Month: November 2024

Innovation, the Driehaus Way: A Message from Dean Sulin Ba

Sulin Ba College News, Features, Notes from the Dean, Student Stories

A Message from Dean Sulin Ba

Dear Driehaus alumni, supporters, and community members:

Welcome to the fall 2024 issue of Business Exchange. Read on to learn about how our faculty are advancing knowledge, how our students are building careers, and perhaps most importantly, how our alumni are forging change in their fields.

A group of smiling students poses with donuts, accompanied by Dean Ba in a bright blue, business formal dress
Driehaus Dean Sulin Ba, at left, serves donuts to students to welcome in the fall quarter.

The latest from the college

First, though, a few pieces of good news.

For the second year in a row, Driehaus was ranked a top school for entrepreneurship by the Princeton Review! Driehaus was ranked #12 among undergraduate programs and #15 among graduate programs. The rankings testify to the vibrant entrepreneurial community we’ve built in Chicago and around the world and to the entrepreneurial spirit of Driehaus grads.

You can read more about the news here.

I am proud and grateful to share that, thanks to a generous $2.6 million gift from Dr. Curtis and Mrs. Gina Crawford, DePaul is launching a Business Technology Leadership Institute. Housed right here in the Driehaus College of Business, the institute will facilitate collaboration with technology experts in DePaul’s Jarvis College of Computing and Digital Media.

Side-by-side portraits of a smiling, elderly couple in formalwear and stylish glasses
Dr. Curtis J. and Mrs. Gina Crawford (Photos courtesy of the Crawford Family)

Like so many of our faculty, students, and alumni, the Crawfords recognize that cutting-edge technologies have the potential to transform how business gets done. Indeed, much of that potential is already being actualized.

Their gift will empower our students to drive this change. More importantly, it will empower our students to drive this change in a meaningful way, informed equally by the subject-matter expertise, entrepreneurial spirit, and commitment to social good that already make Driehaus distinctive.

You can read more about the initiatives this gift will fund here. My gratitude goes out to the Crawfords for their generosity — and to the faculty, students, staff, and alumni who are already doing exceptional work in this space.

Driehaus is already driving change at the intersection of business and technology. Our Halperin Emerging Companies Fund recently invested $100,000 in Orgaimi, an AI tech firm specializing in data science models and predictive analytics.

In this issue

In this issue of the Business Exchange, you’ll read about how we’re working to prepare students for meaningful careers at the forefront of change. Students at the Northern Trust competition got the chance to delve into timely, real-world issues with guidance from industry experts. Opportunities like this don’t just set up our students for jobs after graduation. They set up our students for meaningful career trajectories, which will surely include jobs we can’t yet envision.

Read more about the case competition here.

Our faculty are also driving change by advancing our understanding of real-world issues. Read on to hear insights into how brands should and shouldn’t intervene in hot-button political issues and learn about the widespread, damaging phenomenon of weight-based mistreatment in the workplace.

Learn about pioneering research into weight-based mistreatment in the workplace.

Hear the surprising results of a study that examined how to approach discussing controversial political issues.

Underpinning so much of this work — as I know it underpins so much of your work — is the entrepreneurial spirit. The two alumni profiled in this issue, Triple Demon Dana Alkhouri and the late, prolific entrepreneur John Goode, embody that spirit.

Read the story of John Goode’s remarkable life and legacy here. 

Hear from Dana Alkhouri about making a career pivot and centering women’s stories.

In closing

Many of us are preparing to spend the holiday season with friends and loved ones: with members of the communities that make us strong. Although there are many challenges ahead, for Driehaus College, for DePaul, and for the larger world we live in, I find comfort in returning to what makes Driehaus what it is: our alumni and our students. Your passion — not just for innovating or forging your own path, but for taking others with you along the journey — are making a difference.

