An Interview With Vanessa Ogle
Mentorship and Sponsorship Programs: Pairing up-and-coming female professionals with seasoned leaders can provide them with guidance and open doors to new opportunities. At an earlier stage of my career, having a mentor was crucial in navigating the corporate landscape and rising through the ranks.
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 Lasma Kuhtarska, Co-founder, Strategy Advisor.
Lasma Kuhtarska is a distinguished professional with a rich background in financial management, business development, and consulting. In 2020, she conceptualized and pioneered the creation of Noda, serving as the driving force behind the innovative platform. As the Co-founder and Chief Strategy Officer, Lasma plays a key role in shaping and implementing groundbreaking strategies that leverage Noda’s growth.
Lasma obtained her education at the renowned Stockholm School of Economics and further specialized in Data Science for Business at Harvard Business School. Before co-founding Noda, she held roles in financial analysis at the Central Bank of her home country and also lent her expertise to SEB Group, a prominent banking institution operating in Sweden and the Baltic region.
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?
As the Co-founder and Chief Strategy Officer of Noda, my journey in the fintech sector, traditionally dominated by men, has been both challenging and rewarding. I conceptualized Noda in 2020, drawing on my diverse background in financial management, business development, and consulting, as well as my education from the Stockholm School of Economics in Riga and a certificate in Data Science for Business from Harvard Business School. My prior roles at the SEB Bank, and a real estate investment company provided me with a solid foundation to drive Noda’s innovative strategies and growth.
Since joining the fintech world, I’ve observed a welcome shift towards gender diversity, with an increasing number of women making their mark in finance and IT. My focus has always been on professionalism and excellence, which I believe contributed to my advancement and reflects the industry’s evolving attitude towards gender equality.
The financial sector is making strides towards diversity and inclusivity, recognizing the value of women as leaders and influencers. I am passionate about advocating for equal opportunities, mentorship, and representation for women, emphasizing the need for a workspace that values diverse backgrounds and perspectives. My aim is to inspire future female leaders, showcasing the fintech industry’s gradual yet significant move towards true diversity and inclusion.
Can you share the most interesting story that happened to you since you began your career?
Since starting my career, one of the most interesting dynamics I’ve experienced has been frequently being the only woman in teams predominantly composed of men. Initially, I perceived this as a daunting challenge, fearing it might hinder my ability to contribute and thrive. However, this circumstance quickly turned into an empowering aspect of my professional journey.
Being the sole woman in many meetings and projects became an unexpected advantage. It made me more visible and memorable, compelling me to hone my skills, assert my ideas, and ensure my voice was heard. This unique position pushed me to excel and stand out, not for my gender, but for the quality of my work and the innovative ideas I brought to the table.
This experience taught me the importance of perspective and resilience. Instead of viewing my situation through a lens of isolation or disadvantage, I embraced it as an opportunity to showcase my capabilities and to lead by example. It has been incredibly rewarding to see how my contributions have been recognized on their merit, and how this recognition has allowed me to pave the way for more women in my field.
This journey has been a testament to turning perceived barriers into stepping stones for growth and leadership. It underscores the value of diversity in teams, not just for the sake of representation, but for the rich, varied perspectives it brings to problem-solving and innovation.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
Certainly, a pivotal moment in my career that significantly influenced my path to leadership was the conceptualization and founding of Noda in 2020. Drawing on my extensive background in financial management, business development, and my educational experiences at the Stockholm School of Economics in Riga and Harvard Business School, I was prepared to tackle the challenges of the fintech sector. However, it was the creation of Noda that truly tested my resolve and capabilities as a leader.
This moment was transformative because it encapsulated my journey through a male-dominated industry and my commitment to fostering gender diversity and equality in finance and IT. Witnessing the increasing presence of women in these sectors, and leveraging my own experiences of professionalism over gender perceptions, I realized the impact I could have. Establishing Noda was not just about launching a platform; it was about leading change in the industry, advocating for a diverse and inclusive environment, and inspiring future female leaders.
This endeavor marked a significant shift in my career, solidifying my role as a leader and paving the way for my continued advocacy for gender diversity and inclusivity within the fintech industry. It was a clear affirmation that with the right blend of vision, expertise, and dedication to diversity, significant strides in leadership and innovation could be achieved.
None of us are able to 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?
Throughout my journey, I’ve been fortunate to cross paths with many incredible individuals who have each contributed positively to my career. It’s through a combination of their insights, encouragement, and challenges that I’ve been able to grow and evolve into the leader I am today. Every interaction has added a valuable piece to my professional puzzle, shaping my approach and perspective on leadership and innovation.
