Deal Us In

McGuireWoods & 7 Mile Advisors

Deal Us In is a podcast brought to you by McGuireWoods and 7 Mile Advisors. Deal Us In promotes the advancement of women in private equity and finance through conversations with women leaders and rising stars in the private equity and finance space. These conversations provide both insights and practical takeaways to inform your deal work and enhance the culture of your organization. If you’re ready to drive the industry toward a more inclusive and diverse environment then, it’s time to come to the table.

If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at www.dealusinpodcast.com.

Deal Us In Podcast Trailer
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When you’re a dealmaker, there’s always a risk that you’ll find yourself stuck in a complicated arbitration if things go awry. Regulatory issues can sneak up on you, so watch out! On this Halloween episode of Deal Us In, McGuireWoods partners and litigation specialists Jodie Lawson and Susan Rodriguez are here to guide you through the haunted maze that is dealing with business disputes. Jodie and Susan both advise digging into the specifics of your situation before deciding whether to handle it via arbitration or litigation. They say that a lot of clients think arbitration will be the easiest and cheapest way to solve a dispute, but that’s not necessarily the case. Don’t think you’re getting a treat and stumble into a trick! Jodie and Susan also discuss the nightmares that Form I-9s can give you. If a company you’re working with doesn’t have a workforce that is fully authorized to work in the United States — or it hasn’t made sure its employees filled out their Form I-9s correctly — you might be in for a long, conflict-filled road ahead. “It can be a real deal-killer: We've actually seen Form I-9 issues kill a deal,” Susan says. Tune into this spooky special to find out what skeletons may lurk in the arbitration closet, so you can be a better and safer dealmaker. With the right kind of legal support, you can unmask those legal monsters, and see that they aren’t so scary after all.  👻 Featured Ghost 👻Name: https://www.mcguirewoods.com/people/l/jodie-herrmann-lawson (Jodie Lawson) What she does: Jodie is a partner at McGuireWoods and a high-stakes litigator, representing clients in federal and state court, and arbitrations. She defends Fortune 100 companies and other businesses in cases involving torts, contract disputes, property disputes, and class actions, and fiduciary, energy, and financial services litigation. Company: https://www.mcguirewoods.com (McGuireWoods) Where to find Jodie: https://www.linkedin.com/in/jodie-lawson-7a79196/ (LinkedIn)   👻 Featured Ghost 👻Name: https://www.mcguirewoods.com/people/r/susan-c-rodriguez (Susan Rodriguez) What she does: Susan is a partner at McGuireWoods, and co-leader of the firm’s financial institutions industry team, primarily focusing on government investigations and complex civil litigation. She has defended clients in numerous government enforcement actions by the Department of Homeland Security (DHS), Department of Justice (DOJ), Consumer Financial Protection Bureau (CFPB), and the Federal Trade Commission (FTC), among others. Company: https://www.mcguirewoods.com (McGuireWoods) Where to find Susan: https://www.linkedin.com/in/susan-rodriguez-41768492/ (LinkedIn) 🗝️ Key Points 🗝️Top takeaways from this episode Beware of the hidden costs of arbitration — Jodie and Susan say that sometimes attorneys think arbitration will always be the cheapest way to solve a dispute. This can be true, and there are other benefits to handling a conflict this way. However, sometimes litigation is the best route, because of all the fees that come with arbitration. Choose your state cautiously (no ouija boards) — Different states have different provisions that might impact whether you decide to go to court or get an arbitrator involved. If you can choose which state your dispute is addressed in, Jodie recommends picking the one that has substantive laws that fit with your specific agreement. But your business or dispute must be connected to the state or dispute in some way. It’s also a good idea to have legal counsel that is familiar with the specific laws in that state. Don’t get tricked by this scary form — Dealing with Form I-9, which verifies the employment authorization of people hired to work in the United States, can be tricky. Treat it with care: Susan says making mistakes on this form can be very costly. Make sure any workforces involved in your deal are authorized to work, and have filled out Form I-9 correctly. Or it won’t be trick-or-treaters at your...

