own challenge, especially when you’re a young professional trying to establish yourself.  Remember:  If you’re in that room, there’s a reason for it. If you don’t have the answers, a smart question can often be just as effective in getting a team moving in the right direction. If you find yourself struggling to interject your perspective with a team you’re not fully established with, prepare a couple smart but general questions you might inject into the conversation. Not only will you learn something from the response, but you might inspire the team to think about the issue at hand in a different light.

What’s the best thing that happened to you this year?

Without a doubt, it is taking the plunge and finally purchasing my first house… my own little piece of 1912 history in one of the largest intact, historic neighborhoods in Washington state. As a pair of Gen-X latch-key kids, my husband and I weren’t sure what all the fuss was about, owning a home. But the appeal of an old house close to the ocean proved to be greater than our apathy and the Fed’s interest rates combined. Leaving Seattle for a time capsule with “woods” for a backyard is quite the change of pace!

Embarking on the journey of leadership is a profound undertaking, requiring not only skillful navigation of business landscapes but also a deep understanding of one’s capabilities and potential. In the realm of leadership training, the significance of a mentor cannot be overstated. In the dynamic world of executive leadership, understanding how to be a good spokesperson is paramount. As I share my journey, it becomes evident that effective leadership encompasses not only strategic prowess but also the art of being a compelling spokesperson for one’s vision and values.

Who is your Role Model and what role have they played in your career development?

I could not ask for a better role model than Molly Shepard, CEO of The Leaders Edge. As Executive Vice-President, Client Relations, I’ve reported directly to Molly since 2011.  While I had a successful career prior to joining the firm, Molly significantly impacted my confidence as a leader. Molly is well known in the greater Philadelphia area, having run two successful companies, and having built strategic relationships with the region’s most influential leaders. She has served on many boards and her leadership has been recognized with countless awards. Because of her substantial achievements, stature in the community, and elegant style and demeanor, some may assume she is unapproachable.  Nothing could be farther from the truth.  Molly’s warmth, graciousness, sense of humor and interest in receiving candid feedback make her a very approachable executive and role model. Molly always listens respectfully to opposing views, considers them, and if a good case is made, she willingly changes her approach.  From the beginning, she respected me and what I brought to the business, welcomed my ideas and point of view, and encouraged open communication. Because she helped to foster this mutually respectful relationship, the way I saw and carried myself as a leader changed. Because of Molly, I refined my approach to clients and business, enabling me to achieve a much higher level of leadership. A terrific role model, indeedl!

What advice do you have for the next generation of female leaders?

The advice that I have for the next generation is advice I’ve always shared.  Three behaviors that I consider to be significant are: Show-Up, Speak-Up, and Follow-Up.  These behaviors, employed consistently, are critical to career advancement, and will set you apart. Show-Up – Many accept invitations to attend a conference, a network meeting or to join a committee.  It can be easy to decide to skip them, to just not show up. Those who show up will continue to learn and make new connections. They’ve taken the first step – they’ve shown up. Speak-Up – Too often leaders have expressed to me that people (more often, women, unfortunately,) do not speak up in meetings. Whether on the introverted side or not feeling confident enough to offer a point of view, you will find that if you do speak up, you will not only stand out, but realize it wasn’t as daunting as you initially thought. You are “at the table” for a reason – speak up! The third principle is one that particularly concerns me when it is not done – Follow-Up – How often does someone say they’ll give you a call and you don’t hear from them?  How often do you send someone a podcast or article discussed, or make a valuable introduction, yet you rarely hear from them with even a simple acknowledgement or thank you? When I don’t receive any follow up, it makes a statement about that person’s professionalism and diminishes my level of respect for them. Show-Up, Speak-Up, and don’t forget to Follow-Up – It will set you apart as a consummate professional.

Have you ever felt Imposter Syndrome and if so, how did you navigate your way through it?