In particular, I am immensely grateful to Igor Loktev, the CEO of Noda. Igor has not only been a mentor and advisor but truly a partner in my professional life. His trust, support, and shared vision for what we could achieve through Noda have been instrumental in our journey. Together, we’ve navigated the complexities of the fintech sector, pushing boundaries and driving change, all while maintaining a strong foundation of mutual respect and collaboration.
Additionally, my path has been greatly influenced by the wealth of knowledge found in books about leadership and the groundbreaking roles of women in this sphere. These narratives have not only inspired me but have also provided practical advice and strategies to navigate the challenges of being a woman in leadership. The stories of resilience, determination, and breakthroughs have been a source of strength and motivation, reminding me of the impact we can make when we persevere and support one another. Works like “Lean In: Women, Work, and the Will to Lead” by Sheryl Sandberg, and “Becoming” by Michelle Obama, have offered invaluable insights into the challenges and triumphs of women in leadership. These stories of resilience and determination have inspired me and provided practical strategies for navigating my path.
This journey of growth and learning is a testament to the power of community, mentorship, and the pursuit of knowledge. I am thankful for every individual, including Igor, and every book that has guided me towards realizing my leadership potential in the fintech industry.
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?
As I mentioned before one particular book that has had a profound impact on me is “Lean In: Women, Work, and the Will to Lead” by Sheryl Sandberg. This book resonated with me deeply, offering both a mirror to my own experiences in the fintech sector and a map for navigating the complex terrain of leadership as a woman. Sandberg’s candid discussion about the challenges women face in the workplace, coupled with her encouragement for women to pursue their ambitions, struck a chord with me.
A quote from the book that has stayed with me is, “In the future, there will be no female leaders. There will just be leaders.” This statement encapsulates the essence of what I strive for — a world where leadership is defined not by gender but by capability and achievement. Sandberg’s insights into the subtle biases that women encounter and her practical advice on addressing them have empowered me to approach my role as Co-founder and Chief Strategy Officer at Noda with confidence and determination.
“Lean In” inspired me to embrace opportunities, advocate for myself and others, and contribute to creating a more inclusive environment in the fintech industry. It has encouraged me to mentor and support the next generation of female leaders, sharing the lessons I’ve learned and fostering a culture where everyone, regardless of gender, can thrive. The book’s impact on me extends beyond professional guidance; it has been a source of personal empowerment and a reminder of the collective journey toward equality and diversity in leadership.
Another transformative book in my journey has been “Becoming” by Michelle Obama. This memoir, beyond its narrative of personal and professional growth, offers profound insights into the resilience and determination required to navigate the challenges of being a woman in a position of influence. Michelle Obama’s journey from her childhood in the South Side of Chicago to her role as the First Lady of the United States is a testament to the power of ambition, hard work, and the importance of staying true to oneself.
Together with “Lean In” by Sheryl Sandberg, “Becoming” has shaped my perspective on leadership and the importance of visibility for women in all spheres of life. It underscored the necessity of creating spaces where women can share their journeys, challenges, and successes, contributing to a more inclusive and equitable professional environment. Both books have not only influenced my approach to leadership at Noda but also enriched my personal development, encouraging me to pursue my path with authenticity and courage.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
Yes, I do have a favorite life lesson quote that has been particularly impactful: “There is no limit to what we, as women, can accomplish,” from Michelle Obama’s “Becoming.” This quote has resonated with me deeply, serving as a powerful reminder of my potential and that of women across various sectors, including fintech.
The relevance of this quote in my life and work became strikingly clear during the early days of co-founding Noda. In an industry where women’s voices and leadership are not as prevalent, the journey was filled with moments that tested my resolve, confidence, and the belief in my capabilities. Embracing this quote helped me navigate these challenges, transforming them into opportunities for growth and leadership.
It inspired me to share my journey and listen to the stories of others, creating a culture of mutual respect, understanding, and empowerment among my colleagues and within the wider professional community. This ethos not only strengthened our team but also underscored the importance of diversity in driving innovation and success. Michelle Obama’s words have been a guiding light, reminding me that by recognizing our potential and supporting one another, there truly are no limits to what we can achieve.
How have you used your success to make the world a better place?
I believe my success provides me with a unique opportunity to contribute positively to the world, particularly in making the tech industry more inclusive and empowering for women. In my journey, I’ve focused on using my position and experiences to inspire and support others, especially aspiring female professionals in fintech. By actively mentoring, offering guidance, and sharing knowledge, I aim to create a more supportive environment that encourages diversity and equality.
My work involves advocating for policies and practices that promote inclusivity within Noda and the broader fintech community. I’m dedicated to breaking down barriers that prevent women from entering or advancing in tech and finance, ensuring they have access to the same opportunities and resources as their male counterparts.
