(Forget a Mentor) Find a Sponsor The New Way to Fast-Track Your Career. Sylvia Ann Hewlett
|
|
- Mariah Goodwin
- 6 years ago
- Views:
Transcription
1 (Forget a Mentor) Find a Sponsor The New Way to Fast-Track Your Career Sylvia Ann Hewlett
2 Task Force for Talent Innovation 2013 Center for Talent Innovation 2
3 Lead Companies 2013 Center for Talent Innovation 3
4 Stalled Progress at the Top 34% of the marzipan layer (just below leadership) is now female yet women comprise only: 4.2% of CEOs at Fortune 500 companies 7.6% of top corporate earners in U.S. 14.3% of executives in U.S. 15.7% of board members at Fortune 500 companies 27% of the marzipan layer now comprises multicultural employees yet they constitute only: 3.8% of Fortune 500 CEOs 9.8% of board members at Fortune 500 companies 2013 Center for Talent Innovation 4
5 What Is a Sponsor? Delivers High-Octane Support A sponsor is a senior leader who, at a minimum: Believes in me and goes out on a limb on my behalf Advocates for my next promotion Provides air cover And comes through on at least two of the following fronts: Expands my perception of what I can do Makes connections to senior leaders Promotes my visibility Provides stretch opportunities Gives advice on presentation of self Makes connections to clients/ customers Gives honest/critical feedback on skill gaps Not to be confused with mentorship 2013 Center for Talent Innovation 5
6 What Is a Protégé? Delivers High-Octane Support A protégé is a high potential employee who, at a minimum: Out-performs contributes 110% Is loyal to me and the organization Contributes a distinct personal brand And comes through on at least two of the following fronts: Trustworthy and discreet Covers my back Promotes my legacy Brings value added different perspective/skill-sets Leads with a yes Burnishes my brand across the organization Builds my A team Sponsorship needs to be earned 2013 Center for Talent Innovation 6
7 The Two-Way Street What a sponsor does Goes out on a limb on my behalf Advocates for my next promotion Provides air cover What a protégé does Delivers in exceptional ways Is trustworthy/ loyal and can be counted on Brings a distinct personal brand and grows my scope and span 70% of relationship-building needs to be done by protégés 2013 Center for Talent Innovation 7
8 Who Has a Sponsor? Men are 46% more likely than women to have a sponsor Caucasians are 63% more likely than people of color to have a sponsor Full-time, employees in large companies who have a sponsor 19% 13% Men Women 2013 Center for Talent Innovation 8
9 What Do Sponsors/Protégés Do? Sponsors 1. Impact pay 2. Impact retention 3. Impact ambition 4. Impact progression 2013 Center for Talent Innovation 9
10 The Bottom Line The Sponsor Effect Sponsorship creates career traction The sponsor effect is: Men: 23% Satisfied with rate of advancement/forward momentum 70% 68% 57% 57% Women: 19% Men Without sponsors Women With sponsors Data is for full-time employees in large companies (5,000 or more employees) 2013 Center for Talent Innovation 10
11 Tripwires Executive Presence Bias
12 The Fine Line of Executive Presence Female Leaders Have Less Latitude Too opinionated/bossy Too quiet/retiring Too provocative Too frumpy Too self-aggrandizing Too self-deprecating Looks too young Looks too old 2013 Center for Talent Innovation 12
13 People of color are 190% more likely than Caucasians to feel a POC would never get a top position no matter how able or highperforming Bias Lack of Belief in the System A person of color would never get a top position at my company 35% 29% People of color are 91% more likely than Caucasians to feel they have to work harder to be recognized 10% 21% Caucasian African American Asian Hispanic 2013 Center for Talent Innovation 13
