Stop Hiding Your Achievements, with Siri Swahari

WHAT IF

What if the very humility you were raised to wear like a badge of honor is the exact thing quietly capping your career? What if showing up, speaking up, and being seen isn't bragging. That's the whole game. Siri Swahari spent two decades unlearning that lesson, and now she's built an entire movement to make sure other women don't have to figure it out alone.

SUMMARY & GUEST INTRO

Siri Swahari moved to the US at 23 with no network, no roadmap, and no one in her corner. She built her entire career from scratch, volunteer work at a Colorado Springs library to VP at one of the world's largest IT and business consulting firms. Along the way, she founded Women Executive Circle, a community of senior women leaders now active in 12 states and growing. I needed to have this conversation. Her message is one every woman in corporate America needs to hear right now: you were not taught to show up, speak up, and be seen. That ends today.

INSIDE THE EPISODE

• The Humility Trap. Siri grew up in India being told that announcing her achievements, even being class topper, was bragging. She breaks down the deep unlearning it took to realize that staying invisible when you're already delivering value isn't humility. It's counterproductive.
• Imposter Syndrome Is a Growth Signal. Siri reframes the thing most women dread: if you're feeling imposter syndrome, you're doing something new, something uncomfortable, something that means you're growing. She shares how a career rotation into an entirely unfamiliar business function transformed how she leads. She coaches others through it now.
• You Can't Be an NPC in Your Own Career. Siri borrows her son's gaming acronym. NPC, non-playing character. It's what happens when talented women stay silent and expect growth anyway. Advocacy, visibility, and speaking up aren't optional extras. They're the game itself.
• What Bad Leaders Teach You. Siri and Erica both share how their worst leadership experiences became their most formative ones: the bosses who didn't credit their work, the environments that made people feel disposable, and how those moments became the North Star for the leaders they chose to become.
• The Origin Story of Women Executive Circle. What started as a small lunch group in Raleigh, born out of a Christmas party that required 100 attendees to happen, became a 12-state community of senior women leaders. Siri tells the full story, including the parking lot moment that made her text her WhatsApp group that Thursday night and say: the world needs this. Let's go.
• The WEC Framework: Wins, Evolving, Challenges. Siri walks through the rose/bud/thorn icebreaker she adapted into WEC's signature framework. Going around a table and asking 'what's actually going on in your life' unlocks something no traditional networking event ever could. It's the reason a leader who hadn't gotten out of bed in three days showed up to happy hour. She left with a plan.
• Representation Is the Work. After a women-in-AI event, Brown women lined up to ask Siri how she was so comfortable speaking in public. Not the VP title, not the promotions. That moment is what drives her. Because you can't be what you can't see, and Siri is committed to being visible so others know it's possible.

RESOURCES & LINKS

• Women Executive Circle: https://www.linkedin.com/company/women-executives-circle/
• LinkedIn: Siri Swahari: https://www.linkedin.com/in/sirishaswahari/

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Transcript

​[00:00:00] 

[00:00:05] Erica Rooney: Welcome to Glass Ceilings and Sticky Floors, the podcast where we stop playing small, start calling things out, and actually do something about it. I'm your host, Erica Rooney, executive coach, speaker, and a little bit of a movement maker, and I'm on a mission to get more women into positions of power and keep them there.

Because let's be honest, we've been told to lean in, but not too far, to speak up, but not too loudly, to be ambitious, but somehow still likable, and y'all, we're done doing that. This is the space where we break it all down, the sticky floors, the ceilings, and the gaps that are shaping who gets ahead, especially in this next era of AI and leadership.

Some of it's mindset, some of it's burnout, and some of it is the system working exactly as it was designed. Either way, we're not staying stuck in it. Each [00:01:00] episode is your nudge to move. One decision, one shift, one bold step forward. No overhauls, y'all. No waiting until you feel ready, just real momentum. So if you're ready to think bigger, move smarter, and build power on your own terms, you're in the right place.

[00:01:18] Siri Swahari: Let's smash the ceilings and close the gaps What does it actually take to climb to vice president and sector leader leading infrastructure and operations for global technology operations inside one of the world's largest IT and business consulting firms? This woman leads PMSO in global technology operations across government, healthcare, financial services, and manufacturing, and y'all, she still finds the time to build a community for women because she looked around and she realized that the room needed more of us in it.

[00:01:51] Erica Rooney: Now, today's guest has done all of that. She is a two-decade technology executive, a vice president at CGI, the [00:02:00] founder of Women Executive Circle, and one of the most grounded and purposeful leaders that I have had the chance to sit down with. She has built her career at the intersection of complex systems and human leadership, and her message is one that every woman navigating corporate America right now needs to hear.

