{"id":56487,"date":"2023-08-03T15:15:17","date_gmt":"2023-08-03T22:15:17","guid":{"rendered":"http:\/\/www.enxmag.com\/twii\/?p=56487"},"modified":"2023-08-03T15:15:22","modified_gmt":"2023-08-03T22:15:22","slug":"paying-it-forward-developing-the-next-generation-of-women-leadership","status":"publish","type":"post","link":"http:\/\/www.enxmag.com\/twii\/feature-articles\/2023\/08\/paying-it-forward-developing-the-next-generation-of-women-leadership\/","title":{"rendered":"Paying it Forward: Developing the Next Generation of Women Leadership"},"content":{"rendered":"\n
\"\"<\/figure><\/div>\n\n\n\n

In devising the editorial thrust of this month\u2019s State of the Industry report on women in leadership roles, our panel of dealer executives was asked, in hindsight, a wholly unfair question. The query: Do you make a conscious effort to develop women as leaders, and if so, what does it entail?<\/p>\n\n\n\n

The question is flawed on several levels. For one, any effort to drive leadership development must be a top-down effort embraced by the entire organization. Similarly, it is not incumbent upon only women to take the lead in identifying and fostering the careers of females who display leadership traits and potential. Men and women should be on the hunt for, well, any men or women who might one day be an ideal candidate for an executive post.<\/p>\n\n\n\n

Plus, one may infer that the question is a loaded one, and implies that women should be making a concerted effort to identify and promote the cause of women to become leaders, and might suggest a failing in not doing so. Thus, while well-intended, championing the cause of women in increasing their ranks among leadership is a macro-level responsibility of many.<\/p>\n\n\n\n

\"\"
Lauren Hanna, Blue Technologies<\/figcaption><\/figure><\/div>\n\n\n\n

When she first walked into the halls of Graph Expo, the longtime print and graphics show that was held each fall in Chicago, Lauren Hanna\u2014the vice president of sales at Blue Technologies of Cleveland\u2014was decidedly in the minority, as she estimated that maybe 1% of the people in McCormick Place South were women. That revelation really drove home the imbalance between men and women in the printing sector; the office dealer space, while not having as pronounced of a divide, illustrates the progress that\u2019s still needed in representing women on a more significant basis.<\/p>\n\n\n\n

One area where Hanna believes her company thrives is in constantly evaluating employees to assess if their skill sets would be better served in different capacities. Hanna cited an example of an employee who is a single mother who the company is supporting with online classes at night to allow her to satisfy the work-life balance while increasing her knowledge base. Rather than taxing her with on-site courses at the conclusion of the work day, the employee can tackle the classes after her children have gone to bed.<\/p>\n\n\n\n

\u201cAs a mother, I can relate to that,\u201d she said. \u201cOnce the kids are in bed, it provides a level of relaxation, and then you can really ingest information. That\u2019s really important to help with her development.<\/p>\n\n\n\n

\u201cWe also encourage our female employees to take part in networking events in our communities or with our customers and get some exposure outside of the normal 8-5 workday. I feel that is important for professional development.\u201d<\/p>\n\n\n\n

Power of Mentoring<\/strong><\/p>\n\n\n\n

\"\"
Christie Wakefield, Pacific Office Automation<\/figcaption><\/figure><\/div>\n\n\n\n

Some execs have found success at a more granular level. Christie Wakefield, director of marketing\/technology for Pacific Office Automation, is currently mentoring a young woman within the industry. They hold weekly conferences and discuss everything as the candidate moves forward in her career.<\/p>\n\n\n\n

\u201cShe shares challenges and I give best practices that I\u2019ve seen success with,\u201d Wakefield noted. \u201cAlong with that, we can relate to each other in a lot of different ways, so it\u2019s helpful for both of us to have that time to talk. At the end of our conversations, we always leave with an action plan.\u201d<\/p>\n\n\n\n

\"\"
Susie Woodhull, Woodhull LLC<\/figcaption><\/figure><\/div>\n\n\n\n

Quite often, established women executives are able to counsel leader candidates by getting them to think beyond some of the traditional borders that have, for a long time, stymied them from envisioning a career with higher aspirations. Take Susie Woodhull, CEO of Woodhull LLC in Springboro, Ohio. Woodhull was raised by parents who didn\u2019t view male and female roles in a traditional sense. As an owner, she\u2019s constantly assessing team members, men and women, for potential leadership capabilities.<\/p>\n\n\n\n