14 Road Map for Protégés Step 1. Embrace your dream and do a diagnostic Step 2. Scan the horizon for powerful sponsors Step 3. Distribute your risk Step 4. Understand that it s not all about you Step 5. Come through on two obvious fronts Step 6. PLUS, deliver a distinct personal brand Step 7. Exude Executive Presence Step 8. Make yourself a safe bet Step 9. Lead with a yes 2013 Center for Talent Innovation 14
15 Road Map for Sponsors Step 1. Understand what s in it for you Step 2. Embrace today's talent imperatives and seek out a diversified portfolio of protégés Step 3. Differentiate between mentees and protégés Step 4. Come through on two essential fronts Step 5. PLUS, provide air cover Step 6. Build trust Step 7. Make the sponsor-protégé relationship safe Step 8. Give critical feedback on hard issues Step 9. Help create a culture of sponsorship at your organization 2013 Center for Talent Innovation 15
16 Why Organizations Need to Care Global Talent Pipeline By Demographics Women & Multicultural Individuals 83% 17% White Men Africa MENA South America 5% 2% 4% North America Western Europe 12% 10% Central/ Eastern Europe By Region 13% Asia-Pacific 53% 2013 Center for Talent Innovation 16
17 Market Breakthrough The Diversity Dividend Companies with 2-dimensional diversity* 70% more likely to capture a new market 45% more likely to improve market share Companies without 2-dimensional diversity 2013 Center for Talent Innovation 17
18 Forget a Mentor, Find a Sponsor Available at Amazon.com #findasponsor SylviaAnnHewlett.com 2013 Center for Talent Innovation 18
Women in the Workforce:
WHITE PAPER Women in the Workforce: A Skillsoft survey report EXECUTIVE SUMMARY This 2015 survey includes feedback from 486 women in North America (79%), Europe/Middle East/Africa (15%) and Asia/Pacific
More information5 CHALLENGES HOW TO ENHANCE WOMEN S LEADERSHIP IN CREDIT UNIONS
5 CHALLENGES HOW TO ENHANCE WOMEN S LEADERSHIP IN CREDIT UNIONS 1 PIPELINE PROBLEM Women often start working for the credit union with less education and in departments that don t lead directly to the
More informationDeb Frodl GE Capital Fleet Services & ecomagination August 17, 2012
Leadership Journey Deb Frodl GE Capital Fleet Services & ecomagination August 17, 2012 Business Overview GE Capital Fleet Services is a global leader in commercial vehicle financing & management services
More informationAdvocacy and Advancement A Study by the Women s Initiatives Committee of the AICPA
Advocacy and Advancement A Study by the Women s Initiatives Committee of the AICPA February 19, 2013 By: Louise E. Single, PhD Stephen G. Donald, PhD In July 2012 the Women s Initiatives Executive Committee
More informationINCLUSION YVETTE KANOUFF THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION
OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? INCLUSION WINTER 2018 + ISSUE 3 Creating Globally Inclusive & Culturally Competent
More informationGreater Philadelphia Cultural Alliance. Implicit Bias Scan 2017
Greater Philadelphia Cultural Alliance Implicit Bias Scan 2017 Goals Provide insight into how the Alliance is perceived with respect to issues associated with diversity Provide the Alliance with an opportunity
More informationWorkforce Inclusion Sample Entry
Workforce Inclusion Sample Entry Agency Name Gravity Media Program Name ECHO: Driving Success and Inspiring Cultural Change Executive Summary As part of an ongoing effort to recognize and foster the diversity
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Barclays commitment to building a diverse and inclusive culture It has been my experience, not just as a business leader but also in my life beyond work, that equality and diversity
More informationThe Attraction, Retention and Advancement of Women Leaders:
The Attraction, Retention and Advancement of Women Leaders: STRATEGIES FOR ORGANIZATIONAL SUSTAINABILITY July 2013 ATTRACTION, RETENTION AND ADVANCEMENT OF WOMEN 01 AUTHOR: Mary L. Bennett, MLBennett Consulting
More informationContents. A new way to progress your career: your way. 4 Peerpoint. 6 The new breed of lawyer. 14 Our consultants. 17 Make your move.
