00:00
Ola. I'm Claudia Romo Edelman and I'm Cynthia Kleinbaum Milner.
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And this is a podcast,
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a La Latina, the playbook to succeed being your authentic self
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today, Anna Corrales,
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amazing leader. She's a coo at Google for Devices and Services
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And we're gonna have three main things that you're gonna learn
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from this incredible podcast.
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The first one is how you can climb the ladder by process
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of elimination. This means having jobs you may not like,
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but making sure you always leave them better than you found them
00:31
Number two, embrace feedback that hurts.
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Take what is useful for your growth and disregard the rest like
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Anna did when she was told to be a little less.
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And the third one is remember that we can't live life backwards
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but you can make sure to identify your true calling early
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on. She did it by identifying what gave her energy and
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all of that and more here in the podcast.
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A La Latina stick around Hola,
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welcome to a new episode of the podcast,
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a La Latina, the playbook to succeed being your authentic self
01:13
today. We're absolutely excited.
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We have a stellar guest,
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Anna Corrales she's the coo of Google devices and services and we're
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so happy to have you here today.
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I'm super excited to be here.
01:25
Excellent. So what does the coo of Google devices and services
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do I work? the part of Google that makes
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consumer hardware? So I'll just show you because it's easier.
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this is our new phone that we just actually released yesterday in
01:40
New York. So super excited to be in New York with
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we do headphones and Fitbit Nest products.
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So I hope many of you have our products in your home
01:51
and we spend a lot of time making them for people
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to love them and use them every day.
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So that's what I do,
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but here, here's my place.
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I love it. So that's basically what you're leading all devices
02:06
of Google. So my manager Rick Osterloh leads the entire devices
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and services and I run all of operations for that.
02:14
So that includes, you know,
02:15
managing our development process,
02:17
managing all of our supply chain,
02:18
customer support it like sort of end to end,
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kind of making sure that it all comes together.
02:24
So launch time is kind of,
02:27
you know, our biggest moment of the year because everything we've
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been working for, for 18 months,
02:32
12 months really has to come together for people to be able
02:35
to get their devices on hand and you know,
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we actually have a couple of stores here in New York.
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So people just want to go after the launch and buy their
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thing. And so many things need to come together to make
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that happen. And my team is responsible for ensuring that all
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comes together. I just have to say you just boosted my
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ego big time because you're here the day after lunch.
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This is like looking fabulous,
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but also all roads lead to you.
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We've been talking for many,
03:03
many years to different companies and you're the most senior Latina in
03:07
Google and probably in STEM in the entire industry.
03:11
So it's fantastic to have you with us.
03:12
Tell us more about you,
03:13
your upbringing, what led you to be who you are today
03:17
and what you do today?
03:18
Well, I'm originally from Costa Rica.
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So Central America, I grew up there my whole life and
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I think how I ended up here,
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you know, I always joked that you should live life backwards
03:26
because you would have so much more insights about things that you
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should have seen earlier in your career that you were probably too
03:32
busy to pay attention to it.
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you know, my parents are both,
03:36
really, were both scientists.
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My dad was an engineer,
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he passed a few years ago and my mom is a phd
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you know, they were really stem people and I think they
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you know, we sort of inherited that love for science
03:50
and for math, it's something that was a huge part of
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you know what we did.
03:54
And then when I was probably 15 or 16,
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because Costa Rica is such a small country at that time,
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they show you how to try to be an entrepreneur because it's
04:04
unlikely you're gonna end up working in a big multinational company.
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And so I was elected to do that and they taught us
04:10
how to sort of run little companies.
04:12
And I was nominated to be the GM for my little company
04:15
And we made scrunchies which,
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you know, you all know,
04:18
in Lati, in Latin America,
04:19
they're very popular. Everybody has a Oh yeah.
04:23
They're so fun. Everybody has long hair.
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And so basically we created that and,
04:29
you know, my mom really liked sewing.
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She had all these fabrics that were free.
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So for those who are in finance,
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that's free cogs, right?
04:35
So free, free material is always a great thing.
04:38
And the grandmas were willing to help us because they,
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you know, love helping little girls.
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And so that was free labor.
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So our margins were amazing.
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we end up running this thing and then we were supposed to
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shut it down about six months later.
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But we were having so much fun and we were making frankly
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a lot of money for teenagers,
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especially in Latin America.
04:57
So we kept, you know,
04:58
we kept it going and then,
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we kept it going for years and I sold it,
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you know, when we came,
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when I came to study in the US and we did this
05:05
deal with like the national supermarket and it was great.
05:08
You could see your product when you went to the supermarket.
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It was amazing. So you would have thought super obvious.
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I love product. I should have known that at that moment
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that was fun on to college.
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you know, intimidated by coming to college in the US.
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You know, it's a big step for sure.
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But it took me many years later,
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probably a good decade later to really realize,
05:31
I love products. I love doing things.
05:33
I love creating. I studied engineering but I just,
05:37
you know, all these connections didn't really happen until much later
05:41
it's a little bit about me and Costa Rica.
05:43
You're talking about this idea that you've introduced in other podcasts or
05:47
in other interviews about finding your calling by process of elimination,
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right? So you're saying you should have known that you loved
05:55
product when you had your business with Scrunchy.
05:58
How did that process of elimination feel?
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And I'm asking you this because I've found myself many times in
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jobs that I don't like.
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And I bet you a lot of our listeners are feeling the
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same word sometimes you're like,
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I made this mistake.
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Why am I in this role?
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How do I get out of this?
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What can I learn from this one that will position me for
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a different role? So,
06:18
if you can help our audience have a playbook when they find
06:21
themselves in a job that they don't love to take the next
06:25
role that will get them closer to their calling.
06:27
Yeah. No, I think that's great.
06:28
I think that basis for me is that I really love learning
06:32
I mean, to be honest,
06:34
pretty nerdy then. I'm still pretty nerdy now.
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I mean, so I just love any new topic.
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I will just go into it and go deeply into it.
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And I think that was the genesis of me change roles a
06:44
lot was I would do something,
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I'd learn it, I'd hopefully contribute and then I want to
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learn something new and learn it and contribute.
06:52
And the reason I say it was a process of elimination is
06:55
that I would go into these roles and exactly like you're saying
06:57
sometimes you would love it and sometimes she would be like
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wow, this is really not for me.
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But I think you need to be,
07:04
you know, the advice I would have for people if you're
07:06
in that situation. One,
07:08
be really honest about it.
07:10
Like, you have to be brave enough to say,
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I want to make a change,
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but it's also important that you have a responsibility.
07:17
You need to, you need to leave the place better than
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you found it and you need to contribute.
07:21
I don't think it's ok for you to just jump from Lily
07:24
Pad to Lily Pad and not really give back to anything.
07:27
It's super important that you learn.
