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Sports Biz Mom: Megan Eisenhard, Learfield IMG College

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Megan Eisenhard is the Vice President of Campus+ at Learfield IMG College, a position she has held since July 2018, where she is focused on creating best-in-class university partnerships for Learfield IMG College clients.  She also plays a vital role in the Learfield IMG College female-focused initiative – The W.O.W. Factor.

Previously, she served as the VP of Talent Acquisition for Learfield and oversaw the development of the company’s new talent acquisition structure. From 2014 to 2017 she held the title of West Region Vice President, providing senior leadership and guidance to select collegiate partners. 

Before her VP appointment, Megan spent five years as General Manager leading Learfield’s Buffalo Sports Properties team, representing CU in Boulder.  Her experience prior to joining Learfield in 2009 includes working with UC-Berkeley and Cal State-Sacramento.

Megan resides in Plano, TX with her husband, Eric, and sons Owen (6) and Henry (4).  Connect with her on LinkedIn. 

Can you tell us more about the Campus+ program and your day-to-day responsibilities at Learfield?

Campus+ is a division that started three years ago because we were receiving questions from both our university and brand partners about ways we could use our experience in the sports space to develop partnerships and generate revenue for their institutions.  In higher education there are a lot of federal and state funding cuts right now. Costs are escalating and universities are feeling a lot of pressure to reduce costs and increase revenues while still providing a meaningful educational experience for students, faculty and staff.  Lately there have been more business minded people who realize they need to sharpen the pencil and be more creative when it comes to revenue generation.  

We also heard of the need for campus-wide partnerships from our sports division – eventually our local sales team may run out of inventory to sell.  So we started to think about how we develop broader and deeper partnerships and expand what we have available to offer. When our company started Campus+, I was a Regional VP, overseeing the sales staff, so I saw the need and the value of campus-wide partnerships.  There was a change in leadership in Campus+ about a year ago, and in July I joined the Campus+ team because I missed the sales side of the business.  We are a small, nimble team, with only three people running the program.  With over 200 properties, we have to think carefully about what we’re prioritizing and how we are managing our time. I work with a portfolio of over one hundred schools, as well as our partner brands, to help to clarify and develop our Campus+ strategy.  My priority is anything that generates revenue. 

The fact that we’ve been on some of these campuses for ten to twenty years means we have a great connection.  The brands want to be on campus, market to students, faculty, staff, and alumni beyond game day. We were already able to do that socially and digitally, but we as a company decided to develop a campus-wide marketing program to navigate through the waters of campus.  Campuses are siloed and are not set-up to manage sponsorships, and brands need help to navigate those waters. Two examples of Campus+ partnerships are AT&T and Wells Fargo.

For AT&T, we’re not exactly doing marketing campaigns for their brand on campus, rather we’re making introductions so they can grow their business there.  They’ve been a long standing partner of Learfield and they were looking to expand their campus sales. So we discussed their key markets and priorities, and then I worked with the local Learfield General Managers to get the campaigns up and running. 

Wells Fargo sees the value in sports marketing and also being the official bank of the selected universities, including the University of North Carolina.  Their presence on campus includes doing financial literacy programs, recruiting students, and creating meaningful relationships with students, faculty, and staff to best support them financially as they transition throughout life.  Our team helps Wells Fargo decide what schools they work with, what those packages look like, and how they will execute.

You’ve helped to establish the W.O.W. Factor (Winning Our Way) at Learfield IMG which is focused on highlighting the success and sharing the stories of Learfield IMG College women.  Can you tell us more about this program and why you decided to become involved?

I always had a passion for women in sports.  When I became a salesperson I realized we needed more female sellers and I’ve been especially passionate about that.  As a General Manager at Colorado, I was always looking to help on a grassroots level and I often put together calls with the other women GM’s and would mentor sales coordinators who may want to get into sales roles.  When I moved to the corporate office as a Vice President I wanted to continue to do some grassroots things, such as meeting monthly or quarterly with women within our office.  

The actual program hasn’t been specifically defined, as we’ve never really had an official person to manage it.  However, it’s been a mix of networking, mentorship, camaraderie and professional development. Now that we’ve merged, we’re revamping that program so there’s more structure behind it.  I’ve enjoyed it being grassroots and some of it’s just what the women involved want it to be – whether it’s coffee or just telling someone about being a parent. I’ve also been very vocal about our maternity policy – it seems as though whenever someone gets pregnant in the field, they call Megan!  I love inspiring women and believe if you love to work, you’ll love to come back. 

I’ve found that routines are key to keeping the family on track, no matter the time of year or the demands of work. What routines have you set for your family to keep things moving when life gets crazy?

I wish I had more routines and structure.  Lately, what my husband and I have worked out is that I tend to get the kids ready for school and do the morning drop-off.  My husband does the pick-up from school. A lot of time I have happy hours or meetings in the office that take a bit longer; however, my goal is to be at home in the morning and then back by 6:00 PM.   

Our kids do have a routine at night: they take a shower, watch a little TV, brush teeth, say a prayer, and then go to bed. 

It’s taken awhile for us to come to this place.  I became Vice President when I was pregnant with my second child.  It was December and I was due in March. I traveled a bit, then I had a baby, and three months later we picked up and moved from Colorado to Dallas.  I had a two year old and a 3 month old and then I was on the road and gone a lot. We didn’t have any family in Dallas and it was really hard.  

Eric, my husband, was in a career transition, so when we first moved here, he didn’t have a job lined up.  He was taking care of two kids in a corporate apartment and then we rented a house for a year. It was a crazy, hard, time on our family, marriage and workload.  But, it’s interesting, because I was so into climbing the corporate ladder. I was a seller, then a General Manager, and finally Vice President. I wanted to prove that a female could be a VP with a family and kids.  That was my mindset.  

After a year of it, I took a step back and was wondering if it was really worth it.  I love being a leader of people, but I also needed to lead my family, so I shifted to a VP role in Talent Acquisition, which was just as challenging but didn’t require as much travel.  It’s funny, the higher up you get and the more you think you want something, you realize it’s not always what it seemed as you sit there in that position.  

When I was in Talent Acquisition I was in all these leadership meetings and in the know with what the company was doing.  However, it was super intense, and while I loved the opportunity, it was stressful and not where I saw my future career path headed.   So, last summer I moved to the Campus+ team and am back in sales.  

I love being back in a sales leadership role, but this time it’s different.  My boss is not based in Plano, I don’t have a team to manage and I’m not going to be in all these leadership meetings.  I was okay making another lateral move and I’m sure at some point I’m going to want to get back up there and have a seat at the table.  There are times in your career where you can take a step back and take a break. 

What project or professional accomplishment are you most proud of?

One is my time leading the Talent Acquisition team.  I’m proud on one hand because the leadership of the company thought I’d be a good fit for a role outside of my background and that was flattering; but, I had to build an entirely new department.  This included the team, our processes, figuring out metrics to measure, and managing up. It felt like I was building a plane while it was flying in the air, as recruiting never stops. There’s always turnover and jobs that need to be filled.  It’s the hardest job I’ve ever had. I’m glad I did that, and no one probably knows what went into that. I was glad I was able to do something totally outside my comfort zone, and do it well enough to leave it in a good place when I moved to Campus+.  I was able to hand it off to someone that I hand-selected to run the program. There aren’t a lot of times when you’re able to do that within a year and a half. 

In addition, while at Colorado, we developed a partnership with Safeway to increase breast cancer awareness at a football game.  It’s been done a million times since, but it means a lot to me because my Mom died of breast cancer when I was eighteen. Anyone who sells sponsorships has put together an idea, executed, and seen it come to life – it’s an amazing part of our job. I was able to sell the game, activate, and have survivors meet the team and be on the field.  I have a picture of all the survivors lined up on the end zone and it’s an experience I will always cherish.

Do you have other “Mom Mentors” or Moms working in sports to help guide you through parenthood and professional life?   

I wish I had more.  I’ve actually talked to my husband about this.  I have a few mentors, but they’re more like colleagues.

I am on the executive board of the WISE (Women in Sports & Events) chapter here in Dallas.  There’s a group of us that have been meeting unofficially for two years. There’s a few Moms on our board, and when we meet every month, I’ll end up talking to them about life and work outside of WISE.  They’re becoming my sports Mom group. I’ve met some really cool Moms working in sports that I wouldn’t have met without my involvement on the WISE board. 

Within Learfield there are a few women’s leaders in Director or VP roles.  They’re dealing with the same challenges, so we do sometimes get together in a safe space to talk about what it’s like.  

I love seeing women thriving in sales.  I think it’s a very big corner of the industry most women don’t automatically gravitate toward.  Have you seen more women starting in Account Executive and General Manager roles since you first started? If not, how can we encourage more women to pursue this track?

From a global perspective, Learfield IMG is involved in Women Leaders in College Sports, and we’ve developed a revenue generation track for their convention.  We make sure to focus on telling women there are opportunities other than being a SWA (Senior Woman Administrator) in college athletics.  The goal was to get more women to understand the opportunities available in revenue generation positions – including sponsorship sales, ticket sales and fundraising. It’s such a necessary skill if you want to be a leader.

I personally encouraged two women within Learfield whom I love dearly to take sales jobs – I saw a lot of my younger self in them. Originally, I didn’t think I would be in sales.  I was comfortable in activation, but someone pushed me outside my comfort zone and I’ve been in sales ever since.  Women are great salespersons. So these two women in our corporate office left to take sales positions at two of our Power Five schools; however, neither of them liked it. One came back to corporate and one took a job elsewhere.  I then realized that sales is not for everyone, but I’m going to keep encouraging others to try it. 

We absolutely need more women in sales and I know there are many that could be very good sellers.  You do have to like and enjoy sports and be excited about the sales process. I took the Talent Acquisition role because I wanted to hire more women in these roles.   

How has being a Mom made you better at your job?

Number one, I’m more protective of my time, and that forces me to be more efficient and prioritize better.  Number two, I love working. Being a Mom has forced me to not work so much. It’s given me the balance to have a happy home and a happy marriage, but it’s helped me realize that value in my life.  You can still be really good at your job, but you don’t always have to be working all the time. 

What non-traditional benefits do you think would help to make the sports industry more family-friendly?

It’s all down to your leader and how they’re going to set that expectation.  It’s about flexibility and autonomy. I’ve been so blessed that my bosses have given me the flexibility to do my business.  Whatever the case may be, having a culture of flexibility, autonomy and trust is extremely important. If you have that, I don’t think anything else matters.  Clearly, maternity leave matters, or maybe providing some additional perks like a housecleaning service for a newly returning mom; but, I think a boss that trusts you and knows your family is most important. 

No matter what industry you work in, that’s going to make it more family friendly.  The ability to bring your kids to a game and have your boss come over and meet your family, and really get to know them.  That’s why I’ve stayed at Learfield for ten years. I’ve been lucky to have great bosses and work at a company with a great culture. 

Being a Mom who works is not easy, no matter the industry.  However, the competitiveness and irregular hours can make sports extremely challenging for parents.  What motivates you to continue to pursue professional growth amidst some of these challenges?

Feeling like you’re making a difference and having sanity because I’m not dealing with six and four year olds all day.  God Bless the stay at home Moms! It is not in my DNA to stay at home. 

It’s also about doing something bigger than yourself and trying to teach my kids the right thing, especially with everything going on right now between the male and female culture.  I’ve always thought I’d be a cool girl Mom and now I have boys. It’s so important to tell the boys (if not more than the girls) that your Mom is working in a really cool industry because she can do what she wants.  This is what a healthy family looks like and you can have two jobs in your family. When you find your mate he/she can have a job, and you can treat women like the equals they should be.  

Sports Biz Mom: Nicki Collen, Atlanta Dream

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Nicki Collen was named head coach of the Atlanta Dream on October 30, 2017.  In her first season at the helm, Collen led the Dream to franchise-best 23-11 record and the No. 2 overall seed entering the 2018 WNBA Playoffs. The first-year head coach was named WNBA Coach of the Year for her work.

Collen came to the Dream after pair of successful seasons as an assistant coach for the Connecticut Sun. Working for 2017 WNBA Coach of the Year Curt Miller, Collen helped the Sun compile an impressive 21-13 record and finished with the fourth-best regular season record in the WNBA, earning the franchise’s first postseason appearance since 2012. 

Prior to moving to Connecticut, Collen served under head coach Karl Smesko at Florida Gulf Coast. Joining the staff in July of 2014, Collen helped guide the Eagles to consecutive 30-win seasons.  Before moving to FGCU, Collen enjoyed great success as an assistant coach at Arkansas, Louisville, Ball State and Colorado State. During her nine seasons as an assistant coach at the collegiate level, Collen helped teams reach three NCAA tournaments and five WNITs.

Collen played one year of professional basketball with the BCM Alexandros team in Greece.

As a player at Purdue, Collen was a member of Big 10 championship teams that advanced to the Final Four in 1994 and the Elite Eight in 1995. Collen transferred to Marquette as a junior, competing in two more NCAA tournaments while also securing a Bachelor of Science degree in Mechanical Engineering.

Collen and her husband Tom have three children, Connor, Reese and Logan. Follow her on Twitter at @NickiCollen.

Of all the jobs in the sports industry, coaching has the reputation of being one of the most demanding in terms of your time and focus. Can you provide some context into where you were in your career when you started your family and what that experience was like in such a travel-heavy profession?  

I’m obviously unique because my spouse was also in the women’s basketball coaching world.  I kind of followed his career path and we knew we wanted to have a family. My husband is 21 years older than me, so we wanted to do it sooner rather than later, and we honestly did have a lot of problems getting pregnant.   We went through in vitro, and that takes its toll mentally and physically. The plan was never not to continue to coach, but I did switch from on the floor to more of an operations type of position.  

