Meet the 26-year-old entrepreneur turning high-school gamers into varsity athletes

LinkedIn

With his PlayVS e-sports platform, Delane Parnell is creating a valuable scouting grounds for new tech talent.

Sporting a pair of black Jordan 11 Cap and Gowns that look like they were just unboxed and a dark baseball cap that casts a slight shadow over his baby-cheeked face, Delane Parnell fields questions from the audience at this September’s TechCrunch Disrupt, the annual San Francisco assembly that has become a startup kingmaker of sorts. He shares the stage with Jason Citron, founder and CEO of Discord, a messaging app for video gamers with more than 150 million users, and—after a $50 million fundraising round in April—a valuation of $1.65 billion. Parnell’s PlayVS (pronounced play versus), an e-sports platform for high schools, has yet to even launch. But the 26-year-old Detroit native exudes confidence. “Investors are starting to realize that gaming is the next social paradigm,” says Parnell, answering a question about e-sports’ mainstream popularity. “And they want a piece of it.”

You don’t have to look far for evidence of gaming’s influence. It’s all over YouTube and Twitch in how-to videos and live-streamed sessions of FIFA 19 and Assassin’s Creed. A robust ecosystem of e-sports competitions is rising as well, with game publishers, entertainment companies, and even colleges and universities creating leagues and events for pro gamers and amateurs alike. The largest tournaments, for titles such as Dota 2 and Call of Duty, can fill stadiums and dangle purses of millions of dollars. According to research firm NewZoo, revenue from e-sports-related media, sponsorships, merchandise, tickets, and publisher fees is expected to nearly double from 2014 to reach $1 billion this year. Goldman Sachs projects e-sports viewership to reach 300 million by 2022, putting it on par with the NFL.

For all the organizations rushing into e-sports, a hole remains: high school competitions that engage the estimated 75% of American teens who already play video games. Parnell is filling that void with PlayVS, which lets schools create leagues and host virtual and live competitions. Though he’s diving into an industry full of well-funded sharks, including Amazon (Twitch’s parent company) and Discord, Parnell has an edge. In January, PlayVS signed an exclusive, five-year e-sports partnership with the National Federation of State High School Associations (NFHS), the organization that oversees varsity sports and activities at nearly 19,500 public and private high schools across the country. The first test season of a PlayVS-powered competition, for the popular multiplayer game League of Legends, commenced this October at high schools across five states, and the company is gearing up for its official inaugural season in February.

Parnell is now on a roll. Last week, just five months after PlayVS closed its $15.5 million Series A, the company announced a $30.5 million round from investors that include Adidas, Samsung, Sean “Diddy” Combs, and the VC arm of the Los Angeles Dodgers“I don’t care if you’re gaming on your phone, on a console, or through a cloud service,” Parnell says. “Gaming in high school, even if it’s tic-tac-toe, will run through us.”

If he succeeds, he could effectively control a pipeline that would feed into the burgeoning pro leagues. It took the NBA two decades after its first draft to start recruiting players from high schools, but e-sports leagues are already tapping young talent. A 13-year-old recently signed with a European pro Fortnite team. Given the venture capital and startups flooding into e-sports today, Parnell could create another, equally valuable conduit: one that enables high schoolers—particularly those from disadvantaged backgrounds—to parlay their interest in gaming into lucrative tech jobs. All he has to do is convince schools that e-sports deserves to be taken as seriously as football and basketball.

Continue onto Fast Company to read the complete article.

Mark Dean: Computer Engineering’s “Hidden Figure”

LinkedIn

Chances are, if you’ve ever stuck a disk drive into a computer or printed from a computer or even used a computer with a color screen, you have computer scientist and engineer, Mark Dean, to thank for all of that.

While he may not be as known as computer gurus like Steve Jobs or Bill Gates, Mark Dean’s contributions to the personal computer aren’t any less notable.

He holds some of the largest, most groundbreaking personal computer patents including the first color PC monitor and the first gigahertz chip. He also co-invented the Industry Standard Architecture system bus, which allows for computer plug-ins such as disk drives and printers.

Born in Jefferson City, Tennessee, in 1957, Dean helped launch the personal computer age with work that made the machines more accessible and powerful.

From an early age, Dean showed a love for building things; as a young boy, Dean constructed a tractor from scratch with the help of his father, a supervisor at the Tennessee Valley Authority. While still in high school, he also built his own computer, radio and amplifier.

Dean also excelled in many different areas, standing out as a gifted athlete and an extremely smart student who graduated with straight A’s from Jefferson City High School. In 1979, he graduated at the top of his class at the University of Tennessee, where he studied engineering.

As an engineer, Dean proved to be a rising star at the company. Working closely with a colleague, Dennis Moeller, Dean developed the new Industry Standard Architecture (ISA) systems bus, a new system that allowed peripheral devices like disk drives, printers and monitors to be plugged directly into computers. The end result was more efficiency and better integration.

But his groundbreaking work didn’t stop there. Dean’s research at IBM helped change the accessibility and power of the personal computer. His work led to the development of the color PC monitor and, in 1999, Dean led a team of engineers at IBM’s Austin, Texas, lab to create the first gigahertz processing chip chip—a revolutionary piece of technology that is able to do a billion calculations a second.

For the complete article, continue on to Black Doctor.

Top Organizations to Receive Diversity and Inclusion Honors Award At Annual Conference

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The Association of ERGs & Councils (a practice group of PRISM International, Inc.) released their annual list of the Top 25 US Employee Resource Groups (ERGs), Business Resource Groups (BRGs) and Diversity Councils set to receive the tenth annual 2019 ERG & Council Honors Award™ at an award ceremony during the 2019 ERG & Council Conference in Orlando May 3rd.

The 2019 ERG & Council Honors Award™ is the only annual national award that recognizes and honors the outstanding contributions and achievements of ERGs, BRGs and Diversity Councils. It was established in 2008 by the Association of ERGs & Councils, a practice group of diversity and inclusion consulting and training firm PRISM International, Inc.