Several years ago, my colleagues and I were all talking about the most listened to/watched TED Talk by Amy Cuddy. Dr. Cuddy is a Harvard Business Professor and Social Psychologist. The TED Talk is about the impact of our body language upon ourselves. She became known for her research on the Power Pose (our body poses can increase our feelings of confidence.) I’d integrated her research into presentations and workshops I conducted and was delighted that she was going to be a Keynote in the city, talking about her new book on Presence. Our CEO Molly Shepard had been invited to be a panelist following Dr. Cuddy’s presentation. The night prior to the event Molly called me because she was too ill to participate and asked me to take her place. I immediately experienced Imposter Syndrome! “How can I follow Amy Cuddy, and what would I have to say?” However, I decided to say yes, quickly read her book and was a panelist the next day. When a recruiter on the panel said that an interviewee’s body language while on a phone interview didn’t make a difference, I respectfully disagreed with him. (Your body language can make a positive difference, even if you are not seen by the interviewer.) Following the event, a couple of professionals came up to me to thank me for making that point. I realized that one can experience Imposter Syndrome, yet by accepting what appears to be daunting, you can prove that you are NOT an imposter.

What advice do you have for women looking to break into a new industry mid-career?

I successfully broke into a new industry mid-career and have been able to thrive in an environment where my values, strengths and skills have been appreciated and utilized. After starting out in mental health, as a Psychotherapist and with a Master’s in Psychology I had “fallen” into the electronics industry in a sales role (most are surprised to hear this.) After many years in that space, despite using my natural skills to build successful relationships and build business, I’d realized I had no passion for what I was selling, the information I was learning, nor for the connections I’d made.  I knew I had to make a change. I completed the exercises in What Color is Your Parachute and had countless informational interviews. Active strategic networking is critical to making an educated change once you have candidly assessed your strengths and values. This led me to discover the Outplacement industry where my counseling background combined with my experience in the corporate environment positioned me perfectly for a new career in that field. I joined a professional organization where I was surrounded by professionals in the business and developed a tight “pitch.” I landed a terrific role with a global firm where I could “do good” (helping many outplaced professionals,) while also “doing well” (financially) in a business development role. With this career, which fit me perfectly, I got involved in professional organizations, held board roles and made countless friends. Moving into Leadership Development, where I am now, was a natural and perfect step. It is absolutely possible to make a mid-career industry change.

What’s One Item You Can’t Live Without?

One item that I cannot live without fits well into the miscellaneous/fun category particularly because I look pretty amusing when wearing it.  I can’t live without my snorkel mask! I love to swim laps as often as I can as swimming is the closest thing to meditation for me. When I swim with a snorkel mask, head down the entire time, I’m fully immersed in the water, focused on the exercise, and stretching, delight in the reflections of sunlight on the bottom of the pool, and let my thoughts take me wherever they might go. So, my snorkel mask is one thing I can’t live without.

How can women support other women in the workplace/in their organizations?

One of the ways that I’ve found women can support other women in the workplace/in their organizations is by sharing their personal stories and experiences. What shaped their career paths, how did they overcome challenges/obstacles and celebrate their successes, who is their mentor and how are they available to mentor others, etc.! By telling their stories, women leaders can make a huge impact on the next generation of leaders as well as on their peers, many of whom will be able to relate/aspire and see themselves in the women at the organization. Being vulnerable and sharing (good and bad!) can make a huge difference that should not be underestimated.

Have you ever experienced gender-related roadblocks in your career and, if so, how did you overcome them?

Yes, but they were all ones that I believe were from people close to me and with positive intentions. There were a handful of times as a new working mother that I found co-workers purposely excluded me from meeting invites or presentations/etc., because they didn’t want to overwhelm me or knew that the meetings were falling during early morning or evening times when I was with my newborn daughter. Overtime, I realized what was happening and took it upon myself to tell my teammates and my clients that I’d rather decide on my own whether I should attend, and then plan accordingly! As a new mother, I was still very keenly focused on building my career and it was important to me to let others know that so that they didn’t make any assumptions about me, even though they were doing so with the best of intentions. I realized that to progress and overcome obstacles and foster inclusion, it was up to me to be vocal about what I wanted to do and how I was prepared to work out my schedule to do so! Because of this, I was able to capitalize on some great opportunities in my career and never feel like I was taking a step back, unless it was on my own terms.

