Asking for money, trying to pitch an idea, growing that idea from the ground up: it’s not for the faint of heart. But every day, thousands of women with passion, dreams, and drive take a calculated risk and dive into the world of entrepreneurship. According to American Express female entrepreneurship statistics (2019), 1,817 new women-owned businesses are created each day in the U.S. Entrepreneurial women data also suggests that only half of all small businesses will survive their first 5 years and only one-third will make it to 10 years. As we celebrate Small Business Saturday, we look back at our conversation at Glowbar, where MBAchic had the exclusive opportunity to host our community at founder Rachel Liverman’s new Murray Hill location. MBAchic community members enjoyed mini-facials, mingling, bites, beverages, and an honest conversation about what it takes to launch an idea into a successful business.

About Glowbar

At Glowbar, each appointment is designed to be both personalized and standardized, eliminating the need for clients to make difficult choices. This approach was deliberate, rooted in the idea that in building a successful business, one must analyze the flaws within the industry and strive for improvement. With an overwhelming variety of options out there (and a lot of false advertising), founder, Liverman is on a mission to demystify skincare and focus on efficient, affordable, results-driven facials. It’s more than a passion for this entrepreneur, it’s basically in her DNA. She’s a third generation skincare pioneer – if you’re a skincare junkie you may have even heard of her grandmother Catherine Hinds, who founded the first accredited esthetics school in the country, the Catherine Hinds Institute of Esthetics – back in the 1970s. After struggling to find an accessible and trustworthy source for consistent facial treatments administered by expertly trained estheticians, Liverman decided to create one, and Glowbar was born. Her approach is all about boosting confidence and achieving skincare goals with clinical-grade facial treatments that eliminate menus and expensive add-ons.

Through developing facial treatments that are customized for each and every client, Glowbar tackles skin problems and in just 30 minutes to maximize time for the millions of other to-do’s in a day. Personalized treatments cater exclusively to each client, encompassing a wide array of services that range from dermaplaning and extractions to cavitation, high frequency, chemical peels, microcurrent, hydrating masks, and LED light therapy. Once a facial is booked, the client collaborates with their licensed esthetician to determine the most suitable treatment based on their unique skincare goals. Whether addressing hyperpigmentation or opting for dermaplaning, the estheticians guide clients in selecting the appropriate peel or mask from the back bar. This personalized consultation is especially vital for women, given the ever-changing nature of their skin due to hormonal fluctuations, dietary choices, and seasonal factors. 

Building a Business

Ask Liverman and she’ll tell you rule number one of building a business: you don’t ever do anything without asking for help from everyone and anyone. Raising her first million dollars to start her business required a huge leap of faith and a lot of learning. She consulted with past bosses, former coworkers who had started their own businesses, anyone who would listen to her idea and lend their perspective. At 30 years old, she started the process of raising capital, and now, eight locations later with a thriving business model, she still remembers the 66 Nos she received asking for that first round of funding.

“My whole philosophy is everyone you talk to can introduce you to one to a hundred people,” Liverman says. 

To create a bountiful and expansive network, entrepreneurs must be willing to put in the work by asking for introductions, whether through friends, family members, former colleagues, or former classmates. Even simply recognizing a connection on LinkedIn you’d like to make and asking a friend to introduce you can be the first step in a fruitful partnership, or it can open the doors to incredible, unforeseen opportunities. Following up about a scheduled meeting, expressing genuine interest in what they have to say, and showing gratitude for the new contact’s time is critical. Then you can explain your business plan or idea and always follow up with a thank you note. Nine times out of ten, Liverman says this approach will result in connections offering up another link who may be interested in learning more about your idea, creating gateways to hop on a call and broaden your network.

Liverman’s advice: “You don’t need to be the smartest, you don’t need to be the richest, you don’t need to be the prettiest. You don’t need to have any of that formula. You just have to have resilience. You have to just be able to send that email again and call that person again and pitch it again as if it’s your first time pitching this idea, selling it.”

With 66 Nos under her belt, she received positive responses from 30 investors, ranging from $2,000 investment checks to $180,000 checks, amassing to her first million.

Branding a Business

As MBAchic founder Jeneta Hot pointed out in our Glowbar live event, the Glowbar brand identity stands out for its bold, clean, punchy, chic style that evokes a sense of cleanliness — and branding takes research and methodical planning. At our event, we asked Liverman to get detailed about her own branding process from the start and how she plans on continuing to anchor the brand as she scales and grows.

As Liverman explained, her brand is in sync with her personal aesthetic, inspired by the beauty, fashion, people, and philosophies that inform her own life.

“This is what I love. I love clean, I love black and white with a pop of color,” Liverman says. “I used to wear this lipstick called Nars Heatwave; it’s the perfect orangey red, no one can make it better. So that was literally the inspiration for this Glowbar red color. Even Glowbar, the logo; my philosophy is all skin is good skin; it’s all imperfect, and we have to embrace that. So the tilted ‘O’ symbolizes things that are imperfect. The font has a little bit of an art deco feel because my grandmother is infused into this brand too.”

To further build out a brand, a successful team will need to first establish a mission, strong values, and clear tenets of the brand – which can evolve over time. The Glowbar team has a set of values that have grown over the past several years to help create a work culture that reflects the brand mission, standing for DOPEST: Driven, optimistic, problem-solving, enthusiastic, self-aware, and trustworthy.

Scaling a Business: Exciting & Challenging

MBAchic asked Liverman what has been most exciting about scaling a business to eight studios and what has been the most challenging aspect of the journey so far.

Excitement:

“It’s just surreal to see an idea come to fruition,” Liverman explains, emphasizing the excitement in building a team one can trust and have confidence in, watching them thrive in a space that was once just a dream.

While much of a startup journey involves outbound efforts and grinding, eventually, with hard work and dedication, a turning point emerges, and successful entrepreneurs start experiencing inbound opportunities. Good ideas that transform into successful businesses often profoundly impact their clients. For Glowbar, it’s not merely about skincare; it’s about instilling confidence in every aspect of one’s being. Hearing clients share their life-changing experiences, especially regarding skincare goals, fuels Liverman’s excitement. When clients express newfound confidence after overcoming skincare challenges, it resonates deeply with her and validates the mission Glowbar stands for.

Challenges:

Never one to shy away from candid conversations, Liverman shared with MBAchic a significant business mistake that became a learning experience. In the case of the Westport, Connecticut location, the team discovered during the interview process, after signing a 10-year lease, that dermaplaning—one of Glowbar’s signature services—was prohibited by law in Connecticut. This example illustrates the complexities that can arise with rapid expansion, underscoring the challenges that accompany business growth.

However, Liverman identifies the consistent replication of their talented aestheticians and ensuring uniform client experiences across their various studios as the most significant challenge. Maintaining the same level of quality and service, whether in Tribeca, Murray Hill, Williamsburg, or future markets, remains a continuous endeavor for Glowbar.

What’s Next

In the coming years, Glowbar is poised for substantial growth, with plans to open more studios and in new locations and regions. This rapid expansion reflects their commitment to providing exceptional facial services to a broader audience. Despite inquiries about diversification, the company remains steadfast in their focus on their core services, emphasizing that they are, first and foremost, a service-oriented business. Their dedication lies in perfecting the art of facial treatments, and they have no intention of straying from this path. (Editor’s Note: Since our live conversation, Glowbar has expanded into products, developing their Expert Cleanser and Simple Solution [both formulated for all skin types). The focus remains on opening new stores, ensuring that people in various markets have access to their specialized services. This forward trajectory showcases Glowbar’s unwavering dedication to their mission, promising an exciting future for this growing enterprise.

Upcoming Events and Talks

Want to ensure you never miss a future MBAchic in person or virtual event? Stay tuned for more information about our new membership launching in 2026. Subscribe to MBAchic or apply to join to be first to hear about it.

The post From spark to shine: entrepreneurial lessons from Glowbar’s Founder appeared first on MBAchic.

As we scrolled through our social media feeds even just a few years ago, encountering candid posts about mental health challenges was largely unheard of. Fast forward to today, and it’s striking how common it has become for people to openly discuss their mental well-being on platforms like Facebook, Instagram, and LinkedIn.

This cultural shift towards greater transparency is undoubtedly significant, reflecting a collective effort to dismantle the long-standing stigma associated with mental health issues. However, it’s important to note that, while the trend of sharing personal mental health experiences has gained momentum, empirical evidence supporting its effectiveness in reducing this stigma is somewhat lacking.

Does Social Sharing Help or Hurt?

At first glance, it might seem logical that openly discussing mental health challenges would naturally lead to greater understanding and empathy. But the question we should be asking is: Does it actually work as intended? Are there positive outcomes, such as increased awareness and reduced stigma, and are there potential negative consequences that individuals may encounter when they choose to disclose such personal information?

These are not simple questions to answer and this is where research comes into play. In a national survey conducted in 2020 among individuals aged 14 to 22, a remarkable 90% of teenagers and young adults who exhibited symptoms of depression revealed that they actively seek information about mental health issues online through other people’s health stories told through blogs, podcasts, and videos. About three in four young teens seeking information online about depression said they were looking for personal anecdotes from people who had suffered in the past, which supports the idea that digital sharing can be especially helpful for young people to feel less alone. 

At a time when social media plays a significant role in professional networking and job-seeking, a recent study out of North Carolina State University is shedding light on mental health posting and how it translates in the corporate world hiring process. The new research published in the Journal of Business and Psychology finds job candidates are actually viewed differently if they discuss mental health online. Overall, regardless of the applicant’s gender and the evaluator’s age, when candidates wrote about experiences with anxiety and depression on LinkedIn, this influenced hiring professionals’ impressions of the candidates.

“So what we found was that those who disclosed anxiety and depression on LinkedIn were perceived less favorably in terms of their work-related personality traits,” says Jenna McChesney, first author of the study and assistant professor of psychology at Meredith College who worked on the study while a grad student at NC State. “Specifically, they were seen as less emotionally stable and less conscientious. However, they were not expected to perform differently on the job if hired, which was a really encouraging finding.”

The researchers enlisted 409 professionals with hiring experience to participate in the study, dividing them into four groups. One group was shown the LinkedIn page of a job candidate, with no mention of mental health challenges. A second group saw the same page, but it also included a post mentioning the candidate’s experiences with anxiety and depression. The third group saw the LinkedIn profile and heard an audio interview with the candidate. The final 25% saw the LinkedIn profile, including the post about anxiety and depression, and heard the audio interview. Each participant was then asked a series of questions about the job candidate’s personality and future performance in the workplace.

The Pandemic’s Impact on Mental Health and Workplace Awareness

While the COVID-19 pandemic exposed many issues, one of the most pronounced has been the growing cracks in the way the United States fails to address and acknowledge the mental health crisis, with the global prevalence of anxiety and depression increasing by a massive 25% in just the first year of the pandemic alone. The nonprofit Business Group on Health’s annual survey of large employers found that 77% were seeing increased mental health issues, such as depression, anxiety and substance abuse disorder. An additional 16% said they anticipated mental health impacts in the future. That share represents a stark jump from BGH’s 2022 survey, in which 44% of employers said they were seeing mental health impacts. 

So with mental health challenges growing and awareness spreading, how can applicants be authentic online while simultaneously protecting themselves from potential hiring discrimination? Ultimately, the researchers emphasize that job seekers shouldn’t stop sharing their struggles with anxiety or depression on social networking sites like LinkedIn, but they encourage users to excercise discretion before they make the decision of whether or not to disclose.

“There’s a lot of different definitions out there of what authenticity really is; one definition of authenticity that I like is trying to match your actions and your words with your values,” McChesney explains. “So what that would require is understanding what you value and trying to live up to those values both in your personal and your work life, it involves some individual soul searching.” One candidate who identifies strongly as a mental health advocate may have a starkly different set of values than another who also struggles with mental health but doesn’t see that as a significant part of their identity or a critical part of their personal advocacy.

Challenging Subconscious Bias: A Systematic Approach

From an organizational standpoint, eliminating mental health stigma is complex and unclear. It requires a profound shift in how we perceive and address mental health issues within our workplaces and communities. This shift involves recognizing the need for change while actively seeking out strategies that can dismantle deeply rooted stereotypes and biases. A 2019 national poll by the American Psychiatric Association (APA) highlighted workplace mental health stigma. Around half of workers were apprehensive about discussing mental health concerns at work, with over a third fearing retaliation or job loss if they sought mental health care. Only one in five workers felt entirely at ease discussing mental health. The survey revealed a generational gap, with millennials nearly twice as likely as baby boomers (62% vs. 32%) to be comfortable discussing their mental health.

“If you ask most people on the street whether they’re biased against people whose struggle with mental health, the answer is usually no,” McChesney observes. “It’s usually something more at the subconscious level that’s going on which has implications for us as we try to move towards a more inclusive society.”

Consequently, our focus should center on systemic-level changes that we can institute to address these underlying biases. One potential avenue for mitigating subconscious biases and creating a level playing field for job applicants involves organizations implementing guidelines for the use of LinkedIn during the hiring process. This proactive approach ensures that all candidates are evaluated fairly. McChesney underscores the importance of organizations recognizing that while LinkedIn serves as a digital resume, it is also a social media platform. Therefore, organizations are responsible for considering how to limit the exposure of HR representatives to information unrelated to the job when they view LinkedIn profiles.

A Global Call for Action: Prioritizing Mental Health in the Workplace

The commitment to addressing mental health concerns in the workplace extends beyond individual organizations. The World Health Organization (WHO) and the International Labour Organization (ILO) have called for tangible action to address mental health concerns and even developed new mental health at work guidelines recommending actions to tackle risks to mental health such as heavy workloads, negative behaviors and other factors that create distress at work. For the first time, these recommendations also emphasize the importance of manager training, equipping upper management to prevent stressful work environments and effectively respond to workers facing distress. This holistic approach reflects a growing recognition of the need to prioritize mental health and well-being in the workplace.

The truth is, despite the prevalence of these discussions on social media, we are still in the early stages of understanding the true impact of sharing mental health experiences online. We need more robust studies to delve into the effectiveness and the potential outcomes—both beneficial and adverse—of these disclosures. Whatever your preference is, the decision to share personal mental health stories is individual, unique, and requires thoughtful considerations. 

“It’s about taking a step back and taking a moment to pause and reflect, thinking about how it might impact you as a person before you make that decision,” McChesney adds. 

Photo from Diego San

The post Hidden impact: how mental health sharing influences hiring choices appeared first on MBAchic.

Status quo.

From the moment we are born, society tells us to measure our progress against others. How quickly did she learn to crawl? Walk? Read? Write? No wonder it can take decades to break the stigma that personal success should be stacked up against the accomplishments of our neighbors. We enter formal education, and the race heats up. From primary school through university we measure ourselves against our peers over and over again. Business school is a whole new beast, full of opportunities, ambition, and discovery. Full-time program students average about 27 years old when starting their MBA programs, which fits in with the three to six years of work experience most graduate students have before starting their MBA. So if 27 is in the rearview, does that mean an MBA is a dream to ditch? 

How old is “too old” to give business school a go?

History affirms there is no age cap on learning, advancing, and growing. Need proof? Look no further than a few of the many famous women who made their marks later in life. While Vera Wang is one of the most recognizable names in fashion today, she didn’t break into the industry until she was 40. Famously adored chef Julia Child published her first cookbook when she was 50 years old and later became the first woman to be inducted into the Culinary Institute of America’s Hall of Fame. Acclaimed novelist Toni Morrison has been celebrated for decades for her books, like The Bluest Eye, Sula, Song of Solomon, and Beloved. But she was 62 when she became the first Black woman to win the Nobel Prize for Literature. 

The common thread among these trailblazers spans across industries or expertise. It is never too late to change careers, to chase a passion. It is never too late to learn something new. 

With the convenience and accessibility of evening and weekend classes as well as the growing popularity of online degree programs, you can start a degree any time in your life that feels right for your unique set of circumstances. MBAchic asked our community to weigh in on how old they were when they decided to pursue their MBA. Here are some of their responses:

“I got mine at 51, it’s never too late!”

“35 years old and so happy I chose to do it at that age.”

“31! Definitely not too late.”

“Six months ago, I was 41.”

“I started at age 40! Will likely graduate at 43.”

“I’ll be 33, mom of a two year old when I graduate.”

“I was 39 when I got my MBA, it’s never too late for anything!”

“I was 32 when I graduated from bschool. I thought I was so ‘old’ in the beginning, but my extra few years helped me be more strategic in how I spent my time during Bschool and more grateful for the opportunities. It’s never too late to start!”

“Starting at 37!”

“33, wish I would have gone earlier, but it’s never too late!”

“I was 31 when I graduated in 2021.”

“36.”

“Started at 37 and finished at 39 with a full time job and 3 kids.”

“31, not too late!”

Over 100 comments on the Instagram post below offer real advice to anyone in the midst of their MBA journey or considering heading back to business school:

The versatility of an MBA can help applicants of all ages reach their goals. Whether the motivation for heading to business school is a desire to move up to an executive level, explore an interest in a brand new industry, or take control of a career path pivot, the benefits of an MBA don’t disappear once you’ve celebrated a certain birthday. Real-world experience tends to help rather than hinder an applicant’s chances, with a history of employment proving to both admissions staff and professors that an applicant already has self-discipline and can stick to a schedule. Here are a few perks to having a few years — or perhaps decades — of professional history under your belt before business school.

1. Stay connected to community

As younger generations enter the workforce, older individuals are opting to work longer. The result: today’s workforce is incredibly diverse — especially when it comes to age. But not all work environments are created equally, and entering business school can help you gain an invaluable, fresh perspective on any given industry. With decades of professional experience, your perspective will be critical to others in your cohort as well. Believe it or not, there are five generations working together in America’s professional landscape: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. New research is showing that employing multigenerational workforces can create a significant competitive advantage: generating a stronger pipeline of talent, improving workforce continuity and stability, and assisting the retention of knowledge. The more experience you have working cohesively with members from all of these different generations, the more valuable you become as a professional. Consider your business school experience a jumpstart on working closely with a diverse group of professionals with a variety of experience levels. Develop friendships with peers and faculty members that continue long after business school wraps and carry forward your new and improved empathetic communications skills into your work day.

2. Rediscover education 

If it’s been a while since you were in school, chances are you’re in a completely different mindset now. Gone are the days of lugging several heavy textbooks around and racing to sell materials at the end of the semester. Digital course materials are often included in the price of tuition, saving students money and hassle. Many campuses are also adopting virtual reality (VR) technology to allow students to interface with environments and gain a better understanding to help promote application to the business theory covered during coursework. Many professors across the country video record each of their lectures and make them available to students for easy reviewing and reference citing. As you can imagine, reentering a campus setting and diving into course work takes on a brand new meaning after several years of corporate world experience. The financial commitment of business school alone is enough to encourage attendees to fully immerse themselves in their academia and take advantage of every group study, assignment, exam or project. Embrace new class formatting and emerging technology to strengthen your school experience and expand your knowledge base. Yes, business school is a lot of hard work, and depending on your schedule (full-time or part-time, online or in-person) the demands of school can mean added stress. But thanks to your decision to wait until you really knew what you wanted out of business school, the work isn’t going to feel so daunting. When assignments are aligned with your passions, they tend to feel exhilarating instead of exhausting.

3. Professional empowerment 

Leveling up professionally and financially is empowering. Period. While the path towards progress isn’t an easy one, it is rewarding. There’s no doubt about it: MBA programs require a lot of hard work, focus and dedication. But that doesn’t mean that hard work doesn’t pay off. The median starting salary for MBA graduates at US companies was projected to be $120,000, according to a 2024 corporate recruiters survey from the Graduate Management Admissions Council (GMAC). Today’s professionals are making their demands for career development and continuous learning initiatives clear. With recent data finding that 94% of employees agree to stay at a company longer if it invests in workplace learning, employers understand they must provide a work environment that incentivizes high performing employees to stay. To drive job satisfaction and employee retention, many companies are rising to meet the interest in continued education by adopting progressive Learning & Development (L&D) strategies. All the more reason to find out what options are available through your employer’s L&D program before shouldering the financial investment of an (or MBAchic’s new Founding Membership; more below) MBA yourself.

4. “Future-ready” your career

By 2030, the World Economic Forum calculates that more than 1 billion people will need to reskill as jobs are transformed by the technologies of the Fourth Industrial Revolution. WEF finds that seven professional areas will hold a majority of future job growth: care, engineering and cloud computing, sales marketing and content, data and AI, green jobs, people and culture, and specialized project managers. 

Because Americans are working for longer, even if you go back to school in your 50s you may still have decades ahead of you to build and enjoy a new career. What better way to upskill your talent and reassess your next chapter than by continuing your education? Whether your motivation to continue working longer is primarily financial or driven by boosting better brain health, gaining the valuable skills you need to continue your professional journey may actually add years to your life. A 2016 study by Oregon State University found that “working past age 65 could lead to a longer life, while retiring may be a risk factor for dying earlier.” Learning new systems, perspectives, technologies, and skill sets will keep you physically and mentally resilient for the long haul. 

A good education is invaluable, and to achieve your dream career it’s more than worth it at any age. If the MBA has been on your mind, there’s no time like the present to explore stepping into business school for your next chapter. As we often state: your timeline is yours, and yours alone. Do what works for you, *when* it works for you. And we’re here to support you all along the way.

And once you’ve graduated, the learning and growth does not stop… enter Semester Five, the post-MBA era and mindset that keeps us learning and trying new things, when there’s no longer a syllabus. It’s how we keep ourselves exploring when there are no more assigned cases to read, or regular quizzes to take or Blackboard discussion forums to post in. It’s about cultivating that intellectual curiosity and pursuing the learning and growth that you need beyond the MBA experience.

Whatever your Semester Five looks like, the commitment to continuous learning is one that we’ve made a pillar of our platform and community here at MBAchic — and we’re bringing it to life inside our Founding Membership: our membership for MBA graduates (and some second-year MBAs) looking to maximize their MBA ROI and continue the learning, growth / advancement and connection after bschool.

Photo from LinkedIn Sales Solutions

The post How old is too old for business school? appeared first on MBAchic.

Every profession comes with its highs and lows, and the people you have around you often determine how you navigate those challenging personal — and macro — moments when panic, uncertainty, or stress try to overshadow the bigger picture. The strength of your network depends on the individuals within it, which is why MBAchic takes pride in fostering a strong community that shares both challenges and successes, supporting each other along the way.

Whether it’s an in-person event somewhere like NYC or London, or a virtual gathering to connect across regions, MBAchic is dedicated to ensuring you get the most out of your experience – in business school and beyond. To thrive on LinkedIn as an MBA and professional, we invited our community to join us for an engaging conversation with Alissa Warne, Head of Marketing, Growth Markets at LinkedIn. The focus of the conversation? Taking your LinkedIn game to the next level.

Based in London, Alissa Warne currently serves as the Head of Marketing, Growth Markets at LinkedIn. In 2019, she earned her IMBA degree from IE Business School. With over a decade of experience as a marketing leader in the tech industry, Warne empowers businesses to adopt a customer-centric approach to achieve transformational goals through strategic marketing, personal brand development, and career coaching. A member of the MBAchic community since 2019, she has been a dedicated contributor, hosting her own #MBAchicTakeover (sharing a day in her life as a student in Madrid and leading the IE Business Global Innovation Challenge), earning Silver and Bronze Anthem Awards in collaboration with our team. She has also offered invaluable advice through a guest piece, guiding readers on effective networking at MBA conferences.

Elevating Your LinkedIn Game

Over the years, LinkedIn has evolved into a platform for staying connected with colleagues, promoting personal brands, and nurturing relationships established at in-person networking events. Industry professionals recognize the potential of social networking sites to enhance their professional presence. You can find insights on optimizing your LinkedIn profile as an MBA candidate in a piece by MBAchic insider Lynda Peralta and discover how to unleash the true potential of LinkedIn through Anika Friesen’s perspective. But how crucial is it to maintain an impressive LinkedIn profile, and what strategies can help enhance your visibility on this platform? Whether you seek to attract recruiters, market your consulting services, or position yourself as a thought leader in your field, Warne imparts invaluable wisdom to the MBAchic community. Her insights empower members to craft standout content and establish meaningful LinkedIn connections that align with their objectives. We’ve distilled Warne’s key insights so that everyone can benefit from her expertise (subscribe to our newsletter for information about our Founding Membership which enables access the full replay).

Increasing Your Visibility on LinkedIn

With over 1 billion LinkedIn members spanning 200 countries and regions, standing out in the crowd, regardless of your industry or expertise, can seem like a daunting task. Factors such as the consistency and frequency of content creation, strategic utilization of keywords, and effective hashtag use all contribute to user engagement. However, as per Warne’s insights, the most significant factor determining your LinkedIn visibility lies in cultivating a robust social network, categorized into first and second-degree connections.

“If, for instance, I’m a marketer aiming to secure my next marketing role or speaking opportunity, but I discover that my connections and followers primarily consist of lawyers or doctors, essentially, they wouldn’t interact with my content as they aren’t the intended target audience,” explains Warne.

Secondary connections encompass the connections of your own connections. Engaging with them becomes possible when you comment on a post by a mutual connection—an effect that Warne describes as amplification. Once a solid network is established, the focus shifts towards crafting content that aligns with the interests of your specific network. However, it’s essential to recognize that every network naturally includes some diversity, such as friends, family, or former colleagues from different industries, as acknowledged by Warne.

“Consider your core audience—the 80% of your network that you aim to learn from, share best practices with, or even secure job opportunities from,” Warne elaborates. “This is where you tailor your content.”

Building Your LinkedIn Presence

Were you aware that your LinkedIn network can encompass up to 30,000 first-degree connections? Distinguishing between connections and followers—where the latter has no numerical limit—becomes significant since connections are the ones with whom you can actively engage on the platform. The optimal approach to structuring your LinkedIn network and enhancing your online presence revolves around categorizing your connections into four primary groups:

1. Connections capable of aiding in securing a desired job
2. Connections who might potentially hire you
3. Connections who can assist in job acquisition
4. Connections already holding your dream job

Once these four connection categories are identified, tailoring content to resonate with each specific group becomes pivotal for driving engagement.

“Those who could potentially be your hiring manager, you might want to post content that emphasizes your skillset, or how you help companies succeed in that area,” Warne explains. “But for those who could help you in that process, you might just want to tag them in posts so that you can get increased visibility or ask them for comments for opinions so that their connections will also see it to amplify your content.” 

Equally crucial is the careful selection of keywords for your profile summary and profile headlines.

“Especially if you don’t have any connections in common with a person, if you send them an InMail, likely your name and that headline will be the first thing that pops up,” Warne points out. “So it’s just really important to make sure that it accurately represents what you want out of that conversation before you reach out.”

Becoming the Most Attractive Candidate to Recruiters

Besides having a polished photo and headline, including your name, preferred pronouns, or crafting a compelling cover story, how can you authentically stand out as an appealing candidate? Even if you’ve submitted an application through a different platform, it’s worth noting that recruiters frequently review your LinkedIn profile discreetly, as their views are typically hidden from users. One prevalent misstep among LinkedIn profile users is duplicating their resume on their profile page—a practice that, according to Warne, doesn’t effectively capture recruiters’ attention. Instead of echoing a resume, a standout profile should convey a more personal narrative that transcends mere career statistics.

“Instead of specifically breaking down every task and responsibility that you’ve ever had, talk about what’s the overall narrative for your career experience to date,” Warne suggests. 

Struggling to find inspiration for shaping your narrative? A valuable starting point lies within your MBA application. Warne recommends strategically integrating your narrative, personal career goals, and aspirations into a concise five to six lines of text.

“You don’t need to start from scratch,” Warne insists. “You can look at other people’s profiles as inspiration, but make it your own. What do you want to achieve in your five to 10 year career plan?”

Enhancing Your Interview Opportunities

If you’ve been using LinkedIn for a while, you’re likely familiar with the “Easy Apply” button, which offers a convenient way to swiftly submit your profile to recruiters. However, while this feature can be advantageous with a well-tailored resume, an outdated or inadequately populated profile that fails to showcase your relevant career journey can diminish your prospects of hearing from potential employers. To increase the likelihood of transforming an application into an interview, there are several crucial steps to take when revitalizing your profile to shine in a competitive field.

“Everything you’re writing should be geared towards what was the end result, what was the contribution that you made to the company as a whole,” Warne says. “Then ask yourself, how does this stand out? How can I make myself sound less generic? What is the unique angle that I brought to this role?”

Furthermore, recruiters employ automated tracking systems (ATS) that simultaneously scan traditional resumes and social profiles to sift through potential candidates. It’s essential to be highly deliberate and thoughtful in selecting keywords that align with these algorithms to avoid being overlooked right from the start.

Once you’ve fine-tuned your content, Warne suggests taking a bold step and directly connecting with the hiring manager.

“I know a lot of jobs reveal who the hiring manager is, who the job was posted by,” Warne says. “[While] some of this might only be open to Premium members, you can [sometimes] see the hiring manager’s name and then reach out to them as well, that makes a difference.”

Boosting Your Personal Brand

Always on the lookout for ways to take your personal brand to the next level? It’s a journey that never really ends! If you’re in the initial stages of constructing your profile and positioning yourself as a thought leader in your field, there are thoughtful ways to craft impactful content. Rather than falling into the trap of being self-centered and exclusively sharing personal accomplishments, Warne emphasizes that the most successful posts should offer value to the audience through education, inspiration, or shared insights.

“[Take the time to] understand what [your connections] care about, what their goals are, what challenges them, what keeps them up at night, what’s their perspective on the world,” suggests Warne. “Then you can start to craft valuable content that speaks to those types of priorities that they have.”

In terms of content, no two professionals are identical in their abilities or expectations, so quantity will vary but consistency is key.

“Really be realistic and find a posting cadence that works for you,” suggests Warne. “I would create an Excel spreadsheet or a tracker where you can actually map out your content so if you’ve committed to say posting once a week, make sure you have at least four or five posts that you could talk about in the next few months.”

For authentic and relatable content, Warne proposes identifying three or four “big rocks” — core professional values you stand for and deeply care about — that you can weave into your posts. This could involve themes like mentorship, social impact, diversity, equity, and inclusion (DEI) efforts, or volunteer work.

Lastly, not everyone is aware of LinkedIn’s Creator Mode, which amplifies the reach of your existing content. Activating creator mode grants access to additional tools and features that facilitate content creation and audience growth on LinkedIn. By enabling this mode, you might become a suggested creator to follow, increasing your visibility and allowing potential followers to discover you and your content throughout LinkedIn. This mode also unlocks features like LinkedIn Live and Newsletter, combined post analytics, and audience analytics.

So there you have it, a wealth of insights straight from Alissa Warne on how to rock your LinkedIn game. From building a killer network to crafting standout content, and even insider tricks like activating creator mode, you’ve got the tools to make your LinkedIn profile shine. Whether you’re aiming to catch the eye of recruiters, connect with industry peers, or establish yourself as a thought leader, remember that your LinkedIn journey is uniquely yours. So go on, give your profile that much-needed makeover and be sure to share what you learn along the way with the MBAchic community. 

Photo from Jeneta Hot // LinkedIn London

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What do you want to be when you grow up?

It’s a question we get asked from the time we are old enough to show interest in particular school subjects, in hobbies, sports. It’s also one many of us continue asking ourselves well after we’ve passed the threshold of adolescence and stumbled into adulthood. But for Dr. Ellana Stinson, it’s a question she knew the answer to in seventh grade. 

“I’ve really built this career around just really wanting to help people and solving problems within healthcare,” Stinson reflects. 

While she always knew a career in healthcare was in her future, she didn’t expect to also become an entrepreneur launching her own line of clean, non-toxic hair and scalp products amidst a global pandemic, or to pursue her MBA on top of her full physician schedule in order to help elevate her business. Dr. Stinson caught up with MBAchic to discuss how her personal hair care struggle inspired new professional and academic goals and shares why furthering her education is helping her realize her dream of helping others both in and outside of the ER. 

An MBA and a pandemic

Figuring out how to pursue an MBA can feel like a puzzle, and timing is everything. There are always other professional or personal challenges that pop up in constant rotation, but the pandemic presented a particularly interesting backdrop for a doctor deciding to dive into a rigorous academic program. “This is when we started to see all of healthcare kind of crashing down, and being in the emergency department during the pandemic, schools should have probably been the last thing on my mind,” Dr. Stinson admits. “But I actually started looking into some schools and some programs. I wanted to find the right school that would allow me the freedom to still practice medicine and be able to get a good financial solid foundation, and a program that was going to support me and my interest as well.”

As the number one ranked college for entrepreneurship for 30 consecutive years, Babson College located in Wellesley Massachusetts ended up being the perfect place for Dr. Stinson to pursue her passions. With various learning program models, all Babson MBA students learn the same course content from the same expert faculty, and earn the same diploma. Dr. Stinson opted to power through a traditional two-year full-time program, but the accelerated one-year program is a popular alternative. Students can specialize with seven different MBA concentrations, including STEM-designated concentrations in Quantitative Finance and Business Analytics & Machine Learning (Dr. Stinson completed her MBA with a focus in Finance in 2023).

Dr. Ellana Stinson

Balancing an MBA and the ER

Deciphering how to balance school and work is a personal decision that will look different for everyone. During her first year at Babson College when she was taking mainly foundational classes, Dr. Stinson says she made a conscious decision to pull back on work responsibilities to build a solid foundation for her MBA. For her final year, she navigated juggling a full time work and school schedule ahead of her mid-May graduation.

For even the most ambitious type-A MBAs, taking on a full time program while maintaining a packed professional schedule can be daunting and downright difficult. Dr. Stinson describes her flexible schedule as a huge help. While all of us non-emergency room workers might beg to differ – she describes her lifestyle as “a bit easier to balance,” than some of her classmates. 

“We have morning evenings, night shifts, you know, being able to negotiate with my hospital, like, ‘hey, I’ll work these days and I’ll work the non-desirable shifts,’ just so I can make time for my schooling,” Dr. Stinson says. “But in general, I’m a super highly organized person, so that really helped. In addition, because I’m an ER doctor, I also function very well in chaos, so this almost came naturally to me.”

A self-described “big-picture” person, Dr. Stinson admits that while she often visualizes end-goals she has her sights set on, sometimes she jumps into a pursuit without knowing what steps she needs to take to achieve her goal. In order to stay highly organized, she abides by a tight succinct calendar (linked across devices, praise to the modern Tech Gods) and leans into her network of family members as well as former and new mentors for additional support when she’s in need. 

“Advice that was given to me from a friend is, you have to lean on your networks, especially when there’s moments where you know you’re not going to be able to perform at your best, you have to recognize when you can offload work,” Dr. Stinson says. “Some people who are type-A really want to make sure that they’re doing everything, but you have to recognize you’re not going to be able to do everything. It’s almost like you have to build a team of people that can kind of help you in certain spaces to help keep you organized honestly.” 

Building a business

We know what you’re thinking. An ER doctor probably has a ton of free time, so why not launch a low-stress side-gig like a haircare start-up, right? Well, that’s what Dr. Stinson set her mind to in 2019, before the idea of pursuing an MBA program came to fruition. Some personal health issues related to fertility and thyroid cancer resulted in major changes in Dr. Stinson’s hair, and ignited her business inspiration. After a trip to a top dermatologist fell flat when Ellana was handed a product that would address some of the issues she was having but also damage her hair, a lightbulb moment occurred. The difficult experiences offered a new perspective to view haircare issues through a healthcare lens, and once she started confiding in friends, she quickly realized she wasn’t alone in the issues she was facing. 

“Just recognizing, two of my friends [were] also having babies and seeing changes in their hair and how it really impacts your mental health, you’re not only having these internal health issues that are affecting your hair and your scalp, but it’s also affecting your mental health,” Dr. Stinson tells MBAchic. “I ended up just really starting doing my own research and kind of understanding hormones in the body and understanding more about the hair and the scalp from a health aspect.”

In 2020, she officially launched Safo Hair, a natural plant based hair care line that focuses on scalp health and addresses issues of hair loss, thinning and breakage. Recognizing a connection between one’s health and how it presents in the scalp and hair, she has developed products that she hopes will eventually enable her to bridge the hair care and health care industries. Dr. Stinson’s undergrad chemistry degree came in handy as she dove into research and began understanding where customer pain points existed within the marketplace. Once she started conducting customer discovery interviews, she knew she wanted to pursue her MBA to round out her financial knowledge.  

“McKinsey put out a report around how black women [in] particular, about 80% of them are unhappy with the products that are on market, but at the same time it feeds into other disparities that we’re seeing around how a lot of the products on the market are not safe for black women, as far as the chemicals they’re using,” Dr. Stinson recalls. 

Formulating a line of dermatologist tested products that are natural, plant-based, paraben- and silicone-free has proven to be an exciting, invigorating, and challenging journey. Her experience echoes a similar entrepreneurial roller coaster that other small startups navigate, full of highs and lows, fears, failures and triumphs. In school, student life tends to be crazy busy. Between info sessions for various companies, meetings for clubs, mixers for cohort events, coursework and tons of one-on-one coffee chats to meet new people, adding building a company to the mix is not easy, but Safo Hair is one example that it is possible. Read more about another MBAchic member’s journey to juggling school and a startup here. 

Safo Hair by Dr. Ellana Stinson

Leveling up with an MBA

An MBA provides the skills needed to grow companies from start-up stage to IPO. From marketing strategy, operations management, and data intake methods to successfully scale small businesses, many consider this investment as an essential stepping stone in their entrepreneurial career. Being able to manage and grow a small business, Dr. Stinson describes the classes specifically tailored to understanding phases of growth, and social media influencer planning as indispensable. 

“Those types of things are essential to how I am growing my business and I’ve learned a lot of these skills in my MBA program,” she says. “Not to mention also understanding the financial side of it, which is extremely important with cash flows and your profit and wealth statements and income statements, I just think that overall, I feel a lot more confident in running a business now with this MBA than I did coming into the MBA program.” 

Initially established through self-funding, Dr. Stinson quickly pivoted Safo Hair’s financial strategy while immersed in her MBA program and reduced hospital hours in the first year of her program. Seeking a more sustainable option, she decided to jump into a number of local accelerators, partaking in pitch competitions and won a few grants. 

“I ended up winning a pitch competition with an investment group out in New York,” Dr. Stinson recalls. “We ended up starting a crowd fund, which they paid into. I also got money from family and friends. My first crowd fundraised around $66,000, which really helped me get over that hump to actually launch. I think had I not done that, I probably would not be launched to this date.”

Her advice for emerging entrepreneurs? Do as much networking and research as possible and create a custom funding plan that works for you. While the amount of venture capital funding that goes to women-led companies is substantially lower than their male counterparts, there’s still hope. A variety of venture capital funds that invest in women and underrepresented-led early-stage founders do exist. In need of inspiration? More on that here. 

Coming from a healthcare background rooted in science and facts, Dr. Stinson says the most surprising tool she’s learned from her entrepreneurial journey is the impact of strong storytelling.

“You don’t think about that when you’re not already in the entrepreneurial space, but that telling of your brand story is critical,” she says. “I have seen companies who have horrible products, but they tell an amazing story, and they sell like crazy, like hot cakes. I think that’s the one thing that really took me aback, the psychology of marketing and branding well.”

Building health equity

The pandemic revealed the intersection of community health with health equity and exposed a lot of injustices that many are striving to correct. Attaining health equity requires addressing obstacles to health such as poverty, discrimination, and their consequences, including powerlessness and lack of access to good jobs with fair pay, quality education and housing, safe environments, and health care. It’s at the root of Dr. Stinson’s work, and while she wishes the product-gap would close completely for women of color, she knows there’s a long road ahead to make progress. She says there’s a vast disconnect between hair and health and she wants to help shape more intentional communities. 

“Our hair is not separate from our bodies and we need to think about our hair as part of our healing journey and our health journey. What’s really critical, at least for me in this space, is making sure that people are educated on what they’re putting on their hair and their scalp, to know if it’s safe, and if they’re putting the right products on their hair and scalp,” she says. 

“My goal is to make sure I’m building sustainable companies and organizations that will continue to do good in underserved communities.”

Photos from Dr. Ellana Stinson and Safo Hair

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When a business is thriving and a team is doing a phenomenal job, it’s typically time to set new goals, grow and expand. Great news right? Mostly, yes. But people – even the most adaptable ones – are creatures of habit. And change? Well, change evokes a lot of uncertainty, doubt, and fear that can hinder productivity. 

Current team members might wonder:  

What if the new hires don’t mesh well with our team dynamic? What if a new hire steals a promotion opportunity a current member has been anticipating for years? 

New team members might wonder: 

What if I can’t keep up with the new rhythm and flow? What if the current team isn’t receptive to my new ideas and suggestions to improve our process?

Without proper care and strategic management, growing a team can quickly devolve into employee dissatisfaction and stress. To better prepare team leads for the curveballs that inevitably come with growth, MBAchic is laying out ways to overcome some of the most common challenges.

Getting comfortable

When growing a team, the first big challenge for new hires is not knowing the current company culture or the working styles of the current team. Good leaders smooth this transition by intentional integration. 

“Adding new team members requires you to be able to identify how their skill set can enhance the current skill set of your existing team,” explains expert, author and nonprofit leader, Dr. Tamara Dias. 

“This includes identifying the gaps or business needs that new people will help to fulfill. Knowing your team and organizational needs will allow you to make a more informed decision.”

It’s also important for management to recognize that getting back to basics is helpful so new hires can get their footing in a new environment and feel safe to make mistakes as they learn a different work structure. Senior Vice Provost of Academic Affairs at the University of Texas at Austin Art Markman explains that when building a team, leaders may fail to recognize just how much unspoken knowledge is required to achieve organizational success.

“The onboarding process isn’t just a matter of describing the job to someone and getting them set up on a new computer,” Markman says.  

“You have to expect to spend 8-12 weeks providing coaching and direction to new employees to help them pick up on the subtle aspects of the workplace they might not notice at first. This process may be even longer if you are hiring someone straight out of college who has no experience in a professional environment at all.” 

(Lack of) proper onboarding

There’s no denying that remote and hybrid environments have created disruption in an already disorganized onboarding arena. Many companies lacked a reliable process pre-pandemic and now there are additional obstacles to overcome with teams spanning different locations and time zones. 

The average onboarding program lasts 90 days, but according to Gallup’s “Creating an Exceptional Onboarding Journey for New Employees” report, it typically takes new employees 12 months to reach their full performance potential. Gallup reports that only 12% of employees feel their company does a good job onboarding new team members, leaving 88% of workers with uninspired onboarding experiences.

Executive career coach and creator of Livlyhood and The Collective, Britt Larsen, says integrating existing team members into the onboarding process for new coworkers can help dissolve unnecessary competition. Pairing current and new employees up, creating mentorship dynamics and collaboration can squash unnecessary competition before it even arises. 

“The best logistical counter to this [competitive] problem is to involve team members in onboarding,” says Larsen. 

“If everyone was responsible for the success of the new team member, it made it easier to make sure there weren’t long term issues.” 

By anticipating the amount of time it will take to onboard team members and accounting for human quirks, hiccups and potential disruptions along the way, management can devise a plan to ensure new hires feel supported, heard and prioritized. 

“It’s essential to put dedicated time into how new employees are welcomed into the organization,” says Dias. 

“Onboarding ensures that new employees are thoroughly prepared for what lies ahead, and it should be prioritized.”

Poor communication

Without clear instruction, support, and expectations, new hires are bound to feel overwhelmed and disconnected. Silence and lack of direction can leave employees feeling isolated, uncertain, and can create the perfect storm for competitors to sweep talent away from an unwelcoming work environment. Current employees will also likely need a clear picture of how the new additions will enhance the goals and mission of the organization so everyone can work together positively and constructively.  

A survey conducted by Interact found that 69% of managers are often uncomfortable communicating with employees, and 37% admit they’re uncomfortable having to give direct feedback about their employees’ performance if they think the employee might respond negatively to the feedback.

Professor at Brown University Banu Ozkazanc-Pan says team leads should set aside time to individually connect with each new hire to avoid communication breakdowns.

“Make sure to speak individually to new members to understand their goals and work preferences,” suggests Ozkazanc-Pan. 

Consistent communication and frequent check-ins with new employees also helps management to stay mindful of the nuances associated with adapting to a new role. 

“You may feel like a new employee isn’t progressing fast enough unless you are clear to yourself that it can take three months before someone really understands what is going on in a new position they have taken on,” Markman points out. 

Team tension

While expanding a team is a positive indication that business is booming, it’s a natural human instinct for some to feel like new hires are a threat to job security. 

“It somehow is inevitable that defensiveness would become normal for my existing team and my poor new hires had to deal with that as they started a new job,” recalls Larsen. 

Avoid damaging and toxic workplace drama by creating open dialogues and plenty of opportunities to highlight individual strengths (for current and new employees). 

“I squashed that pretty quickly by just being honest. I’d remind my team that new hires are there to help, not hinder. That there is no reason to be competitive and I’d also encourage and reward those who really tried to help new teammates feel welcome,” Larsen says. 

By fostering a welcoming, inclusive environment and also incorporating other tactics like regular check-ins, leaders can successfully extinguish any potential internal tension and create more fluid, successful work environments.   

“Understand the strengths that the new team members will bring to the existing group and make sure current members understand them as well,” suggests Ozkazanc-Pan. 

“Have team building opportunities with the newly expanded group to make sure group norms, working culture, and communication expectations are clear and shared.”

Photo from Yan Krukau

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^{Keep it MBAchic: leather totes for work and school}

Let’s talk about leather totes for work and school that you will love. We all have our vices when it comes to accessories: some love shoes, some love scarves, we love handbags. It’s hard to believe we haven’t touched on this much (our last official bag roundup on here was in 2019), but it’s also not that hard to believe, because it’s hard to whittle down to a few favorites. But here are some current favorite leather totes for work and school. They’re stylish, polished and most are roomy enough to fit your work laptop. Some are even subway-friendly and feature a zipper, others are more relaxed and open – check them out and find what speaks to you.

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Keep it MBAchic: leather totes for work and school

The Totême belted leather bucket bag is a nice vertical take on the standard work tote, for an updated look in the new year. The soft leather is luxurious and elevates the relaxed bucket look.

The Coach brand resurgence is fascinating to watch (read about it here and here). The now-Gen-Z favorite is turning out some great designs. The Soft Empire Carryall Bag 40 is roomy and can carry most everything, without sacrificing structure and style.

Keep it MBAchic: leather totes for work and school

The Quince Italian Leather Handwoven Tote is a surprisingly affordable, roomy tote, and allows you to bring your laptop, a reusable bottle, maybe a gym fit while keeping it chic.

Cuyana has quickly become the go-to for corporate (and life) totes that easily take you everywhere. Many corporate women rely on them as their primary, chic commuter bag. This Oversized Linea bag has an unexpected shape and softness to it, and you know it’s going to last (while not breaking the bank) so we had to include it in this roundup.

Keep it MBAchic: leather totes for work and school

There is a reason The Row’s Margaux is such a popular bag (and often sold out). It has a timeless shape which can fit everything you need, it’s made with solid, quality materials, and can truly be used in all sorts of situations and scenes. Try the link above, hopefully that one is available – if you are interested and can grab one from a reseller in good condition, highly recommend that route, as well.

The DeMellier New York Medium Textured Leather Tote is a chic, feminine take on your standard leather tote. Reasonably priced and handcrafted in the South of Spain, this is a bag you’ll have in your wardrobe for years to come. Currently looking at the textured leather option, as well as the glossy croc-effect leather (their “NET SUSTAIN” option – created with “Considered Materials and is Designed for Circularity”).

Keep it MBAchic: leather totes for work and school

Freja New York is a brand we first discovered on social media, and were immediately drawn to how structured and roomy the vegan leather totes were. They’re incredibly stylish and will pack *everything* you need for the work day (including a 14″ [Freja’s Linnea tote] or 16″ [Freja’s Paloma tote] laptop). They’re less than $400 and will garner compliment after compliment as you trek through the underground train or walk across campus.

The Tom Ford Grain Leather Audrey Medium Tote is a rich, sturdy tote offering structure and space for your laptop, planners, notebooks and anything else you’re carrying. A classic that you’ll have for the ages, it’s an investment that is chic and roomy and is a best-seller for a reason.

Photo by Mizuno K

What are you carrying to work? Do you prefer to purchase new or do you buy pre-owned? Share your favorites and tag us online.

Tag us in your #OOTD shots (tag #keepitMBAchic & @MBA.chic on Instagram), or send them to us as attachments in the IG DMs. If you’re a content creator (or want to give it a shot), consider writing your own Keep it MBAchic piece. Any questions, shoot over a note, and be sure to visit our Pinterest page for daily workwear inspiration.

Pictures from store websites or MBAchic unless otherwise stated. Some links may be affiliate links and we may earn a commission from them at no extra charge to you.

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This fun, vintage MBAchic piece was written for a popular bschool news site in August 2011 (enjoy the 2010s references!).

Let’s show the part-time students some love. Life is probably wild right now. Work, school, family, social life (if you still have one…just kidding) — you’ve got a lot going on, and somehow it all needs to fit into your schedule. As a part-timer myself, I’ve picked up some tips and tricks along the way. I’d love to say that I’ve perfected my time management, but let’s say it’s a “work in progress.” Let’s get right into it:

Assess the situation

You’re a professional who knows how to get things done. You’re working to get your MBA. You’ve got it [mostly] together, so take control of your schedule the way you would any major project. Assess the current situation to understand what exactly is pulling at your time each day; keep a diary for a week and jot down where your time is spent.

Once you have an idea of everything that takes your time, you can prioritize what is most important. Then, just like the bouncer at that club you used to go to when you had a social life (again, I kid…), you say what stays and what goes. Urgent assignment from your boss? Clearly, that stays. Email from your friend asking to help design matching T-shirts for her bachelorette weekend extravaganza? That can take a rain check (or… maybe drop that entirely. She might thank you later.)

Map out your days

Once you have your priorities in check, plan your days accordingly – your time should be tied to your goals. Plan the important, urgent items as soon as you can (à la Stephen Covey*), and give yourself some cushion time (things happen… being realistic and flexible will go a long way).

Sometimes I print out my Outlook calendar so I have my meetings and classes that I absolutely cannot move, and literally pencil the rest in: workouts, dinner dates, homework sessions, travel time… you name it. If I have a so-called “hell week” coming up, you can be sure that I’m planning my days to ensure I get the most out of every minute.

Also according to Stephen Covey, there are certain things that are urgent and require immediate attention, that really are not that important – avoid those. If they are not important, don’t waste your time. There are also some things that are neither urgent nor important, but you already know you should avoid those (ex. watching back-to-back Jersey Shore episodes when you have a statistics final the next day…really?)

Network in class

Networking is the name of the game, right? Don’t build relationships with a view to be able to call that person in ten years with your great start-up idea. Enjoy these connections now (and make it about cultivating real friendships)! Build study groups, work on case studies and homework assignments, and gain from each other’s strengths. Some of the best, strongest relationships out of my MBA come from hours spent going over accounting assignments and preparing case study recommendations.

Also, hit up office hours. This does not need to be a major undertaking. Take a second to drop by your professor’s office and introduce yourself; putting a smiling face to a name on a roster is a great idea, and something that some professors really appreciate. If showing up unannounced sounds dumb, bring notes from a previous lecture and ask for clarification (put some thought into the question; don’t BS and waste your professor’s time or this whole idea will backfire).

Own your train time

If you have a commute that sucks up a significant portion of your day, take the reins and own those precious hours. If you have a bumpy ride (literally), doing written homework might not be feasible, but bring along some flashcards or a case to read.

Sometimes you just need to relax… If you record your classes, this is a great time to pop in your earbuds and listen to a lecture or two. I’ve heard people recommend listening to classes at the gym as well; personally, the idea of listening to a macroeconomics lecture while trying to work out and de-stress sounds awful. But, whatever floats your boat.

If you drive or take a cab, this is a great time for a podcast or even to make phone calls. Driving in your own car allows you to hook up your hands-free system to make your important appointments and dinner plans. Don’t want to be rude by gabbing away in a taxi? I can speak for NYC when I say that your cabbie does not care. Just do not speak so loudly that they cannot hear their own phone conversation. That would be rude.

Two-time with friends

Double up on your friend time. Instead of one-on-one dinners, plan group outings so you can see more than one friend at once. Sometimes you need that one-on-one time, but with a group, the conversation moves faster, is full of variety and you will still have a great time.

Two-timing your significant other is totally different, obviously… we can continue ~that~ discussion inside MBAchic.

Make technology work for you

Here are some tools I’ve come across to help manage your time. I’m looking for more of these, so be sure to share in the comments!

• Doodle – I use this to schedule almost anything with a group. Visit Doodle.com and prepare to be amazed by this fairly simple tool.
• Google Calendar – this calendar comes with any Gmail address, and syncs to what you use: phones, tablets, the website… the calendars are automatically synchronized so there are no missing appointments or redundancies
• Dropbox – free. online. storage. Share your stuff without having to zip and break things up over 42 email messages. This is a great tool for getting group projects done, working with student organizations and more.

Like I said, I definitely have not yet figured it all out (see the t-shirt below). But I hope I can help someone out and get some new tips from some of you – if you’ve got some tricks up your sleeve on keeping everything together, share the wealth!

* If you haven’t already, you need to read Stephen Covey’s book, The 7 Habits of Highly Effective People. One professor of mine actually put this book on his syllabus – check it out.

Vintage MBAchic: Why is My Schedule a Hot Mess? Let’s talk part-time MBA time management

Photo from Viktor Forgacs

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Everyone hopes to work for an organization that fulfills and inspires them. But increasingly, the concept of belonging within a workspace is taking precedence over other more tangible incentives for employees across the country. A central and undeniable component of the human experience, we thrive on acceptance and community and crumble in instances of exclusion. Those hurt feelings when you’re the last one picked for a team may register in the brain just like a scraped knee or a kicked shin, according to new scientific research that finds that the brain responds to social rejection in the same way it responds to physical pain. And as important as belonging is on an individual scale, recent research from BetterUp proves that belonging is good for business, too. Study findings show that workplace belonging leads to a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in employee sick days. 

Following the concept of belonging for years, Great Place To Work describes diversity as being invited to the party, inclusion as being asked to dance and belonging as dancing like nobody’s watching, because that’s how free you feel to be yourself. Their research reveals that when employees experience belonging in the workplace they are:

• 3 times more likely to feel people look forward to coming to work
• 9 times more likely to believe people are treated fairly regardless of their race
• 5 times more likely to want to stay at their company a long time

To dive deeper into the importance of organizational inclusion, MBAchic is exploring the themes surrounding workplace belonging with two esteemed DEI professionals, Dawn Christian and Dr. Tina Opie. 

As a DEI expert, CEO and Founder of Belong by Dawn Christian, Dawn Christian helps companies redefine leadership at the intersections of personal values, accountability and community. 

An award-winning researcher and Associate Professor of Management at Babson College, Dr. Opie advises small and large firms as a consultant. As the creator of the Shared Sisterhood movement, she helps organizations work towards gender and racial equality. 

Editor’s Note: These important conversations have taken center-stage and in 2025, MBAchic remains committed to ensuring our members and broader community are able to thrive at work and beyond — while enabling their teams to do so, as well.

In part three of MBAchic’s three part workplace belonging series, MBAchic focuses on tools professionals can use to feel more connected to their workplace if they are experiencing a lack of belonging. 

“I think the tool in my toolbox is to know yourself and know that you deserve to belong in the spaces that you are qualified to be in,” says Dawn. 

“Those qualifications come in different packages. Transferable skill sets come in the way that you show up, the way you inspire others. Just know that the space that you’re in right now is one of the spaces that you will be in and there are lessons in that setting that you’re in that you can then take as a lived experience as either a litmus test for what you no longer need but know that you as a human do belong. And there are spaces that are more suited for you. When you’re ready to make that move, you are in command of being able to make that move.”

Another option for those who cannot make career moves but strive for a greater sense of belonging is to seek it within other areas of life to foster a greater sense of self. 

“Something that was very helpful for me was recognizing that work is not necessarily designed always to provide that sense of belonging,” explains Dr. Opie. “I know that sounds horrible, but I have different domains that provide different things for me. In a best case scenario, optimally I do have a strong sense of belonging at every workplace, but there have been some instances where that’s not the case, which then made it more important that I have deep roots at my church, that I really have close relationships with my girlfriends and with my husband. 

The other thing Dr. Opie suggests? Find other teams or divisions within your organization where you have a deeper sense of belonging. 

“Can you identify some people, some team members where you have a more authentic connection? We talk about that in Shared Sisterhood. You might be thinking about this overall sense of belonging, but can you focus on just creating deeper authentic connections and interpersonal relationships with certain people? Maybe you don’t have a strong sense of belonging with the organization, but you have these interpersonal connections that are very meaningful, that can help you stomach the organization as you work through to that stronger sense of belonging in the organization.”

Part I of Workplace Belonging: click here
Part II of Workplace Belonging: click here

Photo from Christina @ WoC in Tech Chat

The post Seeking belonging at work, and when it’s time to move on: VIDEO SERIES appeared first on MBAchic.

Productivity. It’s what sets the highest achievers apart from the rest of the pack. It’s one of those concepts that’s basically hardwired into American culture (for better or worse, depending on your point of view) with the majority of U.S. adults keeping busy and striving for productiveness because well, it makes us feel valuable. 

