To help celebrate Women’s History Month, this week I had a “cup of coffee” with Laura Blackmer, president of dealer sales at Konica Minolta Business Solutions:
Laura, let’s jump right in! Please share with us how you got started in this industry.
Well, Carol, I have always said I have been dancing on the fringes of this industry for a long time, but I am a relative ‘newbie,’ having joined the industry in 2013. I worked for HP for 20 years and then did a short stint in the barcoding industry (computers and printers.) In 2013 a good friend of mine sent me a prospectus for a job in Northern New Jersey (close to home) managing a ‘dealer channel’ for an Office Equipment manufacturer. Being completely ignorant of the fact that the tri-state area is home to many of the key manufacturers, I had no idea who it was. I met with the recruiter and then ultimately interviewed with Doug Albregts. I knew immediately this was a job I really wanted, but was nervous about the responsibility. ‘Could I do it?’ Classic female response. I took a leap (and so did Doug) and the rest is history. I joined Sharp in 2013 and worked there for four years before taking a similar position at Konica Minolta in 2017. Although I feel like I’ve been doing this my whole career, I have missed out on some great escapades in this business from the last 25 to 30 years.
What are your thoughts on the importance of women having mentors in the industry? Can you share your own personal experiences?
I think it’s critical for anyone looking to advance their career to find mentors. But ‘mentor’ is a loaded word that implies structure and long-term commitment. The reality is we all have mentors along the way. Some are with us for just a short time because they offer specific input, others are informal and yes, there are also more formal programs. All are valuable. I have had the absolute pleasure of some wonderful mentors in my career for many different reasons.
I had a long-term friendship with a wonderful boss from HP who really taught me about ‘servant leadership,’ although it wasn’t called that at the time. She showed me the value of understanding and caring about the people who work for you, and building real trust with a team – something I still carry with me today.
Another manager at HP taught me the value of understanding financials: how to read P&Ls and understand the levers a manufacturer has in helping ‘resellers’ (now dealers) build and maintain profitable businesses. I absolutely consider this one of my key value adds and work very hard to make sure my team can do the same.
Finally, I have had several mentors in this industry who have shown me the ropes in the OE/BTA channel: Rick Taylor, John Hey and many others including Sharp and Konica Minolta dealers (you know who you are!). I feel very lucky to have people who took the time to help me understand the uniqueness of this industry and how to be the best partner we can possibly be.
Have you had many bad “bosses” (who shall remain nameless) along the way?
Absolutely! Everyone has had their share of ‘horrible bosses,’ and it’s just as important to learn from that experience as it is from one with a great boss. In my experience, one trait horrible bosses share is they operate from a place of ‘fear.’ And because of that fear, they do not foster a trusting and transparent relationship with their employees, their own bosses and their customers. I have never seen that behavior be successful. Ever.
What is THE biggest challenge or obstacle that you’ve faced professionally? Have you faced overt sexual discrimination in the workplace—either reported or undocumented?
Hmmm . . . hard to pick the biggest challenge or obstacle. There’s always something to overcome, but there have been several times in my career when I’ve thought “how can I do this?” Back when I was starting a family, the pressure to find “balance” was overwhelming at times. It took me a while to reframe that into “being present,” and that was a real turning point for me. I won’t say I was perfect (I was NOT) but I don’t regret the times I devoted to my family and the times I had to choose work. I know I gave both all I had to give.
Another very challenging time for me was during the supply chain crises of 2021 and 2022. As a salesperson at heart, not being able to meet my customers’ (dealers’) needs was so difficult; it became harder to maintain a positive outlook and keep the team and our dealers from complete despair. Fortunately, we had a great team, we communicated non-stop and we found a way forward. I’m very proud of how the team and our dealers came together to navigate this incredible challenge.
As for sexual discrimination, I personally haven’t experienced it in a true outright situation. However, I have felt the pressure to perform above and beyond expectations knowing that some people might use my gender as a way of “excusing” my failings. And I’m not blind to small micro ways that sexual discrimination can show itself: participation in activities, recognizing family responsibilities, etc. But I do have a way of making my “needs” known (ask my boss) and I don’t allow any excuse, especially not because I am a woman. Most importantly, I don’t apologize for the ways I differ from my male counterparts and peers. I am who I am – the good, the bad and the not so attractive.
Let’s talk about family: Has U.S. human resources policy evolved regarding maternity and parenting leave?
Absolutely, there was a time when maternity leave was considered SHORT TERM DISABILITY – WHAT??? Companies are SLOWLY adjusting that thinking, but the move to true parental leave is huge. Both parents need to be involved in all aspects of childcare and rearing, and letting both parents take the time to build a functional household makes a ton of sense. The U.S. has been a bit slow in adopting these changes, but I’m excited to see future improvements.
You have children. As a parent trying to achieve better work-life balance, what programs does your company offer from which you’ve benefitted? How have you been able to successfully juggle work and family obligations throughout your career?
My children are mostly ‘off the payroll’ and out of the house, so I don’t take advantage of programs like this now. But our company is working hard to look for ways to support our employees with all of their “outside work” responsibilities, including children, parents, etc.
As I mentioned above, I was part of the generation fighting for ‘work-life balance.’ What an unattainable goal and a frustrating bar to set for all of us. Taking care of personal issues while traveling across the country and doing conference calls (yes, before Zoom became a thing) in the bleachers of a soccer game left me frustrated and operating at a less-than-optimal effectiveness. I knew something had to give, and that something was my pursuit of perfection and balance. Since that ‘epiphany’ I have found a much higher level of satisfaction in my roles as partner, mother, daughter, friend and of course, employee.
Has becoming a working mother adversely affected your progression up the corporate ladder?
I don’t think it has, although I had concerns as I was navigating the twists and turns of my career. I took more than the usual time off for both of my children’s births, and took steps back from my career when I returned. At the time, I was worried that perhaps I had hurt my career trajectory with those decisions, but in fact the opposite was true. I tried different roles and had more exposure to different areas of the business.
As I mentioned above, I also found a better way to navigate the challenges of trying to ‘do it all.’ Not that it was perfect—it wasn’t—but I was able to focus my energies productively most of the time. I also know that I gave my daughters a good glimpse of what it’s like to be both a mother and navigate a growing career. They are both independent, strong women starting their own careers, and I truly hope my example has helped them.
What would your colleagues say is your greatest strength?
I often hear that people believe my communication skills are one of my greatest strengths. I strive to be an authentic person who gives 100% of my attention to whomever I am connecting with, whether on the phone, in person, one-on-one or in large groups. I give 100% to these interactions and people feel I “get” them and that they can count on my attention. I also enjoy public speaking and often receive great feedback from these presentations and panel discussions.
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?
Probably one of the best pieces of advice I received was “people will do what you do, not what you say,” and that holds true even today. Leadership is proven by action – not words – and I strive to make sure my actions match my intentions.
As for advice, I would offer: be authentic, be vulnerable to build trust, be present and don’t be afraid to experiment with your career path.
