Valentina Gentile Of Expansion Partners On How We Can Increase Women’s Engagement in Leadership and Management
An Interview With Vanessa Ogle
Embrace diversity: Women in leadership roles often struggle to break free from mirroring the leadership styles they have experienced themselves. This tendency can hinder the true value of having women in leadership positions, which lies in bringing diversity, different perspectives, and unique approaches to inspiring and leading organizations. Recognizing and embracing these differences rather than trying to conform to existing norms is crucial for fostering a truly diverse, empathetic, and ultimately more equitable workplace. In my business, I try to keep my distinctive leadership style and serve as inspiration for younger women, motivating them to aspire to similar roles in the future.
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 Valentina Gentile.
Valentina is the founder and Managing Partner at Expansion Partners, a full service, boutique fundraising advisor specialized in targeted fundraising and marketing campaigns for the alternative investment industry. With over 10 years of work experience in the private market industry, Valentina is a passionate and driven professional who strives to create value for investors, portfolio companies, and society. She has a strong background in corporate finance, as well as a deep understanding of the healthcare, sustainability, technology, and consumer sectors. As a capital partnering advisor, Valentina is responsible for developing relationships with prospective investors, as well as supporting the fundraising and marketing activities of her clients.
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?
From the very beginning of my career, I’ve been driven by a deep commitment to serving the best interests of my clients and connecting with people on a personal level. This core value has been the guiding force that ultimately led me down the path of client-facing roles in the world of private equity and capital partnering.
As my career progressed, I actively sought out roles that would allow me to leverage this client-centric philosophy. Whether it was leading investor relations at firms like Bain Capital and Charterhouse Capital Partners or advising clients on fundraising strategies as the Founder and Managing Partner of Expansion Partners, I have always prioritized building strong relationships, understanding the unique needs and goals of each client, and working tirelessly to deliver solutions that truly serve their best interests.
This people-focused approach has been the cornerstone of my success, enabling me to foster lasting partnerships built on trust, transparency, and a deep understanding of the human elements that underpin even the most complex financial transactions.
Can you share the most interesting story that happened to you since you began your career?
I had joined Lehman Brothers in 2006 as an Associate, just two years before the firm’s eventual collapse. As a young professional fresh out of university, I was eager to learn and make my mark in the fast-paced world of investment banking. Little did I know that I would soon find myself at the epicenter of one of the most significant financial crises in modern history.
When Lehman Brothers filed for bankruptcy protection in September 2008, it sent shockwaves through the global financial markets. The firm’s downfall was both sudden and catastrophic, leaving thousands of employees, including myself, in a state of disbelief and uncertainty.
In the aftermath, I found myself unexpectedly thrust into the heart of the insolvency proceedings as part of the PricewaterhouseCoopers Business Recovery Services team. As a junior member, I was tasked with leading negotiations with Lehman’s counterparties — major investment banks, hedge funds, and savings banks from around the world.
The experience was nothing short of overwhelming. Here I was, a young professional with just a few years of experience, suddenly responsible for untangling the intricate web of transactions and positions worth billions of dollars. The pressure was immense, and the stakes could not have been higher.
Looking back, those intense months spent working on the Lehman Brothers insolvency were a trial by fire that forged my resilience, problem-solving skills, and unwavering commitment to serving my clients’ best interests. It was a shocking and formative experience that could have easily overwhelmed a young professional like myself, but instead, it solidified my determination to always prioritize the human element in even the most complex financial transactions.
Can you share a pivotal moment in your career that significantly influenced your path to leadership?
One such defining moment that challenged me and ultimately propelled me towards entrepreneurship was an experience where I found myself navigating an ambiguous organization lacking clear leadership and direction. Despite my best efforts and a strong track record of performance, I felt stifled by the lack of vision and strategic alignment within this particular firm.
While the situation was undoubtedly challenging, I chose to view it as an opportunity for self-reflection and growth. Rather than becoming disheartened or complacent, I spent time carefully evaluating my own strengths, passions, and long-term career aspirations.
It became increasingly apparent that my skills were not being fully utilized or appreciated in this particular environment. I recognized that my ability to connect with people on a deeper level, to build trust and foster collaboration, was a rare and invaluable asset that deserved to be nurtured and developed.
