Carlonda Davis Community First Bank of Indiana Chief Administrative Officer (CAO) The10 Most Influential Women Leaders to Follow in 2025
Carlonda Davis Enhancing Economic Progress Through Inclusive Banking Practices
Editor’s Editor’s
Aswestepinto2025,leadershipcontinuestoevolve,breakingbarriersandredefiningthe
statusquo.InsightsSuccessinthiseditionofThe10MostInfluentialWomen LeaderstoFollowin2025celebratesthetrailblazerswhoareshapingindustries, inspiringchange,andleavinganindeliblemarkontheworld.
Theseexceptionalwomencomefromdiversefields—technology,finance,healthcare, entrepreneurship,andbeyond—yettheyshareacommontrait:theabilitytoleadwithvision, resilience,andauthenticity.Theyarenotjustachievingpersonalsuccessbutarealsolifting othersalongtheway,mentoringthenextgeneration,andchampioninginclusivityintheir respectivedomains.
Inthisissue,wedelveintothejourneysoftheseextraordinaryleaders,exploringthechallenges theyhaveovercomeandtheimpacttheycontinuetocreate.Theirstoriesareatestamenttothe powerofdetermination,innovation,andthecouragetopushboundaries.Fromrevolutionizing businessstrategiestospearheadingsocialmovements,theyarethearchitectsofafuturewhere leadershipknowsnogender.
Atatimewhentheworldneedsstrong,empathetic,andforward-thinkingleadersmorethanever, thesewomenstandasbeaconsofinspiration.Wehopetheirstoriesigniteambition,spark conversations,andserveasareminderthatleadershipisaboutmorethantitles—it’sabout influence,integrity,andthelegacyoneleavesbehind.
Joinusincelebratingtheseremarkablewomenastheycontinuetopavethewayforamore equitableanddynamicfuture.
Happy Reading!
Women Shaping the Future of Leadership in 2025 MichaelWayne
Featuring Company
BarbaraAnderson
ChiefFinancialOfficer
CarlondaDavis
ChiefAdministrative Officer(CAO)
CarolynWeaver
ChiefInformation Officer
Chavez-SilvaMonica VPforCommunity Engagement& StrategicPlanning
EileenGannon FounderandCEO
JoannaSowers VicePresident ofDigitalMarketing
LaurenHansen ReginaCatholic EducationCenter
LindyTentinger President
RebeccaStewart CEO&Co-Founder
RonaBerinobis SocialResponsibility andOrganizational Development
VGMGroup,Inc. vgmgroup.com
CommunityFirst BankofIndiana cfbindiana.com
DesMoinesUniversity dmu.edu
GrinnellCollege grinnell.edu
SundayNightFoods sundaynightfoods.com
SundayNightFoods sundaynightfoods.com
IowaUnitedVolleyball iowaunitedvb.com
VGM&Associates vgm.com
Brief
Andersonisafinancialexpertwithkeenanalyticalskillsand strategicplanningabilities.
Davisisanexperiencedleaderwithstrongorganizationaland communicationskills,overseeingadministrativeoperations effectively
WeaverisanexperiencedITleaderwithover20yearsof experience,providingstrategictechnologyguidanceand innovationineducationalsettings.
Monicaisastrategicplannerwithcommunityengagement expertise.
Gannonisanentrepreneurialinnovatorwithadriveforgrowth andinnovation.
Sowersisapassionatedigitalmarketingexpertwithastrong backgroundinsocialmediaandentertainment.
Hansenisadedicatededucatorwithafocusoncommunity engagementanddevelopment.
Tentingerisavisionaryleaderwithstrategicinsightsand innovativeapproaches.
Stewartisavisionaryentrepreneurwithstrategicplanningand leadershipabilities. RARERevolutionMagazine rarerevolutionmagazine.com
Athene athene.com
Berinobisisanexpertinorganizationaldevelopmentandsocial responsibilityinitiatives.
Carlonda Davis
Enhancing Economic Progress Through Inclusive Banking Practices
"Carlonda’s ability to inspire teams through clear communication and a focus on inclusivity has positioned her as a leader who cultivates trust and engagement.
Carlonda Davis Community First Bank of Indiana Chief Administrative Officer (CAO)
Advancing Banking Innovation!
Thebankingindustrycontinuestogrowasan
integralforceindrivingeconomicstabilityand growth.Itssignificanceextendsbeyondmanaging transactions,encompassinganessentialroleinempowering communitiesandfosteringfinancialinclusivity With advancementsintechnologyandagrowingfocuson innovation,theindustryistransformingtomeetthe demandsofdiversestakeholders.
Thisevolutionhasbroughtopportunitiestoredefinehow financialservicesaredelivered,creatinganecosystem whereinstitutionscanactivelyaddresssocietalchallenges, suchasbridgingthegapinfinancialliteracyandimproving accesstoessentialbankingservicesforunderserved populations.Theinterplayoftraditionandtransformation definesthisindustry'scurrentphase,pavingthewayfor meaningfulsocietalimpact.
