About our Guest:

Joey Lopez Sr. is a Global Program Manager at MarketStar. As a young actor and model, Joey developed a diverse range of experiences and talents centered around connecting to others. After recovering from bone cancer, he continued to apply his skills in the entertainment industry with an eventual move into sales. With over ten years of experience in digital marketing, sales conversion, and technology, he joined MarketStar to lead our sales teams continuing his passion for encouraging a sense of belonging in the workplace. He and his wife of 24 years live happily with their four children and grandchild.

There are 4 things I discovered about my professional growth. This applies to me significantly as a leader and has certainly been my experience at MarketStar and hope what I share with you today can help you identify the factors around you that impact your own growth.

The focus of our discussion here is to discuss our new purpose and values in a unique and dynamic way, and also to allow the company to get to know members of the MarketStar family, as well as the organizations that run under it, which is why we were really excited to have the opportunity to talk about Women In Business, to discuss its impact, to discuss plans that you, as a group in the organization and as a leadership team, have in play. So let's jump in and get to know Women In Business a little bit. What really is it about the organization as a whole that brings out passion for each of you? What is it that makes you willing to put in the extra time and effort that makes it impactful?

Tony Byrne is now officially the senior vice president of business development, marketing, at MarketStar. He was involved in rolling out the new Values that we now live by. We asked him to share some of his experience with it, and here is what he said:

They say people come for the job but stay for their boss. It’s proven time and again the top reason someone might move on from their current job is because they don’t align with their manager. Other reasons follow close behind, such as limited career progression or not enough opportunities for skill development. These may sound like singular and isolated issues someone might encounter in a job that isn’t fulfilling, but they can actually also tie back to having a manager that doesn’t prioritize their people. When employees feel their manager isn’t opening doors to more opportunities and isn’t looking to develop them professionally, is where they usually start to feel (rightfully so) devalued and start looking for better positions.

When shopping for sales talent, every company hires with diversity in mind. Unfortunately, diversity is more about hiring for compliance than success. Smart organizations hire sales talent with an eye toward inclusion, not just diversity. Inclusive hiring is reflected in not only how you hire, but also how you enable the people you hire.