Sincerely,

Sulin Ba, PhD

Dean, Driehaus College of Business

“If you think you can’t do it, maybe you just haven’t found a way to do it yet:” The Remarkable Life and Enduring Legacy of John Goode at DePaul and Beyond

jmercha3 Alumni Profiles

John Goode, born September 24, 1934 and deceased September 16, 2024, embodied the entrepreneurial spirit. A polyglot who served on over one hundred company boards the world over, he was a portrait of the globetrotting, forward-thinking executives who built out the international reach of American business in the second half of the 20th century. As a distinguished DePaul alumnus, his life left an indelible impact on the DePaul community. 

An entrepreneurial upbringing 

An old, scanned in portrait photo of a middle-aged man in a suit, smilingBorn in the depths of the Great Depression, Goode quickly found his footing as a resourceful and creative young man. He embarked upon an enterprising path early: his first job was at the cash register of his mother’s shop at age seven, where he also took care of customers and stocked shelves. He was a quick study, even taking two buses to distributors to pick up boxes of candy for the store.  

Goode’s development through adolescence and into adulthood was a DePaul story through and through. In his high school years he attended DePaul Academy, an all-boys Catholic high school founded in 1898 – the same year that Saint Vincent’s College, better known today as DePaul University, was also established.  

It was a tumultuous period for Goode, who dropped out of school for a time and got into his share of trouble. But he eventually felt compelled to return to school, and begged DePaul Academy’s Father Fitzgerald to let him return. Father Fitzgerald was a talented teacher who would become a key mentor figure for Goode. The whole experience changed his life. It would also turn out to be the beginning of a fruitful, lifelong relationship with DePaul.

Goode went on to enroll at the Catholic university in the shady groves of Chicago’s Lincoln Park neighborhood in the late 1950s. During his studies, he was married with three children and worked full time as a doorman. In 1960, he became the first in his family to graduate from college. It would be the beginning of a long, remarkable journey, for which he would eventually be recognized and honored as a distinguished alumnus of DePaul University. 

A legacy of success, service, and kindness 

Goode’s positive attitude, natural talents, and DePaul education all propelled him into a remarkable business career. He worked his way up the corporate ladder to hold senior executive positions at many Fortune 500 industrial companies, eventually owning and serving as board chairman for Prestolite Electric, K&W Products, AP Labs, and American Innotek. He also invested in many businesses, and mentored many business owners over the years.  

Through it all, Goode retained a deep fondness for his time at DePaul, which he always believed had made a significant impact on his life, going all the way back to his formative experiences at DePaul Academy with Father Fitzgerald. And so, following his successes in the business world, Goode returned to the DePaul community to teach for the Department of Accounting in what was then the DePaul College of Commerce, eventually serving as an Associate Dean in the 1980s.  

Four middle-aged adults pose, smiling, with their elderly father
A photo of Goode with three of his children: John Jr., Jim, and Sue.

Although Goode went on to obtain advanced degrees from the University of Chicago and Northern Illinois University, he always maintained that DePaul had the greatest impact on his life. In true DePaul fashion, Goode was also an avid basketball fan, traveling to see the Blue Demons play in the NCAA Final Four in 1979. Eventually, all four of his children – John Jr., Sue, Lee, and Jim – would all attend DePaul themselves. His son, John Jr., even received his diploma on stage during his graduation from his father, who was then serving as an Associate Dean of the College of Commerce.  

Goode was well-known around DePaul for his commanding presence and jovial personality. Between classes, he valued friendship and camaraderie with friends and colleagues. Following the powerful example set by Father Fitzgerald earlier in his life, Goode strove to serve as a mentor to his students. After an especially brutal exam, he was known to meet up with the “survivors” (as he called them) at a local pub, where he would treat the students to drinks and lively conversation. He was also an avid golfer and sailor, and enjoyed taking students on sailing expeditions from Monroe Harbor.  

No problem too great to solve 

Goode made his mark at a national level. In the 1980s, he would go on to serve in the U.S. Chamber of Commerce, as well as the White House Council on Competitiveness. It was a far cry from his humble upbringing in the midst of the Great Depression: a testament, in this way, to Goode’s tireless entrepreneurial spirit.   

