Recorded Webinar

Transcript

[00:00:00] Laura Mastrorocco: Welcome everyone to How to Use the PILOT Group Coaching to Produce Demonstrable Wins for DEI. So today we'll talk about harnessing PILOT to deliver career development, promote connection, and prevent attrition. I'm Laura Mastarocco and I'm your producer for today's session.

[00:00:20] Laura Mastrorocco: Happy to be with you here.

[00:00:22] Laura Mastrorocco: Allow me to introduce Jeff. So Jeff Wahlberg is part of our sales and partnership team here at PILOT. He works with companies of all sizes to identify talent development goals and plans. And Jeff is coming to us today from Santa Barbara, California. Jeff, without further ado, over to you.

[00:00:42] Jeff Walburg: Thanks, Laura. Appreciate the intro. It's great to have all of you here. Thanks for covering enough time. Thanks for those of you who are already jumping in the chat. It's fun to see what you're excited about or what you're thinking about for DEI in 2024.

[00:00:56] Jeff Walburg: What we're going to be covering today is how PILOT [00:01:00] supports DEI initiatives and programming. And the title is, demonstrable wins. What does it look like to demonstrate wins and making a difference as you think about what you want to do in 2024? So before, like my plan today is to give you some of the real experience of what PILOT is, what we do, but before I dive into that, let me just give you a quick overview of what PILOT is as a program.

[00:01:25] Jeff Walburg: So if I were to put it in a nutshell, what PILOT is a six month comprehensive employee development program that really mirrors what happens when you have a one on one coach. So when you think about, even from the perspective of DEI programming, and you think about maybe underserved players, populations within your organizations or specific demographics, whether that's ethnicities or various minorities, or even geography, those who have not been included in the past.

[00:01:55] Jeff Walburg: PILOT is really meant to deliver a one on one coaching or like a one on [00:02:00] one coaching experience that's meant to be inclusive. And we do this through four main experiences. Sometimes we'll talk about the modes of learning and what these are. group coaching. That's really the core of what PILOT is.

[00:02:12] Jeff Walburg: The second component is executive fireside chats. Third is the individual reflection activities. And then fourth is one on one manager feedback for growth. So today we're going to, we're going to take a deep dive into the group coaching the fireside chats and then the reporting too, but just to give you a sneak peek at what these are, the group coaching.

[00:02:31] Jeff Walburg: is monthly sessions with a professional certified coach done in a cohort model. And I'll give you some details about that in a minute. The executive fireside chats, that mirrors what happens when you have a mentor. So sometimes we'll talk about this as a mentor at scale. The individual reflections are weekly activities that mirror what happens when you have a coach.

[00:02:53] Jeff Walburg: Your coach may say, hey, between our sessions, I want you to reflect on an idea, or maybe even work on a project [00:03:00] so that when you come back to the next coaching session, we've got some insights to draw from. And then the one on one manager feedback for growth. That's about tying the work that's happening in the coaching sessions, the executive firesides, the weekly reflection activities back to your job in a way that's future focused.

[00:03:17] Jeff Walburg: So thinking about your future development and what we found is the most powerful way to do that is often through someone's manager. So if that's the quick snapshot of what PILOT is, I always get asked, okay I hear a little bit of what it is. Well, who is it for? And usually what I'll say is PILOT is really for a wide range of organizations, different sizes, different industries.

[00:03:41] Jeff Walburg: We've been recognized by partners and industry awards for the impact that we're making on DEI initiatives, employee development, business growth. And so you can see here, there's, pretty wide scope of who we've partnered with. And this is, of course, not an all inclusive list, but gives you an idea of, there's some bleeding, cutting edge startups to [00:04:00] large Fortune 500 companies that we partner with for a range of initiatives.

[00:04:05] Jeff Walburg: After that question, I always get asked, okay what can we expect to see for the impact? from PILOT. What are we going to see? What are those demonstrable wins? And this is just a quick snapshot of a few of those, and we're going to take a deeper dive as I walk through the experience a little bit.

[00:04:20] Jeff Walburg: But some of the things I'd like to highlight here are Some qualitative impact, some quantitative impact. So it's qualitative. And especially as you think about having an impact for your DEI initiatives and showing value for your DEI programs the employees who are a part of the program are going to come away feeling like they're being invested in like they're being recognized by the organization for the work that they're doing and for.

[00:04:45] Jeff Walburg: For example, this could be, we partner often with ERG or like affinity group leadership employees who are taking their own time to support diverse initiatives within their organization by leading these groups and programs often don't get recognized for that work. [00:05:00] And so PILOT is a great way to support those types of employees with specific development just for them.

[00:05:06] Jeff Walburg: And beyond that, it helps them prioritize their own development so that they then feel empowered to advocate for their own needs rather than just rely on, Oh, well, my manager or HR or my DEI leader will highlight the work that I'm doing. They learn how to advocate and they feel empowered to do that on their own through the development that they get throughout the program.

