you
here
you
Greetings, good morning, and welcome to all in
attendance. What an important day we're so excited
to have you with so many activities you have
chosen to be here with us. So we really really appreciate
the time more about director the
group woman in reliability and I said management and also Global
leader for the association of us and management professionals. I
want to get started by saying that the association of
us had management professionals. It is a
space where you can find information share knowledge
on reliability and asset management. I'm
gonna guess quickly make the presentation showing
my screen. So you get familiar with
the portal. This is the first time you see it. This
is a place and no cost. You can subscribe
getting formation and sharing information also in
these group in these Association of us
and management professionals. We have the group of
women in reliability and I said management the reason
why you are here today,
And we are so excited to have you we have presentations from
so many leaders in the industry
and from different territories. But before
I tell you more about weirham and the
involvement in how you can get engaged as well. I'm gonna
introduce you now to the director of The
Association of us and management professionals Terence
O'Hanlon parents. Good morning. Thank you
for joining us. And if you can give us your welcome to
these amazing event.
Well, good morning. Good afternoon.
Good evening, depending on where in the world you are.
It's a pleasure to have a chance to be here and
to welcome you.
My name is Terrence O'Hanlon. I'm the
executive director for the association of asset management
professionals. The association of asset
management professionals is a 501 C3 not
for profit organization. And it really
does it has really two important missions out
in the world one is professional development. If you're
not aware of the association of asset management
professionals maintains, the certified reliability
leader examination and certification
as well as the certified maintenance manager
exam and sort of a
vacation and they do a magnificent job with that over
4,000 certified professionals from
around the world really making it one of the largest certificate
in organizations involved with
Asset Management anywhere in the world. The other
thing that it is and always has been
is a community of knowledge in other
words a place where people come together.
To share knowledge of to share experiences and
we've done that in a variety of different settings.
There's an online Forum that's
been around forever. If you want to know anything about vibration
analysis is probably got the deepest library of
discussions around various vibration problems.
If you're having a strange asset situation in
your company, you can post it in 20
people have likely experienced it before they'll share with
you what's going on with that. That's a really
wonderful aspect of the association of asset management
professionals more recently with the
word with the group of we are
women in reliability and asset management supported by
a wonderful group of Advocates led by
more about and supported by the Association of
asset management professionals team. That is
a really magnificent operation creating
a safe space to showcase.
Leaders who happen to be
women in reliability and asset management and giving
them a place to to lead given
them a place to lead the rest of us. Tell their
stories about leadership.
Um tell their stories about how they got to
where they are. So today, I'm very excited about this event.
And I really thank the team from amp for
all the preparation and putting it
together really thank all the speakers today. I'm really
looking forward to listening and learning and
with that I will get out of the way so we can let the
learning and the community of knowledge begin. Thank you so much
for choosing to participate today.
Thank you so much Terence as well for all your support
through the years in the group has been five to
six years basically in the community. It started
I recall with 25 women and that's how
it is. Right. I always said the most important thing is started
after that everything gets comes alone.
But it's just a little push. Let's start it together
not only with technical topics that
we started but we also enhance leadership topics.
I recall one experience that a
woman came to a meeting face to face and she said that she
attended the webinaring how to ask for a
race that she listened to wear them. Of course. I said you
did that nowhere. I'm she said we're supported her
in her decision and that that are the success
stories that were here for. I also another success
story is that we have so many women that have
come in a passive way listening and then
they become more active telling all there's about the group
and then my favorite part when they
Have something to share more I want to present. So
this is an invitation and active invitation
right now.
This is the go to webinar tool through
the day. You can insert on the chat comment questions.
And also if you want to be a future
potential future speaker, let us
know we're here for you. Now the portion
that I want to make sure you know, is that the group came up in a
in a face-to-face way, but then we did started in
a virtual way and that beautiful way
allows people from around the world to connect every time
anytime that you wish at your own pace.
We have the webinars in English and
Spanish as well. Now with the
idea Legacy of sustaining the group
in general we have now other leaders
in other territories and you're gonna get to meet them
today places in United States Canada Middle
East and Artica Latin America,
and the idea is expanding to other
territories in Europe. Asia, Australia
in Africa, so if you have leaders in these
Says do let us know.
Part of the acknowledgment that I want to make today is first
to to the community to you for your support for
being here today and Through the Years.
If this is your first time, thank you you have
come back here with us. Thank you as well. I also
want to acknowledge Joy Christensen. She's a super
amazing leader in a community. And and
thank you really for all your support for Gathering all
the information and keep us on track. I also want to
say thank you to yes multimedia leader. He will be supporting today.
And of course all that weird. I'm speakers on
the acknowledgment piece. I also want to go through the applications.
Yeah, this group of Advocates have allow us to also
have a keynote speakers in our conferences
face to face. So thank you to extender
caterpillar picks up
where the interlock Solutions Prometheus the
University of Milwaukee, Wisconsin. And today
I want to also welcome from the connective system
Institute Mary bones. So Mary won
so has been from the beginning with us. She's gonna tell us
a few words about what she's doing with diversity
and inclusion. Welcome Mary. Thank you for being here one
more time.
Hi Moran. Hi everybody. Thanks for joining and
thanks for calling out on the support from the University.