Leadership, y'all, is not just about scaling systems, it is about scaling trust, clarity, and purpose. Siri Sehgal, the real OG Siri- Welcome to the Glass Ceilings and Sticky Floors podcast. You remembered. Girl, I had to put that in there. That's how it's in my phone. I have you as the real OG. Thank you. Thank you for saving it like that, and thank you for, you know, endorsing that.

[00:02:40] Siri Swahari: I appreciate it. I mean, I feel like if you don't have it trademarked already, you probably should. You know what? More than one are saying, but to be honest, Siri is such a common, uh, name growing up, so I'm pretty sure there are a lot of OG Siris out there. But I'm not your typical iPhone Apple Siri. No, we're not the iPhone Siri, no.[00:03:00] 

[00:03:00] Erica Rooney: Okay. So I've only known this Siri, right? When we met, you were already very well-established. We met in a mutual network. Chief was where we originally met. Mm-hmm, mm-hmm. And so I don't know the Siri before all of this. Mm-hmm. And I know there is a s- uh, a story there. So I would love to hear, who was that Siri, you know, 20-plus years ago that was just stepping into her career?

Who was she? What was she like? What did she think about the world? I was too naive. Ah. But I think I was also curious. I think that that helped in transforming a curious Siri into the Siri that you see right now, but I'm still learning. Every single day I learn something new. Every single day I s- I look at things in a different perspective because of wonderful, wonderful leaders like you that surround me.

[00:03:56] Siri Swahari: In a way, there is that saying, right? You are who you surround yourself with. Mm. And [00:04:00] that's when- I exactly do not know when the transition happened, but I am someone who grew up in India, an immigrant who came to the land of the dream- land of dreams, uh, very, very v- on how to approach, how to, you know, settle down, how to call this place my new home.

[00:04:21] Erica Rooney: How old were you when you moved here? 23. Okay. Wow. Yeah. Yeah. So it... I mean, to be honest, at that time, I never thought I will be here. I mean, at this point in point of time, I am here more than I was in India, which I think I just dated myself and gave- Now I know. But, uh, to be honest, when I came in, when I came to US, I thought it's going to be a short-term stint.

[00:04:48] Siri Swahari: You know, explore the new world. You know, I, I was married, newly married. Wa-wanted to explore, travel, visit, and see if I can make a career. I... We had to go through the whole process [00:05:00] of making sure I get an employment visa, so- Yeah ... uh, until that happened, I'm not someone who can sit idle. Uh, I needed something to be active, and I took part in few organizations in Colorado Springs.

Beautiful city, if, if you ever visited. Uh, you should, if you haven't. Uh, at the Pikes Peak Library District out there, and then there was a nonprofit that was building a website. So I said, "You know, I have some plenty of free time, uh, while I wait for my employment visa, so let me get started." And I think that was my first foray into working in US.

[00:05:37] Erica Rooney: Mm. Both, you know, the physical, ma-manual work, uh, supporting a library, sorting, resorting, arranging books and all. It's not as simple as you think it is. As well as, you know, working in technology, and it was a totally new technology. I, I used to come from an Oracle background. Mm. And when I said I will volunteer at this, uh, nonprofit, [00:06:00] it is something, a totally new, you know, the website development.

[00:06:03] Siri Swahari: I was not exposed to that kind of world before, but it was also fun and, and challenging because I got to learn something new, and I was making a difference. You know, that always made me happy. I think no matter what the changes happen, one thing that is, that has been universal, uh, o- over the decades is I always love doing something for the community, or I always love giving back.

And I feel that it gives me more sense of satisfaction than the monthly paycheck. Not that I'm saying I don't want a paycheck. But- We need those paychecks. We need those, but the fulfillment, the satisfaction. Uh, even at work, you know, uh, I, I am mentor for several leaders bo, um, uh, even at my company. And the small one-on-one conversations, those, uh, those feedback that I receive where...

or where I sponsor someone and I see them shine and thrive and grow in their careers, that gives [00:07:00] me a lot of satisfaction than the VP title or the promotions I have received in the past. Mm. But if my boss is listening I am all in. We want that VP title. We want more. Yeah. Like, let's keep climbing. We're going.

[00:07:14] Erica Rooney: Oh my gosh. I'm always ready for more. I love a shameless plug. More challenges and more growth. So- And self-promotion. Like, that's what we're here for on this podcast, is we do self-promotion. We do visibility work. If we don't put it out there, it doesn't happen. And you know, that doesn't come easy, especially I don't know how, how it is growing up here, but I'm speaking from a immigrant background.