While productivity addicts can actually suffer from a term known as time anxiety – an obsession about spending time in the most meaningful way possible – there is something to be said for reorganizing elements of your day to clean out the cobwebs and destress through streamlined scheduling. It can be downright transformational at best, and help us to become more percipient at the very least. Whether you’re religiously organized, finding yourself falling behind, or just trying to get a better handle on time management skills, filling out a physical paper planner is one effective way to practice self-care – a critical component to emotional well-being. 

“Having a routine is how you build habits,” explains Cheryl Beutell, APRN, a psychiatric nurse practitioner at Northwestern Medicine. “When we practice good habits, that can help us maintain positive relationships, good hygiene and our best health.”

If a physical planner is your thing, check out MBAchic’s Top Ten List here. But, if you’re looking for a digital destresser, there are a plethora of downloadable apps that can create healthier, smarter swiping habits in seconds. Remaining on-task can be challenging for even the most organized and focused planners, depending on how hectic and crazy life can be during any different season. However, remaining on top of the ever-growing to-do list is the foundation of every sound professional project or personal goal. Because tasks tend to require a deeper level of granularity to stay properly organized, digital organizational apps can have some similar threads while solving vastly different pain points. Below, MBAchic is sharing and reviewing 5 digital organizational tools that can change the game and enhance your productivity and boost your organization. All you need to do is read on and select the app that’s the best fit for your needs. Poof. Productivity pundit in the making.   

Notion

Touted as a project and workflow management solution that aims to help businesses streamline operations on one platform, this app is one many professionals swear by. Whether your goal is status tracking, lead management, task instructions, coding guidelines, or developing HR workflows, you can likely use Notion’s drag-and-drop interface to organize, rearrange, and develop ideas. Users can also create roadmaps and monitor tasks based on completion status, category, priority, or assigned team members with a built-in calendar feature. One of the most commonly used features is the task list, which provides a streamlined way to cross tasks off your to-do list, just like you would on a traditional paper planner. The digital version lets you move around and rearrange the items as you complete items. A major draw to this app is that it comes with an application programming interface (API), which enables users (or businesses) to integrate the system with several third-party solutions like Slack, Figma, and InVision. It’s a big hit with scholars and academics, but some less-enthusiastic users do note that while Notion is daring to be different with its design, that can sometimes lead to complications in terms of usability with some even describing it as overly complicated. In its last funding round, Notion raised $275 million and has about $340 million in total investment, so chances are this app will be sticking around for quite some time as it continues to pick up interest from investors and users alike. 

Price: $10 per month

Format: Web, Android, iPhone/iPad

Any.do

Guilty of having a list on your fridge, one on your nightstand, another in the notes section of your smartphone, inside the margin of the book you’re reading, and one on a post-it under the couch collecting dust? Any.do is a web-based to-do list app and task management tool, with data sync across additional applications for iOS and Android phones and tablets, web browsers, and Mac OS X. With Any.do, users can create to-do lists and view their upcoming and completed tasks in one place so you never have to miss the unmatched satisfaction of crossing an item off your to-do list again. This app allows users to manage both their personal goals and  team projects in a single interface by creating tasks, assigning tasks to other team members, and using the calendar tool to track tasks as well. Working on a big project? Teams can collaborate by adding notes and commenting directly on tasks and even attach most file types to their tasks, including videos, audio recordings, photos, and PDFs. Helpful task reminders triggered either by date/time or location can keep users accountable and focused, too.  Any.do also includes action shortcuts linked to tasks, giving users the ability to make calls, send emails or texts, and make bookings or purchases from within the app. MBAchic appreciates that this app offers integration with popular third party calendar tools like Google Calendar and Outlook for streamlined organization across platforms. 

Price: free

Format: Online, iOS & Android mobile apps

ActiveInbox

Let’s face it, the sheer volume of ‘stuff’ in your inbox can be paralyzing. ActiveInbox allows you to use Gmail as a task manager and clear your inbox efficiently by turning work emails into tasks and clearing them away – so you’ll never again forget to do something important. Built for execs, managers and founders, it’s simultaneously an effortless email client and task manager that is designed to give you just one place to focus. Elegant software, combined with proven psychology makes this app a favorite among anyone who’s in dire need of ending inbox email overflow by organizing emails into time-sensitive tasks. Instead of ‘sending and praying’ for a reply, ActiveInbox tracks every email and sorts your day into project folders so you have one place to see everything. Other highlights? The app ensures users never waste time having to read an email twice, by summarizing messages down into a few sub tasks and notes. There’s even an option to edit the subject line so it’s easier to skim a list of emails quickly and efficiently. MBAchic also loves the fact that users can give all of your emails and tasks Due Date reminders. Bye-bye missed deadlines, hello inbox control. 

Price: $4.16 per month

Format: Gmail, iOS and Android

Pocket

Pocket is an app that’s designed to help users make active decisions about how they spend their time online—sign us up! How many times have you saved a link in the notes section of your phone, or worse – gotten distracted during a timeblock by mindlessly scrolling after an interesting headline caught your attention? Stop getting sidetracked, and stop sending yourself links. When you come across a long read, interview, think piece, even a recipe, use the app Pocket to save it to your personal Pocket library with a Save to Pocket button. In addition to saving interesting or industry-specific reads that help build your business acumen and keep you sharp on trending news, the Pocket team also combs the internet to find the most user-specific and relevant articles out there. From new perspectives, to intriguing deep-dives and timeless classics — users can connect with valuable content that’s actually worthy of their precious time. Other cool features we love? Tailored text sizes, font styles or viewing modes for focused reading, categorized saves with tags, and key passage tracking with highlights (to impressively share in your next team meeting). You can also opt to listen to articles on the Pocket app with audio playback options. With 40 million saves to Pocket every month, users agree this organizational app is worth the download. 

Price: free

Format: Android, BlackBerry, iOS, Kindle Fire, Kobo, macOS, web browsers, Windows, and Windows Phones

Forest

Into gamification and tend to be incentive-oriented to stay on-task? With the tagline “Stay Focused, Be Present,” this popular productivity app has been downloaded by over 2 million people.  It aims to help users beat phone addiction and manage time in a unique way that you’ve likely never come across before. Users can earn credits by not using their cell phones and the biggest bonus: plant real trees around the world with the credits they earn. To date, over 1,500,000 real trees have been planted around the world thanks to the app’s partner, nonprofit organization Trees For The Future. Users start planting a virtual tree when they need to stay focused on a task or just want to be more present in general. When they leave the app, the virtual tree dies, and they don’t earn virtual coins as a penalty of cutting their productivity session short. Many reviewers say the sense of achievement and responsibility to grow something and honor a time commitment encourages more productive time use and presence of mind. The app also provides aesthetically pleasing data to track the amount of time you devoted to different tasks throughout the year so you can really get intentional when you reflect on future areas you’d like to improve. Another perk? Users can create a personalized “Allow List” for different situations (like a message from the boss on a pending project status), while all non-allowed apps will be blocked. Neurodivergent users applaud this app because as one ADHD user explains, “This app gives me a time limit that has a tangible consequence for breaking.” Reviewers rave about the app design interface and intuitiveness, making Forest the perfect pairing for people seeking out a simple, user-friendly digital solution. 

Price: $3.99 

Format: iPhone, iPad and Apple Watch compatible

It can feel overwhelming to know where to begin when you want to get more organized and supercharge your productivity, but some combination of the digital solutions we’ve gathered here can hopefully help jumpstart your journey. Still yearning for a more focused and productive workspace? Looking at AI-powered tools that can further boost your productivity? Let’s discuss! Share with us below or over on social media.

Photo from Ruan Richard Rodrigues

The post Digital destressers: 5 game-changing productivity apps appeared first on MBAchic.

^{Keep it MBAchic: styling the pleated skirt trend for the office. Originally published: September 25, 2019}

It took me a minute to embrace, but styling the pleated skirt trend for the office is not an impossible task. The fact that they’re everywhere also gives us a ton of possibilities in mixing and matching what we have in our wardrobes already. I’ve got a couple of skirts on the way and I can’t wait to wear them as the fall weather finally kicks in. Comment below which ones you’d wear, and how!

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Keep it MBAchic: styling the pleated skirt trend for the office

Any time we don’t know how to rock a new silhouette or trend, a neutral look is a solid bet. We can always count on Anh of 9to5chic to style a gorgeous neutral look, and this is no exception. Anh styled a Ralph Lauren skirt with a Sezane jacket and a Banana Republic sweater (her post with link is here). Love the hi-low mix as well!

Update: try this skirt from Nordstrom, or for a metallic pleated option, try this one by Weekend Max Mara or this one by Bella Dahl, and pair with this cashmere sweater by Mango, this Nordstom sweater or this one by Caslon.

This is a gorgeous look we found on Pinterest, but we are having an incredibly hard time finding the original source (please contact us if you track it down, or if this is your photo!).

Attribution issues aside, this look is stunning but 100% achievable. A simple boatneck sweater with a pleated skirt and leather belt are chic and polished and I can’t wait to try this one myself.

Update: try this similar skirt found at Nordstrom and pair with a sleek sweater like this Italic option at Nordstrom or this cashmere boatneck sweater by Quince.

Keep it MBAchic: styling the pleated skirt trend for the office

I need this entire outfit. From the palette to the textures, this look is stylish while looking super comfortable to take you through a long day of work, meetings and after hours events. Victoria Latu of Talking Shop nailed. this. look.

Also, as mentioned on IG, blazers and jackets are a great way to mask some of the extra fabric that bunches at the hip on some of us when rocking a full skirt like this. Such a win-win, here!

Update: try this skirt from Nordstrom, or for a metallic pleated option, try this one or this one (excellent with a black sweater or turtleneck as we get closer to the holidays).

This rust color is popping up everywhere and I really love it for fall. I also love the structure the simple black blazer offers without being a mis-match. Really love this look by REISS; I would likely swap out the shoe for a classic pump for my office, but otherwise, really into this.

Update: this very similar option by Ann Taylor is a great transition piece as we shift to the new season, or try this Mango option on Zappos.

Keep it MBAchic: styling the pleated skirt trend for the office

Again, we love a monochromatic look for work and this ensemble styled by Assa of @mycurvesandcurls is beautiful. From the rich plum tones (which we are clearly digging for fall), to the bell sleeve, this look is so good. Depending on your office vibe you can play around with your accessories (when I worked at my company’s London office, I’d totally rock the bootie, but when back in New York, I’d slip on a classic pump). Also I’m not sure my bag would *ever* be that tiny and chic but it’s definitely worth a shot.

Update: pleated midi skirts in this shade are showing up in different textures lately… try this faux leather option at Wolf & Badger or this faux leather version by Ann Taylor.

Loving these pleated skirts in different tones. This rich blue number seems like it might be an old White House Black Market find on Jamie Chung, but it’s still just as stylish today.

What I really love about this look (can totally see this in a more creative office) is the structured top worn over the skirt. Not every look is going to require you to tuck your shirt in, and the clean lines of this shirt allow you to wear it like this (and nicely masks some of that fabric that bunches at the hip on some of us). Love this look.

Update: this beautiful knit midi is by Emilia Wickstead, this dupe for the pictured midi is from Ann Taylor, this one is by Polo Ralph Lauren and you can try this one with a slight asymmetric hem detail for a more accessible version. Also these are more green but this faux leather midi is gorgeous and this Maison Margiela one is a steal at less than $150 – I have a very similar one else I’d have grabbed it already (the day is still young).

Keep it MBAchic: styling the pleated skirt trend for the office

If you secure only one pleated skirt all season, this look by Elie Tahari is 100% achievable (update: try this similar skirt found at Nordstrom, or this Farfetch find). You’ve surely got the pieces in your closet, whatever color they are, and this slim, long blazer really brings this look up a few notches. Elegant but comfortable, and even if you needed to throw on a pair of hose for the colder weather, I’m sure you’d be able to wear this well into the fall season.

Here’s another great neutral look, this time by @JeanWang of Extra Petite. I love the details here, and could definitely wear this under a neutral blazer at work. Again, I’d probably swap out the footwear for a pump at the office, but tote those shoes for after work drinks or dinner. Such a classic look!

Update: for a metallic pleated option, try this one or this one

How would you style a pleated skirt for work? Let us know!

Tag us in your #OOTD shots (tag #keepitMBAchic & @MBA.chic on Instagram), or send them to us as attachments in the IG DMs. If you’re a content creator (or want to give it a shot), consider writing your own Keep it MBAchic piece! Any questions, shoot over a note, and be sure to visit our Pinterest page for daily inspo.

Pictures from store websites and Pinterest unless otherwise stated. Some links may be affiliate links and we may earn a commission from them at no extra charge to you.

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Year-end reviews have long been at the center of some contentious corporate conversations. 

A McKinsey survey indicates most CEOs don’t find the appraisal process in their companies helps to identify top performers, while over half of employees think their managers don’t get the performance review right. A Gallup study finds just one in five employees agreed that their company’s performance practices motivated them. Ouch. 

While recent data reflects that most companies are having more consistent performance dialogue with their employees, are we paying attention to the words we use within these conversations? 

Words hold a lot of weight and can impact the way workers show up and contribute. With only two out of ten employees strongly agreeing that their performance is managed in a way that motivates them to do outstanding work, one can make the strong argument that leadership needs to be paying close attention to the words they’re using to inspire their teams. 

Last year, a Textio research report on language biases in the workplace shared findings on the language patterns within people’s real performance feedback documents—received by more than 25,000 people at over 250 different organizations. 

Among the report’s noteworthy findings: Feedback to men tends to focus on the substance of their work, whereas women are 22% more likely to receive feedback on their personality. Women are also twice as likely to report being described as collaborative and nice, seven times more likely to report being described as opinionated, and 11 times more likely to report being labeled as abrasive. By contrast, men are three times more likely to report being described as confident, and almost four times as likely to report being described as ambitious.  

We can all agree that personality-based feedback needs to become a thing of the past. Period. But in what other ways can managers be more mindful and conduct more effective performance reviews?

Recently, MBAchic caught up with two career coaches and experts to learn the most effective ways for professional women to show up in their performance reviews. Read it here. 

Once again, MBAchic is teaming up with DEI Educator and professional coach Dr. Tamara Wilkerson Dias and Communications executive and career coach Britt Larsen to dive into the ways managers can best lead successful performance reviews. 

While each employee-employer dynamic looks and operates differently, the advice these career coaches lend can help anyone refine their focus and bring their best selves to the table. 

Reflect. 

Heading into a review blind is a bad idea. You are no doubt busy with a million other commitments on your plate, but take the time to thoughtfully reflect on each individual employee’s performance holistically. Considering employees set aside a considerable amount of time to prepare for their performance review, managers should show mutual respect in their preparation process. 

Dias believes her most productive review conversations have been ones where supervisors vocalized her professional performance or individual contributions to team projects. 

“Reflect on what you’ve seen in the people that you are supervising,” suggests Dias. 

“From this perspective, you’re not reflecting on your work, you’re reflecting on the person that you’ve supervised and what you’ve seen in them that has stood out to you that was a highlight or just a way that you felt like they’ve shined throughout the year.”

Pick the feedback direction. 

All feedback was not created equally. Larson advises managers to either provide an overarching theme – like ‘you need to work on time management,’ – or choose to get specific about a singular problematic incident. 

She suggests the former route is the most promising, “this is more of that mentorship type feedback and I think that is the best direction to go, that’s what your annual review should feel like, ‘I’m supporting you as your manager in improvement in whatever area you choose.’” 

If you opt instead to focus on one specific issue or incident, be strategic. 

“If you’re gonna go that direction, you need to back it up with what was lost. Was revenue lost, was trust lost, what happened that justifies you bringing it up in this formal capacity?”

Whatever your preferred approach, taking your employee by surprise with overwhelming negative feedback is bound to backfire. If and when an issue arises, clear communication should occur immediately following an event so that everyone involved can learn, improve and grow in real-time. 

“There should never be a glaring miscommunication or confusion in either part. Both parties should come in knowing what they want to get out of the conversation and familiar with what is being discussed and covered,” explains Dias. 

Set an agenda, and stick to it. 

Whether an employee needs to bring a self-evaluation into the discussion or a potential promotion is on the table, a clear agenda will set the tone for a successful meeting on both ends and eliminate the element of surprise. 

“Absolutely send out an agenda or an overview of the meeting so that a flow of the meeting has been established so that you’ve sent them expectations of how you want them to show up in that meeting,” explains Dias. 

One of the most productive things leaders can do when preparing for review season is to remember reviews they’ve experienced in the past. What conversations caught you off guard and alternatively what conversations left you feeling energized? Mirror the conversations that will build more empowered teams. 

“Remember, this is their meeting and [the feedback you’re providing] should not be a surprise,” says Larson. 

Rather than waiting for an end-of-year review to air out issues or concerns, keep the lines of communication open and active throughout each quarter. 

“I think we all have that experience where a manager maybe held onto something or the annual review didn’t match the tone of all of our previous communications and it became very formal and awkward, I think that comes from a place of nerves or wanting to assert authority, this is not the time or the place to do that. This is their meeting and that doesn’t mean you can’t provide feedback, it doesn’t mean it shouldn’t be productive for you as the manager, but this is their time to really advocate for themselves, so make space for that.” 

Clearly define the next steps. 

By being very clear and communicative at the end of the review, employees can leave the conversation with confidence and direction to understand next steps.

“Make sure that you leave knowing what their goals for growth are,” says Dias. 

“Whether that is, we’ve talked about promoting you in a year or six months, or ‘you’ve mentioned going back to school so follow up with submitting that paperwork and moving forward,’ making sure that they are clear on now that the performance review has ended, ‘here are my goals’ and what I’m going to accomplish next.”

Honesty is the best policy. 

Employees need to hear what managers really think about them – but be thoughtful and respectful about the way you deliver your assessment, regardless of whether you’re offering up compliments or critiques.

“I think that sometimes [managers] either sugarcoat stuff in your review because it’s awkward [to address] or they’re so general with positive feedback that you can’t really grasp what they’re getting at,” says Larson. 

For example, ‘you’re great at communicating’ is a blanket statement that often fails to paint a clear picture of how an employee is showing up for the team. 

When conducting past performance reviews, Larson recalls gathering specific client feedback to highlight areas where individual employees were excelling. 

“Most people really thrive when they can understand what they’re doing well, but then also they need to have some stuff to work towards,” Larson says. “That also helps avoid [especially with women] personality-based feedback that frankly, we should just do away with.”

By offering pointed, honest and direct feedback, managers can motivate their employees to remain excited about their future within the company. 

“You have the opportunity to really cast vision alongside the person that you’re supervising and not only give them a space to reflect on what they’ve done, but to also get them really energized on how they can keep growing in their career,” says Dias. 

At MBAchic, we understand that a supportive community can provide invaluable resources, mentorship, and opportunities that propel us towards success, while also offering a sense of belonging and inspiration. If you’re new to MBAchic, we invite you to learn more and apply to join our Chic Membership. From digital book clubs to virtual workshops and webinars to exciting in-person conferences and mixers, we’re committed to creating a dynamic and inclusive space where you can thrive. Apply now to be welcomed inside later this fall.

Photo from Bethany Legg

The post 5 things managers can do to lead successful year-end reviews appeared first on MBAchic.

“You have breast cancer.”

Four words no one ever wants or expects to hear, but this year alone almost 300,000 women will hear this news according to American Cancer Society estimates. 

It’s a diagnosis Jackie Cromity has received not once, not twice, but three times in her life. 

“I was diagnosed with breast cancer for the third time – after being cleared of the disease twice already,” Cromity says. “And I found my cancer two of the three times – not doctors, or mammograms or ultrasounds. I just knew something was wrong.”

It doesn’t discriminate against age, race, or gender identity, and it certainly doesn’t press pause on jam-packed personal or professional lives. For Jackie who was initially diagnosed in 2013, her third cancer diagnosis came as she was busy raising her two children, overseeing a global team in a senior management role at Cisco (which she’s still leading today), and tackling a challenging course load while finishing her Jenkins MBA degree. She found support in her faith, family, professors and manager, who she disclosed her diagnosis to in confidence. She specifically asked that she not be treated any differently, nor have her workload reduced. 

“It definitely had its challenges, obviously…but it was very empowering because I was refusing to allow chemo to conquer my life,” she says. “I remember when I was done with all of my treatments, did radiation every day for about 45 days and completed everything. That’s when I informed my team that I was sick because I didn’t want a lot of phone calls. I didn’t want anybody to treat me differently. I didn’t want the long faces because I knew within myself that I was going to beat this with the Lord’s help. I was encouraged that with the right medical staff, with my family on my side, that everything was going to be right.”

In the course of her own treatment and recovery, Jackie discovered firsthand the sad reality that most specialty shops lack the diversity of the essential products required to meet the needs of cancer patients who are making their way through the multiple stages of the treatment lifecycle. 

The pivotal moment that prompted her to take action? A celebratory selfcare trip to the nail salon after she was deemed cancer-free for the third time. With her hands outstretched, excited for her manicure, Jackie instantly noticed the expression on the technician’s face: hesitation. Her heart sank in her chest as she stared down at her black nail beds. A largely undiscussed treatment side-effect, some cancer patients’ nails take on a bruised appearance, turning various shades of black, brown, purple, blue or green. Instead of relaxing and enjoying her spa service, Jackie instead found herself explaining her personal medical history and reassuring the technician that it was safe to proceed.

“In that moment I felt very small and I’m thinking to myself, this is so unfair. Why am I feeling embarrassed after fighting for my life? And I’m sitting here getting my nails done and I’m sitting in the marketplace embarrassed. That’s what birthed the Survivor Friendly initiative.” 

Vowing to reduce the number of breast cancer patients faced with confusing insurance claim issues, a lack of resources and support, in 2018 she decided to create the solution she had been looking for. Survivor Friendly acts as a one-stop-shop for cancer patients and survivors designed to meet individual needs with grace to help survivors overcome everyday challenges in an uplifting, modern, and friendly environment. 

Today, Survivor Friendly has six different locations where people can find durable medical equipment (DME), quality-of-life essentials, breast cancer education and support. Affiliated with Duke Cancer Institute and Novant Health, Survivor Friendly is a testimony to Jackie’s passion for turning her own challenges into other people’s strengths. 

MBAchic caught up with Jackie to discuss her cancer journey, why she would encourage other women to pursue their MBA if they’re considering starting their own businesses, how she navigated her diagnosis while managing a global team, and the most important takeaways she hopes to share with anyone else who finds themselves on the receiving end of those four words. 

Read the full transcription below:

MBAchic (00:03):

Hi everyone. My name is Torri Singer. I’m a reporter for MBAchic. We are very pleased and honored to be joined today by Jackie Cromity. She’s an MBA Senior manager at Cisco and the founder of Survivor Friendly. Jackie, thank you so much for taking the time to be with us today. 

Jackie Cromity (00:20):

Oh, no, thank you Torri, for the invite. I’m happy to be here. 

MBAchic (00:24):

Well, Jackie, we have a lot of ground to cover today, but I want to start out with a little bit of background on you and then we’re gonna really launch into Survivor Friendly. You currently serve as senior manager at Cisco, and I know that you oversee other managers as part of a global team, which comes with a lot of weight and a lot of responsibility. But I wanted to focus on how you received your initial breast cancer diagnosis back in 2013. I know that  occurred after your annual visit and your doctor said everything was fine. You actually discovered the cancer yourself. I’d love it if you could speak to this. I think it’s so important for other women to understand your journey. 

Jackie Cromity (01:07):

Oh, absolutely. So I was always had a heightened awareness of breast cancer. So in my twenties, because I was so young, I wasn’t eligible for mammograms. So I was already getting ultrasounds every year at Mayo Clinic, when I was living in Minnesota, when I came to North Carolina, it was a different requirement, they said every two years because I have never had cancer prior, even though I had a history in my family because my mom died of breast cancer when I was eight years old. So I went to the doctor for my typical annual for insurance. And they did a self check, and said I didn’t need to get an ultrasound because it was in between those two years. They checked everything and said they didn’t feel anything and I had a clean bill of health. 30 days later, can’t tell you why, I was in the shower and did a self check and I felt something that just didn’t sit right with me. And, I told my husband about it, but I said, ah, I can’t do anything. I just saw the doctor.  It could be just, you know, maybe, the density of my breast tissue. So I paid no attention to it. Honestly, I just felt that God was telling me something wasn’t right. And so that led me to go get a mammogram. I’ll tell you, I contacted the radiologist and said, Hey, I want to get a mammogram. I think I felt something. And do you not know they wouldn’t schedule me because they said a diagnostic mammogram had to be written by a doctor. You had to be referred by a doctor. 

(02:30)

So I said, Okay, I tell you what, just give me a regular mammogram. So that’s what he did. And then not even 24 hours later I got a phone call and they said they saw two cancerous tumors and I needed to do a biopsy. So I proceeded, got the biopsy and lo and behold I was between stage three and four, triple negative breast cancer and I was diagnosed with cancer. So that’s how I found out it was through me doing self checks and it resulted in me finding out that I had breast cancer. 

MBAchic (03:03):

Wow. Thank you for sharing that. I think it’s so important to have a message of personal advocacy. I mean, you hear it all the time, you feel it day to day, but your story is a perfect example of you feeling something was wrong and you followed up and you pursued it.

Jackie Cromity (03:17):

Oh, absolutely. You have to be your own advocate. And through my tenure journey with cancer I was my advocate. And you know what, I remember when I got a diagnosis, I called my dad, I told my husband, you know, he prayed with me and said, You know, everything’s gonna be alright. We’re gonna be with you. And then I went into fight mode, literally I dried those tears up like, Look, okay, I’m ready to fight this thing. I said to myself, not only was I gonna fight the cancer, but I’m gonna fight changing my lifestyle. And I made a decision that was for me, that’s not for everybody, but for me, I wanted to continue to work. So I kind of formed my own oncology team because remember I had just not too long ago got here in North Carolina and I didn’t have a medical team that I could just turn to. 

(04:05)

So literally I had to go on the internet, do some research. And when I informed my manager at the time at Cisco, she informed me she had breast cancer before and referred me to her oncologist. I tried to call her because she was really well known in her research in young women having breast cancer, so I really wanted her. But they said she was booked up all the way into the next year. I was not gonna give up. I contacted her nurse practitioner, told her my story, and they got me in. And lo and behold, she became my oncologist. I got Dr. Toner, She was an excellent surgeon. And the rest is history. I proceeded with getting a lumpectomy and started my chemo treatment, which included very potent Taxol. 

(04:57)

I’ll tell you that was some strong chemo, but my first time that I got my treatment, I’ll never forget, I called Duke and I said, Listen, I need to go talk to an immunization specialist, so that I can get the right immunization shots that won’t counter the medicine because I need to go to India. They looked at me like I was crazy. I said, Listen, I worked a couple years convincing the management staff on a very important project that I need the buy-in for in funding and I need to get to India. And lo and behold, after my first treatment, I went on a plane and went to India. You know, it definitely had its challenges, obviously, having chemo and then going to another country. 

(05:38)

But it was very empowering because I was refusing to allow chemo to conquer my life. And I’ll tell you I remember when I was done with all of my treatments, did radiation every day for about 45 days and completed everything. That’s when I informed my team that I was sick because I didn’t want a lot of phone calls. I didn’t want anybody to treat me differently. I didn’t want the long faces because I knew within myself that I was going to beat this with the Lord’s help. I was encouraged that with the right medical staff, with my family on my side, that everything was going to be right. I’ll never forget when I finished my last treatment, I was walking out the door and a nurse called me back and said, Jackie, come here. 

(06:23)

And she handed me this little picture, like somebody handcrafted, and it was an inspirational saying. I think I broke down at that moment. I said, we have got to create this same sort of experience for somebody else to help them when they are going through this treatment and being diagnosed with cancer.  That started the thought process behind Survivor Friendly. What really drove the initial non-profit, and why I started the entire mission after everything I just explained to you.

(07:13)

I finally was able to get my nails done because during treatment, your immune system is compromised so you cannot go out and get those type of services. I went to the nail shop, sat down, and I noticed the lady was hesitant in actually doing my nails. Now mind you, a lot of people are aware of the side effects of chemotherapy and other cancer treatments. I thought I was well aware, well versed just based on my family history. And I also mentioned my mom passing away, but also my father had prosthetic cancer for 24 years and he recently passed away. He had pancreatic cancer. He elevated the pancreatic cancer during a pandemic, but nevertheless, I was kind of familiar with the side effects of cancer  just because of my family history. I didn’t know though that my nails would turn Jet Black, I had no clue. I knew about the wig because that was the first thing I got done was getting a wig. <laugh> when I was going through my treatment, but I didn’t even think about my eyebrows falling out. My lashes changing, getting swollen because of all of the medicine, the shots that you had to take after your chemo treatment just to get the good blood cells coming back that the chemo actually destroyed. So kind of going through all of those different side effects all simultaneously I was ready for that moment of Oasis, right? I sit down, I’m ready to get my nails done. She was hesitant. 

(08:45)

And then I realize she doesn’t know why my nails are black and she may think this is a fungus or she may think this is contagious. So here I am in a nail shop disclosing my personal information to a stranger. And I have to tell you, Torri, that moment I think out of all of that journey I just told you I went through and it had its moments, but overall I was strengthened through it. And I was positive through it and I felt like the Lord gave me the strength to go through it. But at that moment I felt very small and I’m thinking to myself, this is so unfair. Why am I feeling embarrassed after fighting for my life? And I’m sitting here getting my nails done and I’m sitting in the marketplace embarrassed. That’s what birthed the Survivor Friendly initiative. 

MBAchic (09:25):

Wow. Well thank I just so much to share and I appreciate that context, that experience. Specifically I wanted to cover with you that the nail experience, because I know that was a moment of self care and celebration and it kind of was squashed in that instance of you feeling small, and I know you don’t want other women or men who have breast cancer, of course to experience that feeling that you felt. So I know that was one of your inspirations behind Survivor Friendly. So, you founded Survivor Friendly in 2018 and I wanted you to kind of delve into for our audience, I know you did a research project at NC State and you kind of wanted to gauge, are other women experiencing some of the difficulties finding items after their diagnosis and insurance headaches as you were experiencing, and you wanted to see what other women were experiencing and they were experiencing very similar experiences as you were. So talk about that and how Survivor Friendly really came to fruition then in 2018. 

Jackie Cromity (10:28):

Yeah, absolutely. So once we started the initiative we actually already had a 501C3. So we started a project under it called Survivor Friendly. And the idea was to educate the marketplace on the side effects that  chemo treatment one can experience so that when people come into their place of business, that when they go back and and assimilate back into the employment it will take out that unconscious shock factor that sometimes people have when they see people that look a little different. So that was the purpose. What was interesting to me was as I was kind of going back trying to get back to a life with normalcy, I realized insurances didn’t cover a lot of things. 

(11:19)

So for instance, I mentioned my eyebrows not growing back, so I went and got a bottle of Latisse and Vitalash and those bottles are over a hundred something dollars. Then I all of a sudden started wearing makeup, which I wasn’t accustomed to doing because I was trying to supplement  these things that I had lost and that started adding up. Luckily I was still working and I could afford it, but I knew a lot of people couldn’t. So we started stuffing bags with those essentials that were needed. Then we distributed them to different cancer centers all across the United States. We still do that today. That is what we’ve been doing for a number of years, over five years with Survivor Friendly. Now, how we evolved to where we are today was when I was clinically declared cancer free from my chemo treatment and my lumpectomy I decided to get a breast reduction so that I can be even, have some symmetry in my chest area where I originally had the lumpectomy where they removed tissue and therefore it reduces your breast size. 

(12:19)

So I went to a plastic surgeon to have that done. My oncology team said, Wait a minute before you do that, let us check you. And they checked me, clean bill of health. Lo and behold, one of the plastic surgeons did the surgery, reducing the breast that I didn’t have cancer in before to match the one that I did. Because of my history, he sent it off to a lab just to make sure everything was okay, and it came back with cancer. That story within itself is a lot of miracles that I’ll skip and fast forward through. But what I will say is, I wound up getting a double mastectomy and implants put in in the same surgery. Went through that journey. What I found that was interesting was the same process and fight that I had with insurance to not only get what they call gap exceptions, and that is when you can’t find a provider within 30 miles within your house. 

(13:12)

And that was the rules for my provider. They’re all different insurance and have different rules, but for my particular insurance provider within 30 miles, you can get what they call a gap exception to find somebody that offered the services and they would treat them as an in-network provider. Well, I was frustrated because I had a fight with insurance to continue to go through that process and then find somebody while trying to battle through, getting back to my health. Still continue to, to move on with life and at that time, I was actually in a process of getting my MBA. I always had a knack for business, having been in corporate for over 22 years. I’ve always had different side businesses from real estate, to retail shops and things of that nature. 

(13:58)

I’ve always had an interest in business, even in my career. So I wanted to enhance that by getting an MBA and developing a little bit more awareness around finance, understanding the nomenclature, just a number of things I wanted to get from that. So I was going through my MBA while all this was happening, still working and still taking my children to school. I went through that surgery, we get towards the end of the surgery and I did a self check, mind you I had implants in again, declared cancer free, and they found tumors actually in both breasts when they took it out and took it to the lab, and then obviously took out my lymph nodes. 

(14:44)

I was declared cancer free and went on through that process and I was this close to being done. I did a self check, felt something that didn’t feel right, called my doctor. They were very nonchalant about it because they were like, Hey, you don’t have breasts so <laugh>, it’s probably just from the surgery. Well, lo and behold, I went to the doctor, they did all of the tests, came back yet another tumor, and this time it metastasized to my lymph nodes, had to have yet another double mastectomy and went through chemo again. This time I couldn’t finish my chemo because my organs were shutting down for various reasons. And so they had to stop it and, and then just perform the surgery. But luckily, well, not luckily, praise the Lord, there was no cancer found when they took out both my lymph nodes and my tumors. But this is how Survivor Friendly evolved, because when that happened, now I find myself in a place where I have to get prosthesis because I couldn’t get implants in at that time, right? I just had them taken out. I didn’t know prosthesis, what <laugh>, you know, when you go through cancer, you get this book, of all these resources, <laugh>, and then all this information flying at you. I’m pretty good about absorbing information, but listen, there’s only so much you can retain at that point when you’re hurting and you’re in pain and you got all this stuff going in one ear and out the other.  

(16:14)

You’re going to retain only what you need for that moment, right? So here I am going to try to find a boutique that has these prostheses I walk in, right? It was extremely quick <laugh>. It was almost like, okay, what do you want? Here’s your prosthesis. Quick. Okay, you want these? Here I am with two pink <laugh> prosthesis, right? And a couple of bras. And I go home, okay? And I figure, oh man, this is life now, right? Trying to adjust to that. I thought to myself, my gosh, this is so unfair. <laugh> There has got to be right. I have pretty good insurance. I’m not rich, but I got a couple of coins that I can buy what I need. And even that didn’t make a difference. There were no resources for me. And I’ll never forget, I was in a mirror one day and I had a tank top on, and I don’t like to wear my prosthesis in the pockets. 

(17:05)

And the pockets are just sewn into the bra so they can hold the prosthesis in place. I don’t have it in the pockets. And I just happened to be in the bathroom and noticed the prosthesis was sticking out. Nobody told me. So I said, I don’t have any friends <laugh>, but here I am with a pink prosthesis sticking up in my chest and I’m walking around like this. So this is crazy. So I went to NC State, I was in my last year of school, or actually last semester. And in that semester I had to do  a research project. So I convinced my colleagues at the time, can we do a research project and just find out, here’s my experience, are other people experiencing this? We interviewed over a hundred women and you literally wouldn’t believe the stories of women of all walks of life, all economical backgrounds, not just ethnicity. 

(17:59)

Because at first I thought it was just about me being a black woman and couldn’t find something that looked like me. But when we got the data back from our research, it was overwhelming. 99% of the respondents said that not only couldn’t they find what they needed, they felt the insurance was hard to navigate and they couldn’t find the resources they needed, but 98% of the respondents were white women. And I said, This is not an ethnicity issue. Even though you can argue that, you know, obviously if it’s, if it’s bad for the, for white women then it’s even worse for those who are a minority, right? Right. But this was a pervasive issue. This is a big problem. So that’s when I started doing research into the DME and trying to understand interviewing different boutiques. 

(18:47)

And what I notice is when the pandemic hit, there were several problems. Number one, a lot of women who were doing this type of service were aging out. And number two, they didn’t have the finances to withstand what was happening in the pandemic. So shops were closing and I said, Oh my gosh, we have to do something. Where are these women gonna go? Are they gonna go to CVS and go look at a magazine and say, give me this? Or are they gonna call an 800 number and order up a pair of tatas? I was like, this cannot happen. So we in a leap of faith purchased a building in Cary, my sidekick, Stacy, she helped me. We sat down, we put together the business plans, we worked with insurance, we went through all the accreditations. 

(19:35)

I went and became CMF certified, went through BLC accreditation, and we did all that and by January, February timeframe from October to February, we were a fully pledged licensed dme, board of pharmacy, North Carolina board of  Pharmacy, licensed DME, ACHC certified. We were able to help women come in, provide an environment that not only will educate women,  but also give them the opportunity to have variety despite the ceiling that we had to dance around, that insurance put on us as a result of these contracted rates. In every one of our facilities, we have what we call the blessing room. So people, even if they don’t have insurance, I made it my duty, I said, If anybody walks through those doors, they will be serviced. And that’s what we do with our partnership with Pretty and Pink every facility. We started out with one, and now we’re in six locations across North Carolina, including Duke Cancer Centers in both Raleigh and Durham. 

(20:36)

We are in Novant Health in Thomasville, once a month. And then we have our own facilities that we own, in Cary, Shelby and Winston and I get calls every day from other states and other places where they have Oasis, that exists where there’s no place for people to go that have the experience that I have. So that is how we evolved, still have our foundation, and we still give, but we create a safe place for women to come and to feel whole again because it is definitely a journey and it’s something that words cannot describe you just you have to experience it. So a lot of our people in our staff are survivors themselves. So they add that extra touch to the conversation. And they help bring people through that process. 

MBAchic (21:28):

Thank you so much for sharing that. Your life needs to be made into a movie one of these days. I dunno how I’ll help you get there some way. I’m so inspired. I I know our audience will be as well. You’re a fighting spirit. I know you have a very strong faith as well. I wanted to point out how important it was that you were authentic with your manager initially. Going back to your initial diagnosis, you brought that information, you were forthcoming with something very personal and that wound up resulting in you getting a recommendation for an oncologist that wound up being integral to you fighting this, which is, I think, a really important message. Can you talk about pursuing your MBA after you had been diagnosed again and you’re pursuing your MBA, you’re working full time, you’re taking care of your family. How did your MBA help you to further fuel that entrepreneurial spirit that you had? Talk about that. 

Jackie Cromity (22:35):

Absolutely. So like I said, I have a lot of experience, just on the job training, right? Setting up EBOs and things like that at IBM, at Cisco. So I have learned a lot just from my job. But what the MBA brought to the table was how to do research, how to network, how to bring all that information together and create a thriving business. My conversation with my manager was very strategic and I was very open and honest and said, I don’t want my job to change. I don’t want you to tell anybody. I gave her my parameters. I don’t want it announced. Don’t hold back anything. Treat me like you do anybody else. That was important to me. I think that communication and being upfront and honest is important. 

(23:24)

I realize everybody doesn’t have that. There’s a number of people that have actually lost their job as a result of having to go to treatment. So I find that, it’s just a matter of educating the marketplace. I think the MBA was extremely important because like I said, it gave me the tools to help navigate a very different complex global environment that we have to work through from contract negotiation to logistics, right? Of things that we have to get shipped, how to, you know, um, manage your customer base, how do you target your messaging and your marketing? Just all those different components that when you work in a corporate environment, you normally have people who wear different hats that help bring all that together whereas when you are an entrepreneur, you wear all those hats, 

(24:12)

because you don’t normally have the budget to bring all those people together. So I think the MBA helped prepare me for that. They were very supportive. I did not take any kind of sabbatical except for one time, one semester I had to sit out. In my job I didn’t take a sabbatical except for one month because one of the side effects of chemotherapy is chemo brain. I always said to myself that if I could not produce, then I would not go to work. I was forgetting things. It is a real side effect, it is not a fairytale. I was literally forgetting things. So I would say that is how it really helped me. Even to this day, we just recently did a research project with NC State on how we could do more virtual fittings for people who don’t have a boutique close to them, but we can get the precision in the measurements. So we make sure that we send them the right garment. So again, I’m forever indebted to NC State, and the process of research is really important. Gut is great, but you’ve got to have data to back it up. So yeah, that’s probably the answer I’ll give for that. 

MBAchic (25:19):

So important and a good takeaway for anyone listening who’s maybe thinking about pursuing it or, or on the fence. But I appreciate that. So I wanna cover a couple more points before our time runs out. Yeah. I know that Jackie, you’re very aware of pink washing and I know you’re very aware of advocating for education beyond just breast cancer awareness month. Yeah. Because, you know, it doesn’t discriminate what month you might find out that this is something that’s a part of your life, right? So what, what is your message to women out there or men, uh, you know, during breast cancer awareness month and beyond? 

Jackie Cromity (25:53):

Yeah, I mean, the main thing is health is wealth. I heard that saying recently and you know, I’m really sticking that to heart, not just with breast cancer, but my health overall. Make sure you’re doing your self checks. I’ll tell you, out of the three times that I was diagnosed, I found two of them and my plastic surgeon found the second one. So the MRI missed it, the mammogram missed it, and the professionals that did the performed checks, they missed it. So you are the best detector. Be your own advocate, despite me telling you six tumors that I have been able to survive talking to you today. Last year I did a video on this where I felt something that didn’t feel right. Do you not know I had a hard time getting a doctor appointment with my oncologist because they didn’t think that it was critical or urgent and I had to call somebody that knew somebody to get me in so that I could just be seen. 

(26:50)

The top, the takeaway for me is definitely do your self checks. Make sure you do your mammograms. I know you know that machine sometimes push the tatas a little tight, they hurt, but it’s worth it because your survival rate goes up significantly if your breast cancer is found early. Then be an advocate. Do your homework, and if you can’t understand some of the terminology and some of the information your doctors are giving you, bring in a friend, bring in a family member, Google. Google is my best friend. Go open a book. There’s a lot of good literature in books that you can read that really break down terminology into layman’s terms, so you can understand. And then the last thing is, if you are a woman who is faced with cancer make sure you know what your options are before you rush into a decision. 

(27:37)

Cancer doesn’t grow overnight. If you go and look at all the studies and the data, you can go talk to your oncologist about this. It typically takes a while for it to grow. So you don’t have to make a decision tomorrow. Unless there’s something urgent that your oncologist or your doctor need you to make that decision at that time. But overall, you make the right decision for you because what typically is not discussed is these long term side effects. I will forever have lymphedema unless a miraculous miraculous miracle happens. I’m swollen, my arm, jackets I can’t even wear, I have to wear sleeves and I have a pump because the fluid is conjugated in areas because of my lymph nodes being removed. I will forever have to deal with that. 

(28:25)

Unless I graph skin from my stomach and build breasts again, I will forever have to deal with prosthesis. For the rest of my life, I will always have to get specialty clothes. If I want to go swimming, I just can’t go and swim. I will ever have to go get a swim form and get specialty clothes to be able to still do the things I enjoy. I don’t say that with a violin playing in the background because I’m sad, but I’m just saying that that’s a reality. So as you’re making these decisions, make sure they are informed decisions. So then you won’t have this shock at the end when you realize, oh, snap, I’m alive, but now I’m miserable because I didn’t realize these five things that have to be altered in my life as a result of my treatment. 

MBAchic (29:07):

Thank you for sharing that. I think that’s so important because I think that’s another aspect that people don’t always consider. And I think that your organization is helping bring to light those real conversations. This is the reality, this is the real day to day that we face and that support is so integral. Do you have any last messages to women out there or men who are currently experiencing a diagnosis, who are navigating this, who are in those trenches, anything that you’d like to share, especially working during your experience and pursuing your MBA and caring for your family. You wear so many different hats and I feel like you lend a lot of inspiration to a lot of people.

Jackie Cromity (29:51):

I would say think what’s best for you. I’ll often find people trying to either mimic or take the advice of others. It’s amazing the advice you get from people who haven’t been through it. I would say do what’s right for you. I know it sounds simple, It’s not anything deep. If you need to take a week off, a month off, two months off, go do that. If you need your friends around every day bringing you soup because that makes you feel better, do that. If you want to go out on a vacation because you just need a break, go do that too. If you want to tell your doctors, Okay, look, this radiation is too much, I need to take a break, go do that. My point of what I’m trying to say is, you be active. 

(30:34)

Don’t just go through the motions. You be active in your care, your decisions, your life and don’t be ashamed of that. Don’t be ashamed and feel like you’ve got to tell everybody what’s going on in your life and don’t be ashamed if you feel like you want to tell everybody. What I’m trying to say is just do what’s best for you while you’re going through your treatment. I find that people fair much differently or much better when they do that versus trying to do what they think is the right thing as they’re dealing with their illness. And the main thing, I have to throw this in here, just pray. Don’t lose your faith. If you are up another day, you’re still living, there’s still another opportunity and yeah, I know it’s tough. 

(31:28)

I know you have those days. Yes, you will have those thoughts. The key is just don’t live in them, don’t stay there. You have to fight them with positive thoughts. For me it was scripture that helped me get up the next day and keep fighting. They told my husband and I, we could not have children and I’ll never forget this was at the heels of me finishing all my chemo. We went to the mountains, I’m feeling nauseated and I’m thinking it’s the medication residue from that, lo and behold, we had baby Isaiah and he came out just as healthy. So see, life you can’t give up, right? Nobody has the exact answer, but God, so stay positive, be around positive people, but mainly do what’s best for you. 

MBAchic (32:19):

Thank you so much, Jackie. I appreciate that and I’m really excited to share this with our audience. 

Jackie Cromity (32:25):

Perfect. No, thank you Torri, for the opportunity. 

Photo from Angiola Harry

The post Transforming pain into power: a breast cancer survivor’s journey appeared first on MBAchic.

In various sectors, a collective movement is emerging, advocating for enhanced conditions. From actors, writers, and hotel employees to domestic workers, farm laborers, and auto industry professionals, countless Latina workers lead the ongoing battle for fair wages. Despite being the backbone of the American economy, Latina women, earning a mere $0.52 for every dollar their white male counterparts make, continue to be the lowest-paid demographic. For Latinas with advanced degrees, like an MBA, the gender pay gap is even higher. At the current rate, the wage gap compared to white, non-Hispanic men will not close until 2210 for Latinas. According to a recent analysis by the National Women’s Law Center (NWLC), Latinas stand to lose more than $1.2 million over a 40-year career due to the wage gap—and Latinas with a professional degree stand to lose nearly $2.5 million over their career to the wage gap.

This persistent wage disparity resonates far beyond the immediate challenges of meeting basic needs; it strikes at the core of Latina women’s financial stability and overall well-being. Deborah Vagins, National Campaign Director for Equal Rights Advocates, underscores that this inequality not only hinders Latinas from fulfilling immediate needs but also obstructs lifelong aspirations.

“The wage gap and the loss of earnings prevents Latinas from being able to save money and build intergenerational wealth,” Vagins explains. “There is a lifetime of an impact if you bring home less than you rightfully earn.”

This October 5, leaders, advocates and influencers across the nation are pledging to take action as champions of gender parity – not only for Latina Equal Pay Day but for every day. 

Equality Barriers

As a leading expert in civil rights, economic justice, and survivor justice policy, Vagins emphasizes that because Latinas are historically overrepresented in industries that are underpaid they often also lack basic workplace protection. 

“Many Latinos are consistently excluded from critical employment protections as farm workers, domestic workers, and migrant seasonal and part-time workers,” Vagins says. ”They’re often paid minimum or sub-minimum wage, and immigration status can also further exacerbate their vulnerability to wage theft and workplace harassment.”

Cultural factors often intersect with workplace challenges for Latina migrant women. Justice for Migrant Women President and Founder Mónica Ramírez says while Latinas throughout the country shape homes, communities, classrooms, and boardrooms, their essential work goes unrecognized and underpaid. 

“Cultural barriers can place a significant burden on Latinas in the workplace, and ultimately, it’s up to employers to unlearn the stereotypes and false narratives surrounding Latinas,” Ramírez tells MBAchic. “Whether it is discrimination, outdated gender roles, or legal status and vulnerability, Latinas across this nation encounter challenges in the workplace. Developing a sense of belonging can be difficult when cultural norms for Latinas are considered unprofessional or are viewed negatively. Ultimately, the cultural factors that intersect in the workplace for Latina migrants are not theirs to fix; they are a responsibility that employers should and must own.”

In countless interactions with Latina migrant women, the Justice for Migrant Women team has noticed common patterns directly related to discriminatory practices that minimize, undervalue and underestimate the power that Latinas bring to the workplace. But in spite of this, examples of personal triumph and resilience in the face of challenge motivates the team to continue fighting for equality. 

“For migrant workers, particularly those who feed our nation through essential labor on farms, many go without the basic dignity that should be afforded to them, ranging from a lack of water, hygienic supplies and protective equipment while on the job,” Ramírez says. “On top of working labrous roles, these jobs fail to compensate workers with a living wage making it nearly impossible for them to care for and provide for their families.”

Policy Makers, Business Owners & You

There is not one cause or one solution to address the wage gap for Latinas, but there are effective steps to take to narrow the gap. Implementing transparent pay practices, banning the use of prior salary history when setting wages, posting job ranges so people understand the pay for that job, abolishing the sub-minimum wage, increasing the federal minimum wage, creating new workplace harassment protections, and strengthening and passing new equal pay laws are all important steps.

“Of course supporting paid leave, sick leave, and other workplace protections for categories of people who do not currently have them under our employment and labor laws [matter],” Vagins adds. “Those are things that we are seeking policy changes for at the state and federal level, we’re urging policymakers to make those changes.”

Equal Rights Advocates has a helpful policy agenda to further familiarize with several policy solutions and provide tools for advocates and allies. One of the most powerful ways to support equal pay is through emailing Congressional Representatives about legislative actions you support.

Legislative Action

The Paycheck Fairness Act and the Raise the Wage Act of 2023 are currently being discussed as potential solutions to address pay gaps. These legislative measures could greatly impact the wage disparities faced by Latina workers through substantial reform. In essence, the discussions surrounding the Paycheck Fairness Act and the Raise the Wage Act of 2023 signify a pivotal moment in the fight for workplace equality, offering hope for Latina workers who have long grappled with wage disparities. If implemented, these legislative measures could not only bridge existing gaps but also pave the way for a more just and inclusive work environment, ensuring that Latina workers are fairly compensated for their dedication and expertise.

The Paycheck Fairness Act: This legislation has been pending in Congress for many years and has come close to passage a couple times. At its core, it modernizes and strengthens the Equal Pay Act of 1963, which was the first federal equal pay law. It protects workers from retaliation from discussing their pay, bans the use of prior salary history when setting current wages, and it codifies the collection of pay data by the collection and reporting of pay data by employers among other protections. 

The Raise the Wage Act of 2023: This federal legislation aims to raise the federal minimum wage from $7.25 to $17 an hour by 2028 so that a worker’s minimum wage no longer depends on their zip code. This bill also eliminates the sub-minimum wage for tipped workers, a vital change for vulnerable employees who are dependent on customer tips. The federal minimum hourly wage has not increased in 14 years, the longest period of congressional inaction in the history of the minimum wage. As a result, the real, cost-of-living-adjusted value of the minimum wage has fallen by 30%.

Latinas Showing Support

Empowering Latina women begins with fostering a strong sense of community and solidarity. Recognizing Latina Equal Pay Day goes beyond raising awareness; it equips women with actionable strategies and resources. Several nonprofits contribute significantly to the Latina community. Here are a few noteworthy examples: 

Latin Women in Action, Inc. is a comprehensive community based social service agency. Its mission and goals are to provide essential services to not only Latinas, but any family or individual seeking our help in New York City.

Latinas in Tech aims to connect, support, and empower Latina women working in tech. They work hand in hand with top technology companies to create safe spaces for learning, mentorship and recruitment.

The Latinas On the Verge of Excellence – L.O.V.E. Mentoring Program supports and empowers young Latinas to strive for success, both in school and in life, through mentorship and health interventions targeted at mental, reproductive and physical health as well as college and career readiness.

Latinitas focuses on empowering girls to innovate through media and technology. Through after-school clubs, camps, events and publications, and channels, the organization provides a space, both in the physical and online, for girls to develop their skills, learn about their culture and discover their voice.

MANA is a national grassroots membership organization with chapters, individual members and affiliates across the country. MANA focuses on education, health and well-being, financial literacy, equal and civil rights, and immigration reform.

Joselyn Martinez, a second-generation Dominican-American entrepreneur, has dedicated her career to supporting busy corporate and entrepreneurial women as they transition into lives of personal fulfillment and navigate the demands of the modern world. 

“When going from employee to entrepreneur or business owner, we need to shift our mindset to that of a business person so that we can be open to charging our worth,” Martinez tells MBAchic. “We know the biggest wage gap exists within the Latina community, so it is our duty as entrepreneurs to learn as much as we can about our personal and business finances. We cannot allow the same thing to happen in our businesses by chronically undercharging and allowing people to negotiate us down to a price where we can’t cover our costs.”

Martinez further emphasizes that businesses and entrepreneurs can play a significant role in reducing the wage gap for Latina women by encouraging them to recognize their equal worth.

“Although we might not be seen as equal in worth, we must not allow ourselves to do the same, when we learn what we are worth and should be charging, we can pay ourselves a fair wage, as we deserve,” Martinez stresses. “Others can help us by respecting our work and not expecting work without fair compensation.”

Empowered Latina entrepreneurs contribute not just to the economy but also to the social fabric, creating opportunities and inspiring the next generation of strong, successful Latina leaders.

“This not only benefits the business owner but, in turn, her community,” Martinez says.  

To raise awareness about Latina Equal Pay Day, join the social media storm at 2 pm ET/11 am PT on Thursday, October 5 using hashtags #LatinaEqualPay and #Trabajadoras. Delve into legislative actions, understand the potential impact, and advocate for a future where every Latina worker is recognized, valued, and compensated fairly for their invaluable contributions. Together, through awareness, advocacy, and collective action, we pave the way for lasting change.

Photo from Christina @ WoC in Tech

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As we usher in October, a seismic shift is underway for tens of millions of Americans who have enjoyed a reprieve from their student loan payments for years. The time has come to dust off those repayment plans. While, for most borrowers, the inaugural payment will arrive this October, it’s worth noting that not everyone’s due date aligns perfectly. Borrowers can expect to receive a bill, complete with the all-important payment amount and due date, at least 21 days in advance. Graduates who tossed their caps in the spring, on the other hand, have a bit more breathing room as they bask in the grace period, which typically spans six months after graduation.

Repayment Challenges

Managing and repaying student loans can present obstacles for many women pursuing or having completed their MBA. One of the primary hurdles is the staggering debt load associated with MBA programs, which often translates into substantial monthly loan obligations. Moreover, while they may hold promising potential, MBA graduates might not immediately secure high-paying positions, leading to difficulties in covering living expenses alongside their hefty loan repayments. Career shifts, a common ambition among MBA holders, can also complicate matters, as transitioning to new industries or roles may involve lower initial incomes or even brief periods of unemployment. This complex financial landscape can hinder the pursuit of other life goals, such as saving for retirement, homeownership, or starting a family when a significant chunk of earnings is allocated towards loan payments. Additionally, the mental stress stemming from student loan burdens can adversely impact well-being and overall quality of life, underscoring the need for comprehensive and effective repayment strategies tailored to MBA graduates’ unique circumstances.

Enter Rhonda Riggins-Farrell, a dedicated Ellevest certified financial planning professional with over 15 years of experience in empowering individuals from diverse socioeconomic backgrounds to live their best financial lives. She’s driven by the unwavering belief that financial wellness is attainable for everyone, regardless of where they stand on their financial journey. MBAchic has enlisted her expertise to navigate the sometimes complex and overwhelming terrain of financial freedom and student loan repayment. While MBA students have a plethora of student loan repayment options at their disposal, Rhonda is here to shed light on the strategies that truly make a difference.

Federal Loan Repayment Options

Although the basic student loan repayment options are the same for all borrowers, MBA students can certainly leverage several options for repaying their student loans. The specific repayment options available may depend on the type of loan (federal or private) and the individual financial situation of each student. Here’s a helpful guiding overview of common student loan repayment options Riggins-Farrell outlines for borrowers who are ready to dive into their debt: 

1. Standard Repayment Plan: The basic repayment plan for loans from the William D. Ford Federal Direct Loan (Direct Loan) Program and Federal Family Education Loan (FFEL) Program. Payments are a fixed amount that ensures loans are paid off within 10 years (within 10 to 30 years for Consolidation Loans).

2. Graduated Repayment Plan: If a borrower’s income is currently low, but is expected to increase steadily over time, this plan may be the best fit. Payments are lower at first and then increase, usually every two years, and are for an amount that will ensure loans are paid off within 10 years (within 10 to 30 years for Consolidation Loans).