Armed with this realization, I began to explore alternative paths that would allow me to truly embrace my entrepreneurial spirit and bring my client-focused philosophy to the forefront. It was during this period of self-discovery that the seeds of Expansion Partners were first planted. I knew that by striking out on my own, I would have the freedom and flexibility to create an environment that truly aligned with my values and vision.
Looking back, that challenging experience taught me invaluable lessons about the importance of clarity, purpose, and authenticity in one’s professional pursuits. It reinforced the notion that true leadership is not just about climbing the corporate ladder, but about having the courage to chart my own path and stay true to my core values and strengths.
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?
You’re absolutely right, none of us can achieve success alone — having mentors and supportive figures who guide us along the way is invaluable. I’ve been fortunate to have several such mentors throughout my career who have imparted wisdom, inspired me, and helped me navigate towards my personal and professional goals.
Among these influential individuals, there is one former boss who stands out as someone who left an indelible mark on my journey. This person is Cecile Belaman, with whom I have shared eight incredible years of my career at Bain Capital. Cecile not only taught me the fundamentals of hard work and dedication but also showed me the importance of fostering a sense of camaraderie within the workplace.
Cecile possessed a remarkable ability to seamlessly balance professionalism and levity in a way that brought out the best in all of us. She was setting high standards of excellence, while simultaneously making even the most intense situations feel approachable and collaborative. Her preparation and attention to detail were unparalleled — she would walk into every meeting extremely prepared, having meticulously reviewed all relevant materials and anticipated potential challenges or hard questions. Yet, despite this formidable level of preparedness, she never came across as intimidating or unapproachable. Instead, she had a way of putting people at ease, injecting moments of levity and humor into every situation.
As I reflect on my career journey, I can trace many of my leadership principles back to the lessons imparted by this exceptional individual. She showed me that true leadership is not just about wielding authority or demanding results, but about inspiring people, fostering a sense of community, and creating an environment where everyone can thrive both professionally and personally.
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?
Yes, there is one book that made a profound impact on me during a pivotal point in my career journey — “Working Identity” by Herminia Ibarra. The lessons and insights from this book resonated deeply with me, and it holds a special place in my heart as it was recommended by my husband, who saw my struggles with taking ownership of my professional path.
Despite my successes and achievements, I felt stuck, unable to muster the courage to take bold steps towards crafting the career and life I truly desired. It was during this period of self-doubt and indecision that my husband, ever supportive and attuned to my needs, handed me a copy of Ibarra’s “Working Identity.” as he believed this book could provide the guidance and inspiration I needed.
As a working mother, one of the constant struggles I faced was trying to balance the demands of a high-pressure career with the desire to be present and involved in my children’s lives. Too often, I found myself sacrificing precious family time in the pursuit of professional success, leaving me with a perpetual sense of guilt and internal conflict.
Ibarra’s book opened my eyes to the possibility of actively shaping my career in a way that would allow me to achieve both professional fulfillment and the flexibility to be there for my family during important moments.
Slowly but surely, I began to gain clarity on the path I wanted to pursue. Ultimately, this journey of self-discovery and experimentation led me to the decision to launch Expansion Partners, a venture that perfectly aligns with my passion for work, clients and values.
Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?
You know, the most profound life lesson I’ve learned hasn’t come from career coaches, professional mentors or self-help gurus. No, sometimes the greatest wisdom finds us in the most unexpected yet delightfully whimsical of places — like the pages of a beloved Dr. Seuss book while reading it with my kids! “Be who you are and say what you feel, because those who mind don’t matter and those who matter don’t mind.” — Dr. Seuss
This simple yet profound quote speaks to one of the most valuable lessons I’ve learned throughout my personal and professional journey — the importance of embracing authenticity and having the courage to let your true self shine, without apology or compromise.
Too often, we find ourselves caught in the trap of trying to conform to societal expectations, suppressing our individuality in an effort to fit in or gain acceptance. However, this quote serves as a powerful reminder that the path to true fulfillment lies in unapologetically being ourselves, and surrounding ourselves with those who celebrate and cherish our unique gifts and perspectives.
How have you used your success to make the world a better place?
I truly believe that the privilege of working in the private markets industry comes with an immense responsibility to leverage our success for positive impact. While generating returns and creating value is certainly a key driver, I feel that our roles extend far beyond just financial metrics. We have the unique opportunity to be catalysts for change, to support visionary entrepreneurs and companies that are shaping a better future for society.
