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Dr. Karen's MONDAY GREETING!
Working in Corporate America
Letter from the Editor
Holding titles such as “District Manager,” much pressure on myself. I realized that “Assistant Store Manager,” and “Senior regardless of what I lacked in the past, Executive” came with rewards and trials. I had the ability and capability to work and manifest great services and products While the positions were fulfilling and because I had the necessary skills and rewarding, I experienced pressure to talents to do so. maintain a spirit of excellence while performing my job responsibilities in If you work in corporate, non-profit sectors, Corporate America. I believe that the or for yourself, know that you already carry pressure came from history of not having what you need to do great work, regardless the same resources during my upbringing of your background or color. (better education, involvement in extraDr. Karen S. Ratliff curricular activities, etc.) as my peers. Editor In Chief, I felt that I was going in the door at a I Love Mondays with Dr. Karen disadvantage. But the truth is, regardless of my lack of resources growing up, I encouraged myself to pursue harder, remain focused, and perform to the best of my ability. As time passed, I noticed that I put too
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05 Highlighting Corporate Sales Manager Qiana Nelson!
10 of Today’s Black CEOs in America!
Workplace Diversity Statistics
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Investing into your future as a CEO!
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Highlighting Corporate Project Manager Jarrett Torrey
This month’s VideoCast! Tips on how to rock your corporate interview!
Corporate Interviewing Document Template
Table of Contents
Best Companies for African Americans to Work
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Best Companies for African Americans to Work
While diversity is a challenge for many companies, there are companies and organizations that are growing with diversity among employees and leaders. Here are 10 of many companies that represent diversity well.
Accenture plc
New York
NY
www.accenture.com
American Express Co.
New York
NY
www.americanexpress.com
The Coca-Cola Co.
Atlanta
GA
www.coca-colacompany.com
Exelon Corp.
Chicago
IL
www.exeloncorp.com
FedEx Corp.
Memphis
TN
www.fedex.com
Ford Motor Co.
Dearborn
MI
www.ford.com
Air Delivery & Freight Services Automotive
JLL
Chicago
IL
www.us.jll.com
Real Estate
Johnson Controls Inc.
Milwaukee
WI
www.johnsoncontrols.com
Technology
The Kellogg Co.
Battle Creek
MI
www.kelloggcompany.com
Consumer Goods
Lockheed Martin Corp.
Bethesda
MD
www.lockheedmartin.com
Aerospace/Defense
NV
www.mgmresorts.com
Resorts & Casinos
MGM Resorts International Las Vegas
Consulting & Professional Services Financial Services, Insurance, Travel Beverages Consumer Goods Utilities
Resources in the Workforce
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I N V E S T Once you have implemented a working financial plan, look for ways to invest your money. Some common investment strategies may include stocks, bonds, and real estate. I started investing in real estate a few years ago.
With paying tenants in all of my properties, I can potentially bring in a positive cash flow every month. Risks are common with any investment, so make sure you consult with a professional for guidance. An investment should come after you are able to pay your bills on time, establish a healthy savings account, and create additional streams of income (real estate should be one of the seven streams).
YOU’VE MADE THE COMMITMENT TO INVEST! NOW PLAN OUT YOUR INVESTMENTS STRATEGICALLY!
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Financial Corner
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Corporate Sales Manager
Qiana Nelson
Qiana has the privilege of leading and inspiring the future generation of CDW Sellers that are dedicated to serving a niche group of customers across the U.S., including Financial Services and Nonprofit Organizations. Qiana’s specific role in the sellers’ development is to ensure that they are equipped with the knowledge of the industry and the ability to serve their customers better than anyone else in the B2B technology realm.
led to her promotion as the Sales Manager role in 2012. In 2018, she took on additional leadership responsibility as the Co-Chair of CDW’s Black Excellence Unlimited (BeU) Business Resource Group. Qiana currently serves on the Navy Pier Associate board and she recently graduated from the 2017-2018 Chicago Urban League IMPACT Leadership Program which empowers young, African American executives by providing them with the tools and skills necessary to thrive in increasingly responsible leadership roles.
