2019 7th Annual HHS Employee Resource Group (ERG) Forum Part 3

2019 7th Annual HHS Employee Resource Group (ERG) Forum Part 3


>>WE’RE GOING TO RESUME OUR 7TH ANNUAL HHS
EMPLOYEE RESOURCE GROUP FORUM. THANK YOU ALL FOR COMING BACK.
I KNOW YOU WERE TEMPTED BECAUSE THE WEATHER IS SO NICE OUTSIDE AND FARMER’S MARKET TURNED
OUT TO BE A REAL GOOD DEAL. WE PLANNED THE FORUM KNOWING IT WAS GOING
TO BE ON A WEDNESDAY BUT I DIDN’T THINK ABOUT THE FACT THAT IT WAS FARMER’S MARKET DAY.
DIDN’T HAVE TO GO ALL THE WAY DOWN THE STREET. VERY CONVENIENT.
WE HAVE FOR THE AFTERNOON AS I INDICATED OUR PANEL DISCUSSION ON THE IMPORTANCE OF DESIGNATING
AN ERG SPONSOR AND ADVANTAGES OR SUCCESS STORIES FROM BEST PLACES TO WORK AGENCIES.
WE HAVE VERY DISTINGUISHED SPEAKER IN THE PERSON OF TERRI WILLIAMS.
BEING OUR PROGRAM MANAGER IN THE OFF OF DIVERSITY AND INCLUSION, OFFICE OF PERSONNEL MANAGEMENT.
AND UNDER THE NAME, OUTREACH DIVERSITY CENTER NOW.
YOU HAVE HER BIO IN THE PRESENTER’S BOOKLET. SO I WON’T TAKE THE TIME TO READ ALL — ALTHOUGH
HER’S IS RELATIVELY SHORT COMPARED TO THE REST IN THE BOOK.
BUT TERRI HAS BEEN QUITE A UNIFYING FORCE FOR THE PEOPLE INVOLVED IN DIVERSITY AND INCLUSION
IN FEDERAL GOVERNMENT. SHE BRINGS US TOGETHER ON A QUARTERLY BASIS
FOR THE ERG COMMUNITY OF PRACTICE. AND SHE IS LEADING THAT PARTICULAR ENDEAVOR
IN SUCH A WAY THAT WE ALL FEEL INCLUDED. SO, WE APPRECIATE HER LEADERSHIP AND HER ASSISTANCE
TO US IN BEING AVAILABLE TO BE WITH US TODAY FOR THE ERG FORUM.
WE HAVE REPRESENTATIVE, I SHOULD SAY HEAD — REPRESENTATIVES FROM THREE OF THE BEST
PLACES TO WORK, ONE OF THEM WE FOUND OUT YESTERDAY WAS NOT GOING TO BE WITH US THEN WE FOUND
OUT TODAY ABOUT ANOTHER WHO WAS NOT GOING TO BE ABLE TO BE WITH US SO WE DO HAVE DR.
BRIAN EASLEY, ASSOCIATE DIRECTOR FOR HUMAN CAPITAL PLANNING SOLUTIONS, CHIEF LEARNING
OFFICER AND D&I OFFICER AT THE U.S. DEPARTMENT OF TRANSPORTATION.
AND HE WILL BE ADDRESSING THIS TOPIC ALONG WITH TERRI.
YOU’LL HAVE AMPLE OPPORTUNITY, IN FACT EVEN GREATER OPPORTUNITY FOR Q&A BECAUSE WE DON’T
HAVE ALL OF THE PANELIST, IS THAT WE HAD EXPECTED TO HAVE.
SO, I WOULD ENCOURAGE YOU TO TAKE NOTE. TO WRITE WHATEVER QUESTIONS OR COMMENTS YOU
MIGHT HAVE AND BE PREPARED TO HAVE A REALLY MEANINGFUL DISCUSSION AT THE END OF THE PRESENTATIONS
AND THE PANEL DISCUSSION THAT’S GOING TO GO ON BETWEEN TWO FOLKS.
THANK YOU. THANK YOU SO MUCH.
>>GOOD AFTERNOON, EVERYONE. I WANT TO THANK BONITA AN HER TEAM FOR INVITE
CAN ME HERE TO SPEAK TO TALK TO YOU ABOUT COMPONENTS OF SUCCESS FOR EMPLOYEE RESOURCE
GROUP WHEN IT COMES TO EXECUTIVE SPONSORS. I’M CHALLENGED BECAUSE I SPEAK REALLY QUICKLY
I WAS JUST THINKING ABOUT WHETHER OR NOT I WAS GOING TO SILT OR STAND.
I DECIDED STANDING MAYBE LOOK SKINNIER SO I’LL TRY TO TALK SLOWER BUT I WANT TO LOOK
A LITTLE THINNER. SO, ANYWAY, I AM GOING TO START THIS AFTERNOON’S
SESSION WITH JUST A FEW — WITH A BRIEF PRESENTATION, SOME REMARKS ON EXECUTIVE SPONSORS.
I’M GOING TO COVER WHAT IS AN EXECUTIVE SPONSOR, WHY YOU NEED ONE, WHY AN EXECUTIVE SPONSOR
IS IMPORTANT AND HOW YOU GET AN EXECUTIVE SPONSOR.
FOLLOWING THAT WE WILL HEAR FROM OUR PANELIST, WELL, WE HAVE ONE.
WE’LL HEAR FROM OUR DISTINGUISHED PANELIST AND HE’S GOING TO TALK ABOUT AS BONITA SAID
SUCCESS STORIES AT HIS AGENCY. SO, BEFORE WE GET INTO OUR DISCUSSION, A COUPLE
OF THINGS. I DON’T HAVE A SLIDE DECK.
I WILL SEND THAT TO MISS WHITE SHE WILL SEND THAT TO YOU ALL LATER BUT I DO NOT HAVE A
SLIDE DECK WITH ME THAT I CAN SHARE. BUT SHE WILL GET THAT.
FIRST THING I’M GOING TO TALK ABOUT I WANT TO REFERENCE THE PRESIDENT’S MANAGEMENT ‘GENERAL
DARKS HOW MANY ARE FAMILIAR WITH THE PRESIDENT’S MANAGEMENT AGENDA N YOU’VE HEARD OF IT AT
LEAST? OKAY.
THEN YOU KNOW THERE ARE THREE PILLARS TO THAT AGENDA.
MISSION, SERVICE AND STEWARDSHIP. IF YOU HAVEN’T HEARD OF IT OR WANT TO REFRESH
YOUR MEMORY OR YOU JUST LOVE TO READ, THEN I WOULD SUGGEST YOU GO TO WHITEHOUSE.GOV TO
GET A CEP ‘OF THAT PRESIDENT’S MANAGEMENT ‘GENERAL D. FROM A D&I STANDPOINT MISSION
MEANS CREATING INCLUSIVE CULTURE THROUGH FOCUS ON PEOPLE, PRACTICES, PERFORMANCE THAT ALLOWS
FOR OPTIMAL ORGANIZATIONAL AND INDIVIDUAL PERFORMANCE FOR EFFICIENT — MORE EFFICIENTLY
AND EFFECTIVELY MEETING ORGANIZATION’S MISSION. SERVICE MEANS, HAVING AN INCLUSIVE CULTURE
THAT ALLOWS FEDERAL EMPLOYEES TO BE MORE ENGAGED AND TO PERFORM AT HIGHER LEVELS OF FEDERAL
SERVICE. FINALLY, STEWARD HIP MEANS MAXIMIZING ORGANIZATIONAL
PERFORMANCE SO THAT WE CAN BECOME MORE EFFECTIVE AND EFFICIENT AND BETTER STEWARDS OF TAXPAYER
DOLLARS. WHY DO I MENTION THAT?
I MENTION THAT AS YOU ALL — HOW MANY ARE ERG LEADERS?
OKAY. WE HAVE A FEW.
I MENTION THAT BECAUSE AS YOU ARE PLANNING FOUR PROGRAMS AND IN ANYBODY TIFFS YOU SHOULD
ALSO BE THINKING ABOUT HOW YOUR PROGRAMS AND INITIATIVES LINE UP NOT JUST WITH YOUR AGENCY,
STRATEGIC PLAN, NOT JUST WITH D&I BUT LINE UP WITH MISSION, SERVICE AND STEWARDSHIP.
THIS IS WHERE HAVING EXECUTIVE SPONSOR IS IMPORTANT, BECAUSE THAT PERSON CAN GUIDE YOU
TO LOOKING AT YOUR ACTIVITIES, LOOKING AT YOUR PROGRAMS OR SEEING WHETHER OR NOT THAT
ALIGNMENT EXISTS. SO, LET ME ASK YOU A FEW QUESTIONS.
JUST RAISE YOUR HAND. HOW MANY HAVE SAID WE NEED MORE MANAGEMENT
SUPPORT BUT WE CAN’T FIND IT? HAVE YOU EITHER SAID IT OR HAVE YOU HEARD
IT? OKAY.
WHAT ABOUT WE HAVE AN EXECUTIVE SPONSOR, BUT HE OR SHE DOESN’T REALLY DO ANYTHING.
ANYBODY EVER HEARD THEM? NOBODY HAS SAID THAT, ANYONE EVER HEARD THAT?
OKAY. WHAT ABOUT SO THIS IS SOMETHING THAT I HAVE
HEARD FROM POTENTIAL SPONSORS. I’D LIKE TO HELP BUT NOBODY HAS ASKED.
ANYONE THOUGHT ABOUT THAT OR HEARD THAT OR EVEN SAID THAT THEMSELVES N WHAT ABOUT, I’M
LISTED AS AN EXECUTIVE SPONSOR BUT I DON’T KNOW WHAT THEY EXPECT OF ME.
DOES THAT RING A BELL? SOUND FAMILIAR?
FINALLY, FROM POTENTIAL SPONSOR THEY MIGHT SAY WHAT EXACTLY DO THEY DO?
WHAT DOES THAT ERG DO? HAS ANYONE EVER HEARD THEIR MANAGER OR AN
EXECUTIVE SAY SOMETHING LIKE THAT? THEY’RE NOT COMPLETELY AWARE OF WHAT — I
SEE SOME HEADS NODDING IN AGREEMENT. SO, WHAT IS AN EXECUTIVE SPONSOR?
ANYBODY HAVE A ANY IDEAS? WHAT WOULD YOU SAY AN EXECUTIVE SPONSOR IS?
RIGHT. AN EXECUTIVE SPONSOR IS SOMEONE AT THE EXECUTIVE
LEVEL, SENIOR EXECUTIVE LEVEL WHO AGREES TO SERVE AS LEADERSHIP SOURCE FOR YOUR EMPLOYEE
RESOURCE GROUP. IT’S TYPICALLY SENIOR EXECUTIVE BUT IN SOME
CASES IT’S A GS15 BUT TYPICALLY A SENIOR EXECUTIVE. I HAVE A LOT OF NOTES HERE I’M NOT GOING TO
SAY ALL THIS STUFF. JUST IN CASE YOU’RE WONDERING.
