32 minute read
Product Review
Education, Inspiration, and Imagination These Products make STEM fun for everyone!
Tinker Crate
Piper Computer Kit
Hydropower
The need for STEM professionals in America is at an all-time high, but an introduction to STEM ideas and concepts early in
life can increase the pursuit of a STEM-related career path. Every day we hear from successful STEM professionals that they knew from childhood they would be an engineer because they couldn’t put their Lego set down, or that they were constantly taking apart the electronics around their home and putting them back together. You never know which spark will light the path of your future.
The STEM products listed below will entertain and
educate your future STEM professional. They trigger imagination, introduce basic STEM concepts, and produce hours of fun with your family. Let us know what your favorite STEM toys are by messaging us at:
Tinker Crate
Tinker Crate is a monthly subscription service that encourages kids ages 9–16-plus to discover and learn about science, engineering, technology, and math (STEM) through hands-on activities. Each month, Tinker Crate will send a kit with a new STEM project to build. The kits are made to be fun and to increase problem-solving skills and confidence. The kit will include all the materials needed to build the project, illustrated instructions, and a link to a step-by-step video.
For more information on Tinker Crate and other products from KiwiCo, visit its page at www.kiwico.com
Piper Computer Kit v.2: The Piper Computer Kit provides the user with everything needed to build their very own fully functioning computer. This DIY kit aims to teach the user exactly what goes on behind the screen of a computer. The Piper Computer Kit provides an engineering blueprint enabling students to engage in a sensory experience that bridges visual and tactile learning. PiperCode uses Blockly by Google, a drag-and-drop coding language that enables students to modify and change how their electronics work on the Raspberry Pi. Learners can also explore the virtual world of the Raspberry Pi Edition of Minecraft and learn electronic concepts through engaging, interactive game levels.
You can learn more on the Piper Computer Kit by visiting Piper’s website: https://www.playpiper.com/
Hydropower Hydropower is a renewable energy science kit aimed to teach the user how different devices are used to extract useful energy from moving water, from a waterwheel in a small stream to a giant turbine in a tidal power station. The science kit will give the user the option to build 12 different models including a watermill, a sawmill, or a hammer mill, to name just a few. The user will be able to explore the power of water and conduct experiments such as constructing a hydroelectric power station that can generate electricity and light an LED. The science kit comes with a 32-page direction manual with step-bystep instructions.
Explore some of the other products by Thames and Kosmos at their website: https://www.thamesandkosmos.com/
Calling all employers
Ad Are you an employer looking for great ways to share your company's new job opportunities for an incredible career in STEM?
Let us help you! Post job openings Connect with qualified candidates Become a featured employer
If you are ready, visit www.ccgjobmatch.com
by Lango Deen ldeen@ccgmag.com
The Family that Works Together The Family that Works Together
Myles Hunter, 22, majored in electronic engineering and technology at Florida A&M University (FAMU) before graduating last spring. During the fall of 2018, he landed a job as a system engineer with Raytheon, a global defense company and technology company, at the Women of Color (WOC) in Science, Technology, Engineering, and Math (STEM) Conference. WOC is one of two major STEM events hosted by Career Communications Group (CCG), Inc. Each year, CCG produces the WOC Conference during the fall internship season, and the Black Engineer of the Year Awards (BEYA) kicks off the spring internship season in February. Recently, we spoke to Hunter, his sister, Tarielle M. Jones, and brother-in-law, Jaron Jones, about their experiences as first-time CCG conference attendees. “I got my job at the Women of Color STEM Conference when I attended in 2018,” Hunter said. “I got to hear about the conference through my advisor. I had spoken to my advisor to coordinate a trip to BEYA with mostly juniors and seniors.”
