Welcome To New Leaders/New Groups: Everything You Need

Welcome To New Leaders/New Groups: Everything You Need

Welcome To New Leaders/New Groups: Everything You Need To Know About Working Effectively With Your Executive Sponsor Moderator: Vanessa WeaverColeman, Ph.D. / CEO / Alignment Strategies, Inc. Presenters: Eileen Simon Chief Franchise Development Officer Executive Sponsor of the Global Womens Leadership Network MasterCard Worldwide Joan McKinnon Assistant Vice President of the Talent Management Team New York Life Agenda Set The Tone: Importance of Topic Affinity/ERG Maturity Model

Executive Sponsors by Maturity Level Insights from Alignment Strategies Benchmark Survey Corporate Insights from the Masters Master Card New York Life The Conversation: Your Questions and Answers Closing Comments Alignment Strategies, Inc. Copyright 2011 3

ALS - 10 Dimensions of AG Maturity Dimension Descriptor Mission Purpose of group; values Distinguishing Characteristics What group is known for delivering; personal brand Membership Type Characteristics of members Programmatic Focus

Services, programs offered to members and organization Structure How group is organized and functions, leadership, roles Organizational Role/Support Resources provided Leader Attributes Skill level and ability of leader to impact direction/success Perceived Value by Organization Degree to which an organization recognizes and values impact of AG/ERG Executive Sponsor

Designated senior leader/manager assigned to add value Business Impact How the group helps drive/support business results Alignment Strategies, Inc. Copyright 2011 4 ALS ERG/AG Maturity Continuum Stages Based on 30 plus years of Alignment Strategies experience Empirically tested Level I Inclusion Diversity Awareness Networking Level II Level III Members Professional

Development Leveraging HR Practices, Policies & Procedures Impacting Business P&L Systemic Impact Across Organization Inclusion Diversity Awareness Networking Members Professional Development Leveraging HR Practices, Policies & Procedures Inclusion Diversity Awareness Networking Alignment Strategies, Inc. Copyright 2011 5

Affinity Group Type Affinity II (Experienced) 38% Affinity III (Advanced) 34% Affinity I (Beginning) 28% Alignment Strategies, Inc. Copyright 2011 6 Affinity Group Maturity Continuum Stages DIMENSIONS AFFINITY I Beginning

AFFINITY II Experienced AFFINITY III Advanced Executive Sponsor Attend Events Helps Navigate Funding Provide ideas when asked liaison between group and leaders Participation varies: ask vs. initiates Participates in strategy development for group Helps Facilitate group dynamics Advocates for Group w/leadership

Helps establish broad base of support for group in organization Provides training and development for members Consistent participation Creates vision and sets strategy Leverages personal cache to establish credibility of group w/senior leaders/other key people Builds business knowledge of members Shapes and helps build leadership Business Impact Create sense of community Impact retention Improve engagement Increase loyalty Increase Diversity Awareness

Enhance community profile Broadly recognized value to business Significant, Measurable Business impact Institutional and systemic change to HR 3 Ps Help produce business leaders Valuable to address HR issues Develop members Educate/sensitize leadership Increase retention, development and advancement of diverse and other Talent In addition to Phase I

Alignment Strategies, Inc. Copyright 2011 7 Utilization of Executive Sponsor Leaders effectively leverage their personal brand, relationships, resources to enhance visibility and credibility of Affinity Group Yet, leadership role is underutilized for helping Affinity Groups impact business performance and operations Alignment Strategies, Inc. Copyright 2011 8 Top 4 Opportunities Demonstrating Value to Business Success: Capacity and Capabilities Increasing Executive Sponsors that Help Drive Bottom-line Business Impact Staying Relevant:

