Recorded Webinar

Transcript

[00:00:00] Laura Mastrorocco: talking about how we deal with stress in our lives. So let's all go ahead and click on that chat icon to the bottom of your screen and share with us, how do you deal with stress? One great way for me to deal with stress is running. I find that to be a great stress relief. So how do you deal with stress?

[00:00:21] What is your out, your outlet for stress?

[00:00:26] Oh, great. Thank you, Ted, for sharing.

[00:00:29] Jeff Walburg: Love

[00:00:29] Laura Mastrorocco: that. Yeah. Oh, yeah. Getting your hands dirty. Oh, meditation is another good one. Walking and listening to music.

[00:00:38] Jeff Walburg: Yes.

[00:00:39] Laura Mastrorocco: Oh, jujitsu. Thank you Trisha. I can imagine that would be very effective.

[00:00:49] So if you've just joined us, hello and welcome. We'll be getting started here in just a moment. And the question on the table is, how do you deal with stress? What's your outlet for dealing with stress? If you will share that in the chat. Thanks, Jeff. Working in the yard, that's a

[00:01:05] Jeff Walburg: very good one for sure. I was the work in the garden spurred that one.

[00:01:09] I'm a big fan of that. Excellent.

[00:01:12] Laura Mastrorocco: Excellent. All right. Let's go ahead and jump in. Hello and welcome everyone to how to use group coaching to produce demonstrable wins for your DEI program. So today we're going to talk about harnessing PILOT to deliver career development. Promote connection and prevent attrition.

[00:01:33] My name is Laura Mastarocco, and I will be your producer for today's session. And before we jump in, I would like to share with you some of the ways that we'll communicate today. You will see as we've started off, we'll be using the chat quite a bit. You'll want to make sure that your chat is set to everyone so that we can all see your thoughts and your comments.

[00:01:56] And just for your reference, we will not be recording the chat panel, though we are recording the session. So you can know that the chat is a safe space to pose questions or comments, and we encourage you to do so throughout our time together. Lastly we'll be using the chat to show support and agreement.

[00:02:17] So if you see or hear anything as we go throughout our session, you can feel free to drop a plus one in the chat. So here at PILOT, one of our core values is vibrancy. And one way that we like to show vibrancy is by engaging in the chat panel. So it's like a virtual high five if you drop a plus one in the chat.

[00:02:39] And yes. Thank you, Jeff, for demonstrating that. And so I welcome you throughout our time together to do without further ado, I would like to introduce to you our speaker today, Jeff Wahlberg from PILOT. He works in our sales and partnership team here at PILOT and there he works with companies of all sizes to identify talent development goals and plans and to help those companies meet their goals.

[00:03:07] Jeff is coming to us today from Santa Barbara, California. And with that, Jeff, let me turn it over to you.

[00:03:14] Jeff Walburg: Thanks, Laura. Appreciate that. Yes, I am in Santa Barbara and we were talking before about the current weather and things we do to deal with stress running, working in the garden, all the above.

[00:03:24] As you said that the sun, I said it was cloudy here. The sun just started to break out in Santa Barbara. So if you see me squinting, it's because I got my window shades still open. And like you noted, and on the slide there, I do work with companies. of really all sizes. So from very small startups to large, established Fortune 500 companies, and it's a lot about helping them to identify what are their unique DEI talent HR goals, and then how could PILOT support those.

[00:03:55] Before PILOT, I've also spent HR space at companies like LinkedIn and Glint and Rev, which does voice to text accessibility tools. On that note I think we've got a poll Laura, about where everyone else is coming from, or maybe what your role is at your organization.

[00:04:13] So we would just love to get an idea of what, not only, we asked how you deal with stress, but what's your role at your organization? What's your function? Maybe it's your job title, maybe it's a team that you're a part of, maybe it's a project that you're focused on right now. Not all inclusive.

[00:04:29] But we'd love just to get an idea of who is on the webinar today. So

[00:04:34] Laura Mastrorocco: we'd love to hear from all of you. Once you've made your selection, you can click that Submit button to the bottom right of the polling box. And we'll leave that open just for a few more seconds. So if you haven't already responded, please take a moment to do so.

