21 Insightful Quotes on Leveling Up: Becoming a Manager of Managers

On Friday, March 6th, senior female tech leaders & engineers came together to celebrate International Women’s Day with over a dozen tech talks & panels during the Girl Geek X Elevate 2020 virtual conference. Today’s blog includes quotes from a session with Arquay Harris, Senior Director of Engineering / Slack; Bora Chung, SVP of Product Management / Bill.com; Ines Thornburg, AVP of Customer Success / Splunk; and Gretchen DeKnikker, COO / Girl Geek X. In addition to the YouTube video replay, a full transcript from the talk is also available.

  1. “When you make the transition from managing individual contributors to managing managers, what happens is you go from this very directive, sort of supporting, coaching state of mind to managing to outcomes.

    When you have a person who is also responsible for managing other people on the team, you don’t want a person who is managing or doing things in the way that you would do them. You want them to manage in the way that feels comfortable for them.

    I would never say to a manager, ‘Hey, I want you to do this, and this is step one, two, three.’ It’s like, ‘This is the outcome. How can I support you to get there?’ You have to really trust them to be able to do it. And so the unlearning comes from wanting to be the person who is the hero, jumps in, saves the day, maybe writes the code — to really growing and empowering that next generation or that next level of leadership.” —Arquay Harris, Senior Director of Engineering / Slack

  2. “One mistake I made when I became a manager’s manager was just having one-on-ones with my immediate direct reports. They also have a set of teams and maybe not as frequently, but making sure that I check in with the team members made a big difference. When I hear some of the key themes and strategies being played back in skip level one-on-ones, I think that’s when things are going well. If you hear a game of telephone being played and have a disconnected kind of direction and alignment, you’ll know that things are not going well. Do those skip level one-on-one check ins. They’ve served me well.” —Bora Chung, SVP of Product Management / Bill.com

  3. “I had to learn to balance my time across the different responsibilities in a way that, frankly, I wasn’t getting too involved. I learned to trust the expertise on my team and learn what was good enough. Perfection is not always the end goal. We have to continue to progress multiple workstreams at one time in initiatives, and really make sure that no one gets left behind.” —Ines Thornburg, AVP of Customer Success / Splunk

  4. “I struggled to learn when to stop helicoptering in and trying to rescue everyone. I’m still learning it, but to me, the biggest difference between a junior employee in a very small startup versus a manager’s manager is learning how to do helicoptering in and helicoptering out at the right moments.” —Bora Chung, SVP of Product Management / Bill.com

  5. As you grow in your career and you become more visible, have more responsibilities, the one thing that I’ve learned is that when you say something, the impact of what you’re saying really is that much stronger, that much more gospel, so to speak. When you’re facilitating a meeting or when you’re communicating, you have to realize that, again, as your responsibility grows, people really listen.

    You have to be careful, so if you’re trying to facilitate a brainstorming, for example, what I’ve learned is to facilitate the dialogue, get the conversation going, but I reserve what my opinion is until the end, because I don’t want everybody to just think that my opinion is the right one, because it’s certainly not. That’s why I bring together, and when I’m doing hiring, I always try to look for complementary skills.

    So I’ve learned to really be cautious about what I say and when I say it and to whom I say it, because I realize that what I’m saying does affect and impact a lot of the folks on the team.” —Ines Thornburg, AVP of Customer Success / Splunk

  6. “Be friendly, not friends. If my team’s watching, they’re probably laughing about this, because I say this a lot. Very early in my career when I made that transition to manager, these people are your best friends. You hang out with them every night and when you are friends with the people who report to you, you cannot be impartial, right? You can’t say to your best friend, ‘You really screwed up on that thing. I need you to work harder in this area.’ It can be really awkward.

    And so what I really learned later in my career was how to set boundaries, because I do you a disservice if I’m not able to give you that really constructive and helpful feedback and help you grow. And that doesn’t mean that you have to be this monster who’s just a robot, but boundaries are really, really important and I just wish I’d learned that earlier.” —Arquay Harris, Senior Director of Engineering / Slack

  7. “In the early part of my career, I was thinking that I should be the smartest person if I’m the manager, and I was somewhat reluctant and afraid of hiring people smarter than myself. But what I am realizing is that it’s absolutely cool to hire people smarter than me. It actually elevates the team. It improves the quality of the thinking and ultimately, what we deliver to our customers is going to be much stronger. So I think I had to shed that a little bit of early stage career insecurity to really put together a strong team.

    I don’t have to be the perfectionist that knows all the answers. Sometimes a great value as a manager or manager’s manager comes from asking the right question, maybe asking the powerful question that nobody else is asking, because they are afraid or there’s a big elephant in the room.” —Bora Chung, SVP of Product Management / Bill.com

  8. “As your responsibility grows, you’ll have lots of different experts on your team in different disciplines, different business units, and you can’t be the expert on everything. It’s just physically impossible as your organization grows, and so what you do need to do is to be really, really comfortable working with these teams of experts in helping them accomplish their mission.

    As a leader, my value to my team is making sure that we’re working towards the same goals and cascading those company goals down. I make sure everybody understands those goals, that we’re progressing on those goals, and that we’re communicating our progress effectively in working together.” —Ines Thornburg, AVP of Customer Success / Splunk

  9. “Really, you should make your management style situational to the person and to the stage that they are in their career. It really just goes into this first quadrant, which is directive, which you might do to a more junior person. You might say, ‘I need you to log into this machine, do this work,’ and then you move up into coaching, which is you have a little bit more skill and it’s like, ‘All right, you kind of know what you’re doing. How can I coach you through it?’ Onto supporting, which is, ‘You know what you’re doing. How can I support you? How can I help you get to that next level?’ And then the final magic kind of golden quadrant is delegation, and that’s just, ‘I don’t even really need to tell you what to do. You probably are bringing me the problem, telling me what it is that needs to be solved.’

    The thing that’s really interesting is it’s not really a straight line. You might kind of hover, depending upon your skill set, maybe in communication you’re in full on delegation mode, but at technical proficiency, maybe you need a little bit more support.

    When I’m managing managers, I really try to think about each individual’s strengths and how I can help really, really uplift a person’s strengths, and how do I help them really either correct for or counterbalance any weaknesses that they may have?” —Arquay Harris, Senior Director of Engineering / Slack

  10. “Understanding what type of leader you are and what you can contribute is way more important than a very specific checklist of skills. If you’re interviewing someone and they haven’t done that exact thing, can they describe to your their approach or their philosophy? What I really look for is ‘is this person a structured thinker? Do they have best practices or some kind of toolkit or some sort of methodology in the way that they approach leadership?'” —Arquay Harris, Senior Director of Engineering / Slack

  11. “When I first transitioned to managing managers, I thought I needed to know everything and I was so embarrassed when I didn’t know what was going on. It took me a while to realize I’m just air traffic controller. The less information I have on a tactical level, the less opportunity I have to screw things up… I should just let the expert be the expert.

    And then my most amazing moment as a manager’s manager was when I walked in, I was planning this 10,000 person conference and there were hundreds of people setting up all of these little tiny details that we’d spent a year making. I only knew the names of like six people that I could see at any given moment. And I was like, ‘Okay, this is working. They have this. They’ve got it. I don’t even need to know what’s going on right now. This is amazing.'” —Gretchen DeKnikker, COO / Girl Geek X

  12. “It’s really fulfilling and rewarding to see people grow — to see them go from kind of more junior manager to senior manager to director, to see them be able to come into their own as a manager, develop their own styles. That’s probably the best thing about progressing to higher level of management.” —Arquay Harris, Senior Director of Engineering / Slack

  13. “Part of management is about soft skills and developing and augmenting those skills in your team. So that means communication skills, collaboration, meeting facilitation. It means executive presence, making sure that when you’re representing your company or your team, that you do it in such a way that you’re proud of that. So, when I know I haven’t prepared my team and I see a train wreck about to happen, that’s cringe-worthy.” —Ines Thornburg, AVP of Customer Success / Splunk

  14. “My most proud moment is when I’m absent on a sabbatical or extended vacation and the team doesn’t even notice that I’m gone. I think that’s the ultimate success of coaching and grooming the right team. If they noticed you were gone, your team isn’t quite where you need them to be.” —Bora Chung, SVP of Product Management / Bill.com

  15. “During my skip level one-on-ones, I start with a very broad question of ‘How are things going?’ I try to also let the manager in the middle know that we are having the skip level. I think the worst outcome is if the manager in the middle gets alienated in this conversation.

