CFO Leadership

CFOs and their teams are facing a dilemma today. The dilemma is how to embrace the traditional strengths while, at the same time, adopting disruptive leadership strategies and techniques. Can CFOs balance tradition and disruption?  Some believe these concepts are contradictory and that an organization can choose traditional methods or adopt disruptive leadership. Yet, you shouldn't think of it in terms of traditional vs. disruptive leadership.  Instead, consider it a balance of current and former processes while innovation drives procedures forward.  What does that look like? Let's break down what disruptive leadership is and what it means to consider traditional over disruptive strategies and vice versa.     💡 Key Takeaways: Disruptive leadership is a progressive approach that refers to executives who recognize that traditional methods are less effective in an ever-advancing digital world. Traditional leadership makes decisions without considering insights from others, while disruptive leadership listens to and empowers teams during decision-making processes. There are five primary characteristics disruptive leadership experts see in great smart CFOs, including intelligence and a willingness to push boundaries. Smart CFOs are disruptive leaders who know how to look beyond traditional data, ask the right questions and listen to the answers to glean useful insights. What Is Disruptive Leadership?   Disruptive leadership is a progressive approach to leadership. It refers to executives who find that traditional management methods don’t work in an ever-advancing digital world. It requires a mindset focused on the positives of business disruptions as companies integrate new technologies into existing systems.  The functions of finance are gaining further importance while advances in fintech impact how companies manage revenue and cash flow.  Finance disruption leaders must instill a disciplined approach regarding innovation efforts. They hold on to conservative approaches while taking risks and challenging the status quo.   Historical reporting activities will continue to be vital, but require less time due to improved efficiencies from automation, consistent data and end-to-end reporting systems. It will require finance teams to shake up processes and leverage increasingly advanced technologies.   Traditional vs. Disruptive Leadership  Traditional leadership bases its style on the belief that those in power keep up with past procedures and policies, even if they are ineffective. It also rewards seniority over skills, meaning people earn promotions not on merit, but based on office politics and favoritism.  This style does nothing to cultivate a work culture focused on development or expansion, rather it maintains toxic work environments that do not foster growth.  To foster growth, you must facilitate change.  This requires a disruptive leader to step up and be the driving force to initiate this change. Someone with the wherewithal to take what works with traditional methods, to eliminate what doesn't and to accelerate strategies that balance tradition with disruption.   Traditional leadership makes decisions without utilizing or considering insights from the people reporting to them.  Disruptive leadership uses emotional intelligence (EQ) to develop new business strategies and to mobilize and empower top team members while creating even more space for disruptive leadership.   Source: People Puzzles 5 Characteristics of a Disruptive Leader Thought leader and disruptive leadership expert John Furth works with CEOs, CFOs and other C-suite executives to develop disruptive strategies that result in growth.  Over the last 25, Furth has worked with large corporations to develop disruptive and innovative leadership teams. Furth states, "Disruptive leaders like Jeff Bezos and Elon Musk have transformed companies… while generating incredible wealth for themselves [and] their investors."  His time with these disruptive leaders has taught him that they carry many of the same common traits: 1. Intelligence Their friends often refer to them as "brainiacs." While not all have advanced degrees (some business disruptors have never finished or even been to college), many have a Ph.D. from highly ranked universities. Whether educated or not, they all have a commitment to a lifetime of learning.  2. Pushes Boundaries Disruptive leaders are not afraid to push accepted boundaries. However, discretion is necessary to keep from destroying everything they and their teams are working hard to build.  A smart CFO will not only push boundaries within the company, but also disrupt their own mindsets to focus on agility and innovation over static processes.  3. Looks Beyond "Traditional" Data Disruptive leaders in finance are smart CFOs who recognize that data does not always come from traditional sources. They seek insights, information and inspiration in unexpected places.  If you are a smart CFO, you recognize that traditional data sources are, by nature, backward looking, providing a limited view of overall value.  Great disruptors will always ask exceptional questions and listen carefully to every answer. They never know when useful insight could come from an unexpected source.  4. They Ask "Why" Not only are disruptive leaders not afraid to ask why, but they stick around for the answer. Smart CFOs are solutions driven and constantly questioning current processes, business decisions and how to approach new opportunities.  Curiosity leads to exploration and growth. You can remove roadblocks by asking why, provide potential inputs on what to improve in the future and gain clarity when making new decisions.  5. Ready for the Disruption A smart CFO will understand that disrupting an existing ecosystem will cause significant short-term, adverse effects. Companies that cannot remain agile go out of business. Preparing for these temporary disruptions is part of the core competencies seen in disruptive leadership.  CFOs: The Chief Future Officers The responsibilities of the CFO are changing. There is pressure to be more than a leader reporting on the company's historical financial performance.  As the adoption of new technologies and better practices prevail, the CFO leads business strategies and guides future integrations, taking on the role of Chief Future Officer.  “Excelerate” Disruptive Leaders Give your organization's financial professionals the tools they need to balance traditional and disruptive leadership methods as we move into the future. Request a Demo

This year during Black History Month, Vena’s newly formed Black employee resource group (what we call a Vena resource group or VRG) hosted our second annual Microaggressions Roundtable. Siobhan Mondesire, Senior Director, Digital Strategy at Vena and Co-Chair of Vena’s Black VRG, was back to moderate the panel along with Thanusan Chelva, Customer Success Manager, Mid-Market, at Vena. The theme of this open forum, Creating Space, did just that. It created space for Vena employees to discuss microaggressions—how they show up in personal and work settings—and allyship—how to be a stronger ally in the workplace. Here are some key takeaways from the roundtable which we hope you’ll use to help you become a stronger ally in the workplace.    Read more about Vena’s new Black Employee Resource Group.  What Are Microaggressions? Siobhan kicked off the discussion with a look at the term “microaggressions,” based on the definition by Derald Wing Sue, Professor of Psychology and Education at Columbia University. Defined as “the brief everyday slights, insults, indignities and denigrating messages sent to people of color (members of LGBTQ2A+ communities, people with disabilities, immigrants, etc.) by well-intentioned people who are unaware of the hidden messages being communicated.” The term microaggression was originally coined in the 1970s by Chester M. Pierce, a Harvard psychiatrist. However, the definition of microaggressions that is widely used today can be credited to Sue. He wrote several books on microaggressions, including Microaggressions in Everyday Life: Race, Gender, and Sexual Orientation. ​​It’s important to note that microaggressions are often discussed in a racial context, but they can also be used in reference to one’s gender, sexual orientation, mental health, ability, age, pregnancy or marital status. Disarming Microaggressions It’s not always easy knowing when and how to respond to microaggressions, especially in the workplace. But that doesn’t mean we should let them passively slip by and let them continue happening to us or in front of us.  The best thing you can do is process your emotions, discern the situation and decide how invested you want to be in addressing the microaggression. There are ways to push back and show not only the perpetrator(s), but also onlookers, that the microaggression is unacceptable behavior.  