[00:04:53] We'll go about five more seconds.

[00:05:00] And, Jeff, our results are in.

[00:05:05] Jeff Walburg: Great. Perfect. I love a good portion, all of the above, which I feel like in talent, HR, DEI, a lot of times you're wearing all kinds of different hats. You're L and D, you're DEI, you're leadership development. You're also another HR function. But it looks like.

[00:05:21] Diversity, equity, inclusion, and all of the above are the leaders for who's in the room today.

[00:05:27] Laura Mastrorocco: Yeah, and we'd love to hear from whomever said other, we'd love to hear in the chat if you could be more specific what is your role in

[00:05:33] Jeff Walburg: HR?

[00:05:38] That'd be great. Yeah, I was I'm looking at the chat, Laura, and I'm realizing someone jumped in and didn't know what we were talking about with some of the answers like training jiu jitsu and working in the yard or garden. The question could have been, what would you rather be doing right now?

[00:05:54] Or, something like that. But no, it was how you deal with stress. If you're thinking about those things we'll hopefully add some value to your time today with what we're going to cover with PILOT. There we go. TA and HR generalist. Thanks, Nicole. Appreciate that. Thanks for joining.

[00:06:10] All right. Should we get into it, Laura? Let's do it. Okay. So again, what we're planning to cover today is talking about how to produce and deliver demonstrable wins for your DEI program and how group coaching can support that. So before I dive into the unique features of PILOT that support meaningful DEI wins, I wanted to just give a quick overview of what PILOT is.

[00:06:34] Some of you may know maybe you came to this webinar and you had no idea. So I'll give you a quick snapshot in a nutshell and then we'll dive into some of the components of what we're going to cover today. But if I were to put it in a tweet of what is PILOT very short or something you could remember I'd say PILOT is a comprehensive six month employee development program And it's really built on four core employee experiences.

[00:06:58] Sometimes we'll call them modes of learning But they really reflect what happens in a typical one on one coaching relationship. So that's group coaching executive fireside chats, individual reflection activities, and one on one manager feedback for growth. So just like when you meet with a coach, you of course meet with your coach.

[00:07:17] That's the group coaching sessions that happen on a monthly basis. Next, the executive fireside chats. That mirrors if you meet with a coach, you may often be asked also to find a mentor, someone who Is in your similar role or your industry, maybe even at your company who's further along in their career who can act as a mentor to you and share with you things like the unwritten rules of work or maybe what they wanted in their career earlier on the individual reflection reflects or mirrors If you meet with a coach in between your coaching sessions, you may be asked to reflect on an idea or to work on a project so that when you come back to your coaching session, you have some insights to draw from something to talk about.

[00:08:00] And then that fourth component, we found that one of the most powerful ways to tie back what happens with a coach. To your job, to your role, to your career is through your manager. So that's why we include tools, resources, and frameworks for managers, employees to have really meaningful development conversations.

[00:08:21] So if that covers what I get asked about, what is PILOT? The next thing I often get asked is who is PILOT for and I'll say. PILOT is for really just about any organization. We've been recognized by partners and industry awards for the impact that we're making across diversity, across talent, HR, for employee and business impact, and it's being used by companies from leading cutting edge startups to again, large, well established firms, Fortune 500 companies, the next question I always get is if that's who it's for, what's the impact, what can I expect to see from PILOT?

[00:09:01] And I've got a snapshot of a couple of things on this slide, and I've split them between the qualitative impact for someone going through the program and also a little bit of the quantitative impact for diversity, HR and talent leaders. And it's really some of what makes PILOT unique. You're seeing there across the top for the employees, what they're going to see from PILOT is they're going to feel valued.

[00:09:25] They're going to feel invested in by their organization and recognized for being a part of the program, but they're also going to learn how to prioritize their own development. We help them make their development a weekly habit. So they feel then empowered to advocate for their own needs and not just rely on.

[00:09:42] a manager, not just rely on talent or DEI leaders to tell them what they need. And then we also provide an opportunity for them to connect meaningfully with colleagues in a way that's inclusive and drives a sense of belonging. For DEI leaders, What you can expect from PILOT on a quantitative level is high satisfaction, engagement and impact from the program.