    I don’t really have an agenda during skip level one-on-ones. With some folks, I talk about just their career aspirations. With some folks, since I’m one level away, they could maybe ask more questions about the big picture strategy and whatnot, so it’s a little bit different, but I always let the team member drive the agenda.” —Bora Chung, SVP of Product Management / Bill.com

  16. “I want to be the finalist on all interviews because I really take pride in knowing people. One of the things, as a leader of a large organization, that I like to understand is, is career aspirations. This is where we have a much larger purview of opportunity as a leader, and frankly if I have a conversation with someone and I understand really they want to be in another part of the organization at some point in the future, I would love to make that match and keep that talent within my company rather than seeing people leave and take all that wonderful knowledge and great talent to another company.

    I don’t want people leaving my organization necessarily, but at the same time, if we can promote from within and give people more opportunity within our organization, people appreciate that and I love a team that culturally has a strong morale and knows that we’ve got each other’s backs.” —Ines Thornburg, AVP of Customer Success / Splunk

  17. The top trait to focus on developing if you’re interested in a management role is adaptability, because the thing about being an IC is that it’s a pretty defined trajectory to go from associate to engineer to senior to staff to senior staff, right? You might not know exactly what it is but some part of it is mapped out.

    It’s a little bit more opaque when you’re talking about leadership, because in any given moment, you could have to deal with people’s emotions and you have to coach and you have to support and you have to discipline. It’s just all of these things that you have to do, and so you need a growth mindset. You have to be willing to iterate and change.

    If you’re a person who’s really rigid and you like things just so, you maybe want to consider something else.” —Arquay Harris, Senior Director of Engineering / Slack

  18. “At more junior levels, there’s a mindset that meetings are a waste of time. Meetings are your lifeblood when you get to a certain level. If you spent your whole day in meetings, you were doing your job all day — and I think that’s a mindset thing that a lot of people really struggle with changing.” —Gretchen DeKnikker, COO / Girl Geek X

  19. “There are two major mental shifts that occur when you transition into engineering management. ICs generally think about execution for the most part, so you have to start to blend in execution as well as strategic thinking. So I think that’s maybe the first shift you need to make to become a manager.

    You’ll also shift how you think about time horizons. Let me take product development as an example. Maybe when you’re an IC, you’re thinking mostly about next release, the release after that, but when you eventually become a manager, you think about an annual roadmap or a three year vision. I think those are maybe the differences in time horizon of your thinking, and there’s not a right or wrong.

    I think there need to be different parts of thinkers. Some people need to execute, some people need to think strategy. Some people need to think next release, some people need to think about the three year vision, but I think those are some of the shifts that need to occur in order to transition into a managerial role.” —Bora Chung, SVP of Product Management / Bill.com

  20. “To overcome bias and avoid being stereotyped as the ‘quiet, introverted Asian woman,’ I spent extra energy on developing what we usually call the executive presence and executive gravitas, because especially when you become a manager of managers, it’s not just your personal brand and personal reputation any more. It’s your team’s effectiveness that you have to be responsible for. I try to overcome the bias by being more vocal and represent the team more actively.” —Bora Chung, SVP of Product Management / Bill.com

  21. “I think one of the hardest things about being a woman in engineering, especially a woman of color, is just the big issue of low expectations. What happens to me a lot in particular is people think that I’m not technical.

    I’ve had interns be like, ‘Do you code?’ which is a ridiculous question that you probably never ask a male who’s a director of engineering. You face that a lot and it’s really unfortunate.

    On the bright side, I think things are changing, particularly as we get more and more women in leadership positions, I think just having different voices in the room is really contributing to the conversation.

    When I was coming up, there weren’t a lot of people who look like me who did the job that I do, and so it just wasn’t a thing that I could even see myself doing. The idea of a CTO was Andy Grove, right? With the khaki shirt… a blue shirt and khaki pants. So make yourself aware and available, and let people know that you are a source of information.

    Sponsorship is a big thing that people are doing right now.

    If there’s someone that you see who you think has potential, maybe encourage them. If I have people on my team who show interest in management, I try giving them some tasks. Like, ‘Hey, maybe try managing this intern for a summer and seeing how it goes, or maybe you might want to run the sprint meeting.’ That kind of thing. Just give them these little nuggets to see if they have the aptitude and really understand what management is.” —Arquay Harris, Senior Director of Engineering / Slack

To hear more from Arquay, Bora, Gretchen and Ines, check out the transcript from their March 6th panel during Elevate 2020, or watch the video replay on YouTube!

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70% of Girl Geek X partner companies are still actively hiring. Here are the jobs they’re hiring for!

We read the headlines about soaring unemployment and tech layoffs, yet when we asked dozens of our mission-aligned partners if they are actively hiring, over 70% said yes!

WEBFLOW IS HIRING

Webflow empowers designers to create beautiful, responsive websites—without writing a single line of code, or relying on a developer. Its drag-and-drop interface looks, feels, and works like familiar desktop design tools, and writes clean, semantic code any developer would be proud of.

More jobs at Webflow!

STRAVA IS HIRING

Strava builds software that makes the best part of our athletes’ days even better. And just as we’re deeply committed to unlocking their potential, we’re dedicated to providing a world-class, inclusive workplace where our employees can grow and thrive, too.

More jobs at Strava!

OPENDOOR IS HIRING

Opendoor’s mission is to empower everyone with the freedom to move. We believe the traditional real estate process is broken and our goal is simple: build a seamless, end-to-end customer experience that makes buying and selling a home stress-free and instant through technology. Real estate is broken. Come help us fix it.

More jobs at Opendoor!

ATLASSIAN IS HIRING

Atlassian is a leading provider of collaboration, development, and issue tracking software for teams. With over 170,000 global customers, we’re advancing the power of collaboration with products including Jira, Confluence, Bitbucket, and now Trello. Driven by honest values, an amazing culture, and consistent revenue growth, we’re out to unleash the potential of every team.

More jobs at Atlassian!

SLACK IS HIRING

Slack has transformed business communication. It’s the leading channel-based messaging platform, used by millions to align their teams, unify their systems, and drive their businesses forward. Only Slack offers a secure, enterprise-grade environment that can scale with the largest companies in the world. It is a new layer of the business technology stack where people can work together more effectively, connect all their other software tools and services, and find the information they need to do their best work. Slack is where work happens.

More jobs at Slack!

OPENAI IS HIRING

OpenAI is a research and deployment company whose mission is to ensure that general-purpose artificial general intelligence —by which we mean highly autonomous systems that outperform humans at most economically valuable work—benefits all of humanity. We will attempt to directly build it safely and beneficially, but will also consider our mission fulfilled if our work aids others to achieve this outcome.

More jobs at OpenAI!

UNITED STATES DIGITAL SERVICE (USDS) IS HIRING

United States Digital Service (USDS) is a tech start up at the White House, with a diverse group working across the federal government to build better tools and services for the American people. USDS is looking for candidates with hands-on skills and leadership to improve our Nation’s most critical digital services. You’ll join a team of talented technologists from across the private sector and government to serve time limited tours of service to untangle, rewire and redesign critical government services (e.g. millions of people use Federal Government Services everyday, veterans apply for healthcare, immigrants apply for naturalization).

Apply for USDS here!

CARTA IS HIRING

Carta (formerly eShares) is a software platform for founders, investors, and employees to manage equity and ownership. Carta helps companies and investors manage their cap tables, valuations, portfolio investments, and equity plans. Carta’s mission is to map and expand the global ownership network in order to increase liquidity and transparency between shareholders.

More jobs at Carta!

SALESFORCE IS HIRING

We bring companies and customers together on the #1 CRM. Sharing the news, events, and innovation you need to change the world for good.

More jobs at Salesforce!

INTEL AI IS HIRING

Intel (Nasdaq: INTC) is an industry leader, creating world-changing technology that enables global progress and enriches lives. Inspired by Moore’s Law, we continuously work to advance the design and manufacturing of semiconductors to help address our customers’ greatest challenges. By embedding intelligence in the cloud, network, edge and every kind of computing device, we unleash the potential of data to transform business and society for the better.

More jobs at Intel AI!