Through initiatives, community involvement, and speaking engagements, I strive to highlight the importance of diversity in driving innovation and growth. My goal is to pave the way for future generations, making the fintech sector a welcoming space for all talented individuals, regardless of gender. This commitment to fostering an inclusive environment is how I use my success to contribute to a better, more equitable world.
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?
In my experience, the landscape for women in leadership and management is evolving positively, with many incredible women around me building remarkable careers. At Noda, for example, women constitute nearly 40% of our workforce, with many holding C-level and management positions, underscoring our commitment to diversity and inclusion at all levels of the company. This reflects not only our commitment to gender diversity but also the broader industry trend towards empowering women in leadership roles.
Historically, women have often shouldered more family responsibilities, which can impact the amount of time they have available for career development compared to men. However, this doesn’t inherently limit a woman’s ability to succeed in professional arenas. In fact, the growing percentage of women in executive roles demonstrates progress and the breaking down of traditional barriers.
From my perspective, the primary challenge isn’t necessarily about the availability of time but rather the support systems in place to facilitate career advancement. When women decide to pursue leadership paths and are ready to invest in their professional growth, the key is ensuring they have access to the right opportunities, mentorship, and environments that champion their development.
In essence, the path to leadership is about creating conditions that allow women to excel and lead, irrespective of their personal commitments. By focusing on inclusivity, providing flexible working conditions, and fostering a culture of mentorship, we can continue to support and empower more women to ascend to leadership positions.
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?
Certainly, there are several compelling reasons why more women should step into leadership and management roles. One of the fundamental reasons is the proven difference in how female and male brains operate. This neurological diversity means that women and men often approach problem-solving, decision-making, and creative thinking in varied ways. By increasing diversity in leadership teams, businesses can benefit from a wider range of perspectives, leading to more innovative solutions and comprehensive strategies.
Moreover, women in leadership positions can drive a culture of inclusivity and empathy within organizations. Their leadership styles often emphasize collaboration, team cohesion, and emotional intelligence, qualities that can enhance team dynamics and employee satisfaction. This can lead to more effective management and a positive work environment, contributing to the overall success of the organization.
Another reason is representation. Having more women in leadership roles serves as inspiration and motivation for other women and girls, showing them that these positions are attainable and that their ambitions are valid. This can help to close the gender gap in leadership over time, as more women see themselves reflected in their leaders and are encouraged to pursue their own leadership paths.
Lastly, diverse leadership teams, including those with a balance of men and women, have been shown to perform better financially. This suggests that gender diversity is not just a matter of equity but also a strategic advantage, contributing to the bottom line and ensuring a broader understanding of customer needs and market opportunities.
In summary, promoting more women into leadership and management roles enriches businesses with diverse perspectives, fosters a supportive and inclusive culture, inspires future generations, and drives better financial performance.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
Absolutely, to increase women’s engagement in leadership and management, there are five key things that organizations and society at large can focus on:
- Fostering Inclusive Work Environments: Companies need to create cultures that welcome diversity at all levels. For example, at Noda, we’ve cultivated a space where everyone feels valued, and this has naturally encouraged more women to step up and take on leadership roles.
- Mentorship and Sponsorship Programs: Pairing up-and-coming female professionals with seasoned leaders can provide them with guidance and open doors to new opportunities. At an earlier stage of my career, having a mentor was crucial in navigating the corporate landscape and rising through the ranks.
- Leadership Training Tailored for Women: Specialized training programs can equip women with the skills needed for leadership and management roles. I’ve seen firsthand how women flourish in these programs, gaining confidence and skills that propel them into leadership positions.
- Flexible Working Arrangements: Recognizing that women often balance work with caregiving roles, flexible schedules can retain talent and allow women to excel without sacrificing their personal responsibilities. At Noda, implementing flexible hours has resulted in higher job satisfaction and retention among our female employees.
- Visibility and Representation: It’s important to showcase successful female leaders within the organization and the industry. When women see others like them in leadership roles, it demystifies the path to getting there. My journey to becoming a C-level executive at Noda serves as an example to other women in our team that it’s an achievable goal.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
Certainly, if we’re to see a significant shift towards more equitable access for women to leadership roles, systemic changes backed by government policies can play a crucial role. Legislations could be introduced to ensure a certain percentage of women in corporate leadership, which in time, I believe, will become a norm rather than an exception.
For example, historical data shows that since 1960, only 77 women have held the highest positions of executive power across the globe. Despite the fact that the pace of growth has increased in the last 15 years, as of the beginning of 2023, there are only 15 countries led by women. This is a small number considering there are 193 UN member states. When you compare this to the number of men who have held these positions, less than 10% of the most powerful executive roles have been occupied by women.
These figures reflect the need for concerted effort in policy-making to address the imbalance. Changes such as these could accelerate the process of bringing more women into top leadership roles, not only in politics but across various sectors, by setting precedents and encouraging businesses to follow suit.
