Maggie Timoney, the CEO of Heineken USA, could also be finest recognized for shattering the glass ceiling of an business dominated by males.
However Timoney is fast to level out that on the finish of the day, she will probably be judged on outcomes and never her gender. “I didn’t get this job as a result of I’m a girl. I acquired this job as a result of I’ve left earlier firms in a greater place for having been there and that’s what my job is right now. I’m a CEO that occurs to be a girl, not a CEO as a result of I’m a girl.”
That confidence has helped Timoney, who has over 25 years of expertise within the beer and cider enterprise, climb to the highest of her area.
The Eire native, who now lives in Connecticut, has labored for Heineken since 1998. She began off as a nationwide gross sales planning supervisor for Heineken USA and has held a number of positions for the corporate within the U.S., Netherlands, Canada and Eire, together with normal supervisor of Heineken Canada, senior vp of human sources within the U.S., and CEO of Heineken Eire.
Timoney just lately chatted with Know Your Worth’s Mika Brzezinski on her upbringing, which included working at a cattle mart the place cows and sheep have been auctioned and enjoying for Eire’s nationwide basketball workforce. Timoney additionally talked concerning the significance of taking dangers, the challenges of steering her firm by a world pandemic, how we will get extra ladies into management and CEO positions and extra.
Beneath is their dialog, which has been edited for brevity and readability:
Mika Brzezinski: You will have a really fascinating and unconventional previous, serving to public sale cattle and sheep in your early days in County Mayo, Eire. What classes did you draw from these experiences? Did it assist construct who you’re right now?
Maggie Timoney: My mom mentioned to me after highschool in Eire… “you have to go and get work expertise.” Nobody in my household went to school, college…
So, what I realized once I went to work there, it was all farmers coming in, sending their livestock, however I keep in mind working with … older ladies, they performed a giant function within the workplace … I realized see individuals as individuals there … I realized to not choose. I imply, I used to be 17, 18 perhaps. [One of the women], Carmen, who was in her late 40s, which I assumed was so outdated at the moment, I realized a lot from all them as ladies and the roles that they did. However I additionally realized to have enjoyable.
And right here I used to be, a younger teenager. And I feel there, I realized to not choose a guide by its cowl. To not be cliché about it, however I noticed individuals as individuals with all the wonder that they might deliver to a job, it doesn’t matter what the corporate…
Brzezinski: I feel at 17 you could possibly go, “Oh, why would I do that? How may I be put on this place?” And then you definately notice individuals are what make the guts of an organization. You realized it is vital to cease and acknowledge everyone here’s a human being with a narrative of doing one thing superb and having some challenges in life.
Timoney: [At Heineken , we recently had a] international name on inclusion and variety, and it was a devoted two hours. And we had breakout teams. However for me, that is inclusion. I did not choose Carmen as an older lady, as a result of whenever you see individuals as individuals, that fosters and accelerates inclusion and due to this fact, in consequence, variety occurs. And we have to spend extra time serving to leaders see individuals as individuals first …
Brzezinski: One of many suggestions you’ve gotten made all through your profession is to to not shrink back from dangerous alternatives. And also you’ve mentioned that one of many greatest profession dangers you took was going into HR, an space the place you had much less expertise. You had beforehand been in business, international and administration roles earlier than being requested to guide the Heineken USA HR division in 2010.
I feel ladies actually battle with danger, change and breaking the principles. Inform me why it issues to go get out of your consolation zone.
Timoney: … I’m a assured individual. However once I [made that career move], I needed to come again to the U.S. as a result of I would been in Canada. There are [previous risks] that I took [earlier in my life] that I feel helped me adapt faster …Whether or not it was [playing for the Irish national basketball team and coming to the U.S. on a full basketball scholarship at Iona college], going with Heineken to the Netherlands, then Canada, then again to the U.S., after which working in Eire for the primary time know your worth they’re very formative strikes.
… I say to individuals, in case you have an opportunity to do a cross purposeful transfer, males or ladies, do it. What is the worst that may occur? If it would not work out, you go do one thing else. It isn’t a one-way door.
Brzezinski: It have to be an unbelievable time to be a CEO throughout a pandemic. Did it throw you off observe? Did it problem you? Did you study one thing about your self?
