The Out & About Blog Spotlight Series elevates insight from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

For this week’s spotlight, we interviewed Marianela Collado, CEO and Senior Wealth Advisor at Tobias Financial Advisors in Plantation, Florida.

What made you decide to pursue a career in finance?

I was taught early on about the importance of saving and planning. It was drilled into me. My mom would always say, “I don’t care how much you make, you need to save.” I remember seeing my parents struggle at some point. They would always come to me with questions on what to do with this issue or that, and that shaped me. Don’t make fun of me but I started keeping my personal books when I was 15 and buying stocks on my own (without a broker). I realized I wanted to help people solve issues whether that is with tax or overall financial planning. The more complex, the more I enjoy it.

What part of your work gives you the most satisfaction?

I think there are several aspects of my work that provide satisfaction. Hiring and fostering a team of highly-qualified, diverse professionals in an industry that has typically not showcased diversity, is a major point of pride. Our team members collaborate daily with a vested interest in what will best serve our clients. I believe that their diverse perspectives, backgrounds, and credentials are a huge asset to the clients we serve.

As well, working with people to identify their financial goals, being alongside them on the journey, and celebrating the achievement when a goal is met, fuels my passion for financial planning. There is no better feeling than being a part of someone achieving their dream.

What needs to be done to diversify the financial services industry?

First and foremost, I think firms need to make it a priority. Our world and our local community is filled with diversity. Therefore, a firm’s team members should be a true reflection of the individuals it hopes to service. I think when interviewers conduct a job interview with this mindset, it helps to refocus and appreciate the need for diversity within an organization.

What advice would you give financial professionals just beginning their career?

The best advice is to persevere and remain committed to your goals. Follow your passion and surround yourself with people who make you better. Look to work with a team that you can learn from and grow with. There is no substitute for hard work and it does eventually pay off. Take risks as each failure or success will provide essential learning opportunities to further your path in your chosen career. Stay steadfast in your optimism as this positivity is much needed in the financial service industry.

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If you enjoyed this spotlight, please share this post and follow the links below.

• Website: tobiasfinancial.com 
• Linkedin: linkedin.com/company/tobias-financial-advisors-inc/
• Facebook page: facebook.com/tobiasfinancial

The Out & About Blog Spotlight Series elevates insight from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

We had the honor to interview Sheena Gray, Executive Director of U.S. Wealth Management Diversity and Inclusion Lead at JPMorgan Chase & Co. In this role, she has been able to have a huge impact on the leaders across the organization. She helps to train and equip them to create an inclusive environment and identify unconscious bias so that employees can come to work and be authentic every day. 

She says that fostering an inclusive environment is just how they do business. Period. It’s not just checking off a box. Diversity is broader than just race or gender; it includes diversity of thought, educational backgrounds, socio-economic backgrounds and more. This variety of talent brings a rich culture to her organization and allows employees to better relate to and serve their clientele. Because of this culture, she personally feels like she can show up and be her authentic self at work too. She shares that though big strides have been made, there is still a lot more work to do in the financial services industry. It starts with each individual being aware of the issues at hand and making a conscious choice to be a part of the solution. Once that happens, there are a multitude of tools, resources to help support that mission, and that is where her role comes in.

She shared a quote from Vernā Myers that says, “Diversity is when you’re invited to the party, but inclusion is when you’re asked to dance.” At her Chase, she wants to make sure that her employees are always asked to dance. 

Click here to watch the full interview with Sheena Gray.

If you enjoyed this spotlight, please share this post and check out the resources below. 

• JPMC Diversity and Inclusion: about.jpmorganchase.com/about/people-culture/diversity-and-inclusion
• Main website:  www.jpmorganchase.com

Other interesting links:

• Barry Simmons in Savoy: JPMorgan Chase Names Barry Simmons as Eastern Divisional Director for its US Wealth Management
• Business Barron’s: There Are Still Values in Tech and Health Care. How J.P. Morgan’s Tracey Gluck Finds Them

Press articles:

• Forbes Advisor
• Spotlight Barron’s 2020 America’s Top Women Advisors – Features our own Liz Weikes from JPMS

Webinar:

• USWM Webcast: Overcoming Adversity – webinar event

Social Media Links:

