IBM Global LGBT Leadership Development Workshop, Minneapolis, Minnesota, USA, 1 November 2013

IBM Global LGBT
Leadership ...
Welcome
Claudia Brind-Woody, Fred Balboni and John Granger

8.45

Claudia

Fred

John

© 2013 IBM Corporation
IBM Global LGBT Leadership Workshop agenda
8.30

Welcome! Breakfast is provided. Meet with colleagues informally over coff...
Global Panel: IBM & local cultures
beyond North America
Adriana da Costa Ferreira, Pierre Bonet,
Mirek Hazer, Ying Ying YY...
What is your advice to LGBT
IBMers coming on assignment to
your country?

© 2013 IBM Corporation
How can Czech LGBT IBMers help
attract & retain LGBT talent?

© 2013 IBM Corporation
What do you wish others
understood better about your
culture?

© 2013 IBM Corporation
How has Brasil “arrived” in terms
of law / protection /climate; what
other help is needed?

© 2013 IBM Corporation
How do you wish you felt freer to
be out about being Lesbian, Gay,
Bisexual or Transgender?

© 2013 IBM Corporation
How does LGBT equality advance
in France, now that same-sex
marriage is legal ?

© 2013 IBM Corporation
What would change if the brands
@ Out & Equal partnered to help
the workplace climate in China?

© 2013 IBM Corporation
Outcomes of the Out Executive Summit
and how you can help
Claudia Brind-Woody

10.15

© 2013 IBM Corporation
2014 Vital Few Success:
Our Commitment to One Another
1. Use an Activity for each of the work streams within Blue-Green
La...
Break
10.45

© 2013 IBM Corporation
Leadership and
Our Practices
Guy Pacitti

11.00

© 2013 IBM Corporation
LGBT Indicator linkage to
Business and Technical Leadership Talent
Annually, the LGBT Indicator is linked with Business an...
One Purpose

Three Values

Nine Practices

© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
© 2013 IBM Corporation
For your individual reflection:
How you have demonstrated our practices

© 2013 IBM Corporation
Table group: Reflecting on our
career development
11.15

© 2013 IBM Corporation
Career development reflections: #1 & #2
#1. All participants: (30 min.)
(8 min. for individual reflection
+ 2 min. each fo...
Lunch & LGBT executive panel
Beth Feeney, Chris Flynn,
Elizabeth Morgan, Jamie Hofberger
Moderator: Sarah Siegel

12.15

B...
When and why did you first
think of yourself as a leader?
How did you act on your
knowledge?

© 2013 IBM Corporation
How do you dare to create
original ideas?

© 2013 IBM Corporation
When and why did you first
think of yourself as lesbian,
gay, bi and/or trans?
How did you act on your
knowledge?

© 2013 ...
How do you put the client first?

© 2013 IBM Corporation
When and why did you first
think about your gender
identity?
How did you act on your
knowledge?

© 2013 IBM Corporation
How have you restlessly
reinvented our company and
yourself?

© 2013 IBM Corporation
When and why did you first
think of yourself as among
your nationality?
How did you act on your
knowledge?

© 2013 IBM Cor...
How do you unite to get it done
now?

© 2013 IBM Corporation
Table group discussion: how our identity
informs our leadership
Executive panelists join four of the small groups

13.15

...
When and why did you first
think of yourself as a leader?
How did you act on your
knowledge?

© 2013 IBM Corporation
When and why did you first
think of yourself as lesbian,
gay, bi and/or trans?
How did you act on your
knowledge?

© 2013 ...
When and why did you first
think about your gender
identity?
How did you act on your
knowledge?

© 2013 IBM Corporation
When and why did you first
think of yourself as among
your nationality?
How did you act on your
knowledge?

© 2013 IBM Cor...
When have you demonstrated one of
our practices vividly?
As time allows, please share stories
on how you did so.

© 2013 I...
Refining your IBM story
Introduced by Fred Balboni

14.30

© 2013 IBM Corporation
How do you communicate your IBM story?

© 2013 IBM Corporation
Reflection & report out: What happens
when you return home?
15.00

© 2013 IBM Corporation
Which Summit calls to action will you pursue, to advance your
leadership & career, and our people & allies?
First individu...
Takk

Sagol!

Ashi

Dhanyavaad

Barka!