JOHNSON & JOHNSON IS HIRING

Johnson & Johnson Medical Devices is focused on shaping the future of digital surgery and expanding its robotics and digital solutions offerings across the entire portfolio, with multi-specialty, end-to-end solutions in orthopaedics, endoluminal intervention and general surgery. For more information, visit www.ethicon.com. View career opportunities in Robotics and Digital Solutions in Redwood City and Santa Clara.

More jobs at Johnson & Johnson!

MAESTROQA IS HIRING

MaestroQA makes omnichannel quality assurance software for modern support teams. Etsy, Mailchimp, Peloton, Zendesk, and more use MaestroQA to improve agent performance, optimize CX processes, unlock business-level insights, and enable amazing customer experiences—all while improving the metrics that matter like retention, revenue, and CSAT. We’re a small but fast growing, remote friendly team looking for partners to help us scale and build a diverse and resilient company that will change the customer support space worldwide.

More jobs at MaestroQA!

FISHER INVESTMENTS IS HIRING

Fisher Investments is a different kind of investment firm. We don’t come from Wall Street, nor do we believe we fit in with most of the finance industry, and we’re proud of that. We work for a bigger purpose: bettering the investment universe.

More jobs at Fisher Investments!

FREEDOM FINANCIAL NETWORK IS HIRING

At Freedom, we believe our people are the key drivers of our market-defining innovation and success. We strive to nurture an inclusive, caring culture that positions everyone to do their best work. We’re deeply committed to providing work that makes a meaningful impact by helping everyday Americans move forward toward a better financial future.

More jobs at Freedom Financial Network!

OPENDOOR IS HIRING

Opendoor’s mission is to empower everyone with the freedom to move. We believe the traditional real estate process is broken and our goal is simple: build a seamless, end-to-end customer experience that makes buying and selling a home stress-free and instant through technology. Real estate is broken. Come help us fix it.

More jobs at Opendoor!

AMAZON WEB SERVICES IS HIRING

AWS Outcome Driven Engineering (ODE) is a new AWS engineering organization chartered to build industry-specific products by diving deep with industry innovation leaders to solve the hence-unsolved digital solutions that unblock the industry from new digital business models, step changes in efficiency, or otherwise transformative business outcomes.

More jobs at Amazon Web Services!

Think you’ve found your dream job in this list?

We highly recommend watching the video replays from the company’s Girl Geek Dinner or Elevate talks on YouTube to learn more about each organization, get to know some of their women leaders and technologists, and get an inside peek at what it’s like to work there.

We recommend reaching out to one or two speakers from the company directly via LinkedIn, Twitter, or email to strike up a conversation about the role, project or department you’re most interested in.

Remember, making a genuine human connection can help you stand out in a crowded talent market!

Good luck!!

Please let us know if you successfully land a job from this list, we’d love to hear about it!

Email us at hello@girlgeek.io

Girl geeks are stocking up on these surprising things during COVID-19.

stocking up during covid-19

Last week, we asked our community: “What surprising thing are you stocking up on right now (aside from toilet paper)?

The answers came flooding in, and while many were things we too were stocking up on or had thought about, there were also some responses that we never would have expected! Here are some highlights:

plastic filament tower
Chung-Hay Luk, UX Researcher at Google is stocking up on 3d filament to print shields for healthcare workers in the Bay Area during the Covid-19 pandemic via Bay Area Face Shield Supply.
  1. “The surprising thing I’ve been stocking up on is plastic filament. My friends and I have been 3d printing visors and creating face shields for healthcare workers in need, and we’ve delivered nearly 1000 shields so far.” — Chung-Hay Luk, UX Researcher at Google.

    This is awesome and so unexpected! Color us impressed!

    Want to learn more? Check out the latest count of donated shields/visors, donate to the cause, or get involved with this volunteer effort at Bay Area Face Shield Supply.

  2. Sayali Kapre, a Firmware Validation Engineer at Zoox, told us that she’s stocking up on fabric and yarn.

    And we are totally envious of her patience and craftiness. Just ask the sewing machine that’s been collecting dust under my desk for the past decade… I had such high hopes!

  3. Sukrutha Bhadouria, CTO at Girl Geek X and Senior Software Engineering Manager at Salesforce, has been stocking up on frozen foods. She shared that with everyone working from home, most of her colleagues have been putting in more hours… leaving less time for meal prep.

    I don’t have any good reason for it — my hours have been impacted in the opposite direction… but I’m still stocking up on frozen foods too! Our freezer is about one item shy of overflowing at this point. 😂

  4. Sue Separk, Director of Financial Analysis at Firewood, is collecting seeds!

    Great idea, Sue! We have a few gardeners on the Girl Geek team, and at least one of us has stocked up on seed packets too! Our CEO Angie shared that she’s been regrowing some veggies from the discarded bits — like carrot tops and celery stems. Whichever way you garden, there’s never been a better time to double down and do more!

    Side note: Sue signed her email “Yours in unabashed excellence, Sue.” And we just needed to publicly say YESSSS, girl. You ARE excellent, and we love it!

  5. “I’ve found myself ordering a ton of ice cream. I’m not sure if it’s my way of coping with the stay at home order or if I discovered an amazing ice cream bar hahaha. It’s the Haagen-dazs Coffee Almond Crunch Ice Cream Bars!” — Lety Gómez, Web Developer at Girl Geek X & Software Engineer at TechCrunch

    Lety’s definitely not alone! I’ve been ordering a different Talenti icecream or gelato flavor with just about every Instacart order. Gotta try ’em all, right? And don’t even get me started on the “Fat Boy” brand icecream sandwiches. So. Good.

  6. In a vote for self care, Jessica Jallorina, an Inside Account Manager at TestEquity shared that since she can’t get a proper mani/pedi right now, she’s stocking up on foot and hand masks from Target.

    “Also popcorn!” she added.

    Yay for self-care! Take care of yourselves, ladies, whatever it is that’ll make make you smile or help you relax — go for it! You finally have the time. And double yay for popcorn! We wholeheartedly approve of the exclamation point, by the way. Popcorn deserves it!

  7. Rachel Jones, our resident Podcaster here at Girl Geek X, said she’s been stockpiling candles.

    I feel this one for sure. I have a habit of stocking up during annual candle sales, and then most of the candles just sit on a shelf until the cooler months or when we’re expecting visitors. But with all the time we’ve been spending inside lately, we’ve taken to rotating candles and lighting a new scent every day or two. If we’re going to be stuck inside, might as well make it smell good!

  8. Ofure Okoronkwo, a Senior Software Engineer at RBC, told us that she’s stocking up on Lysol disinfecting wipes and fruits.

    Us too! Our CEO Angie shared that she’s been trying to keep her kitchen stocked with produce and fruits instead of junk food. Lady Alice Apples are her favorite right now!

    And personally, I’ve been on a berry kick since about January, and Covid isn’t slowing that down! There are always at least 2 types of fresh berries in my fridge… with extra in the freezer for popping into smoothies. We also went strawberry picking last summer, so I still have some homemade jam left. We even found locally made huckleberry and boysenberry jams at a local dairy last month. It’s berry madness over here!


  9. Erica Kawamoto Hsu, Photographer at Girl Geek X, told us she’s stocking up on all things Asian pop culture. “Since I can’t travel and with being isolated, I’ve started taking greater interest in my cultural roots through podcasts, music, tv shows, and language exchange.

    This is awesome, I love it! Sounds like a much more fulfilling way to spend time than binge-watching every movie in the Hunger Games series. Not that I know anyone who has done that this week… 👀

  10. Girl Geek X CEO Angie Chang is stocking up on produce starts for vegetables like kale, broccoli, beans and more!

    It’ll be another week or two before I buy veggie starts — last frost can come pretty late here in PA, but I’ll be doing the same! We stocked up on compost and mushroom soil last month to prep a new raised garden bed. Always a project!

  11. Karina Eichmann, Senior Program Manager at Oath said that she’s stocking up on quarters, because they’re required to operate laundry machines.

    Smart. We wouldn’t have thought of this… but who wants to be handling quarters that have passed through hundreds of hands before getting to you? If you’re stocked up, you can disinfect them all at once and not have to sweat it when you’re doing your weekly laundry run!