While at FAMU (2015–2019), Hunter became quite a conference veteran. He was active with the Theta Tau Professional Engineering Fraternity, Big Brother Little Brother, NSBE, and the Institute of Electrical and Electronic
Engineers (IEEE), where he served as president for the 2018–2019 school year. During his tenure, his responsibilities included coordinating the attendance of FAMU students at conferences like the IEEE SoutheastCon, BEYA, and its sister conference, Women of Color (WOC) in STEM. Another first-timer at the 2018 Women of Color STEM Conference was Tarielle M. Jones, 29. She was as excited as her brother Myles to make the most of the three-day event. “It went very well,” Tarielle said. “It was amazing to be surrounded by so many women currently working in industry and
academia. It was comfortable and gave me a nice, warm feeling to know so many of us are out there and doing well. I got to meet a lot of people,” she said. Tarielle not only found the WOC conference engaging while serving as a presenter for a seminar, but she also had quite a memorable experience at the career fair. “Raytheon was the first booth I walked up to,” she recalled. “That day, I also had the panel, so I didn’t get to rush in when they first opened. I talked to a few of the Raytheon employees. They were impressed with my Ph.D. and my D&I work experience,” she said. Two months later, Tarielle started work as a senior multi-disciplined engineer with Raytheon Space and Airborne Systems in Dallas, TX. Much earlier in 2018, Tarielle and her husband, Jaron, then a director of diversity and inclusion for the College of Veterinary Medicine at the University of Florida, had networked at Black professionals’ events in Gainesville, FL. Six years earlier, after earning a bachelor’s degree in chemistry at Norfolk State University in Virginia, Tarielle had gone on to do a master’s degree at the University of Florida, Gainesville before finishing a doctorate in materials science and engineering during the summer of 2018. For her graduate research, she analyzed
porous wafers loaded with retinoic acid for the treatment of glioblastomas after a bulk tumor removal surgery. “Naturally, we were both looking at positions for her and making the best decisions for our family,” said Jaron, a nationally recognized TED speaker. He earned a Ph.D. in leadership development from the University of Florida, Gainesville, after a bachelor’s degree in natural
FOR A FAMILY WITH A LONG
HISTORY OF SERVICE IN THE
U.S. MILITARY, WORKING FOR A
MAJOR DEFENSE CONTRACTOR
IS A WAY TO SERVE AMERICAN
TROOPS. RAYTHEON’S SPACE
AND AIRBORNE SYSTEMS
resources and environmental sciences and a master’s in Agri science education from North Carolina A&T University. A former USDA 1890 Scholar, Jaron said he did a lot of research on hiring companies during conference planning to learn about opportunities. At one local job fair early in 2018, he heard about the BEYA Conference for the first time.
“Once I discovered there were opportunities in HR and not just in engineering, I started to do more research,” Jaron added. “I called my wife and said, ‘Hey, do we have enough funds for travel?’ and I called my brother who lives in D.C. and said, ‘Do you have a couch I could sleep on for the weekend? Because I have a career fair to attend in D.C.’ Of course, he said yes.” In April, Jaron started a new position as manager, diversity and inclusion for Raytheon Space and Airborne Systems, the same business unit his wife had joined more than a year earlier. For a family with a long history of service in the U.S. military, working for a major defense contractor is a way to serve American troops. Raytheon’s Space and Airborne Systems build radars and other sensors for aircraft, spacecraft, and ships. The business also provides communications and electronic warfare solutions and performs research in areas ranging from linguistics to quantum computing. As a diversity and inclusion (D&I) project manager, Jaron oversees the development and execution of annual D&I initiatives that are aligned with key business strategy components. He’s also a co-lead for National Diversity Conferences for Raytheon and responsible for external relationship management with organizations, as well as managing the planning and execution
with cross-functional project teams, including career fair planning with the Talent Acquisition and Engineering departments.
For his part, Hunter had just finished a controls engineering internship at Universal Orlando in the summer of 2018. The then-college senior was set for graduation the following spring, but he was interested in attending another conference to learn more about opportunities in STEM.
