ALUMNA SPOTLIGHT: Judith Lansky

Judith Lansky

Owner, Founder, President, Career Coach

Lansky Career Consultants

What inspired you to start your own business; Lansky Career Consultants? 

Judith actually started out as a client herself. She had one point in her life needed support with changing careers and sought support from a career counselor. Then at Colombia College, she was asked to begin a Placement Office. After investing time and effort into this project, she realized she could go into business for herself in this industry as she had already learned all the entrepreneurial skills she needed. 

What is some advice you can would give someone who is thinking of changing careers? 

Judith advises everyone to work hard no matter which stage of their career they are in. The effort you make to learn new things will get you through any challenge that come your way. Secondly, it is important to find a way to market yourself. This could be in the form of having a detailed and professional LinkedIn and FaceBook profiles. It is important to also keep the profile updated so that it reflects your more valued skills and qualifications. 

Earlier in your career, did you come across any difficulties in the workplace because you are a woman? 

Judith was a marketing consultant earlier in her career, which was a role women did not traditionally find themselves in. At the agency, she was one out of four women. At times it became difficult for her 

to understand if the way the men in the workplace were treating her was due to “gender based” stereotypes or “me” based reactions. In other words, Judith would attempt to understand whether or not the reaction was because of sexism or a direct result of some action she took. Judith also noted that there were some uncomfortable situations that she found herself in which were markedly due to brash behavior from men. However, times have changed for the better for women; women now outnumber men in marketing. Workplaces are environments that are more dignified today due to a more inclusive shift in culture along with greater labor laws.

How has your MBA supported you in your career? 

With an undergraduate degree in French literature, Judith taught French and progressed to all but the dissertation of a PhD. However, she later found herself back in school at DePaul getting her MBA. Her education has helped her understand how to run a business and how to assist her clients with marketing themselves. And now, she has decided to give back to DePaul through her participation in the ASK program and as an advocate of DePaul GWB.

ALUMNA SPOTLIGHT: Devon Voster

Devon Voster

Director, Talent & Engagement 

Ingredion Incorporated

How did you find yourself in Human Resources?Devon describes that she was drawn to mathematics and psychology throughout her education. She wanted to move into a career that would allow her to combine these two interests. Devon did not see herself in a clinical setting rather a workplace setting where she could apply her analytical skills. In the Organizational Development department of human resources, Devon is able to problem solve using a combination of art and science to help leaders be more effective and improve business performance.

What inspired the transition from assessment consulting to working internally in OD?Through consulting, Devon learned a lot about various aspects of business and how different businesses operate. However, as a consultant, she specialized in a relatively narrow area within talent management – that is, executive assessment and coaching and wanted to broaden her experience to other areas of talent and OD.  By taking an internal position with McDonald’s, Devon was able to see the reality of how decisions are made within an organization as well as the long-term impact of those decisions.

Having started as a research associate at ACNielsen Bases, how has the business environment changed for women over the last few years?Within human resources, we find that the profession is predominately female. One trend that Devon noticed is a movement to attract more men to the field. This may no longer be a challenge as we find human resources is becoming more analytical and connected to the business strategy with work such as strategic workforce planning, which likely helps draw men to the field.

What is the biggest obstacle women face in the workplace today and how can they overcome it?As we know from research, women often underestimate their abilities compared to their male counterparts.  At times, this could prevent a woman from considering a larger role because she may feel that she is not qualified when, in fact, she may be equally or more qualified than others. . In Devon’s opinion, this is a challenge that policy changes alone will not solve.  There is a broader culture shift that must take place, which will take time. This cultural change cannot take place without the support of men in the workforce as well as women. Men need to be a part of the conversation and, along with women, take action to encourage and support women who aspire to take on leadership roles.   

What is the best advice for someone looking to make a change/transition in today's job market?To pursue a role in human resources, Devon recommends staying open minded in the beginning. She suggests starting in a generalist position. As a generalist, you gain exposure to all aspects of human resources and learn to partner with the business. Once you have had exposure to all aspects of HR, it is easier to choose which one you would like to specialize in should that be the route you would like to take. By specializing, you are able to build on the skills already developed from your time in the generalist role.

In terms of deciding which organization to join, Devon recommends carefully evaluating the way that HR is positioned within the company. For example, how involved is the executive team in people-related decisions and how is HR perceived? What is the relationship between the CEO and the CHRO?  Assessing these factors will help you determine the degree to which HR is viewed as a true strategic business partner versus an administrative support function.