• Contact Us
• Chase Facebook
• JPMorgan Chase Facebook
• Twitter - Follow Us @Chase
• Twitter - Follow Us @jpmorgan
• JPMorgan Chase LinkedIn
• Chase LinkedIn
• J.P. Morgan LinkedIn
• Chase YouTube Channel
• J.P. Morgan YouTube Channel

INTERVIEW TRANSCRIPTION

Lauren (00:12):
Hi and thanks to everyone for watching. So today we're very excited to have Sheena Gray join us. She is the Executive Director of U.S. Wealth Management, Diversity and Inclusion Need at J.P., J.P. Morgan and Chase and Company. So she has a very incredible background and we're excited to not only hear about her background, but how she got to her role that is focused on diversity inclusion. Then also, we will talk a  little bit more about what Chase is doing to support diversity inclusion efforts, as well as just inspiration for the next generation, who are looking to get into this financial services space. So, I've said enough, Sheena, now we will let you take it away. So can you just share a little bit about what brought you to Chase and really how you got into financial services in general?

Sheena (00:59):
Sure. So I actually started out my career as a bank teller at the age of 14, and it was a great program that was implemented by my high school. And I had the opportunity to work with a phenomenal financial advisor who worked in the branch, and did an awesome job at selling if you will, the opportunity to work for a bank. She actually served as my mentor throughout college and throughout my high school career. And she shared with me all of the strategies and the things that she learned in her own personal life to help her build her personal wealth. And then how she talked to her clients. 

Initially for me, I wanted to go to school and be an attorney, and that was my primary focus. But after continuing my relationship with her I have the opportunity to see her growth and see her succeed in her current workspace. And then that motivated me to kind of pivot and change my career path. And that's how I had the opportunity to go into the financial services industry. Initially, I started as a financial advisor outside of JP Morgan Chase, and then I entered the firm, with the sole focus of going into leadership. So I started out at the bank managing branches. And then after doing that as a people leader for the last 14 years, I landed in the role of diversity and inclusion for U.S. wealth management.

Lauren (02:24):
Oh, that's wonderful. Can you share a little bit more about what your role looks like and how Chase is leaning into the efforts around diversity and inclusion?

Sheena (02:36):
Sure. So in my current role, as it relates to diversity and inclusion, it's our job in the current space that I sit in to ensure that our U.S. wealth management employees are in an inclusive environment and that we are retaining and attracting diverse talent. So, many of the initiatives I help drive in this diversity and inclusion space for JP Morgan Chase are geared towards our diverse and primarily our black population of advisors.

Lauren (03:12):
Very good. Can you share a little bit more about the types of initiatives that Chase is taking to fulfill that mission? So either specifics around training for hire, you know, around training or hiring or initiatives that you're doing that work to continue the communication?

Sheena (03:33):
Sure. So like all DNI leaders, there's always training. We always have training for unconscious bias. We always want to make sure that our employees are fully aware of bias that can be present. And most importantly, that our employees and our leaders are treating our employees fair. But one of the things I really like about our firm is we don't stop there. We encourage our leaders to understand that having an inclusive environment is how we do business, right? It's not just a check of a box. We want to make sure that every conversation we have with our employees, we make sure that our leaders are equipped with all the resources and tools that they need to have those courageous conversations with their teams and that they explore and continually increase diverse representation at every level. 

And that's one of the things I like most about the career path that I've kind of landed in over these last few months is I get an opportunity to make such a huge impact. Not only in the U.S. wealth management space, but with other leaders across the organization. Because we all work together. We love to say we're all one Chase, we're all one big family. And when it comes to making sure that we make our employees feel like they belong, we all work together to make that mission happen.

Lauren (04:57):
Very good. And then for, you know individuals that are just getting their career going that may want to jump into this space, what advice would you give to them?

Sheena (05:10):
I would say be open to the fact that the financial industry is not just about being a banker anymore, right? There's so many different roles and career paths that are available. And I think that so many college students look at the bank and they think that there's just one track. We have so many fields and opportunities available as it relates to the tech space, digital space, operations... um there are so many moving parts that have to come together to ensure that the advisor is able to make a great recommendation for their client. 