It seems like wherever I go. I want
to support the women in reliability and asset
management. So when I finished my term at the
University, I came over to the the academy
the international academy for automation Engineers, which
is also a nonprofit 501c delivering
education to for automation
engineering and it focuses specifically on
levels zero through three, you
know connecting to the equipment connecting the
communications to servers and
then being able to analyze the data that's coming off of
it. And so we've chosen
to continue our support of the women in reliability and
asset management.
organization because we think it's super important to
involve everyone we can in
the mission of delivering manufacturing capacity
reliably to the
industry and our community the iaae believes
that when we lift everyone together when
we help people acquire and do
well in good paying jobs that it
not only lifts the Enterprise that lifts the whole community and
that's really why I've committed
my efforts and my
Now post retail semi-retired
years here at these
educational institutions. I think it's super important.
I want to share one story from that work.
because it it's it's so relevant
to this group and I'll speak about
Moment. What young woman who was attending a university and
had taken some of the online courses to
specialize in Pharma manufacturing capabilities?
And I ran into her again working at Eli
Lilly now as she when she came on to the student
council and alumni group and I've
been able to introduce her to some of the other reliability web
fans from Eli Lilly helping
to create that support network. So Mora your
work is alive and well, thank you very much for
giving us the opportunity to create these kind
of things for someone like Carolina and everyone else
that we can touch with this. So thanks for the platform.
Thank you. Mary for being here and for your
support and thank you to the international academy automation engineering.
We also have another Advocate that
join us at Center Sarah Davidson Sarah. Good morning.
How are you doing today? Thank you for being here.
Sarah can you hear us? Okay.
We're gonna give it just a second to Sarah.
You can hear me, right? Okay.
Yes, I hear you and Sarah you're self-muted.
Hi everyone. Can you hear me?
Yes, I will. Thank you so much guys, I
had joined from my mobile for the audio, but
it doesn't appear to be working.
Can you?
We can hear you. Okay, and this is the time so you can tell us
a few things about what eccentrics doing on diversity. Thank you
for joining.
Great. Yeah, I just want to talk for a minute about what
Accenture has has worked on
in the area of diversity.
Um, I work for Accenture that's $699,000
of us today delivering on the promise of technology
and Ingenuity and I'm part of Industry X
which is a team of over 26,000 globally.
focused on the digitization of engineering and
Manufacturing
helping our clients reimagine the products they make and how
they make them.
Our commitment to gender equality starts at the top with
our board of directors and CEO Julie sweet and extends
over all parts of our company and our
philosophy Is Anchored In recognizing that our people are multi-dimensional.
We take a human approach to create a work environment where
everyone can be the same person both inside and outside of
work.
Um, and this means that when when our people own the equality agenda
and they make it part of their jobs every decision
every day, they feel free to speak up and to act and
our history reflects that commitment. We actually launched our
Global inclusion and diversity strategy back in 1995
really before this was this was
a hot topic on everyone's agenda and we've set
bold goals from the beginning to accelerate gender equality.
We're committed to being a place where women hope to work because it's
a place where everyone can thrive
We're working to achieve a gender balanced Workforce by
2025. This means a Workforce that is
equally 50% woman and 50% men for those
whose gender is binary.
Where today we currently employ more than 300,000 women globally
and that's 46% of our Global Workforce. We actually
achieved our goal of having women in 25% of
all managing director positions in December of 2020 and
are now working towards
Um having women in 30% of managing director
positions by 2025 women make
up 50% of our external board of directors and 27% of
our Global Management committee and 47% of
our new hires are women in 32% of our executives
are women.
With all that we know that women are underrepresented and
Manufacturing particularly leadership and Tech roles. So
in 2019, we launched IX. Wow initiative hosting a
bi-monthly forum for all of our industryx women around the world
to connect at all career levels. The purpose
of the group is to come together and speak freely advocating support
the growth of amazing women. We Spotlight projects for
working on follow career Journeys discuss mental health
and well-being celebrate success stories share Lessons
Learned. I make a point of joining this call every time
I can because it is just a really great session.
I always end up learning a lot and hearing about a lot
Just just a couple of our recent award wins to reinforce vet
talked about and how important inclusion diversity is. We're very proud
to be ranked number one in the US and honored to be named to
the diversity incall of theme. We were the highest scoring
company in Bloomberg's gender Bloomberg's gender equality
Index this year five consecutive years on the index and
in the US were a top 10 Fortune 100 best
company to work for. So again, thank you for giving me
the opportunity to speak and hope to hear from some
of you soon.
Thank you very much. Sarah to you and the team in accentor for
all your support really appreciate it. Now, we're gonna buckle
up now. It's time to start before we go
away. We announced the next speaker. I want to just make
sure you know as I mentioned before this is a go-to webinar
tool. You have the chat you can ask questions. You can
raise your hand. We're gonna have an interactive session every time
the speaker finish. You can please ask your questions, but don't
don't wait just start adding your questions.
We also had in this case hangout that
you can add in your computer. So just take
it in place it in your desktop. So it's information about
the association of us and management professionals and
ways to stay connected.
Now with that being said, I'm going to stop sharing screen
right now. I'm gonna have a ready our
next speaker and you know Kathy in
this case when we approach her through Linkedin.
She was always so willing to support the group
and by now copy can tell us how many times she has
presented but I can assure you more than two. And today
we have looked for hair to we are open Kino
speaker. She is the CEO of Miller Consultants
Cathy Miller Perkins a lot
to say about hair. I'm gonna use three weekly a little
bit about the value and she can tell us more
Got these as I gonna at least at the
CEO of Miller Consultants coaching and consulting company helping
leaders Excel by translating values into
actions. And that's what we want today that you
put all of these into practice.