Oct 27

37 min 58 sec

In order to fully cultivate the kinds of business relationships that result in lucrative deals, private equity firms are starting to look at designating a person or a team to source the most fruitful deals. For Meahgan O’Grady, who joined Palladium Equity Partners as Director of Business Development earlier in 2021, private equity is exciting because of the opportunity to work with founder-owned businesses that can really make waves. “It's such a special opportunity to speak with business owners in multiple different types of industries and talk about ways we could help them grow their business,” Meahgan says on this episode of Deal Us In. As the leader of the firm’s business development team, Meahgan works with a range of stakeholders, developing and enriching personal connections. She believes women often have a special talent in this arena, and although private equity firms are increasingly seeking the benefits of diverse teams, there’s still a way to go when it comes to helping women achieve their full potential in private equity. “Although it has evolved and gotten better by leaps and bounds, there's still room to grow,” she says. Meahgan thinks that women can continue to carve out their own niche in this industry by pushing through the difficult times and always advocating for themselves and others. Her advice: “Be the change that you want to see, and be that change from within. That's the best way to do it.” 💡 Featured Guest 💡Name: Meahgan O’Grady What she does: Meahgan is the Director of Business Development at Palladium Equity Partners where she sources deals primarily with founder-owner businesses for the middle-market private equity firm. Company: https://www.palladiumequity.com (Palladium Equity Partners) Where to find Meahgan: https://www.linkedin.com/in/meahganogrady/ (LinkedIn) 🗝️ Key Points 🗝️Top takeaways from this episode Find the right tools to make networking easier — As a self-professed introvert, Meahgan recognizes that networking can be difficult, especially when you’re first starting your career. But eventually, she says, it’ll get easier — you just have to push through difficult moments and come up with some personalized methods that make business networking easier for you. Don’t be too shy to advocate for yourself — Women in business can have a particularly hard time talking about their own successes and highlighting all the ways they’ve helped their team. But advocating for yourself is crucial for professional development and seizing all the opportunities you deserve, so try to conquer that fear and highlight your strengths and talents.  Change is best effectuated from within — Women who are involved in private equity leadership need to use their platforms to keep pushing for more diversity — that’s the only way real change will come. 🔆 Episode Highlights 🔆[1:12] Path to private equity: Meaghan discusses her career path and background, which includes early years at Goldman Sachs and an MBA from Duke’s Fuqua School of Business. [07:52] Allocating time, finding her path: When Meahgan was breaking into private equity and looking into professional organizations to join and passion projects to work on, she threw a lot of different ideas against the wall to see what stuck. Eventually, she says, you’ll find your niche, but it’s okay to try a few different ideas on for size. [11:20] It’s okay to be an introvert in BD: Meahgan says she is an introvert by nature, so professional networking isn’t always the most comfortable space for her. You don’t have to be a super bubbly extrovert to make great connections in the business space! [12:30] Step outside your comfort zone: While introverts definitely have a place in private equity and business development, they may have to work a little harder to forge connections. Meahgan says that you’ll probably have to work through some uncomfortable moments when building connections, but it will become easier over time. [19:00] Diversity

Oct 20

36 min 24 sec

People are returning to work in person at offices — but that doesn’t mean everything is back to business as usual. On this episode of Deal Us In, employee benefits and labor attorneys Carolyn Trenda and Dawn Cutlan Stetter continue our two-part conversation about the impacts of the pandemic on the workplace, particularly for women.  One thing that has definitely changed: People don’t want to go back to working in the office in the same way they used to.  “Very few employers are saying they’re going to make people come back to the office five days a week,” Dawn says. “If you’d told me that in January 2020, I would have laughed at you.”  This shift in attitudes means new considerations for businesses. “What are the challenges moving forward in having at least a partially remote workforce? What does that look like? How do you accommodate employees who want a little bit more flexibility?” Dawn says. These questions are top of mind for Carolyn and Dawn, who advise employers on best practices when it comes to employee benefits and labor issues. In this episode, they also discuss how traditional benefits packages are changing, and what women can do to continue striving for success in a workforce that is still male-dominated.   💡 Featured Guest 💡Name: https://www.mcguirewoods.com/people/t/carolyn-m-trenda (Carolyn Trenda) What she does: Carolyn is a partner at McGuireWoods who focuses her practice on advising public, private, and non-profit employers on a range of employee benefits topics.  Company: https://www.mcguirewoods.com (McGuireWoods)               Where to find Carolyn: https://www.linkedin.com/in/carolyn-trenda-9085834/ (LinkedIn)   💡 Featured Guest 💡Name: https://www.mcguirewoods.com/people/s/dawn-cutlan-stetter (Dawn Cutlan Stetter)  What she does: Dawn is an attorney at McGuireWoods who represents and advises management in all aspects of labor and employment law.  Company: https://www.mcguirewoods.com (McGuireWoods)              Where to find Dawn: https://www.linkedin.com/in/dawn-cutlan-stetter-952a1a4/ (LinkedIn)   🗝️ Key Points 🗝️Top takeaways from this episode The impacts of the pandemic are here to stay — A lot about the way we work has changed in the past year and a half, for better or worse. When it comes to things like flexible, remote work schedules and a focus on the importance of childcare, COVID-19 brought a cultural shift that isn’t going away anytime soon.  The future of employee benefits packages is in flux — More and more companies — especially bigger ones with more employees — are looking at increasingly progressive benefits packages that incorporate things like mental healthcare, and include medical coverage for transgender people. Women still face hurdles when it comes to leadership — One thing holding women back in the workforce has become more obvious during the pandemic: It’s very difficult to be the sole person responsible for childcare and also hold a full-time leadership role. But there are other cultural factors that are keeping women from achieving their potential, and confidence is key to changing that landscape.   🔆 Episode Highlights 🔆[2:18] The future of work is flexible: Dawn says that since a lot of jobs went virtual due to the pandemic, many people now expect to be able to work remotely, or on a more flexible schedule. This switch won’t necessarily require legislative change, but it is definitely going to be something businesses are thinking about going forward. [5:30] Paid family leave: Even before COVID-19, the idea of paid family leave was getting a lot of political attention. Now that the pandemic has highlighted the importance of a social safety net for childcare — and a new political administration is in office — Carolyn says we might see a seachange in this...