Your responses to microaggressions will vary by situation, context or working relationship. Should you choose to address the microaggression, here are some tips based on Diane Goodman’s list of prepared statements to help you disarm and dismantle the microaggression: 1. Ask for More Clarification When microaggressions are ignored, hidden or excused, it makes them easier to remain invisible. That’s why it’s important to acknowledge that a microaggression happened, to make the “invisible” visible. Asking for clarification is a great way to address the microaggression. Here are a few examples: “Could you say more about what you mean by that?” “How have you come to think that?” 2. Separate Intent From Impact Microaggressions can be tricky due to the disconnect between intent and impact. As Thanusan explained, he has been guilty of saying some of the microaggression examples mentioned above, but at the time, his intent was to be funny or to give a compliment, not to be racist. We judge ourselves based on our intent, that is, our purpose, design, intention—the act or fact of intending to do something. But we are judged by our impact, the impression made by an idea or action—the influence, impact or effect on something or someone. Here’s how you could go about separating intent from impact: “I know you didn’t realize this, but when you ______ (comment/behavior), it was hurtful/offensive because ______ . Instead, you could (different language or behavior).” 3. Share Your Own Process Addressing a microaggression is an opportunity for you to share your own process of dealing with a microaggression. You can do this by providing information, describing your experiences and offering an alternative perspective. Sharing your own process can sound something like this: “I noticed that you ______ (comment/behavior). I used to do/say that too, but then I learned.” Understanding Microaggressions and Their Effects Imagine going to work every day as a Black person and having to face jokes or inappropriate comments about you from your non-Black colleagues? Over time, microaggressions can take a toll on your mental health and well-being as well as stand in the way of your professional advancements and opportunities in the workplace. Microaggressions are a contributing factor of racial/ethnic stress, a specific form of general stress which manifests as psychological discomfort when an individual appraises a racial/ethnic situation or event as troubling. The effects of microaggressions on your mental health can include: Depression Anxiety Substance Abuse Suicidal Ideation The impacts of microaggressions on your professional life include feelings of being undervalued, preventing you from: Applying for jobs Negotiating salaries Striving for promotions Now imagine you came to work and someone made an inappropriate comment, but an ally jumped in to defend you. Not only can allies—your collaborators, accomplices and co-conspirators who help you fight injustice and promote equity in the workplace—make the workplace feel safer and better for you, you’ll also be more energized to go to work and do your best knowing that someone always has your back. How To Be a Stronger Ally in the Workplace Recognizing, understanding and acting on microaggressions is a crucial part of allyship, but there are other ways to support people who experience systemic inequities and other barriers to opportunity in the workplace. Here are some ways to be a stronger ally in the workplace: Say Black when you mean Black, capitalize the B in “Black people.” Talk about Black history and culture with everyone. Talk about it in your own circles, too. And when you see something that you think others could learn from, share it. Understand that BlPOC (Black, Indigenous and people of color) communities face struggles that may be different than your own and that experiences vary especially with other intersections of identity. Be intolerant of intolerance. Confront your racism and don’t be fragile/fall back on guilt. Do the work to be inclusive. Be proactive about inclusion in your daily life. Join employee resource groups within your organization and look out for more opportunities to learn and engage with them through events and activities they plan throughout the year.  Learn more on how to build a culture of diversity, equity and inclusion in your workplace.

Pride Month is an opportunity for many 2SLGBTQIA+ communities around the world to come together to celebrate visibility, diversity, acceptance, love, community and the power of connection.  While Pride Month gives us many reasons to celebrate, it is also a reminder that there is still much more to do on a global scale and that the fight for acceptance, inclusion and equality is far from over. And that rings true especially in the workplace, where many members of the 2SLGBTQIA+ community still experience discrimination, discomfort and barriers to equal opportunity and advancement. PRIDE MONTH Celebrated in June in many countries, the month was chosen to commemorate the anniversary of the 1969 Stonewall riots in New York City, a seminal moment in LGBTQ history. This wasn’t the first riot that started the gay rights movement. As this article on the history of the Stonewall riots claims,  “what was different about Stonewall was that gay activists around the country were prepared to commemorate it publicly. It was not the first ‘rebellion’, but it was the first to be called ‘the first,’ and the act of naming mattered.”  The Stonewall riots were evidence of how the movement had grown rapidly in strength and in many ways, the riots helped catalyze the 2SLGBTQIA+ rights movement into what it has become today. According to this June 2021 Catalyst report, 20% of LGBTQ Americans have experienced discrimination based on sexual orientation or gender identity when applying for jobs and that those experiences further vary by race and ethnicity. Pay can also be affected. According to the report, 22% of LGBTQ Americans have not been paid equally or promoted at the same rate as their peers. The report also claimed that almost half (46%) of LGBTQ workers in the United States are “closeted in the workplace” and report feeling exhausted due to spending time and energy hiding their authentic selves or being subjected to biased jokes. And the situation is even worse for transgender women who are subjected to different types of hate, including bathroom accessibility, being referred to by incorrect pronouns and having to endure inappropriate questioning. In the U.K., the report found that 35% of LGBTQ employees and 51% of transgender employees conceal their identity in fear of discrimination. And according to this McKinsey & Company report, it’s more difficult for people outside Europe and North America to come out at work. Three-quarters of North American respondents and 78% of European respondents were broadly out at work compared to only 54% of respondents from other regions. Diversity, Equity and Inclusion in the Workplace for ALL The importance of fostering a culture of inclusion is, as this article says, “a business imperative, not a trend.” The article shared Deloitte insights that revealed that “inclusive cultures translate into value: Organizations with inclusive cultures are twice as likely to meet or exceed financial targets, three times more likely to be high performing, six times more likely to be innovative and agile and eight times more likely to achieve better business outcomes.”  Inclusive work environments often determine whether 2SLGBTQIA+ employees leave or stay in their jobs. According to the Catalyst report, 25% of LGBTQ employees reported staying in a job due to a LGBT-inclusive work environment and 10% left a job because the work environment did not accept LGBTQ people. DEI in the Workplace How can you build a culture of diversity, equity and inclusion in the workplace?   4 Ways To Celebrate Pride in the Workplace in June and Beyond Pride Month is an ideal time to celebrate diversity, equity and inclusion in the workplace, but it’s also the perfect opportunity to reflect on how you can support your 2SLGBTQIA+ workforce all year long. Read on to discover four ways to celebrate pride in June and beyond. 