[00:07:35] Siri Swahari: And especially in India, we are raised to be extremely humble. Mm. I was the topper in the class, but I should not be saying in front of my friends and family that I was the topper, you know? Uh, that was treated as a negative, uh... It, it, it had a little bit of negative touch to it. "Oh, she's bragging-" Yes ... kind of mindset.

So we were groomed and told, "Don't announce your achievements." Mm. And [00:08:00] it took me lot of unlearning when I started my career, when I realized that we should be a- advocating for ourselves. We should be vocal. We should be visible. We cannot be those, you know, my son would love this, uh, acronym, NPCs. uh, non-playing character in their- Hmm

in their game shows. We can't be NPCs when we are already delivering values. If you f- if that is a personal choice, that's good, but if it is a conscious choice you are doing because you are raised in a certain way or you are taught in a certain way, and still are expe- uh, are expecting growth or progress, then that is totally counterintuitive.

And over the years, to be able to speak like this, to be able to s- you know, even in the initial stages when if somebody was introducing me f- as a VP or s- or, uh, uh, accounting all the, um, accomplishments, I [00:09:00] don't know, I used to feel very awkward, very shy, and it was like, for a minute it took me few minutes to realize, "Why am I feeling uncomfortable?"

They are not lying. These are exactly what I achieved. These are... I- I turned around so many things. Even without a title, I made lot of difference, which resulted in the title in the first place. So it is... it was mindset retraining. I don't know if you s- uh, heard any Eileen Gu's interviews these days. Yes.

[00:09:31] Erica Rooney: Lot... I'm all about the mindset- Yeah ... because you have to recognize that if you're putting all that negativity out there and you always think the worst is going to happen, that literally is what will scientifically- Yeah ... happen. You have the reticular activating system in your brain. It acts like a hairnet, right?

It sits right over there, and it's one of those things where if you are thinking about a certain car, right, and you go to the Toyota dealership, and you pick out, I don't know, a [00:10:00] purple Grand Highlander, probably not many of those around. You probably don't see them very often, but then you start saying, "Oh my gosh, I like that purple Highlander."

And then you start driving around, and every... you see it everywhere. And so your brain pulls out those commonalities. And so, yes, uh, mindset training is so big, but- Yeah ... I mean, what was sticking out for you in those interviews that, uh, that was on your mind? That I should, I should lead by example. Mm. Even for the Women Applying AI event, after, after the event over- Yes

[00:10:31] Siri Swahari: and, uh, few of us were chatting, you won't believe the number of Brown women that came up and were asking, "How are you comfortable speaking? How are you comfortable engaging in a public environment?" And that made me realize I need to show up more to give that confidence and visibility. Because of, because of that visibility.

Because of that. Wow. Because you, you... I mean, this is also like, you know, those Barbie dolls? Yes. Yes. Representation matters, [00:11:00] and there are so many qualified leaders out there, but they are all siloed or grew up in a certain way or exposed to a certain way. And that change happened when I realized this is not self-boasting.

This is not bragging. Mm-hmm. Me putting myself out there, speaking and being visible, it still makes me uncomfortable. Who likes to be on the spotlight all the time- Right ... unless you're a diva? Right? She's like, "Uh, maybe you?" The sparkly you. My sparkly boot. Yeah. My sparkly headbands, all the things. See, the thing is this is common.

This is universal, right? Human nature. Yeah. Nobody wants to mess up in front of a public audience. Absolutely. And the more you put yourself out there, the chances, the probability increases. So obviously, unless you are trained, and you know it becomes your bread and butter, every time you show up publicly, speak up publicly...

Even in my all-hands, like, you know, we have around [00:12:00] 200 members showing up, there could be... It, it is possible for me to say something wrong because we are all human. Mm-hmm. But what I realized is- Me showing up and speaking or, you know, engaging or providing visibility is making a difference to others. And like I said, it gives me joy.

If I can c- add value, create value, or, you know, contribute to the community, that, that is maybe my personal Your purpose ... purpose. Pur- Yeah, the purpose ... w- w- I mean, h- however we label it, I, I mean, it also gives me joy, so I am selfish like that. Yeah. It brings me joy, right? Yeah. So it's, I'm not just giving back to the world.

It br- it gives me joy, so I'll accept that, giving back to the world. That's the selfish, uh, component- Yeah ... where, which, hey, drives me more to do more. I love this. Yeah. Okay. We've had a lot of discussion about visibility. It also makes me think about imposter syndrome because I hear from so many people, "I'm," you know, "never one who could be in the [00:13:00] C-suite," or, "I couldn't be a leader.