Jul 30

29 min 50 sec

Over the course of the COVID-19 pandemic, employers have had to contend with a host of new labor issues. For McGuireWoods lawyers Carolyn Trenda and Dawn Cutlan Stetter, who focus on employee benefits topics and general labor law respectively, the pandemic has changed the kinds of questions their clients are asking. “COVID-19 came on like a tidal wave for employers. It challenged employers both large and small in almost every conceivable way,” Dawn says on this episode of Deal Us In, which is part one of a two-part interview with Carolyn and Dawn. Beyond dealing with transitioning to a virtual workplace, employers had to look at how to handle giving employees time off for COVID-19-related reasons, and rethink employee benefits generally. These issues may continue even as employees start returning to in-person work. “On the benefits side, the immediate issues were what to do with layoffs and furloughs. You had lots of employers trying to furlough employees and maintain access to benefits,” Carolyn says. “There were immediate COVID effects and challenges, but now we’re dealing with more of the issues surrounding returning to work.” Despite the challenges, employers can navigate this new world with the help of advisors like Carolyn and Dawn, especially if they keep their employees’ needs in mind, and do the work to help them. “As long as employers are acting in good faith and doing their best to comply with the changing regulations and statutes, there's a sense that some of this is going to pass,” Carolyn says.   💡 Featured Guest 💡Name: https://www.mcguirewoods.com/people/t/carolyn-m-trenda (Carolyn Trenda) What she does: Carolyn is a partner at McGuireWoods who focuses her practice on advising public, private, and non-profit employers on a range of employee benefits topics. Company: https://www.mcguirewoods.com (McGuireWoods)               Where to find Carolyn: https://www.linkedin.com/in/carolyn-trenda-9085834/ (LinkedIn)   💡 Featured Guest 💡Name: https://www.mcguirewoods.com/people/s/dawn-cutlan-stetter (Dawn Cutlan Stetter) What she does: Dawn is an attorney at McGuireWoods who represents and advises management in all aspects of labor and employment law. Company: https://www.mcguirewoods.com (McGuireWoods)               Where to find Dawn: https://www.linkedin.com/in/dawn-cutlan-stetter-952a1a4/ (LinkedIn) 🗝️ Key Points 🗝️Top takeaways from this episode COVID-19 really changed employment — For obvious and less-obvious reasons, all aspects of employment were thrown for a loop when the pandemic hit. This created an entirely new world for labor and employee benefits lawyers to navigate. The pandemic’s effects on employment were not created equal — While most professions had new challenges to deal with as a result of the pandemic, some industries had a tougher time than others. Handling the concerns of employees who were required to show up in-person was one of the most urgent legal issues facing employers. We might never get “back to normal” — For better or worse, COVID has changed certain aspects of employment forever. As we move back into a world where it’s safe to work in person, we might carry some things with us — like incorporating telehealth into employee health plans. 🔆 Episode Highlights 🔆[3:55] The pandemic’s impact on employment: Dawn says that the COVID-19 pandemic forced employers to rethink almost everything about how they worked with their employees. [9:00] The caregiving challenge: Dawn and Carolyn both discuss the challenge of dealing with employees who suddenly had to change their approach to childcare when schools went online. Before the pandemic, there were few states that allowed people to take time off for caregiving, but over the past year and a half, governments and employers have made strides to accommodate this situation.