1. Walk the Walk Year Round for 2SLGBTQIA+ Community Promoting, sponsoring and participating in Pride Month events is a sure way to show employees, prospects and partners that your company is supportive and welcoming to members of the 2SLGBTQIA+ community. But if you truly support this community, why not show them your support and ongoing commitment all year round? At Vena, for instance, we’ve held learning labs and workshops throughout the year with The Get REAL Movement, a Canadian nonprofit focused on combatting 2SLGBTQ+ discrimination, racism and bullying in schools, summer camps and workplace. We’ve also supported and attended an annual conference hosted by Venture Out, Canada’s first and largest tech and social impact nonprofit organization connecting LGBTQA2S+ people in tech to career opportunities, mentors and each other. As more companies are “rainbow” or “pink” washing (jumping on the Pride bandwagon as an advertising opportunity or to sell products), it’s important to show that your efforts are authentic—during Pride Month and beyond. This means truly walking the walk in how you look inward as an organization and reflect not only representation in your company, but also how your employees get to experience a sense of inclusion and community in your workplace. Being a champion for 2SLGBTQIA+ equality includes: Designing your people programs with inclusivity in mind, from the hiring process, compensation and benefits packages, right down to the policies and opportunities for advancement   Using and promoting inclusive language in your organization Making sure your branding and corporate designs and images reflect diversity Showing your public support Partnering with 2SLGBTQIA+ organizations and businesses Giving back to the community Participating in 2SLGBTQIA+ events all year long Keeping a lens focused on intersectionality in all your inclusivity work Hear what Camille Dundas, Co-Founder and Editor-in-Chief of Canada’s largest Black online magazine ByBlacks.com, says about why intersectionality is important to diversity, equity and inclusion. Click the video below. 2. Share 2SLGBTQIA+ Stories and Experiences Oftentimes, members of the 2SLGBTQIA+ community can feel tokenized or like an “only”  within an organization (the only one on a team or in a meeting with their gender identity, sexuality or race). The McKinsey & Company report on how the LGBTQ+ community fares in the workplace revealed that LGBTQ+ women face more inappropriate comments and sexual harassment at work and that LGBTQ+ women—especially women of color—are dramatically more likely to experience being an “only”. In fact, the Catalyst report revealed that nearly two thirds (59%) of non-LGBTQ employees believe it’s “unprofessional” to discuss sexual orientation or gender identity in the workplace, making it even harder for members of the LGBTQ+ community to feel comfortable being their authentic selves. How can you assist your 2SLGBTQIA+ workforce, create an inclusive environment for them and encourage them to bring their authentic selves to work? By providing them with a support system. This includes encouraging them to share their stories and experiences (only if they are comfortable doing so), giving them the opportunity to speak up for change and leading by example. Kendra James-Anderson, Virtual CFO, owner of The Finance Femme and member of the 2SLGBTQIA+ community, says "“Regardless of the profession or type of business you have, you should bring your authentic self to work every day. Click the video below to hear more of Kendra's thoughts on pride in the workplace.   Showcasing diverse voices in your company not only gives everyone the freedom to be themselves in their professional lives, it also helps develop 2SLGBTQIA+ allyship, inspires all of your employees to thrive in the workplace and provides minority and underrepresented groups with hope for the future. 3. Recognize the Achievements of 2SLGBTQIA+ Employees Highlighting the representation and achievements of your 2SLGBTQIA+ employees and sharing this messaging in your branding sends prospective talent a strong message: your workplace has a welcoming, inclusive and diverse culture.  But according to this article, although an increasing number of companies have risen to show solidarity with the LGBTQ+ community through campaigns, there’s still a long way to go to ensure all efforts are authentic. The article quoted research commissioned by the Gay Times and Karmarama in which 64% of adults think it’s positive for the LGBTQ+ community to be visible in advertisements, while 72% of the LGBTQ+ community think the way they are represented is tokenistic. In today’s world where authenticity is becoming increasingly important to consumers, brands need to be careful, as this article says, to ensure that “their Pride initiatives are flying the flag in a way that actually drives change and supports LGBTQ+ causes in the process.” 4. Ensure 2SLGBTQIA+ Representation in Leadership According to the Catalyst report, openly LGBT corporate leaders are rare. The report claims that “fewer than 0.3% of Fortune 500 board directors were openly LGBT in 2020.” And it was only in 2018 that Beth Ford, CEO of Land O’Lakes, became the first openly gay woman to run a Fortune 500 company. Having visible 2SLGBTQIA+ leadership at your company not only encourages employees to bring their true selves to work, according to this article, it also can have a major impact on engagement. The article claims that 2SLGBTQIA+employees are 85% more likely to be out at companies where senior executives are also out. Promoting Pride in the Workplace Pride doesn’t start and end in June. Let that rainbow flag fly all year round. Supporting the 2SLGBTQIA+ community is an ongoing commitment and shows those inside and outside of your workplace that your company not only supports 2SLGBTQIA+ community, but that it is truly an inclusive environment that welcomes all.

Remember traffic, packed subway commutes to the office and tight deadlines that had you working late enough times to know the night cleaning staff by name? With office shutdowns for a year and counting now, it seems office life as we once knew it is already long gone and may likely never return to its pre-pandemic pace. But while the global pandemic changed everything in 2020 and may have even signalled the end of the rat race, it seems it also triggered a different kind of burnout for finance and operations professionals and it’s happening because of working from home. A recent article in The Globe and Mail revealed that the pandemic is causing breakdowns, burnouts and emotional exhaustion and that it’s white collar workers, in particular, who are feeling it most. The article said, “Nearly a year into physical separation from colleagues, bosses and clients—sometimes coupled with kids trapped at home—white collar professionals are cracking. Often, top performers who tend to push through the pain are those who are struggling the most.” And surprisingly, it’s those top performers who are also considering leaving their jobs altogether. The article quoted findings from a recent Morneau Shepell survey that said 40% of managers in finance and professional services have considered leaving their jobs since the pandemic started.   This might be unexpected, as the article suggests, given that it was white collar workers who were expected to be doing the best throughout the pandemic since their jobs were protected from the economic downturn of the past year. Many of them in industries such as finance, tech, law and accounting also had the flexibility to work from their homes or vacation properties. Yet for many white collar professionals, the struggle is real and as the article suggests, “there isn’t an obvious reason why they are feeling this way now.” Factors Contributing to Burnout Another study suggested that certain job functions, such as finance and accounting (66.7%) and business strategy/operations (64.1%), were more prone to burnout during the pandemic than others. The lack of separation between work and home life, unmanageable workloads, lack of support from management and lack of control over work were some of the factors contributing to the increase in burnout among these working professionals. This Forbes article on how to deal with COVID-19 burnout at work highlighted findings from a July MetLife report on the mental health of the U.S. workforce. The report revealed that 64% of employees claimed feeling the symptoms of burnout as defined by the World Health Organization. These symptoms of burnout can include feeling: Emotionally and/or physically drained Mentally checked out at work Excessive pressure to succeed  The need to hide personal concerns while at work But sometimes it can be difficult to identify exactly what stress looks like and how it feels. The Centers for Disease Control and Prevention published this article on how to cope with job stress and build resilience during the COVID-19 pandemic and identified the following as symptoms of stress:  Feeling irritation, anger or in denial Feeling uncertain, nervous or anxious Lacking motivation Feeling tired, overwhelmed or burned out Feeling sad or depressed Having trouble sleeping Having trouble concentrating The article also outlined the following common work-related factors that can add to stress during this pandemic: Concern about the risk of being exposed to the virus at work Taking care of personal and family needs while working Managing a different workload Lack of access to the tools and equipment needed to perform your job Feelings that you are not contributing enough to work or guilt about not being on the frontline Uncertainty about the future of your workplace and/or employment Learning new communication tools and dealing with technical difficulties Adapting to a different workspace and/or work schedule Everyone reacts to stress differently. And it’s how you cope with stress and emotions that not only affects your well-being, but also the well-being of those around you—at home and in the workplace. By taking the necessary steps