Tag Archives: CEO

Congratulations 2020 NAWRB Leadership Award Winner Tami Bonnell, CEO Exit Realty Corp. International!

Posted on by NAWRB

NAWRB is proud to award Tami Bonnell with the 2020 NAWRB Diversity & Inclusion Leader Award! Tami Bonnell is the CEO of EXIT Realty Corp. International and is an internationally renowned leader and speaker in the real estate industry. Over the course of her career, Bonnell has been recognized as one of the top 200 most powerful and influential people in residential real estate. She has been integral to NAWRB Diversity & Inclusion Leadership Council (NDILC) for the past several years. Bonnell leads with love, patience, and strength. She is always concerned with the psychological safety and wellbeing of her staff, agents, and owners on all levels of the company. She believes that attitude is a person’s number one strength and creating an inclusive environment creates an incredible culture. 75% of Exit’s Leaders are Women.

Each year, the NAWRB Leadership Awards honor exceptional women leaders in the housing and real estate ecosystem who are utilizing their expertise, passion, and drive to redefine leadership and facilitate additional growth in their industry and local communities. Congratulations Tami Bonnell!

NDILC Women Leadership Principle #9: Prepare for the Future with Council Member Dr. Chitra Dorai

Posted on by NAWRB

NAWRB’s Diversity & Inclusion Leadership Council (NDILC) introduced their Ten Women Leadership Principles in 2020, which they collectively created to help women in the workforce become more effective leaders at any stage of their careers, and empower other women to reach their full potential. This is a universal guide for all levels of leadership, and any woman can benefit from applying them. This week, NDILC presents the ninth principle, “Prepare for the Future” shared with a personal story by NDILC Member Dr. Chitra Dorai, AI Scientist, Founder & CEO, AmicusBrain.

In the upcoming weeks, each of these principles will be presented in detail with a personal message from an NDILC member about her experiences applying these principles to her professional and personal life. To learn more about the NDILC, please visit www.NAWRB.com/NDILC/.

Women Leadership Principle #9: Prepare for the Future by Dr. Chitra Dorai

Prepare for the Future: Women with advanced skills today will be ready for tomorrow’s challenges.

The harsh truth from the latest report from the World Economic Forum, WEF (https://www.weforum.org/reports/gender-gap-2020-report-100-years-pay-equality) is that we will not see the gender gap close in our lifetimes, and nor will parity be experienced in the lifetimes of our children. The single most disheartening finding I read in recent times is that the world will need another 99.5 years to close the gender gap.

Gender parity is all about closing the gender gap that persists in access to Economic Participation and Opportunity, Educational Attainment, Health and Survival and Political Empowerment — the four critical dimensions used by WEF to track and benchmark progress made by countries across the globe.

Too wide to bridge is the gender gap in economic participation. What stands in the way of attaining economic gender parity? Among a number of challenges that slow down making progress, women’s under presentation in emerging roles that show the highest wage growth is a big one. Obviously technology roles that require advanced skills also provide one of the best ways to increased economic opportunity. There are other job roles requiring advanced skills as entrepreneurs and business owners that pave the path to prosperity. Statistics are rife about the deteriorating numbers in terms of women’s participation in STEM fields. Only 15% of engineers are women!

To deal with the rapidly changing, increasingly automated world, women need to focus on acquiring advanced skills by reskilling or upskilling. Learning advanced skills that matter today and beyond is critical in order to take advantage of the opportunities for wage growth and increased access to capital. Women with advanced skills of today will then be able to shape the future and be the future.