Jun 30

36 min 57 sec

Women of color face pretty intense challenges when it comes to succeeding in the white male dominated fields of law and private equity. But Mirlande Telfort and Dami Oguntade have constantly hustled for success, and it has paid off with their successful careers at McGuireWoods. Though they have experienced challenges, they’ve both used their unique backgrounds to get a leg up in an intense industry, and now advise people in the same position to continue striving and breaking barriers.  “If there was one thing that I would say to a young lady considering whether or not to come into this industry, it would be: just do it,” Dami says on this episode of Deal Us In. “Because really, the only way we can have more women at the table is to have more women show up, and consistently keep showing up.”  Learn how Mirlande and Dami have made the most of their skills and backgrounds, utilizing the power of strong female mentors and role models and strong will powers to keep moving forward even when the path seems impossible. And if they have to be the trailblazers, they always remember that they’ll be clearing the path for women of color behind them.  “If you stay focused on the rewards and really pursue something that you want, you can be successful at it,” Mirlande says. “It's okay to be the first because you'll bring along the second, third, fourth and fifth behind you.”   💡 Featured Guests 💡Name: https://www.mcguirewoods.com/people/t/mirlande-telfort (Mirlande Telfort)  What she does: Mirlande is a partner at McGuireWoods who focuses on representing banks, private equity funds, and other investors and helping them with complex debt financing transactions.  Company: McGuireWoods               Where to find Mirlane: https://www.linkedin.com/in/mirlande-telfort/ (LinkedIn)    Name: https://www.mcguirewoods.com/people/o/dami-oguntade (Dami Oguntade) What she does: Dami is an associate at McGuireWoods who focuses her practice on mergers & acquisitions and private equity.  Company: McGuireWoods               Where to find Dami: https://www.linkedin.com/in/dami-oguntade-86b67427 (LinkedIn)   🗝️ Key Points 🗝️Top takeaways from this episode Look at your challenges from a new perspective — Mirlande discusses how growing up as the child of first-generation, working class immigrants who couldn’t afford to pay for her college education could have been a setback, but ended up serving her well in her career.  Working in customer service and constantly looking for creative ways to finance her education taught her about working hard and persevering, as well as centering client happiness and problem-solving.  If there’s a wall, fly over it — Milande and Dami both discuss the challenge of hearing about the glass ceiling, saying it can become a self-fulfilling prophecy. As a woman of color, it’s key to ignore the negativity you might experience when trying to move up in the industry, and don’t take setbacks personally. You’re equipped to handle them!  Seek opportunities to help your female colleagues — Once you’ve reached some of your goals, look out for chances to help your female colleagues whose shoes you were once in. If someone receives opportunities to achieve success, they can do it.   🔆 Episode Highlights 🔆 [05:10] Unique background: Mirlande talks about how growing up as a first-generation American with parents who immigrated from Haiti set the foundation for her hard work ethic that pushed her to finance her own education and get on a path toward the work she does today. [09:50] Against the odds: Kelsey cites statistics showing that women and people of color both have historically been the minority in the law field, with the ratio of men to women lawyers almost 2:1, and 85% of lawyers being white....

May 28

41 min

Networking events can be challenging at the best of times, but especially so when you’re the only woman in the room. It can feel like every set of eyes is on you, watching and scrutinizing everything you do and say. As 7 Mile Advisors’ Ariail Barker points out in this episode of Deal Us In: “I'm still not seeing myself reflected in a lot of the other banks that I am coming across at networking events. So it does add an additional ‘eek’ factor (for lack of a better word) going into some of these networking events, because it just feels that much more intimidating.” Rather than shrinking into a corner of the room to avoid standing out, do your homework and have a plan going into the networking event. Don’t let a lack of confidence hold you back, says podcast guest Northstar’s Managing Director Rebekah Elliot. “It's cliche, but fake it till you make it and become that person you want to talk to at a networking event,” she says. If you’ve ever felt like you could be better at networking listen to this episode to uncover tips and tricks you can use to feel more confident at networking events.   Featured GuestName: Rebekah Elliott What she does: As a Managing Director at Northstar, Rebekah is responsible for creating, implementing and measuring the success of their marketing and event strategies. She is a strong marketing professional with a MBA focused in Business Marketing, Statistics & Brand Management from University of Pittsburgh - Joseph M. Katz Graduate School of Business.  Company: https://www.nsgroup.com/ (Northstar)           Where to find Rebekah: https://twitter.com/RebekahDElliott (Twitter) | http://linkedin.com/in/rebekahelliott1 (LinkedIn)   Meet Your HostName: https://www.7mileadvisors.com/team/ariail-barker/ (Ariail Barker)  What she does: As the Director, Sales & Marketing at https://www.7mileadvisors.com/ (7 Mile Advisors), Ariail is responsible for building a centralized business development team, increasing private equity coverage, and updating the overall brand and marketing strategy.  Where to find her: https://www.linkedin.com/in/ariail-siggins-67a0703a/ (LinkedIn)   Key PointsTop takeaways from this episode  ●     Do your homework — before an event. With so much digital information available, you can gather instruments to use to build a rapport quickly and move on to what you really want to talk about.   ●     Put the safety blanket down. When you walk into a room and you see someone in the corner on their phone, especially women, they come across as unapproachable. Even if you’re uncomfortable, find ways of signaling to others at the event that you’re open to talking and avoid giving the impression that you don’t want to be there.  ●     You don’t have to be the “fun killer” or the flirt. If you’re the only woman in the room, you’re already interesting and are more closely scrutinised than anyone else. You can build really strong relationships without being the “fun killer” who doesn’t want to take a shot with the guys or playing up your sexuality.    Episode Highlights  [06:24] Don’t get hung up on building rapport: While building rapport is important, Rebekah advises not to spend too much time trying to get someone to talk about their personal life — balance that with the business topics.  [08:23] Project confidence, even if you don’t feel it: Rebekah wasn’t always a great networker, she had to fake the confidence she saw in other networkers at events until she actually felt confident. Rebekah’s advice is to get out of your head, don’t focus on your shortcomings, and think more confidently. [14:32] Steer the conversation to where you need it to go: You have a finite amount of time to get the information you need so if the conversation is heading in a direction that isn’t...