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You have to be open to the fact that you may not
07:31
know everything you very likely won't and you have to go there
07:35
and learn. And actually I've had jobs where I didn't think
07:38
I like them probably because I didn't know what I was doing
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you know, over time and then I actually started to like
07:45
it more. So you have to give it a bit of
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a chance. But I would just say it takes courage to
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change jobs. It's disruptive in your,
07:51
you know, in your daily life,
07:53
in your routine. If you have a family,
07:54
it's disruptive. And I think you have to be super comfortable
07:57
with saying I'm gonna be,
07:58
I'm gonna be uncomfortable.
08:00
And when people say that like,
08:01
hey, go be uncomfortable,
08:03
I think you hear it but you don't really like absorb what
08:06
it means, it means like you're gonna really not feel great
08:10
you're gonna really be disruptive.
08:12
And so you need to be able to have the courage
08:14
to do that. And what I see is that people don't
08:17
really, they really react instead of being,
08:20
you know, proactive they wait until the manager has the conversation
08:25
I don't think you like it or look,
08:26
I don't think this is working out when in reality,
08:29
you probably knew that long time ago.
08:32
And so if there's one skill that I think I had to
08:36
learn for myself, I'm such a busy body.
08:39
I love what I do love being busy.
08:42
It was to slow down and have the white space,
08:46
which is still a challenge for me today.
08:48
And I try really hard to do that because when you do
08:51
that, you will be able to hear yourself better and say
08:54
actually, I don't like this job and make that conclusion
08:57
We've heard from almost every one of our previous guests that
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careers are long. And when you're like in a job that
09:03
you don't like, you're like,
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this is going to destroy my career.
09:07
it definitely. And I think that's the other.
09:08
I think you bring up super point.
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It doesn't. And I think people will look at how you
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exit a place, whether it's a huge success or sort of
09:17
a medium success or not a great success.
09:19
But they will always remember how you ended up leaving a role
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And if you're in a role that you don't like,
09:24
and you leave it in a very graceful way and you leave
09:27
in a way that you've contributed back,
09:28
right? They made an investment in you,
09:30
you need to give back.
09:31
But you're also making a decision,
09:32
a very conscious decision to move forward.
09:34
I think there'll be a lot of respect for that and you'll
09:37
end up learning something may not be what you want to do
09:39
for your career. But,
09:41
you know, but you'll learn something and careers are,
09:44
you know, they were long before they're now longer.
09:46
So, don't worry about that.
09:48
You definitely, it's definitely not gonna decide anything in your career
09:51
You know, I have a like a personal example
09:54
at some point I didn't know what I wanted to do when
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I left consulting, I was working at BC G and you
10:00
know what happens after consulting?
10:01
You're like, I'm burned out.
10:02
I need to just take a break.
10:04
And I ended up working with my dad who has a textile
10:06
trading company and I was going to Asia to the factories and
10:10
every time I was on a plane,
10:11
I was like, what am,
10:13
Why am I doing this?
10:14
This is not marketing,
10:15
this is not what I love my next job.
10:18
I got it because I knew how to search private label brands
10:22
I worked at Guild Group and they were launching their private
10:25
label and I had 90% of my job was something else.
10:28
But the 10% of private label I knew it because I worked
10:33
So you may not see it while you're working on it.
10:35
But if you can learn something,
10:37
you can use it later.
10:39
how many of us have gotten jobs up to 10%?
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and I hope that there's many more because I think as Latinas
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we tend to aim actually for the 90%.
10:49
I see this at work all the time.
10:50
They're like, there's 10 requirements.
10:55
I think I should also have 11 and 12.
10:57
And do you think I should apply even though you were like
11:00
You know. And I think people need to get much
11:03
better, especially Latinas,
11:05
much better at saying like I'm just gonna go for it.
11:07
I mean, to be honest,
11:09
guys just go for it just being honest that they do.
11:12
And you see that when you're interviewing them,
11:14
they're like, I know nothing about this,
11:15
but here's why I'm gonna be awesome.
11:17
And then you have the next candidate who says I know everything
11:19
about this, but I'm really nervous.
11:21
So it's really interesting to see that and,
11:24
and the data indicates that man 90% un match with that
11:29
job. And nevertheless,
11:30
they go, so with 10% they feel like I can swing
11:32
this lower that women,
11:35
women is like 50% Latinas is really high.
11:38
Unless you feel that you're a 90% competency,
11:42
which is like a real difference with men,
11:44
then you don't go and,
11:45
and we do impose that in post or syndrome a lot more
11:48
But I wanna go back to,
11:50
we've heard that careers are long and a lot of people have
11:52
taken lateral moves or even backward moves in order to learn the
11:57
operations of a business.
11:58
Even if it was so scary for Latinas,
12:00
that is almost unheard of because we don't have the luxury of
12:04
the salary, you know,
12:05
like downgrade and so on.
12:07
But it seems that knowing the operations of the place where you
12:10
are are more than that 10% even if it's that it's gonna
12:13
leapfrog you in a bigger way.
12:16
I I'm a huge believer and maybe this is because I've worked
12:20
multiple start ups and also,
12:22
you know, bigger corporations and I've been really fortunate to work
12:24
in some great places,
12:25
but I, I'm a huge believer.
12:28
You need to understand what business you're in and you need to
12:32
understand how that business is running and how that business is succeeding
12:36
or not succeeding. And what are the metrics that matter and
12:38
how are you going to make,
12:40
you know, your product and company better and you don't do
12:44
that by being sort of surface level under understanding and that's why
12:49
and I'm super biased,
12:50
right? I'm, I'm an operator.
12:51
There's many people who are and so that's our bias.
12:55
But I think if you really truly know,
12:58
how do you bring an idea,
13:00
you know, how do you start with something that says,
13:03
you know, idea for this project and how do you actually
13:07
make it from there to something,
13:09
you know, physical or a software or a service that you
13:12
really are going to deliver?
13:13
And then what's all the go to market to that and really
13:16
sort of end to end understanding of that?
13:19
I think it makes you so much better.
13:20
I think the other benefit of doing that at some point in
13:23
your career and earlier is better,
13:25
by the way, I would say is that you then get
13:30
I like this piece but not much that piece and I like
13:33
that other piece much better.
13:35
So for example, for me,
13:36
I'm an engineer but,
13:38
you know, I did enough tours of,
13:41
you know, different roles that I ended up really liking finance
13:44
Like I think it's such fun and they can be really
13:46
influential and there's so much to learn there.
13:49
I was really humbled by how many different disciplines there are in
13:51
finance. I would have never known that had I not rotated
13:56
you know, I think you get to understand deeply how to
14:00
make your business successful and,
14:01
and whether you're passionate about that business or not.