AstheChiefAdministrativeOfficer(CAO),Carlonda Davisstandsforleadershiprootedinempathy,strategic thinking,andresilience.Herabilitytoinspireteamsthrough clearcommunicationandafocusoninclusivityhas positionedherasaleaderwhocultivatestrustand engagement.
Carlonda’sstrategicinitiativesinintegratingdiversity, equity,andinclusion(DEI)intoorganizationalculture reflecthercommitmenttobuildingenvironmentswhere everyonefeelsvaluedandempowered.Hertransparentand structuredleadingapproachmotivatesandalignsherteam withbroaderorganizationalobjectives,ensuringsustainable growthandenhancedemployeesatisfaction.
AtCommunityFirstBankofIndiana,theseprinciplesare integratedintoacomprehensiveframeworkthat underscorestheinstitution’scommitmenttobeinga community-centricfinancialpartner.ByimplementingDEI initiativesintoallaspectsofitsoperations,thebankstrives tocreateacultureofinclusivityandaccountability, developingworkforcediversityandcommunityoutreach.
Throughtargetedprogramsandstrategicmetrics, CommunityFirstBankissettingbenchmarksinfinancial literacy,accessibility,andinternalengagement.Thisfocus strengthensitsorganizationalcultureandreinforcesitsrole asatrustedpartnerinnurturingeconomicandsocial progresswithinitscommunities.
"Carlonda has an open door policy to ensure employees at all levels feel comfortable sharing their ideas, feedback, and concerns
"Let’s explore Carlonda’s visionary initiatives for transforming financial services:
StrategicDEIIntegrationinBanking
IntegratingDEIinitiativesintoCommunityFirstBank’s culturerequiresathoughtful,strategicapproachthataligns withthebank’smissionandvalues.Carlondastrongly advocatesforleadershipbuy-in,DEItraining,andstrategy developmentparticipation.Shehasbeenfortunatetohave theprogram'ssupportandbacking.
ADEIcommitteewasdeveloped,andtogether,theycreated aframeworkthatalignswithCommunityFirstBank’score values.ThisensuresthatDEIisnotastandaloneinitiative butembeddedinallbusinesspractices,includinghiring training,andcommunityoutreach.Theteamreviewedand auditedexistingpoliciesandpractices.Theycontinuously strivetocreateanenvironmentwhereallemployeesfeel valued,welcomed,andempoweredtocontribute.
Theteamhassetinternalandexternalmetricsinplaceto helpmeasuretheimpactofthework.
InternalMetrics:
• WorkforceRepresentation:Goal-Increase workforcediversitywithrecruitingefforts.
• Metric:Trackandreportprogressonhiring, promotion,andretentionratesforunderrepresented groups.
• EmployeeEngagementandInclusion:GoalEnhanceemployeesatisfactionandsenseofbelonging.
• Metric:Useannualengagementsurveystomeasure inclusivityandtrackprogresswitheverysurvey.
• DEIEducation:Goal-Train100%ofstaffand leadershiponDEIprinciplesandunconsciousbias.
• Metric:Trackcompletionratesonannualtrainingand evaluateimprovementsinawarenessandbehavior
ExternalMetrics:
• CommunityImpact:Goal-Increasefinancialliteracy andaccesstobankingservicesforunderserved communities.
• Metric:Measureparticipationinoutreachprograms andthenumberofnewaccountsfromtargeted demographics.
Theteamhasseenanincreaseininternalandexternal efforts,especiallyregardingworkforcediversityand communityimpact.Theseeffortscanresultinamore engagedworkforce,strongercommunityrelationships,and inclusivity-drivensustainablegrowth.Theaimisto strengthenCommunityFirstBank'scultureandenhanceits roleasacommunity-centricfinancialinstitution.
PromotingClearCommunicationandTrust
Carlondademonstratesresiliencebyremainingcalmand composedduringstressfultimesthroughleadingby example.Maintainingfocusandensuringtheteamstays engagedduringstressandorganizationalchangerequires clearcommunication,empathy,andstrongleadership.
Sheleadswithtransparencyandcommunicationbysetting clearexpectationsandbreakingdownintricatetasksinto smaller,manageablegoalssoteammembersfeelasenseof progress.Regularcommunicationhelpsalleviate uncertaintyandbuildstrustwhileinformingtheteamabout changesandtheirrationale.
Sheunderstandsthatlifehappensandensurestheteam knowstheimportanceofself-carebypromotingahealthy work-lifebalance.Theyalsocelebratethesmallwinsand recognizemilestonesthroughchallengingtimes.
Throughouttheyear,shesupportstheteambyproviding individualguidancewherenecessarytohelpsteerpersonal andprofessionalchallenges,whetherthroughone-on-one sessionsorteamhuddles.Sheencouragesthemtoreceive additionaltraininganddevelopmenttohelpbuildtheir confidenceandcompetence.Focusingonlearningfrom mistakesandusingsetbacksasopportunitiesfor improvementencouragesagrowthmindsetfortheteam.
