An Interview With Vanessa Ogle
Transparency in Promotion and Hiring Practices: Establishing clear criteria for promotions and hiring can help ensure fairness and equality. A financial services firm made its promotion criteria transparent and introduced a structured interview process to eliminate bias. A talented analyst, who had been passed over for promotion, successfully applied under the new system. Her promotion was a testament to her abilities and demonstrated the firm’s commitment to fairness, encouraging more women to aspire to leadership roles.
Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Audrey Nesbitt.
Audrey Nesbitt, Co-founder and CEO of Bloomly, is a key influencer in
the Web3 revolution. She heads a transformative platform that makes
the NFT space easily accessible for businesses of all sizes, fostering
new opportunities for audience engagement through innovative
technology. In addition, Audrey’s pivotal role as a former CMO and
marketing advisor at CryptoChicks, a global educational hub, has been
instrumental in advancing the education and empowerment of women and
youth in blockchain and other emerging technology. Her impactful work
has garnered nominations for the Women in IT Award for Tech Startup of
the Year (2023) and Outstanding Leadership (2024) at the Marketing 2.0
Conference, as well as recognition for CryptoChicks at the Canadian
FinTech and AI Awards and the Women in IT Awards Canada.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your “backstory”? What led you to this particular career path?
How did I get into Bitcoin and cryptocurrency? I opened a small restaurant in Toronto with a good friend of mine and her husband at the time was mining Bitcoin and had set up mining equipment (computers running the Bitcoin blockchain) in the basement. This was back in 2014–15, when Bitcoin was still way on the fringe. Through him I met other people coming up in the WEB3 world and that’s how I got into it.
Can you share the most interesting story that happened to you since you began your career?
I don’t know if it’s a story or more of an evolution. When I started in Bitcoin no one outside a small circle wanted to talk about it. I joke saying I was alone in the corner at parties. Lol The last couple of years has seen a monumental shift. Now everyone knows about Bitcoin and wants to learn more about it. My mom still refers to it as magic internet money.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
For me the pivotal moment in my leadership career was realizing I could do a better job than most people I was working for.
None of us can achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?
Russ Brown! Russ Brown was the head of a major law firm in the USA with lawyers in every major market. I met him and his wife through social channels. He offered me a big position at his firm even though I had no legal experience. He told me he could teach me what I needed to know but he couldn’t teach what he believed I had which was ambition, integrity and willingness to learn. We had an amazing run together and it was all because he saw ‘something’ in me and gave me a shot. He went with his gut feeling on me. No resume. No interview. He just knew.
Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
Dr. Shefali Tsabary’s “A Radical Awakening,” has had a tremendous effect on me, so much so that I have listened to it three times. The book’s deep dive into self-awareness, empowerment, and the challenge to societal norms has not only inspired me to reflect on my personal journey but has also profoundly influenced my approach to leadership as a CEO. It’s prompted me to prioritize emotional intelligence, foster a culture of authenticity and inclusivity within my organization, and lead with a vision that challenges conventional business models. Tsabary’s message of personal transformation and living authentically has been a guiding force, encouraging me to align my professional role with my deepest values and truths, thereby inspiring both my team and me to strive for a level of success that transcends traditional metrics.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
The quote ‘The only way out is through’ has become a personal anthem for me, especially now as I navigate one of the most challenging periods of my life — watching my mother approach the end of her journey. This profound experience has plunged me into a whirlwind of emotions, including a complex mix of grief and anger. Embracing the wisdom of this quote, I am choosing to face these emotions head-on, allowing myself to fully experience and move through each feeling. Whether it’s the pain of impending loss or the frustration of unresolved issues, I understand that avoidance would only delay the healing process. This principle applies equally to my professional life, where tackling a challenging to-do list demands the same courage and perseverance. By leaning into discomfort and doing the necessary work, whether emotional or task related, I am learning to navigate through adversity, fostering resilience and a deeper sense of peace in both my personal and professional worlds.
How have you used your success to make the world a better place?
I have had the privilege of working with a non-profit educational hub for women and youth in the emerging tech sector (CryptoChicks).
We have been able to put on educational events called Hackathons, all over the world including multiple events with a permanent chapter in Pakistan. These events have helped foster education and entrepreneurial development for those wishing to learn about emerging technologies and to those wishing to launch businesses. We have also worked with the government on creating educational courses that bridge the learning gap from what is taught in school to what is happening in technology. Everything from learning how to build an app with no coding skills, website design, using AI etc.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?
Despite the increasing rhetoric from governments and corporations about striving for gender equality and the importance of having more women in C-suite roles, the reality often falls short of these declarations. Many companies claim difficulty in finding qualified female candidates, suggesting a disconnect between public commitments to diversity and the actual practices of recruitment and promotion. This discrepancy points to deeper systemic issues, including persistent societal and organizational biases, a lack of effective support for women’s career advancement, and insufficient efforts to identify and nurture female talent. The situation underscores a gap between intention and action, where the rhetoric of equalization and inclusivity is not matched by tangible progress in bringing more women into leadership positions. It reflects a broader challenge of transforming well-meaning discourse into concrete changes in how women are recruited, promoted, and supported in their professional growth within the workplace.
This might be intuitive to you but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?