Like the women she met at the Raytheon booth at the 2018 Women of Color STEM Conference job fair, Tarielle plans to stay active in recruiting at future hiring events.
“It’s important for prospective employees to see someone who looks like me,” she said.
At his alma mater, an annual trip to the BEYA Conference is a significant event in the calendar year to ensure you get the job you want. Hunter plans to get as many students as he can to BEYA and WOC and keep the connections he made.
Finally, the best part of working with family:
• • • Carpools Apartment hunts/home buying Instant messages about things they all understand Employee events Employee resource groups Talking shop with family.
5 TIPS FOR THE 2020 BEYA-WOC CONFERENCE SEASON
1. APPROACH EVERYTHING WITH CONFIDENCE. “I did that at the Women of Color STEM Conference,” said Tarielle. “I know that I earned my degree, and I know what I know. And I know that I’m very good at what I do,” she said. “At conferences, talk with people,” she went on. “Carry yourself with confidence. Be kind and be yourself.”
2. STEP INTO CAREER FAIRS WITH CONFIDENCE IN YOUR STORY. Reflecting on other conferences he’s attended since he was hired as D&I manager at Raytheon, Jaron says he encourages students to remember that they know their story and resume better than anyone else. “At career fairs, showcase your experiences and show that you can overcome challenges, think critically, and embrace diversity,” he said. “A lot of times, people feel intimidated because they’re in a minority, or the only person of color in a class or a room. You might have that ‘impostor syndrome,’ but that diversity is your strength.” 3. HAVE MENTORS. “They help me understand the dynamics and the big transition from college to the workforce,” Hunter said. “Those Raytheon mentors have always been there to guide me on the right path, elevate, and advise me on steps to be taking now and in the future.”
4. MAKE SURE YOU NETWORK. At the 2018 Women of Color STEM Conference, Hunter just happened to be seated next to a Raytheon employee. After receiving a WOC STEM Award, she encouraged him to stop by at the career booth with his resume. Call it serendipity or luck; just then, his sister, Tarielle, was also talking to hirers at the same booth.
5. EXPLORE Continuing the sentiments of his brother-in-law, Jaron urged students to network and take full advantage of conference workshops, and the spaces in between. “Explore everyone there,” he said. “Remember, you have a goal when you go to these conferences,” he said. “You never know what will spark your interest.”
RAYTHEON PEOPLE
INCLUSIVE. INSPIRING. INNOVATIVE.
Ad Raytheon fosters an inclusive culture that harnesses the power of different ideas and experiences to deliver the innovative solutions our customers depend on. @Raytheon Raytheon.com
Raytheon
WOMEN IN FINTECH CHAMPIONS OF DIVERSITY THE TOP
by Lango Deen and Kameron Nelson editors@ccgmag.com
During the 2019 Women of Color (WOC) Conference, a popular seminar discussed strategies for getting more female talent into the executive pipeline and increasing the number of students in the financial field. As populations become more mobile and services more independent, disruption in technology sectors will evolve at a much more rapid rate. This is especially true in the financial industry, where financial technology continues to be one of the fastest-growing industries, presenting new challenges for future graduates. However, the ever-evolving landscape also offers opportunities in science, technology, engineering, and math (STEM)- focused programs.
WOC fintech career workshops focus on how tech is transforming the financial landscape, examine practical steps that can be taken to keep moving women forward in the industry, and look at how sustaining a distinctive and diverse leadership culture is critical to the success of technology in the financial sector. Earlier in the year, a report by global investment firm Franklin Templeton examined how demographics and technological advances were changing financial services. The study “Automation for the People: FinTech in the Real World” showed how advancements in digital experiences, artificial intelligence (AI), and ledger technology are enabling companies to better meet consumers’ demands for service and support with fintech services. The report defined fintech as a word derived from “financial technology”—which began life as a term referring to the technology employed at the back-end systems of financial institutions. More recently, the report said, its meaning has expanded to include any technological innovation in—and automation of—the financial sector. The report estimated that investment in fintech reached $55 billion worldwide in 2018. The authors expect that trend to continue as demographic and technological trends converge in financial services and technology.
