Meet Nadian Zak, a "New Age Executive"

What does it mean to be a “New Age Executive?” How would you define it?

The New Age Executive is an individual that is unapologetic about having a voice (and a personal life!). They challenge the status quo, might look different than what is conventional or expected, and have a close pulse on what matters most in an organization---people. They also don’t “live to work,” but “work to live,” and they look to serve, rather than to be served. The New Age Executive isn’t so much a person, title, or role, as it is a mindset.

What’s the number one mistake that individuals with C-suite aspirations are making in their careers right now?

Many individuals with C-suite aspirations strive for perfection. Perfection in their projects, presentations and leadership. Gone are the days that perfectionism is required in C-suite roles. Instead, companies are looking for leaders that have the “fail forward” mentality. Leaders that can be agile, quick to adapt, test, pilot and experiment. Perfectionism has now been replaced with progress and comfort-zone has now been replaced with resiliency.

Why should companies start embracing the new age executive? How can they identify, attract and retain the new age executive?

More and more of the workforce will be comprised of millennials that have the New Age Executive mindset where work-life balance and prioritizing self-care and diversity really matters. The New Age Executive is looking to make an impact and a difference in their workplace, and they want to know that their input, feedback, and thoughts matter. In order to attract and retain the New Age Executive, companies must first assess if they are already embracing this mindset internally.

Then, they have to remember that this next generation of executives is paying close attention to their leadership’s action and values alignment. In a culture where technology and social media platforms are being used as the primary way to target top talent, companies have to be cognizant that online reviews can either make or break their reputation. If they are looking to continuously innovate and grow, businesses have to embrace this paradigm shift. They must ensure that they are being intentional with their internal employee engagement efforts because often, workplace culture is what will spill through in these reviews.

What policies need to change in corporate companies to make room for the New Age Executive?

Ensuring that there is executive buy-in from the CEO down is crucial to making change happen from a policy standpoint. Once there is a mindset alignment, some of the practices that companies should have in place include how and who they hire by being transparent with their recruiting efforts. For example, this could include instituting a diversity hiring plan, where companies intentionally make an effort to recruit from historic black colleges or targeting bilingual candidates. They should also review their succession planning and evaluate their policies to promote from within to ensure that the demographic landscape isn’t made up of one single type of person.

Finally, they should incorporate an accountability mechanism that shows progress made towards these goals. Instituting feedback loops that are geared towards employment engagement can assure that you have a close pulse on opportunities and what employees would like to see more or less of.

You landed an executive role before you even turned 35. What advice do you have for someone looking to climb the ladder without sacrificing family or flexibility?

I attribute much of my success to my support system. I have an extremely close family and supportive husband that constantly encourages me to pursue my passions and dreams. My advice for those looking to climb the ladder is to find your village---people that you can depend on if you need to stay at work for a little longer or that can help you finish your task list. These could be mentors, friends, col- leagues---people that will not just help you when you are in need, but will also challenge you to reach new heights because they believe in your potential. Know what is important to you and then look for organizations that align with your values. More importantly, look to work with a leader who is understanding, and is respectful of your family commitments.

What are some misconceptions or assumptions about working moms, particularly those in leadership roles? How can other working moms push back against these appropriately?

I think one of the biggest misconceptions about working moms in leadership positions is that they dedicate more time to their careers and less time to their families. This is simply untrue! In fact, many women believe that they are better moms because of their careers. They get to unapologetically work towards their passions and aspirations and be an example for their children.