Make your move. Contents A new way to progress your career: your way. 4 Peerpoint. 6 The new breed of lawyer. 14 Our consultants. 17 Make your move. 21 2 3 There is a new way to progress your career: your
More informationEMERGING IDEAS AND TECHNOLOGIES DATA BLITZ: ADVANCING INCLUSIVE LEADERSHIP & IMPACT. #WMWorkLife
EMERGING IDEAS AND TECHNOLOGIES DATA BLITZ: ADVANCING INCLUSIVE LEADERSHIP & IMPACT #WMWorkLife Advancing Inclusive Leadership & Impact Moderator: Lily Tang, PhD, MBA President & Co-founder, The Everest
More informationFIVE WAYS MEN CAN IMPROVE GENDER DIVERSITY AT WORK
FIVE WAYS MEN CAN IMPROVE GENDER DIVERSITY AT WORK By Matt Krentz, Olivier Wierzba, Katie Abouzahr, Jenn Garcia-Alonso, and Frances Brooks Taplett Women are underrepresented in many global companies, particularly
More informationGender Pay Gap Report Gender Pay Gap Report 2017 for England, Wales and Scotland
Gender Pay Gap Report 2017 Gender Pay Gap Report 2017 for England, Wales and Scotland 01 Foreword In a world where firms are in a race to identify and retain talent, Jacobs leadership believes that creating
More informationIntroduction. Contents
CRACKING THE CODE 2 CRACKING THE CODE Introduction Since our inception in 1990, YSC has assessed and developed ca 40,000 senior leaders in 40% of the FTSE 100 companies. On average, we work with approximately
More informationWomen s initiatives at KPMG LLP
Women s initiatives at KPMG LLP kpmg.com KPMG s Women s Advisory Board KPMG LLP s commitment to fostering a culture that is both diverse and inclusive one that encourages and enables all our employees
More informationGender Pay Gap Report 2018
Gender Pay Gap Report 2018 What we stand for 2 What we stand for We welcome the Government s move to increase transparency around pay. It encourages us all to work harder and take stock of the progress
More informationCASE STUDY: GOLDMAN SACHS
This article was originally produced by the former Employer Alliance, now part of the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). 1. Introduction CASE STUDY: GOLDMAN SACHS
More informationWomen in the Workplace 2017
Alexis Krivkovich, Kelsey Robinson, Irina Starikova, Rachel Valentino, and Lareina Yee in the Workplace 2017 Organization October 2017 More companies are committing to gender equality. But progress will
More informationOrganizational Culture by Design Not Default. Greg Honey and Peter Mayne Farm Credit Canada
Organizational Culture by Design Not Default Greg Honey and Peter Mayne Farm Credit Canada What we ll cover today 1. What does it mean to have a culture by design? 2. How did FCC go about transforming
More informationIdentifying and evaluating workplace diversity and inclusion best Diversity Best Practices
2 0 1 7 Identifying and evaluating workplace diversity and inclusion best practices @2017 Diversity Best Practices IN SCORING THE APPLICATIONS, COMPANIES WERE EVALUATED IN THREE AREAS: Results from the
More informationFAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP. By Rodney Apple PRESIDENT, SCM TALENT GROUP LLC APICS CAREER COACH
FAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP By Rodney Apple PRESIDENT, SCM TALENT GROUP LLC APICS CAREER COACH FAST TRACK YOUR SUPPLY CHAIN CAREER THROUGH MENTORSHIP BY RODNEY APPLE PRESIDENT,
More informationWamwari Waichungo, PhD. Vice President of Global Scientific & Regulatory Affairs Coca-Cola Company
Wamwari Waichungo, PhD Vice President of Global Scientific & Regulatory Affairs Coca-Cola Company The Real Crisis of Women in STAYING POWER Wamwari Waichungo, PhD Vice President Global Scientific & Regulatory
More informationClaus von Riegen. Innovating at SAP the Delicate Balance between Incremental and Radical Innovation. An interview with
An interview with Claus von Riegen Vice President and Head of Business Model Innovation (BMI) at SAP Innovating at SAP the Delicate Balance between Incremental and Radical Innovation Transform to the power
More informationBest Christian Workplaces Institute. Christina Lopus
Best Christian Workplaces Institute Christina Lopus Who We Are We are a non-profit organization who uses research-based development and human resources to help transform faith-based organizations. We create
More informationMentor Relationships that Work. Sandra Oliver & Claire Carver-Dias Impact.