14:04
And so I, I do think going,
14:06
you know, into the operations and understanding it makes a big
14:09
difference for sure. And earlier is better in a personal note
14:13
I am thinking about this a lot because of it took
14:17
me this amount of years to come to the realization of that
14:20
But when I when I remember my father,
14:23
God bless him, he was never intended to,
14:26
you know, like to put me into that position.
14:27
But he did two things.
14:29
One, he told me what a great copilot I was because
14:32
I always went in the highway.
14:35
So he was always taking me from Mexico to Acapulco and to
14:38
Iapa. And I was like the oregano,
14:39
an engineer. I feel like what a great copilot you are
14:43
And only five years ago I saw my resume and I
14:46
I've been the right hand of someone my entire life without any
14:50
intention. He gave me that piece and it took me a
14:54
real effort to become the pilot or even try to become a
14:57
pilot. So how do you discover that if you are a
15:01
young Latina, how do you have that moment?
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I think that I think I have two tricks.
15:06
But again, you know,
15:07
this is after, I wish I had,
15:09
I would have had these.
15:10
I didn't, I think one of them looking back now is
15:15
see this too, whatever is easy for you.
15:19
Like, you don't really tend to count it as much because
15:22
you don't even notice because it's sort of easy for you.
15:24
So for example, for you,
15:26
you know, being able to rally people and you know,
15:29
being loud and getting people excited and giving energy,
15:32
giving all that energy probably gave you energy.
15:34
But you didn't sort of realize that because it was effortless.
15:37
So I think what's super important is as a person to sit
15:39
back and say in those quiet moments saying what gives me energy
15:43
and what doesn't give me energy.
15:45
Like I love, for example,
15:47
being in product reviews and,
15:50
you know, in some boards I sit in,
15:51
we know we do product reviews there too and I've realized it
15:54
almost doesn't matter what product it is.
15:56
It's just so cool to be there in that creation process and
15:59
making it real and making it possible and touch it with your
16:03
hands, isn't it so pretty?
16:05
Yeah, exactly. So I love that,
16:08
but I didn't realize that that gave me so much energy.
16:11
There's other activities I need to do that I can do and
16:16
But when I leave that activity,
16:17
I'm exhausted, I'm so tired.
16:20
And so I now realize noticing where your energy just naturally goes
16:25
up and where your energy naturally goes down gives you a really
16:29
good indication where you like spending your time.
16:31
It doesn't mean you can't do one thing.
16:33
It just means you're spending energy when you do that.
16:36
So I think that's one big piece.
16:38
I think the second big piece is to sort of write
16:41
down how you're feeling about these roles because when you,
16:45
when I write something down like this bothered me or this made
16:49
me really happy and then I sort of look at it over
16:53
maybe over a six month period or something.
16:55
I feel like it gives me insights that I normally because we're
17:00
everybody, let's go.
17:02
you're so busy. You don't really get to see those insights
17:06
there's something about just putting on paper,
17:08
it really comes together for me.
17:10
And it's giving me insights that I didn't really know.
17:12
In fact, that's one of the reasons I decided to leave
17:14
One of the roles I had and go to a start
17:16
up was I just sort of realized,
17:18
oh, this is a trend for me and I don't know
17:20
that I would have had,
17:21
you know, perhaps the insight to,
17:23
to realize there was a trend.
17:25
It's sort of the Boiling Frog syndrome,
17:26
right? But when you,
17:28
when you write it down,
17:29
you sort of see these data points that are unrefuted,
17:31
said by an engineer.
17:32
Of course, I'm like,
17:33
give me the data points.
17:34
OK. The conclusion is,
17:35
but that's what happens to me personally.
17:37
But I think the majority for me is the energy.
17:40
Like I, I can just tell when I Elmo Metro,
17:45
when we had the lo entro la Latina here we have a
17:47
cocktail party and we spoke and after I spoke,
17:50
my husband approached me and he said,
17:52
like you were a different person.
17:54
I feel like this is what you were born to do.
17:57
And I'm like cocktail parties.
17:58
Great. But you know what I will tell you,
18:01
let's pick on the cocktail party.
18:02
Cocktail parties are one of the ones that I can do.
18:05
I'll have fun. But the second I leave that door,
18:08
it's like somebody sapped me of all energy.
18:11
Like I'm a social person.
18:12
I like people but I just,
18:14
I'm not just talking about cocktail party.
18:16
I was talking about like Latinas,
18:18
Latinas. But you know what I mean?
18:21
these are examples of things that,
18:23
you know, that's a skill frankly to be able to,
18:26
you know, talk to people and get people.
18:27
And you know, it's just that networking.
18:29
And I realized for me that networking is actual work versus if
18:33
I am in a product discussion,
18:35
that's zero work. So it's just interesting to see where that
18:38
energy comes from. You said you love product and nevertheless,
18:41
you came to the US instead of leading that and you came
18:44
to the traditional route of academia.
18:46
Tell us more about that.
18:48
my parents were both academic.
18:49
So there was no chance that I was gonna be like,
18:51
oh, I've decided I'm an entrepreneur and I'm just like,
18:53
gonna skip college. They were like,
18:56
I'm a master's and they were like,
18:58
mm, ok, that's kind of acceptable.
19:02
that's acceptable. So definitely college was,
19:05
in the cards for us.
19:06
And I think my parents,
19:07
I was super fortunate they wanted to give us an education outside
19:10
of Costa Rica because they felt Costa Rica,
19:13
you know, was a very small country at that time.
19:15
So it still is and very limited in opportunity.
19:18
So I think they really wanted us to experience just how broad
19:21
the world really is and how broad the opportunities really were.
19:24
I think the one thing that they did very well for us
19:26
was they just had no limit on,
19:29
you know, I think they,
19:30
they allowed us to dream big.
19:32
I mean, I just don't really think they had anything like
19:35
you know, you should be this or you should be
19:37
that or don't do that,
19:38
don't do this and huge credit to my dad,
19:41
you know, grew up in Costa Rica,
19:43
very traditional person. And so to send,
19:46
you know, there's four of us,
19:47
my sister, my brother,
19:49
me and my little brother,
19:50
but to send his two daughters,
19:51
I mean, you guys know the culture to a different country
19:54
when they're 18 was like not normal.
19:59
I think it was a big exception for him and I
20:02
so I came to the US to study,
20:04
I should have known I wanted to study engineering but I didn't
20:07
I ended up just kind of going to school,
20:10
figuring out what I liked and like,
20:12
did kind of math econ because I was good at numbers.
20:15
And then I took a class that was sort of a little
20:18
bit into product design.
20:20
I really like that and that's why I decided to grad school
20:23
and engineering. So that's how I ended up choosing my degrees
20:28
I mean, I just should have been so obvious and I
20:30
would have taken probably different classes if I had,
20:33
had the moment to listen to myself.
20:36
So maybe you wouldn't be here,
20:37
you may be successful.
20:40
you never know. So let's go back to your first job
20:43
Cisco. You were there for nine years.
