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Samiksha has a background in Finance and Operations working in Tech companies over the last 20 years. She is one of the founding members of The Big Push, Project Fabulous and currently the COO at Uberflip. 

She has worked internationally focusing on designing and implementing business operations, developing policies that promote company culture and vision and establishing go-to market plan 

What do you want our readers to know about you?

That all life’s problems can be solved by spreadsheets! 🙂 I really resonate with the image of what success really looks like, the squiggly line vs the notion of the straight line. It’s very rare that we all get what we want without any setback. One of the reasons why we’re launching Fuel the Vision is to capture those stories and help show others the journey. 

What would you like to see more of in the workplace?

The first one, people supporting and helping one another, it’s very easy to get caught up in our individual career. Early in my career I was guilty of focusing too much on the end goal and not the people’s support to get there. If COVID-19 has taught us anything, it’s how meaningful a community of people are to our well being. Secondly, I want to encourage women to focus on their strengths, both professionally and personally. Too often we talk ourselves out of all the reasons why we shouldn’t apply for that promotion, the new job or take the lead on a big project. Focus on your strength and the community of people you’ve built (see point above) and they will get you through the challenges. Feel comfortable knowing you’ll learn your way through the experience that you don’t feel 100% confident to go for it. 

What characteristics and/or qualities do you admire in the women you work with?

Determination to get shit done and make a difference! The women who are not caught up in their egos or titles – they show up to work and help their team succeed. 

What advice did you wish you were given earlier in your career?

The difference between being busy and actually accomplishing something. It’s very easy to get caught up in your checklist of ‘things I have to do today’ but if none of this moves the needle to make a difference to your team or your customers then really ask yourself why it’s even on the list. 

How do you think we can increase diversity in the workplace? 

I’m a big believer that what gets measured gets changed, I’m also a big believer in data. Diversity will increase once we assess the current gaps in the workplace and create a DEI action plan in every aspect of the people process, from how you post a job, recruit, promote and even terminate. We also need to feel comfortable talking about the lack of diversity in roles and strategies to overcome this. It’s not a People and Culture/HR issue, everyone is accountable. 

What was one belief you had that you later realized was a myth?

That I don’t need to change my name – LOL. I actually had someone, well sadly more than one person, tell me in order for me to get called by recruiters and hiring managers I need to simplify my name, no one is going to want to call someone who’s name they can’t pronounce. Needless to say, I turned a deaf ear to that one!