I feel like when I look at some of the college students that I mentor, and some college students that are in some of the organizations that I support, I don't think that they look at the financial industry as the top field to go in. And when I think about what's going on in the world today, and I think of how we all had to pivot over the last few months, as we have turned to working remotely in this COVID season, and we all have to have a better work life balance. Working in a financial industry will give you the opportunity to have that balance. 

I can speak for myself as a mom of four and as a leader in diversity, right. I mean, who would have thought that I'd be working at a bank in diversity? When I think about the conversations that I've had with my daughter, when she asks, “Mom, what do you do for a living?” You know, she just assumed that I was a banker. I saw her, you know, do a presentation at school about her mom. And she says, my mom's a banker. I'm like, “ I'm not a banker, where'd you get that from?” Right, because I work at a bank, that's her association, right with banks. 

And so what I would tell a young person going into the field is first find a mentor within Chase, someone to sponsor you, someone to kind of show you the rules of the road, if you will, and help encourage you to find the best career path for you. And we have great people in our team that do just that. Ask questions, check LinkedIn, to see if there is someone who is currently at your university that has graduated from your university, works at Chase that could help kind of provide you a good path on what you need to do next. And then lastly, I would say just, just always remember that this industry is definitely where you want to be. We offer the same flexibility that so many other industries offer. Um but what makes this one most unique is that working in the financial industry allows and affords you the opportunity to learn how to increase wealth in your own household, because this is what you live and breathe and do on a daily basis. It makes it easier for you to catch on and then share with others in the community and in your homes.

Lauren (08:01):
Yeah, that's really good. That's really good insight. And that's so true when you're exposed to more information and knowledge, it makes you smarter. So then you can actually apply that and then you can support, like you said, your community as well. And you make a great point too about it not just being an industry to sort of overlook, but they're really looking a little bit deeper that there's a lot of opportunities there.

Sheena (08:25):
Definitely, you know, I think about my childhood growing up. I grew up in a household where we didn't talk about money. I grew up in a household where we didn't have a financial advisor. I didn't see my parents sit at the table, planning for their retirement or for our college, even. “ I was just told you better get a scholarship if you want to go to school.” And so look at the opportunities that have been afforded to me. And I'm so grateful that I'm able to share what I've learned with my daughter helping her open her first bank account at 13 years old, helping her buy stock, you know, at the age of 10. So the things that I've learned as a financial services professional, I'm able to not only show her, but then she'll share that and pass it to generations to come. And it just goes, you know, it's cyclical from there. So it's important, especially in the black community, to make sure that we represent the importance of financial services because increase in black wealth is so important. And having those conversations in the household, I mean they're necessary.

Lauren (09:34):
Absolutely. Yeah, so good. And in your role, you know, you've been in this space for some time. You've seen a number of different sides of the industry. And now you're, you know, really in a unique position where you can sort of see that, that umbrella view, I would assume. And talking about those strategic conversations and from your perspective, what do you feel like needs to be done in the financial services space to really, ensure that diversity and inclusion lives and breathes throughout not only everything that you're doing at Chase, but then outside of Chase at large?

Sheena (10:12):
I think as financial services leaders, we have to be culture keepers. We have to make sure that our culture is one that breeds inclusivity. We have to make sure that we have a culture that makes folks feel like they belong. And I think that's what sets JP Morgan Chase apart from the rest. I can come to work and show up and be who I am every single day. And I think over the years in coming from a regulatory environment, which I have been in the last seven years, which is very, very different from what I do now, I can honestly say that I appreciate working in this diversity space and just being able to not just follow the rules of the road, but make a huge impact in how we treat not only our employees, but also our clients, because we want to make sure that, you know, we like to say here at Chase, a happy employee is a happy client, right? So it starts at home. We have to make sure that our employees are well taken care of. We have to make sure that we not only attract talent, but we also retain the talent that we have. So as financial services professionals, we definitely have to do a better job,at making sure that our culture is inclusive. 