\u201cWhen I see talent, I like to recognize and develop it,\u201d she said. \u201cMore often, we\u2019ll find a female that\u2019s capable, but maybe not living up to their full potential because, in their own mind, they think they\u2019re playing within the right boundaries, so to speak, whereas males are more comfortable in taking the lead or competing for it. But it\u2019s important to encourage a woman who has the capabilities to jump in the ring and put her ideas out there. Sometimes, you can easily see a lot of growth potential right away.\u201d<\/p>\n\n\n\n

Seeking Sparks<\/strong><\/p>\n\n\n\n

\"\"
Dawn Abbuhl, Repeat Business Systems<\/figcaption><\/figure><\/div>\n\n\n\n

Developing every team member to the fullest of their gifts and abilities is a top priority for Dawn Abbuhl, president of Repeat Business Systems in Albany, New York. She seeks diversity in every aspect of people\u2014race, age, gender or identification\u2014and notes the rich variety often yields the best ideas. Women leaders, she feels, contribute unique qualities for leadership that add much to the team.<\/p>\n\n\n\n

\u201cIf I see a spark in anyone, or if I feel like they can provide diverse opinions, perspectives or leadership qualities, it\u2019s important to recognize and develop them,\u201d she said. \u201cI love working with a diverse population and having a nice balance of people.\u201d<\/p>\n\n\n\n

\"\"
Stephanie Keating Phillips, AIS<\/figcaption><\/figure><\/div>\n\n\n\n

Developing the skill sets and tools that can be a catalyst and gateway to positions of power is vital for men and women alike, notes Stephanie Keating Phillips, director of solutions and production print for Advanced Imaging Solutions (AIS) of Minnetonka, Minnesota. Her staff consists of nine female sales representatives, unmatched in company history. Phillips enjoys sharing her experiences with them in helping them realize their full potential.<\/p>\n\n\n\n

It\u2019s not about \u201chaving it all\u201d as much as it is about showing a path of possibilities. \u201cIf you do things the right way, you can be a mom, you can be a coach, you can be a leader in a company,\u201d she said. \u201cYou can be successful in sales\u2014all those different things. I probably spend more time with women talking about these things than I would ever do with a man, to be honest.\u201d<\/p>\n\n\n\n

Support and Inspire<\/strong><\/p>\n\n\n\n

\"\"
Pamela Feld, Triumph Technology Group<\/figcaption><\/figure><\/div>\n\n\n\n

Developing women in the technology industry adds another degree of difficulty, given the lack of women who have chosen the IT field as a career. As a consultant, Pam Feld\u2014the CEO of Triumph Technology Group in Tustin, California\u2014doesn\u2019t require prospective hires to possess a background in technology, as the company fully trains staff additions. She seeks out people with the personality, work ethic and chemistry to mesh with Triumph, be they men or women.<\/p>\n\n\n\n

However, during the past five years, Feld has been highly active in a number of women\u2019s leadership organizations that have been instrumental in the identification and development of future leaders. \u201cThe groups that I\u2019ve chosen to be a part of truly support and inspire each other in looking for opportunities to help women,\u201d she said. \u201cFor me, it\u2019s a daily, conscious effort of how we can improve and continue to support each other, be collaborative and generous. It also extends to the small business community, being supportive and collaborative. I think we can help each other more as we work jointly rather than against each other.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