Fortunately, after having twins, my parents were at a time in that they were slowing down and able to help us care for our children.   We didn’t have to worry about that. Yet, when I went back to work, I realized not being on the floor, not coaching, I just wasn’t happy.  Being around the game was great, but I made the decision at that point that if I wasn’t on the floor, I’d rather be at home.  

Originally, it wasn’t a long-term choice, but it turned into one.  The twins were 18 months old when I got pregnant and I thought that I was ready to go back. Then my husband got a job at Arkansas. We moved from Louisville when I was seven months pregnant with our younger daughter. 

It’s a unique dynamic in a coaching family, and there are only so many coaching jobs.  I had always worked for him and the entire staff followed, so I wasn’t making a conscious choice, it was just our situation. I kept reminding myself that there are so many women who would love to have the opportunity to stay home and that don’t have the financial means to do so.  Many times with two year old twins and an infant it was hard, but I tried to embrace it. 

You took a break from coaching while your kids were young and have experienced tremendous success since.  What helped you stay sharp during your time away? How did you know you were ready to come back?

Because my husband was so involved in the game, I could almost be in a consulting role. A lot of time, I would prep video and send it in for his staff.  I worked with some of them and knew all of them, so I at least stayed connected to what was going on in the NCAA and at Arkansas. I’m truly a basketball junkie, so I was always watching the game; college women, college men, and doing some broadcasting work.  

At one point I was wondering if I was crazy to want to get back into coaching and pondering if broadcasting was the better route. I’d still be around the game, but not be as invested in the outcome of the game.  In broadcasting you do a good job when the game is on, but there’s no “we won/we lost” when you go home. You don’t have an emotional investment in the outcome. Sometimes that’s wonderful, but you miss that when you’re competitive or your trying to play the perfect game.  I started to question those things.  

What got me back involved was that Tom had an assistant take a job at Texas State and another at Boston College.  After six years of being fully staffed, he had two openings, and he told me, “I want you to come back. I want you to run my defense.”

It was very much a tipping point and we realized we had to set some parameters. Being a two coach family, going two different directions in recruiting, we had to be organized going into this.  We were lucky enough to be in a position to be able to hire a nanny. At this point in time, we had two kids in elementary school and one in a full-time preschool. I needed that person to pick them up from school or take them to sports – all of those little things.

When I was at home, I was very much in charge of our family’s life; food, grocery shopping and things like that.  You get so into a routine as a Mom so it’s hard to keep the kids in that routine when everything is starting to change. Part of the transition was sitting down and saying, “Okay, I’m going to need some help now.  My responsibilities are changing. How are we going to do this together? What can you do and what can I do? How do we realign this routine so it works for everyone?”  

I was so consumed with getting someone who had great experience and who would love on my kids that I put very little expectations on what I wanted for this person.  I was thinking about what I would pay them, whether or not they could they stay the night, etc. Later, after I changed nannies, I suddenly realized that my kids are really resilient and they know we love them.  The second time around, I realized I need someone who makes MY life easier. I’m not asking for a cleaning person; but someone who will put wet clothes in the dryer, do the dishes, or prep for dinner if I’m going to be late.   

While most working in sports do not have a “typical” day,  it seems that daily and weekly routines are key to keeping the family on track.  What sort of routines have you developed for your family during the season?

Collen family picture

Our family is very much calendar based, especially now with two thirteen year olds and an eleven year old. We have competitive cheer, horseback riding, lacrosse, and are super active at church.  We’re both probably guilty at not being able to say “no”, especially to the things that we think make them happy or keep them active. We definitely rely on our family calendar.  

We also have learned to be willing to ask for help.  When I was coaching for two years in Connecticut we were still living  in Florida. Having that support system and a friend that could take my kids somewhere they needed to go was huge.  We had to rely on our neighbors and friends. It truly takes a village. We’re now developing those relationships through lacrosse and our new neighborhood – for us, that’s everything.  

My situation now is so different from when I was a college coach because my personal calendar is so different.  The beauty of the WNBA, and why I love it, is that there really is an off season. In college, the off season means your recruiting or running camps.  It’s a really different dynamic. Now, I can continue to connect with my players easily via Whatsapp and keep those relationships headed in the right direction, but we have two stay-at-home parents during the off season.  

However, in-season is a way bigger grind than the college season.   We go on ten day road trips. My kids now know what that what the pattern looks and feels like.  For me, I appreciate that I’m at least more present now than I could ever be as a college coach. It’s so hard in the college game to never not be multitasking.   [In the WNBA} It’s not like the off season doesn’t have reason to travel – free agency or scouting – but I’m firmly in control of that travel. 

What support can professional teams or collegiate athletic departments provide to best serve coaches with families? 

For me, we never had to ask for a lot. I certainly always felt that I worked in family-friendly environments. I’ve absolutely loved it when I’ve had athletic directors or bosses who have girls.  I think sometimes with men, when they have daughters, they approach things differently. I’ve been pretty lucky.  

To me, the most supportive bosses are the ones who bring their kids or nanny on the road trip.  When you think about that level in college and you’re chartering, the school is paying a charter price, not a per person price.   I think there are ways to truly support women in coaching when it’s also a bus league. You can easily pop your kids on the bus – there’s always room in that situation.  

Being allowed to bring your kids into the workplace, when it’s appropriate it, is key.  There’s a fine line if you don’t have the space or the place and your young child is going to disrupt other people while they’re trying to do their jobs.  Yet, my kids have fun memories of spending three to four hours every Saturday running through Bud Walton Arena, playing hide and seek with the other coaches families. 

One of the cool things now as my kids have gotten older is that they can come into the locker room after the game our hang out in the press room. In some ways, they can take great pride in what I do for a living, and the opportunity to be connected to the players and what’s going on throughout the season.  

Who have you looked to for support and parenting advice while also navigating your coaching career?

My parents and my Mom.  I was closest to my dad growing up, but I didn’t realize how important my Mom was until I was older.  I grew up in a traditional home and my Mom went to work when I was in 7th grade. My parenting style, how I think, and questions I have, are always going to go back to them.   

The one thing I learned when I became a parent and I wasn’t working, was how dependent I became on friends.  You need that peer group. I never pictured myself being that Mom in a “stroller group”, getting exercise in at the park.  Yet, I had a friend who had four kids under 6, and we would run at 5:00 AM before the kids got up. It was therapeutic. 

I didn’t have a lot of people my age in coaching.  I was in a unique situation because of the age difference between Tom and I, and his peers versus my peers.  One of the Assistants on our staff at Arkansas was a single Mom and actually had a former player who was her daughter’s nanny.  

I think I learned a little bit from everyone.  The more I learned, the more I realized that as women, we have this desire to feel like we’re getting it all right and we have it all figured out.  The thing is, everyone has questions and issues. When you finally sit down and talk to someone and say, “I can’t believe I’m dealing with this.”, the other person usually says they’re going through it or have gone through it too.  When you share that, “Yeah, I had trouble conceiving and I went through in vitro.”, suddenly you realize that you’re not alone. We’re all fighting the same battles and we’re just afraid to talk about it. I think we need to use each other as resources. 

I don’t believe in the myth of “work-life balance” and think “work-life integration” is a much more accurate depiction of what’s possible for working parents.   How do you integrate your family into your work-life?

When they were younger and we were together coaching, I would always take them with me.  When I was at home, I would take them to practice and they never missed a home game. It’s a little harder to take three kids under the age of three on the road.  They don’t care enough at that point.  

It has been fun to see the ages and stages.  Early on, they’re just there to run around and now we’re to the point to where they pay attention and have a favorite player. 

My son plays very close attention, but is very quiet about it.

His twin sister loves her Mom, hopes I win every game, but doesn’t really know what I do everyday.  She’s in competitive cheer and horseback riding, but she doesn’t know what a pick and roll is if you ask her.

My eleven year old daughter lives and breathes it. She watches Atlanta Hawks games at night because she knows I know that staff and has gotten to go to games.  She knows all the players in the WNBA and plays attention to the details and wants to be around it.  

You have to figure out as a parent how much each child wants to be involved in what you do.  I know they all think it’s kind of cool that Mom is famous and that I have a WikiPedia page.  They can Google me and find pictures.   When I took this job and went from being an assistant to a head coach, I remember my youngest daughter saying to me, “Now you’re a real coach”.  You can see how proud they are of you.

Nicki Collen and children in front of Atlanta Dream backdrop.

We try to integrate them in different ways.  They don’t come to a lot practices now. They certainly could, as I’ve made my practices open to anyone, but they’re in their own world.  I think they miss me when I’m gone and when you get home they want to give you a hug, but then they go back into their own world. Their worlds don’t revolve around my clock anymore. 

How has being a Mom made you a better basketball coach? 

“People don’t care how much you know, until they know how much you care.” 

When I first got back into college coaching after becoming a Mom, I really thought I became a better recruiter. I suddenly understood from a totally different perspective.  You become a surrogate parent to your team. I’ve taken a relationship based approach, not that I wasn’t always that way, but you understand what kids mean and how badly you want them to be happy.  It makes you realize everyone you coach is somebody’s child.  

Being a Mom gave me a different prism to look through, and made me take a step back and think about how I say things.  Now that I’m working with adults, I don’t have to worry about their grades. However, I’m still a mentor and I like that part of it. I like to get to know them.  I want to know that when they’re done playing basketball that they’re prepared for life after sports. I genuinely care what’s going on with their friends and partners.  My personal motto is, “People don’t care how much you know until they know how much you care.” 

What advice would you give to the women currently coming up in coaching who also want to start their own family?  

I was one of those people growing up who didn’t dream of my wedding or how many kids I was going to have.  I loved sports and I wanted to play basketball. I’m forty-three now, and if I could still play basketball, I’d be playing and not coaching.  

Everyone needs to be themselves and figure out what they want from life.  I think about how much more whole my life feels with little people in it. I watched my kids walk out to the bus stop today at the end of the driveway and realized that they’re now 5’10” and 5’5” tall.  It seems just like yesterday they were chasing each other around the yard.  

In many ways it gives you a reason to do your job.  I want my son to respect women and not have any reason to think anything other than that women can be successful in the workplace.  I want my girls to know they can do anything. My boss was my husband, so he was obviously supportive and I realize it’s easy for me to say; but, you have to be passionate about your family and chase it like you would your job. Whether it’s one or two kids, or adoption, you can’t be afraid.  I wouldn’t ever have stayed in a role that didn’t have people supporting me being a Mom.  

I am also super lucky because my assistant coach is married to the head coach at Georgia. They have a two year old and newborn and they found a way to make it happen.  Everyone has to do it their way. You have to know what your policies and expectations are or find a different place. I’ve never heard anyone say, “I wish I wouldn’t have done it [have kids].”  

My resume doesn’t read the same as everyone else’s – I stair stepped my way to the top.  I was in and out and at various levels; but, I got here. If you’re good at what you do, you can figure out what you’re supposed to be.  I’m probably not for everybody, but this job was a great job for me because I got it so organically. I didn’t chase it, they chased me.  

Sports Biz Mom: Gina Lehe, College Football Playoff

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Gina Lehe is the Senior Director of External Relations and Branding for the College Football Playoff.  She spent 16 years working in the college football bowl industry prior to joining the College Football Playoff in 2014, most recently as Director of Media for the Rose Bowl Game. Lehe served in similar capacities for the Insight Bowl and Fiesta Bowl.

She is a member of the Association for Women in Sports Media (AWSM), College Sports Information Directors of America (CoSIDA), Football Writers Association of America (FWAA), National Football Foundation (NFF) and the Football Bowl Association (FBA).

In 2017, she was named to the Sports Business Journal (SBJ) Game Changers: Women in Sports Business.

Lehe graduated from the University of Arizona with a bachelor of arts in communications. Originally from Pacific Grove, California, she is married to husband, Adam. The Lehe’s have two daughters, Adriana (4) and Natalia (18 months).  Connect with her on LinkedIn.

What are your daily responsibilities with the College Football Playoff?

My title was recently changed from Communications to External Relations to better capture how the industry and environment evolved over the years. I recently celebrated 20+ years in college football and when I started “branding” didn’t exist.  People don’t really understand what branding is.  I think folks that do have proven to be successful because they’re looking outside of what some people just view as a logo.  Along with my title in college football shifting, so has my focus.  The same goes for the Sports Information Directors on campus.  We’ve had to evolve what we do, and those of us that have, have reaped some of the benefits of not getting left behind with social and digital media.

For us, external relations is anything that’s leaving our office walls; press releases, programs, game banners, commercials, tweets, logos. Anything that speaks to who and what the College Football Playoff is.  This includes items generated internally and externally.  We also handle all of the traditional media relations functions like credentialing.  All of these ties into the perception, trust and likeability of our company. It’s all about how people are digesting your content and interacting with you as a company.

We have a pretty lean team.  I have an assistant that works with our department specifically and a seasonal intern.  We work very closely with vendors, but only have two people solely dedicated to the department.

While most working in sports do not have a “typical” day, it seems that daily and weekly routines are key to keeping the family on track.  What sort of routines have you developed for your family throughout the work week?

My husband and I both travel for work, so I think the biggest thing is that we have a joint family calendar. It’s a basic, color coded, calendar in Excel.  Fortunately, for at least my side of the travel, we have a fairly robust planning system for the site visits for the national championship games.  I know in January/February what my calendar will look like for the rest of the year and my husband plans his trips around that.  This calendar is the bible of our household operations.  We don’t have family in Dallas and with two kids and two parents that travel, making sure we have care scheduled in advance is really important.

It’s also a perspective piece. We use the calendar to plan what are we going to do when we’re not traveling.  We still need to have fun with our kids when we’re not on the road.  I think looking at it from a full year perspective is what does it for me. I sit back and I look at it, and I’m like, “Man, we need to make sure we do stuff with our family and not just work.” 