For me, the greatest sense of pride and fulfillment stems from the ability to connect investors with remarkable managers and companies that I wholeheartedly believe in. It’s about more than just facilitating transactions — it’s about embracing the growth stories of these clients and playing an active role in helping them achieve their dreams and aspirations.
When I reflect on the companies and funds I’ve had the privilege of working with over the years, I’m struck by the incredible innovation and transformative potential they represent. From groundbreaking healthcare solutions that are saving lives, to pioneering technologies that are revolutionizing entire industries, to sustainable businesses that are paving the way for a greener future — these are the changemakers that inspire me every day.
In a world that often prioritizes short-term gains over long-term impact, I’m grateful to be part of an industry that has the power to shape a more sustainable, equitable, and prosperous future for all. And I remain committed to leveraging my success as a catalyst for positive change, one remarkable growth story at a time.
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?
Because it is the right thing to do! Looking back at matriarchal societies where women naturally assumed leadership roles within households, we can infer that leadership is ingrained in women’s nature. While history has shown the potential for women to excel in leadership positions, societal structures and biases have historically limited women’s access to such roles. Despite the innate leadership qualities individuals may possess, systemic barriers and gender stereotypes have often hindered women from realizing their full potential in leadership positions. Encouraging gender diversity in leadership is crucial not only to leverage the unique perspectives and skills that women bring but also to address historical inequalities and create more inclusive environments where everyone has equal opportunities to lead based on their abilities rather than gender.
Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”
- Create a mentorship culture: It is crucial for senior female leaders to remember the challenges they overcame to reach the top and to actively assist and mentor younger women. While I believe in merit-based progression without preferential treatment, fostering a culture of support and mentorship among women in senior roles is essential. Just as men have historically supported each other, we, senior female leaders should embrace a positive attitude towards the younger generation, serving as mentor and facilitators in their career development.
- Establish networking opportunities: I consistently strived for advancement up the corporate ladder, eagerly seeking additional promotions. However, upon achieving these milestones, I encountered isolation without female role models or peers for guidance, as my senior colleagues were predominantly male. Despite this challenge, I remained resilient and reached out for help beyond my immediate circle, leveraging my extended network. However, it has not always been easy to do so! Senior leaders can play a pivotal role in creating avenues for other women to connect and build relationships. By organizing both informal and formal networking events, senior leaders can facilitate the development of supportive networks that empower women to advance in their careers. These networking channels provide valuable opportunities for collaboration, and knowledge-sharing, ultimately fostering a more inclusive and supportive environment for women in the workplace.
- Address gender equality and pay gap: Organizations should prioritize establishing an equal culture by ensuring fair pay practices based on seniority and performance, regardless of gender. Addressing pay equality issues requires transparency throughout the recruitment process, promotions, and career stages. Transparent compensation systems, free from information disparities, are essential for recognizing and compensating employees fairly. Enhanced organizational transparency regarding pay can significantly contribute to fostering equality across all levels.
- Embrace diversity: Women in leadership roles often struggle to break free from mirroring the leadership styles they have experienced themselves. This tendency can hinder the true value of having women in leadership positions, which lies in bringing diversity, different perspectives, and unique approaches to inspiring and leading organizations. Recognizing and embracing these differences rather than trying to conform to existing norms is crucial for fostering a truly diverse, empathetic, and ultimately more equitable workplace. In my business, I try to keep my distinctive leadership style and serve as inspiration for younger women, motivating them to aspire to similar roles in the future.
- Stop talking and start acting: To increase women’s engagement in leadership and management, organizations should prioritize taking concrete actions to address Diversity and Inclusion (D&I) issues. Moving beyond mere discussions, implementing visible steps is crucial for creating a more inclusive workplace. An effective approach, as demonstrated in one of my previous firms, Charterhouse Capital Partners, was thanks to the initiative of an incredible Head of Talent professional, Victoria Proctor. She conducted whole-firm surveys anonymously to identify organizational challenges. Establishing a D&I panel dedicated to addressing these issues and gradually involving senior leadership in open discussions led us to tangible improvements. This proactive strategy of taking action, rather than solely discussing theoretical changes, should be a priority across all organizations. I found that providing employees with opportunities to voice their concerns not only enhanced our organizational understanding but also improved a sense of belonging that ultimately should encourage retention and progression into leadership roles.
