Our team recently met Angela Nickel, CEO at COMO Global. She tells us more about her biggest professional achievements and how she promotes the role of women in the financial services industry. 

Can you tell us more about your professional career and your current missions within your company? 

As a CEO, founder, and member of the board for all companies within COMO Group, my career involves many different facets. At the same time, I feel like it all intertwines. At the end of the day, my ultimate professional goal is to spearhead this digital transformation.  Digital life seems like it’s already here; but the reality is that we have miles to go before we reach a complete understanding of what digitalization can do for humanity. My mission is to breach that gap and help businesses get caught up with what is truly possible.   

 

What are your biggest professional achievements? Why? 

My biggest professional achievements as COMO’s CEO have stemmed from the need for innovation. I have always been fixated on the future. For me, the digital revolution is a lifelong project. I dreamt up COMO Global 10 years ago. I saw the need for orchestration and easing the burden of global payments. At that point in time, the technology I needed to make this company happen didn't exist. Today, we live in a different reality. This company is not only possible, but also necessary. 10 years later, my team and I have created something unique and truly innovative. It solves a really big problem, and it solves it well. Before COMO, I developed a legal business (as I am a lawyer), and a pioneer online marketplace business at the beginning of the Internet (I had one of the first airline tickets-for-sale online –at the times when modems allowed access to the internet).

 

How, almost on a daily basis, do you promote the role of women in the financial services industry? What else should be done? 

I believe one of the disservices to women in finance is the idea that they are their own category of success. This might seem controversial given the question and profile we’re discussing, but the reality is we’re not at a place socially where we can acknowledge this all of the time. For that reason, I don’t see myself as successful for a woman. I see myself as successful for what I’ve accomplished. At the same time, we can’t deny that being a woman in any field that has been dominated by men for centuries is a natural disadvantage. But I don’t like to dwell on that. Our team is full of vibrant, successful people — many of them women — who are asked every day to be confident and proud of what they’ve accomplished because of their intellect, professionalism, and ingenuity. I hold every person on my team accountable for their actions first, and their circumstances second. In doing so, I’ve seen that our team feels more empowered to stand up to the typical gendered work issues that arise.

 As far as what else should be done, it’s a matter of normalizing the presence of different genders in the workplace. Women are just as capable of doing the job right and their gender should not be a factor in the job description. On a personal note, we all have the right to our different approaches, we all have different managerial styles, workflows, etc. But as far as accomplishments and eligibility — the idea that we must distinguish between genders for a job should not be a part of work culture. We need to go beyond that to truly transcend this social and gender divide.  

 

Can you share with us some initiatives or projects you participated in, in order to promote the role of women? 

As a CEO who is also a woman, I am more than aware of the difficulties that we face when working in a male-dominated field. To me, promoting the role of women means creating an empowering and safe environment in my company. I feel that oftentimes women get “steamrolled” in the workplace, making it difficult to voice their ideas or opinions. At COMO Global we make it a priority to give our teammates the opportunity to voice thoughts, concerns, and ideas. We have an open-door policy, allowing all team members the opportunity to express themselves without judgement. We also promote active listening. A platform to send out a message is only productive when the receiver of the message is willing to listen. So, we make it our goal to create an environment where women feel empowered to speak and know they are being listened to. In our leadership meetings, every person is called upon to address their department and address any other concerns they may have. We have weekly solution-oriented discussions with all of our leaders that adhere to strict listening policies. In my company, I open the door of COMO for women and men in the C executive positions, based on their qualifications.


Publié le 02 avril 2021