SO, AN EXECUTIVE SPONSOR SOMEONE WHO IS COMMITTED TO TAKING ON CHALLENGES AND IMPLEMENTING CHANGE,
BASICALLY COMMITTED TO AND INTERESTED AND ENGAGING IN TWO-WAY DEVELOPMENTAL PROCESS.
BY THAT I MEAN, THEY SHOULD BE INTERESTED IN COMMITTED TO YOUR GROWTH, YOUR PROFESSIONAL
GROWTH AS ERG LEADER AND MEMBER AND THEY SHOULD ALSO BE INTERESTED IN THEIR OWN DEVELOPMENT
AND GROWTH BECAUSE FOR MANY OF THESE SENIOR EXECUTIVES, BEING A SPONSOR IS A NEW RESPONSIBILITY,
A NEW JOB FOR THEM. AND THEY MAY NOT KNOW WHAT TO DO OR WHAT IS
EXPECTED OF THEM. THEY’RE GROWING AND DEVELOPING, TOO IT’S A
TWO-WAY STREET. YOU’RE GROWING AND LEARNING AND THEY ARE GROWING
AND LEARNING. WHAT ARE SOME BENEFITS OF EVERYTHING AN EXECUTIVE
SPONSOR, ANY IDEAS? SHOUTED THEM OUT.
ANY IDEAS? OKAY.
ANY IDEAS? EXACTLY.
THEY CHAMPION YOUR PROJECTED, YOUR PROGRAMS, YOUR INITIATIVES TO INCREASE VISIBILITY THEY
HAVE DIRECT ACCESS TO THOSE IN MANAGEMENT, IN UPPER MANAGEMENT POSITION.
WE HEARD THE GENTLEMAN EARLIER TALKING ABOUT LINKING AND LEVERAGING, I LOVE THAT.
THEY CAN LEVERAGE NETWORKS AND RESOURCES TO ADDRESS ROAD BLOCKS.
HOW MANY HAVE EVER RUN INTO A ROADBLOCK? I SEE SOME HANDS AND SOME FACES.
AND BASICALLY, HE IS AN EXECUTIVE AND HE HIMSELF RAISED HIS HAND, THERE ARE ROAD BLOCKS WE
ALL ENCOUNTER NO MATTER WHAT LEVEL WE ARE AT.
THEY CAN REALLY, REALLY RALLY THE SUPPORT OF THOSE IN — OF THEIR PEERS.
SO IF YOU NEED SOMETHING DONE, YOU’RE NOT QUITE SURE, THEY MAY KNOW SOMEONE IN THAT
ORGANIZATION THAT COULD WILLING TO BE A MENTOR, THAT WOULD BE WILLING TO COME DID LUNCH AND
LEARN, THAT WOULD BE WILLING TO OFFER SOME TRAINING.
ABOUT LINKING AND LEVERAGING. WHAT DO YOU THINK ARE SOME SKILLS?
WHAT DO YOU THINK ARE SKILLS THAT ARE IMPORTANT FOR AN EXECUTIVE SPONSOR?
ANY IDEAS? THE FIRST NOTE.
MOST IMPORTANT THAT EXECUTIVE SPONSOR IS EFFECTIVE COMMUNICATOR THAT PERSON NEEDS TO BE CONCISE,
THEY NEED TO BE COMPELLING, THEY NEED TO BE TACTFUL, OAT CELT A.
WHAT ABOUT HAVING THE ABILITY TO INFLUENCE STAKEHOLDERS, SOMEONE WHO HAS INFLUENCE BECAUSE
YOU WANT SOME ACTION, RIGHT? YOU WANT THEM TO HAVE INFLUENCE.
YOU WANT THEM TO BE ABLE TO WORK ACROSS DIFFERENT STAKEHOLDER GROUPS, WIN-WIN SOLUTIONS.
THAT IS ABOUT A WIN-WIN. ABOUT YOUR ORGANIZATION WINNING MORE IMPORTANTLY
OR IN ADDITION TO HAVING THE AGENCY WIN. WE HEARD A WONDERFUL TALK EARLIER ABOUT HOW
ALL OF THESE GROUPS, D&I PROGRAM, THE ERG CEO PERSON HOW WE CAN ALL WORK TOGETHER TO
CREATE WIN-WIN SOLUTIONS FOR BOTH THE AGENCY AND THE ERG.
AGAIN THAT PERSON SHOULD BE SEEN AS AN EFFECTIVE LEADER.
MEANING THAT PERSON HAS A VISION FOR THE FUTURE, THEY ARE A TEAM BUILDER, STRATEGIC THINKERS,
THEY ARE FUTURE ORIENTED. FUTURE THINKING THOSE ARE THE KIN OF SKILLS
THAT YOU’RE LOOKING FOR. WHAT ABOUT ROLES.
WHAT DO YOU THINK ABOUT THE ROLE OF AN EXECUTIVE SPONSOR?
I CAN TELL YOU THAT IT’S MULTI-DIMENSIONAL. OVERARCHING GOAL IS TO HELP BRING STRATEGIC
VISION, WE HEARD THAT A LOT EARLIER. WE WANT THEM TO SUPPORT YOUR GOALS, WHATEVER
YOUR GOALS ARE AND ONLY YOU CAN IDENTIFY AND DEFINE WHAT YOUR GOALS ARE.
YOU WANT THEM TO BE ABLE TO PROVIDE INSIGHT, TO PROVIDE GUIDANCE ON AGENCY PRIORITIES BECAUSE
AGAIN YOU HAVE TO MAKE THE AGENCY SEE WHAT’S IN IT FOR THEM.
OF YOU COURSE, I TALKED TO SOMEONE EARLIER, YOU HAVE SORT OF INNATE OR YOU HAVE YOUR OWN
REASON FOR WANTING THIS PARTICULAR PROGRAM OR PROJECT OR INITIATIVE TO GO FORWARD BUT
YOU HAVE TO BE ABLE TO TIE IT IN. YOU HAVE TO MAKE THAT SPONSOR SEE WHAT IS
IN IT FOR HIM OR HER AND WHAT ULTIMATELY IN IT FOR THE AGENCY.
SO THE THING TO REMEMBER IS THAT THE ROLE AND LEVEL OF INVOLVEMENT FROM YOUR EXECUTIVE
SPONSOR IS GOING TO VARY. IT’S NOT GOING TO BE — NOT GOING TO ALL OF
— MEET ALL OF THESE ROLES AT ALL TIMES. THEY’RE NOT ALWAYS GOING TO BE A PROMOTER
OR INNOVATOR IT’S GOING TO VARY DEPENDING ON YOUR NEEDS AS A GROUP.
SOME GROUPS ARE MORE MATURE THAN OTHERS. SOME GROUPS HAVE BEEN AROUND A LONG TIME AND
THEY ARE A WELL OILED MACHINE. OTHER GROUPS AND I KNOW FEW AGENCIES THAT
ARE HERE THAT ARE JUST STARTING THEIR ERG AND THEY MAY NEED A LOT MORE FROM THAT EXECUTIVE
SPONSOR. SO HOW MUCH INVOLVEMENT YOU WILL NEED AND
HOW ENGAGED THAT SPONSOR WILL BE IS GOING TO VARY DEPENDING ON AGAIN LEVEL OF MATURITY
IN YOUR ERG. SO THERE ARE FIVE KEY ROLES.
THIS IS A HAND OUT THAT YOU ALL WILL GET WHEN I GET BACK, I DIDN’T BRING MY LAPTOP.
I WILL SEND IT TO MISS WHITE YOU WILL SEE THIS DOCUMENT.
IT SAYS FIVE KEY ROLES OF EXECUTIVE SPONSORS, THERE ARE FIVE KEY ROLES THE.
STRATEGIST, PROMOTER, INNOVATOR, ADVISOR AND MENTOR.
THAT DOESN’T MEAN THIS IS AN EXHAUSTIVE LIST BUT THESE ARE THE FIVE KEY ROLES THAT AN EXECUTIVE
SPONSOR WOULD PLAY. SO, YOUR STRATEGIST, THINK ABOUT A PERSON
WHO IS A VISIONARY, WHO IS PRO-ACTIVE WHO IS A CRITICAL THINKER.
THIS PERSON IS PARTNERING WITH THE GROUP TO FOCUS ON MISSION, VISION AND GOALS THAT AGAIN
ARE ALIGNED WITH AGENCY STRATEGIC GOALS, INITIATIVES AND PRIORITIES.
SO HAPPY THAT YOU MENTION THE MISSION IS IMPORTANT TO KNOW WHAT YOUR AGENCY’S MISSION IS AND
IT’S IMPORTANT FOR YOU TO KNOW WHAT YOUR POTENTIAL SPONSORS’ MISSIONS AND GOALS ARE.
YOU WANT TO MAKE SURE THAT YOU’RE GOING TO HELP THEM TO MEET THEIR GOALS AND OBJECTIVES.
NOT JUST ABOUT YOU IT’S ABOUT THEM WINNING ALSO.
THEM BEING ABLE TO SAY, WE DID THIS, WE DID THIS TOGETHER.
WE MADE THIS WORKING TOGETHER AND HELPING TO MEET OUR AGENCY GOALS, OUR ORGANIZATION’S
GOALS OUR D&I GOALS WHATEVER THAT IS YOU’RE HELPING THEM TO MEET IT.
THEN YOU HAVE THE PROMOTER. THEY’RE GOING TO BRING VISIBILITY TO YOUR
ERG YOU WANT SOMEBODY WHO IS GOING TO BE A PROMOTER.
YOU HAVE AN INNOVATOR. A ROLE OF SOMEONE WHO IS AN INNOVATOR, THAT
PERSON IS CREATIVE, THEY’RE OPEN-MINDED, THEY’RE GOING TO BRING NEW RESOURCES AND NEW IDEAS
TO YOUR ERG. THEY’RE GOING TO ENCOURAGE ERG LEADERS AND
MEMBERS TO IDENTIFY NEW WAYS TO MAKE A DIFFERENCE. AND VERY IMPORTANT TO LOOK AT OBSTACLES AS
OPPORTUNITIES. LOT OF TIMES THERE’S A ROADBLOCK WE THROW
UP OUR HANDS WE SAY, AH, I KNEW THIS WAS GOING TO HAPPEN.
ALWAYS HAPPENS, AH, I DON’T KNOW WHAT TO DO. THAT STILL MAY BE THE CASE AFTER YOU TALK
TO YOUR SPONSOR BUT IDEALLY YOU WOULD TALK TO YOUR SPONSOR SAY THIS IS WHAT I’M ENCOUNTERING
AND TOGETHER WITH SPONSOR AND WITH YOUR MEMBERS YOU WILL COME UP WITH SOME SOLUTIONS.
THAT IS A REALLY BIG THING TO THINK ABOUT, OBSTACLES AS OPPORTUNITIES.