to manage your workplace stress, building your resilience and knowing when and where you need to go if you need help are key to coping with job stress during these challenging times. Tips To Manage WFH-Related Stress 1. Acknowledge the Problem Tracey Ferstler, an expert quoted in the Forbes article recommended this as the first step in recognizing and managing the harmful effects of burnout because as she said, “If not, you can end up in a full-blown mental health crisis.” In fact, many often underestimate the severity of their struggles with burnout. But if you are concerned about your mental health and whether the symptoms you are experiencing are mild or potentially an indicator of a more serious condition, taking an online mental health screen like this one can help you determine if you need help. 2. Communicate With Your Managers and Teams Be open with your managers and coworkers about how the pandemic is affecting your work. Once you can identify some of the reasons causing stress, you can work together to find solutions. For example, don’t be afraid to ask for flexibility. A flexible schedule can help you balance your work and life responsibilities. Having open discussions and asking for help can also point you in the direction of where you can access the mental health resources available in your workplace. Some companies may even be offering additional mental health benefits that weren’t provided before the pandemic. 3. Use Tools That Can Help You and Your Teams Streamline Finance-Led Processes During these times of change, keeping things under control at work and at home can sometimes feel like an impossible feat. That’s where modern technologies and tools can help. Designed to improve core finance and business processes, reduce the likelihood of error, create a more agile finance function and enable team collaboration—no matter where they are—these tools can help automate manual tasks, increase cross-departmental transparency, reduce stress and free up your time to focus on more important matters, whether that’s closing your month-end faster or taking a much needed break throughout the day.   Are Your FinOps Teams Feeling Burnout? Learn how to optimize OpEx budgeting for a hybrid or fully-remote work environment and save your team time. 4. Maintain a Healthy Work-Life Balance Just because you’re home 24-7 these days doesn’t mean you have to be available to work around the clock too. Work demands and stress can easily interfere with your home life so it’s important to establish work-life boundaries. If you can, set up a dedicated work space in your home. It’s also important to develop a consistent routine. This involves setting up a regular time to start and end your work day. Turn off any work-related notifications so you won’t be tempted to check work emails. Take breaks from work to stretch, exercise or go for a walk so you can get a change of scenery. It’s also easy to work through your lunch when you’re at home so make an effort to not schedule any meetings around your lunch time. Looking to decrease stress throughout the day? Breathing exercises and practicing mindfulness can go a long way in helping you manage stress. Working Together While Staying Apart Remote work has become a necessity for many office-based companies throughout this pandemic. As finance and operations professionals continue to navigate new ways of working, it’s important to regularly check in on your colleagues, teammates and others to see how they’re doing. Chances are, you’re not alone in feeling anxious, overwhelmed and stressed out about work, home life and everything else that goes along with living through a pandemic. Learn how to optimize your processes to save time as you WFH. 3 Ways Finance Teams Can Excel in a Remote Work Environment.    

Prioritizing tasks, working efficiently, setting routines, being fully present at work and at home. Is it possible to juggle a career in finance and motherhood, get enough sleep and still find time for your relationships and yourself? We recently sat down with an inspiring finance leader, business owner and keynote speaker at this year’s Vena Nation week—Kendra James-Anderson—who's doing it all in what can feel like an often challenging, yet very fulfilling journey. Kendra is the owner of The Finance Femme, a virtual CFO and accounting firm that supports women-owned business. She describes herself as being a business finance nerd and having an ISTJ and Enneagram Type Three personality. She’s also a wife to her partner Ashlee and a mom to their eight-month old son, Carter. “I wish I had more hobbies, but with a thriving business and an active baby boy, my days are pretty much accounted for,” she says. Whenever she can, she likes to get away to a beach or mountains and get grounded outdoors. Read on to discover what inspired Kendra to start her own business, what a typical day looks like in her life and what she plans to talk about in her Vena Nation keynote talk.  What is being a virtual CFO really like? Where does your story begin? Kendra James-Anderson: As a virtual CFO, I support several businesses as their Chief Financial Officer remotely. So instead of our clients having a full-time, “in-house” CFO they are leveraging my firm for their accounting and strategic support. This means our clients get in-depth accounting and finance support for a fraction of the cost of a full-time CFO. Being a virtual CFO is challenging and rewarding at the same time. Much like an in-house CFO, it is our responsibility to ensure that our clients and their teams are focused and aware of the financial health of their business in the short and long term. Maintaining or improving the financial health of a business is a team effort, not just the responsibility of the CFO. But the CFO needs to ensure that the right data and analysis is in front of the right people so that proper decisions can be made. This requires strong analytical skills, but also strong communication and even persuasion skills. Personally, I believe communication and presentation skills need to be even stronger when you’re virtual since you don’t have the benefit of being physically in office with someone frequently where you can build relationships. I started in business finance in my corporate career. After graduating from Clemson University with a Bachelor in Corporate Finance, I climbed the corporate ladder directly supporting CFOs of major companies such as GE. This gave me front row experience to the CFO’s hard and soft skills. That experience was instrumental in the success of my firm today. I support my clients with the same technical skills I learned directly from a CFO of a Fortune 50 company. What inspired you to start your own business? K J-A: While I was working in the corporate world, I had colleagues and friends starting businesses. They were generating great income, but some were struggling because they didn’t know how to properly manage their money. Others had investor opportunities, but didn’t have their financials together. I realized that these businesses needed the support of a CFO. They not only needed the accounting support, they also needed the strategic layer that only a CFO can provide. Who are your role models? K J-A: My #1 role model is my dad. He’s an amazing man on so many levels. As a businessman, he worked at Toyota for over 30 years and was one of the first black presidents in the company. As a human, he’s one of the most thoughtful and intelligent people I know. Describe a typical day in your life. K J-A: My day wouldn’t be complete without at least one meeting. I usually have a client meeting where we’re discussing anything from their prior month’s financial and KPI results to reviewing data on industry changes and trends. Most of my client meetings center around data and strategy, while most of my team meetings center around internal growth. I feel like we are always hiring since our firm has been growing so much. How do you manage work-life balance? K J-A: With an infant, I would not be able to work without support at home. My wife and I tried to manage, but it was impossible so we hired a nanny and that was a game changer. Additionally, I do not hesitate to hire in the firm. I created The Finance Femme to make business enjoyable for our clients so they can do the parts they love and are passionate about while we handle all of the back office and strategy. And just like I want our clients to love their business, I want my team to love supporting them. So I strongly promote work-life balance (or harmony as we call it) for my team and this includes work perks such as unlimited PTO. What time management tips or advice do you have for working moms? K J-A: Hire help. Period. This can be a nanny (part time or full time), a maid service, a meal service, laundry, whatever you need. But don’t think that you should do it all even if you can. My dad tells me, “You don't get brownie points for doing everything.” Instead you get burnt out. So outsource and hire help in areas that you don’t want—or can’t find time—to do. What are your top 5 tools for managing remote teams and finance pros? 1. A project management tool—we use Basecamp. 