Also, last spring, Women of Color magazine published its last “Top Women in Finance” list of the decade. At the oldest financial institutions, our researchers found women leading diversity and inclusion initiatives. Many employers on the list offer investment banking, loans, credit card services, mortgages, asset management, and insurance to millions of Americans. In the biggest banks in the world, diversity analytics are helping to increase minority representation and developing leaders that look like America.
Joannie Diaz-Balbi Vice President, Diversity & Inclusion Bank of America Merrill Lynch
Joannie Diaz-Balbi is the vice president of diversity and inclusion at Bank of America Merrill Lynch. In her current role, she manages and executes the diversity and inclusion strategy for Global Banking and Markets (GBAM). Diaz-Balbi received her Bachelor of Science degree in finance and economics from Syracuse University.
Shavonne Gordon Vice President, Diversity Recruiting and US Card Talent Acquisition
Iesha Scott Davis is a senior information technology engineer at Bank of America Merrill Lynch. Davis has over 12 years with the bank, where she has helped design intricate models, programs, and systems to help improve organizational performance. Davis has a bachelor’s degree in industrial engineering from the Georgia institute of Technology and an M.B.A. from Emory University. Shavonne joined Capital One in 2001 She joined HR Recruiting in 2014 after years of partnering with the organization to follow her passion for recruiting great talent to Capital One. In April of 2018, she stepped into a role initially leading Tech Talent Acquisition, and now US Card Talent Acquisition, responsible for all professional hiring in Capital One’s US Credit Card organization.
Nancy Nee Senior Vice President Federal Reserve Bank of Cleveland Nancy Nee is a senior vice president in the eGovernment Department at the Federal Reserve Bank of Cleveland, where she manages all aspects of the electronic tax program, including the creation of an end-to-end plan for its development, launch, and operation. She is accountable to the US Department of the Treasury and the Treasury Relations and Support Office for the program’s success.
Evelyn Magas Senior Vice President and CIO Federal Reserve Bank of Cleveland Evelyn Magas is a senior vice president and chief information officer at the Federal Reserve Bank of Cleveland. She is responsible for the strategic leadership of the Bank’s Information Technology Services, Information Security, and Business Continuity functions. Magas began her career with the Cleveland Reserve Bank in 1985 as a bank examiner.
Miho Kusaka Vice President, Senior Engineer in the Securities Division Goldman Sachs Miho Kusaka is a vice president and senior engineer in the Securities Division of Goldman Sachs. She has worked 14 years with Goldman Sachs as a software engineer. Kusaka earned a bachelor’s degree in engineering and a master’s degree in electronical and electrical engineering from Keio University in Tokyo, Japan.
Monica Maher Senior Engineer/Vice President of Cyber Threat Intelligence Goldman Sachs Monica Maher is a senior engineer/vice president of Cyber Threat Intelligence at Goldman Sachs. Maher has also worked for government agencies on cybersecurity infrastructure projects to mitigate organizational risk. In her current role, Maher helps equip the firm with knowledge and tools to measure risk, identify and mitigate threats, and protect against unauthorized disclosure of confidential information for clients, internal correspondence, and their extended supply chain.
Arathi Kalathur Executive Director of IT Organization J.P. Morgan Chase & Co. Arathi Kalathur is an executive director of IT organization at J.P. Morgan Chase & Co. Kalathur has over 10 years of experience with the firm. While at J.P. Morgan, Kalathur has had various roles in application development and program management. Kalathur received her master’s degree in computer applications from B.M.S. College in Bangalore, India.
Jacki Kim Vice President Solutions Engineer J.P. Morgan Chase & Co. Jacki Kim is a vice president solutions engineer at J.P. Morgan Chase & Co. within the Asset and Wealth Management division. Kim has over 15 years of experience with J.P. Morgan. Kim earned a Master of Business Administration degree from Franklin University.
