In this first part of a two-part series highlighting BISA DE&I Rising Stars Program participants, guest host Piera Valle (Pacific Life) is joined by Jenny Kaskel (InspereX) and Michael Lollman (Frost Investment Services), both from the program's 2021 cohort.
They share their stories, thoughts and advice after more than a year spent as program participants, discussing topics including:
The BISA DE&I Program is an exclusive BISA-sponsored recognition and leadership development program for professionals who have demonstrated commitment to creating an impact in and advancing DE&I in our industry or within their communities. It’s designed to foster professional growth, leadership growth and career advancement for diverse individuals through mentoring, networking events and volunteer opportunities.
If you know someone who would be perfect for this program, nominate them for the 2023 cohort by Oct. 31, 2022.
BISA is the leading financial services industry association dedicated to serving those responsible for the marketing, sales and distribution of securities, insurance and other financial products and advisory services through the bank channel.
In this first part of a two-part series highlighting BISA DE&I Rising Stars Program participants, guest host Piera Valle (Pacific Life) is joined by Jenny Kaskel (InspereX) and Michael Lollman (Frost Investment Services), both from the program's 2021 cohort.
They share their stories, thoughts and advice after more than a year spent as program participants, discussing topics including:
The BISA DE&I Program is an exclusive BISA-sponsored recognition and leadership development program for professionals who have demonstrated commitment to creating an impact in and advancing DE&I in our industry or within their communities. It’s designed to foster professional growth, leadership growth and career advancement for diverse individuals through mentoring, networking events and volunteer opportunities.
If you know someone who would be perfect for this program, nominate them for the 2023 cohort by Oct. 31, 2022.
BISA is the leading financial services industry association dedicated to serving those responsible for the marketing, sales and distribution of securities, insurance and other financial products and advisory services through the bank channel.
Piera Valle 0:09
Welcome to the BISA Portfolio Podcast, a podcast elevating the voices of Bank Insurance & Securities Association members. I'm Pierre Valle, guest host for this first part in an exciting two-part series highlighting members of the BISA Diversity, Equity and Inclusion Rising Star Program. These rising stars come from unique backgrounds, but all have shared experience as wealth management leaders committed to DE&I. Today, two of our 2021 members will share their stories, thoughts and advice after more than a year spent as program participants.
Piera Valle 0:48
But first, I want to remind you to please subscribe to this podcast and leave it a rating and review while you're at it. It's available wherever you listen to podcasts. So make sure you are subscribed, whether that be an Apple podcasts, Spotify or another platform. And if you enjoy our discussion today, please share with your network.
Piera Valle 1:07
So a little bit about myself and BISA DE&I Rising Star Program. I'm the Senior Director of Strategic Partnerships at Pacific Life and have been a BISA member for over 20 years. The majority of those 20 years I focused in the bank channel to help deliver product solutions to financial advisors versus a product manager at JPMorgan Chase. And for the last 14 years with Pacific Life in strategic partnerships. A number of years ago, I joined our DEI committee. We were brainstorming ways to engage, recruit and retain people from diverse backgrounds to the wealth management industry as well as to BISA. We also wanted to provide a value-added service to these industry professionals. This is where the Rising Star program came to fruition. This is an exclusive BISA-sponsored recognition and leadership development program for professionals who have demonstrated commitment to creating an impact in advancing DEI n our industry or within our communities. It's designed to foster professional growth, leadership growth and career advancement for diverse individuals through mentoring, networking events and volunteer opportunities. Up to this year, this program has been geared towards young professionals who fit this criteria. But for 2023 we're opening it up to people of any age in the bank and security space who have made their mark in DEI.
Piera Valle 2:33
Now that you understand the background of this program. I'm so excited to introduce to you our two guests of the day. Please welcome Jenny Kaskel and Michael Lollman. Jenny was featured in our most recent edition of the BISA Portfolio print magazine. BISA members received this exclusive magazine yearly. Michael recently passed the 66 and earned a promotion to operations supervisor. Congrats, Michael! Can you both tell us a little bit about yourselves. Jenny can go first.
