Words of Wisdom from Women to Watch

Career Reflections from Leaders in the Commercial Insurance Industry

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• Publisher: Wiley
• Year: 2016
• ISBN:
  9781119341512
• Edition: 1
• Topic: Personal Development
• Subtopic: Careers

Learn from some of the most respected women in insurance and risk management

Women to Watch presents the advice, guidance, and lessons learned from the most successful women in risk management and insurance. For the past 10 years, Business Insurance has highlighted key women in the field—women noted for their skills, accomplishments, courage, wisdom, and everyday steel. In this book, these women present their stories in their own words; through essays and anecdotes about key issues, key moments, and crucial lessons, former Women to Watch honorees provide a glimpse into what it takes to make it. They've battled obstacles, hurdles, and institutionalized career impediments—and they've come out on top; their stories provide inspiration, motivation, and concrete, real-world guidance for all women who seek advancement in the insurance and risk management fields.

Business Insurance receives several hundred Women to Watch nominations every year; of those, they honor only 25. These women are the cream of the crop, and their unique insights into all-too-common experiences can help us all rise to the top.

• Shatter the glass ceiling and close the wage gap
• Shift your perspective on what "work/life balance" means
• Celebrate and navigate the workplace's changing demographics
• Learn how successful women get it done

The insurance and risk management fields look very different today than they did even 10 years ago; there is much to celebrate, but even more still left to be done. There is no substitute for the wisdom of experience, and the best lessons come from those who have navigated the path successfully. Women to Watch provides unique insight into the women who have conquered the field, and critical perspective for those who will follow.

Chapter 1
I’m Strong

Ingrid Lindberg

Customer Experience Officer Chief Customer http://chiefcustomer.com/

Building the Framework of Steel

I was a little girl who loved to wear tutus and play in the mud with my army figurines. Growing up on military bases around the world, I was encouraged to be strong. All of my authority figures were strong. From my dad, who was in charge, to the Military Police who surrounded us every day, to my mother who packed up our lives every 18 to 36 months and moved us across the world. They were mentally and physically strong.

In addition to that military influence, my father was an attorney and my mother was a teacher; coupled with an outstanding vocabulary, I learned to joust effortlessly at the dinner table. Having strong opinions that you could back up with facts was a requirement. I was encouraged to participate in the discussions with the adults; a children’s table did not exist.

My mother’s favorite story to tell about me is when she picked me up from on my first day at Montessori school. Apparently, the directress (Montessori’s version of a principal) approached her at pickup time. My mother’s recollection of the conversation is as follows:

Directress: “Are you Ingrid’s mom?”

Mom: “I am.”

Directress: “Well, apparently, I don’t need to be here any longer, as your daughter is definitely in charge.”

Mom: “Why? What did she do?”

Directress: “Because she’s telling everyone what to do and everyone is listening to her.”

I was 18 months old.

They pushed me. They celebrated my accomplishments. They expected me to do well. I remember being in fifth grade. I was the only girl who sat in the “smart kids” row in our math class. My teacher, Ms. Andrade, would keep me after class and encourage me to raise my hand, to speak my mind. She told me that I had to be smart and strong.

I remember working my way through advanced placement classes in high school and being one of the only girls there. Girls were dropping like flies. It wasn’t cool to be smart. I kept on.

When I was 14, my world was rocked. My parents got divorced, and because we needed the money, I started answering phones at a salon and making appointments. I worked there almost every day after school until they closed at 9 P.M. Then I’d have to go home and do my homework, which taught me about a whole new type of strength.

Through college I worked multiple jobs, including managing large retail stores. I learned how to balance classes and life and run a business. I led some of the most successful branches of several national retailers. Despite all the successes, there were lessons about strength there, too. I’ll never forget the day that a district manager walked into our store, after a double-digit increase in sales year over year, and the only thing she had to say to me was that my skirt was too short. I was 20 years old. I began to dress differently, and I was angry about it. It was the first time I had run into someone asking me to change because I didn’t fit their expectation about how I should look or act.

When I walked into Corporate America at 24, I was a strong, confident, intelligent woman who didn’t understand hierarchy. I understood that rules were important for order, but I didn’t have any fear when it came to pointing out what could be done better.

My first Corporate America role was as a trading agent in a contact center that placed trades for 401(k)s. Six weeks into that job, I found myself standing in the chief information officer’s office one night telling him about all the changes I thought we should make to our platform. I laid out all my points, with supporting facts and solutions. He asked me who I was, but he didn’t tell me that, according to the rules, I wasn’t supposed to be bringing these recommendations directly to him.

He ended up listening to me, and we implemented many of the changes I’d suggested. He was my first big supporter. Because of that platform, I was afforded the opportunity to work with many of the giants in financial services. My career path was fast and furious, and I rose through the ranks quickly.