Lorie Valle-Yanez Diversity & Inclusion Executive Head of Diversity and Inclusion MassMutual Lorie Valle-Yanez is the Diversity & Inclusion executive head of diversity and inclusion at MassMutual. Valle-Yenez has over 30 years of experience within the field of workforce diversity. While at Mass Mutual, she spearheaded the design and implementation of MassMutual’s first D&I strategy. Valle-Yanez received her Bachelor of Science degree in organizational behavior from the University of San Francisco.
Swati Singh Senior Data Engineer PNC Financial Services Swati Singh is a senior data engineer at PNC Financial Services. She has over 10 years of technical IT and engineering experience. Singh’s expertise includes big data analytics and solutions, cloud computing solutions, data mining, data processing, database development and machine learning. Singh received her bachelor’s degree in computer science and engineering from the Technocrats Institute of Technology in Madhya Pradesh, India
Imani Herndon Senior Software Engineer T. Rowe Price Imani Herndon is a senior software engineer at T. Rowe Price. Herndon has worked over 10 years with the firm and previously worked for Lockheed Martin. Herndon received her bachelor’s degree and a master’s degree in management information systems from University of Maryland Baltimore County (UMBC).
Melissa Donaldson is the vice president and chief diversity officer for Wintrust Financial Corporation. Donaldson has been in this position for over three years. Her responsibilities include establishing the diversity and inclusion strategy for Wintrust Financial Corp. Donaldson holds degrees from Wright State University, Central Michigan University, and Northwestern University.
Ad
Energy to Succeed
SHARE YOUR PASSION for science, technology, engineering and math when you join our team. From the office to the field to the plant, we’re helping develop strong leaders in Michigan. We’re proud to be:
• 2018 DiversityInc. Top 5 Utilities • 2018 Forbes – The Best Employers for Diversity • 2018 Military Times Best for VETS Employer • 2018 Career Mastered Top 50 Companies For Women
Vanita is the Director of Quality in the Lean Office at Consumers Energy. She also is Chair of the GENERGY Employee Resource Group that focuses on connecting our unique perspectives and generational similarities to achieve superior business results.
Women are making strides in the workforce, moving up the corporate ladder, and, in some cases, breaking through glass ceilings. However, challenges remain. Many corporations, as well as smaller businesses and startups, have been putting an emphasis on barriers to upward mobility and access to involvement for women, pay equity, and the concerns of female employees and female vendors/suppliers.
Following is a list of some companies that boldly report what they are doing to foster a more equal playing field for women.
women workplace A PRIORITY FOR COMPANIES LARGE AND SMALL in the supporting
AFFIRM Affirm, Inc. is a financial technology company that provides “transparent and consumer-friendly payment alternatives to cash and traditional credit.” It was founded with the goal of creating “honest” financial products and services that empower consumers. “Our goal is to revolutionize the banking industry to be more accountable and accessible to consumers,” states its website.
Affirm committed to making diversity and inclusion a priority in 2016 and now has 12 employee resource groups (ERGs) designed to “help foster a vital sense of inclusion and belonging in the workplace,” according to one Affirm ERG member. Among the ERGs at Affirm: Immigrants at Affirm, Blacks at Affirm, Latinx/Hispanic/Chicano, LGBTQ, Jewish, and Women. The company’s 2018 Diversity & Inclusion Report stated that “Technology and finance have traditionally been maledominated industries and achieving representative parity for women continues to be one of our biggest goals as we grow.”
The company states that to proportionally increase its number of female employees, it has examined its hiring pipeline and recruiting efforts and come up with ways to infuse even more diversity, “particularly when recruiting recent grads in engineering.”