Mentor Relationships that Work Sandra Oliver & Claire Carver-Dias Impact. Agenda Trends in mentorship Develop a mentoring plan Effective mentoring skills Building relationships Why mentor? Onboard effectively
More informationRace at Work Executive Summary. Created with the support of:
Race at Work 2015 Executive Summary Created with the support of: Foreword Sandra Kerr, Race Equality Director, Business in the Community A year ago, I was fortunate enough to access the results of 2.5
More informationGetting to Gender Diversity Survey
Getting to Gender Diversity Survey Introduction: Getting to gender diversity in 2014 In a recent survey we asked a selection of Australian People & Culture leaders to comment on what their focus is in
More informationLeveraging Big 4 Consulting Best Practices to Bolster Your Business Development Strategies
Title slide Leveraging Big 4 Consulting Best Practices to Bolster Your Business Development Strategies 2013 The BTI Consulting Group, Inc. All rights reserved. The BTI Approach 3,843 Individual Interviews
More informationBuilding Inclusive Workplaces: Accountability and Metrics Principles
Building Inclusive Workplaces: Accountability and Metrics Principles Accountability is a critical change mechanism A series of academic studies have found that accountability is a critical element necessary
More informationGender Pay Gap Report
Deutsche Bank Gender Pay Gap Report March 2018 Background Under UK legislation that came into force in April 2017, all companies with 250 or more employees in the UK are required to report their gender
More informationINDIAN WOMEN S LEADERSHIP COUNCIL. IBM India initiative towards Advancement of Women. Presented by Chitra Iyengar Page 1
INDIAN WOMEN S LEADERSHIP COUNCIL IBM India initiative towards Advancement of Women Presented by Chitra Iyengar Page 1 chitra.iyengar@in.ibm.com Index Page # Preface 3 IBM India 3 IWLC Overview 4 Mission
More informationRBC Diversity & Inclusion Blueprint 2020
RBC Diversity & Inclusion Blueprint 2020 Content A Message from RBC President and CEO Dave McKay Introduction Alignment with our Purpose, Vision and Values Why Diversity & Inclusion Matters Vision and
More informationEvaluation Summary of The Mentor Program at Abbott Laboratories
Evaluation Summary of The Mentor Program at Abbott Laboratories by Terrie Nolinske TNI Consultants Spring 1994 Terrie Nolinske, Principal, TNI Consultants tni@tniconsultants.com www.tniconsultants.com
More informationBreaking the Glass Ceiling: Reaching for the Stars
Breaking the Glass Ceiling: Reaching for the Stars Kelly Mahon Tullier EVP & General Counsel Diversity Best Practices Visa 3.2B Visa Cards (as of March 31, 2017) Millions of Merchant Locations 200 Countries
More informationGETTING BACK TO BUSINESS PROGRAMME
GETTING BACK TO BUSINESS PROGRAMME CREATING AND INSPIRING EXCITING CAREERS THAT SHAPE OUR DIGITAL FUTURE SUCCESS STARTS HERE AMBITION We set ourselves challenging goals and are determined to achieve them.
More informationHuman Resources: Driving Performance. Key figures. total number of employees at year-end 65,266 54,666. Saudi 10,600. expatriate
76 Human Resources: Driving Performance Key figures total number of employees at year-end 65,266 Saudi 54,666 expatriate 10,600 Saudi Aramco 77 Annual Review 2015 human resources: driving performance Passion,
More informationCopyright 2015, TAC Global. All rights reserved
1 YOU Inc. 3 Three Building Blocks for Building & Managing a Brand Worthy of Remark 2 YOU Inc. YOU = an opportunity to showcase your genius Inc. = an abbreviation of Incorporation YOU Inc. = a promise
More informationThe Greater Washington DC Chapter Corporate Sponsor Prospectus 2016 C O N N E C T. I N S P I R E. A S C E N D. TM
The Greater Washington DC Chapter Corporate Sponsor Prospectus 2016 About Ascend Greater Washington DC Chapter The Greater Washington DC Ascend network is a chapter of the is the largest, non-profit Pan-
More informationTalent Management & Maximising Potential Conversation Tools: Research Evaluation Questionnaire
Talent Management & Maximising Potential Conversation Tools: Research Evaluation Questionnaire Staff Member Version (v0.9 for Cohort 2 Pilots) Research Evaluation Questionnaire What are Talent Management
More informationGlobal investor survey on corporate reporting
www.pwc.com Global investor survey on corporate reporting November 2017 Investors say the quality of reporting is key to their investment analysis I typically review the annual report/ 10-K/20-F of the