[00:10:06] I won't run through all those data points there, but a couple that I'll call out first on the left hand side is that the 91 percent CSAT. We survey the satisfaction of employees who go through PILOT's program at just about every component throughout the program. And across all of those, our CSAT is 91%.

[00:10:25] The benchmark for other software tools or the gold standard is 80%, so we're significantly above that. I'll talk as we get into it a little bit more about that 80 percent of participants intend to stay with the organization or that 33 percent increase in participants who say their managers show a genuine interest in their career.

[00:10:46] Let me just touch on that 73 percent number. I think this is really important. This is MAU monthly average usage. So our employees actually using and engaging with the program on a regular basis. The benchmark for other online or L and D tools is 10 to 15 percent. And so PILOT were leaps and bounds ahead of that at 73.

[00:11:07] And then finally, that 62, that's a net promoter score. That's on a scale of minus 100 to positive 100 and the benchmark for other software L& D or just software in general tools is a negative 52 percent. Pods at a positive 62 percent. All right. With that said, and we're going to, we're going to circle back to a couple of these quantitative and qualitative data points.

[00:11:33] But when we think about producing demonstrable wins for a DEI program, I'm going to talk about a few components of what PILOT offers. So specifically, we're going to cover group coaching. We'll talk a little bit What makes group coaching important? Why we do it? What happens in a session? What the impact is for participants?

[00:11:54] We'll also touch on the executive firesides. Again, what are they? How we create an environment where leaders can act as mentors at scale. We'll talk about how we prep and support and you'll get to see a little bit of a fireside action or fireside chat in action. And then we'll wrap up with reporting.

[00:12:11] What we track on throughout PAI's program. Why we track it. When reporting happens and the results and benchmarks that you can expect to see from the program.

[00:12:22] All right, with that, Laura, if I can take the reins here, your thing. Yeah.

[00:12:30] Laura Mastrorocco: So I just I wanted to mention that when I'm not producing webinars for PILOT. I also produce and host some of our live coaching sessions. So I've had the opportunity to be hands on with the live coaching sessions as well as the executive fireside chats.

[00:12:47] Thank you. And in summary, they are so powerful. So I'm excited for you to learn more about them here. Jeff. I'm going to turn it over

[00:12:54] Jeff Walburg: to you. Thanks, Laura. Appreciate that. So you should be seeing feel powerful at work. And I start here because this is where PILOT started. This is our mission to help everyone feel powerful at work.

[00:13:08] So when we think about. Helping to deliver wins for your DEI program, helping employees feel powerful in their role is an incredibly important component of that. What you're looking at here is actually the sign up page when someone first starts with PILOT. When they first start the program, this may be their initial exposure to it.

[00:13:28] And I pull this up because this is a microsite that we build with any of our customers and partners. And it's really your, initial opportunity for you to put your stamp on why you're doing PILOT and also to synchronize what you're doing with PILOT to other initiatives you have at your pro at your organization.

[00:13:45] So as you think about what you're trying to accomplish with your DEI program, we want PILOT to align as closely as possible with that. So right out of the gate, you have an opportunity to fine tune and customize why PILOT is being deployed at your organization. So maybe You're thinking about underserved populations within your organization or ERG or affinity group leaders or certain demographics within your company who just historically have not gotten development or high performers from a certain demographic, whatever it might be.

[00:14:18] We want to align PILOT, why it's being rolled out for that group with the things you're trying to accomplish. And then we also give a quick overview for employees to see, all right, what is going to happen throughout the six month program. Like I just touched on, it's the Weekly Individual Reflection, the Monthly Group Coaching, the Manager Feedback and Involvement, and the Executive Fireside Chats.

[00:14:42] So today, we're just going to cover two of those. We're going to cover the Group Coaching and the Executive Fireside Chats. So let me walk first through the group coaching. And a lot of ways, this is the core of what PILOT is, right? All our modes of learning reflect what happens in a coaching relationship.

[00:14:59] This is where PILOT started. So what this is monthly one hour group coaching sessions done in a cohort, just from your organization, typically 15 to 30 employees who go through the program together and they meet once a month with. Three crew members from PILOT, a coach, a host, a producer, and the coach is a professional certified coach typically from a wide range of backgrounds, experiences, ethnicities, even geography, so you're getting a very unique perspective.