A scanned-in, black-and-white photograph of a suited man smiling as he speaks from a podiumThrough it all, Goode always held a firm belief in the foundational impact that the DePaul community had on his life and career. He was a prolific donor, giving millions of dollars to the university that had played such a formative role in his life. Such was his esteem for DePaul that instead of having a room named in his honor, he requested that the room be dedicated to his revered mentor, Father Fitzgerald. 

His experiences at the Chicago university cultivated his can-do, entrepreneurial attitude — one of the characteristics that those who knew him best remember as a cornerstone of his legacy. No problem was too great to be solved. As recounted by his son, John Goode, Jr., his attitude was well exemplified in one of his favorite phrases, a question he liked to pose when faced by adversity: “Are you telling me you can’t do it, or you haven’t found a way to do it yet?”  

Marketing Professor’s Research Leads to Surprising Conclusion about Political Conversations

Meredith Carroll Faculty Focus, Scholarly Pursuits

Middle-of-the-road stances risked alienating allies and opponents alike, research found

How do you navigate political discussions?  

You might expect, as many people do, that expressing “two-sided” or ambivalent positions about controversial political issues could help you bridge divides. In particular, you might expect that expressing ambivalence would make you more likeable to allies and opponents alike.  

A new study coauthored by DePaul Assistant Professor of Marketing Geoff Durso found exactly the opposite. Expressing ambivalence was not only unhelpful when it came to winning over opponents on contentious issues. It also hurt study subjects’ standing among those on the same side of the issue at hand.  

As a marketing professor with a background in psychology, Durso often works at the intersection of consumer behavior and political sentiment.   

Read on for a discussion of why the study’s results surprised him, what might explain the findings, and how insights from marketing and politics can inform each other. 

Or: Watch a video version of the interview on our YouTube channel, part of an ongoing series highlighting Driehaus faculty and what their research can teach us about the world around us.  

On politics as identity 

Driehaus College of Business (DCOB): What were your expectations going into this study? Did it surprise you to find that expressing ambivalence didn’t help — or in some cases even hurt — people’s likeability?  

Geoff Durso (GD): People generally like others who share their position. Then, if you think of people who disagree with you, it seemed reasonable to predict that expressing conflict in your own position might communicate some degree of respect or credence to your opponents’ position at the same time. So when it comes to both groups, you might expect that expressing two-sided opinions would be beneficial to people’s popularity, a sort of middle ground that everyone respected. But we find precisely the opposite pattern.   

My so-called position allies — those who agree with me on an issue — don’t like that I’m conflicted at all. They don’t like that I’m rocking the boat. And to my opponents, expressing conflict doesn’t matter, because I’m against them on the overall position. It doesn’t even register that I feel conflicted, or that my position acknowledges both sides.   

DCOB: How did you go about making sense of those results? Why do you think that was the case?    

GD: The way people think of each other is increasingly polarized. And what’s really interesting about that is that, sometimes, an issue position can become a group identity.   

Say, during the pandemic, I’m pro-mask mandate. But, I express conflict about it. I’m weakening the pro-mask mandate connection among my allies. And when it comes to an anti-mask mandate person, they consider me part of an outgroup “opponent” due to our larger disagreement on mask mandate policies.   

In other words, the nuances in my position don’t even register to opponents. And the same nuance makes my allies feel less connected to me.   

On the connections between marketing and politics 

DCOB: Some folks might be surprised to hear that a marketing professor researches political discourse. What do these two fields have in common?   

GD: I tell my students to think of politics as the marketing of a vote. You might have a dollar and you can give that dollar to any company (or candidate!) based on what products or positions they sell. Likewise, you can also give your vote to a candidate that represents what you want versus the other candidate. Both actions represent consumer behavior. It’s just the currency that varies.   