There is a Vernā Myers  quote that says, "Diversity is when you are invited to the party, but inclusion is when you're asked to dance." So I want to make sure that at our firm, that you're being asked to dance and that you understand that diversity is not just about race, it's not just about gender, right? It's also about a diversity of thought and where you went to school— all of that matters, right? So I think that as a firm, if we continue to lead with the “I” in inclusion, I think we'll be successful and I think across the board, in the financial industry, we all have to do the same. I mean the numbers don't lie, so we all know that we have work to do, right? So it just has to start with you. It has to start with what you believe, how you show up, and most importantly, how you foster an inclusive environment.

Lauren (12:26):
It's so, so good. It's inspirational hearing you share that. I love that quote too. So what upcoming initiatives do you have going on at Chase that would be good for those listening to know about?

Sheena (12:42):
So a few things. So, as I mentioned before, we want to make sure that our employees have mentors, right? Success has been proven when you have someone that is outside of your four walls. So we're now in zoom, right? So someone outside of your box, your Zoom box every day, that is truly leaning into you, supporting you, encouraging you and just being a listening ear. 

So we have provided for our diverse employees, mentoring circles. With the mentor and circles that we've started, they're led by our black leadership forum participants. And those particular leaders are sharing that when we have brand new employees start with our firm, that they have the support that they need to be successful and make sure that we continue to train those mentors and equip them with everything that they need so that they are quality mentors, if you will. 

We also have extended memberships for the association of African American Financial Advisors that's one of our partners that we have, and we make sure that our members who not just our members, but our financial advisors hold those memberships and that they partner with organizations that they can network with and help build their professional skills. 

The third thing that we've launched here at JP Morgan Chase is a partnership with the CFP Board's Annual Diversity Summit and the primary purpose of partnering with that summit is to increase diversity representation within the wealth management industry and ensuring that our advisors have the opportunity to obtain their CFP. And that's something that the firm actually sponsors for our advisors as well.

Lauren (14:26):
Wonderful. Well, thank you for sharing those and we'll include the links below and the additional resources for the various initiatives that you all have going on or are sponsoring. As we're wrapping up here, is there anything that you would like to close with or share in reflection from our conversation today?

Sheena (14:46):
I would say, you know, one of the things that we model here at Chase is that we want to make sure our employees feel like they belong here. And if I could give any advice to any young professional looking to start a new career, I would say JP Morgan Chase is definitely the place to go. And not just because I work here, but because I grew up here. When I think about the last 14 years of my life, I grew up at JP Morgan Chase. The relationships and networks I have built have made me who I am, and not only have they made me who I am, but I'm able to also pour out to others and share the things that I've learned. And it goes right back into that full circle. And I see so many of my colleagues doing the same. I would definitely say, this is the place you want to be.

Lauren (15:40):
Wonderful. Well, thank you so much for sharing a little bit about your background and insight. We really appreciate your time and we look forward to continuing the conversation.

Sheena (15:53):
Thank you so much, Lauren.

Lauren (15:55):
Alright, thanks.

At Out & About, we love a good story. And we love sharing stories. Here’s the story of Sam Christopher, Video Production consultant who produces videos for our clients. He knocks it out of the park every time with his production skills—and shares our passion for telling stories that leave an impact. Get a little glimpse into his life and what inspires him by watching the video below.

Every so often, a company comes to us to explore a rebrand, which typically involves questioning its name, logo or identity, and any other assets associated with it. We often see businesses wanting to do rebrands when a merger or acquisition closes, or when their brand feels dated and needs an upgrade.

A rebrand usually starts with looking at the company name. Naming isn’t easy. We lead clients through a variety of exercises to understand their short- and long-term goals before we start to brainstorm names. Then, we often put together a long list to whittle down concepts before we pick the new or updated name.

If you find yourself going through a rebranding exercise and are in the midst of identifying that perfect name, you’ll want to do your due diligence, as follows:

• Do a business search to see if the name is being used anywhere else. ( Go to https://businesssearch.sos.ca.gov/.)
• Do a trademark search. (If you’re in the U.S., go to https://www.uspto.gov/.)
• Do a Google search— in English, Spanish, and other languages that could impact your target market.
• Search social media handles (especially Twitter and Instagram). If you're leaning toward a few names, create the social accounts so you can hold on to them.
• Check for the domain name availability. (Go to https://www.godaddy.com/domains/domain-name-search.)
• Check Urban Dictionary. It’s good to know if your name has an  unexpected meaning.