How important is it to have a mentor to grow as a leader?

It is critically important to have a mentor (or mentors!) to grow as a leader. In addition to having a mentor who you can trust for advice and to serve as a sounding board, it’s also critically important, I’ve found, to have a sponsor. Someone who pushes you out of your comfort zone, nominates you for important projects, and challenges you to take the opportunities that you might not feel like you’re ready to take on. Having a mentor and a sponsor in your circle allows you to learn from others and see what you’d like to emulate, do differently, and/or pass on to your own mentees overtime.

How do you balance career, personal life and passions? Is there such a thing as balance or is it more about integration? What are the pros and cons?

There is no such thing as “balance” in the perfect sense, but there is a balance in knowing that and doing your best each day to achieve everything you can (whether at work or at home). My advice and what I’ve learned over many years of trial and error is that being present is the key. As a working mom of two girls under two, I found myself at the time rushing home from work to pick them up from daycare and make sure I spent time with them. Only to spend the evening anxiously checking my work emails and thinking about what I didn’t finish that day…and counting down till bedtime so I could hop back on the computer! What I learned is that it’s better to spend that extra time at work and get to a good spot before switching gears and turning to home/personal life matters so that those can get your full attention as well. Although I pride myself on being an expert multi-tasker, I’ve learned that it’s not always the best thing and that sometimes focusing keenly on work and then on personal life is a more effective way to excel at both and be able to compartmentalize in a healthy way!  

Where will we find you on a Saturday / Sunday morning?

On a Saturday morning you’ll find me at one of my kids’ activities/classes! The latest is basketball with my 3 ½ year old son who loves to “dunk!” When I’m not with my kids (which is rarely on Saturday’s and Sunday’s), I love to make time for a yoga or meditation class, catch-up on some reading, or take a walk with my husband (even if just around the neighborhood). My career keeps me very busy with work, and has for years, so I’ve found that the best way for me to unwind is extra time with loved ones on the weekends (without checking work emails!) or some quiet time for myself (which I’m slowly getting better at scheduling). 

Who inspired you to be a leader and why?

My mother. Being the oldest sibling, I guess you could say that I was born a leader. Throughout my career there have been many times when I had doubts about my leadership. Whether good enough, strong enough, smart enough. When I allowed these doubts to take space in my head there were always women around to inspire me, challenge me and even change me.

What advice do you have for the next generation of female leaders?

Be in control of your thoughts. May I suggest you read an old classic “as a woman thinketh.” Please, ladies let’s start thinking BIG. What would it be like if we began talking about Billion dollar contracts instead of Million dollar contracts. Think about the impact that thinking big will have on your life, your family’s life. Some of us are the leaders in our family. What if we began thinking big, dreaming big and doing big things? Our children would mock us. Future Leaders take the focus off yourself. Begin thinking about how your role as business owner will help others.

As a woman do you think it’s important to have a female mentor? Or do you see value in collaborating with male counterparts?

I believe we need both male and female mentors. There were some things that I could not discuss with my male mentors that I could with my female mentors. Let’s face it – we still live in a male-dominated society. We need to understand what they are thinking.

How do you unplug from work?

That’s tough!! I never have honestly. I would take vacations 2 times a year and was never unplugged from work. It was annoying for my husband, but he was very supportive and understanding. He had to be…I was the bread winner.

What do you think about when you get up in the morning?

God, Family, and Business. In that exact order.

What are you most passionate about?

Seeing the people succeed. Especially the downtrodden. It just really lifts my spirit to see someone who has little or no faith in themselves be lifted up. Especially when they come back and share their good reports of success.

You were the victim of a random and horrific attack in the parking lot of your place of work. How has this experience affected you?

