Category: General

Gratitude for Progress

During the Thanksgiving holiday, I reflected a moment on our goals for the year and the progress we’ve made towards achieving them. As I do so, I am cognizant of the incredible work our team, Board of Directors, alumnae members and volunteers have been able to achieve.

The additions of Andrea as our Director of Programs and Katherine as our Logistics Manager have been a game-changer. Last month we welcomed our fifth team member, Mindy Santo. Mindy is working part-time to coordinate the expansion for our Mentoring program.

Of course, none of what we do would be possible without Tina, our amazing Board of Directors, Corporate Sponsors, and Honor Roll Supporters. To you we are truly grateful!

May we all finish the year strong and ring in a new decade full of progress for women everywhere. When women lead, communities succeed!



Meet Alumna Michele Elrod

One of the greatest things about Momentum is the powerful alumnae network. Periodically we interview these amazing women about their experience in our program.

Michele Elrod, EVP, Head of Marketing, Regions Bank

Michele Elrod joined Regions in 1984 and provides strategic marketing direction and management as the Head of Marketing for Regions, a regional bank that operates throughout the South, Midwest and Texas and is headquartered in Birmingham, Ala.

Before serving in her current position, Michele held a number of management roles in strategic marketing and sales training for Regions and AmSouth Banks, and was the Marketing Director for The First National Bank of Tuscaloosa. Prior to entering the financial industry, Michele served in management roles directing public and media relations, fundraising, education and volunteer services in the Mental Health Services industry.

Michele has a master’s degree from the University of Alabama School of Communication and Information Sciences. She is a graduate of Momentum, the Birmingham Women’s Leadership Program, and The J. Mack Robinson College of Business Executive Program for Advanced Leadership Development.

Michele currently serves as a mentor for women in the University of Alabama School of Communication and Information Sciences and the Collat Marketing and Sales School at UAB Collat School of Business. She serves as the Vice President of Programs on Momentum’s Board of Directors, the University of Alabama – Communication and Information Sciences College, and the Marketing and Sales Advisory Board to the UAB Collat School of Business.

Michele was recognized in 2016 as one of the top 34 “Women Who Shape the State of Alabama” and in 2014 by The Birmingham Business Journal as a top CMO in the C-suite awards.  She is the recipient of the 2014 Outstanding Alumna Award in Advertising from the University of Alabama School of Communication and Information Sciences.  She was voted top Woman under 30 by the Tuscaloosa YWCA.

Michele is an active speaker in the field on topics such as: Social Media and Marketing to the “New Consumer,” The Use of Big Data and the Changing Roles of Marketing, The Adaptive Customer Enterprise-Integrating Sales and Marketing to Drive Sales Growth, Addressability at Scale through Digital Platforms, Mentoring Women, Customer Centricity and Digital in the Financial Industry and Marketing and AI.

What did you gain from your Momentum experience?

Momentum provides an opportunity to “step away” from the hustle and bustle of every day and learn, consider new ideas, to invest in yourself.  In many ways, I think of Momentum as an opportunity for discovery.

What is one piece of leadership advice you have been given that has helped you in your career?

There is always more than one way to do anything, and when you can’t see the other person’s point of view – move your chair.

If you knew then what you know now, what would you tell your 18-year-old self?

I would tell her that she needs to think about her personal brand.  She will learn academics, but the real lessons and the most difficult lessons are those around leadership, conflict management, negotiation, etc.  An 18-year-old most likely isn’t even thinking about those – so think about not only what you want to do – but also how.

What challenges do you think the next generation of women leaders face?

Everything moves at a much faster pace, and this will continue to accelerate. The leaders of tomorrow must be prepared for that; they must embrace technology, AI, and digital concepts.  But this applies for men and women.  For women in particular, I think many of today’s challenges will be there for the next generation– perhaps they have changed in terms of “degree” but they exist.  Sure, we have made strides, but pay equality, gender stereotypes, balancing life, etc., still exist and will be there.  The challenge for women is how to achieve and be a leader while maintaining the very things about “womanhood” that can propel you – make you more successful because they matter in leadership – vulnerability, collaboration, inspiring others, etc.