[00:15:31] And these are professional coaches who do one on one coaching, but we also have a higher bar even for those coaches where they have to also be able to coach and facilitate in a group setting. These sessions are meant to be participatory. They're meant to drive and spark action, and they're meant to be really inclusive.

[00:15:49] They're an opportunity for employees to come together in an environment that's safe and inclusive and connects them in a way that maybe they have not had the opportunity to do so. Otherwise,

[00:16:04] let's just take a look at what happens in a coaching session and how what happens in a coaching session can even drive meaningful wins and value free DEI program.

[00:16:17] I usually call out that these Coaching sessions are a tight one hour and they're meant to be very engaging or participatory. We even have an upfront community agreement with all of our coaching sessions where it's not a webinar. It's not, you show up, you kick back, turn off the camera, go on mute.

[00:16:36] It's meant to be a time where just like if you were meeting with a coach one on one, you want to be present. You want to be engaging with what's happening in the room. We also utilize or I always have a big idea with each coaching session because throughout the program, we utilize a shared development plan.

[00:16:53] You can think of these as skills or objectives that we cover throughout the program on a monthly basis. So it may be that For that month in your weekly reflection activities, you're talking about management, leadership, and power, or what it means to win with your manager, or what feeling powerful at work looks like for you.

[00:17:10] And then when you come to those coaching sessions, that's going to be the big idea or the theme for that coaching session. These are meant to be really dynamic times where you're in a poll and a group discussion, and then you're jumping into breakout rooms. So maybe the large group together, and then splitting off into smaller groups to talk about certain ideas.

[00:17:33] The coaches always come with key distinctions, mindsets, definitions, frameworks related to that big idea for the session. I really love the breakout rooms and the time together because it appeals to both the introverts and the extroverts. For the extroverts, they may really love the big time together.

[00:17:56] Hey, here's me and 15 of my colleagues. For the introverts, maybe the time with just three or four people in a breakout room is more meaningful for them. And we also always leave time at the end for additional coaching. So if you have a specific question maybe something came up as a result of the weekly reflection activities you've got a professional certified coach in the room to provide space and an opportunity for employees to ask questions.

[00:18:22] So let me give you just a sneak peek of what happens in a coaching session. This is about a minute and a half long, and I'll just let this play to give you an idea of. Hey, what are some of the frameworks, the distinctions that coaches bring to these?

[00:18:38] Various: So before I go into this slide, let me give you a quick little riddle. Let's say, I 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. Four of my swimmers decide to jump into the pool. How many swimmers are left on the side of the pool?

[00:18:58] Just scream it out. Two.

[00:19:03] Oh.

[00:19:07] Two.

[00:19:08] All right. I'm unsure. Uh huh. Yep, y'all actually set me up. 4 of them decided to jump in the pool. That means I have 6 left because they decided I didn't say 4 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.

[00:19:26] 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 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.

[00:19:47] So, when, you know, something versus you do something, there's a gap and there's a whole it in that whole. The reason I think knowing versus doing exist is because of assumptions. I've been on. I'm trying to be healthier and that includes. Yeah.

[00:20:03] Jeff Walburg: I love that distinction on knowing versus doing that, that you heard just in that little snippet because it aligns with some of the competencies that we focus on throughout PILOT as well.

[00:20:12] We interweave and interlace four career competencies throughout the program. Things like reflecting inward, thinking about, Hey, what do I want in my career, reflecting inward advocating for yourself. Feedback from others and then taking action because if you don't, if you know all these things, but don't ultimately take action on them, then you're leaving a lot on the table.

[00:20:36] So a lot of these coaching sessions focus on how do we take action on these insights that we're drawing from the weekly reflection activities from the group coaching sessions or from the executive fire sides or even the manager one on one conversations.

[00:20:55] Alright, this is just a few quotes from employees who have gone through PILOT's program talking specifically about the group coaching sessions. And I'm not going to read all of these, but let me just call out a few highlights. At the top, you're seeing someone from Hearts and Sciences talk about, Hey, it was great.