The 2019 ERG & Council Honors Award™ recipients are a diverse combination of US organizations representing most sectors, geographies and sizes. “This year we had a diverse pool of highly qualified applications representing 1,079 ERGs, BRGs, Diversity Councils and their chapters,” states Fernando Serpa, Executive Director of the Association of ERGs & Councils. “We also had several non-Top 25 groups demonstrate best practices and results that deserve to be recognized and they will be receiving the Spotlight Impact Award™ that highlights the achievements of these select groups in the categories of Organizational Impact, Talent Management and Culture of Inclusion.”

This year, for the first time, the Association of ERGs and Councils will bestow the honor of Top Executive Sponsor of the Year. “We wanted to recognize and call out the important role executive sponsors play in developing, supporting and enabling their ERGs and Councils to succeed,” Serpa said.

The 2019 ERG & Council Honors Award™ Top 25 recipient rankings will be revealed at the May 3 award ceremony at the Disney Yacht & Beach Club Resort in Orlando, Florida. The Award Ceremony and Conference is open to all diversity and inclusion professionals involved with ERGs,  BRGs and Councils.  This is a great opportunity for individuals to learn and share best practices, network, grow and celebrate, to become inspired and be renewed…all for the purpose of increasing their impact on key organizational and business objectives. Learn more by visiting ErgCouncilConference.com.

The 2019 ERG & Council Honors Award™ recipients in alphabetical order include:

  • American Airlines – American Airlines Diversity Advisory Council
  • Atrium Health – Atrium Health Divisional Diversity Councils
  • Bank of America – Military Support & Assistance Group ( MSAG)
  • Cleveland Clinic – ClinicPride Employee Resource Group (ClinicPride ERG)
  • Cleveland Clinic – Military/Veterans Employee Resource Group
  • Cleveland Clinic – SALUD
  • Davenport University – Diversity, Equity and Inclusion Council
  • Entergy Corporation – Entergy Employee Resource Group
  • Erie Insurance – Diversity & Inclusion Leadership Council
  • Froedtert Health – Froedtert Health Diversity Council
  • General Motors – General Motors Employee Resource Group Council
  • KeyBank – Key Business Impact and Networking Groups
  • Mallinckrodt Pharmaceuticals – Mallinckrodt Inclusion & Diversity Council
  • Mount Sinai Queens, part of the Mount Sinai Health System – Mount Sinai Queens Diversity Council
  • Mount Sinai St. Luke’s, part of the Mount Sinai Health System – Mount Sinai St. Luke’s Diversity Council
  • National Guard – Joint Diversity Executive Council
  • Northern Trust Corporation – Advancing Professionals Resource Council (APRC)
  • Northern Trust Corporation – Women In Leadership Business Resource Council (WIL BRC)
  • Northwestern Mutual – Asian ERG
  • Northwestern Mutual – Northwestern Mutual Women’s Employee Resource Group
  • Novant Health – Asian Business Resource Group
  • PNC Financial Services Group – Corporate Diversity Council
  • State Street Corporation – Professional Women’s Network – Massachusetts Chapter (PWN-MA)
  • Texas Instruments – Texas Instruments Diversity Network (TIDN)
  • Turner, Inc. – Turner Business Resource Groups
  • U.S. Bank – Spectrum LGBTQ Business Resource Group
  • U.S. Bank – U.S. Bank Proud to Serve

The 2019 Spotlight Impact Award™ recipients in alphabetical order include:

  • Dominion Energy – Dominion Energy Executive Diversity Council (EDC)
  • FedEx Services – Diversity and Inclusion BRT Council
  • Food Lion – Diversity and Inclusion
  • MUFG Union Bank, N.A. – Women’s Initiative Network (WIN)
  • Summa Health – Diversity and Advisory Council

The 2019 Executive Sponsor of the Year recipients in alphabetical order:

  • FedEx Services Diversity and Inclusion BRT Council – Rebecca Huling
  • Perdue Farms Inclusion Council – Randy Day
  • Southern California Edison Company (SCE) Women’s Roundtable (WR) – Maria Rigatti
  • U.S. Bank Proud to Serve – Mike Ott

About the ERG & Council Honors Award™
The ERG & Council Honors Award™ is the only annual national award that recognizes, honors and celebrates the outstanding contributions and achievements of ERGs, BRGs and Diversity Councils that lead the diversity and inclusion process in their organizations and demonstrate results in their workforce, workplace and marketplace. Learn more by visiting ERG & Council Honors Award™.

About the ERG & Council Conference™
ERGs and Diversity Councils are vital links for improving organizational results. However, to remain impactful and effective, they need opportunities to increase their skills and knowledge and to learn and share best practices. They need opportunities to network, celebrate and grow. This is the purpose of the only annual conference designed specifically for ERGs, BRGs and Diversity Councils. Learn more by visiting ERGCouncilConference.com.

About the Association of ERGs & Councils
The Association of ERGs & Councils is a practice group of PRISM International Inc. and the premier resource for transforming Employee Resource Groups, Diversity Councils and Employee Network Groups to impact key organizational and business objectives. Learn more by visiting the ErgCouncil.com.

About PRISM International, Inc.
PRISM International Inc., a Talent Dimensions company, is a WBENC-certified, full-service provider of innovative and proven consulting, training and products for leveraging diversity and inclusion, addressing unconscious bias, increasing cross-cultural competencies and creating more effective ERGs and Diversity Councils. Learn more by visiting PrismDiversity.com

7 Examples of What Being an Ally at Work Really Looks Like

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Ally at work

Diverse and inclusive workplaces can be both difficult to find and hard to create. But if you care about making your own workplace truly inclusive, you have the ability to effect real change—as an ally.

An ally is someone who is not a member of an underrepresented group but who takes action to support that group.

It’s up to people who hold positions of privilege to be active allies to those with less access, and to take responsibility for making changes that will help others be successful. Active allies utilize their credibility to create a more inclusive workplace where everyone can thrive, and find ways to make their privilege work for others.

And wielding privilege as an ally doesn’t have to be hard. I’ve seen allies at all levels take action with simple, everyday efforts that made a difference—often a big one!

Here are a few roles that allies can choose to play to support colleagues from underrepresented groups in beneficial ways.

