Posts Tagged Women in Leadership

Lighting a New Fire: Finding Purpose and Intent (Part 2 of 3)

WBENC Tuck Executive Course

Written by Tina Madden, CAP | Co-CEO and Chief Customer Officer

As business leaders, we are often caught up in dealing with things in real time. People rely on us to help solve immediate challenges and make quick decisions, all while pushing our team leaders to the next level. It is incredibly difficult to take a break from the work that is in front of us to strategically plan for the future. It’s a commitment to make something abstract the main priority.  In Part 1 of this series, published last month, I wrote about my experience at the Tuck-WBENC Executive Program at the Tuck School of Business, how it lit a fire beneath me and what it means for our colleagues and partners moving forward. I want to take a moment to expand on this further.

Going into it this program, I knew the basics of what to expect. I knew we would work on business operations and marketing strategy, hear from various business experts, and learn about some of the challenges and solutions experienced by our peers. But what I didn’t expect, was that I would get so passionate about empowerment. Empowerment has always been a part of my purpose as a leader, but I discovered during this program that there was more I could be delivering and that my excitement for creating purpose runs deeper than I could have ever imagined.

During the program, we were asked to consider what legacy we wanted to leave and how we could continue to give back. In experiencing the ‘transformative’ moments my peers had during this program and thinking about my own leadership journey, it became clear to me how fascinated, and passionate I was about women empowering other women. I saw women being lifted by their peers. I saw breakthroughs because of the support and ideas being shared among the group. I saw very established women leaders let go of the “woman-doubting guard” they had been carrying and honestly realizing that they were right where they were supposed to be. It wasn’t just luck. It was hard work, dedication and focus, not happenstance.

So, there you have it. The legacy I want to leave is to become the best women leader I can be and intentionally work to support other leaders. It is a harsh society today. In an age of technology, transparency, and social media there is a lot of criticism on what we are all doing “wrong.” What if we stopped focusing on what we are doing “wrong” and start to focus on what we are doing right and how to continue to create opportunities and successes? Magic may happen.

What does this mean for all of you?

At M&IW, we are very passionate about our culture. It is essential to my sister, Jean, and I as Co-CEOs that we create an environment where our employees, leaders and executive teams feel empowered and empower others. To continue to build and sustain a culture free of criticism to let creativity thrive, one full of support even when mistakes are made, one that allows different types and levels of leaders — program leaders, account leaders, thought leaders, and people leaders – to all THRIVE. The best leaders really do see beyond what people currently are to what they have the potential to become. This applies to our clients and suppliers, as well, because we are in partnership together to create amazing outcomes through the power of human energy and live events.

I look forward to sharing the final part in this series next month in which I will dive deeper into our business and vision into 2019 and beyond.


Posted in: Company News, Conferences & Tradeshows, Data Analytics, Business Intelligence & Consulting, Event Marketing & Communications, Group Air Travel Management, Incentive Travel Programs, Pharmaceutical, Medical and HCP Compliance, Program Management & Event Design, Sourcing, Negotiating & Contracting

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Key Benefits of Women in Leadership

Written by Marie Johnson, CMP | Director, Marketing & Strategic Development
Contributor Anne Zambrano | Manager, Communications & Creative Services

America hit a milestone in 2016 with 27 women at the helm of the S&P 500 companies and now leading companies in just about all sectors. However, at a mere 5.4%, women still have a long way to go. The meetings and incentives industry is fortunate to have more women in C-level roles and outpaces the S&P 500 average. Annually MeetingsNet recognizes the largest and most influential event management companies in North America. M&IW has earned this designation for eight consecutive years and is one of five companies on the CMI 25 list that is women-owned.

As a certified Women’s Business Enterprise (WBE), we believe an organization that values a diverse workforce and makes a commitment to partner with diverse businesses achieves better outcomes. Our clients have told us that the strength, agility, and innovation they see in our products and services continues to draw them to do business with us. Diversity is a critical component in our ability to innovate and adapt in a fast-changing environment. This includes respecting the diversity of perspectives, expertise, experiences, cultures, sexual orientation, race, religion, age and gender. Since we are in a women-dominated field, Anne Zambrano, Manager of Communications and Creatives Services, interviewed our female executives at M&IW to uncover what it means for them to be a woman in leadership.

Jean Johnson, CMP, Chairman, President and CEO, said “I see being a woman in leadership as a responsibility to lead by example; always maintain the highest standards for your career as well as your family; and find the right balance to be successful at both.” It is viewpoints like Jean’s that support the Pew Research Center survey that an overwhelming 78% of women and 62% of men say having more women in top leadership positions in business would improve the quality of life for all women. This is just one of the many benefits, albeit an important one, with the ever-increasing pressure on employees to find the right mix of work/life balance.

But what about in the workplace? How do women leaders impact their company’s productivity and ability to develop employees? According to the same study, it found that most Americans find women to be more compassionate and organized leaders versus men. To that point, Tina Madden, CPA, Partner and CFO, feels it is a privilege to be in a position where she can help young leaders grow in their careers. “I have watched so many talented individuals find their niche and thrive. It is rewarding to see people truly come into their own and succeed,” said Tina.

Lisa Palmeri, VP of Global Enterprise Solutions, echoed Tina by saying, “I see it as my duty to guide and develop emerging leaders. It’s an investment in our industry’s future and advancing the professionalism of the field.” The research bears that women are better at being honest and ethical, providing fair pay and benefits, and mentoring employees. Lisa shares what she has learned and experienced with clients, who may be new to the meeting and event space or haven’t had the breadth of exposure, by showcasing strategies that have worked well in past situations. She feels it is equally important to spare others from the mistakes she has experienced along the way.

Let’s look at this point further. Kris McKinney, CMP, VP of Global Operations said she got her leadership playbook from her mom. “I would say that my mom is the one who blessed me with my planning traits as she had impeccable organizational skills and was a multi-tasking wizard. I often hone in on my nurturing and teaching skills to constantly move our people and processes forward. I can certainly thank her for those attributes, as well.”

But, how does having a women-owned company benefit a service dominated industry, like ours? Jean had some insightful thoughts on the matter and stated, “the service industry is based on intangibles and is emotionally driven. Women have a natural gift of listening and using our emotions as a strength to form meaningful relationships and understand the needs our team members, clients and peers. This is the backbone to any service-oriented company.”

While the pipeline for female leaders has widened, what advice would you give other women to better position themselves for career success? “Whilst leading others, an effective leader is continuously learning and applying new skills, ideas and perspectives themselves. My philosophy on professional development is that one innovates or dies. If I’m not learning something new or trying new things, I don’t feel fulfilled, and even worse, I won’t be equipped to provide continuous improvement opportunities to the teams I lead. Without this type of growth, you lose your competitive edge and risk becoming stale or irrelevant,” said Lisa.

Minority- and women-owned businesses are among the fastest growing sectors of the American economy. According to Glenn Llopis, contributor with Forbes, “diversity management is the key to growth in today’s fiercely competitive global marketplace. Organizations that seek global relevancy must embrace diversity — in how they think, act and innovate.” Tina agrees, “women place a higher emphasis on collaboration, empathy and empowerment. Being diverse and inclusive helps us the most with driving innovation, understanding both employee and customer needs, and casting a wider net to secure the best talent. It is our women-led leadership style at M&IW that will continue to propel our company and this industry forward.”

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