More informationAmerica s Workforce: A revealing account of what employees really think about today s workplace
America s Workforce: A revealing account of what employees really think about today s workplace 2013 Leading the charge In recent years, tough economic times and an unsteady job market have made most people
More informationThe role of the Non- Executive Director mentoring, sponsoring and what to do when you get there. Thursday, 6 October 2011
The role of the Non- Executive Director mentoring, sponsoring and what to do when you get there Thursday, 6 October 2011 The role of the NED I As part of their role as members of a unitary board, nonexecutive
More informationGender pay report 2017
Gender pay report 2017 Introduction Sage is passionate about building a culture where our people feel like they can bring their whole selves to work. Where people know that they will be judged solely on
More informationRECRUITING, RETAINING, AND ADVANCING A DIVERSE TECHNICAL WORKFORCE
RECRUITING, RETAINING, AND ADVANCING A DIVERSE TECHNICAL WORKFORCE DATA COLLECTION AND STRATEGIC PLANNING GUIDELINES DATA COLLECTION STRATEGIC PLANNING Increasing the meaningful participation of women
More informationCGMA Competency Framework
CGMA Competency Framework Leadership skills CGMA Competency Framework 1 Leadership skills : This requires a basic understanding of the business structures, operations and financial performance, and includes
More informationDIVERSITY AND INCLUSION
2012 Snapshot BEST PLACES TO WORK IN THE FEDERAL GOVERNMENT ANALYSIS DIVERSITY AND INCLUSION U.S. demographics are shifting, with the federal government serving a more diverse population than ever before.
More informationTalent Management Technology: 5 Reasons to Embrace HRMS in Attracting, Sourcing, Recruiting &
Talent Management Technology: 5 Reasons to Embrace HRMS in Attracting, Sourcing, Recruiting & Onboarding Presented Top by: Talent Joey V. Price Jumpstart:HR Amie Smith icims Sponsored By: Monday, March
More information2017 Annual Workplace Survey. Edelman Intelligence / Copyright 2016
2017 Annual Workplace Survey Edelman Intelligence / Copyright 2016 1 Methodology Edelman Intelligence conducted the fourth year of Addison Group s Annual Workplace Survey. With previous waves having focused
More informationUsing Employee Resource Groups to Increase Diversity
Using Employee Resource Groups to Increase Diversity What is an Employee Resource Group (ERG)? Employee Resource Groups (ERGs) can go by other names, such as affinity groups or networking groups. These
More informationTool: Talent Discussion Talking Points for Managers
Tool: Talent Discussion Talking Points for Managers Dear Leader, Now that you have determined and validated the Talent Classification for your direct reports in the leadership pool as Top, Emerging, Valued,
More informationO U R REPORT. Mercer Limited
H E A LT H W E A LT H CAREER O U R 20 17 U K G E N D E R PA Y G A P REPORT Mercer Limited MERCER WE RE ON A MISSION FOR THE ADVANCEMENT OF WOMEN AT WORK At Mercer, we are committed to accelerating the
More informationUnleashing the Power of Women
Unleashing the Power of Women HOW TO LEVERAGE THEIR UNIQUE STRENGTHS Jack Zenger, CEO Zenger Folkman Urgent Need For Leadership 60% of companies facing leadership shortages that impede their performance
More informationStay Interviews: HR s Secret Weapon for Strengthening Employee Engagement and Retention Efforts
Stay Interviews: HR s Secret Weapon for Strengthening Employee Engagement and Retention Efforts Presented by: Erin Pappo Pamela Zlota Camden Consulting Group Thursday, September 15, 2016 1:30 p.m. to 3:00
More informationFactors Influencing Students Selection of a Bank
Johnson & Wales University ScholarsArchive@JWU MBA Student Scholarship The Alan Shawn Feinstein Graduate School 4-29-2013 Factors Influencing Students Selection of a Bank Wei Tai Johnson & Wales University
More informationEmployee Mentoring: Fostering a Culture of Contribution. Jo D Fontenot, MS, MT (ASCP) Division Manager, University Division ARUP Laboratories
Employee Mentoring: Fostering a Culture of Contribution Jo D Fontenot, MS, MT (ASCP) Division Manager, University Division ARUP Laboratories 1 Objectives: What do you hope to accomplish? Keys to a Successful
More informationOrganizational Performance
The Power of a Coaching Culture on Organizational Performance Barbara A.F. Greene, ICF MCC Career Partners International San Antonio Today businesses face a myriad of challenges, both externally and internally.