Jenny Kaskel 3:06
Hello, my name is Jenny Kaskel. And I'm a results-driven vice president of marketing within InspereX focused on marketing product education and promotion to financial advisors and registered investment advisors. We serve our clients with industry-leading education, client-friendly collateral, and tech supported one stop digital storefronts right at their fingertips. I help InspereX by creating timely and unique ideas, showcasing the benefits of risk management solutions to help our clients grow their business. I joined the firm in 2017 after graduating with a master's degree from Florida Atlantic University. And in my free time I enjoy traveling, wakeboarding, fine dining and spending time with my husband and two cats here in Tampa.
Michael Lollman 4:04
Hi everybody. My name is Michael Lollman. I am the operations supervisor here at Frost Investment Services. I've been with the firm for the past nine years in multiple roles. I am currently focused right now on our RIA business and have also recently taken over supervisory of other brokerage operations as well. I graduated from Concordia University in 2013 in Austin with a bachelor's degree and in my free time I like to travel, play as much golf as possible, spend time with family and friends, and I'm always trying new recipes with varying levels of success.
Piera Valle 4:43
Great. Michael will have to share some recipes because I also like to cook and I also like to travel. So you guys are both members of the 2021 DEI rising stars cohort which means you were named early last year. Can you both walk me through your reaction to being nominated and/or admitted to the program? And can you share why you are in the program? Jenny, may I start with you?
Jenny Kaskel 5:07
Absolutely. I feel incredibly grateful, especially to those who believe in me and nominated me to be part of this fantastic program. And I'm super excited about the opportunity that I've been given to grow, not only with my firm, but also within the industry as a whole. It's been a very rewarding journey, starting as an intern just after grad school to working my way up to marketing VP. And then I credit a big part of my career to the female mentorship that I've been able to enjoy and who have supported me through this journey.
Piera Valle 5:45
Great, Michael?
Michael Lollman 5:47
Yeah. So very similar. I was also nominated by two females, our president Angela Holliday here at Frost Investment Services, she actually is on the board with BISA. And she nominated me and went to my previous boss, a former rising star herself Ursula Lee, and discuss whether I would be a good fit. And of course, Ursula and Angela were all in. So it's just been a really gratifying experience just to even be considered for an award like this. And then I look back, and I just think it's just been a humbling experience as well to be included with such outstanding rising stars and in our industry such as Jenny.
Piera Valle 6:31
Great. Well, you both deserve to be a part of this program. And it really has been great having you over the last two years. Now that you've been involved for almost two years, can you share how your second year has been different from your first? And what benefits have you gained from your experience so far? Michael, you can begin.
Michael Lollman 6:48
Yeah, so I think the first year specifically was just an absolute whirlwind -- very reactive, being told you got to be here, you got to do this, you got to attend this. And I just felt like a freshman in high school. Here's your schedule, this is what you got to do. I think the difference between then and now is very proactive, I'm able to make of it what I decide. So I was able to participate in the Dare to Lead program, which was a fantastic opportunity. I've met a lot of colleagues that I've been able to just keep in contact with, and bounce different scenarios and questions off of them. And it's actually pretty funny to see people. We're in the same industry, but we're in different roles. But having them also experienced a lot of the same maybe challenges or questions that I have. It's just being able to have that vast network of people that I can lean on. And you know, the first year before this opportunity I didn't have you know, I definitely have to give a shout out to my mentor for BISA Jim Fujinaga, at Hancock Whitney. He's just been a tremendous resource for me. And it's not even just work, just being able to talk and have a discussion about just life in general, the opportunities that this has opened up, I'm forever grateful for.
Piera Valle 8:10
That's great. Michael, I have to say I love the Date to Lead program too. I've done it a few times now. And what I gained from it not only helped my career, but also my personal life, really understanding how being vulnerable makes you a better leader. And I have to say that I've gotten so much closer with the people that I went through that journey with and I'm so glad that you felt the same journey.
