AB: What makes a good leader? Do you have a person that you look to as an example of an exceptional leader?

MCB: A good leader embodies qualities such as integrity, vision, empathy, and effective communication. Integrity is crucial because it builds trust and credibility among team members and stakeholders. A leader with a clear vision inspires and motivates others to work towards common goals, while empathy allows them to understand and support the needs of their team members.

Effective communication is also essential for a leader to convey their vision, expectations, and feedback clearly, fostering transparency and collaboration within the team. Additionally, a good leader is adaptable and open to feedback, continuously seeking opportunities for growth and improvement.

Personally, I am inspired by individuals who demonstrate a strong sense of purpose, resilience, and a commitment to empowering others. One such accountant leader is my husband José Martonio Alves Coelho, whose unwavering dedication to accounting and development of profession. His ability to lead with compassion, bravery, and humility in the face of adversity exemplifies the qualities of an exceptional leader.

AB: You’ve occupied several leadership positions never held by women before you. What did it take to be the first in these positions? What do you hope your legacy is?

MCB: Being the first woman to occupy leadership positions in traditionally male-dominated fields required a combination of determination, resilience, and a willingness to challenge norms. It took advocating for myself and others, demonstrating competence and leadership capabilities, and breaking down barriers through consistent and exceptional performance.

I hope that my legacy is one of empowerment and inspiration for future generations of women in accounting and leadership. I aspire to be remembered as a trailblazer who paved the way for others, a champion of diversity, equity, and inclusion, and a leader who made a meaningful impact in advancing the profession and advocating for gender equality. My ultimate goal is to leave behind a legacy that encourages and enables others to break barriers, pursue their dreams, and create positive change in their communities and industries.

AB: Why is it essential for organizations to have diverse leadership? And is it important for government organizations in particular to have diverse leadership?

MCB: Diverse leadership is essential for organizations because it brings a variety of perspectives, experiences, and ideas to the table, which fosters innovation, creativity, and better decision-making. When leadership teams reflect the diversity of their employees and stakeholders, they are better equipped to understand and address the needs and preferences of a diverse workforce and customer base.

In government organizations, diverse leadership is particularly important because these entities serve diverse populations with varying backgrounds, cultures, and needs. Having leaders who represent and understand the diverse communities they serve promotes inclusivity, fairness, and responsiveness in policymaking and service delivery. It helps ensure that government decisions and initiatives are equitable and address the needs of all citizens, regardless of their backgrounds.

Furthermore, diverse leadership in government can help build trust and confidence among citizens, as they see themselves represented in decision-making processes and feel that their voices are heard and valued. Overall, diverse leadership in both private and government organizations is crucial for fostering inclusivity, driving innovation, and promoting equity and social justice.

AB: As a leader, how do you foster diversity in the institutions you help lead? What policies and practices can leaders develop in pursuit of diversity?

MCB: As an accounting leader, fostering diversity within the profession and the organizations I lead is crucial for driving innovation, promoting fairness, and creating an inclusive work environment. Here are some specific policies and practices to promote diversity:

1. Implementing inclusive hiring practices to attract a diverse pool of accounting professionals, including using diverse recruitment channels, implementing blind resume screening, and ensuring diverse interview panels.
2. Actively promoting diversity in leadership positions within the accounting profession, including setting diversity goals and metrics for leadership teams and holding leaders accountable for achieving them.
3. Providing diversity, equity, and inclusion training for all accounting professionals to raise awareness about diversity issues and promote inclusive behaviors.
4. Providing support, networking, and development opportunities for underrepresented groups within the accounting profession, including mentorship programs and affinity groups.
5. Implementing flexible work policies to accommodate the needs of accounting professionals from diverse backgrounds, including remote work options, flexible hours, and parental leave policies.
6. Ensuring diverse representation in decision-making processes within accounting organizations, including forming diverse task forces, committees, and advisory boards to provide input on key decisions.
7. Seeking feedback from accounting professionals on diversity and inclusion initiatives and continuously evaluating and improving policies and practices to create a more inclusive and equitable profession.

AB: What advice do you have to other women in currently in leadership positions, or aspiring to them?

MCB: In accounting matters, my advice to women in leadership positions or aspiring to them includes:

1. Continuously strive to enhance your technical skills and knowledge in accounting. Stay updated on industry standards, regulations, and best practices to excel in your role and build credibility as a leader.
2. Effective communication is essential in accounting leadership roles. Practice clear and concise communication to convey complex financial information to stakeholders, team members, and clients.
3. Embrace technological advancements in accounting software and tools to streamline processes, improve efficiency, and provide valuable insights for decision-making. Stay abreast of emerging technologies and their impact on accounting practices.
4. As a leader in accounting, prioritize integrity and ethical conduct in all financial practices. Lead by example and create a culture of honesty, transparency, and compliance within your organization.
5. Foster collaborative relationships with colleagues in finance, auditing, and other departments to ensure alignment and coordination in financial reporting and decision-making processes.
6. Accounting leadership often involves navigating complex financial issues and regulatory requirements. Develop problem-solving skills and the ability to analyze and interpret financial data with confidence.
7. Advocate for diversity, equity, and inclusion in accounting leadership roles, promoting opportunities for women and underrepresented groups to excel and contribute their talents to the profession.
8. Take advantage of opportunities for professional development, such as attending accounting conferences, obtaining certifications, and participating in leadership training programs to enhance your skills and advance your career.

By mastering these principles and leveraging your unique strengths as a woman in accounting leadership, you can make a significant impact in the profession and inspire others to pursue leadership roles in accounting.