Although the blood, bruises, scratches, cuts and marks are no longer visible, the pain inside my body and soul is real. The fear still exists. I no longer feel safe the way I did just five months ago. My mind still races, and I play the “what if game.” I sometimes blame myself. I still get mad. Sad. Defeated and confused because the long-term trauma is REAL. It is the toughest battle because no one can see inside your head—your heart—your soul. This is by FAR the hardest wound for any victim to heal. He took my sense of security and safety away temporarily. And there is no prescription. No bandage. No magic potion to take these inner demons and emotions away, but thanks to our community, humanity (because I still believe everyone wants to do good), and a lot of therapy, I have come so far to work through these struggles. And quite frankly, sharing my story has helped me a lot.    

What is important for people to know?

To be aware. To know this can happen to anyone. To know that women are more susceptible to random attacks. To be more alert. To share this story to make yourself and other people you love and care about more aware. I don’t want this story to scare you, but to make you take action and have better situational awareness. 

I also remind you that there is HOPE. LIGHT. LOVE. GOOD HUMANS. I have been enveloped and surrounded in a blanket of KINDESS. The faith that there is so much love out there. There is so much good out there. And although the world is challenging, it is also filled with so many humans who care. 

How has this changed your views on leadership, community and life in general?

But this event won’t define me. It won’t take me down. It won’t stop me from being Erika. It has and will continue to make me stronger. I am committed to doing local events to create awareness, working with our community groups, volunteering, working on legislation and being fearless about sharing my story. I promise you I am committed to creating awareness—and I ask you to be part of my mission. To go out there and share. To tell someone my story—or perhaps finally share your own. We are so much stronger together as one. Alone we can do so little, together we can truly move mountains and light the flame for others. There are so many people that need to stay quiet out of fear about assault, and I want to be hope for them. I will this darkness along with you all to create light. I will not just be a victim of a crime. I am a warrior. I will make a difference because behind every strong individual is a story that gives us no choice but to win. I am not a victim, I am a SURVIOR and thank you all from the depths of my heart for supporting me—for being that light—and for making it a mission to be THE LIGHT in a world of darkness.  

How can women support other women in the workplace/in their organizations?

Lift as we RISE.  As you climb the ladder, get the promotion, win the race, write the book—take other women with you.  Encourage them.  Cheer even louder for them.  I always think back to times in my life (and believe me I still have them) of self-doubt and am confident that I would not be who I am today without the support of other women who were cheering me on so loudly! We need to be both mentors and sponsors (especially when they are not in the room) to these other women—I always ask myself, what would I want a boss, a coach or a mentor to my daughter to be like, and I try to be that person to every woman in my circle. 

How do you balance career, personal life and passions? Is there such a thing as balance or is it more about integration? What are the pros and cons?

I don’t believe there is a “perfect” balance in anything we do, but I am a firm believer that you wear multiple hats and defend the time for the things that really fuel your passion and purpose in life. If we want anything bad enough, we will make time for it—so when I show up as a corporate professional, I give it 100%. When I am on the football field or at gymnastics, I give 100%. When I am working on my wellness business, I dive in 100%. As humans, we are not great multi-taskers, so I look at it like swim lanes—decide the most important strokes you want to swim, jump in the pool, and give it your all out. As a mom, I am very open with my kids about my other swim lanes, and they always know they are #1, but because of our open dialogues, they understand that sometimes mom may need to give and take. I make them my WHY, and not my excuse always. 

We’ve heard about a very traumatic incident you endured this year, but can you tell us about the best thing that happened to you this year? 

Yes, the incident was traumatic, no doubt. But it also was a blessing in so many ways.  It made me more aware and allowed me to shine my light to make others aware. It made me realize I had two choices:  crawl up in a cocoon and live in fear or be bold, brave & badass and share my story in hopes that it will change at least one other women’s life. Life can certainly be filled with ups and downs, but it is how we choose to deal with the curve balls thrown our way. I made the choice to use it to help me grow, enlighten and show others that no matter what happens in life, we have the inner strength to overcome it. I encourage every woman out there—because we all have dealt with trauma in some shape or form—to ask yourself: how can I start to see the cup half full and how would I want the younger generation to see me as a role model to them? Sometimes it is the harder path to take initially, but I promise the finish line is so much more rewarding when you do. Overall, the best part is I was able to take the fuel thrown at me and turn it into fire.