Jenny Kaskel 8:36
I can echo Michael and a lot of what he said that the first year of being a rising star almost feels like the setup here that is more guided. Whereas in the second year, it's all about application and about cultivating the relationships that are built during year one. But overall, I really have to say the Rising Star Program offers so much opportunity, but it is up to you to make the most of it, which I like. And I think that's what identifies a lot of the rising stars is that we are yes sayers and we take up opportunities and put ourselves out there. And so the business coaching and the programs that we've been able to go through such as the Leadership Program, or the mentorship sessions that I had with Pam Dawson from US Bank, all this that I received in year one, I was now able to apply in year two and draw on that pure experience and the feedback that I've received thus far.
Piera Valle 9:46
Can you talk about your commitment to DEI and why this topic is important to you. Jenny, can you start?
Jenny Kaskel 9:53
The topic is important to me since I am a first generation female immigrant. And I am where I am in my career due to my strong work ethic that I received from my German single mother. And because I had someone at InspereX who believed in me, and made a strong case to hire me, so I would consider myself a successful immigrant story in a way. And for me, it's very important to inspire and motivate the next generation. I'm all for women, empowering women. And myself and our firm have a huge emphasis on hiring diverse candidates as well.
Piera Valle 10:38
Great, Michael.
Michael Lollman 10:40
So I think it all starts for me with my dad, he is probably my biggest inspiration and hero. And just growing up, he really instilled values of, you know, hardwork, treating everybody with respect. He grew up in a very small town in upstate New York. So he is, he's never met somebody that he isn't friends with right off the bat. But he just dives in, he's very community oriented. And it really just, you can just feel it's genuine with him. And so I tried to emulate that a lot in what I do. And so growing up myself, I grew up in a pretty diverse neighborhood. So I learned to really empathize with other people's stories, even though maybe me myself didn't have that same experience, I was able to see it, and empathize and be willing to help in any way possible. And I think that's kind of carried over in just life in general, I couldn't see myself working anywhere but Frost because they really live the values that I think are important to me as well. Frost has a very diverse group of people we work with. Phil Green, our CEO, he will say that he's also the chief DEI officer, because it starts with him, it is one of his core priorities. And you just really feel it never feels forced here at Frost, it's just kind of who we are kind of built into what we do. Our workforce is more than half women. And it's also made up of more than half minorities. So not only talking about these values, but actually backing them up with action. And that's what I really appreciate about being at Frost and just living my values.
Piera Valle 12:21
That's wonderful. Thank you for sharing that. So in 2023, we will be opening the DE&I Rising Star Program to people of all ages. But I know you are both from a younger generation. Engaging, including people from diverse generations in the wealth management industry is one aspect of inclusion, a really important one. I'm curious about your career experience working with and engaging people from older generations. I know this can bring benefits and challenges. Jenny, can you start off?
Jenny Kaskel 12:52
Absolutely. I think it is very important to have perspectives from all age groups, especially in our industry, because someone that is older than me might have lived through markets and market scenarios or crashes that I did not experience the same way. And through that experience in the long term outlook and wisdom that they bring to the table, we can relate to a larger demographic, and see different approaches that are being taken, especially to investing and wealth management. That's why I think the not only cultural, but also generational diversity is crucial for any organization.
Piera Valle 13:37
Michael, your thoughts?
Michael Lollman 13:40
Yeah, so I couldn't agree more with Jenny. I think having that wisdom, that values just immeasurable, being able to kind of engage in the debate of how things have been done. And saying, okay, is what we're doing now, still the best way to do it, but having that resource to say, why was it done this way? And is it again, Is it still relevant? Can we look to improve it, but you don't want to go in and completely change things just for the sake of innovation. It's always good to have a rock foundation that you can say, why was it done this way? Why couldn't we look at doing that? Because maybe some of the thoughts you have have already been kind of hashed out previously. So I think definitely, you want to have that diverse workforce you can lean on.
