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The Leadership Pipeline | August 2019

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The Leadership Pipeline | August 2019

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In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel)

Guest Speakers
Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.

In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel)

Guest Speakers
Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.

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The Leadership Pipeline | August 2019

  1. 1. The Leadership Pipeline PhotobyJamesBoldon Unsplash
  2. 2. #BeLeaderly Charles S. JohnsonShachella James Jo Miller
  3. 3. #BeLeaderly Bank of America GMUSDA
  4. 4. Corporate Subscribers
  5. 5. Welcome!
  6. 6. Jo Miller CEO, Be Leaderly • Dedicated to helping women around the world advance into positions of leadership and influence. • Founded this webinar series, now in it’s 10th year and viewed by participants in 900 locations in 31 countries. • Delivers more than 70 presentations each year to audiences spanning the globe, and has spoken in North America, Latin America, Europe, Asia Pacific, and the Middle East. • Author of Woman of Influence: 9 Steps to Build Your Brand, Establish Your Legacy, and Thrive to be published by McGraw-Hill on December 14. Pre-order now! @Jo_Miller
  7. 7. Shachella James, PMP VP, Technology Operations, CenterPoint Energy • Leads a technology organization that enables and supports the corporate technology enterprise, including end user support, business applications, portfolio value and delivery, and data center operations. • Drives organizational development plans to achieve greater efficiencies, effectiveness, security, continuity and resilience via technology and resources. • Earned an undergraduate degree in Management Information Systems from Texas A&M University and MBA from the University of Texas at Austin.
  8. 8. Charles S. Johnson Sr. Director, Diversity & Inclusion, Ball Corporation • Key in driving better business outcomes through a comprehensive diversity and inclusion strategy. • Works with the talent acquisition team to align the recruitment strategy with D&I goals, and support and guide Ball Resource Groups and Interest Groups. • Previously consulted to companies like Kaiser Permanente, Pfizer and Chipotle. • Served in various diversity-related roles with the University of Colorado, Fortrust LLC and JD Edwards. • Earned a bachelor’s degree in political science from the University of Colorado, Boulder.
  9. 9. The Leadership Pipeline is used to create a more systematic, visible system of identifying candidates for succession, combined withthe processes for their development. Photo by Lidya Nada on Unsplash Developing A Leadership Pipeline That Works, by Jack Zenger, Forbes
  10. 10. PhotobyJamesBoldon Unsplash Enterprise Manager Group Manager Business Manager Function Manager Managing Managers Managing Others Managing Self The Leadership Pipeline: How toBuild the Leadership-Powered Company By Ram Charan, StephenDrotter,JamesNoel 4.9%
  11. 11. “…women makehighlycompetent leaders, according to those who work most closely withthem —and what’s holding themback is notlackofcapabilitybutadearthof opportunity. Whengiven those opportunities, women are justas likely to succeed in higher levelpositions as men.” Jack Zenger &Joseph Folkman
  12. 12. Ahead in this webinar… What fueled your passion? Award-winning practices Build your personal pipeline
  13. 13. What fueledyour passion?
  14. 14. You clearly have a passion for developing women leaders. Why? Did you have your own catalytic moment? • “Why not me”? • You have not, because you ask not. • Being an example so that others see someone else achieving is my “Why.”
  15. 15. Early in life, you discovered that diversity is essential to a team’s success. How has this shown up for you since then? • True team success requires varied perspectives and complementary abilities. • Research tells us that organizations with more women leaders produce better outcomes. • When my daughter started college I had a vision of her future…
  16. 16. Don’t allow the world to limit what’s possible for you. Photo by Thomas Park on Unsplash
  17. 17. Tell us about your conviction that “career readiness starts before you get to corporate America.”
  18. 18. Preparation Image Exposure P I E
  19. 19. Award-winning practices
  20. 20. Forbes 2019 Best Employers For Diversity
  21. 21. What is Ball doing to execute on its commitment to diversity & inclusion? Three pillars of Ball Corporation’s diversity and inclusion platform: 1. Consistent, uncompromising messaging and investment from top leadership. 2. Empowered and funded Ball Resource Groups (BRGs.) 3. Consistent, sustainable executive- level sponsorship of BRGs.
  22. 22. Starting in 2018, Ball achieved a significant increase in the numbers of women in leadership roles. How? • The Talent Focus initiative identified and recognized “ready and rising” female talent. • Result: Within twelve months, 7 women earned promotions to director or vice president. • Expanded into Europe and Latin America in 2019. • In 2019 Ball added a Women’s Summit, a broad and inspirational event, aimed at creating a culture where women can bring their whole selves to the workplace.
  23. 23. Excellence in Women’s Development award, 2018, Midwest Energy Association
  24. 24. Your women’s leadership organization won an award for excellence. Why? • Comprehensive reach • Core values • Engagement and support
  25. 25. Tell us more about the stages and elements of the leadership pipeline your initiative addresses.
  26. 26. 1.Girls EmpowermentNetwork- MentoringK-12girls, bodyimage, STEAMawareness Genesysworkscoops,internships andworkopportunities womenin transition, careercounselingand mentoring Dressfor Success clothing and accessorydrives,womenin transition Womeninthe CenterPointEnergy ecosystem-networking, professionaldevelopmentand executiveexposure
  27. 27. Ball’s top-level leadership is highly committed to diversity and inclusion. What ignited this commitment? • Recognition that our sourcing pools for attracting top tier talent was shrinking (which made Ball less competitive) • Increased credible data that companies that are more diverse outperform their counterparts • Evidence of greater employee engagement among colleagues who are involved in D&I initiatives
  28. 28. What other actions can organizations take to cultivate upcoming generations of diverse leaders? • People start their diversity & inclusion (D&I) journeys from very different positions. • But there’s no disputing the evidence that D&I is a business imperative. • Leaders can relate to the business benefits of D&I. • Approach D&I from an evidence-based business perspective.
  29. 29. Build your personal pipeline
  30. 30. Can you help demystify succession planning and high- potential programs? • What is yourcompany’sordepartment’sstaffing strategy? • Succession planningis a keen focus onenterprise strategy,the rightskills tosupportthosestrategies, andtheeconomics to fundtheorganization. • Talent managementforhighpotentialshas included rotationalopportunitiesandstretch roles onhigh profileprojects. • Considerationsincludeengagement,ability,and aspirations.
  31. 31. What behind-the-scenes tips can you share for anyone wanting to advance their careers? • Be yourself. • …And be mindful of your relationship with your direct manager. • Understand your organization and where the opportunities lie within it. • Those who receive opportunities are often aware of specific opportunities that exist. • No one checks every box. Don’t allow that to stop you from pursuing opportunities.
  32. 32. What elements of career readiness can listeners use to construct a pipeline to their ultimate roles?
  33. 33. Performance Intangibles External awareness Photo by Annie Spratt on Unsplash
  34. 34. G R I T Get Rid of Inhibiting Thoughts Photo by dylan nolte on Unsplash
  35. 35. In this webinar… What fueled your passion? Award-winning practices Build your personal pipeline
  36. 36. Q&A Charles S. JohnsonShachella James Jo Miller
  37. 37. Recommended Reading America's Best Employers For Diversity 2019 The Leadership Pipeline: How to Build the Leadership-Powered Company, by Ram Charan, Stephen Drotter, James Noel Outliers: The Story of Success, by Malcolm Gladwell Leadership and Self-Deception, by The Arbinger Institute
  38. 38. Woman of Influence By Jo Miller Pre-order at Barnes & Noble or Amazon Contact us for orders of 25+copies (save 40%)
  39. 39. Get today’s slides, bonus articles, and our newsletter: Text leaderly to 444999 We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
  40. 40. 6 Ways to Develop a Change Leader Mindset Tuesday, October 29, 2019 Whether it’s a large-scale disruption or an everyday adjustment to the status quo, becoming a transformational change leader starts with managing yourself and then, leading others. Acquire self-management tools to fearlessly navigate change, and coaching skills to guide and inspire others as they adapt.
  41. 41. Parting Truthbombs Charles S. JohnsonShachella James
  42. 42. Discussion Questions 1. What are you and your organization doing to include diverse talent in the leadership pipeline? • Bonus: What awards/recognition could you go after? 2. Group brainstorm: What new initiatives could make a difference? • Grassroots or top-down? • Broad-focused or narrowly targeted? 3. What action will you take to advance yourself and lift others up?