3. Income-Driven Repayment Plans (IDR): An income-driven repayment plan sets monthly student loan payment at an amount that is intended to be affordable based on income and family size. Four income-driven repayment plans are offered:

• Income-Based Repayment (IBR): Caps payments at a percentage of discretionary income (typically 10% or 15%).
• Income-Contingent Repayment Plan (ICR): Payments are the lesser of 20% of discretionary income or what a borrower would pay on a repayment plan with a fixed payment over the course of 12 years, adjusted according to income.
• Pay As You Earn (PAYE): Generally caps payments at 10% of discretionary income, but never more than the 10-year Standard Repayment Plan amount.
• Saving on a Valuable Education Plan (SAVE) – formerly the REPAYE Plan: The SAVE Plan calculates your monthly payment amount based on income and family size. The SAVE Plan provides the lowest monthly payments of any IDR plan available to nearly all student borrowers. Under the SAVE Plan, making even periodic or partial payments lowers the amount of interest that accrues each month.

4. Public Service Loan Forgiveness (PSLF): PSLF is a program for people who work in public service in federal, state, tribal, or local government, or for a non-profit organization. The program forgives the remaining balance on Direct Loans after a borrower has made the equivalent of 120 qualifying monthly payments under an accepted repayment plan, and while working full-time for an eligible employer.

5. Extended Repayment Plan: Payments may be fixed or graduated, and will ensure that loans are paid off within 25 years.

6. Consolidation: A Direct Consolidation Loan allows borrowers to combine multiple federal student loans into one loan with a single monthly payment.

In addition to these key strategies, Riggins-Farrell suggests that women exploring MBA programs should also consider the following valuable approaches to tackle their student loan challenges:

Employer Assistance: It’s worth investigating whether potential employers offer student loan assistance as part of their benefits package. Many companies are recognizing the importance of helping employees manage their student loan debt, and women borrowers should inquire about such programs to potentially reduce their student loan burden. Read more on employer assistance here. 

Financial Planning: For women, who often find themselves juggling multiple financial priorities, creating a comprehensive financial plan is crucial. This plan should take into account not only student loan repayment but also other financial goals such as saving for retirement and emergencies.

Scholarships and Grants: Before turning to loans, women pursuing an MBA should thoroughly explore scholarship and grant opportunities specifically designed for women in business or STEM fields. Reducing reliance on loans from the outset can lead to a more manageable debt load after graduation. More on scholarships and grant money, here. 

Networking and Mentorship: Building a strong professional network and seeking mentorship can significantly accelerate women’s career growth, potentially increasing their earning potential and making student loan repayment more manageable. (Learn more about joining MBAchic’s powerful mentorship program, here).

Leveraging IDR Plans

“Women borrowers, who often face unique financial challenges like income fluctuations or career interruptions like for family caregiving, may find income-driven repayment plans helpful,” Riggins-Farrell suggests, “since the plans adjust payments based on income, making them more manageable during periods of lower earnings.”

So how can MBA candidates and graduates leverage income-driven repayment plans to better manage their student loan debt? As it turns out, while these plans can be a valuable tool for MBAs, there are also potential drawbacks to consider before making any major repayment decisions. Below, Riggins-Farrell helps outline how to effectively leverage IDR plans and assess the drawbacks, too. 

Affordable Payments: One of the primary benefits of IDR plans is that monthly payments are based on individual income and family size. This means that payments can be more manageable, especially during times when income is lower, such as immediately after graduation or during a career transition.

Loan Forgiveness: Under IDR plans, any remaining balance on loans can be forgiven after a specific number of qualifying payments. 

Married Borrowers: IDR plans consider the combined income and student loan debt of married borrowers filing jointly. This can be advantageous if one spouse has significantly lower income or higher loan debt, as it can lead to lower monthly payments.

Interest Subsidy: Some IDR plans, such as SAVE, offer interest subsidies. If a monthly payment doesn’t cover the accruing interest on a loan, the government may pay a portion of the interest for a certain period, helping to prevent interest capitalization.

IDR Drawbacks

Extended Repayment Period: While IDR plans can reduce monthly payments, they typically extend the repayment period to 20 or 25 years. As a result, a borrower may end up paying more in interest over the life of the loan compared to a standard 10-year repayment plan.

Recertification: To remain in an IDR plan, a borrower must annually recertify individual income and family size with the loan servicer. Failing to do so can lead to higher monthly payments based on the standard repayment plan.

Interest Accrual: While some IDR plans offer interest subsidies, others do not. If payments don’t cover the accruing interest, it can lead to negative amortization, where the loan balance increases over time.

Impact on Credit: Late payments or missed recertifications can negatively affect credit score.

Loan Forgiveness Programs

When it comes to women pursuing advanced degrees such as an MBA, it’s crucial to leave no stone unturned in the quest for financial support. This includes diligently exploring a myriad of resources like scholarships, grants, and loan forgiveness programs. By doing so, they can substantially alleviate the financial strain associated with higher education, allowing them to fully seize their educational prospects while also mastering the art of managing student loans. But, let’s delve deeper into the realm of loan forgiveness: what role does it play in the complex landscape of student loan repayment? Are there specific programs or avenues tailored to the needs of women pursuing advanced degrees, like an MBA?

“Loan forgiveness programs are a significant part of the student loan repayment landscape and can provide substantial relief for borrowers, including women pursuing advanced degrees like an MBA,” Riggins-Farrell says. “These programs offer the opportunity to have a portion or all of your student loans forgiven under certain conditions.” Read on for key loan forgiveness and programs highlights relevant to women pursuing advanced degrees:

Public Service Loan Forgiveness (PSLF): PSLF is a federal program that forgives the remaining balance on eligible Direct Loans after the borrower makes 120 qualifying payments (equivalent to 10 years) while working full-time for a qualifying employer in the public or non-profit sector. 

“This program can be particularly relevant for women pursuing advanced degrees who plan to work in public service, as it offers a pathway to loan forgiveness after a decade of service,” says Riggins-Farrell. 

Teacher Loan Forgiveness: This federal program forgives up to $17,500 in Direct or Stafford loans for teachers who teach full time for five complete and consecutive academic years in a low-income school or educational service agency, and meet other qualifications. 

“While not specific to MBA graduates, it can be relevant for women with education degrees pursuing an MBA or those who enter the teaching profession after their MBA,” Riggins-Farrell adds. 

Income-Driven Repayment (IDR) Forgiveness: If you repay your loans under an IDR plan, any remaining balance on your student loans will be forgiven after you make a certain number of payments over 20 or 25 years. 

“While these plans are not specific to gender,” Riggins-Farrell points out, “they can benefit women, especially if they have lower incomes or face career interruptions due to family responsibilities.”

Navigating the complexities of student loan repayment demands careful thought, preparation, and strategic planning. No universal blueprint is available to download and instruct us along. Instead, each person’s journey is shaped by unforeseen life events and decisions. As much as we want absolute control, embracing the multitude of approaches to debt repayment and comprehending the diverse tactics tailored to individual circumstances empowers borrowers. With this knowledge, move forward confidently, realize personal dreams, achieve significant professional milestones, and seamlessly integrate repayment into daily life. No longer burdened by the weight of looming debt, you can gain the freedom to shape your future on your own terms.

Photo from Kenny Eliason

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Podcasts have become a daily companion for millions of Americans, filling those precious moments of spare time—be it during breakfast, the morning routine, or commutes by train, plane, or car. They offer an opportunity to dive into the worlds we’re passionate about while multitasking our way through life.

But have you ever wondered where the term ‘podcast’ originated? It’s a clever blend of ‘pod’ from Apple’s ‘iPod’ and ‘cast’ from ‘broadcast.’ Fast forward to today, and we’re celebrating International Podcast Day, an annual event born in 2014. It’s a time to unite and honor the global podcasting community.

Over the past decade, this celebration has spotlighted independent podcasting talents worldwide, contributing to the industry’s phenomenal growth. According to Techsurvey 2023 by Jacobs Media, podcast listening has surged, with 33% of respondents tuning in weekly—a 12% increase over the past four years.

Podcasts are a vibrant community where interests converge, whether in true crime, politics, entertainment, or self-help. They connect people who share common passions.

Speaking of shared interests, the MBAchic community inspired our ‘Five Questions with (5QW)‘ podcast—a series of brief interviews with industry leaders and change-makers. It delves into professional journeys, the value of education, and the MBA experience. These conversations reveal the essence of success and the significance of an MBA from the perspectives of women who’ve reached the C-suite.

In 2022, Spotify Wrapped celebrated ‘5QW’ as one of the top 5% most followed podcasts. In this article, we’ll share insights from the first five episodes of ‘5QW,’ along with the MBAchic community’s top 10 podcast recommendations you need to start listening to today.

Episode #1: 5QW with Lara Abrash – CEO, Deloitte US Audit & Assurance

In our debut episode, we dive into Lara Abrash’s MBA journey and the power of curiosity, feedback, and embracing risks. Now Chair of Deloitte US, Abrash shares her insights on growth and leadership.

“If you’re not failing, that means you didn’t take a risk. Failure is actually a sign that you’re putting yourself out there. You should decide in your life whether you want to be on the carousel or the rollercoaster, but if you really want to get to these other places you’re ultimately going to have to take a risk, and you learn from them.” 

– Lara Abrash

Episode #2: 5QW with Dr. Nina Vasan – Chief Medical Officer, Real & Founder, Stanford Brainstorm

Dr. Nina Vasan discusses transforming mental health care to be proactive, not reactive (check out our interview with Dr. Vasan on mental health in ambitious spaces like the business school classroom). Her vision is all about optimizing health and well-being from the outset.

“Right now, so much of mental health is reactive, you almost have to reach this rock bottom before you even realize you need to get help. We want to completely change that towards being proactive, to optimize health and keep you well and healthy while making sure you’re getting help at the earliest stage possible and not when you hit rock bottom.”

— Dr. Nina Vasan

Episode #3: 5QW with Carolyn Miles – Professor & Former CEO, Save the Children

Carolyn Miles, Professor of Practice at UVA Darden School of Business and former CEO of Save the Children spoke with MBAchic on sustainability back in 2022. In the third 5QW episode, tune in to hear Miles talk about her MBA, her pivot from the private sector to the nonprofit world, and seizing opportunities that impact millions of children worldwide.

“Don’t try to chart your course for the next thirty years, you can chart your course for maybe the next five, but then just be super open to opportunities. Figuring out your life for the next 30 to 40 years is not a good idea and it may preclude you from doing some really amazing things that you would love.” 

– Carolyn Miles

Episode #4: 5QW with Katica Roy – Gender economist and CEO, Pipeline Equity

After speaking with her over the last several years about the economic opportunity of gender equality and equal pay, Katica Roy opens up about her journey as a professional, entrepreneur, and individual. She shares how she fearlessly tackles racial and gender inequality and explains why she views fear as a tool for success.

“I have as much fear as everyone else, that’s a human emotion. The difference is what I do with it. I was raised never to let it define me. The only way to get through fear is to walk straight through it.” 

– Katica Roy

Episode #5: 5QW with Elisabeth Diana – Head of Communications, Deel

In our latest 5QW episode, Elisabeth Diana delves deeper into her MBA journey during the Great Recession and beyond. Following our previous conversation about the power of real talk, this episode emphasizes the value of overdelivering in your career. Discover why Diana is passionate about seizing opportunities and how she encourages her team to do the same.

“Whatever you’re doing in your career, even if in the moment it’s not quite what you want to be doing, overdeliver.” 

– Elisabeth Diana

Haven’t tuned in yet? Be a part of the conversations here and be sure to explore other remarkable podcasts our MBAchic community loves, covering everything from leadership to finance, entrepreneurship, and more. Here are the MBAchic community’s top 10 must-listen podcasts to add to your rotation:

1. Second Life: Join Hillary Kerr, co-founder of Who What Wear, as she explores inspiring career changes at any age. You’ll hear from pioneers, artists, mothers, founders, writers, visionaries, designers, CEOs, and more about how they found their version of success, and you’re bound to get inspired along the way. 
2. HBR Ideacast: With over 600 episodes, this weekly podcast features leading thinkers in business and management. Gain practical insights from AI tools to DEI goals, and turn applicable lessons into professional gamechangers. 
3. The Daily: Start your day informed with this quick daily news roundup of the biggest stories you need to know hosted by Michael Barbaro and Sabrina Tavernise. It’s ready by 6 a.m., perfect for your morning routine.
4. Women at Work: HBR staffers Amy Bernstein, Amy Gallo, and Emily Caulfield are untangling some of the most pervasive problems working women face. Get expert insights and practical advice to help you succeed despite the obstacles.
5. Moneda Moves: Lyanne Alfaro shares stories of Latinos in business and their contributions to the economy. Explore a different perspective on Latino culture. Read more here on how her weekly newsletter evolved into a successful podcast. 
6. So Money with Farnoosh Torabi: Financial strategist Farnoosh Torabi shares money strategies and interviews industry greats like Queen Latifah and Barbara Corcoran. Whether you’re looking to learn the basics of cryptocurrency, or want to hear the most effective ways to save, invest, and build wealth, this is the podcast you didn’t know you needed. 
7. How I Built This: Host Guy Raz interviews entrepreneurs, revealing their struggles and triumphs in building iconic brands. Learn about innovation, creativity, and leadership. Through these episodes, founders open up about their struggles and moments of uncertainty, offering valuable insights into their eventual triumphs. 
8. Masters of Scale: Gain business advice from CEOs at Nike, Netflix, Starbucks, and Slack. Reid Hoffman and Bob Safian offer insights on entrepreneurship and crisis response providing invaluable insights to keep you informed and prepared.
9. Choiceology with Katy Milkman: Ready to supercharge your decision-making skills? Behavioral scientist Katy Milkman explores high-stakes decisions and behavioral insights. Discover how these lessons can empower you to make smarter choices, enhance your judgment, and lead you down the path of positive change.
10. Girls That Invest: Millennial investors Sim and Sonya bring a refreshing and relatable approach to simplify personal finance and investing. Explore intriguing money secrets, deep-dive into investing, and learn about side hustles for wealth.

Highly recommended by the MBAchic community, these podcasts offer a diverse array of perspectives on leadership, finance, entrepreneurship, and beyond. They are merely a taste of the wealth of insightful content awaiting you. We’re eager to discover new ones and learn about your must-listen favorites, so please don’t hesitate to share your recommendations with us inside MBAchic. Enjoy your listening journey!

Photo from Matt Botsford

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Once a year performance reviews are the standard protocol in corporate America. But standard doesn’t equal effective. In 2016, 82 percent of workers surveyed said their company used an annual review. Each year since, there’s been a notable decline in this practice. The number dropped to 65 percent in 2017, 58 percent in 2018, and 54 percent in 2019, according to a Workhuman Analytics & Research study.

Translation? More consistent communication is a good – no a great thing – and employees are seeking this type of more transparent dynamic. 

A tighter feedback calendar cycle is one growing trend that’s providing companies with more real-time status updates and keeping dialogues between teams consistent and relevant.

Whether your company is still tied to annual performance reviews or you have more frequent check-ins, it’s important to make those conversations count and get clear about professional objectives. To learn more about the most effective ways to show up for ourselves during these career progress touchpoints, MBAchic caught up with two career coaches who have made it their professional mission to help other women and underrepresented groups take the reins of their careers. 

Dr. Tamara Wilkerson Dias is a DEI Educator and leader with a background in leadership development across corporate, nonprofit, and K-12 educational spaces. She began her career in education, shifting into leadership development, professional coaching, and consulting.

Communications executive and career coach Britt Larsen has a long professional history of developing public affairs strategies and communications for political campaigns, startups, and established enterprise companies. In 2017 she founded Livlyhood – a community she built to help a diverse range of professional women of all backgrounds thrive in their careers. 

While each employee-employer dynamic looks and operates differently, the advice these career coaches lend can help anyone refine their focus and bring their best selves to the table. 

Reflect.

Whether a performance review is annual, biannual, or quarterly, those who take time to reflect on milestones and accomplishments have more success during review periods than those who wing it. Identifying what went right, what could have gone better, and where there’s room for growth ahead of a review is essential to get organized and honest about your future role within an organization. 

“I think going into a performance review, the more reflecting you can do, the better, because then you can focus on just verbalizing and highlighting what you’ve reflected on,” explains Wilkerson Dias.

To make future reviews positive experiences, developing and submitting weekly snapshot reports directly to management can be a helpful and effective tool to underscore your value. Come review time, head to your inbox, and collect a compilation of work accomplishments to highlight. 

“Sometimes I think [as] women, we expect our results to speak for themselves, we do something really big and it gets noticed, but it’s often those day to day things, those little problems and those fires that we put out, that can be the difference between a big promotion or being passed over,” says Larsen. 

“You can’t expect your boss to remember what you did three months ago, so go through your emails, go through your calendar and if you’re not already tracking it, start so that going into your next annual review, you’re really prepared.”

Prepare your list of asks.

Going into a conversation without knowing what you want out of it is like going into a restaurant without a meal in mind. Chances are you’ll end up with something on your plate that you never wanted in the first place, wishing you could get a “do-over” to place your order again. It’s not a strategy for success. By getting thoughtful before the review you’ll increase the odds that you’re satisfied once it’s wrapping up. Making a mental (or physical) list of asks to discuss can help turn professional objectives into realities. 

“I always tell people that when you get into a performance review, you never just want to go in and think, Oh, well, whatever you want to cover or talk about is fine with me,” explains Wilkerson Dias.

“You want to really prepare, do your homework beforehand, whether you’ve done your own self evaluation and you’re bringing that to the table, or your manager or supervisor has sent you some things to review.”

“Prepare your list of asks or what you truly want,” says Larsen. 

“The biggest piece of advice that I give about getting a promotion or a raise period is don’t wait for the annual review. You shouldn’t be shocking your boss with what you’re moving towards.”

Own the meeting. 

While it’s natural to head into reviews with a varying degree of anxiety or concerns about the feedback you might receive, remember that this is a very normal part of working in any kind of corporate environment and that ultimately, it’s your stage to shine. 

Instead of showing up empty-handed, consider developing an agenda and submitting it to your boss in advance so that you come to the table ready to discuss several items and can help shape the course of the conversation. 

“It’s your discussion, it’s your life, it’s your career, it’s your direction,” says Larsen. 

“The more that you own it, the more you’ll get out of it. Part of that comes with deciding what you want, asking for what you want. But I think that shift in paradigm is really helpful. I just remind my clients constantly that it’s not your boss’s job to read your mind.” 

Be accountable.

The last thing anyone wants to do is end a performance review abruptly and walk away with more questions than answers. Be accountable for the objectives you establish with your management team and verbalize a plan of action moving forward. 

“it’s important to have accountability at the end of the performance review, it is going to be essential,” explains Wilkerson Dias. 

“You want to make sure that you’re thinking throughout the performance conversation and at the end you’ve clarified next steps on your part, what you’re leaving with what’s expected of you.”

“You need to make it all about your results and that will make the feedback that you receive easier to swallow,” explains Larsen. 

“You have to go into a review expecting feedback that’s going to be hard to take, it’s going to be subjective, it’s going to be stuff that you may not agree with, take it with a grain of salt but really just own the results that you’ve produced over the past year.”

At MBAchic, we understand that a supportive community can provide invaluable resources, mentorship, and opportunities that propel us towards success, while also offering a sense of belonging and inspiration. If you’re new to MBAchic, welcome to the Chic Membership. We’re so happy to have you here. Not yet inside? Apply here to join us, learn about the new MBAchic and our Founding Membership. From digital book clubs to virtual workshops and webinars to exciting in-person conferences and mixers, we’re committed to continuing to create a dynamic and inclusive space where you can thrive. 

Photo from Amy Hirschi

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Ask anyone, and you’ll likely hear a common aspiration: the desire to earn a living while pursuing passion. It’s the age-old dream of aligning personal fulfillment with professional success. Higher education serves as the conduit through which we forge lasting and influential networks, unlock fresh industry prospects, and equip ourselves for an ever-evolving future. But, how do we navigate the path from point A, where passion resides, to point B, the realm of professional accomplishment? For some, it involves the pursuit of an MBA, while others find their ideal route through a Masters in Management (MiM).

Goizueta’s MiM Program: A Fast-Track to Success

Enter Goizueta, introducing its new Master in Management program tailored for graduates with non-business backgrounds eager to level up their undergraduate degrees with business acumen. Scheduled to debut in the fall of 2024, this program has already been hailed by Goizueta’s leaders as a gateway to boundless opportunities for recent graduates. With the guidance of seasoned professors who are authorities in their respective fields, students embark on a ten-month journey, fast-tracking their way to a profound business education that amplifies their career horizons. To delve deeper into this exciting option and provide insights into what awaits prospective MiM students, MBAchic connected with Usha Rackliffe, the Associate Dean and Academic Director of the program.

Master in Management vs. MBA: Choosing Your Path

Among the many factors that set a Master’s program apart, two significant distinctions stand out. First and foremost, pursuing a Master’s degree is a vastly different experience compared to undertaking an MBA. Secondly, a Master’s program doesn’t demand a background in business whatsoever. The Goizueta Master in Management program exemplifies these distinctions brilliantly.

With a concise duration spanning just two semesters, this program stands in stark contrast to the more extended MBA journey. What truly sets it apart is its diverse cohort of students, hailing from an array of liberal arts backgrounds. From psychology to film and philosophy, from sociology to chemistry and physics, there are no limits to the academic horizons of its participants.

“So think of an MBA as being more of a propeller into the upper echelons of a company. So if you’re bound for the C-suite, you’ve got years of experience, so that’s more of a propeller,” Rackliffe says. “A Master in Management is a launcher, it helps you take off, it helps you on your road to success and it helps you launch your career and whatever it is that you choose to do.” 

Master in Management (MiM) programs have gained significant popularity among recent graduates and early-career professionals seeking entry into business and management-oriented roles. According to the Graduate Management Admission Council’s (GMAC) Prospective Students Survey, approximately 85 percent of MiM applicants are under the age of 24.

For individuals contemplating a choice between pursuing a Master in Management and an MBA, it’s crucial to recognize the key differences in curriculum, target audience, and career prospects. So, what guidance does Rackliffe have for those standing at this crossroads?

Most two-year MBA programs usually require students to have some work experience before they enroll. This is because having a bit of real-world experience helps connect what you learn in the classroom to practical situations. On the flip side, Master in Management programs are typically shorter and don’t usually demand the same amount of work experience that MBA programs do.

“For a master’s degree, you haven’t quite decided what you’re going to do, but you know you’re passionate about something,” Rackliffe says. “You have a deep and abiding interest in something which is in your liberal arts field. Now you’re trying to figure out how you can apply what you’re learning to an organization, where are you going to get started, how are you going to do it? So this is a program that’s going to help you find your way and your rhythm and help you get traction and put you on the road to finding a place in a corporation and doing what you love to do.”

Tailored Learning and Real-World Immersion

The Goizueta program offers a fast-track option for students to gain business education and expand their career options within just ten months with the curriculum specifically structured to ensure both depth and efficiency in delivering business knowledge and skills. Goizueta describes this program as the icing on the cake for students looking to level up their business acumen. 

“The goal [of the master’s in management] is to infuse you with knowledge of business about organizations, to layer this program on top of an undergraduate program.” 

The students embark on their journey by establishing a strong business foundation through core business disciplines. This initial semester delves into the essential building blocks of business, encompassing crucial areas such as marketing, finance, accounting, communications, organization, and behavior. These interconnected facets form the very essence of a thriving company.

“You have to know all of that in order for you to have any kind of a really successful role within an enterprise,” Rackliffe explains. 

Once students have had a taste of various fundamental subjects in the first semester, the second semester is where things get exciting. It’s like the “choose your own adventure” part of the program because they get to dig deeper into what really interests them. These elective courses give them the freedom to tailor their learning experience. This is where the magic happens – imagine an English lit, film, or communications grad suddenly realizing their passion for marketing, advertising, or organizational management and going all in on it.

“So you can decide where your interest lies, combining your passion with a purpose,” says Rackliffe. 

Understanding the significance of putting theory into practice, Goizueta has thoughtfully incorporated an immersion experience into this MiM program. Here, students have the unique opportunity to choose a company they’d like to collaborate with and learn how to address a real-world challenge, all under the expert guidance of a faculty member. Rackliffe emphasizes that this aspect of the program is truly priceless. It enables students to actively showcase their classroom knowledge, gain firsthand insights into corporate operations, and bolster their confidence and skills.

“The beauty of that [immersion experience] is it allows the student to see how organizations work. It allows you to engage with the company and the goal is to give you that confidence so you can hit the ground running when it’s coming time for you to go work in an enterprise,” she says. 

Turning Passion into Success: Your MiM Journey

Moreover, the program goes the extra mile in offering robust support for career development. This includes personalized competency assessments, one-on-one career coaching sessions, meticulous interview preparation, and actively reaching out to recruiters. These resources are designed to empower students to sharpen their skills and reinvigorate their passion, paving the way for them to explore purpose-driven organizations that align with their aspirations and expectations.

“Employers recognize that people who are passionate about their majors are motivated extrinsically and intrinsically because they’re doing what they love,” Rackliffe says. “Ultimately, when you do what you love, you’re going to do a really, really good job in that. And so if what the Master in Management is doing for you is to give you that confidence and give you that ability to succeed, I think we have launched you well and truly on your way to success.”

The decision to embark on a Master in Management program, such as the one offered by Goizueta, is a step towards shaping a future where passion meets professional success. It’s a transformative journey that bridges the gap between an academic foundation and a fulfilling career in the dynamic world of business. With tailored curricula, real-world immersion experiences, and unwavering support for career development, this program is one of many that represents opportunity. It empowers students to pursue their dreams, equipping them with the knowledge and confidence to thrive in purpose-driven organizations. So, for those seeking to turn their passion into a thriving career, the path forward may very well lead to the doors of a Master in Management program.

Join MBAchic to discover a greater source of inspiration, enablement, and growth. Connect with fellow members and unlock your full potential. Meet mentors, classmates, and colleagues who understand your unique journey, and gain invaluable guidance and reassurance that can shape your future endeavors.

Photos from Christina @ wocintechchat

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_{Part I in our two-part series on conquering the Sunday Scaries}

Let’s imagine it’s Friday. You’ve conquered the week and finally arrived at the calm shores of your weekend. Settle into that positive space for a second, take a deep breath and exhale the relief of powering through work for five whole days:

Saturday morning is met with sleeping in, trying out that new HIIT-based cardio class your friends have been raving about, and then rewarding yourself with an epic brunch. Yes, in a last minute stroke of genius, the table does decide to add the Nutella-stuffed french toast and the extra pitcher of Grapefruit Rosemary Mimosas. Regrets are felt by no one. The rest of the day is filled with laughter, fresh air, activities and friends. Sunday rolls around and you get some much needed rest, catching up on the novel that’s been neglected on your nightstand all week, enjoying some summer sun, and now you look forward to a family homestyle dinner where all you need to do is bring the bottle of cab sauv. But then, it happens:

Bam, smack, pow. Right between your eyes like a blue-light induced migraine, it hits you. The mental to-do list begins to tick-tick-tick away. The unread emails. The upcoming Wednesday presentation you’ve done no prep for. The project with the big deadline coming up in less than two weeks that you haven’t started researching. The meals you haven’t prepped. The laundry crumpled up in the corner of your room, taunting you. The possibilities seemed endless on Friday, and here you are on Sunday evening, the clock strikes 9 and suddenly the walls are closing in. You need more time, you’re not prepared for Monday. It doesn’t matter if you hate your job. You love your job. Or you’re somewhere hovering in-between. The feeling washes over you and even indulging in a sweet treat or an episode of your favorite Bravo guilty pleasure won’t help. You shudder involuntarily and realize this is going to take a lot more than a five-minute Headspace meditation or your nightly Melatonin gummy to fix. You’re experiencing the dreaded Sunday Scaries.

Sometimes the Sunday Scaries are not just about the apprehension of going to work on Monday (or whatever day marks the beginning of your scheduled work week), but instead is a cultural phenomenon rooted in not considering what the week ahead will look like and suddenly feeling smacked over the head with overwhelming uncompleted tasks. Unplugging and creating separation from work to find that elusive life-balance is important to maintain personal wellness. But sometimes, the trade-off of having a great Sunday but ending up with a terrible week is not worth it. To navigate what exactly is going on inside our brains during a Sunday Scary spiral and learn science-backed methods that work to banish the Sunday blues, MBAchic is recruiting the guidance of productivity experts so you can sit back and truly relax this Sunday. This week we’re connecting with the creator of the award-winning Academic Planner: A Tool for Time Management, student/ADHD and parenting coach, Leslie Josel. 

Unpacking The Sunday Scaries

If you ask Josel, she’ll tell you flat out that she isn’t a fan of the “Sunday Scaries” label. From a young age, she’s had time management baked into her life, and says while she can’t tell anyone – from her children to her clients to simply “stop” feeling uneasy on a Sunday, she can help them to transition and tap into a greater sense of calm and control through a few tactics that consistently work. 

“Most people advise not doing any work on Sundays and setting boundaries, I actually disagree. I think sometimes we need to lean into our feelings and embrace them instead of trying to fight against them,” Josel says. 

Instead of preparing on Sunday night, Josel instructs many young professionals to carve out time on Sunday morning so that the rest of the day will run more smoothly and be less anxiety-inducing. 

“We often experience something called anticipatory scary,” Josel explains. “We spend our day anticipating what we have to do later, which hinders our ability to be present and enjoy the moment. It’s like we’re time traveling to a negative place. So, for my clients, it’s the opposite. Taking care of business, whatever that may entail, whether it’s making a to-do list, doing some meal prep, ordering groceries, or organizing clothes, taking care of it first allows your brain to free up and be present for the rest of the day. Sometimes, we need to work with our feelings instead of against them, as I often see with my students.”

The Anxiety and Depression Association of America categorizes anticipatory anxiety as worry about the future, or the fear that bad things might happen or that you might become unable to successfully accomplish what you set out to do. “It is the anxiety we feel when we are anticipating a difficult decision, action or situation. It is how we feel when we buy into our own creative worry stories. It is the expectation of distress accompanied by a push to avoid.  Anticipatory anxiety seems to predict danger; it feels like a warning,” the ADAA describes. 

Bubble Wrap Time

What comes to mind when you think of bubble wrap, other than a fun stress reliever when you’re about to recycle boxes from your latest Amazon Prime haul? A protective layer. That’s exactly what Josel asks her clients to create for their free time: scheduling the unscheduled. It’s a different approach to getting things done, especially on the weekend. While many of us schedule the tasks we need to do, like going to a doctor appointment or taking a trip to the hardware store, we don’t typically schedule the fun stuff. The result? We find ourselves experiencing Sunday Scaries because we didn’t prioritize our free time and enjoyment.

“Psychologically, I suggest flipping it,” Josel suggests. “I ask my clients to put some bubble wrap around a chunk of time on their weekend that is designated as free time, it’s unscheduled time for them to do whatever they please. Whether it’s relaxing, reading a favorite book, or even doing some work that makes them feel better, it’s okay.”

When people actively protect their free time, they become more motivated to accomplish the essential tasks.

“If a student designates Saturday afternoon and night as their bubble wrap time from 1 o’clock onwards, they don’t even think about work or studying. This allows them to dedicate Friday afternoon to getting work done,” says Josel. 

A lot depends on individual personality and priority when it comes to putting this concept into practice. While some prefer to savor and protect Saturdays over Sundays, everyone can individually frame their weekend in a way that alleviates anxiety and stress. As Josel points out, the Sunday Scaries are not just confined to one day. 

“It’s not just about Sunday for me, it’s about the entire weekend and how we spend the unscheduled time to achieve a better balance and enter Monday with less stress,” she says. 

Create Future Awareness

Instead of viewing and mapping time in small increments, planning a week through a wider lens can actually help alleviate Sunday stress. 

“Future awareness involves looking ahead and realizing that although something may be due on Thursday, I need to take action now to make my entire week easier, it’s like borrowing from the bank,” Josel explains. “Sure, I can take today off, but what will it cost me on Tuesday? You can’t make decisions about your time and productivity in isolation.”

By building future awareness, people become empowered to proactively plan and prepare for upcoming challenges and tasks, fostering a sense of control and confidence in facing the future.

“It’s crucial to have a sense of future awareness and plan your week as a whole, rather than treating each day separately.”

Separate the Setup From the Task

Woulda-coulda-shoulda’s have the power to plague our brains and hinder our productivity, leaving us paralyzed and unable to focus, making procrastination more likely. However, we can turn the tide by setting ourselves up for success and approaching tasks with a gradual ease, rather than expecting to tackle everything at once. This approach allows our brains the space to build a bridge, enabling us to be intentional about our work instead of starting from scratch.

For MBA students ending a long academic week, the idea of diving into the next task right away can feel overwhelming. Decompression becomes crucial to recharge focus and creativity, ward off burnout, and maintain a positive mindset. That’s why taking the time to prepare our workspace for success on a Friday can make a world of difference in having a productive and fulfilling Monday.

“I have clients that don’t do anything on Sunday, but on Friday before they leave, they have future awareness of Monday,” Josel explains. “So when they come back to their offices on Monday, the document needing attention is on their desk, the computer is open to the screen, and whatever they’re writing is in front of them. It makes that Monday transition or any other day easier.”

Essentially, this action eliminates the barrier to entry, saving students and working professionals from draining their brains overthinking the beginning of their tasks for the next week. By doing so, we free ourselves from the shackles of “what ifs” and uncertainties, empowering us to embrace the week ahead with a confident and purposeful stride. Josel also relies on this helpful tactic to deflate the anxiety surrounding the uncertainty of how long a task will take us to complete. 

“When we’re uncertain about how long something will take, it adds to the anxiety. But by chunking it and focusing on time, you see a beginning, middle, and end. It helps activate your brain because you can visualize when the time will end, providing a boundary,” Josel explains. 

Putting a stop to Sunday Scaries is entirely achievable; it just requires a thoughtful and intentional approach to make the transition into the upcoming week smoother. By embracing the power of future awareness and planning our weekends with purpose we can shake off the stress and anxiety that often haunts the end of precious weekend time. Taking a beat to organize, prioritize, and set ourselves up for success not only boosts our productivity but also grants us those much-needed moments of rest and self-care. 

“You can’t talk about the Sunday series in a vacuum or in a vertical,” Josel says matter of factly. “It’s all about guilt. It is about shame. It is about, did I do enough? It is about, did I think about what my week is ahead? Did I plan accordingly? Did I put myself in my week?”

So, as your next Sunday winds down, set yourself up for success by connecting with other students or professionals to swap strategies, and get organized. Bid farewell to those worrisome thoughts and step into the future with a clear sense of direction and calm, ready to embrace whatever the week holds with confidence and poise.

Photo from Malvestida

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Healthcare expenses in the United States have soared to astronomical levels. In 2022, the average annual premium for individual employer-sponsored coverage reached a staggering $7,911, with family plans reaching an eye-popping $22,463, according to data from the Kaiser Family Foundation. Shockingly, over the past five years, family coverage premiums have surged by 20%, and over the past decade, they’ve skyrocketed by 43%. When it comes to fertility treatments, particularly In Vitro Fertilization (IVF), the financial burden is equally daunting. Currently, a single IVF cycle in the U.S. can set you back approximately $11,000 to $12,000, as reported by the Advanced Fertility Center of Chicago. Compounding the issue, infertility and IVF insurance coverage remains uncommon, leaving patients to grapple with considerable out-of-pocket expenses and significant variations in what’s covered.

As a result, many professional women navigating the complexities of fertility treatments while juggling the demands of everyday life often find themselves making hasty decisions. When an available healthcare provider offers an appointment sooner than three months down the line, it’s a tempting opportunity they can’t afford to miss. Yet, fertility is an intensely personal and emotionally charged journey for countless women, often accompanied by feelings of vulnerability, guilt, and self-reflection.

In the wake of the explosive release of the NYT’s gripping podcast series, ‘The Retrievals,’ which delves into the shocking events that unfolded at a Yale fertility clinic, where many women on their path to motherhood put their trust, patient safety has become an urgent and necessary conversation. ‘The Retrievals’ highlights the profound importance of ensuring the security and well-being of individuals embarking on fertility journeys. And as World Patient Safety Day arrives, with its theme ‘Empowering Patients for Ensured Safety’ on September 17, it’s a perfect moment to delve into this critical dialogue.

This special day recognizes the central role patients, along with their families and caregivers, play in safeguarding the quality of healthcare services. Considerable evidence demonstrates that when patients are actively engaged as vital partners in their healthcare, the results are remarkable—improved safety, higher levels of patient satisfaction, and better health outcomes. By actively participating in their healthcare decisions, patients not only secure their own well-being but also contribute to the overall safety and quality of the healthcare system.

With the banner of ‘Amplify the Patient’s Voice!’ as its rallying cry, the World Health Organization (WHO) calls upon all stakeholders to take crucial steps in ensuring patient involvement in policy development, representation within governance structures, collaborative efforts in shaping safety strategies, and active participation in personal healthcare decisions. So, as women embark on their unique fertility journeys, what are the vital questions, concerns, and warning signs they should keep in mind? MBAchic is here to break down the non-negotiables every woman should be aware of when it comes to building confidence in their medical team.

Emotional Wellbeing

Much like countless other busy working professionals in their thirties, Dr. Tiffany Mathias is embarking on her own fertility journey while being acutely aware of the experiences of numerous women who have ventured through a spectrum of fertility treatments, such as IVF, IUI, and oocyte cryopreservation. As a healthcare provider herself, (check out her #MBAchicTakeover here)  she finds herself deeply moved by the stories recounted in ‘The Retrievals,’ but equally disturbed by the fact that such unsettling events could occur in an environment meant to be a safe haven for women.

In light of these revelations, Dr. Mathias underscores the significance of several critical questions that patients must consider when seeking reproductive care and fertility treatments to safeguard their well-being. Foremost among her insights is the importance of selecting a ‘quarterback’—the primary physician with whom you can establish trust and confide in throughout your fertility journey.

“Going through just the beginning stages of the fertility process for me, even as a medical provider, I was so touched meeting my OB and my main quarterback, it was so surprising to me on multiple levels, how quickly we established rapport and how comfortable I felt so quickly being able to talk to her about so many things,” Mathias tells MBAchic. “It was so disarming to me when she said things like, ‘if you were my sister, this is what I would want you to do.’ Being a provider, I’m thinking, ‘yeah, this is something that I would feel comfortable saying that I hope helps my patients.’ But when she said that to me, I got misty-eyed, thinking, ‘wow, she really does care about me.’”  

Dr. Mathias emphasizes the immeasurable value of having a trusted medical provider who collaborates with patients to make crucial decisions and provides honest, professional guidance throughout their fertility journey.

For Allison Stoker, grappling with infertility proved to be one of life’s most formidable challenges. Despite the unwavering support of her husband and the reassuring presence of her best friend, who had already undergone IVF, Allison vividly remembers the overwhelming sense of isolation and solitude that engulfed her during this deeply personal journey.

“I felt like my body was failing us when we so badly wanted a child,” Stoker recalls. “I had always been very results-oriented and that had served me well in my life — worked hard for my MBA which got me a better job, for example. But this experience was so far outside of that, you can do everything ‘right,’ take all of the supplements, eat only the healthiest foods that people swear will improve your egg quality, but hard work doesn’t guarantee a baby.”

To cope, she leaned on her support system, and even connected with a few other women going through IVF on Instagram which led her to join an infertility support group where she finally felt seen and understood by other people fighting for their future children. 

“I didn’t share publicly about my infertility and IVF journey during the difficult times, but after I became pregnant I felt ready to share about it,” Stoker says. “I’ve had so many people tell me that they are also going through infertility, and it’s been amazing for me to connect with others and provide encouragement and support on their journeys. 

Red Flags

Dr. Mathias underscores the significance of being alert to certain warning signs in the healthcare provider-patient relationship. She acknowledges that healthcare professionals often contend with demanding schedules, but she emphasizes that critical concerns should never be disregarded. If, as a patient, you ever feel uneasy or apprehensive, it’s a valid and essential reason to reconsider both your treatment path and the specific provider accompanying you on this profoundly personal journey.

“If you feel repeatedly dismissed or you’re trying to talk about a concern that you have and you don’t feel like it’s being addressed repeatedly, I think that’s a red flag,” says Mathias. 

Through her Fertility Rally support group, Stoker learned that many fertility doctors get “scored” each year based on how successful their IVF outcomes are.

“Doctors who are overly concerned with these scores will see patients as an easy win and encourage people who could likely have success with lower forms of fertility intervention to immediately try IVF, it’s definitely a red flag if a fertility doctor immediately tries to force IVF without real evidence for why lower forms of intervention (such as medication and/or intrauterine insemination) wouldn’t be viable options,” Stoker adds. “Unfortunately this was my experience, which I didn’t find out until I got a second opinion from a fantastic doctor who told me I likely could have conceived without IVF. At that point, I already had embryos and moved forward with my embryo transfer which resulted in my wonderful son, Kasper.”

Seeking Support

Informed decision-making and patient advocacy encompass not only asking the right questions but also seeking support from those around you. While Dr. Mathias, like many accomplished professional women, possesses a strong sense of independence and self-assuredness when it comes to decision-making, she has come to appreciate the significant advantages of involving her close friends, family members, and her husband in open dialogue as she navigates her unique fertility journey.

“Going through the process, I think you learn a lot about yourself, and if you’re a busy professional, you don’t always have time to sit there and think, ‘oh, what are the things that I forget to do? What are the things that happen to me when I have sedation? What are the things that I need to think about when I go to the doctor’s office?’ But being able to have somebody that I could talk to about my experiences was so invaluable personally for me, because I learned so many things that I needed to keep at the front of my mind that I needed to remember to ask about that I don’t think I would have ever thought about or intentionally asked about,” Dr. Mathias says. “It’s important to involve other people to not go through this alone because you really do go through a roller coaster of emotions when you’re going through something as important and sensitive as this, as many people as you can have on your team, it can only help you.” 

In Stoker’s own fertility treatment experience, she was able to strike a balance between advocating for her unique needs and trusting the expertise of the medical team thanks to the support and encouragement from her infertility support group. In this way, she says she was able to tap into her maternal instincts and play an active role in creating a safe and supportive environment throughout her fertility journey. 

“It was really hard for me to balance trusting my medical team and advocating for myself, I am very much a people-pleaser and I hate conflict, so standing up for myself doesn’t come naturally,” Stoker recalls. “My infertility support group really encouraged me to push back on certain things my doctor suggested and to get a second opinion. I often tell people going through infertility that they are warriors fighting for their future kids.”

Choosing a Trusted Provider 

So, what are some key factors and considerations that individuals should prioritize when choosing a healthcare provider or clinic for their health needs?

Stoker says she always tries to remind other fertility patients that they are real people deserving of individualized care and consideration. To other women who may be going through similar challenges, she suggests joining support groups or looking into free resources (one of her personal favorites is RESOLVE). Thanks to the network of supportive women she joined, she was able to learn about supplements and procedures to discuss with her medical team. 

“You are not alone,” Stoker says. “There is no shame in what you are going through. You didn’t do anything wrong and this doesn’t mean you’re not meant to be a parent. I’m sorry the road is long for you. I hold you in my heart with so much hope that you will have the happy ending you deserve.”

Dr. Mathias adds that taking the time to research, ask questions, and switch providers until you feel truly secure and confident in your decision is crucial to ensure patient safety, especially for women who are working hard in their professional lives to make waves, and shape society. 

“It’s very hard to move and shake things if you’re not taking care of yourself, and if you’re not [prioritizing self care], you make it harder for yourself to prioritize the important stuff and to make meaningful high quality decisions, not just in your personal life, but also in your professional life,” says Mathias. 

To make World Patient Day truly impactful, medical communities must continue working towards creating spaces and chances for a diverse range of patients and families to share their thoughts, worries, hopes, and choices openly and honestly. By coming together like this, we’re working towards improving safety, putting patients at the center of care, building trust, and making healthcare fairer for everyone.

Photos from Allison Blakley Stoker

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Burnout. It’s no new term. In fact, Google searches for “burnout symptoms” hit an all-time high in May 2022, as people everywhere tired of the physical, mental, and emotional strain of living through the third year of the pandemic while facing economic uncertainty. But that wasn’t the case in the early 1970’s, when the term didn’t yet exist on the social science scene or in the workplace. Psychologist Christina Maslach, the pioneering researcher on job burnout, changed that. The psychology professor emerita at UC Berkeley and researcher at the Healthy Workplaces Center first wrote about workplace trauma and burnout 40-plus years ago. Since then she has been quite committed to breaking down the barriers to burnout, producing the standard assessment tool (the Maslach Burnout Inventory, MBI), authoring books, and journal articles. Even after decades of research and breakthroughs like The World Health Organization (WHO) updating its definition in 2019, burnout remains among the most significant on-the-job hazards facing workers today. It is also among the most misunderstood.

In particular, we tend to characterize burnout as a personal issue―a problem employees should fix themselves by getting therapy, practicing meditation techniques, or changing jobs altogether. There’s value in these tools, and sometimes a new job is absolutely the best course of action, but as she and her co-author Michael P. Leiter outline in their new book from Harvard University Press, The Burnout Challenge, burnout needs to be managed by the workplace.

“A dysfunctional workplace is not something for people to endure,” she wrote in The Burnout Challenge. “It is something to change.”  

Loaded with examples collected from decades of research that help build a spectrum of what they call six “mismatches” that plague employee-employer dynamics: mismatches with workload, control, rewards, community, fairness and values, Maslach and Leiter provide useful tools for identifying the signs of employee burnout, while also advising managers on assembling and interpreting worker self-evaluation surveys, which can reveal workplace problems and potential solutions. 

As part of our ongoing coverage of bunout and mental health in ambitious spaces, MBAchic spoke with Maslach about some of the effective ways we can recognize, acknowledge, and treat the symptoms of burnout, what the pandemic revealed about work, and when to walk away. This interview has been edited for length and clarity.

As you know, The World Health Organization recognized burnout officially in 2019 – in your work you talk about burnout having three interrelated components. Can you outline those?

Christina Maslach: The stress response (and not recovering well) exhaustion and negativity toward the workplace, the cynicism and negativity toward yourself, and professional ineffectiveness are the three components of how we feel about ourselves, our work and other people. And when all of those go bad, meaning it’s negative and it’s chronic most of the time/all of the time experience, that’s the sort of the trifecta that we call job burnout. 

You recently co-authored The Burnout Challenge, as a solutions-focused template for both employees and employers. There’s a traditional saying that extends far beyond the culinary world – if you can’t take the heat, get out of the kitchen. You want people to reframe the issue of burnout from a self-reflection perspective to looking at other organizational factors. Can you talk about that and why it’s important?

Christina Maslach: As World Health put it, it’s chronic job stressors that have not been well managed, and the optimistic note is that they could be managed, they could be better taken care of, so they’re not as frequent or not as intense, you know, they don’t exist at all. A lot of the mantras that we hear, like, ‘if you can’t take the heat, get out of the kitchen,’ or the job ‘is what it is,’ is basically saying the job is not going to change. If there’s a mismatch between you and your job, it’s all up to you to fix it. It’s got to be you, you’re not good enough, you’re not strong enough, you’re not resilient enough. If it gets harder then you just have to work it harder. 

What we’re saying is that based on all the research that we’ve been doing, you have to look not just at coping, but actually how do you change the stressor so that you prevent or lower the risk of burnout? You’ve got to do both. Why not look at the kitchen and say, ‘does it really have to be this hot? Could it be better ventilated? Could we redesign it in a way that it’s a much easier environment to work in?’ What we’re finding is that to get a better fit between people and their work and create an environment in which people can really thrive and do well, rather than get beaten down, that may be a better part of the solution that you need to be looking at and not simply tell people to do more. 

The other mantra is, ‘sorry guys, we’re gonna have to do more with less.’ We’ve been hearing that for years, and that is really like, okay, ‘let’s create burnout! We’re going to give you less resources, less time, less people, less money, less whatever, but you’re going to have to do more than you’re doing now.’ When you get that kind of mismatch, you get people saying, ‘I can’t keep this up. I can’t keep doing this.’ Once in a while we have to stretch because there’s a certain emergency or a great opportunity we don’t want to miss. But you need to then recover and get ready to come back strong again. So we have to look at both people, but also that workplace. What are the conditions like? Is it really helping them to do their best and grow and get even better? Or is it really something that provides obstacles and difficulties and puts them in worse shape to even have a good home life as well as the work life. That’s really what the argument that we’re making in the book about managing the relationship between people and the workplace. It’s both. It’s not either or. 

One of your professional goals is to help people either change a potentially problematic situation — or quit a job that just isn’t working for them. Can you speak to a working professional in that contemplative place, and offer guidance on how to ultimately make that fork-in-the-road decision?

Christina Maslach: I think on the quit side, there are a number of possibilities where you’re saying, this really is going so badly wrong that I, for myself, don’t care what anybody else feels, you know? And I just feel much better about what I’m doing here than what I was doing there. For other people, find out are you not the only one having this issue? Are there other people who say, ‘could we make some changes here? Could we make a difference?’ That might suggest staying and actually trying [to create change] with colleagues, with relevant managers or supervisors. We’ve been through the pandemic, we’re now in a new site. How can we rethink what we’re doing to do it in a better way? 

You may have invested a lot in terms of the benefits you’re going to get when you retire, and you don’t want to lose those, so that might be another factor in all of this. But in many cases, if you can’t see ways in which things can be improved, [start] looking for better alternatives. What other place could use my kind of skills, is there a better arrangement? Can you talk to other people who are there, who have experience with it to get a sense of what might be possible? It’s not an easy thing to do. Particularly because there’s just so much more negative talk about making people feel blamed, bad, deficient, mentally ill, incompetent, if they ‘confess’ so to speak experiencing burnout, so open conversations are not actually the easiest thing to do sometimes. 

A lot has shifted post-pandemic. Terms like quiet quitting, quiet hiring, hush vacations, career-cushioning have emerged as trends – what did employers learn from the pandemic and what are they still figuring out? 

Christina Maslach: If there is one lesson that we learned from the pandemic, it’s that mantra about the job ‘is what it is,’ hit the dust. Because it turned out, you know what, we had to do the job differently. It can change, it can be different. It’s possible to improve and to change. We can learn from mistakes, we can learn from things that didn’t go well, and we can rethink in more creative ways.

When people have called and asked me, ‘should I go to my boss and confess and say I’m burned out and ask for accommodations?’ I usually say, ‘I don’t think that’s the best strategy, because what you do is you’ve just identified yourself as having a problem.’ The likely response will be, ‘What’s wrong with you? What are we going to do about you? You’re going to have to figure it out, pull yourself up by your bootstraps or see a coach, see a psychiatrist. It’s your problem.’ People make it a mental illness. They make it a medical condition, even though it’s not. So, the better response, I would say, is to make it less of a me problem and more of a we problem and pivot as we talk about in the book, from the negative in those six major areas of mismatch (workload, control, rewards, community, fairness and values) to what would be better. What would be an improvement? How could we get to maybe not perfect or ideal, but to a better place in terms of community, in terms of fairness, in terms of recognition, reward and having some autonomy and control over the work you do?

The question is not who do we blame for having burnout, but how do we make our work lives better? How do we make the experience better? That should be done on a constant basis every couple years at least because the world keeps changing and the way we do our jobs today isn’t going to be the way we do them in a couple of years.  

What are the little pebbles in the shoe that are the chronic stressors that are there every day? That are dragging us down, eroding our energy, our soul, our commitment. That’s really more the scale we’re looking at. Once we do one, let’s figure out another one that we can get rid of or improve or redesign how we do our job. Because the question is, if you had to redesign your job today to accomplish the same things, would it look the same? How can we begin to make positive incremental steps towards something that gets rid of the busy work?

Photo from Kinga Howard

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Ever peeked into your bathroom and counted the army of skincare products lining your vanity? If you’re staring at rows of serums, moisturizers, and masks and nodding along, you’re in sync with countless American women who channel their resources into curating an enviable skincare collection, often swayed by the allure of the latest trends splashed across their social media feeds. On average, American women spend $877 on their appearance, including skin care each year, according to a November 2022 survey of over 1,000 people from Advanced Dermatology. The top three beauty investments are skincare, hair products, and haircuts and color. So it’s no surprise that the skin care and beauty industry is booming and bringing in over $90 billion worldwide. 

With an overwhelming variety of options out there (and a lot of false advertising), Glowbar founder, Rachel Liverman is on a mission to demystify skincare and focus on efficient, affordable, results-driven facials. It’s more than a passion for this entrepreneur, it’s basically in her DNA. She’s a third generation skincare pioneer – if you’re a skincare junkie you may have even heard of her grandmother Catherine Hinds, who founded the first accredited esthetics school in the country, the Catherine Hinds Institute of Esthetics – back in the 1970s. After struggling to find an accessible and trustworthy source for consistent facial treatments administered by expertly trained estheticians, Liverman decided to create one, and Glowbar was born. Her approach is all about boosting confidence and achieving skincare goals with clinical-grade facial treatments that eliminate menus and expensive add-ons.

Through developing facial treatments that are customized for each and every client, Glowbar tackles skin problems and in just 30 minutes to maximize time for the millions of other to-do’s in a day. At Glowbar, personalized treatments cater exclusively to each client, encompassing a wide array of services that range from dermaplaning and extractions to cavitation, high frequency, chemical peels, microcurrent, hydrating masks, and LED light therapy.

MBAchic is excited to announce an exclusive event for our incredible community hosted at Glowbar’s eighth brand new location in Murray Hill on September 20.

As we gear up to glow up with the Glowbar master estheticians, Liverman is sharing skincare truthbombs with the MBAchic community we all need to know to sift through the facts and fiction of social media skincare trends. It can be messy out there, but fear not, because we have the expert take to clear up your confusion, and fingers crossed – your unwelcome stress-breakouts, too! Today, Liverman takes on the trending “skin cycling” phenomenon, a sensation that’s been amassing views on TikTok. This trend proposes a calculated routine that aims to optimize results by strategically interspersing rest days to curb excess. Though the idea of skin cycling in the social media realm is relatively novel, it strikes a chord of familiarity, particularly for those with sensitive skin. The premise involves introducing potent or abrasive skincare products exclusively on designated days of the week, allowing the skin the remaining days for rejuvenation and repair. So is this trend substantiated by science or simply a skincare misconception? Liverman says it may be best to beware this beauty trend. 

In New York City on September 20? Join the MBAchic community for an exclusive evening at Glowbar’s newest studio in Murray Hill for mini-treatments, refreshments, special gifts and a talk with Rachel Liverman about the real story of Glowbar’s start, building the brand and business, and what’s ahead.

Photos from Glowbar

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Partner content from our friends at Emory Goizueta.

Artificial intelligence has been hogging headlines around the world in recent months. In late March 2023, an unprecedented coalition of tech CEOs signed an open letter calling for a moratorium on AI training. The race to empower powerful artificial minds should be paused, argued signatories (including Elon Musk) to give humanity time to review and reassess the potential risks of developing “human-competitive intelligence”–intelligence that “no one–not even their creators–can understand, predict, or reliably control.”  

Concerns about the unchecked rise of AI are not new, and global media is increasingly sounding the alarm, citing concerns that range from invasion of privacy to an existential threat to human existence. 

Weighing in on this with compelling new evidence around the “unintended consequences” of AI is research by Goizueta’s Ramnath Chellappa and Information Systems PhD candidate, Jonathan Gomez Martinez.  

Uncovering the Threat 

Their paper, Content Moderation and AI: Impact on Minority Communities, takes a hard look at how the use of AI in social media could disadvantage LGBTQ+ users. And what they find is worrying.  

Chellappa, who is Goizueta Foundation Term Professor of Information Systems & Operations Management, explains that he and Gomez Martinez homed in on Twitter to explore how unchecked artificial language moderation might (mistakenly) censor the use of “otherwise toxic” language by failing to understand the context or nuanced use of the LGBTQ+ lexicon. Examples of this include “reclaimed language”—verbiage that would be a slur in other contexts—but is reclaimed and prosocial if used by the originally targeted community.  

“This is a community that has ‘reclaimed’ certain words and expressions that might be considered offensive in other contexts. Terms like ‘queer’ are used within the community both in jest and as a marker of identity and belonging. But if used by those outside the community, this kind of language could be deemed inflammatory or offensive.” 

Jonathan Gomez Martinez

Gomez Martinez adds: “We wanted to measure the extent to which AI’s lack of a nuanced understanding of what is ‘acceptable’ affects minority users’ online interactions. As humans, we understand that marginalized communities have long used ‘reclaimed words’ both in jest and as a kind of rallying cry. Our intuition was that the machine simply wouldn’t understand this without context—context that is more immediately apparent to people.” 

Determining the Impact of AI-Based Moderation 

To test this, he and Chellappa looked at data from social media behemoth, Twitter. During the pandemic in 2020, the platform made a significant shift to AI-based content moderation to accommodate stay-at-home measures. Data from Twitter’s proprietary Academic Research API afforded Gomez Martinez and Chellappa access to a complete listing of historical tweets and replies before, during and after this period. Together they analyzed a total of 3.8 million interactions (1.8 million tweets and 2.0 million replies) from a panel of 2,751 users, of which 1,224 self-identified as LGBTQ+ in their Twitter bios. Their study ran over four months, from January to May 2020, before, during and after the switch to machine-based moderation.  

Using the same tools that Twitter moderators deploy to moderate interactions, Gomez Martinez and Chellappa were able to measure any increase or decrease in pro-social, in-group teasing and toxic language among LGBTQ+ users: terms such as “bitch” or “queer,” which research shows to be a form of ritualized insults—dubbed “reading” by the community—which can appear inappropriate or incoherent to outsiders, says Chellappa.  