Itiseasyforteammemberstofeeloverwhelmedduring timesofstress.Delegatingtasksbasedonstrengthshas helpedempowerthemtoperformatahighlevel.Theyalso understandhowtheircontributionsalignwiththebroader organizationalgoals,whichincreasestheirvalueand motivationtoperform.Finally,theyengageinteambuildingactivities,whetherreadingabookorgetting togetheroutsideworkwiththeirfamilies.Theseactivities strengthenrelationshipsandhelptheteamstayconnected evenwhentheworkloadorstresslevelsrise.
ImprovingDataAccuracyandReporting
WhenshestartedwithCommunityFirstBank,the organizationhadjustreachedthethresholdofneedingan HRprofessional.Thebankwasgrowingbutstillhandling HRfunctionsmanually.CarlondacollaboratedwiththeIT andaccountingdepartmentstoimplementandstreamlinea moreefficientwaytoprocessHRandemployee-related functionsthroughanHRISsystem.Thegoalwasto enhanceemployeeexperience,increaseoperational efficiency,andimprovedataaccuracyandreporting.
"One of the reasons Carlonda enjoys working at Community First Bank is that the culture truly feels welcoming and connected.
"Automatingprocesseslikebenefitsenrolment,applicant tracking,andperformancereviewsreducedHR administrativetasksby30%,freeingtimeforstrategicHR initiatives.TheHRISsystemprovidedemployeeswith24/7 accesstotheirpersonalinformation,benefits,and performancedata,whichincreasedtransparencyand engagement.Thesystemallowedforreal-timedatatracking andreporting,improvingHR’sabilitytoanalyzetrends, monitorcompliance,andmakedata-drivendecisions.
ImplementingtheHRISwasaninitiativethatimproved operationalefficiencyandemployeeengagement.By automatingmanualprocessesandprovidingemployees withself-serviceoptions,administrativeburdenswere reduced,employeesatisfactionwasenhanced,andbetter dataaccuracywasensured.Whileneedingupdates,this systemhasbecomeakeypartoftheHRstrategy, supportingCommunityFirstBank’scontinuedgrowthand enablingamorestreamlined,employee-centricapproachto HRmanagement.
EncouragingOpenCommunication
Carlondaleadswithtransparencyandauthenticity.Inan industrylikebanking,wherechangescanhappenquickly,it iscrucialtokeepemployeesinformed.Sheregularly communicatesbothgoodnewsandchallenges.Beingopen aboutorganizationalgoals,changes,andtherationale behinddecisionshelpsemployeesfeelincludedandvalued.
Trustisbuiltthroughhonesty,evenwhenthenewsis difficult.Whenchallengesareadmittedormistakes acknowledged,itshowsauthenticityandfostersrespect fromtheteam.
Otherkeyelementsinbuildingtrustareinvestingin employees’growthbyprovidingopportunitiesfortraining andcareeradvancement.Asmentioned,teambonding activitiescreateacollaborativecultureandensure employeesfeelpartofalargermission.
Creatingfairness,accountability,andconsistencyin leadershipalsohelpspromotecredibilityandtrust.Itis essentialtoensurethatallemployeesaretreated respectfullyandfairly,regardlessoftheirroleorlevel.If commitmentsaremade,theyarefollowedthrough.
Shehasanopen-doorpolicytoensureemployeesatall levelsfeelcomfortablesharingtheirideas,feedback,and concerns.Two-waycommunicationisstronglyencouraged, andsheisgenuinelyreceptivetowhattheteamsays. Listeningactivelyandempatheticallyiskeytobuilding strongrelationships.
StrategicLearningandDevelopmentFramework
Sheapproachescreatinglearninganddevelopment programsbyaligningindividualcareergoalswiththe bank’sbroaderobjectivesthroughastrategic,dual-focused framework.Thisinvolvesidentifyingtheskillsand competenciesrequiredtomeetorganizationalgoalswhile providingpersonalizedgrowthopportunitiesfortheteam.
Byconductingaskillsgapanalysis,incorporatingemployee input,andusingperformancedata,Carlondadesigns tailoredprogramsthatenhancetheteam'stechnical expertiseandleadershipcapabilities.Theseinitiativesare tiedtomeasurableoutcomes,ensuringemployeescansee theirgrowthdirectlycontributingtothebank’ssuccess, enhancingengagement,retention,andorganizational excellence.
EncouragingEmployeeGoalSetting
WhenCarlondathinksoffair,transparent,andconsistent practices,herearethestrategiesshefocuseson:
• ClearandConsistentCriteria:Sheestablishes standardizedperformanceevaluationcriteriaaligned withorganizationalgoalsandtailoredtoeach employee’srole.Thesecriteriaarecommunicated
"Carlonda demonstrates resilience by remaining calm and composed during stressful times through leading by example.
"clearlytothestaff,ensuringeveryoneunderstandshow successismeasured.