20:46
You got promoted seven times.
20:48
I think. I'm not great at math.
20:50
Yeah. Well, actually Cisco was not my first job.
20:53
My first job was HP.
20:54
But yes, I went to Cisco very early on.
20:56
I was super fortunate to go to Cisco and Cisco was just
21:00
you know, like a rocket.
21:01
Right. It was just growing so much.
21:02
And I think that's one thing,
21:04
you know, people look at my career and they think there's
21:06
some magic sauce that I have.
21:07
I'm sorry. But that's just not the case.
21:09
Right. I think I'm a hard worker and I definitely want
21:12
to do things. But I was also super fortunate to be
21:14
in the right place at the right time.
21:16
And Cisco was growing a lot.
21:17
I think the other thing that I would highlight about my journey
21:21
in Cisco are 21 is this love of learning.
21:25
I just wanted to learn.
21:27
So I would do a job and then the person I was
21:30
working with, I'm like,
21:32
And that's interesting, let me go do that job next.
21:35
I just without realizing,
21:37
was trying to understand that end to end.
21:40
And that's how I ended up in so many different functions
21:44
what does engineering do?
21:45
What does finance do?
21:46
What does operations do?
21:47
You know, I didn't really hit all the way to marketing
21:50
you know, doing a lot of rotations on that.
21:52
And I think what happened is that allowed me after a while
21:56
to basically do big start up efforts within the company where they
22:00
there was like a massive problem.
22:02
They don't even really know how to articulate the problem,
22:05
spill an ALE four and they're like,
22:08
send a SWAT team to A L four and see what's going
22:11
And I was like part of that SWAT team.
22:13
So I always say I was running towards the building that was
22:16
on fire instead of running away from the building that was on
22:18
fire. And I think that's one of the reasons I ended
22:21
up getting, you know,
22:22
a lot of opportunities because I would,
22:24
you know, deal with these very difficult ambiguous things and be
22:28
able to sort of make sense of it and structure it and
22:30
be able to then manage it in a way that it could
22:34
exist long term and hand it off to somebody else.
22:36
And then I go do the next bill and,
22:38
you know, aisle seven.
22:39
So that was an interesting thing.
22:41
And then the second thing I would highlight in my tour at
22:44
Cisco, I was incredibly,
22:46
I mean, better lucky than good.
22:48
I had the super good fortune of having two incredible mentors there
22:52
who really believed in me.
22:54
I didn't work for them directly.
22:56
I just did in one case,
22:58
I did a project for the person and,
23:01
you know, they just sort of really took,
23:03
took me under their wing.
23:04
And then the second one,
23:05
it was the, the person ended up being Ceo of
23:08
Cisco. And when he was earlier in her career,
23:12
I was in his organization but not directly reporting to him.
23:15
And I was doing one of these big crazy projects.
23:21
after that was successful,
23:23
they really invested themselves in,
23:25
in my career and those mentors have made a huge difference.
23:29
They're still mentors of me today.
23:30
I can call them and in literally under a minute,
23:34
they know me so well.
23:35
They can just say like this advice or that advice or yell
23:38
at me if they think I'm out of line,
23:39
which they do. And in five seconds,
23:42
they can just like read you.
23:43
I feel. So they've been incredible people that I admire
23:48
long term mentors, long term mentors.
23:50
They still do it like I will still call them.
23:53
you know, I don't work at Cisco anymore.
23:54
They don't either but struggling,
23:57
you know, with Xy and Z and they're like,
23:59
OK, tell me the scoop and so I'll tell them,
24:01
you know, whatever the problem might be and they'll just give
24:04
me incredible advice in like under five minutes.
24:07
It's really impressive. It sounds like they were your sponsors and
24:10
now they're your mentors when you were,
24:12
they were your sponsors.
24:13
You're right. What she mentioned about running towards the fire to
24:17
projects that are ambiguous and difficult.
24:19
We've heard from other guests that Latinas like just growing up in
24:24
Latin America gives you a sense of like,
24:27
I, I have to fix it.
24:28
Like there's, I know,
24:30
right. So unshakeable,
24:32
you can navigate conflict this year because it's always,
24:35
it's always, it's always,
24:37
that's one of the things that we and to tell corporations like
24:40
Latinos are more comfortable with ambiguity.
24:42
We are not shaken by a problem.
24:46
Exactly. We go and fix it and change pretty well.
24:52
I, I definitely think so and I think it,
24:54
it helped me actually to be,
24:56
you know, to be loud,
24:57
to be very gregarious and get people excited and,
25:01
you know, just you gotta have your team believe that it's
25:03
possible. And I think that's super important.
25:05
They see the leader.
25:05
If the leader thinks it's possible they're gonna go around that hill
25:08
you know, but if they see a leader that's shaky
25:11
or uncomfortable, you know,
25:13
And so I think having that conviction of like,
25:15
oh no, this is not happening in my house and we're
25:17
gonna fix it, we're gonna fix it right now like that
25:19
was so motivating I think for the whole team and it was
25:23
a blast too. I mean,
25:24
we just created such fun memories.
25:25
So yeah, it was really a great time.
25:28
You mentioned your mentors as being crucial in your being able to
25:32
be comfortable and going to the house where there was fire.
25:35
Probably those mentors like your parents encourage you to dream big.
25:40
We've also heard from other guests that they are not running to
25:45
the house of fire but trying to solve the big agenda items
25:49
of someone else and over volunteering.
25:52
And I think that I heard good and bad and that.
25:56
I definitely think first of all,
25:58
I do want to just say one thing on the mentors and
26:00
sponsors because you trigger that thought for me,
26:03
I think they were first mentors became sponsors and mentors again because
26:07
it's hard for somebody to be your sponsor without knowing you.
26:10
They have to know that you are a person that works hard
26:14
really wants the right thing and that,
26:16
that's, they wanna sponsor that type of leadership and then eventually
26:20
they sort of give you the sponsorship.
26:21
So I just wanna highlight that.
26:22
They also don't look like me.
26:24
So I think if I had waited for,
26:26
you know, a female Latinx leader to take me under their
26:30
I, I would still be sitting,
26:32
I'd still be waiting.
26:32
So I just, I think it's super important that they,
26:34
they look generally nothing like you.
26:37
somebody that helped me a lot was a sales person that
26:40
I didn't mean a first sale person until I was like 30
26:42
because I came from a stem background,
26:45
right? And they think so differently than,
26:47
than I did. And so that was super helpful.
26:50
They look nothing like you generally and they generally have different backgrounds
26:53
and that's really helpful.
26:55
And then to your point on the over volunteering and overdo that
26:58
that has gotten me both huge advantages and also in trouble
27:03
right? Because earlier in my career and I'm hoping that
27:06
I'm better at this now,
27:09
you're with your peers,
27:10
you think it's like a big Latin family,
27:11
right? So your brother,
27:13
II, I work mostly with men.