BECAUSE WE’RE ALL GOING TO — LET’S FACE IT THERE IS AN OBSTACLE NOT EVERY DAY BUT VIRTUALLY
EVERY DAY JUST GETTING ON THE METRO, GETTING TO WORK OR I SEE OBSTACLES WHATEVER IT IS,
THEY ARE VERY LIKELY COULD BE SOME OBSTACLES. THEN THERE’S THE ADVISOR.
THAT PERSON IS CONNECTED. THEY’RE INFLUENTIAL.
THEY’RE GOING TO SHARE INFORMATION ABOUT AGENCIES’ PRIORITIES.
WHO BETTER TO CONNECT WITH THAN THE PERSON WHO KNOWS WHAT IS GOING ON IN THE AGENCY,
WHAT IS HAPPENING, WHAT IS LIKELY TO HAPPEN. WHAT SOMEONE TRIED IN THE PAST AND DIDN’T
WORK. THAT ROLE IS IMPORTANT.
THEN THE MENTOR. THAT SOMEONE COACHING, PROVIDING — ROLE MODEL
WHO IS CONFIDANTE. IN THIS ROLE THERE MIGHT BE PROVIDING CAREER
ADVICE, TEACHING YOU ABOUT LEADERSHIP SKILLS OR PROFESSIONAL DEVELOPMENT THINGS AND IMPORTANTLY
THEY’RE MODELING ALTITUDE AND BEHAVIORS THAT CREATE A DIVERSE AND WELCOMING WORKPLACE.
YOU MAY NOT FIND ALL OF THIS IN ONE PERSON BUT IDEA 20 FIND MOST OF IT.
THIS IS A JOB. THIS IS AN ADDITION TO WHAT THEY DO SO THERE
ARE CERTAIN RISKS THAT ARE INVOLVED WITH THAT. ARE THEY CONSULTING ME, THEN I HEAR ABOUT
IT AFTER THE FACT. DID YOU KNOW THAT YOUR ERG, YOU DON’T WANT
THAT TO HAPPEN. YOU WANT TO BE MINDFUL OF THAT.
WHY DO YOU NEED A SPONSOR? AFTER ALL I RATTLED OFF?
WHY DO YOU NEED A SPONSOR. I KNOW SOME NAMES.
I’M NOT ABOVE CALLING ON SOME NAMES. I SEE SOMEBODY LOOKING AWAY RIGHT NOW.
WHY DO YOU NEED AN EXECUTIVE SPONSOR. DOES ANYONE HERE HAVE AN ERG THAT HAS AN EXECUTIVE
SPONSOR? OKAY.
CAN YOU TELL ME WHY YOU NEED — WHAT MADE YOU REALIZE THAT YOU NEEDED AN EXECUTIVE SPONSOR,
WHAT WAS IT? EXECUTIVE SPONSOR.
[ SPEAKING OFF MICROPHONE ] PRECISELY.
VERY, VERY WELL SAID. I HAVE DOWN HERE A COUPLE OF THINGS.
ONE THING I’M GOING TO SAY IS THAT ONE OF THE RECOMMENDATIONS IS THAT, OPM, OUR ERG
HAS HAVE TWO EXECUTIVE SPONSOR, IS THAT IS PRIMARILY BECAUSE EXECUTIVES ARE BUSY SOMETIMES
THEY ARE PULLED IN DIFFERENT DIRECTIONS SO YOU ALWAYS HAVE SOMEONE TO GO TO.
ALSO BECAUSE YOU WANT TO HAVE DIFFERENT PERSPECTIVES. WE HAVE AT OPM OUR ERGS HAVE TWO EXECUTIVE
SPONSORS GOING BACK TO WHY YOU NEED ONE, THEY CAN CHALLENGE YOU WITH A BOLDER VISION, MUCH
BOLDER VISION OF WHAT YOU THOUGHT WAS POSSIBLE. YOU MAY HAVE AN IDEA THAT THIS BIG BUT BECAUSE.
BREADTH OF THEIR KNOWLEDGE AND CONTEXT FACT THAT THEY SEE THINGS COMING DOWN THE PIPE
THEY CAN EXPAND YOUR VISION OF WHAT IS POSSIBLE. YOU CAN COLLABORATE WITH THEM TO ESTABLISH
A GOAL STANDARD AND METRICS. METRICS ARE SO IMPORTANT.
SO MANY GROUPS DON’T HAVE METRICS. THERE ARE LOTS OF THINGS THAT YOU CAN DO ABOUT
METRICS, IT CAN GO AS SIMPLE AS — FIRST OF ALL HOW MANY MEMBERS DO YOU HAVE THEN HOW
MANY ACTIVE MEMBERS DO YOU HAVE? HOW MANY PEOPLE ARE ATTENDING YOUR MEETING?
HOW MANY — WHAT KINDS OF PROGRAMS ARE YOU DOING?
WHAT IS THE ATTENDANCE LIKE AT THOSE PROGRAMS? OF YOUR MEMBERS GETTING — GOING TO LEADERSHIP
TRAINING. ARE THEY GETTING PROMOTED.
ARE THEY GOING INTO LEADERSHIP DEVELOPMENT PROGRAMS.
THOSE ARE THE KIND OF THINGS THAT YOU LOOK AT AND EARLIER WE HEARD ABOUT ALL THE DATA
YOU CAN GET JUST IN TERMS OF FLOW DATA WHAT IS HAPPENING IN THE DIFFERENT — WHAT THE
DIFFERENT DEMOGRAPHICS TO BE ABLE TO SORT OF CRAFT YOUR PLAN.
YOU WANT TO COLLABORATE. THEY ALSO CAN COACH AND MOTIVATE, WE SPOKE
TO THAT. AND LEVERAGE, LEVERAGE, LEVERAGE.
THEY CAN LEVERAGE THEIR INFLUENCE, THAT’S WHERE IT’S IMPORTANT TO HAVE AN EXECUTIVE
SPONSOR THAT HAS SOME INFLUENCE, YOU MIGHT KNOW SOMEONE THAT IS A GREAT PERSON AND REALLY
GREAT FRIENDS WITH THEM BUT THAT PERSON MAY NOT BE THE BEST CHOICE IF THEY DON’T HAVE
A REPUTATION FOR BEING EFFECTIVE. DON’T HAVE REPUTATION FOR BEING INFLUENTIAL
OR GETTING THINGS DONE OR IMPLEMENTING CHANGE. KEEP THEM AS A FRIEND, KEEP THEM AS A MENTOR.
BUT RECONSIDER WHETHER THAT’S THE RIGHT CHOICE FOR AN EXECUTIVE SPONSOR.
GIVE THEM ALL THAT. WHERE DO YOU GET THIS SPONSOR.
HOW DO YOU THINK YOU SHOULD START. ANY THOUGHTS?
ANYONE? OKAY.
YOU WANT TO ASK AROUND. ASK AROUND AND LOOK AROUND.
LOOK AT YOUR EXECUTIVE LEADERSHIP. LOOK AND SEE WHAT ARE THEY DOING?
HOW INVOLVED ARE THEY? WHAT ARE YOU HEARING ABOUT THIS PERSON OR
THAT PERSON. WHAT ARE THEIR EMPLOYEES SAYING?
JUST ASK AROUND AND LOOK AROUND. KEEP THOSE ROLES IN MIND THAT I JUST TALKED
ABOUT EARLIER. YOU WANT TO MEET WITH THEM.
IT’S CONSIDERED LIKE, BECAUSE IT’S A JOB, IN ADDITION, TOO, FOR THEM, YOU WANT TO INTERVIEW
THEM. YOU DON’T HAVE TO SAY I’M GOING TO INTERVIEW
YOU. THEY ARE DOING YOU FAVORS.
ASKING YOUR MEMBERS, TALK WITH YOUR MEMBERS, HOW MANY HAVE REGULAR MEETINGS WITH YOUR MEMBERS?
YOU SHOULD BE HAVING MONTHLY MEETINGS WITH YOUR MEMBERS AND IF YOU HAVE D&I COUNCIL,
THEY SHOULD ALSO BE MEETING, YOU SHOULD BE — I SHOULDN’T SAY SHOULD, AT OPM OUR ERGS
ARE MEMBERS OF THE COUNCIL. THEY GO TO DIVERSITY INCLUSIVE COUNCIL MEETINGS.
IF THAT IS AN OPTION FOR YOU THEN YOU AVAIL YOURSELF OF THAT OPPORTUNITY BECAUSE AT THAT
COUNCIL, WHO IS THERE, SENIOR LEADERS. YOU CAN MAKE PRESENTATIONS, HELP WITH PRESENTATION
SKILLS, LEADERSHIP SKILLS, HELPS MAKE YOU VISIBLE.
SO THINK ABOUT THOSE THINGS. TALK WITH YOUR MEMBERS ABOUT PROJECTS THAT
ARE GOING TO HELP YOUR EXECUTIVE SPONSOR YOUR POTENTIAL EXECUTIVE SPONSOR MEET THEIR GOALS.
WHEN YOU’RE TALKING TO THEM BECAUSE YOU DO EVENTUALLY WANT TO TALK WITH SOMEONE EARLY,
YOU DO WANT TO HAVE A CONVERSATION, SOMEONE ASKED EARLIER ABOUT WRITING A LETTER BECAUSE
THEY WANTED TO GET AN EXECUTIVE SPONSOR AND I DON’T KNOW WHAT — I WAS TALKING TO MISS
WHITE, WE AGREED THAT SOME THINGS SHOULDN’T BE IN PERSON BUT YOU WILL ULTIMATELY NEED
A LETTER TO WRITE THAT PERSON BUT YOU WANT TO KNOW WHAT ARE THEIR GOALS.
WHAT ARE THEIR GOALS. YOU ONLY KNOW THAT BY TALKING TO THEM.
WHAT DO THEY HOPE TO GET FOR THEMSELVES. AS RELATES TO THE AGENCY WHAT CAN YOU DO TO
HELP THEM. SO WHEN YOU TALK TO THEM GIBB BE SURE THAT
YOU KNOW WHAT YOU WANT. IF THEY SAY HOW CAN I HELP YOU, THEY CAN’T
SAY, I DON’T KNOW. I JUST THINK IT’S GOOD THAT WE HAVE A SPONSOR,
YOU WANT TO BE CLEAR ON WHAT YOUR NEEDS ARE. YOU WANT TO BE CLEAR ABOUT WHAT YOUR EXPECTATIONS
ARE FOR THEM. YOU WANT TO HAVE A CLEAR — YOU WANT YOUR
ERG TO HAVE A CLEAR MISSION AND VISION THAT YOU CAN PRESENT TO THAT EXECUTIVE SPONSOR.
BECAUSE YOUR TIME IS VALUABLE AND THEIR TIME IS VALUABLE.
SO YOU WANT TO MAKE THE MOST OF THE TIME THAT YOU HAVE WITH THEM.