1. The Sponsor

I once worked for a software company that was acquired by a larger company. In the first few months following the acquisition, I noticed something interesting. My new manager, Digby Horner—who had been at the larger company for many years—said things in meetings along the lines of: “What I learned from Karen is the following…”

By doing this, Digby helped me build credibility with my new colleagues. He took action as an ally, using his position of privilege to sponsor me. His shoutouts made a difference, and definitely made me feel great.

When an ally takes on the role of the Sponsor, they vocally support the work of colleagues from underrepresented groups in all contexts, but specifically in situations that will help boost those colleagues’ standing and reputations.

How to Act as a Sponsor

  • Talk about the expertise you see in others, especially during performance calibrations and promotion discussions.
  • Recommend people for stretch assignments and learning opportunities.
  • Share colleagues’ career goals with influencers.

2. The Champion

In May 2015, Andrew Grill was a Global Managing Partner at IBM and a speaker at the Online Influence Conference. He was on a panel along with five other men when a female member of the audience posed the obvious question to the all-male lineup: “Where are the women?”

The moderator then asked the panelists to address the topic of gender diversity, and Andrew, after sharing some of his thoughts, quickly realized he wasn’t the best person to respond. In fact, none of the panelists were. He instead asked the woman who asked the question, Miranda Bishop, to take his place on the panel. By stepping aside, Andrew made a bold statement in support of gender diversity on stage and championed Miranda at the same time.

Since then, the nonprofit organization GenderAvenger has created a pledge to reduce the frequency of all-male panels at conferences and events. It reads, “I will not serve as a panelist at a public conference when there are no women on the panel.” Anyone can sign the pledge on their website.

When an ally takes on the role of the Champion, that ally acts similarly to the Sponsor, but does so in more public venues. Champions willingly defer to colleagues from underrepresented groups in meetings and in visible, industry-wide events and conferences, sending meaningful messages to large audiences.

How to Act as a Champion

  • Direct questions about specific or technical topics to employees with subject-matter expertise instead of answering them yourself.
  • Advocate for more women, people of color, and members of other underrepresented groups as keynote speakers and panelists.
  • If you’re asked to keynote or serve in a similar public role and know someone from an underrepresented group who’d be an equally good fit (or better), recommend that person (after asking them first if they’d like to be put forward).

3. The Amplifier

In a Slack channel for female technical leaders, I met a data engineer who was working at a 60-person startup. One team inside the company had an unproductive meeting culture that was starting to feel truly toxic. Yelling and interrupting frequently took place, and women in particular felt they couldn’t voice their opinions without being shouted over.

One of this engineer’s colleagues decided to take action to ensure that the voices of those who weren’t shouting would be heard. She introduced communication guidelines for a weekly meeting, and saw an immediate improvement. The guidelines included assigning a meeting mediator (team members would take turns in this role), setting clear objectives and an agenda for every meeting, conducting a meeting evaluation by every participant at the end of every meeting, and reminding the members to be respectful and practice active listening.

When an ally takes on the role of the Amplifier, that ally works to ensure that marginalized voices are both heard and respected. This type of allyship can take many forms, but is focused on representation within communication.

How to Act as an Amplifier

  • When someone proposes a good idea, repeat it and give them credit. For example: “I agree with Helen’s recommendation for improving our net promoter score.”
  • Create a code of conduct for meetings and any shared communication medium including email, chat, Slack, and so forth.
  • Invite members of underrepresented groups within your company to speak at staff meetings, write for company-wide newsletters, or take on other highly visible roles.

4. The Advocate

Shortly after she became the CEO of YouTube, Susan Wojcicki spoke up about how tech industry titan Bill Campbell had advocated for her. In an article for Vanity Fair, she wrote:

I learned about an important invitation-only conference convening most of the top leaders in tech and media, yet my name was left off the guest list. Many of the invitees were my peers, meaning that YouTube wouldn’t be represented while deals were cut and plans were made. I started to question whether I even belonged at the conference. But rather than let it go, I turned to Bill, someone I knew had a lot of influence and could help fix the situation. He immediately recognized I had a rightful place at the event and within a day he worked his magic and I received my invitation.

When an ally takes on the role of the Advocate, that ally uses their power and influence to bring peers from underrepresented groups into highly exclusive circles. The Advocate recognizes and addresses unjust omissions, holding their peers accountable for including qualified colleagues of all genders, races and ethnicities, abilities, ages, body shapes or sizes, religions, and sexual orientations.

How to Act as an Advocate

  • Look closely at the invite list for events, strategic planning meetings, dinners with key partners, and other career-building opportunities. If you see someone from a marginalized group missing, advocate for them to be invited.
  • Offer to introduce colleagues from underrepresented groups to influential people in your network.
  • Ask someone from an underrepresented group to be a co-author or collaborator on a proposal or conference submission.

5. The Scholar

I’m a member of the Women’s CLUB of Silicon Valley, a nonprofit leadership incubator for women. Many of our events are open to guests, who come to hear the speakers and participate in our workshops. Most guests are women, so it stood out when a male guest started attending our events. I asked one of my friends who he was, and she told me he was a former colleague who wanted to better understand the challenges women face in the workplace. He spent many evenings at our events, listening and absorbing information about the issues we discussed so he could be a better ally.

When an ally takes on the role of the Scholar, that ally seeks to learn as much as possible about the challenges and prejudices faced by colleagues from marginalized groups. It’s important to note that Scholars never insert their own opinions, experiences, or ideas, but instead simply listen and learn. They also don’t expect marginalized people to provide links to research proving that bias exists or summaries of best practices. Scholars do their own research to seek out the relevant information.

How to Act as a Scholar

  • Investigate and read publications, podcasts, or social media by and about underrepresented groups within your industry.
  • Ask co-workers from marginalized groups about their experience working at your company.
  • If your company or industry has specific discussion groups or Slack channels for members of underrepresented groups, ask if they’d be comfortable letting you sit in to observe. Asking is essential: Your presence may cause members to censor themselves, so be sure to check in before showing up.