27:15
Right. So it's like he's your brother.
27:16
So you're like, hey,
27:20
And that shockingly gets annoying to them.
27:23
Of course, I didn't think so.
27:25
I'm helping you. Like,
27:26
there's a pothole right there.
27:28
You're about to run into it.
27:29
And so I had to sort of realize when over volunteering is
27:33
helpful and when over volunteering is not helpful.
27:36
But what is true is that when there is an issue and
27:39
there's a problem, the problem doesn't necessitate people looking at it
27:42
and admiring it and describing it perfectly.
27:46
They need somebody who's going to go fix it.
27:48
And I think it's super important as a leader.
27:50
You can see that in your own team,
27:52
you have 10 people on your team.
27:54
There's gonna be, you know,
27:57
that's really bad. That accident looks that train wreck looks bad
28:00
You know, there's maybe two or two that are like
28:04
but I'm like, waiting to be asked and then there's like
28:07
one or two who are going to be like me.
28:09
I like this is my idea.
28:11
This is my proposal.
28:12
So I think there's a huge difference between admiring a problem and
28:15
proposing a solution and the more you propose and the more you
28:19
actually help people are going to notice that because it's that initiative
28:22
of saying, you know,
28:24
not happening under my watch.
28:26
And so I think that's really important for,
28:28
for people to see if you're sitting there and you're like,
28:31
I think I could do it.
28:33
You know, you're thinking in your head,
28:35
nobody else can hear what's happening here.
28:37
You actually have to say I have an idea and I can
28:40
help and I have a proposal,
28:41
you have to sort of move instead of just sitting there thinking
28:44
and analyzing or over analyzing,
28:46
which is probably you're doing at that time would love to know
28:49
a little bit more of being a Latina in stem in tech
28:54
the highest ranked in your company probably of the entire
28:58
industry or maybe what has been an advantage for you of being
29:04
a Latina to get you there.
29:06
And what has been a disadvantage?
29:07
Where had you had pains,
29:10
bruises, dial downs and how did you fix them?
29:14
I think that's a great question and I definitely have had both
29:18
it's been by far an advantage more than a disadvantage.
29:22
I'll talk about the bruises because there are some and we'll definitely
29:25
talk about those. But I would say for me,
29:27
what has been just the energy,
29:29
the positive, you know,
29:30
like you have positive energy,
29:32
you're super energetic. People are excited,
29:34
you know, you're a happy person.
29:36
let's be honest. Right.
29:40
like nothing, music can't fix without music.
29:45
I think just getting people excited and to believe that something that's
29:49
very hard is possible.
29:51
And I think also frankly,
29:54
for me, when I became a mom,
29:55
you know, family is a really important part of our culture
29:58
I think people understand and respect that and it made me
30:01
a better leader. So I think overall by miles,
30:04
people will feel super comfortable coming and telling me things,
30:08
they'll tell me their life story.
30:09
You know, that's one of the funny things people say about
30:11
me, like, and it just happened the other day,
30:13
I was getting my haircut,
30:14
this lady told me her life story and at the end,
30:17
she's like, I have never done that.
30:18
I don't even know what happened.
30:19
I just, I don't even know what happened.
30:22
Yeah, I trust you and I don't know why,
30:23
but I just trusted you.
30:27
you know, really privileged that she had done that actually created
30:30
sort of a different bond.
30:31
So I think it has allowed me to create these really genuine
30:34
bonds because I do care and,
30:35
and that's sort of our culture and,
30:37
and also like you guys said,
30:39
you know, we don't really mind a mess because generally speaking
30:43
there's a lot of mess,
30:44
right? And how we sort of grew up.
30:46
So I think it's been an overwhelming positive thing for me.
30:49
I think the bruises have come exactly what you said.
30:51
Hey, can you please speak less?
30:54
Like number of times,
30:57
Yeah. So can you just be like a little less?
31:01
And it's really interesting when I was first told that I was
31:04
so insulted, I was just like,
31:05
I can't believe. Do you,
31:06
do you say this to other people?
31:08
Do you say this to my colleagues?
31:11
and so it's interesting in that I was very offended,
31:16
but at the same time,
31:16
there was a bit of feedback that was real,
31:19
that could have made me more effective.
31:20
So I think when you get this,
31:22
when you get feedback,
31:23
that hurts, it's been my experience that generally speaking there,
31:27
you're gonna have to figure out which part of the feedback you're
31:31
gonna really take in and would be actually beneficial.
31:33
And it's actually an evolution of you as a leader without giving
31:37
up your genuineness and what part of the feedback that you're like
31:42
I mean, like I disagree with you respectfully,
31:45
I disagree with you and I'm not going to change who I
31:48
And if that means I don't fit in here,
31:50
then I'll just go somewhere else like including making my own thing
31:54
But it is the one that hurt the most at that
32:00
there was feedback and it was around,
32:02
it was around, I think they said it the wrong way
32:05
and I don't appreciate the way it was said.
32:08
But I think the feedback was helpful in that.
32:11
I was basically not,
32:12
it was like the peer thing,
32:14
right? Like, let's make sure that everybody has a voice
32:16
Let's make sure you,
32:16
you know, pass it around,
32:18
pass the opportunity around and I just,
32:20
we just get excited.
32:22
and this and that and da,
32:23
da da and they're like,
32:25
a little less. Yeah,
32:26
I think they could have done it 1000 times better.
32:29
But there was some feedback there that was real and it was
32:32
more like share the oxygen,
32:34
maybe let's just say it that way.
32:35
And that was a real feedback.
32:37
But I just wish they would have done it in a much
32:39
nicer professional way. But there is a stereotype I think,
32:42
particularly for Latinas to please try to be a little less.
32:47
And how do you deal with that and yet succeed?
32:51
You know, how do you not heal so much of yourself
32:55
that you can still be yourself and use it to your advantage
33:00
especially as we get older,
33:02
who you are, you know,
33:03
part of the thing that they're telling you to dial down.
33:06
Is the thing that makes you very successful too.
33:09
And so I think you just need to be genuine,
33:13
but you can be genuine and still continue to become a better
33:17
leader and a better person.
33:18
And so I think the option of saying,
33:20
well, they said it in a night in an awful way
33:22
And so I'm going to just be hurt forever and like
33:25
I don't need to change because the way that it was
33:27
said was awful is a bit of a cop out because to
33:32
in a way telling you that feedback is hard for people to
33:36
tell you that nobody likes giving feedback.
33:38
Let's be honest, right?
33:39
Especially a real one.
33:42
whether it was good intent or bad intent,
33:46
you know, is there something out there that you should listen
33:49
to and a song I think for me,
33:51
the bar that you're asking for the bar is like,
33:53
do I still feel like I'm who I am and my genuine
33:56
self? And if so proceed?