Qiana Nelson joined CDW in 2003 as an Account Manager. She took on the role as Sales Operations Supervisor (SOS) in 2009 where she was part of a pilot group of nine to help shape the foundation of what the SOS role is today. During her time as SOS, she worked on several projects and committees that
Keys to Qiana’s Success!
Her Highest Accomplishment at CDW is Earning Coworker of the Year - 2010 out of 5000+ employees
Building a positive brand
February Highlights
Having a board of directors: Coach – Talk to you Mentor – Provide advice/guidance Sponsor – Talks for you Truth-teller – Gives you the truth, even if it is hard to hear
Receiving crucial feedback and taking steps to implement
Networking and exposure to leadership and departments You can’t have a seat at the table if no one ever thinks of you.
Believing in yourself and understanding what you bring to the table
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Being Self Aware Resilience
Being Your Authentic Self – Which doesn’t come easy in the beginning of your career
Corporate Project Manager
Jarrett Torrey
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Jarrett Torrey’s Highlights in the Same Industry: Graduate of Florida A & M Master’s in Business Administration
Year 2000
Jarrett ’s Corporate Timeline
Telecommunication Journey Began
Year 2007
Business Service Coordinator Supervisor
Year 2012 Year 2014
Advanced Services Project Management Supervisor
Year 2019
Customer Project Manager
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February Highlights
Produce Sales Support and Analysis Supervisor
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BLACK CEOs
Black CEO’s are all around. Get inspired by this! Here are 10 Black CEO’s that you may often see.
Kenneth Irvine Chenault is an American business executive. He was the CEO and Chairman of American Express from 2001 until 2018. He is the third African American CEO of a Fortune 500 company.
Kenneth I. Chenault
Oprah Winfrey
Oprah Winfrey is an American media executive, actress, talk show host, television producer and philanthropist. She is best known for her talk show The Oprah Winfrey Show, which was the highest-rated television program of its kind in history and was nationally syndicated from 1986 to 2011 in Chicago. ILM FEBRUARY PA RT N E R
Black CEOs
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Tracey T. Travis, Estee Lauder
As chief financial officer of The Estée Lauder Companies, Ms. Travis is responsible for global finance, accounting, investor relations, information technology, and strategy and new business development. Before joining The Estée Lauder Companies in 2012, she was senior vice president and chief financial officer at Ralph Lauren for seven years. Previously, she served in senior financial, information technology and operations management roles at L Brands, American National Can and PepsiCo/Pepsi Bottling Group. She began her career at General Motors as an engineer and senior financial analyst.
Robert F. Smith
Robert Frederick Smith is an African American businessman, investor and philanthropist. A former chemical engineer and investment banker, he is the founder, chairman and CEO of private equity firm Vista Equity Partners. In 2018, Smith was ranked by Forbes as the 163rd richest person in America.
Rosalind Brewer, Walmart Rosalind G. Brewer is an American businesswoman who is the COO of Starbucks and the former President and CEO of Sam’s Club, a division of Wal-Mart Stores Inc. On Jan. 6, 2017, Wal-Mart Stores Inc. announced that she will retire from the role effective Feb. 1, 2017 and will be replaced by John Furner
Russell Wendell Simmons is an American entrepreneur, record producer, and author. The chair and CEO of Rush Communications, he co-founded the hip-hop music label Def Jam Recordings and created the clothing fashion lines Phat Farm, Argyleculture, and Tantris. Simmons’s net worth was estimated at $340m in 2011.