Gracias!

Shukran

Xie xie

Dank u

Merci!

Barkal

Koszonom

Multumesc
‫תודה רבה‬...
Appendix

© 2013 IBM Corporation
What’s a Business Resource Group (BRG)?
IBM Business Resource Groups (BRG) consist of IBM employees who
voluntarily come t...
What’s Next?
Business Resource Groups, Global, Constituency, and Diversity Councils should:
– Align to one or more of the ...
References

URL for Replay:
http://tv.hbgroupinc.com/ibm

Join Community:
https://w3-connections.ibm.com/communities/commu...
Key Benefits
to the individual

to IBM

Maintain awareness of
IBM business and talent
objectives

Aligns with the new era ...
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2013 IBM Global LGBT Leadership Development Workshop

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IBM's openly lesbian, gay, bisexual and transgender leaders from 16 countries participated in this workshop, which I co-designed and facilitated with Claudia Brind-Woody, Fred Balboni, John Granger, Silvy Vluggen and Guy Pacitti. I don't know of any corporate leadership development workshop quite like it. It's my hope that by posting the content here freely: a) IBM will be recognized as the thought leader in corporate LGBT leadership development; b) Other corporations will re-purpose it to develop their LGBT leaders. To learn more about how IBM can help your organization with a range of Human Capital consulting needs, contact Tony Tenicela @ tenicela@us.ibm.com.