[00:05:25] Jeff Walburg: And it also provides an opportunity for them to connect meaningfully with colleagues that maybe they don't normally get to, maybe because of geography or different departments. It's really meant to foster an inclusive environment through those group coaching sessions, through the executive firesides, through connecting with their manager on future development conversations, and even the weekly activities that they do.

[00:05:47] Jeff Walburg: So let me just touch really quickly on some of the quantitative data. We'll touch on that specifically as I walk through the experience a little bit, but I'll just highlight a couple of things at the bottom there. You see that 91 percent that's a CSAT [00:06:00] score. It's something we measure at just about every touch point throughout PILOT's program.

[00:06:04] Jeff Walburg: The gold standard benchmark for CSAT is 80%. That's the gold standard. PILOT, our CSAT across all of our activities throughout the whole program is 91%. That next number 80 percent that's very closely tied to retention. It's employees. intent to stay with the organization. 80 percent of employees who went through the program said they intended to stay with their company for the next two years.

[00:06:28] Jeff Walburg: So especially as you think about diverse talent and wanting to keep that talent with your, within your organization, it's incredibly important to be tracking that retention metric. In the middle, 33 percent increase in PILOT participants who say their manager show a genuine interest in their aspirations.

[00:06:47] Jeff Walburg: This is closely tied to not only retention, but also engagement. Employees who have a manager that supports their career and their ambitions and their goals is closely tied to employees that are productive and that stay [00:07:00] with the organization and that really feel empowered to have an impact in their role.

[00:07:04] Jeff Walburg: That 73 percent number, that's MAU. We track that because we want to make sure that employees are engaged with the program. Typical MAU numbers for an online L& D program are like 10 to 15 percent. PILOT is far and away the leader in that metric at 73 percent. Closely tied to that Net Promoter Score.

[00:07:22] Jeff Walburg: This is essentially, would you recommend PILOT to someone else? On a scale of minus 100 to positive 100 the benchmark for other software based programs, which PILOT is a negative 52 and we're at a positive 52. So I highlight those things not to, toot our own horn on some of the metrics, but just to show as you even think about what programs you want to do in 2024, you most, DEI and talent leaders that we're talking with, which I do on a regular basis, are really thinking about what's the qualitative value and what's the quantitative value when I think about producing demonstrable wins.

[00:07:57] Jeff Walburg: Specifically what we're going to cover today [00:08:00] I'm going to walk through three components of PILOT's program that I just highlighted. We're going to take a deeper dive on the group coaching, why it's important, why it's the foundation of what we do with PILOT. You'll get to experience a session.

[00:08:13] Jeff Walburg: We'll talk a little bit about the impact for the participants who go through specifically the group coaching component. And then I'll touch on executive fireside, that mentorship at scale and how leaders can act in that capacity. I'll also cover how we prepare and support them and DEI leaders who are program managers, and then you'll get to see a fireside chat in action.

[00:08:33] Jeff Walburg: And then before we wrap up, we'll touch again on the reporting, what we track, why when it happens. What you can expect to see, and then why that's important when you think about how do we deliver and produce demonstrable wins for DI programming. All right.

[00:08:49] Laura Mastrorocco: Awesome, Jeff. I'm going to go ahead and take down my slides and allow you to get set up. And while we're doing so, I have a question for everyone, and [00:09:00] that is, if you would please share in the chat, what challenges do you anticipate with DEI in 2024? I'd like to hear what challenges you anticipate. in the coming year within your organization.

[00:09:15] Jeff Walburg: Yeah, and this will be helpful to hear what You know, we can tailor this time to even the comments that we see in the chat. Carol, increase in additional surveys. Gloria, resistance to change, right? Very common.

[00:09:27] Jeff Walburg: Carol, we'd love to hear a little more context on the increase in additional surveys. What the challenge is there. Maybe we'll tailor some of our time specific to some of the comments. And this could be, Hey we don't think we're going to get executive support because we've tried programs and they flopped in the past, or a, we, our budget got cut.

[00:09:44] Jeff Walburg: We need to do more with less. Could be we don't know how to reach a broad enough group because everyone's scattered. Now we're remote workforce, or maybe they're back in the office. They're mixed. Could be any of those things. So if there's anything specific that you're thinking [00:10:00] about challenges that, you need to address.

[00:10:02] Jeff Walburg: Thinking about DEI programming for 2024. Drop it in the chat.

[00:10:12] Jeff Walburg: All right. You should be seeing my screen. And if you do have more thoughts, challenges, feel free to add those in the chat. And then also feel free to ask questions. Laura is going to keep an eye on the chat. So as I walk through these components of PILOT, don't hesitate to drop a question in the chat.

[00:10:28] Jeff Walburg: We'd be happy to answer questions in real time if we can, if not, we'll we'll, try to circle back with you even after the webinar today. So what you're looking at here, this is the landing page for when someone first starts with PILOT. And I start here because this is where an employee who's going through the program would start.