[00:13:01] Erica Rooney: I, I couldn't ask for that." You know, there's just so much, I don't know, limitations and holding back. And so I would love to ask you, did you feel any of that in your career? If you did, what did it look like? And then I wanna know, are you still seeing that in some of the women that you're mentoring? You know, I mean, it's so funny, and I'm smiling when you brought this up because on my way in, I was listening, on my drive to your studio, I was listening to Mel Robbins' podcast.

[00:13:28] Siri Swahari: Oh, yes. On im- and, uh, I forgot the guest name. I think she was someone from Taiwan or- Mm-hmm ... hmm, I, I forgot, uh, the guest name. But they were talking about the same exact topic, imposter syndrome. And I, I learned today that it used to be, in, in fact, when it was discovered in 1980s or 1970s, they used to call it a imposter phenomenon, and you know, something that is supposed to be temporary.

The way the syndrome, the way it is coined, you know, [00:14:00] it has this perfect negative connotation at- attached to it as if we are doing something wrong. But- Again, what I was sh- sharing earlier, being uncomfortable. What I realized is if you are facing imposter syndrome, that means you are putting yourself into something new which you haven't done before, and there is no single human being that's born a CEO.

[00:14:23] Erica Rooney: Yeah. There's no... I mean, you might be born as a rich person, but are you born a leader? You are trained, you learn, you, you practice. You... Provided you have the circumstances to thrive as a leader or the mindset and the growth mindset, you will be a leader. And any new role, any new, uh, avenue that you explore that you haven't in the past is going to ke- make people wary.

[00:14:50] Siri Swahari: Again, basic human nature. Instead of feeling or, you know, being worried about the imposter syndrome, [00:15:00] um, few years ago I did a rotation in my career where, you know, I went from a technology background to a management background, uh, just to, you know, learn that side of the process, and it hit me big time because totally new arena.

Never been in business side of the world. But what I realized is exposing myself and being uncomfortable made me learn. And, you know, it, it not only helped me, it also helped that particular group because now they have someone who has technical background who can look at a problem from both technical lens as well as management lens and provide an optimal solution rather than each, each group working in their own silos.

And that's when I realized, you know, it's so good to be uncomfortable with... That means you are learning. So if anyone is fearing imposter syndrome, my wish is I hope the whole world feels, experiences imposter syndrome, experiences discomfort, which only means that you are on the path of growth- Yes

learning [00:16:00] something new. Yes. Go and slay. Go and slay the world. I love this because I had a very similar experience where, you know, I used to dread that feeling, and after I started doing the mindset work and reading the books and learning about it I remember having a visceral feeling and experience of imposter syndrome, and then the second I was able to, like, exhale and take a breath, I was like, "Oh, I know what this feeling is."

[00:16:28] Erica Rooney: Mm-hmm. Mm-hmm. And you know, this is ... I talk about this. It all connects to my SNAP method where you stop and you notice, like, why am I feeling all panicky- Mm-hmm ... or nervous or anxious and excited? Whatever it is. And then when you name what that sticky floor is, then you can start to do the deep work. Yep. And you know, now today, years later, I will still feel that feeling sometimes.

[00:16:48] Siri Swahari: Yep. But instead of having that panic and the, "Oh my God, I gotta get out of here. What did I sign myself up for?" It's like, "Okay, we're about to do this. Like, I don't know what it is, but, like, buckle up." It's a much more [00:17:00] exciting way to look at it. Yep. And so ... That's, that's one way to get rid of, uh, sticky floors.

And I'm telling you, it is basic human nature. And the person that Mel Robbins was interviewing who was talking about this, who is preaching and sharing that, okay, you ... This is how you encounter, you know, embrace growth. She, she wrote that she was freaking out to be on that podcast. Yeah. And how she w- was taking energy drinks and to

Because she was feeling the imposter syndrome. So look at the irony of that. And it's also the irony, but it's also the humanity. Yeah. Right? It doesn't matter if you are going on a stage. There is even this article I read, like, you know, Oprah was sharing, even Obama, and she was giving a list of people like Obama, Meryl Streep, and someone else.

She ... There was a post, she said, "Every single person came and asked me this." Guess what? They were asking, [00:18:00] did I do okay? Oh. Was I good? Uh, I mean- Yeah ... d- did it land? Right. See, these are, these are public figures known for, uh, for their- For their charisma ... oratory. Yeah. Yeah. Yeah. Yeah ... their oratory skills, and they went to Oprah and were asking, which again, cements the fact, uh, uh, that we- we are all human.