  12. “For me (and my hubby), we are stocking up all the time on food for our cat, named Momo. Our household is gluten free and so Momo gets grain free food so that he can stay healthy. He is a rescue and we love him – best sleeping buddy.” 😊 — Aliza Carpio, Tech Evangelist, Intuit Global Engineering Culture (Office of the Intuit Chief Architect)

    The pet caretakers on our team are doing the same. Girl Geek X Communications Coordinator Amanda Beaty recently adopted a 10-year-old “pandemic puppy” from a rescue she volunteers with, so in addition to her usual cat food and litter stash, she’s now stocking up on dog food too!
Momo the grain free cat
Pictured: Momo the grain-free cat, sent to us by Aliza Carpio, Tech Evangelist, Intuit Global Engineering Culture (Office of the Intuit Chief Architect)


As for me, I’m stocking up on mycelium plugs. I’ve been foraging wild mushrooms since I was a kid, and I’ve read up on cultivation techniques a bunch of times. With a little extra time for a project right now, I’m finally taking the plunge! Thus far, we’ve ordered or pre-ordered about 1600 plugs — which are little cylindrical wooden dowels about an inch long, that have been inoculated with mycelium from various mushroom species.

Each mushroom I’m trying to grow has a preferred type of tree and habitat, so it’s a whole project of finding the right trees, cutting logs to the right length/width, and letting them dry for a couple weeks before moving on to the next steps (drilling, inserting the plugs, sealing, watering, siting the logs in the woods / shade, partially burying some of them, etc.)

If it works, the mycelium will take over the new log(s) and produce fruiting bodies (mushrooms) once the conditions are right. We should have 2 types of oyster mushrooms this fall, maybe some lion’s manes too… and then several other species in future years. Fingers crossed!

What surprising thing are you stocking up on?

We’d love to hear from you! Tag us on the Twitters and let us know what you’ve found yourself stocking up on during Covid-19!


About the Author

Amy Weicker - Head of Marketing at Girl Geek X

Amy Weicker is the Head of Marketing at Girl Geek X, and she has been helping launch & grow tech companies as a marketing leader and demand generation consultant for nearly 20 years. Amy previously ran marketing at SaaStr, where she helped scale the world’s largest community & conference for B2B SaaS Founders, Execs and VCs from $0 to $10M and over 200,000 global community members. She was also the first head of marketing at Sales Hacker, Inc. (acquired by Outreach) which helps connect B2B sales professionals with the tools, technology and education they need to excel in their careers.

AI Overlords, Battling Covid-19 and Algorithmic Bias: a conversation about the importance of Human Goodness in AI.

Julie Shin Choi, VP & GM of AI Marketing at Intel AI, at Girl Geek X, Elevate 2020

On Friday, March 6th, senior female tech leaders & engineers came together to celebrate International Women’s Day with over a dozen tech talks & panels during the Girl Geek X Elevate 2020 virtual conference. Today’s blog includes takeaways from a talk by Julie Shin Choi, VP & GM of Artificial Intelligence Products & Research Marketing at Intel AI. Prior to joining Intel, Julie led product marketing at HPE, Mozilla, and Yahoo. In addition to the YouTube video replay, a full transcript from Julie’s talk is also available.


One of the reasons that Julie Shin Choi chose to join Intel, she told us, was the opportunity and the scale that Intel’s AI technology platform would provide from a career perspective, but she never anticipating falling in love with the people of Intel.

“It is really this human goodness at Intel that keeps me here.”

One of the things that we’ve learned in recent years is that AI is a powerful agent for helping people around the world. Intel CEO Bob Swan shared an example from the Red Cross earlier this year at CES. As we all know, the Red Cross is an amazing relief organization dedicated to helping people in times of disaster.

Julie explains that Intel, the Red Cross, Mila (an AI think tank in Montreal), and other organizations recently formed a data science partnership alliance — their objective was to map unmapped parts of Uganda and to identify, through deep learning, different bridges that the Red Cross could take to deliver aid in times of disaster.

In addition to viral outbreaks (a case of Ebola emerged last June), Uganda is also prone to severe flooding.

“Bridges are often washed out or impassable,” said Red Cross CEO Dale Kunce. That “can mean that your 20-minute drive all of a sudden becomes several hours.”

Ultimately, Intel and their data partners were able to examine huge satellite images and come up with algorithms that could automatically identify bridges that could be utilized by disaster relief workers — they labelled and identified over 70 previously unmapped bridges in southern Uganda.

This is just one example of why human goodness matters when we think about AI application development. There are endless applications, some of which are especially current and relevant right now.

AI is playing a huge role in fighting the spread of Covid-19.

Everyone has heard about and is taking precautions against the global Covid-19 pandemic, but are we talking about the important role AI is playing in fighting the spread of this deadly virus?

“Globally,” Julie informs us, “We’re using big data — we’re analyzing different databases of where people have gone and the different symptoms that they may present.”

State, federal and local governments are turning to big data to make policy decisions and measure the impact and effectiveness of their policies in near real-time.

“One novel use case that we [at Intel AI] identified in Singapore is of a company that’s using IoT [Internet of Things] technology to help scan people and identify thermal readings — so basically fevers — without human contact.

Intel AI’s technology is powering thermal screening that’s helping keep people safe by catching more Covid-19 cases earlier, and with less manual input from healthcare professionals.

This AI-aided screening method is proving to be about three to four times more efficient, so they can scan 7 to 10 people with this AI device, as compared to using human healthcare practitioners. They’re able to free up limited resources and keep more healthcare workers on the front lines where they’re most needed right now.”

The utilization of AI is really helping manage a lot of the issues related to coronavirus in Singapore.

We’re seeing other innovations like this cropping up all around the world as technologists team up with big data partners, healthcare providers and policy makers to help track and slow the spread of Covid-19.

AI is new to us, so folks sometimes fear the capabilities… but our kids understand it. And they’re the ones who will be programming them.

“I have two children, 8 and 12. A couple of months ago, we were talking about the world, and the one in junior high, he said, ‘Well, I think that my generation is going to be spending most of its time solving the problems that your generation created.'”

Julie continued, “And then my little one, who’s still in elementary, chimed in right away, and he said, ‘With the help of our AI overlords, right?’

These kids already, they’re so aware, and I think the advice to our children would be to really read books, play with one another, learn how to have friends from many different backgrounds, become the best humans they can be, because it’s not going to be robot overlords. We’re going to need good humans to program those AIs.

Good humans are the key.

“In AI, good humans are needed because it’s such a powerful technology and it’s such an accelerant that really depends on algorithms at the heart, and these algorithms are coded based on assumptions that we make about data.

AI starts with data but ends with humans. It’s technology that’s being built for humans. I think it’s very important that we partner with people who really understand the human problems that we’re trying to solve. We need to partner with domain experts.”

AI is going to take a diversity of talents and tools.

There’s really no one size fits all, Julie explains: “We’re going to need CPUs, GPUs, FPGAs, these are all different kinds of hardware. Tiny edge processors. We’re going to need a host of different software tools. We’re going to need data scientists and social scientists, psychologists and physicists, marketers and coders to all work together to come up with solutions that are creative. It’s really going to take a village. Be open-minded.”

“And let us always be thoughtful,” she added.

“I know that in Silicon Valley, people often say it’s important to go fast and to fail fast, but in AI, I don’t think so. I think we need to take time. We should be thoughtful and really, really careful and considerate about the assumptions we make as we create the tools that create the algorithms that feed the AIs.”

Good humans will be needed every step of the way.

A lot of people worry that AI is going to take our jobs and replace humans.

Julie Shin Choi, Vice President & General Manager, AI Marketing at Intel AI

“I’m a firm believer that AI will not be replacing humans, it will be augmenting humans. So it’s helping us, not replacing us.

For example, radiology is a major transformation area that’s being transformed by AI faster than most because of the applicability of computer vision for x-ray imaging. “But what we’re seeing is that physicians actually are welcoming the help of AI. It’s a great double check.

When you have a 97% accurate algorithm that’s going to ensure that your patient gets the right diagnosis — even though the algorithm is sometimes even more accurate than you, especially if you’re tired — it’s an absolutely phenomenal double check. The end goal for the human in that case, in medicine, is to go and help that patient with the most accurate information that the human doctor has.

What we’re seeing is that AI is helpful to humanity. It’s truly an augmenting type of technology and not a replacement.”

We talk a lot about the impact of bias in AI and how to limit it.

“Bias is certainly a problem and it’s something that we, as a community of technologists, policy makers and social scientists — all different backgrounds — we need to attack this together.