[00:21:09] It was wonderful to hear what others plan to do. And I love this because you, this is something that you get in a group coaching session that doesn't happen in one on one coaching, where you get to hear what others are planning to do. You get an idea of the action others are going to take, and that helps drive not only additional connectedness and connective tissue, but also drives accountability with the employees that you're going through the program with.

[00:21:34] Next up, someone from Johnson & Johnson, just their last sentence there. I actually set a timeline, right? They were driven to take action as a result of the coaching session. And then finally, someone from Nestle USA highlighted that the questions were comfortable for the breakout room and it was a fun space.

[00:21:51] And we really craft these coaching sessions to be a safe. And enjoyable time, but also to drive action. So we balance those two as much as possible throughout the sessions. And then of course, I often get questions. Well, what happens if you miss a coaching sessions, right? These are live, they're engaging, they're participatory.

[00:22:13] Well, if you miss the coaching sessions, we provide a short 10 minute recap with a few videos, so you can take away some of the key highlights from the program, if you miss those live virtual coaching sessions. The

[00:22:30] next component that I want to talk about today is the fireside chats. And another way to think about this that I mentioned before is almost like mentorship at scale, where you meet with a coach or coach may encourage you to find a mentor, someone further along in their career who can share with you the unwritten rules of work, how they got to their point, that point in their career.

[00:22:50] So these are one hour sessions with three different executives or senior leaders. typically from your organization. And I'll talk about how we, you, we help you select and prepare them, but also it could be someone, maybe it's an investor or a board member or founder or someone in your industry, but outside the company who can come in and act as a mentor in a way that's vulnerable and relatable, just like the coaching sessions are supported by a coach, a host and a producer.

[00:23:16] So they're very polished. They're very professional. We record the sessions and they'll be available to employees afterwards. But it's meant to provide an environment where the leaders can show up as inspiring, relatable, but also really well prepared maybe in a way that they have not had to in the past or had the opportunity to do so in the past.

[00:23:39] Let me just share a clip of what happens in a coaching session or in an executive fireside session to give you an idea of who you could ask to be executives in a fireside chat and also the things that they cover. And I think this is especially relevant when you think about DEI programs because it's an opportunity for you to hand select Senior leaders in the organization that would be really relevant and applicable to those who are in a specific cohort.

[00:24:16] Various: But in that capacity, I was told, well, I 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 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 I'm here that he asked me, he said, what are you

[00:24:40] here for?

[00:24:40] Anyway, I said to increase your

[00:24:43] overall revenues for your tax revenues to increase your quality of education and your school system. And 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. And he said, oh, he said, I'll give you.

[00:25:03] Two months, and at the end of two months, he said, oh, gosh, I should have I should not have said anything. 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 out.

[00:25:18] Jeff Walburg: I love that video for a couple reasons. One, I'll just call out that you'll see there on the bottom that Hilda Pinnocks Ragland is a board member, right?

[00:25:25] She's maybe not the CEO. She's not on the executive team, but she's a board member, someone, of course, relevant to the organization. And she's got some incredible stories that she shares. And there's other video clips that I could, that I could share of her as well, as well as other leaders who've gone through POD's program.

[00:25:42] But hopefully that gives you an idea of how you could select senior leaders. To act as a mentor at scale, but in a way that's very prepared and polished. And part of the way that we support that is even helping you identify who those executives are for the fireside chats. So your partner team at PILOT, your customer success team will walk you through.

[00:26:06] Who typically makes a great executive fireside chat, and how is it going to be relevant or applicable to the specific group that they're going to be speaking or engaging with? And then for that executive, we prepare and support them as well. So we send them an activity that they can do asynchronously on their own time.

[00:26:25] to get some information from them so that we can then share that with the employees who are going to the program. But also we set up time with them to do like a media training. So it's a half hour conversation where we go minute by minute walking them through here's what's going to happen in this executive fireside.

[00:26:43] Here are the some of the questions. Here's the crew that's going to be supporting you. So they rather than having to spend time and effort preparing a deck or thinking about what they're going to talk about, they just get to come and show up and be vulnerable and relatable and talk about things that are relevant to the group.

