In our month-long celebration of Women’s History Month, this week I had a “cup of coffee” with Jennie Fisher, GreatAmerica Financial Services‘ group president of Office Technology:
Good morning, Jennie! Would you be so kind as to share with us how you got started in this industry.
Hi, Carol! Well, in my 20s, GE Capital recruited me to serve as an executive assistant to Tony Golobic, who is now the executive chairman of GreatAmerica Financial Services. During that time, I had lunch with Tony while he was planning to start a new leasing company. His vision for the company and his willingness to invest in me inspired me to leave my stable job with great benefits and take a chance on his startup.
Taking that leap turned out to be the best risk I ever took. It reminded me that growth and elevation often require taking bold risks. Building a company that prioritized doing the right thing for both internal and external customers was incredibly fulfilling. Although I took a step back in terms of my career trajectory, I later realized that pausing to invest in myself was a necessary step to move forward.
At GreatAmerica, I advanced quickly, taking on roles in sales leadership, marketing leadership, and business unit leadership. Over the years, I continued to rise through the organization, ultimately stepping into my current role as group president.
Let’s shift now to mentorship. What are your thoughts on the importance of women having mentors in the industry?
If you don’t have a mentor yet, make it a priority to find one—or even two or three. Look for mentoring relationships that provide unique perspectives, recognize different qualities in you, and offer transparency. Throughout my career, I have been fortunate to have mentors who took me under their wing and helped me realize the potential they saw in me. I’ve also had the opportunity to seek out individuals with the knowledge and expertise I needed during critical moments. As you assess your current career needs, reach out to people you admire and respect. Connect with individuals you trust to provide objective feedback and help you grow.
I was lucky to find a mentor in Tony Golobic during my early days as his executive assistant at GE Capital. Every conversation with him made me feel part of something bigger and gave me confidence in my ability to succeed within the organization. His care and respect motivated me to give my best effort and never let him or the company down. Tony encouraged me to pursue higher education—first at Kirkwood, then Mount Mercy, and ultimately my master’s degree at the University of Iowa. He continues to challenge me to improve, think differently, set ambitious goals, and strive to become smarter and better every day.
Have you had many bad ‘bosses’ (who shall remain nameless) along the way?
As a leader, I always aim to mentor and hire individuals who are more talented than I am. Some leaders hesitate to do this because they fear they might eventually report to those individuals. When I first transitioned into sales, I worked under a leader who seemed to enjoy seeing me struggle and become overwhelmed. She actively avoided supporting my success. Although the experience was painful, it taught me valuable lessons that shaped my leadership style. Over time, I learned to focus on empowering and supporting my team to ensure their success.
Throughout my career, I have encountered challenges where both men and women felt threatened by me—whether due to my title, my outgoing personality, or the experiences and intelligence I brought to the table. In the beginning, I took those situations personally. Eventually, I decided not to let that kind of pressure affect me. Instead, I remind myself: ‘There’s a lot of good in that person, and there’s a lot of good in me, and together, we can help each other.’ I make it a point to break down barriers and build relationships that benefit both parties.
You must be tenacious and fearless. I work for a company that actively combats sexual discrimination and provides anti-harassment and anti-discrimination training. Over the years, I have witnessed inappropriate behavior in the industry and recognize the importance of women standing up for themselves and supporting one another. Likewise, it is critical for men in the industry to advocate for women when they see something wrong.
You have worked on both sides of the partner channel (imaging and infotech), would you say it’s ‘easier’ for women working on the IT side as opposed to the more traditional printer/copier side?
After recently taking on responsibility for our Connected Technology Group and observing more BTA channel providers incorporating IT services, I noticed that the technology sector tends to be more accepting of younger salespeople. It also creates a welcoming environment for women who demonstrate flexibility and high emotional intelligence. This approach fosters immediate trust, which is vital in IT, as clients rely on someone they trust to manage their networks effectively.
Let’s talk about family: Has U.S. human resources policy evolved regarding maternity and parenting leave?
The evolution of FMLA and other policies highlights a broader societal shift toward prioritizing family well-being and work-life balance. When our son, Cameron, was born, I was working at a different company and noticed that maternity policies varied widely between organizations. Women had no guarantees of pay or job security. In 1993, the Family Medical Leave Act (FMLA) changed everything by granting families the time they needed at home with their newborn or adopted child. As a family-owned company, GreatAmerica actively supports and encourages time with family by offering flexible solutions tailored to employees’ needs.
For parents trying to achieve better work-life balance, what programs does your company offer? How have you been able to successfully juggle work and family obligations throughout your career?