In other words, a marketplace is not just money, and it’s not just buying things. You can think more generally in terms of choices and decisions between many options in the marketplace. That’s what every marketing campaign has in common, whether it’s toothpaste brands or presidential candidates. The stakes vary, but the underlying marketing processes are similar.     

On where to go from here 

DCOB: Any takeaways from your study results that you think marketers should be paying attention to?   

GD: There’s more and more demand from consumers for brands to make sociopolitical kinds of statements. Our findings suggest that being two-sided about these is going to repel a lot of people. Trying to please everyone with a two-sided sociopolitical statement may simply lead to pleasing no one.   

DCOB: What questions has this research left you with? What do you want to understand better about this issue?   

GD: A truism of psychology is that we judge other people by their actions, but we judge ourselves by our intentions. Expressing ambivalence in our own sociopolitical position may feel personally right (we intend to bridge political divides) but we fail to appreciate how this would be perceived in reality – we may seem inconsistent or waffling, for instance.   

How do you get people to change their expectations around expressing ambivalence? How do you get them to shift away from being focused on their own intentions? Are there ways to generate win-win consensus on divisive sociopolitical issues, and how best to do so? That’s what I’d like to learn a bit more about in my future work. 

Three-Quarters of American Workers are Vulnerable to This Widespread Form of Mistreatment. Why Isn’t it Talked about More?

Meredith Carroll Faculty Focus, Scholarly Pursuits

Driehaus researchers shed light on weight-based mistreatment in the workplace

Research can be pathbreaking in any number of ways. It can distill received wisdom — or upend it. It can organize existing knowledge or chart a new course forward.

Or, like a paper recently published by four Driehaus researchers, research can put a name to something at once widely experienced and seldom discussed. Mistreatment in the workplace based on weight is an unfortunately familiar fact for those who experience it. But it’s rarely talked about: not among leadership; not in the media; and not even, thanks to shame and stigma, among those who are harmed by it.

“We wanted to study something that is real,” said Jaclyn Jensen, a professor and the associate dean for student success at Driehaus, and one of the study’s authors. “We wanted to shed light on something important that we think people are overlooking.”

On why weight-based mistreatment has gone unchecked

Jensen and her coauthors — fellow management and entrepreneurship faculty Grace Lemmon and Goran Kuljanin, along with Doctorate in Business Administration student Renee Chu-Jacoby —  published the results of their work in October.

Across two studies, the team found that weight-based mistreatment is as widespread as it is damaging.

In the U.S., for starters, 75% of the workforce counts as “overweight” or “obese.” (That’s according to the Body Mass Index: a widely used measure that is also widely criticized.)

As part of their study, the Driehaus team surveyed 1,008 adults who fell into this category. Among that sample, 758 people — or 75% — had been mistreated at work because of their weight within the past six months.

Together, these numbers sketch the outlines of a pervasive phenomenon, reinforced by widespread cultural stigmas. These stigmas, the researchers speculate, are part of why the problem has gone unchecked for so long.

“In our culture, we believe that if you’re larger, you’re responsible for being larger,” said Lemmon. “Larger bodies are associated with less competency, less warmth, more selfishness.”

“This is a topic that crosses the personal and professional divide,” added Jensen. “We maybe don’t have scripts that tell us whether we should be talking about it at all. Or, if we are, why we’re talking about it. Those guardrails just aren’t there.”

On why weight-based mistreatment can be hard to spot

For those who experience it, weight-based mistreatment is many-faced, many-formed. Jensen, Lemmon, Kuljanin, and Chu-Jacoby worked with a smaller study population to account for the full spectrum of how weight stigma shows up in the workplace.

They surfaced plenty of examples of overt, aggressive mistreatment: name-calling, exclusion, physical harassment. They also found examples of larger-bodied workers being perceived as less competent and less professional: of these workers being denied access to information or roles because of their size.

Just as damaging — and perhaps more surprising to those who haven’t faced it— were seemingly benign comments known as “benevolent mistreatment.”