Check out Dr. Chitra Dorai on the Know the Rules of the Game Podcast: Defining the Future – Click here

NDILC’s Ten Women Leadership Principles

  1. Acknowledge Trailblazers: Know and learn from the women who came before you. We are all standing on the shoulders of giants: “So, what does a trailblazer even mean? Defined in the formal context, it is a person who blazes a trail for others to follow through unsettled country or wilderness; pathfinder; a pioneer in any field of endeavor; a vigorous independent; a person who is the first to do something that other people do later.  Implied in this definition is the fact that these people are leaders, risk-takers, and are not afraid to push boundaries.” Read More.
  2. Keep Achieving: Effective leaders always keep learning. There is always something to learn and improve upon: “Achieving. Learning. Growing. Changing…all words that are used very often to tell us what we should be doing and what we must be doing in order to survive and be effective in today’s world.  No one would debate the need for continuous learning and growth.  Information continues to bombard us from every angle, but is that really knowledge?” Read More.
  3. Believe: Whatever the mind can conceive, it can achieve. Believe: “Think and Grow Rich is not about money. Does it seem out of place or sorts to reference a book whose title suggests financial aspirations during a once in a century pandemic when everyone is thinking about safety and survival instead of personal growth?” Read More.
  4. Pass the Torch: Give opportunities to future generations of women. Your legacy will be the people you help along the journey: “Doesn’t everyone want a legacy?  A reason to be remembered? What do you want to be remembered for?  As most people mature in their lives, they start to realize that their relationships, and specifically the people they have helped along the way, are more important than material things.” Read More.
  5. Know Yourself: Be authentic and lead in a way that is true to you. Own your unique talents and strengths, and empower those around you: “Authentic leadership is grounded in who you are not who you want to be or who you think you should be. This profoundly shapes how you act and what you accomplish.  Authentic leadership empowers you to draw on your strengths to bring out the best in others.” Read More.
  6. Speak Out: Unconscious bias is present, but ignoring it only perpetuates it. Take a stand and speak out: “How many times should it feel comfortable not to say something when you see unconscious bias? Never! Until recently, most of us were all consumed in catching a flight, running the household from afar, postponing our health checkups, being briefed from one meeting to the next, and fitting in a bite to eat as part of our work agenda.” Read More. 
  7. Listen: Never assume anything about anyone. Everyone has their own story that makes them who they are: To truly “LISTEN” is one of the most powerful words in this decade. In 2017 at NAWRB’s Annual Conference, Marcia Davies was the moderator for the Women’s Trade Associations Power Lunch, and through her questioning, “Listen” became my mantra on how to improve the narrative.” Read More.
  8. Be Present: Sharing your time is one of the most valuable gifts you can give. Do it with intention by truly being present. Staying in the present tense can be difficult, we have more distractions than ever, especially with technology, having so much of your world on your phone. The more you stay present the better you will get at it. It is excellent for your overall health and the quality of your relationships. In leadership, people follow leaders they trust and you cannot build trust without a good relationship. Read More.
  9. Prepare for the Future: Women with advanced skills today will be ready for tomorrow’s challenges. Learning advanced skills that matter today and beyond is critical in order to take advantage of the opportunities for wage growth and increased access to capital. Women with advanced skills of today will then be able to shape the future and be the future
  10. Lead by Example: Inclusion isn’t enough. Press for parity and strive for excellence in everything.

Stay tuned for other articles that will expound on each of these principles to assist women professionals in applying them to their individual goals.

About NDILC

The NDILC is dedicated to raising the number of women leaders and growing women’s employment and empowerment at all levels in the housing ecosystem. The Council, composed of senior executive women, works diligently toward gender equality and obtaining equal opportunity for women across America. To learn more about the NDILC, please visit www.NAWRB.com/NDILC/.