AGAIN, WHAT YOU CAN DO TO HELP WITH GOAL ACHIEVEMENT. BE CLEAR ABOUT WHAT KIND OF HELP THAT YOU
NEED FROM THEM. ASK YOUR MEMBERS, WHAT ARE WE GOING TO DO
TO MAKE THIS RELATIONSHIP SUCCESS 68. BECAUSE ISN’T JUST EXECUTIVE BOARD THAT IS
MAKING A SUCCESSFUL CONNECTION AND SUCCESSFUL RELATIONSHIP, YOU SHOULD BE ENGAGING YOUR
ENTIRE MEMBERSHIP ON WE’RE LOOKING FOR AN EXECUTIVE SPONSOR, WHAT ARE YOU LOOKING FOR,
YOU SHOULD HAVE THAT PLAN ALREADY IN PLACE. NOW THAT YOU HAVE YOUR EXECUTIVE SPONSOR YOU
TALKED ABOUT IT, YOU MET WITH THEM THEY SAID, YES.
HOW DO YOU KEEP THE EXECUTIVE SPONSOR, WHAT DO YOU DO TO MAIN IN THAT THAT RELATIONSHIP?
WELL, YOU KEEP THEM INFORMED. REMEMBER I SAID EARLIER YOU DON’T WANT EVERYONE
TO BE IN POSITION WHERE YOU HAVE SOME EVENTS OR YOU HAVE SOME PROGRAMS YOU DIDN’T TELL
YOUR SPONSOR. THAT’S NOT GOOD.
I WANT TO ALWAYS KEEP THEM INFORMED. HAVE QUARTERLY MEETING WITH YOUR EXECUTIVE
SPONSOR. EXECUTIVES ARE BUSY, KEEP THEM BRIEF, HAVE
A SUMMARY, PREPARE ABOUT HAVE AN AGENDA OBVIOUSLY THEN HAVE A SUMMARY ABOUT WHAT YOUR GROUP
IS DOING, WHAT THEY HAVE DONE AND WHAT THEY HOPE TO DO AS YOU’RE TALKING.
YOU WANT TO MAKE THE MOST OF THAT TIME THAT YOU HAVE.
GENERALLY 30-45 MINUTES IF THEY TALK LONGER, THAT’S GREAT.
THAT’S UP TO THEM. BUT YOU SHOULD PLAN ON NO MORE THAN 30-45
MINUTES WITH YOUR EXECUTIVE SPONSOR. ASK THEM DURING IT IS MEETING, ARE YOU GETTING
WHAT YOU NEED FROM US? ASK THEM, ARE YOU GETTING — IS THIS IMPACTFUL.
IS THIS BRINGING YOU VALUE. DO YOU SEE THIS BRINGING VALUE TO OUR AGENCY,
TO OUR ORGANIZATION. YOU WANT TO TELL THEM, TELL THEM THINGS.
CELEBRATE YOUR SUCCESSES. I WENT OUT TO THE TABLE ONE OF THE I CAN’T
THINGS, EACH TABLE HAD LIST OF ACCOMPLISHMENTS, YOU SHOULD BE SHARING THAT AS YOU’RE GOING
INTO YOUR MEETINGS WITH YOUR EXECUTIVE SPONSORS OR SEEK EXECUTIVE SPONSOR, SHARE.
LET THEM KNOW, NOT JUST THIS IS OUR MISSION, THIS STREET OUR VISION, THESE ARE OUR GOALS
BUT THIS IS WHAT WE’VE DONE. WE TELL FIVE PEOPLE GET INTO THE USDA, GRADUATE
SCHOOL EMERGING LEADERS PROGRAM. WE HAVE HAD THREE PEOPLE TO GO ON DETAIL.
WHATEVER IT IS THAT YOU’RE DOING, CELEBRATE THOSE SUCCESSES, SHARE THAT WITH YOUR EXECUTIVE
SPONSOR BECAUSE THEY CAN SAY YES OR NO. YOU CAN ASK BUT THEY CAN SAY YES OR NO.
BE WHOLE LOT EASIER TO SAY YES IF THEY KNOW WHAT GOALS AND OBJECTIVES ARE.
CLEAR WHAT YOUR EXPECTATIONS ARE FOR THEM. WHAT IN PRACTICAL WAY CAN AN EXECUTIVE SPONSOR
DO. YOU HAD THEM, YOU’RE KEEPING THEM INFORMED,
REGULAR MEETINGS, COMING WITH YOUR SUMMARY, COMING WITH YOUR ASK.
SHOULD YOU ALWAYS HAVE AN ASK IF YOU’RE GOING TO MEET WITH THEM.
HAVE AN ASK. IT DOESN’T HAVE TO BE BIG.
BUT YOU SHOULD HAVE SOMETHING THAT I WANT THEM TO DO.
SO, IN PRACTICAL TERM THEY SHOULD BE ATTENDING YOUR LEADERSHIP MEETING.
YOU CAN ASK THEM TO — THEY CAN INVITE YOU TO THE D&I COUNCIL MEETING.
THEY CAN TALK TO THEIR PEERS ENCOURAGE THEIR PEERS, THERE ARE OTHERS, TO COME TO YOUR LUNCH
AND LEARN. TO COME TO YOUR LEADERSHIP DEVELOPMENT TRAINING,
WHATEVER IT IS THAT YOU’RE HAVING, ASK THEM TO SHOW UP, EACH ONE BRING ONE.
EVERYONE BRING ONE. DON’T JUST COME ALONE, BRING ONE.
THAT GOES TO THE SAME FOR YOUR MEMBERSHIP, SOMETIMES MEMBERSHIP WAXES AND WANES ONE EASY
THING YOU CAN DO IS, FOR YOUR MEMBERS, EACH ONE BRING ONE.
WHAT ELSE DO I HAVE? YOU WANT TO HAVE THEM TO ENGAGE, YOU WANT
THEM TO LET THE AGENCY KNOW WHAT YOU’RE DOING NOT GIST YOU TELLING THE AGENCY, PUTTING UP
FLYERS, WHEN THEY’RE GOING TO, WE CALL THEM THE HUDDLE AT OPM, GO TO THE HUDDLES, SAY
HEY, DID YOU KNOW THAT THIS ERG IS DOING THIS THING OR THAT THING.
JUST REALLY SPREADING THE WORD AND GETTING PEOPLE EXCITED.
I TALK TO THIS WOMAN IN THE BACK AND SHE TALKED ABOUT A SPEED MENTORING PROGRAM THAT WAS WELL
RECEIVED. EVERY TIME YOU MEET WITH AN EXECUTIVE, YOU
WANT TO TOUT AND CELEBRATE YOUR SUCCESSES FOR BOTH SPONSOR AND POTENTIAL MEMBERS.
I THINK THAT WAS ALL I HAD. JUST GIVE COUPLE OF EXAMPLES.
AT OPM WE HAVE — THINKING ABOUT TWO EXAMPLES. ONE GROUP WHO WAS HAVING A STUDENT FORUM,
THEY HAVE DONE IT TWO OR THREE YEARS IN A ROW.
IT’S A HUGE UNDERTAKING. IT’S OUR HISPANIC ERG AND A HUGE UNDERTAKING
WHERE THEY INVITE AGENCIES IN TO BE VENDORS, EXHIBITORS, RATHER.
THEY INVITE STUDENTS FROM THEIR LOCAL AREA TO COME AND TO HEAR ABOUT FEDERAL SERVICE,
LEARN ABOUT RESUME, JUST WHOLE GAMUT ABOUT FEDERAL SERVICE.
DOING RESUMES, ET CETERA. A HUGE UNDERTAKING.
ONE YEAR SOMETHING, I CAN’T REMEMBER THE DETAILS, SOMETHING HAPPENED AND THERE WAS SOME QUESTION
ABOUT CORRESPONDENCE THAT WENT OUT. THEY CAME BACK TO THE ERG PRESIDENT AND SHE
WAS ALL AFLUTTER BECAUSE I THINK THE FORUM WAS LIKE THE NEXT DAY, THERE WAS SOME CONCERN
ABOUT WHETHER OR NOT WHAT THEY HAD WRITTEN WAS CORRECT FROM A GENERAL COUNSEL STANDPOINT.
TURNED OUT OKAY, BUT THEY GOT THEIR SPONSOR, WE CALL THEM SENIOR CHAMPIONS AT OPM THEY
GOT THEIR SPONSOR, THEIR CHAMPION INVOLVED THAT PERSON CALLED — WHOEVER THEY CALLED
AND ASKED, WHAT IS GOING ON? WAS ABLE TO ALLAY THE FEAR THAT — IT WAS
CRUNCH TIME. ALLAY THE FEARS OF THAT PERSON.
THAT SENIOR SPONSOR AND CHAMPION WHEN THEY WOULD GET INTO THE LEADERSHIP MEETINGS THEY
WOULD TOUT THIS IS WHAT — THEY WERE PROUD OF IT.
THIS IS WHAT MY GROUP. THIS IS WHAT WE DID.
WE HAD THE STUDENT FORUM, HERE ARE THE OUTCOMES OF THAT FORUM.
THEY WERE SHARING THAT WITH THEIR PEERS AND I THOUGHT IN CORRESPONDENCE FROM THE AGENCY
LEVEL. IT’S IMPORTANT THAT YOU HAVE SOMEBODY WHO
IS GOING TO MAKE YOU KNOWN. BECAUSE THAT IS GOING TO HELP YOU IN THE END,
HELP AGENCY TO MEET THEIR GOALS. THE OTHER EXAMPLE WAS AAPI GROUP.
LIKE A LOT OF GROUPS THERE ARE SOMETIMES LEADERSHIP CAN BE — LEADERS GET BURNT OUT, TO BE PERFECTLY
HONEST. YOU SHOULD HAVE AN ELECTION EVERY TWO YEARS.
HOW MANY HAVE — HE SAID, HE’S BEEN PRESIDENT A DUMB — A FEW TIMES BECAUSE PEOPLE DON’T
WANT TO STEP UP. SO THAT WAS THE CASE WITH THIS AND ANOTHER
ERG. WELL, THEIR SPONSOR SENT OUT AN E-MAIL THAT
SAID, HEY, THIS GROUP IS IN DANGER OF FALLING OFF WE NEED PEOPLE TO STEP UP.
PEOPLE STEPPED UP. AND THAT ERG IS ALIVE AND WELL TODAY BECAUSE
THAT SPONSOR, THAT CHAMPION SAID WE NEED HELP. THIS GROUP NEEDS HELP AND IS A WORTHWHILE
EFFORT. THEY DO THIS, THAT AND THE OTHER WE NEED HELP.
PEOPLE STEPPED UP. TALK TO YOUR SPONSORS.
ONCE YOU GET THEM, TALK TO THEM, LET THEM KNOW WHAT YOU NEED.
BE ENGAGED. KEEP THEM INFORMED.
ALL WILL BE WELL. I PROMISE.
ALL RIGHT. WELL, I DON’T PROMISE, TAKE THAT OFF THE TABLE.