She Drives By in the bedding purpose in the culture in
the organization. She's the author of leadership and
purpose how to create a sustainable cultural published
by rotich pressing 2020. She's regular
contribute to forbes.com leaders and
career sections, and she is the host of the
podcast conscience culture Cafe. She equips
leaders around the world to we'll be around cultures in
support of their purpose increase organizations capacity
to change neither constantly evolving
the month of our complex world and work places. She
has more than 30 plus years of experience. She
has a work with so many companies including
Toyota Authority of
New York City Ivory IBM, bro form and
now Proctor and Gamble to name a few
with that. I want to welcome Kathy with power
and control and thank you so much for joining us. Thank you.
So glad to be here.
At this time, we're gonna provide the presentation copy
so you can do that from your own screen. Tell us
from where are you located? What part in
the world are you in today? And Louisville, Kentucky today?
there and
Now great. I believe my
screen is on is that correct? The ready
you don't camera from Kentucky. We can see
your screen. We're ready for power and control what a topicati.
Thank you.
I'm so glad to be here. I've really enjoyed
my association with this organization, you know
more I've lost track of how many times I've presented but
it's been quite a few and every time
it's just been such a pleasure to do these presentations. And
so I'm very excited to be here again
today to talk about power one
question mark should I turn my camera off
while I do this presentation?
We want to see you we feel closer to you so
you can keep it on. Okay, I'll leave it on
in that case. All right.
I was Walker is one of my favorite authors.
She wrote The Color Purple among other
things many of you have probably read some
of her books and I want to start by quoting her.
She says the most common way
people give up power is to
believe they don't have it.
Keep that in mind as we talk today because today we're
talking about power. We're
talking about power and control and
I'm here to tell you you do have it.
You just have to find it. You have to claim it
and you have to use it and that's the
topic of our short time together today.
So what is power what ask you do? You
cringe when you think about power or do
you smile anything about power? Do you
want it are you afraid of it? Each of
us will have our own answers to that question. But I
would like to say that everybody does have
power and the power is neither negative
nor positive. It depends on what kind
of power you use and how you use it
power comes from a lot of different places. Some of
us have the the power to reward and
punish others. Some of us have titles
some of us have positions of
power but that is not the kind of power that
I want to talk about with you today because not
all of us have all those bases of power. And
and this is the really important thing. So if
you're multitasking Come Back to Me Now
The personal power that we hold inside
of ourselves is the most effective kind
of power in the world. We live in today personal
power personal power is
not about bending people to our will
it's not about manipulation or coercion.
It's about self-mastery. It's
about that feeling inside that
we're confident that we can handle whatever
the world throws us. It is not
that we think we can control everything because we
can't we know that the pandemic has
proven that we are not in control of everything in
our lives. However, we look for those areas
that we can control we exert control
over those areas and we
live with those things that we can't control. It's about
self Mastery and self-efficacy
self efficacy means
the confidence that we
And be an agent of change in the world and that
we can protect our well-being
in life. That's how I'm looking
at Power today.
It's an adventure finding power.
I've got a lot of favorite characters
and authors and so forth that I'm going to quote several of
them today and Peter Pan when I was a child Peter
Pan was one of my favorite favorite characters and
what Peter Pan said among other
things is to live will be an awfully Big
Adventure.
And I think we can all vouch for that. I want to
start my discussion of my own journey
in finding personal power and go way
back to when I was 17 and that was a long
time ago. Let me tell you when I was 17. I
was growing up in a very small rural town
in the middle of Indiana. I had never been
away from home. I've never been on an airplane really
most of my social life was
with church and the high school and then all sudden.
I got the opportunity to become a
foreign exchange student and I thought
gee I'll probably go to Europe wouldn't that be fun?
Well, I didn't have a choice about where I got
to go and when I was accepted into the exchange program,
I found out that I was gonna go to Thailand. I
didn't know where Thailand was. I didn't know anything
about the culture. I was scared to
death. Remember, I've never even been
on an airplane let alone go to
and
I thought to myself I can't do this. There's no way
I'm too young. I'm too isolated here
in the middle of Indiana. I can't do it but people pushed
me and supported me and said yes, you can you can
do this. And so I decided to go ahead and I
remember vividly when I got on the airplane, I
was almost hysterical because I was so afraid
I told everybody I was afraid of flying but
really I was afraid of the whole Adventure but
to make a long story short. It
was life-changing. I I was uncomfortable. I
was scared. I did have those moments when
I thought I wasn't gonna be able to handle it but I
did and I never looked back. I found
my personal power at that point when I
was 17. I found the confidence that I
could handle these this discomfort. I could handle the
unknown and that's what I'm asking you
to think about today. Now does that mean I've always
had that sense of personal power and self-confidence.
Does that mean I've never had any fear anxiety? Absolutely
not. This quest for personal
power is a journey That Never Ends, but it's a journey
worth taking.
So let's get started on our journey.
Personal power I look at as our
hidden treasure. That means you don't
have to create it. You already have it. You
just have to find it. So let's
go on a treasure hunt for a few minutes this morning.
But what do you do when you get ready for a journey? What do you do when
you go on a treasure hunt? Well, the first thing I do is I
gather my resources.
What are those resources well if
I'm going on a trip maybe I'll put a picnic basket in
the car. I'll make sure I have a spare tire or I'll
make sure my phone is in working order all the things
that I think I might need for my journey.