[00:27:04] So I'm going to play some videos after I finish up the next session that covers some of the comments up there. I'll And then when I get to the reporting too, I've got a few other kind of qualitative impact and quotes that will cover. I'll just call out that, I mentioned CSAT already, customer satisfaction.

[00:27:24] The CSAT score for the executive fireside chats is the highest rated component of all that PILOT does. And 91 percent across the board. So that's already incredibly high. Specifically, the Executive Fireside Chats, this opportunity to bring in mentors at scale is the highest rated component of what we do within PILOT.

[00:27:43] And especially as you think about how do we support DEI initiatives or programs, this is a really powerful way to do that by bringing in someone who can act as that mentor. I know a lot of organizations that I talk to say, Hey, we want to do mentorship programs or we want to provide like these executive firesides, but they're logistically difficult or mentorship.

[00:28:05] It's hard to do when you're trying to align one to one. And so we try to cover all those spaces by facilitating an environment for those senior leaders to come and show up to the group in a way that's really meaningful.

[00:28:21] All right, let me touch on reporting before we wrap up. So you've seen a few of what happens throughout PILOT. You've seen I touched a little bit on some of the qualitative impact. Now with any DEI or HR talent program, you of course have to be able to show the impact that you hope to have with the program and then what impact you do have after the program and also need to align with other initiatives or goals at the organization.

[00:28:51] And that may be at the DEI level or the talent, the HR level and maybe across the entire organization. And so what we do at PILOT is we partner with you even before any program launches to understand what are the unique goals that you're trying to accomplish with PILOT and how can we align to those.

[00:29:09] So right out of the gate. We actually establish a partnership charter where it's how we help to set goals and expectations for what success looks like with the program that's specific to you. So how do we tie the objectives of what you're trying to accomplish with your DEI or HR program? and PILOT to the business goals of the organization.

[00:29:29] And then we offer advice on how do we drive the success of the program that align to the business goals? How do we create plans to mitigate the risk of things potentially going off the rails with the program or other things across the business? And then we provide information on a regular basis. And provide standard metrics and benchmarks in a way that's easy for you to consume and understand and share with your team or senior leaders.

[00:29:54] So you have a really clear guide and direction on what needs to happen. Are we aligned with our program goals and business goals at the beginning of the program, during the program, and after?

[00:30:08] One of the things I love about the way that we report during the program is it gives you a really clear snapshot Of what's going well, but also what's not going well, so you can see where you're at What's next and it gives you the opportunity to make corrections in real time so it may be that one of the things that we report on is monthly average usage or manager engagement Or executive support or their satisfaction with some of the components of the program.

[00:30:35] So maybe we see our managers are just not engaged with the program. Is there a way that we can make adjustments in real time? Two months in one month in rather than waiting till the end of the program to report on the success and say, Oh we didn't do well at this component of it. We provide this information in real time so that we can make adjustments in real time.

[00:30:59] And then after the program we packaged this information together mixing qualitative and quantitative data and the overall program themes and the results tied to the goals that we set at the beginning of the program so that you can easily share with others and broadcast, hey this is the program that we rolled out, here's why we did it.

[00:31:18] And here's the success that we saw with the program. And we also provide, if you want to, you can dive really deep and on a granular level into the statistics. What was engagement like? What was the change in employees perception of their organization? What's their intent to stay with their organization?

[00:31:36] What employees reported that their manager now takes a genuine interest in their career goals? So you have a way and a really easy way to tell a story with both numbers, quotes, qualitative and quantitative data.

[00:31:54] So one of the ways that we love to share and tell the qualitative data is through customer stories and testimonials. So what I'm going to wrap up actually with just a short video that highlights from real world PILOT participants, those who have gone through the program and are sharing In their own words, what they saw, the impact that they saw, the value that they saw in their careers and in their roles and for their companies from PILOT.

[00:32:28] Various: I was very, you know,

[00:32:29] daunted and intimidated by chatting with, being in meetings with people who were 3, 4, 5 levels above my analyst role. It was very intimidating. But PILOT helped me realize that it's not about title at the end of the day. You can still take responsibility and ownership over your work and still work within your space to gain influence, to achieve

[00:32:48] results.

