2013 ibm global lgbt leadership development workshop

© 2013 IBM Corporation

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

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


WelcomeClaudia Brind-Woody, Fred Balboni and John Granger

8.45

JohnFredClaudia


Welcome! Breakfast is provided. Meet with colleagues informally over coffee and claim your seat!8.30

Refining Your IBM story – Introduced by Fred Balboni, and then individual reflection followed by the potential opportunity to volunteer to share your IBM story

14.30

Closing remarks – Fred Balboni15.55

Table groups & report out on calls to action upon your return home15.00

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

Table groups on our career development – Individual reflection followed by dialogue with the executives seated at your table

11.15

Leadership and Our Practices – Guy Pacitti, providing a brief overview11.00

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!

10.15

Break10.45

Bon voyage! – Workshop is done.16.00

Lunch & Moderated LGBT executive panel, including Q&ABeth Feeney, Chris Flynn, Elizabeth Morgan, Jamie Hofberger

12.15

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

Opening Remarks: Executive Sponsor, John Granger and LGBT Council Co-chairs, Claudia Brind-Woody and Fred Balboni

8.45

IBM Global LGBT Leadership Workshop agenda


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


What is your advice to LGBT IBMers coming on assignment to

your country?


How can Czech LGBT IBMers help

attract & retain LGBT talent?


What do you wish othersunderstood better about your

culture?


How has Brasil “arrived” in terms of law / protection /climate; what

other help is needed?


How do you wish you felt freer to be out about being Lesbian, Gay,

Bisexual or Transgender?


How does LGBT equality advance in France, now that same-sex

marriage is legal ?


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


Outcomes of the Out Executive Summit and how you can help

Claudia Brind-Woody

10.15


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.


Break

10.45


Leadership and Our Practices

Guy Pacitti

11.00


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


One Purpose

Three Values Nine Practices


For your individual reflection: How you have demonstrated our practices


Table group: Reflecting on our career development

11.15


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?


Lunch & LGBT executive panelBeth Feeney, Chris Flynn,

Elizabeth Morgan, Jamie HofbergerModerator: Sarah Siegel

12.15

Beth Chris JamieElizabeth


When and why did you first

think of yourself as a leader?

How did you act on your

knowledge?


How do you dare to create original ideas?


When and why did you first think of yourself as lesbian,

gay, bi and/or trans?

How did you act on your knowledge?


How do you put the client first?


When and why did you first think about your gender

identity?



How have you restlessly reinvented our company and

yourself?



think of yourself as among

your nationality?


knowledge?


How do you unite to get it done now?


Table group discussion: how our identity informs our leadership

Executive panelists join four of the small groups

13.15



think of yourself as a leader?


knowledge?


When and why did you first think of yourself as lesbian,

gay, bi and/or trans?



When and why did you first think about your gender

identity?




think of yourself as among

your nationality?


knowledge?


When have you demonstrated one of our practices vividly?

As time allows, please share stories on how you did so.


Refining your IBM storyIntroduced by Fred Balboni

14.30


How do you communicate your IBM story?


Reflection & report out: What happens when you return home?

15.00


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.


Thank You!

Merci!

Dankë!

Gracias!

Obrigado!

Grazie!

Xie xie

Shukriy

a

Dhanyavaad

Shukran

Domo Arigato!Domo Arigato!Domo Arigato!Domo Arigato!

Multumesc

Barka!

Sagol!

Hvala

Khawp khun Terima kasih!

Barkal

Dakujem

Doh je

Ashi

Dank u

Takk

KoszonomTack

Dankie

תודה רבה


Appendix


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

What’s a Business Resource Group (BRG)?


� 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 leadersto 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?

What’s Next?


References

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

� Join Community:https://w3-connections.ibm.com/communities/community/businessresourcegroups


� Maintain awareness of IBM business and talent objectives

� Access to larger community/resources– Enhanced collaboration

� Forum for idea exchange

� Professional/Leadership development

� Support organization’s business goals– Connect to customer

insight

� Mentoring/Sponsorship

� Aligns with the new era of computing on how we develop and retain talent

� Drives innovation that matters

� 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

Key Benefits

NNN to the individual NNN to IBM

2013 ibm global lgbt leadership development workshop

Education

ibm corporation

ibm local cultures

new ibm business

ibm story table groups

lgbt business

lgbt talent

czech lgbt ibmers help

lgbt equality advance