• FrequentandConstructiveFeedback:Shestresses regularcheck-insandfeedback,movingbeyondannual reviewstoprovideongoing,constructivediscussions. Thisapproachallowsemployeestoadjustandgrow continuously,makingthemfeelsupportedthroughout theyear
• TrainingManagers:Tomaintainfairnessand consistency,managersaretrained.Thisareaisbeing improvedanddevelopedthroughoutthebank.
• EmployeeInvolvement:Employeesareencouragedto participateinsettinggoalsanddiscussingtheircareer aspirations.
Implementingthesestrategiescandriveaccountabilityand highperformancewhilefosteringemployeegrowth,trust, andengagementinawaythatsupportsCommunityFirst Bank’sinclusiveenvironment.
AchievingLastingChangeinD&I
OneofthereasonssheenjoysworkingatCommunityFirst Bankisthattheculturetrulyfeelswelcomingand connected.Carlonda’smostnotableachievementin promotingdiversityandinclusion(D&I)wasleadingthe DEIcommitteeandestablishingacomprehensive framework.Theframeworkintegratedinclusivepractices intoeveryaspectoftheorganization,fromhiringand trainingtoemployeeengagementandleadership development.
Thekeyinitiativesfocusedoninclusivehiringpractices, customerdiversity,metrics,andaccountability.Recruitment processeswererevampedtoattractdiversetalent,accessto resourcesforunderrepresentedcommunitieswascreated, andtoolstomeasureprogresswereimplemented.Since then,representationacrossdepartmentsandleadership levelshasincreased,aswellasenhancedinnovationand collaborationduetodiverseperspectivesbeingactively includedindecision-making.
ChallengesinpromotingD&Ioftenstemfromunconscious bias,resistancetochange,andbalancingshort-term businessprioritieswithlong-termculturaltransformation. CommunityFirstBankdoesnotfacemanyofthese challenges,butitisessentialtoleadwithdatawhenever possible.Dataidentifiesgaps,measuresimpactandmakes thecaseforD&Ifromabusinessperspective.
Itisalsoessentialtobuildbuy-inandengageleadership througheducation.Carlondawashighlygratefultohave leadershipbuy-infromthestart.HerapproachtoD&Ihas beenwithacombinationofstrategicvision,measurable goals,andgenuineengagement.Thisapproachhasdriven meaningful,lastingchangethatbenefitsemployeesandthe organization.
MitigatingRisksinEmployeeRelations
CarlondautilizesherCertifiedCommunityBankingRisk Managementcertificationbyensuringthatthebank’sHR andadministrativepoliciesalignwithriskmanagementbest practices.FromanHRperspective,shefocuseson mitigatingrisksrelatedtoemployeerelations,compliance withlaborlaws,andtalentmanagementbyimplementing robustpoliciesandconductingregularaudits.
Administratively,sheassistsherteamwithensuring processeslikevendormanagement,facilitysecurity,and dataprotectionadheretoregulatorystandards.
Byapplyingaproactive,risk-awareapproach,sheassistsin safeguardingthebank’soperationswhilemaintaininga compliantandethicalworkplaceculture.
BalancingVisionwithExecution
Tobalancelong-termvisionwithday-to-dayexecution, Carlondaestablishesanactionableframeworkthatconnects strategicgoalstodailyoperations.Shetranslateslong-term strategicobjectivesintospecific,measurablegoalswith cleartimelines,milestones,anddeliverables.Breaking
downthebigpictureintosmallerpiecesisessential.This ensuresthattheteamunderstandstheirroleinachievingthe broadervision.
Othercriticalstepsinherframeworkincludeprioritizing initiativesbasedontheteam’simpactandfeasibilityand promotingcollaborationamongdepartments.Shemonitors progressthroughinternalsystemsandstaysflexibletoadapt tochangingneeds,ensuringtheorganizationadvances strategicallywhilemaintainingoperationalefficiency.
CreatingIndividualDevelopmentPlans
Toidentifyandnurtureleadershippotentialwithinher teams,Carlondausesthefollowingstrategies:
• ProactiveTalentIdentification:Sheobserves employees’performance,problem-solvingabilities,and interpersonalskillstoidentifythosewithleadership potential.
• IndividualDevelopmentPlans:Sheworkswithteam memberstocreatetailoredplansthatfocuson developingtheirstrengths,addressinggrowthareas, andaligningtheirgoalswiththebank’smissionand values.
• CoachingandMentorship:Sheprovideshands-on guidanceandpairsemergingleaderswithmentorsto buildtheirconfidence,broadentheirperspectives,and enhancetheirdecision-makingskills.
• LeadershipOpportunities:Sheassignsstretch projectswhenappropriate,cross-functionalrolesand leadershiptaskstohelpemployeesgainpractical experienceanddeveloptheirpotential.
Thesestrategiesensurethatleadershipgrowthis purposeful,alignedwithCommunityFirstBank’sgoals, andfostersahigh-performing,mission-focusedteam.