6. The Upstander

I remember being impressed by Lisa, a white software engineer who stepped outside of her comfort zone to be an ally. When asked to name her “spirit animal” as part of a team-building exercise, Lisa spoke up. She wasn’t comfortable taking part in an exercise that appropriated Native American spiritual traditions.

When an ally takes on the role of the Upstander, that ally acts as the opposite of a bystander. The Upstander is someone who sees wrongdoing and acts to combat it. This person pushes back on offensive comments or jokes, even if no one within earshot might be offended or hurt.

How to Act as an Upstander

  • Always speak up if you witness behavior or speech that is degrading or offensive. Explain your stance so everyone is clear about why you’re raising the issue.
  • In meetings, shut down off-topic questions that are asked only to test the presenter.
  • Take action if you see anyone in your company being bullied or harassed. Simply insert yourself into a conversation with a comment such as, “Hi! What are you folks discussing?” and then check in with the victim privately. Ask if they’re okay and if they want you to say something.

Continue on to The Muse to read the complete article.

How This 24-Year-Old Former NYSE Equity Trader Made History

LinkedIn

At 22 years old, Lauren Simmons shattered the glass ceiling by being the youngest and only full-time female equity trader on Wall Street for Rosenblatt Securities.
Affectionately dubbed as the “Lone Woman On Wall Street”, Simmons was also the second African-American woman in history to sport the prestigious badge.

Graduating Kennesaw State University in 2016 with a bachelor’s degree in genetics and a minor in statistics, Simmons originally aspired to go into genetic counseling. She made a decision to put that on hold. What had not changed, however, was her passion to move to New York City, where networking led her to meet Richard Rosenblatt, the CEO of Rosenblatt Securities. Beyond her many qualifications, it was ultimately Simmons’ confidence that led Rosenblatt to take her under his wing as an Equity Trader.

“Being a trader, you make decisions within microseconds,” Simmons said on meeting Rosenblatt, “So I think for him, even for me, the choice of coming onto the trading floor made sense immediately.”

The job wasn’t completely hers; she still had to pass the Series 19 exam, which is a requirement for all floor brokers to earn their badge. This test has a pass rate of 20% in a class of 10. After studying the book cover to cover for a month straight. Lauren Simmons made history. Since her story broke Lauren Simmons has been featured in various media outlets and currently, she has a movie on her journey to Wall Street starring Kiersey Clemons.

I spoke to Simmons about her journey to Wall Street, favorite moments on the trading floor and what the financial service industries can do to increase diversity and inclusion.

For the complete article, continue on to Forbes.

12 Proven Strategies to Prepare for a Job or Career Fair

LinkedIn
Career fair

Knowing the right way to prepare for a job fair can help you land the next great job on your career path. Whether you’re seeking your first job or your fifth job, attending a career or job fair is a smart strategy for marketing yourself to potential employers.

Forget reviewing hundreds of online ads or spending countless hours filling out applications and emailing resumes! At a job fair, you can connect directly with recruiters and hiring managers from a wide range of companies, learning about them as they learn about you.

Yet, knowing how to effectively prepare for a career fair means you’ll stand out from other attendees and ultimately find your next great career role. Follow these steps to make the most of every job fair you attend.

How to prepare for the career or job fair

A key contributor to your success will be in your preparation. Here are some tips:

If you can, pre-register for the event: This can include submitting your resume and/or other information just in case attending employers review your information before the fair.

Research the companies that are attending: Having a background on these organizations means you can ask specific questions about the job and company. “This impresses [company] representatives because it shows a genuine interest in them,” according to the UC Berkeley Career Center.

After researching, decide who you’ll talk with: By doing this, you don’t have to waste precious time wandering around and deciding who to start a conversation with. You’ll know when you walk in the door, greatly increasing your chances of success. If you can get a layout of the fair beforehand, you can make a “plan of attack” to see each employer in order of interest.

Prepare and print your resumes: Bring more than you need, as some companies may want more than one copy. If you have multiple job objectives, make sure you bring enough versions of each resume, and of course, be sure your resume is well-written and free of errors.

Create and practice your elevator pitch: This 30- to 60-second speech should explain who you are, what your skills are, and what your career goal is. This is one truly important piece of learning how to prepare for a career fair, and Carnegie Mellon University has a page with some great tips on creating a solid elevator pitch.

Prepare for potential interviews or interview questions: Check out this list of the most common interview questions and prepare your answers beforehand. This will ensure you present yourself professionally and help calm your nerves.

What to do on the day of the fair

Arrive as early as possible, come dressed appropriately for the job fair, and then follow these tips to make the most of your time:

Be confident and enthusiastic: Introduce yourself with a smile and a firm handshake. Companies are there because they want to meet you, and more importantly, make a hire. Be ready to give your elevator pitch when appropriate. If you’re still a student, talk about your academic and extracurricular experiences as well as your career interests.

Take notes if necessary: Do this especially “when you inquire about next steps and the possibility of talking with additional managers,” says the UC Berkeley career center. “Write down the names, telephone numbers, etc. of other staff in the organization whom you can contact later.”

Ask the company representative for a business card: This will give you all the information you need to get in touch with this person if necessary and to send a thank-you note for the time the representative spent with you. Believe it or not, many a candidate has won the job because of a thank you.

Network, network, network: In addition to the company representatives, make time to talk with other job seekers to share information on everything from the companies to job leads and get their contact information if possible. Also, definitely approach any professional organizations at the fair and get information for future networking opportunities.

Actions to take after the event

Once you’ve prepared for the career or job fair and then actually attended, there are a few important things to do once it’s over. Here’s what to keep in mind:

Follow up with company representatives you talked to: As mentioned above, send a thank-you note as soon as possible after the fair. Review your interest in and qualifications for the job and promise to follow up with a phone call. You can also attach another copy of your resume to the note or email.

Continue to network: Reach out to fellow attendees you talked with to share your experience of the job fair and ask about their successes. Tell them you’ll keep them in mind if you see an open position they might want and ask them to do the same for you. Join any of the professional organizations that were at the fair if they are appropriate to your career goals, as well.