In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?
To ensure more equitable access for women to leadership roles, systemic changes are essential. While mentorship and female networks are valuable, they alone are not sufficient. In industries like asset management where women remain underrepresented below the 31.7% you quoted earlier, systemic support is crucial. The key lies in increasing the visibility of senior female role models to attract more women to the industry. Moreover, establishing a performance-based advancement system, endorsing work-life balance through initiatives such as maternity leave without impeding career growth, and providing flexible work options are crucial measures to eliminate obstacles that impede women’s progress. These systemic changes are fundamental in fostering a more inclusive environment that empowers women to climb the leadership ladder effectively.
What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?
I have encouraged my mentees not to become overly complacent. While the journey to leadership is challenging, navigating gender bias and balancing a career with family responsibilities adds extra hurdles. I have always worked hard to leverage support from my network. These extra efforts made me realize that the path to leadership was within reach. I maintained clarity and discipline to pursue this path despite the obstacles. However, over time, I have adopted a mindful approach, focusing on the present moment rather than worrying about the future. Sometimes, it is crucial to focus on today without being consumed by long-term plans. I have embraced challenges as opportunities to test my resilience and navigate through them rather than allowing them to hinder my progress. With this strong focus on the present moment and a long-term goal clear in mind the path to leadership almost shape by itself.
One example that illustrates the importance of balancing mindfulness in the present with a clear long-term goal is from my experience mentoring a younger professional navigating the complexities of motherhood alongside her career aspirations. In my role as her mentor, I challenged her to consider her long-term aspirations and encouraged her to envision herself in a leadership position within the organization over the next decade. This forward-thinking approach served as a guiding principle for our present actions. Upon affirming her vision with a resounding “Yes,” indicating her commitment to the organization’s future, we collaboratively addressed the immediate challenges she encountered in harmonizing ambition with career advancement and personal responsibilities. Encouraging her to take proactive steps, I guided her in approaching the HR department with a proposal for flexible working arrangements. This initiative allowed her to work four days a week and take intermittent unpaid leave to prioritize family time and recharge. Emphasizing the importance of mindfulness and compartmentalization in achieving work-life balance, she learned to be fully present in each domain, which improved her performance and efficiency. Understanding that it was impossible to have everything, she made deliberate choices to limit her social engagements. Despite these sacrifices, she found satisfaction in being a present mother and achieving a well-deserved promotion. Through our mentorship journey, I supported her in making strategic decisions, and this experience exemplifies the impact of mentorship in fostering growth, resilience, and success in both personal and professional spheres.
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?
Don’t be afraid to ask for help. As a woman in a leadership position, we often hesitate to admit when we don’t have all the answers. Asking for help, especially from male peers, made me feel like it diminished my role as female leader. However, I came to realize that it’s essential to recognize that seeking assistance is a strength, not a weakness. As an effective leader I often draw on the experiences of others, regardless of their gender. Whether it was a peer, subordinate, mentor, or advisor, I have not failed to ask for support and collaboration which ultimately enhanced my leadership journey in a male-dominated industry.
How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?
In navigating the delicate balance between authoritative leadership expectations and societal stereotypes of female behavior in professional settings, I have chosen to prioritize self-advocacy and authenticity. Rather than conforming to traditional gender norms and seeking constant validation, I have embraced the reality of juggling work commitments and family responsibilities. This acknowledgment has empowered me to assert my capabilities confidently, without the need to constantly prove myself. By openly recognizing the challenges of balancing these dual roles and embracing imperfection, I have found strength in leading authentically and contributing to a more inclusive workplace environment.
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?
If I could inspire a movement to bring about the best for the greatest number of people, it would be centered around fostering resilience and self-belief. I would encourage individuals to believe in themselves, persevere through setbacks, challenges, and failures, and never give up can have a transformative impact. By instilling a strong sense of self-belief, individuals can uncover their inner strength, find opportunities in adversity, and make positive changes in their lives and communities. Empowering people to believe in themselves not only enhances personal growth and resilience but also paves the way for meaningful contributions that can create a ripple effect of positivity and change in the world.
How can our readers further follow your work online?
Readers can follow me on Linkedin or visit my website
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.
Valentina Gentile Of Expansion Partners On How We Can Increase Women’s Engagement in Leadership and… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.