Madison Keyser had lofty expectations placed on her as a fifth-generation employee at Utah Paperbox, and throughout her time in the industry, she has continued to bring passion and innovative ideas to the table for her organization. An active participant with PPC’s Women’s Leadership Council (WLC) and New Generation Leaders (NGL), Ms. Keyser earlier this year took the reigns as co-chair of NGL, helping to drive the conversation on what our industry needs to advance talent and remain competitive.
In recognition of her ongoing commitment to both Utah Paperbox and PPC, we sat down with Keyser to talk about her trailblazing efforts as part of our commitment to honoring Women’s History Month.
Paperboard Packaging Council: What challenges have you faced as a woman leader in the industry?
Madison Keyser: I think anytime you walk into a room and there aren’t people that look like you at the table, there are some challenges and discomfort. Being the only female in many meetings or business situations has created a barrier for me to feel like I can be my authentic self. The best way I’ve overcome these challenges is to remember that I add value to these meetings simply by bringing another perspective to the table that wasn’t there prior. It also helps me when I am over-prepared so that I feel confident and don’t have to add the stress of not being ready for the meeting.
PPC: How do you see the role of women evolving in the paperboard packaging sector?
MK: We know that diverse teams produce better results. I think the paperboard packaging sector needs to continue focusing on creating more diverse teams, not only because it’s the right thing to do but also because it is a business imperative. Having a diverse group will allow you to discuss problems with broader perspectives than if the group embodies all the same demographics. Having more women in the industry will allow us to reach more customers than before, solve problems quicker, and test fresh solutions. The first way we can do so is by ensuring our hiring pools are attracting diverse candidates.
PPC: What advice would you give to other women aspiring to leadership roles in packaging?
MK: I would encourage women in the industry aspiring to leadership roles to take control over their professional development. While great managers ensure that an employee has a development plan, we know that managers are remarkably busy, and often, their employee’s development is at the bottom of their to-do list. Focus on creating opportunities and asking for ones that will ensure you are ready to tackle your next goal.
It can be helpful to evaluate your readiness in terms of education, exposure, and experience:
- Education – do I have the formal degree/certificate/etc. needed for this desired role or opportunity?
- Exposure – do I know the decision makers for my next step?
- Experience – do I have the skills and background needed? Having a mentor, job shadowing, studying for a certificate, attending seminars, etc., can all be great ways to continue developing yourself.
PPC: Can you share a notable achievement or project you’ve led in the paperboard packaging field?
MK: I have been in the paperboard packaging field for about 2 years. When I started as HR Manager at Utah Paperbox, my goal was to increase our employee engagement. I’ve carried that out by creating an internal mentor program that matches up-and-coming leaders with more experienced employees. Mentors and mentees meet monthly for 9 months, and we also do “class” activities such as a service project and leadership Q&A. The mentees also present at the end to highlight what they’ve learned and practice their public speaking and interpersonal skills. 2024 is our second class, and thus far, we’ve had a lot of success. Out of our 7 graduating “mentees” in 2023, 3 have been promoted. I’ve been able to share this program with other peers in the industry and think it is a model that can be tailored and used by many companies.
PPC: How do you balance work and personal life in a demanding industry?
MK: Focusing on work and personal life integration has been a successful method for me to achieve my personal and professional goals and remain present. By that I mean having a good understanding and agreement with my supervisor that work/life responsibilities will never be able to be totally separated. I am okay with having to do some work after hours because I know that it’s also okay for me to leave early if I have a personal obligation (for many, this could be a kid’s sports game or assembly). By not putting pressure on myself to keep my personal life out of Monday-Friday 8-5, I allow myself the flexibility to work whenever needed to meet deadlines and the team’s goals while also keeping my friends, family, and hobbies a top priority.
PPC: In what ways do you think diversity and inclusion benefit the paperboard packaging industry?
MK: Diverse teams allow a company the best chance at being successful and growing because you can consider many different perspectives when problem-solving and brainstorming. For example, if you are looking to tackle another business space to increase revenue, a diverse audience is going to give you a wider variety of ideas. A military veteran may recommend that you look at rifle scope products. A pregnant mom may suggest baby spoons. All these products are things that come in paperboard boxes that are perhaps not products that initially come to mind as prospects for your sales team.
PPC: What changes would you like to see to further support women’s advancement in packaging?
MK: I think the first step for any company looking to further support women’s advancement, or Diversity, Equity, and Inclusion (DEI) in general, is to look at how you are creating your candidate pools. When you are hiring, you always want to hire the best candidate regardless of their demographics, so looking at your candidate pool is where you can push the needle on creating a more diverse team. If you are relying on “referrals” from your current workforce, but your current workforce is largely male, it is likely that your candidate pool will reflect that. By taking a constructive look at your recruiting process, you can target what type of applicants you’d like to attract and change your process accordingly.
PPC: How do you stay motivated and inspired in your role as a leader?
MK: Finding my “why” for the roles I’ve been in and my role now and focusing on that keeps me motivated and inspired. For me, my background and experience in HR and within those roles have been my favorite part, which has been finding employees who want to grow, be promoted, etc., and help them get there. Remembering that my role allows me to do that and be a part of their success keeps me coming back each morning.
PPC: What initiatives or programs do you think are essential for fostering gender equality in the paperboard packaging sector?
MK: I’ve really enjoyed attending the Women’s Leadership Council meeting at PPC and other similar meetings inside the paperboard packaging sector. Keeping these programs alive and well is important for fostering gender equality. These platforms provide a forum for women to address challenges specific to their experiences and create networks for them to lean on in times of hardship.
Thank you, Madde, for your candid thoughts on the value of diversity in our industry and ideas for how we can all strive to be more inclusive and welcoming. Women leaders in the North American paperboard packaging industry convene at least twice yearly in conjunction with PPC’s biannual meetings. Of course, the connections they build span the entire year and beyond with strong connections and lifelong friendships abound.
We hope you can join us for our in-person meeting as part of the PPC 2024 Spring Outlook & Strategies Conference from April 17-19 in Dallas, TX! More information is available here. Please reach out to Rose Morris with questions or concerns.