In addition to the tips above, the University of Minnesota has advice from employers on various aspects of how to prepare for a job fair, which is helpful for both students and experienced professionals alike.

By following these guidelines at your next career fair, you’ll give yourself an excellent chance of landing that next great job in your career path.

Continue on to read the complete article at topresume.com

What Is an Intrapreneur and Why Does Everyone Want to Hire Them Right Now?

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African American businessman

Sure, there’s plenty of talk nowadays about entrepreneurs and freelancers—people who work for themselves, set their own days, and run their own businesses. But there’s another crew in town that’s becoming increasingly popular: intrapreneurs.

If you’re not familiar with this term, you’re not alone.

The first time I heard it was from William Arruda, a global personal branding expert whose clients include many Fortune 100 companies and the author of Career Distinction: Stand Out By Building Your Brand. In it, he describes an intrapreneur as “a person who demonstrates an entrepreneurial spirit within an organization.”

This concept shows just how much the employee-employer relationship has evolved. And when you think about it, it makes a lot of sense in today’s working world. Employees are demanding more freedom and autonomy in order to grow. And employers are understanding the need to create a strong company culture that retains top talent and fosters innovation.

The result? Companies are eager to welcome and embrace people who are creative, proactive, and flexible—in other words, intrapreneurs. I’ll explain what it means to be one and the benefits they bring to employers—and how you can be an intrapreneur, too.

What Is an Intrapreneur?

In many ways, an intrapreneur could be considered an in-house entrepreneur. If we go back to Arruda’s definition, this group of people is classified as having an “entrepreneurial spirit.”

So, what does that mean, exactly?

Well, entrepreneurs are driven by the desire to create new services or products. In doing so, they develop original ideas, think beyond what’s already been done, and are always looking to provide valuable solutions to common problems. They’re personally invested in achieving a successful outcome.

The same thing can be said about intrapreneurs. They’re creative freethinkers who are passionate about sharing new ways to get things done. The difference is, they operate within a company rather than solo. While no one’s job title is likely to be “intrapreneur,” you can adopt the mindset in pretty much any role.

What Are the Characteristics of an Intrapreneur?

You can instantly spot an intrapreneur within a company because they treat their job as if it were their own business. Also, an intrapreneur’s ingenuity makes them a star employee—they’re always coming up with resourceful ways to approach challenging situations.

Here are some more characteristics that make them truly special.

They’re Authentic

An intrapreneur’s greatest trait is being consistently humble and sincere—whether it’s in an email, meeting, or passing conversation. This makes them experts at establishing trust and highly respected and liked throughout a company.

They’re Savvy Collaborators

Ever known someone who can pick up the phone to ask for a favor or information and get an immediate response? Well, that’s a classic intrapreneur move. As masters of building relationships, they never run out of people to contact who are willing to help—because they’d do the same in return.

They’re Highly Confident

It takes a certain level of confidence to express creative ideas and proactively start a project. Intrapreneurs are risk-takers, so they trust their actions and aren’t afraid to try something different or learn from trial and error.

They’re Uber Resilient

Whether it’s about finding an answer to an ongoing problem or hammering out the details of a new plan, an intrapreneur won’t give up. An intrapreneur is not easily deterred and hasn’t met a challenge they’re not willing to tackle head-on.

They Have Strong Personal Brands

Intrapreneurs are highly aware of how they communicate their unique strengths and work hard to maintain a positive external reputation in order to promote their expertise and services. Because their professional image is important to them, they also have just as strong of a presence online as they do in person.

Why Are Intrapreneurs So Valuable to a Company?

You may think, “Hmmm… Wouldn’t these kinds of people be perceived as a threat to a company’s success? And wouldn’t they just take off the second something better came along?”

But it’s actually to a company’s advantage to have employees who take ownership of their work. Employees who feel like their talent and contributions matter (for real) will work smarter, feel more satisfied, and bring forth their best ideas—which will ultimately become the company’s ideas and products.

Some may fear that allowing employees to be too innovative will lead to folks using what they do at work to benefit their own side hustle. However, even if that’s the case, there’s nothing wrong with it, as long as there’s no conflict of interest (for example, working on outside projects during work hours or working on something that’s a direct competitor to the company).

Why Should You Be an Intrapreneur, and How Can You Be One at Any Company?

So as you’re thinking of ways to grow your career, consider how the mindset of an intrapreneur is also an asset to your own brand and success. Sure, your ideas are going toward a company’s vision, but you know where else they’re going? Into your resume and LinkedIn profile—your own portfolio!

Every successful initiative you’re a part of gives you concrete examples of scenarios when you took action and delivered results. This increases your potential to make more money and access more growth opportunities down the road (for example, a promotion, a new role you get to define, or a completely new start somewhere else). Plus, being an intrapreneur allows you to pursue a passion project with the added benefit of having a company’s resources and budget—as opposed to having to start from scratch and launch it all on your own.

As an intrapreneur, your experience is tied to in-demand skills that are transferable anywhere you go, instead of a specific job title.

Continue on to The Muse to read the complete article.

IBM just appointed the first African-American woman to command a US Navy ship to its board

LinkedIn

IBM appointed Admiral Michelle J. Howard, the first African American woman to command a U.S. Navy ship, to its board, the company announced Tuesday.

A former U.S. Navy officer, Howard was the first woman to become a 4-star admiral in addition to becoming the first African-American woman to command a U.S. Navy ship, according to IBM’s announcement. In July 2014, she became the first woman and African-American to be named Vice Chief of Naval Operations, IBM said, and she retired from her 35-year career in December 2017.

Howard now teaches cybersecurity and international policy at George Washington University, according to the release.

Howard’s board appointment will be effective March 1.

IBM CEO Ginni Rometty said in a statement in the release, “Admiral Howard is a groundbreaking leader with a distinguished career in military service. Her leadership skills, international perspective and extensive experience with cybersecurity and information technology will make her a great addition to the IBM Board.”

For the complete article, continue on to CNBC.

Celebrating Black History Month: Ken Chenault Talks Diversity in the Workforce, TIAA Takes Students on an Educational Journey

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TIAA_Chenault Group

“Be intellectually curious, push the envelope, and be caring and decisive.”