A lot of it just comes down to being intentional. There are audits of algorithms. There are ethics checklists, actually. There are best practices that have been set up, and I can actually introduce [the Girl Geek X community] to Intel’s AI for Good leader, Anna Bethke, who is an expert in this domain and a wealth of knowledge.

We need to address bias with intentional and very purposeful conversations, because again, the algorithms are based on assumptions that humans code. So the only way that we can eradicate and deal with the bias issue is by talking to one another. The right experts in the room ensuring and asking, ‘have we checked that bias off the list?’

Don’t just assume that coders know how to create a fair algorithm. I don’t think we can assume that. This is a very intentional action that we need to build into our AI development life cycles. The bias check.”

For more from Julie Shin Choi, watch the full video on YouTube, read the transcript of Julie’s talk during Girl Geek X Elevate, or follow her on Twitter.

To be notified of future Girl Geek X events and receive our weekly newsletter, subscribe to the Girl Geek X mailing list.

Interested in partnering with Girl Geek X to feature your female leaders or promote your current job openings to our community of 20,000+ mid-to-senior level women in technology? Email sponsors@girlgeek.io


Win FREE tickets to 12 Girl Geek Dinners in our 12 Days of Girl Geek Giveaway! UPDATE: Winners announced!

Girl Geek X - 12 Days of Giveaways Holiday Sweepstakes

What’s better than a free Girl Geek Dinner? How about 12 free Girl Geek Dinners!? That’s exactly what’s in store for ONE lucky girl geek this month! But we’re not stopping there — 11 more girl geeks & allies will be winning too!

We’re super excited to announce that we’re giving away a whopping total of 78 totally FREE Girl Geek Dinner passes in our December contest — which we’re launching TODAY!

Day 1 - 12 Days of Girl Geek X Giveaways - Pack of Playing Cards and a Dinner Ticket

The grand prize (12 tickets to Girl Geek Dinners plus a Girl Geek X hoodie or jacket) will go to the entrant who has referred the most friends to enter the contest & sign up for the Girl Geek X weekly newsletter during the contest period, which ends on December 20, 2019 at 11:59am PST.

The other 11 winners will be selected at random — 1 each day for 12 days, beginning Monday, December 9, 2019 at noon PST. The first drawing is just a few days away, and we’ll kick off the fun by giving away 1 free Girl Geek X Dinner ticket and a pair of Girl Geek X socks!

The number of tickets we give away will increase each day, until we award the grand prize. The Girl Geek X swag item we’re giving away will get a little better every day as well — we’re starting with a super cute pair of Girl Geek X socks, and working our way up through coffee mugs and t-shirts! (See the full prize list and official rules in the widget below.)

To improve your odds of winning, you can earn extra entries for every person you refer, for liking or following us on social media, listening to the Girl Geek X podcast, or for sharing the contest with your Bay Area friends & colleagues via the widget below!

Stitch Fix Girl Geek Dinner

Girl Geek Dinners are hosted throughout the Bay Area year-round, and winners can choose to use their tickets to attend multiple dinners individually, bring their bestie to a few, or use all their tickets at once by bringing friends and team members to a single dinner. Your call!

Good luck, and we hope to see you at a dinner soon!

12 Days of Girl Geek X Giveaway

Update: Congratulations to our 12 Winners!

Prize Name
12 Alicia Livingston
11 Gabriela Mujal
10 Patti Mangan
9 Jenh Vo
8 Michelle Jin
7 Herra lee
6 Shubhi Asthana
5 Sarita Agrawal
4 Nancy Cao
3 Alagu Valliappan
2 Linda Wang
1 Esmi De Anda

See your name on the list? Keep an eye on your inbox! We’ll be in touch to confirm your mailing address (and size if applicable) in the next few days!

Thanks for entering, and for being a member of the Girl Geek X community!

Speaker submissions for Elevate 2020 are now open!

We are seeking session proposals for the 3rd Annual Girl Geek X ELEVATE 2020 Virtual Conference to be held March 6th, 2020.

We’re inviting women technologists, innovators and tech leaders from around the world to participate in Girl Geek Elevate to share the latest in tech and leadership with fellow mid-and-senior level professional women.

This virtual conference is FREE for attendees – last year, over 2,500 women signed up to attend – tuning in from 31 countries around the world – to be inspired by speakers on the latest in tech trends and leadership.

Sessions may reflect the theme of this year’s conference – “Lift As You Climb” – and content typically covers the following topics:

  • Lightning Tech Talks – Dive deep into an area that’s unique/critical to your business or role (i.e. machine learning, security, usability, UX/UI, ethics in building product, data analysis, etc.)
  • Technical Skills & Tactics – Tutorials, walkthroughs, or deep dives into a skillset or tactical approach to how you solved a real-world challenge.
  • Learning and Development – Topics include negotiation, job search, interviewing tips, being a better leader, self-awareness, career growth, management, etc.
  • Inclusion, Equality, and Allyship – Topics include being a better ally, lifting other women up, and actionable advice for individual contributors or managers.
  • Interesting Life/Career Journeys/Distance-Traveled Stories – Did you overcome socioeconomic challenges (i.e. first in family to go to college, raised in poverty/rural area/etc.) while giving back or contributing to the greater good?

Work on a unique technical project or have interesting insights you’d love to share with other other women & allies? We want to hear from you!

Tip: The best proposals include 3-5 key takeaways — things attendees can expect to learn from your talk!

Submit your proposal for a talk and/or panel here by December 24, 2019 11:59PM PDT for Girl Geek Elevate virtual conference.

We’re looking for speakers with unique perspectives to share their successes, failures, insights, advice, personal journeys and learnings with the community! Come share your story and elevate fellow Girl Geeks as they navigate the choppy waters of their own tech careers.

Both first-time and experienced speakers are welcome to apply. All nominations will be considered, and all selected speakers will participate in a speaker prep session with the Girl Geek team and your fellow panelists and moderators.

Why Speak at Elevate Virtual Conference?

  • Share what you’ve learned the hard way so that other women can more easily navigate their own careers — your talk will reach thousands of viewers!
  • Share the technology you’re working on and talk about the tough problems you’re solving
  • Increase your visibility within your own organization and position yourself as a subject-matter expert in your field
  • Open yourself to more career opportunities
  • Highlight issues unique to women in technology/leadership, and issues you’ve experienced or are passionate about
  • Connect with other great women leaders, peers and mentors
  • Elevating other women is a fun & rewarding experience

We’re open to presentations, one-on-one interviews, and panels… choose the format you’re comfortable with!

Submit your proposal for a talk and/or panel here by December 24, 2019 11:59PM PDT for Girl Geek Elevate virtual conference.

For sponsorship inquiries, please contact sponsors@girlgeek.io

Podcast Highlights: 15 Helpful Insights on Managing Up

In continuing our Podcast Highlights mini series, this week, we’re sharing 19 helpful insights from the Girl Geek X podcast that will help you manage your career by “managing up!”

If you haven’t already subscribed to the Girl Geek X podcast, head on over to iTunesSpotifyStitcher, or Google Play and get ready to start binge listening! 

This week, Girl Geek X Co-Founder & CTO Sukrutha Bhadouria is breaking out quotes and insights from her favorite release on the Girl Geek X Podcast — Episode 15: Managing Up & Working with Your Manager.

Why this topic matters, and why it’s her favorite episode:

Sukrutha Bhadouria, CTO & Co-Founder of Girl Geek X
Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

“I think managing up is so hard that no one really taught me, or it didn’t even come to my attention that I needed to focus on it until at least five or six years into my career. It’s really hard to know what’s expected of you and how you’re being evaluated if you don’t know how to manage up. I think the best way is to get on the same page and understand a bit more about what your manager wants to see, what their goals are and how you can help them reach their goals. We don’t talk about this enough, and learning how to manage up earlier could help so many of us move ahead faster.”

15 Helpful Insights on How to “Manage Up”

15. Make your manager look good.

“If you want to be a better employee, think about ‘What is my manager measured on, what would make them look good to their boss?’ What are the metrics, what are the things that they really care about? Then when you’re prioritizing your time, think about your decisions in the context of ‘How can I get my manager promoted?’ Because if you can get your manager promoted, you make everybody look good.” —Gretchen DeKnikker, COO at Girl Geek X

14. Ask questions.

“Have direct conversations. Do not guess. Do not try to guess. For example, I was hired for a job and two weeks in, my boss was fired. My brand new boss was fired. He and a few other people who were brand new to the company and brand new to the team – we were opening a San Francisco office – they were all I had to turn to.