Programming That Keeps Members Participating Funding Alignment Strategies, Inc. Copyright 2011 9 For further information or to discuss implications for your ERG/Affinity Group, please contact: Dr. Vanessa J. Weaver-Coleman CEO, Alignment Strategies, Inc. 9812 FALLS ROAD SUITE 114-252 POTOMAC, MD 20854 301.299.3631(OFFICE) 301.983.9523(FAX) [email protected] WWW.ALIGNMENTSTRATEGIES.COM THANK YOU!!! Alignment Strategies, Inc. Copyright 2011 10 Eileen Simon, Chief Franchise Development Officer

June 8, 2011 Everything You Need to Know About Working Effectively with Your Executive Sponsor Network & Affinity Leadership Congress 2011 MasterCard. Proprietary and Confidential Diversity at MasterCard MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 12 Our Diversity Strategy Combining industry expertise with the diverse insights from our global workforce Business Impact

Brand & Reputation Talent Management Shareholder Value Culture of Inclusion Diversity infrastructure MasterCard. 2011 Proprietary and Confidential Business Resource Groups at MasterCard Mission: Promote a more inclusive culture to support the MasterCard strategy Act as internal business consultants to provide consumer

segmentation research, cultural insights, and access to networks. Help to identify business programs that suit the needs of diverse consumers by providing feedback on new ideas and initiatives, partnering with specific organizations and utilizing their backgrounds and experiences to reach out to their communities. Leverage unique strengths, views and to create opportunities for growth, innovation, and success. MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 14 Womens Leadership Network One of seven Business Resource Groups supported by the Global Diversity Office: EAST Empowering Asian Employees for

Success and Thought Leadership Latin Network LEAD Lifting Employees of African Descent PRIDE Gay, Lesbian, Bisexual, Transgender, and Allies WLN Womens Leadership Network WWAVE Workers With Accumulated Valued Experience YoPros Young Professionals MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 15 Womens Leadership Network Mission: Our Community is committed to driving shareholder value through the development and advancement of women at MasterCard.

MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 16 Executive Sponsor Role: Champion of the BRG Provide senior level endorsement of the BRG Guide the development of the BRG Provide strategic direction to the BRG Provide advice and counsel MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 17 How Your Executive Sponsor Can Help

Guidance Communications Visibility Relationship Liaison MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 18 How To Work Effectively with Your Executive Sponsor What to do: What to avoid: Schedule monthly sessions Dont request involvement

Prepare an agenda Keep meetings on schedule Come with a proposed solution in the day-to-day Dont ask for B.U. funding Dont use the BRGs or E.S.s name to promote personal causes Help your E.S. help you

Run your BRG like a business MasterCard. 2011 Proprietary and Confidential June 8, 2011 Page 19 Engaging Your Executive Sponsor New York Life Office of Diversity and Inclusion 21 Focus Areas for the Office of Diversity & Inclusion To promote and support the business case for Diversity at NYL, the Office of Diversity & Inclusion is focused on the following key areas: Retention &

Development Supplier Diversity External Engagemen t Recruiting Education & Training Employee Business Engagemen Opportunities t Awards & Recognition

Communication 22 Employee Network Groups NYL currently supports 8 employee sponsored groups: African American Network Group Asian American Network Group ENABLE Mentorship Program NYL-VETS NYL Pride Network Group The Latino Connection The Womens Leadership Project 23 How To Promote Diversity Leadership Commitment EMC Sponsorship

Executive Diversity Council Communication and Involvement Messages from Senior Management Internal/External Communications Strategy Business Development Related Events Alliances with External Organizations Employee Networks Supplier Diversity Accountability Goals, Priorities and

Metrics EMC Performance Measurement Departmental Diversity Plans & Scorecards Performance Reviews for People Managers Applicant Flow Process Employee Survey 24 How To Engage Your Executive Sponsor Meet with them regularly Find out their priorities with respect to your diversity group Have them headline an annual event Communicate key goals and ask for their guidance/assistance in attaining them Ask them to host your leadership team for a luncheon or dinner once or twice a year Keep them apprised of issues in the workplace that affect your group and how they can support changing/supporting those issues

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