Also consider:

• When googling, consider your competition so you stand out. (You want to be different, but not too different.)
• Make sure your name is easy to pronounce.
• If you include a location or element in your name (like "coastal waves"), it can limit your geography, etc. This could be good or bad depending on your strategy.

Once you’ve secured your name, the next step is to look at your brand identity. This includes your logo, brand style, and brand voice guide. From there, you usually prioritize updating key marketing collateral and your website. All this will eventually lead to a brand launch, where you promote your rebrand on social media, with advertising outlets, and in your physical workplace. See the CCMI rebrand story for an example.

Bottom line, start with your business strategy and let that be the foundation that leads into your brand name, identity, and all your marketing. Have questions? Don't hesitate to reach out to discuss the ins and outs. 

The Out & About Blog Spotlight Series elevates insight from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

For this week’s spotlight, we interviewed Susan Weiner, Boston-based editor of the NAPFA Advisor, writer-editor, and writing coach for investment and wealth management firms. 

What made you decide to pursue a career in finance?

I never thought earning a doctorate in Japanese history would lead me to a career in finance. However, I realized by the time I finished my degree that I didn’t want to teach in a university. I learned about other history Ph.D.s who’d used their analytical and writing abilities to become portfolio managers or analysts, so I started the CFA (chartered financial analyst) program. While studying for the test, I landed a job working for an institutional asset management firm with Japanese clients. I’ve also worked for a bank-owned investment management firm and a weekly trade publication about the mutual fund industry. Along the way, I realized I enjoy taking complex subject matter—like Japanese political history of the 1930s or technical financial topics—and making them clear.

What part of your work gives you the most satisfaction?

I work with smart people who have interesting ideas, but lack the time or skill to put them into persuasive writing. It’s rewarding to help experts’ ideas get the recognition they deserve.

I typically serve as a ghostwriter or an editor. However, to help firms with smaller budgets, I offer classes, coaching, and a book, Financial Blogging: How to Write Blog Posts That Attract Clients.

What needs to be done to diversify the financial services industry?

I collected some great ideas from NAPFA members in my editor’s column on “How advisors can fight racism.” As those members suggested, people who work in financial services can make a difference as individuals by talking about the topic, educating themselves, and building relationships with individuals from diverse backgrounds. It’s also important that firms work to serve diverse clients, and to recruit and retain diverse employees, advisory boards, and vendors. This is just the beginning.

What advice would you give financial professionals just beginning their career?

Learn to communicate well. Of course, I think they should learn to write well. The world’s best ideas don’t mean anything if you can’t move people to act on them. Whether you’re writing an equity research report, a marketing email, a resume, or a blog post, good writing will boost the impact of your ideas. Because I teach writing workshops and do coaching, I’ve met some very smart investment professionals whose careers have been held back by their weak writing skills.

In addition to writing, good oral communication and presentation skills are important. For example, don’t do what I did when I first taught How to Write Investment Commentary People Will Read. Back then, I read my slides word-by-word. After some tough love, I invested in working with a speaking coach, and now I use my slides as prompts.

Is there anything else you would like to add?

In my spare time, I enjoy bicycling and growing flowers in my shady garden. One of my favorite trips was a bicycle and barge trip from Amsterdam to Brussels. Bicycling has worked its way into several of my blog posts about financial writing. I should look for gardening analogies to work into future posts.

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If you enjoyed this spotlight, please share this post and follow the links below.

• Website: investmentwriting.com/
• Linkedin: linkedin.com/in/investmentwriting/ 
• Twitter: twitter.com/susanweiner

Branding is an area in which many financial services firms fall short. I'm sure you can think of a website you love to go to. You may think, “wow, I can feel the company culture, and I haven't even talked with anyone from the company.” Or you may think, “This is a place I want to work. It represents itself so well.” I bet you can also think of some examples of really poor brands. We've all seen dated websites that are hard to navigate. Or walked into an office that just doesn’t feel put together. 

Branding, unfortunately, can get a bad reputation. A lot of financial companies often think branding is just a logo, business card, and letterhead. In fact, your brand is every touchpoint anyone has with your company. It’s your office space, your website, and how you talk about your company. It’s also your LinkedIn posts, your ad placements, where you show up, and more. All this is a representation of your brand—and how others perceive you and your company.

