The latest candidate in our series of Q&As with influential women in the technology business is Jennifer Lahey, MSc, Managing Principal, Predictive Success Corporation, a scientifically validated assessment tool used to understand and optimize workplace dynamics by analyzing an individual’s behavioural traits and predicting their performance in various roles.
Name: Jennifer Lahey, MSc
Job Title & Company: Managing Principal, Predictive Success Corporation
Years in the Industry: 8 Years
The Quote That Most Inspires You: “The smartest thing I ever did was hire my weakness.” (– Sara Blakely)
What drew you to a career in the consumer and/or business technology industry?
What initially captivated me was my drive to create meaningful change, which was deeply rooted in my background in healthcare. I embarked on my academic journey with undergraduate studies in Health Studies, followed by a Master of Science degree at Queen’s University in Kingston, Ontario. During this time, my driving force was a profound desire to leverage technology for healthcare enhancement.
It was during my initial career stint at the Canadian Mental Health Association (CMHA) that I came to realize the drawbacks of solitary work, especially during tasks like conducting the census independently. I lacked motivation and often found myself dragging to the office each day as I did not have a team environment. This recognition ignited a fresh enthusiasm for interpersonal interaction and collaborative problem-solving in my next role.
Transitioning to Predictive Success Corporation, my family’s business, marked a significant turning point in my career trajectory. As the leading Partner of The Predictive Index on a global scale, serving a diverse clientele of over 1,000 clients, I had the privilege of witnessing the company’s evolution from its inception when I was just 12 years old. Now, as I approach my early 30s, I reflect on the journey of our software’s evolution within the tech space.
I’ve realized that continuous innovation is crucial in today’s rapidly changing landscape, where businesses must adapt and leverage technology to stay relevant and thrive amidst shifting consumer preferences and market dynamics. Our transition from offering basic assessments to leading the industry with a comprehensive talent optimization ecosystem underscores this necessity. What started as a casual interest soon became a consuming passion for understanding “what makes people tick.” I found myself becoming more and more engrossed in the intricacies of behavioural analytics, and my number one mission to help companies unlock the true potential of their people.
Have you encountered any roadblocks along the way that were related to your gender?
In my journey through my 20s in the professional world, I’ve encountered gender-related challenges that hit home for me. It’s frustrating because I knew I was just as capable as my male counterparts. One instance that stands out is during a training session, where I overheard a male participant expressing a preference for an older male facilitator, citing they had more “real-life experience.” This attitude underscored the outdated biases still prevalent in workplaces today. As a young woman, it made me question my worth and belonging, despite being highly qualified and a perfect behavioural match for my role — I even had more predictive analytics experience than anyone else in the room.
As I’ve grown, I’ve become more aware of the scarcity of women in leadership positions, particularly in industries like corporate and tech. It’s disheartening that even in 2024, this gender gap persists, reinforcing harmful stereotypes. Reflecting on this, I’m convinced of the urgency for policies promoting gender diversity. I’ve witnessed firsthand how these disparities impact workplaces.
As we advocate for change, it’s vital to integrate innovative tools like the Predictive Index from Predictive Success into our hiring processes to minimize bias. Anonymizing applications and using behavioural assessments for objective job fit evaluations are steps we can take. Addressing gender inequality won’t happen overnight, but raising awareness is a crucial initial step.
By prioritizing behavioural and cognitive fit over mere credentials, we can cultivate a more inclusive workforce. Offering flexible work arrangements, such as remote options, is essential to accommodate diverse employee needs. Moreover, we must actively dismantle barriers that hinder women’s progression into leadership roles. These efforts aren’t merely about fairness; they’re about creating an environment where everyone can thrive and contribute to success.
What unique characteristics or perspective do you feel you bring to your organization as a woman?
As a young woman navigating the tech world, I find immense joy in diving into cutting-edge trends and spearheading new ideas, especially in AI. I’m all about taking bold risks because I truly believe in seizing every opportunity that comes my way.
Growing up in a family of tech enthusiasts, particularly under the guidance of my father, the CEO of Predictive Success, I learned a crucial lesson early on: the power of self-awareness. This lesson has deeply influenced how I approach life, both personally and professionally. I’ve realized that genuine leadership starts with being self-aware.
This self-awareness has enabled me to build stronger connections and relate better to those around me. It’s a lesson that guides me every day, influencing my interactions and decisions. As the torchbearer of the second generation in our family business, I feel a profound responsibility to reshape our team dynamics and ensure a strong female presence. This responsibility goes beyond just promoting gender diversity — it’s about harnessing diverse perspectives to drive innovation and foster inclusivity.
I firmly believe in the power of having diverse voices at the table, each offering unique insights and experiences that contribute to more well-rounded decision-making. My goal is to create an environment where women feel empowered to thrive and succeed. Breaking down barriers and paving the way for women to ascend into leadership roles isn’t just the right thing to do; it’s essential for the continued growth and success of our business. That’s the vision I’m committed to, and I’m excited to see it unfold.
Technology is historically a male-dominated industry, yet the use of tech is fully embraced by women, and many studies even suggest that females are the primary buyers of tech in the home. What do you feel the technology industry needs to attract more women, particularly into high-level positions?
In the historically male-dominated technology industry, it goes beyond just meeting quotas; it’s about creating an environment where everyone, regardless of gender, feels valued and empowered.