ALLIANZ With 1,800 employees, Allianz is a provider of retirement solutions including fixed and variable annuities and life insurance for individuals. “To do what matters means giving employees the tools and opportunities they need to create innovative, industryleading products, to discover and embrace new trends, and to strengthen the customer experience,” is stated on the Allianz website. “As a company it means creating a culture that is inclusive, where doing the right thing comes naturally, and promoting an environment that develops talent, seeks excellence, encourages smart risks, and recognizes and rewards people for their performance.” It offers several Ergs including women, military, and LGBT groups. Allianz, rated by Fortune magazine as one of the 100 Best Companies to Work For, states that it is “committed to creating positive employee experiences. We offer programs such as Work Well, Women Sponsorship, Challenge Accepted, and Allianz Pride. We also empower employees to create networks.”
AMERICAN EXPRESS On its website, American Express indicates that women make up more than half of its global workforce. “Additionally, nearly 20 percent of our Board of Directors are women, and more than 40 percent of our Executive Committee are women,” the firm states. The firm offers a bi-annual Global Women’s Conference, which in 2018 brought together nearly 200 senior women and male allies from around the world to discuss leadership, ambition, culture, and ways to continue to elevate and empower women across the company. American Express offers 16 employee networks reflecting the diversity of its workforce including:
• Black and Asian Network • Christian Network • Muslim Network • Women’s Interest Network • Women in Technologies Network “Inclusion and diversity are at the heart of the American Express culture. Providing an environment where every colleague can be themselves, embrace differences, and truly feel included is something we’re very proud of and continue to work on every day as the world continues to evolve. When our colleagues feel supported and thrive, we all win,” states Sonia Cargan, chief diversity officer for American Express.
BLACKSTONE Blackstone is a leading investment firm with more than 2,500 employees in 24 offices worldwide. Its portfolio companies employee more than 360,000 people across the globe. Blackstone’s Women’s Network (BWN) is designed to “recruit, develop, and retain talented women” and create a strong community of female professionals within the firm.” BWN provides a platform for “female employees to connect globally and access career development tools firm-wide.” Also, the company has established BX WIN, described as an “innovative program designed for incoming professional women at the analyst and associate level across the globe to create a critical network across Blackstone. Each class is partnered with senior sponsors and team leaders who regularly meet with participants throughout the year.” Blackstone’s Future Women’s Leaders Program “brings a high-achieving group of sophomore women to Blackstone’s New York and London office each spring to give participants early exposure to finance and business through interactive information seminars, networking, and critical skill-building sessions.” The program is open to sophomores and second-year university students who are interested in exploring careers in the financial services industry.
JPMORGAN CHASE & CO. JPMorgan Chase & Co. is a global financial services firm with assets of $2.5 trillion and operations worldwide, according to its website. “Nothing is more vital to the long-term growth of JPMorgan Chase than our ability to attract and retain talented and dedicated employees,” said Jamie Dimon, chairman and CEO of JPMorgan Chase & Co. The firm proclaims that 20,000 of its colleagues belong to more than 70 business resource groups within the company. “These groups foster leadership and networking opportunities and advance the firm’s commitment to diversity and community involvement,” states the website.
One of those resource groups at JPMorgan Chase & Co. is the Women’s Interactive Network, which provides access to tools that enable the “successful development, advancement, and retention of women at all levels of the firm.”
PAYPAL PayPal’s digital payment platform is dedicated to “better ways to manage and move money” and offers choice and flexibility when sending payments or getting paid. It reports to have 227 million active account holders. PayPal stresses that empowering an open and diverse workplace is one of the tenets of its foundation. “Diversity is the catalyst of innovation,” states PayPal on its website. “We’re committed to empowering talented people from every background and perspective to thrive.” The company states that it actively supports employees through its diversity and inclusion communities. “Through Unity, a PayPal affinity group of women and men working together to create more opportunities for women at PayPal, we are focused on gender equality and gender balance.” Founded in 2007, Unity is described as “helping women thrive, provide them with growth opportunities, and help the next generation explore the world of technology.”