What do you think organizations need to do differently for more women to rise into executive roles?

They need to work hard to eliminate or reduce the unconscious biases.  Eliminate double standards – which is difficult– as it is a perception and attitude bias. Build a culture of acceptance which permits different approaches – whether they be gender-driven or culture-driven.

What three words do you think should characterize every leader?

Inspiring, Visionary, Fair

How do you manage your career, home, and community life?

Some times are better than others.  I think a lot of managing it “all” depends upon where you are in your career life-cycle.  I have to give myself permission to know that I can’t do it all and that “no” is not negative when it benefits me and my family.  I recognize what is important to me and focus on those things.  Some things may not get done because they aren’t important in the scheme of things. The other piece of this is that if you are a female executive, having a spouse that recognizes what that means and being able to “turn over” certain things to that spouse is an imperative.

What advice do you have for aspiring leaders?

Remember what motivated you to do your very best and then be that person – that motivator.  Be flexible, knowing that leading is about learning and changing with the times.

Michele Elrod was interviewed by Bella Tylicki, Public Relations student at UAB. 



Momentum at Pepper Place Market

Join us this Saturday, November 9th, at  The Market at Pepper Place! Momentum will have a table at the market to raise awareness about our programs and future events.

We’ll be registering people to win free tickets to our January leadership series workshop: Keys to Personal Bandwidth with Julie McDonald and Lisa Graham. The  workshop is a great opportunity for professionals, both men and women, to learn how to maximize their resources to create a more sustainable, effective, and productive work life.

Registration for Momentum’s 2020 Biennial Conference will also be available. The growing event is set to meet an all-time participation high with attendance expected to be near 1,500 professionals from across the state!

Make sure to stop by Momentum’s table 8 am-12 pm while you shop the market. Students from UAB’s School of Communications will be passing out complimentary cookies and tell you all about Momentum!

We would like to hear your feedback! Comment below if you plan to come by the market this Saturday, attend the leadership series in January, and/or attend the conference in March.

Meet Alumna Cindi Vice

One of the greatest things about Momentum is the powerful alumnae network. Periodically we interview these amazing women about their experience in our program.

Cindi Vice, SVP, CFO, Treasurer Blue Cross Blue Shield of Alabama

Cindi graduated from Birmingham-Southern College with a Bachelor of Arts in accounting in 1981 and a Master of Accountancy from Auburn University in 2018.  She is a Certified Public Accountant and Certified Internal Auditor.

Cindi began her career as an internal auditor at Hertz Corporation, and later joined Peat Marwick & Main as a tax accountant. She joined Ernst & Young’s tax division in 1988, later serving as a tax manager. Cindi joined Blue Cross and Blue Shield of Alabama in 1991 as the Manager of Corporate Tax and was promoted to Vice President of Internal Audit and Information Security 12 years later. She was named Senior Vice President, Chief Financial Officer and Treasurer in 2009.

Cindi is a Board of Trustee member for the Plan Investment Fund, Inc. as well as chair of the Nominating Committee.  She is a Board of Director for the Blue Cross Blue Shield Ventures II and III, Inc. as well as a member of the Investment Committee. She is a Board of Director for TriWest Healthcare Alliance.  She currently serves as Treasurer for Health Care Business Solutions, LLC, UTIC Insurance Company, Preferred Care Services, Inc. and The Caring Foundation.  She is a Board of Director for The Women’s Fund and is a member of the Momentum Alumni Program.  She is a former Board of Director for Girl Scouts of North Central Alabama where she chaired the Audit Committee.


What did you gain from your Momentum experience?

The best experience I’ve gained from Momentum is building a network of other professional women.

What is one piece of leadership advice you have been given that has helped you in your career?

Someone once told me to always be kind.  That has been the best piece of advice I’ve been given.