Know the Rules of the Game Ⓡ Podcast: Media in the Future

Posted on by NAWRB

What does the value of everyday negotiations mean to you? Find out more during this Wednesday’s Know the Rules of the GameⓇ Podcast: Media in the Future with your host Desirée Patno, CEO & President of Women in the Housing and Real Estate Ecosystem (NAWRB) and Special Guest Elizabeth Tumulty, former President of CBS Television Network! Tumulty and Patno will discuss the three basic rules of consuming news in a generation in which media literacy and the public confidence in mass media are at a low. www.nawrb.com/podcast/

John Yen Wong, Founding Chairman of AREAA, & Betsy Berkhemer-Credaire, CEO 2020 Women on Boards on NAWRB Conference, Year of Women

Posted on by NAWRB
rendered
26 Jul

We are thrilled to have the support of John Yen Wong, Founding Chairman of the Asian Real Estate Association of America (AREAA) and Betsy Berkhemer-Credaire, CEO and L.A. Chapter Co-chair of 2020 Women on Boards ahead of our 5th Annual Conference in Chicago!

John keeps it simple:: “NAWRB: Great Content, Great Speakers, Great Conferences, Great People, Great Organization.”

While Betsy sums up her strategic alliance with NAWRB this way “ “Congratulations to NAWRB, on your big national conference in Chicago! As CEO of 2020 Women on Boards, I am pleased we have a strategic alliance with NAWRB, as we both dedicate efforts to advance women in their careers, and to be part of the massive campaign to increase the numbers of women directors on corporate boards to at least 20% by the year 2020. We applaud your success as women business leaders in real estate!”

With John and Betsy behind us, we continue to rock our initiatives of advancing women on boards and pushing for diversity and inclusion at every turn.

See you in Chicago!

 

 

 

 

Women Leaders at the Front of the Line – NDILC in the News

Posted on by NAWRB
NDILC
11 May

Women Leaders at the Front of the Line – NDILC in the News

The NDILC are dedicated to helping raise the number of C-suite women and grow women’s employment at all levels in the housing ecosystem. Read below to find out how our council members are making a difference for women, local communities and the world at large.

Continue reading →

Life of a Female Veteran: U.S. Army Combat Veteran Erica Courtney

Posted on by Erica Courtney
Pg2a
05 Dec

I am proudly part of the 1.4 percent of American women who served in the military. The day I signed the paperwork to join as a teenager the Gulf War kicked off and I watched tanks fire through the night on TV thinking, “What in the world did I do?” Having grown up in surf city USA (Huntington Beach, CA), I was never exposed to the military. To emphasize this point, the first time I walked into an Army recruiting office I had sand in my hair and sun-kissed skin; I was with a friend of mine and said, “Hi, I am thinking about joining the Marines,” not even understanding the difference in services. The recruiter took a few looks at us, confused, and had to be thinking, “Sucker!” Having always been athletic and adventurous, I thought why not. I would rather try something and hate it than wonder what it would have been like. College was a bore and I was ready for the unknown.

“Get off the bus, you maggots!” Welcome to Military Police Basic Training. What was wrong with these people? Why so much yelling? Okay, bag in hand off the bus I went into the barracks. This is actually where Hollywood gets it right. There’s lots of yelling, climbing, learning, bonding and trying to stay under the radar. Except, I learned early on that was pretty hard for me. I was a runner breaking six-minute miles, and one particular drill sergeant could not stand that there was a female in his fast group and did whatever he could to break me. He was an infantry man where they did not work with women. There were many days of unnecessary hazing to the point he was counseled by the officers. He tried to make me cry, but failed. Many more attempts would follow. I learned early, never let them see you sweat and there is no crying in uniform.

Congratulations. First assignment, Germany. Away from everything I knew. I showed up and was nicknamed Private Benjamin. I was tasked with 12 to 15-hour patrol days and nights responsible for enforcing the Post Commander’s rules and regulations. I was 19 carrying a side arm and had authority most 19-year-olds couldn’t fathom. For any accident that involved an American within 200 miles I would drive out in my VW van with no heater and a blanket draped over me. I’d get out, wipe snow off signs, and arrive to some horrific scenes thanks to the autobahn and no speed limits. The Polezi refused to show up so I had to handle the situations; my first taste of being a first responder and having to show calm and exude control of situations. Our wartime mission dealt with POWs, security and convoy assistance. As the lowest ranking, I got assigned an M60 machine gun then a SAW and had to sleep with this metal thing in my sleeping bag. I was so cold at times I could barely get my fingers to work to shoot, but it’s amazing how warm it gets once in use. After winning over my superiors they assigned me to work with the Criminal Investigation Division infiltrating drug rings and other rackets. This was not my thing. I had a hard time lying about my identity and it did not help that I never touched drugs so I was very uncomfortable. They needed females but I could be put to use better somewhere else.