33:58
But I have learned and I will,
34:00
I'm sure there's things I can learn to be much more effective
34:03
today and much better today and you have to be humble enough
34:06
if you look at professional athletes,
34:09
I'm always so impressed.
34:10
I, I love their stories because they're like at these crazy
34:16
but they're always learning,
34:17
they're always practicing. They're always making themselves better and talk about
34:20
tough feedback. Right.
34:21
You don't have a good game one day you're out and that
34:25
doesn't happen in my industry,
34:28
Right. And so I'm like,
34:29
how do they do that?
34:30
And they're so humble in that and I think there's a lot
34:32
to be respected about that and there's a lot to be learned
34:36
have I been told things that were absolutely bruising 100%?
34:42
You said something, Anna that we haven't heard before.
34:45
Claudia. And it really resonated.
34:47
I, I think we have to maybe include it in the
34:51
Yeah, or in the list of things that Latinas are
34:53
great at, at least because I've heard it from others.
34:56
The trust I've heard for many,
35:00
many years from people that when I ask them something and they
35:03
open up to me and then they tell me,
35:04
I have never said this to anyone.
35:06
Like there's something about how I ask the question.
35:08
It's almost the reason why I was like,
35:11
maybe I should start a podcast because I have this ability to
35:14
like get people comfortable to people talking.
35:17
And I didn't realize it was a Latina characteristic.
35:20
So maybe that's one of the things that we have to flip
35:23
the script to. And it's also with human,
35:25
I think the way that it's asked or like there's care,
35:28
people can sense that no judgment,
35:30
they can sense that you care and that there's not like a
35:33
mother, you like a mother,
35:35
you take people within you care,
35:37
you're not going to leave anyone behind.
35:39
If you live like a mother,
35:41
then you're going to create trust for the relationship.
35:44
Strong teams bonding where people are going to go against the wall
35:48
and they definitely will.
35:51
and it comes in all teams,
35:52
right? That's, you know,
35:53
your leaders, your peers,
35:55
your own team, they all have to trust you and that
35:58
trust is slightly different.
35:59
But at the end of the day,
36:01
you know, the decisions will move with the speed of trust
36:03
they definitely will move at the speed of trust.
36:05
And so whatever trust you have is how much faster you and
36:09
more successful you can make some of these really tough decisions.
36:12
I want to talk about the industry stem but just to finish
36:15
on identity, what are the biggest misconceptions that or stereotypes that
36:20
you find for Hispanics,
36:24
particularly in tech? But incorporate America in general?
36:27
I mean, I would say one of them is what we've
36:29
been talking about, which is that there's this feeling that they're
36:34
you know, loud and happy and like,
36:36
you know, and it's just like,
36:38
can we just sort of dial it down and,
36:40
and the feeling is that you can't give that if you give
36:43
this feedback, you know,
36:44
you're gonna like the flowers just gonna,
36:47
you know, die if you will.
36:50
I feel like we're really tough and we can take feedback and
36:53
so, and we can do hard things.
36:55
And so I feel like these are not shrinking violets.
36:58
Like if you have feedback that's going to make somebody more effective
37:03
And I think you will find that they're extremely resilient,
37:07
more resilient than I think we get credit for and they want
37:10
to grow and they're,
37:11
you know, they want to make a career and they wanna
37:14
like move forward. And so they're waiting for that.
37:18
Can you do it in a kinder way?
37:19
Absolutely. But whatever it is,
37:21
give the feedback because there's a lot more resiliency than I think
37:24
people give credit for.
37:25
And I think, you know,
37:27
I feel like people tippy toe around a little bit too much
37:30
you know, I think we're so used to the Latin culture
37:33
and parents are like Mijita,
37:37
so you're just used to that,
37:38
so compliment, compliment that one.
37:41
Exactly. But I love you.
37:44
So anyway, I think that's the,
37:46
the thing would be is you could say,
37:48
hey, here's some real three pieces of feedback,
37:52
and I think that would go a lot better than this tippy
37:54
toeing that's happening pieces of data.
37:57
Number one, according to a book that we're quoting a lot
38:02
what Latinos have is grit you can like,
38:06
you can shake the entire thing.
38:08
We're gonna be standing there.
38:09
What we need is two things when you're a mentor,
38:12
number one is to know the rules of the game,
38:15
someone and turns on the light.
38:16
Number two, that they tell you,
38:18
but I think that you can get there.
38:20
And number two, and that's a data point that comes from
38:23
google.org many years ago is that the barriers for Latinos who get
38:27
into tech were number one access to education.
38:29
But number two encouragement,
38:32
no one told them I can see you like Anna Corrales leading
38:36
Google. How do we do that?
38:39
this is an incredible question and I spent a lot of time
38:43
on this because I'm actually one of the executive sponsors of Ola
38:46
which is our Latin X er G and some of the
38:49
data you shared. I see it.
38:51
I see that every day.
38:52
I think it's so important for us to get early access to
38:55
to education. There is like that digital divide and making
39:00
sure that we're, you know,
39:01
Google has a ton of programs to try to do that.
39:03
We're working on like doing start up efforts and making,
39:06
you know, training accessible to everybody with our tools.
39:09
And it makes a huge difference because they need to know that
39:11
it exists. They need to know it's a possibility.
39:13
I'll tell one quick story because,
39:16
you know, I was once asked Hey,
39:19
you know, Ola at Google and Coni and Cisco and all
39:22
these, er GS for a long time.
39:24
Like what fuels you to do that.
39:26
And for me, it actually was a story that happened to
39:29
me. I graduated grad school.
39:30
I went to work at HP.
39:32
I was there in my first week.
39:33
I mean, what an innocent,
39:34
I had no idea what I was doing.
39:36
And my manager like,
39:38
you're going to this event with me.
39:39
So we went to this event and it was an event for
39:43
high school kids, Latinos to try to get them to
39:47
stem is a possibility.
39:48
You two are good at math and you could do that.
39:50
And he's like, don't get in trouble,
39:51
don't say anything, just stay over there,
39:53
right? Because I had been there five minutes.
39:55
I'm just gonna sit here and not do anything and Milo be
39:58
pretty, let's hope so.
40:01
Anyway. So basically I was there and do not doing anything
40:05
And this young girl came to talk to me and she
40:08
spoke Spanish of course.
40:09
So we're chatting, you know,
40:10
we're chatting up having a great time and back to the trust
40:13
thing, she starts telling me her life story.
40:15
This is in the Bay area.
40:17
And so she then tells me she's like,
40:19
I was asked my high school counselor was telling me that I
40:22
should consider applying to,
40:25
to colleges. And I'm like,
40:26
yeah, that's a great idea.
40:27
You definitely should. There's so much you can do da da
40:29
da. And then she's like,
40:30
well, she encouraged me to,
40:31
to apply to this call called Mitt.