Working in sports, I think we all have those “pinch me” moments, where you can’t believe you’re being paid to do what you’re doing.   What is your biggest “pinch me” moment to date?

Having an opportunity to be in the room with the selection committee from day one and seeing the different people who have been in those seats.  Just knowing their backgrounds and having the opportunity to side bar with them during lunch or breaks.  How often do you get to learn about the career path of someone like Condoleezza Rice?

In the first year, outside of the fall for rankings, we met two times per year.  My real “pinch me” moment would be when Tyrone Willingham, Barry Alvarez, Archie Manning, and Condi sang “Happy Birthday” to me.  In what world would that happen? These are iconic coaches and a hall of famer – I would have never imagined in a million years those folks would be in the room together, let alone singing “Happy Birthday” to me.

If you could go back and tell your pre-children self-one thing, what would it be?

Appreciate the now for what is.  I’m extremely Type A, and I’m always worried or thinking about what’s next and what I’m going to do.  I wish I would have stopped to value more and appreciate what is now, and I can pinpoint when that shifted for me – when I lost my Mom to cancer. It changed my whole perspective on time and living in the moment.  I hate it took that for me to accept that message and receive it, but I have to look for glimpses of the silver lining from that experience.

In your SBJ Game Changers feature, you mentioned that our constant news cycle and the need for immediacy has a detrimental impact on credibility and productivity.  How do you ensure that your team does not fall into this trap during the high-pressure moments surrounding the CFP?

First, respect yourself and respect the people that you work with when it comes to communicating.  If somebody takes time out to reach out to you, you need to do so in return.  When we have new staff and interns, we establish a pretty well outlined communication process.   For example, with our social media guidelines, it covers what we post, how we post it, when, and on what we post.

For a lot of 20-year-olds, especially ones that have worked in social media, they’re coming from a school where they’re promoting every single athlete and every sport.   If you look at our platforms, we don’t talk about specific athletes or teams.  If we talk about one conference, we’re talking about all of them, and that’s intentional.  We have to remain neutral, fair and balanced.  We created these best practices and guidelines in the beginning, and we stick to that to this day.

We’ve had consultants come in tell us what we could get more followers, but that’s not our goal.  Our goal is to match our brand philosophy/best practices philosophy.  This helps us not get into a frenzy during the busy times, because we’re not trying to be somebody we’re not.  We’re not creating unauthentic content for the rest of the year and people trust us.  If you choose to stray from this for five to seven days because everyone thinks you should do something else, you’ve just lost all the trust you have built.

People get so excited about being reactive to comments.  The news cycle is so short anymore. It’s not to say I ignore it or don’t listen; but, if we were to jump onto every piece of criticism, you’d lose your mind. When people stop talking about college football, then we’re in trouble. We don’t need to make the news cycle. We can be the news cycle.

We don’t need to make the news cycle. We can be the news cycle.

Who have you looked to for support and parenting advice while also navigating your career?

There are not a lot of women who work in sports who have kids.  At least not a lot that I know.  Many people suggested I read Lean In, but no offense, if I had a nanny and a chef, this would be easier (maybe!).   I don’t have the financial means to do those things and it’s not real to me.  It’s not a fair comparison.

I was talking to my mother in law in Florida about this recently.  Every now and then I need to break down.  I try to do so much, and I’m not looking for credit, but I need a break every now then.  We don’t have family here or any relatives or friends with kids that we can call for a date night.  It has to be a huge orchestrated plan for us to do anything together. That’s not always fun as a married couple.

I talk to my mother in law a lot. She was a teacher.  I like to hear her opinion and seek her advice.  She grounds me a lot. I make a bigger deal out of things, and she shoots straight with me and can level set me when I’m breaking down.

In your recent D Magazine feature, you spoke of integrating your young daughter into your work and not asking if it was OK to do so.  Did/do you receive any push back when doing this? How can we make that a more acceptable practice across the industry?

This is one of those things that I didn’t see as doing something revolutionary.  I was just trying to find a way to make it work, given that my husband and I were both working and traveling.

I didn’t want to sacrifice – I don’t believe in that – integration was always part of my mindset.  If I choose to have a family, I better choose to support my family as much as my job.  The first time it happened my daughter was three or four months old and my husband had a work trip the same time I did.  I was going to Arizona and Atlanta and I brought her to the meeting because it was her nap time.  In Atlanta I carried her around in a Baby Bjorn during a walk through for an site visit.  I’ve been creative. I tell them she’s going to be with me, and I don’t really ask if it’s okay.

My 2nd daughter was born in September, and that winter I was going to the Rose Bowl Game for the semifinal, and I took her with me because I was breastfeeding. I hired a babysitter when she couldn’t come with me and then I took a red eye from Los Angeles to Atlanta with a three-month-old so I could be Atlanta for the championship. It’s one of those stories I think about now and I think it’s crazy.

People make comments.  I can name names and certain places, and I can tell there are super old school people who wonder what the hell I think I’m doing.  Until I don’t do my job effectively or I don’t get the job done, I’m going to continue to do it. I know myself well enough to know that I’ll get it done and do it well. I’m not going to sacrifice my job or my family if I know I can make it work.

The women who I’ve encountered, whether they have kids, or are younger, have all thanked me for doing it.   I don’t’ think I need to be, because I’m not doing something revolutionary for the working Mom and I haven’t asked to do it, because I don’t feel like I am jeopardizing my job. I am just adapting to the situation so I can give my best to my personal and professional life so they both get equal due and what they deserve.

My mother in law has also met me on work trips and taken the kids from me.  If you really want to have a family, you’ll figure out a way to have a family. If you want to have a family and work, you’ll figure that out too.  There’s always a way to figure it out, it may be unconventional, and people may judge you, but you’re going to figure it out.


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SPORTS BIZ MOM KEYS TO THE GAME:

  1. Schedule family activities: Yes, this sounds super regimented and not fun, but it’s easy to get wrapped up in the day-to-day rush throughout the week. I know I’ve found myself sitting on the couch during a day off wishing we were doing something fun together as a family, instead of just watching TV or cleaning up the house. Sometimes, we have to conciously work to make time for fun activities, even if it’s just going to get donuts on a Saturday morning. I couldn’t agree more with Gina about how important this time can be and am personally trying to schedule fun family time with as much care as I do my professional schedule.
  2. Don’t compromise your brand for short-term gain: I think this mindset is so easy to lose site of in a world with such a short attention span and news cycle. Whether it’s your personal brand or your company’s being authentic and trustworthy sholud always be our first priority.
  3. Don’t apologize for being unconventional: Even if you are not able to bring your baby/child with you when you travel, that doesn’t mean you can’t get creative in how you integrate your family into your work-life. Depending on the circumstances, your partner or another caregiver may need to come along to help, but I fully believe that having clients, coworkers, etc., see that your family is also a priority humanizes you and sets a precedent for the other future parents in your workplace. Yes, a two year old is not going to be appropriate in an important meeting or even; but, he could be a huge hit in a suite with a sponsor who has grandchildren of the same age. If you’ve proven that you’re going to get the job done and do it well, and you’re working for a supportive organization, you’ll be in a position to be able to bring your whole self to work and let her shine.

Sports Biz Mom: Molly Wurdack-Folt, Detroit Red Wings/Detroit Tigers

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Molly Wurdack-Folt was promoted to Vice President, Partnership Activation in March 2019. In her new role, Molly is responsible for leading the Corporate Partnerships’ activation group across the Detroit Red Wings, Detroit Tigers and Entertainment arms of the business; ensuring world-class experiences for partners through exceptional service, cutting-edge activation plans and flawless execution.  She also drives renewal sales efforts and developing cross-venue, multi-platform deals that leverage the sports & entertainment group’s unparalleled portfolio of properties.

Previously, Molly held the role of Director of Marketing Strategy for Olympia Entertainment. In that role, Wurdack managed the Corporate Partnership Marketing department, which she oversaw for more than seven years as the Director of Ticket Service and Corporate Partnership Marketing. She also sought out new opportunities for Red Wings sponsorships, working closely with the NHL and fellow NHL teams to grow revenue and expand relationships with key partners. Additionally, Molly managed two departments within the Marketing & Communications umbrella – Community Relations / The Detroit Red Wings Foundation and Guest Experience, which oversaw the Guest Connect Program focusing on guest experiences at Little Caesars Arena, the Fox Theatre, Comerica Park, and three outdoor amphitheaters.

Wurdack started with the Red Wings in May 2008 as the Manager of Ticket Service and Retention. In that role, she developed and implemented a new business unit, the Ticket Service and Retention department, which assisted in growing ticket retention and increased season ticket holder satisfaction. Wurdack was promoted to Director of Ticket Sales and Corporate Partnership Marketing in 2010 and oversaw client retention for all Red Wings season ticket holders, providing servicing, retention and upselling to these clients, along with overseeing the corporate partnership marketing team to fulfill and execute all sponsorship contracts. Prior to joining the Red Wings, Wurdack served as a Marketing Partnership Staff Assistant for the Miami Dolphins where she assisted in the execution and fulfillment of marketing partnership contracts.

Wurdack earned a Bachelor of Arts with a major in psychology and a minor in business from Ohio University and went on to earn her Master’s degree in sports and business administration from Ohio University as well. Wurdack currently resides in Bloomfield Hills, Mich., with her husband, Jason, son, Beckett and is expecting her second child this spring.  Connect with her on LinkedIn.  

Can you describe a “typical” day in the life for you and your family on a game-night or event day?

Every day is different for me.  A lot of that is driven by my husband’s work schedule. He’s a physician and his hours vary greatly – it could be afternoon, morning, or night shifts – so we are in constant communication about who is picking up, taking to preschool, swimming, etc.

I’m normally the one that gets Beckett up and makes breakfast in the morning.  I am more of a morning person than my husband and it’s nice to spend the time together.  We’re only ten minutes from daycare, so if I am dropping him off we leave around 7:45 AM. Then, I’m off on my thirty to forty minute commute to downtown Detroit.

On game days my husband normally picks up my son, and then I’m home around 10:00 PM.  There are times we have to get a sitter who picks Beckett up from school and watches him until my husband or I get home.  We don’t have family in the area, so that makes it a little more challenging. However, we’ve found some really great sitters who can pick-up [Beckett] early if need be.  

What project or professional accomplishment are you most proud of?

Being a part of the construction and opening of Little Caesars Arena. We worked really hard in the years leading up to that date to make sure the building was ready when the doors opened in September 2017. I was involved with both season ticket and corporate partnership planning throughout that process.

With season ticket holders, I played a significant role in the relocation process, pricing strategy, and go-to-market plan. Our process for relocating season ticket holders was very different than other new arenas or stadiums. We elected to bring every single season ticket holder, individually, through the preview center over eighteen months – all 3,500 accounts.  A lot of times when buildings are preparing to open, the organization sends out a link with information about comparable seat options and pricing. Then, season ticket holders have the opportunity to electronically accept or decline the offered seat location. However, we needed people to understand how drastically different the new building was; so, we felt we needed to have those (sometimes) difficult discussions, and talk about their options, prices, and benefits in person.

For sponsorship, I worked very closely with the Director of Partnership Sales to develop new rate cards and assets, our go-to-market strategy, and then tier the partnerships accordingly.  At the Joe we had a lot of a little with no differentiation between a $1 million and $50,000 partners. We established a hierarchy with Landmark, Cornerstone, and Foundation partners, worked with outside agencies to evaluate those numbers, and then developed the strategy to ultimately go to market. Our staff was also trained to ask for dollar amounts that our team had never even imagined we could ask for, and we created talking points to help with the justification behind that ask.

When you open a new building, you have the opportunity to learn the good, bad, and ugly from previously opened stadiums and arenas. We made countless trips to other areas to research things like wayfinding, concession stand branding, etc. It was a two to three-year process. Ironically, I was on maternity leave with Beckett when we first broke ground in 2014. I can recall sitting in my bed while he was sleeping next to me and I streamed the groundbreaking. We’ve come a long way since then!

What is next for the Red Wings and Olympia Entertainment now that Little Caesars Arena is open and started to find its place in downtown Detroit?

Little Caesars Arena 2.0 – which is continuing to build and improve upon year one within the building and the additional development opportunities in and around The District Detroit.

As we continue to host events in the building, we’ve realized that there are things that aren’t working or that need to be adjusted for one reason or another.  We’re constantly looking at how our building operates; how sponsors are integrated; and how we interact with season ticket holders.

In the sponsorship world specifically, it has been a learning process since we opened. Many of the deals we executed were sold 2+ years in advance of opening the arena. Therefore, we didn’t have a full understanding of how everything would come together. We are proactively working with partners to continuously improve upon their activation, integration and overall experience.

The guest experience is also a huge area of focus because that’s such a controllable element in all the venues we manage (Little Caesars Arena, Comerica, Fox Theatre, and our outdoor amphitheaters).  We’re thinking about what the overall guest experience means across all our venues and how the feedback of our guests drives business decisions. We have a lot of insight into what guests are saying and are trying to build consistency across venues.

There is also a strong focus on development in and around The District Detroit, which is a fifty block area around the arena. You’ll start to see a lot of groundbreaking in the next year to year and a half, led by our sister company Olympia Development.

How has being a Mom made you a better employee or leader?  

Being a Mom has given me more patience, better listening skills, and a stronger appreciation for the differences that everyone has in their life and what they may be going through.

I think back to my younger professional years, before I had Beckett, and it was all about just getting the job done and I don’t think I appreciated the true sense of living in the moment.  It was just about checking the box, and maybe that was a function of having a large workload. I worked endless hours, went in early and left late, and always questioned why people needed to leave early.  Untill I walked in their shoes, I didn’t understand the need for flexible hours. Now, due to my responsibilities outside of work, I spend much more time being strategic and thinking things through.

Have you noticed more or less difficulty in being away from home now that Beckett is older?