If you knew then what you know now, what would you tell your 18-year-old self?

I would tell myself to study harder but to enjoy life.

What challenges do you think the next generation of women leaders face?

Tomorrow’s female leaders will continue to face the challenge of unconscious bias.

What do you think organizations need to do differently for more women to rise into executive roles?

Organizations need to be committed and transparent on how and what they are doing to help women rise up in the workplace.

What three words do you think should characterize every leader?

Every leader should be kind, curious and accountable.

How do you manage your career, home, and community life?

I managed my work/life balance when my children were young with the help of my family.

What advice do you have for aspiring leaders?

Aspiring leaders need to find a sponsor, mentor or advocate to help guide them.

Building Gender Equity at Work

Momentum held the first of its 2019-2020 Leadership Series this month. Susan Hodgkinson, Leadership Development Expert and best-selling author of The Dignity Mindset: A Leader’s Guide to Building Gender Equity at Work, was invited to hold a workshop discussing key themes from her book on achieving gender equity in the workplace.

The workshop was part of Momentum’s Leadership Series which is designed to offer men and women professional development opportunities with events occurring quarterly throughout the year. Hosted at Encompass Health, the event started with networking and breakfast before diving into the concept of gender equity.

Hodgkinson outlined two reasons why gender equity is not normalized in today’s culture. One, starting at a young age our brains become engendered by societal ideas of what it means to be female or male. Hodgkinson uses the well-known statement “you throw like a girl” to beg the question, what is the story that we are teaching about gender? Statements like these often portray “female characteristics” as weak in comparison to “male characteristics,” teaching women and girls that they are inferior. Two, the depiction of women as objects whose main purpose is to appease men is pervasive in our culture and the media. Hodgkinson cited vivid cases portraying inauthentic representations or no representation of women at all.

Hodgkinson challenged attendees to apply the Bechdel test to the films of today which measures female depictions in works of fiction. The test only requires a film to have at least two women characters whose names are made clear in the film, and converse with each other about something other than a man. According to Duke Research Blog, only 40-50% of U.S. films from 2015-2017 fail the Bechdel test, which is surprising considering the simple requirements needed to pass. The lack of female representation in media is just as concerning. Only 10% of voluntary contributors to Wikipedia are women, and only about 17% of the 1.5 million biographies in English are about women.

Feelings of inferiority cause a major problem in the workplace. In what is called the “Confidence Gap,” data show that women are less self-assured than men, and more likely to have Imposter Syndrome. So what steps can we take to resolve this concern and establish gender equity? Outlining seven tools to create gender equity through a dignity-driven culture, Hodgkinson makes it clear that the change is mostly up to business leaders. In order to create a dignity-driven culture, leaders must recognize that every team member has the same fundamental needs and choose to fulfill them. Leaders must also make space for the voices of women and people of color to be heard, and seek to increase their presence when there is a lack of diversity in business spaces.

Read Susan Hodgkinson’s book, The Dignity Mindset: A Leader’s Guide to Building Gender Equity at Work, to learn more about leading from a dignity-driven mindset.

To participate in the next Leadership Series event, register now for The Key to Personal Bandwidth workshop on January 9th, 2019 at Samford University.

We would like to hear your feedback! Comment below with your thoughts on gender equity and how you see it, or where it’s lacking, in the workplace.

Alivia Moore is a junior Public Relations student at UAB


Honor the “In-Between”


Sommerville Johnston is the founder of Aspen Roots Collective.  She is a Licensed Professional Counselor as well as Somatic Experiencing Practitioner, and wilderness instructor. She is passionate about creating opportunities for women to connect with the natural world, to explore their inner-landscapes, and to discover within themselves a strength and beauty more powerful than they previously knew. 



I recently came across the following quote by Edward Abbey that seemed appropriate for our fall season:

“There are some good things to be said about walking. Not many, but some. Walking takes longer, for example, than any other known form of locomotion except crawling. Thus it stretches time and prolongs life. Life is already too short to waste on speed. I have a friend who’s always in a hurry; he never gets anywhere. Walking makes the world much bigger and thus more interesting. You have time to observe the details. The utopian technologists foresee a future for us in which distance is annihilated. … To be everywhere at once is to be nowhere forever, if you ask me.”

