Prudential’s Dedication to Profession Development By Give attention to Expertise, Capabilities, Observe Report of Achievement and Sponsorship Ensures Girls’s Success
1. Which key programs (mentorship, sponsorship or paid leave for example) have you taken into account for the further development of your company? How has this program been particularly helpful for you as a woman?
Prudential views talent as a strategic differentiator that enables the company to achieve its purpose. I was attracted to Prudential five years ago as they have an impressive track record of translating their talent agenda into professional development opportunities.
I was named Treasurer of Prudential Financial in 2018 as part of a well-coordinated executive succession plan following the resignation of our former CEO and Vice Chairman. At the time, I was CFO of Prudential Retirement, a role I took on when I joined the company in 2017.
It is revealing that I had no prior knowledge of any of these roles. It speaks directly to how Prudential sees talent for new assignments in terms of skills, abilities and track record, advancing mobility and leadership development programs for growth, and engaging the company’s top management team with diversity. All of this was important to my career advancement at Prudential.
2. To what extent has the support from your colleagues / company helped you to grow in your career?
I have benefited greatly from the culture at Prudential, where sponsors and mentors have made developing talent a top priority. My teams, colleagues, business and corporate partners and many executives have invested a lot of personal time – first in my onboarding in the company and then for each new role – to promote my learning and my effectiveness. There have been invaluable lessons along the way on leadership and the importance of moving it forward.
3. What were the biggest obstacles in your career?
I describe this as the greatest challenge and not an obstacle to my career: the constant need to strike a satisfactory balance between professional responsibility and career development with personal priorities (family, friends, community) and mental space for growth (intellectual and spiritual) .
4. Was there a crucial moment in your career and what did you learn from it?
It’s hard to pinpoint a specific moment, but 2020 was a defining year for me as treasurer. The year was all about learning, developing the mindset, strategic discipline in connecting the dots and looking around the proverbial corner.
It was an unprecedented year in many ways. Businesses of all sizes and in all industries, including Prudential, have found themselves in a difficult business environment fueled by a global health crisis of unknown proportions that disrupted almost every aspect of our lives. Amid the uncertainty of COVID-19, there has also been a significant impact on capital markets.
The two most important lessons I took away from last year that are also applicable to our professional and personal lives were:
First, the importance of contingency planning and “preparing for preparation”. What helped Prudential deal with this unprecedented crisis was the company’s willingness to embrace uncertainty and risk management that has been sharpened by stress tests over many years.
Second, surround ourselves with diversity of thought in every situation. This is a moral imperative and a key to success for any organization. It creates an environment with a wealth of perspectives that leads to problem solving and innovation when different thoughts collide. The knowledge, expertise, and dedication of a large group of Prudential employees and leaders who brought the best in each other have enabled the company to perform well during this challenging pandemic.
5. What advice would you give to other women aspiring to C-suite in order to be successful in their careers?
I believe that it is important to gain a range of broad and diverse experiences regardless of which career path you are embarking on. When you cultivate a learning mentality in this way, you can understand the big picture – why, what, and most importantly, what – of each situation. The critical development of thought processes and contextual framework formation is the basis for every leadership role.
Improving skills and abilities requires intent and investment over time by taking a long perspective on one’s career. Soft skills such as leadership, communication and influencing become more and more important the closer you get to C-level roles. Additionally, building and maintaining a network of people and relationships from whom you can learn is invaluable in any area. And, just as important, to then pass it on to those who can learn from your experiences.