40:33
I've never heard of it.
40:34
I had no idea what she was talking about.
40:37
but my family wants me to go.
40:38
Do you know, my mom is thinking maybe I would be
40:41
better off helping them in the car wash because they had like
40:44
that's where they worked in the car wash.
40:46
So, what do you think?
40:47
And I just remember thinking like,
40:49
how is that a question?
40:51
Of course, you should go to college and I felt so
40:53
bad in retrospect because I had,
40:55
I mean, what an ignorant,
40:56
like, I didn't realize what she was really asking.
40:58
I just had so little thought in my reply and I'm like
41:02
you should go to college and then later it came to me
41:05
like, 20 minutes later I went to her.
41:06
I'm like, did you say MIT?
41:10
I'm like, in Massachusetts.
41:12
that's MIT, you should definitely go to MIT.
41:15
And so if your counselor thinks you should go to MIT,
41:18
you should definitely go to MIT.
41:19
And she's like, is it a good school?
41:22
Mhm. It's a really good school.
41:24
You should go and again.
41:26
But I didn't have a lot of thought about what else I
41:29
was breaking in her family or her mental model or her challenges
41:32
I was just like easy chocolate ice cream.
41:34
I like it better than vanilla ice cream.
41:36
And I just felt so bad saying that many years later,
41:40
I was actually at work and I got this letter and it
41:44
was from this girl who had found me and sent me a
41:46
letter and said, I just want you to know I graduated
41:48
from MIT and I was like,
41:50
you know, I thought about that moment.
41:51
I'm like, I went there by chance.
41:54
I had no clue what I was doing.
41:56
I wasn't intentional. Like I literally stumbled across this girl,
42:01
right? And had no interest in understanding her situation.
42:06
I just like spoke without thinking,
42:08
which I felt really bad about and it was still a good
42:10
outcome. So imagine if I put any points of intention,
42:14
if I put any energy units of intention,
42:17
And I think that is the inspirational thing that you need to
42:19
like these kids need to know that it's possible.
42:21
And, and so that's one of the big reasons for me
42:24
And I think that's one of the big challenges we have
42:26
I think for Latinas,
42:27
the other big challenge to be honest is when they start getting
42:30
to like I'm getting married or I'm thinking about getting married or
42:32
I'm thinking about having kids.
42:34
You know, I've had so many one on ones with super
42:37
talented young female Latinas.
42:40
There was one that she's like,
42:41
I, I'm really worried,
42:42
like, if I get married and I have kids and then
42:44
you know, what is like,
42:45
it seems really overwhelming and what is like after that and,
42:49
you know, can I be successful and have kids?
42:51
I mean, that's a tough transition,
42:52
let's be honest, it's a tough transition.
42:55
And then I remember asking her,
42:57
are you expecting? She said,
42:58
oh, no, I don't even have a boyfriend but I'm
43:00
just like, planning to make sure,
43:02
you know, and so they plan so far ahead and they
43:05
want to meet their family's expectations and I think having family for
43:08
them is such a big part of that,
43:10
that I see a huge loss in the pipeline there because they
43:14
what they see is the really tough part.
43:16
They don't see what door they're closing 15 years from now,
43:19
or 20 years from now.
43:20
They just see the immediate,
43:22
the immediate window today.
43:23
And so I think educating on that piece also is a really
43:27
important one to do.
43:28
And how are you doing that?
43:29
I mean, I tried to do that through our,
43:34
basically are doing a lot of programming on specific topics
43:39
that we think where we see the leaks.
43:40
So we're just trying to like plug programming where we see these
43:44
leaks that will at least will allow an education and a choice
43:47
versus just not knowing.
43:48
And so we have converted our er G from,
43:51
you know, a fun community thing to,
43:55
you know, work and skill building.
43:57
We also try to interject some of the fun,
43:59
but we're trying really hard to create skills,
44:01
not just this community where you can go complain,
44:03
but more so let's give you skills,
44:05
especially where we see these leaks.
44:07
So I'm gonna do a little plug for our social media channel
44:10
because you, you just said something that reminded me of
44:14
questions I had before I went to H BS which is like
44:18
somebody not knowing what mit is for you.
44:20
It's so obvious how can somebody not know but they don't know
44:23
obvious, they don't know.
44:24
And if you, if you are in a family that maybe
44:27
you're the first person going to college,
44:29
how do you know if this is a good school or it's
44:33
And it's far away from home,
44:34
it's far away from home.
44:35
I didn't know which schools were good,
44:37
which were not good.
44:38
And I, we are actually now asking or like opening the
44:42
door to our audience to ask us those type of questions on
44:45
social media because one of the barriers that we see is the
44:50
weak networks that we have and if you don't have somebody in
44:53
your family that can answer those simple questions,
44:56
then who do you ask?
44:57
So ask us if you have a question and you don't have
45:00
somebody to ask something,
45:04
we're gonna answer, our guests are gonna answer,
45:06
we are your network.
45:09
Right. And I also want to just like before going
45:13
to the end, I wanna ask about that piece where you
45:17
identify the leakages and you identify the gaps.
45:20
I think that the biggest gap we find is no longer at
45:24
entry level or mid level is actually getting,
45:26
you know, like the promotion and the retention at the senior
45:29
level. That's why this is our response to that to make
45:32
sure that Latinas can make it and make it in half time
45:36
and stay and being able to also recognize that getting high in
45:40
a company is not scary.
45:42
There's a lot of fear about that.
45:44
Because you fear you're gonna lose family,
45:47
lose yourself, how to compromise totally who you are.
45:50
And also because the higher you go,
45:53
the lonelier it gets,
45:54
how do we demystify getting to the top?
45:58
you asked a lot of thoughts there.
46:01
first of all, I remember when I was a director,
46:06
actually not, not the two I spoke about,
46:07
but somebody else asked me or told me they're like,
46:10
I think you're gonna,
46:11
you have a chance to go really far in your career.
46:14
And as I think about you,
46:15
one of the things that I think is going to be hardest
46:16
for you is that it's really lonely and you're such a social
46:19
bee. I'm worried and I'm like,
46:21
what do you, what do you mean lonely and,
46:25
I'm so grateful this person told me that because I really didn't
46:30
it, it can be really lonely.
46:32
So I know you want me to demystify.
46:34
But that one is a real one.
46:35
I mean, it does get lonely and I think it's because
46:39
you have to make tough decisions and the number of peers that
46:42
you have sort of starts disappearing.
46:44
And I remember, you know,
46:45
when I used to have a problem at work I could call
46:47
10 people and, you know,
46:49
then between the 10 of us we'd figure out,
46:51
you know, sort of what the right thing to do was
46:54
when you are solely responsible for something in the company.
46:57
Of course, you have peers outside of the company,
46:59
but sometimes they're your competitors.
47:01
Sometimes they're really busy.