Black CEOs
Russell Simmons
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Ursula M. Burns, Xerox Ursula Burns is Chairman and Chief Executive Offiver of Xerox, the world’s leading enterprise for business process and document management. Burns first started with the company in 1980 as a mechanical engineering summer intern. She assumed multiple positions, including Senior Vice President, Corporate Strategic Services in 2000. In 2009, Ursula became the first African American woman CEO to head a Fortune 500 company. The trailblazing boss earned a bachelor of science in mechanical engineering from Polytechnic Institute of NYU and a masters in mechanical engineering from Columbia University.
Pharrell Williams
Pharrell Lanscilo Williams is an American rapper, singer, songwriter, record producer, entrepreneur, and fashion designer. Williams and Chad Hugo comprise the record production duo The Neptunes, producing hip hop and R&B music.
Daymond John Daymond Garfield John is an American businessman, investor, television personality, author, and motivational speaker. He is best known as the founder, president, and CEO of FUBU, and appears as an investor on the ABC reality television series Shark Tank. Based in New York City, John is the founder of The Shark Group. Black CEOs
T.I. Clifford Joseph Harris Jr., known professionally as T.I. and Tip, is an American rapper and actor. Harris signed his first major-label record deal in 1999 with Arista subsidiary LaFace.
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The VideoCast
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Dr. Karen Ratliff is a native of Chicago, Illinois. As the founder of 365 Consulting Group, she assists individuals and corporations reach their desired visions, dreams, and goals. She is an author, motivational speaker, certified life coach, ghostwriter, and consultant. Her motto is “How May I Help You Win?” Dr. Ratliff was the writer for Jet Magazine “Cents and Sensibility” column. She is also a professor, course designer and curriculum developer. She is the trailblazer for the approval of a charter school located on the south-side of Chicago, where she now serves as the Board President. Most recently Dr. Karen became a 2018 recipient of the “40 under 40,” Young Women Professional League where she is recognized as a trailblazing professional under the age of 40. She loves Mondays because Monday is the day that sets the tone for the week. Don’t wait until Friday to get things done. Get it done early and chill the rest of the week.
VideoCast
About the Editor in Chief
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WORKFORCE DIVERSITY STATISTICS Check out these alarming
10 stats related to diversity in Corporate America.
• Black men and women still represent a very low percentage of the professional white-collar workforce (less than 8%), given their overall representation in the population (Harvard Business Review, 2018) • White men account for 72% of corporate leadership at 16 of the Fortune 500 companies (Fortune, 2017)
• African-American Laborers showed the least change in participation over the years covered. That rate decreased 2.44 percentage points, from 21.13 percent in 1966 to 18.69 percent in 2013 (U.S. Equal Employment Opportunity Commission, 2018). • Only 13 percent of black female Harvard MBAs over the past 40 years have reached the senior-most executive ranks. That’s compared with 40 percent of non-African American Harvard MBA degree holders who reach those top ranks overall.
• African Americans make up approximately 12 percent of the workforce, of that 12 percent; only approximately 27 • Just 5.6 percent of board seats on Fortune percent are college graduates. 500 companies were held by black men • As of today, there are only 4 Black and only 2.2 percent by black women in 2017. Fortune 500 CEOs.
Corporate Corner
• Black men and women account for only • Between 1966 and 2013, African4.7 percent of executive team members in American Office and Clerical Workers saw the greatest increase in participation, from the Fortune 100. 3.53 percent to 15.76 percent, or 12.23 • HBCUs produce 16 percent of all plus percentage points. bachelor’s degrees earned by AfricanAmericans and 22 percent of all bachelor’s degrees in STEM fields earned by AfricanAmerican students (Atlanta JournalConstitution, 2018).