Well in this journey that we're talking about this personal power
treasure hunt. The resources are
a little different. The resources are courage commitment
support reaching
out to people who can support
us in building our self-confidence, but
mustering up the courage to do the
hard work that it takes the Discover that personal
power and then claim that personal power.
So gather your resources. Another
of my favorite authors Elizabeth Gilbert says
in brace the Glorious mess
that you are and that is a good place
to start on a journey to find personal power.
Well, one other things that we use as
a resource for any journey is a matter. And so
I want to start with our personal power map and
it's a series I'm going to present it
as a series of stepping stones. And each
of these Stepping Stones is important and
absolutely critical to our journey for
finding our personal power.
As with any Journey the first step is usually
the hardest and it is critical because
if you don't take the first step you never get
there.
The first step in the personal power journey is
self-awareness. And that is a
scary thing. I am
not talking about how we present ourselves to the
world. What kind of good face we
put on our social media accounts?
I'm talking about digging deeply within and
asking ourselves. Who are we and who
do we aspire to become?
I do a lot of coaching and I do a
lot of coaching of women. Usually they're their career
women their High achieving women some of the things
that I tell them to do when I'm suggesting that they dig
into this self-awareness step is to
think about what if they overheard someone
talking about them. What would they like to hear? What
is it? They'd like to hear people say about them
that their mean that they're unreasonable. I
doubt it instead they'd probably like to
hear that. They are strong that they're compassionate that
they're good people each of
you will have your own answer to that question about what
you'd like to hear. It's somebody was
talking about your if you overheard someone talking about you another
exercise I have my coaching clients do
is to imagine that you are there's
going to be a feature story of you in some
magazine. What would you like the headline to be
on the front?
Page above your picture for
that story these sorts of exercises help
us dig within ourselves in a
deeper way than many of us normally do to find
out who we aspire to become and then
maybe the harder work is to ask
ourselves. Who are we really at point and that
involves thinking about what are your values? And
are you living your values? What are
your priorities? And are you are you
spending the time and energy in the way that your
priorities suggest? You should what I
find with a lot of my coaching clients is that they're so
career driven that even though they say their priorities
are around their physical and mental health or their families or
other things really they're putting all their energy
into their career and I would argue that
that is not a way to become personally
powerful. We have to align our
energy with what we say we care about
So the question then is who are you? Who do
you aspire to become and how do you close that Gap? That's
the first stepping stone on our journey.
And of course there will be roadblocks on
any Journey. There will be roadblocks especially in
this journey towards personal power the
roadblocks that we're likely to find our
fears faulty assumptions, but
I want to pick up on one to give you an
example and that is Vicious Cycles. We all
have them. Do you know what that is?
If these habits that we get into that are self-reinforcing
they're self. They're really
self-fulfilling prophecies. I have a coaching
client who is extremely talented. She has
been the CEO of several startups
and what she does is she
jumps into her job with both feet and
she works like a maniac and she puts in
unbelievable hours and she she
puts all of her passion and all of her energy into
that job until she hits
the wall.
And when she hits the wall, she's frustrated. She's tired.
She's irritable. She can't get very
far in influencing her team and when
I talk with her about and she's done it over and over
and over so she goes from one job to another doing
the same thing and I keep thinking about that saying
I think it was Albert Einstein, but I'm not sure who said
insanity is doing the same thing over and
over and expecting different results that is
truly what she was doing. And so she and I
were talking about what is that vicious cycle
that makes her believe that she
should put all of her energy into this hard driving
career when she knows
that it's just going to trip her up
in the end. So and we could talk about a lot
of fears a lot of those cycles. Each of us has our
own but what we need to do in this second step
is
Uncover those Vicious Cycles and then turn them
into what I call virtuous Cycles break the
Habit a lot of times what that means
is we have to listen to that voice inside of
ourselves. That's telling us this behavior is
the right thing to do. We all have those voices lift
take those voices and talk back
to them create a different voice in
your head creative voice that says productivity sometimes
means stepping away from the job productivity
sometimes means relaxing letting
it go and that's when
our best thinking occurs and that's when we become creative and
that's when we start tapping our personal
power finder Vicious Cycles
break your Vicious Cycles make them virtuous Cycles.
the third step in our journey
we get there, right we get to the point
where that treasure is located. We start digging it
up. We see it. We're self-aware. Now
we've overcome some of the roadblocks
and there it is that treasure that personal power
Reservoir. Now what this is
a dangerous time folks because for some
people for many of us, perhaps we
may step back because we may be afraid of
it or we may think to ourselves. Oh,
I'm just an imposter what gives me the right to
be this self-confident what gives me the
right to think I can influence other people. I'm just
making it up. I'm just faking it or maybe
we're afraid that our lives
will change too much and life will become unpredictable. If
we start using that personal power taking those
risks jumping into those areas
where we're uncomfortable. This is the dangerous time
because a lot of times people stop them.
At this point I see this a lot in the
women that I'm coaching and I coach mostly women. I do coach
some men but but many women and I see it
a lot this imposter syndrome this feeling that
I can't claim it. I see it. I understand it,
but I can't claim it because it's too
dangerous. Don't do that. Don't back away.
Understand that you have to live with
discomfort in order to grow and living
this with discomfort makes you
stronger and makes you more powerful.
So claim your treasure folks
embrace your power acknowledge
that you are ambitious. But
at the same time be sure
that you allow for some vulnerability.
Common misconception that I hear from leaders
of All Sorts the ones I coached the ones
I work with they say things like I have
to put on a good face, even though I'm
anxious and fearful. Sometimes I can
show that to the people that I'm leading because I have
to be the role model that shows my strength wrong.