These are wise words from Ken Chenault, Chairman and Managing Director of General Catalyst and former American Express Chairman and CEO, who spoke to TIAA employees on February 6 in TIAA’s New York City office and broadcasted nationally to TIAA employees via phone and video conference.

In honor of Black History Month, and in support of TIAA’s Empowered Employee Resource Group (ERG) for Black professionals, Mr. Chenault spoke about the importance of diversity in the workplace and actions we can all take every day to embody true leadership.

Mr. Chenault shared his experiences with becoming an effective and decisive leader. He also shared advice and actions everyone can take to push for diversity and change in the workforce nationwide:

  • Rely on your values in times of crisis, being decisive and compassionate
  • Bring your whole self to work
  • Express yourself fully
  • Create a welcoming environment
  • Take personal responsibility to drive innovation

Mr. Chenault also shared best practices on how companies can be innovative in their approach to increasing diversity. He explained that diversity and inclusion needs to be handled like a core business initiative.  He reiterated the obvious need for more diverse leadership in America – more CEOs of color and women are needed.

Mr. Chenault encouraged companies to increase hiring of diverse talent to build a diverse pipeline as a way of increasing diversity in leadership as well.  “We have a long way to go, to improve diversity,” he said. He emphasized that the company culture has to be evident that people are truly included and engaged with each other. “Fundamentally, if you’re talking about culture – if people are proud and engaged – that’s what you want,” he said.

Other best practices he shared:

  • Define objectives and execute to create outcomes
  • Have great invention and transformation. Become the company that could put you out of business one day
  • Innovate or die. Don’t stand still
  • Build a diverse pipeline of talent
  • Have survey and metrics on diversity – it creates accountability
TIAA_Chenault and Zarifa
Ken Chenault with Zarifa Reynolds, Head of Corporate Development at TIAA

After the discussion, TIAA recognized Mr. Chenault with the inaugural TIAA Leadership in Inclusion & Diversity (I&D) Award for demonstrating commitment to I&D, challenging the status quo, and raising the bar in the workplace for fair and equitable treatment.

“Ken Chenault’s fireside chat energized and inspired those who attended the event.  TIAA employees commented that they were most struck by Ken’s definition of his leadership style as one that was caring and decisive, where he defined reality and gave hope and one where he integrated diversity and inclusion into every aspect of business outcomes,” said Zarifa Reynolds, Head of Corporate Development at TIAA and New York Chapter Co-Lead of the Empowered Employee Resource Group (ERG).

“Mr. Chenault’s perspective resonated with our employees by demonstrating the efficacy of inclusion as a business imperative. Inclusion is not simply morally right – it’s a key source of customer centricity, innovation, and business results,” said Jourdan Jones, Sr. Director of Marketing Strategy at TIAA and New York Chapter Co-Lead of the Empowered Employee Resource Group (ERG).

TIAA advocates for diversity and inclusion – in and outside the office.  In addition to inviting Ken to speak to employees for Black History Month, TIAA is also celebrating by giving back to the community and pushing the envelope for diversity in education and opportunities for students.

“Innovation – we have to own it every day,” said Corie Pauling, Chief Inclusion & Diversity Officer at TIAA. “Getting everyone involved in the I&D work is an important strategy and goal for TIAA, which will help position the company for the next 100 years.”

TIAA’s Corporate Social Responsibility (CSR) team is providing an opportunity for local students in Charlotte at Vance High School, an adopt-a-school relationship TIAA has established, to participate in an educational Washington D.C. field trip. Fifty students (10th-12th grades) will partake in a unique tour experience within the National Museum of African American History and Culture on February 23.  Students and chaperones will also tour Howard University, a HBCU in D.C., to learn about the college and its programs. TIAA is also providing EverFi’s digital 306 African American Curriculum to an entire school district in Charlotte at no-cost.

Chosen for their exemplary African American Studies essays, these students will also have exposure to a digital, online education & training company that will further their career connections via a speed networking event at EVERFI’s headquarters in the D.C. area.

The CSR team arranged a volunteer event with the Empowered Employee Resource Group members to host a discussion at Vance H.S. around the 306 curriculum, specifically on the lessons / modules of the “Trans-Atlantic Slave Trade,” “The Tuskegee Institute,” and “W.E.B. Du Bois.”

TIAA CSR Black History Program CLT

NBCUniversal Celebrates Black Heritage Month

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In honor of Black Heritage Month, NBCUniversal spotlights Janine Jones-Clark, SVP, Global Talent Development & Inclusion for the Universal Filmed Entertainment Group (UFEG), reporting to Universal Pictures Chairman Donna Langley. In this role, she and her team are dedicated to building on the studio’s legacy of attracting and developing an inclusive talent pool, and to supporting the creation of content that appeals to our increasingly diverse audiences.

As a member of the studio’s senior leadership team, Jones-Clark implements strategies for the inclusion and diversity efforts at Universal Pictures, Focus Features, DreamWorks Animation and Awesomeness TV, working closely with both creative production and human resources teams. Additionally, Jones-Clark is responsible for developing and overseeing creative diversity initiatives and partnerships including the Universal Writers Program, the Universal Directors Intensive, the Sundance Institute FilmTwo Initiative and the AFI Directing Workshop for Women. Workforce strategies include partnerships with NBCUniversal’s Employee Resource Groups, Executive Search team, Page and Campus 2 Career pipeline programs.

Q: Tell me about the Global Talent Development & Inclusion team that you lead for the Universal Filmed Entertainment Group.

I always love when I get a chance to talk about our team. It’s only been a year, but it feels like much longer – in a good way!

We’re all very passionate and come from creative backgrounds, so not only is there a real zeal around discovering new talent and perspectives, but we also know how to collaborate organically with the film group’s production executives and producers to build on Universal’s incredible legacy of inclusive and diverse storytelling. I really feel like we hit the ground running on day one. And I think it’s the ultimate compliment that I’ve heard from a number of other studios who are anxious to hear about how they can build something similar at their companies.