Continue reading →

Increasing the Odds: Building the Female Executive

Posted on by Robyn Markow
Page5a
10 Oct

If you have had the privilege of meeting with senior managers at mortgage and finance companies, you will notice they are overwhelmingly filled with middle-aged, white men. According to Catalyst, women currently hold only 5.8 percent of CEO positions at S&P 500 companies. This tells us that despite all of the progress, women simply have not shattered the glass ceiling.

The fact remains, when it comes to hiring for executive-level positions, the pool of experienced and qualified candidates with relevant experience is predominantly male. This is not to say that women are not just as capable, but if 95 percent of the qualified applicant pool is male, the chances of hiring a female for that role are strikingly low, thus creating a perpetual cycle of hiring men.

To move more women into higher roles, companies need to foster an environment of promoting from within and effectively “break” this continuous cycle. Companies sometimes fail to see the proven talent right before them in their eagerness to bring in someone from the outside with a prior comparable title. Board members usually receive outside candidates with similar experience well because they seem like the right fit on paper. The reality is that after the initial announcement to the company and circulation in industry periodicals, no one ever remembers these prior titles and companies measure performance by innovation rather than a candidate’s prior job history.

The responsibility to foster an environment that promotes from within falls on each of our shoulders. We need to encourage growth from within our own companies, encourage hiring managers and those in decision-making positions to look within the company and allow capable, promising employees the chance to advance from within. To drive this growth, we need to prepare the next generation of executive women to challenge experienced male candidates.

To be a capable candidate for an executive role requires having a clear vision of your goals and career path. Planning will help you to avoid many costly detours along the way and improve your chances of arriving at your final destination.

Career goals are different from performance goals at work and they are certainly not a New Year’s Resolution, which is good, because hardly anyone achieves those! Unlike performance goals—which are usually SMART (Specific, Measurable, Achievable, Relevant and Time Bound)—career goals should be HARD (Heartfelt, Animated, Required and Difficult). Goals need to be difficult enough to propel one forward, making traction toward the final destination.

It is important to remember that you will never achieve a goal you don’t set, yet the majority of the population does not have written goals. The mere act of writing down goals will set you apart from peers. However, setting the goal is just part of the battle.

According to statistics from Workboard, 93 percent of the workforce cannot translate their goals into actions, and only 7 percent of people know what they need to do to execute a goal. Similar statistics from Inc. indicate only 8 percent of the population can achieve a goal they set annually—this does not even speak to goals that span the course of decades.

How can women best position themselves to reach their career goals? In addition to their HARD career goals, they must select the right mentor. Sharing goals with a mentor can help maintain focus and develop the roadmap needed to execute your vision. The right mentor is vital to developing the skills needed to translate goals into action and continue career growth, particularly for women who are at a disadvantage.

In identifying a mentor, it is arguable that women are far more successful when mentored by other women. Women are known for their ability to relate to an audience. It is important to have a mentor who can help you grow to find your own voice and present ideas in a way that is confident, persuasive and natural. Women mentored by other women can better find a delivery method that is their own because they share common strengths and understandings. Bottom line: women need to find their own voice and they will not find it if trying to sound like a man.

My advice to women is not to let life pass by. Take control and propel forward into that dream job with confidence and the necessary skills. When doing so, do not forget that you would not be as strong without a community of supportive women, each of which have a duty help mentor the next generation.

Thank you,

Robyn Markow
AVP Client Relations
Quality Claims Management Corp.