People want to connect with you as a leader.
When we're talking about influencing through personal
power we're talking about relationships and
we're talking about connecting. We're talking
about empathy and all of those
things come from being human and from showing
our humanity and respecting the humanity
and in others that we really do. So being
willing to be vulnerable means a
lot of different things. It means being willing to
say, I don't know the answers if you don't being willing
to say yes, I'm anxious about this too,
but I will persevere and so can you being
vulnerable means being willing to take
those risks, even though you're stepping into
the end known and it's scary but being
willing to do it and being vulnerable
means acknowledging who you are
as a total human being
All right. So you've overcome that fear of
claiming your treasure? You've claimed it now it's
time for you for you to use your power for
good and that means bringing your
whole self to the world.
head heart and hands
I also have some coaching class who say to me emotions have
no place in the workplace. Oh, come
on. We know that's not true. You can't
leave your emotions at home. You can't leave
your emotions at the door. We've just
been through horrendous experience with this pandemic again.
Well, we're still in it just on degree, but it's getting better.
I think nevertheless. I think that our
emotions we all realize now that
we are emotional human beings that's part
of who we are and we can't deny that if
we try to deny that we're likely those
emotions are likely to come out and unhealthy ways.
Now, I'm not saying let emotions overcome your
head I'm saying use both. We also
need to use our heads and examine our
assumptions be willing to lay those
assumptions on the table for other people to see to
poke at to challenge. We need
to be able to listen to the assumptions of other.
People in a non-judgmental way and explore together
how we can co-create how
we can challenge each other's assumptions and
come up with new ways of viewing the world. And then
we also need to use our hands and
that is we need to do the hard work. We need
to take the time to listen. I just
this weekend was talking with the leader who
said I've got too much to do to implement this
strategy. I really don't have time to listen to the people
that work for me and I said, wait a minute. That's your
job. Use your hands do
the work use your head use
your heart and use your hands. Once
you claimed that personal power and you
will use your power for good. That's when
you'll become influential. So now
you've got self Mastery you feel self-confident
you've tapped that Reservoir deep
inside you and
Influencing others through your character through
your compassion and yet you
still need to be humble being powerful does
not mean being arrogant humbleness
is one of the main ways in
which you show your personal power you are willing
to change as well as be as well
as well as changing others.
I can't think of a better quote to really sum
this up and the one by Amy polar who
says Change the World by being
yourself. That's the
key. No who you are be
who you are and encourage allow
and encourage others to do the same
respect your own Humanity respect the
humanity of other people and you will
be powerful.
I want to end my formal remarks
today with what I consider to
be a blessing.
It comes from Nelson Mandela and here is
what he said and this is what I wish for you. He
said may your choices reflect
your hopes and not
your fears go out
there and find your personal power. Don't
be afraid of it use it
to change the world.
Thank you.
Kathy thank you. What are inspiring dog? You
know one of these that really, you know hits me he said
that relationship between power and being authentic
and being ourselves.
Thank you for that great message because you know
what? You know, we're all right like in where there
is a say it says that you have to be yourself. Everybody else's
taken, right? It is being herself
because people do know when you're authentic when you're in
authentic while we're receiving some of the comments or the
questions. This is the time. Please take a look at the chat.
Tell us what you want to tell Kathy directly.
We didn't included her LinkedIn profile so
you can communicate or through us. So let's start
diving with questions, maybe Katie one of the
questions. He's we have some of losses from the audience. They
have enjoy life. Very nice.
Have you been in a situation that you're in a meeting you are
in certain place and you see a person that is using the power
in an evil way. What have you done? How
can you address that situation? Maybe it's not directly to
you. But in with one of
your colleagues, what have you done about it? I think
there's a couple of things to do there. First of all, you have
to understand you can't control it. That's one of
those things you can't control we cannot control other people.
But what we can do is we can be compassionate
about where that may be
coming from. First of all, usually when
people are using power in that way. They're not going to be very effective
in the long run and remember that when when
they turn their backs people are gonna hate them and do other things so
it's limited when they're doing that. The other
thing that I try to do is I try to ask questions. I try
to I try to help them uncover their
assumptions by asking questions. I'm not
going to push back and tell them what
Do necessarily I'm going to ask questions that
help them reveal to me why they're
acting the way they're acting but ultimately you
can't control other people. You
can only control your own reaction. One
more thing to that that question is don't let
yourself get hooked and by that, I
mean don't let yourself get drawn into
that evilness so that you become overly
emotional and become nasty yourself
and that that takes intention to really
control that reaction.
Any books that you can recommend us perhaps
on this topic that we should certainly review.
Oh, that's a very good question. I'll have
to think about that and maybe Mara
I can send some ideas to you and
you can get it out to the group my friend number
of articles. I hate to just promote my own stuff, but that's
what's new here with so I've written
a number of articles in Forbes about this topic
of personal power the title
for the presentation today came from an article. I wrote
for Forbes during the pandemic you will
find several. I wrote one on perfectionism and why
perfectionism undermines our personal
power how to get rid of that perfectionism. So
a number short articles. Yes, there
are some good books on it, but I'll have to think that
I have to think about that. I'll send. Alrighty we
wanting by you the gold perfectionism. Definitely. What
a great job. It's almost so many things to talk
but got people right now. We want to say thank you for being
here with us through the day through them.
We're going to be in touch with you with many questions that may arise
but one more time. Thank you so much on behalf
of the woman in reliabilityness and management Community. You're very
welcome. It's my pleasure. Thank you.