2. A communication tool—we actually use Basecamp for that too. 3. A calendar scheduling tool—we use Acuity. 4. A sharing hub—we use Google Drive. 5. A data analysis tool—a Complete Planning platform such as Vena. How do you motivate your teams when things get challenging? K J-A: Things often get challenging when you’re in the weeds.  So sometimes it’s a good idea to back out of the details for a second and focus on the bigger picture. Remember what the end goal is. It also may be a good idea to step away from the work for a day or two and come back to it with fresh eyes and fresh energy. Tell us about your toughest day as a virtual CFO. What happened? How did you overcome it? K J-A: My toughest days came when I used to have several back-to-back client meetings—like eight hours of straight meetings for a few days in a row. I used to do about 25 meetings in a four-day period. It was right after month end and I had several meetings to discuss results and update strategies. While I love talking strategy, the body and brain needs time to rest. I quickly realized the importance of blocking blank space on my calendar to allow for breaks—and lunch—and being intentional with how I plan my days and weeks. I call this “Calendar Control” and I even recorded a whole episode about this on my podcast. Without giving too much away, what will you be covering in your Vena Nation week keynote talk? K J-A: I’m sharing tips on how to be a modern day CFO. The finance and accounting industry has evolved a lot over recent years and even more so now because of COVID-19 and remote work. As businesses are becoming more modern in how they think and work, it’s important that the C-Suite follows suit. I am very excited to share this information at Vena Nation week and look forward to the dialogue that I’ll be having with industry professionals afterwards.  Learn more about Vena Examples Image Block Duis mollis, est non commodo luctus, nisi erat porttitor ligula, eget lacinia odio sem nec elit.  

Looking for inspiration to navigate your business through a changing world? Or maybe you’re a finance or operations professional seeking to motivate yourself or upgrade your skills to the next level. Well, this year’s Vena Nation week keynote speakers, industry experts and thought leaders have something unique to share with each and every one of you. Our world-class lineup of speakers were carefully selected with you in mind. They’re bringing their industry expertise, best practices, unique perspectives and resilience stories to share so you can learn, ask questions and confidently power your plan to grow. Get all the inspiration you need—right at your desk and in the comfort of your home. Starting June 14, be a part of Vena Nation week to learn something new from every one of our featured speakers. Here’s a glimpse of who’ll be eagerly waiting to speak to you. Rainn Wilson Award Winning Actor, Comedian, and New York Times Best-Selling Author Keynote Title: The New World of Work With Rainn Wilson Date: Wednesday, June 16, 2021 at 10:30 AM ET For nearly a decade, Rainn Wilson endeared himself to millions on the hit NBC sitcom, The Office, earning three Emmy nominations for his portrayal of fan favorite Dwight Schrute, an eccentric paper salesman with big dreams of being #2. As a speaker, Rainn channels the offbeat brilliance behind his on-screen characterizations, showing audiences that creativity isn’t just for artists. It’s for everyone. With notable roles on both the silver and small screen—think Juno, Star Trek: Discovery, Six Feet Under—Rainn Wilson is also set to star in Amazon’s buzzed-about revival of BBC4’s cult classic, Utopia. But acting is just a part of this versatile artist’s creative output: also an entrepreneur, Rainn and two of his friends created the digital entertainment company SoulPancake. Taking a different approach in a web full of negative clickbait, SoulPancake’s slogan—“We make stuff that matters”—really resonates. It’s a positive, uplifting space where people from all walks of life question what it means to be human: a place to connect with the spiritual and creative journey we’re all on. Today, SoulPancake boasts over four million cross-platform fans, spawned the eponymous New York Times bestselling book and presents vibrant live events: putting out timely, topical content with a philosophical twist, no matter the channel.  In his hilarious, insightful talks full of anecdotes and warmth, Rainn touches on subjects he knows well—like creativity, connection, and of course, office culture. How do you inspire employees with different talents and ambitions? What will stoke their creativity? What will suppress it? Rainn proves an amiable guide through the corporate struggles, teamwork challenges, human triumphs and the very real “personalities” that inhabit your world. Relatable and illuminating, he finds universal lessons in the specifics of his fascinating (and sometimes fictional) life. Also an author, Rainn's memoir, The Bassoon King: Art, Idiocy and Other Sordid Tales from the Band Room, details his interesting upbringing, years as a band and drama geek, his time as a struggling stage actor in New York, to his eventual rise to The Office fame—and the spiritual reflection and reconnection that came with it. Called “an unsurprisingly funny and surprisingly poignant entry in the cavalcade of celebrity memoirs" by BookPage, Rainn’s writing perfectly captures his endearing quirks and oddball humor. Rainn and his wife, writer Holiday Reinhorn, also founded LIDÈ, an educational initiative that uses the arts and academic support to build resiliency and empower at-risk adolescent girls in rural Haiti. In his Vena Nation keynote, Rainn will be discussing how creativity and self-expression create a more meaningful and collaborative hybrid work model. Mark Donovan President of the Kansas City Chiefs Keynote Title: How To Build Winning Teams With the Kansas City Chiefs Date: Friday, June 18, 2021 at 10:30 AM ET With five straight division titles, back-to-back AFC championships and a huge comeback victory in Super Bowl LIV, the Kansas City Chiefs are one of the most dominant teams in the NFL. But Chiefs’ President Mark Donovan knows that helping the organization succeed is about more than just winning football games.  Entering his 22nd season in the National Football League and his 12th season in Kansas City in 2020, Mark Donovan was named the fifth president in Chiefs history in January 2011 after serving two years as the club's Chief Operating Officer. As President, Donovan is responsible for all aspects of the club's business operations and reports directly to Chiefs’ Chairman and CEO Clark Hunt. Catch Mark at his fireside chat at Vena Nation week where he’ll be sharing what he’s learned about finding success on and off the field and how it all starts with building a winning culture organization wide.    Learn more about Vena Darrell Cox Vena’s Chief Financial Officer Keynote Title: The Evolution of the Strategic CFO Date: Tuesday, June 15, 2021 at 10:30 AM ET With more than 15 years of senior leadership experience in finance and business development and knowing firsthand that storytelling is a crucial skill for high-performing CFOs, Darrell Cox has witnessed the evolution of the CFO’s role into chief data storyteller. Prior to Vena, Darrell assembled, directed and managed knowledgeable, dynamic finance teams for Fortune 500 companies such as Virgin Mobile and Rogers Communication. Darrell joined Vena in 2014 at the very early stages of its growth journey. As Vena’s chief finance storyteller, he designs the forward-looking business strategies and long-range financial plans that sustain Vena’s growth.  When it comes to CFO thought leadership, Darrell is one of the finance world’s ardent voices and is frequently invited to share his views at industry events and on podcasts. He has also authored numerous articles on the agile CFO. In his Vena Nation week keynote, he’ll be discussing how the strategic office of finance is evolving to connect the dots across the business to power growth while mitigating risk in an ever-changing world. Kendra James-Anderson Virtual CFO and Business Owner  Keynote Title: Life and Business Hacks With Finance Femme Date: Wednesday, June 16, 2021 at 4:00 PM ET Could your business use help organizing your finances, gaining clarity and increasing your profits? If so, Kendra James-Anderson is your “right hand”. Together with a team of problem solvers at thefinancefemme.com, a premier financial consulting firm Kendra founded and runs, she helps busy and successful business women take their businesses to the next level. Kendra is an experienced financial planning analysis manager with a demonstrated history of working in multiple industries. She enjoys using her 15+ years of corporate experience, extensive entrepreneurial knowledge and business finance and strategy skills to help small and startup businesses build structure and financial strategies to help them flourish. As a busy mom and business owner herself, she knows a thing or two about how to achieve work-life balance. In her Vena Nation keynote, she’ll be sharing business tips—and the occasional life hack—to help you grow your business and find more time to live life. Jeanne Lam Chief Business Officer (Platform) Wattpad Keynote Title: A New Era of Storytelling With Wattpad Date: Thursday, June 17, 2021 at 4:00 PM ET Jeanne Lam is all about scaling and accelerating high-growth consumer and platform businesses. She loves working in industries that are pioneering a radically different business or technology and growing people and organizations to do what’s never been done  before. With more than 17 years experience across different functions, Jeanne leads tech companies through strategic growth and transition. Currently the Chief Business Officer of Wattpad, the world’s leading storytelling platform used by over 90 million people around the world each month, she is responsible for the global team and strategy that drives user and revenue growth.  