I may be unconventional, but I didn’t have a hard time going back to work. Of course, the first day was tough but I feel as though I am a better Mom because I work.  However, as I look to the future – the next year and beyond, I do struggle with what happens when school gets out at 3:30 or 4:00 PM and activities start to happen between 4:00 and 6:00 PM. How do you manage it all?

Do you have other “Mom Mentors” or parents working in sports to help guide you through parenthood and professional life?

I have had some tremendous female mentors in the sports industry but only a few of them have been moms themselves. There have been so few who have been moms, and while I have learned a ton from their leadership and guidance, it’s probably a major contributing factor as to why I waited longer to have children. I had a strong focus on my career in the early years.

Even over a decade after starting my career there are still not a lot of female mentors who are moms that I do business with in the industry. Hopefully, the next generation of women can have more females to emulate within the business.

What advice would you give to someone managing (or who works closely with) a Sports Biz Mom or soon-to-be Mom – particularly one who is not a parent themselves?  

Your employees shouldn’t be treated differently whether they’re a Mom, an elderly person who doesn’t like to drive at night, or a millennial.  We need to change our approach to how we look at colleagues. Of course, not every exception will be applicable to every individual; but in my opinion, we don’t need to approach work hours as we have historically within sports and entertainment.  

A year ago we [Olympia Entertainment] rolled out a flexible hours and work from home policy.  Not everyone is eligible and not everyone can participate – for example, someone who works at a box office window. However, our company is conservative and the fact that Olympia Entertainment was able to look at things differently and determine that this is the way of the world and it’s where companies are going is a great thing.

It’s a great benefit.  It helps in recruitment when we’re looking to attract talent and it allows for unconventional ways to get the job done.  There may be someone who works really well at night compared to in the morning. I’m probably getting more out of that person allowing them to work 10:00 AM to 8:00 PM than 8:00 AM to 6:00 PM.   If you’ve done your job as a manager to hire the right people and be the best manager for them, they will go to work for you.

What non-traditional benefits do you think would help to make the life of a Sports Biz Mom easier?

The first thing that stands out is that companies need to have better family leave.  Just because I’m a woman and I deliver a baby does not mean the person next to me who adopts should not have the same benefits.  This also goes for fathers and paternity leave. The partner’s responsibilities at home after bringing home a new baby are just as important as those that delivered the child.

One other benefit that would make life easier is an at work concierge program. One of our sponsors provides this service to their colleagues and has seen tremendous returns and gratitude from colleagues.  The company fronts the cost of two employees who are concierge specialists, meaning they do errands for the colleagues that work there. They’ll pick-up the dry cleaning, make a return at Target, etc. Outside of work, the time spent on minute tasks is endless.  If I had someone to do those things while I’m at work it would be priceless.

Lastly, I believe companies need to do a better job of training Moms to go on maternity leave.  There should be a process in place to educate both men and women on preparing for leave. For example, basics on paperwork, what to expect when you come back, and what services the company provides when you return. This would alleviate a lot of stress for new parents.

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SPORTS BIZ MOM KEYS TO THE GAME:

Molly was one of the first people I approached with my idea for this blog, and I am so excited to finally share her story. Her encouragement helped give me the boost I needed to make this site happen and I hope her story helps another Mom believe that exceling in her career and growing her family are not mutually exclusive. Here are my key takeaways from our conversation:

  1. We need more family leave training/education: This idea seems like a no-brainer to me for most companies, but is one that is often overlooked. The process for filing for maternity leave, short-term disability, signing your child up for benefits, etc., is confusing and often comes with tight deadlines. We can help parents better prepare for a major life transition by providing full support and instruction. I also think it’s important to make sure anyone with supervisory responsibilities is trained in how to best support a new parent at the office.
  2. No family nearby? You can make it work! Having little to no family nearby is a challenge many parents in the sports industry face and has been something that I have personally had to overcome. I was encouraged to hear Molly’s success in finding sitters to pick-up her son when she and her husband are both working late. If this is cost prohibitive, consider an “babysitting swap” with a friend or other parent you trust. When you’re able, their kids can come over for a play date so they can also get a break. It may take some planning, but you can make it work!
  3. There’s no shame in wanting to work: I loved that Molly so honestly shared that she didn’t struggle with going back to work and that it’s helped to make her a better leader. If you’re excited to go back to work after leave, that doesn’t mean you don’t love your child, and that you should feel guilty. It means you’re going to set an awesome example for your family of what hard work and passion can accomplish. We have to quit “should-ing” on ourselves!

Sports Biz Mom: Alex Simons, Cincinnati Bengals

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Alex Simons was named the Director of Partner Services & Community Engagement for the Cincinnati Bengals in June 2018.  She has worked for the Bengals since 2015 and previously held the role of Suite Services Manager & Community Relations Representative.

A graduate of Miami University (OH), Alex has also worked as a Private Events Manager for Paul Brown Stadium and a Marketing & Communications Manager for Resident Home Corporation.

Alex lives in the Cincinnati area with her husband and four sons, Tyler (9), Bentley (6), Bryson (5), and Hig (2). Connect with her on LinkedIn.

What are your day-to-day responsibilities with the Bengals?

My primary responsibility is overseeing our partnership activation team, entertainment and activation on game day and establishing our community engagement strategy.  While no two days are exactly the same, my crew and I ensure that our partners’ expectations are met and exceeded.  We want their brands to be one of the top five things our fans remember when they leave our stadium, website, social channels, etc.  Our activation team supports about 160 partners with five full-time employees and three interns.

Can you describe a typical day in the life for you and your family during the season?

We say teamwork makes the dream work all the time at home!  There are 4 kids and 2 parents— everyone has to pitch in!  The typical day means getting up way too early!  My alarm goes off at 5:15 AM.  Getting a full night’s sleep in our house is typically easy—we’re blessed with four boys who LOVE TO SLEEP.   I fully anticipate a future of boys who, if they had way cooler parents, would sleep until noon.

We’re very boring. We stick to the routine every day.  The kids need the structure – we all thrive with it. Once the boys are up, some get our help in the morning, some don’t.  If you’re in school, Mom doesn’t need to help you brush your teeth, get dressed, etc.  If you forget to put your library book in your book bag – I hope you’ll remember next week.  My husband takes the younger two to daycare shortly before 7:00 AM and I take the older two to school by 7:30 AM.  

You were promoted to your current role prior to the start of the 2018 season.  Has this new opportunity required any major changes to your schedule with your family?

I get home between 6:00 or 6:30 PM and dinner is usually on the table (thanks to my amazing man).  Some nights half of us are out the door for a practice of some sort.  And now that we have two in school, we have to find time for homework, reading, doing flashcards, etc.  Then, because they’re boys and they’re disgusting, we will do baths if they have time – but, sometimes it’s just a baby wipe bath.  We try to have the kids in bed by 8:30 PM, and then it’s doing dishes, laundry, and getting ready for the next day.  By the time we are able to slow down its after 10:00 PM and we just want to fall in bed.

I’ve been very fortunate, because for the most part, it’s been very similar – or at least now it is.  When I took the new role it was less than a month before our season started, and I took on a role that really, I felt I had no business taking. I don’t have a sponsorship background, other than working alongside those in sponsorships at the Bengals, and I still have a lot of learning to do.  The first few months I wasn’t at home much. I was working a lot of hours to keep all the balls in the air at work.  I had to rely on my husband a lot to help.  We’re kind of back to normal now which is really appreciated. 

Previously, I was on the suite services side, which at our organization, is tied to the corporate partner world.  It [Suites] still aligns somewhat with our ticketing department, but our corporate partnership team is responsible for selling those spaces. It makes a lot of sense in my mind because you don’t have a lot of individuals or families purchasing suites. It’s the business community.

Do you have a favorite event or project from your time with the Bengals?

One of my favorite things about working at the Bengals is that we’re a tight knit organization.  This affords many of us the opportunity to be involved in things that we’re interested in or those areas outside your wheelhouse.  So, when there are unique one-off projects going on, you’re able to engage. 

2017 was our 50th season, and we focused on engaging our longtime season ticket member base and reengaging our Legends (The NFL has started calling former players Legends).   I felt very privileged to be tasked with managing the Legends portion of our 50th season.  I had the responsibility of finding out a way to connect with the 800+ former players across the country.  How could we connect with them and encourage them to come back?

We honored fifteen to twenty-five Legends at each home game that season. We held activities and events with them the day before that also engaged our fan base.  The night before every home game, we had a Legends Storytelling Dinner.  We invited Legends, their guests, season ticket members, and corporate partners.  These were small – never more than seventy-five people. 

The Legends told stories the whole night and engaged with the guests directly.  I swear, there must be some unspoken requirement that you have to be a good storyteller to be a Legend!  They were phenomenal stories, and as a football fan, I was able take off my work hat and just enjoy the evening.  These dinners will be memories I keep forever!  On game day, we created opportunities for just the Legends to just enjoy themselves and each other’s company.  It was such a memorable season!  Definitely one for my book!

Do you have other “Mom Mentors” or Moms working in sports to help guide you through parenthood and professional life?

This was tough question for me. I have mentors on the business side.  I never really looked at them as mentors because of being parents – more for their business savviness or their reputation in the community. 

There is a woman I work with and while I’ve never officially thought of her as a parent mentor, she’s always been an industry mentor.  She and her husband have two adult daughters, and she’s been with the company for over 20 years.

I know how hard she works; I see her there every day for hours.  As Moms, we put self-inflicted guilt on ourselves, because we work so much.  That guilt is relentless.  I choose to work in an industry that isn’t 40 hours a week.  I’m constantly wondering if the time I’m spending here at work is going to lead to my kids resenting me.  I don’t play with them as much as other Moms, or go to the zoo, classroom parties, or on field trips. 

I’ve had the opportunity to experience my colleague’s daughters over the years and they’ve always been close to their Mom.  I look at the girls now, as adults, and how close they still are with their Mom.  They don’t live in Cincinnati anymore but when they’re home, they’re always here at the stadium or taking their Mom to lunch.  They just want to hang out with their Mom. 

I see this and know I don’t need to feel guilty.  As much as two people work, you can still have a close relationship with your kids. I think your kids will respect you for it and love you regardless.

One of my goals for the blog is to be a resource both for working Moms but for sports industry leaders who work with or manage Sports Biz Moms.  What advice would you give to someone managing (or who works closely with) a Mom or soon-to-be parent – particularly one who is not a parent themselves?

The first thing that came to mind for me is offering grace; because, life is messy.  Especially when you have two parents that work. Kids get sick and you have to adjust schedules.  There’s already enough self-inflicted guilt.  As a manager, offer grace and don’t add to that already self-inflicted guilt that your staffer is inevitably feeling.  

Sometimes that can be hard to do as a manger, because you’re thinking , “I need you here to get your job done.” When you’re busy in our own world trying to lead and get done what you need to do, if you’re a (wo)man down it can be so easy to forget that your employees have stuff too.

What sort of example do you hope to set for your kids as a Mom who works?

Hard work pays off. I want to instill in my kids that you have to work hard to be successful. The world will not give you what you want, just because you want it.  I want to see my kids work hard and reap the rewards.  They know the toys in their room are because their parents work hard (Santa doesn’t get all the credit at the Simons house).

We want our kids to know life is not easy and you do not get things handed to you.  You have to earn them and work hard for them – whiners are wieners comes out of my mouth at least once a day! You don’t get anywhere in life by bitching about your situation.  If you don’t like what’s going on…change it.

Do you have any final thoughts or additional questions you’d like me to ask other women that I speak with?

I always feel like I’m hearing Moms talking about the guilt. I hate that word.  It’s there and it sucks.  At the same time, I think it’s important to not feel guilty when you just have a day when you want to come home, feed the family frozen pizza, watch TV and just veg out (and maybe force one of your kids to cuddle on the couch with you).  Nope, Mom needs time for Mom, I haven’t had any time for myself and I don’t feel bad about it. 

Your kids need you to be mentally healthy – whatever that means to you.

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SPORTS BIZ MOM KEYS TO THE GAME:

  1. Offer Grace: Kids get sick, schedules change, basements flood – life happens. We should offer grace to all employees, regardless of their parental status; but, those of us who have personally experienced the unpredictability of children should be especially careful to not pile on to anyone’s personal guilt party.
  2. Teach Accountability: I LOVED that Alex’s school-aged boys are responsible for getting themselves dressed, brushing their teeth, packing their bags, etc. As parents, it’s so hard not to try to manage every part of our child’s lives, because, well, we could certainly do it faster. However, I think it’s important to remember that our job is also to raise capable adults who understand how to learn from their mistakes. This piece of the interview stuck out to me in a big way, even though my 2 year old isn’t quite ready for it…
  3. If You Don’t Like It, Change It: I think this is another important lesson for our kids, and one that I still have to remind myself of on a regular basis. We have to work hard for the things we want/need in life – whiners are weiners!

Sports Biz Mom: Erin Kraebber, UAB Athletics

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We’re kicking off the New Year and closing out the college football season with a Mom whose team experienced a lot of excitement in 2018! Erin Kraebber is the Associate Athletic Director for Marketing at UAB Athletics, which just completed a historic year on the football field, going 11-3 in only their 2nd year back after the program was elimnated in 2014.

Erin and I connected on LinkedIn in the fall, and after I noticed she was running a parenting related website of her own (more on that below), I knew our common interests meant we had to talk and that I wanted to know her story. Not only has she shared with me a few tips to better manage my time with this page, she also knows past Sports Biz Mom interviewee, Corrie Schantz. It never ceases to amaze me just how small this industry is, and I continue to be grateful for that as it has given me the opportunity to meet so many women who are generous with their time and genuine in their intentions.

If you have been following this blog, I encourage you to check out Erin’s – I know I’ll be keeping a close watch!