Timoney: We misplaced a colleague on March 19, . That was absolutely the worst that would occur. So, our primary precedence was to maintain individuals secure. It isn’t only a verify within the field. We take that to coronary heart…
I keep in mind, I requested one of many individuals on my workforce that I labored intently with. I mentioned, “What’s your story? How are you doing? What’s your stress ranges on a scale of 1 to 10?” And he or she mentioned, “I am a 9.” I mentioned “Let’s discuss. What can we do? What can I do?” And he or she goes, “Nicely, what’s your stress stage? You’re main this firm by this turbulent time.” And I mentioned “two,” as a result of I noticed there was a lot outdoors of our management.
So, I simply mentioned, “I am at two as a result of I am unable to management all of that.” I needed to concentrate on what we may management, which is protecting individuals secure, enterprise continuity at quantity two, and quantity three, then, what is the enterprise alternative? However [it was all about] ensuring that our individuals have been our primary precedence
The opposite factor that I discovered actually exhausting is ― as a result of beer is an emotional product ― we’re a sociable firm [suddenly] with that bodily disconnection from individuals … I attempted to have the 10-minute or half-hour, one-on-one a cup of [virtual] espresso, not solely with our personal individuals, but in addition with our distributors, simply to verify in and say, “How are you doing? Do you’ve gotten any recommendation for me or the administration workforce?”
…I needed them to speak and provides recommendation to us, as a result of we do not wish to be within the ivory tower…We’re all on this collectively. In order that was tough, however I attempted to search out moments to attach.
…I feel you adapt, study and also you get resilience by your experiences in life … [After the pandemic,] we’ll positively be a few notches up within the belt of resilience.
Brzezinski: It appears to me that there are two prevailing classes. Primary, you may’t management what you may’t management. So, do not let it influence your stress stage. And quantity two, keep linked and ask a variety of questions.
You might know, I’m doing an inventory with Forbes celebrating 50 ladies over the age of fifty. There have been over 10,000 submissions and there are such a lot of ladies of their 50s, 60s, 70s, 80s and past who’re flourishing of their careers. And I used to be simply celebrating in my thoughts, sitting right here at my desk, how ladies such as you and I exist. There are such a lot of of us now, and there is such a protracted runway for younger ladies. Did you ever think about your profession after 50?
Timoney: No … I am the youngest and my eldest sister is 17 years older than me. And when she was 50, I assumed she was historical. I really feel nice. I wish to work for the subsequent 25 years. I do not wish to retire at 65. And I do not need the glass ceiling to turn into the glass mirror. I do not need individuals to look and say, “Oh, she or he is outdated. Let’s not take one other probability on them…” I would like the subsequent step. For the younger women coming behind us of their late teenagers and 20s and 30s, they need to have a look at us and say, “wow, we’ve a protracted runway forward of us.”
Brzezinski: Sure, they need to. And they need to tempo themselves, have these youngsters and let life interrupt. It is a lengthy runway, due to you, Maggie.
Timoney: My mom did not have a proper job. I keep in mind her telling me she labored as a bookkeeper … However the minute she acquired pregnant with my sister, she needed to give up, as a result of again then, as soon as you bought pregnant, you were not allowed to work. And take into consideration that. We have come a great distance, however there’s nonetheless a great distance.
Brzezinski: I’ll shut by asking you: Does the angle of being a CEO inform you any extra about why there aren’t extra ladies who’re CEOs?
Timoney: … I feel we CEOs and senior management have to take possibilities on ladies earlier of their careers … There’s one thing that holds individuals again from taking that probability. [But] individuals are quick learners. You’ll be able to study rapidly and adapt. And I feel curiosity is actually vital, however we do not have all of the solutions and males do not have all of the solutions, however chances are high taken on males.
So why not earlier on in our careers? There’s some blocker [in some people’s thinking] that she will not determine it out. Nicely guess what? She is going to determine it out. And you recognize what? CEOs do not have all of the solutions they usually’re not speculated to have all of the solutions. And I am very snug in my function, letting completely different individuals lead at completely different occasions, as a result of individuals all have completely different talent units … That is the great thing about a workforce. Not everyone on the workforce is usually a three-point shooter. You want a degree guard. You want a small ahead. After which the great thing about that, that workforce makes you win video games.