Published in: Education, Technology, Business

2013 IBM Global LGBT Leadership Development Workshop

  1. 1. IBM Global LGBT Leadership Development Workshop, Minneapolis, Minnesota, USA, 1 November 2013 IBM Global LGBT Leadership Development Workshop Minneapolis, Minnesota, USA, 1 November 2013 © 2013 IBM Corporation
  2. 2. Welcome Claudia Brind-Woody, Fred Balboni and John Granger 8.45 Claudia Fred John © 2013 IBM Corporation
  3. 3. IBM Global LGBT Leadership Workshop agenda 8.30 Welcome! Breakfast is provided. Meet with colleagues informally over coffee and claim your seat! 8.45 Opening Remarks: Executive Sponsor, John Granger and LGBT Council Co-chairs, Claudia Brind-Woody and Fred Balboni Moderated Global Panel: IBM & local cultures beyond North America, including Q&A Adriana da Costa Ferreira, Pierre Bonet, Mirek Hazer, Ying Ying YY Han 9.05 10.15 Outcomes of Thursday’s Out Executive Summit & how you can help – Claudia Brind-Woody, sharing the LGBT business and talent priorities and inviting you to feel called to action! 10.45 Break 11.00 Leadership and Our Practices – Guy Pacitti, providing a brief overview 11.15 Table groups on our career development – Individual reflection followed by dialogue with the executives seated at your table 12.15 Lunch & Moderated LGBT executive panel, including Q&A Beth Feeney, Chris Flynn, Elizabeth Morgan, Jamie Hofberger Table groups on how our identity informs our leadership – dialogue amongst the people at your table on your own responses to a number of the questions posed to the executive panel 13.15 15.00 Refining Your IBM story – Introduced by Fred Balboni, and then individual reflection followed by the potential opportunity to volunteer to share your IBM story Table groups & report out on calls to action upon your return home 15.55 Closing remarks – Fred Balboni 16.00 Bon voyage! – Workshop is done. 14.30 © 2013 IBM Corporation
  4. 4. Global Panel: IBM & local cultures beyond North America Adriana da Costa Ferreira, Pierre Bonet, Mirek Hazer, Ying Ying YY Han Moderator: Sarah Siegel 9.05 Adriana Pierre Mirek Ying Ying © 2013 IBM Corporation
  5. 5. What is your advice to LGBT IBMers coming on assignment to your country? © 2013 IBM Corporation
  6. 6. How can Czech LGBT IBMers help attract & retain LGBT talent? © 2013 IBM Corporation
  7. 7. What do you wish others understood better about your culture? © 2013 IBM Corporation
  8. 8. How has Brasil “arrived” in terms of law / protection /climate; what other help is needed? © 2013 IBM Corporation
  9. 9. How do you wish you felt freer to be out about being Lesbian, Gay, Bisexual or Transgender? © 2013 IBM Corporation
  10. 10. How does LGBT equality advance in France, now that same-sex marriage is legal ? © 2013 IBM Corporation
  11. 11. What would change if the brands @ Out & Equal partnered to help the workplace climate in China? © 2013 IBM Corporation
  12. 12. Outcomes of the Out Executive Summit and how you can help Claudia Brind-Woody 10.15 © 2013 IBM Corporation
  13. 13. 2014 Vital Few Success: Our Commitment to One Another 1. Use an Activity for each of the work streams within Blue-Green Lantern Corps community subcommunities 2. Determine how you will help execute in 2014 3. This afternoon: 1. Pick 3 of Our Practices 2. Consider what you learned this week and today 3. Determine what you will do individually to exhibit the three practices, including how you will: Help develop new IBM business and essential talent Contribute to the LGBT Vital Few. 4. Meet in SmartCloud, early-1Q14 to share what you’ve done individually. © 2013 IBM Corporation
  14. 14. Break 10.45 © 2013 IBM Corporation
  15. 15. Leadership and Our Practices Guy Pacitti 11.00 © 2013 IBM Corporation
  16. 16. LGBT Indicator linkage to Business and Technical Leadership Talent Annually, the LGBT Indicator is linked with Business and Technical Leadership Talent (BTLT) database for analysis. Self-identified LGBT employees and executives approved the linkage of their status with the BTLT data. LGBT Indicator link with Business and Technical Leadership Talent (BTLT) allows for broad data analysis including what is noted below: – For Band 10 and Above: • Ultimate Potential • Next Move Timeframe • Current Executive Role Pipeline – For Band 8-9: • Band 10 Attainability • Band 10 Role Pipeline • Next Move Timeframe Fortune ranks IBM #1 Top Companies for Leaders 2009-2011 – judged biennially © 2013 IBM Corporation
  17. 17. One Purpose Three Values Nine Practices © 2013 IBM Corporation
  18. 18. © 2013 IBM Corporation
  19. 19. © 2013 IBM Corporation
  20. 20. © 2013 IBM Corporation
  21. 21. © 2013 IBM Corporation
  22. 22. © 2013 IBM Corporation
  23. 23. © 2013 IBM Corporation
  24. 24. © 2013 IBM Corporation
  25. 25. © 2013 IBM Corporation
  26. 26. © 2013 IBM Corporation
  27. 27. For your individual reflection: How you have demonstrated our practices © 2013 IBM Corporation
  28. 28. Table group: Reflecting on our career development 11.15 © 2013 IBM Corporation
  29. 29. Career development reflections: #1 & #2 #1. All participants: (30 min.) (8 min. for individual reflection + 2 min. each for non-exec. participants to share with your group) What do you want to be known for in IBM? What has been your most satisfying professional accomplishment in your current role and career? Why? What kind of leader do you aspire to be at IBM? What experiences do you think you need to get there? What IBM Competencies do you think you need to develop to be more competitive for future roles? Are you getting what you need from mentor relationships? Are you mentoring others? #2. Executives: (30 min.) (24 min. for 1, 2, 3 + 6 min. for Q&A) 1. What do you do @ IBM? 2. Why did you decide to be out? 3. What is your top career advice? © 2013 IBM Corporation