We can all think of great examples of amazing brands. Nordstroms, Starbucks, Whole Foods, and Coca-Cola are a few affluent and clear brands—but they did not get to where they are today overnight. We want to let you in on a little secret sauce. Branding is not something that comes easy. And branding and marketing as a whole actually entail plugging into a greater business strategy. 

We believe branding is so essential, it's actually one of the first things we pinpoint before we start any engagement. We start with a strategy session to understand your company's goals at-large. We as some tough questions, including:

• What's unique about your company?
• How is working with your company different from working with your competition?
• How would your clients describe your company?
• What do you stand for?
• What do you stand against?
• What do you promise to your clients and prospects?
• Who is your target market?
• What are your strengths, weaknesses, opportunities, and threats?
• What are your short- and long-term goals?

These kinds of questions help us better understand your brand promises and what makes your company different. We really want to understand not just where you are now, but where you want to go. This will help to shape the tactics and at-large brand strategy. 

In short, underpinning any strong brand is a clear business strategy and target market. Without this, your team, clients, prospects, and referral partners won’t have clarity about what you do and what you stand for. As a result, your growth will be stunted, the public will be confused, and your marketing efforts will be watered down.

Once you know and understand your target market, it will make it a lot easier to identify your unique selling proposition (USP). You might be wondering what your USP is and how it will benefit your company's growth. It’s simply one thing your company does better than anyone else. Once you identify your USP, it will help differentiate your company from the competition and help you to scale.

Many financial services companies haven't thought about what their unique selling proposition is, so when we ask them, “What makes you different?” we hear a lot of responses like:

• We provide excellent customer service
• We have a unique way of selling a problem
• We don’t have any competition
• We have a great team

These are all great attributes, but you have to get more specific to ensure you are creating a great experience for your clients with every touchpoint, from your website and office space to the person answering the phone.

For example, take a company outside financial services—Nordstrom. Many of us know Nordstrom for its outstanding customer experience. When you go to Nordstrom, you can count on the space being organized. It's clean, returns are very easy, and it has a great selection. You know you're going to be taken care of at Nordstrom. Time and time again, it has proven to offer a uniform experience. It, therefore, has done an amazing job pinpointing its USP—and its team ensures you feel that unique difference at every single touchpoint, from entering the store to opening a package mailed from it. This is just one of the reasons why Nordstrom has grown leaps and bounds—it has a clean and targeted message. It knows its target and has aligned its USP to match.

• Here are some other examples of strong USPs. Remember, a USP is more than just a slogan—it’s a promise.
• FedEx Corporation. When it absolutely, positively has to be there overnight.
• M&Ms. The milk chocolate melts in your mouth, not in your hand.
• DeBeers. A diamond is forever.
• Domino's Pizza. Fresh, hot pizza delivered to your door in 30 minutes or less or it's free.
• Dollar Shave Club. Affordable blades to your door.

Now it’s time for you to identify your company's USP, align it with your target market, and ensure it's embedded in everything you do. This is the key to scaling your business this year and continuously year after year.

Want to know how Out and About Communications is set apart from the competition? Read The Cookie Cutter Conundrum to see what we’re all about, and don’t hesitate to say hello. We’d love to get to know you and help you understand your USP.

The Out & About Blog Spotlight Series elevates insight from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

For this week’s spotlight, we interviewed Michelle Donovan, partner/ referral and business coach for financial advisors at Productivity Uncorked in Houston, Pennsylvania. 

What made you decide to pursue a career in finance?

I am not a financial advisor, however I understand them inside and out, especially female advisors. I chose to become a referral and business coach about 18 years ago. At the time, I was coaching general entrepreneurs like myself and began attracting more and more advisors as clients. I quickly realized how much I enjoyed working with advisors because I saw a direct parallel with what we both bring to our clients.

Advisors work hard to help their clients reach their financial goals and make their dreams become a reality. I do the same for my advisor clients. I help them surpass their personal best and develop their own financial security. Advisors build trust with their clients and become their confidant and guide. Coaches do the same, often tightly holding industry secrets in their “vault”.