“Analyzing the language, we find a notable reduction in the use of terms that could be considered toxic. When the AI moderation is in effect, you see these users’ language become more vanilla,” he adds. Quantifiably so, in fact.  

Chellappa and Martinez find a 27 percent reduction in the use of reclaimed language among LGBTQ+ users. And while that doesn’t sound like much, it’s significant for the community, says Gomez Martinez. 

“Using in-language and reading each other is one way for this marginalized group to create a sense of community and social status. Not just that, we know from research that LGBTQ+ people use slurs and insults as a way of preparing themselves emotionally and psychologically for hostile interaction with heterosexual individuals. This kind of teasing and playing helps build resilience, so any reduction in it is significant.” 

Jonathan Gomez Martinez

Good Intentions May Breed Unexpected Consequences 

So what does this mean for social media, for the LGBTQ+ community or any marginalized group for that matter, that might be prone to automated censorship? And how does any of this play out in the context of broader concerns around AI? 

For Chellappa and Gomez Martinez, there is a major hazard in granting technology any degree of control over how human beings interact. And it’s rooted in the mismatch between good intentions and unexpected consequences. Their paper, one of the first to dig into the impact of AI on actual business and society, lays bare some of the real-world impact AI has already had on marginalized people. While this study looks at the LGBTQ+ community, it could equally apply to any group that is prone to bias or exclusion—racial minorities or any other underrepresented demographic. 

“Wherever you have user-generated content, you are likely to find communities with their own, unique way of interacting. We looked at LGBTQ+ Twitter users, but you could also look at the African American community, for instance.”

Ramnath K. Chellapa

At a time when social media platforms have become almost newslike in their influence, this is a concern. On the one hand, censoring certain demographics might earn Twitter et al an unwanted reputation for being anti-LGBTQ+ or racist, he adds. But there are even bigger stakes here than bad publicity. 

“Twitter has long aspired to be a kind of global town square,” says Gomez Martinez. “But you end up pretty far from that scenario if only some voices are truly heard, or if you start reinforcing biases because you are using a time-saving technology that is not equipped yet to understand the complexity and nuance of human interaction.” 

AI isn’t there yet, say Chellappa and Gomez Martinez. And they caution against using AI indiscriminately to expedite or streamline processes that impact human communication and interchange. If we don’t keep track of it, their research shows that AI has the potential to start dictating and moving people into normative behavior—effectively homogenizing us. And that’s a problem. 

Goizueta faculty apply their expertise and knowledge to solving problems that society—and the world—face. Learn more about faculty research at Goizueta. 

Ready to learn more about AI or level up your career? Learn more about Emory’s full-time MS in Business Analytics—now offering an AI in Business track—for early career professionals, or Emory’s advanced part-time MS in Business Analytics for Working Professionals. 

Is AI Censoring Us?

Photos from Emory Goizueta / Emory Business

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2020 was supposed to be a fabulous year for Alaina Levine. 

Instead, echoing countless other experiences, it started off as a disaster. 

Her invitation to speak at the University of Tokyo? The event was canceled. The pandemic meant frozen budgets, pulled speaking engagements, and for Levine who is the President of Quantum Success Solutions, a professional speaker, career coach and author – it meant a stagnant work schedule. Within a few weeks she lost the majority of her annual income. Her first reaction? She became hysterical. She also remembers finding (temporary) comfort in cupcakes. 

“I went for a run one day and I began to think, well, maybe instead of ODing on cupcakes, there’s a better tactic I can take,” recalls Levine. 

“I said to myself, all right, I’ve been through very challenging circumstances before. I’ve been fired. I’ve been laid off. I lost my mother. I managed to survive that, maybe there is a way that I can survive this.” 

Instead of viewing the uncontrollable circumstance as an attack on her business or career, she looked at it as a challenge to overcome. 

Levine got to work marketing herself. She reached out to her clients, both current and former, to people in her network that she never had a formal business relationship with. The message she sent was not a request for work to fill her recently cleared calendar. Instead, she acknowledged the shared experience everyone was having and offered her expertise in virtual networking, and career planning in a crisis. Positioned as a resource, she built her business back and tripled her income that year. She tripled it again in 2021, and maintained that momentum in 2022. Now, she’s on a mission to empower others to reimagine their paths. 

Her first book, Networking For Nerds was a call for STEM professionals to access hidden networking opportunities. Her eye-opening COVID experience prompted the development of her second book, Create Your Unicorn Career which is currently underway.

“It was a transformative year for me in terms of my profession, in terms of my business, but one of the major lessons I learned was that everybody is always in need of somebody to help alleviate their pain,” she says. “If you can understand how you can communicate your solution to alleviate their pain and it’s a pain that they’re willing to pay to have alleviated, that is how you can build your unicorn career.” 

So, what is a unicorn career anyway? 

According to Levine, a unicorn career is a customized career that is individually designed and implemented. 

“It is one hundred percent aligned with our authenticity so it allows us to bring our full and best self to every project activity and task,” she says. “It allows us to solve the problems that bring us meaning and it allows us to use the skills that bring us joy.” 

Levine firmly believes that everyone has the capacity to create a unicorn career for themselves, but most won’t ever venture to explore the unknown because of societal conditioning to do what’s expected. It’s a hard cycle to break, but it’s possible to find fulfillment on the other side (check out MBAchic’s guide to finding your ikigai).

“Unfortunately, society has taught us that careers are linear – careers are absolutely related to what you studied, they’re related to your past,” explains Levine. “In actuality, careers are very non-linear and they do not necessarily have to be dictated by what you studied or what you did in the past. Building a unicorn career takes courage.”

In a recent conversation with other professional speakers, Levine recalls someone sharing the quote, “when you take the first step into the life of your dreams, the first thing you meet there will be fear. Keep walking.” She agreed with that sentiment, and expanded on it. 

“I would also add that when you take the first step in your career towards your dreams, there’s a void, there’s darkness. There’s nothingness because you are exploring and navigating the unknown with your light and your brilliance. “That is very, very scary to do, but it is absolutely a possibility.”

Gather data.

The first step anyone can take towards creating an authentic career is to take an inventory of what they enjoy doing. 

“What are you really drawn to? What do you want to think about in your downtime? What skills do you enjoy using, what tasks do you enjoy doing? Follow the joy because the joy is actually what is going to fuel the unicorn career,” says Levine.

“Then pair that with extrinsic data about ecosystems, opportunities, communities, people. If you start with what you are loving to do, then look for people who are doing similar things, you can bridge that with marketing yourself.” 

As a student at the University of Arizona, Levine recalls giving up her coveted spring break so she could paint signs for the society of physics group she was president of. She did this not out of obligation, but out of enjoyment. In another instance as a postgrad giving a marketing presentation to a board of directors, her improv background kicked in and a spontaneous joke landed a big laugh in the room. These memories stand out as significant to Levine not because they were earth shattering moments in her career, but because they represent a culmination of skill and contentment. These are examples of weaving elements of oneself (for Levine STEM, marketing, communication, and performing arts) into a career worth pursuing. 

If abandoning a specific interest feels like “snuffing out a piece of your soul,” as Levine puts it, it’s a clear sign to instead explore how you can incorporate it into your daily work. 

Engage networks.

“The spirit of generosity is the foundation of networking,” says Levine. 

Levine encourages anyone thinking about reimagining a career to view networking not as a chore, but as a genuine relationship building opportunity. 

“You’re not trying to get something from somebody. Networking is the opposite,” explains Levine. “You’re trying to help somebody. You’re trying to build something with them, where you can provide value to each other. When you look at networking as an investment in a long term relationship where you’re in it for the long haul, it actually can turn into something really amazing, not just for you, but for your partner as well. We’re trying to invest in the community. When we build our unicorn careers and when we enable ourselves to be our best and to use the skills that bring us joy and solve problems, we are contributing to the advancement of our community, something we all need now more than ever.”

Follow a problem, not a passion.

Levine wants to be clear about one aspect of her recipe for success: passion does not pay the bills. Money does. 

“When we create a unicorn career, we are following the problem and the money. That’s what we’re doing. If we’re going to build a unicorn career, not a unicorn hobby, what we have to understand is what problem has not been solved, what pain point exists that I am uniquely qualified and positioned and excited to help fill the gap, to help knock down a wall,” she says.

“So if you are interested in building a new career for yourself, what you have to do is the extrinsic data collection, the research to better understand where the pain is, who has the pain, why hasn’t this pain been alleviated before, and what is it about your background, your skills, your experience, and your gusto that will help to alleviate that pain for a customer, an employer, a client who will pay you. It’s not about following the passion. We don’t follow the passion. We follow the money by alleviating the pain. That’s the key.”

Photo from Claudio Schwarz

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Transitioning from the honorable service of the military to the demanding world of civilian employment can be a daunting journey. In their hearts, veterans possess an unyielding determination to conquer new frontiers, but navigating new professional chapters is not without hurdles. Recognizing the challenges they face, Goizueta Business School has launched the Master in Business for Veterans program—a beacon of empowerment for active-duty military, veterans, National Guard, and Reserve personnel. This 11-month program, fully accredited and tailor-made for veterans provides unwavering support, cutting-edge education, and a transformative experience to smooth the sometimes bumpy business world transition. 

Targeted and designed specifically for military service members on active duty preparing to transition as well as those who find that they need a graduate-level business curriculum to pursue a different industry or propel their career, this is only the second ever veteran specific graduate program in the nation. A decade ago, The Master of Business for Veterans (MBV) was created at the University of Southern California Marshall School of Business. USC collaborated with Goizueta to share the valuable lessons they’ve learned throughout their process, as the new Masters in Business for Veterans program was built. 

Not only will accepted students receive the traditional core MBA-level business courses every other weekend when they meet on Fridays and Saturdays, but the program will also have content specifically tailored to challenge veterans to think about career goals, the industry that suits them best, and where they can make a positive professional impact. Successful veterans who have made the transition to the business world will serve as executive partners to the program. 

The Challenge of Employment for Veterans

Despite declining unemployment rates, transitioning to civilian employment remains a major challenge for many veterans. A study by the Society of Human Resource Professionals indicates that 55% of veterans view employment as a significant hurdle during their transition. To overcome this challenge, the Master in Business for Veterans program at Goizueta offers a unique opportunity for veterans to acquire the skills, knowledge, and network necessary to excel in the business world.

Retired U.S. Army Lieutenant General Ken Keen, Associate Dean for Leadership at Goizueta who is spearheading the program alongside Faculty Lead Professor JB Kurish, spoke with MBAchic and emphasizes the significance of support for veterans to discover passion and purpose after military service.

“Transitioning out of the military is hard, whether you are an enlisted member, a sergeant, a command sergeant major with 20 years of military experience, or a junior or senior grade officer up to general officer. It’s very difficult. The army, where I come from, and all our military services provide a sense of purpose, and you have volunteered for that purpose. You’re surrounded by others who have signed up for that as well. You’ve sweated and, in many instances, bled with them while pursuing your military career and service,” General Keen says. 

“Separating from that sometimes leaves a hole, and we struggle to find what that is beyond military service.”

To fill that hole, Goizueta’s new program will also provide a transitioning and career development component integrated into the curriculum over the 11-month period. This component aims to help veterans reflect on their current life situation, identify their passion and purpose not just in their business career but in life, and assist them in charting a path forward. 

The Benefits of Pursuing an MBA for Veterans

One of the key advantages of pursuing an MBA for veterans is the broad range of benefits it offers. Georgia Tech Scheller College of Business’s Assistant Dean of Non-Degree Education Coogan Perrin, served as an Air Force Cyberspace Engineering Officer before deciding to pursue her MBA at Goizueta Business School. She says obtaining her MBA back in 2013 helped her gain confidence in her leadership skills, and emphasizes the importance of getting an MBA to complement the skills that service members acquire during their time in the military.

“[It] provides the perfect blend of leadership and business aptitude to ensure success in the private or public sector,” she explains. 

“I learned vital accounting and finance principles, as well as marketing and negotiation skills that prepared me well for corporate America. Often recruiters value military experience: however, they want the service member to have leadership, operational, and strategic skills, as well as core business skills. Getting an MBA provides the perfect balance for service members to get exposure to and gain skills in areas in which they may be less experienced or knowledgeable,” Perrin adds. 

Built with flexibility in mind, Master in Business for Veterans students will take courses on campus and can continue to work as they earn a graduate business degree that contains all the core business courses of an MBA in less than a year. The program also includes a Career Development Program designed specifically to help veterans transition from the military to a civilian career in business. Every student enrolled in the program will be offered a mentor who is a military veteran with a career in business and will also be provided one-on-one career coaching.

“The challenge for the veterans in the program is to reflect on their own experiences, identify their strengths and areas for development, and utilize this opportunity to network and connect,” says General Keen.

“We will tailor the support based on their individual circumstances and challenge them to embrace having a mentor and coach who will assist them in their journey.”

Time and time again, mentorship has shown its remarkable power in guiding and supporting students to achieve their educational goals and excel in their academic pursuits. (Learn more about The MBAchic mentorship program which combines monthly one-on-one mentoring sessions with workshops and specially designed programming). 

During the year, students will put knowledge and leadership experience to work in hands-on learning opportunities, growing expertise in leadership, finance, marketing, data analytics, and operational strategies. All students will also participate in Goizueta IMPACT for Veterans, taking students beyond the classroom into real-world business scenarios, addressing strategic issues and problems within a variety of organizations, including Fortune 100 companies, non-profits, and start-ups.

Keeping the challenges of financial responsibilities in mind, this program also ensures that eligible students can combine G.I. Bill and Yellow Ribbon benefits (pending VA approval) to cover the entire cost of tuition for the degree to allow veterans to fully focus on their studies and career development.

What Sets Veterans Apart as Strong Leaders

Military service endows veterans with unique qualities that set them apart as exceptional leaders in the business world. Their experience in high-stakes environments, coupled with the skills of adaptability, resilience, and teamwork, form a solid foundation for success in business.

“Anyone can learn their way around a profit and loss statement or excel sheet, as those skills are teachable in the classroom or online. Leadership, however, is not so easily learned,” Perrin points out. 

“Great leaders are developed over many years of managing teams, leading through difficult times, often with uncertainty and limited information. Veterans know how to remain calm under pressure and plan from strategy to successful execution. They know the importance of caring for one another and building camaraderie within a team.”

General Keen affirms this, reiterating the shared veteran qualities such as leadership, discipline, trustworthiness, resiliency, and the ability to remain in control during chaos. 

“Through their military experiences, they have encountered successes and failures. Veterans arrive in their civilian careers ready to do the hard work, showing up and working harder than anyone else,” General Keen says. 

“They understand that they don’t know everything they need to know and are humble enough to acknowledge that and reach out to others. One skill that all veterans bring is their ability to build strong teams and be the ideal team member. They have been part of the military culture and values that prioritize the team over self. This makes them valuable teammates in any organization and allows them to make a tremendous positive impact on any business they join.”

Moreover, the Master in Business for Veterans program provides a platform for veterans to leverage their unique military experience and excel as leaders in the business realm.

Insights and Advice for Veterans

Reflecting on her journey, Perrin highlights some aspects of pursuing an MBA that she wishes she had known earlier. She advises veterans considering this next academic step to take the time to think through which core classes and electives they want to focus on as career building blocks. 

“I could have benefited from spending a bit more time upfront to research and explore which components of the MBA I wanted to focus specifically on to enhance my skills in certain areas,” she says. 

Additionally, Perrin suggests that veterans embrace their military experience and draw upon it as a source of strength and advantage.

“Hands down, without question, obtaining an MBA was the biggest career-changing decision I have ever made, it opened more doors than I could have ever imagined and set my career on a completely different trajectory,” she adds.

By empowering veterans with the knowledge and skills necessary for business leadership, veteran specific programs not only transform individual lives but also enrich the business landscape with strong, values-driven leaders who are poised to make a difference. Interested in learning more? The first cohort of veterans will start classes in May 2024, with application submissions opening up this August. Considering starting your MBA journey but need additional support and guidance?

Join MBAchic to discover a greater source of inspiration, enablement, and growth. Connect with fellow members and unlock your full potential. Meet mentors, classmates, and colleagues who understand your unique journey, and gain invaluable guidance and reassurance that can shape your future endeavors.

Photos from Emory Goizueta

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Gender balance benefits everyone, but not all business school experiences are created equally, and that’s reflected in student representation. Recently, The Financial Times released its 25th anniversary edition ranking of global MBAs. Considerations for a number of factors including average alumni salary, value for money, diversity, and sustainability were calculated based on the data collected over three years. Only ESCP Business School, which has campuses in France, Italy, Spain, the UK and Germany, achieved student gender parity, with just 10 schools among the 100 ranked having more women than men. No school achieved gender parity among faculty, although IE in Spain reached 49% women.

Attending business school is often the first step to greater leadership opportunities in the business world, and some schools are leading the charge to break barriers and make change for women. To explore the complexities of the persistent gender parity problem and highlight the successful methodologies of schools that are moving the needle in the right direction, MBAchic caught up with top officials from ESCP, Bayes, and UNC – three business schools making notable strides to close the gap. 

What does women empowerment look like in business school in 2023 and beyond?

Recruiting more women to MBA programs is a universal issue that all business schools face. Laura Reyero, Associate Dean of ESCP’s MBA in International Management, says the timing of business school can be a barrier for many women who are juggling to take on other roles in their personal and professional lives. 

“The age range of MBA students, around 30 years old, coincides with the age when many women start their families,” she says. “We know that when they have or are planning to have children, they are the ones who most often take on the role of raising them, especially when they are babies.” Keeping this reality in mind inspired ESCP to develop a hybrid model option for participants. “Though not 100% online, it is hybrid and provides flexibility in the timeframe for completion (participants can finish the program within three years) and in the courses that can be selected to take online,” says Reyero. This flexibility is something that significantly benefits women and that participants consistently express appreciation for.

Other schools looking to boost and maintain high female enrollment are recognizing the power of program flexibility, too. Wharton is the first of the elite “Magnificent 7” business schools to offer an online format for an Executive MBA degree. The 22-month EMBA launched in May 2023, with applications now open. Back in 2021, Wharton also made history as the first M7 school to surpass over 50% women in their MBA class of 2023. 

Academic Director of the Bayes Global Women’s Leadership Program, Janina Steinmetz, says like other successful business schools working towards closing the gap, Bayes offers support for female MBA students by placing a strong emphasis on networks, financial assistance, and mentorship at all career stages.

“We award four scholarships per year that cover 50% of the tuition for students,” Steinmetz tells MBAchic. “With this financial help, we hope to enable students to start their MBA journey with much more financial security to help them focus on their studies. We also hope to provide access to education to students who otherwise might have struggled to afford an MBA.”

The main strategies Bayes leans into tend to center around events, networking and mentorship designed to make students feel supported as they cultivate their pipeline. In late April, the school is hosting an event centered around how women’s health affects their strategic career decisions.

“We specifically talk about fertility and menopause because these topics are often see as taboo or unprofessional to discuss in the workplace, but we know from studies that they can have a huge impact on how confident women feel to take on new roles, change careers, or apply for promotions, so we want to discuss these topics and talk about what employers can do to support women with these issues,” says Steinmetz.

Recognized by The Princeton Review as the #2 ranked business school in providing the “Greatest Resources for Women,” UNC Kenan-Flagler also knows a thing or two about bolstering female candidates through powerful conversation. Sarah Perez, UNC Associate Dean of MBA Programs and Executive Director of Admissions and Student Recruitment says UNC provides career and leadership assistance long after graduation. Hosting honest conversions, like a workshop earlier this year that addressed burnout and finding balance for women is also a key to their authentic success with female candidates. 

“We aim to create space for women to have discussions that reflect on their experience, addressing barriers and obstacles they face and see others facing,” she says. 

Before committing to bschool, reflect on these factors:

A lot of contemplation goes into a decision as consequential as business school. Because an important aspect of the business school experience is to make lifelong connections with other students, alumni, and professors, women need to prioritize selecting a school where they feel genuinely at home. 

“The more comfortable women feel during the application process and the more they see themselves reflected in the school, the easier it will be to truly connect to the school community,” suggests Steinmetz.

In addition to matching a particular school’s curriculum and faculty expertise to individual goals, Perez says women should also consider what other opportunities exist to learn and thrive.

“What is the setting of the business school – college town or urban? What career support does the school offer? At UNC Kenan-Flagler, our career coaching commitment continues beyond graduation – it’s a lifetime relationship that students can tap into for support and advice at every stage of their post-MBA career,” Perez adds. Other important questions to consider:

• Will I have the opportunity to put into practice what I learn in class before I graduate, when it’s safe to make mistakes? 
• Do extracurricular activities provide chances to hone my leadership skills as well as my overall personal and professional development?
• What is the size of alumni networks, and how do they support students in their journeys?

Another factor to consider? How will a program fit with each individual lifestyle.

“Let’s also remember that COVID has transformed the working environment, with 100% or partially remote managerial jobs becoming more and more common, where women are the main beneficiaries,” says Reyero. “Reconciliation measures are essential, such as those that provide greater flexibility like our hybrid MBA.”

Why these bschool leadership programs shine:

With just 10 of the 100 FT ranked business schools having more women than men, the absence of a fair playing field in even the most prestigious school settings can feel palpably frustrating. ESCP officials say one of the cornerstones of their approach (that resulted in a FT MBA ranking jump of a whopping 25 places over the past year) is that true diversity cannot thrive without inclusion, which is why they continue to do the thoughtful work that results in real gender parity. For any business school looking to better support their female students and staff, Reyero suggests communicating about diversity beyond business imperative. “We must strive to build a culture of inclusion, one that takes into account the specific needs of the individuals who make up our rich communities,” she says.

Steinmetz attributes the popularity of Bayes among female candidates to the combination of concrete financial help and its sustained effort to build a dynamic community of women. “The financial help will help students to worry less and focus on their studies especially initially, whereas the community aspects will help with internships, mentoring, and so on,” says Steinmetz. “So I think this combination is what really helps our students.” 

Increasing the number of opportunities for female students to develop as leaders and enhance the support system for women means providing more platforms for women to connect. At UNC, Perez points out that a high percentage of their MBA student clubs are led by women, and female faculty, staff and alumni play important roles, too. 

“Carolina Women in Business (CWIB) has been one of the largest and most dynamic MBA student-run clubs for many years,” says Perez. “CWIB provides women with opportunities for career development, community engagement and networking to enhance their MBA business school experience and prepare them for their post-MBA journey.” 

What can be done to “speed up” achieving gender parity? 

In order to close the gap, business school leaders say continued consistent efforts to support women and integrate new feedback is key to turning the tide.

“Unfortunately, change doesn’t happen overnight, but we’ve seen impressive improvements for women in many domains and sectors,” says Steinmetz. “So I think we are doing the right thing, we just have to continue to work hard for gender equality.”

Increasing the number of women enrolling in MBA programs is a goal that’s been on the horizon for most programs for over a decade. Perez says while gender parity is not a new issue and one that business schools have worked hard to address for many years, it is up to academic administrators to ensure that women view business school as a desirable and viable career path.

“Our 100 Women is an alumni-led movement that encourages and empowers future women business leaders,” says Perez. “At its core, 100 Women seeks to grow the number of women pursuing an MBA and support their journey, from mentoring prospective UNC Kenan-Flagler MBA students to providing guidance and advice throughout their career after graduation.”

While there’s a handful of reliable ways for business schools to promote parity, like increasing schedule flexibility or encouraging more women to enroll in mathematics or computer science courses, Reyero tells MBAchic that social change must coincide with academic pushes to truly promote parity. 

“Preparation is the basis of growing and strengthening professional careers, and the MBA remains an important asset to prepare us for the careers we want. Let’s not give up this preparation, let’s not give up the struggle to achieve our goals,” Reyero continues. “An MBA is a challenge but not impossible if you meet the minimum requirements and have the desire to learn and succeed.”

While a lack of representation among Fortune 500 companies can be discouraging, school officials also encourage this imbalance to be fuel for change. “Let’s not wait for someone to change this situation. We have to change it ourselves, says Reyero. “We have to aspire to be there, to prepare ourselves, to forget about limits and glass ceilings. They exist, I won’t deny it, but together we have to break them.” 

Join MBAchic to connect with women across MBA programs, industries and regions, to massively expand your network and build upon the resources you receive from your business school. To learn more, click here.

Photo from Priscilla Du Preez

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Everyone holds a cause close to their heart – whether it’s combating food insecurity, supporting military families, seeking cures for rare diseases, or championing sustainability. Our individual experiences shape our aspirations for personal growth, our desire to contribute, and our commitment to something greater than ourselves. This innate need to make a difference forms the cornerstone of our journey.

An MBA journey is often synonymous with personal development and achievement. Conversations revolve around post-grad professional strides: grand promotions, substantial salary leaps, and upward mobility. Undoubtedly, the drive to enhance diversity and representation in top-tier leadership has never been more crucial. We invest in our academic and professional pursuits, not only to elevate ourselves but also to enrich the world around us.

For some MBAs, however, the path takes an inspiring turn towards nonprofit careers. These determined individuals take the foundations of their degrees and extend them, fully immersing themselves in a multifaceted domain. Here, they channel their business acumen, pushing their limits to bring about enduring change within various pressing concerns and marginalized communities. The nonprofit sector is witnessing unprecedented growth, employing over 10% of America’s private workforce – a figure surpassing even manufacturing, construction, or finance.

In the realm of global development, numerous nonprofits advocate for women’s empowerment and gender parity. Surprisingly, while women constitute over 70% of the American nonprofit workforce, the leadership landscape remains predominantly male, Nonprofit Quarterly reports. While women thrive in staff roles, particularly in development and fundraising, the upper echelons of directors and executives are predominantly occupied by men. In a broader context, around 45% of all nonprofits have women in executive positions.

Every year on August 17, National Nonprofit Day takes center stage, amplifying the ceaseless endeavors of these organizations in serving their communities. Across the nation, 12.3 million individuals are employed by nonprofits, joined by over 64 million board members and volunteers.

Contrary to the widespread belief, the “typical” nonprofit is intrinsically community-based, addressing local needs. Astonishingly, 97% of nonprofits operate within budgets of less than $5 million per annum, with 92% managing with under $1 million, and 88% functioning on budgets less than $500,000 yearly, as affirmed by the National Council For Nonprofits. Furthermore, according to the Giving USA 2021 Annual Report, Americans collectively contributed $499.33 billion in 2022, marking a 3.4% decline from the previous year.

In honor of National Nonprofit Day, MBAchic is turning the spotlight on six dynamic MBA-led nonprofits. These organizations are at the forefront, battling challenges spanning climate change and housing instability to reproductive healthcare access and resources for cancer survivors. The narratives of these inspirational leaders will illuminate their journeys and the wisdom they’ve gleaned along the path. Their stories serve as a guidepost for the next generation of MBA change-makers, poised to carve their own transformative routes within the nonprofit landscape.

Impact Experience

National Nonprofit Day with Jenna Nicholas of Impact Experience

Founder: After graduating from Stanford University with an honors degree in International Relations, Jenna Nicholas returned in 2015 with the help of the P.D. Soros Fellowship which enabled her to complete an MBA at Stanford’s Graduate School of Business. During business school, she co-founded Impact Experience to partner investors with marginalized communities to co-create solutions. Her goal? Economic and racial justice for a better and more sustainable world. Nicholas says one of the most fulfilling aspects of her work is witnessing the tangible transformation in both behavior and mindset. 

“We’ve been elated to observe numerous individuals (post their experiences with us) make decisive shifts in capital allocation, aligning more closely with diversity, equity, and inclusion principles and ESG (Environmental, Social, Governance) criteria,” Nicholas explains. “These are not just numbers or trends for us, they signify real impact. They reflect an evolving understanding and an ability to see past inherent biases to recognize true value.”

About Impact Experience: From post-hurricane rebuilding efforts in New Orleans, Houston, and Puerto Rico, to workforce training programs in former coal economy-driven communities in West Virginia, Impact Experience is focused on partnering with underserved communities. Helping people of color and women-run businesses build capital, and supporting sustainable agriculture and climate practices is a yearlong effort which the Impact Experience team takes pride in – but it’s not without unique challenges. In her journey of founding and nurturing Impact Experience, Nicholas tells MBAchic one of the most significant challenges has been navigating the creative tension that exists between some of the world’s largest private equity funds and marginalized communities. 

“These two entities, on the surface, can seem worlds apart, both in vision and objective,” Nicholas says. “However, it’s precisely this tension that offers a fertile ground for profound transformation. By focusing on the shared humanity and wisdom inherent in both groups, we’ve been able to foster meaningful collaboration and partnerships. Overcoming this challenge requires patience, listening deeply, and constantly reminding ourselves of the shared humanity that binds us all.”

Her Top Advice: Looking back on her journey, a pivotal piece of wisdom Nicholas says she wishes she understood from the outset is the patience required in building a solid foundation for a nonprofit. 

“It can often take several years to reach a critical mass, find the right product-market fit, and expand the team to a scale where the business model becomes financially resilient,” Nicholas shares. “In the early days, there was enthusiasm to drive rapid change, but sustainable impact requires a blend of perseverance and strategic growth.”

Network of Women NOW

National Nonprofit Day with Deidra Mwalimu of NOW

Founder:

With an MBA and a Masters Degree in Nonprofit Administration, Deidra Mwalimu has been dedicated to the field of international development and non-profit administration for more than 15 years. Currently, Deidra is the grant writer at a local university while simultaneously running Network of Women NOW as the founder and CEO. Amidst all the hard work and dedication, Mwalimu says the experiences that bring her the most joy and fulfillment come from witnessing the positive impact of her team’s efforts on individuals and the community as a whole. 

“Seeing the lives of those we serve improve, witnessing empowerment and growth in individuals, and receiving gratitude and appreciation from beneficiaries can be deeply rewarding,” she explains. “Additionally, successful collaborations with other organizations, milestones achieved in their projects, and the sense of camaraderie among team members working toward a common goal bring great satisfaction and joy.”

About Network of Women NOW: Network of Women NOW’s global community is a space for women to network, share ideas, create collaborative partnerships, and develop economic opportunities that better their lives and the communities that they live in. Incorporated in 2020, Network of Women NOW works to assist young girls and women by donating feminine hygiene products and spreading education through individual contributions, donation drives, fundraising events, and partnerships, this nonprofit gathers much needed supplies, delivering them to schools, community centers and similar organizations. The nonprofit has three main initiatives: combating period poverty, increasing menstrual equity, and networking. Mwalimu says some of the most significant challenges she has faced while creating and running her nonprofit have been fostering inclusivity and diversity, securing sustainable funding, building a supportive community, and overcoming social barriers. To address these issues, Network of Women NOW actively seeks multiple funding sources, leverages social media for community engagement, and advocates for gender equality and women’s empowerment through awareness campaigns and collaborative initiatives.

Her Top Advice: Mwalimu says a valuable piece of advice for anyone starting a nonprofit would be to prioritize building a strong and diverse network of supporters and collaborators from the outset. 

“Cultivating relationships with individuals, organizations, and stakeholders who share a passion for the cause can provide invaluable support, resources, and expertise,” Mwalimu says. “Networking and partnerships can open doors to funding opportunities, amplify my organization’s message, and create a more sustainable and impactful operation. Building a supportive community can significantly contribute to the success and growth of the nonprofit over time.”

Survivor Friendly

National Nonprofit Day with Jackie Cromity of Survivor Friendly

Founder: Jackie Cromity knows firsthand that cancer doesn’t discriminate against age, race, or gender identity, and it certainly doesn’t press pause on jam-packed personal or professional lives. For Jackie who was initially diagnosed in 2013, her third cancer diagnosis came as she was busy raising her two children, overseeing a global team in a senior management role at Cisco, and tackling a challenging course load while finishing her Jenkins MBA degree. She found support in her faith, family, professors and manager, who she disclosed her diagnosis to in confidence. Vowing to reduce the number of breast cancer patients faced with confusing insurance claim issues, a lack of resources and support, in 2018 she decided to create the solution she had been looking for and Survivor Friendly was born. 

About Survivor Friendly: Survivor Friendly acts as a one-stop-shop for cancer patients and survivors designed to meet individual needs with grace to help survivors overcome everyday challenges in an uplifting, modern, and friendly environment. Cromity says the moments that bring the most joy and fulfillment to her and her team include personal stories of impact, community engagement, and success stories. “Hearing firsthand accounts of how our programs have positively affected survivors’ lives is heartwarming,” Cromity says. “Witnessing their resilience and transformation drives us to continue our mission more determinedly.” Engaging with the local community during Survivor Friendly events, workshops, and support groups also creates a sense of unity and shared purpose. “Seeing survivors and their families connect and support one another reinforces the importance of our work,” Cromity reflects. “Celebrating milestones, such as survivors’ successful reintegration into society or their pursuit of new opportunities, reminds us of the positive change we are facilitating.” Today, Survivor Friendly has six different locations where people can find durable medical equipment (DME), quality-of-life essentials, breast cancer education and support. Affiliated with Duke Cancer Institute and Novant Health, Survivor Friendly is a testimony to Jackie’s passion for turning her own challenges into other people’s strengths. 

Her Top Advice: When her team first started, Cromity says she wishes she had known the immense value of diversifying her revenue streams and building a business model that supports her mission while ensuring financial stability. 

“While grants are a crucial source of funding, incorporating a sustainable revenue-generating component into our nonprofit’s operations has been instrumental in our ability to expand our impact,” she explains. 

Additionally, she says she cannot stress the importance of establishing a network of mentors, advisors, and fellow nonprofit leaders who can offer guidance, share experiences, and provide valuable insights. 

“Their expertise can help navigate challenges and accelerate the growth of your organization. In conclusion, the Survivor Friendly Foundation’s journey has blended challenges, triumphs, and heartwarming moments,” she says. “The dedication of our team, the resilience of survivors, and the community’s unwavering support continue to drive our mission forward. If you have any questions or want more information, please reach out.”

SPOUTS Impact

National Nonprofit Day with Kathy Ku of SPOUTS Impact

Founder: At Harvard University, Kathy Ku pursued her bachelor’s degree in molecular and cellular biology and her master’s in engineering. During her first summer break, she traveled to Uganda to teach a health course at an all girls’ academy focused on pregnant mothers. While living with a host family that often fell sick to waterborne illnesses, she was inspired to design a water filter that would be affordable, effective and socially accepted. As a result, she started the social business SPOUTS of Water LTD in 2011 to manufacture ceramic water filters in Uganda. Recognizing that purchasing a filter was still out of reach for some communities, the nonprofit, SPOUTS Impact was formed in 2017 to serve Uganda’s most vulnerable communities with clean drinking water, and Ku currently serves as an acting board member. She admits that the transition from being on the ground full-time to being a board member (not-involved in the day-to-day) was a really difficult one.  “Thankfully, I was able to surround myself with other board members from diverse backgrounds and expertise who have been instrumental in this process,” Ku says. “We’ve also just hired an amazing person on the ground as well, and I can’t speak highly enough of the executive coach I worked with in the initial transition period.” 

About SPOUTS Impact: With a mission to assist communities that lack access to safe drinking water, sanitation and hygiene education with sustainable solutions so they can thrive, SPOUTS Impact provides locally-produced household ceramic water filters (called “Purifaaya”) and hand washing stations to vulnerable communities, such as refugee settlements. The long-lasting filters eliminate all disease-causing organisms from the water, providing safe and clean drinking water. The SPOUTS team also conducts extensive training with beneficiaries to ensure proper usage and maintenance. With over 23,000 filter installations completed to date, 208,000 beneficiaries have been directly impacted. However, when factoring the number of people that are served by health centers and places of worship, the SPOUTS Impact team estimates that over 650,000 people have access to clean drinking water through their installations. Ku says seeing SPOUTS Impact water filters functioning the way they were designed to is what brings her the greatest joy. “In unexpected places, it’s been rewarding to see the use of our filters become more widely adopted and in expected places, we know we helped place them there knowing that we would be best equipped to help provide clean drinking water for communities who would have otherwise not been able to afford them,” says Ku.

Her Top Advice: Reflecting on her nonprofit journey, Ku says she wishes she had known how important community would be.

“Whether it is surrounding yourself with a community of other organizations/people who are dedicated to similar causes or to better understand the nuances of community needs,” Ku emphasizes. “Intellectually, I knew this, but in the daily operations, I think there were times that I would get bogged down on the tasks that needed to be completed and would sometimes fail to see the forest for the trees.”

The Gratitude Project

National Nonprofit Day with Gaia Calcaterra of The Gratitude Project

Founder: In 2015, Gaia Calcaterra’s life took a remarkable turn during a trip to Nkomazi, where she was visiting a friend working closely with children orphaned by AIDS and cholera. The experience left an indelible mark, prompting her to embark on a new path. Upon returning to South Florida, she made a decision – immediately enrolling in Nova Southeastern University’s MBA program in Davie.

That’s where the seeds of The Gratitude Project were sown. It wasn’t just a passing idea; it became the star of her MBA term paper. Recalling those initial stages, Calcaterra shared with NSU, “I put together a six-month plan, breaking it down into financials, competition, and demographics.” Their exploration kicked off with a fascinating discovery – the most generous donors happened to be none other than Baby Boomers, particularly the female ones. As Calcaterra put it, “Surprisingly, it was Baby Boomers, and specifically, female Baby Boomers.” A chance visit led to a transformative journey, ultimately giving birth to a meaningful nonprofit.

About The Gratitude Project: The Gratitude Project is on a noble mission to shed light on and provide sustained support for Child-Headed Households in Nkomazi, South Africa. In a community already grappling with numerous challenges, the children in these households face even more acute vulnerabilities. Tragically, their deceased parents had entered South Africa as undocumented refugees, leaving behind children without valid identification. Consequently, these young souls remain invisible to any government system, rendering them ineligible for crucial aid, including access to education and medical services. Compounded by their own HIV-positive status, often contracted at birth, these children bear an immense burden. Strikingly, they not only care for younger siblings but also shoulder the responsibility of aging grandparents, all while grappling with the absence of any income source.

Wish for WASH

National Nonprofit Day with Jasmine Burton of Wish for WASH

Founder: Before graduating from the Georgia Institute of Technology’s (GT) School of Design with a Bachelor’s of Science in Industrial + Product Design, Jasmine Burton founded Wish for WASH, a social impact startup intended to bring innovation to sanitation. Burton received her accelerated MBA from Emory University’s Goizueta Business School. She says the one-year program allowed her to dive back into school, emerge from quarantine and build a community with an intimate cohort of impact-minded and value-based business professionals. “As a hybrid professional with deep roots in the Impact economy as a nonprofit founder, social entrepreneur and global health consultant, I loved how many MD/MBAs, MPH/MBA and practicing physicians were in our cohort,” Burton says.

About Wish for WASH: A reminder that everybody poops but not every person, community, or organization in the world has somewhere to safely and hygienically get poop and pathogens away from people – Wish for WASH is a social impact startup intended to bring innovation to sanitation. Over the past eight years, the W4W team has collectively reached 350,000+ people globally with their innovative WASH research, design and education products, programs and projects. As a Georgia Tech affiliated organization that promotes innovation in STEM and WASH (water, sanitation and hygiene) related work, W4W and the Chen Lab at Georgia Tech have joined forces for a collaborative research project. Their new goal is to prototype an UASB bioreactor that takes in wastewater as influent, and produces an energy-rich biogas and renewable fertilizer for crops for smaller towns and areas that are not reliably connected to sanitation systems.

Her Top Advice: “I have learned to say “yes and” to new opportunities which have led to a diverse and thriving career ecosystem that I am excited to continue building in my post-MBA chapter,” Burton says. 

Empowering change: women MBA leaders to watch on National Nonprofit Day

Photo from Tim Marshall

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American former competition swimmer and five-time Olympic gold medalist Missy Franklin said her attitude determined what she could achieve in and outside of the pool. “It’s all mental in getting out there, and having confidence in myself, and having strength and knowing I can do it.”

Ask any corporate athlete and chances are you’ll hear a similar sentiment. The dedication, perseverance, and discipline required to achieve remarkable success within the swimming world are not unlike the journey towards academic or professional greatness. This truth is exemplified by Daniela Veloza, a 2023 Paul & Daisy Soros Fellow and incoming Harvard MBA student. Drawing inspiration from her athletic career, she carries its values into her pursuit of academic and professional excellence.

The daughter of a Colombian immigrant, Daniela grew up in a vibrant community of new Americans in South Florida, where she discovered her passion for swimming. Recognized for her early talent, she gained sponsorship to compete in Colombian swimming competitions. With love for the sport and inspired by her mother’s powerful values, Daniela trained to become a semi-professional swimmer in long-distance events. Representing Colombia in international competitions, she became an 18-time national medalist, cherishing the ability to connect with her rich heritage.

Resilience has been the guiding principle driving Daniela to overcome obstacles in athletics, academics, and business. As a new American, she embodies the strength, ingenuity, and resiliency of her Colombian heritage. This core value shapes her perspective on community engagement, promoting diversity, equity, and inclusion in the spaces she inhabits.

Her early professional experience at the Harvard Shop, where she managed undergraduate work-study employment, sparked her passion for the intersection of consumer products and social impact. She furthered her management career at Bain & Company before assuming a leadership role in strategic planning at Coca-Cola FEMSA in Mexico. This experience deepened her understanding of Latin American cultures and the immense social responsibility of the consumer products industry.

PD Soros has helped to shape the futures of close to a thousand immigrants since it was established over two decades ago, providing financial support and an extensive community which many fellows describe more like extended family than a network. Learn more about it here, as well as eligibility requirements and the approaching October application deadline (find this and other scholarships inside MBAchic). You can also check out some of the other fellows MBAchic has interviewed, like Riana Shah, Kathy Ku, Norma Torres Mendoza, or Jenna Nicholas.

MBAchic: Can you share how you feel about the opportunity to join the PD Soros community and meet fellows who share the New American experience?

Daniela Veloza: I am so grateful for the opportunity to connect with the greater PD Soros community comprised of like-minded, ambitious recent immigrants to the United States. I am
particularly grateful for the ability to bring my full self to the community and bond over the New American experience we all relate to.

MBAchic: Your swimming career took you to Colombia, where you represented the country in
international competitions. How did immersing yourself in your heritage through this
experience shape your personal and professional growth?

Daniela Veloza: Representing Colombia in swimming competitions was one of the most eye-opening and meaningful experiences of my life to date. Until my recruitment onto the national team, I mostly learned about my culture through the perspectives of my family and our friends. As beautiful as that was in my early childhood, I yearned to explore my roots and live the richness of my heritage for myself. Through the countless training camps and meets across the country that came with my athletics, I was blessed to slowly form my own distinct relationship with Colombia. On a personal level, it helped me come to terms with and celebrate my biculturalism as a Colombian American. I credit my swimming career for procuring my global mindset, deep interest in various Latin American cultures, and desire to support the multifaceted Latinx community in the US.

MBAchic: As the Chief Operating Officer of the Harvard Student Agencies, you focused on maximizing wages and creating more employment opportunities for fellow students. How did this role deepen your understanding of the connection between consumer products and social impact?

Daniela Veloza: My first leadership role was serving as the Operations Manager for the Harvard Shop, an apparel business and HSA’s largest student run agency with around 50 sales associates. Overseeing the day-to-day operations of our retail stores, I immediately fell in love with the consumer aspect of my business – the nuances behind purchase decisions, the creativity needed to innovate and the emotional connection one can generate through authentic storytelling. I was also inspired by the influence our business had on the well-being of the students we employed. As one of the largest employers on campus, we often set the benchmark for student wages and innovative employment practices in Cambridge.

My early role helped me draw a connection between these two spheres, the consumer products industry and positive impact – delighting customers can have a socially responsible angle that benefits various other stakeholders too. In the nonprofit context of HSA, my primary stakeholders were fellow students. Through my later professional experiences, I came to appreciate how much my industry impacts wider society and how necessary it is to have business leaders that equally prioritize positive social impact as they do profits.

MBAchic: During your time at Bain & Company, you dedicated your free time to championing
socioeconomic, racial, and gender representation. Could you tell us about some specific initiatives or projects you led and the impact they had on both the organization and the communities you worked with?

Daniela Veloza: In addition to my case responsibilities as an Associate Consultant, I co-led Bain’s Harvard Diversity Recruiting Team for 3 years, serving as chief advocate for diverse candidates in interview processes and liaising with Harvard administration to best support applicants.

One of my proudest accomplishments during my tenure was co-creating and launching Bain’s first “Summer Mentorship program” for undergraduates, a program that increased access to entry-level opportunities for diverse applicants. Our efforts supported 50+ prospective consultants across North America and served as a benchmark for other school teams and offices within Bain, a significant step in increasing representation within our firm.

I also served as Inspire’s Co-Office Head for the Bain Boston chapter, guiding our leadership team and 30+ volunteers to support local non-profit organizations. Through the six pro-bono cases we led during my tenure (including our first DE&I case with a mentorship organization for low-income youth), my team and I played a role in addressing socioeconomic, racial and gender issues in Boston.

MBAchic: Your experience at Coca-Cola FEMSA in Mexico provided you with a deeper understanding of Latin American cultures and the social responsibility of the consumer products industry. How do you envision leveraging this knowledge and experience to lead a high-growth consumer brand that serves the US Latinx community and drives positive social impact in areas like diversity, equity, and sustainability?

Daniela Veloza: At Coca-Cola FEMSA (KOF) Mexico, I applied my strategic background to define our company’s priorities and lead transformational projects in a multinational bottling operation. The experience not only enriched my knowledge of a sister culture and of the Mexican consumer through the lens of the country’s leading refreshment beverage, but it also opened my eyes to the immense social responsibility that the consumer products industry carries for many pressing issues. Our decisions at Coca-Cola FEMSA impact the very fiber of the Mexican community: the economic viability of local ‘tienditas’ struggling to survive amidst globalization, water availability for local communities facing droughts, and plastic pollution bottlers principally generate. Seeing these issues play out in real-time and working with our leadership to respond thoughtfully to crises that arose, I refined my own views on promoting social responsibility leadership in the consumer context. I hope to lean on these lessons heavily going forward.

MBAchic: MBA programs are known for their demanding nature. Can you offer any advice on
finding a balance between the demands of an MBA and personal life?

Daniela Veloza: Setting priorities and being able to say ‘no’ to things that are not aligned, or perhaps lower priority is the key to finding balance. More specifically to pursuing an MBA, I’ve found that it is important to set clear objectives for your time in the program such as transitioning careers, connecting with speakers invited to campus, or building meaningful friendships in your class. It then becomes easier to distill your priorities from those clear objectives and make the difficult trade-offs when you need to.

MBAchic: Being named a PD Soros fellow surely played a significant role in helping you achieve your MBA goals. What advice would you give to those who are interested in applying for the fellowship?

Daniela Veloza: If you are applying to the fellowship, chances are you have already made
significant waves in your field and space around you. My advice is to be sincere, genuine and confident in yourself, your professional dreams, and the impact you have left in your community to date. Honesty and confidence will show through to the committee.

Photos from Daniela Veloza

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Are you a master’s student with no work experience or a rising senior in your undergraduate program, contemplating your next steps towards a successful career? If you’re in research mode, chances are you’ve stumbled upon the term ‘deferred MBA program.’ But what does it really mean? In a nutshell, you can think of it as a golden opportunity that allows you to secure a spot in a prestigious MBA program while you’re still knee-deep in your studies, without having to rush into the corporate world just yet.

In simple terms, a deferred MBA program is designed specifically for ambitious people (like you), who are eager to pursue an MBA but want to gain some valuable work experience or complete their undergraduate education before diving into the world of business school. It’s basically like hitting the pause button on your MBA dreams while still ensuring a spot in the future. A deferred MBA is an opportunity to bridge the gap between academic excellence and practical know-how, while setting future-you up for success. Talk about being a master planner. 

Understanding Deferred MBA Programs

Unlike traditional MBA programs, where work experience is often a prerequisite, deferred MBA programs open their doors to bright and ambitious minds, even if they haven’t spent years climbing the corporate ladder yet. These programs offer an avenue for early talent identification, recognizing that academic achievements, potential, and dedication can be equally valuable qualities in shaping future business leaders. It’s an invitation to step into the world of business education at an earlier stage, providing you with a head start in your career trajectory and the opportunity to maximize your potential. Exciting, isn’t it? Now that we’ve uncovered the essence of deferred MBA programs, let’s dive deeper into the eligibility criteria and application process to help you navigate this unique opportunity with confidence.

Eligibility and Application Process

Typically, deferred MBA programs seek candidates who are either in their final year of undergraduate studies or have recently graduated. They value academic excellence, so a strong GPA is often a requirement. Worried about your chances to compete with other qualified candidates because you’re not a business major? Don’t sweat it; these programs appreciate diverse academic backgrounds. As for standardized test scores, (surprise) they hold weight too. So, remember to give your best shot on exams like the GMAT or GRE.

As you embark on the application process, be prepared to showcase your passion and aspirations through compelling essays. The prompts might ask about your career goals, leadership experiences, or personal values. Additionally, letters of recommendation play a significant role, as they offer insight into your character and potential. Lastly, interviews are a common step to assess your fit for the program. Embrace this opportunity to express your motivation and demonstrate your interpersonal skills. It’s a chance to let your personality shine and show your commitment to pursuing an MBA.

Advantages of a Deferred MBA Program

There are countless advantages of entering into a deferred MBA program. Students have an opportunity to gain valuable work experience before starting the program and potentially securing a job offer. The sense of security and peace of mind cannot be overstated. At MBAchic, we are all about alleviating work and school stress (seriously, we even have a whole video series with expert mindfulness coach advice to share helpful tips) – so this part is a no-brainer. By gaining acceptance into a top-notch MBA program before embarking on professional experiences or completing undergraduate studies, students can alleviate the stress and uncertainty of future admissions processes.

Early admission to a prestigious MBA program also grants students the advantage of long-term planning. By strategically aligning academic and professional pursuits with the knowledge that they already have a spot reserved in a highly regarded program, they can chart their career trajectory, seek relevant internships, and select undergraduate coursework that complements their future MBA studies.

Did we mention a powerful head start on the networking game? A deferred MBA program means a jumpstart on establishing connections with accomplished faculty, successful alumni, and like-minded peers who share their passion for business and leadership. It goes without saying that networks can be invaluable for mentorship, internships, job opportunities, and long-term professional growth.

Challenges of a Deferred MBA Program 

Enrolling in a deferred MBA program comes with its fair share of challenges that are worth exploring and considering before you decide if this is the right path for you. Two significant hurdles to anticipate are the rigorous academic workload and the need to balance work and studies. As you might expect, these programs demand academic rigor to match the standards of a traditional MBA curriculum. Students must be prepared to handle an intense academic workload, including case studies, group projects, and examinations. 

Another challenge that some students struggle with is finding a balance between the demands of work and studies. As you gain work experience before starting the program, juggling professional commitments and academic responsibilities becomes crucial. Through establishing clear priorities, open communication with your employer, and utilizing organizational skills to stay on top of tasks, it’s possible to make the program feel manageable while also maintaining harmony in life outside of school. Plus we’ve already curated advice from MBA students, graduates, and wellness experts to help you practice self-care and mental wellness during the stressful yet exhilarating MBA experience here. 

Notable Deferred MBA Programs

Where you decide to apply largely depends on a number of personal factors and professional goals. But to kickstart your research journey, MBAchic is going to provide a brief overview of some well-known Deferred MBA programs offered by several prestigious business schools. Overall, the programs we’re highlighting stand out for their reputations, flexibility, commitment to leadership development, immersive experiences, networking opportunities, and strong support systems.

Harvard Business School 2+2 Program: The 2+2 Program allows college seniors and graduate students from any field of study to secure a spot in Harvard Business School’s MBA program. It aims to attract and develop talented students early in their careers.

Wharton School Moelis Advance Access Program: The Moelis Advance Access Program is designed for undergraduate students in their final year. It provides early admission to the MBA program at the Wharton School, allowing students to gain work experience and prepare for their MBA journey.

MIT Sloan School of Management MBA Early Admission: MIT Sloan’s MBA Early Admission program is open to exceptional college seniors, allowing them to secure a seat in the MBA program. It provides an opportunity to gain valuable work experience and participate in the MIT Sloan community.

Columbia Business School Deferred Enrollment Program: Columbia Business School offers a Deferred Enrollment Program for college seniors and those in their final year of graduate study. It allows students to secure a spot in their MBA program and gain professional experience before starting the program.

Securing a spot in a prestigious MBA program early in one’s academic career is valuable. It instills confidence, facilitates long-term planning skills (that are useful in every stage of life), provides additional access to valuable networks, and maximizes the time available for personal and professional growth. It can also provide more time to absorb new knowledge and skills, extending a runway for personal and professional development. Ultimately, this can translate into a competitive advantage when pursuing internships, job placements, or entrepreneurial endeavors upon graduation. It’s an opportunity that can set the stage for a fulfilling and successful business career.

So what are you waiting for? If you’re thinking about applying to a program or if you’ve just entered into a deferred MBA program, MBAchic would love to hear from you. Consider applying to enter our MBAchic Mentorship Program which combines monthly one-on-one mentoring sessions with workshops and programming coordinated and produced by the MBAchic team. You can read more about Laura Gallardo and Nayeli Perez’s (and more mentor-mentee pairs’) mentorship program experience here.

Join our community to find fellow MBAs and professionals, at all stages of their careers. Find people in your area to talk salary negotiation, or meet your future cofounder on the other side of the globe. Everyone here is investing in their education, careers and lives.

Photo from Alexis Brown

The post From Students to Standouts: The Influence of Deferred MBA Programs on Shaping Outstanding Talent appeared first on MBAchic.

For marketing professional and entrepreneur Delanie West, achieving her MBA was a dream decades in the making, but as her story goes: timing is everything. An alumna of Hampton University and current MBA candidate at Syracuse University, she serves as a student ambassador for the graduate program.

As the Founder and Creative Director of her own marketing, product and brand development firm, Be Super Creative, West launched her company in 2010 after hours while maintaining her 9-5 leading the product development and design strategy for the world’s oldest Stein, Germany based luxury writing firm, Faber-Castell Gmbh. She served on the company’s executive committee, charged with shaping culture and policy for the U.S. division before her position was deemed a redundancy and she was let go. Rather than fear the unknown, West leveraged her professional experience and parlayed her skills into building brand development for a range of businesses at her own firm. From mature, multinational luxury brands, to startups, and emerging solopreneurs, she approaches each client with creativity and curiosity. While entrepreneurship deserves to be recognized and celebrated, she says there’s another dark motivation behind her professional journey that not nearly enough people discuss. 

“There was this McKinsey study that celebrated the amount of women who founded their own businesses, specifically women of color. The thing that they don’t talk about is why,” West explains. “[It’s] because of the bias in the workplace, because of the racism. All of those things that make it impossible for us to exist in places of work. Those are the reasons why such great numbers of us found our own businesses… I’m in this position because I needed to be, I needed to protect myself and I think there’s a lot of women like me.”

When she’s not training for a triathlon, or building out a creative strategy for a client, she’s volunteering at one of the many organizations she’s involved in – mostly center around empowering underprivileged girls. As Delanie caught up with MBAchic, she had just returned from Capitol Hill where she was advocating on the behalf of the Graphic Artists Guild and was days away from traveling to the East Coast to receive an award for her work with the International Girls Academy. The non-profit aims to help girls use their strengths to break down barriers and solve problems regardless of their socio-economic status. 

Her experience highlights the importance of timing, belief in oneself, and strategic planning for personal success in a marketplace that often neglects uplifting women of color. 

MBAchic: You’re completing your MBA this year with a dual emphasis in Marketing and Entrepreneurship. How did you decide on the online MBA program at Syracuse University’s Martin J. Whitman School of Management? 

DW: I had been wanting to do my MBA for a few decades. However, when you have a boss and you have a staff that you’re responsible for… in my line of work, I was always traveling domestically, internationally. There was no way that I could ever be going to a campus to earn this degree. And when I wanted to do it, technology wasn’t what it is today. So it was always something that I wanted to do but my job and responsibilities prevented me from doing so. In the last five years, I have gone to managing my agency full-time, after, what’s the new word they call it? It’s such an eloquent word. Ah, yes. My position was determined to be a redundancy. 

They decided to move product development back to Germany. So I had to decide what I was going to do, and I said, full-time, focus on my agency Be Super Creative, while I figured out what I wanted to do. And then comes COVID… I said, God, I wasted a lot of time. I had been researching Syracuse for its breadth of educational opportunities. They kind of represented everything that I love, in terms of full person professionally and personally. They had a great reputation that the online school was just top rated.

MBAchic: What kind of opportunities did that MBA experience afford you within the marketing industry?

DW: I would say right away credibility. Because I know I’ve got good credibility, I know what my background is, but unfortunately, branding is everything. Right? Also I experience a lot of times where clients will come to me for creative solutions and I say: wait a minute… do you have a marketing plan? Have you identified your consumer? What do you know about your business? I can’t tell you how many people, businesses, founders, didn’t have any of this. I said, you know, you can’t put lipstick on a pig, right? There’s no way I can help you be successful if you don’t have these things. There’s no way I’m going to take your money to do creative when you don’t have good strategy. I just found that more often than not, creative shook hands with marketing and business strategy. It just made sense for me to go back and get that book knowledge, that experience in terms of the things that I learned over the years. I needed to be able to better structure and articulate them for clients. 