Transformative Approaches to Women Leadership in the Corporate World
Womenhaveledthecorporateworldrevolutionofthepastfewyears,transformingleadership,
organizationalculture,andcontributiontosociety.It'snotmorewomenintoppositionsbuteven transformingleadershipanditsfunctioninanewdiversified,innovative,andsustainablebusiness culture.
IntroductiontoTransformativeWomenLeadership
Transformativeleadershipisaroleofreversingthegivenpowerrelationshipsandcreatinganorganization wherechangeanddevelopmentforthegroupisthecentraltheme.Inwomen'sleadership,itisempoweringthe womanherselfandinstitutionalizingchangeforeveryonewhostandstogainfromtheirpresence.Oxfam's TransformativeLeadershipforWomen'sRights(TLWR)initiativeisjustoneexamplewhichborrowsfrom pillarsofhumanrights,genderjustice,andparticipationtocreateaspacethatwillfosterleadership.
TraitsofWomenLeadership
Womenleaderswillhavesometraitswhicharerevolutionizingthecorporateworld:
• ParticipativeLeadershipStyle:Womenmustexhibitaparticipativestyleofleadershipfoundedon collaboration,opencommunication,andagreement.Theparticipativestyleleadstoincreasedworker satisfactionandbusinesssuccess.
• EmpathyandEmotionalIntelligenceinWomen:Femaleleadersaremoreempathetic,morelisteners, andmorepeople-responsive,buildingmorelastingrelationshipsandgreatermoraleandproductivity
• InnovationandRisk-Taking:Womenwillbelessrisk-takingandlessboundbythetraditionalandwill breakbarriersinspaceswhereinnovationhasbeenbehind.
• EthicalAccountability:Womenleadershaveamoralresponsibilitytoadoptethicalbusiness,where diversity,socialresponsibility,andsustainabilitytakeprecedenceoverquickprofits.
ChallengesWomenLeadersHavetoOvercome
Evenafterthesegame-changingmoves,womenleadersstillfaceanentiregamutofchallenges:
• PayGapBetweenGenders:Paygapbetweenwomenandmencontinuestoexistevenattheheightof business.
• UnderrepresentationofWomeninBoards:Women continuetobeunderrepresentedasdirectorson companyboards,especiallyinthetechnologyand financeindustry
• ChallengestoWomen'sAuthorityandSuccess: Therearealotmorechallengestotheauthorityand successofwomenthanformen.
StrategiestoFosterWomenLeadership
Inabidtobypasssuchobstaclesandpromotemorewomen toleadership,certainstrategiescanbeimplemented:
• EarlyLeadershipPotential:Organisationsneedto recognizeandnurturewomen'sleadershippotentialin earlystagesoftheircareers.
• MentorshipandSponsorshipProgrammes: Sponsorshipandmentoringprogramsare institutionalisedsothatthesecouldbethevery assistancethatwomenrequireinordertoreach leadership.
• AlliesTraining:Trainingofcurrentleadersin allianceshasthepotentialtobringamoreconducive environmentforwomen.
• OrganizationalDesigns:Promotingmoreinclusive andflatorganizationaldesignscanfacilitatewomen andotherminoritiestobecomeleaders.
WomenLeadershipImpactAcrossIndustries
Womenleadershipimpactisnotonlyinthecorporatesector butseepsthroughindustriesandsocietyasawhole:
• InnovationandDevelopment:Womenleadersare leadingthewayforinnovation,creatingnew
technology,andembracinginnovativebusinessmodels revolutionizingindustries.
• SocialResponsibilityandSustainability:Women-led firmsaresustainableandsociallyresponsible, addressingtheglobalchallengesandcontributingto society
• EmpowermentofMarginalizedCommunities: GivingimportancetoWomen'ssocialresponsibility, womenleadersareempoweringmarginalcommunities andcreatingamorerobustandunitedsociety.
Conclusion
Women'sascensiontoleadershipisnotmerelya demographictrendbutalsoaphenomenontransformingthe businessworld.Withtheassumptionofvariousmodelsof leadershipwithwomenleadership,creationofmulticultural workenvironments,andfocusonmoralresponsibility, womenarewritinganewnarrativeofsuccessand impactingindustriesinapositivemanner Themorewomen participateasleaders,themorethebusinessenvironment alsochangestofavourall,includingwomen.Future leadershipisdiverse,innovative,andfemale,positioning companiesforlong-termsuccessandpublicimpact.
Thus,revolutionarywomen'sleadershippracticestranslate todisruptingconventionalnorms,buildingcollectively,and transformingthesystem.Suchpracticescanbepracticed andembracedininstitutionsandthereforebeabletohave aninclusiveandsustainablebusinessworldforall.Thepath ofequalmenandwomenleadersisthepathto accomplishingdevelopmentstowardsabetterfuture forall.