[00:10:48] Jeff Walburg: And I love this because right out of the gate we're tying PILOT's program to the initiatives, and other programming that you may already be doing at your company. So [00:11:00] well, right out of the gate, it's talking about feeling powerful at work and it's meant to drive excitement and energy.

[00:11:05] Jeff Walburg: There's often a countdown clock here, but then this is actually a co branded website that we build. It's a microsite that we build based on input from you. So this is how we Right out of the gate, want to tie PILOT's program to initiatives that you might have at your organization. So maybe there's a specific focus on an aspect of talent development or DEI programming, or maybe it's driving a sense of belonging across the entire organization.

[00:11:36] Jeff Walburg: We're going to highlight that right out of the gate. Someone from you, your organization, maybe this is you or another DEI or talent leader talking about why this program is important and it's co branded and this is where right from the beginning you get to customize and fine tune what we do. And then it gives a quick rundown just like I already gave and I'm going to give even more in depth on what's going to happen throughout PILOT's six month program.

[00:11:58] Jeff Walburg: Weekly individual [00:12:00] reflection. This is 10 to 15 minute activities delivered straight to someone's phone. Meant to help them think about their own career, their own development, what they want in their role, and again, mirrors what happens if you have a coach. And actually through that weekly reflection and the group coaching, we utilize a shared development plan.

[00:12:21] Jeff Walburg: It's really meant to be the 80 20 of what every employee needs in their own development. Just to give you a sneak peek at what this is, because I'm going to, I'm going to hint at some of these as we look at through coaching. Here's a quick glance at some of the topics we cover throughout PILOT's six month program.

[00:12:37] Jeff Walburg: We talk about this as a shared development program, but it's really a set of objectives and skills that are critical for anyone to be successful, whether they're an individual contributor, an emerging leader, a current leader, a manager, even up through some more senior manager or director type roles.

[00:12:55] Jeff Walburg: So we'll cover things like All right, how do you own your career? What is the difference between management, leadership, and [00:13:00] power? How do you work efficiently? And we'll cover workability, time management, focus, getting your own needs met, winning with your manager including yourself at work, and then also making sure that what happens throughout PILOT's program is something that, that stays with you beyond the six months.

[00:13:21] Jeff Walburg: So going back to the sign up page, we give a sneak peek to employees when they first start about what we're going to be covering through the weekly reflection, the monthly group coaching, the manager feedback, and those executive fireside chats. So today, again, I'm going to cover the group coaching, the executive firesides, and then the reporting.

[00:13:39] Jeff Walburg: So let's start with the group coaching because in a lot of ways, this is the foundation of where PILOT started. PILOT was founded. by Ben Brooks, who himself was a senior VP of HR at a Fortune 1000 company was also an executive coach, saw the value of one on one coaching, but also how difficult that was to scale for broader impact.

[00:13:59] Jeff Walburg: And especially as you [00:14:00] think about DEI initiatives. You want something that has impact, but that also can be scaled to a broad enough group so that it is equitable. It is inclusive. It does drive a sense of belonging across a diverse range and a diverse populations within your organization. So this professional group coaching, these are monthly one hour sessions held on Zoom, supported by a professional certified coach, a host, and a producer provided by PILOT.

[00:14:27] Jeff Walburg: These sessions are meant to be participatory, drive action, and again, an inclusive environment, because it's done on Zoom. You don't have to be in a specific location. You don't have to come to an office. We do it virtually. We've done this even before the pandemic. This has always been our model, and so we didn't have to shift anything.

[00:14:46] Jeff Walburg: This is how we've done it for the last seven years.

[00:14:51] Jeff Walburg: And I'll just call out that this is just with your organization. It's a cohort model, typically 15 to 35 employees, going through the [00:15:00] program at the same time, but just from your company. So it's not like your organization and 10 other people from a company you've never heard of. It's just your organization because it's just focused on supporting the initiatives that you already have.

[00:15:12] Jeff Walburg: So to give you an idea what happens in a coaching session. I'm going to, I'm just going to highlight like what we do, but as I do that, I'd love to hear in the chat, has anyone done, if you've done group coaching or one on one coaching or any kind of coaching at your organization, we'd love to hear that in the chat.

[00:15:30] Jeff Walburg: You can just do yes or no, or you could do group one on one or no. We'd love to hear that because that'll help me again, tailor this time. So let's do that. Yes. And if you have, you can highlight that we've done group coaching or one on one coaching, or if you haven't just say no. Carol says yes. Sean Roberts, no.

[00:15:49] Jeff Walburg: Laura, thanks for highlighting my question. Love it. Yes on both. No group and mentoring. Yes. Group coaching. Perfect. So that's a great mix. So for those of you [00:16:00] who have done one on one coaching, I'll try to compare how this is similar and deliver similar value, but also delivers outsized value because you're reaching a broader group.

[00:16:10] Jeff Walburg: And then there's something powerful about doing group coaching. beyond just one on one, how you can scale that impact. For those of you who have done group coaching or group mentoring I'll highlight how maybe PILOT is different from some of the other programs out there. And if you haven't done either of them, great, this will be all new and maybe give you some ideas for ways that you can think about coaching at your organization in the next year.