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 found a combination of strategies to be most effective. Building a supportive network has been paramount. This includes creating spaces where women can share experiences, challenges, and strategies for overcoming obstacles. Encouraging open dialogue about the difficulties women face in the workplace allows for collective problem-solving and a sense of camaraderie.
Another vital strategy is to provide opportunities for real-world experience. This might involve recommending women for challenging projects or leadership roles within smaller teams, which helps them build confidence and a portfolio of accomplishments. It’s about giving them the chance to shine and then recognizing their successes publicly.
Furthermore, I focus on skill development, particularly in areas traditionally seen as gaps for women aspiring to leadership, like negotiation and public speaking. Tailored training and workshops can give women the tools they need to excel and position themselves as strong candidates for advancement.
Empowerment is also crucial. This means not only providing tools and opportunities but also instilling the belief that they can achieve their goals. I encourage women to set high aspirations, pursue continuous learning, and take ownership of their career trajectories.
Lastly, role modeling plays a significant role. Demonstrating leadership qualities and sharing my journey, including the setbacks and how I overcame them, offers tangible proof that success is attainable. It’s about showing, not just telling, that leadership is within their reach.
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?
To navigate the challenges of being a woman in leadership within a male-dominated industry, I’d advise focusing on professional expertise and knowledge above all. Your gender doesn’t define your capacity to lead or your professional worth; it’s your skills, your insights, and your contributions that count. Strive for excellence in your work, keep abreast of industry trends, and ensure you’re continually learning and growing in your field.
In any role, especially leadership, commanding respect through your competencies can help mitigate gender biases. Be confident in presenting your ideas and solutions. When you do encounter gender-related challenges, address them directly and constructively. This will not only strengthen your leadership capabilities but also pave the way for other women following in your footsteps.
Seek out business owners and stakeholders who prioritize merit and value diversity. These are the allies who will appreciate your work and the unique perspective you bring to the table. Their support can be instrumental in overcoming systemic barriers and creating more inclusive professional environments.
Remember, the right organizations and leaders will recognize and value the professional, not the gender. Align yourself with those who foster merit-based recognition and growth, and you’ll find that your professional journey, as a woman in leadership, can be both successful and fulfilling.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?
Balancing the demands of authoritative leadership with the often stereotypical expectations of female behavior in professional settings requires a blend of assertiveness and strategic delegation. It’s essential to stand firm in your leadership style while remaining true to yourself. Demonstrating command and expertise can often challenge and change outdated stereotypes.
A crucial aspect of effective leadership, particularly in demanding roles, is understanding that you don’t have to shoulder every task alone. Delegation is key. It’s about trusting your team and distributing responsibilities in a way that leverages everyone’s strengths. This not only streamlines workflow but also empowers others, fostering a collaborative and efficient work environment.
The same principle applies to balancing work and home life. It’s important not to hesitate to delegate tasks at home as well, whether it means sharing responsibilities with family members or seeking external support when needed. Trusting others to handle aspects of your personal and professional life can create the space you need to lead effectively and maintain a healthy balance.
By embracing delegation and trust, you can assert your leadership effectively and foster a supportive environment that challenges stereotypes and recognizes the value of a diverse and dynamic leadership approach.
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.
If I could inspire a movement, it would center on the philosophy of “Education for All,” with a specific focus on bridging the educational divide across socio-economic boundaries. This would involve not only ensuring access to basic education but also providing opportunities for higher learning and vocational training, regardless of one’s background.
The ripple effects of a globally educated population would be monumental. Education fosters critical thinking, empowers individuals with choices and opportunities, and paves the way for innovation and economic development. An educated society is better equipped to tackle issues like poverty, inequality, and health crises, leading to a more prosperous and stable global community.
Moreover, this movement would place a strong emphasis on digital literacy, given the significance of technology in our daily lives. Ensuring that everyone, especially those in underprivileged areas, can navigate the digital world would democratize the availability of information, resources, and global connectivity.
My hope would be to trigger a wave of change that begins with individuals empowered by knowledge, who then contribute to their communities, creating a virtuous cycle of growth and improvement. This would cultivate a world where potential is not wasted because of the circumstances of one’s birth but is harnessed to create a better future for all.
How can our readers further follow your work online?
Your readers can stay updated with my professional insights and updates by following me on LinkedIn, where I regularly share interesting and useful information. Additionally, I encourage everyone to follow Noda’s LinkedIn page, which is a great resource for industry news, trends, and the impact of our work in the fintech space. Through these platforms, you’ll gain access to a wealth of knowledge and be part of the conversation on the future of finance and technology.
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.
Lasma Kuhtarska Of Noda 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.