Agnieszka Kręciszewska, CFO Caparol Polska w wywiadzie dla Kornblit Talks
Kornblit Talks
Do not hesitate to say ‘I’ more often
Considering the marginal cost curve, it's clear that each extra bit of perfection brings with it greater costs. Therefore, my advice to women is to shift from 'must-have' to 'nice-to-have.' Good enough is enough. Pursuing perfection rarely pays off for us. When it comes to job applications, aim for roles that resonate with you. When I'm facing the dilemma of skills and their potential when building a team, I lean towards prioritizing candidate's personality. After all, hard skills can be developed anyway - emphasizes Agnieszka Kręciszewska, CFO and Board Member Caparol Polska.

In the interview for Kornblit Talks Agnieszka Kręciszewska embraces among others:

Raising Your Hand Approach 

If you don’t speak up for yourself, no one else will. Recognizing your worth, showcasing your strengths is not boasting. Don’t be afraid to seize opportunities to make yourself visible. For example, women often describe their achievements using terms like “together with the team,” “my team,” “we,” etc. It’s great because it shows a focus on others. But don’t hesitate to use the pronoun “I” more often. Find a mentor with whom you’ll build a relationship, demonstrate your personality and knowledge. Someone who will support and advocate for you as your ambassador within the organization.

Building on Your Strengths not Weaknesses

I support leveraging our strengths instead of dwelling on our weaknesses. Correcting deficiencies requires substantial effort, often proving ineffective. Meanwhile, women frequently exhibit meticulousness, striving for certainty and minimizing room for error or failure. The input and output should be balanced, just like in decision-making. Despite the abundance of available information, the variability of conditions is so great that it’s impossible to gather the entire spectrum of information to make the perfect decision.

Women on Boards Directive

The Women on Boards Directive concerns only a small percentage of the largest companies listed on stock exchanges. I believe many of these firms already had diversity objectives in place for their boards and supervisory boards. Numerous businesses remain unaffected by this directive, so once again, we come back to the basics emphasizing the importance of fundamental principles – company awareness and willingness, rooted in grassroots initiatives and internal commitment. Legislation alone isn’t enough, but it can certainly provide valuable guidance.

If you want to live a life and develop professionally in harmony with your values, be sure to read this interview: full version available in Polish.