Everyone feels it. If you are feeling it, you are doing the right thing. Yeah. Keep on growing. Yeah. It almost makes me think that, like, if you have these leaders that never feel that- Yeah ... or say, "Oh, I've... You know, I've never had that thing." Yeah. It just... It doesn't quite make them as human. And one of the things you talk about a lot is trust, and I think when you exhibit those vulnerabilities, you bring about trust.

[00:18:43] Erica Rooney: Mm-hmm. But you also believe in clarity, and I would love to just hear from you, where did you pick up on these leadership philosophies and why are these ones so important to you? And are there any I missed? I mean, I don't know again, where I picked up or I, I, I should give credit to my s- my school, my parents.

[00:18:59] Siri Swahari: I [00:19:00] think these were instilled in me with- without me knowing that, you know, I'm being trained. You know, the, the core values that people teach, they are there for their reason. You know, those should, those should be the North Star. And to be honest, I never realized I was learning to be a leader until, you know...

There are a few incidents. When you asked this question, I was thinking back. There are a couple of things that happened when I was in school. I was the class, class monitor and we... I grew up in a... I studied in a strict Catholic school where we have the uniform code, blue and white, you know, everything to the, uh, notch.

And there was one day where we didn't have school, but they asked us to show up in our f- for some extra review or something before the exams. In the full uniform? And they did not say that. It was a day off. So we had two monitors for each class. We were supposed to go to the principal and ask. We were going on the path, and then someone said, "It's a holiday, so you don't have to wear uniform."[00:20:00] 

So next, that's what I conveyed to my class of 60 members, and next day, 50% of us wore uniforms and 50% came in casual clothes, which in a Catholic school is a big, big deal apparently, uh, even if it's a holiday. I knew it is a big deal on a regular day, but not on a Sunday. So the principal was super mad, and she had...

she gave a punishment, uh, asking everyone to write down 100 times that, "I will come to school in a uniform. I will not miss the rules." And remember, this was Sunday. From Monday onwards, we had finals, and we were there for some final review. And I felt very bad because I conveyed that message, and I got that message from the other monitor, but it doesn't matter.

I should have gone to the principal directly. My miss. I was the one who conveyed this. So- I went to the principal and said, "I will do for all 60 members. That's my fault. I [00:21:00] will write 60 times 100, the punishment. I will take it on. Don't let the class do it because it's my fault." At that time, I did not know it was leadership.

At that time, I thought I was doing the right thing. And I don't know how I got the- Did you write all the words? They said yes, go ahead ... the, the principal was happy that I offered, and she let it, uh, let me go and said, "You know, the class doesn't have to do it." Oh. It's a communication gap. Mrs. Jones, man, she was awesome.

But what I did not realize is she saw the leadership quality in me that I did not. And when I was graduating, she called my dad and said like, you know, "She needs to go for IAS," which is like, you know, uh, a different path from technology and medicine. Another growth, uh, path where you become a, um, officer similar to a, like a mayor or something.

Mm-hmm. Uh, in, in, in Indian, uh, uh, we call it a collector. And she's, she is the one who said, "Oh, Siri has these qualities. I don't think she should be doing [00:22:00] medicine or engineering. I think she should be taking on that path." And until she said that, I never realized. Mm. Uh, so if you ask me when I developed, I don't know.

Yeah. It, it happened organically based on the circumstances I grew up in. My mom was a naval officer. She was a very strict naval officer, so, you know, I think that played a role. Uh, I had good role models. My grandmother, uh, who's, who said no to stupid cultural norms and raised two kids on her own- Hey, good for her

through faith and- Yeah, that would've been hard in India back then. Whoo ... in India back then. She was a child bride who lost her husband when she went to deliver my mom, to her mom. Mm. And at that time, life is done for widows. They don't have any growth. She did not have enough education. She defied all odds.

Wow. I think she is the one who broke the glass ceiling in my household- Yes ... first- Yes ... you know, if I look back. And she said, "I'm not going to be dependent on anyone. My kids are not going to de- depend on anyone." She [00:23:00] studied. One, in one year she completed three years' worth of studies, got a, got her diploma and got a job, and she took care of two kids, raised them well into, you know, successful careers, and here we are.

So- That's hard in today's world- ... with all the technology and everything else that we have Yeah, yeah But you know what else I think, too? At least for me, when you have examples of bad leadership, you also know what kind of leader you don't wanna be. Oh, my gosh. And then sometimes that makes you go overboard in other areas, which, you know, toe the line, but I also think that that's a big thing.