— Edward Abbey

It strikes me that life happens “in-between.” We set a goal; the achievement is just a moment in time, but the process of getting there, that is life. To move slowly enough to notice the changes… how often do we do this?

We want to hop the plane, skim the cliff notes, scroll to the highlights. But when we are only present for the destination, we lose sight of the pulsing nature of life, the fact that it has rhythm, that nothing is permanent, that it moves in cycles that are never exactly the same.

If we can learn to be present in the cycles, perhaps we will resist them less, and open ourselves to trusting that life will keep moving and we will not be abandoned to the moment of pain, or have to cling to the joyful times out of fear of never having them again.

Now, as the days shorten and we move between seasons, what would it take for you to appreciate the in-between? Perhaps a new practice, or a renewal and recommitment to an existing practice… A practice that provides the structure needed to appreciate the in-between.

If this sounds too theoretical, here are some more specific invitations:

  • Delay the morning screen time in order to stretch your body, even if only for five minutes.
  • Bike to work (or the store, or your friend’s house, or anywhere!) instead of driving.
  • Walk the dog instead of going to the dog park and taking work calls (look for ways to cut out the “multi-tasking”).
  • Notice the colors in the produce section.
  • Try 5 minutes of meditation with Insight Timer first thing in the morning.
  • Take a walk after dinner.
  • Ask your partner/friend/family member a question about their day, and then listen to the silence as they formulate an answer…
  • Practice allowing space for your own silence when answering a question.



One of the greatest things about Momentum is the powerful alumnae network. Periodically we interview these amazing women about their experience in our program.

Cheri L. Canon, M.D., F.A.C.R., F.A.A.W.R. is a Professor and Witten-Stanley Endowed Chair of Radiology at the UAB School of Medicine and sits on UAB Medicine Joint Operating Leadership Council. She served as an oral examiner for the American Board of Radiology (ABR) for eleven years, a member of the Board of Trustees, and now sits on its Board of Governors. She was the vice chair of the American College of Radiology (ACR), chancellor on the board, and previously served as the chair of the ACR Commission on Education. She is the President-elect of the Society of Chairs of Academic Radiology Departments (SCARD) and the co-creator of LEAD, a new women’s leadership development program jointly developed by SCARD and GE Healthcare. She is active in the Birmingham community and is a member of the Birmingham Rotary Club and is the current president for Momentum, a Birmingham women’s leadership organization.

What did you gain from your Momentum experience?

I gained a remarkable network of brilliant and supportive women, a foundational skill set for business and leadership, and the confidence to move forward.

What is one piece of leadership advice you have been given that has helped you in your career?

Do the pre-meeting work. Reach out to others and understand their positions on topics in advance of the discussion, because by the time the meeting is called to order, decisions are already cemented.

If you knew then what you know now, what would you tell your 18-year-old self?

I would tell her, but I know she won’t believe me: Be confident. You are capable of this, and there will be a point in your life when you do feel comfortable in your skin and you will feel empowered. At that point, own it, then give back.

What challenges do you think the next generation of women leaders face?

I don’t think the challenges will change. Those women will suffer the same implicit and overt biases that will make them question their worth. They will be challenged with an overwhelming list of things they want to (must) accomplish and must learn to manage through it.

What do you think organizations need to do differently for more women to rise into executive roles?

Sponsor their women! Skill building, mentoring, and networking are important, but executive sponsorship is the missing piece.

What three words do you think should characterize every leader?

Empathetic, optimistic, visionary.

How do you manage your career, home, and community life?

I have no idea. It’s a constant juggle of shifting priorities and an attempt to integrate (not balance) across all three.

What advice do you have for aspiring leaders?

Step-up and lead. Be fearless. Give back.

