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Marketing, branding, and leadership expert Jac Phillips has joined the commercial law team at Macpherson Kelley. The firm said they are “thrilled” to have the esteemed director on board.
With over 20 years of corporate leadership experience, Ms Phillips’ newest role as non-executive director of the advisory board will see her not only diversify the firm’s skill set but promote gender equity among the highest ranks of leadership.
Previously, Ms Phillips has led the marketing function for Australia, New Zealand, and South Pacific at Visa. Prior to this, she headed up teams at Bank of Melbourne, ANZ Bank, and IBM.
Ms Phillips spoke with HR Leader about her new position, what she plans to bring to her role, and her advice for other women who aspire to climb the ranks of a corporate career.
“Macpherson Kelley’s approach to people and culture was particularly attractive to me when I was first approached about the role. The firm has taken some important steps to address gender diversity and equity in the workplace and having a female board member is another step in the right direction,” she explained.
Gender disparity on company boards isn’t exclusively a legal industry issue. Ms Phillips believes it’s prevalent everywhere and needs to change if businesses want to better represent their consumers.
“I’ve learned over the course of my career that being a good leader has nothing to do with your title or gender. It is about being a servant leader and lifting others up, the art of persuasion, and the ability to motivate others to make a difference. Every single one of us is capable of doing this,” said Ms Phillips.
Her top goals for the year are to build relationships with her team and strive to expand the already successful organisation. Jokingly, Ms Phillips said she plans to stir the boys up on the board and recognises that Macpherson Kelley is an “incredible brand”.
Ms Phillips’ career experience has seen her become a role model for many other women who aspire to reach the heights of corporate success. She gave insight into the ways she’s been able to soar in a male dominated industry.
“Networks have always been and will continue to be the key to getting access to opportunities. Your personal brand precedes you — it is likely people are already talking about you; your skills, experience, character and fit for boards, and you may not even be aware it,” she explained.
“If you’re interested in governance and joining a board, or maybe you’re on a board and want to join more boards, then think very seriously about your brand.”
Utilising your strengths to help others is another way to improve your value and contribution, but also to make friends that may reciprocate that assistance when you need it.
“Developing a thought leadership position in an area you know well will take you a long way in the board room and especially post a corporate career. My jam was marketing so I built strong brand development and marketing skills, especially digital as these are being recognised as valued by boards today so whilst these might not have been considered ‘board relevant’ in the past, things are clearly changing. I am proof,” she outlined.
“Think strategically now about what range of skills you have that are likely to make you attractive to future boards.”
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Mentoring pairs up less experienced workers with more seasoned ones to provide coaching, training, and development. This can be done informally or formally, with meetings and quantified results.
Jack Campbell
Jack is the editor at HR Leader.