Piera Valle 14:25
Thank you, Michael. For that perspective. I agree. It's very, very important for us to rely on the experience of the older generation. But I also think it's very important for us to learn from the younger generation to understand what makes clients tick today, for instance, just look at the way people communicate. It is much different now than it was 30, 40, even 20 years ago. So it's important for us to learn from people like you and Jenny, to understand how having more digital solutions, social media presence can make an impact in our industry.
Michael Lollman 15:03
No, I think that's a very good point. You know, I, personally here at Frost, we've implemented a lot of new technology, but it will never replace what I think we do best is the human experience. Being able to, you know, if you call us, you will get a human that picks up the phone. It's just comforting, especially for an older generation. We still have customers that want to come in and sign paperwork at the branch. So it's looking at innovating processes, but not taking away who you are, or you only want to add technology when it adds value. And it doesn't take away from your business.
Piera Valle 15:38
Okay, great. So what do you think companies need to do to encourage diverse recruitment and retention in this field? What are your thoughts on that, Michael?
Michael Lollman 15:47
Yeah, so I think what we could look to develop is programs that give exposure and opportunities as early as possible. Frost, for example, partners with local high schools to give students overviews of all the opportunities at the bank. We also partner with HBCUs, like Texas Southern and financial literacy training, and also recruitment opportunities. As far as the retention aspect of that, I think it's important to realize that diversity is just the first step. You know, we always talk about D and I, diversity is the first easiest step to accomplish. But you have to realize there's more to it than just diversity. Equity and inclusion are just as important. So being able to provide equitable pay, access to opportunity, access to information, I think, is it tremendously valuable. And then also having those individuals have a voice, and have a an avenue, where they are heard and they're listened to. And I think showing different people's backgrounds and things like that, you can really celebrate them and really show them off as role models to another generation. So it builds upon itself.
Piera Valle 17:00
Absolutely, Jenny, anything else you want to add?
Jenny Kaskel 17:04
Similarly to what Michael said, I believe it's important to cast a wide net, take a broad approach to recruiting and start early. InspereX also partners with HBCUs, where we partner with Solomon testing and provide preparation for undergrads and graduate students alike. And once, like Michael said, you have this diverse workforce established, it is crucial to celebrate and value people for who they are, and show them that you appreciate them with their different backgrounds, and do the work within the organization.
Piera Valle 17:51
Great, thank you. I'm curious what if any changes to the industry you think needs to be made, and what your perspective is on the future of the industry, when it comes to DEI.
Jenny Kaskel 18:03
I firmly believe that we need to continue to make strides and shine a light on the importance and the value of diversity. This podcast is a piece of the puzzle. And it is crucial that we set up the next generation for success, inspire and help them follow in our footsteps, provide mentorship, just like we have received mentorship, and inspiring the next generation and showing different avenues in the industry.
Piera Valle 18:34
That's great, I have to say that you're doing a great job with that already with being a part of this podcast and this program. And I know that this will inspire many others. Michael, do you have any insight here?
Michael Lollman 18:47
Yeah, so I think Jenny hit it on the head there. I think personally, I think it's kind of my responsibility and duty, that I've benefited being able to learn and grow from so many others before me that it would feel almost selfish. If I didn't take the next step and be that mentor be that example for other people. I was able to actually talk to our chief DEI officer Karen White. And one of the things she mentioned about the future of DEI is that it's only going to continue to be the focus. I think we're already seeing a talent pool develop as companies try to attract and retain workers. And we've already previously mentioned what needs to be done to retain workers. So it's not going away anytime soon. It's only going to be put at the forefront. And you know, one of the things that me and Jenny really talked about and not just me and Jenny, but our entire rising stars at the last conference is we really want to be actionable. I think me and Jenny have kind of mentioned that already earlier in the podcast, but we're I guess our generation is a little bit past discussing whether issues exist. I think we know they exist. We know there's steps we can be taking. So what can we do to be actionable that we can make changes to actually solve the problem and move the needle forward.