Dr. Canon was interviewed by Bella Tylicki, senior PR student at UAB. 

Dignity Mindset in Leadership

Alivia Moore is a PR student at UAB.

According to Business Insider and Wall Street Journal Reports, women now make-up 20% of the corporate board seats for publicly traded companies, in comparison to 15% in 2016. While it’s good to see this number trending in the right direction, this progress is not nearly enough. Women hold 60% of post-graduate degrees, make up 51% of all college graduates, and represent half of the US population, yet women  only comprise 15% of executive-level positions. This is despite the fact that research shows that financial performance improves when women comprise at least 30% of senior leadership. So why aren’t more companies promoting women to senior levels? The problem could be that company culture lacks what leadership expert Susan Hodgkinson calls a Dignity Mindset.

As part of my PR class at UAB, I recently reviewed research from Hodgkinson’s book The Dignity Mindset: A Leader’s Guide to Building Gender Equality at Work to surface some important themes and tips on gender equity in leadership.

1. Be a Dignity-Driven Leader

It is imperative that our business leaders constantly evaluate belief systems that may contain bias and negatively impact their organizations. That requires a long and hard look in the mirror and close examination of recruiting, hiring, promotion and compensation practices. The success of an inclusive organization depends on everyone in the company being treated with the same level of dignity and respect throughout the employee lifecycle.

2. Refresh Your Approach to Talent Acquisition

Let’s get rid of the myth that there is a scarcity of talented professional women to apply for positions. With women making up 51% of the college-educated entry-level workforce, and 40% of middle managers, the problem could be how companies recruit, retain and promote women. Widening the search pool will increase the number of job candidates. Artificial intelligence can be a quick and effective way to scout talent from a wide array of sources. Hiring managers should also be aware of gender differences in the hiring process. Women are more likely to opt-out of applying if they don’t meet nearly all requirements, while men will apply if they meet 60%. Female recruiters can also help fill the gap. Research has shown success rates increase by 130% when female recruiters reach out to women candidates.

3. Take Trust to the Next Level

Research shows that fewer women feel direct management “has their back.” How can managers resolve this problem? The first step is to recognize that everyone has equal value and fundamental human needs. Good leaders are aware of every employee’s basic need to feel they belong, that their work makes a difference, and that their manager is genuinely concerned with their success. The result is increased trust, innovation, and profitability for the organization.

4. Consider an “Inclusive Institute”

To achieve gender equity, organizations can implement what Hodgkinson calls an Inclusive Institute: a framework to create awareness of unconscious bias, education on keeping societal conditioning in check, and training on empathizing with employees facing extra challenges based on gender, race, sexual orientation, disabilities, cultural identity, and age. Such a framework can provide a blueprint on ethical ways each employee should be treated.

5. Handle Conflict with a Dignity Mindset

Conflict is unavoidable, yet necessary to handle fairly and factually. Addressing conflict in an ethical manner helps organizations avoid toxic emotional relationships between team members. Handling conflict with a dignity mindset helps shift the conversation from a “blame game” to empathetic resolution.

Alivia Moore is a Public Relations student at UAB. 


Tips on Navigating your Professional Journey

When thinking about our careers, we never want to become so focused in our day-to-day that we forget to look forward to where we want to be.

No matter where we are on our professional journey, we always want to be aware of our career progression.  While also remembering that it takes time to move forward, the workplace isn’t like grade school where we are constantly being tested and reminded that we have either made the mark or we need to step it up. But all in all, each of us is on a path that is hopefully leading us toward a brighter professional future.

It’s easy to think that the first full-time job we had (or are going to have) defined everything, but in all honesty the first ten years are the most crucial. With each new job and position, we want to remember to look for a role that highlights our strengths while challenging us at the same time. Furthermore, we never want to become stagnant.

We recently had the opportunity to hear from Joy Carter and we wanted to share some of her wisdom. Consequently, we want you to keep these ideas in mind while you tackle your professional journey.