Mar 17

52 min 33 sec

A time traveler from the 1980s would probably be shocked at how many women hold leadership positions in law firms today — and with scarcely a shoulder pad in sight, thankfully. But dig a little deeper and it’s clear that progress doesn’t equal parity. “About one in five c-suite executives is a woman, and only one in 25 c-suite executives is a woman of color,” McGuireWoods Partner Phyllis Young summarizes. “So it's a mixed bag: We see a lot of progress, we see signs that the glass ceiling is cracking, but it's not all where we want it to be.” It’s a similar story across the financial and legal industries. For example, there are no all-male boards in the S&P 500: but the average number of women on S&P boards is still only 2.8, up from 1.7 a decade ago. It takes more than hiring one or two women and people of color to reach the kind of critical mass that delivers positive changes. And then law firms and other companies have to make an intentional effort to create positive work environments that meet those new employees’ specific needs. For example, McGuireWoods Associate Kelsey Hitchcock says that mentorship programs and benefits specifically targeted to, say, women who choose to have a family show a level of support that can be the difference between someone staying or leaving. Fair or not, women at all levels of law firms — especially leaders — have to shoulder some of the responsibility for moving all women up the career ladder, says McGuireWoods Counsel Ann Dorsett. “Those who are in leadership need to turn the spotlight on younger women … And those in the middle need to support women leaders and help pull up the more junior women.” 💡 Meet Your Hosts 💡Name: https://www.mcguirewoods.com/people/d/ann-terrell-dorsett (Ann Dorsett) Title: Counsel at McGuireWoods Specialty: Ann counsels clients on insurance law, including coverage litigation, claims counseling and litigation management. Where to find her: https://www.linkedin.com/in/ann-dorsett-1443196/ (LinkedIn)    Name: https://www.mcguirewoods.com/people/h/kelsey-r-hitchcock (Kelsey Hitchcock) Title: Associate at McGuireWoods Specialty: Kelsey specializes in corporate transactions, advising clients on topics including mergers and acquisitions, divestitures and corporate governance. Where to find her: https://www.linkedin.com/in/kelsey-hitchcock-a3b21b29/ (LinkedIn)   Name: https://www.mcguirewoods.com/people/y/phyllis-y-young (Phyllis Young) Title: Partner at McGuireWoods Speciality: Phyllis is an expert in transactional law, handling secured lending transactions, debt restructuring and complex intercreditor arrangements. Where to find her: https://www.linkedin.com/in/phyllis-young-8b10757/ (LinkedIn)   🗝️ Key Points 🗝️Top takeaways from this episode ● Law firms must reshape workplaces to incentivize women to stay. Women are more likely to stay at a firm if they can see that other women have been promoted to leadership positions. And those female leaders will only stay if company culture suits them. That might include benefits that assist with childcare or other caregiving roles; recognizing achievements outside of work, such as charity work or homelife; mentorship programs from other women; and flexible working hours. ● Women in leadership positions have a responsibility to help other women. In an ideal world, everyone would want to see more equality at the top levels of law firms. But in our imperfect world, women are more likely to notice that disparity. And in the spirit of idealism, those in leadership roles should use their power to remove obstacles they had to climb over, and help make the next generation’s path to the top smoother than their own. ● Don’t accept sexism. Women still face sexist expectations at work. For example, women who want to work and have a family are still described as superwomen, but if a man wants the same thing, it’s not even considered worthy of comment. This is because women are still

Feb 24

32 min 39 sec

Looking back at the history of working women makes it clear how far we’ve come as a society — and in law specifically — but also how far there is to go. As McGuireWoods Partner Phyllis Young puts it in this episode: “It's almost like we started with these bigger issues and it's gotten more refined as far as how we're treating women in the workplace.” After the 19th Amendment gave some women the right to vote in 1920, it still took an uphill struggle to make the law apply in practice for women of color. At the same time, women were fighting for equal pay. Legislation like the 1963 Equal Pay Act, the 1964 Civil Rights Act and Title IX of the 1972 Education Amendments formed a solid backbone, as did cases championed by gender discrimination attorneys like late Supreme Court Justice Ruth Bader Ginsburg. However, as McGuireWoods Associate Kelsey Hitchcock notes, not only does the gender wage gap still exist, it’s even wider for women of color. Statistics also show that although more women than men are earning law degrees, more men hold senior positions in law firms. One place where women are given more than their fair share of work is at home. In heterosexual relationships, women are still doing most of the housework and childcare — a dynamic that has been exacerbated during the COVID-19 pandemic. But that’s not to say there hasn’t been progress. McGuireWoods Counsel Ann Dorsett says that 30 years into her career, she’s finally seeing fewer women dropping out of the legal profession, and more women — and men — willing to help the next generation of female lawyers. “It has to be intentional: involving women in client meetings, placing them in higher roles. And I do see that intentionality.” 💡 Meet Your Hosts 💡Name: https://www.mcguirewoods.com/people/d/ann-terrell-dorsett (Ann Dorsett) Title: Counsel at McGuireWoods Specialty: Ann counsels clients on insurance law, including coverage litigation, claims counseling and litigation management. Where to find her: https://www.linkedin.com/in/ann-dorsett-1443196/ (LinkedIn)   Name: https://www.mcguirewoods.com/people/h/kelsey-r-hitchcock (Kelsey Hitchcock) Title: Associate at McGuireWoods Specialty: Kelsey specializes in corporate transactions, advising clients on topics including mergers and acquisitions, divestitures and corporate governance. Where to find her: https://www.linkedin.com/in/kelsey-hitchcock-a3b21b29/ (LinkedIn)   Name: https://www.mcguirewoods.com/people/y/phyllis-y-young (Phyllis Young) Title: Partner at McGuireWoods Speciality: Phyllis is an expert in transactional law, handling secured lending transactions, debt restructuring and complex intercreditor arrangements.  Where to find her: https://www.linkedin.com/in/phyllis-young-8b10757/ (LinkedIn) 🗝️ Key Points 🗝️Top takeaways from this episode ● COVID-19 has exacerbated existing inequities in household labor. Any advances towards equality in the office are undermined by the fact that women in heterosexual relationships are still spending more time than their male partners on household chores and childcare. And although more people — including men — are working from home thanks to COVID-19, far from leading to a more even division of labor, this has mostly seen women take on more tasks — even in households where men think they’ve stepped up. ● Looking back as recently as the ‘70s, it’s clear that women are in a better position today. We can apply for credit cards in our own names, have the legal right to earn the same pay for equal work, and the idea of a female lawyer isn’t a punchline. However, these are low bars to measure progress against. Sexism is still expressed through microaggressions and even in outright hostility towards women who reach positions of seniority male colleagues see as threatening. ● Change has to be intentional. At this point, explicitly stated sexist beliefs and behaviors are frowned upon by most legal professionals. But reaching true...