Piera Valle 20:06
Great. Thank you, Michael. You did mention reaching out to your chief DEI officer to get some more information on what Frost was doing. But what advice do you have for other people wishing to get involved in DEI initiatives, whether at work or in their communities?
Michael Lollman 20:22
I think it just personally comes down to putting yourself out there looking for opportunities to really just say, yes, whenever an opportunity arises. And I think me personally, when I think about it, you got to realize you're not going to change the world and one big action. So whatever you can do, that's just a small action, even, you know, something as small as having a conversation. Like I said, I reached out to our chief DEI officer, and I said, 'What are we doing? How can I be help? What can I do to be the change?' And so not being afraid to ask just because it hasn't been asked or hasn't been done. Doesn't mean it shouldn't be. So something as simple as asking a question snowballs into a big effect.
Piera Valle 21:04
Absolutely. Jenny, anything you wanted to share on this?
Jenny Kaskel 21:08
Yes, definitely striving to be an advocate. And think about, like Michael said, 'What is kind of near and dear to your heart.' So for example, I came here initially as an exchange student. So when I was at a point in my career, I felt more established. I researched international exchange student programs, and how I can support those. So it doesn't always have to be on a super macro level. But getting involved just in your local community and being self motivated to help can already make a big impact.
Piera Valle 21:46
I agree. I agree. Great advice, both of you. My advice is don't wait for someone to ask you to be involved. If you're passionate. Go for it, even if it's something small, as Michael and Johnny both said, that's what I did. When I started on this DEI journey a few years ago with the BSA diversity, equity, inclusion committee. I knew I wanted to do more, but I did not know how. So honestly, I went to everyone I knew at Pacific Life, which is a lot of people, and asked 'how can I be more involved,' and came up with ideas and shared it with our different committees. And now I'm happy to say I am an integral part of Pacific Life's DEI initiatives. And it's been a great experience.
Piera Valle 22:30
So last question, as up and coming stars in our industry, what advice would you give people just entering the industry? What is the one thing you wish you knew when you first began? Jenny, can you start?
Jenny Kaskel 22:44
Networking is absolutely key. cultivating relationships in the industry, taking up opportunities and saying yes. When I first attended BISA, I was very shy and almost intimidated. And now I'm super excited to see familiar faces. And I'm already looking forward to February and seeing everyone in Miami. And so when I first attended, I really had to step out of my comfort zone, put myself out there. But now I'm reaping the rewards, and being able to lean on and draw upon experience from other industry leaders.
Piera Valle 23:29
That's great. By the way, it never gets old, even after 20 years. Come February, March, whenever the meeting is I'm just as excited to see everyone and network and give all my industry friends, Big hugs. So it's great that you're feeling that already after a few years. Michael?
Michael Lollman 23:46
Yeah, so Jenny kind of touched on it, I would say embrace it. My first year, my plane was late. So I arrived at the hotel late, I was still wearing when I was wearing off the airplane. And I still had my luggage with me. So I came in looking like a hot mess. And I sat down actually sat down across from Jenny. And within maybe five minutes, everybody around me, we were talking, enjoying ourselves, the good food and drinks definitely helped. So just embracing it knowing that you belong, you've earned this opportunity. But also how can I take this and keep learning from it? You never want to kind of plateau you always want to be pushing for more. You know, me personally, I've learned probably my best learning moments have been my failures. So does it suck to fail? Yes, absolutely. But you can learn from it, and you can only become better from it. So if you would have just asked me a few years ago, would I be nominated for a rising star or be on a podcast and doing all these programs? I would have laughed and said no. So just taking that leap of faith and embracing it. You will reap the benefits and you'll definitely see the fruits of your labor.
Piera Valle 25:05
Great. Thank you. And thank you both for the really great discussion and sharing your thoughts with us. I hope this conversation will benefit other professionals who are currently in wealth management or considering joining the field. Thanks everyone for listening today. If you enjoyed the podcast, please subscribe, rate and review so you won't miss future uploads. And please share the podcast and join the conversation on social media. Thank you so much. Have a great day.