Absolutely, there are compelling reasons why we need more women in leadership and management positions. For starters, diversity in leadership brings a variety of perspectives and ideas, which can lead to more innovative solutions and better decision-making. Women often bring different experiences and insights, which can enhance team dynamics and problem-solving capabilities. Moreover, having more women in leadership roles can inspire and empower other women and girls, showing them that these positions are attainable and challenging the status quo. It also promotes a more inclusive and equitable work environment, which is crucial for attracting and retaining top talent. And let’s not forget, organizations with diverse leadership teams have been shown to perform better financially, which alone is a strong argument for why we should encourage and support more women to take on leadership roles. It’s not just about fairness; it’s about leveraging the full spectrum of talent available to improve outcomes for businesses and communities alike.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
Video link: https://youtu.be/WyeUUrPnEkU
- Mentorship and Sponsorship Programs: Women often benefit from having mentors and sponsors who can guide them, advocate for their advancement, and open doors to opportunities. For example, a young engineer at a tech company was paired with a senior executive through a mentorship program. This relationship not only provided her with invaluable advice and insights but also gave her visibility within the company. Her mentor advocated for her when opportunities for leadership roles arose, significantly accelerating her career progression.
- Flexible Working Conditions: Creating a work environment that supports work-life balance is crucial for retaining women in leadership tracks. An inspiring case is a law firm that implemented flexible working hours and the option for remote work long before it became a necessity. This approach helped retain talented women who were balancing career ambitions with family responsibilities, leading to an increase in female partners at the firm.
- Leadership Development Programs: Tailored programs that prepare women for leadership roles can be incredibly effective. A multinational corporation launched a leadership development program specifically for women, offering training in negotiation, strategic thinking, and public speaking. One participant, who had felt overlooked for promotions, credited the program with not only enhancing her skills but also boosting her confidence. She later became the head of her department, breaking new ground for female leaders in her field.
- Addressing Unconscious Bias: Workshops and training sessions to address and mitigate unconscious bias can change the corporate culture. A story that stands out involves a tech company that implemented comprehensive bias training for all employees. The training led to a significant cultural shift within the company, making it more inclusive. As a result, the number of women in managerial positions increased, as did the diversity of the company’s leadership team.
- Transparency in Promotion and Hiring Practices: Establishing clear criteria for promotions and hiring can help ensure fairness and equality. A financial services firm made its promotion criteria transparent and introduced a structured interview process to eliminate bias. A talented analyst, who had been passed over for promotion, successfully applied under the new system. Her promotion was a testament to her abilities and demonstrated the firm’s commitment to fairness, encouraging more women to aspire to leadership roles.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
It needs to be acknowledged that it still exists, then make an effort to take action. Not just donate to the cause. Be actionable.
What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?
In mentoring and supporting women to pursue leadership positions, I’ve emphasized a holistic approach that combines encouraging entrepreneurship, mastering negotiation skills, and the crucial role of networking. I encourage women to start their own businesses, which empowers them to carve out new paths and challenge existing structures in the workforce. Alongside this, I focus on equipping them with negotiation skills, crucial for advocating their worth and securing fair compensation and opportunities.
A particularly rewarding experience for me was guiding two young female scientists. Initially, they were reluctant to assert their value in professional settings. Through targeted coaching, we worked on recognizing their unique expertise and honed their negotiation skills. It was a breakthrough moment when they successfully negotiated higher fees for their consulting work, a testament to their hard-earned confidence and skillful negotiation.
I also stress the importance of networking and visibility. Encouraging women to network extensively and seize opportunities to speak publicly allows them to build valuable connections, increase their visibility in their fields, and assert their authority and expertise. It’s about putting themselves out there, sharing their insights, and making sure their voices are heard. This combination of entrepreneurship, negotiation, and proactive networking forms a powerful strategy for women aiming for leadership roles, enabling them to navigate challenges, assert their value, and ultimately lead with confidence and authority.
How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?
If you are a woman in a leadership role — congrats on getting where you are. Now the first thing to do is to embrace the uniqueness of your position. You bring perspectives and skills that can truly differentiate and enrich your organization. Now, about allies — having male allies in your corner is not just beneficial; it’s strategic. These allies can help navigate the nuances of your industry, offer insights into unwritten rules, and stand by you in promoting a more inclusive culture. It’s also smart to keep honing your skills, both in leadership and in your specific field, to ensure you’re not just at the table but also actively shaping the conversation. Facing stereotypes or biases? Tackle them head-on with confidence and competence, proving your worth through your work and leadership style. And remember, resilience is key. There will be setbacks, but your ability to bounce back will not only define your career but also pave the way for other women following in your footsteps. It’s about creating a legacy of strength, competence, and change.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?
I don’t. I make no apologies for who I am.
You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.
I believe that emerging technology can help bank the unbanked and also take bias out of the equation when it comes to giving loans and giving credit to the unbanked (no credit histories, no id, no access to traditional banking, transacting in cash can be dangerous). I think it is also important to bring into financial assessment algorithms different cultures and an understanding how different societies work and how they view their ‘honor’ within their financial system as opposed to ours which is stacked against them.
How can our readers further follow your work online?
Follow me on LinkedIn (8) Audrey Nesbitt | LinkedIn
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
Audrey Nesbitt Of Bloomly On How We Can Increase Women’s Engagement in Leadership and Management was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.