[00:16:32] Jeff Walburg: These sessions are meant to be a one hour session and it's a tight one hour. We pack it with a lot of information and it's meant to be very participatory. It's not a, it's not a webinar where you show up and you can have lunch. Like maybe some of you are doing that today. You got the camera off, you're on mute.

[00:16:47] Jeff Walburg: You could be having lunch and listening to what's happening. This is a coaching session. So just like if you were one on one with a coach. You need to be engaging with what's happening. That's how we set up these coaching sessions, but even the community agreements that we have [00:17:00] up front with each session, the coach will always bring one idea that ties back to the development objectives, that curriculum that I shared with you just a minute ago.

[00:17:10] Jeff Walburg: And then it's a dynamic session. You're in the polls, you're in group discussions. The coach will bring some key distinctions. So to set the context, if you're going through the program, you've been doing weekly activities building up to this coaching session. So now you've got some insights to draw on from those reflection activities.

[00:17:28] Jeff Walburg: You've got your colleagues in the room to rub shoulders with and hear what they're thinking about. And then you've got a professional coach to help you take those insights and turn them into action. And what I love about this, When compared to one-on-one coaching is that one-on-one is fantastic, but one it's often expensive and it's not scalable by definition.

[00:17:46] Jeff Walburg: Right? It's one-on-one. Well, this is one to many. So you can have this outsize impact by reaching a lot of employees together in the same room. We do breakout rooms, so all together, 20 people and then you split up into a group with [00:18:00] two or three of your colleagues to answer some questions that maybe the coach brought up.

[00:18:04] Jeff Walburg: Let me play this clip. Because I love this idea of we'll do some brainstorming and then applying those insights and then turning them into action. We cover core competencies throughout PILOT, which are reflecting inward. That's those weekly reflection activities. Learning to give and receive feedback, which is a core component of PILOT.

[00:18:23] Jeff Walburg: and critical skill for someone's development. And then advocating for yourself, learning to know what you need to do for you and your teams to help you feel powerful at work, and then taking action. So even in these coaching sessions, we want to take those insights and plan out how do we go beyond just knowing what we need to do to doing what we need to do.

[00:18:42] Jeff Walburg: So let me make sure that I've got the audio ready to go here.

[00:18:50] Jeff Walburg: All right, let me start this. Laura, can you let me know if the audio is not playing?

[00:18:54] Ayana Coston: Yeah, so before I go on to this slide, let me give you a quick little riddle. Let's say, I [00:19:00] have six brand new swimmers that are at the pool, right? It's summertime and six little swimmers, they all know how to swim there at the pool.

[00:19:06] Ayana Coston: Four of my swimmers decide to jump into the pool. How many swimmers are left on the side of the pool? Just scream it out.

[00:19:15] Ayana Coston: Y'all actually set me up. Four of them decided to jump in the pool. That means I have six left because they decided. I didn't say four of them jumped in the pool. Language can be tricky. The reason I bring you this slide is because we know things. Y'all know what to do at work.

[00:19:30] Ayana Coston: You know how to do it. You know how to advocate, but you choose not to. Because, oh, they're going to think that if I say that I need help, they're going to think they hired the wrong person and I'm stupid. If I say that I want to move to something else, they're going to think that I'm ungrateful, right? So you know what you need.

[00:19:44] Ayana Coston: And I will always fight with people to say, I think most people have some idea of what they need, but they're afraid to say it because of the consequence. So when you know something versus you do something, there's a gap. And there's a hole. And in

[00:19:55] Ayana Coston: that hole, the reason I think knowing versus

[00:19:58] Ayana Coston: doing exists is because [00:20:00] of assumptions.

[00:20:00] Jeff Walburg: I love that. That highlight between knowing something and doing something that's just a stark contrast and what we talk about this gap. So that's a key component of what we do through every touch point and all those modes of learning throughout PILOT, but especially in coaching sessions is taking what's happening in them and turning them into action.

[00:20:20] Jeff Walburg: So even as you think about, well, how do we deliver a program that, that has meaningful wins, especially Well, one of the ways we accomplish that is helping employees cross that gap of just knowing what they need to do to actually doing what they need to do in their given role and their careers, and it really helping them to feel powerful at work.

[00:20:41] I'll highlight in these coaching sessions that we always leave a few minutes for additional coaching and Q& A, and we've got a professional certified coach in the room who, Beyond just, spending the time for an hour learning who's in the room, they also know the context that they're stepping into with each of these coaching sessions.

[00:20:57] Jeff Walburg: So I talked about with that landing page where [00:21:00] we, it's co branded, it's customized to what's happening with your organization. Well, even these coaches will understand the context. So maybe again, I use the example of ERG leaders who might be in a cohort. Well, your coach is going to understand who is in the room, ERG leadership at this company, typically underserved or underdeveloped or not invested in even though they're doing a lot of work for the company.

