Pub. 10 2020-2021 Issue 1

14 O V E R A C E N T U R Y : B U I L D I N G B E T T E R B A N K S — H E L P I N G C O L O R A D A N S R E A L I Z E D R E A M S www.coloradobankers.org 3. Innovate. Anticipate coronavirus crisis-related problems that may occur in the next three months to two years and focus on solutions. 4. Pivot. If aspects of your work are not going to return to a pre-pandemic state, then determine what you may need to do differently to poise yourself for continued success. 5. Level up. Consider what additional skills you may need to develop to continue to be successful in your industry, then take steps to acquire those skills. 6. Experiment. The banking industry, and the world, will continue to evolve because of this crisis and continued uncertainty. Be flexible and try different strategies to keep moving forward. 7. Leverage your diversity. The pandemic has impacted populations in different ways. For example, women bore the brunt of challenges related to child-rearing responsibilities during remote work environments. As you are looking to innovate, consider how the pandemic and its aftermath will impact women and other diverse communities. Yes, COVID-19 has disrupted our lives and our businesses. And there will be more challenges like this in our lives. Take this time to assess your priorities and establish new professional goals. I challenge you to use your Grit + Growth Mindset to find your opportunities and achieve success, despite the chaos. n When coupled together, a grit and growth mindset yields suc- cess regardless of the uncer- tainties and challenges faced, because it enables a person to focus on opportunities that arise from challenges, rather than only focusing on the challenges. The Lyric Theatre, CCS CHFA business finance customer, Fort Collins Ann Jenrette-Thomas, Chief Diversity and Inclusion Officer, Stinson LLP Ann Jenrette-Thomas directs the firm’s diversity and inclusion initiatives and oversees the implementation of the firm’s Diversity Action Plan. She works with the firm’s leadership, board of directors and diversity committee to identify strategies to achieve the firm’s goals for hiring, supporting, and promoting attorneys and staff who are women, multicultural, LGBTQ and who have disabilities.