Erin Kraebber joined the UAB Athletics staff in 2016 as Associate Athletic Director for Marketing.  She is responsible for the operations of the sports marketing department including branding, advertising, in-game promotions, game production and community engagement. 

Kraebber joined the UAB staff following three years at the NCAA National Office. Working in the Championships Marketing, Broadcast and Alliances area,  Erin served as the primary liaison to NCAA Corporate Champions and Corporate Partners: AT&T, Infiniti, Lowes, Scott’s Miracle Grow, UPS and Werner Ladder. She developed fan engagement programs and assisted corporate partners in their activation of the NCAA platform at key events including Men’s College Cup, Women’s Volleyball Championship, Men’s Final Four, Women’s Final Four and Women’s College World Series. 

Prior to moving to the NCAA National Office, Kraebber served as the Director of Marketing at Bradley University from 2010 to 2013 and the Assistant Director of Promotions and Advertising at Purdue University from 2006 to 2010.

A two-time Purdue University graduate, Kraebber earned a bachelor’s degree in management in 2004 and master’s degree in organizational leadership in 2006. She is a board member of the National Association of Collegiate Marketing Administrators and has been recognized with several national awards for her successful marketing efforts.

Erin is also the creator of Her Generation Project, a site focused on connecting mothers of daughters with other mothers of daughters to build a network of #GirlMoms.  Her Generation Project was recently recognized as one of the “33 Best Mom Blogs You Haven’t Read Yet” by the Stay Sane Mom.

A native of Oshkosh, Wis., she resides in Hoover, Alabama with her husband Karl and daughters Allyson and Hadley.  Connect with her on LinkedIn.

What are your day-to-day responsibilities with UAB Athletics?

In my role as Associate Athletics Director of Marketing, I have oversight over a variety of different operational elements within the UAB Athletics department. I am responsible for the branding, advertising and ticketing strategy that directly impacts how we position our program in the community and on campus. My team works to determine advertising campaigns, creative concepts, sales opportunities, ticket packages, fan experiences, community engagement, campus engagement and more. I determine how our budget is allocated to reach our ticket sales, event attendance and fan engagement goals.

My marketing team also manages the live event operations for our 8 ticketed sports (football, volleyball, men’s soccer, women’s soccer, men’s basketball, women’s basketball, baseball, softball). I have direct oversight of every piece of the fan experience for football and men’s basketball, and oversee the two staff members handling this for the other six programs. This is everything from the music that gets played to the use of band and cheer to fireworks, to fun contests for fans during the games and the scripting of the game for the announcer.

What sort of daily or weekly routines have you established to keep your family on track?

Now that the girls are both in elementary school and very close to the same daily schedule, this has gotten a lot easier to manage. My husband is a major piece of this puzzle and we have a pretty set routine we try to stick to on the school days. Luckily we both have somewhat flexible schedules (on average) and aren’t racing around as much these days. We also use a shared Google calendar for everything for all of us – this includes game days, the kids’ school events, their sports, work travel, etc…

Our girls wake at 6:15 AM and I do the dressing while Dad does breakfast and packs lunches (we have one that straight up refuses school lunch). Breakfast at our house is a microwave Eggo product of some kind or peanut butter toast. After breakfast they do teeth and hair brushing while I close up backpacks. They are out the door for the bus to arrive at 6:50 AM. It’s quick but we find that giving them the minimal amount of time works best. This way, they can’t ask for playtime or expect to watch TV before school. Once they are out, I get myself going and to work by 8:30 AM. I am not an early morning person at all!

After school its much of the same. If I do not have an event, I try to get home by 5:45 PM and my husband usually is about the same or earlier. We try our best for no work between the time we leave the office and the kids go to bed. Dinnertime is critical family time for us. My husband does all the cooking. ALL THE COOKING. Every dinner we go around the table and share about our day.

After dinner we go through backpacks and try to do as much as we can to be ready for the next day. They both now have activities –  so it’s dance two nights every week and then volleyball is seasonal. I typically do all things related to dance and try to pick days for activities that align with our schedules the best. On those nights we might just meet out for dinner and everything does get a bit rushed.

Once the kids go to bed, I’m back on my laptop; creating game scripts, working on graphics, sending emails and getting myself prepped for the next day. Often times, I have so many meeting during the work day that I feel like I get nothing done. My husband often hates it that I work late at night but I just haven’t figured out another way to be more efficient during the day hours. I don’t like to feel the stress of unfinished projects and deadlines weighing me down. I also enjoy the quiet of my home to do work at night from the comfort of my couch.

If it’s an event night for me, their routine doesn’t change but it is all on Dad to execute. I get home when I get home and catch up with them in the morning to do it over again.  Weekends are different and a toss up as to how much family time we get.

How do you integrate your girls into your busy sports lifestyle?

Honestly, they just don’t know any other way. They were born into it and have always been around college sports. Their grandparents are highly involved at our alma mater (My husband is a 3rd generation Boilermaker – which is also where we met) so they have a love of all things Purdue and know a lot about the different sports. My husband and I both love sports, so naturally it’s on a lot at home and they are big Purdue, Wisconsin, UAB, and Packer fans. They also pick up random teams based on wins, jersey color and mascot.

But on a more serious note, they don’t always get integrated. We have learned that it’s best for them not to really see me at games. They know when they come to football or basketball, Mom can wave but they can’t really come down to the score table/field and spend time with me. I can’t do my job and keep track of them at the same time. It caused issues when they were younger and didn’t understand “Mommy is working” so sometimes they just didn’t come. Now that they are older they like being fans but coming to games that start at their school day bedtime is not an option.

As they get older, they do want to come to more, and they will ask to go to weekend events to help. If my husband is out of town or just one of them wants to come, they are good enough to entertain themselves or be helpful to me while Im working. They like handing out programs or rolling posters. I really don’t let them around the sidelines, be ball kids or anything like that. I probably could but I just don’t want them taking away a spot for a fan or getting too much special treatment.

My staff becomes part of our family so people I work closest with are really great to my kids and my kids enjoy seeing them more than me most of the time!

The sports industry, and in particular collegiate athletics, is notorious for its demanding schedule and long hours.  As a leader in your organization, how would you suggest women and/or parents approach the subject of flexibility with their supervisors?

This is a tough one because every organization has its own culture and cycles of demanding times. I’m a proponent of flexibility for all employees, not just those with kids. It’s tough when you are just starting out in a career to make any type of demands but I think with experience comes more flexibility.

You learn how you work best and can create a system that allows you to get your work done and still do the other things that are important to you. The best piece of advice I can give is to be honest and realistic with your asks for flexibility. I didn’t start out saying I refuse to work from 5:00 – 8:30 PM on school nights, but that has evolved over time because I have shown I am someone that gets work done and that family time is important. Start with the things that are the most important and show that you can fulfill your responsibility to earn flexibility.

You also need a really good support system to parent in this career. I could not do this without my husband and his flexible schedule and the help of neighbors, babysitters, co-workers, etc… Our closest family is over 400 miles away so it’s not easy. When a kid gets sick, or has an appointment during the day, or an activity at school they want you to be a part of, we have to find a way to make it work. I have to ask for help and support when it’s important to me. As a supervisor, my staff knows this stuff is important to me and I know what’s important to them. We can advocate for each other.

What motivates you to continue to pursue your career in sports?

I really seem to gravitate towards challenging positions. I enjoy the process of building/rebuilding, so seeing small successes over time is fulfilling. It is true that our jobs are easier and more enjoyable when our teams win but we have little to do with that.

I love the brand-building side of things and also watching the programs, individual athletes and members of my marketing team grow. The traditions and fan loyalty of college programs cannot be found everywhere. Those things are unique to college sports and I enjoy working hard to keep improving them.

What professional accomplishment are you most proud of?

I’ve had a lot of memorable experiences over the years, but not much can compare to the re-birth of UAB Football in 2017. I came to UAB after the program was shut down in 2014, amid some major backlash from the community and a lot of local politics. The program was reinstated but still had 2 years with no games and not much of a team when I arrived. Coach Clark stayed and a lot of people worked tirelessly to build a new brand and a totally new identity for UAB football. We shattered every record from a ticket sales, attendance, national media, on-field performance standpoint that had ever existed for UAB and Conference USA.

Watching what this team has done for the community and the brand of UAB as an institution has been amazing. No one believed it but those of us working on it from the inside. The team was picked to finish dead last in all of college football in 2017, went on to a program best season until just this year when we went 10-3 and won the program’s first conference title in just its 2nd year back. It’s a truly amazing story and I have no doubt it will be made into a movie someday.

Outside of work, you also run, author and maintain the Her Generation Project website/blog. Can you tell us more about what lead you to create this site and what you hope it can provide to other parents?

I launched this passion project in March of 2018 as a result of some conversations with other mothers I spend time with – when I do have the time to spare. We are all mothers with daughters, going through different struggles on how to do “the right thing” as parents. Kids are growing up in a much different world these days!

The more I listened, I learned that all moms, no matter what they do or how they parent, are struggling with something. We all want to know that there is someone out there that can relate to our insecurities and tell us it’s all going to work out. To tell us they have been there and we aren’t going to screw our kids up for life. It’s a legit fear!

The website itself is a blog based repository of stories and experiences targeted at mothers of daughters. Its real life situations and how I or another mother has handled them. A blueprint of sorts that a mom can read and take pieces from and apply it to her own situation. It covers a variety of age groups and some things are light-hearted and fun and others are more serious.

The other component, and the most special I think is the social network that goes with it. Readers are invited to join the Project Network which is a closed Facebook group of moms that share advice, seek feedback, answer questions and more. It’s a safe space for judgement-free conversation with the goal of easing fears and connecting to moms in similar situations. It’s about real life things and nothing is off-limits.

I hope to push out quality content that is relatable for parents. To let them know that it’s all going to be okay and that they are doing a good job – whatever that looks like for them and their current situation. I want to grow this network to give Moms a place to come to for honest feedback from other Moms that are doing it in real time.  They can take a little bit from everyone in the group and find something that will work for them. There is no one way or best way to parent and that is absolutely okay.

If anyone would like to join the Her Generation Project community, how should they get in touch with you?

The Her Generation Project Network is a closed Facebook group but access is available to any Facebook member that would like to join. The page can be searched and is also linked directly from the Her Generation Project website or the Her Generation Project Facebook account. When you request to join the page via Facebook, you will be prompted to answer a couple of questions about yourself. I field all the requests and typically get them processed in less than 24 hours.

The closed group is really where the networking and real conversations happen. Its a judgement free zone where members are invited to post comments, share experiences and ask for advice on any parenting topic. No matter what it is, silly or serious, chances are very good that someone in this great group of ladies has been there and done that. If a member is ever uncomfortable asking a question or sharing feedback under their own name, they are welcome to use the messaging feature to send it to the Her Generation Project account and it will be posted anonymously on their behalf.

You can also follow along on the public Facebook page or on our Instagram Account (@hergenerationproject).

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SPORTS BIZ MOM KEYS TO THE GAME:

  1. Use routines to help keep your family on track – Control what you can to limit surprises. Eliminate distractions in the morning, make your lunch the night before, pick out your clothes before you go to bed, etc. – your kids wil take comfort in knowing what to expect and you will all get out the door in a less chaotic form.
  2. Fulfill your responsibility to earn your flexibility – Life happens and we all want to work for an organization that respects our time outside of the office. Prove that your work and word is reliable before you need the flexibility and you’re much more likely to receive it.
  3. Build a support system and don’t be afraid to ask it for help – Whether it’s a spouse, grandparents, a back-up babysitter, or even your co-workers – you’re going to need some help to take care of your family every once in awhile in this business. Your toddler will undoubtedly come down with pink eye the week of your team’s big rivalry game. Make sure you have a plan with your village AND your boss to before you’re all quarantined.

Sports Biz Mom: Corrie Schantz, UConn Athletics

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This interview was a a fun one for me to do, not only because it was my first posting from a Mom in collegiate athletics; but, also because this Sports Biz Mom is also my former boss!  When I was a young, naive,  Marketing Intern with Nebraska Athletics (#MarketingWinsChampionships) Corrie Schantz was the Director of Athletic Marketing and we’ve fortunately kept in touch as she’s progessed in her career through some of the largest athletic departments in the country.  I was also excited because Corrie is expecting her first child (at least as I write this – the clock is ticking for this small human) and I thought it would be valuable to gain perspective from a soon-to-be Mom in the sports industry.  It’s no secret that college sports can be a grind and I hope Corrie’s experience can provide encouragement to women in similar positions.   Thank you, Corrie, for sharing your story during such a busy time in your life. I can’t wait to do a follow-up once the little one arrives!

Corrie Schantz is in her second year as the Associate Athletic Director for Strategic Marketing and Fan Engagement at the University of Connecticut.  She oversees both the marketing and video services areas of the Division of Athletics and is a member of the Senior Leadership Team.

Corrie joined UConn after serving as the Assistant Athletic Director-Marketing at the University of Texas. She also served as the Assistant Athletic Director-Marketing at the University of Minnesota from 2013-16 and had oversight of the marketing, new media, video board production and spirit squad units. Schantz was the department’s daily liaison with Gopher Sports Properties and developed a student ticket sales campaign that saw a 118% growth in three seasons.

From 2011-13, Corrie was the Assistant Athletic Director-Marketing at Virginia Commonwealth University and developed a brand marketing campaign for VCU to capitalize on its run to the 2011 NCAA Men’s Final Four.  Prior to joining VCU, Shantz spent four years as the Director of Athletic Marketing at Nebraska and from 2004-2007, she was the Director of Marketing for Nelligan Sports Marketing at Colorado State University.

Schantz was a member of the National Association of Collegiate Marketing Administrators Board of Directors from 2015-16. She took part in the NCAA/Women Leaders In College Sports Institute for Administrative Advancement in 2014.