BUT ANYWAY, ANY QUESTIONS? ANY QUESTIONS AT ALL?
NO QUESTIONS? THERE ARE NO — OKAY.
[ SPEAKING OFF MICROPHONE ]>>I JUST WANTED TO CLARIFY.
>>IT’S GOING TO BE DIFFERENT FOR EVERY AGENCIES BECAUSE AGENCIES CAN DECIDE FOR THEMSELVES.
AT OPM THEY ARE TYPICALLY SENIOR EXECUTIVES, BUT THERE ARE SOME WHO LAUGH GS15 AS THEIR
EXECUTIVE SPONSOR. IT GOES BACK TO AGAIN TO WHAT YOUR AGE IN
SEE SAID. IT’S UP TO YOU BUT AT OPM IT CAN BE GS15U
TYPICALLY IT’S NOT.>>THEN ONE MORE QUESTION.
CAN AN EXECUTIVE SPONSOR SERVE TWO DIFFERENT ERGS OR IS IT RECOMMENDED THAT IT BE ONE TO
ONE?>>SO THAT, AGAIN, WOULD BE DEPENDING UPON
YOUR AGENCY. I DON’T KNOW THAT I WOULD RECOMMEND THAT.
WHAT DO YOU ALL THINK ABOUT THAT? HAVING EXECUTIVE SPONSOR SERVE ON TWO — SERVE
AS SPONSOR FOR TWO ERGS? GO AHEAD.
[ SPEAKING OFF MICROPHONE ]>>WE ARE VERY BLESSED TURNS OUT THAT SERVING
AS SPONSOR FOR NOT ONLY VETERANS COUNCIL BUT ALSO THE RETURN PEACE CORPS VOLUNTEERS.
WE GIVE GREAT KUDOS TO HER FOR STEPPING UP BECAUSE OF HER PASSION AND LOVE FOR THE PROFESSIONAL
DEVELOPMENT OF OUR UNDER REPRESENTING GROUPS. WE GIVE GREAT CREDIT TO HER FOR SERVING IN
BOTH CAPACITIES.>>THAT’S FANTASTIC.
THERE IT WORKS. IT CAN WORK BUT AS SHE SAID PERSON REALLY
HAS TO HAVE THE PASSION. THEY HAVE TO HAVE THE TIME, BECAUSE IT TAKES
A LOT OF TIME TO DO THIS. SO THEY HAVE TO HAVE PASSION, THEY HAVE TO
HAVE TIME. THEY HAVE TO REALLY JUST WANT TO DO IT.
SIT IN THE DEVELOPMENT OF THE MEMBER. ONE OF THE THINGS, I TALKED TO YOU EARLIER
I FORGOT TO MENTION THAT THERE’S AN IDEA THAT — IT’S UP TO YOU ALL BUT SOME PEOPLE SUGGEST
THAT WHEN YOU’RE LOOKING FOR EXECUTIVE SPONSORS THAT YOU LOOK FOR SOMEONE, LET SOMEONE WHO
IS NOT IN YOUR AFFINITY GROUP, WHY DO YOU THINK THAT IS?
ANY THOUGHTS ABOUT WHY? GO AHEAD.
[ SPEAKING OFF MICROPHONE ]>>I JUST SAID IT ADDS TO THE DIVERSITY OF
YOUR ERG.>>RIGHT.
IT ADDS TO THAT DIVERSITY PIECE. AND IT ALSO RESULTS IN MUTUAL LEARNING, YOU’RE
LEARNING FROM THEM, YOU ARE LEARNING FROM THEM.
EBB ADDITION THOSE WHO MA MAY BE ON OUTSIDE LOOKING IN WHEN THEY SEE SOMEONE THAT IS NOT
OF THE SAME AFFINITY, THAT MIGHT IN COURAGE THEM TO JOIN.
THEY MAY FEEL MORE WELCOME OR LIKE IF THEY HAVE SOMETHING DIFFERENT TO ADD, TOO.
BECAUSE THEY SEE SOMEONE ELSE DOING IT. JUST THINK ABOUT THAT.
IF YOU ARE — YOU HAVE HISPANIC ERG, DON’T THINK IT HAS TO BE HISPANIC — DON’T THINK
IT HAS TO BE A WOMAN. ONE EXAMPLE I WANTED TO GIVE, THIS IS NOT
AN ERG ISSUE BUT FEW YEARS BACK AT OPM WE HAD AFRICAN AMERICAN HISTORY MONTH OBSERVANCE.
AND OUR SPEAKER, I SAID AFRICAN AMERICAN HISTORY MONTH, OUR SPEAKER OF THE — HOW MANY HAVE
HEARD THE NAME JOAN MALLOND SHE WAS WHITE WOMAN WAS FREEDOM WRITER.
SHE HAPPENS TO BE A DELTA THERE WAS AN UPROAR, NOT FROM MANAGEMENT BUT FROM EMPLOYEES THAT
FELT LIKE WHY IS SHE HERE. IT’S AFRICAN AMERICAN HISTORY MONTH.
BUT SHE HAS SOMETHING VALUABLE AND IMPORTANT TO CONTRIBUTE AND SHE’S AN ALLY.
IT’S IMPORTANT TO THINK ABOUT ALLIES. WHO ARE YOUR ALLIES AS YOU’RE LOOKING AT SELECTING
AN EXECUTIVE SPONSOR. I THINK OVER MY TIME.
>>I JUST WANTED TO SHOWCASE THAT HRSA IS VERY PROUD OF HISPANIC DEPUTY DIRECTOR OF
OUR AGENCY THAT STEPPED UP TO BE THE EXECUTIVE CHAMPION FOR THE AAPIS.
SO COOL.>>FANTASTIC.
ONE LAST QUESTION THEN I’M GOING TO TURN OVER BECAUSE I’M OVER MY TIME AND MISS BONITA IS
GOING TO HAVE TO MAKE ME SIT DOWN. [ SPEAKING OFF MICROPHONE ]
>>– YOU MENTIONED INTERVIEWING POTENTIAL SPONSORS.
I’M ENVISIONING TAKING THIS APPROACH. I THOUGHT AS — FOR MY ERG WE NEEDED TO TARGET
ONE PERSON EVEN THOUGH WE HAVE SEVERAL NAMES TO CONSIDER.
BUT WHEN YOU’RE INTERVIEWING SOMEONE, IS IT TRANSPARENT THAT YOU’RE INTERVIEWING THEM
TO SEE IF THEY ARE A FIT TO SERVE THAT ROLE OR LIKE INFORMAL INTERVIEW WHERE THEN YOU
CAN COME — YOU MET WITH THREE PEOPLE, COME BACK AND SELECT THE ONE, DO THOSE THREE PEOPLE
KNOW THAT THERE’S LIKE INTERVIEW TAKING PLACE.>>THAT’S REALLY DELICATE.
I MIGHT DEFER TO OUR EXECUTIVES HERE. YOU WANT TO BE SUPER SAVVY AND RESPECTFUL
AND CONSIDERATE OF THE POSITION. SO I’M GOING TO ASK YOU TO ADDRESS THAT.
>>ALL RIGHT, THANKS, TERRI.>>I’M GOING TO SIT DOWN.
>>I’M TRYING TO FIGURE OUT WHY AM I HERE. TERRI DID SUCH A WONDERFUL JOB YOU GOT EVERYTHING
YOU NEED RIGHT NOW. YOU’RE GOOD TO GO.
IS THIS ON? CAN YOU HEAR ME OKAY?
OKAY. TO ANSWER YOUR QUESTION ABOUT INTERVIEWING,
LET ME BACK UP A LITTLE BIT. THERE WERE TWO — A WORD THAT TERRI USED TWICE.
THAT WHEN YOU’RE THINKING ABOUT WHO YOU WANT TO HAVE AS AN EXECUTIVE SPONSOR, THAT THAT
PERSON SHOULD POSSESS THAT ENTITY, IT PARALLELS WITH CHAMPION, IT STARTS WITH A P AND ENDS
WITH AN N. YOU WANT SOMEONE THAT HAS — PASSION.
THAT IS ONE OF THE PRIMARY ENTITIES YOU WANT TO IDENTIFY I WOULD SAY IN SOMEONE WHO IS
GOING TO SERVE AS A SPONSOR. ONE SMALL CORRECTION, I’M NOT AN SBS I’M A
15. I SERVED AS THE INITIAL VETERAN SPONSOR WHEN
WE STARTED THAT GROUP AT DOD ABOUT THREE YEARS AGO NOW.
AND WE NOW HAVE A COSPONSORSHIP WITH MYSELF AND SOMEONE WHO IS A SENIOR EXECUTIVE.
SHE WAS A 15 AND GOT BUMPED UP. SO I WOULD SAY YOU’D WANT TO THINK ABOUT PEOPLE,
PARTICULARLY IF YOU’RE A LEADER OF THAT ORGANIZATION WITHIN YOUR ORGANIZATIONAL ENTITY THAT IS
AN SBS15, BUT PRIMARILY SOMEONE WHO IS GOING TO SUPPORT, BE ENGAGED, SERVE YOUR ORGANIZATION
AS YOU LIKE TO SEE IT SERVED. IF YOU’VE GOT THREE INDIVIDUALS IN MIND, I’D
SAY IT’S OKAY IF THEY KNOW THAT THEY ARE EACH ARE BEING CONSIDERED.
IT’S AN HONOR, IT’S COLLATERAL DUTY THERE. I DON’T SEE ANY HARM WITH THAT.
OR IF THEY DON’T KNOW. BUT YOU WANT TO — MAIN THING YOU IDENTIFY
SOMEONE WHO IS GOING TO BE ENGAGED. WHO IS GOING TO BE A SPOKESPERSON FOR YOUR
ORGANIZATIONAL ENTITY. SOMEONE WHO IS GOING TO — I WOULD ADD, WE
HAVE EMPLOYEE RESOURCE GROUP, SPECIAL EMPHASIS PROGRAM MANAGERS COMMUNITY OF PRACTICE THAT
WE STARTED ABOUT TWO YEARS AGO. GREAT CONCEPT, GREAT IDEA AND WE MEET QUARTERLY.
WE DEVELOPED A STRATEGIC PLAN AS WELL TO IDENTIFY DIFFERENT PROGRAMS, PROJECTS THAT WE WANT
TO WORK ON. BUT ONE OF THE THINGS THAT WE WERE FINDING,
THIS COP WAS STARTED BY DEPARTMENTAL OFFICE OF HUMAN RESOURCE MANAGEMENT WITHIN THE SECRETARY’S
OFFICE, WHAT WE CALL OUR IDEA HUB, AND BY OUR DEPARTMENTAL OFFICE OF CIVIL RIGHTS.
SO, THEY WERE MEETING AND GREAT ENERGY, GREAT ENERGY, GREAT IDEAS, GREAT CONCEPTS.