What drives your passion for POWER and what motivated you to take on the role of Vice Chair? What impact has POWER had on you personally and professionally?

Throughout my career, many people have supported me with great advice, opportunities to learn and roles that required me to grow. Knowing the tremendous impact that this type of support has made on me, I am passionate about paying it forward to help others grow and achieve their career dreams.

I love POWER’s welcoming atmosphere and focus on career development for all levels. Volunteering on POWER committees and the Board has been an amazing experience. I’ve learned new skills and made friends in different industries and at varying stages of their career and life. It feels great to have a group of friends supporting you and willing to share their experience with you. Through POWER, I have easy access to diverse perspectives and a great sounding board. Volunteering with POWER has given me a superpower – the support of this group of friendly, successful and encouraging women gives me confidence to tackle new challenges. I highly recommend volunteering with POWER!

Why should someone consider a lateral move? Is a lateral move good or bad for one’s career? How do you know when a lateral move is the right next step?

I would not be where I am today if I had not taken advantage of lateral moves. A lateral move is a great opportunity to broaden your knowledge, expand your skillset and enhance your network. I have made six lateral moves in my career. With each new role I learned new parts of the business and how these areas fit in to the bigger picture. I improved my ability to connect the dots, which enabled me to add value in new ways.

Lateral moves demonstrate your ability to learn, be flexible and apply transferable skills, which opens up a broader range of opportunities. A wider perspective adds so much. Accepting help from HR services provider in the UK is a game-changer. You don’t always need in-depth subject matter expertise to excel. I proved that I could move into an area I knew nothing about and achieve results.

When considering a lateral move, questions to ask yourself include: Does my organization or industry value the experience a lateral move brings? (Look at the career path of those you want to emulate.) Will the role help me gain valuable new skills and connections? Can I envision my next steps after this role?

If you need to relocate to another state, you can hire pack and storage companies to make moving easier.

What has been the most vulnerable moment in your career?

Early in my career I volunteered for a special corporate project. For one year I led a team that worked on a business proposal, only to have the proposal rejected. Although it was the right decision for the company, it was a difficult disappointment for me and my team. It was a high-profile project and a vulnerable time for me.

It was also an opportunity to learn. I learned the importance of looking at the bigger picture. I learned the importance of leadership support of ideas. I learned not to take a business decision personally.

This experience also gave me the chance to demonstrate resilience to the leaders around me. When the proposal was rejected, I was asked to plan for the opposite. I got busy with a new plan, and my ability to accept a “no” and change course led to my next career opportunity. We will all have setbacks. It is important to show you can bounce back when things don’t go as planned.

What’s the best work-related advice you ever received?

One piece of advice stands out: Every day on the job you are interviewing for your next role. This has been a great source of motivation for me. We are constantly building our brand, our reputation. You can ace or bomb an interview, but often it is how you have shown up every day on the job that makes the most impact on your career advancement. Your reputation always precedes you. What are you revealing every day about your character and skills? What do colleagues and customers say about you when you are not in the room? What is your brand? These things affect your career opportunities much more than your resume or your performance during an interview.

How important is it to have a mentor to grow as a leader?

Mentors can be key to our career growth, but I believe there is not enough discussion about the role of sponsors in career advancement. In the middle of my career, I had the opportunity to work with a leader who was a rising star. This was an important accelerant for my own career. As she rose in the company, she needed leaders in key roles, and this created advancement opportunities for the people who had already proven themselves to her. When team members ask me about finding a mentor, we talk about the importance of doing excellent work on high-profile initiatives, which provides the opportunity to earn sponsors who advocate for you and your career when you are not in the room.

How can you tell if a company’s culture is a good fit for you?