We had a trip planned to go to New York, and my colleague who’d only been there a few months longer, was like, ‘Well, I don’t know if we should go.’ And I was like, ‘I’m going, and I’m going to sit down with the CEO while I’m in New York and I’m going to ask him, ‘What were your expectations for my role? What were the goals? What are the things I could do in the first 90 days?’ Because I don’t have a manager anymore and I need to know.’ It was a brand new role.

If I hadn’t asked questions, I would have worked on the wrong things. I wouldn’t have prioritized my time in a way that would have allowed me to meet expectations.

And my colleague’s first response was this idea that you shouldn’t go meet, you shouldn’t go ask, and you should just sort of sit back and wait to see what happens. I’m so glad that wasn’t my first instinct and that I went in and had the conversation.” —Gretchen DeKnikker, COO at Girl Geek X

“I’ve asked questions like, ‘What is the thing that’s worrying you the most, work-wise? Or what is your biggest goal? What do you want your org to be known for?’ And through that, I get a sense of where I can insert myself and make my manager successful. That is the main thing. When you’re managing up, you want to make your manager a success in their job by basically managing them.” —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

13. Be vulnerable.

Sandhya Hegde speaking
Sandhya Hegde, EVP of Marketing at Amplitude

“You have to be vulnerable. You have to say stuff like, “Hey, I care about how you feel about me,” which is a vulnerable place to be. When I worked up the courage to say it, it made a huge difference. Because you are vulnerable, the other person starts being more vulnerable. So yeah, if you feel like you’re working with someone who’s not opening up, honestly the best thing to do is just be vulnerable with them and create that space for them to reciprocate.” —Sandhya Hegde, EVP of Marketing at Amplitude

12. Learn your manager’s working style.

“Try to understand your manager’s style. Do they like going for walks in their one-on-ones or do they prefer it to be a coffee? Or do they prefer to be in a conference room? Trying to understand more about their working style will help you get on the same page. It will break the ice, and then you can get to the real stuff.” —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

Angie Chang, CEO & Co-Founder of Girl Geek X
Angie Chang, CEO & Co-Founder of Girl Geek X

“Managing up is about the willingness to do a little bit of work and ask more questions instead of just being like, ‘Well, my manager is not giving me what I want and I’m just going to be resentful.’ Ask more questions to figure out what the working relationship is going to be with this type of person. I’m sure there are professional tests that will then name this personality and give you hints on how to best interact with this type of person that you can investigate.” —Angie Chang, Co-Founder & CEO at Girl Geek X

11. There’s an app for that!

“There’s a piece of software if you’re using Gmail for work called Crystal Knows – it’ll tell you how to best communicate with anyone through email. If you were to read mine, it would be like, ‘Use short, concise sentences. Make your point quickly. Don’t use a bunch of flowery language.’ That sort of thing. And I thought it was pretty accurate, but it’s super interesting. I think you can get an initial thing for free and then you have to pay, but it’s pretty amazing. Even if you just run it on your own inbox to see, ‘Oh yeah, that is how I like to get emails.’” —Gretchen DeKnikker, COO at Girl Geek X

10. Talk to your manager’s past reports.

“When I get a new manager or assigned to someone new or move to a new org, I talk to people who reported to them for a long time. I try to get a sense of what it’s like to report to them and what their managing style is. Just so that I’m better prepared. It’s helped me so much to know what kind of things they focus on from someone else’s perspective.

I personally don’t think anyone is a perfect manager. A lot of how good of a manager someone is to you is within your control. I have had some good managers in the recent past, but I’ve also seen other people struggle to report to them. Taking things into my own hands and really, really focusing on the relationship and managing up has helped tremendously. I did my homework to get a sense of what it’s like to report to them, what they like and what they don’t like. And I figured out how to work around their dislikes. I haven’t had a situation in a really long time where things just aren’t working, because I invest a lot very early in the relationship.” —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

“If you’re reaching out to a new manager’s former team members, you just have to approach it from a positive angle. Like, Hey, I’m just trying to do really great. If you could give me three pieces of advice on how to be successful in working with him, what would you say?” —Gretchen DeKnikker, COO at Girl Geek X

9. Know when to move on.

Gretchen DeKnikker, COO at Girl Geek X
Gretchen DeKnikker, COO at Girl Geek X

“There are people that are just not people that you enjoy working with, and that’s managers or colleagues or subordinates and at some point, there’s only so much you can do to try to smooth that over. Then you just either take that person at face value and accept that there are just times where things aren’t gonna work, or you go somewhere else.

Sometimes you’ll have a manager and you just know that they are never going to lift you up. They are never going to put you center stage. They are always going to keep you in their shadow. I’ve had those, and you have to move on. You absolutely have to move on. You cannot let someone steal your spotlight. Not on your career path.” —Gretchen DeKnikker, COO at Girl Geek X

8. Ask for a performance review.

Sandy Liao speaking
Sandy Liao, Head of Talent, Culture & People Operations at HomeLight.

“Incorporating performance data is crucial to the business, as well as your own career growth. If your manager has not spoken with you for the past quarter or past six months about how you’re doing from a performance standpoint, it’s super important to make that calendar invite and make them have that conversation.

Especially working in a startup, these things kind of get out of hand when we’re trying to do like 100 things at once. But before any of us start analyzing a new opportunity, it is just necessary to have conversations with people that are mentoring you and that are working with you directly.” Sandy Liao, Head of Talent, Culture & People Operations at HomeLight

7. Be objective & use data when navigating a challenging relationship.

“Using data is a great way to ask for help and make progress with your manager. It’s like, ‘Okay, we set these goals and I didn’t meet two of them, so here’s what I need to meet the rest.’ If you’re able to kind of frame these conversations with your manager objectively, then that’s one way to get help.

Take it back to an objective place of like, ‘We’re here to do this job. These are the goals along those lines and can you just tell me the extent to whether or not I’m fulfilling that?’ I think being able to bring the conversation back to that is an effective way to manage a more challenging relationship.” —Rachel Jones, Podcaster at Girl Geek X

6. Be specific when asking for help.

“Probably the hardest part of this when you’re earlier in your career is that you may not know exactly what you need to hit your goals. It’s hard to articulate to your manager, this is exactly why. ‘If I had XYZ, then I feel like ABC would…’ Right?

I think it can be dangerous if you’re like, ‘Oh well if I had this one piece of software, I could do this better. Or if I had an extra person, I could do this better.’ Those are hard cases to make to your manager, particularly if there’s an impression that you’re not hitting your goals already.

You want to be very specific on what it is that you’re asking for and what you think the ROI will be. Because a fuzzy ROI is a hard argument to make to a manager to get additional resources.” —Gretchen DeKnikker, COO at Girl Geek X

5. Take responsibility for your career growth.

Don’t think that your career growth is just fully your manager’s responsibility. It is just as much yours. And so if you don’t see those conversations coming up, you need to be bringing it up. 

As a manager, I’m super excited and motivated to help people who seem like they want to be helped and who are motivated as well. It’s really difficult to grow someone’s career when they’re just not as motivated to do it. And that’s fine too. Sometimes people want to just stay at their level. That’s totally cool. But if you really want to grow, you want to be bringing it up a lot with your manager. —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

4. Know who your manager is investing in.

“Your manager controls your advancement and your visibility within the company. So if it seems like your manager is investing in other people and not investing in you, rather than just being a manager who doesn’t really invest in anyone in their team, definitely consider whether this is the right place for you. Because a manager can have a huge impact on your career, and you don’t want to be begging for attention from someone who’s just never going to give it to you.” —Gretchen DeKnikker, COO at Girl Geek X

3. Find a mentor.

Vidya Setlur
Vidya Setlur, Staff Research Scientist & Manager at Tableau Software

“Some of the best mentors that I’ve come across have been people who were my managers in the past, maybe at a different company or in a different line whom I have respected and trusted, but because they are not my manager anymore there is a different type of relationship where it can be more mentoring as opposed to managing.