MBAchic: Should people who are interested in more creative industries like marketing and brand development be more open-minded about getting their MBAs?

DW: Enrolling in a program helps to further fill out your toolbox to give you the credibility to give you the pieces that a lot of other creators don’t have… Creativity has been recognized as a key skill. You have to have that element and the way you think about solving problems. It’s not just creativity as it relates to the art of making something, the art of writing or singing. It is strategy. And when you think about anyone who is a creative, we have this ability to see. I always say I hate math, but I speak in terms of equations. I always say, we have this ability to see A to Z, when we do something, we already know what Z looks like in our mind. 

That’s strategy, that’s planning, right? That’s problem solving. And we don’t give ourselves enough credit. We don’t charge for it. When we’re thinking about a business problem, a creative solution, we do it as we’re sleeping. And we only charge for the hours that are billable, which is work. We’re working all the time. So I think we as creative people have to do a better job at marketing the value of what it is that we actually do. I think once you venture down the pathway to an MBA, you understand how to speak in those terms and you can better explain and articulate, ‘this is why you want to work with me.’ 

MBAchic: What’s the top piece of advice that comes to mind when you think about someone making that decision to attend business school? How can they get the most out of the experience? 

DW: I know a lot of people go to undergrad and they go right to [their] MBA. I’m going to tell you, doing this after 20 plus years of experience has helped me master the concepts. It’s taught me pieces that I didn’t understand, but I think I was able to really use this information in ways [literally] the next day I’m implementing what I learned, as I work with clients, because I understand it. Had I done this right after undergrad, I would’ve kind of been in the dark, I wouldn’t have been able to use those skills and that knowledge straight away. Because I already had the experience, I could connect the dots instantly [with] full clarity. Don’t feel pressured to do it right away and maybe have a 2, 3, 4, 5 year plan for when you’re going to do it.

MBAchic: What emerging trends marketing should we all be following in 2023? 

DW: Technology will change everything… how quickly we can work, it can complement the way we all do business in terms of copywriting, design, strategy. You know, anything that we have done as a society professionally has changed in the last three, two to three years. Data analysis is driving any technology gains and advances, learning about your consumer, learning about an industry. I always say that’s the magic, that’s the secret sauce…I tell people who are afraid of artificial intelligence that those systems only work on data that’s here and things that have been created, but your brain can create something new, and a way that you prime your thoughts and get ready to create something new is you’ve got to talk to people. So as long as you are a creator, and you can make more of something, you always can create value that can’t be duplicated.

MBAchic: Outside of work, you are an avid athlete. Would you say this the key to avoiding creative burnout?

DW: I do different things, I love to ride my bike on the trail, being in nature and using my body does something for me. Growing up, my first instrument was piano, then the violin, but using my hands to create what was in my mind, there is just a physical connection to creation, like exercise and thinking and making. It’s all interconnected. Studies talk about the benefits of exercise and increasing productivity, and especially creativity, so it’s also the contrast. You’re thinking about solving a really important business problem for a client, right? You have to deliver, well, I need to go and burn off some steam and do something that I like, cycling, running, swimming.

When our mind is at rest, it’s when our brain solves problems. We solve problems when we’re not thinking about them. So that time that we get doing the things that we love, we’re still working on solving the problem, but we’re also feeding our curiosity for going out into nature. I love making art and I love people watching. I love the arts. So when I’m doing those things, I’m feeding my engine. So it’s the contrast between work for money and then doing work just to serve your soul.

MBAchic: Beyond business and classwork, you make time to give back and support a variety of women-led businesses, solopreneurs and nonprofits. Any helpful tips for other busy professionals who want to get more involved in organizations they care about?

DW: Well, first of all I am a Girl Scout and they taught me right. I really do give a lot of credit because that experience taught me about what it means to be a sister to another girl. It taught me about being an entrepreneur as a girl selling cookies. I mean, we don’t really think about it. We think it’s cute, but how terrifying is it to go knock on somebody’s door and say, would you buy some cookies? I mean, you can’t do it today, but my God, like, what were we learning? ​​

Over time, I felt that I would like to have seen more women extend themselves to me and I was saddened that I didn’t have more mentors in business. I was often the first and the only in the spaces of work, and I was young, so there was no one to show me the way. So I did feel that there were a lot of spaces where I was not welcome. Had I had greater mentorship, I probably could have achieved far greater with help. So, I make sure that I do the sisterly thing.

What are those things that are most important? What are those things that are going to help yield the greatest benefits? I make time for those. I also try to make one thing fill two different needs. So I love to run, I love to work out. Well, I’m going to also volunteer for Black Girls Run. I’m doing a few things. I’m helping my community. I’m helping other women. I’m empowering girls, and I’m doing the fitness piece. So when you find a cause that aligns with a few of your goals, you can do more. You can fulfill yourself, you can help. 

We will go farther with help than we can go by ourselves. And quite frankly, women have so much to tackle in places of work, in places of funding for our ideas. We’re not getting our fair share. Why is that? We don’t have enough advocates for us. And so we have to help each other. 

Join MBAchic to connect with Delanie West and more creative MBAs and entrepreneurs using the MBA to help unlock the next exciting chapter of their careers.

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Partner content from our friends at Emory Goizueta.

The first of its kind in the nation, in 2020 The Roberto C. Goizueta Center for Entrepreneurship & Innovation launched Peachtree Minority Venture Fund (PMVF), a $1 million student-run venture fund that addresses the funding gap for Black, LatinX, and Native American entrepreneurs. Fund activities and related classwork began in the 2021-2022 academic year. Underrepresented minority founders receive less than three percent of U.S. venture capital investment. Peachtree Minority Venture Fund seeks to play a role in changing this narrative. 

Each year, PMVF students acting in the investor role, along with faculty and advisory board input, hold the Spring Showcase at The Hatchery on campus to announce new investments. To date, the fund has made total investment commitments of $170K into seven companies in seven different industries in six cities. In the first round for the 2021-2022 academic year, the investment process began with commitments to CommunityX, Ecotone Renewables, and FundStory. Just this past spring, investments were committed to Arch, Chezie, ConConnect, and Tuyyo.

JB Kurish, professor in the practice of finance and a Business & Society Institute faculty advisor, guides the PMVF’s academic curriculum with Jill Perry-Smith, senior associate dean, strategic initiatives, and academic director of The Roberto C. Goizueta Center for Entrepreneurship & Innovation, Rob Kazanjian, Asa Griggs Candler Professor of Organization & Management, and Juanita Velez, adjunct professor and senior manager diversity, equity, and inclusion operations for Delta Airlines. In addition, Brian Cayce recently joined Goizueta Business School as Managing Director of The Roberto C. Goizueta Center for Entrepreneurship & Innovation. Cayce brings 17 years of venture capital experience to the team having founded the early-stage impact-focused funds of Gray Ghost Ventures.

Nurturing Future Investors and Entrepreneurs

“Through directed curriculum and classwork, students gain the real-world analysis skills required to make informed investment decisions,” Kurish says. With an industry agnostic approach, “The fund follows a holistic research process during which the students operate in the role of investors. Investors not only learn about the company in front of them, but also about the larger industry and its risks and upside.”  

Student participants come from a wide range of degree programs, including Goizueta’s undergraduate Bachelor of Business Administration program, the school’s multiple MBA programs, and Emory University’s law school. This diversity excites Kurish. “We like the fact that we’ve got students from various academic programs involved. Add to that their unique cultural perspectives and age differences and we all benefit from the interaction.”

A richness and experiential value come to students by what they bring as individuals to each discussion. This sharing develops a collective holistic appreciation for the needs and desires of underrepresented founders.

JB Kurish, professor in the practice of finance and Business & Society Institute faculty advisor

The PMVF documents investments of entrepreneurial funding ranging from $5-50K through a simple agreement for future equity. Kurish explains, “Most common are seed stage investments of $15-$30K. The goal for these investments is to gain allocation into a financing round led by institutional investors.”

In addition to benefiting each founder and company, this process also provides students unprecedented access and exposure to the world of venture capital–not to mention potential job opportunities.JB Kurish

To educate and empower founders, the fund offers resources and tools such as Cap table simulator, talent locators, pitch deck examples and basics, and financial modeling for startups. As an educational partner to founders, Goizueta will continue to expand its impact for growth. Kurish notes, “In the future we will incubate their success with even more educational and professional networking opportunities.”  

Changing the Funding Narrative 

Each fall, student class members and leaders are selected for participation in the fund activities. Past student participants continue to support the fund by taking part in evaluative and processing activities in the fall. These fall activities pave the way for the main thrust of student engagement in spring.  

During the 2023 spring class, the fund received over 50 applications. From this applicant pool, managing partners screened over 100 deals and engaged in preliminary due diligence on over 50 of them. To further narrow the pipeline of potential investment, the PMVF team conducted another round of deep due diligence on 10 deals. The investment committee then reviewed the final five deals and ultimately selected four companies to receive PMVF investment. 

JB Kurish

After extensive research, interviews, and analysis by the PMVF team, the following companies received investment commitments through the fund in the 2022-2023 academic year: 

• Chezie, Co-Founder and CEO is Toby Egbuna, COO is Dumebi Egbuna 18BBA 
• ConConnect, Co-Founder and CEO is Andre Peart 
• Tuyyo, Founder & CEO is Stefanie Garcia Turner 21EMBA 
• Arch, CEO & Co-Founder is Gabriel Huertas del Pino and Adam Mutschler 

It is an honor to receive an investment from Emory University’s Peachtree Minority Venture Fund. As an alumna of Goizueta Business School, this investment is a full circle moment as I began working on TUYYO while I was receiving my Executive MBA in 2020-2021. This investment will further support TUYYO’s growth in new retail locations across the United States and assist in our efforts to provide clean ingredient, Latin-inspired products to the LatinX community and beyond.

Tuyyo Foods Founder/CEO Stefanie Garcia Turner 21EMBA 

To carry on the rich tradition of investing in and supporting underrepresented founders, the new managing partners of the Peachtree Minority Venture Fund have been named. Brandon Best 24MBA, Sumo Desai 24MBA, Savannah Holmes 24MBA, Brandon Jacobs 24BBA, Madeline Ledford 24MBA, Kevin Liu 24EvMBA, and Benedict Owanga 24JD will all lead for the coming year.  

PMVF Wins the AACSB Innovations that Inspire 2023 Award 

AACSB International, a global nonprofit, is the world’s largest business education alliance that connects educators, students, and businesses across the world. Since 1916, the organization has been committed to creating the next generation of leaders. As part of its advocacy outreach in more than 100 countries and territories, AACSB selects 25 Innovative Business Schools of Tomorrow that drive new value for stakeholders.  

Kurish shared, “In the words of AACSB, Goizueta’s Peachtree Minority Venture Fund ‘was one of 25 institutions that demonstrate how AACSB member institutions are creating new value for a continuously evolving business world and global society.’”  

Learn more about the Peachtree Minority Venture Fund and access founder applications.  

Follow fund news on Twitter @Peachtree_Fund and LinkedIn @PeachtreeMinorityVentureFund.  

Read more about the prestigious AACSB International award here. 

Minority Founders Earn Funding Through Million Dollar Student-Run Peachtree Minority Venture Fund

Photos from Emory Goizueta / Emory Business and Micheile Henderson

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Every year, approximately 200,000 men and women leave U.S. military service and return to life as civilians, a process known as the military to civilian transition. It’s full of uncertainty and sometimes riddled with self-doubt and corporate misconceptions that create a barrier to entry. A study by the Society of Human Resource Professionals indicates that 55% of veterans view employment as a significant hurdle during their transition. But getting it right when it comes to hiring veterans is not just a moral imperative, it’s good for business. That’s why this July 25 on National Hire a Veteran Day, MBAchic is amplifying veteran voices and highlighting ways companies can prioritize veteran hires. 

About Hire a Veteran Day

National Hire a Veteran Day was established in 2017 and founded by Dan Caporale, Marine Corps Veteran and founder of the national non-profit organization Hire Our Heroes (HOH). By connecting the military community—service members, military spouses, and veterans—with American businesses, HOH is committed to create economic opportunity and a strong and diversified workforce. 

Beyond raising awareness about civilian employment for service members and veterans after their military service, it’s also a call to action for those who hire and those who apply. Recent data shows positive strides for veteran employment. In 2022, the unemployment rate for all veterans stood at 2.8%, which was lower than the rate for nonveterans, according to the latest data from the Bureau of Labor Statistics. This is a significant trend for the veteran community, with both male and female veterans experiencing a decline in unemployment rates after years of negative employment news. Before last year, that unemployment estimate had not been below 3% for two consecutive months since May 2019. 

The BLS report found that nearly one in four veterans (23%) are employed in local, state or federal government jobs, about the same rate as 2020. For comparison, only about 13% of non-veterans hold salaried government posts. Other industries with high veteran employment include education, health services, manufacturing, and business services jobs. 

Why Hire a Veteran

Retired U.S. Army Lieutenant General Ken Keen, Associate Dean for Leadership at Goizueta is spearheading the business school’s new Master in Business for Veterans program which launches this August. He tells MBAchic that supporting veterans to help them discover passion and purpose after military service is hugely valuable.

“Transitioning out of the military is hard, whether you are an enlisted member, a sergeant, a command sergeant major with 20 years of military experience, or a junior or senior grade officer up to general officer. It’s very difficult. The army, where I come from, and all our military services provide a sense of purpose, and you have volunteered for that purpose. You’re surrounded by others who have signed up for that as well. You’ve sweated and, in many instances, bled with them while pursuing your military career and service,” General Keen says. 

His message for corporate recruiters is simple, “Hire veterans because they can have a tremendous impact on your businesses, no matter where you place them,” General Keen says. “It’s important to understand that veterans don’t want a handout; they simply appreciate a hand up, an opportunity.”

Employers and HR personnel should consider this during the interview process because as General Keen notes, not everyone has individual experience with conducting veteran interviews. 

“Sometimes veterans struggle to effectively communicate how their military skills and experiences can directly apply to a particular business. For those hiring or interviewing veterans, I urge you to show them some grace and try to delve deeper into their experiences,” General Keen says. “Don’t dismiss them if it doesn’t immediately connect; take the time to fully grasp the valuable skills that a veteran can offer and how they could be beneficial to your business.”

Georgia Tech Scheller College of Business’s Assistant Dean of Non-Degree Education Coogan Perrin served as an Air Force Cyberspace Engineering Officer before deciding to pursue her MBA at Goizueta Business School. She says she prepares for the challenge of bridging a military / civilian jargon-gap by always modifying her resume to reflect her work when she’s researching a new role. 

“This helps recruiters and hiring managers understand more specifically the activity and impact I had in my military career and how I can contribute to the mission of the company I am applying for,” Coogan tells MBAchic. “Being able to articulate your military story, in a meaningful way that someone with no military background can understand, is key. Every employer I have interacted with shared that my military background was a positive attribute and something they wanted to hire for. Military members are known to be calm under pressure, reliable, hardworking, and dedicated.  Companyies want to hire veterans, so I always do my homework to make it easy for them to offer me the position.”

Veterans agree that some of the biggest challenges that veterans face during their transition is understanding how their military experience translates into the private sector, then having the confidence to position themselves for success during interviews.

As a US Army veteran currently serving as a Field Artillery Officer in the National Guard, an MBA, and a professional consultant, Brianna Hughes tells MBAchic that grit is the number one trait all veterans share that helps them to excel in whatever professional path they choose. 

“That’s honestly what I have found is something that I learned from experience in West Point in the Army that has been applicable as I’ve progressed in my military career but also as I’ve pivoted to business school, a civilian career and honestly just life, parenthood,” says Hughes. “That mental, physical and emotional resilience that is developed by constantly being challenged while simultaneously being an environment that compels you to overcome.”

“Veterans know how to work both in teams and as individual contributors. To be a great leader, you first must be a good follower. All veterans understand this and have lived this through their military experience,” Coogan explains. “Veterans are used to working with people from all walks of life and know how to motivate others. This is incredibly valuable in today’s workforce. As automation and outsourcing continues to grow across market segments, having leadership and members of the team that know how to inspire and work with others is more important than ever before. Good leaders are grown through experience, and veterans have this in spades.”

Companies Supporting Vets

Developing effective practices for hiring veterans is a process that can take time. Veterans Job Mission, a coalition of more than 300 companies, has collectively hired over 900,000 veterans and military spouses, with a goal to hire two million U.S. military veterans and 200,000 military spouses by 2030. Through years of trial and error since 2011, hundreds of organizations have helped to develop leading practices to build or enhance a veteran hiring program. Here are three key steps the VJM suggest to serve as a foundation for successfully sourcing veterans:

Engage your HR representatives and recruiters to help identify areas where military talent would serve as high fit. Work with recruiters and hiring managers to tailor these job descriptions and state, when appropriate, that relevant military experience qualifies.

Leverage your current veteran employee population and collaborate with them as ambassadors. Marketing that you are creating a military-friendly work environment is important to attract top talent. You can also partner with them to review job descriptions and relevant marketing materials. 

Connect with the military installations that are located near your company. Build relationships with transition offices and determine if there is a pipeline of talent that fits your company’s hiring needs. Utilize the resources that the bases offer for transitioning military members. 

Jamie Dimon, Chairman and CEO of JPMorgan Chase & Co (one of the leading companies in the coalition) describes the military as a great place to find talent. 

“[In the military] they learn how to show up. How to be a team. How to respond. If they don’t do their job, someone could be seriously injured. They learn logistics, communication, sharing ideas, analyzing reports, cybersecurity. Give them a chance,” Dimon says.

Companies of all sizes can make a difference in the veteran community – not just on National Hire A Veteran Day, but throughout the year. As a result of their commitments, Capital One earned the 2023 Military Friendly Spouse Employer designation, an award for companies committed to hiring and supporting military spouses in the workforce. Capital One Director of Recruiting Val Jeffries is a veteran herself who serves on the National Leadership Team of Capital One’s Military Business Resource Group, Salute. She tells MBAchic that Capital One deeply values the service and sacrifice of veterans, active military personnel and their families.

“We stay committed to hiring and helping prepare transitioning service members, Veterans and military spouses for new jobs because we look for talent with a broad range of experience and individuals from all backgrounds knowing that bringing together associates with varied perspectives will help us solve our customers’ challenges faster and better,” says Jeffries.

Capital One is a leading partner with the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes program. Through this partnership, Capital One hosts transitioning veterans and their spouses through intentional fellowship programming by placing them into corporate roles for 11 weeks (or 6 weeks for military spouses) with the opportunity for full-time hire at the conclusion of the program. 

Hiring Resources

The VA has created a Veterans Employment Toolkit designed to help those interested in employing vets. The toolkit includes information on government subsidies that can be used to offset the salary of a new hire, assistive and adaptive technology, how to interpret a veteran’s “non-pay work experience,” and information on VA incentives that may be offered to certain companies for hiring qualified veterans. The VA toolkit also includes information about Department of Labor programs that incorporate online training and other resources for those who want to hire from America’s ever-growing pool of military members and vets.

The Disabled Veterans National Foundation even designed a tool for employers looking to hire skilled and talented veterans or military members. The Civilian to Military Occupation Translator can be used to understand what military experience to look for by matching a job opening to military careers that use similar skills.

By embracing the unique skills and experiences of veterans, businesses of all sizes can create an environment of inclusivity, innovation, and success. As we commemorate this special day, let it serve as a powerful reminder that supporting our veterans through meaningful employment opportunities is not just a one-time gesture but an ongoing commitment to building a stronger and more resilient business community. Through conscious efforts, we can celebrate, empower, and hire our veterans, ensuring they have the chance to thrive in the civilian world and achieve their fullest potential.

From Service to Success: Celebrating National Hire A Veteran Day

Photo from Hannah Skelly

The post From Service to Success: Celebrating National Hire A Veteran Day appeared first on MBAchic.

In a landmark decision that reverberated across the nation, the Supreme Court handed down a historic ruling on June 29, striking down the use of race-based affirmative action in higher education admissions. The court’s opinions centered around two closely watched cases involving Harvard University and the University of North Carolina, both of which were brought by the group Students for Fair Admissions, led by conservative activist Ed Blum. These cases challenged the consideration of race as a factor in the holistic admissions process, alleging discrimination against White and Asian-American students. The 6-3 ruling, with Chief Justice John Roberts writing for the conservative majority, declared that race-based admissions violated the Equal Protections Clause of the 14th Amendment.

In a 2023 Pew survey, 53 percent of Asian Americans who had heard of affirmative action said they believe it’s a good thing, though 76 percent of Asian Americans overall said they did not think colleges should consider race or ethnicity as a factor in admissions decisions. A similar dynamic was evident across racial groups, with more of Black and Hispanic Americans saying affirmative action was a good thing rather than bad, but majorities of all racial groups also saying colleges shouldn’t consider race and ethnicity in admissions.

The Court’s Decision

The court’s decision marks a significant departure from the previous rulings and sets a new precedent in the long-standing debate over affirmative action. The practice, which has been in place since 1978 and had previously survived three high court challenges, has been seen as a means to address historical disadvantages and promote diversity on college campuses. However, the ruling now prohibits universities from considering an applicant’s race as a factor in the admissions process.

The Supreme Court’s decision emphasizes the importance of equal protection under the law and places a greater emphasis on merit-based evaluations. Chief Justice Roberts, in his opinion, argued that race-neutral alternatives should be explored to achieve diversity in higher education, while stressing that the court’s decision does not undermine the pursuit of inclusive campuses. 

Roberts wrote that a student, “must be treated based on his or her experiences as an individual not on the basis of race. Many universities have for too long done just the opposite. And in doing so, they have concluded, wrongly, that the touchstone of an individual’s identity is not challenges bested, skills built or lessons learned but the color of their skin. Our constitutional history does not tolerate that choice.”

The dissenting opinions, penned by Justices Sonia Sotomayor, the first Latina Supreme Court Justice, argued that affirmative action is necessary to address systemic inequalities and ensure representation for historically marginalized groups.

“Today, this court stands in the way and rolls back decades of precedent and momentous progress,” Sotomayor wrote.

Sotomayor added that the “court cements a superficial rule of colorblindness as a constitutional principle in an endemically segregated society where race has always mattered and continues to matter.”

While the court’s newest and first Black female justice, Ketanji Brown Jackson, recused herself from the case because she has served on Harvard’s Board of Overseers, that didn’t stop her from issuing a separate scathing dissenting opinion. 

“With let-them-eat-cake obliviousness, today, the majority pulls the ripcord and announces ‘colorblindness for all’ by legal fiat. But deeming race irrelevant in law does not make it so in life,” she said. 

Reactions from Institutions

Following the court’s ruling, institutions across the country have expressed strong opinions regarding the future of admissions practices and the pursuit of diversity in higher education. While some institutions took the opportunity to communicate with their students and affirm their commitment to comply with the new legal requirements, others, including Goizueta Business School Dean Gareth James, expressed profound concern about the potential impact of this ruling, not only at Emory but also at colleges and universities nationwide. “Diversity is an essential element of the educational experience, Dean James said. “Racial diversity, like gender diversity, professional diversity, and other forms of diversity introduces unique perspectives into the classroom creating more lively discussions, challenging norms, and spurring innovation. Please know Goizueta remains committed to building an inclusive community that not only attracts diverse individuals, but ensures these leaders—whether students, faculty, staff, or alumni—stay and thrive.” Perhaps most notable were the reactions shared by the two schools at the heart of the ruling:

Harvard University:

Harvard University, the subject of one of the cases, expressed disappointment with the court’s decision. In a statement, the university reaffirmed its commitment to creating a diverse and inclusive campus and suggested that the ruling would have a significant impact on higher education institutions nationwide.

Leaders from across the University, including President Larry Bacow and President-elect Claudine Gay, emphasized “the fundamental principle that deep and transformative teaching, learning, and research depend upon a community comprising people of many backgrounds, perspectives, and lived experiences.”

Their statement continued, “That principle is as true and important today as it was yesterday. So too are the abiding values that have enabled us — and every great educational institution — to pursue the high calling of educating creative thinkers and bold leaders, of deepening human knowledge, and of promoting progress, justice, and human flourishing.”

University of North Carolina:

The University of North Carolina, which was at the center of the other case, acknowledged the court’s ruling but expressed concerns about its potential impact on efforts to foster diversity. The university highlighted the importance of considering multiple factors in the admissions process to ensure a holistic evaluation of candidates.

In response to the ruling, Chancellor Kevin Guskiewicz said in a statement, “Carolina remains firmly committed to bringing together talented students with different perspectives and life experiences and continues to make an affordable, high-quality education accessible to the people of North Carolina and beyond. While not the outcome we hoped for, we will carefully review the Supreme Court’s decision and take any steps necessary to comply with the law.”

Civil Rights Organizations Outraged

Civil rights organizations, such as the NAACP Legal Defense and Educational Fund, expressed deep concern over the ruling. They argued that affirmative action is essential for promoting equal opportunities and leveling the playing field for underrepresented communities, and they pledged to continue advocating for policies that address systemic inequities in education.

Co-founder and Executive Director of the African American Policy Forum Kimberlé Crenshaw released a statement urging Americans to meet this moment with urgency.

“[The] Supreme Court decisions on Affirmative Action in college admissions represent yet another blow to the civil rights infrastructure and the freedom to learn in this country. These decisions are a cornerstone of an effective, growing and coordinated campaign by right-wing extremists to undermine multiracial democracy,” she wrote. 

“For years, Affirmative Action has been overlooked as a major civil rights issue by people who purport to be the liberal establishment while also continuing to be a key target for democracy’s opponents on the right.”

Conservative Groups Celebrate

Conservative groups, including those supporting Students for Fair Admissions, celebrated the court’s decision as a victory for equal treatment and merit-based admissions. They argued that race should not be a determining factor in college admissions and emphasized the need for a color-blind society.

“The opinion issued today by the United States Supreme Court marks the beginning of the restoration of the colorblind legal covenant that binds together our multi-racial, multi-ethnic nation,” SFFA president Edward Blum said at a press conference.

“The administrators of higher education must note the law will not tolerate direct proxies for racial classifications,” Blum added. “For those in leadership positions at public and private universities, you have an obligation to follow the letter and the spirit of the law.”

While Democratic lawmakers characterized the ruling as an obstacle to the pursuit of racial justice, numerous Republican presidential candidates and lawmakers praised the decision for its endorsement of “merit-based” admissions.

“For decades, the Court turned a blind eye as higher education prioritized illegal social engineering over merit,” Senate Minority Leader Mitch McConnell, R-Ky., said in a statement. “Today’s rulings make clear that colleges may not continue discriminating against bright and ambitious students based on the color of their skin.”

Speaker of the House Kevin McCarthy, R-Calif., also applauded the end of affirmative action, tweeting “students will be able to compete based on equal standards and individual merit,” and that the decision “will make the college admissions process fairer and uphold equality under the law.”

Uncertain Path Forward

As institutions grapple with the implications of this decision, the path forward for fostering diversity on college campuses remains uncertain. The ruling sparks a renewed focus on race-neutral alternatives and calls for innovative approaches to achieve inclusive educational environments while ensuring fair and merit-based evaluations of candidates. President Joe Biden strongly criticized the Supreme Court’s ruling, saying the decision “walked away from decades of precedent.” But he urged schools not to stop considering racial adversity for applicants altogether.

“We cannot let this decision be the last word,” Biden said in a White House address. “The court can render a decision but it cannot change what America stands for.”

Only time will reveal the full impact of this historic ruling on the landscape of higher education in the United States. Join the MBAchic network to stay in the know as this story develops, and sign up for The Weekly Chic to receive the latest from MBAchic, advice, news, jobs and more each week.

Photo from Fine Photographics

The post Supreme Court Outlaws Affirmative Action, Sparking National Debate appeared first on MBAchic.

_{The bschool bound MBA summer reading list}

School’s out for summer, but that doesn’t mean you can’t learn while you work on your tan and catch up on some extra beauty rest, right? After all, if you’re headed to bschool you’re already a multitasking master. One crucial aspect of navigating the business school experience is building a strong network and fostering genuine relationships. It’s a proven way to alleviate feelings of isolation and loneliness when facing new situations and challenges. That’s why the MBAchic team is thrilled to kick off the season by inviting you to join our virtual summer book club. Like you, we love diving into new books and have shared some of our top picks in the past to celebrate diverse storytelling. Now that the weather is heating up, our team figured it’s time to grab your chic swimsuit and fill your tote with the best books to make the most of beach season. Don’t worry about scouring dozens of covers or surveying your friends for their recommendations. MBAchic has curated the ultimate MBA summer reading list full of 14 page-turners that will leave you feeling confident and ready to land on campus.

Get ready to be inspired, motivated, and equipped with the mindset and strategies to excel in your academic journey. Whether you’re looking to enhance your leadership skills, develop your entrepreneurial mindset, or protect your positive mindset through big changes and stressful challenges, these books will be your trusted companions.

Some books purchased may earn an affiliate commission at no additional cost to you.

The bschool bound MBA summer reading list

The Perfectionist’s Guide for Losing Control by Katherine Morgan Schafler

Major Themes: Nonfiction, self help, psychology, personal development, mental health, audiobook, counseling, feminism, health, personal growth, business, wellness 

About the book: Which of the five types of perfectionist are you? Classic, intense, Parisian, messy, or procrastinator? As you identify your unique perfectionist profile (raise your hand if you love a good science-based personality quiz), you’ll learn how to manage each form of perfectionism to work for you, instead of against you. Beyond managing it, you’ll learn how to embrace and even enjoy your perfectionism. 

Swap superficial control for real power in this page-turner that’s written for women who are sick of being given generic advice to find balance. Packed full of humor, empathy, and depth, this book is a love letter to the ambitious, high achieving, full-of-life clients who filled the author’s private practice, and who changed her life. (Sound like someone you know?) It’s a call for all women to dare to want more without feeling greedy or ungrateful, a lesson each of us could use time and time again. 

About the author: Psychotherapist, writer and speaker, and former on-site therapist at Google Katherine Morgan Schafler earned degrees and trained at UC Berkeley and Columbia University, with post-graduate certification from the Association for Spirituality and Psychotherapy in NYC. 

What readers are saying: 

“Morgan Schafler lays bare provocative new insights into how “perfectionism” is often just code for “women excelling too much,” and identifies the strategies and mindset every high-achieving woman needs to quell her inner critic and embrace her true talents.”

— Holly Whitaker, New York Times bestselling author of Quit Like a Woman

“An accessible, actionable guide for how to aim high without overthinking or punishing yourself along the way. This book is a must-read for anxious achievers who want to remain ambitious but could operate with a bit more self-compassion.”

— Liz Fosslien, coauthor and illustrator of the bestselling books Big Feelings and No Hard Feelings

How to Change:  The Science of Getting from Where You Are to Where You Want to Be by Katy Milkman 

Major Themes: Decision Making, problem solving, psychology, personal growth, personal development, business

About the book: If you would describe yourself as an ambitious, motivated person ready to take on a new challenge, this book is for you. Change is constant, but when it comes time to make change happen in our own lives, whether it’s a fitness goal, reading or learning more, it can feel much harder to make change stick.

Milkman dives into the science of the barriers to change, the common roadblocks and obstacles, to help understand why they get in the way. She also digs into how to overcome them using findings from her own experiments and studies of her colleagues and friends, and sharing examples from famous and successful athletes to illustrate her points. She makes the challenges real, even relatable, and explains why change is hard but not always impossible. Take advantage of the fresh start a new school year provides and see more thoughts in MBAchic’s full review here.

About the author: Katy Milkman is a behavioral scientist and Professor at The Wharton School at the University of Pennsylvania. Over the course of her career, she has worked with or advised dozens of organizations on how to encourage positive change. She currently co-directs the Behavior Change for Good Initiative at the University of Pennsylvania and hosts Choiceology, a popular Charles Schwab podcast about behavioral economics.

What readers are saying: 

“Brilliant. Personal. And best of all, actionable. A highlight reel of what scientists know about how to change behavior for good.”

— Angela Duckworth, New York Times bestselling author of Grit

“Whether you’re trying to add a few days of physical activity to your week, or striving for the top spot in your industry, How to Change will help you start to see why you might not have made the required changes and you’ll better understand what you need to do next.”

— Jeneta Hot, MBAchic Founder 

The bschool bound MBA summer reading list

Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines by Jen Fisher and Anh Phillips 

Major Themes: Human Resources, personnel management, leadership, workplace culture, management, sociology, diversity, authenticity, team building 

About the book: Research shows that authentic, trust-based relationships increase job satisfaction, engagement, productivity, and retention, and even decreased healthcare costs.

In Work Better Together, two Deloitte experts explain how working remotely, over-relying on digital communication, and always being ‘on’ is fast-increasing feelings of isolation and burnout. What’s the solution? Fostering quality relationships. The authors show how to cultivate positive relationships through self-care, human skills, and using technology with intentionality to strengthen relationships. Whether you’re in the office every day, telecommuting, or something in between, Work Better Together shows readers the power of relationships to drive quality organizational collaboration. 

About the authors: Jen Fisher is a leading voice on workplace well-being and creating human-centered organizational cultures. She frequently speaks and writes about building a culture of well-being at work and hosts Work Well, a podcast series on the latest work-life trends. Jen currently serves as Deloitte’s chief well-being officer in the United States, where she drives the strategy and innovation around work-life, health, and wellness.

Stay tuned for Fisher’s TED Talk here.

Anh Phillips has dedicated her career to exploring the interplay between technology and humanity. She is coauthor of The Technology Fallacy, a data-driven look at the centrality of culture to digital transformation. A senior leader at Deloitte Consulting, Anh directs research teams that help the C-suite and board focus on the important role that technology, leadership, and culture play in fostering innovation.

What readers are saying: 

“Jen Fisher and Anh Phillips are visionaries—Work Better Together is an inspiring step-by-step field guide for sparking human potential. Our jobs have a profound impact on our physical, mental, and emotional health. Jen and Anh illustrate how humane workplaces—filled with kindness, psychological safety, teamwork, and meaning—allow productivity and innovation to flourish. This book will show you how to make your work more joyful while boosting results.”

— Kelli Harding, MD, MPH, and bestselling author of The Rabbit Effect

“What could be more timely or important than a book about well-being in the workplace? On weekdays most adults spend the bulk of their waking hours at work, either in person or remotely. As Jen Fisher and Anh Phillips explain in Work Better Together, 80 percent of us feel we lack close, meaningful relationships with our coworkers, which in turn damages our relationships with our employers and diminishes our effectiveness in the workplace. Their book offers a road map that leaders at all levels of any organization can follow to improve the psychological well-being of their employees, and, ultimately, the efficiency of the organizations they lead.” 

— Adam Alter, Professor of Marketing and Psychology, New York University Stern School of Business and New York Times bestselling author of Irresistible and Drunk Tank Pink

Presence: Bringing Your Boldest Self to Your Biggest Challenges by Amy Cuddy

Major Themes: Social Psychology, women in business, body language, nonverbal communication, business communication, meetings and presentations, leadership, personal growth, public speaking, positive mindset

About the book: By accessing our personal power, we can achieve the state in which we stop worrying about the impression we’re making on others and instead adjust the impression we’ve been making on ourselves. As Harvard professor Amy Cuddy’s book reveals, we don’t need to embark on a grand spiritual quest or complete an inner transformation to harness the power of presence. Instead, we need to nudge ourselves, moment by moment, by tweaking our body language, behavior, and mind-set in our day-to-day lives.

This book will teach you how to use simple techniques to liberate yourself from fear in high-pressure moments, and connect with and empower others to do the same. Presence is filled with stories of individuals who learned how to thrive during the stressful moments that once terrified them. So if learning how to approach your biggest challenges with confidence instead of dread sounds appealing, this book is for you. 

About the author: Harvard Business School & UCLA Anderson School of Management professor and social psychologist Amy Cuddy studies how nonverbal behavior and snap judgments influence people. Her research has been published in top academic journals, and Amy Cuddy has galvanized tens of millions of viewers around the world with her 2012 TED talk about “power poses” – the second most-viewed talk in TED’s history.  

Watch Cuddy’s TED Talk here. 

What readers are saying: 

“A captivating, charming read on harnessing confidence and poise. Demystifying a century of science, Amy Cuddy shows how we can achieve greater success and sincerity by changing the way we carry ourselves.” 

— Adam Grant, author of Originals and Give and Take

“Amy Cuddy is making the world a braver place with her book, PRESENCE. Weaving together science, practical examples, and storytelling, Cuddy shows us how bringing our boldest, most authentic selves to challenging situations inspires others to do the same. This book is a game-changer!”

— Brene Brown, author of Daring Greatly and Rising Strong

The bschool bound MBA summer reading list

Get Different by Mike Michalowicz

Major Themes: Entrepreneurship, marketing, small business growth, brand building, customer relations, financial freedom 

About the book: Authored by the charismatic and comical Michalowicz, this book presents an incredibly effective and refreshingly straightforward marketing system that will leave you ready to revolutionize your marketing mindset. Going beyond generic advice, Get Different offers a game-changing approach for anyone facing the challenge of growing their business.

Drawing from real-life stories of entrepreneurs, Michalowicz infuses the book with his signature humor and no-nonsense approach. The insights provided are not just theoretical musings but practical advice that you can immediately implement. Readers will encounter a simple yet powerful system centered around three critical questions that every entrepreneur and business owner must ask themselves about their marketing:

Does it differentiate?

Does it attract?

Does it direct?

By exploring these key aspects, readers will gain a deeper understanding of how to make any brand, message, product, or service stand out from the competition and truly resonate with a target audience. If you’ve struggled to find the right formula for success because your marketing efforts lack impact and fail to connect with customers, then Get Different is the answer you’ve been waiting for. 

About the author: Michalowicz launched and sold two multimillion-dollar companies and is the bestselling author of Profit First, The Pumpkin Plan, Clockwork, The Toilet Paper Entrepreneur, and Fix This Next. He is the host of the American Express Turning Points podcast and speaks openly about living a life of “entrepreneurial poverty” – where he was broke financially, emotionally and physically for decades. One of his missions as a speaker and author is to fix entrepreneurial struggles so that future entrepreneurs don’t face the same troubles he has. 

What readers are saying: 

“Different marketing wins every time. Get Different shows you how.”

— Melinda Emerson, author of Become Your Own Boss In 12 Months

“If you fail to fascinate your consumer, you’ll quickly be forgotten and fail. So, how to stand out in a crowded and distracted marketplace? In this book, Michalowicz nails the answer: Get different.”

— Sally Hogshead, author of Fascinate

The Prepared Leader: Emerge from Any Crisis More Resilient Than Before by Erika H. James and Lynn Perry Wooten

Major Themes: Conflict Resolution, mediation, decision making, problem solving, strategic planning, leadership

About the book: Whether you’re a seasoned executive, an aspiring leader, or someone seeking to thrive in an ever-evolving professional landscape, this book holds the key to unlocking your potential and becoming a resilient and forward-thinking leader. As you delve into the pages of The Prepared Leader by James and Wooten, you’ll embark on a transformative journey that unveils powerful insights, practical tools, and invaluable frameworks to navigate through the complexities of today and tomorrow.

This refreshing take on team building argues that—in addition to people, profit, and the planet—prepared leadership should be the fourth “P” in a company’s bottom line. They bring decades of world-renowned research on crisis leadership, diversity and inclusion, management strategy, and positive leadership to the table to help leaders better prepare themselves to lead through crises—and for whatever lies around the corner.

About the authors: Erika James became the dean of the Wharton School on July 1, 2020. Trained as an organizational psychologist, James is an expert on crisis leadership, workplace diversity and management strategy. An award-winning educator, accomplished consultant, and researcher, she is the first woman and first person of color to be appointed dean in Wharton’s 141-year history. As such she has paved the way for women in leadership both in education and corporate America.

Lynn Wooten, a seasoned academic and an expert on organizational development and transformation, is the ninth president of Simmons University and the first African American to lead the institution. Specializing in crisis leadership, diversity and inclusion, and positive leadership, Wooten is an innovative leader, presenter, and prolific author. 

What readers are saying: 

“Erika H. James and Lynn Perry Wooten present a practical and insightful tour through the critical elements of effective crisis management. Crises are inevitable but the key to leadership through one is building resilience before the crisis–feedback and learning loops are essential to prepare leaders for the serious challenges they must address. James and Wooten show that crises provide risks coupled with opportunities and that the leaders who thrive during crises are those who push themselves to learn thoroughly and rapidly and to seize on both wins and losses.”

— Ruth Porat, SVP & Chief Financial Officer, Alphabet and Google

“Dean James and President Wooten have penned an indisputable blueprint of how to successfully manage, leverage, and emerge victoriously from any global crisis. More importantly, they invite leaders to be deeply introspective to challenge themselves to an elevated level of leadership.”

― Carla Harris, Senior Client Advisor, Morgan Stanley, and Author, Lead to Win and Expect to Win

The bschool bound MBA summer reading list

You Have More Influence Than You Think by Vanessa Bohns 

Major Themes: Leadership, interpersonal relations, self-management, motivational,  inspirational, psychology, nonfiction, business, self help, personal development

About the book: Weaving together compelling stories with cutting-edge science, social psychologist Vanessa Bohns answers the questions we all want to know (but may be afraid to ask): How much did she take to heart what I said earlier? Do they know they can push back on my suggestions? Did he notice whether I was there today? Will they agree to help me if I ask?

If you’ve ever felt ineffective, invisible, or inarticulate, chances are you weren’t actually any of those things. In You Have More Influence Than You Think, Bohns explains how those feelings may instead have been the result of a lack of awareness we all seem to have for how our words, actions, and even our mere presence affect other people. That lack of awareness can lead us to miss opportunities or accidentally misuse our power. 

In various situations, such as attending a meeting, posting online, or summoning the courage to ask for a favor, we tend to assume that our actions, contributions, and requests will go unnoticed or be turned down. However, Bohns and her research reveal a surprising truth: people actually see us, listen to us, and are more willing to fulfill our requests than we often realize, leading to both positive and negative outcomes.

About the author: Social psychologist and a professor of organizational behavior at Cornell University Vanessa Bohns holds a PhD in Psychology from Columbia University and an AB from Brown University. Professor Bohns has been a Visiting Scholar at the NYU Stern School of Business and has taught at the University of Toronto’s Rotman School of Management. Her research has been published in top academic journals in psychology, management, and law. Read more about her take on the power of tapping into your influence here. 

What readers are saying: 

“Bohns sheds light on what we all want to know about our effect on other people, but rarely get to see. This book will make those in positions of power think twice about the weight their own words can carry and will reassure anyone who has ever walked away from an interaction feeling invisible that they had impact.”

— Reshma Saujani, New York Times best-selling author of Brave, Not Perfect and founder of Girls Who Code

“Bohns guides us to the insight that we are influential beyond our wildest dreams. Through her rigorous research and relatable voice, she helps us make sense of the world and our non-trivial place in it. The result is an exhilarating, evidence-based, expert read that you will not want to miss.”

— Dolly Chugh, best-selling author of The Person You Mean to Be

The Power of Giving Away Power: How the Best Leaders Learn to Let Go by Matthew Barzun

Major Themes: Management, leadership, organizational Behavior, nonfiction, self help, business

About the book: What happens when leaders find the courage to distribute power—rather than hoard it? According to Barzun, that’s where the magic happens. Creativity multiplies, trust deepens, inclusivity expands, and a new kind of order emerges. The Power of Giving Away Power layers lessons across history and industries with the author’s own experiences as an internet entrepreneur, political organizer, and US ambassador to the United Kingdom and Sweden. This read encourages us all to recognize, as Barzun writes, “the power we can create by seeing the power in others,” and making the leap to lead together.”

About the author: Barzun has always been fascinated about how we can stand out and fit in at the same time, and it’s his goal to help his readers crack the code. He helped countries do both when he served as US ambassador to the United Kingdom and to Sweden. He helped citizens do both as National Finance Chair for Barack Obama by pioneering new ways for people to have a stronger voice in politics. And he helped tech consumers do both as an entrepreneur when he helped build CNET Networks in the early 90’s. 

What readers are saying: 

“A gift. This is certainly the path to the collective leadership we need to tackle today’s challenges and shape a better future.”

— Wendy Kopp, Founder, Teach For America

“The book is illuminating. It challenges you to take a hard look at your own leadership style…it’s that good.”

— Stacey Wade, CEO and executive creative director, Nimbus

The bschool bound MBA summer reading list

We Should All Be Millionaires by Rachel Rodgers

Major themes: Gaining economic power, tactical wealth building, money mindset, legacy building, financial freedom.

About the book: In her own words, author Rachel Rodgers wants to help you feel like a flourishing, wealthy badass who is completely unstoppable. Want to unlock a game plan to make more money, change your reality, and create a positive community impact in 2023? If you’ve been itching to dive into the data surrounding all the systemic disadvantages in women’s lives that affect wealth building, but you want actionable steps to change your financial future – read this book. Rodgers points out how on the whole, women earn less than men, pay more for our debt than men, are less likely to invest than men, and are 80% more likely to be impoverished in retirement. 

With a focus on underrepresented groups, We Should All Be Millionaires explores the widened wealth gap for Black women, women of color, LGBTQIA+ women, disabled women, women who are not thin, women who grew up low-income, and all women with intersecting inequalities. Arguing that when marginalized populations become wealthier, everyone wins, Rodgers outlines how women can stop shrinking and start expanding to make more money, understand how an unequal system prevents women from reaching financial goals, and engage in effective methods to gain prosperity. 

About the author: Author Rachel Rodgers is an intellectual property attorney, business coach, and writer. Rodgers started her career working for state and federal judges, nonprofits, and Hillary Clinton. She is also the creator of the Hello Seven Podcast and the founder of We Should All Be Millionaires: The Club.

What readers are saying:

“As Black women, we are accustomed to the story that we are required to struggle in order to find financial stability or success. This book needs to be read by every woman who is ready for a blueprint for being joyful, finding ease, and growing wealth while standing up for causes that need our voices and attention.”

— Rachel Cargle, Author and Anti-Racism Activist 

“This book will shift your entire mindset around finances, wealth and worth, and success.” 

— Jeneta Hot, MBAchic Founder 

Lead To Win by Carla A. Harris 

Major themes: Business, transformational leadership, power, Pearls of Wisdom

About the book: In the follow up to Expect to Win and Strategize to Win, multi-hyphenate and powerhouse Carla Harris dives into the evolution from individual contributor to manager and all the transformation that is required of an emerging leader. Drawing on decades of experience as a veteran on Wall Street, a speaker, author, mentor and accomplished gospel singer, Harris shares the eight things leaders must invest in, to have real impact in their workplace and beyond: authenticity, building trust, creating other leads, clarity, diversity, innovation, inclusivity and voice.

This book comes at a time where everything about how we live and do business has changed. Harris examines the changes required of modern leaders to remain influential and successful at managing organizations and developing the next generation of leaders. 

About the author: Carla Harris is a Managing Director and Senior Client Advisor at Morgan Stanley, previously serving as Vice Chairman of Wealth Management and Chair of the Morgan Stanley Foundation. Harris has extensive industry experience in the technology, media, retail, telecommunications, transportation, industrial, and healthcare sectors, and was appointed by President Barack Obama to chair the National Women’s Business Council. She sits on corporate and nonprofit board and previously served as Chair of the prestigious national organization, The Executive Leadership Council. She joined Morgan Stanley after completing her MBA from Harvard Business School and is the author of Expect to Win and Strategize to Win. 

What readers are saying: 

“Our world has changed — and so must the way we lead. Thank goodness, then, for Carla Harris. In this powerful book, she draws on the wisdom accumulated during her own astonishing career to illuminate how leaders can become more intentional, effective, and transformative.”

— Daniel H. Pink, #1 New York Times bestselling author of THE POWER OF REGRET, DRIVE, and TO SELL IS HUMAN

“In Lead To Win, Carla Harris shares her battle-tested ‘Pearls of Wisdom’ for powerful leadership in the 21st Century,  pandemic impacted environment. Her focus on the pearls of Intentional Leadership is thoughtful,  practical,  and executable.  This book offers a recipe for leadership success if you are already sitting in the C-suite, a founder of an early stage company,  or someone aspiring to lead others in any venue. An insightful add to your must-read list.”

— Robin L. Washington, Board Director, Salesforce, Honeywell, and Alphabet, former CFO, Gilead Sciences

“Carla Harris is a powerhouse who has always inspired our community, and Lead to Win describes how much of our leadership evolution relies on investing in and building trust and faith in ourselves. I’m reminded of a conversation a few years ago that MBAchic joined with our friends at the HBS Women’s conference, where Harris shared that ‘fear has no place in your success equation.’ Immediately after she said that, MBAchic’s discussions were ablaze with praise and confirmation that Harris said exactly what we all needed to hear. To lead powerfully and impactfully, the journey starts from within, across a number of dimensions.”

— Jeneta Hot, MBAchic

The bschool bound MBA summer reading list

Edge: Turning Adversity into Advantage by Laura Huang 

Major themes: culture, success, perception, personal characteristics, performance, business nonfiction, self help, leadership, psychology, productivity, management, negotiation, persuasion, social perceptiveness

About the book: Adversity and discrimination are unfortunate realities of our professional lives, but Edge offers up digestible, relatable, and real stories and psychology to explain why that’s not a reason to give up on goals and teaches readers tools to turn can adversity into greater succeed in a world that throws all the obstacles your way. Huang says people generally underestimate how hard it is to get your foot in the door as an outsider, and how wide those same doors are open once you’re inside. Her 4 phase approach outlines how you can enrich, delight, guide, and effort your way to finding your “edge” and ensures that readers never disengage thanks to her constant reference to some amazing stories. Instead of addressing bias directly, Huang suggests we should all be guiding others to attributions we want them to make about us so we won’t be at the mercy of unfair stereotypes. 

About the author: Author and award-winning Harvard Business School professor Laura Huang currently serves as Distinguished Professor and Faculty Director of the Women’s Entrepreneurship Initiative at Northeastern University, and is on the board of Wharton Alumni Angels. An electrical engineer by training, Laura’s research focuses on ‘quantifying the unquantifiable’ where she examines the role of intuition and signaling in behavioral interactions and economic decisions.

She’s a dear friend and supporter of the MBAchic community, hosting a talk about her book and offering advice for the MBAchic community one week into pandemic shutdowns (audio replay inside MBAchic), sharing with us her well-balanced MBA reading list (looking at why almost every list related to MBAs or business or leadership is dominated by predominantly white male authors and why we can do better), and more.

Check out her new book (July 29): You Already Know: The Science of Mastering Your Intuition

What readers are saying: 

“This book will change how you navigate your career and overcome obstacles along the way. Do yourself, and those you work with, a favor and read it now!”

— Marie Forleo, author of Everything is Figureoutable and founder of B-School

“When hard work alone isn’t enough, what do you do? Edge is an invaluable guide to decoding the biases and harmful perceptions about you and your work that might be standing in your way. Huang masterfully weaves together original research and powerful stories that will leave you newly inspired and empowered to take charge of your biggest challenges.”

— Susan David, Harvard Medical School psychologist, author of Emotional Agility 

Grit: The Power of Passion and Perseverance by Angela Duckworth 

Major themes: developmental psychology, cognitive psychology, success, performance, workplace psychology, perseverance, personal achievement

About the book: Who doesn’t want in on the secret to build a successful life? Duckworth spills in this New York Times best seller – the secret to outstanding achievement is not talent but a special blend of passion and persistence she calls “grit.” She’s also found scientific evidence that grit can grow over time. Sharing new insights from her landmark research, Angela explains why talent is hardly a guarantor of success, and why some people succeed while others fail.

Watch Duckworth’s TED Talk here.

Readers can dive into unique stories and research featuring teachers working in some of the toughest schools, cadets struggling through their first days at West Point, and even young finalists in the National Spelling Bee. Learn what Duckworth has gathered from interviewing dozens of high achievers—from JP Morgan Chase CEO Jamie Dimon to Seattle Seahawks Coach Pete Carroll in this page-turning exploration of personal performance. They can also get a glimpse at how Duckworth’s personal journey has shaped how she views the world. Her parents are Chinese immigrants, but she didn’t get lectured on the salvation of hard work. Against stereotype, she can’t play a note of piano or violin. “The morning the MacArthur was announced,” she writes, “I walked over to my parents’ apartment. My mom and dad had already heard the news, and so had several “aunties,” who were calling in rapid succession to offer congratulations. Finally, when the phone stopped ringing, my dad turned to me and said, “I’m proud of you.” I had so much to say in response, but instead I just said, “Thanks, Dad.”

About the author: Author Angela Lee Duckworth is the co-founder, chief scientist, and a board member of Character Lab, a nonprofit whose mission is to advance scientific insights that help children thrive. She is also a professor of psychology at the University of Pennsylvania and in 2013 was named a MacArthur Fellow. Angela has advised the World Bank, NBA and NFL teams, and Fortune 500 CEOs.

What readers are saying:

“With a mix of masterful storytelling and the latest science, she shows that perseverance and passion matter at least as much as talent and intelligence. And far from simply urging us to work harder for the sake of working harder, Grit offers a truly sane perspective: that true success comes when we devote ourselves to endeavors that give us joy and purpose.”

— Arianna Huffington, New York Times bestselling author of Thrive

“When I first saw Angela’s TED Talk two years ago, I was hooked right away by the grit concept and how pursuing grit can lead to an optimistic, process-driven environment conducive to individual and team growth. As a coach, I’m convinced there are no more important qualities in striving for excellence than those that create true grit. Here, Angela does a great job describing those qualities. I hope you enjoy the book as much as I did.”

— Brad Stevens, Coach of the Boston Celtics

The bschool bound MBA summer reading list

The Memo by Minda Harts

Major themes: Gender wage gap, career guide, women of color networking, corporate success

About the book: The Memo: What Women of Color Need to Know to Secure a Seat at the Table centers around empowering women of color to take action and face workplace obstacles head on in a pursuit of higher achievements and greater selfcare. From microaggressions to the wage gap, The Memo serves up actionable advice to navigating barriers and building a sustainable path to success. Specifically tailored for women of color, Harts acknowledges “ugly truths” that keep women of color from having a seat at the table in corporate America. Explore tactics to traverse office politics, negotiations and create impactful change to the system in this far cry from one-size-fits-all business books. 

To learn more about what healing looks like for women of color in the workplace and what role leadership can play in creating equitable environments where everyone feels empowered, valued, and seen, MBAchic sat down to speak with Minda Harts in 2022. Check out our full interview here to learn more about how Minda says we can all be working towards building more equitable workplaces.

About the author: Workplace and Equity Consultant Minda Harts is a bestselling and award-winning author of The Memo, Right Within, and You Are More Than Magic. She has built her post-corporate America career on speaking her truth and helping others to sift through the uncomfortable moments to find their own. Harts believes every person has a voice: it’s just a matter of deciding how to use it. She hopes everyone from prospective employees to C-Suite executives will consider how their piece of the collective puzzle can make their workplace better than they found it.

Check out her new book: Talk to Me Nice: The Seven Trust Languages for a Better Workplace

What readers are saying: 

“An essential and honest guide to taking our rightful place in the C-Suite with tangible solutions about how to break barriers and pave a new path for ourselves and the next generation.”

— Jamia Wilson, Director and Publisher of the Feminist Press

“We originally connected through Minda’s Secure the Seat discussion years ago, and I was immediately drawn to her honesty and openness in sharing her journey and expertise around experiences that were not widely discussed before 2020. The Memo is a book that everyone should read, to make you a stronger manager and contributor to any workplace and community.”

— Jeneta Hot, MBAchic Founder

Originals: How Nonconformists Move The World by Adam Grant

Major Themes: Motivational, Personality, Personal Growth, Leadership, Workplace Culture

About the book: This engaging read delves into the art of championing new ideas and breaking free from the clutches of groupthink. Author Adam Grant takes us on a captivating journey through business, politics, sports, and entertainment, to illustrate his points with surprising studies and captivating stories.

Within the pages of this book, Grant unravels the secrets of recognizing a promising idea and how to effectively voice your opinions without being silenced by the status quo. He also explores the importance of building a coalition of like-minded individuals who share your vision and knowing when the time is right to take action. Additionally, Grant provides insights on how to navigate fear and doubt, offering valuable advice for both individuals and leaders. Inside this motivational page-turner, leaders can dive into strategies to establish cultures that not only tolerate but welcome dissent, encouraging diverse perspectives and fresh thinking. Readers will encounter fascinating real-life examples that serve as powerful case studies. 

Prepare to be inspired by an entrepreneur who defies convention by highlighting the reasons not to invest in his start-ups, a woman at Apple who fearlessly challenges Steve Jobs from several levels below, and an analyst who shatters the rule of secrecy at the CIA. Originals is a thought-provoking and eye-opening read that will leave you equipped with practical strategies and a fresh perspective on championing originality in a world that often resists change. 

About the author: As an organizational psychologist at Wharton, Grant has been recognized as a top-rated professor for seven consecutive years. His expertise lies in helping people discover motivation, meaning, and lead more generous and creative lives. Adam has written five books which have been translated into 35 languages with over 2 million copies sold. Adam’s influence extends beyond the written word, as his TED talks have amassed an impressive viewership of over 25 million. Additionally, he hosts the incredibly popular TED podcast WorkLife, which consistently tops the charts.

