We continue our “success is personal” blog series with some of our favorite people to learn more about their motivation and how they think to support diversity in the workspace.
This week we spoke to Gemma Carver – you can find her at @GempireRules.
What do you do & for who – in the digital / transformation space?
I am a #Digital and #Innovation Director at Pentland Brands (owns Speedo, ellesse, Berghaus, Canterbury and many more Brands).
What’s your personal definition of success – and what does that look like for you day to day?
The word #success is subjective, fleeting and ephemeral and a word that should be carried lightly. But since you ask, it is hard for me to talk about success at the level of a day. In both my personal and professional life I look at success over the long term. Are my children growing physically and emotionally? Are they mostly happy and are they learning and enjoying it? Am I connected with them inspite of my busy job? At work I ask are we further ahead this year than at the same point a year ago? Are we moving towards or away from our vision? Have we built on success and failure? Are we better understood and are we making a valuable contribution to thinking and decisions in the business. When I can answer mostly yes to these questions, then I feel I am doing something that might make a difference at home and at work.
Is there a specific role model, mentor/mentors or experience that prompted you to shape this definition?
There are three big influences in my life:
First, studying English, German and Spanish literature for four years which gave me time to think and shape my world view.
Second, my husband who is the wisest person I know and with whom I have debated the Big Questions for hours and hours.
And third, working with data scientists who taught me how to think about data and statistics. Though it hasn’t stopped me making non-data driven decisions which I find interesting.
What’s the project or achievement that you have been involved in, of which you are most proud – (and does it speak to your personal version of success)?
I am proudest of my role as a leader in a large change project in an advertising business that positively changed the culture to enable people to do great work.
Finally – do you have any practical ‘culture hacks’ you can suggest to individuals on how they can encourage more diversity and inclusion in organisations – to support different approaches to personal success?
To encourage #diversity and inclusion in organisations, it is my belief that we need to explore how we show up as individuals, how groups interact with each other and how we can create systems that support inclusion. For many organisations, this journey needs to start with understanding how things are now, as this is the catalyst for change. So my ‘hack’ would be to look for ways to illuminate and discover the current depth of inclusion.