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CORPORATE INTERVIEWING
If you are interviewing for a corporate position, walking into the interview empty handed is unacceptable. If you are interviewing for a teaching position, take a sample of an instructional plan. If you are interviewing for a marketing or social media position, take a portfolio to showcase your work. If you are interviewing for a management position, take a plan that you can implement once hired. Create the plan based on the job description. Check out this example: Name Adult Education Manager (Example Title) Candidate Entry Plan Name of the Organization Introductory Statement:
I pledge to uphold a standard of excellence and exhaust every effort to provide every student of _____________ with the necessary academic, social and emotional skills to achieve academic success and prepare for a productive life post-graduation. I will sustain a commitment to create and provide leadership that is rooted in effective communication, data driven decision making, and performance management. I pledge to ensure that all faculty and staff members are equipped with the knowledge, skills and training needed for successful instruction through training and professional developments. Together we will celebrate our successes and improve on our weaknesses, so that our current and future leaders can succeed in life and graduate with a positive learning experience from _______________. Purpose of Entry Plan: This plan will serve as an outline of essential goals, targets, initiatives and items which require prioritizing and completion to assist in the transition to _____________. Overall, the objectives are to be prepared on Day One and to maximize on every moment to move forward in excellence.
Goal #1: Build effective relationships with the Adult Education Department’s faculty and staff Goal #2: Plan and implement staff meetings to ensure that program information is communicated properly Goal #3: Identify connections between curriculum and instruction with retention and degree completion rates Goal #4: Prepare for Day 1, Minute 1 Goal #5: Plan faculty professional developments and trainings Goal #6: Create S.M.A.R.T. goals for the Adult Education Manager Position Goal #7: Driving results for the Adult Education Department
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Corporate Interviewing
Summary of Goals:
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Goal 1: Build Effective Relationships with the Adult Education Department’s
Faculty and Staff
Actions for Accomplishing Goal Timeline
Meet with the Dean, Adult Educators, Adult Education clerical staff, and other leaders to discuss shared visions and goals Attend school-wide events, professional developments, conferences, graduations, and stakeholder visits to maximize relationships Meet with each faculty and staff member in the Adult Education department to gain input that will be used to better the program’s outcomes and “bottom line” results
1st Quarter Ongoing 1st Quarter
Goal 2: Plan and Implement Staff Meetings to Ensure that Program Information is Communicated Properly Actions for Accomplishing Objective Timeline
Provide ongoing communication with the Dean to ensure all concerns are handled efficiently and timely Facilitate Curriculum Action Group committee meetings
Ongoing
Establish open lines of communications, via monthly department newsletters, conference calls, emails, and meetings to all faculty and staff
Ongoing
Ongoing
Goal 3: Identify Connections Between Curriculum and Instruction with Retention and Degree Completion Rates Actions for Accomplishing Goal Timeline
Conduct 1-on-1 (15 minute meetings) with faculty and staff to discuss wins and opportunities and their expectations of the Adult Education Manager Review college and department-wide data to create action items to overcome biggest opportunities for the department Examine student’s end-of-the year course surveys and respond to curriculum and instruction issues/needs (if any)
April 1, 2019 March 1, 2019 May 1, 2019
Goal 4: Prepare for Day 1, Minute 1 Actions for Accomplishing Objective
Timeline
Focus on Dean’s urgent and immediate needs for the Adult Education Manager’s position Review and revise course outcomes and curriculum for_____________ and Department goals (if needed) Create 2019-2020 needs assessment and analyze data
March 1, 2019
Create 2019-2020 professional developments and trainings based on needs assessment/data results Implement curriculum action group committee meetings
April 1, 2019
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March 1, 2019 April 1, 2019
April 15, 2019
Goal 5: Plan Faculty Professional Developments and Trainings Actions for Accomplishing Objective
Timeline
Create professional development agendas based on needs assessment/data analysis
April 1, 2019