A few tips to help your progress:

1. Negotiate your salary. Whether it’s your first job or your last, you’re worth it.

Remember to ask those around you for feedback, insight, and encouragement. Figuring out what your future goals are can be difficult, always feel free to phone a friend.

2. Goals! Goals! Goals! If we consciously take disciplined steps, we will get where we want to be. Every 90 days, set 3-5 goals that you can accomplish. Know where you want to be, and then figure out how to get there.

3. Take advantage of the small moments. Whether that’s taking advantage of the right opportunity over lunch, coffee, or when riding the elevator.

4. Don’t fear feedback; ask for it. Your managers and your peers may have excellent insight for you about your strengths and about ways that you could improve. Are you aware of your RBF?

5. Mentorship is key for all. Observe the people around you in your company or community, and consider creating a mentor relationship with them. Relationship makes us stronger whether you’re the mentor or the mentee. Career decisions can be overwhelming; don’t go it alone.

6. Be aware of all the possible next steps you could take on your professional path in the upcoming five years. Do your best to avoid committing to one direction. Simply be aware of your options.

Career progression can be daunting and illusive. We hope our tips today are a reminder that you are not on this journey alone. Remember to stay disciplined and to always be aware of all the possibilities.


Contributing Writer Holly Moore


Highlights from the 2018-19 Program Year

Momentum’s fiscal year closed June 30th, which means this first week of July gives us time for pause, to breathe, and to reflect upon our collective work this past year.

With the help of our dedicated Board of Directors, Honor Roll supporters, graduates, and corporate sponsors, we were able to dramatically expand Momentum programs and services. Here are a few of the highlights from the year.

Tripled the Number of Women in Our Leadership Development Programs

In January we launched the inaugural Upward early-career program. Providing leadership training, professional development, coaching, and an extensive network to these women earlier in their lives, which can change the trajectory of their career and shape them into our future leaders.

We have two classes of 30 women each, following a nine-month curriculum that parallels the skills and relationships of the executive leadership program. At the time of this post we are little over halfway through the program, and by all measures Upward has exceeded our expectations. Our session surveys average 4-5 out of 5, and we consistently receive great feedback from the participants:

“I am loving Upward and feel so fortunate to have been accepted. I know it’s going to be a game changer for me. It’s encouraging me to do the hard work of really taking stock of where I’ve been, who I am, and where I’m trying to go.” Lee T., Upward participant

“Upward has given me amazing tools to understand how to work more effectively and efficiently. It’s also been inspiring to see so many women growing professionally and encouraging each other to dig deep and grow.” Heather F., Upward participant

“Through the Upward program, I’ve gained a coalition of individuals dedicated to supporting my professional and personal growth, challenging my perspectives, and inspiring me.”  Yolanda J. Upward participant

The current class will graduate in October. We are currently taking applications through August 31, 2019 for the 2020 program year.

Graduated Our 16th Executive Leadership Class

Each year Momentum receives more qualified applications than we can place in one class, and this year was no exception. Our selection committee strives for a broad range of organizations from different industries, as well as individuals with varied roles, backgrounds, ethnicity, and experiences. Class 16 was an all-star group of women who will be true leaders to watch and great additions to our Momentum Alumnae network. The executive class session survey ratings averaged 4.5 out of 5 for the program year.

Quarterly Leadership Series, Open to the Community

This year, Momentum offered four new workshops and events as part of a quarterly Leadership Series, open for registration to anyone in the community. At the completion of the series, nearly 1,000 additional participants will have received valuable professional development on negotiating, confidence, building inclusive teams, and jump-starting an early career. We are working on the details of the 2019-20 leadership series, offering more programs in October, January, March and June.

Men with Momentum Quarterly Work-Group Sessions

Momentum has also expanded work through Men with Momentum. The CEO Advisory Board for this program is a powerful list of men: Jim Archibald, Bradley; Rich Bielen, Protective Life; Shane Clanton, BBVA; Jim Gorrie, Brasfield & Gorrie; Mark Tarr, Encompass Health; Art Tipton, SRI (retired); John Turner, Regions; Selwyn Vickers, UAB; Tim Vines, Blue Cross and Blue Shield of Alabama.