Rebecca Stewart
Creating Global Impact on Rare Disease Awareness
Rarediseaseawarenessisgainingmomentumas
morepeoplerecognizetheuniquechallengesfaced byindividualslivingwiththeseconditions.With thousandsofrarediseasesidentifiedworldwide,accessto reliableinformationandadvocacyeffortsremaincriticalin ensuringthataffectedcommunitiesreceivetheattentionand resourcestheydeserve.Overtime,theconversationaround rarediseaseshasexpandedbeyondmedicalresearchto includepatientexperiences,policymaking,andcommunity support.Digitalplatformsandspecializedinitiativeshave becomeessentialinamplifyingthesevoices,ensuringthat awarenesseffortsarewidespreadanddeeplyimpactful.The evolutionofrarediseaseadvocacyhasintroducedafresh perspective,prioritizingcollaborationbetweenaffected individuals,healthcareprofessionals,andindustry stakeholderstodrivemeaningfulchange.
RebeccaStewarthasemergedasadedicatedleaderinthis space,bringingpassionandvisiontotheraredisease community AsaCEO,shehascultivatedanapproach centeredonlistening,inclusivity,andempowerment.Her leadershipismarkedbyastrongcommitmenttoensuring thatthoseimpactedbyrareconditionshaveavoice,andshe activelydevelopsanenvironmentwhereadvocacymeets action.Withanabilitytotranslateintricatechallengesinto tangiblesolutions,shecontinuestoshapetheindustrywith herstrategicthinkinganddeepunderstandingoftherare diseasecommunity.Byprioritizingmeaningfulengagement andasharedsenseofpurpose,shehassuccessfullycreated animpactthatresonatesbeyondorganizationalboundaries, touchingthelivesofcountlessindividualsandfamiliesand steeringtherealitiesofrarediseases.
NRGCollectiveLtdsupportsthefieldofraredisease advocacy,providingaplatformbridginggapsin information,storytelling,andcommunityengagement.
Throughitsdigitaltitles,includingRARERevolution Magazine,RAREYouthRevolution,andotherinitiatives, thecompanyhasbuiltadedicatedspacewherelived experiences,expertinsights,andindustrydevelopments converge.Committedtocontinuousinnovation,NRG CollectiveLtdremainsfocusedonexpandingitsreach, ensuringthatrarediseaseawarenessreachesglobal audienceswhileaddressinglocalandregionalchallenges. Byembracingnewtechnologiesandstrategicgrowth opportunities,thecompanycontinuestodrivemeaningful conversationsthatcontributetolastingchangewithinthe rarediseasespace.
Let’s explore Rebecca’s rare disease initiatives for transforming lives:
CreatingaPlatformforRareDiseaseAwareness
Rebecca’sfatherdevelopedarareconditioninhis20s, somethingthefamilygrewupwith,albeitwithoutknowing whatarareconditionwas.However,itwasn’tuntilher nephewwasdiagnosedwithanultra-rareconditionin2012 thatRebeccaandhersisterNicolabegantheirjourneyinto advocacyandthefieldofraredisease.Theystarteda charity,ActionforXP,forwhichtheyarebothstilltrustees. Throughthiswork,theyrealizedhowdifficultitwasfor theircommunitytofindinformationorraiseawareness.
Atthattime,thebroaderrarediseasecommunitywas beginningtomobilizetobeastrongervoicetogether,and beingpartofthiscommunityshowedthemthatthiswasnot aproblemexclusivetotheircondition.Thisrealizationwas thecatalystfortheideaofRARERevolutionMagazine. Theywantedtocreateadedicatedplatformtoelevatethe voicesofthewidercommunityandprovidesignpostingand accessiblecontent.Theywentontobuildacommunity-
Rebecca Stewart NRG Collec ve Ltd - home of RARE Revolu on Magazine, RARE Communica on and RARE Youth Revolu on CEO
Rebecca’s leadership is marked by a strong commitment to ensuring that those impacted by rare conditions have a voice, and she actively develops an environment where advocacy meets action. “ “
focusedpublishingcompany,NRGCollectiveLtd,which specializesinrarediseaseawarenessthroughitsdigital titlesRARERevolutionMagazineandRAREYouth Revolution.
UnderstandingEmergingChallengesandOpportunities
Rebeccahighlights, “As the founder of a small business, you wear many hats, but the main one is to listen and support. Listening to the community and field helps you understand what challenges and opportunities are emerging, and listening to the team helps me shape the business needs. Strategy is a whole team activity, and once a year, as a team, we review where we have been, where we are going, and how we will get there with the resources we have.” Herroleistosupporttheteamtoachievethe businessgoalshowevershecan.
SharingVision,Challenges,andOpportunities
Shebelievesthatleadingimpactfuladvocacyinitiatives requiresopenness.Asasmallmicro-business,thereareno layersofmanagementtohidebehind,whichmeansthe teambecomesveryclose.Thisclosenessisboth extraordinaryandchallenging.Bybeingopenand providingvaluablecontext,theteamcansharethevision, challenges,andopportunities,allowingeveryonetopullin thesamedirection.