Prior to Wattpad, Jeanne led growth and user acquisition at Shapeways, the world’s largest 3D printing service. She also worked at Yahoo as Director of Platform Strategy and at GoPago as Head of Marketing & Business Intelligence. Before her startup career, she spent three years as a management consultant at Accenture. Passionate about helping young professionals find fulfillment in their careers, she’s looking forward to sharing In her Vena Nation keynote address how Wattpad is elevating the voices of authors globally and disrupting traditional publishing industries by leveraging technology. Liam Bastick Director of SumProduct Keynote Title: Effective Data Storytelling in Excel Date: Friday, June 18, 2021 at 3:00 PM ET Looking for financial modeling and strategic advice from a global industry expert? Liam Bastick, a fellow chartered accountant and fellow chartered management accountant, has worked in the U.K., Europe and Australia specializing in financial modeling, strategy valuations, M&A and quantitative analysis. He is also an experienced facilitator with the Institute of Chartered Accountants in Australia (ICAA) and a regular presenter with the Certified Practising Accountants (CPA) accounting body. Liam is currently the Director of SumProduct, a business providing financial modeling services, strategic advice, decision analysis support and training to corporate, banking and service delivery clients nationally and internationally. He has also been recognized as a Most Valuable Professional (MVP) in Excel by Microsoft for the past 11 years, one of less than 100 professionals credited with this distinction worldwide. During his Vena Nation keynote, you’ll get to work alongside Liam as he walks you through his tips and tricks on how to master power storytelling in Excel with qualitative and quantitative data. Learn more about Vena Register Now To Find Your Strength in Numbers In addition to our keynote sessions, Vena Nation week is also jam-packed with live training sessions, peer-led panel discussions, interactive roundtables and more. Register now so you can connect with other business planning professionals and Vena customers, gain insights from your network of peers, unite with other Excel nerds and earn CPE/CPD credits too.  Learn more about Vena

Remember in-person events? We miss them too. That’s why for this year’s Vena Nation week, we wanted to capture that same sense of connection, networking and excitement of learning, collaborating and growing together as a community of finance, operations and business leaders—all from the comfort of your home. So what’s different for Vena Nation week 2021? For starters, it’s happening in June this year, from June 14–18. This year’s conference has more live and interactive events. You’ll have plenty of opportunities to connect with thought leaders, influencers, industry experts, like-minded business leaders and your peers. Our exciting lineup of keynote speakers are gearing up to share their insights, experience and success stories. If you’re new to Vena, you’ll get to see Vena in action with a preview. For Vena customers, get all the training you need to enjoy extended use of our business planning ecosystem. There will be customer roundtables, industry roundtables, Q&As with Vena experts and a brand new CFO Confidential breakout. Geek out with other Excel nerds, test your knowledge in trivia sessions and have your say by submitting your questions and requests in advance of sessions. We’re even saving a few surprise celebrity guests just because we can all use some exciting news and a bit of cheering up these days. If you haven’t already reserved your spot, here are 10 reasons for you to attend Vena Nation Week 2021. 1. Discover the Strength in Numbers We designed our virtual conference experience with the purpose of helping you harness your strength in numbers, this year’s Vena Nation week theme. As we come together—data, technology, systems, storytelling, creativity, experts, teams and communities—through collaborative learning and growing all week long, you’ll hear stories of resilience and innovation and be inspired to build your own plan to grow.  2. Enjoy a Unique Plan To Grow Experience Your conference experience is going to look different this year. Building on the success of last year’s first-ever digital Vena Nation week experience, Plan To Grow has been reimagined with a mobile-friendly user experience focused on personalization and discovery, empowering Vena Nation week attendees to learn, connect and grow in their own way. There will be a lot more live and interactive events to attend this year. Enter breakout rooms and discover many more opportunities to connect virtually with others in our customer and industry roundtable discussions. Also new this year, you’ll get to meet Vena Partners who are always ready to guide you on your journey to growth.   3. Learn and Earn CPE/CPD Credits Looking for a chance to sharpen your skills while also earning CPE/CPD credits? You can earn up to 30 credits and all you have to do is attend our live events. This year's event features 20 sessions, 80 live conversations and over 100 industry experts to help you earn those credits. The content will cover a wide range of finance, accounting and business planning topics, including: The power of connected data sources to plan, report and analyze across the business.  How to drive company-wide adoption in a collaborative environment to enable stakeholders to own their own numbers and budgets.  The future of data transformation and what you have to do now to transform your business into an analytical organization. Powering your professional development doesn’t get any easier than this! 4. Participate in Live and Interactive Virtual Meetings With Planning Pros Find new ways to connect and grow as you learn from global industry experts and thought leaders—without having to leave your desk. Network as much as you want with other business planning professionals through live training, Q&As and interactive roundtables. Here are some of the topics and discussions you can enjoy in real time: How to complete your month-end close faster and with more accuracy. How to take charge of your sales compensation planning reporting and analytics to drive better sales performance. How to use integrations to connect data from different source systems for holistic analysis and operational efficiency. 5. Enjoy a Curated Experience Need help planning your Vena Nation week schedule? Leave it to us. All you have to do is choose the track that best aligns to your role or interest and we’ll carefully curate an agenda to help maximize your time and event experience. Track options include: Executive: Explore innovative business planning strategies that drive long term-performance and results, mitigate risk and set your organization up for continued growth and success. Operations Expert: Uncover new opportunities to foster cross-functional alignment, streamline process efficiency and excellence, plan with intention across your business and drive continued collaboration that delivers business value at every step along your growth journey. Finance Pro: Learn and develop new budgeting, forecasting, financial modeling and analysis techniques to transform your FP&A processes, gain cross-functional alignment across your business, unlock the creativity in finance and become a more strategic partner to the business. Partner: Discover new ways to enhance your partnership with Vena—let’s continue to be better together as we explore product roadmap strategies, dive into platform evolution discussions and foster partner-led collective brainstorming sessions. Build Your Own: Not sure which track makes the most sense for you? Build your own! Get a little bit of everything with a customized track designed for you, by you. 6. Be Inspired by Keynote Speakers Vena’s Co-founder and Chief Solutions Architect. Vena’s CEO, CFO and COO. Mark Donovan, President of Kansas City Chiefs. Wattpad’s Chief Business Officer Jeanne Lam. Kendra James-Anderson, Virtual CFO and Founder of The Finance Femme. They’re all gearing up to share the stage with many others. This year’s roster of motivational and leadership speakers are bringing plenty of unique perspectives and experiences to the table—the evolution of the strategic CFO, the new world of work, the ultimate business planning playbook, building a winning culture and more. Packed with inspiration and new ideas, each keynote promises to deliver insights you can use to help your business power agility, resilience and creativity so you can thrive in a new world of growth. Click here to check out the full schedule of Vena Nation week keynotes. 