[00:23:34] Erica Rooney: So, like, if you've ever- Oh, yeah ... had your trust betrayed, you're like, "I'm never doing that." Yeah, yeah, yeah. You know, if you've ever been fired in a disgraceful manner or just where you left feeling like trash, you'd never do that again. Yeah. And so I think those are also great ways if you're new in leadership- Yeah

or you're trying to figure out- Yeah ... what's important to me, think about what you don't wanna be. Yeah, yeah, yeah, yeah. See, good leaders are good teachers. Bad leaders are good teachers, too. Mm. I always say [00:24:00] that. Like, you know, I had... I'm not going to name any names, but I had my version- No, I don't care.

[00:24:05] Siri Swahari: Neither do I ... I had my version of bad leaders where I felt like, oh my God, it's- people doesn't matter. Right. And I should never let anyone experience this feeling that I experienced and which is why I think she's a good teacher. Yeah. Yeah, I mean, I had someone who didn't attribute my work to me, and it impacted me greatly.

[00:24:28] Erica Rooney: And so that was my thing from here on out, if anyone else touched something- Mm-hmm ... I always wanted to make sure that that person got the credit. Mm-hmm. And so if I ever see an email and somebody's left off of that, I'm always like, "Hey, let's make sure that we're-" Yeah ... "giving this person their credit." Yeah.

And so I think that was just, you know- Yeah ... one of my big lessons and takeaways. I, I mean, I, I, I think that is what all of us should learn as part of growing up, as part of maturity, as part of being a decent human being. Mm-hmm. Right? Amen. Yeah. Absolutely. All right, I wanna talk about [00:25:00] WEC. Mm. We can't have a podcast if we don't talk about WEC, y'all.

This is the Women Executive Circle, and I mean, this started just right here in Raleigh with Siri and a very small group of people. Yep. And it has blown up. How many states are we in now? 12. 12 different states. Three more to go live. Three... Every time I turn around, Siri's- ... like, "Y'all, we got another state going live," and I'm like, "Good Lord, whiplash over here."

Let's talk about what is WEC and why did you start it when you are already so busy? Yep. I will, I will, I will, but I just wanted to add one more shameless plug. We are ready to go international. Hey. Speaking with UK and Canada, and we'll see how things goes. Ooh, Canada. Uh, but, uh, anyhow, um, WEC, we pronounce it as WEC- Mm-hmm

[00:25:49] Siri Swahari: for a reason, because we want to acknowledge, we want to see, we want to make sure everybody is visible, and that's how the framework developed. And you are part of the story [00:26:00] from almost the beginning. It is something that started organically. I never thought of going beyond NC, beyond... Raleigh. Beyond Raleigh, uh, beyond, uh, and now, you know, into international waters.

But it also speaks volumes to the need on why this came about and why it is growing. So to go back into history, it all started when few of us who were part of Chief, we met for a Christmas party and allowed the camaraderie. And as much as I love seeing others in virtual calls, those Zoom squares- Yep

believe me, I'm not being like, you know, uh, I, I am grateful that the world progresses, progressed, technology progressed where I can see, you know- Yes ... my family, my team, uh, uh, on those Zoom squares. You and I could have done this podcast on a Zoom square. Sure could have. But I chose to show up here- Yeah

because, you know, it is so- It's way more fun ... it is way more fun. It, it feels more human, more authentic. Yes. Yes. And we loved the Christmas party [00:27:00] meetup, and we said, "Can we do it again?" And we were told, unless it's a minimum of 100 folks, nobody's going to invest time and energy to do that. And this is one more leadership quality that I never realized was a leadership quality.

Um, if there is a problem, if I ha- can solve it, I never wait for someone else to come and solve it. I always raise my hand or I always start solving the problem irrespective of the title, irrespective of what my role is. And that's what I did. I reached out to a few friends who I already know and said, "Hey, do you want to meet for lunch?

Let's, let's do a quick lunch and, you know, see how things are going and, you know, just have a proper conversation." And that's how it got started. In fact, it used to be Lunch Group. That's the name of the, uh... or something like that, the, the name of the group. Pretty soon, I think the first few sessions it was like a typical networking group.

We Most of us, we feel, uh, whether you are an extrovert or an introvert, when you [00:28:00] are in, when you are meeting a large group of new members- Mm-hmm ... we always have that, you know, little bit of resistance to break, and you pro- probably have a decent conversation with one or two, the person sitting next to you or across you, and that's it.

You don't get to know everyone who attended and, you know, took part that day. Um, that was something that I noticed, and there was something else that I felt was missing, uh, when we m- met. So I just, uh, I, I don't know if you heard of this rose, bud, thorn framework. I think it's a icebreaker that I, I came across at a party several years ago, and that's what I use personally for my own staff meetings.