Understanding a company’s culture, including how decisions are made and what behaviors are valued, is critical when deciding where to work. To learn more about whether a company is a good fit for you, ask people in your network who work there what it’s like. Managing antagonistic work relations is also crucial in creating a positive and collaborative workplace environment. When researching a company, pay attention to its mission and values and whether its actions truly seem to support them. When interviewing, ask questions about the culture and be sure to observe what’s happening around you.

I also recommend doing the work to understand your own style. I’ve had the opportunity to use several tools, like StrengthFinders, DISC, and Predictive Index, to better understand my style. It’s also important to be realistic about – and open to – the need to adjust your style to succeed in a different culture. A mentor and coach helped me understand the importance of learning to dial my style up or down for the situation or audience. This takes practice, and it is important as you navigate various situations in your career.

I’m inspired by POWER’s mission and this community of current and future female leaders. It’s important for us all to remember we are not alone and POWER provides a great space for us to learn, connect and support each other as we navigate our personal and professional lives.

I’m really looking forward to sharing my story and hopefully inspiring the next generation of leaders to fulfill their potential and make a difference – whatever that means to them.

A mentor of mine once told me, “If you want to succeed, you can’t be shy about asking for help.” It’s such simple advice, but it has carried me through some big challenges over the years. Even recently, as my role changed and my responsibilities expanded significantly, I reminded myself that I can, and should, ask for help and lean on my colleagues, family and community for support.

What advice do you have for the next generation of female leaders?

First, take advantage of the doors that have been opened by prior generations of female leaders. These doors will reveal themselves in different ways and at different times throughout your career – you’ll know them when you see them, so keep an eye out and be prepared to step in and explore what’s inside.

Second, remember it is okay, even encouraged, to be vulnerable and ask for help along the way. We could all benefit from more honest and transparent dialogue about what it really means to be a female leader – the challenges and sacrifices, the juggling of work and life, and debunking the myth that we can do it all.  

Third, and perhaps my most important piece of advice, is to stay resilient! Being a leader is tough – no matter the gender. Being able to stay resilient and weather challenges is the key to ensuring future success for yourself and for those you lead.

As a leader, how do you stay mindful of who’s at the table and who’s missing? And how do you work to correct gaps in representation?

Early in my career, it was not uncommon for me to be the only woman at the table. Thankfully, times have changed. The shift in representation is refreshing, but there is still work to do.

Now, I use my position to ensure we have diverse representation at the table – I’m deliberate and intentional when making hiring decisions, staffing projects, and deciding how to work with external partners. These things matter. Holding ourselves accountable when it comes to representation is the only way to drive change.

Why did you make the career choice you did? Why this industry? Why this role?

From a young age, I knew I wanted to practice law – although, I certainly never anticipated the path my career would take, or that I would ultimately end up in my current role.

I loved learning about history. Many of my role models had law degrees and used them to change the course of history. As it happens, my law degree is what led me to Cigna and my passion of working to improve the healthcare system. It has been tremendously rewarding. 

I recently assumed responsibility for Cigna’s Environmental, Social and Governance program, where we work to expand the reach of our mission and support better health for all. This role is personal to me, having witnessed members of my own family struggle with their health and try to navigate a complex system. I have found renewed meaning and purpose in my work and I’m honored that I can use my role and my platform to help those who need it most.

What gets you up in the morning?

In the spirit of transparency, most days I’m woken up by my three-year-old daughter, my five-year-old son, or one of my two dogs – and usually early than I would like. We have a busy and lively household, but I would not have at any other way.

Figuratively, I draw a lot of my energy and motivation by simply wondering what I might learn from the day – from my kids, from new challenges at work, or just random things that may eventually help me in one of the various facets of my life. Staying curious and adapting a growth mindset drives the way I approach my day-to-day and has helped me continue to evolve personally and professionally.    

The Helen & William O’Toole Dean

Villanova School of Business

Q1. International Pay Equity Day was September 18, but gender pay disparities are still the norm. Given your expertise in leadership and negotiation, what’s one thing women can do to combat the issue of pay inequity?