Thank you God and you're welcome to stay to continue enjoying
the rest of the day today. We want to also continue
by saying one more time. Thank you to you
for being here until The Advocates as well at this
stage. I want to come back to share screen. So
give me just a moment because right now I want to
yes let you know that we have other Advocate that is
with us and that is a in this
case interlock Solutions. Gretching Gallagher is with
us gretched. We will hear your audio. How
are you doing today? And thank you for your support for the group.
Absolutely. Good morning. Can you hear me? Okay.
You can yes, go ahead. Okay. Fantastic. It's my
absolute pleasure to be able to join you this morning that doesn't
always occur. I'm a woman that has been in this industry
for 29 years and I sit at an Executive Vice
President role at interlock Solutions, which is focused on
Maximo Enterprise asset management and Mobility. The reality
is is that interlock and myself are
founding sponsors of the Wareham Community. It's fundamentally important.
And what I'm going to do is really take
the conversation you just had right now has just
the business side of this and and putting humility and
person personal experiences into this
and to understand how you really can as
she indicated Change the World by yourself.
I've had the privilege of addition introducing many women
over the years authors of women that code and
such I myself am the mother of 14 year
old triplets two of which are girls. I've had
the experience within this year than being an eighth grade having
a teacher say to them. Well when a boy
was practicing his math with a girl's guidance in
the home room, and he was an elder gentleman that's
not to be held against them to say, well, you know
that boys are traditionally better at math and that
came home to me. I needed to make a call that to
the principal that that implicit bias was
a part of that respectfully but to
shut that down in addition to that I needed
to also then take that a step further to watch
my daughter then look at stem and see if that as a
potential career and just within the past month. I noticed
as a class of 500 students going into
freshman year in our local school is
only accepting 50 into the STEM Academy and
That a group is less than 15 to 20
females of which one of my daughters is a part of.
I speak to you as a career professional as
someone who is established for three decades in this industry.
Someone that supports women everything it stands for
and as a mother itself that you have to be the change in
the world by yourself respectively and continually
so that we can be identified for
our strength and for our knowledge and our intelligence and
to be treated just as anyone else. So I thank
you for that time and Mira, I really appreciate having a
very personal anecdote that I could share today
that would resonate with this team and to understand the importance
of this going forward. So thank you for that time more appreciate it.
Well, thank you very much Gretchen for a personal story. Thank
you for for your stand in the community
and interlock Solutions.
And we invite you as well as to stay we have such a great treat
for everybody. You're just joining welcome. We are
with a woman in reliability virtual Summit. We are
so excited to have so many professionals not only from
different parts of the world, but different perspectives different
views and they different Industries. Now, I'm
gonna proceed with our next speaker Brandy Avery,
we're gonna give you the presentation right now and what
can I say with with Brandy? You know,
I've met her personally. I've met her professional
career. When was the time to look for a director
for a woman in reliability in United States. Brandy was
the first person that I could think of and the community
Brandis bringing so much experience. She's the
global transitions lead with Coachman and we feel
brand. These are accomplished quality in
66 my professional she has
over 20 years of integrated facility management transition
project management technology implementation experience.
Has passion for operational excellence reliability change
leadership successful has built relationships
and deliver quality results via
transformation continuous improvement process the
utilization and much more such a great
pleasure to have the director of the United States for William Brandy
with her topic diversity and
Opex. So Brandy welcome, thank you
very much right now. We can see you the presentation.
We see in two slide deck. So it may be
if you want to just compacted to one view. So we're ready
there. That's perfect. Now if you want to
put in full screen mode and then we will buckle
up to listen to your presentation as for the
rest of everybody. Please enjoy take notes and
ask questions at the end. There you go
Brandy and that's perfect and you
can make it the whole presentation there so we can see
the full screen.
Your muted right now. Let's just see making
sure that you have your sound.
Thank you. Talk about it.
That's great.
Great, so and unfortunately, that is
not letting me share full screen. Can you
see the PowerPoint? Yeah, we can see
it. Yes gray. Brownie. Thank you so much for your partnership today.
Excellent. Okay. Let me know if we have
any issues and thank you for having me and thank
you for those who are joining us today. First of
all, I too would like to say thank you to our Advocates response
with this activity. You're continued support
is so important.
The views I'm going to share with you today come through my own experience
and research is not necessarily that of
amp or where.
As Maura noted today. I am going to speak about
diversity as a lover for operational excellence because we
are all about diversity. I thought I'd spend just
a few minutes on this topic.
Diversity has become a major talking point in recent
years as we started to look more critically at how our society functions
the ails of the past created a system where
certain groups of people just simply didn't have the opportunities that
others did because of their race gender sexual
orientation and the like we are slowly dismantling
these one by one and we still have a long way to
go. But the trend is in the right direction and it
makes so much sense to unlock all this talent and potential that
was previously untapped.
When we can draw insights and ideas and energy
from everyone we put ourselves in a
really strong position to move forward. We can Empower everyone
regardless of background to contribute to the cause
or Mission that they believe in.
On the screener a few stats are good firms Harvard
Business review and Mackenzie have put together and these really
emphasize the benefits and improved culture productivity performance
and profitability.
So now let's shift to operational excellence.
Operational excellence is a term that is often used when discussing strategies
to maintain or enhance business performance operational
excellence occurs, when an organization implements and
executes this day-to-day business operations better
than its competitors and their marketer industry.