Benevolent mistreatment might masquerade as concern for a larger-bodied coworker’s well-being. It might manifest as the suggestion to opt for a salad over a sandwich, or the snide remark about too many trips to the candy bowl — all directed at larger-bodied colleagues without being levied at smaller-bodied individuals who make similar choices.

Benevolent mistreatment, the researchers found, was just as damaging as other forms. No matter how overt or covert the behavior targeted at them, study subjects were likely to withdraw from work; to experience rumination and shame; or to neglect selfcare.

“[Benevolent mistreatment is] very much somebody entering your personal space: your personal emotional space; your personal cognitive space,” said Lemmon. “It might not be physical in nature. But it is still somebody trying to get their way into your life and control you. There’s an element of control implicit in benevolent mistreatment that’s not present in the other forms of mistreatment. And I think that’s why people react so strongly.”

On the potential costs to organizations

Weight-based mistreatment at work, the study found, is undeniably detrimental to workers’ mental health.

Equally, allowing weight-based bullying to proceed unchecked can cost organizations.

“It turns out that how people are treated inside organizations affects their behavior,” said Kuljanin. “That’s why I like this line of work. When you mistreat people, you’re clearly not getting the best out of them.”

The team hasn’t yet had the chance to quantify the impact of weight-based mistreatment on organizations. But, given the scale of the problem and existing research in workplace climates, they conjecture that these costs include lost productivity, deteriorating collaboration, and difficulty attracting and retaining talent.

“We’re social creatures,” Kuljanin said. “We talk about each other and gossip all the time. Organizations develop reputations. And so if you’re an organization that has a reputation for this kind of mistreatment, then you’re going to be missing out on a whole bunch of talent.”

On where to go from here

An issue so widespread, the researchers stressed, will necessitate solutions at any number of levels: from organizational culture right through to public policy.

As for what organizations can do? According to the team, existing research suggests that culture changes happen on many fronts. It happens when organizations change their policies. It happens when leaders draw a clear line. And it happens when all workers — but particularly those in positions of power — give one another models of how to act with compassion and empathy.

When workplace culture does shift, though, that change tends to be pervasive. It’s less about a shift in any one kind of behavior, said Jensen, than it is about a shift in the values underlying people’s choices.

“Take trying to diminish sexual harassment,” she said. “The message isn’t just, ‘respect your female colleagues.’ The message is, ‘all your colleagues deserve to be valued.’ So there are ripple effects. Those types of environments see less sexual harassment. But they also see less of other kinds of harassment, too.”

Compassion and empathy, the authors agree, are two such values that might drive change around weight stigma in the workplace.

—

All told, Lemmon, Jensen, and Kuljanin hope that drawing attention to the scope of the problem will be a catalyst for change.

“When you study nastiness in the workplace, you quickly learn that people know it’s going on,” said Jensen. “It’s just that they don’t necessarily want to talk about it. So one of the things that would be good to normalize, for organizations, is this idea: Not talking about it doesn’t mean that it doesn’t exist.”

“If the thrust of our outreach is awareness,” said Lemmon, “we’re happy.

For Driehaus Students, a Deep Dive into Forex Becomes a Testament to Teamwork — and a Launching Pad for Careers

Meredith Carroll Features, Student Stories

The foreign currency exchange market is endlessly complex and constantly shifting. For the institutions that trade on it, being able to do so seamlessly — and in a way that maximizes profits — is paramount.  

Four young men in suits -- three of them visibly related -- pose, smiling, in front of a modern, glass-walled classroom.DePaul students dived headfirst into the complexities of the foreign exchange market (also known as Forex) at the inaugural Northern Trust case competition on October 17 and 18.  

Co-organized by Driehaus’ BETA Hub and the School of Computing and sponsored by Northern Trust, the competition charged teams of students (who could compete on a business or technology track) with improving a hypothetical bank’s process for Forex, including cryptocurrency. With guidance from Northern Trust professionals, students had just over 24 hours to devise a workable solution — and sell it to a panel of experienced judges. 