Q: Why is it important that Universal Pictures, Focus Features, DreamWorks Animation and Awesomeness TV have a commitment to telling stories and creating art with multi-cultural, global perspectives?

Simply put, it’s key to the industry’s growth. Diverse storytelling is in this studio’s DNA. The list of movies and diverse storytellers that Universal and Focus have championed over the years is tremendous … from Ang Lee’s Brokeback Mountain, F. Gary Gray’s Straight Outta Compton, Angelina Jolie’s Unbroken.

In 2017 alone, we have so many examples of great – and profitable – films by diverse storytellers. Jordan Peele’s Get Out was not only extremely entertaining, but it has become such a part of our culture that it inspired a course at UCLA on race and horror. And Trish Sie’s Pitch Perfect 3, which was also co-written by a woman, continues our commitment to providing opportunities for women in film. And, of course, we had another global success in 2017 with the Fast and Furious franchise and its multi-ethnic cast and production team.

Our Chairman Donna Langley leads us every day by example and it makes us all very proud to be part of such a forward-thinking, inclusive company that is determined to deliver films that resonate with and reflect our increasingly diverse audiences.

Q: What role does diversity in-front-of- and behind-the-camera play in your department’s branding tagline: Empowering unique voices, championing global stories and creating opportunities?

When we created our department ‘tagline,’ we got excited about the messaging because it not only accurately reflects what drives the Global Talent Development & Inclusion team, but what drives our production executives, producers and workforce as well. Whether you’re a filmmaker or a film group employee, empowering, championing and creating are the hallmark of what drives our culture and our success within the Universal Filmed Entertainment Group.

Q: You’ve been here a little over a year now and I think people would be interested to know what most impresses you about NBCUniversal’s commitment to diversity and inclusion.

First of all, I have to say that what has stood out the most over this first year is how approachable everyone is, just from a day-to-day, walking in the hallways perspective, and at every level of the organization.

And I think that being part of a corporate culture that fosters kindness, respect, and curiosity dovetails perfectly with its commitment to diversity and inclusion. All across the company the sense of collaboration and pure love of great storytelling is pervasive. It really says a lot about the leadership here.

Continue onto NBCUniversal to read the complete article.

 

Black History Month Spotlight: How Eric Wise Turned His Love of Kicks & Culture Into a Career at Adidas

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Like many people who work at powerful athletic companies, Eric Wise fell in love with sneakers at an early age.

“I remember my first pair of Jordans and different Adidas product — they were status pieces,” said Wise, who joined Adidas in 2016 and is now global senior director of product for Originals. “They were social currency back then, without social media.”

Wise, now a father of four, grew up in Reading, Pa., a city with one of the highest crime rates in the state. As he tells it: “When you grow up in the inner city, unfortunately there are tons of examples of what not to do, and you grow through that. You can either do the bad stuff or have an angle around it with sports, art, music or fashion.”

For Wise, it was sports. He eventually earned a spot on the football team at Fairfield University in Connecticut. After college, with a business degree in hand, he entered the finance world in Boston, calling it “a painful experience selling mutual funds. I quickly decided it wasn’t for me.”

It’s little wonder, then, that Wise found his way back to his true passion: sneaker culture.

Here’s how it happened — and how he continues to rise through the ranks.

What made you want to pursue a career in the athletic industry? How did you break in?

“I went back to Reading in 2004, and there was a store called Sneaker Villa, which had a couple of [locations] at the time. It was family-owned, and it had all the big footwear and apparel accounts. They were a big deal and they were selling the culture — sneakers, sports and hip-hop were all clashing together. It was cool to see that marriage. I knew the owner and started working in the warehouse. They got to the point where they were looking to expand into Philadelphia. They asked if I wanted to run one of the stores or be a buyer. So I actually ended up being the first person that wasn’t a family member that could spend their money.”

Looking back on your career, what accomplishment are you most proud of?

“I’m most proud of being able to be an example to other African-Americans and minorities that may not know that these jobs exist in the industry — that there are these opportunities in the footwear business and sportswear. I didn’t know [that] growing up. I didn’t really travel out of my state until I was 18. I never got on a plane until I was in college. All these things were foreign to me. How would you know? There are tons of kids across the country in that same boat. So being able to be an example and show people that there are these opportunities in this industry, in something that you love, grew up with and is part of our culture, is something I’m proud of.”

As a minority, what has been the biggest obstacle you faced in your career?

“The lack of diversity within this industry is something that is very visible. That’s what you see. That ends up becoming an obstacle. Is there enough mentoring from people who can show you the path to go? Can you get educated on how best to navigate corporate America? In general, if you don’t have a lot of people of color in those high positions to look to as an example, to show you the way to go, or have those people to talk to, it’s harder to get into those larger positions.”

Sneakers have a diverse consumer base. Why doesn’t that diversity translate at the higher levels in greater numbers at these companies?

“I’m assuming everybody wants to have a more diverse company regardless of what industry you are in. Whether people are recruiting in the right places and things like that, I don’t know.”

So what specific steps should footwear firms take to make their ranks more diverse?

“It goes back to when you recruit — where do you cast your net? That is super-important. If you’re a company, you should look at where there’s consumption. If there is a large amount of consumption by this consumer base in certain places, that’s a good place to start. Focus on where that is. Going to where the consumer that really buys your product lives and is a brand advocate is the easiest place to start to get that pipeline going.”

Continue onto FootWearNews to read the complete article.

Increasing African-American homeownership is important to economic progress

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Cerrita-Battles-Wells-Fargo

By:  Cerita Battles, SVP, head of Retail Diverse Segments, Wells Fargo Home Mortgage

Black History Month celebrates the achievements of African Americans and the progress that has been made to achieve racial equality in this country. This also is an important time to recognize work that still needs to be done to achieve that equality.

One area is homeownership, where African Americans lag behind all other ethnic groups when it comes to owning a home.

People from rapidly growing diverse communities represent the majority of growth among potential first-time homebuyers. According to the 2010 Census Bureau, of the 14 million new households expected by 2024, 75 percent of those will be diverse. For many Americans and particularly African Americans, homeownership is an integral component of the American dream, and a way to build security and wealth for families.