There’s a lovely inflection there that happens. So kind of seek out into your network and find those people that you’ve worked closely with, or that managed you — directly or indirectly. See if they can help mentor you in your next path or next effort.” —Vidya Setlur, Staff Research Scientist & Manager at Tableau Software

2. Maintain relationships with past managers.

“I keep really strong relationships with managers… and they’re people that I go back to when I’m looking for a new job. Not necessarily for them to hire me, but they know me so well, and when I’m trying to figure out what I’m good at, what I like doing, and what direction might I go in, their input is helpful.

A past manager is someone who knows you really well to be able to kind of give their two cents, even if they haven’t been working with you recently.

I mean, not all of your managers are people that you want to necessarily keep taking advice from, but I think I’ve been really fortunate that most of my previous managers are people that I want to reach out to. I still go back and can be like, ‘I don’t know what I want to be when I grow up, help me!’ And they do.” —Gretchen DeKnikker, COO at Girl Geek X

1. Remember that your manager is human.

Rachel Jones, Podcaster at Girl Geek X
Rachel Jones, Podcaster at Girl Geek X

“Knowing how awkward the transition into management can be for people is definitely something to keep in mind when you’re working with your manager. A lot of people are put into this role without getting any kind of specific training or support on what it means to be a manager. Keeping that in mind when you’re interacting with your managers or setting expectations for what that relationship should look like. Definitely focus on the work that you have to do to maintain that relationship and drive your career forward, and involve your manager in that.” —Rachel Jones, Podcaster at Girl Geek X

Check out the full episode or podcast transcript for more great insights on managing up and managing your career, or subscribe to our YouTube channel for even more insightful content on topics that matter to women and allies.


About the Author

Amy Weicker - Head of Marketing at Girl Geek X

Amy Weicker is the Head of Marketing at Girl Geek X, and she has been helping launch & grow tech companies as a marketing leader and demand generation consultant for nearly 20 years. Amy previously ran marketing at SaaStr, where she helped scale the world’s largest community & conference for B2B SaaS Founders, Execs and VCs from $0 to $10M and over 200,000 global community members. She was also the first head of marketing at Sales Hacker, Inc. (acquired by Outreach) which helps connect B2B sales professionals with the tools, technology and education they need to excel in their careers.

Ritu Narayan, Founder of Zūm, Modern Ride Service for Children, Wins Female Entrepreneur of the Year Award!

Ritu Narayan - Founder & CEO of Zum

Selected from over 1,500 Entries, Zum’s Founder and CEO wins Gold Stevie® Award.

Ritu Narayan, founder and CEO of Zūm, a modern ride service for children, has been selected as the recipient of a Gold Stevie® Award for Female Entrepreneur of the Year in the Consumer Services Category. This news comes on the heels of the company’s recent expansion to six new states. Zūm now serves over 250 school districts and 4,000 schools across seven states.

The Stevie Awards for Women in Business honor women executives, entrepreneurs, employees, and the companies they run — worldwide.  The Stevie Awards have been hailed as the world’s premier business awards. More than 1,500 entries were submitted this year for consideration in more than 90 categories, including Executive of the Year, Entrepreneur of the Year, Women Helping Women, and Women Run Workplace of the Year.

A former executive at Oracle, Yahoo! and eBay, Narayan founded Zūm when she couldn’t find safe and reliable rides for her own children without sacrificing her career.

41% of U.S. women say it’s hard to advance their careers due to childcare issues, and 10 million women have already left the workforce due to a lack of safe and reliable options.

Ritu’s mission was to create a seamless service that makes child transportation easier, safer and more transparent for families and schools.

“As both a female entrepreneur and a working mother, this recognition is very meaningful for me,” says Ritu Narayan, co-founder, and CEO of Zum. “What started as solving a problem for me and my family is now disrupting an entrenched but severely outdated transportation system built around a fleet of 500,000+ yellow buses nationally. We are helping both schools and working parents address the needs of today’s busy schedules and wider transportation needs.”

Under Ritu’s leadership, Zūm continues to fulfill its mission to be the leader in safe and reliable rides for kids, with 3X YoY growth. The company has also doubled its number of employees during the past year, with women now making up around 50% of the Zūm team.

Ritu has successfully raised over $70 million via traditional venture capital funding, including a $19 million Series B led by Spark Capital in 2018, and most recently, a $40 million Series C led by BMW i Ventures with participation from Spark Capital, Sequoia Capital, and Volvo Cars Tech Fund.

In a market with a lot of untapped opportunity, Zūm is poised for exponential growth and might just be poised to become the next woman-led Unicorn startup! Move over, Uber.

About Zūm
Zūm solves transportation challenges facing schools and families by providing a modern ride service for children. The use of Zum’s technology significantly reduces school overhead and commute times by providing the right vehicle for every trip while also providing real-time tracking of rides so parents know where their student is at all times. Zum drivers have clean driving records, several years of childcare experience and earn the highest hourly rate in the industry. Zum, founded in 2015, and based in Silicon Valley, is backed by notable investors including Sequoia Capital, Spark Capital, and BMW iVentures. www.ridezum.com 

About the Stevie Awards
Stevie Awards are conferred in seven programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Women in Business, the Stevie Awards for Great Employers, and the Stevie Awards for Sales & Customer Service. Stevie Awards competitions receive more than 12,000 nominations each year from organizations in more than 70 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at www.StevieAwards.com.


Podcast Highlights: 9 Key Takeaways on Intersectionality

Intersectional feminism

In continuing our Podcast Highlights mini series, this week, we’re sharing 9 quick takeaways from the Girl Geek X podcast that employees and managers everywhere can benefit from!

If you haven’t already subscribed to the Girl Geek X podcast, head on over to iTunesSpotifyStitcher, or Google Play and get ready to start binge listening! 

This week, Girl Geek X COO Gretchen DeKnikker is breaking out quotes and insights from her favorite release on the Girl Geek X Podcast — Episode 12: Intersectionality. (Apologies for the sound quality on this one, we’re still learning!)

Why this topic matters, and why it’s her favorite episode:

Gretchen DeKnikker, COO at Girl Geek X
Gretchen DeKnikker, COO at Girl Geek X

“This was an important episode because we’d been hearing intersectionality as a buzzword, often erroneously used as a synonym for inclusion, and wanted to offer clarification. Understanding how various parts of our identities intersect in both oppressive and privileged ways is absolutely critical in building workplaces where everyone can thrive. Solving the issues of the most marginalized among us raises up everyone. It’s absolutely essential that we have acute awareness around this as we do the work.

9 Key Takeaways

9. “We need to move away from ‘diversity,’ which has a limited meaning and actually is not aligned with the goals that we’re trying to build. We need to build balance in our organizations. We also need to move away from ‘inclusion’. Inclusion assumes that I can fit like an add-on into a power structure that was built for straight white men, and I have no interest in doing that. I’m not any of those things and I don’t know how to show up that way. I wanna actually build belonging, I wanna show up in a space where I was considered and where I was thought of.

Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian
Aubrey Blanche, Global Head of Diversity and Belonging at Atlassian

It can be the littlest things that show consideration. You’ll see here, research shows that women feel like they belong when there’s more plants in an office. You’ll see that our bathrooms, even the ones that because of building codes have to have gendered words on them, do not actually contain pictures of what a man or a woman looks like. That might not matter to a lot of you. But to folks who are gender-nonconforming or non-binary or transgender, that has huge meaning. That little subtle clue actually tells their brain that they belong in that space, and that’s what we’re trying to build at Atlassian. I think we can all resonate with wanting to feel like we belong.” —Aubrey Blanche, Global Head of Diveristy and Belonging at Atlassian 

8. “Silly pop culture example that I always think of, there’s an episode of Scrubs where Elliot, who’s a white female doctor, and Turk, who’s a black man, are having this debate about who has it harder, black doctors or female doctors, and then thankfully a black woman doctor walks by and they’re both like ‘Ooh. Wow. This argument is dumb for the two of us to be having.’” —Rachel Jones, Podcaster at Girl Geek X

7.  “When you’re talking about privilege and talking about intersectionality and diversity and inclusion, I think sometimes they all get swirled together and you can lose sight of what those things are individually and what they mean individually, and that they are very unique distinctive things. —Gretchen DeKnikker, COO at Girl Geek X

Sukrutha Bhadouria, CTO & Co-Founder of Girl Geek X
Sukrutha Bhadouria, CTO & Co-Founder of Girl Geek X

6. “I think it’s important when you’re trying to create an equal environment that there’s no one definition of equal, right? That’s the whole problem when you assume there’s one definition of what it means to feel marginalized or to feel like a minority, so you have to identify where you stand and what the differences in experiences are for other people.