WELLS FARGO Wells Fargo is a diversified communitybased financial services company with $1.9 trillion in assets, according to its website. It provides banking, investment, and mortgage products and services as well as consumer and commercial finance. The company has approximately 261,000 team members in 7,000 locations. “We continue to focus on building a diverse pipeline of candidates for positions at all levels of the company, including leadership positions and promoting diversity and inclusion awareness through education and training,” states the company’s website. “In 2018, more than 44 percent of our U.S. workforce was ethnically/racially diverse, 57 percent of our U.S. workforce was female, and 8,380 team members selfidentified as military veterans.” Wells Fargo offers employees the opportunity to participate in team member networks and has 10 networks including Middle East Team Member Network, Native Peoples Team Member Network, and Women’s Team Member Network. The firm also recognizes that womenowned businesses are among the fastest-growing segments of small businesses. Wells Fargo teamed up with STEM Connector for the Million Women Mentors Entrepreneurship Initiative Mentor Program. This oneyear business development program pairs female owners of well-established small businesses with accomplished executives who serve as mentors to help female CEOs strengthen and grow their businesses.
WOC Digital Video Connection
We understand that our future is tied to the success of diverse talents and future leaders of innovation and technology. And to develop the world’s most advanced systems, we need the contributions and talents of all employees.
Learn more at lockheedmartin.com/diversity
TM
Ad
TEEN ENVISIONS Ridesharing Safety App
Those with a negative impression of Generation Y—who think they lack drive, focus, and ambition—probably haven’t met Moria Bowman. The 14-year-old came up with an idea for an app to make ridesharing safer for passengers, and a version designed specifically with the safety of girls and women in mind. Bowman said she started working on the idea for the app in June after learning about and growing concerned about passengers and drivers who end up in dangerous situations and women who are sexually assaulted during ridesharing. The ninth grader who is homeschooled said she uses ridesharing services “every now and then,” and that the transportation service can be dangerous. “Sometimes I hear about these sexual assault cases, and that’s scary,” said Bowman. On its website Zinger is described as “the fast, affordable and secure way to ride.” Bowman said male and female drivers with the best reviews and driving records are recruited and made available to rideshare users via the Zinger app. For a more selective experience, there’s Zinger SAFe, which allows female passengers to select only female drivers with good reviews and driving records. Zinger drivers are screened, and “the best of the best” are chosen, she said.
Bowman shared her idea with her father, Matt Bowman, a retired Army lieutenant commander, who she described as having “lots of connections.” Matt Bowman said his daughter has a history of enterprising efforts including involvement in Girl Scouts projects and creating a video and digital content for Black farmers in Florida. “Even though she is my daughter, she is a person I admire for her smarts, focus, and interest in solving problems,” said Matt Bowman, adding that he’s “always amazed” by Moria’s views and concerns. “We are working with people from around the world—Africa, UK, Europe, India, America,” she said. She credits Wale Abba as the programming expert who brought the app to life. In November, Zinger and Zinger SAFe were released through Google Play and Apple’s app store. She estimates that the free app has been downloaded about 100 times as of early January 2020. “We have integrated safety into your Zingerapp experience, and this goes beyond your trip, from latest technology to rules and guidelines with the goal of making your trip a pleasant one,” states the Zingerapp website. The service has been in test mode in Gainesville, FL, with planned rollout in the first quarter of 2020.
Sonia Kumar, chief operating officer of Zinger, said after getting a foothold in Florida, the company plans to make the app available throughout the region before moving on to other states. “My vision has been clear from the beginning…to help women and other individuals feel safe,” said Kumar. “From the beginning, we want our riders and drivers to feel safe.” Kumar said drivers are put through a vigorous review. “We give our drivers the best company culture, so they feel supported, so they know they are not alone,” she said. In addition to background checks and review of driving records, Zingerapp also conducts ride-along with prospective drivers and requires participation in driving refresher courses. Kumar added that working with a young entrepreneur like Moria has been inspiring. “She may be small in stature, but she has a huge idea that will help the whole nation,” said Kumar. “It’s very commendable for a teenager.” Moria currently has her future ambitions focused on pursuing a career in health care—possibly in nursing, anesthesiology, or pharmacy. “I like helping people,” she said.