Operational excellence can also be a framework
for businesses to focus on growth and execute their
strategy better than their competitors. It usually
includes processes also known as value streams
that can produce tangible products like cars or
intangible ones like services.
Drawing from continuous Improvement and other tools companies pursuing
operational excellence about the mindset of problem solving teamwork
and top-line growth allowing them to create
more value for customers.
The drive to keep improving in order to have the capacity to pursue
Innovation and growth also known as execution Excellence
rests on two primary pillars.
The systematic management of operations and a
commitment to a positive culture that focuses on customers needs
and Empower staff.
Empowered staff members have a clear understanding of goals
and plans still secure and taking initiative and come
up with ways to fix problems.
So why is operational excellence so important?
Operational excellence matters because it's a
huge competitive advantage.
Research in the Harvard Business Review family companies with
Peak operational excellence have 25% higher growth and
75% higher productivity than
laggards.
It's also one of the three value propositions that can act as
an organizations competitive Foundation.
So, what's the secret?
Operational excellence helps you succeed in good
times and bad because of the way it impacts key characteristics and behaviors
of your organization.
Information technology and HR a couple
of areas where we are starting to see teams actively leveraging diversity
and operational excellence.
Information Technology organizations that are operationally excellent
focus on continuously improving their
processes and their culture the Agilent scrum
methodologies are natural complements to the operational excellence
of these firms.
At these companies we operational excellence approach translates
into making sure they have employees with versatile skills. This
way team members can adapt to changing needs and
see the big picture instead of having only deep but
narrow technical experience.
Strong hiring processes onboarding and training
for both staff and managers supports of kind of Workforce.
Similarly, we see operational excellence in HR.
HR teams are pursuing operational excellence by looking for ways
to make their processes such as recruiting and outboarding more efficient
to work more closely with other parts of the business and to
act as a growth catalyst.
smartsheets Kevin Dugan sums us up well
Operational excellence is the point which each and every employee can
see the flow of value to the customer and fix that
glow before it breaks down.
A recent payment costs another term and concept that
I wanted to share.
developing operational excellence through dimensional diversity
We are Innovation showcases this in
an easy to understand way.
Information flows tend to follow specific human
routes and codes within companies making it difficult to
build context and definitions that would be common for a
variety of professionals to communicate on highly strategic
and engaging topics with an estimates as
well as within Global firms or even associations deciphering those
codes. It's critical to align ideas and vision
on common goals, whether you need a technical crude
a better explain field configuration to your material provider or
present to a network engineer, the requirements of non-technical customers
dimensional diversity is a tool
that can help you make sense of information from customers to
technical stuff Specialists to drive discussions towards
user-centric problem solving.
Developing a common language is part of this.
As very strategic angles become necessary reading tools
to make sense of complex and uncertain environment for Innovation
enabling individuals to communicate around common standards
and goals becomes the new operational excellence for
teams working in global Matrix and interconnected ecosystems.
Smart changemakers within these teams whether they
work for Global or local businesses are able to articulate customer
issues under a variety Viewpoint making sure
they include customer requirements at every level of the
discussion by breaking silos confronting ideas
and viewpoints addressing commonly shared
issues in creating synergies with customers dimensional diversity
adapts information shared across knowledge communities
to include customers and daily interactions.
In order to generate the open Innovation and communication environment
needed for dimensional diversity changemakers can
for instance build up multi-dimensional views
of change and reassess definitions to update common
languages as further developed in operational plans.
Developing operational excellence through dimensional diversity is
enabling a continuous flow of information by adapting
and redefining Concepts that can be understood and
reused by a variety of stakeholders and is a
critical asset to change makers utilizing or trying
to develop operational excellence.
Vertical diversity to confront ideas and
strategic viewpoints can include Innovation Trends covered
by knowledge of platform and enables us
to listen to different levels of expertise and experience in
developing or implementing and evaluating Technologies and
processes and make sure specific emphasis is
provided to outline the voice context intention
and wording used to express ideas and opinions of
others.
Horizontal diversity is used to address
commonly shared issues social media, including social
networks blog platforms and new syndicated
media engaging specialist content offer a
wide variety of viewpoints on Innovation Trends affecting
multiple sectors and organization types.
Should include a green and conflicting ideas to better shape
Innovation context as well as operational priorities.
Technical diversity is used then to create synergies with
customers.
Recent technical assessments of innovation whether
from a market strategy or business Viewpoint all
confirm the Interlink existing between several components of
the business.
Bearing Technical Solutions and viewpoints to make sense of
technological progress allows for sharing insights and messages with
everyone.
On the long term this knowledge platform built a single story
for specific Innovation challenges.
And then systemic diversity is put in
place to break silos. This is right a growing variety of
players, including governments universities businesses and
leading firms. They're engaged to address commonly shared issues through
connected platforms like the one
we're here today.
Because they seek to share and Inspire knowledge that support their
own vision and forecast of economic social and
political benefits of innovation. They continuously influence discussions
held in an operational level to drive change.
Ensure such analysis are included.
By sharing ideas emanating from everyone.
Rich and gap between expert communities is a key
attitude to develop for further diversity agility and
human specificity from a Content development point of
view. It does open a wider range of businesses build vocabulary
to restate messages and line with a
variety of expertise.
So what a success look like we talked a
lot about diversity operational excellence. How do
we start to measure success?