Editor's Notes


  • Photo by James Bold on Unsplash
  • Photo by Lidya Nada on Unsplash

    Developing A Leadership Pipeline That Works, by Jack Zenger, Forbes. https://www.forbes.com/sites/jackzenger/2013/06/23/developing-a-leadership-pipeline-that-works/#6b26b6104e72

    In a 2016 Deloitte study, 89% of executives rated “strengthening the leadership pipeline” as one of their most urgent concerns.


  • Photo by James Bold on Unsplash

    Book, The Leadership Pipeline: How to Build the Leadership-Powered Company.


    Women are 18% less likely to land that first critical promotion into management. Women In The Workplace Study 2017, McKinsey & Co. and
    Lean In, Nov. 11, 2017

    And 15% less likely to be promoted at any turn. Women In The Workplace Study 2015, McKinsey & Co. and
    Lean In, Sep. 30, 2015

  • https://hbr.org/2019/06/research-women-score-higher-than-men-in-most-leadership-skills

  • Photo by Thomas Park on Unsplash
  • Ball Corporation debuted at #1 on Forbes’ list of America's Best Employers for Diversity.
    https://www.forbes.com/lists/best-employers-diversity/#66cd4cc66468
  • In 2018 CenterPoint Energy was recognized with the Excellence in Women’s Development award through the Midwest Energy Association (MEA).
  • What's 1 thing you've done to advance diverse talent in the leadership pipeline?
    https://www.polleverywhere.com/free_text_polls/QlVzyZP4p0SUNxlUjij3P
  • Photo by Annie Spratt on Unsplash
  • Photo by dylan nolte on Unsplash
  • Which type of P.I.E. will you sink your teeth into?
    https://www.polleverywhere.com/clickable_images/w56hJI30N50BYKg3UtwfU
  • https://www.forbes.com/sites/vickyvalet/2019/01/15/americas-best-employers-for-diversity-2019/#52dc6b532bda

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