SAME WITH THE VETERANS COUNCIL. BUT AT SOME POINT THERE NEEDS TO BE AN INDIVIDUAL,
HOPEFULLY A SPONSOR THAT SAYS, OKAY, GREAT DISCUSSION.
BUT WE NEED TO MOVE FORWARD. WITH THE ERG COMMUNITY OF PRACTICE OUR LAST
MEETING WE DECIDED THAT WE’RE GOING TO HAVE A SEED MENTORING A BIT COMING UP IN THE FALL
OR LATE SUMMER THERE. I THINK ANOTHER KEY ROLE IS TO MAKE SURE THAT
THAT GROUP IS NOT STAGNANT. AND THAT YOU HAVE AS MUCH MOVING FORWARD,
NOT JUST TALKING AND LIP SERVICE BUT YOU GOT TO IMPLEMENT AT SOME POINT.
I THINK THE OTHER CRITICAL PIECE FOR GOOD SPONSOR IS YOU NEED TO BE AWARE OF WHAT ARE
THE POLITICAL MINDS WITHIN THAT ORGANIZATION. PARTICULARLY IF THEY ARE — AGAIN, GREAT IDEAS,
GREAT ENERGY, BUT SOMETIMES NEEDS TO BE FOCUSED. WE HAVE A SECRETARY, I’LL GIVE AN EXAMPLE.
SECRETARY CHOU WHENEVER THERE’S AN EVENT THAT SHE IS INVITED TO, YOU NEED TO — THERE’S
PROTOCOL THAT YOU NEED TO GO THROUGH IN ORDER TO GET THAT EVENT APPROVED.
AND IF YOU HAVE BEEN OVER TO THE DOD BUILDING IN SOUTHEAST WE HAVE WONDERFUL NICE ATRIUM.
IT USED TO BE TWO YEARS AGO YOU COULD UTILIZE THE ATRIUM, YOU HAD TO PAY FOR IT.
BUT NOW ANY EVENT IN THE ATRIUM HAS TO BE SIGNED OFF OR APPROVED BY THE SECRETARY’S
OFFICE. AND IF SHE’S INVITED, THERE’S CERTAIN THINGS
THAT HAVE TO BE IN PLACE. ONE OF THE THINGS I HEARD SHE DOESN’T LIKE
WHITE FLOWERS OR SOMETHING LIKE THAT. SO MY ROLE AS SPONSOR OR AS A DIVERSITY INCLUSION
OFFICER IN DISCUSSION WITH INDIVIDUALS THAT ARE ERG LEADERS AND THEY WANT TO HAVE EVENTS
IN THE ATRIUM, TO MAKE SURE THIS THEY KNOW THE PROPER PROTOCOL SO IT DOESN’T COME BACK
TO BITE THEM. DOES THAT HELP YOU WITH YOUR QUESTION ABOUT
INTERVIEW AND HOW TO IDENTIFY A SPONSOR? SOMEONE WHO IS PASSIONATE.
SOMEONE WHO IS GOING TO BRING THAT ENERGY. NOT JUST BE REACTIVE, BUT THEY’RE PRO-ACTIVE.
THEY’RE INVOLVED, THEY’RE ENGAGED IT’S GENUINE, THAT’S SOMETHING YOU CAN’T MEASURE EVEN IN
–>>AS YOU’RE TALKING TO YOUR MEMBERS, MAYBE
IF YOU DON’T WANT TO INTERVIEW ALL THREE PEOPLE MAYBE YOU HAVE A CONVERSATION, NOT MAYBE,
SHOULD YOU BE HAVING A CONVERSATION WITH YOUR MEMBERSHIP AND ASKING THEM FOR NAMES.
THEN SORT OF VETTING IT AMONGST YOURSELVES SO THAT MAYBE YOU DON’T NEED THE INTERVIEW
THREE. MAYBE EVERYONE AGREES IT’S GOING TO BE THIS
PERSON. YOU SHOULD ALSO HAVE A BACK UP IN CASE THAT
PERSON SAYS, NO. BECAUSE THERE’S A POSSIBILITY THAT THEY SAY,
NO. NOT BECAUSE YOU HAVE NOT MADE YOUR CASE, SIMPLY
BECAUSE WORK RESPONSIBILITY. THEY MAY NOT BE ABLE TO TAKE THAT ON.
>>YOUR FIRST STEP JUST LIKE WHEN I’M ADVISING PEOPLE ABOUT FINDING A MENTOR, PARTICULARLY
INFORMAL MENTOR, REALLY THINKING ABOUT INDIVIDUALLY AND COLLECTIVELY AS A GROUP WHAT DOES THAT
IDEAL PERSON LOOK LIKE? I DON’T MEAN PHYSICAL.
BUT I MEAN THE TYPE OF PERSONALITY, THE TYPE OF CHARACTER, WHAT ARE WE LOOKING FOR IN THIS
PERSON TO DO. WHAT DOES SUCCESS LOOK LIKE AFTER A YEAR.
SO YOU WANT TO HAVE THAT CRITERIA EMBEDDED PRIOR TO GOING ON THE INTERVIEW AND ALL OF
YOU BEING ON THE SAME PAGE. YOUR INTERVIEW COMMITTEE OR WHATEVER YOU HAVE
SET UP THERE TO THINK ABOUT WHO IS THE IDEAL PERSON, WHAT QUALITIES, WHAT CHARACTERISTICS,
WHAT KIND OF BACKGROUND DO WE WANT, DO WE REALLY WANT TO HAVE SBS AT HIGHER LEVEL OR
IS A 15 OKAY? YOU IDENTIFY THAT CRITERIA EVEN BEFORE YOU
START INTERVIEWING SOMEONE. JUST LIKE FINDING A MENTOR, OTHERWISE YOU’RE
NOT GOING TO KNOW IF YOU DON’T HAVE THAT CRITERIA WHAT THAT IDEAL PERSON LOOK LIKE.
>>SIT DOWN WRITE A BUSINESS DESCRIPTION, YOU DON’T HAVE TO SHARE THAT WITH THEM, THE
WHOLE SHEET OF PAPER. WRITE A POSITION DESCRIPTION, TALK ABOUT THE
CRITERIA, WHAT IS IT? BECAUSE IF YOU GO ON THERE YOU JUST SAY, I
WANT YOU TO BE MY SPONSOR, THEY ARE GOING TO LOOK AT YOU WITH A BLANK FACE.
REALLY BE PREPARED AS YOU GO IN. I DON’T THINK I MENTIONED THAT EXECUTIVE SPONSORS
AT OPM THEY ROTATE EVERY TWO YEARS, DID I ALREADY SAY THAT?
FOR TWO REASONS. CAN ANYONE THINK WHY THAT IS IMPORTANT TO
ROTATE YOUR EXECUTIVE SPONSOR? GO AHEAD.
I ALREADY KNOW IT’S THE RIGHT ANSWER. GO AHEAD.
[ SPEAKING OFF MICROPHONE ] EXACTLY.
DIFFERENT INSIGHT. NEW ENERGY.
AFTER A WHILE THINGS CAN BECOME STAGNANT. THEY DON’T HAVE TO, BUT YOU DO WANT TO BRING
IN SOME NEW ENERGY. GO AHEAD.
[ SPEAKING OFF MICROPHONE ] PEOPLE LIKE TO KNOW THERE’S A START AND AN
END. YOU CAN ALWAYS RENEGOTIATE.
THE OTHER THING IS, WHEN YOU HAVE ROTATION OF YOUR EXECUTIVE SPONSORS YOU ARE EXPOSING
THEM TO MORE EMPLOYEES. THEY GET EXPOSED TO EMPLOYEES AND EMPLOYEE
CONCERNS AND YOU GET EXPOSED TO THAT NEW SPONSOR AND THEIR NETWORK.
>>CAN ONE INDIVIDUAL BE A SPONSOR FOR MORE THAN ONE.
I WOULD SAY LEAVE IT UP TO THE INDIVIDUAL. YOU KNOW, IF THAT INDIVIDUAL BELIEVES THAT
HE OR SHE HAS THE ENERGY, THE COMMITMENT, ET CETERA THERE, WHY NOT — WE HAVE TWO SPONSORS
FOR OUR VETERANS COUNCIL.>>HOW HAVE YOU BEEN ABLE TO GARNER SUPPORT
TO –>>WELL, IT HELPS TERRI WORKING IN THE OFFICE
OF THE SECRETARY AND SO WE HAVE A LINE THROUGH MY CHAIN OF COMMAND TO THE SECRETARY’S OFFICE.
SO I’M NOT SAYING THAT IS A PREREQUISITE BUT IT REALLY HELPS AS FAR AS BEING ABLE TO FILTER
REQUIREMENTS, REGULATIONS, RULES, ET CETERA THERE.
ONE OF THE THINGS WE WANT TO MAKE SURE THAT EVERY ERG THAT STARTS UP OR IS IN EXISTENCE
HAS A CHARTER. AND IT’S REQUIRED THAT MYSELF AND/OR SOMEONE
ON MY TEAM LOOKS AT THAT CHARTER AND BLESSES IT BECAUSE THAT’S THEIR DIRECTIONAL DOCUMENT.
SO I WANT TO SEE THAT AND I WANT TO BE ABLE TO SEE, IS THERE CHARTER AS TERRI SAID EARLIER,
I THINK DR. WILSON MENTIONED IT EARLIER, MAKING SURE THAT AS MUCH AS POSSIBLE IT’S ALIGNED
WITH STRATEGIC PLAN. WE HAVE A HUMAN CAPITAL OPERATING PLAN.
WE’VE HAD A STRATEGIC HUMAN CAPITAL PLAN, ANY WORKFORCE PLANS THAT MAY BE IN EXISTENCE
WITH THAT ORGANIZATION. DOCTOR WILSON WAS SAYING EARLIER, THAT IS
HOW YOU CAN GET A LOT OF THINGS DONE. YOU CAN GO SAY I WANT TO HAVE THIS PARTICULAR
PROJECT OR PROGRAM. BUT CAN YOU ALIGN IT WITH THE ORGANIZATIONAL
VALUES, ORGANIZATIONAL STRATEGIES, ORGANIZATIONAL VISION, THE ORGANIZATION COMMISSION.
THAT IS CRITICAL TO STUDY THOSE DOCUMENTS PARTICULARLY AS A LEADER OF THOSE ORGANIZATION.
WE WANT TO HAVE THIS EVENT OR THIS PROGRAM BECAUSE RIGHT HERE ON PAGE FOUR, GET IN LINE.
>>WHAT YOU ARE DOING IS TACTFUL. MAKE SURE THAT IT’S TACTFUL.
IT CAN BE ALIGNED BUT NOT VERY TACTFUL. SO HOW MANY OF YOU HAVE — FUN, FOOD AND FLAG?
A LOT OF — HEARD THAT BEFORE? WHAT PEOPLE SOMETIMES SAY IS, ERGS ARE FOCUSED
ON THOSE THINGS, HAVING FUN, SERVING FOOD AND FLYING THE FLAG OF THEIR PARTICULAR AFFINITY.