47:02
You know, it's just,
47:03
you feel like you have more weight in your shoulders and it's
47:06
like a start up right when you have,
47:08
you know, maybe 50 or 100 people working for you and
47:10
you're responsible, not just them their families.
47:13
the decisions you make really,
47:15
really impact people's people's lives.
47:17
And I think that makes it much lonelier.
47:20
I do think that the,
47:21
the myth busting can be in many ways,
47:25
the work is different.
47:27
But I think what people feel is like,
47:29
ok, if I'm a director and I'm doing all this work
47:33
and I've become a VP or I become ac level person,
47:36
I'm just gonna have to do more of this and I don't
47:39
have one minute in the day anymore.
47:41
So like I can't add more minutes to my day.
47:43
So therefore I'm not going to go for that because that's not
47:46
what I want. I think that's a total myth.
47:48
I think the work is very different.
47:50
Yeah. Yeah. The work is different,
47:52
it's not more hours,
47:54
it's just different work.
47:56
And I think that's what people need to understand.
47:59
And I think the other thing in many ways,
48:01
it's so hard to explain,
48:02
but there's more flexibility while having less flexibility.
48:06
And so because you own a lot of what your agenda is
48:09
and your schedule. So you can say,
48:12
my son is 12 and you know,
48:14
he wants to me really,
48:15
really important. I go to this one event,
48:17
I can pretty much make that happen.
48:19
Whereas honestly, when I had my daughter who is seven years
48:22
older than him, that was a lot harder because,
48:25
you know, I didn't really control my schedule as much.
48:28
these are some of the,
48:30
the myths, it's just different.
48:32
It's not just plus plus plus model and you don't have to
48:36
make it a plus plus model.
48:38
I think knowing that would make people take that leap.
48:40
The other thing that I have found for me,
48:42
that was a huge surprise.
48:44
You know, you talked about,
48:45
people would tell me,
48:46
encourage me and things like that.
48:48
I thought I was sort of dreaming big for a long time
48:52
And I ended up having this lunch with this headhunter guy,
48:56
this was like years ago and he was talking to me about
48:58
boards and things like that.
49:00
And I had never really thought about that because I have kids
49:03
and I was busy and la la la,
49:04
you know, I don't want to put more on my plate
49:07
And in that he asked me a set of questions and
49:10
I realized I don't have great answers for these.
49:13
I don't think I'm dreaming big.
49:15
And so I think the other thing that I would say for
49:17
these women who have the opportunity to go and are sort of
49:21
holding themselves back is to really question you probably had to dream
49:25
big to get to where you are.
49:27
But are you still because I,
49:29
I just sort of realized that I was tested and I,
49:32
I sort of failed that test.
49:34
I fixed it, I think.
49:35
But now I realize ever so often I need to sort of
49:39
rethink about where I'm at to see if I'm still boiling the
49:42
frog or if I'm really actually,
49:45
thinking big enough about what I wanna do.
49:47
So those are my initial thoughts.
49:49
Yeah. OK. So before we wrap up,
49:52
you gave us a lot of good advice.
49:54
Is there anything that you didn't give us that you would like
49:57
to give Anna when she was 30 years old?
50:02
Anna of 30 let me think 25 th better.
50:08
you know, I had my Children in my thirties and I
50:11
just feel like I was,
50:13
you know, I was scared,
50:14
I think in that time frame for a bit and I just
50:17
sort of now being on the other side of it,
50:19
I just think, I wish I would have known to your
50:22
point. It's not as scary as I think it is.
50:24
And I think I wish I would have had that confidence because
50:28
I probably spent so many energy units that I,
50:31
I really didn't need to spend at all.
50:34
Being scared, being worried about being scared.
50:38
I'm not scared but should I be scared?
50:40
all these things that I just,
50:42
they were useless now.
50:44
And I wish I would have just,
50:46
you know, had more conviction at that time that dreaming big
50:50
is OK. And you know,
50:51
here's the thing like you dream big,
50:52
you're gonna get us something like I've gotten opportunities where I'm like
50:55
I can't believe this opportunity is at my doorstep and I
50:58
can't do it right now.
51:01
but it's just like getting that option is so valuable and it's
51:06
so fun. It's so fun.
51:08
I get to do really cool stuff that I never thought I
51:11
would do and I think everybody should deserve that chance.
51:14
That's what I would think.
51:15
And I think that there's a number of Latinas,
51:18
not a lot but a number of Latinas that like you are
51:22
making it and are willing to open the door for others,
51:25
share their knowledge with others.
51:26
So that not only they can,
51:28
we can all make it in half time but also create a
51:31
network of Latinas that support each other,
51:33
mentor each other, open the doors and share the access code
51:36
So I am very hopeful that we might be the last
51:39
generation really. I hope so.
51:41
I hope so. I am very hopeful.
51:42
My daughters 19 and I look at that generation,
51:45
I'm super hopeful and I think we all probably feel this way
51:47
but nothing more rewarding that seeing somebody you mentored and you sponsored
51:51
be successful. I mean,
51:52
it just like the work I do at Google in that sense
51:55
is one of my most rewarding.
51:57
It just makes me so happy and it's just so fun because
52:02
you know, with very little investment,
52:04
sort of change people's arcs of their life.
52:07
So that's, that's just so rewarding.
52:08
And I love doing it and we love having you here and
52:12
we've heard so many great pieces and some similar,
52:16
very similar. We're coming to a decalogue,
52:19
a playbook, a real playbook of what it is like.
52:21
How can you make it as a La Latina Latino style and
52:27
lead and succeed in your authentic self?
52:29
So who else shall we have in this podcast that is going
52:32
to give us another wave of wisdom.
52:34
I was super into Yvette Moreno I think is her name.
52:39
She was the producer for Encanto.
52:42
Have you guys seen it?
52:43
Oh my God, it's adorable.
52:45
I love that movie Encanto.
52:47
And I was super impressed that to learn that she was
52:50
the producer. I don't know her personally.
52:52
So if you guys get her here,
52:53
let me know, I'll fly into New York.
52:55
We'll, we'll hang out.
52:56
I just love that movie.
52:58
I thought, you know,
52:58
it's about magic. It has so many cultural moments of,
53:01
you know, Latin America.
53:03
So many stories, I just thought it was the life on
53:06
I remember watching it and thinking,
53:08
wow, somebody really,
53:09
they really just captured it.
53:11
And then to realize that the producer was,
53:14
you know, from a Latin a Latina was just amazing.
53:19
So I, I would love to hear from her.
53:21
I'm sure you guys will too and we'll reach out to her
53:24
We to be more grateful for today.
53:28
It's so fun. I really appreciate you guys having me here
53:31
and you know, it's really a pleasure.
53:33
So thank you so much and for everybody,
53:35
give it to Anna Corrales leading and helping us to lead a