MotivationsBehindCommunityCollaboration
Feedbackfromthecommunitymotivateshertocultivate collaborationandknowledge-sharingwithintheraredisease community.WhenNicolaandRebeccafoundedNRG CollectiveLtd,oneofthedriverswastorevolutionizethe waylivedexperiencestoriesweretold.Theytreatevery storyastheprecioussharingofanemotionaltimein someone’slife,deservingrespectandreverence.
Forsomecontributors,sharingtheirstoriesmightbethe firsttimeorthethousandthtime;eitherway,itcanbeboth catharticandanemotionalburden.Whentheyreceive messagesfromcontributorsthankingthemforthecare takenwiththeirstoriesorfromthepublicsharinghow muchastoryhasimpactedthemandhelpedthemfeelless isolated,thatkeepsthemgoing.
SettingandAchievingPersonalandFamilyGoals
Rebeccareflectsthatpublishingisafast-paced,deadlinedrivenindustry,andasaglobalpublication,NRG
CollectiveLtdworksacrossmultipletimelines.Thiscan meanlongdaysandperiodsofpressure.Fortunately, Rebeccaloveswhatshedoesandthepeoplesheworks with,whichiskeytonothavinganynegativefeelings towardsthat.Asateam,theyaregreatatsupportingeach other,andtheirweeklymeetingshelpthemraiseaflareif someoneisstrugglingwithaworkload.
Rebeccabelievesthatmakingthemostofdowntimeisalso important.Sheisnotverygoodatspontaneity,soshemust makesuresheplansthingsandhastheminherdiary.She alsothinksfamilyandfriendgoalsareessential,andsitting downtodiscussandwritetheseoutmakesitmuchmore likelytheywillachievethem. “You only get one life, so be deliberate about how you want to spend it,” shequoted.
StrategicPlanningforFutureSuccess
InRebecca’sopinion,listeningtothecommunityand industryisessentialforNRGCollectiveLtd.toremainat theheadoftherarediseasefieldandcontinueinnovating. Thisiskeytounderstandingwhattopicsofconversation NRGCollectiveLtd.candrivetosupportcommunityand industrychallengesandopportunities.
Thesecondisnottobecomecomplacentandneverassume thatjustbecausesomethingisworkingnow,italwayswill.
Thisiswheretheannualstrategymeetingsmentioned earlierareessential.Theyprovidethespaceforbig-goal thinkingandcreativity Thisyearisanexcellentexampleof this,withanexcitingnewtitlelaunchplannedforlaterthis yearasaresultoflisteningtotheaudience.
BalancingEmotionalWorkwithSelf-Care
Intherarediseasefield,advocacyandcharityleadersoften leadvolunteer-runorganizationswithlimitedresources,yet theydeliversubstantialvolumesofworkandimpact.This workisemotional,challengingtofund,andhasaneverendingworkload.Rebeccaadvisesadvocacyleadersto manageexpectationsandbekindtothemselves.
Forthoseworkingprofessionallyinthefield,whetherinlife sciences,diagnostics,healthcare,communications,etc., Rebecca’sadviceistotakethetimetoknowthepeople theyarelookingtoserve.Beingdisconnectedfromthose theyaretryingtohelpisseldomarecipeforasuccessful outcome,butitrequirestimeandresources.Rebecca suggestsbeingpreparedtoinvesttimeandmoneyin relationships.
ExpandingGlobalReachwithLocalEditions
NRGCollectiveLtdstillhasmanygoalstoachieve.The companyisexcitedtolaunchitsthirdtitlelaterthisyear, focusingonrarediseaselifescience.NRGCollectiveLtdis alsodevelopingabespokeAIresearchassistanttohelpthe audiencenavigateitsgrowinglibraryofcontent.
WhileNRGCollectiveLtd’scontentisreadglobally,it doesnotyetproducecountry-specificorlocallanguage editions.Rarediseaseeducation,diagnosisrates,and treatmentaccessarelimitedworldwide,butevenmoresoin certaincountries.Addressingthisissueispartofthe company’sfive-yearstrategy Achievingthesegoals requirescontinuedinvestmentinorganicandsustainable growth.
Women Leadership Across Cultural Boundaries
Theroleofwomeninleadershippositionshasevolvedsignificantly
overtheyears,yetitremainsatopicofconsiderableinterestand debate.Astheworldbecomesincreasinglyinterconnected, understandinghowwomen'sleadershipfunctionsacrossdifferentcultural boundariesiscrucialforpromotinggenderequalityandfosteringinclusive leadershipenvironments.
This article explores the challenges and opportunities faced by women leaders in various cultural contexts, highlighting the impact of cultural norms, societal expectations, and media representation on their leadership journeys.
