- Before doing any studying, I took the 200 question assessment that was provided by Crosswind CD (back of the book). The assessment showed process groups that I needed to improve.
- I started studying each of the process groups, taking the practice test along with the CD assessment for that process group. I focused heavily on process groups that I scored low based on the initial assessment.
Sunday, May 22, 2011
Tuesday, May 3, 2011
- Military introduced the principal of servant leadership
- Helped defined a moral compass
- Allowed him to see the role and the criticalness of culture
- Allowed him to see a difference between training and education
Below are the highlights from the discussion:
Sunday, April 3, 2011
Pamela Culpepper - SVP of Global Diversity and Inclusion for Pepsico speaks on diversity and inclusion topics
- Performance is the price of entry. It impacts trust and demonstrates you have the ability to go to the next level. It is important that you are open to feedback - obtain guidance and direction from others. A key litmus test is to compare your performance to others and then ask others to rate you.
- Image is not only how you appear to others but it is also the ability to portray yourself in words. Don’t fall into the trap of your work speaks for yourself. Communicate what you have accomplished clearly and concisely so that other senior leaders are not interpreting your effort. Another dimension of communication is non-verbal – ensure your intended messages are complimentary with your non-verbal cues such as tone and body language.
- Exposure – Once you have proven yourself with performance and have the image that you are promotable, next step is to surround yourself with influential sponsors in the organization that will sell you to the rest of the organization.
- Know what is important to your organization
- Know your limitations – Major in self awareness
- Make it easy for others to give you feedback
- Create a climate of trust around you
- Learn how to deal with 1st times
- Be an early adopter of change
- Be consistent and predictable when it comes to deliverables
- Balance is in the eye of the beholder
- Spouses (for women) may need to be subjective to new titles – trailing spouses, stay at home dad
- Quality over quantity related to time
Saturday, March 26, 2011
During the Welcome Reception for the Elevator Competition, Colin Gillespie, the senior director of marketing for LEGO Direct, was invited to provide a keynote speech. His speech was themed turnaround to transformation for the LEGO organization. When reflecting on Gillespie’s message, there are key lessons that we can incorporate in our professional and personal lives.
Friday, March 4, 2011
- Ask your company to build a relaxation room where employees can go relax and rejuvenate
- Exercise regularly
- Balanced diet
- My favorite: Avoid negative expectations - Always think positive thoughts
Wednesday, March 2, 2011
- Choosing where and when to work
- Communication among team members
- Planning and scheduling
- Accessing information and learning
Tuesday, March 1, 2011
This year, the Graduate Women in Business (GWIB), hosted the Women’s Weekend, with the theme, “Paying it Forward” on Feb. 25-26. This was the first year they invited prospective students to join the event.
The weekend began with a dessert and cocktail reception with keynote speaker, Lisbeth Evans, who shared her marvelous story on why it is important to follow your dreams. She came from a strong family of very educated women. She is a “Double Deac” herself and her story truly showed how she followed her passion. She started out being a teacher after completing her undergraduate degree from
Evans is currently the owner of Once Upon an App, which makes educational programs and games for children. Her underlying message was to go pursue your dreams: We as women need to have the power and self confidence to follow our passion and it could lead us in various industries, roles, and paths.
On Saturday, the event kicked off with having the Alumni Panel. Our panelists consisted of Evans; Katharina Haynes Bethea, associate marketing manager at Wal-Mart; Kathy Hackshaw, general manager of Tanger Outlets; and Kelly Lockwood-Primus, vice president of marketing for Primo Water Corp. Topics of discussions included challenges women will face, mentoring, and paying it forward. Here are key points from the discussions:
- Challenges Women will face in the work-place
- We as women want to do it for less, which is okay if it is a job that you want to do and are passionate about.
- Make sure you are aware of your talents. Don’t pigeonhole yourself in an industry.
- Women are often self-critical.
- It is easier for women to blend in, especially if they are the only girl at the table. When you start blending in with the rest of your counterparts, you automatically set yourself to lose. Don’t be afraid to show your feminine side – express yourself
- Sometimes, in order to maintain your passion, leaving the company may be the possibility. Have a good balance of work and life. Develop a social support.
- Strongly recommend reading the book: How to succeed without a penis and learning how to play golf.