Jan 28

30 min 43 sec

Halloween is a spooky season known for ghost stories and other terrifying tales. At first blush, recounting transactional law tales may not fit that bill, but this episode may just change your mind. While transactional attorneys see their share of intense and stressful scenarios, what litigators see a year or two down the road when the dust settles may just frighten you. The Terrifying Tale of Certain State Securities Statutes That Bring Heightened Damages Imagine this, you’ve prepared your case for months or even years, the exorbitant costs of litigation and discovery growing larger by the day, now you’re facing the grim reality that not only does your client owe 15 million dollars, the judge just trebled the damages…and ordered your client to pay the opposing party’s attorneys’ fees. Tell me that’s not enough to keep you up at night. Jodie examines the heightened damages provisions of certain state statutes related to securities deals and how they can be used as leverage by threatening litigation related to a stock purchase agreement. Therefore, when considering a stock purchase, it’s imperative that you carefully contemplate the deal, the state you’re transacting the deal in, and whether a state securities act could be implicated. Don’t Let a Monster Get Into Your Deal Document DefinitionsSeasoned attorneys know that definitions in agreements are often fodder for litigation. One such definition is “proceedings.” Both buyers and sellers should negotiate carefully around definitions. Attorneys on both sides may end up going to the mat over what specifically constitutes a “proceeding.” Chilling stuff. The Hair-Raising Ordeal of the Release LanguageTypically, when you think about exiting an investment, you think about getting the broadest possible release. Think twice before you do that. There are times where, depending on which point and time you’re at, there are different people and entities that are associated with the corporate structure. And, if you broadly include affiliates in a release, you can end up in a terrifying situation where you’re later sued related to your participation in that potential investment. Worse, you may end up on the other side of an argument that you unwittingly, through your release language, released the other side from any and all liability. Listen to this episode for more unnerving anecdotes involving the employment eligibility of workers, including Form I-9s, and related PPP issues. Both Susan and Jodie always recommend having an eye for detail in these kinds of situations, check strict time frames, fill out forms properly, and use experienced deal counsel to help you avoid any scary situations.   Contact UsThank you for joining us at the table for this episode of Deal Us In. We invite you to join the conversation by using our #Dealusinpodcast on Twitter or LinkedIn. If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or a topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you. This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Oct 2020