Three Qualities That All Great Leaders Possess
Any great CEO will tell you that leadership is about more than just talent. After all, just being skilled and knowledgeable about your industry doesn’t mean that you have what it takes to lead a team to success.
No, to be a great leader, individuals must possess a few other traits. They must have a vision and be able to inspire those around them to pursue that vision. They also need to have a strong set of core values to guide them when the road ahead feels unclear. So, if you’re hoping to climb the ranks of your industry, you’ll need a fair amount of technical know-how. And you’ll have to be savvy to the inner workings of your organization and industry. But if you want to be a truly
effective leader, there are a few more traits you’ll have to possess. Integrity
Good leaders have a solid
moral compass. They know
what’s right, what’s wrong, and where the lines are that they’re unwilling
to cross. They use their values to motivate and inspire the people around them. It’s this sense of integrity that allows great leaders to garner respect from their co-workers. “When people see that you’re genuine and that you have values, you’re going to get more out of them,” says Brenda Johnson-Turner, director of real estate for the U.S Army Corps of Engineers, “They might not even be your best friend, but they’ll respect the fact that you The best leaders are people who others enjoy being around. When we enjoy working with someone, we’re far more likely to trust their instincts and follow their lead.
care.” And as she points out, it’s important to have people in your corner if you want to accomplish your goals as a leader. “I have a plaque on the wall of my office that says, ‘People First,’” she says, “The mission is important, but you need people to deliver that mission. Without them, you’ll never get anything done.” Conviction It takes a lot of work to achieve a leadership position. By the time you find yourself in a managerial position, you’ve probably spent years, if not decades, working toward it. So, you should be proud of your skills and confidence in your abilities, even if there are people around who doubt you.
Dr. Kelley A. Peatross, retired superintendent and current regional community affairs manager for Consumers Energy, says that as a woman of color, she’s often felt that the odds were stacked against her. “As a woman, I have to be three or four times better than my counterparts,” she says, “And women of color have to be even better than that. We have to work harder than everyone else.”
Yet, Dr. Peatross acknowledges that her three decades of working against the odds have equipped her to lead other women in the same situation. “I’ve spent most of my career working with people who don’t look like me,” she says, “So I’m good at navigating the game, and I can navigate it well. I try to inspire and teach others to go forward and play that same game.” Charisma The best leaders are people who others enjoy being around. When we enjoy working with someone, we’re far more likely to trust their instincts and follow their lead. That’s why charisma is such a valuable quality for leaders to possess—charismatic people can inspire action in the people around them. They’re able to instill a sense of purpose and motivation in the folks they work with.
“People need to see that you’re real, that they can touch you,” Dr. Peatross says, “If you build that type of relationship with the individuals around you, there isn’t anything they won’t do for you.”
Left to right: Aracely Godinez, Regional Marketing Director, Global Leasing, The Boeing Company; Kelley Peatross, Regional Community Affairs Manager, Consumers Energy; Brenda Johnson-Turner, Director of Real Estate, USACE; Shanna Sarsin, CEO, Sarsins LLC
When we think of charismatic leaders, we often picture confident, funny people with strong public speaking skills. But author and public speaker Shanna Sarsin points out that charisma also involves a fair amount of humility.
“When you’re humble in leadership, people are drawn to you,” she explains, “They want to work around you.”
So, as a leader, you should never take your position for granted. A sense of gratitude will help you remain gracious and kind to the people around you.
“Every night, I write down the things I’m grateful for,” Sarsin says, offering a piece of advice to new and aspiring leaders. “That puts me into a good space, which resonates with my team. If nothing else, they know that I genuinely care about them, and that’s the best charisma I can bring to the table.”