We- I, in my staff meetings, we share what's going on, you know, kids' graduation or, you know, sometimes it's sad things, you know, somebody breaking their leg or, you know, somebody had a flood in their kitchen or something. It helps us to relate to others when we know the human side of it. And it... I am, I'm, I think I [00:29:00] keep...

I'm hearing myself back, and I keep hearing myself say so many times human, human, human, human, human. But that is what really matters to me. It's the people. For me, it's always the people. What we bring to the table. It's not, not the titles, it's always- Right ... the people. And- Well, real quick, what does rose, bud, and thorn- Yep

[00:29:20] Erica Rooney: mean? So rose, and I, uh, before we go into the exact definition, I want to give its counterparts. Ah, okay. I'm a nerd at heart. Okay, we're giving the counterparts. Go ahead, girl. You, you, you know the, you know I'm a nerd at heart. Yep. So I had to change it to fit into our WEC ecosystem- Yeah, okay ... the WEC framework.

[00:29:39] Siri Swahari: So rose represents the W in WEC as wins. Mm. What's going well in your life? It can be a personal thing. It can be a professional thing. Uh, bud is what's evolving, and that, that represents the letter E in WEC. Mm-hmm. And same thing for [00:30:00] thorns, you know, problems. It rep- challenges. Ties to the C within the W- E- C framework.

[00:30:07] Erica Rooney: Mm-hmm. So every meetup, we go through the table, around the table, make sure we introduce. And I know, uh, we are fortunate to have you at the table, part of this, uh, WEC group, and also we are fortunate that you are part of the board of advisors for WEC. Yep What we do is make sure every single person is heard, so and we do this mandatory introduction.

[00:30:31] Siri Swahari: At this point, most of us know each other, but you also know every single meetup we get a new member or two. So it helps reestablish that being seen across the board, uh, concept behind VC, and we do this mandatory VC framework where we share what's going on. And believe me, girl, I have a loving family, amazing family.

I have amazing friends. But when I sometimes go and share my problems and the challenges that I face- I [00:31:00] was like, "I know where you're going, girl." I know. Yeah. Sometimes I feel like, "Are you even listening to me?" No, I'm on a different planet. Yeah. It i- they, they are. It is. They're, they're being genuine because they, it takes one to know one.

They don't know what it takes taking care of children, which is p- Traveling across the world at Christmastime- Yeah ... you know, for three weeks mandated, like. Being the only person at, only woman at the table. Those glass ceilings that you break and then realize there are some glass cliffs there that you cannot be.

You know, you, you always have to have that strong facade. Yes. You cannot be vulnerable. Even though I am lucky in that sense that I have a really good cultural environment, uh, at my work, I have been in places where I did not get that. Yeah. And I know i- what it takes, how much of a toll it takes. And just like basic therapy session, you know, when you go and speak with a therapist, even if the therapist does not give you a answer, sometimes saying it out loud- Yes

provides a lot of [00:32:00] relief. Yes. And that's what I created and we created together. It is a safe space for where you can take the mask off, where you can be your true self, where you can share what's going on. Yes. And another magic, I think you must have observed it, too, sometimes when the strong leaders start sharing their problems or challenges, when they start putting their thoughts into words and saying it out loud, I sometimes notice a gleam in their eye where they find a solution themselves.

Mm-hmm. They don't need to sol- they don't need anyone at the table suggesting what they need to do. They find it themselves. It is- It gives them the space, yeah ... we, we, because we women are known for not prioritizing ourselves. Even for showing up for VC meetings, if it is more than 30 minutes, we would not go.

We would, we don't think we are, uh, high on the priority list where we would show up. If it's a kid's appointment, oh, two hours, nothing. We will do anything it take. If it is a [00:33:00] pro- deliverable at pro- at work- I'm up all night ... you'll, yep, you'll bend backwards. But making time for yourself where you can be your true self, where you can show up, and also experience the joy of showing up for your peers, that is something priceless.

I know I can't quantify or qualify it. You need to experience it- Yeah ... to feel it. And that is the, that is the beauty that we created with the VC, and honestly, I think you were one of the reasons, the pivotal day where we decided to go, uh- Mm-hmm ... from beyond NC. Yep. For the audience, um, we were meeting in August at our regular happy hour and going through the table and going through the, everyone's story.