We at MBAchic have been fortunate to collaborate with Grant and his team, hosting book giveaways and inspiring the next generation of leaders since the early days of our relaunch in 2019. Originals consistently ranks as one of our favorites — every incoming MBA should pick it up.

What readers are saying: 

“Reading Originals made me feel like I was seated across from Adam Grant at a dinner party, as one of my favorite thinkers thrilled me with his insights and his wonderfully new take on the world.” 

— Malcolm Gladwell, author of Outliers and The Tipping Point

“Originals is a fascinating, eye-opening read that will help you not just recognize your own unique gifts, but find the strength to challenge conventional wisdom to bring them to life. Using surprising studies and riveting stories, Adam Grant brilliantly shows us how to champion new ideas, bust persistent myths that hold us back and change not only our lives, but our world.”

—  Arianna Huffington, cofounder and editor-in-chief of The Huffington Post, and author of Thrive

The bschool bound MBA summer reading list

So there you have it! Grab your copies, kick back, and immerse yourself in these 14 captivating reads as you head into an exciting, nerve-wracking, unforgettable new chapter. Let’s make this summer a time of growth, knowledge, and excitement as we prepare for the incredible adventure that lies ahead. Love what you’re reading or want to share your thoughts / recommended reads? We want to hear from you! Members can comment below or connect with us on social media – to review a book for MBAchic’s Chic Reads, start here.

At MBAchic, we understand that a supportive community can provide invaluable resources, mentorship, and opportunities that propel us towards success, while also offering a sense of belonging and inspiration. If you’re new to MBAchic, welcome to the Chic Membership. We’re so happy to have you here. Not yet inside? Apply here to join us, learn about the new MBAchic and our Founding Membership. From digital book clubs to virtual workshops and webinars to exciting in-person conferences and mixers, we’re committed to continuing to create a dynamic and inclusive space where you can thrive. 

The bschool bound MBA summer reading list

Photo from Pedro Menezes

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If you wish you could pick the brain of an MBA admissions pro to make the most of your application preparation, you’re not alone. If you’re a prospective student curious about how to best prepare for the MBA application process, MBAchic is saving you time by breaking down the highlights from four admissions and recruiting professionals featured in the FT’s 2023 Future of Business Education series.

The virtual FT event provided an opportunity for ambitious individuals looking to enhance their global skill set and accelerate their careers to evaluate next steps. Partnering with the world’s top business schools, the series gave a detailed insight into the FT MBA 2023 rankings and tackled economic outlook trends, post-study green careers, and MBA financing. 

In the prospective student session, attendee questions were served up in real-time and featured four panelists from IESE, IMD, London Business School, and CEIBS who each offered up timely insight into the application world. From how to choose the right courses, to making the most informed business school decision, and even suggestions for MBA funding, the panelists explored a range of topics relevant to anyone considering business school.

Choosing an MBA program

What’s the single most important thing when choosing an MBA? Each applicant is going to have a unique perspective based on exactly what they’re hoping to gain from their MBA experience. Personal goals and ambitions will look markedly different from one applicant to the next. But generally speaking, the panelists agreed that mapping out post-MBA aspirations is a good starting point when researching program options. Below, each recruiting and admissions expert offers up the top questions that every applicant should ask themselves at the start of their process. 

“I would say it would be a question asking, what does the school provide in terms of access and resources, networking for career advancement?” suggested Arnold Longboy, Executive Director, Recruitment & Admissions at London Business School. 

“I would start with, where do I want to go? What sort of industry do I want to work [in] and where are the trends, because I think that guides decisions around what sort of business schools to consider and also what parts of the world to consider as well,” said Shameen Prashantham, Professor of International Business and Strategy, Associate Dean and MBA Director at CEIBS. 

Others noted that it’s important for applicants to think long-term about their selection, because alumni networks are ultimately carried into all future career paths or industry pivots. After all, these connections can be leveraged for decades to come. 

“I think something important to consider is, who are you going to be sharing your MBA experience with? I think that one of the big assets that we get out of the MBA is our network so I think it is important not only in terms of location but career advancement and path but also, the people you are going to be sharing not only the one or two years of your MBA but the rest of your life,” said Paula Amorim, Admissions Director at IESE Business School. 

Another theme? Personal fit. 

“What is the right fit? From the location of the school to the network, find that school that really matches the values that you have,” added Anna Farrus, Head of MBA Recruitment, Admissions and Career Development at the International Institute for Management Development. Farrus said it’s important to reflect on the type of transformation you want to see in yourself within that one or two years of program development. 

Finding the fit

At the start of your business school research, it can be difficult to discern the “right fit” when selecting a program. So, how can prospective students go about finding the right fit when there are so many different options to select from? The experts advise prospective students to ask questions and talk to as many people as possible before really ramping up the application process. This approach is helpful to gain a more robust grasp on individual school culture. 

“Talk to the alumni, talk to the current students, talk to colleagues and just ask them about the school or the schools that you are considering,” said Longboy. “Secondly, if you have the opportunity to do so, visit the place, that is where you can really get a sense of it. Over the last few years, many people did not have the chance.”

“An MBA is one of the biggest investments you have in your life besides buying a house,” noted Farrus. “So, you have to be sure about it. I always say you would not buy a house without seeing it first, so I think having that firsthand experience with the school is very important. The last few years with Covid, it hasn’t been easy.”

Other experts urge prospective students to recognize that many admissions and recruiting teams are available to speak to candidates by request. Those who opt not to inquire can miss out on valuable resources to help solidify their school selection. 

“Sometimes candidates think the business school is very distant, but many teams are available to guide you and assist you and support you with any doubts that you might have,” added Amorim. “Depending on the school, each school has its own structure, but I think it’s good to give it a try.”

Prashantham emphasized the additional importance of physically sitting in on a classroom experience before applying in order for prospective students to immerse themselves in a school setting. This is one way that students can visualize a typical day from the inside of the program.

“I think that makes a big difference and I think schools do make these opportunities available. We have something like a boot camp, which is a weekend where we are able to now once again have internationals come in,” said Prashantham. “I think that is where observation happens a lot.”

Virtual visit value

For several years during the pandemic, thousands of students were unable to physically visit campuses. This forced academic institutions to shift tactics and get innovative about inviting prospective students to explore the available options. While in-person classes have since resumed, virtual visits remain a strong trend worldwide as students compare programs and do research before officially applying. The pros agreed that this tactic benefits both business schools and graduating classes. 

“I think it gives them more access, and I think more access is just a good thing,” said Farrus. “I think information is good so it’s a positive thing. It is one of the positive things that Covid brought. It made us think about how we could [still] give candidates access to the school and allow them to experience it.”

Others added that virtual visits increase the number of options available to prospective students, even as many continue to underestimate the power that candidates have in the application process.

“It is not only a one-way decision,” said Amorim. “It is not only the school choosing the applicant it is also the applicant choosing the school, so it is kind of a marriage. Both parties have to agree. I think it is important that candidates actually know that they have power and that they are also making a decision and that it should be the best well informed decision so the fit is very good that you are choosing the school that is going to support you and your future goals and that you feel that you belong.”

Longboy agreed, stressing the buyer power that high-quality, diverse students have in their business school investment decision. 

“They have huge power, to take that even further, what virtual and hybrid has done is actually level the playing field as well for many of those who cannot visit the school. It has made us even more international than we have ever been,” said Longboy. “You have these individuals from distant countries who could never make that visit or may be from disadvantaged socioeconomic backgrounds who cannot make that trip, but still could benefit from an MBA who are then able to access an information session or a virtual tour and that has leveled the playing field a lot I think.”

Course categories

There’s no shortage of variety when it comes to business school coursework. However, while a general MBA will offer students a broad knowledge base in business and management, a specialized MBA program allows students to focus on a particular industry or career path. Experts detailed their specific school program offerings and encouraged students to map out their personal interests and objectives before narrowing their search. In terms of offerings, they suggest considering not only what is available within the campus, but what opportunities lay beyond the surrounding geographical location of the school. 

“At IESE, we are mostly a two year program. In the first year you have the mandatory courses and that is pretty fixed but then in the second year you have over 100 electives you can choose from, and it is true that in the past couple of years, there have been a lot of updates in the curriculum to include more data oriented technology subjects, AI, coding,” Amorim said. “We have recently also included a concentration on sustainability. It is [a part of] IESE’s strategic planning to be more active in that space not only as a business school, but also as a company.”

“At the International Institute for Management Development the main focus we have is leadership development,” said Farrus. “It is a stream that runs through the year. It is embedded into the program with leadership coaches, but also a very unique elective which is taken by – I would say 95% of the MBAs – is 20 hours of sessions with psychoanalysts. Basically the way we look at leadership is you have to know yourself well, you have to understand who you are and why you behave the way you behave. What triggers you? What kind of experiences have brought you to the place where you are now?”

By having that self awareness, Farrus suggests students can become better leaders prepared to lead diverse teams with a greater understanding of approaching complex business scenarios.

“Most of our [London Business School] students do a traditional two year, but we do have a shorter option too so there is that flexibility in terms of length,” explained Longboy. “We have those foundational core courses you have to take in that first year and in the second year, you really define where you want to go with our electives, we have over 100 electives and you can choose a pathway that that will allow you to really focus on an area you are trying to get to. Many students choose London Business School because of our location in London and what the city and surrounding area has to offer in terms of relationships with companies, entrepreneurship, the ecosystem that is developed here if you are wanting to work with the government as well, so don’t just think about the physical campus but also what it is going to offer once you leave those walls.”

While core courses and electives tend to be widely consistent across different business schools, students can look for schools that offer specific electives related to emerging industry trends like entrepreneurship, digital focus, and sustainability courses. 

“One of the things that we have as an important, connecting device to bring together the learning of previous core courses is called the integrated China strategy project, because the core courses tend to be taught in silos and part of the problem is we as academics tend to operate in silos ourselves, but that is not how the real world operates,” commented  Prashantham. “So I think these kinds of integrated projects build bridges between the core courses and the electives.”

Figuring out funding

How much does funding and the cost differ from one school to the next, and how can an applicant begin to navigate funding this investment? Funding an MBA is a deeply personal choice, and the strategy behind each student journey is dependent on their personal financial background. Here are five ways to fund your MBA, and even more advice from a financial expert here if you are looking for inspiration. 

“This is probably one of the biggest barriers, said Amorim. “But I think there is a message of hope to give to applicants, if you don’t have most of the money saved. Most schools do offer some sort of funding with financial institutions. At IESE, we work with two Spanish banks that give loans not only to Europeans, but also to international students, so it is available…They will make a risk assessment of your profile, your assets, and then they will offer as much money as they think is adequate. There is a maximum of 80% of the tuition. You can always apply for scholarships, each school has a different process.” 

While some schools have designated scholarship committees that will automatically select eligible students for scholarship offerings, most offer an additional scholarship application process for students to research and navigate. Experts suggest the earlier you apply the better because of the abundance of funding at the beginning of the cycle.

“One recommendation I have to candidates is to plan ahead,” said Farrus. “Don’t wait until you have the offer to figure out how [you are] going to fund studies. We are talking about quite a lot of money. It is not just the tuition. It is the living expenses…When you are doing your research about different schools, start your research about how you can pay for this if you do not have the funds.”

Experts also encourage prospective students to scan school sites for different fundraising campaigns and initiatives to take advantage of.

“We are very fortunate to grant 20 of our students across a few of our programs either full fees or 50% and ensure it is also [covering] some living expenses as well,” said Longboy. “The main thrust of that scholarship from a foundation point of view is they do not want any high achieving women to self-select out of pursuing an MBA because they think they cannot afford it, which is a great thing to have because oftentimes, especially with underrepresented groups, funding is a major issue, so…there are resources out there.”

Scholarship data can also act as a proxy for the kind of network that each school has at its disposal, which is valuable information to weigh when making final application selections.  

“You get a sense of who they are connected with and that gives you a sense of the prospective employers, the alumni network, and so on. You also see the changes over time in recent fundraising, campaigns or announcements,” said Prashantham. 

GMAT, GRE, and great candidates

While every business school is looking for candidates with good career advancement, job excellence, community engagement, and outstanding GMAT, or GRE scoring, the admissions experts agree that there are other selection factors that are far more subjective. So, what are schools looking for from applicants and how can prospective students stand out? 

“Each school has their own personality and their own identity so we are going to prioritize certain values, certain culture, and then the candidate needs to do very good homework to understand what the priorities of each school [are],” suggested Amorim. “At IESE, we are a mission driven school, so we believe business can be a force for good, and that if we have good business leaders running companies, then we can have a better world because we will have better people making decisions. We have underlying values of professionalism, a spirit of service and ethics, so you can see if you identify yourself with students and alumni and you can build on that for your application.” 

“For us the story is important. Why an MBA now? What is it going to bring to your career? It is having a narrative that makes sense not just ticking a box,” explained Farrus. “Where have you been, where you are now, and where you [do you] want to go, and how whichever school you choose can help you in that journey.”

Believe it or not, one of the biggest mistakes school recruiters still encounter is an application copy and paste job. To avoid this automatic disqualifier, students are encouraged to carefully review applications, and take the time to truly personalize applications to specific schools. 

“For us, it is about fit, the global mindset, 91% of our students are international. We don’t recruit students, we recruit future alumni, said Longboy. “We are not just thinking about that first or second year at school. If we are thinking about future alumni and the relationship that they have with the school is 30, 50 years, that slightly changes how you might look at a candidate it is not just about their first job, but about the relationship we have with them and how career services supports them for that fifth, seventh or eighth job, for the rest of their life. We don’t want just that transactional candidate, we want someone who is going to be invested in the school for their life.”

“I would encourage applicants to be authentic,” said Prashantham. “In a sense, it is better to be rejected by a school with whom you don’t have a good fit, and also to recognize that we are not looking for the same thing from all of our applicants, because we do want diversity in the alumni networks and also in the classroom experience, so be yourself.”

Photo from Annie Spratt

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Graduation. It’s the exhilarating culmination of hard work, dedication, and personal growth. As MBA students walk across the stage this year, donning their caps and gowns, a wave of mixed emotions will wash over them. Pride in their achievements, nostalgia for the memories made, and an electrifying anticipation for the chapter that lies ahead. It is during this transformative period that esteemed commencement speakers take the stage, imparting gems of wisdom that serve as guiding lights for the graduating class. 

No one has time to attend every grad ceremony (as much as we’d all love to) so MBAchic is doing you a solid and sharing the most remarkable insights shared by top commencement speakers from recent MBA programs across the country. We hope the profound words from some of our favorite 2023 commencement speeches inspire and motivate not only this year’s graduates, but anyone who is hard at work pursuing their dreams with unwavering determination and a thirst for knowledge (and that Semester Five mindset).

Loyola Marymount University 

Graduation Date: May 7, 2023

Commencement Speaker: Ginni Rometty, former Chair / CEO of IBM

About Ginni: As the ninth Chairman, President, and CEO of IBM, Rometty transformed the 100-year-old company, reinventing 50 percent of its portfolio, building a $25 billion hybrid cloud business, and establishing IBM’s leadership in AI and quantum computing. She drove record results in diversity and inclusion and supported the explosive growth of an innovative high school program, P-TECH, to prepare the workforce of the future in more than 28 countries. 

Today, Rometty is a champion of SkillsFirst learning, hiring, and advancement—a movement to connect more people without college degrees with good jobs. In 2020, she co-founded OneTen, a coalition of companies and educators committed to upskilling, hiring, and promoting one million Black Americans without four-year degrees by 2030 into family-sustaining jobs and careers. She is also the author of the bestselling book “Good Power: Leading Positive Change in Our Lives, Work, and World” (Harvard Business Review Press).

MBAchic’s Favorite Quote: Ginny chose to use her speech to summarize what she described as “good power” which she urged graduates to think of as a way to use personal influence to create a valuable life and a lasting imprint on the world. 

Another gem of wisdom Rometty dropped that the MBAchic team loves? “Growth and comfort will never coexist.”

Emory University (Goizueta)

Graduation Date: May 8, 2023 (Graduation Celebration)

Commencement Speaker: Anthony Ray Hinton, Activist, writer and justice advocate

About Anthony: Activist, writer and justice advocate Anthony Hinton, author of The New York Times 2018 bestselling book “The Sun Does Shine: How I Found Life and Freedom on Death Row,” has a remarkable story of hope, forgiveness, and truth-seeking. 

On Dec. 17, 1986, Hinton entered Death Row in Alabama for crimes he did not commit. He spent the next 30 years in custody until the nonprofit organization Equal Justice Initiative (EJI) secured his freedom. Hinton is now a community educator for EJI where he helps to advocate for people who have been illegally convicted, unfairly sentenced or abused in state jails and prisons. He also works with LifeLines, which supports prisoners on Death Row through letter writing.

MBAchic’s Favorite Quote:

Hinton offered students several other nuggets of wisdom for their journeys. Here are a few:

• “I have always believed, no matter where you’re at, no matter how much you have or don’t have, you always have just enough to share with someone else.”
• “Success is not always about how much money you’re going to make. But, success, to me, is when you make it, you reach down and you pull someone up. And, hopefully, that person will pull someone up.”
• “Every day when you get up, you get up with one thing, if nothing else. You get up with a choice. Every one of you will have a choice whether you want to serve or not serve, whether you want to be a good human being or a bad human being. That choice is yours.”

Wharton School (Penn) MBA Program for Executive Graduates

Graduation Date: May 13, 2023

Commencement Speaker: Lara Abrash, Chair of the Board, Deloitte US

About Lara: Lara Abrash is Chair of the Board of Deloitte US, where she is responsible for leading the board of directors, governing all aspects of the organization. Tune in to her in-depth interview on MBAchic’s 5QW podcast if you haven’t already! 

Abrash is involved with the New Jersey Battered Women’s Service, where she previously served as the treasurer. Her passions for inclusion and diversity are fueled through her involvement with Girls, Inc., whose mission is to inspire all girls to be strong, smart, and bold, and the Girls Who Code organization, whose mission is focused on closing the gender gap in technology. Additionally, she is on the Board of Trustees of the SEC Historical Society and a member of the Financial Accounting Standards Advisory Council.

MBAchic’s Favorite Quote: Abrash began her speech by telling the graduating class that it has been 30 years since she received her own MBA. She said she can assure the class that soon enough they will be her age wondering how time flew.

She went on to emphasize the value of leaning into the MBA academic network. “Mentorship, advocacy is going to be the most critical part of your world going forward,” she said. “Know the difference. Mentors are people who you can connect with, you can maybe cry to, you can share deepest thoughts. Advocates are individuals who are sitting in power seats who can help you unfold your dreams and find your opportunities.”

Babson College (Olin)

Graduation Date: May 13, 2023

Commencement Speaker: Dr. Reshma Kewalramani, CEO and President at Vertex Pharmaceuticals

About Reshma: Reshma Kewalramani, M.D., FASN, is the Chief Executive Officer and President at Vertex Pharmaceuticals, a Fortune 500, global biotechnology company. She trained in internal medicine and nephrology before entering the biopharmaceutical industry, where she has dedicated her career to discovering and developing new medicines.

During her tenure, Vertex has expanded its success in treating cystic fibrosis (CF), with CF medicines that hold the potential to treat patients as young as one-month old and as many as 90 percent of all patients diagnosed with CF. Building on that work, Vertex’s R&D pipeline now has treatments in eight disease areas in the clinic, across multiple modalities including small molecule, mRNA, cell and gene therapies. 

MBAchic’s Favorite Quote: While commencement speeches typically focus on the future, Kewalramani opted to go in the exact opposite direction and focus instead on the past.

Wharton School (Penn)

Graduation Date: May 14, 2023

Commencement Speaker: Thasunda Brown Duckett, President and CEO of TIAA

About Thasunda: Thasunda Brown Duckett is president and chief executive officer of TIAA, a leading provider of secure retirements and outcome-focused investment solutions for millions of people and thousands of institutions.

Duckett serves on the boards of NIKE, Inc., Brex Inc., Robert F. Kennedy Human Rights, Sesame Workshop, National Medal of Honor Museum, Economic Club of New York, the University of Houston Board of Visitors, and the Dean’s Advisory Board for Baylor University’s Hankamer School of Business. She is also a member of the Executive Leadership Council, Delta Sigma Theta Sorority, Inc. and Jack and Jill of America Inc.

In addition, Duckett is an appointee to the President’s Board of Advisors on Historically Black Colleges and Universities (HBCUs), The Business Council Executive Committee, the Business Roundtable and the Committee for Economic Development of The Conference Board.

MBAchic’s Favorite Quote:

Columbia Business School

Graduation Date: May 14, 2023

Commencement Speaker:  Alisa Amarosa Wood, Co-CEO of Kohlberg Kravis Roberts & Co.

About Alisa: Alisa Amarosa Wood joined Kohlberg Kravis Roberts & Co. (KKR) in 2003 and is a Partner of the Firm. She is the Co-CEO of KKR’s democratized private equity business. She also leads the Global Private Markets and Real Assets Strategies Group, looking after key product areas including private equity, infrastructure, energy real assets, impact, growth equity, and customized products. 

Wood is a member of the Columbia College Board of Visitors and the Business School’s Private Equity Board, and is a vice-chair of the Convent of the Sacred Heart Board of Trustees, the Sloane Hospital for Women’s Advisory Board, the Private Equity Women’s Investor Network Steering Committee and the Nantucket Historical Association Board of Trustees.

MBAchic’s Favorite Quote: Wood acknowledged that the 2023 Columbia Business School graduation was actually her first because she missed her 2008 business school graduation ceremony. Beyond Columbia being an important part of who she is as a leader, she says if she was to do it again, there are a lot of things she wishes she knew. Here’s a summary of her list: 

1. Be authentic and be unapologetic about who you are. “People see through fakes in life. Life is just too short to be anything other than who you truly are and what you stand for.” 
2. Careers are very long and they always come full circle. “Don’t burn bridges, be a good colleague and business partner, be trustworthy, and be someone that other people are proud to do business with.” 
3. Reputations take a lifetime to build, and minutes to destroy. “I believe that you need to live every moment like it will wind up on the front page of the Wall Street Journal.” 
4. The who matters more than the what. “You can have the best job in the world, or the best idea, and it’s the people that you do it with that based on life and trust, based on teamwork, based on all of those values, that’s what matters. The “who” in the equation will make or break any success or failure.”
5. Life is too short not to do business with people you like and trust. “It always comes back to the people, that is what to remember.” 
6. Dream big, don’t be afraid to fail. “Permission yourself to fail.”
7. Don’t make the same mistake twice. “Some of the biggest mistakes over the years actually led to my greatest successes. At the time it feels heavy, it feels big, experiencing failure is never easy and it’s really hard to ride through it but if you have the power to do that, you will be given the skills, drive, and confidence that you need to succeed.”
8. The best ideas don’t always win. “Timing and factors outside of your control really do matter and can create something we all know as luck.”
9. Hope isn’t a strategy. “You need to make things happen in business and in life. I always want to balance the feeling of being free but being safe, being protected but reaching. But, it’s up to all of us to create our own destiny.”
10. Be the change you want to see. “You have to be your own change agent for good. It’s not enough to complain about things, it’s up to you to actually fix them. Don’t be a problem identifier, be a problem solver.”

As a woman in a male-dominated field, Alisa said she realized quickly that it wasn’t enough to talk about how she wanted to create an inclusive and diverse environment. It was up to her to pull a seat up to the table and make sure she could act through that change.  

Yale School of Management

Graduation Date: May 22, 2023

Commencement Speaker: Elizabeth Alexander, president of the Mellon Foundation

About Elizabeth: Alexander, a decorated poet, educator, memoirist, scholar, and cultural advocate was a professor at Yale for 15 years from 2000 to 2015, eventually being named the inaugural Frederick Iseman Professor of Poetry. During her tenure, she was instrumental in rebuilding the Department of African American Studies in Yale’s Faculty of Arts and Sciences, and served as its chair for four years.

Today, she is president of the Mellon Foundation, the nation’s largest grantmaker in support of the arts and humanities. In the five years since she assumed that role, she has focused on creating partnerships with organizations around the world, promoting institutional diversity and inclusion, and expanding the foundation’s support across its core program areas: arts and culture, higher learning, public knowledge, and humanities in place, which focuses on how and where the stories of histories and communities are told across public experiences.

MBAchic’s Favorite Quote:

In closing, Alexander offered students some advice as a Yale mom:

• “Keep learning and reading, for the rest of your life.”
• “Rest, eat well, and be physically ready for the challenges to come.”
• “Speak truth to power.”
• “Bring new voices into any room you inhabit.”
• “Don’t wait for life to quiet down before taking needed action.”

Dartmouth (Tuck)

Graduation Date: June 10, 2023 (Investiture)

Investiture Speaker: Tracy Sun, Co-Founder and SVP of Seller Experience at Poshmark

About Tracy: Sun, who has spent more than 15 years at the intersection of fashion and technology as the Cofounder and SVP of Seller Experience at Poshmark has helped to grow a vibrant community of more than 100 million users. Poshmark was among the first e-commerce companies to go mobile-first. By design, it didn’t have a website for the first three years. The app (which most of the world is now very familiar with) connects buyers and sellers, handles payment, and even generates shipping labels combining ease-of-use with social shopping – a powerful combination. 

She took the company public in 2021 and earlier this year, Poshmark was acquired by South Korean search giant Naver for approximately $1.2 billion. 

MBAchic’s Favorite Quote: Sun began by describing Tuck as the best business school in the country, and shared an admission with the audience: while she made fantastic friends at business school none of them helped her get a job, and as an entrepreneur she tapped into her savings long before she added to it. But, she quipped, she was not there to be a buzzkill. Instead, she hoped she could inspire the graduates in the crowd who felt disconnected from the standard perfect post-MBA trajectory mold, as they author the next chapter of their stories. 

She went on to say she packaged up all of her learnings as an entrepreneur into one last course before graduation. The course title? An entrepreneur’s crash course in being un-glossy. It is summarized as follows:

Lesson one: “Be the newbie, for many of us type-A personalities, this is really daunting.” 

Lesson two: “Define your accepted failure ratio, you can get 100 rejections and still be successful.” 

Lesson three: “Get off the path – you are all inheriting a world of expectations placed on you by your family, the generations before you, society at large. This path is not necessarily bad, but it begs the question, are you on your path, or someone else’s?”

Beyond graduation season

What all of these speakers inspire graduates to do, is to take risks and step boldly into the next chapter of life unapologetically, authentically, and passionately. As we reflect upon the remarkable words of wisdom bestowed upon MBA graduates by their commencement speakers, we are reminded of the power of knowledge, perseverance, and vision in shaping a successful and fulfilling career. The messages shared by these esteemed speakers serve as guiding lights, illuminating the path ahead for the next generation of aspiring business leaders.

As 2023 grads embark on their professional journeys, armed with the collective wisdom of their mentors and the lessons learned during their MBA experience, the entire MBAchic team wants to extend a heartfelt and much-deserved congratulations. We can only anticipate the profound impact each graduate will make in the realms of business, entrepreneurship, and beyond. Revel in it!

Haven’t joined the MBAchic community yet? What are you waiting for! Sign up here today to unlock the power of connection long after graduation day concludes.

Photo from Joan Kwamboka

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Partner content from our friends at Emory Goizueta.

Will the United States tip into recession in 2023?

The jury for many remains out, though there are enough clouds forming on the horizon to cause consternation for firms eyeing the next financial quarter. But while recessions invariably spell belt-tightening, are they always plain bad for business? Could there be some kind of silver lining to hard times?

New research led by Goizueta Business School’s Emily Bianchi suggests there is in fact an upside to economic downturns: higher employee job satisfaction. Bianchi and colleagues from Oglethorpe and Hong Kong Polytechnic Universities have found that in times of increased financial uncertainty, people tend to think less about other opportunities or openings, and focus more on the jobs they actually have. This in turn makes us see our jobs and workplace more favorably, says Bianchi.

“It might feel counter-intuitive because there’s reason to think that tumultuous times make the workplace and workplace relations more tense or challenging. But we wanted to explore whether the security of having a job in an economic slump might positively impact the way people think about their roles and employers,” Bianchi says.

Our hunch was that fewer available jobs outside the organization may translate into greater satisfaction with the jobs we have in hand when there’s a recession.

Emily Bianchi, Goizueta Foundation Term Associate Professor of Organization & Management

To test this possibility, Bianchi and co-authors ran three studies. The first looked at almost 50 years of data from the U.S. General Social Survey, a cross-sectional barometer of people’s attitudes and opinions, including their assessment of the economy and satisfaction with the work they do. Through analyses of respondents’ answers between 1974 and 2016, Bianchi et al. found compelling evidence to support their hypothesis: at both the national and state level, job satisfaction rose during recessions and fell off again when the economy did better.

A second study analyzed data from the U.K. where recessions tend to hit at the same time as the United States, but can be more or less severe. Two surveys conducted by the University of Essex followed the same respondents between 1991 and 2013, allowing Bianchi et al. to measure how individual job satisfaction fluctuated with macro-economic changes. Limiting their analysis to those people who remained employed over the time period and controlling for things like age, gender and income, the researchers were able to isolate the impact of recession based on the way that a group of just over 8,500,000 employees felt about their jobs. They found the same pattern.

“By looking at the same individuals over time, we’re able to eliminate any impact coming from changes in the composition of the workforce across economic cycles,” says Bianchi.

The same pattern emerged: during bad economic times, people reported greater job satisfaction even within the same group.

Bianchi

Unlocking the Upside of Downturns

To dig deeper into the psychological mechanisms undergirding these patterns, Bianchi et al. ran an experiment. One group was shown “bad news” about the economy, while the other read a report on economic growth and “plentiful jobs.” Both groups were then asked to self-report on job satisfaction.

Those who had read the news article on recession and unemployment reported greater contentment with their current jobs. Moreover, when reminded of recessions, they reported that alternative jobs became less salient, which in turn led to greater job satisfaction. In other words, their own jobs were “more satisfying.”

One implication of these findings is that they challenge the notion that job satisfaction is exclusively dictated by what happens inside the organization.

We tend to think of businesses as bubbles that are somehow impervious to the outside world. But these studies show broader societal events can affect us in surprising ways.

Bianchi

A Silver Lining for Employers

Recessions are rarely welcome news. And for employers, they can engender feelings of hopelessness, says Bianchi. The insights shared in her paper should provide some reassurance, nonetheless, that even when the chips are down, they might have one less thing to worry about. But there’s a caveat.

Our findings suggest that there might actually be a bright side to recessions for employers; that greater job satisfaction during these difficult times might help people psychologically weather an otherwise challenging situation.

Bianchi

“Of course, this does not mean that employers should take advantage of this surprising goodwill by asking more of their employees. Rather, while employers likely believe that there is little they can do to bolster job satisfaction during tough times, our research suggests that satisfaction-boosting efforts may be even more effective. Moreover, our findings suggest that employers should be more attuned to bolstering satisfaction when times are good and employees are particularly apt to be looking at other opportunities.”

Goizueta faculty apply their expertise and knowledge to solving problems that society—and the world—face. Learn more about faculty research at Goizueta.

Photo from Markus Spiske

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Family planning is a deeply personal and often private matter that is rarely discussed among coworkers, acquaintances, or even extended family members. Wherever you happen to be on your own family planning process (or decision to not become a parent), it may come as a shock to learn that LGBTQ+ parents-to-be can face expenses of over $100,000 when embarking on their path to starting a family. As Pride Month shines a spotlight on the LGBTQ+ community, MBAchic believes it’s crucial that allies do more than rainbow washing to signal support. That’s why our team is inviting the MBAchic community to delve into the challenges faced by our LGBTQ+ members who have family planning on the horizon. Despite advancements in legal recognition and societal acceptance, LGBTQ+ individuals and couples still encounter significant obstacles on their path to parenthood. By openly discussing these obstacles, we can embrace the spirit of Pride Month not only in celebration but also in solidarity, committing to the ongoing fight for equality and justice for all LGBTQ+ individuals and their families.

Legal and Social Barriers

LGBTQ+ individuals and couples have various paths to consider when growing their families, including foster care, adoption, at-home insemination, platonic co-parenting arrangements, in vitro fertilization, and surrogacy, to name a few. However, each of these options comes with associated costs and legal requirements, which may pose accessibility challenges based on household income and societal privilege.

While the legal terrain for LGBTQ+ people in the United States has changed significantly in recent years, many concerns remain. In many parts of the country, discrimination against LGBTQ+ people is still legal in the areas of housing, insurance, education, and public accommodations. Only 21 states and the District of Columbia have nondiscrimination laws that include both sexual orientation and gender identity; even in the limited number of states with nondiscrimination laws, religious exemptions still allow discrimination in some cases.

Religious exemptions that permit child welfare or adoption agencies to deny services to LGBTQ+ prospective foster or adoptive parents on religious grounds still exist in 2023. Consider how as recently as 2021, the U.S. Supreme Court decided Fulton v. City of Philadelphia, a case that involved a Catholic-affiliated adoption agency in Philadelphia that refused on religious grounds to receive adoption applications from prospective LGBTQ+ parents.

Emotional and Psychological Struggles

Because parenting and foster and adoption laws, practices, and procedures vary throughout the U.S., and many states do not have express protections for LGBTQ+ parents, these individuals can feel particularly vulnerable to discrimination or retribution. This is especially true for transgender parents who have historically faced discrimination in the courts, custody disputes, foster care, and adoption, and a non-biological parent who does not have legally-established rights to children.

Inclusive fertility clinics across the country are dedicated to easing the challenging process of navigating the healthcare system. Kindbody doctors Juan Alvarez and Holly Mehr offer some insight into how heading into a doctor’s office can be more intuitive and empowering, specifically for LGBTQ+ people.

“Specifically going to a place that acknowledges the fact that it is more difficult for LGBTQ+ individuals to go through fertility treatments for multiple reasons, this is why we have our EOS team. We also couple with psychologists for our patients and give resources to talk about the process, to discuss your goals, your fear,” explains Reproductive Endocrinologist Dr. Juan Alvarez. “As a company, as a whole, we understand that this can be difficult for LGBTQ+ couples.”

Despite the societal pressures and prejudices that frequently contribute to feelings of isolation, self-doubt, and fear, Dr. Holly Mehr, a Reproductive Endocrinologist and Reproductive Surgeon, emphasizes the significance of gathering information about personal fertility and the overall process, whether an LGBTQ+ individual is currently prepared to have a baby or contemplating it in the near or distant future.

“Planning for your future is really helpful,” Dr. Mehr explains. “For those that are in the LGBTQ+ community making families, it can feel like there are barriers to you getting to that point, but there is a lot more thought, planning, conversations, desire, and intention that goes into family planning than the average cis-hetero couple when they’re starting their journey. We hope to be a partner to you.”

Financial Implications

Regardless of a person’s identity or geographical location, parenthood comes with a hefty price tag. From child care to healthcare, food to clothing, and education to extracurricular activities, the costs add up…quickly. In the United States, the average expense of raising a child over the first eighteen years of their life exceeds $230,000. But before we have a collective panic attack over how much kids cost over a lifetime, let’s back up and take a look at initial family planning costs. While the upfront costs of parenthood can be significant for any prospective parent, this is particularly true for single parents, those facing fertility issues, same-sex couples, individuals living with HIV/AIDS, and transgender individuals considering gender affirmation surgery or medical transition. Depending on the chosen path, the cost of bringing a child into a family can range from a few hundred dollars to hundreds of thousands when factoring in the expenses associated with adoption, foster care, or assisted reproductive technology.

According to the Child Welfare Information Gateway from the U.S. Department of Health and Human Services, the average cost of adopting a child in the United States is between $20,000 and $45,000. This price can cover legal fees, home studies, travel and lodging, court fees, and medical and living expenses for the birth parent.

Assisted reproductive technology, such as in vitro fertilization (IVF) or surrogacy, often comes with substantial price tags due to the complex medical procedures and legal arrangements involved. The fees for 1 cycle of IVF include medicines, procedures, anesthesia, ultrasounds, blood tests, lab work, and embryo storage. The exact cost of a single IVF cycle varies, but it can be up to $15,000 or more. Surrogacy typically costs intended parents over $125,000 to compensate the gestational carrier for the risk and effort of carrying their baby, as well as the legal and medical expenses involved in the process.

LGBTQ+ individuals and couples may also face additional financial challenges due to disparities in insurance coverage and the lack of specific protections for their unique family structures. While the federal adoption tax credit helps offset expenses for completed adoptions, it necessitates upfront financial resources. Insurance coverage and employer benefits can also influence affordability, but LGBTQ+ inclusive policies and family-friendly employers remain uncommon in the U.S. Surrogacy, for example, is seldom covered by health insurance. Additionally, many LGBTQ+ individuals find that their health insurance plans do not cover fertility treatments at all, and if they do, there is often a requirement to demonstrate months of unsuccessful conception attempts before coverage commences. This policy provision results in high monthly expenses for some and insurmountable barriers for others.

These issues are compounded when you consider that American LGBTQ+ parent families are also more likely than others to lack adequate financial resources. Twenty two percent of all LGBT adults are living in poverty; parents, women, people of color, and bisexual and transgender adults are all disproportionately affected. More children with same-gender parents live in poverty (20%– 24%) than do those with different-gender parents (12%).5 Poverty among LGBTQ+ parent families may be linked with employment discrimination and other structural inequalities. 

Shocked by the financial barriers, many couples hoping to defray the costs of fertility treatments or adoption, wind up turning to grants, fertility loans, or even GoFundMe pages. 

Supportive Resources and Initiatives

With limited information available to navigate the unchartered territory that is becoming a parent, various organizations, support groups, and initiatives are stepping up to spread valuable information and working tirelessly to assist LGBTQ+ individuals and couples in their family planning journey. Below MBAchic is listing some of the resources that exist to learn more about, share with friends, or volunteer with to get active in supporting this community and creating a more inclusive environment:

Human Rights Campaign (HRC): HRC is America’s largest civil rights organization working to achieve lesbian, gay, bisexual and transgender equality. HRC seeks to improve the lives of LGBT Americans by advocating for equal rights and benefits in the workplace, ensuring families are treated equally under the law and

National Coalition for LGBT Health: This coalition is committed to improving the health and well-being of LGBT individuals through federal advocacy that focuses on research, policy, education and training.

Family Equality Council: The Family Equality Council connects, supports, and represents the three million parents who are LGBTQ in this country and their six million children.

Family Acceptance Project (FAP): FAP provides research-based educational materials and interventions to strengthen families and their support of their LGBT youth. Related goals include improving the health, mental health, and wellbeing of LGBT youth; helping create an environment in which LGBT youth can stay in their homes; and informing public policy.

Trans Youth Family Allies (TYFA): TYFA empowers children and families by partnering with educators, service providers, and communities to develop supportive environments in which gender may be expressed and respected.

Creating a family is a beautiful part of life that’s worth celebrating. But without openly acknowledging the very real challenges LGBTQ+ individuals and couples face when considering growing a family, we are each contributing to the barriers that persist. By discussing these issues during Pride Month and beyond, we can make greater strides towards increasing awareness, empathy, and understanding. It is crucial that we advocate for change, support inclusive policies, and foster a society where every individual, regardless of their sexual orientation or gender identity, can pursue their dreams of parenthood without fear or discrimination. By amplifying the voices of the LGBTQ+ community and working together to dismantle legal, social, emotional, and financial barriers, we can create a future where all families are celebrated, cherished, and afforded the same opportunities. 

Photo from Omar Lopez

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Everyone hopes to work for an organization that fulfills and inspires them. But increasingly, the concept of belonging within a workspace is taking precedence over other more tangible incentives for employees across the country. A central and undeniable component of the human experience, we thrive on acceptance and community and crumble in instances of exclusion. Those hurt feelings when you’re the last one picked for a team may register in the brain just like a scraped knee or a kicked shin, according to new scientific research that finds that the brain responds to social rejection in the same way it responds to physical pain. And as important as belonging is on an individual scale, new research from BetterUp proves that belonging is good for business, too. Study findings show that workplace belonging leads to a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in employee sick days. 

Following the concept of belonging for years, Great Place To Work describes diversity as being invited to the party, inclusion as being asked to dance and belonging as dancing like nobody’s watching, because that’s how free you feel to be yourself. Their research reveals that when employees experience belonging in the workplace they are:

• 3 times more likely to feel people look forward to coming to work
• 9 times more likely to believe people are treated fairly regardless of their race
• 5 times more likely to want to stay at their company a long time

To dive deeper into the importance of organizational inclusion, MBAchic is exploring the themes surrounding workplace belonging with two esteemed DEI professionals, Dawn Christian and Dr. Tina Opie. 

As a DEI expert, CEO and Founder of Belong by Dawn Christian, Dawn Christian helps companies redefine leadership at the intersections of personal values, accountability and community. 

An award-winning researcher and Associate Professor of Management at Babson College, Dr. Opie advises small and large firms as a consultant. As the creator of the Shared Sisterhood movement, she helps organizations work towards gender and racial equality. 

In part two of MBAchic’s three part workplace belonging series, MBAchic focuses on red flags candidates should be aware of during the interview phase, as well as how the shift away from restrictive traditional professional values makes room for workers to bring their authentic selves to their jobs.

In order to get a strong gauge of a workplace before being engrained in its culture, Christian encourages candidates to dig into resources like LinkedIn, Glassdoor, and alumni associations to collect candid perspectives. 

“Speak to folks that are not only there, but have been there and ask the question, why did you go, why did you stay? Why did you leave? Look at those different phases,” suggests Dawn. 

“One of the things that we work on at Belong by Dawn Christian is ethos driven leadership, ethos means your values, your core beliefs. Do your own assessment. What do you require? What is your ethos, what are your values? If you can’t get clear with that, it’s very hard to hold any organization accountable for what you need.”

Observing gaps between what organizational leaders say and the way they operate their business model is a foolproof way Dr. Opie says candidates can differentiate between the companies offering lip service versus the ones making an earnest effort to improve corporate culture. 

“[They might say] ‘we value diversity, we value inclusion, we value belonging,’ but everyone on the leadership team looks a particular way,” says Dr. Opie. Everyone has looked a particular way for the past 10, 15, 20, 30, 40 years. When you look at the pipeline for who’s being promoted, they still look that way. If you ask questions about what are the strategies for those things changing, it’s not a psychologically safe environment. People get offended. Those are all cues that it might not be a place where the culture is open to asking those questions.”

The varied beliefs that today’s multi-generational workforce holds toward business professionalism are shifting and evolving. From adopting a more casual atmosphere to embracing workplace authenticity, fostering a sense of workplace belonging means reimagining how businesses have operated in the past and embracing our differences. 

“So if you are a middle-aged white male, you can probably belong in any industry and find a way to belong, with less of a need to code switch or assimilate or change anything about yourself,” points out Christian. 

“I think what we’ve seen, at least in the last three years since the murder of George Floyd, since women’s rights issues have been elevated, since the conversations of disability neurodiversity in the workplace, all these conversations have converged. I think what we have seen is more of a willingness to have the discussion and a willingness to enact that discussion from a concept and a conversation to potentially a policy where we’re seeing anti-racist policies showing up, just like we saw sexual harassment policies years ago. Policies start at conflict.”

Dr. Opie says while traditional professional values are often associated with heteronormative, white, masculine norms, people who fall outside of those norms have always been at a heightened risk of being outcast when they try to “show up” authentically. 

“So, I have my hair braided, they’re called Fulani braids,” Dr. Opie says. “Twenty years ago, I know somebody would’ve said, that’s not a professional hairstyle…When I had dreadlocks, those were not considered professional. I have gray hair, I may die black. All of those things that I just mentioned have been deemed unprofessional by someone at some point. Because I’m a black woman who’s six foot tall, over 200 pounds, dark-skinned, very educated, I’ve been in different domains and experienced people telling me to my face, that’s not professional. I know that people who are younger and more junior in their careers often have to make decisions. Do I straighten my hair? Do I take the braids out? Do I lose my accent? Do I shave the hair off my arms? Do I lighten my skin? Now all of these things are not equal…there’s a difference between grooming and identity alteration.”

Part I of Workplace Belonging: click here
Part III of Workplace Belonging: click here

Photo by Clearcut Derby

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Sustainability isn’t a buzz word. It’s a personal and professional priority, and it’s become an integral part of our collective consciousness. A 2023 Student Voice survey conducted by Inside Higher Ed and College Pulse reveals that nearly half of the students surveyed (45%) considered environmental sustainability in their college enrollment decision. As the urgency to address environmental challenges grows, campuses are listening and tuning into the needs of incoming students. Progressive institutions understand the vital role they play in shaping future leaders who can drive sustainable change. Below, MBAchic is exploring the remarkable sustainability efforts taking place on the campuses of some of the most esteemed business schools across the country, highlighting their innovative initiatives and commitment to creating a more sustainable world. Through action and transformative change, these business schools are paving the way for a greener, more equitable tomorrow. 

Stanford Graduate School of Business: Driving Change through Innovative Programs

The Stanford Graduate School of Business (GSB) is taking bold steps in its commitment to sustainability. Through new classes, groundbreaking faculty research, and impactful programs, the GSB is at the forefront of driving meaningful change. Notably, in collaboration with the Stanford Doerr School of Sustainability, the GSB is launching the Stanford Ecopreneurship program, empowering students to establish organizations in the public, private, and nonprofit sectors that can effectively scale sustainability solutions.

The program offers a range of valuable elements to its participants. Graduating students embarking on high-impact ventures that address pressing environmental needs receive one year of funding and advising support, enabling them to make significant progress in their endeavors. Additionally, through the Summer Entrepreneurial Immersion opportunities, students can commercialize new technologies emerging from the renowned Stanford School of Engineering. This integration of innovative technologies with entrepreneurial expertise equips students with the tools to develop sustainable solutions that can be effectively brought to market.

In 2023, Stanford Climate Ventures classes are set to undergo significant expansion in capacity and programming. These classes have already proven to be a launchpad for innovative ventures focused on diverse areas such as geothermal projects and natural hazard risk mitigation. By doubling their capacity and broadening their programming, the GSB ensures that even more students can access valuable resources, guidance, and mentorship to transform their sustainability-focused ideas into scalable businesses.

Miami Herbert Business School: Embracing the ESG Approach

Miami Herbert Business School has embraced the Environmental, Social, and Governance (ESG) approach as a guiding principle. By incorporating ESG considerations into their curriculum and research, the school equips students with a holistic understanding of sustainable business practices. Professor of Economics and director of the school’s MS in Sustainable Business program, Dave Kelly, says Miami Herbert Business School gets a lot of interest from business students who are motivated by more than money, and want to make a positive impact on the corporate world. 

“We focus on utilizing environmental and social projects to enhance both the world’s well-being and firm value, including profits and long-term growth prospects,” Professor Kelly tells MBAchic. “For instance, an airline reducing fuel consumption through engine washing saves money, boosts profits, and benefits the environment. We teach sustainability by emphasizing win-win scenarios, where improving the bottom line coincides with enhancing the environment and providing social benefits.”

With a focus on sustainable investing, responsible business leadership, and corporate governance, Miami Herbert Business School prepares its graduates to become effective change agents who drive social and environmental progress. Kelly serves as a co-chair of the The Sustainable Business Research Cluster (SBRC), an interdisciplinary initiative aimed at fostering and advancing research in sustainable business practices. He tells MBAchic that students across industry focuses are getting involved in their SBRC to create more impact in their professional paths. 

“Corporations are now the ones driving change, whereas in the past, governments were responsible for policy changes. Given the dysfunctionality of governments today, students realize that corporations are taking the lead and want to be part of that movement,” Kelly explains. “It’s not just business students; we also have science and engineering students who possess scientific knowledge but are unsure how to apply it in the real world.”

Berkeley Haas School of Business: Empowering Sustainable Business Research

At Berkeley Haas School of Business, sustainability is a top priority. Haas recently launched a sustainable business research prize program, aimed at promoting impactful research in the field. By providing financial support and recognition, these initiatives encourage scholars and students to delve into sustainable business practices, seeking solutions to pressing environmental and social issues.

The new $20,000 prize seeks to recognize the most significant research papers that hold the most potential to catalyze immediate change in business management practices. Additionally, the prize aims to motivate thought leadership globally and add to the body of knowledge and intellectual capital in the role of business in society. 

As Dean Ann Harrison explained in a press release, the initiative reflects the three strategic priorities for the Haas School: sustainability, entrepreneurship, and diversity, equity, inclusion, justice, and belonging (DEIJB). 

“The Haas Sustainable Business Research Prize seeks to address this challenge in translating cutting-edge academic research into action in the face of the climate crisis,” Harrison said.

Emory Goizueta Business School: Integrating Sustainability In Class

Emory Goizueta is leading the way in integrating sustainability into its curricula. Recognizing the importance of preparing students for a future that demands a deep understanding of sustainable practices, this business school has incorporated courses on topics like sustainable supply chains, social entrepreneurship, and environmental management. By equipping their students with the knowledge and skills to navigate the complexities of sustainability, Goizueta is empowering future leaders to drive positive change.   

In 2023 Goizueta is offering a new course – Sustainability Measurement & Reporting by Professor Usha Rackliffe. The course covers the importance of sustainability in creating long term value for companies, ESG risks and opportunities, challenges in sustainability practices, measurement, reporting standards, and likely actions of corporations in the next few years. For anyone curious about sustainability, Goizueta encourages interested students to dive into their top readings, podcasts, and videos #OffTheSyllabus. 

UVA Darden School of Business: Ambitious Carbon Footprint Goals

Darden School of Business at the University of Virginia has made remarkable strides in sustainability, earning recognition in the Financial Times’ Global MBA Ranking 2023. Darden was at the top of the “Best for Carbon Footprint” category, commended for its effective measures in tackling emissions. The school achieved carbon neutrality by guaranteeing payments for clean electricity generation, including the supply from a new solar plant. Darden school professor of practice, Carolyn Miles, tells MBAchic that the school believes they can achieve even more progressive goals, preparing MBAs to tackle difficult climate change issues. 

“In 2021, we rolled out a set of new sustainability goals for 2030 that represent how we live (operational goals) and how we learn (research and teaching goals),” she explains. 

On campus, Darden prioritizes waste reduction, sustainable sourcing, and the adoption of greener building systems. Inside the classroom, educators are actively expanding the range of sustainability-focused courses and integrating sustainability themes into the core curriculum.

“Our Sustainability Advisory Council, which includes faculty, staff, students, and alumni, has been pivotal in developing strategies for implementing projects in support of the 2030 goals,” Miles adds. 

The Kelley School of Business: Catalyzing Change Through a Dedicated Institute

The Kelley School of Business at Indiana University has taken a significant step towards sustainability by launching the Institute for Environmental and Social Sustainability. This initiative serves as a hub for research, education, and collaboration, fostering interdisciplinary approaches to addressing environmental and social challenges. By engaging students, faculty, and industry partners, the institute acts as a catalyst for innovative solutions that combine business acumen with sustainable practices. According to News at IU,  Kelley has 45 professors involved in environmental and social sustainability research.  

In the 2022-2023 school year, the Kelley School of Business held a meeting where they decided sustainability would be the main goal for the institute. According to the school, enrollment in an undergraduate course on sustainability law and policy has tripled since 2017. New courses in climate law and policy — at both the undergraduate and MBA level — and another on business and poverty alleviation have been introduced in recent years, and more new courses are under development. Kelley also offers a co-major in sustainable business at the undergraduate level.

Yale School of Management: Fostering Sustainable Leadership

Yale School of Management understands that sustainability coursework is the foundation of real-world development and high-level decision making once students go out into the corporate environment. That’s why Yale’s sustainability program offers a comprehensive curriculum that spans across both the first and second years of study. In the first year, students participate in the Colloquium on Sustainability Leadership, a series of engaging discussions with influential leaders, including CEOs, policymakers, and innovators who are at the forefront of shaping the field. This unique opportunity allows students to gain insights into the latest trends and big ideas in sustainability, while also expanding their professional network by connecting with classmates from various backgrounds and expertise.

During their second year, students get the chance to really dive deeper into sustainability and expand their knowledge and skills. They can choose from a wide range of advanced business and management courses that focus on sustainability, allowing them to explore different aspects of this field in greater detail. These specialized courses are taught by renowned experts not only from the School of Management but also from other parts of the university, including the prestigious Yale School of the Environment. This collaborative approach capitalizes on the long-standing partnership between SOM and YSE, exemplified by the Center for Business and the Environment at Yale, which serves as a hub for research and collaboration in the field of sustainability. By offering a well-rounded curriculum that combines practical insights from industry leaders and expert instruction from various disciplines, Yale’s sustainability program equips students with the knowledge and skills needed to become effective leaders in the realm of sustainable business and environmental stewardship.

Building Greener Futures

Business schools making concerted efforts to prioritize sustainability offerings across the country continue to exemplify their commitment to shaping a better future. By integrating sustainability into their programs, supporting research, and implementing sustainable campus practices, these institutions inspire and educate the next generation of leaders. By empowering their students to drive positive change, a ripple effect extends far beyond campuses, influencing the business landscape as a whole. Together, these schools provide the essential tools that the business leaders of tomorrow (yes, we’re talking about you!) need to weave environmental stewardship and social responsibility into daily operations. Haven’t joined our MBAchic community yet? Inside MBAchic, find fellow MBAs and professionals, at all stages of their careers. Find people in your area to talk sustainability business practices, or meet your future co-founder on the other side of the globe. Everyone here is investing in their education, careers and lives. Join us and help shape the future of this powerful global community.

Photo from Asia Chang

The post Beyond buzz words: how top business schools are embracing the green business movement appeared first on MBAchic.

For the majority of history, women have faced limited legal rights and fewer career opportunities compared to men. Society has emphasized wifehood and motherhood as a woman’s primary role and profession. However, in modern-day America, women are working more and earning more. In 2022, 16% of opposite-sex marriages had wives who were the sole or primary breadwinners, a significant increase from 50 years ago. Despite these advancements, women are still expected to bear the brunt of household duties and caretaking responsibilities (so lucky!). 

The Equal Pay Act of 1963 required equal wages for men and women doing equal work. The Civil Rights Act of 1964 prohibited discrimination against women by any company with 25 or more employees. A Presidential Executive Order in 1967 prohibited bias against women in hiring by federal government contractors. Translation: American women saw some major wins in the 60s. But while June 10 marks the 60-year anniversary of the passage of the Equal Pay Act of 1963, women are still getting shortchanged. And those cents quickly add up to major lifetime financial losses. Women who work full time and year-round are compensated only 84 cents for every dollar earned by our male counterparts. The significant earnings gap that women experience, leading to a median annual shortfall of $9,954, is equivalent to nearly six months’ worth of mortgage payments for the average American in a year. This disparity highlights the magnitude of the financial disadvantage women face, as it amounts to a substantial portion of our living expenses. It is crucial to acknowledge that although progress has been made in narrowing the gender wage gap, there is still work to be done.

Editor’s Note, from our friends at Payscale: The largest uncontrolled gender pay gap is for those with MBAs: Women with MBAs take home $0.77 for every dollar that men with MBAs take home, which is commensurate with last year. This may be indicative of women struggling to get jobs requiring — and compensating for — an MBA compared to men.

Wage Gap & Gender Equity in 2023

The gender wage gap exhibits variations across different age groups. Although younger women experience a relatively smaller wage gap compared to older women, the disparity begins as soon as women enter the labor force. Full-time, year-round female workers between the ages of 15 and 24 tend to earn about 87 cents for every dollar earned by their male counterparts. However, when considering both part-time and part-year workers within this age group, women typically earn 80 cents for every dollar earned by men. Unfortunately, Associate Professor at Brown University Banu Ozkazanc-Pan points out that the wage gap widens even further among older women. 

“Over time, this gap means that women will save less for retirement. In fact, recent data suggests that the median 401(k) balance for women is 65% less than those of men,” Professor Ozkazanc-Pan tells MBAchic. “Ultimately, women’s work is not being valued or remunerated equitably, furthering gaps in retirement.”

Full-time, year-round female workers between the ages of 45 and 64 typically earn only 79 cents for every dollar earned by their male counterparts. When including part-time and part-year workers within this age group, women typically earn 76 cents for every dollar earned by men.

Although some describe the current state of the gender wage gap as “relatively stable over the last 20 years,” that description is far too tame, according to Beth Bengtson, founder and CEO of Working for Women. 

“I’d say it is frustratingly stagnant,” Bengtson tells MBAchic. “At this point, the larger question is why our society still accepts this when 51% of the workforce is female. I think it’s worth noting that the quickest path to poverty in this country is being a woman with single moms leading the way. 1 in 8 women in the US lives in poverty and 46% of working women earn below $11 an hour.” 

The motherhood penalty that Bengtson points out is (unfortunately) alive and thriving. As MBAchic reported in 2022 when we highlighted Mom’s Equal Pay Day, mothers are perceived to be 12.1 percentage points less committed to their jobs than non-mothers, and beyond the implications of the social stigma, they’re financially punished for each child they have, too. Women face a 4 percent earning drop in hourly wages per child, whereas men receive a 6% wage increase for having children. 

For perspective, the pay gap was robbing moms of approximately $17,000 per year throughout the pandemic. On average, women employed in the United States lose a combined total of nearly $1.6 trillion every year due to the wage gap. These lost wages mean women and their families have less money to support themselves, save and invest for the future, and spend on goods and services. Women, their families, businesses, and the economy suffer as a result.

