The latest candidate in our series of Q&As with influential women in the technology business is Shannon Katschilo, Country Manager, Canada, Snowflake, a cloud computing company that enabled customers to use the data cloud to unite data, discover and securely share data, power data applications, and execute AI/ML and analytic workloads.
Name: Shannon Katschilo
Job Title & Company: Country Manager of Canada, Snowflake
Years in the Industry: 15 Years
The Quote That Most Inspires You: “Technology should be an enabler of progress, not a barrier to inclusion.” (- Ginni Rometty, former CEO of IBM)
What drew you to a career in the consumer and/or business technology industry?
What drew me to Snowflake was the opportunity to be at the forefront of the rapidly evolving data and AI landscape. I also saw an opportunity to utilize and hone my leadership skills to not only drive significant revenue growth for Snowflake in Canada, one of the fastest growing markets globally for the company, but to also continue my commitment to knowledge-sharing and female mentorship that bring an equitable lens to data driven decisions.
Have you encountered any roadblocks along the way that were related to your gender?
Throughout my career, learning to lean into imposter syndrome has been a crucial lesson in my journey as a leader. It has pushed me to get comfortable with feeling uncomfortable and adopt a “why not me?” mindset. Research at MIT has shown that encountering imposter syndrome can lead to increased empathy and a more other-focused orientation in social interactions, ultimately contributing to greater interpersonal effectiveness as a leader. These experiences have reinforced my commitment to creating opportunities for underrepresented groups to thrive in leadership positions within the business technology industry.
What unique characteristics or perspective do you feel you bring to your organization as a woman?
In a male-dominated industry, it’s important to embrace your unique leadership style, as this can have a positive impact on morale, productivity, and team success. I take a non-traditional leadership approach that combines empathy and transformational experiences that inspire the team and their well-being. This is through active listening and implementing activities that resonate — from cold plunges and fitness classes to community volunteering and participating in school presentations.
At Snowflake Canada, our focus on empathy has significantly boosted team morale, and has also led to higher productivity by approximately 91% year-over-year across teammates and a 233% year-over-year increase in Canadian sales club attendees for exceeding their benchmarks.
What do you feel the technology industry needs to attract more women, particularly into high-level positions?
To attract more women, particularly into high-level positions in the technology industry, we need to focus on talent and culture. This involves hiring from diverse backgrounds and expertise to bring in different perspectives that can identify problems and create solutions with an inclusive and broader lens.
Additionally, recognizing and spotlighting talent within the workplace is crucial to boost visibility, improve retention, and elevate and advance women. For instance, at Snowflake, I implemented the “3 Peak Award” to reward employees who go above and beyond in their roles quarterly.
I am also a vocal proponent for providing access to continued training and upskilling, enabling women and individuals from diverse backgrounds to secure a competitive position in today’s market. The generative AI revolution and evolving tech landscape has shifted what skillsets organizations will need for the coming years. As more companies embrace AI, upskilling and training led by employers will become essential.
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?
Being a woman in the technology industry is both challenging and rewarding. It involves breaking through barriers, navigating biases, and embracing your own leadership style that’s not dictated by the traditional way of doing things. However, it also offers the opportunity to inspire change, drive innovation, and pave the way for future generations of women in tech leadership roles.
Are there women in the tech industry who inspire you?
There are many inspiring women currently making waves in the technology and data space including Jennifer Bigio (Medallia), Patricia Niesel (AWS), and Leagh Turner (Coupa). Also, Denise Persson, Snowflake’s Chief Marketing Officer, is not only a leader who inspires her team, but also sets a standard of excellence in the tech industry. These women have demonstrated exceptional leadership and strategic foresight, paving the way for gender-diversity and innovation in the tech sector.
What are some of the misconceptions/myths about women working in the technology space that you’d like to dispel?
A common misconception I encounter throughout conversations with women is a hesitation to enter the data and technology sector because they feel they don’t know enough. This sentiment, known as the Confidence Gap, refers to the tendency for women to underestimate their abilities and feel less confident compared to their male counterparts. I encourage women to feel confident in their abilities and apply for positions based on their core competencies, knowing that they can learn and adapt to new skills as needed.
What’s one thing you wish was done differently in the industry, and why?
It’s important for the industry to actively include women in the data story to achieve fair and gender inclusive outcomes. When women are excluded from any step, such as data collection, analysis, or decision-making, it leads to biased systems and lacks gender-balanced perspectives. This exclusion can result in severe consequences, such as gaps in patient care in health care systems or limited access to credit due to systems not accounting for maternity leave.
By prioritizing gender inclusivity and actively involving women in all stages of data-related processes, we can create more equitable systems that better serve everyone. Attracting, hiring, and retaining diverse talent is key to creating balanced systems for our future, and we must all play a role in holding ourselves accountable to change the narrative.
Are you optimistic for the future in general and for the industry?
I’m optimistic as AI technology brings massive potential for improving decision-making, services, and processes, affecting the daily lives of Canadians. That being said, while we have made significant progress in recognizing and addressing gender-diversity, inclusion, and leadership in technology, there is still a lot of work to be done.
It’s imperative at this stage, especially considering that only 22% of AI professionals globally are women and recent numbers show women are two times less likely to use AI tools than men. These statistics highlight the need for continued efforts to ensure equal opportunities in the industry, particularly as AI continues to impact our professional lives.