[00:33:45] Erica Rooney: Mm-hmm. And for the first time in my life, ever since hosting these sessions, I seen a leader tear up, and I, I know it is hard at times. Yeah, that was a really hard situation, too. But I never seen that. Yeah. [00:34:00] But, but also, that is the day I noticed the beauty, the magic. Mm-hmm. You know, when she was sharing her problem, I think there were 18 of us or 20 of us at the table- It was a nice table, yeah

[00:34:09] Siri Swahari: that day, and I saw everyone get up, give her a hug, you know, consoling her, but it did not stop there. They even literal back of the paper napkin plan of action. You know, what, what she needs to do. How can she address it? Who should she go to? You know, how to address- Yeah ... the problem. There was someone from a CEO, uh, perspective giving their, uh, advice, and I remember you with your CHRO hat- Mm-hmm

CHRO expertise, you jumped in and said, "No, no, no. This is going to raise HR, uh, issues." Yeah. "You need to navigate it in a certain way." In a way, that day I saw the sisterhood in action. Mm-hmm. I saw the magic in action, and I saw that, I real- uh, realized that we created board of advisors for each and every one of us.

[00:34:54] Erica Rooney: Yeah. Right? Everyone who has a problem, you have a senior, uh, brain trust. Yep. [00:35:00] Senior leaders who, and their brain trust there ready to step up and support you. Well, and what I love about the framework is you get to go past this just like, "Oh, who are you? What do you do? What part of the area do you live in?"

Yeah, yeah. Which we really just get stuck in all the time. Yeah. And it goes that layer deeper, which allows- Yeah ... those moments and just- And, uh, one more thing- Yes ... to, uh, finish that story That day I think we ended up... We usually stay for one or two hours. That day we ended up staying for three and a half hours solving that problem.

[00:35:31] Siri Swahari: And while I was walking to the car, the leader who was, who was having that challenge, she tapped on my shoulder and that's when she said, sh- she shared that she has been depressed for the past few days. Three days she didn't get out the bed, didn't, uh, didn't take care of her kid, didn't go to work. She was so down with the issue.

But when... And she literally pushed herself to show up when the Happy Hour notification came. And [00:36:00] she was like, "I'm so glad, Siri, I showed up. I'm g- I'm glad I, I was able to attend. I can go to work tomorrow, you know? I can-" Oh. And, and that was my turn to t- uh, tear up in a parking lot. Yeah. And that's the night, I don't know if you remember on our WhatsApp thread, that's the- No

as soon as I came home, I, that's when I said, "Ladies, I realize I will never find time, but the world needs it. Let's go." And- I do remember when you did that- Yeah. Let- let's expand ... because I was like, "We just spent, like, three hours together. What else is she texting?" And you know, beauty of it is, you know, I said that on a Thursday evening or a Wednesday evening.

By that weekend I thought we would be- You were rocking and rolling ... we had 15 states show up- Yeah ... saying, "We want to be part of it." And again, that again speaks volumes to how much the need is- Yeah ... in the world. And, and now I'll let you go to your next question. I just wanted to finish- Well, no, I love that

the origin story. I'm glad that you did. I'm so sorry. I, I mean, I- No, no, no. This is- I love this rosebud thorn, and actually I normally end with a, a very familiar question, but [00:37:00] I wanna end today with your rosebud and thorn right now because I'm like, "This is just so cool." We really gotta showcase it. So what's your rosebud and thorn, your wins, evolving, and challenges?

Okay. My wins is my daughter just graduated. Ah. Uh, she's a dou- she graduated with the highest honors, majoring in, double majoring in computer science and neuroscience. Yeah. And she accepted a, a seat in NYU Grossman School of Medicine, getting full scholarship. Wow. So that's a big win that we are still cherishing.

I think I'm going to l- uh, use this for at least two more times. Yeah, absolutely. Uh, evolving, I am the executive sponsor of the AI team at CGI, so it is work in progress. Like anything in AI, with your other hat, I, you, I'm pretty sure you are aware of the complexities, of the nuances, the exponential changes that are happening, finalizing the project initiatives, working what's right.

Um- Yeah ... [00:38:00] what would work for our ecosystem, what nee- what has the right foundation. That is something that's been evolving, that has been taking, uh, um- Keeping me pretty busy these days. Yeah. And challenge, I'll say something physical. I did a stupid thing of lifting something too heavy, sprained my neck, and today is the first day I'm able to move my neck.

Oh, wow. So after four days. Woo. So I'm here. Woo. I'm glad to be here. Go home. Rest a little. Oh my goodness, that is too funny. And this is how it goes. We can speak work, we can speak personal, we can say there's nothing. It's whatever's on top of your mind. Yeah, whatever is on top of your mind, and that's how VC works.

[00:38:37] Erica Rooney: I love it. Well, Siri, thank you so much for joining us on the podcast. It was so awesome to have you and just hear the whole story and just learn more about you. Mm-hmm. So thanks for being here. Thank you for inviting me, and you know, it's, it's really nice to get to share my story with others, and I appreciate the opportunity.

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