More informationAudrey J. Murrell, Ph.D. University of Pittsburgh Katz School of Business
Audrey J. Murrell, Ph.D. University of Pittsburgh Katz School of Business amurrell@katz.pitt.edu Mentor myth The character, Mentor, in Homer s epic poem, The Odyssey, is widely accepted as the namesake
More informationDigital & Print Magazines
Digital & Print Magazines www.diversitymbamagazine.com about us Diversity MBA is a leading global diversity and inclusion custom publication with multi-faceted methods to reach all of its audiences. Blending
More information2013 IUPUI Staff Survey Summary Report
2013 IUPUI Staff Survey Summary Report Steven Graunke Office of Student Data, Analysis, and Evaluation February 2014 Executive Summary The IUPUI Staff Survey was designed to collect representative data
More informationMentoring. Mentor Training
Mentor Training If you are not developing your people, who do you think is? BUSINESS CASE Develop a foundation for growth and development of high potentials in EAME Create a strong pipeline of leadership
More informationCOACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources
COACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources Impact-Coaches Inc. 131 Ridley Blvd Toronto, ON M5M 3L8 416.488.0026 sandra@impact-coaches.com www.impact-coaches.com CAREER PLANNING CONVERSATIONS
More informationJuly 16-17, 2014 Marriott Marquis Hotel New York City 1535 Broadway, New York, NY
July 16-17, 2014 Marriott Marquis Hotel New York City 1535 Broadway, New York, NY 2014 MCW THEME: VISION AND IMPACT: Charting What s Next Join us for the 2014 Multicultural Women s National Conference
More informationWFF. Stepping Up Your Career Power. Dr. John Izzo
WFF Stepping Up Your Career Power Dr. John Izzo Stepping Up Your Career Power- Key Elements Step Up to Grow Your Engagement & Resilience Get Clear: What Matters Core Values Energizers and Drainers Career
More informationContents. A new way to progress your career: your way. 4 Peerpoint. 6 The new breed of lawyer. 14 Our consultants. 17 Make your move.
Make your move. Contents A new way to progress your career: your way. 4 Peerpoint. 6 The new breed of lawyer. 14 Our consultants. 17 Make your move. 21 2 3 There is a new way to progress your career: your
More informationDTR72KXREB7/TGDTRN24PERe. Sample Organization Sample Organization
DTR72KXREB7/TGDTRN24PERe Sample Organization Sample Organization Feedback Report 2/27/217 About This Survey Sample Organization, 2/27/217 This multi-rater survey is designed to assist your organization
More informationClick to edit Master title style
Click to edit Master title style Leadership 2025: Leaders at all Levels Presentation to 2016 Association of Minnesota Counties Conference December 5, 2016 Developing Leaders at all levels Why is this important?
More informationDIVERSITY BENCHMARKING REPORT 2016
DIVERSITY BENCHMARKING REPORT 2016 2016 DIVERSITY BENCHMARKING REPORT EXECUTIVE SUMMARY Signatory Firms See Gains for Women, Minorities, and LGBT Attorneys and Implement Innovative Inclusion Practices,
More informationCreating Breakthrough Leaders today for a dynamic tomorrow
Creating Breakthrough Leaders today for a dynamic tomorrow New Zealand Global Women Breakthrough Leaders Programme Haere mai Welcome Image credits Hobbiton Waikato by Alistair Guthrie 03 Global Women is
More informationUK CONSTRUCTION PEOPLE REALLY ARE THE MOST VALUABLE ASSET
UK CONSTRUCTION PEOPLE REALLY ARE THE MOST VALUABLE ASSET Enabling growth, managing risk BACKGROUND At a recent round table, CIL Management Consultants brought a group of CEOs from the construction and
More informationAdvance your Procurement and Supply Chain career with Babcock International Group. It s a big deal.