By using behavioural and cognitive insights, we can pinpoint areas for improvement and customize recruitment, mentorship, and training programs to better support women in leadership roles. I’ve witnessed firsthand the importance of recognizing individual differences and taking proactive steps to address the unique needs and challenges faced by women in the workplace. Understanding behavioural traits allows us to create personalized work arrangements that enhance satisfaction, retention, and career advancement opportunities.
Embracing a scientific approach in talent acquisition ensures that roles are filled based on objective criteria, avoiding subjective assumptions about their impact on future success. Ultimately, this fosters a supportive and inclusive environment that not only attracts top female talent but also cultivates a culture of innovation and creativity. It’s about creating a workplace where everyone, including myself, feels valued, respected, and empowered to contribute authentically, driving both individual and organizational success.
If you had to sum up what it is like being a woman in this male-dominated technology industry in just a few words, what would you say?
In the male-dominated tech industry, being a woman is like being the special ingredient in a recipe for innovation. You bring unexpected flavours, break stereotypes, and prove that diversity is the secret to success!
Are there women in the tech industry who inspire you?
Whitney Wolfe Herd is someone I have incredible admiration for within the tech industry. As I navigate the founding of my second venture, Eyecloset App, her impact resonates deeply with me. The way she revolutionized online dating through Bumble, where women are empowered to lead, goes beyond just shaking up norms — it’s about enabling genuine connections in our digital realm. Her journey, transitioning from co-founding Tinder to spearheading Bumble, speaks volumes about resilience, creativity, and a relentless pursuit of positive change.
What’s more, her commitment to fostering a safer, more inclusive online space strikes a chord with my own values. I firmly believe in technology’s potential to forge meaningful connections, and Whitney Wolfe Herd exemplifies this belief with her trailblazing work. She isn’t just another tech CEO to me; she’s a role model redefining the industry’s landscape. Witnessing her challenge conventions and set new standards is truly inspiring, reminding me of the power inherent in determination and vision.
What are some of the misconceptions/myths about women working in the technology space that you’d like to dispel?
One misconception I want to tackle about women in the tech industry is the belief that we lack interest in pursuing careers in this field. Let me share from my own experience as a woman working in tech — I’ve witnessed firsthand the genuine passion many of us have for technology and our eagerness to contribute our skills and expertise. However, it’s often easy for our interest to go unnoticed because we’re so accustomed to seeing men dominate this space.
Believe me, there are plenty of women, just like myself, who initially didn’t recognize their interest in tech. It’s often a gradual process; I’ve seen women attend coding workshops simply for enjoyment and gradually uncover their potential, eventually choosing to pursue careers based on their newfound skills and knowledge. Consider, for example, the impact of early exposure to coding in reducing the gender gap within the tech sector. Giving young girls the tools and knowledge to explore technology careers has the potential to challenge stereotypes and foster a more diverse and inclusive workforce.
When women don’t see themselves reflected in leadership positions or prominent roles within the field, it’s easy for them to dismiss their interest in technology. That’s why it’s crucial to acknowledge and celebrate the diverse talents and interests of women in technology. By dispelling these misconceptions, we can create more opportunities for women to engage and progress in the industry.
What’s one thing you wish was done differently in the industry, and why?
I’ve learned the power of making connections early on. Building real friendships, finding mentors, and seizing opportunities to climb the career ladder are fuel for your career. Sure, it’s easy to stick with the same old friends you’ve known since your 20s, but trust me, branching out and meeting new people from different backgrounds is where the real magic happens.
Looking back, I regret not joining a networking group straight after graduating from university to connect with individuals from diverse backgrounds across various industries. Venturing beyond your comfort zone is the key to personal and professional development.
Immersing myself within esteemed networks such as FEX (Family Enterprise Exchange) and WPO (Women’s Presidents Organization) have proven to be transformative experiences. Engaging in dialogue and collaboration with these peers allowed me to broaden my horizons, challenge my preconceptions, and expand my understanding of various facets of business and leadership. In these groups, I reached out to certain people who could help steer my career in the right direction. They have been and remain influential role models for me, inspiring my aspirations for future success. Now, I find myself walking similar paths to many of them. As I mentor for young girls, I hope to inspire them in the same way, serving as a guiding light for their own ambitions.
Are you optimistic for the future in general and for the industry?
Yes, I am optimistic for the future. We are currently experiencing the era of digital leadership, which presents numerous opportunities for growth and positive change. Encouraging young women to enter the tech field is crucial, not just through words but also by showcasing real-life success stories. There’s still a need to amplify the achievements of women in the workforce, especially in tech, and to highlight emerging female tech leaders. These aspiring professionals require inspiring role models and mentors who have paved the way for them.
For those of us already established in the industry, it’s crucial to have self-awareness, embrace confidence, and acknowledge the value we contribute to the company. Additionally, it’s vital for business leaders to comprehend the motivations of their employees, as people are the driving force behind their companies. By aligning their workforce with their business strategy, they can not only attain optimal outcomes but also ensure fairness by assigning the right individuals to the right projects, irrespective of factors like race, gender, or age.
Let’s work towards creating a tech landscape where everyone, regardless of gender, has an equal chance to succeed. We are just scratching the surface, and research consistently demonstrates that diverse teams excel, particularly in addressing complex technical challenges.