47 min 54 sec

The private equity and investment banking spaces of the finance industry are often perceived as a ‘boys club,’ comprised mainly of male associates. However, as more women occupy this sector, it becomes imperative for companies to strengthen policies that are unique to women who would like to start a family while pursuing a career. In this episode of Deal Us In, https://www.7mileadvisors.com/ (7 Mile Advisor’s) Ariail Barker speaks with https://www.mainstcapital.com/ (Main Street Capital)’s Business Development and Marketing Manager, Molly White, about maternity leave policies in the finance industry. They share their personal experiences in their respective firms, as they will both be going on maternity leave soon. They stress the importance of businesses, irrespective of size, being aware of maternity regulations and examining whether their current policies are appropriately accommodating and flexible for employees. Top management should encourage a culture that supports leaves of absence and actively combats stigmas associated with taking time off.  If you’re planning to take a leave of absence, Molly shares strategies and tips to help prepare your team to operate efficiently during your time away, including creating contingency plans and performing test runs. Molly also suggests designing systems for potential scenarios that your team may encounter and ensuring that they are equipped with the tools to be productive during your absence. Ariail adds, “You obviously want to make everything as seamless [as possible] so that you can step away and then be able to step back in and know that your team didn't lose productivity during that time.” (20:26) Further, they recommend keeping the lines of communication open during your leave, reassuring your team that you’re still there to support them. To ensure everyone is on the same page, it’s essential to communicate expectations clearly to the firm’s partners and your immediate supervisors. They also discuss the COVID-19 pandemic and the effect it has on the finance industry. Molly talks about an escalation of more flexible scheduling and remote work, with options provided to employees. For many companies, the pandemic has led to the recognition that teams can be productive even outside the office, with growing trust that critical duties can still get accomplished in the comforts of a home office.  To cap off the episode, Molly reveals the piece of advice that she would share with her younger self – have patience. It takes time to position yourself for success, so be careful in making rash decisions and abruptly reacting to things happening in your life.   If you have questions about today’s conversation, please feel free to reach out to Molly White at mwhite@mainstcapital.com or Ariail Barker at ariail@7mileadvisors.com. Thank you for joining us at the table for this episode of Deal Us In. We invite you to join the conversation by using our #Dealusinpodcast on Twitter or LinkedIn. If you have a recommendation for an inspiring interviewee, a question you'd like us to ask, or a topic you would like to hear covered, or if you'd like to tell us about women-focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you.   This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any...

Aug 2020

44 min 28 sec

Seeing women in business and leadership roles is the norm, demonstrating a significant societal shift over the last decade when it comes to females in the corporate world. Many women are pursuing careers in previously male-dominated professions, including highly-specialized and niche arenas, including forensic accounting in M&A transactions. While in the past women were a rarity in this field, more female voices are joining the table and establishing themselves in leadership positions. In this episode of Deal Us In, https://www.mcguirewoods.com/people/h/kelsey-r-hitchcock (McGuireWoods’ Kelsey Hitchcock) is joined by Christen Morand, an https://www.ey.com/en_us (Ernst & Young) partner handling fraud investigation and dispute services practice. The discussion examines how the culture for women has evolved over the past ten years, particularly in complex industries such as M&A. Christen shares her experience as an accounting arbitrator, positions historically filled by men. Christen goes on to discuss moving beyond a focus on gender and encouraging more diversity and inclusion in the workforce. It’s essential to create a sense of belonging, a hospitable environment where everyone feels like a valuable member of the team. The downstream effects can also be valuable for the business, as your clients know they can rely on a team that represents a variety of unique perspectives and backgrounds. One primary strategy that Christen employs to promote the advancement of women and diverse people in the organization is to initiate individual or group conversations. During these conversations, she challenges her peers to examine their mindset and check their own biases. While these conversations are likely to be uncomfortable, they are necessary. While an increase in women in business is a positive development, Christen accentuates the need for women to pursue top leadership roles in their companies, modeling that it is possible to go all the way to the top. To show to women and young girls that it is possible for them to be a CEO, chairperson, or entrepreneur, to be an inspiration for the next generation of women. And, never be afraid to go outside of your comfort zone and ask for opportunities and challenges to demonstrate your talents and abilities.  Thank you for joining us at the table, for this episode of Deal Us In. We invite you to join the conversation by using our #Dealusinpodcast on Twitter or LinkedIn, If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or a topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you. This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Jul 2020

37 min 37 sec

Modern times have shown significant changes when it comes to women in the workplace. More females are getting promotions and career advancements compared to decades ago. Companies are implementing programs that not only support women but also promote diversity and inclusion in the workplace. And, while notable gaps remain, the climate for women in the workplace is consistently improving. In this episode of Deal Us In, McGuireWoods’ https://www.mcguirewoods.com/people/y/phyllis-y-young (Phyllis Young) speaks with https://www.linkedin.com/in/yasmin-huebinger-46bb2817/ (Yasmin Huebinger), Senior Vice President with Capital One. Yasmin discusses her personal experiences as a career woman and a leader in her institution. She shares a number of factors that have contributed to her success, including cultivating the ability to remain calm and focused even in times of high stress. When conducting deal transactions remaining focused is paramount, along with possessing emotional intelligence – a quality too frequently missing in professional settings. Yasmin also provides pointed advice to those committed to increasing the number and visibility of women in their firms. Research has consistently established that a more diverse workforce yields higher financial returns, at times surpassing the industry average. Instead of obsessing over attracting the best candidates, companies should double down on retaining talent by providing better benefits and encouraging work-life balance. She shares strategies that can help women advance in their organization, which she boils down to two points: being willing to ask for what you want and being more proactive. Yasmin emphasizes the importance of building relationships and being vigilant about acquiring mentors/sponsors who will speak on your behalf and advocate for you when opportunities arise. More women in leadership means more influence on critical decisions that can address issues including gender inequality and the gender pay gap. The discussion wraps up with Yasmin providing advice to her younger self, which is to not be afraid to take more risks. And, to stop worrying about money, that part will work out in the end. Thank you for joining us at the table, for this episode of Deal Us In. We invite you to join the conversation by using our #Dealusinpodcast on Twitter or LinkedIn. If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or a topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you. This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Jun 2020

