Throughout March, to celebrate International Women’s Day 2026, Pacific International is amplifying the voices of female leaders who embody this year’s theme, “Give To Gain“. These leaders champion inclusive leadership not only through their own success but through the intentional support they provide to others.
We continue the series with a conversation between Margaret Jaouadi and Cristina Otero, European Product Leader for Composites at Owens Corning. In this discussion, Margaret explores Cristina’s career journey, the role mentoring, coaching, and sponsorship have played in shaping it, and how Cristina now gives back by developing talent, advocating for women, and using her influence to create opportunities for the next generation of leaders.
Huge thanks to Sahar Akhtar, Associate Director and Head of Sector, Chemicals & Process Industries at Pacific International, for introducing Cristina to Margaret Jaouadi.
Margaret Jaouadi
What role did mentoring, coaching or sponsorship play in your progression? Can you provide examples of its impact?
Cristina Otero
I can give a very recent example. I am now the European Product Leader for Composites. Before that, I was in sales as a Global Key Account Leader for wind accounts for about five years. Last year, I expressed my interest not only in moving roles but also in changing functions.
A mentor played a key role in that transition. Our company offers career development programs, and part of the training includes assigning an internal mentor. My mentor provided valuable insights about the company and how to grow professionally. What made it especially impactful was that he was responsible for the function I wanted to move into.
Because of his guidance and influence, I was able to make the transition from sales to marketing. I would say this move was about 90% thanks to the mentoring opportunity. It was incredibly useful and meaningful for my career.
Margaret Jaouadi
In your current role, which initiatives have you implemented that have proven most effective in developing female leaders and creating opportunities for them?
Cristina Otero
In my current role, I mentor others. Reflecting on the theme Give To Gain, I wanted to pay forward the support I received. I currently have two female mentees who are relatively new in their roles, and I help them develop their careers.
Mentoring is particularly effective because one-on-one conversations create a safe space for women to grow. I support them not only with job-related guidance but also with guidance on presenting themselves, speaking up, and gradually building confidence. Just yesterday, one of my mentees said she could see her own progress, which is the most rewarding part.
Our mentoring pairs are intentionally from different teams or departments to provide a neutral perspective. My background in sales allows me to advise on content when needed, but the focus is on their career growth and personal development. Most of our sessions are online due to different locations, but whenever we can meet in person, we take the opportunity to have a focused session, even just over coffee. In my experience, this kind of mentoring is incredibly powerful.
Margaret Jaouadi
This year’s International Women’s Day, as you mentioned, is Give to Gain. From your perspective, how has investing time, influence, and advocacy in other women shaped your leadership and the impact you have been able to make?
Cristina Otero
For me, Give to Gain is more like Give to Enrich. Every time I mentor or coach someone, I find that I learn as much as I give. I am a professional coach, and while I may not use coaching professionally every day, I apply many coaching techniques in my mentoring. I blend mentoring and coaching to address both career development and personal growth.
Even when I am in the mentor role, I am constantly gaining new perspectives. My mentees come from different countries and generations, and most of the men I mentor are younger than me. Their fresh viewpoints challenge me to reconsider assumptions and expand my own understanding. It is deeply rewarding to see how my experience can help someone else, while simultaneously enriching my own perspective and reinforcing my leadership.
Margaret Jaouadi
You touched on an important aspect, intergenerational mentorship. It’s critical to exchange knowledge and perspectives between generations as we have so much to learn from each other, and I am talking about knowledge accumulated over time, not just technical skills, but experiences, relationships, and confidence.
Cristina Otero
Exactly. I never want mentoring to feel like a lecture. Instead, I share examples from my own journey, both successes and mistakes. I talk about moments that did not go as planned and what I would do differently in hindsight. By illustrating lessons with real-life experiences, mentees can see practical applications rather than abstract principles.
I also let mentees guide the conversation. One topic naturally leads to another, and often a discussion will take unexpected but valuable directions. Mentoring becomes more than advice; it becomes a dialogue. It is a two-way exchange: I contribute my experience and learn from their skills and perspectives. For example, I may have more experience communicating with customers, while a younger mentee may be more adept at leveraging AI tools. Together, we complement each other, creating a richer learning experience for both of us.
Margaret Jaouadi
What do you believe women leaders need most today from mentors, sponsors, and allies? How can leaders provide support in a meaningful, practical way?
Cristina Otero
Awareness is the foundation. A few years ago, we ran a session called Coffee With, which created a safe space for colleagues across countries to discuss challenges openly. One of the clearest insights from those sessions was that awareness of the issues women face is still limited, even among women themselves. Challenges differ by country and context, and without discussion, they can go unnoticed by others.
One recurring theme was self-confidence. It emerged that many women lacked confidence relative to their male peers. Workshops can help, but confidence grows through continuous, practical support on the job. Leaders need to ensure that women have opportunities to build and exercise confidence, and that these opportunities are supported and reinforced over time.
Communication was another area that required attention. Effective communication enables women to be visible, influential, and vocal, paving the way for the next generation. By emphasising communication and confidence development, leaders can create a tangible, lasting impact.
Margaret Jaouadi
Encouraging confidence in others, such as creating opportunities for those who are more introverted or less likely to speak in meetings to contribute, is also a skill.
Cristina Otero
Absolutely. Let me share an interesting experiment we conducted recently. Based on data, we found that women were interrupted more frequently in meetings than men, even though they are a smaller proportion of the population. Interestingly, women also tended to interrupt other women more often than men. Recognising this, we implemented a simple system to track interruptions during meetings. We encouraged colleagues to observe and respond constructively, and we empowered women to assert themselves by saying, politely but firmly, “Please let me finish.”
This was a small, practical measure, but it had a big impact. It helped create awareness and encouraged everyone to engage more equitably. It reminded us that creating inclusive environments requires deliberate, thoughtful actions, not just awareness.
Margaret Jaouadi
For women who feel they are not senior enough or too busy to mentor others, what would you say about the power of support early in their careers?
Cristina Otero
I think “too busy” is a weak excuse. Mentoring should be seen not as a cost of time, but as an investment in yourself and others. Everyone, at any stage of their career, has something valuable to share. You don’t need to be senior to make an impact.
I have learned so much from my mentees. Teaching and mentoring are reciprocal. It benefits both parties, and it allows you to grow as much as the person you are supporting. The key is to focus on where you can truly add value, organise your time, and remember that everyone has something to contribute.
Margaret Jaouadi
To finish off, is there anything else you would like to add?
Cristina Otero
I really like the theme Give to Gain, but I prefer to think of it as Give to Enrich because the value is not material; it is personal. Mentoring, sponsoring, and supporting others enriches your perspective and strengthens your leadership.
However, we have to remain mindful that it is an ongoing journey. Even when our focus shifts, we must continue to pay attention to these topics. Awareness, sharing, and giving support should never stop. This applies not only to gender but also to neurodiversity, generational differences, and cross-cultural understanding. The effort needs to be continuous to maintain and increase its impact.
For a confidential chat about how Pacific International can assist you with your Strategic and C-suite hiring or Diversity challenges, please contact David Howells or one of our Heads of sector.