[00:21:24] Jeff Walburg: And also they're going to know maybe they just had performance reviews, and they're coming off those so they're going to tailor the questions and the times, and the topics that they cover, based on the context of what's happening in your organization. Let me just touch on, on, on the impact. And these are just a few quotes and we've got case studies and customer spotlight.

[00:21:44] Jeff Walburg: So if you want to hear more we'll share some information at the end, or at least my information at the end, if you want to hear a little bit more of. who we've worked with and how we've delivered meaningful wins. We've got some great case studies. If you're interested in those, [00:22:00] drop it in the chat either now or at the end of the session, I'll remind you and we'll make sure we get you some of those.

[00:22:04] Jeff Walburg: But here's a few quotes from those who've gone through PILOT in the past. I'm not going to read all of these, but I'll point out a couple of highlights. I like the one at the top from parts of science talking about, it was wonderful to hear what others plan to do, right? The sense of connecting with your colleagues.

[00:22:21] Jeff Walburg: In real time, hearing what they plan to do. Someone from Johnson Johnson, their last phrase there, Hey, I actually set a timeline, right? I actually set a timeline on taking action. The difference between knowing versus doing. And then finally, the questions were comfortable for breakout rooms and it was a fun space.

[00:22:38] Jeff Walburg: That's from someone at Nestle who went through the program. And we do really want to make these coaching sessions both fun, comfortable. They're meant to be incredibly inclusive, which drives a sense of belonging, but we're also going to focus on taking action as well. Now, those are live sessions. The weekly reflections are asynchronous.

[00:22:58] Jeff Walburg: The manager feedback [00:23:00] sessions can be done on the time coordinated between the employee and their manager. So, if you miss a live coaching session, what we do is we build a short recap. It's a ten minute activity with three videos, so someone can glean some of the key takeaways, even if they do happen to miss one of the live sessions.

[00:23:19] Jeff Walburg: All right. So that's group coaching. Much more that we could go into there and Laura, I see you're dropping my email in the chat. If you're interested, again, if you're interested in the case studies, or if you're interested in understanding more details about what happens in those group coaching sessions, drop us a note.

[00:23:35] Jeff Walburg: We'd be happy to walk you through more detail and then specific to what you're trying to accomplish at your organization. That's a lot of what my work is spent doing at PILOT, is understanding what organizations are trying to accomplish and how PILOT can help add value to those. How our program can be a solution as you think about delivering demonstrable DEI wins in 2024.

[00:23:58] Jeff Walburg: All right. I'm going to move now [00:24:00] to the fireside chats. Just the nuts and bolts of what this is. These are similar to the coaching sessions. They're one hour, one every other month with three different senior leaders, typically executives from your company who come in and act as a mentor at scale.

[00:24:17] Jeff Walburg: But it's supported by a coach, a host, a producer from PILOT. And then we also prepare and support, not only the program managers who may be some of you on the webinar right now, or maybe you're the executive who might be leading these executive firesides. We prepare and support and host these so that senior leader gets to come in.

[00:24:36] Jeff Walburg: And rather having to worry about is the technology going to work? And, well, is my deck ready? What do I have to talk about? All that's prepared so they get to come in and be inspiring, relatable, and prepared. And this is meant to reflect where if you have a one on one coach, your coach may also ask you to find a mentor, someone Maybe in your organization or your industry who's further along in their [00:25:00] career, who can come alongside you and talk about maybe the decisions that they had to make when they were early in their career like you are, or like an employee who's going through the program is and talk to them about the unwritten rules of work.

[00:25:12] Jeff Walburg: Maybe someone who didn't have a mentor growing up or in maybe college, or maybe they didn't, and they're looking for someone who could talk to them. This is even about an aspect of making it equitable and inclusive, saying, hey, we're bringing you alongside senior leaders who maybe you have not had the chance to rub shoulders with in the past.

[00:25:34] Jeff Walburg: So just let me give you an idea of what happens in a session. It is a tight one hour again. It's down to the minute. So we want to make the most out of having that senior leader in the room. And let me just play you a clip of kind of what happens in one of these sessions. And I'll just, Yeah, I'll play this an I'll add a few comments here.

[00:25:56] Jeff Walburg: But in that capacity, I was told I [00:26:00] cannot believe your company has sent a woman here. And nor can I believe, I don't know what you are. I don't know what your nationality is, but, um, I, we've never had a woman and we don't know what you are and we don't want anyone but a man. And I said, um, Well, I'm here.

[00:26:20] Jeff Walburg: He asked me, he said, what are you here for? Anyway, I said to increase your overall revenues for your tax revenues to increase your quality of education and your school system. And, um, he said, well, I guess, you know, a little bit. And so what is your background? I told him I had a master's in tax and all that stuff.

[00:26:41] Jeff Walburg: And he said, Oh, he said, I'll give you two months and at the end of two months, he said, Oh gosh, I should have, I should not have said anything. Um, but he had written a letter to the CEO to get me out. And then afterwards he wrote a letter, said, please never take her [00:27:00] out.

