We sat down with Jana L. Jones, President & CEO of The Family Institute (Left), and E.T. Franklin, Board Chair of The Family Institute and Chief Strategy Officer at Publicis Media (Right)
What inspired you to pursue leadership in your field and what has been the most defining moment of your career?
E.T. Franklin (EF): I’ve always been fascinated by people, particularly those who are different from me. So the idea of having a job that enabled me to study people to better understand what motivates and inspires their consumer decisions and apply that information to a creative process seemed so interesting and right up my alley! A couple of the most defining moments of my career were getting hired at Burrell Advertising and joining Leo Burnett. The first completely affirmed my identity in an exciting and growing field. I got my feet wet while learning a craft previously foreign to me. The second was joining the infamous Leo Burnett. I’d long heard of the iconic brand, so it seemed unreal when I actually was offered a job as a market researcher.
Jana L. Jones (JJ): I was a college intern as an administrator at a small community hospital in West Virginia. The community experienced the closure of many steel and coal mills. I saw first-hand how committed the doctors, nurses and administration were to provide the best healthcare for their community. This was inspirational and made me want to move up into a leadership role in the healthcare arena.
As a two-time cancer survivor, I testified at the National Governor’s Association about the importance of putting the patient first and giving them control over their medical record. Watching Democrats and Republics implement pilot programs as a result was incredibly inspiring.
Can you share a challenge you faced as a woman in leadership and how you overcame it?
EF: I have a quieter demeanor and personality, and I am a Black woman. As a result, I’ve often been underestimated, until… One of the benefits of having been trained in market research is the ability to come to any table knowledgeable, with data, and remain unbiased. The phrase "walk softly and carry a big stick" comes to mind. Once people understand the depth of my knowledge, my ability to leverage it in solving complex problems and navigating difficult situations while respecting the opinions and thoughts of others while putting them at ease, I am no longer overlooked. But…I had to practice asserting myself and finding a voice that felt comfortable to me to get there. It was definitely a journey.
JJ: Early in my career, I worked in Rochester, NY where the winter temperatures would fall below zero and snow would accumulate in feet. The women’s dress code was suits with a skirt. It was freezing in the winter; men wore pants, women wore skirts. I worked with the executive leadership and was able to get the dress code changed for women. They still told me I needed to wear more make-up.
What advice would you give to women aspiring to leadership roles, especially in male-dominated industries?
EF: Trust your perspective — be courageous in conveying it. Your value lies in its uniqueness, the very fact it’s different from the majority. Introducing diverse, data-supported viewpoints for open, inclusive discussion and consideration makes everyone and every decision stronger by ensuring a more rigorous and thorough process. Your contributions will lead to better informed decisions, paving the road for respect for your skills and regard for your leadership.
JJ: Don’t be afraid to take on the project, role or opportunity. Earn a seat at the table and then behave as if you deserve it.
What steps do you think organizations need to take to ensure women have access to leadership opportunities?
EF: Insist upon an intentionally inclusive candidate pool: Ensuring an inclusive candidate pool for open positions can mean slowing the recruiting process down. Reverting to known practices or behaviors can seem the faster, easier route; the knowns are known. Forging new relationships to broaden the pool of inclusive, qualified applicants takes intentional effort and time to establish sustainable and lasting relationships.
Institute formalized mentorship: Support talent with a formalized mentor program for backing, guidance and advocacy. When you’ve walked in their shoes, you’re better equipped to help guide the next generation of female leaders to success.
Grow your own: Ensure paths to growth and promotion are clear, understood and equitable. Ensure female talent not only knows the facts but also understands unwritten mores and codes which can often undermine success.
Speak out against gender imbalance: When you see gender imbalance, speak up. Ask what’s going on, discuss with leaders and help them understand diversity can help advance their goals. Then hold them accountable.
Build a culture of celebration: Acknowledge and celebrate the accomplishments of women — everyone wants to feel seen and appreciated. Inspired people inspire others.
JJ: I am a big believer in building confidence for all. Give opportunities for your team to take risks and try new things. By offering these opportunities to everyone, regardless of gender identity, all will thrive, including women.
How have you seen the role of women in leadership evolve over the years?
EF: I have seen women make gains across all aspects of leadership; out front and behind the scenes, in traditional roles and unconventional paths, which is wonderful. That progress is not consistent or scaled enough. Women still have to fight harder and prove themselves more. Yes, the gains are gratifying, but more work must be done. The battle for sustainable gender equality is nowhere near done, and in some cases, taking steps backward.
JJ: I agree with E.T. There is still more work to be done. It is uncomfortable that there is still debate and tension over what women bring to the workplace versus men. We cannot lose sight that in 2024, women earned an average of 85% of what men earned. In a recent article published by Grant Thornton, women are projected to reach equal representation in senior management roles by 2051 — that is 26 years from now. While we are seeing strides, waiting a quarter of a century seems incomprehensible.
What is one piece of advice you wish you had received earlier in your career?
EF: Get used to hearing your own voice out loud. Practice assertion, stating the uncommon point of view and building confidence in your intuition; it’s almost always right and instructive.
JJ: First and foremost, take credit for your work. And do not underestimate the power of eye contact.
Can you share any habits or routines you have that have been beneficial to you in sustaining your success and well-being?
EF: My mornings are sacrosanct. I love the stillness of early morning and the peace it brings. I start each day focused on me and my well-being so I’m ready for whatever is waiting for me. That entails early morning workouts, daily affirmations, breakfast and a big glass of water first thing. I try my best NOT to look at emails or social media until those things are done. Mostly I succeed.
JJ: My mornings are focused on meditation and prayer; with yoga a few days a week. These habits have proven to help set up my day for success and center me so that I am ready for what the day has in store.
How do you approach mentorship of women in your field?
EF: This is hugely important. I am a supporter and big fan of mentorship both formally and informally. I’ve participated in company sponsored (Publicis), organization sponsored (Chicago Urban League, industry organizations, etc.) and informal; lunches, monthly connects, reaching out to faces of color new to the organization to help make them feel welcome, etc. with women inside and beyond my industry. It’s important to understand the experiences of leadership and navigating a corporate environment through the lens of someone who has faced/is facing similar challenges as you so you don’t have to explain every detail of each scenario.
JJ: I am always looking for opportunities to provide mentorship, especially providing real-time feedback and advice based on the situation. Even today, many women look for permission to share their opinions and voice their successes when in group settings. I will coach women following specific situations to boost their confidence and give them specific suggestions to speak up in the future.
What legacy do you hope you leave as woman leader?
EF: That I forged paths leading to new, elevated roles and opened doors now available to other women coming behind me. That I was present and available in the experiences of other women, especially those of color, as they navigated their own paths to leadership.
JJ: I hope my legacy is that I led with authenticity, resilience and compassion. I would like to be thought of as a leader that lifted others along the way.
The year is 2050, what do you envision or hope for the future of women in leadership?
EF: Women hold up half the world. My hope is that women leaders are proportional to their representation in society in all ways. Unfortunately, women of color continue to lag the progress of women in general. My hope is that by 2050 that has also been resolved. And that all gains made are here to stay.
JJ: My hope first and foremost is that we are people in leadership regardless of our gender identity. And I will continue to be an advocate for women that you don’t have to fight for a seat at the table — you can build new tables where everyone belongs.