- Studies have shown that mentorships are very crucial in order to be successful in your career
- Connecting with a mentor and ensure they have the skill set that can help you get to the next level. Use different mentors at different times of a career
- Have a sponsor: Someone that can promote or advertise you to others in the organization. The sponsor should have a big enough voice in the organization.
- Mentoring should be a two-way street. Allow the mentor to provide you guidance but also ask them if you can assist them on a project or a task
- Shadowing the mentor is also a great way to get the experience
- Paying it Forward
- Need to have the mentality to provide support to others based on lessons learned not getting stuck in your own personal struggles. For example, if it took me five years to get there, teach others of your struggles so they can make it there in less time.
- Always have each others back – not being catty.
- Provide constructive feedback to others if they are unwilling to bring you along.
- If there is back-biting, address it head-on.
After lunch, we had a great session by Kathy Korman Frey, founder of The Hot Mommas Project, on the topic of New Sisterhood of success. Here were the key highlights:
- To Don’t List
- It is not enough just to have a to-do list. Having a “to-don’t” list will allow you to maximize your time effectively. Key point in this discussion is to stay out of the e-mail vortex of death, where we often want to check a quick e-mail and fall into a malicious trap of responding and addressing issues that can wait.
- Value Spreadsheet
- Quantify your value. Do a quantitative analysis on what you are worth to the organization. This will assist with salary negotiations.
- Understand needing support where you log most hours
- This will allow you to have more focus. What are the most important priorities that need to be completed and reaching out for support?
- Work-Life balance
- Playing multiple roles – at home, work. Women typically get a lot of care giving responsibilities, whether it is child care or taking care of elderly relatives.
- 5 Mentors
- Studies have shown that women that have five or more mentors are more successful.
- Key message for all women: Ask others how you can support them by providing your examples and experiences. Forum technique, where you are not giving advice but experiences builds a support network.
Overall, the Women’s weekend was a big success. There were a lot of experience sharing and knowledge that we were sharing. Key to keeping this momentum going to ensure you are following the techniques provided and not allowing constraints of real life sneak up. As a millennial female in the workforce, this has taught me a valuable lesson. The key message it has taught me is the idea of paying it forward. The struggles I have faced in the workforce or at school needs to be shared with others so the next generation of women can learn from my mistakes and take that knowledge and pay it forward to the next.
Tuesday, February 8, 2011
Diversity at Pepsi
~ Pepsico’s view on Diversity
- The pace of change was slow because Pepsico was a stable company.
- The strategy included two phases – The first phase was involved meeting retention and diversity numbers and the second phase focused on inclusion and creating a culture change to accept diversity and make it part of the organization.
- Many top-level executives did not understand why the diversity agenda was important during the year 2000 time era. They classified it as “Steve’s project.”
- The need of diversity was crucial due to the changes of the market place.
- With diversity, you don’t know what you don’t know but having intent at the table is a crucial component.
- It was important that Pepsico kept trying with diversity, using several tactics. They did not give up.
- Three distinct ways you can take the case:
- How a leader sets vision
- How a leader takes the vision and executes change management
- Diversity by itself
- How Dean Reinemund rated the strategy:
- Grade on setting vision: A
- Change management side: C+/B-
- Diversity: Unsure how to grade
- Vision setting: Big advantage that Dean Reinemund had with Pepsico was that he had 20 years of experience at the company. He understood the organization and had time to assess its strengths and opportunities.
- Cultural change at an established company takes a long time.
- Dean Reinemund wanted to focus on three cultural changes during his time at Pepsico:
- Move the company in health and wellness
- Focusing on the values of the company
- Winning with diversity and inclusion is one of the value statements
- In 2000 diversity was not a clear picture for corporations. The need of having a diverse workforce was needed due to the rapid rate of growth of seven major urban markets.
- Having the phases was important because there was not enough diverse mass in mid- management and senior management in order to start the discussion process.
- Major change cannot be democratically changed … major change occurs when there is a rival.
- Dean Reinemund had an awakening after his implementation of phase 1 and the reviews he received from Stanford University. He learned that diversity and inclusion are a learning journey. It forced him to change the way he delivered the message about diversity as he had to think deeply about the motive for diversity.