[00:27:00] Jeff Walburg: I love that one from Hilda for a number of reasons, and I'll just call out one, you've seen at the bottom there.

[00:27:06] Jeff Walburg: She's a board member at Southwest Water Company, one of our, one of our customers, and that's a great example of who could be those executives that come in and the fireside chats.

[00:27:15] Jeff Walburg: So whether you've done executive fireside chats in the past, one of the things that often is difficult to facilitate them is finding the right person. So not only do we help you identify who a good person would be, and maybe it's specific to the current cohort that's going through the program, maybe it's specific to what's happening in your organization today.

[00:27:35] Jeff Walburg: So not only do we help you identify, but we also help you prepare, really we do the preparation and support for them, so that rather than be like an operational partner and make sure everything's going to work right, you get to be a strategic partner and decide, all right, Who's Hilda, the right board member who's going to come in and talk to this cohort that's going through PILOT focused on a DEI initiative who can talk about their [00:28:00] experience being a woman and a minority moving into a senior leadership role.

[00:28:05] Jeff Walburg: So some of the ways that we do that is a really quick, a short 20 minute activity that we'll send to that executive to help prepare them, but also to help us prepare a bio. Okay. Not just a resume, but a profile on them to share with the employees. So they get a clear understanding of who is this senior leader?

[00:28:23] Jeff Walburg: Maybe what have they experienced? Do we get some additional facets from them beyond just what's on their resume or what's on their LinkedIn? And then when we do a short 30 minute. Like a media blitz training. Alright, what's going to happen? How do we prepare you for the questions that are going to come up?

[00:28:39] Jeff Walburg: What is going to happen minute by minute in this executive fireside so that, again, rather than be worried about some of the logistics, that senior leader gets to show up polished and prepared so that they get to be really vulnerable and relatable with groups that's there. So just a few quotes from some of the impact that we've [00:29:00] seen.

[00:29:00] Jeff Walburg: I'm going to play a video at the end here that I'll highlight some of these that you're seeing, but I won't read all these, but just on the left hand side, you see Allison, who's a CFO, talked about, that it was a professional experience, and as a result, it made it easy for me to talk about my experiences.

[00:29:15] Jeff Walburg: I like the one from Robert in the middle there, Associate Director, great opportunity to share my story, where often senior leaders don't have this opportunity, even though they, maybe they want it. to share their story in a way that's beyond just the nuts and bolts of the business or what's happening at the company right now.

[00:29:32] Jeff Walburg: We provide this really unique environment for them to act as a mentor in a scalable way. All right. So let me shift gears here. We've talked about group coaching. We've talked about the fireside chats. Today we're not going to dive into the reflection activities, which these are weekly, done asynchronous, minutes, based on that shared development plan that build up to these group coaching [00:30:00] sessions.

[00:30:00] Jeff Walburg: We're also not going to talk about the manager feedback. This is what we find is one of the most powerful ways to tie back what happens in the other three modes of learning back to someone's job through their manager. And we do this by facilitating future focused conversations, not performance reviews, although they could dovetail with those, but future focused development conversations by even preparing the manager.

[00:30:23] Jeff Walburg: So managers have a dedicated coaching session at the very beginning of the program so they can help support their employee who's going through the full experience. If you're interested in learning about. What we do with either of those self reflection activities. Maybe you want to see what the questions are.

[00:30:38] Jeff Walburg: Maybe you want to know what the engagement looks like. Maybe you want to know what the manager feedback, how we equip managers to our ears model of having great conversations. If you'd like to learn any of that, again, you're welcome to email me directly. You could drop a note in the chat. We'll save the chat so we can go back through.

[00:30:56] Jeff Walburg: If you'd like to see, even we've got some of this at [00:31:00] we can even share with you in an email. If you want to understand how we facilitate some of this with our years model for development conversations done by the managers, the employees drop, drop ears in the chat. Drop that. I'll remind us at the end drop me an email.

[00:31:12] Jeff Walburg: We'd happy, we'd be happy to share that with you. That said, for the sake of time, what I'm going to touch on is the reporting. It's critical with any program, DEI, talent, otherwise, that you need to be able to report on both the qualitative and the quantitative value that program is delivering. So going back to the title of this webinar.

[00:31:35] Jeff Walburg: demonstrable wins to your DEI program. If you can't demonstrate that your DEI programming or initiatives are delivering wins then it's more likely that you're not going to get budget for the next year. It's more likely that more people are not going to be impacted by it because they're not going to see the impact that it's delivering to those who are going through the program.

[00:31:54] Jeff Walburg: And so we know that it's critical for any program to be successful and to continue to [00:32:00] be successful that you have to be able to broadcast what's happening before, during, and after the program, which is exactly what we help you to do. And the way that we do this is by partnering from the very beginning with you to get a clear understanding of what's happened with your organization, and then giving you a comprehensive view of what's going to happen with PILOT.