IntroductiontoWomen'sLeadership
Womenleadershaveproventobeadeptatfosteringcollaboration, buildingstrongteamdynamics,andcreatinginclusiveenvironmentswhere everyone'scontributionsarevalued.However,despitethesestrengths, womenfacenumerouschallengesinachievingleadershippositions, particularlyincultureswithstrongpatriarchalandhierarchicalstructures. Thejourneyofwomenleadersisofteninfluencedbytheircultural background,withsocietalexpectationsandfamilyobligationsplaying significantrolesinshapingtheirleadershipstylesandcareerpaths.
CulturalDimensionsandLeadership
Culturaldimensionsplayacrucialroleinunderstandingleadership behaviorsacrosscultures.Dimensionssuchaspowerdistance,uncertainty avoidance,individualismversuscollectivism,andmasculinityversus femininityinfluencehowwomenareperceivedandacceptedasleaders. Forinstance,incultureswithhighpowerdistance,suchasmanyAsian societies,theauthorityoffemaleleadersisfrequentlyquestioned,making itmoredifficultforthemtoascendtoleadershiproles.
Inlowpowerdistancecultures,womenaremorelikelytoberecognized andsupportedinleadershippositions,whereasinhighpowerdistance cultures,theyoftenencountermoreresistance.
ChallengesFacedbyWomenLeaders
1. CulturalBarriers:Inmanycultures,especiallythose withstrongpatriarchaltraditions,womenface significantbarrierstoleadership.Thesebarriersinclude societalexpectationsthatwomenprioritizefamilyroles overprofessionalambitions.Forexample,insome Asiancultures,womenareexpectedtofollow traditionalrolesdefinedbyfamilyobligations.
2. MediaRepresentation:Themediaplaysapivotalrole inshapingpublicperceptionsofwomeninleadership. Whilemediacanpromotegenderequalityby portrayingwomenleaderspositively,itoften perpetuatesstereotypesthathinderwomen's advancement.Abalancedrepresentationofwomen leadersinmediaisessentialtochallengethese stereotypesandinspirefuturegenerationsofwomento pursueleadershiproles.
3. Tightvs.LooseCultures:Researchindicatesthat "tight"cultures,characterizedbyrigidrulesandstrict sanctions,arelessconducivetowomen'sleadership emergencecomparedto"loose"cultureswithmore flexiblenorms.Countrieswithstrictculturalnormscan limitopportunitiesforwomeninleadership.
OpportunitiesforWomenLeaders
1. RoleModelsandRepresentation:Womenleaders serveascrucialrolemodels,inspiringotherwomento pursueleadershippositions.Representationmatters,as itchallengesstereotypesandencourageswomentoaim forhigherrolesinorganizations.Historicalfigureslike IndiraGandhiandAngelaMerkelhavepavedtheway forfuturegenerationsofwomenleaders.
2. DiverseLeadershipTeams:Diverseleadershipteams, includingwomen,fostercollaboration,creativity,and robustdecision-making.Women'sleadershipispivotal increatinginclusiveenvironmentswhereeveryone feelsvaluedandempoweredtocontribute.
3. GlobalAdvancements:Despitechallenges,therehave beennotableglobaladvancementsingenderequality Europe,forinstance,hasahighconcentrationof female-lednations,withcountriesleadingtheway. Theseadvancementsdemonstratethatwiththeright policiesandsocialsupport,womencanexcelin leadershiproles.
StrategiesforPromotingWomen'sLeadership
1. CulturalAwarenessandAdaptation:Womenleaders mustbeadeptatadaptingtheirleadershipstylesto differentculturalcontexts.Thisinvolvesunderstanding localnormsandexpectationswhilemaintaining authenticityandauthority
2. MediaandPublicPerception:Encouragingbalanced mediarepresentationofwomenleaderscanhelp challengestereotypesandpromotegenderequality Thisrequirescollaborationbetweenmedia professionalsandpolicymakerstoensurethatwomen areportrayedascapableandeffectiveleaders.
3. PolicyandSocialSupport:Governmentsand organizationsshouldimplementpoliciesthatsupport women'sleadershipdevelopment,suchasmentorship programs,flexibleworkarrangements,andequalpay initiatives.Thesepoliciescanhelpbreakdownbarriers andcreatemoreinclusiveleadershippipelines.
Conclusion
Women'sleadershipacrossculturalboundariesisacomplex andmultifacetedissue,influencedbyculturalnorms, societalexpectations,andmediarepresentation.While challengespersist,therearealsosignificantopportunities forwomentoexcelinleadershiproles.Byunderstanding andaddressingthesechallenges,wecanworktowards creatingamoreinclusiveandequitableleadership environmentglobally.Thisrequiresaconcertedeffortfrom policymakers,mediaprofessionals,andorganizationsto supportwomen'sleadershipdevelopmentandpromote genderequality
Ultimately,thesuccessofwomenleadersindiversecultural contextswilldependontheirabilitytonavigatecomplex culturallandscapeswhileinspiringfuturegenerationsof womentopursueleadershiproles.Aswecontinuetostrive forgenderequality,itisessentialtorecognizethevaluethat diverseleadershipbringstoorganizationsandsocieties, fosteringamorecollaborativeandinclusiveworldforall.