7. Get Exclusive Insights From Finance and Operations Experts Looking for insights and best practices from leading experts to help power your plan to grow? You’ll get a team of business planning experts at Vena Nation week to provide exclusive training. Join the FP&A Professional, Extended Planning and Beyond FP&A panels which will include something for everyone, regardless of experience level. 8. Unite With Other Excel Nerds We know how much you love Excel and how you want to join forces with others just like you. It’s the reason why we partnered with some of the most influential Excel experts for Vena Nation Week to bring you the ultimate Excel Nerd experience. That’s right. You get to unite with your fellow Excel enthusiasts and learn from the legends themselves.  Four sessions. Four hours. Digital training, strategy and Excel tips and tricks. Exciting, right? We know. Together, you’ll get to discover: How to use Excel effectively How to become a spreadsheet pro How to tell stories about your business through data How to work with Vena to power your plan to grow More Excel features to geek out over 9. Play, Win and Find Balance Who says finance and operations pros don’t know how to have fun or chill out? Show everyone how it’s game on in our trivia sessions and win prizes along the way. Be a part of the social conversation by live tweeting your conference experience. Have your say in Q&As by submitting questions in advance. Take a moment to breathe and soak it all in by participating in one of our guided meditation sessions. 10. Enjoy the Company of Celebrity Guests Which celebrity guests will be joining us? Stay tuned and be the first to know. When you register for Vena Nation week, we’ll keep you in the loop and make sure you’re on the list when we make our special guest announcements. Missed Vena Nation week? You can now watch some Vena Nation talks on demand.

As a professional woman in finance and operations, are you still struggling to find work-life balance a year after COVID-19 turned our worlds upside down? You’re not alone. According to a recent Women in the Workplace study, more than one in four women are contemplating downshifting their careers or leaving the workforce completely across industries. But with an understanding of what women need and want in the workplace along with the right approach to workforce planning, there are ways for organizations to support women and keep them employed. In its sixth year, the study, which tracks women in the workplace statistics in corporate America, was conducted between June and September of 2020. It’s based on contributions from 317 participating companies. More than 40,000 people were surveyed on their workplace experiences and 45 in-depth interviews were also conducted to dive deeper into issues. Overall, the study found that women in particular were negatively impacted by the pandemic and that it was women, especially women of color, who were also more likely to have been laid off or furloughed during the crisis. For many, this meant facing financial insecurity, stalling their careers and intensifying some of the challenges women already faced at home, such as working double shifts, caring for children and also dealing with remote learning when schools and daycares were shut down. The study’s findings sound alarm bells for corporate America. As more women leave the workforce and as companies risk losing women leaders, the progress made toward gender and diversity in the workplace may be facing a major setback. But with challenges also comes opportunities. If companies are interested in building a thriving workforce for the future, then they should consider creating a more flexible, empathetic and diverse culture, especially one that helps retain the women and employees most affected by today’s conditions. So how can businesses go about creating a diverse, adaptable and future-proof workforce? It starts with strategic workforce planning. Read on to discover three ways workforce planning can help you build a diverse, flexible and future-ready workforce. 1 Analyze Your Current Workforce Capabilities and Needs 2 Use Scenario Planning To Plot Future Outcomes 3 Foster a Workforce Centered Around Diversity, Equity and Inclusion 1. Analyze Your Current Workforce Capabilities and Needs Building a workforce that will always be ready to handle the current and future needs of your business entails having the right people in the right jobs at the right time. A workforce planning solution can help you strategically plan, report and analyze beyond the surface to determine your workforce capabilities and needs. With labor planning software that integrates with your HRIS system, you can plan salaries, benefits and taxes by department, employee and position—giving you a clear picture of one of your business's biggest expenditures so you can integrate detailed workforce plans into your operating budget. With this data, you can then begin to fill gaps in your workforce. For example, do you need to reallocate existing talent or can you identify segments of your workforce that are leaving or have high turnover rates? You can then look to recruit the kind of talent that fits with your company’s plan to grow and accelerate smarter workforce planning that helps you balance talent demand and supply against business priorities. 2. Use Scenario Planning To Plot Future Outcomes The pandemic taught us that although the future is impossible to predict, businesses should always be prepared for change. Scenario planning can help you challenge your business plans, get clarity on your best path forward and stay ahead of change. For instance, in today’s climate, do you need to change your strategies around flexible work arrangements in order to retain and attract talent? Creating scenarios for any possible future outcomes with instant what-if analysis based on real-time actuals and business drivers, means you can analyze the impact of potential changes to revenue, headcount, cash flow and more. You can then share those insights with leaders across the organization to align goals, allocate resources, train employees and encourage cross-functional teamwork in an ever-changing workforce. Learn 4 best practices for preparing for the future. 3. Foster a Workforce Centered Around Diversity, Equity and Inclusion How can you stop women dropping out of the workforce and create staying power instead? It goes beyond offering a competitive compensation package and creating opportunities for career growth. Putting diversity, equity and inclusion (DEI) at the core of your business will help give you a competitive advantage. According to a recent Glassdoor survey, more than 3 in 4 employees and job seekers (76%) reported that a diverse workforce is an important factor when evaluating companies and jobs. In that same survey, 1 in 3 employees and job seekers (32%) said that they wouldn’t apply to a job at a company where there’s a lack of workforce diversity. Building diversity, equity and inclusion into your workforce means understanding that DEI goes much deeper than a company’s headcount or policy. It’s more about identifying what makes your talent unique and realizing that you benefit from each other’s strengths and perspectives. It’s also about keeping your workforce engaged by creating the kind of inclusive environment that helps employees thrive at work and advance in their careers. In today’s evolving work environment, this means putting flexibility in the middle of workforce planning and optimizing your teams—on site and remotely. Blog Interested in diversity, equity and inclusion? To find out more on how to build a culture of DEI in your workplace, check out this blog. Recruiting and retaining professional women in the workplace, especially those who are considering leaving the workforce due to the challenges brought on by the pandemic, entails: Designing competitive compensation and benefits packages Offering flexible work options Helping them manage their work-life balance Focusing on their wellness Providing additional support networks and mentorship opportunities  Assisting them on their unique career journeys as they leave and re-enter the       workforce  Having both maternity and paternity policies in place Prioritizing career development Learn more on how you can challenge the she-cession with workforce planning.