I also chose to niche my practice as well about 10 years ago. Since then, I market to and only serve financial advisors with a specialty in supporting female financial advisors. This experience has given me the opportunity to help numerous advisors to also niche their practice. For some examples, I’ve helped clients develop niches to serve blue collar workers in agriculture, equestrians, Generation X, small business owners, LGBTQ+, creative entrepreneurs, divorced individuals and widows.

As a coach for financial advisors, I also bring a unique set of skills that enable me to help my clients become better listeners and communicators with their clients. I am a trained facilitator in DiSC behavioral styles, I have a Master’s degree in Adult Education and I have completed a “Neuroscience Approach to Coaching” certification program.

What part of your work gives you the most satisfaction?

As a coach, I get the most joy when my clients CRUSH their goals and need to set new ones. I get excited when I hear my clients say, “Oh, I’ve never thought of that before,” or “That’s a great question,” or “I can’t believe it worked!” It’s thrilling when a client renews for a second, third or fourth year of coaching because that reflects a stronger commitment to their development and gives us time to go even deeper into the issues for lasting transformation.

It warms my heart when clients surpass a personal best or finally have the money to do the things they’ve been wanting to do for so long. I was speaking to a client today who told me that finally, for the first time ever, she’s not worried about money. She’s preparing to buy a home for herself, all on her own, after years of struggling from a failed relationship. This is huge for her and it was huge for me. I get totally invested in what my clients are working to achieve and so I celebrate their victories with them and lift them up if they fail.

On a personal note, I get great satisfaction from the flexibility I’ve intentionally built into my practice. Working from a home office for more than 18 years and living near family enables me to enjoy the company of my dogs all day long and welcome a visit from my parents for lunch. This experience also enables me to help our clients with their productivity when challenged with working from home.

What needs to be done to diversify the financial services industry?

In two words … a lot. One would have to be hiding under a rock to not know that there is a severe shortage of women, Black, Asian and LGBTQ+ individuals represented in the industry. In my opinion, the shift needs to start at the top. White men currently dominate this industry and successfully built it from the ground up. They now need to lead the charge forward for the future. Men of influence need to stand up, speak up and insist on making changes that will attract minority groups to the industry.

The development of a diverse industry begins by creating a culture that welcomes and supports a diverse population. White men in charge have the power to demand change and build a universal culture of zero tolerance with respect to inequality and harassment. Diverse people are out there who would consider entering into the financial services industry. However, why would they want to subject themselves to a culture that would currently provide them with a constant struggle rather than one of support and inclusion?

When the industry stops talking about it and starts making systemic cultural change, I believe more diverse people would be motivated to consider the opportunity to enter the industry.

What advice would you give financial professionals just beginning their career?

The first bit of advice would be to always stay true to yourself. Ensure that the place you’ve chosen to work is in alignment with your values and supports your authenticity. There’s nothing worse than trying to fit into a place that doesn’t reflect who you are as a person. You need to feel confidence in the company you represent.

The second piece of advice is to build your support network from day one. The best of the best all have support in various capacities. This could include colleagues you admire, formal mentors, thought leaders inside and outside the industry, coaches, instructors, study groups, wholesalers, networking groups, associations, friends, family, partners, etc. Your support network will keep you moving forward, especially on those days you really doubt yourself. Surround yourself with people you can talk to about anything.

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If you enjoyed this spotlight, please share this post and follow the links below.

• Website: productivityuncorked.com 
• Linkedin: linkedin.com/in/michellerdonovan/ 
  linkedin.com/company/productivity-uncorked/
• Twitter: twitter.com/ByeByeClutter 
• Facebook page: facebook.com/ProductivityUncorked

The Out & About Blog Spotlight Series elevates insight from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

For this week’s spotlight, we interviewed Meredith Benton, founder and principal of Whistle Stop Capital in San Francisco. 

What made you decide to pursue a career in finance?

The investments we make build the world we live in. People often forget how strong that link is. When we provide capital to a company to support its growth, we allow the visions and values of its leaders to come to life. If we want a just and sustainable world, we need to be active stewards of our investments and ensure that the capital we provide aligns with the world we seek to create. When done thoughtfully, we are able to marry the creation of strong financial returns with making a positive change in the world.