40 min 34 sec

The COVID-19 pandemic has changed the way we live, work, and go about our day-to-day lives. With more cities and states implementing stay-at-home policies for its citizens, law firms are crafting unique business continuity processes, particularly in the M&A space. Although the quantity of deals has decreased, buyers and sellers remain interested in conducting transactions despite the current crisis. In this episode of Deal Us In, hosts Ann Dorsett and Ariail Barker speak with Amber Walsh, a https://www.mcguirewoods.com/people/w/amber-mcgraw-walsh (McGuireWoods) partner and co-leader of the company’s Women in Private Equity and Finance Initiative. She goes in-depth on the logistics of deal-making and reveals you can help your clients close deals from home or anywhere. She also provides valuable tips for those less accustomed to remote work, including cultivating self-discipline and making the effort to stay connected to colleagues and clients. She also discusses the practice of shifting transactions and processes to the digital and virtual space as well as utilizing online tools and technology. When it comes to risk management, a new market is burgeoning from the pandemic. Amber discusses some new things that may be introduced, such as concepts of fairness and novel purchase agreement terms. It’s also important to consider how much risk a seller should bear in these deals and how financial relief provided to companies can affect the transaction. Another key takeaway from the episode is Amber’s advice to her younger self, “I wish I could go back and tell [myself] to expect ups and downs in your career… to just relax. It’ll come back, work through it, power through, rely on your mentors, rely on your support system, and you’ll figure it out in the same way that you always have, and you will be back on the upswing soon.” (32:19)  Thank you for joining us at the table, for this episode of Deal Us In. We invite you to join the conversation by using our #DealUsInPodcast on Twitter or LinkedIn. If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or a topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you. This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

May 2020

37 min 23 sec

The private equity and finance industries have evolved significantly in recent the years. While the increasing availability of information has led to a faster pace, we’re also seeing more women occupying leadership roles, and being recognized for their skills and efforts – something that was far less common a decade ago.  Deal Us In is a new podcast produced by https://www.mcguirewoods.com/ (McGuireWoods) and https://www.7mileadvisors.com/ (7 Mile Advisors), which aims to promote the advancement of women as critical leaders in private equity and finance. Through relatable conversations with professional women, especially those in under-represented corporate leadership positions, this podcast will highlight the importance of inclusion and diversity in the legal practice. On the inaugural episode of Deal Us In, hosts Kelsey Hitchcock, Ann Dorsett, and Phyllis Young from McGuireWoods, along with 7 Mile Advisors’ Ariail Barker discuss their individual backgrounds and what led them to the private equity industry. They touch on the differences between transactional work and litigation, mentioning how deals and negotiations of the former are conducted and how being a transactional lawyer is a way of life. And now, women are not only more visible, but are stepping up to higher roles in law firms. They conclude by sharing a piece of advice they would give their 22-year old selves, advice that is applicable to any young female in the legal industry. Women’s voices matter, and you should be comfortable taking risks, speaking up, raising issues, and proposing solutions when needed. Trust yourself more and spend less time trying to please other people. A valuable takeaway from Kelsey, Ann, Phyllis, and Ariail, is that women can be women and still get ahead, without needing to act like ‘men.’ Thank you for joining us at the table, for this episode of Deal Us In. If you have a recommendation for an inspiring interviewee, a question you'd like us to ask, or a topic you would like to hear covered, or if you'd like to tell us about women focused initiatives in the field, please go to our website at http://www.DealUsInPodcast.com (www.DealUsInPodcast.com). We look forward to hearing from you. This podcast was recorded and is being made available by McGuireWoods for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods makes no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Apr 2020

26 min 2 sec

Welcome to Deal Us In, a podcast brought to you by https://www.mcguirewoods.com/ (McGuireWoods) and https://www.7mileadvisors.com/ (7 Mile Advisors). Deal Us In promotes the advancement of women in private equity and finance through conversations with women leaders and rising stars in the private equity and finance space. These conversations provide both insights and practical takeaways to inform your deal work and enhance the culture of your organization. If you’re ready to drive the industry toward a more inclusive and diverse environment then, it’s time to come to the table. If you have a recommendation for an inspiring interviewee, a question you’d like us to ask, or topic you would like to hear covered, or if you’d like to tell us about women-focused initiatives in the field, please go to our website at http://www.dealusinpodcast.com (www.dealusinpodcast.com). We look forward to hearing from you.  This podcast was recorded and is being made available by McGuireWoods and 7 Mile Advisors for informational purposes only. By accessing this podcast, you acknowledge that McGuireWoods and 7 Mile Advisors make no warranty, guarantee or representation as to the accuracy or sufficiency of the information featured in the podcast. The views, information or opinions expressed during this podcast series are solely those of the individuals involved and do not necessarily reflect those of McGuireWoods or 7 Mile Advisors. This podcast should not be used as a substitute for competent legal advice from a licensed professional attorney in your state and should not be construed as an offer to make or consider any investment or course of action.

Apr 2020

54 sec