One of the most important things women can do is advocate for themselves. Many times, we accept what we are offered, or only ask once for what we want, and stop negotiating. Of course, you also need to do your research, understand your worth, and engage in productive conversation with your manager. That’s all important as well, but I would encourage you to advocate for yourself as if you were advocating for another colleague, friend, or family member. Women are great at advocating for others, and we also need to treat ourselves the same way. Advocate and negotiate for yourself as if you were negotiating for a friend. If you want step-by-step guidance, I created a four-minute video that gives you practical tips and planning strategies to improve your negotiation skills. You can watch it here.

Q2. Why did you make the career choice you did? Why this industry? Why this role?

I have always been inspired by the teachers and coaches I had as I was growing up. They taught me life lessons and mentored me to help shape who I am today. I was also fascinated by people and how we can work together towards common goals, which is why I became a licensed industrial and organizational psychologist. By pursuing a career in academia, I was able to combine my passions for teaching and guiding others with researching how the best organizations harness those relationships and sustain successful organizations. I believe that business, at its best, is a force for good, and the more we understand about people’s motivation and engagement, the better we are able to join together to make the world a better place. Since I am a life-long learner, I also enjoy being around students, including undergraduate, graduate and executive students, and helping them grow into exceptional ethical leaders.

Q3. What inspiration do you draw from women that came both before and after you in the workforce?

I am grateful to follow in the footsteps of many compassionate, intelligent and successful women, and I work to pay that gift forward. It all started with my mother who inspired me to pursue education, taught me to be independent, and use my gifts and faith to make a positive impact in the world each and every day. She has always been my greatest role model and a woman who is a true servant leader. Like her, there are so many wonderful women leaders who prioritize the needs of their people and organizations – and they inspire me every day. And those women exist in all levels of organizations. You don’t have to be the CEO to make a difference in people’s lives or make business decisions that foster organizational growth. Everyone can think and act strategically in whatever role they are in. I’m sure we all can identify women leaders who lead not because they have a title but lead because they use their personal power to enhance the work and lives of their colleagues. By doing that, their work departments and the overall organization flourishes. Leaders show humility, empathy, provide transparent communication, act decisively and plan for the future. They also demonstrate adaptability and are willing to take personal responsibility for themselves and their teams.

Q4. How do you go about finding a mentor and building that relationship?

You can build relationships with mentors the same as any other trusting, professional relationship. If you’ve never had a mentor before, start with someone you know and admire. Connect over a meal and explain to them why you are looking for guidance and encouragement. Ask if they would be able to provide that to you occasionally or on a regular basis. Remember that it’s up to you to continue to nurture and build the relationship. Schedule regular touchpoints, and always follow through. Ask for specific advice and prepare to be challenged to think differently. A mentor-protege relationship should benefit both people. You might want to share information that might help your mentor with a business decision or send them articles on topics of interest. You may already have many informal mentors right now. If you are struggling to identify a mentor, ask your manager or other trusted leader for suggestions, and to arrange an introduction.

Q5. Where will we find you on a Saturday/Sunday mornings?

Someone recently asked me how I get through difficult times and I said, “I pray”. They thought I was kidding and said “no, really, how do you deal with challenging situations and people” and again I said, “I pray”. I pray each and every day. My faith is very important to me and leading with faith is one of the reasons I am honored to lead the Villanova School of Business. Villanova’s Augustinian Catholic values of unitas, veritas and caritas (truth, unity and love) align with my personal values, and I am grateful to be able to educate the next generation of business leaders in alignment with those values. So, I will spend part of the weekend enhancing my faith. I also use the weekends to catch up on work and try to enhance my spiritual, emotional, mental, and physical health. So, I get outside to enjoy the weather and exercise by biking, walking, playing sports, etc. I attend church, I garden, I read, I spend time with my family and lots of pets. You have to be healthy and well-rounded to be successful personally and professionally and that requires deliberate attention. Hobbies and leisure pursuits are really critical for everyone.