She received her bachelor’s degree in sports administration and business administration from the University of Nebraska-Kearney in 2001 and her master’s in sports administration from the University of Northern Colorado in 2003.   She lives in Connecticut with her husband, Adam, and is expecting her first child this fall.

What are your day-to-day responsibilities with UConn Athletics? As an administrator, my primary responsibility is to provide leadership and management to the units and individuals for the various departments I oversee, including our marketing department, which includes marketing, social media and graphic design, our video services department, which includes live production and content creation, and our men’s and women’s tennis teams as their sport supervisor.

I serve on our leadership team, the senior administrators on our staff, our external team, and I serve as one of the primary liaisons to IMG, our sponsorship rights holder.  Strategically on a day to day basis, I am primarily responsible for revenue generation, ticket sales and attendance, fan experience, fan engagement and strategic partnerships.  All of those encompass a myriad of things including sales and branding campaigns, student engagement, gameday experience and presentation, etc.

To date, what project or career accomplishment are you most proud of? I think there are several moments I could reflect on and be incredibly proud – including a campaign at VCU that ultimately helped capitalize on a Final Four run the season prior that really helped leverage the VCU Basketball brand.  The end result was a very successful campaign that garnered some national media attention but what stands out the most from that particular experience is the relationship that was built with the coach and program from that effort.  I think the key factor for any level of success is the ability to build relationships, which I’ve found stem from a foundation of trust, accountability, communication and transparency.

I mention the above example, however, I think the accomplishment that stands out the most to me personally is the ability to be in a leadership position as a female in college athletics and be a resource and a mentor to encourage, motivate and inspire other females and young professionals pursuing careers in this field.  I truly feel it is a personal responsibility, and something that I’m obligated to give back simply from my own experience and journey.  If I had had a mentor earlier on in my career to help build confidence, perhaps help me find my voice and overall how to be better positioned and prepared to face some of the challenges that we do, such as being the lone female in a meeting, how to balance being direct but respected, etc., I don’t think I would have questioned myself as much as I did.  I’m fortunate now that I have several females that have helped me tremendously and that I look up to, but I think the early years are so critical in terms of your outlook, attitude, approach, etc., that having that network and support is key to long-term success for us as females.  I’m very intentional and passionate about how I can impact other females, whether they choose to stay in this field or not, but a couple of years ago the term “lift as we rise” became a working order for me personally.

The sports industry, and in particular collegiate athletics, is notorious for its demanding schedule and long hours.  As a leader in your organization, how would you suggest women and/or parents approach the subject of flexibility with their supervisors? With the advancement of more and more females in leadership roles, either as coaches, administrators, executives, etc., I do think there has been some progress in making better accommodations and willingness to be flexible to better position women with children to be successful long-term for higher retention of females in this industry.  However, ultimately, it is up to the leader of your organization and while we’ve made progress, not all are making such accommodations which to me inevitably means we’re going to unfortunately continue to lose some very talented and valuable women in this field.  There’s substantial room for more male leaders to be advocates, proponents of and supporters of advancing women and help position them for long-term success.

Let’s be honest.  I literally found out I was pregnant from an unexpected phone call from my doctor as I was standing outside in March putting our women’s basketball team on a bus to go to the airport for the Final Four in a send-off party on campus.  From that moment it became “real” that two worlds are inevitably colliding!  What I have been transparent about to my supervisor is as a first-time mom (and a tad bit older one at that!) is that I don’t know what or how this is going to look or work for me and my family, that I can’t sit here today and say yes, I’ll still be in the office from 8-5, I’ll still be at most of our events and accessible on my cell phone 24/7.  There’s inevitably going to be some change and we’re both going in anticipating and being prepared for change – even though right now we may not know exactly what that looks like or how it will work.  I’ve been very transparent in reassuring him that my goal by making small accommodations and flexibility is that I will continue to be accountable and reliable, and that I’m confident that not only can I continue being an administrator, but also continue to grow professionally and have a sustainable future in college athletics.

Sidebar:  I met my husband a little later in life, so up until meeting him I just kept forging forward with my career – moving wherever and whenever the next right opportunity came up.  However, when I did meet him my priorities, albeit surprisingly, naturally started to shift, then we got married, then we got a puppy and I saw them shift even more (never thought I’d be “that person” – a dog mom!).  Early on in my career, and this will totally sound cliché, but I had an epiphany.  Mentally and emotionally I was bringing work home with me every single day and I was questioning if I could see myself doing this longer-term.  At the time I thought that as a female if I didn’t show the same level of drive, passion, grit and work ethic day in and day out that I wouldn’t succeed or thrive in this field.  I decided literally in that moment that by choosing instead of letting this career define me, to simply be a part of me, that I could still be all those things but still be “me”.  I can’t even begin to express how such a simple decision changed my outlook on life and on my career.  Over time and particularly in most recent years I’ve been more okay and comfortable with not giving every project 110%, or accepting that anything less than 110% wasn’t deemed a “success”, or feeling obligated to say “yes” to every task, challenge, etc.

My husband and I had to have some serious, sometimes tough, and honest conversations before we dove into this process (not only planning for a family but commit to a process to get pregnant) and to be honest I had to have a lot of conversations with myself.  It was important for me to “bare all” if you will, so that along with all of the joy, happiness and excitement building a family would bring, that he also knew my fears, my anxieties and my concerns and just as important – that I processed them myself.

The emotional planner in me had to be prepared for some very real scenarios – am I ready to sunset my career if unexpectedly I’d rather stay at home?  If I continue working can I truly be the mom I want to be or envisioned to be?  On the flipside to working, can I continue to be the driven, committed and passionate professional that I’ve been?  Ultimately I think I felt I would be dis-servicing someone or something.  Additionally, we’re still relatively new to Connecticut so we don’t have a huge circle of friends or a “village” established, our closest family is 650 miles away, my husband travels fairly significantly for his job, etc. so there were a lot of other factors that were also leaving me a little nervous and anxious.  Ultimately, I needed to know that as partners, my husband heard me and understood me, but that I was prepared myself.

Did I overthink it a little too much?  Probably, but when you work in an external unit where most every decision you make plays out in some fashion on a public pedestal it’s just natural!

I think what’s been tough in having this conversation with other women and moms, and the response has repeatedly been “you’ll find a way to make it work”.  I think I’ve always known that, have always operated that way, and have embraced that approach.  But after what feels like the 50th time you’re like okay I get it, but I was hoping to find more women or perhaps hear more encouragement or words of advice – perhaps at the end of the day it truly is as simple as that.  But I am hopeful that if you ask me that question a year from now that I can say “lean in” to other women and colleagues, be realistic and prepared for your career to change in some fashion, recognize that it will be different and accept you may “mom fail” at some things, it will be normal to question if you’re a good mom or spending enough quality time with your kids.  So far I’ve gotten one response that makes me tear up now thinking about who it came from, I said “I’m going to need some tips from one of the best moms I know”, and her response was “You already know the answers.  Starts with L and ends with E.  It all starts and ends there.”

You’ve worked at Texas, Minnesota, VCU, Nebraska and now Connecticut.   Were there other Moms in those athletic departments? Can you recall how they integrated their families into their work life? Most definitely yes, there were other moms, but did I pay attention or learn from them as much as I should have?  Definitely not!  What I recall most is almost fascination – as in how are they doing this?  How is our director of ticket operations working every single Saturday from late August to January, travelling half of the season – leaving on Fridays for away football games and getting back in the wee hours of the morning on Sunday and then fully functioning on Monday all over again back in the office?  I think what I probably wasn’t in tune to was the support system behind them, at both work and home, and likely how they adjusted their work schedule to better accommodate their family but changes that were fairly invisible to colleagues.  Of course having families at athletic events or other events such as community outreach or fundraising efforts has almost always been the case – which is one of the things I love about college athletics.  I think I learned a long time ago that it was no longer about balance – it really doesn’t exist anymore – but integration as you mentioned.

You’re currently part of the senior leadership team at Connecticut.  Do you think your experience as a new Mom and the flexibility you may/may not be afforded would be different if you would have started a family at an earlier point in your career? That’s a tough one for me to answer as I honestly don’t know.  But again I do truly think it depends on your leadership.  There was a video that was viral of the Florida volleyball head coach, and how if it had not been for her athletic director to allow her to bring her kids with her on road trips and travel with her, as well as doing the same for other athletic support staff members such as athletic trainers, or make accommodations or help find resources on campus to help, is the key to retaining women in this profession.  My athletic director feels strongly about females in our industry and finding and creating opportunities to advance women is important to him, so I’m confident that he truly believes flexibility will be key for me to continue to be successful and continue to progress in this field.

I think if I were true to myself, I could probably say if I had had children early on in my career, I’m not so sure I would have kept pushing myself to progress in this industry, but that’s only something I can say in hindsight knowing what I know now.   Perhaps it is better not knowing!

Can you tell us about your conversation with your boss when you told he/she you were expecting? Is there anything you would have done differently? Like some other women whose stories I’ve read, I was absolutely petrified to tell both my boss and athletic director that I was expecting.  In full transparency I shared this with them after the fact, but I, like many others, had absolutely no reason to substantiate this fear from them personally.  I’ve known them both for quite some time and knew they would be nothing but supportive, excited and happy about our news.  My overall experience as a female in this industry is what I feel built that fear and not necessarily just for moms, but females in general.

Was I going to start being overlooked for opportunities or additional responsibilities? Or, are they going to pass on me now due to my “situation” so as not to put too much on my plate?  I’ve always felt I’ve had to work harder, smarter, take on more, etc., either from self-pressure or from true experiences.  I think the only thing I would have done differently is communicate my commitment more and desire to continue working. I think I was so focused on just getting the news out itself that I didn’t put much thought into my future plans.

What are you doing to prepare for maternity leave? I don’t know that I’m the best example – as I still feel totally unprepared and that’s not me at all.  I feel like I’m failing both at home and at work, the nursery still needs A LOT of TLC and work, I’m still wrapping up plans that probably should have been done weeks ago.  But, I have faith and confidence that everything will be fine.  My sister keeps telling me as long as I have the essentials to bring a baby home (car seat, diapers, etc.) to not worry and I’m confident that when I’m gone at work there will be a new norm for some but nothing that drastic.

Have you discussed your transition back to work with your boss? Definitely, because it’s my first and because I do have a great relationship with my boss I’ve been transparent in managing expectations – which I know can be difficult conversations.  I don’t know how things will change, what will be realistic, etc., so we’ve talked about a different work schedule in terms of hours, possibly working from home one day a week, etc.  I think the biggest takeaway is the ability for both of us to be flexible and expect the unexpected, that what we plan may change.  I intend to check in at some point when I have a better sense and realistic idea of what our new reality and day to day looks like so we can both be on the same page.  We have an understanding that while on maternity leave I may start to check in occasionally, but if I don’t that’s okay too.  My husband and I are very blessed and fortunate to be in this position at all (being pregnant), so the priority is definitely being focused and present at home and not have guilt or concerns while I’m away.

Have you and your husband determined what type of childcare you use when you return to work? We are going to be using a childcare facility located within the community of our campus.  Unfortunately we live about 45 minutes from campus, for anyone that’s ever been to UConn, Storrs is very unique in being fairly remote!  We wanted to live somewhere we felt we could build a community or “village” so sacrificed a little on having a commute.  For the first year I felt it was important to be close to the facility for the times my husband will be travelling, I definitely needed that peace of mind although I am struggling internally with having to force our baby join in on the commute with me.

SPORTS BIZ MOM KEYS TO THE GAME:

  1. You already know the answers.  Starts with L and ends with E.  It all starts and ends there.
  2. You don’t have to let your career define you, it can be a big, important part of your life; but, it’s not what makes you, you.
  3. Even if you don’t yet have or want children, pay attention to the Moms in your office now and how they manage their home and work responsibilities.  Their experience can speak volumes of your employer’s willingness to support your life outside of the office, while also helping you determine what you would like that experience to look like for yourself.

Sports Biz Mom: Jamie Morningstar, Milwaukee Bucks

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The NBA is back – and in a big way here in Milwaukee.   The Milwaukee Bucks move into the Fiserv Forum has been highly anticipated, and the team will officially hit the hardwoods in its new home this Friday, 10/19, when they take on the Indiana Pacers.  The city has been buzzing about its new arena and the development surrounding it, and the Bucks recently announced they sold a team-record 10,000 season tickets for the upcoming season.  This is a far cry from the league-low of 2,500 season-ticket holders in 2014, when the current ownership took the reigns of the team, and this week’s interviewee, Jamie Morningstar, started with the Bucks.  I spoke with Jamie back in August and always planned to save this conversation to kick-off the NBA season – and I’m so glad I did.  As you’ll read, during our interview, she mentioned her team’s goal of selling 10,000 season-tickets. So, I was excited to see all of the fun press around everything her team has accomplished earlier this month.  You can find her quoted in this article on ESPN.com.  Congratulations, Jamie! Best of Luck to you and the Bucks this season!

Jamie Morningstar has extensive experience in the NBA and is currently the Senior Vice President of Ticket Sales & Service for the Milwaukee Bucks, where she has worked since 2014.  Previously, she served as the Vice President of Season Ticket Service & Retention at Madison Square Garden, and also spent time with the Oklahoma City Thunder, Seattle Super Sonics and Palace Sports & Entertainment.  She holds a J.D. from Ave Maria School of Law and a Bachelors in Business and Sports Administration from the University of Kansas.   Jamie lives in Milwaukee with her husband and two children, ages two and a half and one.  Connect with her on LinkedIn.

What are your day-to-day responsibilities with the Milwaukee Bucks? I oversee ticket sales from a plan sales perspective and all of our premium sales and service at the new arena.   This includes season tickets, group sales, and premium seating for the basketball and non-basketball events in the arena.  Including interns, our team has about seventy employees.