THOSE ARE GREAT. THERE’S A PLACE FOR THOSE.
BUT YOU CAN DO SO MUCH MORE. YOU CAN DO SO MUCH MORE.
TO LOOK AT PROGRAMS, LOOK AT INITIATIVES. IF YOU ARE NOTICING THAT THERE’S A PARTICULAR
AFFINITY GROUP THAT ISN’T — DOESN’T APPEAR TO BE REPRESENTED IN THE SBS DOESN’T HAVE
GRID FROM ADMINISTRATION POSITION, LOOK AT THAT.
HOW CAN YOU FIT THAT — HOW CAN YOU TIE THAT IN WITH THE AGENCY’S MISSION.
HAVE MORE DIVERSE AND INCLUSIVE WORKFORCE OR TO HAVE MORE HISPANIC REPRESENTATION OR
HAVE MORE AAPI AND EXECUTIVE RANKS. WHAT IS IT THAT YOU CAN DO THAT IS BEYOND
— THERE’S NOTHING WRONG WITH FUN, FOOD AND FLAG.
BUT IF YOU WANT TO MAKE AN IMPACT IT HAS TO BE THAT END.
NOT THAT OR. THAT AND.
>>THAT’S VERY GOOD POINT, TERRI. I WOULD ADD TO THAT, ONE OF THE THINGS YOU
MAY WANT TO THINK ABOUT DOING IF YOU HAVEN’T ALREADY IS FORM A COMMUNITY OF PRACTICE WITH
YOUR ERG LEADERS. BECAUSE THAT’S A GREAT WAY TO PROVIDE MENTORSHIP
HIGH PRESSURE, AT DOD OUR FAA, FEDERAL AVIATION ADMINISTRATION LIKE 800 POUND GORILLA IN THE
ROOM, LARGER ABOUT 40,000 OR SO OUT OF 55,000 EMPLOYEES WITH FAA.
THEY WILL ALREADY ESTABLISHED, THEY HAD A D&I COUNCIL THEY HAD AFFINITY GROUP EBB IF
I TEE, THEY WOULD MEET QUARTERLY, THEY EVEN WERE PROVIDED SOME FUNDING AND A BUDGET, ET
CETERA, THERE. SO WE WENT TO THEM AND WE SAID, WE’D LIKE
FOR YOU TO WORK WITH THE REST OF THE DEPARTMENT OF TRANSPORTATION TO MEET WITH, TO TALK, TO
SHARE RESOURCES, ET CETERA THERE, SPACE IS A BIG THING FOR US, WHERE DO YOU FIND A ROOM
AND SO FORTH. THAT THE WORKED OUT PRETTY GOOD BECAUSE THEY
HAVE THAT MENTORING ROLE. THEY HAVE BEEN ESTABLISHED FOR ABOUT 20 YEARS.
WE WANTED TO CAPITALIZE AND UTILIZE THAT EXPERIENCE BY BRINGING THOSE EXPERIENCED INDIVIDUALS
TO HOPEFULLY WORK WITH THOSE WHO ARE JUST STARTING AN AFFINITY GROUP.
WE JUST HAD EMF, PRESIDENT SHALL MANAGEMENT FELLOW COUNCIL JUST STARTED A GROUP THE OTHER
DAY. WE HAVE THEM CONNECTED IN THE COMMUNITY OF
PRACTICE. WE’RE TRYING TO IDENTIFY INDIVIDUALS WITHIN
DOD THEY LIKE TO INVITE AS MEMBERS. SO BEING A PART OF HUMAN RESOURCES ENTITY,
CAN PULL THAT INFORMATION FROM THE FTCS.>>HOPEFULLY THAT GIVES YOU AN IDEA OF JUST
HOW IMPORTANT IT IS TO HAVE LEVERAGE. TWO EXAMPLES THAT CAME TO MIND, WE TALKED
ABOUT MARKETING. YOUR EXECUTIVE SPONSORS PUTTING THE WORD OUT,
THAT’S PRICELESS IN SPACE. SPACE IS SUCH A HUGE ISSUE FOR US AT OPM BUT
IF YOU NETWORK AND LEVERAGE THOSE NETWORKS YOU KNOW SOMEBODY WHO KNOWS SOMEBODY YOU FIND
SPACE. I NEEDED TO HAVE AN OFF SIGHT MEETING, WHO
CAN I — WHO CAN I TALK TO HOW CAN I FIND THIS MEETING.
SO I THOUGHT, YOU KNOW WHAT, I KNOW THIS PERSON. SO I WAS ABLE TO GET A ROOM BUS THAT PERSON
WAS COMING TO OUR ERG MEETING AND COMING TO OUR — WE HAVE SOMETHING CALLED A MEETING
AT OPM THEY WERE COMING TO MEETINGS I WAS ABLE TO LEVERAGE THAT.
YOUR EXECUTIVE KNOWS WHOLE LOT PEOPLE. IF YOU NEED SOMETHING GO TO THEM.
YOU SHOULDN’T GO TO THEM WITH TINY THINGS LIKE THAT ALL THE TIME, BUT THAT THE THE KIND
OF THING THAT IF YOU NEED SOME HELP THAT IS A SMALL ASK.
THAT YOU CAN GO TO YOUR EXECUTIVE SPONSOR FOR.
FEW MINUTES THAT WE HAVE LEFT, YOU WORK FOR ONE OF THE BEST PLACES TO WORK, THAT’S SO
EXCITING. WE’RE AT THE NUMBER TWO PLACE, I BELIEVE RIGHT
HERE. EXCUSE ME.
NUMBER ONE LARGE. CORRECTION, NUMBER ONE.
BUT YOU ALSO WORK FOR BEST PLACES TO WORK AGE ENZOO.
CAN YOU TELL US WHAT YOU — HAVING BEEN AN ED HELP YOU ACHIEVE THAT?
>>THAT’S A VERY GOOD QUESTION, TERRI. I THINK ONE OF THE THINGS THAT WE DID THAT
WAS REALLY HELPFUL ABOUT TWO YEARS AGO WE HAD THE FIRST DIVERSE TIE AND INCLUSION FORUM.
AND THAT WAS AN OPPORTUNITY TO BRING TOGETHER ERG LEADERS, WE HAD A HOST OF SPEAKERS, WE
HAD HISTORICAL EVENTS, WE HAD MENTORING EVENT FOR THAT, THAT WAS SOMETHING THAT HELPED TO
PUT THE ERG C.O.P. ON THE MAP. WE’RE STILL PLACING OURSELVES ON THE MAP.
WE ALSO, I THINK, HAVE FOUND WAYS TO ENGAGE OUR ERG LEADERS AND MEMBERS IN DIFFERENT EVENTS
WE HAD. CORPORATE RECRUITMENT MANAGEMENT FALLS UNDER
ME SO WE HAVE DEPARTMENTAL HIRING EVENTS. SO, ABOUT TWO YEARS AGO THERE WAS A PEACE
CORPS EVENT THAT WAS ESTABLISHED — PEACE CORPS AFFINITY GROUP, EXCUSE ME, THAT WAS
ESTABLISHED AT DOT WE HAD AN IDEA WE WERE HAVING A PEACE CORPS-AMERICORPS HIRING EVENT.
HE WHY DON’T WE HAVE TABLE FOR WHEN INDIVIDUALS WHO ARE COME IN WHO ARE SEEKING EMPLOYMENT,
HAVE A TABLE SO THEY WOULD COME IN AND REGISTER THEN DIRECTLY SEND THEM TO THE PEACE CORPS
AFFINITY GROUP TABLE. THAT WAS A HUGE SUCCESS.
SO THEY SERVED AS A WONDERFUL BUFFER. THESE ARE FOLKS WHO ARE NOW WITH DOT BUT USED
TO BE PEACE CORPS VOLUNTEERS TALKING ABOUT THEIR EXPERIENCE WITH D.O.T. HOPEFULLY IT
WAS COMPLEMENTARY BECAUSE WE HIRED I THINK ABOUT 10 OR 15 OF THEM AS A RESULT OF THAT.
BUT ALSO IF WE’RE HAVING EVENTS WE NOW HAVE TRAINING EVENTS OR LEARNING EVENTS OR LEADERSHIP
EVENTS. WE CAN SEND OUT TO THAT BROADER GROUP, TO
ADVERTISE, PROMOTE, TO ENCOURAGE ATTENDANCE THEY CAN FILTER THAT INFORMATION OUT TO THEIR
MEMBERS. SO IT REALLY HELPS WITH PROMOTING SPECIAL
EVENTS.>>ENGAGEMENT AND AWARENESS, MAKING PEOPLE
AWARE, CONNECTING, ALL ABOUT CONNECTIONS. ONE LAST THING, DO YOU HAVE ERG COMMUNITY
OF PRACTICE AND AT OPM WE GOT IT LAST YEAR, THAT’S WHY I MENTIONED EARLIER.
STARTED IN APRIL 2018. IT’S EMPLOYEE RESOURCE MEETING OF PRACTICE,
THE IDEA THE SAME TO BRING TOGETHER DIFFERENT GROUPS FROM ALL ACROSS GOVERNMENT, SO THIS
IS GROUP FROM ALL ACROSS GOVERNMENT WHO COMES TO OPM, TO REACH OUT TO SOME OF YOU HAVE DIFFERENT
PLACES AT SOME POINT BUT WHO COME TO OPM TO LEARN, TO SHARE RESOURCES, TO NETWORK AND
THIS SHOULD BE CONNECTED TO THOSE WHO ARE BOTH IN THEIR AFFINITY AND NOT.
BECAUSE AGAIN WE CAN LEARN FROM ONE ANOTHER. IF YOU ARE INTERESTED IN THAT I CAN ADD YOUR
NAME TO THE LIST OR HAVING A MEETING COMING UP MONDAY.
GOING TO BE REALLY INTERESTING. WE’RE HAVING SOMEONE FROM OUR CENTERS FOR
LEADERSHIP DEVELOPMENT. SHE IS GOING TO BE USING THE MONTGOMERY BUS
BOY TO TALK ABOUT CHANGE. HOW YOU CAN — HOW THEY USE CHANGE TO BRING
ABOUT CHANGE. WHAT THEY DID TO BRING ABOUT CHANGE I SHOULD
SAY. WE’RE DOING A WEBINAR.
THAT IS ON MONDAY, JUNE 10TH, 1:30 DO 3:00. WE DO MEET QUARTERLY.
I DON’T HAVE NEXT MEETING OR PROBABLE SEPTEMBER BUT YOU ALL ARE WELCOME TO COME.
EITHER IN PERSON, SMALL ROOM, MIGHT HAVE TO GET COZY.
YOU’RE WELCOME TO COME OR TO WATCH IT ONLINE THAT’S MONDAY JUNE 1/2TH.