Learn more about other people’s experiences, especially when they’re different from yours so you can be more informed when you’re trying to create a more equal environment. But you have to have a good understanding of what it means and not have a blanket, oversimplified definition of what intersectionality is in the first place.” —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

5.  “If I — as a queer Latina woman — can succeed in the organization, any changes that are made are definitely gonna benefit straight white women, too. But when we start with ‘diversity = women’, we only build programs, processes, and structures that help straight, white, economically-privileged women succeed.” —Aubrey Blanche, Global Head of Diveristy and Belonging at Atlassian

4. “I think intersectionality reminds us how much further we have to go and be open to continuing to learn about each other, this evolving conversation and just keep trying to be curious about other people.” —Angie Chang, Co-Founder & CEO at Girl Geek X

3.  “Psychological safety more than anything else is critical to making a team work. And so what is psychological safety? It’s the shared belief held by members of the team that the team is safe for interpersonal risk taking.

Psychological safety may sound like it’s all about the emotions or about the mental aspect of the game, but really it’s the way that you encourage and promote behaviors that reinforce trust and respect and mutual empathy and authenticity, and discourage behaviors that tear those down.” —Heidi Williams, CEO & Co-Founder of tEQuitable

2. “I think white people in this country, myself included, need to get very comfortable with the fact that we are all racist on some level, and that everyone has racist behaviors… and that while the word is really powerful, we need to actually think about the definition of it and what that means, and how to correct those behaviors. Because even a racist will tell you they’re not racist, they’re just separatists. They just want you live over there. ‘I don’t not like you, I just don’t wanna live with you!’ kind of a thing. So just understanding there are racist behaviors is important. We all have them every single day, and we need to be open to hearing that feedback.” —Gretchen DeKnikker, COO at Girl Geek X

Rachel Jones, Podcaster at Girl Geek X
Rachel Jones, Podcaster at Girl Geek X

1. “You’re setting yourself up to fail if you’re using definitions of these things that are empty or you’re using solutions that only work for the group that’s struggling the least out of everyone. We’re at a point where people can very easily see through these things when they are bullshit. People aren’t just gonna say ‘we have a culture committee’ and take that to mean the work is done. People actually want to see tangible results. Hold people accountable to do the actual work and not just fly a diversity flag and say the work is done.” —Rachel Jones, Podcaster at Girl Geek X

Check out the full episode or podcast transcript for more great insights on intersectionality and questioning your own bias, or subscribe to our YouTube channel for even more insightful content on topics that matter to women and allies.


About the Author

Amy Weicker - Head of Marketing at Girl Geek X

Amy Weicker is the Head of Marketing at Girl Geek X, and she has been helping launch & grow tech companies as a marketing leader and demand generation consultant for nearly 20 years. Amy previously ran marketing at SaaStr, where she helped scale the world’s largest community & conference for B2B SaaS Founders, Execs and VCs from $0 to $10M and over 200,000 global community members. She was also the first head of marketing at Sales Hacker, Inc. (acquired by Outreach) which helps connect B2B sales professionals with the tools, technology and education they need to excel in their careers.

Podcast Highlights: 6 Quick Lessons on Branding

Branding to Stand Out - Personal Branding

Whew! We just wrapped our 20th podcast episode, and now we’re taking a look back over the past few months at all of the amazing conversations we’ve had, the laughs we’ve shared, and the tough topics we’ve tackled… and we figured it’s the perfect time for the Girl Geek X team to share our top takeaways that women in tech and allies everywhere can benefit from!

We’ll be doing this via a mini-series of blog posts in the coming weeks, where we’ll break down our key learnings, salient moments, and hard-hitting realizations and share them with the community as bite-sized nuggets that you can quickly devour while waiting for everyone to join your morning conference call. (Can you hear me now? Everyone please mute!)

If you haven’t already subscribed to the Girl Geek X podcast, head on over to iTunesSpotifyStitcher, or Google Play and get ready to start binge listening! 

First up, Girl Geek X CEO & Co-Founder Angie Chang is delving into her favorite (and our most recent!) release on the Girl Geek X Podcast — Episode 20: Branding to Stand Out.

Why this topic matters, and why it’s her favorite episode:

Angie Chang, CEO & Co-Founder of Girl Geek X
Angie Chang, CEO & Co-Founder of Girl Geek X

“I enjoy how we as the Girl Geek X team can talk thru the uncomfortable reality of branding for women in their work lives and work places. Each place and situation is different, so it was fun to hear the diverse perspectives we all have, and share some common themes in how we feel we show up at work and how to be most effective while being true to our selves.

6 Quick Takeaways

6. “Part of what a brand is, is an emotional connection. It’s how you’re perceived. It’s how we’re perceived in the workplace. And I would say, as a woman in business, and as women often are told in tech companies, you’re either too nice or too aggressive. Or, you’re too mean. Or, you’re too sloppy. Or you’re too proper, or whatever. The list can go on and on. Everybody in this room has some anecdote of a time when they felt they got conflicting messages or they weren’t quite sure ‘how do I show up in this meeting?’

I think for a lot of us, throughout our career we’ve found a way to find that balance of, how can we show up at work in a way to be super effective and so that people listen and we can do really good work? And how do we stay true to who we are?” —Khobi Brooklyn, VP of Communications at Aurora

Sukrutha Bhadouria, CTO & Co-Founder of Girl Geek X
Sukrutha Bhadouria, CTO & Co-Founder of Girl Geek X

5. “When I was very deliberate about what brand I wanted for myself or what I wanted to be known for, I then was very clear about what opportunities I wanted to seek out for myself, in addition to what I was already doing. That helped me.” —Sukrutha Bhadouria, Co-Founder & CTO at Girl Geek X and Sr. Manager, Engineering at Salesforce

4. When I was earlier in my career as a Girl Geek, I would run from the idea and the topic of branding. Because I’m like, ‘That’s just marketing.’ I didn’t want to deal with that.

As you get more experienced in your career, you start to see the bigger picture and how your manager or other people need to be able to pick you out from a crowd. And then the branding issue becomes something that you actually pay attention to — what you want to be known for, and then tying it to your authentic self and making sure it’s aligned.” — Angie Chang, Co-Founder & CEO at Girl Geek X

Leah Mcgowan-Hare, VP of Trailhead Evangelism at Salesforce
Leah McGowan-Hare, VP of Trailhead Evangelism at Salesforce

3.Focus on the value you add and everything else will begin to fall in place. It’s really easy to get caught up in that branding piece, particularly with social media and all this good stuff. And I’m always like, well, let’s take step back. What is your story? What are you trying to build? What is the story you’re trying to create?” —Leah McGowen-Hare, VP of Trailhead Evangelism at Salesforce

2.Your brand goes so much farther beyond the one specific company that you’re working in. It really exists in your whole network. It’s how you represent yourself to your whole network. Within your job, outside of your job.

I think what’s tied all the things that I do together is definitely storytelling and social impact. With everything that I’ve done in my career and all the outside of work things that I’ve been doing, those are the threads that tie them together. That’s how people view me. Regardless of what aspect of my career I’m showing up in.” —Rachel Jones, Podcaster at Girl Geek X

1. “Your brand in college is not the brand you had in your 20s, and is not the brand you had in your 30s, in your 40s, in your 50s and 60s. Your personal brand is going to continually be a work in progress.” — Gretchen DeKnikker, COO at Girl Geek X

Check out the full episode or podcast transcript for more great insights on organizational and personal branding for women in business, or subscribe to our YouTube channel for even more insightful content on topics that matter to women and allies.


About the Author

Amy Weicker - Head of Marketing at Girl Geek X

Amy Weicker is the Head of Marketing at Girl Geek X, and she has been helping launch & grow tech companies as a marketing leader and demand generation consultant for nearly 20 years. Amy previously ran marketing at SaaStr, where she helped scale the world’s largest community & conference for B2B SaaS Founders, Execs and VCs from $0 to $10M and over 200,000 global community members. She was also the first head of marketing at Sales Hacker, Inc. (acquired by Outreach) which helps connect B2B sales professionals with the tools, technology and education they need to excel in their careers.