Momentum has hosted four new sessions with the Board and their delegates. These sessions are designed to expose the challenges to advancement for women and people of color, and to identify successful strategies for building leadership teams that are representative of the markets and communities they serve. The goal is for economic development:  to influence corporate culture and policies to make Birmingham more competitive for attracting and retaining diverse top talent.

Increased Community Engagement

This past year we introduced new ways for organizations to engage the outstanding leadership development available through Momentum, including corporate workshops, training classes, forums, and women’s resource groups. This year Momentum has provided content for these events, serving an additional 450 women at companies such as Altec, BBVA, and UAB.

More Mentors for Momentum

Momentum’s mentoring program has expanded. Anyone can request a mentor through Momentum, and there is no charge for the matches made nor training received. The number of women in Momentum’s mentoring program is approaching 1,000!

Momentum Mission Partners

Momentum has developed partnerships with other Birmingham nonprofits with synergistic missions. This year Momentum provided exposure, board recommendations, and volunteers to the following Mission Partners: Athena Collective, Birmingham Southern, Childcare Resources, Girls Inc., Girl Scouts, Girlspring, Habitat for Humanity, Healthcare Educators of Alabama, Birmingham Education Foundation, YWCA of Central Alabama, First Light, Jessie’s Place, Pathways, Oasis, Safe House, Samford University, The Women’s Fund, and UAB.

What’s Ahead…

In addition to our executive Class 17, Upward early-career, and all of the programs outlined above, we have a few more impressive projects ahead!

Biennial Conference, March 11-12, 2020

We have big plans to expand and improve the conference in several ways:

  • More breakout rooms to accommodate up to 1500 participants (a 66% increase.)
  • Partner with women’s groups in other metro areas to publicize the conference statewide
  • Conference experience expanded to a day and a half
  • Exhibit hall to showcase companies and services of value to attendees

Of course we’ll have an outstanding roster of keynote speakers, session facilitators, and lots of opportunities to network.

Data Research, Vision 2020

Pending funding approval, Momentum will contract with a third party to conduct a data research to accomplish two things:

  1. Measure the effectiveness of our initiatives to advance women in leadership

  2. Gain an understanding of the workplace policies that affect women in Alabama and the economic impact of improving those policies

This data will be extremely useful in helping us build awareness and support in our community for what it takes to advance women in leadership.

Momentum Scholarship Initiative

Pending funding, Momentum will expand our scholarship budget to include a limited number of scholarships for low to moderate income women and women in the nonprofit/public sector to attend our conference and community leadership training.

Momentum Speakers Bureau

Part of advancing women in leadership is making sure our alumnae are seen and heard in the community. We are in the process of identifying the women in our alumnae network who enjoy public speaking and would like to be part of the Momentum Speakers’ Bureau. The speakers’ bureau elevates our alumnae, builds awareness for Momentum, and gives audiences more exposure to the many women leaders in our community.

Extending the Momentum Statewide

Momentum will partner with women’s groups in other metro areas throughout the state to promote our programs and events to their constituents, garner nominations for awards and class participation, and potentially co-present programming in cities such as Huntsville, Montgomery, Mobile, Tuscaloosa and Auburn.

We invite you to be part of this momentum!  We welcome support from women and men, in all kinds of ways:

  • Consider a gift to the Honor Roll. Your financial support is critical to advancing and expanding our mission! 
  • Encourage Alabama companies to support Momentum with a corporate sponsorship
  • Help us promote our conferences, events, programs, and enrollment periods. 
  • Volunteer to join our mentor network, work on a service project, or help with an event.
  • Join our speaker’s bureau and let others hear from you! 

To learn more about any of the initiatives outlined here, or to make a suggestion, call my direct line at 205.202.6208 any time! 

Onward and upward, 



April Benetollo
CEO, Momentum