Marginalized Workers = Wider Wage Disparities 

Despite the existence of the Equal Pay Act, the pay gap is even wider for Black, Hispanic, and Native women of color, moms, and LGBTQIA+ workers. According to the U.S. Census, on average, Black women were paid 63% (or 63 cents on the dollar) of what non-Hispanic white men were paid in 2019. That means it takes the typical Black woman 19 months to be paid what the average white man takes home in 12 months. Data shows that Latinas, on average, were making 54 cents to every $1 made by white non-Hispanic men in 2022. The wage gap translates into an annual median loss of $22,692 for Black women, $29,724 for Latinas, and $28,797 for Native women. LGBTQ+ workers earn about 90 cents for every dollar that the typical worker earns according to a Human Rights Campaign analysis of nearly 7,000 full-time LGBTQ+ workers. LGBTQ+ people of color, transgender women and men and non-binary individuals earn even less when compared to the typical worker. These workers not only experience individual-level biases, such as pay, promotion and recognition but in many organizations, there is little to no support for parental leave. So what additional measures can be taken to address the specific needs of these groups?

Pay Transparency and Paid Leave

“This [gap] becomes further complicated for single parents who have to juggle family and work commitments while trying to progress professionally,” says Professor Ozkazanc-Pan. “[We need] Paid parental leave that is supported by managers and organizational leaders as well as changing social norms around caregiving – a tall order but one that is possible with supportive federal and state policies.”

While a lack of pay transparency creates a wage gap problem that persists throughout entire careers for many professional women, there has been some progress. Between 2017 and 2018, the Institute for Women’s Policy Research conducted a national survey on pay transparency. At that time, about half of all workers and 60% in the private sector reported that they were either discouraged or prohibited from discussing wage and salary information.

“Since then, state after state has taken legislative steps to bar employers from implementing these speech restrictions, and the issue has reached wide audiences in the nation’s media,” said Washington University in St. Louis professor Jake Rosenfeld. “Yet we find their presence remains incredibly common, and that state-level efforts to facilitate transparency in the workplace have generally failed.”

Even in states with pay secrecy bans, nearly one in 10 workers is formally barred from discussing pay, Rosenfeld’s research found.

Bengtson, who also believes the gap is further widened by the unpaid caregiving demands that still primarily fall on women, suggests a three-prong approach to address the specific problems that persist surrounding the pay gap. 

“We simply need to address our national caregiving crisis, and institute universal paid leave in this country while ensuring that women have opportunities and skills to enter career pathways that can support themselves and generate wealth,” she says.

Logical? Yes. Simple? Anything but. As equal rights advocates point out, there are some strides being made on local and federal scales, but the work is far from complete. 

Ready, Set, Legal Action

Although the Equal Pay Act was groundbreaking at the time, equal rights advocates have identified a plethora of obstacles women face in the decades since. Many now support the Paycheck Fairness Act which would make the Equal Pay Act a more effective legal tool. 

As a leading expert in civil rights, economic justice, and survivor justice policy, Deborah Vagins serves as the National Campaign Director for Equal Rights Advocates. Throughout her career she has co-led the national Paycheck Fairness Act coalition and the American Association of University Women’s fight against the Administration’s rollback of sexual assault and sexual harassment protections in schools. What needs to happen next, she tells MBAchic, is to get some of the transformative protections she’s spent her career fighting for codified into federal law so that protection no longer depends on administration preference or which zip code a woman happens to call home.

“The Paycheck Fairness Act amends the Equal Pay Act by ensuring that remedies for gender-based discrimination are on par with those for race and ethnicity-based discrimination,” Vagins explains. “Stronger penalties act as a deterrent for employers engaging in discriminatory practices. Additionally, the Paycheck Fairness Act addresses the broad interpretation of factors other than sex, which have often served as a proxy for sex-related considerations. It sets stricter criteria, requiring an important business justification if gender-based differences in pay are to be allowed. Furthermore, the act prohibits employers from using past salary history to determine future pay, preventing the perpetuation of discrimination across jobs.”

It also mandates data collection by the Equal Employment Opportunity Commission (EEOC), building upon previous efforts to collect pay data, which unfortunately faced obstacles during the Trump administration due to legal battles and lack of majority support from commissioners. Codifying data collection through the Paycheck Fairness Act would provide crucial insights into wage disparities in the workplace. 

Steps For Changemakers 

So, what role can organizations, policymakers, and individuals play in the fight to advance pay equity? There are some successful initiatives and strategies that show promise in narrowing the wage gap. Many experts suggest that the first step is a pay transparency commitment within organizations. 

“Organizations that have put that into action, starting with pay equity audits, have significantly reduced the gender wage gap,” says Bengtson. “One action we can each take is to learn about the pay transparency legislation efforts at your state level.”

Professor Ozkazanc-Pan echoes the importance of prioritizing a pay audit to see if there are differences across groups and individuals that are not warranted based on experience and skills. 

“Secondly, fostering an organizational culture that is inclusive and resilient to change to support inclusion must be prioritized by leadership,” Professor Ozkazanc-Pan goes on to explain. “Third, in the hiring, retention and promotion processes, ensure that women are held to the same standards as male counterparts, have supportive champions and mentors available to them, and ensure equal opportunities for advancement are not based on arbitrary or informal attributes, such as face time at work.”

While the gender pay gap continues to be a complex and multi-pronged issue with more than one solution, Vagins maintains that the solutions are attainable. 

“Every year, women are losing millions and millions of dollars because of these pay gaps that hurts everyone,” says Vagins. “It hurts their ability to pay for basic necessities, build wealth, it hurts their families, it hurts their futures. If we were to close the wage gap, it would cut poverty in the nation by one third.”

Closing the gender wage gap is not just a matter of fairness; it’s crucial for the economic security of women and their families. By ensuring equal pay, we can provide women with the financial stability they deserve and contribute to a more equitable society overall. If this anniversary sparks any enlightening moments in the hearts and minds of individuals, corporations, or legislators, it should serve as a reminder that after sixty years, the time has long passed to prioritize these efforts and build a future where women are truly and fairly compensated for their hard work and dedication.

“We can all make lots of great commitments but we need to be just as involved in taking action based on data and desired outcomes,” Professor Ozkazanc-Pan says in summary. “Inclusion is everyone’s responsibility and in order to end the gender pay gap, we must each do our part in creating shared accountability and taking steps as organizational leaders.”

For more on Equal Pay, read our coverage on the subject on MBAchic and listen to our 5QW episode with Katica Roy, gender economist and CEO of Pipeline Equity

Photo from Mapbox

The post Equal Pay Act Turns 60: The Long Road To Equality appeared first on MBAchic.

^{New GMAT Focus prep materials below.}

If you’re thinking about an MBA, early on in the process you will need to decide if you’d rather take the GMAT or GRE exam (or the Executive Assessment, which you can learn more about, here).

What happens when you hear that the exams are changing, in a big way, in the middle of your application prep? First off, scores are valid for five years, so if you’ve already taken it (or you are well into your prep to sit for an upcoming test date), you’re in the clear. But if you’re in the beginning of your test prep journey, let’s get into the major changes so you can make the best decision for you and where you’re at in the process.

GMAT Focus Edition

For years, the GMAT has been the standard exam those applying to business school take to demonstrate their aptitude and where they fall in the applicant pool. It’s a mix of math and verbal that many will say resembles (or recalls) the SAT exam many take to get into undergrad.

This year, however, the exam structure and content has been updated and reworked to be more efficient, flexible and insightful (in terms of performance reporting). The GMAT Focus Edition is “a more focused test-taking experience that hones in on the higher-order critical reasoning and data literacy skills that are more relevant and applicable in the business environment of tomorrow.”

Efficient

Now features only three 45-minute sections, no essay, and reduced content to prep.

The GMAT Focus Edition is 2 hours and 15 minutes long (with one optional 10-minute break) with 64 questions in total:

• Quantitative Reasoning: 21 questions, 45 minutes
• Verbal Reasoning: 23 questions, 45 minutes
• Data Insights: 20 questions, 45 minutes
• New! The exam no longer includes an essay section.

Flexible

Personalize your test-taking experience with Question Review & Edit, Select Section Order, and improved score sending options.

The GMAT Focus Edition brings new exam features that you definitely want to dig into:

• Question Review & Edit: Bookmark and review as many questions as you want, and you can change up to three answers per section.
• Select Section Order: Take the exam in whatever section order you prefer.
• Improved Score Report: Detailed performance insights included with each exam.
• Easier Score Sending: You can now select programs after you receive your scores at both test centers and online, and each Official Score report will only contain one exam score.

Insightful

Benefit from detailed performance insights through an improved Official Score Report, included with registration.

In addition to your total and section scores and percentile rankings, you’ll get insights by section, question type, and content domain, details on your time management, and how you performed compared to others that applied to the same program. 

• Performance by Section – provides an overview of your Total Score, section scores, and your percentile ranking for each. Use this chart to get an overview of your score.
• Performance by Program & School – shows your Total Score percentile ranking compared to the percentile rankings of test takers who sent their GMAT scores to the same program within the past 5 years. Use this chart to see how you stack up against others who are interested in applying to the same program(s). Note that this chart will only display if you send your Official Score to one or more programs.
• Performance by Content Domain – shows your percentile ranking based on the most recent 5 years of data for each content domain within the individual section. Use this chart to see how you performed on different content domains within the section, and where you have strengths and opportunities for improvement.
• Performance by Question Type – shows your percentile ranking based on the most recent 5 years of data for each question type within the individual section. Use this chart to see how you performed on different question types within the section, and where you have strengths and opportunities for improvement.
• Performance by Fundamental Skills – shows your percentile ranking based on the most recent 5 years of data for each fundamental skill within the individual section. Use this chart to see how you performed on different fundamental skills within the section, and where you have strengths and opportunities for improvement.
• Time Management & Performance – shows your response time in minutes, including any review time, for each question within the individual section. Use this chart to see how you managed your pacing compared to the average expected time spent per question in the section, as well as your performance by question.
• Summary of Question Review & Changes – shows your review activity for that section, including how much time you spent reviewing and editing questions in the section. Use this chart to help you evaluate whether or not changing your answers improved your performance. 

From GMAC, administrators of the GMAT and Executive Assessment (link)

GMAT Focus Preparation

With a new test comes new preparation strategies and materials — some ways to get started ahead of the Q4 tests dates:

• Join Study Hall – join our MBAchic group to get tips and latest updates (and prep questions) from GMAC
• Choose the best study method – you can check out prep options crowdsourced here for how MBAchic members successfully prepared for their test date
• Prep with the official materials from GMAC – direct from the test administrators, take practices exams and dig into sample questions and answers / strategies

GMAT Focus Official Prep – from our friends at GMAC

FREE 6-Week Study Planner

Get ready for the GMAT Focus Edition in only 6 weeks!

Access this guide to get exclusive tips and strategies directly from the GMAT exam creators – you’ll identify your strengths and focus areas, track your progress, and learn how GMAT Focus Official Prep products can support your exam strategy so you can be ready on test day.

FREE GMAT Focus Official Starter Kit 

Get your prep journey started right and establish your performance baseline with:

• A sampler of 70 real GMAT questions
• A step-by-step guided study
• Two free full-length practice exams
  

GMAT Official Guide 2023-2024 Series

Available in print or electronically, this is the ultimate prep collection with all the tools you need to succeed on the GMAT Focus Edition. It also includes an exclusive online question bank so you can customize your practice.

Plus, with three supplemental review books for Quantitative Reasoning, Verbal Reasoning, and Data Insights, you can focus your prep on what you need to learn most with hundreds of additional practice questions you can’t find anywhere else!

GMAT Focus Official Practice Exams

Choose from four GMAT Focus Edition practice exams – you’ll get access to full-length, adaptive GMAT exams that simulate the real test-taking experience. Leveraging the same scoring algorithm as the real exam, these practice exams will help you effectively manage your time and focus your studies.

GMAT Focus Practice Questions 

Instant access to hundreds of additional questions to target your studying with three new section-specific resources: Practice Questions – Quantitative, Practice Questions – Verbal, and Practice Questions – Data Insights. Each set includes checkpoints along the way to help you track your progress.

Shorter GRE Exam

Starting in September 2023, ETS will administer the new, shorter GRE exam. The new Shorter GRE Test is roughly half the length and achieves that by removing a number of sections.

Changes to the test include:

• Removal of the “Analyze an Argument” task in the Analytical Writing section
• Reduced number of questions in the Quantitative and Verbal Reasoning sections
• Removal of the unscored section

In addition to test changes, test takers can expect to receive their official scores much faster, in just 8-10 days. These changes mark the first of several planned future updates to the GRE General Test, all of which are intended to provide test takers with a better experience that values their time and reduces anxiety and fatigue.

From ETS, administrators of the GRE (link)

The GMAT Focus will roll out in Q4 2023, and the new GRE will launch in September of 2023.

If you’re in the thick of your test prep, scores are valid for five years, so definitely continue on with your plans and consider joining us inside Study Hall.

If you’re just starting out in your MBA application journey, what questions can we help you answer before sitting for either of these exams? Do these updates change or delay your plans?

Photo from Lauren Mancke

The post Major changes to bschool exams, and how you can prepare for the new GMAT appeared first on MBAchic.

^{Alumni perspective: MBA grads share what they’d do differently if they could do it again}

There are so many valuable digital dialogues surrounding MBA experiences, but so little time to catch all of the conversations. Here’s one we want to make sure you don’t miss.

The FT’s 2023 Future of Business Education series kicked off with a spotlight on the MBA experience. This virtual one day event provided an opportunity for ambitious individuals looking to enhance their global skill set and accelerate their careers to evaluate next steps. Partnering with the world’s top business schools, the series gave a detailed insight into the FT MBA 2023 rankings and tackled economic outlook trends, post-study green careers, and MBA financing.

Perhaps one of the most valuable sessions was the MBA alumni perspective which offered up honest takes on what MBAs would have done differently if given a redo. The alumni perspective session centered around helping attendees learn more about the job market after completing an MBA. Attendee questions were served up in real-time and the trio of panelists offered up their top do’s and don’ts when it comes to relationship building.

If you’re curious about what life after an MBA might look like but don’t have time to tune in and rewatch the discussion, MBAchic is recapping this thought-provoking conversation. 

Alumni perspective highlights include:

• Making the most of an MBA experience
• How programs influence post-MBA career paths
• MBA funding methods
• The true benefits of an MBA network

Meet the panelists

Neil Yeoh, Founder/CEO, OnePointFive: Neil’s company OnePointFive is a global climate advisory and expert network recently listed as a Forbes Next 1000 company. He is a 40 under 40 Most Influential Asian-Australian as of 2022 and has been invited to speak on business and environment topics at the United Nations, Oxford, Harvard, Yale, New York, and Princeton universities. Neil has a Midcareer Masters of Environmental Management from Yale University and an MBA from Oxford University. He also has degrees in Mechatronic Engineering, International Business, and Management from Adelaide and Hong Kong Universities.

Nasi Rwigima, Founder, UmWuga: Nasi’s startup UmWuga helps blue-collar and service industry workers get a great job today and then network and upskill their way towards their dream job. In 2018, he moved to the United Kingdom to complete his MBA from London Business School, which expanded greatly on his previous work and MSc and BSc engineering education. 

Maria de Mio, Manager Strategy Europe, AB InBev: Half Italian and half Finnish, Maria lived in Rome, London, New York City, Barcelona, and most recently Brussels where she joined the Strategy team at AB InBev Europe. She gained firsthand experience in early-stage venture creation particularly in the biotech space before deciding to pursue a full-time MBA at IESE in Barcelona.

Post-MBA Life

FT Question: How has the MBA shaped your career, what opportunities did it present? 

Neil: As a quick background, I basically struggled with my own cultural identity in Australia as an Asian Australian, and went to Asia, and was very interested in problem-solving and business. [I] experienced air pollution and got really ill, so I actually studied robotics engineering and business as an undergrad, and then went into the traditional consulting pathway for about four and a half years in Sydney…basically, when I found my own conviction of seeing air pollution as well as a huge curiosity around problem-solving and business, I decided to make the shift in my career from consulting into something more impactful. My choice to go to Oxford to do my MBA was for three reasons: 

1. To internationalize my career to break through the bamboo ceiling as an Asian-Australian. 
2. To transition into an impact career.
3. To strengthen my business credibility. 

Through the one year program which I did back in 2015/2016, I was able to actually triple jump my career which is changing function, section, geography from all in gas consulting in Australia to really climate impact investing in New York. I was actually able to do that in an impactful way, and that led to me starting up my own climate advisory. Surprisingly enough, the internationalization was actually through working in London, Kenya and then right now where I am in New York, and the thing that I did not expect that has shaped my career to date, actually was the inspiring peer group that I gained along the way. We are basically like family when you are in an MBA and surprisingly they have been somewhat my competition, my support, my everything in the sense of continuing to push my career. So the last seven years have been a complete mirror image from where I started back in Australia.

Nasi: I started my career as an aerospace engineer, and then serendipitously fell into the renewable energy industry, developing utility scale projects. Our industry kind of died because of political pressures, and my team fell under our parent company, which was an equity firm. I found myself in the commercial world for a few years, so I think that journey up until when I began my MBA was somewhat opportunistic and one of the things that happened during my MBA is that I had the time, the space, the support, and infrastructure to be more intentional about what I wanted to do with my career going forward. It allowed me to spend time coming up with a startup idea, flesh it out, and eventually launch the business. Raise money, build a team, etc. and that for me has been hugely exponential for my career. But I think the biggest thing that the MBA has done for me is teach me to dream bigger from South Africa and I think I am not sure why but I had a smaller mindset before I did my MBA. There was something about being in let’s call it a world class city where there are a lot of really smart and interesting people around me that just helped me reach out from a smaller mentality perspective and look a little bit further and it’s one of the things that helped me push myself into starting a business and I think that trajectory, hopefully continues for me.

The two streams I had coming in were renewable energy and private equity and my first two questions for myself were which one do you like better, which is the one you want to double down on and come out of the MBA and pursue and by the end of my first term, my conclusion was neither. But I found myself really interested and passionate about the technology world which seemed somewhat new to me, but was vibrant and entrepreneurship was also looking really exciting, so spending my time in those two spaces, I think they really came together for me, and I ultimately launched a startup, which was great.

Maria: I was a part of a two-year full-time program, and generally what you get is the opportunity to be a part of an internship to kind of test the waters in case you were changing careers, wanting to go into a new industry so it was a great opportunity for me to learn more about what I was passionate about. For me, a little bit different than my colleagues here, kind of reverse, I started with a background in early stage venture creation, particularly with startups, and my need was really to deepen my skill set, and that is the main reason why I looked for an MBA. It had a tremendous impact on my professional career in so many ways on a professional level. I think it really allowed me to go deeper into what my skill sets are, and test them against a great number of individuals that were so much smarter than me and really global mindsets and on a personal level I think that has a very unique impact on each of us in a very different way. For me, it really allowed me to get deeper knowledge, a certain level of maturity, a certain level of awareness that I think are invaluable in any type of environment.

I started my career learning by doing, and I wanted to go deeper into that. I always knew I was very interested in general management in fact, I covered a position in general management prior to my MBA but no one taught me anything, so I was lucky enough to have met people who bet on me and I was lucky enough to have done good, but the MBA really allowed me to learn about opportunities out there bigger companies for me personally, I wanted to transition from learning by doing to learning by actually applying strict academic rigor to now being able to actually wrap it into a more corporate environment.

MBA Redo

FT question: What would you have done differently before, during, and after your MBA if given the opportunity to make changes to your experiences?

Neil: Before the MBA first and foremost, if you are looking to make a career transition, the MBA goes by like a click especially for a one year program like Oxford. People coming in [and] trying to figure out what they want to do is probably not the best solution, and for a lot of European MBAs that are shorter than the two years. You don’t have that summer to do that internship, figure out what you want to do and go from there, so my suggestion that I would have wished that I [had] done was quit my job or change my job career earlier in Australia before actually heading to the MBA. I did do a month of internship in a more social impact consultancy that did help me bridge, but it would have made it a lot easier to have a bit more of an interesting background coming into the MBA.

During the MBA, a lot of the times your CVs look very very similar. You are told to put your CV in an MBA format and sometimes I felt very overwhelmed because there were these very high-quality people coming in and they are in line for the same jobs [as you are]. So, something that I wished I had done was just lean into my personal differences, I think I had a lot of imposter syndrome coming into the Oxford MBA, which forced me to try to be someone that I necessarily wasn’t and it was a very quick realization during the MBA to be my authentic self even as much as I didn’t see my career as very interesting or impactful [as others]. There are a lot of unique perspectives I could have brought much earlier into the MBA rather than trying to sound smart. If I did that and just leaned into my authentic self, I could have actually navigated a lot more of those career decisions.

Finally, post-MBA, those interactions with alumni with a one year program – being able to keep in touch with classes outside of your existing class can be a bit tricky but don’t underestimate the value of just sort of asking for that help.

Nasi: I think based on where I was in life, I got married two weeks before I left South Africa to move to London for my MBA, and it was slightly difficult in the beginning from a family perspective, from a personal perspective, so the only thing that I would consider doing a different way is to have done it sooner in life, perhaps five or six years before when I actually did it. But I think I would still do it the same way given those two options because for me, it was amazing to go through this experience with someone, with my wife, to have her support throughout. It also meant that I was coming in at a slightly later stage in my career, which to me was beneficial because I brought a lot of experience that made the in-class the in-person experience a bit richer for me. But I suppose I did not get to travel or party as much as some of my friends, so these are just different ways in which you can have an experience that is really fulfilling. I am very happy with mine, but I just want to point out some things that I have thought about.

For the “during” portion of my MBA, I am really happy with how that went. I really threw myself in to maximize the opportunity. I really did everything that one could do during an MBA so I’m very happy with that. 

After the MBA it’s really been head down, trying to build a business which has been one of the most enriching and insightful experiences, I am also very happy with how that went. 

A couple of things that could have been different, the tail end of my MBA (I graduated in 2020) was during Covid so we went into lockdown. I think the last four months of the program it all went on Zoom in our tiny apartments in London and we did not get to do the final things that we had kind of earmarked for the end of it, but that was not in my control, so I can’t really say I would change any of it. One thing that was amazing is that my wife and I had our first child during the MBA, that was in my second year and [while] many people might think that is the worst possible idea because you are busy and you might lose out on a ton of the experience, for me, it was perfect because I was in this flexible environment. I could choose my course schedule to make space for me to figure out how to be a father for the first time, so it was actually incredible. 

Maria: Less pressure. It’s personal, right? But I think in general looking back, I worried and I pushed myself a little bit too much especially at the beginning because you walk in an environment, we were 354 people from more than 58 countries, just my class! So it was amazing. There is so much richness. There is so much variety of backgrounds that it is easy to start pointing out what your flaws are or what you don’t have, what you’re not good at and the pressure of making the most of it at the right time and doing everything correctly and passing everything with A’s. I think it’s very important in the sense that it allows you to have this straight line in front of you but at the same time, it’s not realistic. That’s the truth because we are all different. We have all of our strengths and weaknesses, and by just acknowledging that you really can go through the program and make the most of it not only in terms of success post-MBA but also in terms of personal growth. 

Everybody is really encouraged to start the MBA with a clear Northstar and I think that’s awesome but at the same time I think if I could start again, I would have my Northstar somewhere in the back of my head as a clear goal that I want to achieve but at the same time, allow myself a little bit more flexibility being open to what is to come and try to remember that we are all different so we all have something to give in different ways. Learning comes really from every corner. I got it from my teammates who were awesome, my professors who still today are my mentors, so it really comes in so many ways that one should keep oneself open.

MBA Funding

FT Question: How did you fund your MBA, any advice you wish you had reflecting back on your experience? 

Neil: Back when I applied to my MBA 2015/2016 was a very different time so actually, my decision was about the one-year MBA because basically what you are trying to evaluate is the opportunity of your time and the cost of the program versus the value that you could potentially gain. I had an offer for partial funding through my consultancy, but it required me to have basically golden handcuffs to return back, and I did not necessarily feel like that was the reason why I wanted to do the MBA. Not to level up in the consulting field, but to completely shift, so I took the complete risk on my own to cover my own expenses and was able to —just—in some senses and was able to grow back anything else financially when I got my job in New York.

Nasi: At the time I was deciding which program to go with, I’m sure everyone that is considering doing an MBA knows you apply to more than one program because you might not get in. There were two that were looking good, and I was trying to make a decision and one business school offered me a full-ride scholarship, and that really helped make the decision. The process of being in the running for that scholarship, there really wasn’t a process this was through the Mo Ibrahim Foundation and it is for the what they have called the most promising African candidate going into a London Business School MBA so just by applying for the program and being accepted into it, I was put into the running for this scholarship. So about two weeks after being told they were offering me a position, I got a second call that let me know that they would carry me the way through which was incredibly valuable for me. I think importantly, it is one of the key things that allowed me to dive straight into a startup after the program or even really during the program because I did not have student loans that I would need to think about on the way out, I could jump straight into entrepreneurship, and I am deeply grateful for the scholarship.

Maria: For me personally, I didn’t get funding so it was a personal choice to invest in myself. I do think that it is a big commitment so everyone should make their own decisions based on their own circumstances. In my class we had a big percentage of people that got sponsored by their companies, mostly consulting firms, other people self-funded, and then a percentage of people also got some sort of incentive whether it was through a fund or through other types of sponsorships. Of course it [was] a huge investment for me. It was worth it for me. It is something that I really wanted to do. I was able to do it, so it was quite straightforward in my case.

Value of an MBA

FT Question: What is the balance between the value you gain between the academic part and the network part of the MBA experience, what were the advantages of that network you gained?

Neil: For me, the MBA beyond the network was about credibility. I think a lot of the time I felt like I was questioned why am I in this room, looking like a young Asian child at times, especially in the corporate world isn’t necessarily the easiest when you have an undergraduate from a place that people may not recognize so if anything, it wasn’t as if the MBA suddenly changed my academic [background] and I am so much smarter from it. I did learn a lot, but what it gave me was not only the peer network, but the ability to just get on with the work like, ‘hey I managed to do this program it is a reputable place, why don’t we talk about business’ versus ‘hey where is the manager?’ when I am the manager and I just look young. 

I think the peer network was more from an encouragement standpoint. I remember coming in and seeing these peers that have done phenomenal career pathways and if anything it was a confidence booster to say well we are in the same place, so that is actually possible for myself and so in that sense the peer network was not about being in contact day to day, we are definitely following each other professionally and personally, they are the inspiration for me taking these huge chances. [That] leads to the final part, the peer network for me was less about opening doors for me at Oxford, but it was a peer network where I could learn lessons that I would not have to make mistakes from. I managed to meet Jack Ma a few years back at the World Economic Forum, and he says the biggest lesson learned [that] you can have as an entrepreneur is to learn from people who have made mistakes that you can avoid. If anything, when I was at the Oxford MBA, I did my entrepreneurship project with someone that had already started and failed and scaled a business and they became one of my mentors and my advisers. Even today when there is something specific I need to ask, they are the first person that I ask to make sure that I am doing the right thing.

Nasi: I might even split it into three [categories] and say one-third is the academic experience one-third is the networking or the social relationship experience and one-third is the out-of-class extracurricular experience where you might be engaging in clubs, you might be doing internships, you might be attending talks in the evenings to expand yourself in other ways. I would say all three offer equal value, but it is probably only possible to do two of them at a very high level. To answer your question directly – what has the value of the network been, when starting a business you need people to speak to, you need connections into industries and to businesses that you are hoping will be your customers. You use the name of your school, the name of people in that school that work at investment firms, VCs that are angels, that know angels, when you are fundraising that’s really valuable, so you use it. You absolutely use it, I started doing customer discovery work while I was a student. I would reach out to people that ordinarily wouldn’t respond to me, but using my LBS email under the guise of ‘I am a student doing a research project and I have some questions for you.’ So these things are highly valuable just as much as the academic experience.

Maria: I found so many new friends and colleagues and people who I respect that I go to on a daily basis for advice, for professional or personal issues. That has definitely been one of the biggest assets that I took out of my MBA. The feeling is a family-like environment with a very rigorous academic schedule, so it felt like we were all living on the same crazy wave, and that has brought us very much closer together on top of it. We also lived by the values of the school, one of which was the spirit of service and at my school in particular there was this approach to helping others without wanting anything back or expecting anything back and that had a domino effect with all of us not only in my class but also previous years and future years that I have seen was quite strong. So even today, I am in touch with alumni. It’s a nonstop community that to this day I still have very much a part of my life.

Are you an MBA with an alumni perspective you want to share with the MBAchic community? Connect with us here and learn more about opportunities to feature your experience.

Photo by Mikael Kristenson

The post Alumni perspective: MBA grads share what they’d do differently if they could do it again appeared first on MBAchic.

In today’s fast-paced and competitive world, the significance of community and meaningful connections cannot be overstated, especially when it comes to our academic and professional pursuits. Building a strong network and fostering genuine relationships is a game-changer. A supportive community can provide invaluable resources, mentorship, and opportunities that propel us towards success, while also offering a sense of belonging and enablement.

One of the key advantages of cultivating a community is the exchange of knowledge and expertise. By connecting with like-minded individuals across different fields, we gain access to a wealth of diverse perspectives and experiences. Engaging in conversations, participating in workshops, and attending conferences not only expands our horizons but also enables us to tap into the collective wisdom of our peers. This shared knowledge fosters innovation, problem-solving, and personal growth, enhancing our academic and professional capabilities.

That’s why we’re thrilled to invite you to the MBAchic Community Mixer, our very first event of its kind. This exclusive gathering will provide an opportunity for members to connect virtually, get an overview of our new membership benefits for 2023, and ask questions to our team. Our quarterly member Mixers are the first in a new series of community-only events, register here to partake in our Q2 Community Mixer this weekend. 

When: Saturday, June 3, 2023 1:00 PM Eastern / 10:00 AM Pacific

Location: Virtually, via Zoom. You’ll receive a link to join when you register.

Whether you’re a seasoned member or new to MBAchic, this event is perfect for you. You’ll learn about our new community-only resources, engage in a Speed Mixer to meet other members, and gather tips to make the most out of your membership.

• If you have an MBAchic login, welcome to the Chic Membership. We’re so happy to have you here.
• Not yet inside? Apply here to join us, learn about the new MBAchic and our Founding Membership.

If you’re just getting started with us, here’s a bit of insight into what you can expect from joining our community: 

Since first launching MBAchic in 2011, we’ve built an incredible community of over 10,000 MBA students, graduates and professionals across our various channels. Although we couldn’t be more proud of the impactful connections our members have made during these last years, we strive to do more. Our team has been hard at work over the past several months amplifying our efforts to cultivate connections and create enriching experiences. Now we’re excited to share the newly refreshed MBAchic community with each of our dedicated members. Whether you’re navigating bschool, career milestones, the latest headlines, job searching, or seeking out a new mentorship dynamic, there’s something new to discover inside MBAchic every day. 

We’re thrilled to announce that we’re expanding our event calendar to include both virtual and in-person gatherings, ensuring that our community members have even more opportunities to connect, get inspired, and support each other on their academic and professional journeys. Back in 2020 before the pandemic forced us to reimagine networking events, MBAchic and the Brenau University Executive Women’s MBA brought together a powerhouse panel of speakers to the iconic Ashley Longshore Gallery at Diane von Furstenberg NYC. As part of their #InCharge conversations, DVF generously hosted us in their flagship studio in the Meatpacking District, for a talk on the power of community – investing in and tapping into the communities that make us the #InCharge women that we are. Surrounded by some of the most influential, fearless, trailblazing women, we embarked on an intimate, in-depth discussion with our esteemed panel: Cate Luzio, Founder & CEO of Luminary; Pamela Pekerman, Founder & CEO of Hustle Like a Mom; Randi Zinn, Founder & CEO of Beyond Mom and Kay Y. Wallace, Former President & CEO of the National Black MBA Association®.

This event (our first!) was just one shining example of the power of community that MBAchic fosters. From virtual workshops and webinars to exciting in-person conferences and mixers, we’re committed to continuing to create a dynamic and inclusive space where you can thrive. Navigating higher education and the professional world can be overwhelming, but being actively involved in a community of ambitious individuals offers a secure environment for vulnerability sharing and the inspiration to persist. 

Our MBAchic community is more than just a network; it’s a source of inspiration, enablement, and growth. Don’t miss out on this opportunity to connect with fellow members and unlock your full potential. Meet mentors, classmates, and colleagues who understand your journey, and gain invaluable guidance and reassurance that can shape your future endeavors. We can’t wait to connect with you on June 3 and beyond. Stay tuned for our upcoming events and experience the power of community firsthand.

Photo from AJ Reynolds

The post Unlock new opportunities: join the MBAchic Community Mixer appeared first on MBAchic.

The art of perfecting successful social media marketing is in a constant state of evolution. Once a marketing industry mockery, it is now an undeniable staple of modern brand building. If you blink, you just might miss the latest trend. 

What social media platforms and trends are on the horizon? The experts agree: funny, trendy, and relatable content will stand out in 2023, and bold brands experimenting with NFTs and AI integration might just take the reins. 

“We’re doing some more thinking around, is there the potential for consumers to have perhaps more control over not only the content that they’re exposed to, but also how much they choose to share with marketers,” says  David Schweidel, Professor of Marketing at Emory University’s Goizueta Business School.

Schweidel describes the social media landscape as ripe for disruption, particularly as emerging legislation is prompting changes in the way companies access data and users interact with media. 

“We’re starting to see early indicators of that coming out of Europe with GDPR, we’ve seen some legislation passed in the United States around consumer privacy, but there’s a lot of conversation around what’s being referred to as surveillance capitalism, this idea of hyper targeting users based on their data with advertising,” says Schweidel. “Depending on how that regulatory discussion ultimately plays out, marketers may have to think a little bit about how [to] form these deeper relationships with consumers.”

Vice President of Social Media for Who What Wear/Clique Brands, MacKenzie Green, says she’s excited about emerging platforms and feels like some social media marketers are sleeping on the transformative power of YouTube Shorts. 

“I think we’re going to find a new kind of genre of YouTube creators coming strictly from shorts and having no long form video, I am really loving this, I have this huge prediction that everybody now is going to be in the creator economy,” says Green.

Green also says LinkedIn is starting to emerge as a social platform that people are valuing to convert business and speaks enthusiastically about the latest innovations from Outdoor Voices founder Ty Haney who made a name for herself by making sportswear the go-to look for non-athletes to rock. Haney’s latest venture Try Your Best (TYB) is a Web3 community platform where brands have a direct line to engage and reward their fans for meaningful participation, in exchange for covetable collectibles, brand coins, and access to exclusive experiences.

“I’m just really big on what Ty Haney and that whole team at Try Your Best are doing with NFTs and blockchain technology and connecting CPG products in this more exclusive way,” she tells MBAchic. “I think we’ve seen this kind of decentralized way of bringing an audience together outside of Facebook groups, [and] I think we’re going to start to see a lot more of that for brands as well.”

Click consumers

Skipping the line at the store and buying products directly from social media sites has become increasingly commonplace in recent years. A HubSpot consumer survey found that 24% of shoppers between 18 and 54 years old already search for brands on social media platforms more often than through a search engine. This shoots up to 36% among Gen Z. Along the same lines of streamlining the shopper experience, a recent study by Juniper Research predicts AI-powered chatbots will play a significant role in customer interactions over the next few years, handling 70% of customer conversations in 2023. 

“In Asian markets we see a lot of live streaming influencers who are essentially hosts of these live streaming shows and people buying content during those shows, [it] hasn’t taken off so much in the United States. We’ll see smaller companies do that, independent retail stores might run a Facebook live doing sales during that programming, that’s something that I think we may start to see emerge,” Schweidel says. 

eMarketer reports that live streaming commerce in China sold over $514 billion in 2022 and is growing at 19%. This is more than 17% of all e-commerce sales in China. This includes live streaming on social platforms such as Douyin (owned by TikTok parent ByteDance) as well as retail sites such as Taobao Live, operated by Alibaba. Although slow to the race, some US businesses that have begun to jump on the trend are having success. 

Green once again points to Haney as a measure of innovative social brand building. According to the New York Times, her new platform “will enable brands to collect input from customers in exchange for rewards such as digital collectibles (NFTs) and brand coins that can be used for bragging rights or toward purchases.” Her latest project Joggy is taking on CBD in a new way, it launched with $250 tokens — and sold out in less than three days. Along with an NFT, the buy-in also granted buyers “found member” status.

“They’re allowing the audience to focus group without the formality of having a research team that’s there, then launching new products through creating these digital collectibles that also connect to the physical item you’ve bought,” says Green. “That’s what I see happening in this e-commerce social world, connecting the digital and the physical in a way that puts you in charge of the product.”

AI, AR, and social

“We’re seeing some virtual influencers gain traction with brands,” says Schweidel. “The technology’s there already, right? We’re not just talking about static images. We can be talking about full length video content featuring a virtual influencer with AI created audio content. So I think that has the potential to really give brands something to work with because they are then in full control of that digitally human asset.” 

With AI technology already using data to touch every aspect of the consumer journey from accurate predictions about targeted products, to ad campaigns, to relevant content coverage, experts anticipate AI and AR integration to analyze social data at scale in new innovative ways. 

“When people talk about the Metaverse, I’m like, it’s gonna become this thing of, ‘Hey, could you not attend the Christopher John Rogers show in person? Well, here is a proof of attendance NFT that takes you to a runway show where now you’re watching it in real time with everybody who’s in New York and it’s just as exclusive and just as fancy, but we have a better way of getting your data after the show so that we can stay in touch with you,” Green says.

A self-described AR nut, Green says consumers often fail to recognize how much they already engage with AR on a daily basis, and urges others to embrace and experiment with new tech as much as possible regardless of their industry. 

“I love AR and I really feel like games are a conduit to how we adopt new technology,” Green tells MBAchic. “ I love when I see new AR filters, new AR games. Every time I talk to a peer and they’re like, ‘I will never get into AR,’ I’m like, ‘aren’t you using the Marianna Hewitt filter on Instagram? Didn’t you use the dog filter on Snapchat?’ You’ve engaged with AR technology, don’t freak out!” 

Have you tried MBAchic’s grad cap & confetti filter?
Come engage with AR tech on Instagram!

Social media stand out

To stand out among competitors within the social media landscape, experts encourage marketers to adopt a long-term strategy mindset rather than focusing on short-term gains. 

“What’s the profile of the person that’s going to have five or six transactions with me? A lot of this comes down to simple economics,” says Schweidel. “If I spend money to acquire a customer and all I get out of them is one transaction, I’ve got to keep on putting money into customer acquisition whereas if I get them, I make that initial investment and they tend to stick around for a while, not only do I recoup my initial investment, I continue to profit after that.”

If Green was to encapsulate how social media marketers can stand out in 2023, she would suggest the advice one of her teammates recently shared in a marketing meeting: social is not literal. 

“I think we have the tendency to overanalyze, take it too seriously, we’re AB testing everything and not just saying to ourselves, what is a story that I as a consumer would want to hear?” Green says. 

Other critical advice? Study and understand what’s working in other industries, and implement accordingly. 

“I think that’s why I’m just so obsessed with what Ty Haney’s doing because I think we oftentimes as social marketers go, ‘oh, well that’s something that is happening with a web3 company that does CPG,’ but there’s so much to learn from what they’re doing to translate it to what you’re doing on social, what you’re doing in brick and mortar. I think we undervalue as social marketers the beauty and value in telling an engaging story.”

Photo from Alexander Shatov

The post Ripe for disruption? Social media marketing trend watch: VIDEO appeared first on MBAchic.

May marks Asian American and Pacific Islander Heritage Month, which celebrates the histories of Americans hailing from across the Asian continent and from the Pacific islands of Melanesia, Micronesia and Polynesia.

This year’s theme, selected by the Federal Asian Pacific American Council, is “Advancing Leaders Through Opportunity,” which builds on a leadership advancement theme series that began in 2021.

To mark AAPI Month, MBAchic is highlighting AAPI MBAs, leaders, entrepreneurs, authors, and changemakers. By celebrating and supporting AAPI authors and publishers we can enable more authentic storytelling that reflects diverse experiences, identities and voices. 

Americans say they read an average of 12.6 books during the past year, a smaller number than Gallup has measured in any prior survey dating back to 1990. In the past, women read nearly twice as many books as men did, but the gap has narrowed as the average U.S. woman read 15.7 books last year, compared with 19.3 between 2002 and 2016. Over the same period, men’s readership declined by barely one book, to 9.5. Reinvigorate your 2023 reading list by diving into these 5 must-read books by AAPI authors. These women are leading organizations and driving change, inspiring us to bring our best selves to work (and home), and sprinkling some serious life and career knowledge inside every page. We promise you won’t be able to put down these must reads. So grab a cup of coffee, throw on your coziest pair of sweats and start turning pages.

Must-Read Books We Love By AAPI Authors

My Life in Full: Work, Family and Our Future by Indra Nooyi

Major themes: culture, business, nonfiction, biography, memoir, leadership, inspirational

About the book: This fascinating read offers an inside look at the business practices behind the iconic PepsiCo corporation, and includes Nooyi’s thinking as she waded through corporate resistance to steer the American company toward healthier products and reimagined its environmental profile.  “The more I thought about PepsiCo’s future,” she writes, “the more I felt it was incumbent on me to connect what was good for our business with what was good for the world.” Nooyi also gets real and raw about the difficulties that accompanied managing her demanding job with a growing family, and what she learned along the way. She makes a clear, actionable, urgent call for business and government to prioritize the care ecosystem, paid leave and work flexibility. By improving company and community support for young family builders, Nooyi argues the economy’s full potential will be unleashed. This quick, interesting read is filled with honesty about privilege, regrets, failures, and successes. 

About the author: Before author Indra Nooyi became the trailblazing first woman of color and immigrant to run a Fortune 50 company (as the former CEO of PepsiCo), she was a girl growing up in a Hindu Brahmin household in Madras (renamed Chennai in 1996), India, where she learned the importance of family. As a self-described “tomboy,” she loved to buck tradition which became a theme of her professional career. Whether she was co-founding Madras’ most popular all-female rock band, living alone in Bombay while interning at the Department of Atomic Energy, or moving, unmarried, to the U.S. to pursue a degree at Yale, Nooyi’s familial support has been a theme throughout her life. 

What readers are saying:

“A must-read for working women and the men who work with us, love us, and support us.”

— Hillary Rodham Clinton

“‘CEO’ and ‘care’ do not usually go together, but for Indra Nooyi, they always have. Rather than offering us a list of policy prescriptions, she shows us what is possible when businesses care about family and families have time to care for one another.”  

— Anne-Marie Slaughter, CEO of New America, Author of Unfinished Business

Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work by Ruchika Tulshyan 

Major themes: Inclusion, structural bias, equity, women of color, gender bias, business practice, leadership skills

About the book: We all agreed. Inclusion is both the right thing to do and good for business. So, why are so many companies still so terrible at the whole executing aspect? Tulshyan centers this read around workplace experiences of women of color who are subject to both gender and racial bias. Each page examines why companies are falling short, and explores the awareness, intention and regular practice required to master inclusion authentically. As she puts it, inclusion doesn’t just happen; we have to work at it. Read this book to learn cutting-edge inclusion best practices. By banishing the idea of the “level playing field” and learning how to use privilege for good by identifying and exposing bias, Tulshyan says we can dismantle structural bias. Geared towards all leaders and organizations to meaningfully promote inclusion, diversity and equity – this book will help spark important conversations and make change. 

About the author: Author Ruchika Tulshyan is an award-winning inclusion strategist and speaker as well as the CEO and founder of Candour, which works with organizations to create diverse teams and inclusive cultures. A former business journalist, she has reported from four countries and writes regularly on inclusive leadership for the Harvard Business Review. 

What readers are saying: 

“Ruchika Tulshyan is on a mission to fix our broken workplaces by tearing down barriers. Her solution is inclusion on purpose and with empathy, and she walks through the steps to get there. Her frameworks and questions, real-world stories and data, and intersectional lens make this book a must-read for leaders and learners.”

— Ellen Pao, CEO, Project Include; author of Reset

“Tulshyan masterfully unmasks the context, cultures, and challenges that women of color uniquely face. She also provides smart frameworks to significantly transform their workplace experiences. A must-read for everyone seeking to practice inclusion!”

— Dr. Tsedal Neeley, Professor, Harvard Business School; author of Remote Work Revolution

Edge: Turning Adversity into Advantage by Laura Huang 

Major themes: culture, success, perception, personal characteristics, performance, business nonfiction, self help, leadership, psychology, productivity, management, negotiation, persuasion, social perceptiveness

About the book: Adversity and discrimination are unfortunate realities of our professional lives, but Edge offers up digestible, relatable, and real stories and psychology to explain why that’s not a reason to give up on goals and teaches readers tools to turn can adversity into greater succeed in a world that throws all the obstacles your way. Huang says people generally underestimate how hard it is to get your foot in the door as an outsider, and how wide those same doors are open once you’re inside. Her 4 phase approach outlines how you can enrich, delight, guide, and effort your way to finding your “edge” and ensures that readers never disengage thanks to her constant reference to some amazing stories. Instead of addressing bias directly, Huang suggests we should all be guiding others to attributions we want them to make about us so we won’t be at the mercy of unfair stereotypes. 

About the author: Author and award-winning Harvard Business School professor Laura Huang currently serves as Distinguished Professor and Faculty Director of the Women’s Entrepreneurship Initiative at Northeastern University, and is on the board of Wharton Alumni Angels. An electrical engineer by training, Laura’s research focuses on ‘quantifying the unquantifiable’ where she examines the role of intuition and signaling in behavioral interactions and economic decisions.

She’s a dear friend and supporter of the MBAchic community, hosting a talk about her book and offering advice for the MBAchic community one week into pandemic shutdowns, sharing with us her well-balanced MBA reading list (looking at why almost every list related to MBAs or business or leadership is dominated by predominantly white male authors and why we can do better), and more.

What readers are saying: 

“This book will change how you navigate your career and overcome obstacles along the way. Do yourself, and those you work with, a favor and read it now!”

— Marie Forleo, author of Everything is Figureoutable and founder of B-School

“When hard work alone isn’t enough, what do you do? Edge is an invaluable guide to decoding the biases and harmful perceptions about you and your work that might be standing in your way. Huang masterfully weaves together original research and powerful stories that will leave you newly inspired and empowered to take charge of your biggest challenges.”

— Susan David, Harvard Medical School psychologist, author of Emotional Agility 

Minor Feelings: An Asian American Reckoning by Cathy Park Hong

Major themes: Emotional intelligence, history, racism, friendship, relationships, socioeconomic status, Asian American experience, cultural criticism, race in America

About the book: Minor Feelings was a Pulitzer Prize finalist, won the National Book Critics Circle Award for autobiography, and earned Hong recognition on TIME’s 100 Most Influential People of 2021 list. Part memoir and part cultural criticism, this collection is raw, funny, and provocative. Its relentless pursuit of vital questions about family and friendship, art and politics, identity and individuality, just might change the way you think about our world. Hong uses her own personal story to dive deeper into the  racial consciousness in America today. “To recite my poems to an audience is to be slapped awake by my limitations,” she writes. “I confront the infinite chasm between the audience’s conception of Poet and the underwhelming evidence of me as that poet. I just don’t look the part. Asians lack presence. Asians take up apologetic space. We don’t even have enough presence to be considered real minorities.” From her relationship to the English language, to shame and depression, to poetry and female friendship, Minor Feelings offers an honest, at times heartbreaking peek inside one Asian American psyche that’s worth exploring. 

About the author: Author, poet and essayist Cathy Park Hong fearlessly and provocatively blends memoir, cultural criticism, and history to expose fresh truths about racialized consciousness in America. As the daughter of Korean immigrants, she grew up steeped in shame, suspicion, and melancholy. She would later understand that these “minor feelings” occur when American optimism contradicts your own reality—when you believe the lies you’re told about your own racial identity. 

What readers are saying:

“Minor Feelings felt like having someone sit me down in a chair and say your feelings are real… it broke my heart with relief.”

— Mira Jacob, Author of Good Talk and The Sleepwalker’s Guide to Dancing 

“We are so not ready for what Cathy Park Hong does in Minor Feelings. And thankfully, she does not care whether we are ready or not.”

— Kiese Laymon, author of Heavy

Grit: The Power of Passion and Perseverance by Angela Duckworth 

Major themes: developmental psychology, cognitive psychology, success, performance, workplace psychology, perseverance, personal achievement

About the book: Who doesn’t want in on the secret to build a successful life? Duckworth spills in this New York Times best seller – the secret to outstanding achievement is not talent but a special blend of passion and persistence she calls “grit.” She’s also found scientific evidence that grit can grow over time. Sharing new insights from her landmark research, Angela explains why talent is hardly a guarantor of success, and why some people succeed while others fail.

Watch Duckworth’s famous TED Talk here.

Readers can dive into unique stories and research featuring teachers working in some of the toughest schools, cadets struggling through their first days at West Point, and even young finalists in the National Spelling Bee. Learn what Duckworth has gathered from interviewing dozens of high achievers—from JP Morgan Chase CEO Jamie Dimon to Seattle Seahawks Coach Pete Carroll in this page-turning exploration of personal performance. They can also get a glimpse at how Duckworth’s personal journey has shaped how she views the world. Her parents are Chinese immigrants, but she didn’t get lectured on the salvation of hard work. Against stereotype, she can’t play a note of piano or violin. “The morning the MacArthur was announced,” she writes, “I walked over to my parents’ apartment. My mom and dad had already heard the news, and so had several “aunties,” who were calling in rapid succession to offer congratulations. Finally, when the phone stopped ringing, my dad turned to me and said, “I’m proud of you.” I had so much to say in response, but instead I just said, “Thanks, Dad.”

About the author: Author Angela Lee Duckworth is the co-founder, chief scientist, and a board member of Character Lab, a nonprofit whose mission is to advance scientific insights that help children thrive. She is also a professor of psychology at the University of Pennsylvania and in 2013 was named a MacArthur Fellow. Angela has advised the World Bank, NBA and NFL teams, and Fortune 500 CEOs.

What readers are saying:

“With a mix of masterful storytelling and the latest science, she shows that perseverance and passion matter at least as much as talent and intelligence. And far from simply urging us to work harder for the sake of working harder, Grit offers a truly sane perspective: that true success comes when we devote ourselves to endeavors that give us joy and purpose.”

—Arianna Huffington, New York Times bestselling author of Thrive

“When I first saw Angela’s TED Talk two years ago, I was hooked right away by the grit concept and how pursuing grit can lead to an optimistic, process-driven environment conducive to individual and team growth. As a coach, I’m convinced there are no more important qualities in striving for excellence than those that create true grit. Here, Angela does a great job describing those qualities. I hope you enjoy the book as much as I did.”

—Brad Stevens, Coach of the Boston Celtics

Have you already read any of the books MBAchic is recommending? Be sure to share your takeaways with us here or connect with us on social media to recommend some top reads we can share with our community.

Must-Read Books We Love By AAPI Authors

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Partner content from our friends at Emory Goizueta.

More than 50% of U.S. workers are unhappy in their jobs. So, where do you turn if you want more? Award-winning career coach and Goizueta adjunct lecturer Donna Peters joins to discuss how to apply C-Suite principles to our whole lives to lead with purpose, planning, and power. 

Show Notes

You’re a high performer who wants a career on your own terms. Maybe you’re exploring the best next step? Maybe you feel stuck? Maybe you want more? No matter where you are right now, you need options. When you have options, you’re in control. 

It may be time to change your mindset from C-Suite to Me-Suite. A well-planned strategy can help you answer the question: “How can I achieve the pinnacle of my career and have a life I cherish, too?”. 

Donna Peters joins the Goizueta Effect Podcast to discuss strategies for career-driven individuals who want more out of their work and life. She is an adjunct lecturer for Emory University’s Goizueta Business School’s Executive MBA program where she teaches healthy career-growing strategies. She is the founder and CEO of a career coaching organization, The Me-Suite. Her book, Options Are Power, helps high performers understand how the pursuit of their next career success, and a focus on a healthy lifestyle, are inextricably intertwined.  

This episode of the Goizueta Effect was co-created in partnership with Emory student Scott Masterson.

The “Me-Suite” Mindset Defined

In most businesses, the C-Suite is composed of key positions including the chief executive officer, chief financial officer, and chief marketing officer. Among top priorities, these leaders handle three core duties: They marshal the core values of the company, keep the day-to-day operations running smoothly, and stay fresh and relevant for the future of the organization. When looking to lead our fullest lives, we should be thinking as C-suite leaders.   

Peters developed this idea while on a business trip and has lived by it ever since. Like the C-Suite, we all need core values, a definition of primacy for ourselves (a sense of what is most important at any given time), a financial plan, a personal brand, relationships, an understanding of skills and strengths, and care for physical and mental health.  

Usually, a company has one executive to oversee one specific area — we should try to think like each of those executives across different scenarios given our lives are riddled with micro and macro decisions, like a business.

Components of the Me-Suite Mindset 

Thinking Like a C-Suite: Companies that Lead by their Core Values

Airbnb has a core value of “accessibility of home” which creates a warm place of family-like interaction. When the refugee crisis was peaking over this last year, Airbnb started offering free housing to refugees. It was an example of how the core value of the company as a moneymaker was also being used to say, “But this is who we are. And this is what we do. I’m not changing my company and my values. I’m just applying the value in a different situation. Still staying true to the core value of the company.”  

Airbnb’s decision directly aligned with its positive core values. Companies actively make these decisions since core values are the foundation holding their business up.  

Primacy: Not Everything is of Equal Importance

When at a crossroads between choices consider asking yourself, “What matters the most right now?” For example, you may need to decide between salary and title, or salary and company reputation. You need to decide which aspects matter more to you in that moment.  

While high performers want to achieve, they often always say “yes” to everything. Primacy can provide a great guide in learning to say “no”. 

Developing Your Personal Brand in a Remote Working Environment 

We have a personal brand whether we like it or not and we need to own it. Develop your brand so it signals what you want to attract.  

Think about the mediums you have access to online: What does your LinkedIn profile say about you? What about your punctuality to online zoom meetings? On your screen, what’s behind you and how are you dressed while on call? It’s all up to you and there are no wrong answers if each decision is intentional.  

Relationships and Networking: It’s Necessary and More Natural than You May Think

People often describe networking as “slimy.” Think of it as a bank account: we’re constantly making deposits and withdrawals by helping one another.  

Connections can also be characterized like a temperature on a thermometer; hot, those who will respond to you in 20 minutes with an emoji; room-temperature, people you may have just met or you connected with on LinkedIn because you went to the same university; to frozen, unfortunate relationships that are not helpful to you. Networking is crucial in creating powerful options that you can draw from. Understanding where your connections fall on the temperature scale is a great first step. 

Career Phases: The Different Career Personas

Careers are incredibly dynamic, and individuals face different choices and challenges along the way. The Me-Suite mindset helps us understand ourselves better so that we can navigate these fluctuations and understand which persona(s) we fall under at a given time. When you look in the mirror, what do you see? 

The vast majority of individuals fall into three personas: Exploration Erica, Crossroads K.T., or Hamster Wheel Hank. Each can be described with thoughts that come to mind if one of the personas were to look in the mirror: Exploration Erica thinks, “I want more out of my career.” Crossroads K.T struggles between choices, “I must now make a big decision. I’ve got to decide. Do I stay inside this industry? Change industries? Do I go back to school?” And Hamster Wheel Hank may think, “I’m stuck. I don’t know where to turn. I’m not sure what my options may be. But whatever it is, this isn’t it.” 

Throughout your career you may experience any one of these for any amount of time. By acquiring options and strategizing like a C-Suite leader, you can reach an understanding of how to address them and adapt.  

“Options are Power”

When we feel trapped, neurological research shows that the amygdala activates a variety of negative responses. In response to the feeling that we don’t have options or when we are paralyzed by choices, the amygdala increases cortisol in the body, which has a stress-inducing effect. It can impact the quality of our sleep. If it goes to extremes, it can have outcomes of anxiety and depression. 

Like an options contract in investing, options in this context give us the right, but not the obligation, to make a change in our life. Being a Hamster Wheel Hank is never a great feeling. That’s when possessing the Me-Suite mindset comes in handy.  

Assessing if your current life decisions align with your personal core values allows you to determine if you’re where you should and want to be. Likewise, if you’re at a crossroads in your career, you may consider your own personal brand and which decision aligns most with your next step.   

To ease decision-making, ask yourself the following questions: “Does what I’m doing support my core values? Does this decision align with my personal brand?” The process will reduce stress, clear your mind, and boost your decision-making skills in your career.  

To learn more about Goizueta Business School and how principled leaders are driving positive change in business and society, visit goizueta.emory.edu. 

Photos from Emory Business / Emory Goizueta Business School and Chloe Chiang

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With inflation on everyone’s mind this year, the beauty industry is no exception. Makeup prices are at an all time high. US cosmetics prices rose in August by the most in almost 16 years according to data from market research firm NPD reported by Bloomberg. In August alone, prices for makeup rose 2.3% from a month earlier, the largest increase since December 2006. With return to office mandates going strong and in-person social functions resuming, everyone wants to look and feel like their best self, so demand is resilient.

