1) The call discussed developing talent management programs and retaining engagement within companies. 2) Attendees shared examples from their own companies of conducting employee surveys to assess culture and engagement. They agreed sharing best practices could be a session at an upcoming event. 3) The group will work on populating their LinkedIn group with notes and updates from the calls. Volunteers will review notes and add synopses.

1. Talent Management& Leadership – 7.24.18
Call attendees:
Misty Bennett,Ph.D.,Central MichiganUniversity
JohnDeAngelo, Ryder
Bryan Foster,Arrow
Julie Rosson,CarMax
AmyThorn, DBMAssociation
Amy - We’ll scheduleafewcallstokeepthe conversationgoing.We planto develop alabin2019 witheachfunctional
area of supplychain. Talentcame up inthe transportation anddistributionpeergroupaswell. I’dlove tohearaboutthe
programsyou have in house.Whatcan we bringforthin 2019 that can be a compellingmessageforthispeergroupbut
applicable tothe otherfunctional areasof supplychain.
Julie –We talkedmore aboutretentionthanthe acquisition.How towe sustainengagement? We’ve hadalotof people
fromCapital One come here,me included.Howdoyoumaintainthe level of engagementwhenyouhiredthe talent?
How to drive engagementandbe partof a companyversusjustgettingthe rightperson?
Amy – Thisis a small butcreative group.Howdo we structure somethingthatcouldbe a hot topicor pod withinthe lab?
What can be applicable tothe peergroupandthe otherSCLA members? Forexample,atool.Sweeneyhasofferedtodo
anotherassessmentbutdifferentthanbefore.
Misty – We talkedalot abouthiringthe righttalentbut findingthe rightfit.I’dbe interestedtosee thatasan
educational session.We talkedaboutorganizationalculture andhow youmatchit withthe competencyof those youare
bringingin. I’ve workedwith some companieswhodoculture surveys.Icanreach out to see if they wouldbe interested
inparticipating.
John– We did a surveyearlierthisyear.Idon’tknow if I can share the resultsbutdefinitelythe template. I’mnotsure
whichpiecesIcan share but I’ll digintothat andget itback out to the group.
Misty – That couldbecome a sessionwhere we share engagementsurveys,culture tools.
Bryan – We didthat here at Arrowas well.Idon’tknow that I can share the informationgathered. We were able tosee
our strengthsand opportunities asa managementteam. We’re now settingupfocusgroupswithinthe departments to
focuson betteringourselvesandmakingthisabettercompanyto workfor.
Amy – Howdo we take thatand make it interactive? Maybe it’sjustasharingof bestpracticesas part of a session.We
couldhave a tool to quicklyassesswhere theyare onthe curve (app?).
Bryan – They broke itdownby department,sight,industrystandard.
John– That’ssimilartoours. We are benchmarkedagainstindustryaverages.The engagementfromourleadership
groupis great butfrom the frontend(strategy) islacking.We engage whenthere ismoneyonthe table butnot
necessarilywiththe employees. Iwouldbe happytoshare withthe group.
Amy – Measure themselvesagainstthatstandard. Withoutexception,the peergroupswantanopportunityto
benchmark.
Misty – I can sendyou informationonagroupthat specializesinbenchmarking.Theygointo companiesanddoa large
scale measurementthenbenchmarkthe results.
Amy – Thissoundsgreat.These are good ideas. Also,we are lookingtobringinspeakersfor2019. If you hearanyone
whois motivating,toolsthatmighthave applicability,etc.Iwouldlove toknow yourthoughtsonthat.

2. Misty – Can we add thingsto ourLinkedIngroup? I’ve movedovertothe SCLA group.It’d be great to start exchanging
ideasthere.
Amy – What do youthinkof the LinkedIngroup?Whatcan we do to make itcompellingforyoutolookat it and/orget
involvedinit? It’screatedasa resource to you.
I haven’thada chance to lookat it yet. Ihaven’tseenmuchposted.
Amy – The more interactionthe more itwill be served.
I’dlike tosee the notesfromthe callspostedaswell asupdatestothe broadergroupon whathas beenposted,tokeep
everyone updated.
Amy – That’sa goodidea. Doesanyone wantto volunteertohelpwiththat? Julie andMisty – wouldyoulike toreview
the notesand adda synopsis? Asthe facilitators,canyoukeepthe ball rolling?
Misty – Sure.
Amy – The transcriptswill be capturedbutsometimesasynopsiswiththe actionitemsisnice,too. Anyotheritemsto
discuss?
Misty – How are the peergroupsshapingup?
Amy – All of themare rightwhere we are.I’msurprisedsofar thoughat how much the conversationhastouchedon
talent– drivershortage,warehouse labor,etc.
John– I agree.Thisgrouphas nothingtodo withmy functional areabutit’sa keytopicacross my organization.I’m
lookingtobroadenmyscope on whatis outthere.
Misty – That makesme wonderif we shouldreachout to othersthatwould like tojoin the conversation.Theywereonly
able to joinone peergroup.
Amy – We are findingthere isalot of interconnectiongoingon. We couldpostwhatthe otherpeergroupsare working
on forvisibility. We are creatingthislabandthe groupson LinkedIn. Thisisanew conceptfor 2019. We are inthe
ideationstage andgrateful tohave innovativepeople like youonthe frontline withus. Ilike the ideasof the surveysand
utilizingthatinformation. SCLA isaplace for youto developconnections. Asato do for eachof you,please sendinwhat
youvolunteered. Keepusupto date and share.Thisis a confidential group. Sendsome thingstoAmyPatton.We are
workingtogethertohelpyoudefine whatyou’ll presentatthe 2019 event.
Nextconference call:Tuesday, September11th
at 1:00 PM Eastern