[00:32:19] Jeff Walburg: and how it ties to what you're trying to do at the company. And we co create with you a skimmable summary that you can easily share that summarizes what happens with PILOT. We set goals and expectations up front. Like what does success look like? We call it our partnership charter. So we're going to tie specifically the objectives of PILOT to business goals that you have.

[00:32:41] Jeff Walburg: So that could be, Hey, we want to see better retention. in our diverse populations at the organization in the next year. So great, that becomes our, one of our objectives that we tie PILOT to, and then we deliver it to those populations at the organization, so that over time we can see [00:33:00] those retention metrics change.

[00:33:02] Jeff Walburg: It might be, hey, we want to support, I've talked about a few times, but ERG leaders, because we know that they're spending a lot of their additional time and effort on these initiatives that are really important to the company and it's tied to other strategic goals. This becomes a really clear way for you to tie PILOT to your business.

[00:33:18] Jeff Walburg: demonstrable DEI wins in a way that then you can present to executives or other senior leaders or stakeholders within the business. And then of course we track standard engagement metrics, some of those that I shared with you already, so you can understand who is engaging with the program who is not, how are we moving the needle on core career competencies, or retention metrics, or employees engagement with their manager.

[00:33:43] Jeff Walburg: So not only do we set that up front, but we also give you updates. in the middle of the program. So you've got a clear picture of what's happening. So these quick indicators of success, right? Are employees satisfied? You saw those CSAT scores. Are employees participating? You saw our MAU. You're going to be able to [00:34:00] see that specifically for your organization.

[00:34:02] Jeff Walburg: And then we're also going to mix in some qualitative data. What are some quotes? What are some feedback that we're hearing from employees, even from the program as it's happening in real time? That way we can help keep senior leaders engaged while the programs are going and we have most of our partners have multiple cohorts running concurrently or maybe staggered throughout the year, depending on what initiatives you're tying them to.

[00:34:28] Jeff Walburg: But it gives you an opportunity to adjust in real time to make sure that you're engaging the group in the right way throughout the program, so that afterwards what you get. summary where you can broadcast the full results of the program, covering the themes and the topics throughout PILOT, tied to your initiatives.

[00:34:46] Jeff Walburg: So at the end, you get something that can be really easily shared and broadcast, and that'll dive through the deep details if you'd like to, but that really highlights the, Hey, here were the initiatives that we wanted to accomplish for DEI. Here's what [00:35:00] we did about it. And here's the really clear wins that we saw from, not just from PILOT, but really from the work that you've done supporting diversity, equity, inclusion, belonging, and programming at your organization.

[00:35:16] Jeff Walburg: All right.

[00:35:17] Laura Mastrorocco: Jeff, I just dropped a question in the chat. I'm curious how you all track the success of your coaching programs.

[00:35:26] Jeff Walburg: Yeah, that's a great question, Laura. And even if you've got specific ways that you do that, would love to hear that. And then I can even, I can talk about how we've done similar things with other partners.

[00:35:39] Jeff Walburg: Maybe even what's been more important to you or what have you tracked? Like that qualitative data, you know, that's like the quotes, that's like the stories, the testimonials anecdotal, what's your comments from those who are in your program. And then the quantitative would be, Oh, we saw, 80 percent usage.

[00:35:58] Jeff Walburg: We saw a [00:36:00] change in retention. We saw, employees who feel more powerful at work or employees are now having better one on ones, or maybe there's more product productivity for a certain business unit or department. So maybe just in the chat. Put in qualitative or quantitative. We just love to hear and get a sense of those who are in the room, what you've done in the past.

[00:36:22] Jeff Walburg: And if you haven't done anything in the past, Gloria, I see you haven't started any. Maybe what do you think is more important to your organization? That quantitative data, the numbers the metrics, the points, or the qualitative data, the stories, how is this making an impact to those who are a part of our initiatives or programming?

[00:36:47] Jeff Walburg: All right. We'll give a few seconds for those, but as we do that, Laura, I'm going to, I'm going to stop sharing my screen. And I'll hand over the reins back to [00:37:00] you.

[00:37:01] Laura Mastrorocco: Now's the time to ask. If you have any questions for Jeff, this is an opportunity for you to post those in the chat. And Carol, thank you. It looks like at your organization, you're using some anecdotal and testimonial and participation numbers. Great.

[00:37:21] Jeff Walburg: Love it. And that's, you know what that's very common. That's part of the reason why we do both is that often what we found is that when you need to get budget approved or when you need to, get a new program started, what a lot of budget holders, a senior leaders ask about is the quantitative data.

[00:37:42] Jeff Walburg: Hey, I need to know who's going to use it, how much, What's the impact been? And then often as the program is running and afterwards, those stories become really important. What's the qualitative what have we heard? I want to hear from someone who actually went through the program what we can expect.[00:38:00]

[00:38:03] Laura Mastrorocco: Okay, while we're waiting for any further questions to come in allow me to share with you about an upcoming webinar. It's called Learning Lab. This is the third part in a series, but you're welcome to come if you've missed the other two. It's all about building in community connection. So this webinar is a must attend for anyone dedicated to maximizing the impact of your learning initiatives.