GreatAmerica offers paid family leave, additional unpaid leave (if requested), and a 50/50 hybrid work environment. This hybrid model provides everyone, including parents, with extra time in their day by reducing commute time.
While raising our son, my husband Scott and I relied on a lot of tag-team parenting. Balancing a growing career, leadership roles, and parenting was challenging, but we had support. Even with that support, there were still many sacrifices along the way.
GreatAmerica has always been very family-oriented and provides numerous events centered around families. Every fall, we invite team members’ children to participate in a Halloween parade and trick-or-treat throughout our building. I absolutely love seeing all the kids in costume! We also organize a holiday party for families with children and host summer baseball games and other family-friendly activities.
That’s wonderful! Let me ask you if becoming a working mother adversely affected your progression up the corporate ladder?
Absolutely not. My husband and the leaders I’ve worked with over the years have consistently supported me. GreatAmerica is remarkable for its strong representation of women leaders. The organization has always provided unwavering support to all employees as they strive to grow and accomplish their goals.
What would your colleagues say is your greatest strength?
My colleagues would likely say that I am a trustworthy advocate for both the industry and customers. They would also highlight my genuine care for the people I work with and serve.
A long-time customer who has become a close friend, Jim Dotter, president & CEO of Edwards Virginia Business Systems, shared these kind words: ‘You are a highly respected leader in the office technology industry. You are known for your unwavering commitment to customers, team members, and company. Your proactive approach, clear communication, and dedication to our success foster a true partnership, strengthening our trust in GreatAmerica and driving our own business growth.’ His thoughtful words deeply moved me and serve as a reminder of how much I enjoy working in this industry alongside such incredible individuals. For me, it’s all about the relationships I’ve built over time.
What’s the best advice you’ve received from a colleague or mentor? And, what advice do you give your younger female colleagues about working in the office technology industry?
Be proactive in engaging both inside and outside your organization. Act as a mentor and a leader, whether formally or informally. Leadership can be demonstrated in countless ways without holding a formal title. Throughout my career, I have gained the most from collaborating with diverse groups of people. Surround yourself with smart, positive, forward-thinking individuals who inspire growth and innovation.
The best advice I’ve ever received comes from Henry Ford’s quote: ‘Whether you think you can or think you can’t, you’re right.’ This wisdom encourages me to evaluate how I might be holding myself back and motivates me to make adjustments and move forward with confidence.
The office technology industry is facing a talent shortage: Give us your best recruiting speech about the opportunities for women in the industry.
Now is the perfect time for women to step into the office technology industry. Innovation drives our field, constantly pushing us to evolve and grow. Women bring invaluable perspectives and unique skills that play a crucial role in this transformation.
Our industry thrives on collaboration and the ability to connect people, which sparks creative solutions. Women excel as natural networkers and connectors, making them instrumental in building these connections. Their dedication and hard work are essential in advancing progress and fostering innovation.
Join us in shaping the future of office technology. Your talents will not only help address the talent shortage but will also contribute to creating a more inclusive and dynamic industry. Together, we can achieve remarkable things!
What notable woman has inspired you by her contributions to history, culture and society?
Princess Diana has always been a source of inspiration for me. Her leadership traits—compassion, dedication, and authenticity—deeply resonate with me and are essential qualities in business leadership. Diana demonstrated genuine care for others through her passion for humanitarian causes and her ability to connect with people from all walks of life.
In business, following Diana’s example means leading with passion, empathy, and authenticity. Building strong relationships and understanding the needs of both your team and customers foster a more inclusive and successful organization. Diana’s skill in breaking down barriers and forming personal connections is a trait that every leader should strive to emulate. Her legacy serves as a powerful reminder that true leadership is not just about achieving personal success but also about creating a meaningful impact on the world around us.
Before we wrap this up, Jennie, is there anything else that you’d like to add about your experience being a woman in this industry?
Women in our industry continue to push forward, learn from one another, and leverage their strengths. By partnering with male counterparts, women create mutual success for the companies they work for or own. Today, many women owners, executives, and employees are actively engaging in these discussions. As some of the more experienced generations retire, more leaders are involving their daughters in the business. I have had the pleasure of getting to know these intelligent and talented women.
The Office Equipment Group at GreatAmerica stands out for its women leaders in the office technology industry. Many of the leaders on my teams are women, and I am proud of their contributions. I also commend The Cannata Report for its ongoing efforts to uplift women leaders through your Women Influencers franchise. Your work has been vital in showcasing the accomplishments and impact of women in our industry.
Check out Frank Cannata’s 2023 video interviews with Jennie.