[00:32:49] Ultimately through

[00:32:50] PILOT being able to learn the, professional development and how to make my needs and wants heard, I was able to have a conversation with my directly manager. And thankfully because of those conversations and because of PILOT, my title changed. So I'm. Went from the community engagement strategist to social media content and engagement manager within a matter of six months.

[00:33:11] And now I have this framework of how do I work with my team to understand what needs they have, how can I help them work more efficiently? And 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.

[00:33:34] PILOT, enhance that for me is to 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.

[00:33:54] It goes to the wayside. So the result I am happier. I have, I'm boosting my confidence. I have more challenge going out of my comfort zone, but it's, I'm okay with that, so thank you very much.

[00:34:12] Jeff Walburg: I love those. I, and I hope that gives you just a snippet of when we think about supporting organizations and when we think about supporting DEI programs and producing demonstrable wins it comes back to our mission, which is to help everyone feel powerful at work and one of the ways we do that. Is through telling those kinds of stories.

[00:34:38] All right, Laura, I'm going to hand the reins back to you. I know we've got a couple of things that we want to touch on before we wrap up today.

[00:34:48] Yes, and

[00:34:49] Laura Mastrorocco: if anyone has any questions about anything that Jeff has mentioned, you can feel free to drop those in the chat. We'd love to hear from you. We also have, webinar that's coming up quickly on September 20th. If anyone would like more information about five simple steps. To getting the HR budget you deserve.

[00:35:15] Jeff, if you want to talk a little bit more about that while I drop the link in the chat.

[00:35:19] Jeff Walburg: Yeah, thanks. I love this because I feel like it's very timely. I have conversations with DEI HR talent leaders on a regular basis on a daily basis really, and many of them are going through budgeting right now, whether your budget is with the calendar year or maybe it starts in October or you're off by a month, you're probably in this is budgeting season.

[00:35:39] So I think this is really relevant. You'll hear from Ben Brooks, who is the founder. And CEO of PILOT, who himself was a senior VP of HR and has gone through many budget cycles and seasons. And I'll give you really tangible, practical tips on how to get the budget you need and that you deserve. So things like how you do your homework, how do you link your budget proposal or ask?

[00:36:03] to the strategy, how you build the business case, how you rally the troops as needed, and then ultimately making that ask really insightful webinar. We do webinars on a regular basis, somewhere like these today, where we're talking through what PILOT is. This is really meant to be best practices, something really actionable coming up in just a week.

[00:36:29] And then, if you if you do have questions from today if you came here today wondering about plans for end of 2023, 2024, thinking about your budgeting, thinking about your DEI programming, what initiatives you're trying to accomplish, or maybe you have clear DEI goals that you've already set out, but you don't know how to get there.

[00:36:50] I've mentioned this a few times before, but We here at PILOT are in a unique position because we get to talk to HR, DEI, and talent leaders from a wide range of companies on a daily basis. So I'd love to have a chat to even be a thought leader and share best practices, what we're seeing other organizations doing help you think through how can you produce those wins.

[00:37:15] Whatever your goals might be, and of course, if PILOT is a part of that conversation, happy to share more about what that looks like, too.

[00:37:26] I think we've got both links in the chat, so if you want to link, sign up for the webinar, you can do that right now. If you'd like to find some time to connect. I've, I think it's my personal link there, so if you want to get some time on the calendar this is probably some of the best time of the year to be planning, again, end of 2023, beginning of 2024 would love to connect.

[00:37:54] Alright if there are any other questions, happy to answer any other questions. Otherwise, that's all that I have for today. Laura, unless you have other comments, thoughts? Nope,

[00:38:04] Laura Mastrorocco: so I'm not getting any other questions in the chat, Jeff, but I want to thank you all for your time. And by all means, we'd love to see you on a future webinar, or you can reach out to Jeff directly with any further questions.

[00:38:16] You can also visit our website, which will show all of our upcoming webinars. And that's a PILOT. coach. And there's a resources tab on our website where you can see upcoming webinars, as well as you can watch recordings of past webinars. Yeah. So with that, thank you so much for your time and your attention and have a great rest of your day.

[00:38:41] Jeff Walburg: Thanks everybody. Appreciate it.