However, the African-American homeownership rate does not align with the significant desire to own a home. The current homeownership rate for African Americans, about 42 percent, is the lowest among all ethnic minorities.  As one of the nation’s leading lenders with a team of mortgage professionals dedicated to helping customers achieve the dream of homeownership, Wells Fargo stepped up its efforts to positively impact African-American homeownership. During Black History Month in 2017, the company announced a 10-year commitment to help increase African-American homeownership that includes: $60 billion in purchase lending to create at least 250,000 homeowners; a focus on increasing the diversity of its sales team including African-American Home Mortgage Consultants; and dedicating $15 million toward homebuyer education and counseling initiatives. To achieve this important work, Wells Fargo is proud to have the support of the National Association of Real Estate Brokers, the NAACP and the National Urban League.

It has been two years since we made that announcement. We continue to make progress on that commitment, helping more customers become educated about and prepared for the homebuying process and guiding and supporting them as they travel the journey to become homeowners.

Our commitment to increase African-American homeownership is part of Wells Fargo’s overall Advancing Homeownershipsm effort, which brings together people, partners and resources to create new opportunities for long-term, successful homeownership.  In addition to the African-American lending commitment, this effort includes programs like Neighborhood LIFT®, which helps low- to moderate-income families achieve homeownership with homebuyer education and down payment assistance. Since, LIFT programs have helped to create nearly 20,000 homeowners.

Even though we are making progress with our African-American lending commitment, we realize there is still much work to be done to raise the homeownership rate of this segment of the population. Like many Americans, African Americans desire to own homes, but are often challenged by industry barriers like affordability and lack of inventory. And even though we have seen improvements in the economy, underemployment and unemployment are factors in the inability to own a home.

In addition, there are misconceptions about homeownership and lack of knowledge about the process that create perceived barriers to owning a home. One of the most-believed myths is that is takes a 20 percent down payment in order to qualify for a loan. That’s not true. Many lenders, including Wells Fargo, offer financing options with a low down payment.  Another myth is that borrowers need perfect credit.  It’s important for aspiring homeowners to speak with a lender to separate the myths from the facts when it comes to purchasing a home. Homebuyer education and counseling are key in helping aspiring homeowners avoid myths, and create more confidence and knowledge when it comes to pursuing homeownership. That’s why investing in education is such a critical part of the African-American homeownership commitment.

Wells Fargo views homeownership as a pathway to financial success for our customers, a source of stability in communities and a key driver of our economy.  We want to help people find the place they will call home – the place where their lives will happen, where they will create memories, spend time with friends or raise their families.  We are dedicated to helping those who want to achieve homeownership, and our African-American commitment is one way we are working to do it.

For more information on home mortgage, visit WellsFargo.com.

What Black History Month Means To Me

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Gail Ricketts On Semi

As a company, ON Semiconductor celebrates differences and promotes an inclusive environment by valuing the contributions of all employees and the communities in which we serve. Part of this celebration is recognizing and honoring the cultural histories and backgrounds of our employees.

This February, we asked Gail Ricketts, CISA, CRISC, Certified CISA & CRISC Trainer, MBA, a key member of our information security and risk staff, to tell us about her life, career and what Black History Month means to her.

What does Black History Month mean to you?

Gail Ricketts (G.R.): Black History Month, also referred to as African-American History Month, is about heritage. My personal view of Black History Month is through the lens of my heritage, which comes from Suriname, South America, and the Caribbean Island of Jamaica.

What was your introduction in early life to black history in America?

G.R.: Although most Americans know little, there is rich and diverse black history woven into the fabric of America. My family provided me with a tremendous education about our history. They made me aware of the impact that black Americans had on American society.

Who are some of the people your family taught you about growing up?

G.R.: Inventors like Jan Matzeliger, whose invention the shoe making machine, patented in 1883, could make anywhere from 150 to 700 pairs of shoes per day. Garrett Morgan ,who invented the traffic signal, patented in 1923, and the gas mask, patented in 1914. Mathematicians and Scientists the likes of Katherine Johnson, Mary Jackson, and Dorothy Vaughan, whose lives portrayed in the movie Hidden Figures  who wrote the mathematical calculations that went in to making John Glenn the first American man into space in 1962. To people like Fannie Lou Hamas, a Civil Rights Activist, Marian Wright Edelman, and a Children Rights Activist to John Lewis a Congressman from the state of Georgia.

While these names are not well known, they have changed America in beneficial, influential and productive ways. I believe that it is my responsibility to share my knowledge and experiences to enlighten those that I can in a positive manner of the contributions black Americans have made to this great nation.

How did your heritage and family background influence your education and career path?

G.R.: My family used these lessons to instill the importance of pursuing education and knowledge. I wanted to be a teacher but found that my interest in technology was stronger. I changed my major, accounting, to pursue a Bachelor of Science in Information Systems and graduated in 2002 with a specialization in networking from the University of Phoenix.

I obtained two professional certifications: one as an information systems auditor (CISA) in 2004 and one in information systems risk (CRISC) in 2010 from ISACA.org, for which I am certified by ISACA to teach both. So twice a year, for the last 13 years, I have the honor and pleasure of combining my two passions: teaching and technology.

I went back to school, Arizona State University, where I obtained an Executive Master’s Degree in Business Administration in 2011. Before coming to ON Semiconductor, I consulted with Fortune 500 companies, e.g., Ford Motor Company, GM, TASER, MGM Grand to name a few.

How are you working to share your knowledge in the community?

G.R.: I teach via Junior Achievement of Arizona through the relationship between ON Semiconductor and Balsz Elementary School. I also sit on the board of the Cybersecurity Council of AZ as a Co-chair as well as on the board for The Alliance of Technology and Women as the treasurer.

I am working with Arizona State University to bring an artificial intelligence camp for under privilege girls to the West Campus for a three-week, all expenses paid experience, where the students will participate on enhancing artificial intelligence. We have already received a $50K grant, a promise of another $25K, and I am currently looking to secure the last $25K to make this endeavor a reality.

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