Advance your Procurement and Supply Chain career with Babcock International Group. It s a big deal. We are a FTSE100 business delivering 600 services across 6 continents, but each of our employees has
More informationAttraction & Diversity of Mid-Level Management Richard Green SVP - Organization Effectiveness Mellon Financial Corporation
Financial Services Workforce Summit November 27, 2001 Attraction & Diversity of Mid-Level Management Richard Green SVP - Organization Effectiveness Mellon Financial Corporation Agenda Research on Executive
More informationTAKING PAYMENTS ECOSYSTEM CAPABILITIES TO THE NEXT LEVEL- FOCUS ON DIVERSITY
TAKING PAYMENTS ECOSYSTEM CAPABILITIES TO THE NEXT LEVEL- FOCUS ON DIVERSITY Payments New Zealand- November 2016 PRESENTED BY: KRISTY DUNCAN WOMEN IN PAYMENTS, FOUNDER & CEO PRESENTATION OVERVIEW Where
More informationDTR9274O1HJ/TGDTRm5Xgw33Z. Department Survey Sample Department
DTR9274O1HJ/TGDTRm5Xgw33Z Department Survey Sample Department Feedback Report 1/9/217 About This Survey Sample Department, 1/9/217 This multi-rater survey is designed to assist your department in assessing
More information2012 Employee Climate Survey. Monica R. Allen, PhD Performance & Evaluation Manager September 18, 2012
2012 Employee Climate Survey Monica R. Allen, PhD Performance & Evaluation Manager September 18, 2012 Overview Background Survey Methodology Corporate Results Department Results Summary and Next Steps
More informationSuccession Planning, Mentoring and Coaching: The Key to Staff Development. Kristi McClure Huckaby, Director of Recreation CPRS President
Succession Planning, Mentoring and Coaching: The Key to Staff Development Kristi McClure Huckaby, Director of Recreation CPRS President Definition Succession planning is a process for identifying and developing
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationdiversity & inclusion Where your talent makes an impact
diversity & inclusion 2014 Where your talent makes an impact INSIDE A Message from Chairman & CEO Steve Angel... 3 A Message from Chief Diversity Officer Vanessa Abrahams-John... 4 Diversity & Inclusion
More informationAurora Youth Options Physical Address Mailing Address
Mentor Application Aurora Youth Options Physical Address: 1298 Peoria St., Aurora CO 80011 Mailing Address: 11059 E. Bethany Drive, Suite 200, Aurora CO 80014 P: 303-617-2660 F: 303-617-2669 ayo@aumhc.org
More informationSocial media: time waster or powerful business tool?
Social media: time waster or powerful business tool? Mari Anne Snow CEO, SophiaThink Consulting 22 June, 2010 Agenda What is social media? Current landscape: May 2010 How these tools impact daily life
More informationLeveraging Gender Balance for Success. BIAC Workshop on Gender Equality and Skills October 24, 2016
Leveraging Gender Balance for Success BIAC Workshop on Gender Equality and Skills October 24, 2016 A MESSAGE FROM OUR CHAIRMAN & CEO The real drivers of the global economy in the 21 st century will not
More informationProprietary Roundtable
Proprietary Roundtable Mentorship and Business Enhancements Presented by: Amynah Mithani, DeVry University Robert Boggs, Ed.D., Corinthian Colleges Inc. Wednesday, April 2, 2014 9:15 AM 10:15 AM Room 406
More informationHR Connect Asia Pacific
Top Companies for Leaders 2011 Study: Highlights from Asia Pacific By Ajay Soni, Regional Leadership Practice Leader, Aon Hewitt And Gitansh Malik, Consultant, Leadership Practice, Aon Hewitt Organizations
More informationBUS GENDER PAY GAP REPORT
BUS GENDER PAY GAP REPORT 2017 GO-AHEAD GENDER PAY REPORT 2017 2 INCLUSION AND DIVERSITY AT IN OUR UK BUS WORKFORCE THE NUMBER OF WOMEN IN LEADERSHIP AND MANAGEMENT ROLES HAS INCREASED FROM 13% TO 15.4%
More informationAward-Pathways to Excellence in Community Action Organizational Mini-Assessment Exercise
Award-Pathways to Excellence in Community Action Organizational Mini-Assessment Exercise AN ASSESSMENT TOOL FOR EMPLOYEES OF COMMUNITY ACTION AGENCIES If you are standing still, then you are falling behind.