THE WHOLE IDEA IS TO LINK AND TO LEVERAGE, TO TALK TO PEOPLE TO, GET TO KNOW PEOPLE AND
TO BE STRATEGIC IN YOUR RELATIONSHIP. YOU DON’T WANT TO USE PEOPLE.
MAKE SURE THAT YOU’RE BEING STRATEGIC IN YOUR SELECTIONS OF SPONSOR, SELECTION OF YOUR EXECUTIVE
BOARD WITHIN YOUR ERG AND EVERYTHING YOU DO SHOULD BE STRATEGIC.
THERE’S A PLACE FOR FUN AND FOOD AND FLAGS, BUT STRATEGY IS GOING TO BE IMPACTFUL FOR
YOUR AGENCY.>>JUST ONE LAST THING.
ONE OF THE THINGS YOU MAY WANT TO DO IF YOU DO HAVE COMMUNITY OF PRACTICE IS TO — WE
IMPLEMENTED A SURVEY OF THE LEADERS AND THEIR MEMBERS ASKING WHAT WERE THE CHALLENGES THEY
WERE HAVING AS ERG LEADERS. AND IF I CAN REMEMBER LEADERSHIP DEVELOPMENT
WAS ONE OF THEM AS FAR AS DEVELOPING THEM AS LEADERS.
CAREER DEVELOPMENT SOMETHING THAT WAS IMPORTANT TO THEM.
MARKETING AND GETTING THE WORD OUT TO THE ORGANIZATION.
AND SO WHAT WE’VE DONE IS WE’VE TRIED TO SEE IF WE CAN PLUG SOME OF THOSE HOLES AND BUILD
SOME BRIDGES IN BRINGING IN LEADERSHIP DEVELOPMENT TRAINING FOR THESE INDIVIDUALS.
WE JUST STARTED A MENTORING PROGRAM LAST YEAR SO I’M GOING TO REQUEST THAT WE HAVE HOPEFULLY
SOME SLOTS AVAILABLE FOR ERG LEADERS TO PARTICIPATE IN THE MENTORING PROGRAM.
I HAVEN’T GOTTEN THE APPROVAL FOR THAT YET BUT I’M GOING TO ASK FOR THAT.
SO IDENTIFYING WHAT ARE THEIR WEAK SPOTS. RESOURCES IS ANOTHER ONE AS WELL.
NOW THEY ARE SHARING AMONGST THEMSELVES, WE HAVE THIS ROOM HERE THAT DOESN’T COST ANYTHING,
YOU KNOW, IT’S BEEN VERY HELPFUL, EXTREMELY HELPFUL.
>>AND COLLABORATE WITH YOUR FELLOW ERG. NO REASON FOR YOU — I THINK SOMEONE SAID
EARLIER, I DON’T WANT TO REINVENT THE WHEEL, NO REASON FOR TO YOU REINVENT THE WHEEL BECAUSE
THE INFORMATION IS ALREADY OUT THERE. IT’S OUT THERE.
JUST TAKE ADVANTAGE OF IT. ONE LAST THING I SEE — THERE ARE COUPLE OF
DIFFERENT RESOURCES YOU CAN GO TO OUT AND EQUAL HAS LOT OF INFORMATION ABOUT EXECUTIVE
SPONSORS. OLD POWER POINT SLIDES THAT YOU CAN ADAPT
AND MAKE IT YOUR OWN BECAUSE YOU DON’T NEED TO REINVENT THE WHEEL.
SOMETHING I FOUND FROM JOHNSON & JOHNSON AND WHAT IS — I CAN’T REMEMBER.
ANYWAY, THEY ALSO HAVE — BRITISH PETROLEUM. THEY ALSO HAVE WHOLE THING ON ROLES AND RESPONSIBILITY
OF EXECUTIVE SPONSOR, YOU NEED A LITTLE MORE HELP IN THAT AREA.
I ALWAYS SAY, GOOGLE KNOWS EVERYTHING. GOOGLE, ASK AROUND, FIND OUT.
>>THANK YOU ALL SO VERY MUCH. THIS WAS A GREAT PRESENTATION.
[ APPLAUSE ] I HOPE THAT EVERYONE TOOK LOTS OF NOTES.
ONE OF THE THINGS THAT TERRI SAID WAS THAT SHE DIDN’T WANT TO HAVE FOLKS — BUT THAT’S
NOT THE TERM AT ALL. THERE’S NO SUCH THING AS USING ANYONE.
YOU INTERACT FOR MUTUAL BENEFIT. IF YOU HEAR THAT AGAIN, I COINED IT JUST NOW.
ANYBODY ELSE REPEATS IT, IT’S MUTUAL BENEFIT. LINK AND LEVERAGE FROM DR. WILSON THIS MORNING.
WE LOVE THAT. WE’RE GOING TO MAKE THAT THE MOTTO.
LINK AND LEVERAGE. SOMETHING ELSE THAT YOU MENTIONED, TERRI,
ABOUT THE IDEA THAT ERG GET TOGETHER THAT WAS PART OF WHAT WE TALKED ABOUT WITH OUR
MONTHLY ERG ROUNDTABLE WHERE WE BRING THE ERG FROM VARIOUS OPERATING DIVISIONS TOGETHER
BASED ON — FACT THAT THEY HAVE COME BECAUSE WE HAVE SEVERAL LGBT ERGS WE HAVE ENTITIES
RELATED TO FEDERALLY EMPLOYED WOMEN, SO FORTH. EVERYONE COMES TOGETHER AT ONE TIME OR ANOTHER
WITH THEIR PARTICULAR GROUP AND THEN WE HAVE THIS FORUM AND OUR DIVERSITY DAY AND SOME
OF OUR OTHER ACTIVITIES THAT ARE DESIGNED STRICTLY TO BRING EVERYBODY TOGETHER FROM
THROUGHOUT THE DEPARTMENT. THE OPPORTUNITIES EXIST FOR US TO INTERACT
FOR MUTUAL BENEFITS, PLUS TO NETWORK. OPPORTUNITIES TAKE ADVANTAGE OF THOSE OPPORTUNITIES
IS ANOTHER. IF YOU HAVE ANY ADDITIONAL QUESTIONS FOR OUR
PRESENTERS, YOU CAN SEND AN E-MAIL TO [email protected] WE ARE GOING TO SEND ALL OF THE LINKS OUT
TO THE PRESENTATIONS TO LET YOU KNOW HOW YOU CAN LOOK AT IT LATER OR SHARE WITH SOMEONE.
I HOPE THAT YOU DID ALL SIGN IN ON THE SIGN-IN SHEET THAT WE PROVIDED FOR YOU BECAUSE WE
ARE GOING TO ADD YOUR NAME TO OUR MAILING LIST, OUR LISTSERV SO YOU CAN GET ALL THE
INFORMATION ABOUT UPCOMING EVENTS. ONE THING I WANT TO LET YOU KNOW ABOUT, BACK
IN OCTOBER OF 2015 WE BEGAN THE DAY-TO-DAY ENI LUNCH AND LEARN SERIES, DESIGNED TO HELP
EMPLOYEES BECOME AWARE OF INFORMATION THAT THEY NEED IN ORDER TO FUNCTION ON DAY-TO-DAY
BASIS. THEY ARE NOT EEO PROFESSIONALS, NOT DNR PROFESSIONALS
BUT CERTAIN THINGS THAT THEY NEED TO BE AWARE OF, NEED TO BE SENSITIVE TO.
THIS MONTH DURING LGBT PRIDE MONTH WE’RE HAVING FOR OUR LUNCH AND LEARN TOPIC, BEING AN ALLY
TO SPECIAL EMPHASIS GROUPS. THAT’S SOMETHING ELSE YOU ALL MENTIONED.
ONE OF THE PEOPLE THAT YOU ARE GOING TO HEAR FROM IN THE NEXT PANEL, DANNY L. DICKERSON,
IS THE DIRECTOR OF DIVERSITY AND INCLUSION FOR THE NATIONAL INSTITUTES OF HEALTH.
NOT AT NIH YOU DON’T REALIZE EVERYBODY HAS TO SAY THE NATIONAL INSTITUTES OF HEALTH.
BECAUSE THERE’S MORE THAN ONE INSTITUTE. EVERYBODY THINKS SOMETIMES THE “S” IS A MISTAKE.
THERE’S MORE THAN ONE ENTITY. IT’S THE NATIONAL INSTITUTES OF HEALTH.
N.I.H., NATIONAL INSTITUTES OF HEALTH CERTAINLY BE ON ADOBE CONNECT ON TELECONFERENCE LINE.
BECAUSE ONE OF THE HALLMARKS OF THE HHS DIVERSITY AND INCLUSION DIVISION IS TRYING TO MAKE SURE
THAT WE INCLUDE EVERYBODY ALL ACROSS THE COUNTRY. PARTICULARLY WITH OUR DAY-TO-DAY LUNCH AND
LEARN SERIES WE HAVE MADE CERTAIN THAT WE REACH EVERYBODY EITHER THROUGH ADOBE CONNECT
OR TELECONFERENCE OR BEING ABLE TO GO ON THE SITE AND HEAR THE PRESENTATIONS ON DEMAND.
THESE ARE DIFFERENT KINDS OF PROGRAMS THAT YOU CAN POSSIBLY BENEFIT FROM BECAUSE YOU
CAN REPLICATE THEM WHERE YOU ARE OR YOU CAN BRING GROUP OF PEOPLE TOGETHER WHERE YOU ARE
AND YOU ALL LISTEN IN THE SAME ROOM. YOU CAN PARTICIPATE IN THE LUNCH AND LEARN
PROGRAM. WE REALLY HAVE TRIED TO BE CUSTOMER FRIENDLY,
STAKEHOLDER FRIENDLY, USER FRIENDLY, ALL OF THOSE FRIENDLIES.
WE INVITE YOU TO TAKE ADVANTAGE OF THAT BECAUSE AGAIN NOBODY NEEDS TO BE REINVENTING THE WHEEL.
WE’RE DOING THAT AT DEPARTMENTAL LEVEL, OUR HOPE AND EXPECTATION THAT THEY WILL BE REPLICATED
AT THE OPERATING DIVISION LEVEL SO THAT THE FOLKS THERE DON’T HAVE TO REINVENT THE WHEEL
EITHER. SO THAT IS A PART OF WHAT YOU’RE GOING TO
HEAR ABOUT, GREAT SEGUE, WHAT YOU’RE GOING TO HEAR ABOUT AFTER THE BREAK BECAUSE WE ARE
GOING TO HAVE THAT OVERVIEW WITH THE HHS AND OPERATING DIVISION UPDATE.
WE’LL ASK YOU TO RETURN FROM YOUR BREAK, NOT LATER THAN 2:20.
WE HAVE JIM EGBERT HERE. THANK YOU TO TERRI, UNLESS YOU WANT TO SAY
SOMETHING ELSE?>>SEND AN E-MAIL TO OPM.GOV TO MAKE SURE
YOU’RE ON THE LIST. [email protected]
>>THANK YOU.

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