What part of your work gives you the most satisfaction?

Whistle Stop Capital is a pioneering consultancy focused on integrating environmental, social and governance data into the portfolio management process, as well as building shareholder engagement strategies linked to strengthened share value within existing portfolio holdings. The work we do has encouraged greater corporate transparency, reduced harassment and discrimination in the workplace, and improved environmental conditions. We have done this while strengthening our clients' returns and helping them grow their businesses.

What needs to be done to diversify the financial services industry?

Firms have begun to report their workforce composition data, releasing the diversity characteristics of existing employees. They are now being called to also release the promotion, recruitment, and retention rates of their diverse employees, alongside pay equity data. The adoption of this best practice in corporate transparency will allow stakeholders — clients, employees, investors and others — to understand the effectiveness of a firm's inclusion programs. At a minimum, firms, regardless of their current workforce challenges, should be willing to speak to their future goals and the data that they are using to track their own progress.

What advice would you give financial professionals just beginning their career?

There are two essential steps I encourage all of my students and mentees to follow (I teach a capstone business and ethics course at San Francisco State.)

1) Grow and tend to your network — excluding no one. It is impossible to predict where the winds of fate will blow you, or your colleagues. Offer a tethering line when you are able.

2) Find and use your own voice. This is essential in sustaining your own energy and commitment to your work. It also increases your ability to bring something new and meaningful into the conversation.

If you enjoyed this spotlight, please share this post and follow the links below.

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• Website: whistlestop.capital   
• Linkedin: www.linkedin.com/company/whistle-stop-capital-llc  
• Twitter: twitter.com/_Whistle_Stop_ 

The Out & About Blog Spotlight Series elevates voices from the financial service industry’s best and brightest. We cover challenging topics around diversity, inclusion, purpose, and inspiring the next generation. 

Through sharing insights and best practices, together we can shape the future of the financial services industry and support improved access to qualified, ethical financial advice and resources for all.

For this week’s spotlight, we interviewed Chloé Moore, CFP and founder of Financial Staples, a financial planning firm in Atlanta, Georgia.

What made you decide to pursue a career in finance?

I stumbled across financial planning by accident. I started college as an athletic training major and quickly realized it was not for me. My counselor was a financial planner and head of the CFP Board certified program at my college. I decided to give it a try and it’s one of the best decisions I’ve ever made. I’ve always been good with money, I enjoy crunching numbers and solving problems, and I find joy in helping others. Looking back, I realize that a career in finance is my calling, and I couldn’t see myself doing anything else.

What part of your work gives you the most satisfaction?

So many things come to mind… where do I start? I love seeing the light bulb go off in a client’s head when they have a major breakthrough that allows them to see their money through a different lens. It’s also satisfying when clients reach major milestones, whether it’s paying off their student loans, enjoying a guilt-free extended vacation, or buying their dream home. Knowing that the advice and guidance I give can literally change the trajectory of someone’s life is both powerful and rewarding.

What needs to be done to diversify the financial services industry?

Solving the diversity problem in financial services is a complex issue that needs to be attacked from many angles. I believe the best place to start is threefold: understand where we are, acknowledge that there is a problem and understand how we perpetuate the problem. There’s no shortage of evidence to show that we’ve had this problem for some time and there are benefits to supporting diversity. A perfect storm of recent events has led to a long overdue awakening. People who often turned a blind eye (whether on purpose or unknowingly) are now listening and having tough conversations. I have hope that these small steps are a start down the path of long-term change.

What advice would you give financial professionals just beginning their career?

Learn as much as you can and strive to be the best. You never know where your career will take you, so going beyond your job description and soaking up knowledge helps in the long run. I also believe in mastering your job, no matter how small it may seem. Sometimes, those starting out want to grow quickly. It’s important to focus on being the best you can be at each level. You’ll eventually grow, and when you do, you’ll have more of an appreciation for those who come behind you.

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If you enjoyed this spotlight, please share this post and follow the links below.

• Website: financialstaples.com 
• Linkedin: linkedin.com/in/chloemoore/ 
• Twitter: twitter.com/finstaples  
• Facebook: facebook.com/finstaples
• Instagram: instagram.com/financialstaples/