Preparation, delegation, details — and trust

For the four Driehaus students who won the business track, the victory was a testament to the importance of preparation, delegation, details, and trust.  

“I think DePaul did a great job preparing us,” said team member Diego Villaseñor. “What really helped us was knowing how to do due diligence, how to do your homework, and how to ask the right people the right questions.”   

Diego, his brothers Fabian and Maximos, and their teammate Nick Lopez came in with a wide array of strengths. All seniors, their majors span accounting, marketing, management, and finance. 

“The last thing you want is to be stressed about your other team members,” said Lopez. “I don’t think there was a single moment where that happened. We were able to divide and conquer. I took over the cryptocurrency side, and I knew my part forward and backward. We knew that we could trust each other with what we were assigned.”  

Four young men in suits gather close around a whiteboardThe team had been working on building trust since long before the competition — or even their time at DePaul. The three Villaseñor brothers are triplets; Lopez is a longtime friend who grew up down the street in Orland Park, a southwest suburb of Chicago.  

The group found a room where they could focus. They brought in a whiteboard to jot down ideas. Diego, the group’s finance expert, brought in a second monitor. Feedback from the judges helped them quickly to home in on the main questions: 

“There are a lot of buzzwords when you talk about crypto in particular,” said Maximos. “You can come up with a lot of ideas. But how are you going to do them?  What are the legal parameters? Those are the common questions teams kept getting asked by judges.”  

On selling your idea

Once the team had the framework of a solution in place, they faced a second hurdle: How to sell their solution to a panel of judges in just under 10 minutes? And how to ensure their solution would be memorable?  

Fabian’s experience in sales helped them arrive at a solution. They would anchor their presentation around Carmen: a fictitious pension fund manager who needed her bank to be able to make trades on foreign assets.  

“It’s so important to make the information tangible,” said Fabian. “You can have great information. But if customers don’t understand it, what use is it?”  

“With the Carmen story, we were able to talk about a particular client and specific issues she might have,” echoed Maximos. “It really made our presentation come full circle.” 

Equally important was being ready to embrace the unexpected:  

“During the Q&A portion,” said Diego, “it was so important to defend your answers, to make sure the judges were able to understand. We had to get comfortable with being asked questions on the spot.”  

Connections, careers, and where to go from here

Four young men in suits pose, smiling. They are wearing nametags and lanyards.Reflecting on the experience as a capstone of sorts for their time at DePaul, the team returned to the value of making connections — to one another, to professionals, and to their careers.  

“I think a lot of times, students are nervous about doing a case competition – or to network with people there,” said Lopez. “One of the mentors we spoke with was the Senior Vice President of FX Technology and Product Development for Northern Trust. He’s a very successful individual – but at the end of the day, we’re all people. I think a lot of the success we had was connecting with people on a personal level.” 

All four teammates see direct connections between their experiences at Driehaus, in the case competition, and where they’re going next.  

Maximos will be starting a full-time role in HR at Plante Moran, where he’s been working part-time while he finishes up his studies.  

“A lot of what I work on relates back to this case study,” he said. “There’s a lot of communication. You need to be able to have trust, and to be able give and receive constructive feedback.”  

Fabian will continue pursuing his passion for tech sales in a role at Salesforce. This work, he hopes, will allow him to continue helping fellow Blue Demons advance their careers.  

Diego is choosing among competing offers in consulting. It’s an industry, he said, that speaks to his passion for project management and learning about new, complicated topics quickly — both skills he got to hone at the case competition.  

Lopez, who is graduating in June, is preparing to sit for his CPA exam. After graduation, he has an offer lined up with Apercen Partners, a boutique tax consulting firm for high net-worth individuals: the kind of setting where he may well be able to implement what he’s learned from his deep dive into Forex and cryptocurrency.  

When the team looks back on their time at DePaul, they think of opportunities like this case competition. Over time, the team said, such opportunities can accumulate into invaluable experience. 