The Bucks are moving in to the Fiserv Forum this fall.   What most excites you about this new era in Bucks basketball?  There are so many things to be excited about!  This isn’t just about Bucks – it’s more about revitalizing the downtown area.  There’s been so many people in the community that have helped us to this point and so many awesome contributors that have truly helped us make a difference. Our goal is to sell 10,000 season tickets, which would be a record for the team.  However, we’ve also created new jobs and new housing – the most meaningful part is that it’s more than just basketball.

Can you describe a typical day in the life for you and your family?  To walk you through a normal workday, I’d first have to start on the weekend.  On Friday night, after the kids go to bed, I get on Pinterest and decide what meals I want to make the following week.  Then, I order the groceries and have them delivered.   Grocery delivery is a lifesaver – it’s worth the 10% fee!  I make two meals on Saturday night, and another two on Sunday, and this is our food for the week.

During the week, our normal wake-up time is around 4:30 or 5:00 AM.  We get the kids up and my husband feeds them breakfast while I get ready.  We are out the door around 7:00/7:30 AM every day and I drop them off at daycare.

My husband is a teacher, so summer is different, but when he’s working, he’ll pick the kids up at the end of the day.  They will all get home around 5:30 PM and I am there around 6:15 PM.  My husband decides which of the meals we’re eating and I’m usually there about the time the food is ready.

Depending on how tired the kids are, they either play or go straight to bed.  We do baths in the morning because they can’t function at night.   After they eat and go to bed, we make their lunches and bottles using the meals we made over the weekend.  We also do a bunch of steaming of vegetables on the weekend to include in their lunches throughout the week.  On a game night I’ll come home for thirty minutes to say good night and help with the bedtime routine, and then I go back to the arena.

You have extensive experience in the NBA and ticket sales, which seems to be a sector of the industry that many women are either hesitant to start their careers in or simply view it as a necessary stop early in their careers.  Give me your best “sales pitch” as to why more women should pursue ticket sales as a career track.  Even as we go through the recruiting process for the entry level folks, there’s a very disproportionate number of males that apply versus females.  The women are just as capable, if not more so, if they take it on.  I just don’t think there is a lot of education about the available opportunities. Personally, I’ve never felt like I wouldn’t be able to excel as a female [in ticket sales].  Our role as we go through our recruiting process is to make sure we get in front of as many people as possible and find the most qualified applicants. I don’t know if it’s a stigma – there’s a negative connotation to being a salesperson – some people immediately think you’re trying to trick them into something.  However, we need to make sure everyone knows the growth that can happen from it.

I’m assuming your role requires you to be at the arena most game nights.  Are you able to integrate your family into your work? It’s a twelve minute drive for me to and from and work. On a random Friday in the summer, my husband will pick the kids up and bring them to the office.  If we have events on the weekend, I’ll bring them to those. They’re too young to come to games in the evening, but they come on the weekends.  We tell my 2-year old it’s a “basketball party”.

We’re very fortunate that our President loves kids, and respects what mothers go through.  He’ll tell us, “I don’t want to hear it if you need to leave for something.  Do what you need to do. As long as you’re getting your work done this organization supports you to do what you need to do to try to find as much balance as possible in an industry where it’s hard to find balance.”

The sports industry is notorious for its demanding schedule and long hours.  As a leader in your organization, how would you suggest women and/or parents approach the subject of flexibility with their supervisors? We need people to get their stuff done and their work is tied to our network so it’s hard to work from home; but, there are a lot of people on our staff that have kids.  One of our managers even had a baby eight weeks early.  They had to be in the hospital to be around her and we said, “Hey, do what you need to do.”  Another rep had a sick child and his wife didn’t have a flexible job.   There’s no policy about the number of days – if they need something outside a normal request is all they have to do is talk to a manager. You just need to make sure you stay on top of your work.

We’re trying to create a culture where people want to come to work every day.  If you’re not doing that, you’re going to be coutnterproductive and they [your employees] will hold it against you.  There is not a good chance someone will stick around or be engaged if life is miserable at home.  We buy into our people and our people buy into us as a result.

We buy into our people and our people buy into us as a result.

I believe that balance as Mom who works is a myth.  The pull of work versus home comes in waves, and the challenge is adjusting to the tides and re-prioritizing how you spend what limited free time you do have.  How do you maintain those boundaries and is there anything on your pre-child “to-do” list that now doesn’t make the cut? I have to be more efficient at work at the highest level possible. I used to be scoot out at 6:30 or 7:00 PM, eat dinner, and then get caught up on email – I can’t do that anymore.   I have to figure out a way to get ready for the next day during the day. I’m also exhausted beyond belief when the kids go to bed, so doing that is a vicious cycle.

I’ve had to learn to be okay with having more unread emails in my inbox than I used to.  I’ve been clear with my leaders and told them that if they need something immediately to pop in and talk to me – especially with what’s going on right now.  My inbox is just insane.

The one thing I’ve tried to continue to do is get at least twenty minutes in working out.  If I’m  dead tired I do choose which is more important – sleep or exercise – but I am more consistent with that [working out] than I was before.

How has being a Mom positively impacted your career or made your better at your job?  It put things in perspective.  I’m a super emotional person,  and while I think the people that report to me might not say this, I’ve been a lot more calm on some stuff because it’s all in perspective now.  If I’m freaking out about having all those unread emails, I think,  “Would I rather do that or read books to my child?”  That’s a no brainer every time.

Do you have any book/blog/podcast recommendations for the Sports Biz Mom? I would recommend The Purple Cow by Seth Godin, as well as his daily blog.  I read things all the time in his blog that I apply to my work.

Are they are other questions you would like me to ask another Mom that I speak with or any other thoughts to share? What has been most helpful for me is to work for people who are understanding and who support working Moms. It’s not necessarily a question you can ask when someone’s interviewing for a job.  For example, it’s not, “How supportive are you to working Moms?” It’s “Have you had a working Mom as part of your staff before and how does it impact performance?”

If you have kids you have to show up on time and it doesn’t matter.  Everyone should be treated fairly across the board; but, working for good people has been the best part about feeling good about having kids and not feeling like I have a guilt trip.  I don’t feel like I have to miss something on the work side or vice versa.  IT IS achievable, you just have to have a good partner, a supportive organization, and others to lean on to help get the job done.

Sports Biz Mom: Amy Weinstein Flynn, CertifiKID

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I was (and am) excited to share my latest interview with Amy Weinstein Flynn.   She contacted me right after Sports Biz Mom launched in June, and while I recognized her name from my graduate program’s alumni directory, we had never previously spoken.  Amy has an extensive background in sponsorship sales, and she’s also incredibly funny and creative.  In fact, I now have some great ideas for future crowd sourced blog posts (Funny pumping story? Please, hit me up!).  I appreciated her openness about her experience as one of the only Moms within her company when she had her first child, and it really drove home how important it is for all managers – no matter their gender or family status – to be educated and comfortable talking about family life with their employees.

After 15+ years in the traditional sports business world, Amy Weinstein Flynn joined CertifiKID in October 2017 as a National Account Executive, helping the team bring on new major partnerships and offers.  CertifiKID is a trusted resource for over 1 million moms, bringing them exclusive local and national offers on family entertainment, attractions, products, services, and experiences.  She came to CertifiKID after nearly 5 years as the Director of Sales for Inside Lacrosse, managing all advertising and event sponsorship sales for the largest media outlet in the sport.  

Prior to that, she held senior sales positions with IMG College/ISP Sports as General Manager at George Washington University and Assistant General Manager at Villanova.  She got her start in the sports industry on the agency side, with both Octagon and Velocity Sports & Entertainment (now part of MKTG), on accounts such as AT&T, FedEx, P&G, The Home Depot, and AutoTrader.com.   

Amy is a 2005 graduate of Ohio University’s Sports Administration program, with a dual Masters in Business Administration and Sports Administration.  She received her undergraduate degree from the University of Pennsylvania in 2001, where she also served as a captain and 4-year starter for the Women’s Lacrosse team.  She resides in Columbia, Maryland, with her husband Dan, daughter Hannah (4.5 years), and son Bennett (2.5 years). Connect with her on LinkedIn.

Can you describe a typical day in the life for you and your family?  For the first time ever in my career, for almost a year now, I’ve been working from home – which is fantastic.  I’ve had some miserable commutes in past jobs. Traffic in the Washington/Baltimore area is horrendous, no matter where you need to go, so that has opened up so much time for me personally and professionally.

We have an au pair living in our home, which seems so extravagant, but it’s actually extremely affordable.  She’s been with us since shortly before our second child was born and it’s about half the cost of having two non-school aged kids in full-time daycare.

Our au pair gets the kids up in the morning, gets them dressed and gives them breakfast.  It’s amazing to just enjoy some time together in the morning, and I’m grateful we don’t have the stress and rush to get out the door.

Once my husband leaves for work, I go upstairs to my office.  The kids will go out on play dates or to school. Sometimes they’re around the house and doing things and its awesome to be able to join them for lunch when they’re home.

My office in the home is pretty secluded from their play/napping areas and they know when Mom’s working that she’s working.  We try to have family dinner every night and spend some time doing something fun together before everyone goes to bed.

You have 15+ years’ experience in the industry and in the past year decided to move to a role outside of traditional sports business world.  Can you tell us your thought process behind that decision? I had no intention of ever leaving the sports industry.  I always thought there was nothing I could be more passionate about in a career than sports and in particular, lacrosse. That’s why I thought I’d be in my spot at Inside Lacrosse for a very long time.

What I came to realize after having kids, was that I had changed a lot more professionally than I expected to.  Although I still loved my job (and couldn’t imagine doing anything else), I found myself starting to be less relevant, and less connected with the industry trends than I had been before.

Ever since my daughter was young, I’ve been a CertifiKID subscriber – most of the moms in our neighborhood are.  I’m very particular about spam in my Inbox, and delete and unsubscribe from just about everything, but I would always open my CertifiKID e-mails daily to see what that day’s deal was.  One night last year, I opened my daily CertifiKID e-mail, and instead of a local offer, it was an announcement that they were hiring full-time sales staff.  I remember reading that e-mail and thinking that the opportunity to work from home AND seek out local family deals sounded amazing – I mean, I was already spending much of my free time trying to find great deals on things to do with my own kids, so what could be better than doing that full-time?  It was the first time I’ve ever just blindly sent in a job application without having some kind of foot already in the door.  I didn’t even know where to find my résumé in my files, and I think it was in a version of Word that was so old I couldn’t even open it on my computer!  I honestly didn’t think it would lead to anything, and I didn’t know much about them as a company, other than being a customer myself.  After I received a response from my application and started to learn more, I knew I had to go all-out and give it a chance.  It was a leap of faith on many levels, but I’m so glad I made it.

What I’m really loving is that there is a ton of crossover into the sports and entertainment world.  I was just back and forth with some old friends at Octagon and the NFL this week because I’m trying to pitch a partnership with Home Depot for their kids’ workshops, and the NFL for their  Women’s Marketing Initiatives. I’ve also worked with a bunch of the local college and professional teams – some of our best-selling offers are for family ticket packages, sports camps, and other family events run in the sports facilities.  I probably have a more relevant and valuable partnership opportunity within the sports and entertainment industry now than I did at Inside Lacrosse. It’s the women and moms that make all the purchasing decisions for their families, so they’re a desirable target, and we have a super unique platform to reach them.

Do you or did you have other “Mom Mentors” or Moms working in sports to help guide  you through parenthood and professional life? I really didn’t, and I think that’s such a shame.  I’d be curious to hear what kind of answers you’re getting from other women you’re talking to.  I was with IMG when my daughter was born and it was kind of an office of one. I was running the property for George Washington. I was surrounded by co-workers in GW’s Athletic Department and none of them were Moms. Nor were there any in my immediate IMG division.  In fact, I remember when I first called to tell my boss I was pregnant, he was ecstatic and thrilled for me…but then told me that he had absolutely no clue what to tell me in terms of maternity leave policies, next steps, logistics, etc. He was an SVP and had been there since before ISP became IMG (probably 15 years), and this was the first time any of his employees had needed to take maternity leave.  At the time, with the seventy or so properties that IMG managed, I think there were maybe three female General Managers.

How has being a Mom positively impacted your career? Two things: I didn’t realize how capable I was of multitasking and being able to get a lot of shit done when I needed to until I became a Mom.  Over the course of the baby taking a short 20-minute nap, I could manage to feed myself, shower, put the laundry away, and unload the dishwasher.  When I returned to work after maternity leave, I think I was able to get through the daily, mundane tasks in about half the time it took me before.

Before having kids, we all work such long hours, have great coworkers and a fun energetic work environment, and aren’t in a rush to leave at the end of the day.  Now, I’m also more motivated to end work on time.  I was able to really compartmentalize work and focus more on my work-life balance.  Those of us that have chosen a career in sports, we’re so passionate about what we do, that we never stop working.  We get into bed and respond to emails, are constantly working on our phones and laptops, and find little time to focus on much else.  However, I realized in my first few months back from maternity leave, that once you get home and see that little smile on your baby’s face, all the stress from the day goes away and you realize what’s really important.  I’m now able to manage any stress from work much better, and be more present when I’m at home.

The sports industry is always going to have irregular hours that are difficult to manage with a family.  If you want to work in the industry, that’s just a fact.  What can we in the industry do to make it a more family-friendly place to work?  Education and support.  Before I was a mother, I had absolutely no clue what the early stages of motherhood entailed. When someone in the office came back from maternity leave, I just treated them like I did before they left, thinking they has been out for some glamourous, blissful extended vacation.  Now I know how far from the truth that is, and it infuriates me anytime maternity leave is compared to “vacation”.