Again, that success was dotted with challenges that made me stronger. I experienced so much blatant sexism that it actually became a part of my strength. I wore higher-necked shirts. I stopped wearing skirts. I wore less makeup. I thought that was the way to stop it. I was called “Missy” and “Honey.” I spent years reminding men I worked with that my eyes were higher than my breasts.

I’ve been asked if it is “that time of the month.” I had a leader ask me if I’d “taken my pills” that day. Later, that same leader, at an event for which I’d been asked to give the keynote speech, said to the person who had arranged the entire event that his job was to “babysit Ingrid and make sure she stays out of trouble.”

And I kept on responding to all of this with humor and strength. We weren’t encouraged to report things like that—after all, “boys will be boys.” I was told to toughen up.

I got stronger.

The Fraternity

Fraternities are important. They create inclusion. They protect. They are for people of shared interest to create communities. They are supportive.

However, they also foster exclusion. Corporate America has been built around the support of the fraternity, from the places where “deals are done” to the business that is done over brown liquor and cigars. The fraternity that was built to help men get from one stage to another is one that seems impenetrable for women.

Fraternity is built with people who are like you. “The human tendency to gravitate to people like oneself leads powerful men to sponsor and advocate for other men when leadership opportunities arise.”¹

Whether the ticket to entry was a shared love of golf, fishing, or some other activity that I have no interest in or time for, I’ve always been stymied by the fraternity. I’ve tried to crack it. I’ve learned how to tell jokes. I can order, and enjoy, scotch. I’ve been known to smoke a cigar. I’ve been encouraged to be tougher, be more like the boys—learn to play with the boys. I’ve been told that I should spend more time after work hanging out with the guys. Literally, all words of wisdom I’ve heard.

Fraternities have built a certain kind of toxic business environment of insiders and exclusion. I questioned the assumption that I should try to join.

What I find most fascinating is I’ve been rewarded for learning to drink brown liquor and hang with the boys. I’ve been held up as evidence that a woman can successfully navigate a male-dominated company or industry. On the other side of this, I’ve watched senior women be fired for drinking too much and “misbehaving,” yet I’ve never seen that happen to a male executive.

I once had a person walk up to me at an event, very late in the evening, and tell me, in front of many of our peers, that he liked to “get nekked.” For real. That underneath his suit was a “wild and crazy guy.” He then asked me if I’d like to go back to our hotel with him.

A friend of mine witnessed this. He offered to walk me back to our hotel. We escaped. The behavior was explained away by this group of men, saying that he was just “having too much fun!” and they laughed about it for years. His behavior was excused because he was part of the fraternity.

We’re Not Helping Each Other

I was employed in a senior role at one company, and it was suggested to me that I meet with one of the most senior women in human resources. She was one of the only other women on the executive team, and she was incredibly powerful. I was told she’d be a phenomenal mentor.

I’ll never forget my meeting with her. I set up some time based on her schedule, but clearly I wasn’t a priority—as a new, young, female executive. She kept moving our appointment time and time again. This went on for months.

Finally, almost a quarter later, we both found ourselves at an offsite board meeting. I approached her later in the day, after we’d both completed our presentations. I sat down and we started chatting. It was all very amiable. At one point I paused, and with a significant amount of deference in my tone asked her for advice on navigating the company. It was a high school boy’s locker room for sure. . . . I commented on how successful she had clearly been at doing so, and I asked her if she’d be willing to work with me.

She paused and said, “No one helped me. Why should I help you?”

I’d asked for help and been denied. It was a moment of having to find a whole new layer of inner strength. I decided at that moment that it was up to me to do something to change the game, to try and make sure that no one else received that same answer.

Years later, I read an article that described what I’d experienced: second-generation bias. One of the components of second-generation bias is the bidirectional feeling that there is limited worth. That means that younger women may have a bias against older women in the workplace—that they may not be the people to go to for networking, career help, and so on, and that older women may have a bias against the upcoming generation.

That whole notion of “No one helped me. Why should I help you?”

I refused to believe that was an appropriate response. I have made it my mission to help younger women. As word spread, I had a constant stream of requests for mentoring. It got to the point that I had to structure my weeks with very specific rules. There were only so many hours that I could spend with women who were in search of ...

Table of contents

• Cover
• Title page
• Copyright
• Dedication
• Foreword
• Acknowledgments
• Chapter 1 I’m Strong
• Chapter 2 My College-Self Says, “What Glass Ceiling?”. . . My Now-Self Responds
• Chapter 3 Building Your Personal Brand
• Chapter 4 Hear Me Roar
• Chapter 5 Lessons Learned in a 30-Year Career
• Chapter 6 The Myth of Work-Life Balance
• Chapter 7 Dirty Glass Ceilings
• Chapter 8 Integration: The Key to Happiness
• Chapter 9 Women on Boards
• Chapter 10 A Growth Story
• Chapter 11 What If . . .
• Chapter 12 Game Changers
• Appendix Women to Watch (by year)
• About the Authors
• Index
• EULA