[00:38:29] Laura Mastrorocco: We have our Senior Instructional Designer and Head of Product and Delivery will be hosting this webinar. And I've just dropped the link in the chat to register if you are interested. That is on Tuesday, December 5th at 12 p. m. at noon Eastern Time. We'd love to have you join us. The other thing I would like to share with you all is how to reach out to Jeff by all means we can contact you but [00:39:00] you can reach Jeff by scanning the QR code on the screen, or you can also, I'm dropping a link in the chat as well,

[00:39:12] Laura Mastrorocco: to to book a demo with him. I've already shared Jeff's email address. You see it there on the screen, [email protected], but feel free to reach out if you have any questions, if you'd like more information he's a great guy. You'd love to talk to him.

[00:39:28] Jeff Walburg: Thanks Laura. And yeah, we, I, I asked a few questions as we were walking through some of those experiences around like the challenges or you asked Laura about the challenges that you're facing.

[00:39:36] Jeff Walburg: And we talked about, Hey, have you done group coaching or one on one coaching or mentoring in the past? I really quickly touched on our ears model, supporting the manager feedback and development conversations. If you'd, if you're curious about any of those, or you'd like to see some of the free resources that we do have available drop me a note.

[00:39:53] Jeff Walburg: I'm happy to get those to you. Happy to even just have a thought partnership chat about, Hey, [00:40:00] what are other companies doing? I think I, I'm very lucky where I get to talk to DEI and talent leaders. Most of the day, every day. And I get to hear what are the challenges that they're facing in their industry, their geography, and then, share ideas of what other organizations are doing.

[00:40:20] Jeff Walburg: So if you, even if you'd just like to learn what else is out there, would be happy to have a chat and help spur some thinking as you plan for next year.

[00:40:30] Laura Mastrorocco: Awesome, Jeff. Thank you. One final thing I would like to share with you all, and that is the link to our website, which is I just dropped it in the chat panel, pilot.coach.

[00:40:43] Laura Mastrorocco: There are a number of on demand webinars found under the Resources tab on our website, and if you'd like more information or to just learn more, you can feel free to go there to to explore. And [00:41:00] that's all I have for today. Jeff, do you have anything to close us out?

[00:41:04] Jeff Walburg: Let's see here. You know what, I, if, maybe just to close us out, if you're willing to throw Or let me share the screen.

[00:41:16] Jeff Walburg: I've got a little short video, just a minute and a half that highlights some of those normally I do this, then I jumped right past it, but just some qualitative stories that maybe we'll end with today, and then we can wrap up, just give you an idea of What we hear from employees who have gone through PILOT and even for you to think about like, what are the stories you would like to hear from employees who are going through your DEI initiatives or programming in 2024?

[00:41:42] Jeff Walburg: So let me just play this and then we can wrap it up if that's okay.

[00:41:46] Jeff Walburg: I was very, you know,

[00:41:48] Jeff Walburg: daunted and intimidated by chatting with, you know, being in meetings with people who were three, four, five levels above my analyst role. Um, it was very intimidating, but PILOT helped me realize that [00:42:00] it's not about title at the end of the day.

[00:42:01] Jeff Walburg: You can still take responsibility and ownership over your work and still work within your space to gain influence to achieve results, ultimately. Through PILOT, um, being able to learn the You know, professional development and how to make my needs and wants heard. I was able to have a conversation with my directing manager, um, and thankfully, because of those conversations and because of PILOT, So I went from the community engagement strategist to social media content and engagement manager within a matter of six months.

[00:42:32] Jeff Walburg: And now I have this framework of how do I work with my team to understand what needs they have? You know, how can I help them work more efficiently? Um, and it's, it's been a unique kind of questions or series of self reflection that I've gone through in PILOT. and actually taking that same type of reflection on how I'm working for my team to make sure their needs are getting met and that they're able to work effectively.

[00:42:57] Jeff Walburg: PILOT enhanced that for me, uh, is to [00:43:00] learn, do, and then teach. And then just keep repeating that and then you will get better and better at the things that you are doing. I'm telling you, if you're not your biggest champion, no one will be your biggest champion. Even if others believe in you, you can believe in yourself and advocate and champion for yourself.

[00:43:17] Jeff Walburg: Um, it goes to the wayside. So the result, uh, I am happier. I have I'm boosting my confidence. I have more challenge going out of my comfort zone, but uh, it's, I'm okay with that. So thank you very much.

[00:43:36] Jeff Walburg: All right.. I just love sharing some of those stories. And as you think about testimonials and the impact that you'd like to see, we'd love being able to see, share. This is real world. employees at real companies feeling powerful at work because of the program that they went through with PILOT.

[00:43:52] Laura Mastrorocco: Awesome. Thank you, Jeff, from all of us here at PILOT, have a terrific rest of your day and feel free to reach out. [00:44:00] Thanks