Meet with faculty and staff members to create 2019-2020 PD schedule based on faculty surveys
March 1, 2019
Identify urgent professional development topics (curriculum development, and faculty, staff, and student retention) and plan for implementation Promote ongoing efforts to increase the levels of professional development and student learning
March 1, 2019
Implement curriculum action group committee meetings
April 15, 2019
Ongoing
Goal 6: Create S.M.A.R.T. Goals for the Adult Education Manager Position Actions for Accomplishing Objective
Timeline
Create S.M.A.R.T. (Specific, Measurable, Attainable, Responsible Person, and Time Specific) goals April 1, 2019 based on needs assessment/data analysis, and faculty, staff, and student surveys Create S.M.A.R.T. goals specifically training plans for staff improvement March 15, 2019 Create S.M.A.R.T. goals specifically to analyze program data for reports for executive staff
March 15, 2019
Goal 7: Driving Results for the Adult Education Department (based on Charlotte Danielson) Actions for Accomplishing Objective Domain 1- Planning and Preparation Create goals and outcome plan based on needs assessment
Timeline March 15, 2019
Create questionnaires and feedback forms for faculty, staff, and students to gather immediate curric- March 1, 2019 ulum, instructional, and training needs Partner with dean, faculty, and staff on quarterly curriculum goal planning and unit goal planning Quarterly Facilitate group committee meetings for the assigned portfolio of programs Domain 2- The Classroom Environment
Quarterly Timeline
Develop behavior management plans in order to further foster positive faculty, staff, and student May 1, 2019 behavior (if needed) Facilitate trainings/professional developments/newsletters on “key components to create positive May 1, 2019 classroom environments” (if needed) Domain 3-Curriculum and Instruction Timeline Ensure all curriculum and instruction practices are aligned with department goals/outcomes
May 1, 2019
Create formal classroom/instruction guidelines and observation rubric to ensure curriculum and May 1, 2019 instruction is aligned throughout the department (if needed) Domain 4- Professional Responsibilities Timeline Quarterly “check” Faculty Courses/Grade book and provide positive feedback and PD opportunities Ongoing based on findings Receive feedback from dean faculty and staff members on PD topics that they would like to receive April 1, 2019 in 2012-2013 (i.e. % of retention, Positive Classroom Environment, management processes and procedures)
Goal 7: Driving Results for the Adult Education Department (based on Charlotte Danielson) Actions for Accomplishing Objective Domain 1- Planning and Preparation Create goals and outcome plan based on needs assessment
Timeline
Timeline March 15, 2019
Create questionnaires and feedback forms for faculty, staff, and students to gather immediate March 1, 2019 curriculum, instructional, and training needs Quarterly Partner with dean, faculty, and staff on quarterly curriculum goal planning and unit goal planning Facilitate group committee meetings for the assigned portfolio of programs Quarterly Domain 2- The Classroom Environment
Timeline
Develop behavior management plans in order to further foster positive faculty, staff, and May 1, 2019 student behavior (if needed) Facilitate trainings/professional developments/newsletters on “key components to create May 1, 2019 positive classroom environments” (if needed) Domain 3-Curriculum and Instruction Timeline Ensure all curriculum and instruction practices are aligned with department goals/outcomes
May 1, 2019
Create formal classroom/instruction guidelines and observation rubric to ensure curriculum May 1, 2019 and instruction is aligned throughout the department (if needed) Domain 4- Professional Responsibilities Timeline Quarterly “check” Faculty Courses/Grade book and provide positive feedback and PD opportunities based on findings Receive feedback from dean faculty and staff members on PD topics that they would like to receive in 2012-2013 (i.e. % of retention, Positive Classroom Environment, management processes and procedures) Ensure all curriculum and instruction practices are aligned with department goals/outcomes
Ongoing April 1, 2019 May 1, 2019
Create formal classroom/instruction guidelines and observation rubric to ensure curriculum May 1, 2019 and instruction is aligned throughout the department (if needed) Domain 4- Professional Responsibilities Timeline Quarterly “check” Faculty Courses/Grade book and provide positive feedback and PD opportunities based on findings Receive feedback from dean faculty and staff members on PD topics that they would like to receive in 2012-2013 (i.e. % of retention, Positive Classroom Environment, management processes and procedures)
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Ongoing April 1, 2019
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