Every year, Women’s History Month takes place in March in the U.S., U.K. and Australia. Across the globe, it’s a time to mark and celebrate women’s achievements. Over the years and since International Women’s Day (IWD) was first celebrated in 1908, women have fought tirelessly for the freedoms and rights we enjoy today. And recently, there has certainly been a lot more to celebrate. In 2021, one hundred years after women won the right to vote, America voted in Kamala Harris, the first woman vice president and highest-ranking elected woman official in U.S. history. There have been many notable women in science who have made a significant difference during the pandemic. From landing NASA’s Perseverance rover on Mars to breaking records in landing CEO roles in America’s largest corporations, we have come a long way in advancing women’s rights and gender equality in many industries. The same can be said for the finance world too. A Bloomberg article revealed that in 2020, U.S. companies hired a record number of CFOs. As of August 2020, 90 women held the CFO role at S&P 500 and Fortune 500 companies. In honor of Women’s History Month and using this year’s IWD theme of #ChoosetoChallenge as inspiration, we’d like to highlight five inspirational women who have made significant impacts as financial leaders. These women are climbing the corporate ladder, breaking the glass ceiling, building diverse teams, creating new business models and showing us that stats and industries can and do change in time. To learn how to challenge the she-cession with workforce planning, read this blog. 1. Amy Hood, Executive Vice President and Chief Financial Officer at Microsoft Amy Hood joined Microsoft in 2002 and in her role as Executive Vice President and Chief Financial Officer she has been leading the company’s worldwide finance organization. This includes involvement in the company’s overall operations and strategy development.  For the past seven years, she has worked alongside Microsoft’s CEO Satya Nadella as a strategic partner, driving long-term financial growth, championing culture and leading corporate initiatives such as Microsoft’s commitments to climate change and affordable housing. 2. Kendra James-Anderson, Virtual CFO and Owner of The Finance Femme Kendra James-Anderson’s experience working in diverse industries as a financial planning analysis manager led her to create The Finance Femme because she recognized that there was a large gap in the financial management industry. Billion-dollar companies had CFOs working as strategic partners to CEOs assisting with everyday decision making based on facts, data and analysis, but the same wasn’t so for smaller businesses. They were often left working with CPA and accounting firms whose business approach was more reactive rather than forward-looking. So she created the Virtual CFO service to serve businesswomen as a financial partner, providing high-value services that give business owners the forward-looking support they need. Besides supporting the finance needs of businesswomen daily with Virtual CFO, Kendra also coaches and mentors women in the accounting, finance and tax industries, helping them build their businesses and brands.  3. Dhivya Suryadevara, Chief Financial Officer at Stripe Dhivya Suryadevara is the Chief Financial Officer at Stripe, a global technology company that builds economic infrastructure for the internet helping millions of companies of all sizes manage their businesses online. Prior to Stripe, she was the Chief Financial Officer of General Motors. Her appointment as GM’s CFO back in 2018 made GM one of two Fortune 500 companies that had both a female CEO (Mary Barra) and CFO (Hershey is the other company). Dhivya decided to join Stripe because she believes that the internet is still not the engine for global economic progress that it could be. Dhivya was named in the list of Forbes ‘40 Under 40’ in 2015 and 2018. She was also named one of Barron’s 100 Most Influential Women in US Finance in 2020. 4. Kathy Willard, Chief Financial Officer at Live Nation Entertainment As CFO of the world’s leading live entertainment, ticketing and e-commerce company since 2007, Kathy Willard has certainly built up the financial strength of the company enough to withstand the challenges brought on by the pandemic. In fact, in March of 2020, Live Nation announced that concerts would be put on hold indefnitely, setting a standard of safety and caution for the rest of the industry. Before taking on the CFO role at Live Nation, she worked for the company for nine years as its executive vice president and chief accounting officer. 5. Zita Cobb, CFO, Businesswoman and Social Entrepreneur Canadian businesswoman and social entrepreneur Zita Cobb worked in the high-tech industry for years as a CFO before retiring, leaving that world behind and heading back to her hometown of Fogo Island with a purpose: to do something in response to the economic and cultural challenges the small coastal community had experienced over the past decades. Along with her brothers, Zita founded the Shorefast Foundation, a registered Canadian charity whose mission is to revitalize Fogo Island as well as Newfoundland and Labrador. The Foundation puts all of its profits back into the community by operating businesses and employing people in the Fogo area. One example is the Fogo Island Inn, a community-owned business that opened in 2013. To find out how to build a culture of diversity, equity and inclusion in your workplace, read this blog. Choose To Challenge Every Day This year's IWD theme, #ChoosetoChallenge, is calling upon all of us to think critically about our own thoughts and actions towards gender equality so that we can collectively move from challenges to change—inside and outside of work. In the workplace, choosing to challenge every day involves: Choosing to lift each other up Calling out gender biases and inequalities Improving the hiring process to increase diversity Developing diversity, equity and inclusion policies in the workplace Providing diversity training Challenging workplace gender bias Identifying gender gaps in business leadership Taking proactive steps to closing the gender pay gap Investing in women’s economic empowerment Supporting women-owned businesses  Looking to challenge gender inequality in the workplace? Read this blog.