In devising the editorial thrust of this month\u2019s State of the Industry report on women in leadership roles, our panel of dealer executives was asked, in hindsight, a wholly unfair question. The query: Do you make a conscious effort to develop women as leaders, and if so, what does it entail? The question is flawed on several levels. For one, any effort to drive leadership development must be a top-down effort embraced by the entire organization. Similarly, it is not incumbent upon only women to take the lead in identifying and fostering the careers of females who display leadership traits and potential. Men and women should be on the hunt for, well, any men or women who might one day be an ideal candidate for an executive post. Plus, one may infer that the question is a loaded one, and implies that women should be making a concerted effort to identify and promote the cause of women to become leaders, and might suggest a failing in not doing so. Thus, while well-intended, championing the cause of women in increasing their ranks among leadership is a macro-level responsibility of many. When she first walked into the halls of Graph Expo, the longtime print and graphics show that was held each fall in Chicago, Lauren Hanna\u2014the vice president of sales at Blue Technologies of Cleveland\u2014was decidedly in the minority, as she estimated that maybe 1% of the people in McCormick Place South were women. That revelation really drove home the imbalance between men and women in the printing sector; the office dealer space, while not having as pronounced of a divide, illustrates the progress that\u2019s still needed in representing women on a more significant basis. One area where Hanna believes her company thrives is in constantly evaluating employees to assess if their skill sets would be better served in different capacities. Hanna cited an example of an employee who is a single mother who the company is supporting with online classes at night to allow her to satisfy the work-life balance while increasing her knowledge base. Rather than taxing her with on-site courses at the conclusion of the work day, the employee can tackle the classes after her children have gone to bed. \u201cAs a mother, I can relate to that,\u201d she said. \u201cOnce the kids are in bed, it provides a level of relaxation, and then you can really ingest information. That\u2019s really important to help with her development. \u201cWe also encourage our female employees to take part in networking events in our communities or with our customers and get some exposure outside of the normal 8-5 workday. I feel that is important for professional development.\u201d Power of Mentoring Some execs have found success at a more granular level. Christie Wakefield, director of marketing\/technology for Pacific Office Automation, is currently mentoring a young woman within the industry. They hold weekly conferences and discuss everything as the candidate moves forward in her career. \u201cShe shares challenges and I give best practices that I\u2019ve seen success with,\u201d Wakefield noted. \u201cAlong with that, we can relate to each other in a lot of different ways, so it\u2019s helpful for both of us to have that time to talk. At the end of our conversations, we always leave with an action plan.\u201d Quite often, established women executives are able to counsel leader candidates by getting them to think beyond some of the traditional borders that have, for a long time, stymied them from envisioning a career with higher aspirations. Take Susie Woodhull, CEO of Woodhull LLC in Springboro, Ohio. Woodhull was raised by parents who didn\u2019t view male and female roles in a traditional sense. As an owner, she\u2019s constantly assessing team members, men and women, for potential leadership capabilities. \u201cWhen I see talent, I like to recognize and develop it,\u201d she said. \u201cMore often, we\u2019ll find a female that\u2019s capable, but maybe not living up to their full potential because, in their own mind, they think they\u2019re playing within the right boundaries, so to speak, whereas males are more comfortable in taking the lead or competing for it. But it\u2019s important to encourage a woman who has the capabilities to jump in the ring and put her ideas out there. Sometimes, you can easily see a lot of growth potential right away.\u201d Seeking Sparks Developing every team member to the fullest of their gifts and abilities is a top priority for Dawn Abbuhl, president of Repeat Business Systems in Albany, New York. She seeks diversity in every aspect of people\u2014race, age, gender or identification\u2014and notes the rich variety often yields the best ideas. Women leaders, she feels, contribute unique qualities for leadership that add much to the team. \u201cIf I see a spark in anyone, or if I feel like they can provide diverse opinions, perspectives or leadership qualities, it\u2019s important to recognize and develop them,\u201d she said. \u201cI love working with a diverse population and having a nice balance of people.\u201d Developing the skill sets and tools that can be a catalyst and gateway to positions of power is vital for men and women alike, notes Stephanie Keating Phillips, director of solutions and production print for Advanced Imaging Solutions (AIS) of Minnetonka, Minnesota. Her staff consists of nine female sales representatives, unmatched in company history. Phillips enjoys sharing her experiences with them in helping them realize their full potential. It\u2019s not about \u201chaving it all\u201d as much as it is about showing a path of possibilities. \u201cIf you do things the right way, you can be a mom, you can be a coach, you can be a leader in a company,\u201d she said. \u201cYou can be successful in sales\u2014all those different things. I probably spend more time with women talking about these things than I would ever do with a man, to be honest.\u201d Support and Inspire Developing women in the technology industry adds another degree of difficulty, given the lack of women who have chosen the IT field as a career. As […]<\/p>\n","protected":false},"author":166,"featured_media":56488,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1650,82,87,1638],"tags":[359],"_links":{"self":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/56487"}],"collection":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/users\/166"}],"replies":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/comments?post=56487"}],"version-history":[{"count":1,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/56487\/revisions"}],"predecessor-version":[{"id":56489,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/56487\/revisions\/56489"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media\/56488"}],"wp:attachment":[{"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media?parent=56487"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/categories?post=56487"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/tags?post=56487"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}