“All four of us are first-generation college students. That, and coming from a Latino background, really lit a fire under us to make the most out of our time here,” said Maximos. “I think case competitions like this really help you build those connections and get experience. Win or lose, you’re still going to get something – and it’s those connections with those people.” 

You Create Your Own Power: Triple Demon Dana Alkhouri Reflects on the Entrepreneurial Mindset

Meredith Carroll Alumni Profiles

A headshot of a young woman with long hair, smilingDana Alkhouri is many things: A Triple Demon who earned her bachelor’s, her master’s in public policy, and her MBA from DePaul. A journalist who covered the height of the pandemic on the ground in New York working for ABC News. And, as of a few years ago the founder of The Sidelines, a newsletter that focuses on women in athletics and wellness.

Recently, Dana shared her insights into making a career pivot, making space for women’s stories, and making it in the face of skepticism.

Driehaus College of Business (DCOB): Tell us about your current project, The Sidelines: a newsletter focused on sharing stories from women’s sports and wellness. How did it get started? What’s the most impactful advice you received along the way?

Dana Alkhouri (DA): The Sidelines is a sports newsletter by women and for all.

My friend Megan Schaltegger and I launched it in 2020. We started it because, back then, there was not a huge amount of interest in coverage of women in sports. It was such a niche industry. So we thought: let’s get ahead of it.

We initially wanted to start as a website. And we got advice from another founder to start as a newsletter instead. We’ve built out some great partnerships and gotten a great group of readers that way.

DCOB: Did you always know you wanted to be an entrepreneur? How did you launch your career in journalism, and how was DePaul part of that?

DA: I’ve always had this entrepreneurial mindset. When I was a kid, I started this jewelry business on Etsy. During the pandemic, I started a sweatshirt line. I’m always looking for a project.

I have done the majority of my education at DePaul. That just goes to show how resourceful DePaul is and how much they offer to their students. And how well they connect with their students and stay in touch with them.

I had so many great experiences at DePaul. I studied abroad, primarily focusing on the EU and NATO. I had some really dedicated journalism professors who helped me figure out an independent study. That’s an amazing thing about DePaul. They’re so resourceful. They’re so dedicated to making sure students can pursue what they want.

DCOB: Around the time you launched The Sidelines, you were pivoting from a career in journalism to one in business. Can you talk about that transition?

DA: In 2020, I was working at ABC. I was going into the office every day. I was covering the pandemic, the election, everything that was going on. It was an eye-opening experience. But after awhile, I realized I needed a break from hard news.

A panel of five woman at the front of a meeting room, seen from an audience perspective with three rows of attentive listeners aheadI was able to enroll in DePaul’s MBA program full time — and fully online. During that time, in the summer of 2021, I started working at Goldman. I was working full time and going to school full time. It was important to me to do my MBA side-by-side with working at a bank, with working in business.

I graduated with my MBA last summer. It was a great experience – great connections, great networking.

DCOB: You’ve gotten the chance to speak to so many inspiring athletes and founders. What’s stuck with you about those conversatiA screenshot of a TV program in which two women are interviewed. The chiron reads: Why is now the time for a female focus in sports?ons?

DA: There’s this question I always ask: What is your biggest piece of advice to a woman trying to break barriers in the sports industry? Their responses are so awesome.

A lot of them have talked about the need to push through. They’ve talked about not taking no for an answer. When you get criticism, it means you’re doing something right. That’s really stuck with me.

When we launched The Sidelines, people had so many questions. They were skeptical if people were going to read it. But facing criticism was my favorite part of it. Because criticism means that you’re reaching people.

Hearing criticism is also really important because, sometimes, you need a vision from the outside. As a founder, it’s easy to get tunnel vision. We’ve actually ended up incorporating content in response to criticism.

DCOB: What does entrepreneurship mean to you?

DA: Freedom. Entrepreneurship means having an idea and being able to bring it to life. And I think there is freedom in that. You create your own power. You’re doing it for yourself. And you’re doing it for the people who work with you, and work for you, and for the audience that you are creating.