Marketing Leadership: Where Women Lead, We May All Follow
As women assume more and expanded marketing leadership roles in our field — and share their points of view for others to emulate — it’s well worth taking some notes.
Recently, the Direct Marketing Club of New York held a Women in Leadership networking event, bringing women leaders and learners together to talk about their experiences, and provide a little coaching I believe we all might use.
Be Your Own Brand
Brands require care, purpose and promises fulfilled. By taking yourself, and working — and living — toward the brand attributes you seek that define you, you fulfill that destiny. You are the best steward of you. “You are the CEO of your own career.”
Seek Out Trusted Advisors
Mentors cannot be assigned; they happen through introduction, affinity and knowledge sharing. Which is one more reason why it’s important to have leaders in your organization who reflect all types of backgrounds and experiences.
Join an Industry Network
Meet a new person every week. Get involved with local marketing clubs, peer groups and ways to give back, for example, by developing the next generation of marketers. Marketing EDGE is a superb way to find and nurture industry talent, as well as participating in alumni groups and industry conferences. Try and meet one new person every week.
Be Aware of Your Wake
Self-awareness also means understanding the people you touch along the journey. While leadership styles may vary, all leaders motivate, impress and inspire. How you do so is up to you.
What Gets Measured Gets Done
The goal of parity between men and women comes down to defining objectives and measuring toward those objectives.
Hire for Emotional Intelligence
Hire individuals who enhance the culture of your company. Yes, skills and experience are vital and must be demonstrated — but often, the choice between candidates comes down to how an individual contributes, not what he or she contributes.
When It Comes to Pay, Performance Is the Differentiator — But Ask
Why are men paid more than woman, on average? It’s not because they perform on average better than women — it’s likely that they just ask more often, and get it. Thus, being equal to the task doesn’t translate to parity in pay. So it’s best to speak up, because performance doesn’t always speak for itself.
Thank you to Stacey Hawes, president — data practice at Epsilon; Dawn Zier, CEO of Nutrisystem; and Adrea Rubin, president of Adrea Rubin Marketing Inc. for sharing their respective “cultures of celebration” during the DMCNY event. Yes, it does benefit you to get out and network — and to listen and learn.