More informationBruce K. Berger, Ph.D., Juan Meng, Ph.D., and William Heyman
1 Gender Differences Deepen, Leader-Employee Gap Remains and Grades Slide --Plank Center Report Card 2017 on PR Leaders-We need to be bigger leaders to close the gaps. Bruce K. Berger, Ph.D., Juan Meng,
More informationDiversity and inclusion: Why training isn't enough The HR Executive Dbriefs series
Diversity and inclusion: Why training isn't enough The HR Executive Dbriefs series Stacia Sherman Garr, Vice President, Bersin by Deloitte, Deloitte Consulting LLP Candace Atamanik, Research Manager, Bersin
More informationSAP Business Partnership Study U.S. Findings. #growthmatters
SAP Business Partnership Study U.S. Findings #growthmatters Objectives FleishmanHillard conducted proprietary research to explore the expectations and the nature of relationships in business to business
More informationOur 2017 Gender Pay Gap Report
Our 2017 Gender Pay Gap Report A FEW WORDS FROM OUR HR DIRECTOR Frances Duffy, UK HR Director As a Times Top 50 Employer for Women and winner of Business of the Year at the First Women Awards 2017, we
More informationFPI Corporate Partner
www.fpi.co.za FPI Corporate Partner Vision Professional financial planning for all. Our Mission The FPI s mission is to advance and promote the pre-eminence and status of financial planning professionals,
More informationSEVEN WAYS TO INCREASE EMPLOYEE ENGAGEMENT
SEVEN WAYS TO INCREASE EMPLOYEE ENGAGEMENT Without Giving a Raise Dr. Joe Folkman Co-Founder and President Zenger Folkman Poll #1 Would a Raise Make You Happy? If you got an unexpected raise today would
More informationWelcome to International Coaching Week Singapore Chapter
Welcome to International Coaching Week 2017 Singapore Chapter Research on Trends in Coaching Avni Martin Head of Science & Research Committee Bernadette Cenzon Member of Science & Research Committee Research
More informationMeet Mauricio Velásquez, MBA
Maintaining The Momentum Of Your Diversity Efforts Presented by: Mauricio Velásquez, MBA President, CEO The Diversity Training Group For Workforce Diversity Network s The Case for Diversity: It s Everybody
More informationA Better, More Diverse Senior Executive Service in 2050
Al Behrman/AP Photos AGENCY/PHOTOGRAPHER The Center for American Progress is a nonpartisan research and educational institute dedicated to promoting a strong, just and free America that ensures opportunity
More informationBeing mentored: How to get the mentoring you need
VSPA Mentoring Series Being mentored: How to get the mentoring you need Jailza Pauly, PhD March 6, 2013 What is (really) mentoring? What does good mentoring look like? Mentorship A relationship based on
More informationHennepin. continuous improvement. customer service
Hennepin continuous improvement customer service Hennepin County Employee Resource Group Program Diversity & Inclusion Division Review: A Summary of the First 18 Months of the Program Diversity & Inclusion
More informationApple UK Gender Pay Gap Report
Apple UK Gender Pay Gap Report 2017 We know the strength of our innovation depends on a vibrant and diverse workforce. From our earliest days, we ve believed that Apple should be a reflection of the world
More informationTALENT RETENTION Hanging on to High Performers:
TALENT RETENTION Hanging on to High Performers: Building and Sustaining Effective People Leaders Prepared by Aon Hewitt Thursday, March 29, 2012 Part two of a three part webcast series 2012 Aon Consulting
More informationLaunching successful women s initiatives in your firm
AICPA Women s Initiatives Executive Committee Frequently asked questions Launching successful women s initiatives in your firm Why it matters Why should leaders care about gender diversity? Developing
More informationCan you beat disruption without closing the gender gap?
Can you beat disruption without closing the gender gap? Why it s time for consumer product and retail companies to get serious about leadership diversity About our surveys As part of the EY global Consumer
More informationNissan s Rotational Development Program (NRDP) - AMERICAS. You learn to be a leader by acting by doing. Carlos Ghosn
Nissan s Rotational Development Program (NRDP) - AMERICAS You learn to be a leader by acting by doing. Carlos Ghosn The Renault-Nissan Alliance Alliance partnership began March 1999 United for performance
More information