While many of us are guilty of being extremely blasé about beauty spending (a lipstick here, a new moisturizer there) all of these seemingly insignificant purchases really add up. You might be shocked to learn that on average, the amount of money we spend on our appearance could pay for four years of college tuition. A study conducted by OnePoll for Groupon revealed just that. According to the study, the average woman spends about $313 per month on her appearance. This adds up to $3,756 per year or $225,360 over the course of a lifetime. The amount women spend on the face alone is nearly twice the amount men spend—a mere $51 average per month—a gap likely driven by makeup purchases.

Many professional women have ambitious financial goals, and facing these expenses head on might seem like cause for concern. On the other hand, completely overhauling beauty routines isn’t an option, either. After all, social science research shows that a person’s physical appearance has a meaningful impact on their life experiences and opportunities, and unfortunately we are a long way from eradicating appearance discrimination. Plus, experimenting with beauty can boost self-esteem and make people feel more confident! That’s why MBAchic is syncing up with three beauty influencers to weigh in on their top tips and tricks of the trade to make the most of any budget as we wash our faces of tired trends and refresh this summer.

Meet the influencers below:

Chris Han (@chrishanxoxo) has turned her life-long passion for fashion and beauty into a successful career as a digital creator and influencer. With over 2.6 million followers and counting, she spends time spotting trends in the beauty world and sharing her style journey with the world.

Co-Founder and CEO of Jonda Health, Suhina Singh (@luxitgirl) is a self described autoimmune warrior aiming to make disease management easier for patients like her. While her health goals are always on the top of her priority list, she also spends time sharing glimpses into her stylish, entrepreneurial world which includes plenty of globetrotting, startup life and tagging her favorite fashion and beauty picks for her followers online. 

Beauty influencer Katryna Ton (@callherclassy) focuses her digital creator content on fashion and lifestyle. With a busy career and a wedding in the works, she finds inspiration all around her in Orange County and Los Angeles. Sharing makeup tutorials and day to night transitions that anyone can follow are a passion of hers. 

All three ladies are MBAs and all share a love of inspiring their followers through beauty tips and advice. MBAchic sat down with each influencer to dive into their go-to favorite brands, beauty budgeting hacks, and top trends to watch this year.

Watch the full video below:

Thanks for following along in this conversation, share your personal beauty picks with the MBAchic community here.

Photo from Element5 Digital

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Professional relationships are a key source of our motivation and support in the workplace. So, what happens when we aren’t working in the same physical environment as our team members? Many employers are ordering teams to return to the offices, citing the need for comradery. Yet, many of the drivers behind productive, happy employees aren’t tied to sitting in the office together. 

In fact, according to new research, workers in hybrid work environments are just as likely to have real friends at work as those who see their colleagues at work every day. Plus out of over 1,000 remote, hybrid, and in-person survey respondents, workers in hybrid environments are more likely to socialize outside the workplace, know what is going on in their coworkers’ lives and be comfortable sharing information about their own lives compared to those who see their coworkers in person every day. 

With remote workers significantly more likely to have daily check-ins with their team (25% do), and on-site workers significantly more likely to say they never have live meetings with their team (22% never have them), it may seem ironic initially – but being more in sync working apart is reshaping the future of workplace communication.

Assistant Professor of Management and Organizations at New York University Stern School of Business, Julianna Pillemer examines the complex dynamics of interpersonal connections at work through her research. 

“We’re in this new world, and we’re still all figuring it out, but I think what we’re learning is that what we thought was true about needing to be physically in person together, isn’t the way the world’s going to be,” says Pillemer. 

While understanding how friendships are formed in this new world of work can be challenging, it’s important to consider the way leaders manage stratified teams. 

“We know from research over time that positive relationships at work or relationships that feel really energizing are really critical…for our wellbeing, for our satisfaction, engagement at work and turnover,” she says. 

The share of Americans overall who worked remotely at least some of the time was in the single digits pre-pandemic. Currently, it’s at about 45 percent now, according to Work From Home Research.

So how can leaders create an environment that allows people to connect more deeply if they’re primarily remote or hybrid?

Employees learn behavioral cues from their managers — and they often need leaders to offer them the “green light” to develop connections at work. The same rings true for remote and hybrid teams. 

“One thing we all experienced with the pandemic was this blurring of boundaries between your work persona and your home persona, literally where we’re zooming with people and we’re seeing their living room and their pets are coming into the picture and their kids are coming into the picture,” recalls Pillemer. 

These accidental personal learning experiences have opened up doorways to conversations, commonalities, and shared interests between coworkers – often spurring organic friendships that weren’t probable pre-pandemic. 

While managers are tasked with finding new, innovative ways to forge connections regardless of where their team members are physically located, Pillemer says it’s important to not force mandatory activities. Usually, this approach backfires. In fact, some of her qualitative work has demonstrated that ineffective management styles can directly hinder an individual or entire team’s productivity at work.  

“One thing that we’ve found…is that trying to force [interactions] through a Zoom happy hour or enforced socializing virtually has not been helpful, most people do not like that. They don’t feel like it genuinely fosters relationships,” Pillemer explains. 

Instead, she suggests managers take a more indirect approach, fostering spaces where people can have the room to organically “bump into each other” virtually. 

“Whether it’s in Slack groups or connecting about common interests or spaces that allow for serendipitous gathering, being open to virtual gathering spaces is one thing my research has shown. Using exercise platforms like Peloton or other places where you don’t have to be physically co-located all the time, but you can still have a shared interest that you’re talking about that you feel like you’re doing together… those things can help to foster and maintain relationships as well,” suggests Pillemer.  

Since forced socializing doesn’t sit well with (basically any) employees, leaders can also try to get creative and solicit guidance and real time feedback from their teams. Maybe forming a corporate athletic club, or organizing monthly volunteer team meetups at local organizations would spark interest and reinforce team building. 

Make your “in-office” time together count. 

Some companies that have adopted hybrid policies are making the most of their face time. Others are missing the mark. 

“Have people come in on the same days each week…and that way it’s not just everyone sitting alone at their desk,” explains Pillemer. “You use that time to foster those group dynamics and the culture that really is what’s missing.” 

For example, everyone who can feasibly be in the office on Mondays and Tuesdays can come together on those designated days, rather than staggering employees and defeating the purpose of a return to the office. 

“You can also do planned offsites where everyone comes together, does some kind of team bonding thing and then disperses and does the remote or hybrid thing,” says Pillemer. 

The pervasive productivity problem. 

Increasingly, there’s a real mismatch between company culture clashing with employee preference. According to a June 2022 Gallup study of 8,090 remote-capable US employees, 60% want a long-term hybrid arrangement. However, according to a September 2022 Microsoft survey of 20,006 global knowledge workers, many managers still have issues trusting remote employees. In fact, 85% of leaders say the shift to hybrid work has made it hard to be confident that employees are being productive. And while 87% of workers report they’re performing just fine, only 12% of employers say they have full confidence their team is productive. 

“Certainly, studies are showing that productivity increases versus decreases when we’re remote,” says Pillemer. “That’s something researchers have been studying far before the pandemic, 10, 15 years ago…There aren’t really big reasons why we need to be in person all the time to do our work, it doesn’t make us more productive. It might not even infringe on our relationships, so it’s going to have to be something that leaders take into consideration moving forward.”

The disconnect between bosses, teams and the remote reality has been called ‘productivity paranoia’: the idea that even if workers are putting in the hours, bosses won’t believe it if they don’t physically see them in the office. Experts agree that successful managers and leaders will overcome the association between hard work and hours chained to an office desk – if they want to retain top talent.

“I think right now it’s sort of this personal choice, but if the best employees are going to want to have workplace flexibility to be hybrid and remote as part of their job demands, I think leaders are going to have to listen,” says Pillemer.

Looking for ways to connect with fellow MBAs and professionals on work and life? Join MBAchic today

Photo from Annie Spratt

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Everyone hopes to work for an organization that fulfills and inspires them. But increasingly, the concept of belonging within a workspace is taking precedence over other more tangible incentives for employees across the country. A central and undeniable component of the human experience, we thrive on acceptance and community and crumble in instances of exclusion. Those hurt feelings when you’re the last one picked for a team may register in the brain just like a scraped knee or a kicked shin, according to new scientific research that finds that the brain responds to social rejection in the same way it responds to physical pain. And as important as belonging is on an individual scale, new research from BetterUp proves that belonging is good for business, too. Study findings show that workplace belonging leads to a 56% increase in job performance, a 50% reduction in turnover risk, and a 75% decrease in employee sick days. 

Following the concept of belonging for years, Great Place To Work describes diversity as being invited to the party, inclusion as being asked to dance and belonging as dancing like nobody’s watching, because that’s how free you feel to be yourself. Their research reveals that when employees experience belonging in the workplace they are:

• 3 times more likely to feel people look forward to coming to work
• 9 times more likely to believe people are treated fairly regardless of their race
• 5 times more likely to want to stay at their company a long time

To dive deeper into the importance of organizational inclusion, MBAchic is exploring the themes surrounding workplace belonging with two esteemed DEI professionals, Dawn Christian and Dr. Tina Opie. 

As a DEI expert, CEO and Founder of Belong by Dawn Christian, Dawn Christian helps companies redefine leadership at the intersections of personal values, accountability and community. 

An award-winning researcher and Associate Professor of Management at Babson College, Dr. Opie advises small and large firms as a consultant. As the creator of the Shared Sisterhood movement, she helps organizations work towards gender and racial equality. 

In part one of MBAchic’s three part workplace belonging series, MBAchic focuses on what workplace belonging looks (and feels) like, as well as the value of cultivating psychological safety at work. 

According to Christian, the key part of belonging is to prioritize humanity. 

“To realize that those that come to work are human, which means that they don’t stop being that when they show up, we have to be prepared and open and just curious and willing to build our cultural competencies enough to understand that folks are coming with their experiences even from that morning, they’re coming with their lived experiences over their lives in addition to their skillsets,” she says. “So when we think about belonging in the workplace, we make space for that…Can I show up and be myself and not worry about what somebody might be thinking or if they may discount my skills because I look a certain way?”

For Dr. Opie, belonging is very much centered around individuals being fully accepted and celebrated in the workplace.

“So oftentimes we talk about diversity. Diversity is about numeric representation,” explains Dr. Opie. “It’s a frequency count really. You might say, how many women are there? How many black people, how many gay people, how many Hispanic or Latinx people, what’s the numeric representation? Then we have a conversation about equity, which has to do with justice or fairness. Are people being paid equitably? If people are putting in roughly the same number of hours and the same level of quality work, are they being [paid fairly] for the same kind of role?”

“Belonging is, are people feeling as though they are being respected and accepted and celebrated? Are they able to fully participate in the decision making process? Belonging is almost at a cellular level where you feel like I belong here. I feel as though I really mesh with the culture, with the people who are here. They get me and I get them, that’s how I would encapsulate belonging.”

Psychological safety is a concept that has long been separate from corporate culture, but in recent years that’s changing, largely prompted by shifting priorities post-pandemic. As Amy Edmondson, the Harvard Business School professor and author of The Fearless Organization describes to HBR, team psychological safety is a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences. Edmondson says, “it’s felt permission for candor.”

Christian is quick to point out to MBAchic that psychological safety is not something that can simply be declared by leadership. 

“It is cultivated and it is earned,” she explains. “It is a way of engaging with someone over time. So [for example] when we get on a zoom call, [start by asking] are you ready to start? Are you okay with me recording? We’re going to be setting some precedent for the conversation and saying we’re going to be talking about these things. Then also putting some guideposts…just allowing for that space to say, ‘Hey, we’re going to have this conversation, I understand that it may be uncomfortable,’ even saying that allows someone to feel just a little bit more safe and vulnerable.” 

Dr. Opie encourages team members to consider psychological safety in terms of freedom for individuals to speak up and share ideas without fearing repercussions. 

“So for example, say you work in a manufacturing firm or making cars and you see a process that’s happening that you think might be dangerous for the consumer,” explains Dr. Opie. “Do you feel okay going to your supervisor and pointing that out and potentially offering a solution? Or is it the kind of environment where if you say something, you are going to be blamed or ridiculed because maybe you’re holding up the production calendar or you are being pointed out as someone who is not a team player because you’re saying something’s faulty with the organization. The ability to speak up and voice constructive criticism of the culture or of the organization, to point out opportunities for improvement. When you can do that, that is when you know that you’re in a psychologically safe environment.”

Part II of Workplace Belonging: click here
Part III of Workplace Belonging: click here

Photo by Christina @ WoC in Tech

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MIT Sloan professor Steven Eppinger says creativity benefits when it is structured and systemized, similar to agile project management. “This process can make you better at innovation,” he says, emphasizing that curiosity gets a boost from space and time. “You just have to get comfortable overlaying a little structure, a little process, over your creative activities.”

What happens if the creative energy of the entertainment industry is calling your name, but your background is in merchandise planning – keeping you far from the action and the spotlight? If you grew up in Florida gravitating towards the thrill of theme parks and fascinated by the business decisions behind the big blockbusters we all know and love like Sarah Rubin did, you find a way to shine. If you’re Sarah Rubin, you pivot your already successful career, head to business school, and commit to being the main character in the plot that is your life.

We sat down with the NYU Stern School of Business MBA and Senior Director of Sales Strategy on the Paramount Advertising Team at Paramount to learn about the benefits of business school for more creative pursuits. In her role, Sarah structures and executes operational and strategic initiatives for the Paramount Advertising leadership team across digital, cable, and broadcast. 

A strong believer in the power of storytelling, her own story is one of passion, perseverance, and the ability to turn guilty-pleasure-Paramount-Plus-binge-sessions into money-making strategic sales strategies. 

Before business school, Sarah was immersed in the business that single-handedly defined all of our wardrobe choices in the early 2000’s – Abercrombie & Fitch. She began her career in merchandise planning at A&F, leading long-term business planning and forecasts for the Abercrombie kids business. While delivering $79 million in sales, Sarah grew her categories (girls tops and dresses) by over 16% YoY. When she decided to change industries and pursue her MBA, it was undoubtedly a big departure from her previous position, but it was a decision that enabled her to combine her strengths in business planning with her passion for television and movies into a strategy role in the space space she truly loves: entertainment.

MBAchic: How did you decide on Stern?

Sarah Rubin: It’s an extremely personal decision given the cost investment and the time investment. Luckily, there are now even more types of programs for people than when I applied. But when I applied to business school, I was working in corporate retail at Abercrombie and Fitch in Ohio. I loved my job and I loved my team, but I always had an itch to go into entertainment. So yeah, I decided to go full force, you know, study for the GMAT and all that. I was really hyper focused on schools in New York for the entertainment and media access and to be a little bit closer to family. I was only looking at Stern and Columbia. I think if I had to do it again, I would be a little bit more broad with my choice because it was really risky only applying to two schools. I think the benefit of going to school in these metropolitan areas is that a lot of people in the media industry are sometimes adjunct professors. So I had a professor who was the CEO of Buzzfeed. I had a professor who’s now the Chief Strategy Officer at HBO. So I think that type of access, it’s not only the alumni network, but to be in a classroom for a few hours each week with someone who’s dealing with these problems every single day and probably like right before class, during class and after class… I just thought that was so invaluable. 

MBAchic: What kind of opportunities did that MBA experience afford you in this brand new industry?

Sarah Rubin: I think Stern really values itself on the balance of EQ and IQ within their community of students. And I definitely found that, so from day one, I started meeting with all the second-year students that had experience or who were doing exactly what I wanted to do, pivot their career and go into entertainment. So they were an incredible resource for me. I guess from a more fun side of things, Stern, I believe, is the only graduate program for business and fine arts where at the time (six years ago) there was a class that went to the Cannes Film Festival. So that was an incredible experience where we had to apply to the class and we had a few independent film producers meet with our class in New York, then our classroom, about 25 people, went to the Cannes Film Festival with a pass to go see any movie screening, any talkbacks. We walked on the red carpet, I ran into Will Smith at the time, it was very exciting. It was just an amazing experience to understand the business of international filmmaking and all of the distribution and deals and content acquisition behind the scenes. 

MBAchic: Should people who are interested in more creative industries like media or entertainment be more open-minded about getting their MBAs?

Sarah Rubin: I think there are a few things about wanting to go into entertainment and being in business school that are really important. The median salary for what an MBA student makes out of business school is really a lot higher than what the average person in entertainment will make. But there’s no big hiring classes, there’s no ‘always on’ pipeline to hire MBA entry grads into programs. It’s really about this just-in-time hiring experience. For that reason, I feel a lot of the value that your MBA brings is valued by someone who already has an MBA. So a lot of my peers that ended up in the entertainment industry with MBAs are in these more strategy or finance or distribution or content acquisition roles, which are maybe a little bit more strategic than the true creative side of the business, just because there aren’t a lot of MBAs who are in development at these movie studios.

An alum of my undergrad had told me that I shouldn’t have gotten my MBA and that I should have just gotten experience in the industry, which is totally fair because her team didn’t have a lot of MBAs. For some people they just want to see experience at these companies, they don’t see the impact. But then I’ve been lucky to be in these positions where I can go into these companies with my MBA and it’s about the value of dealing with ambiguous situations and figuring out how to solve problems and figuring out how to deal with leaders and how to present your solutions. It’s not always the hard skills of an MBA, but it’s the soft skills and being able to persuade an executive audience of your opinion. It’s fun to be immersed within the content industry, but it’s not for the faint of heart, it’s very challenging and a very independent job search process compared to traditional MBA jobs, which I would say are more in investment banking, consulting, brand management, product management, in the tech space.

MBAchic: Was knowing your job search after bschool would be extremely different than your classmates pursuing more traditional routes daunting, discouraging, or exhilarating? How did you feel? 

Sarah Rubin: As soon as I got to campus, I wanted to meet with all of the second-year students who were doing the same thing as I was. They kind of set my expectations correctly, you know, ‘you’re not really going to find things four to six months in advance like your other peers. Things come up just in time. There’s never going to be like, ‘oh, on April 1st, all of these openings come up,’ you really have to want it. Actually, when I first met with the career center, my entire resume was strategic planning and corporate retail, and they suggested I go into investment banking. I really didn’t want to waste my time not immersing myself in the industry because I knew I had so much to catch up on. Although, of course, investment banking would’ve been an incredible skillset, it just wasn’t exactly what I wanted to do and I knew that I had a lot of industry knowledge I needed to pick up on…so you have to be extremely motivated and driven to be on this path where in a way you’re not going to have all the resources that other MBAs might have for other career paths.

MBAchic: What’s the top piece of advice that comes to mind when you think about the decision to attend business school and how it’s shaped your professional career?

Sarah Rubin: Like anything that you do, you get as much out of it as you put into it. Hyper focusing yourself on how you can level up on your industry experience, your industry knowledge, your relationships, because a huge part of the creative industry is the relationships that you have and the relationships you develop and the knowledge that you get. I think a lot of people sometimes are really hesitant or get nervous that they don’t have enough industry experience when they’re applying. I had no entertainment or media experience when I was looking at things, but as someone who recently hired a manager role on my team, it’s not just about your experience, but it’s demonstrating you actually are interested in this field. Did you do a class project where you focused on this specific part of the entertainment industry? Do you write newsletters or do you share articles on LinkedIn about the entertainment industry? There are ways to really differentiate yourself without having the critical industry experience that I think, people don’t really realize they can enhance.

MBAchic: Streamed content through various platforms has truly transformed the way we consume and interact with media on a daily basis. What emerging entertainment trends should we all be following in 2023? 

Sarah Rubin: There are a few things. I think there are two things that come to mind. One is the high growth of the fast category. So it’s free ad-supported television. For Paramount, our service Pluto TV is the first fast service to hit a billion dollars in revenue. It’s just really fascinating, it looks very similar to how cable television used to look, and there’s a very low entry cost for the consumer. It’s just ads. So that I think will be an interesting thing to follow. I think the other thing that’s really interesting is the windowing strategy that all of these companies do. So when a certain piece of content goes to streaming versus stays in theaters versus goes to VOD where you could buy it.

For example, Top Gun obviously was a huge once in a lifetime success, but they kept it in movie theaters for a really long time because audiences still really wanted to see it. They held out on releasing it on Paramount Plus for a really long time whereas you see a lot of companies put their movies on direct to streaming. So I think there’s a lot of different strategies that work for different types of movies. You’ll see different windowing strategies for different types of content, figuring out when to prioritize putting a film in theaters versus when to put it on direct to streaming to drive subscriber growth and subscriber engagement and reduced churn, I find it really interesting personally.

MBAchic: What’s on your current watch list?

Sarah Rubin: Fun fact, I lost my job in the pandemic and one of the things I did was track everything I watched. My sister inspired me to do this, to set myself apart in the job market, I put minutes behind everything I watch and I look at, okay, ‘I spent X percent of my time on Netflix, X percent of my time watching women-led dramas, X percent of these movies pass the Bechdel test,’ so I’ve been tracking everything that I’ve been watching since the pandemic, which is highly embarrassing because it’s way too much! I recently binged So Help Me Todd, which is a CBS show. I love my guilty pleasure The Challenge. Survivor is coming back this week, I love Survivor. Outside of Paramount Plus, I’m watching Outer Banks, oh, Abbott Elementary. I love White Lotus. How could you not love that? And I watch all the award shows, so the SAG awards, the Grammys, the Critic’s Choice Awards. Also, my favorite movie of all time is National Treasure, which people make fun of me for, but they came out with a TV series on Disney Plus, which I thoroughly enjoyed.

Photo from Ahmet Yalcinkaya

The post How she MBA’ed her way to a creative career in entertainment: Sarah Rubin appeared first on MBAchic.

Money touches every aspect of life, yet it’s often a taboo topic. 

Only in the most vulnerable stages of life do people (particularly women) tend to be confronted with the harsh realities that they just don’t know as much as they should or could about their own financial situation. 

Laura Mattia is often struck by how disengaged people tend to be with their own financial literacy and she’s on a mission to change that, one conversation at a time. 

“It’s about controlling the controllable,” she says.

With over 30 years of experience in the field, Mattia fills her time as an educator, speaker, author and Principal Financial Planner of Atlas Fiduciary Financial, LLC.

She is also the creator and director of The Women’s Money Empowerment Program at the not-for-profit Women’s Resource Center.  

The goal of the program? To help women build financial security by building wealth, planning for the future, and navigating transitions such as divorce, death, a significant move, graduation, retirement, or inheritance.

MBAchic sat down with Mattia to discuss the crucial elements of money empowerment during uncertain economic times, the three bucket financial approach every woman needs to implement today, and why she believes everyone’s financial mantra should center around making the next right move. 

To give back to other women and help mentor those who cannot afford a one-on-one with a financial professional, the WRC accepts volunteers, sponsorships and donations. Head here to get involved. 

Full video text transcription:

MBAchic: 

Welcome everyone. My name is Torri Singer. I’m a reporter for MBAchic and I am joined today by financial expert, Laura Mattia. Laura has over 30 years of experience in the field. She fills her very busy schedule as an educator, a speaker, an author, and the Principal Financial Planner at Atlas Fiduciary Financial. So Laura, thank you so much for your availability to connect with us today.

Laura Mattia:

It’s my pleasure, it’s an honor to be here. 

MBAchic:

The Women’s Money Empowerment program is a program that you are the creator and director of at the not-for-profit the Women’s Resource Center. So I was wondering if you can describe the goal of this program and introduce our audience a little bit to the women’s resource center as well.

Laura Mattia: 

Sure. So I’ve been working with women and money for many years individually and both commercially and not. And even in terms of academics, I do have a PhD and my PhD, thesis. A lot of the articles that I’ve published all have to do with women and money and there’s definitely a need there for women to get more engaged with their finances. We wanted to provide a resource that women could go to, a resource where they could get unbiased, objective, merit driven, guidance and advice. So not sales, and honestly, to get that type of advice, you usually have to have significant money. So we wanted to take that barrier away and just be there for women to get this kind of advice. I should say we have a hotline where women can schedule an appointment with us to talk to us about their financial concerns. We also have done webinars as well as some in person seminars, for various different groups. We just finished a group for women going through a divorce. We’ve done women who are recently widowed women, women who are just trying to become more financially empowered. So we’ve done a lot of different types of seminars and webinars. The women’s resource center is a unique organization and not all cities have centers like this. So we wanted to make sure that people understood scientifically and empirically the value that it can provide.

MBAchic:

Thank you so much for that context. It is such an important resource and one that I think there is such a great need for it. As you had said, very few cities have this kind of accessibility, especially people who are not able to afford those high price tag one-on-one financial consultation services. You had mentioned a bit about your webinars and seminars that you’ve conducted. And I did want to delve into one of your more recent webinars, which was the financial transitions money empowerment during uncertain times, obviously extremely relevant conversation to what we’re all experiencing and what I found very interesting, you did discuss a study of financial literacy among women, and you had found that high earning women specifically had the highest financial literacy scores among women, which is not so surprising, but overall these scores still lag behind men. So I was wondering if you could talk a little bit about this and elaborate on why even some high earners, perhaps women with their MBAs, like a lot of our audience members are, are vulnerable to having poor financial literacy.

Laura Mattia: 

Sure. So yes, the study I was referring to, was a research study that I was involved in. We used a large data set of I think something like 6,000 participants in the study, various ages, different demographics and so forth, they were given a financial literacy test exam, if you will. And it was based upon different areas. It included investing and borrowing and saving and a couple of other facets to what you need to know in the financial arena. A lot of these financial topics and concepts are not even necessarily learned in school. I did not. I have an MBA, in accounting and yeah, I graduated being able to read a financial statement, but there were things that we did not necessarily learn in the MBA program around personal finance.

So this is really focused around personal finance and what an individual should be concerned about. We saw, first of all, divorced and widowed women, women that were once married and then were no longer married. They scored absolutely the worst. And the reason with that without getting into the theory is that it’s been shown that women will tend to delegate duties to their spouse, really for the sake of efficiency. But it doesn’t do them any good because now they’re unfortunately left in a situation where they have not built up their financial skills and made financial decisions throughout the course of their life. Now they’re by themselves being faced with financial questions and decisions that they have to answer. So we saw they’ve scored the worst. The high earners did score the best and those, but first I should back up with the women who were once married and never married.

You might argue well, okay, fine. Those will tend to be maybe the older cohorts where in the old days, traditionally women would always let the men manage money. And so we said, okay, fine. Let’s look at that. And we saw that that was not the case that it was across the board and that even young women, very young women, right out of college will start delegating the financial decision making just for the sake of efficiency. Okay. Yeah, I’ll do the food shopping and take care of the child and whatever, and you take care of the money and take care of the cars or whatever. Well, I don’t care about them taking care of the cars, let them take care of the cars, but we need to be involved in the financial decisions as well, because that’s where we’re developing that muscle and we’re learning what works and what doesn’t work, so that when we wind up having a lot of money, we can actually make good decisions for it.

So we looked at higher earner women and higher earner women will tend to want to be more engaged. And this is actually, I mean, I can quote the theory and the back literature behind this, but even just common sense when we’re earning a lot of the money, maybe we’re actually the primary breadwinner or at least contributing breadwinner. We absolutely want to make decisions because this is the money we worked hard for. So the higher earner women will get more engaged in the decisions than the lower earner women. And we saw the lower earner women, also not financially literate regardless of whether they had children or not. So it wasn’t an issue of whether you have a child or not, whether you’re babies or not. It’s more an issue of whether you felt that you had a right to get involved in the decisions.

MBAchic:

Thank you for the backstory with that as well. And the descriptors with the different subsets that you studied, those high earner women that are more involved in that financial literacy and building that muscle still lagging behind men. So there still is work to be done even in the most literate of the groups that you studied, is that correct?

Laura Mattia:

Correct. Because the men will always get engaged in the financial decision making, even if they’re not the breadwinner, they want to know what’s going on with the money. The women don’t always get as involved. So that’s really what the difference is. The men will actually see it as their job. And some women will say, well fine, you see it as your job, you take care of it. I had a friend who was an MBA and was even a personal financial planner. She worked on Wall Street. Because she was so busy going into Manhattan every day, she wound up saying, okay, to her husband, you can take care of the finances. Only later on when they were in the process of getting a divorce, did she find out and realize that the choices he made were not good and maybe even some of the money possibly just went missing. When we talked about what happened, she was just in shock because her words were, if this could happen to me, this could happen to any woman. The wake up call to all of us is that we need to pay attention, whether we’re doing it at 11 o’clock at night, or whenever we’re doing it, we need to pay attention to what’s going on with our finances.

MBAchic:

Thank you for that. That’s a really important message to get across to everyone listening. I’m curious now, if we could move on to breaking down the three bucket approach to ensure financial security specifically, right now during this current uncertainty we’re facing economically, there’s a lot of fear concern, which I know is never a good recipe for making big financial decisions, but I was hoping you could kind of delve into and break down those three buckets.

Laura Mattia:

Yes. So, this current environment does really heighten and highlight the problem that we have when we have a long term horizon and even women that come to me at the age of 65 and they say, okay, I’m ready to retire. They still have a long term horizon. There is a high probability that they could live to 90, or maybe even a hundred these days. And so that they could easily live another 30, 35 years. And what if you think about what’s going on with inflation right now? Let’s just take the rule of 72, because most of us have been taught the rule of 72. It’s an easy way of calculating this. If you take a 7% inflationary rate, you know that within 10 years, your money, your purchasing power can shrink by 50%. So if it had cost you a hundred thousand dollars to run your household today, 10 years from now, you are going to need $200,000 to run your household, to get the same services, to get the same products, food, et cetera.

We know that inflation can do a lot of damage to our purchasing power. So we need to have investments that will stay ahead of inflation and also taxes, which tend to be the investments slanted towards equity, whether it’s domestic equity or international equity. However, at the same time we have short term needs and are investing in the market. If you haven’t learned that by now, you really do need to understand that investing in the market is a long term proposition, only money that is able to stay on the rollercoaster. I always say determine what your overall risk profile is and what you can stomach in terms of market downturn and invest accordingly. And then, sit down and ride the roller coaster. There are going to be times where the roller coaster is dipping down very, very low. That is not the time to take off your seatbelt and walk away. So once your money is in the markets, you need to pay attention of course, and make adjustments, but you can’t just sell wholeheartedly in the middle of a market downturn. You need to have cash available for short term needs. And so the two big buckets are the long term investments and the short term cash that you need available. Usually people ask me how much cash should I have available. Years ago, they made up a number. They said, oh, it should be six months worth of your income. And the reason why they said six months worth of your income was at that time, it was taking people when they lost their job six months to find another job. Instead of looking at it that way, I tend to look at the actual types of things that could occur in your home.

So if you look at your overall situation, you’re in an older house, it has a 20 year old roof. You’re driving an older car, you have a child with special needs. You are going to need a lot more money in the cash bucket then somebody who’s a doctor or maybe a teacher. First of all, a profession that’s almost bond-like and maybe doesn’t have those kinds of potential emergencies because emergencies do happen. No matter what we have to account for emergencies, that’s what should go in the cash bucket. And it’s any money that you think you’re going to actually need probably over, possibly over the next year or so. And then the middle bucket are those asset classes that diversify away from large cap. And most people look at fixed income as a source for diversification because fixed income tends to perform differently than equities.

Although this year it’s not exactly working the way it’s supposed to work. But there are some other asset classes that you can choose that have different patterns of behavior. I always say they have a different source of risk so that when the U.S. stock market is misbehaving, international markets will probably misbehave as well, but there are other investments, perhaps investments such as commodities or some other alternative lending vehicles. There’s some other vehicles that you can find that have different sources of risk that can diversify away from that. And they might be more middle. Maybe they’re not as aggressively positioned, but they provide some other opportunity for you to have money available to you. I know at one point we were down in the stock market, about 15%, there were ups, there were downs, I don’t know, assume that we were down 15%. If you have some of these alternative investments, maybe that group is down by like 2%. You’re looking for different buckets with different exposures so that you can have access to them at different points.

MBAchic:

Thank you for that breakdown. I specifically really love the point that you made about not maybe adhering to those antiquated, oh, make sure you have six months worth of savings because that’s your, that’s your rainy day fund and really taking an individualized approach of what kind of home do you live in? What does your family structure look like? What are your needs?

Laura Mattia: 

Absolutely, this is all about people’s lives, and to use these rule of thumbs – there’s a lot of rule of thumbs that I hear financial advisors use, you know, it’s the whole idea of using an average I think it’s dangerous. 

MBAchic:

Dangerous. I agree with you. We’ve talked now about taking some of the necessary steps to make sure that you’re building that financial acumen or that financial security and that independence that can feel overwhelming at different life stages. I know that you speak to that a lot in different webinars that you’ve given, whether that means being widowed, being divorced, a plethora of different alternative scenarios that that women encounter, but what, what would your advice be? I know that you’ve said before, which I really think is a great way to approach this, but you’ve encouraged women to focus on making the next right move when it comes to their financial journey. Can you elaborate on that?

Laura Mattia:

Yes. And so, I mean, that’s great it should be everybody’s mantra. But I think that the real, primary things that we should think about are first of all, what are our needs. So actually sitting down, and determining what your overall cash needs are today and tomorrow, and potential needs such as the roof and all those things that I just mentioned with the emergency things really, really important, knowing that it’s really, really important. So you’re not ever stuck pulling out those insidiously, dangerous credit cards that we wanna stay away from always. The second thing though, really, really important is knowing what you have.

So what assets do you have and where are they and who is the beneficiary on those assets? And what’s happening that’s really important? My friend that was getting a divorce, all of a sudden found out that the assets that she thought were there were not there. That was a problem. So, knowing the situation is really important and understanding the level of risk that you’ve associated with those assets, which assets are in a very, very risky situation like equities or some other type of risky situation, and which ones are safe and available to you. But then thirdly is where else are there risks in your life that you should be accounting for? Whether it be not having the right amount of liability insurance or not having a healthcare directive, if you should wind up in the hospital and need somebody to make some healthcare decisions, there are things that can occur in people’s lives that can really steer you in the wrong direction. You know, just making sure all those things are thought about, and it’s about controlling the controllable really, you know? What can we control because there’ll be things that happen in life that, oh, well, you know, there’s nothing we could do about it, but there are things we can do. So thinking that through and coming up with a game plan.

MBAchic:

Thank you so much for your time and your insight. It was so beneficial and I’m really excited to share your thoughts. I hope that we have many future conversations.

For more on breaking into finance, see our recap of our talk on
Breaking into FinTech, hosted in partnership with our friends at Emory Goizueta

Photo from Alexander Mils

The post Major money mistakes and how to avoid them with Laura Mattia: VIDEO appeared first on MBAchic.

Women in STEM have long had preconceptions attached to their profession. The longstanding myth that men are just inherently better at math and science than women persists despite mountains of disputing data. For the record, research shows no cognitive biological difference between men and women in math capabilities, and some researchers have called this one of the most self-destructive misconceptions in America today. 

Sidney Madison Prescott – former global head of intelligent automation at Spotify, keynote speaker, author, and robotics evangelist specializing in the creation of Robotic Process Automation Centers of Excellence for Fortune 250 companies – is committed to changing the false narrative surrounding women in STEM. 

She’s also working to shift the way other industry professionals view emerging technologies.

A fan of continued learning and innovation, beyond her role as the Former Global Head of Intelligent Automation at Spotify, she is fascinated by the ever-developing world of artificial intelligence (AI) and has ambitious academic achievements to boot. 

In 2021 she completed her Executive Women’s MBA (EWMBA) at Brenau University and as a part of the inaugural cohort, she is one of the first individuals in the country to receive an EWMBA degree (P.S… she is also an MBAchic Fellow!). She was accepted into Cornell Law School and started coursework toward her Master of Science in Legal Studies in January of 2022.

As a fashion enthusiast who regularly enjoys fabulous New York nightlife like Fashion Week, Vogue Magazine events, and making casual guest appearances on everyone’s favorite guilty pleasure: Watch What Happens Live with Andy Cohen, she shatters the misconception that women in STEM are one-dimensional, and challenges anyone she meets to reimagine the future of the way we work. 

MBAchic caught up with Sidney to learn why she says right now is an incredible time for any professional to pivot into the tech field, what businesses need to know about the digital revolution in order to succeed and boost team creativity, why it’s time to embrace (not resist) the integration of robots, and how even the least computer savvy among us can learn to code in a week or less. 

Check out our full conversation below to learn more about these key takeaways:

• Exciting RPA/AI/ML technologies to look for
• Human augmentation and the future of work
• Learning how to code without a tech background
• The value of upskill training programs at Spotify and beyond
• Future STEM roles for women to watch 

[Editor’s Note: this interview was recorded during Sidney’s tenure as Global Head of Intelligent Automation at Spotify.]

Read the full interview transcription below:

MBAchic (02:25):

I know that you weren’t originally planning a career in tech, you fell in love with the field through an internship opportunity, which is a really cool trajectory, um, for you personally. But for people out there who maybe do not have a tech background, maybe their MBA professionals are pursuing their MBAs, but they don’t have a tech background at all. Can you explain why it’s never too late to make that pivot? And what kind of roles do you anticipate for women to dive into in the next five, 10 years? 

Sidney Madison Prescott (02:53):

Absolutely. So there are two major, I would say, factors that are currently really stirring up the industry. One is digital transformation as a whole, and that is really looking across any industry, any enterprise, and looking at the potential to optimize processes. And typically this is through a combination of Lean six Sigma, uh, just process optimization, different, I’ll say methodologies, but also leaning very heavily on automation. And that’s going to be more of your emerging technology. So your robotic process automation, machine learning, artificial intelligence, even the metaverse, right? So we’re hearing about a lot of different things that are going on in the metaverse. All of these different facets of automation are really interesting for women who may not be in technology because they are all emerging tool sets and emerging methodologies. So it really enables someone as these different tools are maturing to dive in and start to actually build your knowledge at the same time that the tool itself and the methodologies connected to that tool are maturing as well. So it’s a perfect synergy of growing in a field where there are not very many, I’ll say individuals that are skilled within that area, and that you can then better position yourself to stand out in the long run as someone who has, you know, whether it’s ML skills, whether it’s rpa, whether it is a full enterprise end to end digital transformation, you become one of the few that are in that field with the expertise that senior leaders and individuals in the C-suite are looking for. 

MBAchic (05:29):

You are very passionate about robotic process automation or rpa, which you believe is a driver for women to enter into this STEM field. And something that’s interesting about your own trajectory is that you weren’t originally heading into tech, you fell in love through an internship and found yourself in this incredible opportunity for growth. I know that’s something that you’re passionate about for other women. So if you’re a professional woman, maybe you’re pursuing your MBA, but you have no background in tech. Can you speak to pivoting into tech and the rules you anticipate women really carving out for themselves in the next few years? 

Sidney Madison Prescott (06:07):

Absolutely. So I think what’s great about technology today is there are so many emerging technologies, and these are the areas that I feel very passionately that women can make headway in. And if you’re looking for a pivot in your career where you like to start focusing on technology, I would say this is the perfect time to do that. So within the industry itself, there are two very big themes that are running across, I’d say pretty much any organization. One is digital transformation, the other is automation at scale. And so within digital transformation, we have a lot of different companies and industries as well that are looking at how do they meet the needs of the future consumer, how do they make sure that their products are top notch and that they’re meeting the demand of the global environment. 

(07:02)

And so within that, a lot of effort is also being put into how do these companies ensure that as they start to scale, and as they start to look at the future, that they are also optimizing their operational costs and efficiencies. And typically that’s through automation. So that’s everything from robotic process automation, as you mentioned. It’s also machine learning, artificial intelligence, chat bots. So really diving into, I’ll say the more emerging technologies, the metaverse as well. And the big, great piece here is all of the tools that I just mentioned, the field is still relatively new. There are still a lot of opportunities, one, to build your skill set. And the second piece is to stand out, you can be someone who is a student of machine learning or robotic process automation or the metaverse. So it’s a great time to build your skillset, mature your skill set, relatively at the same speed that all of these fields are also maturing as well. 

MBAchic (08:11):

Thank you. I’ve heard you speak about that before in the past, and that kind of notion of being encouraged rather than intimidated by growing while these industries are taking off and developing, right? So no one is an expert, I think you’ve said that before. So it’s sort of something to find comfort in rather than saying, this is intimidating, it’s outside of my scope, it’s let’s learn, let’s make progress together. 

Sidney Madison Prescott (08:35):

Absolutely. It’s a perfect storm of being able to say, I’m learning, but the entire industry is learning, right? So you can really start to hone in on what you feel your area of expertise within these new emerging fields and emerging technologies will be, and to build that acknowledgement of your skill set. But  to your other point, yes, not being discouraged or feeling as if you’re entering a field where everyone else is going to be an expert. Right now, to be honest, there are very few, I’ll say experts in these fields. It is really green space to stake your claim and to become an expert yourself without feeling the pressure that you’re new to the field or you haven’t been in technology for an extended amount of time. 

MBAchic (09:32):

Thank you. Thank you for that. And so you are, as we know, the global head of intelligent automation at Spotify. What are some of the exciting,  RPA or AI ML technologies that you are really excited about and interested in as we wrap up 2022? I can’t believe I’m saying that and head into 2023 in a few months. 

Sidney Madison Prescott (10:15):

Yes. So I’m really excited about what is it going to take to optimize the way that humans work. Even more specifically to change the way that humans work and what do we think of when we say work? How do we define that? When we think about the technologies such as artificial intelligence, machine learning, robotic process automation, we should think of these as incredible ways to augment ourselves in the work that we do within a given industry. And even further, we should think about as businesses are expanding rapidly, how do we look at that growth and optimize that growth? I’ll say from a capital perspective, without needing the operational expenditures that it would typically take. So you can look at all of these cool technologies as a way to say, we’re going to build out how much we produce, what we produce, and we’re going to do it faster, but we actually can start to limit the expenditures that we incur as a company through augmenting our human workforce with I like to call them like digital workers. 

(11:30)

So what I’m excited about is having humans and digital workers work together and different workflows, that is incredible. So thinking about a human that is, let’s say, pulling some data from a system and then they pass that data off to a robot, the robot then executes some task, and then the robot passes that output back to the human and the human completes the task. That, in my mind, is fascinating. And if we can do that, even further, if we start using AI chatbots and we can communicate in a certain way with our digital workers and receive a response back, that’s what I’m really excited about. Just being able to have that incredible dance of human and robot and it becomes almost seamless. Like there’s no break between the human and robot interaction versus a human to human interaction. 

MBAchic (12:31):

So very integrated, not separate, not us versus them very together, cohesive. I love that. What’s your response to someone who maybe says the digital revolution, they’re not for it, whether they’re an organization or an individual because it’s stealing jobs from people. What’s your answer to that? 

Sidney Madison Prescott (13:11):

So this is a common fear that would be our first answer however, we actually see the opposite. In a lot of studies that have been done, specifically looking at employee retention and employee happiness and satisfaction pre and post automation, we actually see that employees satisfaction increases dramatically and also the retention rates drop as we start to add more efficiencies and build automations that in essence enabled the human to focus less on, I’ll say tedious kind of manual, repetitive task and more on value added task.  I think at the end of the day, that is what we as business professionals are looking for, right? We want to feel that we’re adding value, we want to work on value added task, pivoting data in a spreadsheet.

(14:11)

You would rather focus on something that requires, I’ll say more kind of thought provoking really, structured thoughts. Yes. And so that’s what I would say focus on how do we augment humans with bots as a way that we can actually get ourselves out of kind of the more tedious, repetitive task so that we can focus on the more value added, kind of job duties that we have that  typically we dedicate less time to, because it just takes so much time to do the manual work.

MBAchic (14:47):

I wanted to pivot a little bit. You’ve spoken a lot about the concept of human augmentation as a component of the future of work. So describe this a little bit more for us. 

Sidney Madison Prescott (15:04):

Yes. So it goes very much back to I started thinking about this kind of, actually thinking about the way that humans work, the distinctions that we make between routine task that we have to commit to every single day within our role versus the task that really, as you said, spark innovation, spark ideas, spark excitement that we typically tend to spend less time on because we just have to dedicate ourselves to those manual tasks that we have to execute. And so I started thinking like, well, what about augmenting ourselves as humans in the workforce so that we can dedicate time to the more intellectual pursuits and we dedicate less time to the tedious, repetitive, sometimes boring work and that’s really where the thought process of human augmentation comes into play, which is let’s augment ourselves and it actually enables us to do more with less time. 

(16:05)

It also enables us to really focus on the things that make us passionate and not make us human, right. The ability to innovate, the ability to think outside of the box, the ability to communicate with one another and to engage in such a way as to pull out these incredible ideas. Those are things that are very I’ll say human specific for now, and that we can capitalize on. And then in the interim, the things that we can do, but we prefer not to do or sometimes even just we make mistakes, right? As humans with entering data into different spreadsheets, we can augment ourselves to improve our own accuracy rates with robots, with automation. So it’s really about how do we take what we do well as humans and amplify that by using automations for the things that we don’t do so well as humans. 

MBAchic (17:02):

I love that approach. I think that kind of leads into a question I had to you about training, which I know is something you’re very passionate about. I know that you’ve written about people being able to code, when they have no experience coding, which to me does sound really intimidating, but specifically at Spotify from novice to building a bot in five days, which is  unbelievable. Can you talk about that upskill training process, which is so crucial and important to your process and what kind of an impact it has on your team? And then also secondarily, how other organizations can implement similar training tactics to make sure they’re up to speed for the next decade in tech? 

Sidney Madison Prescott (17:49):

Yes, absolutely. So within my center of excellence, we started a citizen developer program. And in essence, it was exactly as you described. So it is a program where business users who are not traditionally IT or engineers can upskill in learning how to build very low complexity automations. And these automations are meant to actually augment the work that they do as a human. And so as we were coming up with this concept, the fundamental rationale behind building it is that we wanted to improve employee satisfaction, and we also wanted to ensure that employees would feel that as a Spotify employee, they have these opportunities to upskill in technologies and to make their lives easier at work as a result. So I was really looking at employee satisfaction as a primary driver and also being able to have processes become more efficient as a result of automation. 

(18:51)

So we took that stance and we said, Okay, if we’re looking at employee satisfaction, we also need to make sure that the training doesn’t take too long. It’s not so tedious that it drives away users. So we came up with a condensed five day boot camp, and we call it the bot boot camp. And the goal was that we take individuals, we have these in person sessions, and we would actually flow through the technology. So just a baseline understanding of what is rpa, robotic process automation, what is a good use case and looking at, okay, what do you do every day within your role? And we would help the trainees choose a specific job duty that they had to execute every day and then they would use that task and they would work on that task in upskilling to build out that process. 

(19:42)

And so it was really great because it was very intuitive. We built it as developers teaching business users. So we tried to keep it light on diving too deep into more complex automations and really just task level execution. It was very hands on. So during the entire teaching, each trainee was actually building. So we would teach here is your studio where you’re going to design your workflow, right here is how you would trigger an activity. And so as we are teaching that there, the students are also building and the goal was that by the end of the five day boot camp, every single trainee had basically a proof of concept or an mvp where they could then trigger that bot to run and they could showcase it to their leadership. 

(20:40)

After the workshop, we would work hand in hand with that business developer to actually improve that bot. So to put in additional kind of enhancements that would make it more robust. But what we really learned out of that entire process is a couple of things. One, anyone can really truly learn how to code. There were some artificial barriers to entry that have been created in the industry that make everyone feel as if, oh, you have to have this knowledge and education and background code. I would say it depends on what you’re building and the complexity of the final project that you’re trying to achieve. The second piece that we learned is business users already have a lot of the great logic and reasoning that it takes to actually build out a process. 

(21:36)

So they were using a lot of their institutional knowledge in the building of their automations. And the last piece is, having someone execute this hands on every single day, built their confidence dramatically. So by the end of the workshop, and more importantly, having a finished minimum viable product by the end of the workshop was incredible. You could see people how excited they were that they built out a workflow and they’re an accountant, or they’re not someone who is an engineer by trade and they built something they were proud of that would help them in their job and that they could also showcase to their leadership. So it was kind of mind blowing to see how much everyone enjoyed it. We’ve trained up at this point over 140 employees to do this work. So it’s been pretty incredible to see what citizen developers are building across a lot of different functions. So accounting,  tax, fp&a, internal audit and then also to see the type of community that has formed at a cross-functional level as business users are developing these processes. 

MBAchic (22:52):

Thank you. So do you feel that this is feasible for other organizations to, to implement similar upskilling or some form of it within their capacity? Because a lot of organizations maybe aren’t even thinking about these kind of applications, but like you said, it could improve workflow, it can inspire creativity and excitement in their communities, so it’s really important. But do you think it’s feasible? Is it not realistic? Is it something people should be investing in now? 

Sidney Madison Prescott (23:22):

I believe it is definitely feasible, however, it requires an investment and a commitment. Absolutely. So coming into building out the intelligent automation center of excellence at Spotify, we had this vision of employee satisfaction being one of the grounding points of the work that we were doing so we were very intentional about how we wanted to execute different types of automation with citizen development being one type of automation. So I think that intentionality is very critical for any company that wants to dive into upskilling their employees from an automation standpoint. Also, a commitment from senior leadership in this upskilling journey is important. And then also bringing in your HR partners. So bringing them into this to showcase that this is an additional kind of feature that we have within Spotify that we can showcase to individuals that are candidates that want to join us, is that you’re, you’re going to be able to build your knowledge even as a business stakeholder in technology, and you’re going to be able to build things that are actually going to help you in your role. 

(24:36)

So that really becomes quite an attractive kind of offering from, just from a candidate perspective that we can showcase as well. 

MBAchic (24:59):

Can you describe how your MBA has played a role in your professional life and any advice you might have to women who are currently pursuing their MBA or in the STEM field? 

Sidney Madison Prescott (25:11):

Absolutely. I had a desire to approach my MBA quite early on. I would honestly probably say in undergrad, but of course, building my career took the front seat and so I was always, oh, I don’t know when it’s gonna be the right time. So the first thing I would say is it’s never gonna be the right time especially if you’re already a working professional woman, so you have to make a commitment to yourself in terms of what does that education mean to you and how do you feel that it will empower you, embolden you as you continue on your career journey. That’s the first thing I would say. The timing is never gonna be right. So don’t let that deter you. The second piece I would say is find the personal value that you’re going to connect to the pursuit of your MBA and let that drive you. 

(26:07)

For me that really helped. So I had a concept of wanting to continue my education. I started my professional career. I continued to kind of debate about whether or not I would get an MBA. And then when I joined Spotify, I really wanted to amplify the value that I could provide back to the company. And I felt very strongly that getting my MBA was the way to do that or one of the factors of doing that. So I connected to myself during my MBA journey back to the value that I was going to provide to the company and also what value was it providing back to me as a career professional so that no matter what company I go to, I have these tools at my disposal as a result of earning my MBA. 

MBAchic (26:56):

So important for so many women to hear that. And before we leave you, I just need to ask, because your role at Spotify, what is on your playlist right now? What are your go-to songs? What are you listening to right now to get you in a great mood? 

Sidney Madison Prescott (27:14):

So, funny enough, I am constantly on my Spotify wrapped every year. I’m constantly in the 1% of the highest Spotify users that listen to Ariana Grande <laugh>. And literally today that’s what I was listening to <laugh>. So I would say, and my rap is probably gonna say the same thing this year, but I would say Ariana Grande always just puts me in a great mood and, it’s light, it’s fun, love her as an artist. I also have recently been diving more into the new features of Spotify, so I just saw today there’s a feature where you can create playlists based on what you’re planning to wear and your clothing. So I was like, Oh, this is really cool. I had no idea we were even developing it. So it was cool to blow through it and I was like, Oh, this is gonna be great. 

MBAchic (28:05):

That is so cool. And I know you’re super into fashion, so you’re probably all over that!

Sidney Madison Prescott (28:10):

<laugh>. Yes. So I was like, Oh, this is great. And it’s based on your color, what you’re planning on wearing, where you’re planning on going, it creates a playlist list for you. So I was like, that is very cool. So I’m gonna be playing around with that, which is, which is very new. Then I actually because we released audio books in the US yesterday, I was listening to a Shonda Rhimes book, Year of Yes. So those are the things I’ve been listening to. Ariana Grande, Shonda Rhymes, <laugh>. 

MBAchic (28:39):

It’s a great combo. <laugh>.

Sidney Madison Prescott (28:41):

Exactly. 

MBAchic (28:42):

That sounds like a really great dinner party right there. 

Sidney Madison Prescott (28:44):

<laugh>. It does. 

MBAchic (28:46):

So Sydney, thank you so much for your time. We know you’re extremely busy in and out of The States working on really exciting projects. We appreciate your insight to share with our team, and we hope to have future conversations with you. 

Sidney Madison Prescott (28:57):

Absolutely. Thank you.

The post The future of AI and the STEM path to success appeared first on MBAchic.

Have you been on Instagram yet today? How many times have you popped on the app? The latest reports show that Instagram has 2 billion monthly active users, with U.S. adults spending at least half an hour a day scrolling on the platform. According to internal Instagram data, 50% of users become more interested in a brand after they see an ad for it on Instagram. But with so many users in an Instagram love/hate relationship, some scheduling screen-free time or using digital detox apps, Professor of Marketing at Emory University’s Goizueta Business School, David Schweidel says there’s a generational shift away from the popular platform.  

“Instagram is the app that people wish they can uninstall from their device,” says Schweidel. “So as much as we use it, as much as both consumers and brands are embracing it, there’s not a lot of love for that particular platform. We’re seeing a lot of that attention shift. When I talk to undergrad students, you ask them where they’re spending their time, they’ll tell you they’re spending most of their time on TikTok, whereas with an MBA audience we’ll see more of that time being spent on Instagram.”

Vice President of Social Media for Who What Wear/Clique Brands and Columbia MBA MacKenzie Green suggests that Instagram is a very different platform than it once was. 

“I think there are a lot of incredible hacks and conversations happening around reels are for growth and still photography and in-feed static images are for engagement, but I think Instagram still holds its relevance,” says Green. “I think as long as it is a big focus for brands, it will always be important to both the influencer creator economy as well as the brands themselves, and I think what Instagram has that obviously it’s biggest competitor [TikTok] doesn’t, is they have had enough time to lower the friction between user and purchase.”

TikTok takeover 

As the fastest-growing social media platform to date, reaching 1 billion users the fastest of all other social networks, TikTok is attracting a variety of demographics. This despite more than half of American adults supporting the U.S. government banning TikTok according to a new Pew Research Center survey that comes amid intensifying scrutiny of the Chinese-owned video-sharing app. So just how is TikTok reshaping the social scene?

“If we think about our goal from a marketing standpoint, we’ve got to go where the eyeballs are,” says Schweidel. “So if the core audience that you want to reach is on Instagram, that’s where you’re going. If the core audience that you’re looking for is on TikTok, you’ve got to figure out how to communicate with them on their terms.”

Because TikTok trends are driven by algorithms, Schweidel explains that any user has the opportunity to create viral video content success, regardless of follower count.  

“I think TikTok is such a big beast that they don’t want to even be a social network. They want to be an entertainment platform. I think where the opportunity comes for brands is the top of the funnel [searchable] piece…TikTok is also forcing everyone into the creator economy,” says Green. “You’re seeing people have to stand out by storytelling.”

The experts agree, the importance of embracing short-form video content cannot be understated. 

“We’ve seen this evolution that these companies are chasing,” explains Schweidel. “Text was where we started, then photos started to get popular, that’s what pulled people from Facebook to Instagram, it was a better user experience…We’ve had platforms like YouTube for longer form content, but what we’re seeing is people don’t want that longer form content…if you are online and you don’t hold people’s attention, they’ll go to something else.” 

“I think short form entertainment is the future,” Green comments. ”Video now is being served to you through shorts and reels and TikTok and people want that…I think social entertainment is not going anywhere, and I think we are all smart to kind of learn to adapt and evolve our own marketing and social strategy to take bits and pieces from how it works.”

The social audio scene

In February 2021, social audio platform Clubhouse reached a peak of nearly 10 million monthly downloads, yet as fast as it rose in popularity, it seemed to fall off the radar. By April 2021, the app was downloaded only 900,000 times that month. This was around the same time that Meta introduced a range of social audio features, including audio-only Rooms, support features for podcasts, and ‘Soundbites’, which enabled users to create short-form audio clips using a range of effects. While it has since removed audio features in a bid to cut-costs and as a reflection of declined user interest, other major players like LinkedIn continue to lean into social audio tools, like their Live Audio Events, Amazon’s live radio app Amp, both launched in 2022. 

“I wouldn’t ignore it completely, but I don’t think it’s going to engage folks the same way that we’ve seen video grab them,” explains Schweidel. “Part of this, I think between both video and audio, I’d be prepared for these new emerging AI tools that we’re seeing demoed by Facebook and runwayML where they’re now able to create so much more content than has been there before.”

Even as Clubhouse announces that it is laying off over 50% of its workforce in a note sent to employees, 44% of content marketers branched into social audio in 2022 and HubSpot projections expect that number to hit 50% by the end of 2023.

“[It’s] strange to think that video now has gone short and audio has gone long,” quips Green. “But I think audio is here to stay and I’m sure it’s a bit of an evolution from the work from home, the Hot Girl Walk era, you know, I always say these moments in the cultural zeitgeist influence business larger than we think, but people now more than ever want to optimize [their] time. [They] want to temptation bundle.”

Photo from Rodion Kutsaiev

The post Is Instagram dead? What’s next on the social scene: VIDEO appeared first on MBAchic.

Partner content from our friends at Emory Goizueta.