I think we need to educate younger coworkers (or co-workers without children) about what new mothers returning to the workplace have been through and will continue to go through both physically and emotionally.  I also think breastfeeding education for managers is key.  We need to make it a welcoming environment for mothers to come back.

What advice do you have for women coming up in the industry, particularly in sponsorship sales, who also know they want to someday have a family? It can be done. It can be a harder transition coming back to work in sports as compared to other industries, but I feel that being a mom provides a unique and valuable perspective to your work once you do come back.

Because there are so few Moms in sponsorships sales, it almost gives you a professional edge in speaking to clients.   There are many female decision makers out there who are Moms, and it’s refreshing for them to speak with or work with someone who gets it.  Even men – whether they’re coworkers or clients – if they are dads themselves, they’re going to understand and appreciate what you’ve been through.  You’ll probably see a side of clients and coworkers that you didn’t before, which can definitely help strengthen your relationships with them both professionally and personally.

Do you have a funny or embarrassing Mom moment you’d be willing to share? While I was gone on maternity leave from IMG, the Athletic Department at GW got a new copier/printer – a huge monster of a machine – and they put it right smack in the middle of my (private/single) office. It was the hub for three different departments for printing, scanning, copying, faxing, etc.

My boss texted me a picture the week before maternity leave ended, saying “This is where Marketing put their new printer.  Welcome Back, Mom!”

So, every time I had to pump, I had to announce it to the entire office, to make sure no one had any immediate printing needs or needed to pick up anything from the printer  – it definitely was not a welcoming environment.  When I voiced concerns about the privacy/conflict, I was told that I should be using one of the GW lactation rooms that were spread across the campus.  The closest one to my office was at least 4 large city blocks away, and I was returning in the bitter cold of January, so that just wasn’t going to happen.

 

Sports Biz Mom: Shelly Wilkes, Lakeland Magic

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One of my favorite things about this blog thus far is the opportunities it has provided me to connect with other women that I would have otherwise never met.   Two months ago, Shelly Wilkes and I were complete strangers, save a few mutual connections.  Shelly’s husband, Dallas, stumbled upon one of my previous posts, and sent me a LinkedIn message bragging about how proud he was of his wife and telling me that she’d be the perfect candidate for an interview.  Not only was I thrilled to see a partner so excited by their loved one’s success, but she also lived up to all of the awesome things he told me about her in that first message.  I learned so much during our conversation (i.e. Twitch being like HGTV – it will make sense, I promise!) and I’m pumped to follow Shelly and the G League this basketball season.

Shelly Wilkes is the team president of the Lakeland Magic, NBA G League affiliate of the Orlando Magic, in Lakeland, Florida. She is responsible for launching and overseeing the day-to-day business operations of the team.

Wilkes spent 13 seasons with the Orlando Magic and started as a game-night staff member in the marketing department during the 2003-04 season and was hired full-time in August 2004 as group sales coordinator.  She was promoted to group sales account executive in July 2005, then named game presentation manager in July 2006.  Wilkes was then promoted to assistant director of event presentation in July 2007, later promoted to the director of event presentation in July 2010 and named the senior director of live entertainment and production services in July 2015.

Wilkes received her bachelor’s degree in general business from the University of Central Florida in 2002.  She later graduated from the DeVos Sport Business Management Program at UCF in 2004 and earned master’s degrees in both business administration and sport business management.

Shelly lives in Orlando, Florida. with her husband, Dallas, and their almost two-year old daughter, Quinn. Connect with her on LinkedIn.

Can you describe a typical day in the life for you and your family?  During the week, when we don’t have games, the typical day starts at 4:30 or 5:00 AM when I go to the gym. I am back at 6:15 AM and then my husband goes to the gym.  If she’s participating with our schedule, Quinn, will sleep until 7:00 AM and I can be mostly ready for work at that point.  My husband comes home and we both work to get her fed breakfast and ready for daycare.

I try to leave the house no later than 7:30 AM. I take her to daycare every morning so I can have time with her in the car.  I actually commute about an hour to Lakeland from downtown Orlando.  If it’s a not a game-night, I leave Lakeland by 5:30 PM at the latest, so I can get home and spend a little more time with her.  My husband picks her up from daycare every day and I’m home by 6:30 PM. We’re done eating by 7:30 PM, and then we do baths and bedtime around 8:00 PM.  After Quinn’s in bed, we clean up and get lunches ready for the next day.  By 9:30 PM I’m either going to bed or finishing up work.  I try to go to sleep by 10:30 PM at the latest.

Weeknight game days are similar, except I’m not at home in the evening, but for weekend games my husband will bring her for the first half of the game and I typically get home around 11:00PM.

You’re the first female NBA G League President and were approached about launching the team when you were pregnant.  How did that factor into your decision making process? What advice would you give to women in a similar position? The first thing that popped into my mind was shock, I was like, “You guys know I’m pregnant, right? You know I’m going to be gone for three months.”

It wasn’t like I was newly pregnant – I was eight months along!  However, I now have an even greater appreciation for where I work. In most cases this opportunity would not be provided to a woman who was pregnant.   They valued and trusted me enough to offer me the job knowing that I would be out during the first three months.

Secondly, there was a lot of fear and self-doubt. That’s a lot of change.  I was asking myself, “Am I capable of doing this? I am comfortable in my job now and I know what I’m doing every day and I love what I’m a part of.”  My original thought was I could come back from maternity leave and know what was going on in my current role versus this – I’d come back and I’m launching a franchise.

My advice is, if other people have that much trust in you, you should trust yourself.  Have the confidence to know that you’re capable of doing this.  My partner is also super supportive.  We had to think through the potential of a move and how that was going to work – it’s 50 miles away.  Having a partner that is supportive is a blessing and what I hope everyone would try to find.  It was tough few days of weighing the options.  I knew I was going to have a lot of stress with having a new baby – there’s so much unknown – and now knowing that there’s going to be a huge job when I come back.  However, I knew it was a great opportunity for growth in my career and I wanted to be an example for my daughter and show her you can do what you want to do and make it all work.

The NBA G-League is known to be a testing ground of sorts for the NBA and began streaming games on Twitch last season.  How has this been received by your fans? Does it impact your sponsorships or in-game entertainment? Most of our games are streamed on Facebook Live and Twitch.  There were about 53 games last year [broadcasted] on NBA TV and ESPN as well, and we’re continuing to figure out more distribution channels for the G League.

Twitch came on last year after the season started and it’s an opportunity is to reach a new audience.  Most people know Twitch because they are gamers, but outside of gaming, many don’t understand the platform. I’ve compared it to watching Food Network or HGTV – instead of watching someone else cook or do home renovations, you watch people play video games. Twitch has recently gotten into distribution of sports and also broadcasts a lot of soccer games.  The G League partnership was a way to test the relationship and they ended up being the broadcast partner for the NBA 2K League.

For us, it was another opportunity to reach a new audience.  I like Twitch because it’s not gated at all. You don’t have to have an account to watch a game, which is different from Facebook Live.  Twitch is truly just going to their site and watching the game.  You can get a view from the local arena or watch the gaming personalities commentate on the broadcast.  We were able to partner with users that have millions of followers in the gaming world. They would actually commentate over our games.  This well-known personality on Twitch would talk about the G League, and it bridged the gap between gamers and sports.

The Lakeland Magic recently hosted a Women’s Leadership Breakfast.  What was the goal of this event? Were there any key takeaways from the panel that really resonated with the attendees? I’m in a unique role as a female team president, and I felt like I needed to expand upon that platform and provide an opportunity for women to have this conversation within our community.  I’ve never thought about being the only woman or relied upon it. I don’t think I have ever experienced discrimination.  I don’t think it’s [being a woman] hindered me.  I may have been naïve to what was/is happening me, but I’ve either never paid attention or its truly never happened to me.  However, I obviously want to be a role model and utilize the platform I have to lift others up, but I have not felt the discrimination others had.

I did know that within our community, this conversation needed to happen, and we needed a platform for people to get together.  I wanted a panel from different industries – corporate, education, entrepreneurs – and Kristen Ledlow hosted for us from the sports industry.  It was a very diverse panel with diverse backgrounds, which helped the conversation.  The different experiences can spark something within another person.  That’s what I think was most valuable.  I knew it was going to be a great event and people would have good experience.  I wasn’t prepared for how much people appreciated the openness of that dialogue that was in the room that day.

The most impactful thing most of our panelists talked about was that the only way we can make change and an impact is if we are lifting up those coming behind us.  If we’re not doing that than what are we doing?

Kristen Ledlow also shared a great point one of her mentors had told her on the sports broadcasting side – “No is a full sentence.”

We high achieving women, especially those in leadership roles, feel like we should and need to do everything to prove ourselves.   It’s even less feasible when you have a family. You cannot do it all and you can say “no” to things and feel confident in that answer.

Outside of this event, this season we’re partnering with a small business organization for a women’s leadership event around opening night.   We’ll also do a few different events throughout the season. This includes a basketball hoops and heels happy hour networking event with basketball on the court and a women only basketball clinic with our coaching staff.  We want to plan things to get women more engaged with each other and this conversation, but in a more relaxed atmosphere.

What professional accomplishment are you most proud of? Two things that come to mind were the opportunity to produce NBA All-Star Game in Toronto in 2016 and having the opportunity to launch the Lakeland Magic.  A lot of my pride in launching the team has to do with building an awesome team.  A team that has passion for what we’re building and wants to provide a great community platform and entertainment option for people in Polk County.  I also love watching people growing in their roles. We’re fairly young and getting to watch our staff really flourish and find their own way has been extremely rewarding for me.

Do you have other “Mom Mentors” or Moms working in sports to help guide you through parenthood and professional life? We’ve had a baby boom over the past few years at the Orlando Magic.  It was really nice to experience that together.  They’ve [the Orlando Magic] always been very family friendly, but we did not have the best maternity and paternity leave policy. We had a policy and it was good – but not from the standpoint of what we really should be doing for our staff.  With this boom and all the families having kids, it made the organization really take a look at our leave policy; how we were welcoming mothers back and how we were allowing fathers to take time with their new families.  As a result, the leave policy has changed and now it is awesome for all levels of the organization.  Those types of policies really do lead to loyalty, productivity and helping people appreciate where they work.

I also appreciate that there are a lot of young families I can go to, to with questions.  There are other women and working moms that have so much knowledge about how and what to do.  It’s a great group of people I’m able to lean on and call on.

It’s also been great to see some of our leaders that have families.  If their child has a game or activity at school, they make it a priority and go.  It’s important that leadership is showing that as an example.

How has being a Mom positively impacted your career? Your empathy grows.  One, a huge part of my job is maintaining a culture, building a staff, and keeping people motivated.  People bring their whole selves to work every day. It might not be visible, but it’s part of who they are.  I think becoming a Mom and knowing what my whole self looks like now has made me more empathetic and understanding of others life circumstances.

It’s not only made me a better leader, but I feel like I’m way more efficient. Efficiency is my love language!  I know I have an hour with my daughter in the morning and maybe two more at night.  What do I need to accomplish now?  I’m wearing my work hat now, I need to get this done because I need to put my Mom hat on and spend positive, focused time with Quinn.

Quinn showing off her athletic skills early, cruising past the competition to win the 2017 baby race.

The sports industry is always going to have irregular hours that can make managing family life difficult.  If you want to work in the sports, that’s just a fact.  What can we in the industry do to make it a more family-friendly place to work?  What I think organizations can be doing across the board is improving flexibility.  Having a flexible mindset when it comes to staff and what they individually need to make work, work for their family. We are very much a 9:00 – 6:00 office, but I think the days of that being the only option are no longer and should be no longer.  If somebody needs to come in at 8:00 and leave at 5:00 or they have a doctor’s appointment – they should be able to do it.  I know leaders that are not flexible and it doesn’t make you feel like you can do anything or that you’re valued or trusted to get your job done.  Flexibility is key as a leader in any organization.

I think family leave policies are also extremely important.  You should be showing that you’re truly valuing what that looks like, and that includes both maternity and paternity leave.  We all look at Sweden as an example.  There, the Mom AND the Dad have a year off – how amazing would that be?  Realistically, I don’t ever see America going that route, but you should have a leave policy that truly supports mothers and fathers taking the time and your leadership should support them in doing so.

Women are often stunted in their growth and career because their organization thinks they’re no longer capable of growing and that’s just not true. You become more efficient and much more focused on the job.  At the end of the day, there are definitely times when I think, “What would it be like if I did take a step back so I could spend more time with Quinn?”

But, the question is, does the father ever think that? At what point, do we as a culture, have a father that says, “I should take a step a back in my career so I can stay home and raise the kids.”  It’s an interesting dynamic, and whether it’s in our DNA as women or our culture to have that thought, we should have an environment that welcomes family into the workplace. Families should be celebrated.

Lastly, the unrealistic, but amazing option, would be to have on-site daycare.  I don’t need them to pay for it. I’ll pay for it.  A third party or organization on-site for daycare would make all the difference in people’s lives.

Do you have any book/blog/podcast recommendations for the Sports Biz Mom?  I listen to a lot of podcasts because I drive a lot. I really do think The Daily from the New York Times is a great thirty-minute news show.  I would also encourage people to sign up for theSkimm, which is an email newsletter that has quick snippets of the news presented in a very digestible way.  I think it’s very important to be up on current events and be informed, particularly in our political environment.

A work-related podcast is How to Be Awesome at Your Job. They interview leaders in different fields and it’s all focused on learning and growth.

For parenting, I love Unruffled by Janet Lansbury. She has a very unique parenting style and is super interesting.  She’s all about respectful parenting – speaking to your kids like real humans and explaining to them what’s happening.  When kids are frustrated, they don’t have the emotional capacity or language to deal with things, so we have to think of things from the child’s perspective and explain it to them.

I also love Simon Sinek and would encourage everyone to read Start With Why, Leaders Eat Last, and also listen to his Ted Talks.