  30. 30. Lunch & LGBT executive panel Beth Feeney, Chris Flynn, Elizabeth Morgan, Jamie Hofberger Moderator: Sarah Siegel 12.15 Beth Chris Elizabeth Jamie © 2013 IBM Corporation
  31. 31. When and why did you first think of yourself as a leader? How did you act on your knowledge? © 2013 IBM Corporation
  32. 32. How do you dare to create original ideas? © 2013 IBM Corporation
  33. 33. When and why did you first think of yourself as lesbian, gay, bi and/or trans? How did you act on your knowledge? © 2013 IBM Corporation
  34. 34. How do you put the client first? © 2013 IBM Corporation
  35. 35. When and why did you first think about your gender identity? How did you act on your knowledge? © 2013 IBM Corporation
  36. 36. How have you restlessly reinvented our company and yourself? © 2013 IBM Corporation
  37. 37. When and why did you first think of yourself as among your nationality? How did you act on your knowledge? © 2013 IBM Corporation
  38. 38. How do you unite to get it done now? © 2013 IBM Corporation
  39. 39. Table group discussion: how our identity informs our leadership Executive panelists join four of the small groups 13.15 © 2013 IBM Corporation
  40. 40. When and why did you first think of yourself as a leader? How did you act on your knowledge? © 2013 IBM Corporation
  41. 41. When and why did you first think of yourself as lesbian, gay, bi and/or trans? How did you act on your knowledge? © 2013 IBM Corporation
  42. 42. When and why did you first think about your gender identity? How did you act on your knowledge? © 2013 IBM Corporation
  43. 43. When and why did you first think of yourself as among your nationality? How did you act on your knowledge? © 2013 IBM Corporation
  44. 44. When have you demonstrated one of our practices vividly? As time allows, please share stories on how you did so. © 2013 IBM Corporation
  45. 45. Refining your IBM story Introduced by Fred Balboni 14.30 © 2013 IBM Corporation
  46. 46. How do you communicate your IBM story? © 2013 IBM Corporation
  47. 47. Reflection & report out: What happens when you return home? 15.00 © 2013 IBM Corporation
  48. 48. Which Summit calls to action will you pursue, to advance your leadership & career, and our people & allies? First individually: 1. Pick 3 of Our Practices 2. Write down your top takeaways from the week, including from today 3. Write down what you will do individually to exhibit the three practices, including how you will: Help develop new IBM business and essential talent Contribute to the 2014 LGBT Vital Few. Then among your group: 1. Please discuss what you wrote 2. One person per table, agree to be the spokesperson 3. Pledge to one another that you will join the early-1Q session via SmartCloud and teleconference to share what you accomplished from the list you wrote down today 4. Spokesperson: Report out on what each of the people at your table committed to do. © 2013 IBM Corporation
  49. 49. Takk Sagol! Ashi Dhanyavaad Barka! Gracias! Shukran Xie xie Dank u Merci! Barkal Koszonom Multumesc ‫תודה רבה‬ Dankë! Doh je Domo Arigato! Khawp khun Dakujem Obrigado! Thank You! Shukriy a Grazie! Dankie Hvala Terima kasih! Tack © 2013 IBM Corporation
  50. 50. Appendix © 2013 IBM Corporation
  51. 51. What’s a Business Resource Group (BRG)? IBM Business Resource Groups (BRG) consist of IBM employees who voluntarily come together with the ultimate goal of enhancing the success of IBM’s business and people, by helping their fellow IBMers succeed. BRGs are asked to ensure programs and initiatives are aligned to support at least one of the four IBM business and talent workstreams. BRG Workstreams 1. Recruitment and Hiring 2. Talent Development 3. Employee Retention 4. Business Development © 2013 IBM Corporation
  52. 52. What’s Next? Business Resource Groups, Global, Constituency, and Diversity Councils should: – Align to one or more of the new BRG workstreams as programs are planned by functional owners – Utilize BRG Connections to facilitate questions, best practice sharing, and collaboration In the context of your constituency and business, engage your colleagues and business leaders on the following questions: – How can our constituencies improve IBM’s ability to compete for talent with the critical skills that are essential for IBM’s success? – How can our diverse constituencies and employees strengthen IBM’s brand and relationships with our clients? – How can we work in partnership with our colleagues and leaders to accelerate their development, ensure all IBMers feel welcome, valued and supported to achieve their maximum potential? – And finally, as the leaders of these BRGs, how will we measure success and what support do you need to make this new model work? © 2013 IBM Corporation
  53. 53. References URL for Replay: http://tv.hbgroupinc.com/ibm Join Community: https://w3-connections.ibm.com/communities/community/businessresourcegroups © 2013 IBM Corporation
  54. 54. Key Benefits to the individual to IBM Maintain awareness of IBM business and talent objectives Aligns with the new era of computing on how we develop and retain talent Access to larger community/resources – Enhanced collaboration Drives innovation that matters Forum for idea exchange Professional/Leadership development Support organization’s business goals – Connect to customer insight Mentoring/Sponsorship Enables IBM to enter new markets and enhance the client experience to drive business BRGs provide a consistent perspective and process for IBM to respond to changes in our business “Vested group of leaders/ volunteers focused on needs of the business” Spring (2012) - DiversityInc © 2013 IBM Corporation

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