Some Carpenter principal Consultants at Clarissa says
that when assessing operational excellence improvements most people
tend to measure processing time time from
start to end exceptions Etc. But such as
the number of cases that fall outside of the standard process
the output or the error rate, but what can be more
important is the impact on overall customer experience employee
satisfaction customer satisfaction customer
and employee retention and that
promoter scores.
Other firms measure things like change and culture as a
kpi.
Culture could be training completed employee
satisfaction scores employer retention and a
ratio of internal external hires.
How is the culture where you work what types of action can
be put in place to drive diversity and operational excellence while
women may be well represented in Human Resources Finance
marketing and other internally focused functions.
They were severely underrepresented in the middle and
Senior Management ranks that have profit and loss responsibility.
In a recent case study Ingersoll Rand partners with Center
for Creative leadership CCL and film is
even more prevalent in an engineering driven industry traditionally dominated
by men.
Due to the lack of advancement opportunities, they found
that women are more likely than their male counterparts to
leave the company further perpetuating their underrepresentation
among senior leaders.
So how did they work to solve this?
They partnered with CCL to improve retention of
women team members building internal network of
emerging women leaders.
strike a stronger gender diversity balance and further enhance business
performance
sounds a lot like what we're trying to do every day, right?
Some actions they put in place. It might be helpful to
you.
They put in mentoring.
Making sure they had senior leader guide guiding women
in better understanding some of their businesses and challenges.
They customize training and so that they could develop the
skills required by women to lead themselves other team members
and the company.
You put in a 360 feedback process.
That helped women and understand their strengths and development
needs and compare strength to Value company leadership
qualities.
Action learning projects assist women in applying
new insights and skills to Everyday job responsibilities and
raise their visibility within the organization.
An individual coaching and personal development planning ensured that
women could approach their career purposely and
are supported in reaching their career goals.
the results
it pre-imposed program assessment of all the
skills knowledge and business impact was among the methods used to
evaluate their women's leadership program every data
point revealed that the program at all the learning objectives and yielded
tangible business returns with improved leadership
capabilities for all participants a notable 45%
of participants have transferred program knowledge skills
and behaviors to a significant degree with 31%
sharing learnings with others and infusing the
company with program benefits.
The impact is sofa been so far reaching that according to
more than 50% of leaders. The program has delivered either moderate
or significant positive results to the company.
Positive results went above and beyond professional development. In
fact, they had a sweeping effect on company culture
as well as team size and diversity.
So what can you do take action because diversity
matters?
The complexity of societal change is progressively driving organizations to
elevate diversity it inclusion to a higher more strategic
level and it's becoming increasingly apparent that
sponsorship and support A diversity inclusion based on
strategic targeted action is crucial to improving organizational performance.
It's also worth noting at this point that while the connotations around
diversity of the income down to race, but it's
just one aspect of a much larger conversation. You went diversity
across every Spectrum. You can imagine race gender
background skills socialization age point
of view Etc list can
go on and on.
Many of you are probably familiar with unconscious bias. It's easy
to find yourself in a position where you look around the room and
only see people who look think and sound like you as humans.
We have a natural inclination to group together
and look for commonalities. And so that's subconscious poll
plays a role in hiring networking and all aspects aspects
of business.
without meaning it maliciously
your key personnel cameras and will carbon copies
of each other before you know it and this is often because we
gravitate towards people who believe in the same things we do and can
validate our ideas because they come from a similar background.
It's important that we stay aware of our own personal biases and
consciously adapt our Behavior accordingly.
Improve operational and Excellence where you work
and Empower your people to go above and beyond to match the
needs of your team and adapt those needs as needs
change.
Drive improved operational excellence Innovation and
growth and strength and gender diversity and
change corporate culture.
Thank you more.
Brownie, thank you very much. You know every time
we talk about safety reliability Asset
Management. I always say to
come but it's easy important to open the meeting with these topics.
But now I'm encouraging everybody to talk about diversity
in this briefings in in operational excellence
and diversity go hand to hand. We have
a few questions Brandy. One of them is related to
that correlation with operational excellence the diversity.
Is there any correction between highly performance companies
with diversity and inclusion. What is
your take on that?
absolutely, and I think is we talked about
today and
Input of various thought make us stronger, right? They help
us make better decisions. When we have diverse teams. We get
more ideas better ideas. And it's absolutely
my experience that can improve our performance and really
move us up from an upex perspective but also
as truth in our position in the market,
Very similar question. Brandi says how to
develop an effective culture in your opinion with
acid management anymore. Then he say shown. Well,
there is a Multiverse City a Multiverse
diversity patterns among employees. What are
any tips that you suggest?
Oh, that is such a loaded question. Right? I think changing culture
at a company is one of
the hardest things to do and I have to go back
and think about the first time.
I ever heard parents speak and I'm sorry I get a
little bit emotional here, but he talked about
the why and it's so important that we share the why
we're doing this why reliability is important why
diversity is important? And so people
can understand the more they understand the more
you're gonna see that cultural shift and people are going to embrace that
change right and they're going to believe it and adopt
it for themselves.
Yeah, it's so important. You know that that why and also
what what is in it for me as an individual.
So how diversity can impact me I
can tell you when we have done different exercises and
we have a diverse group a person
versus a non diverse group. The decision
making is even
interesting more diverse by the
by the word not only on the area of
different titles, but different cultures the team
earns more have you heard that one individual
decision is is great, you know as a
silo but the sinner Yeti approach of everybody
makes that totally so with us
and management Asset Management. It's a coordinated set of activities. So
that is including all the stakeholders and why not
all the different diversity area. So as you
said there is so much more to talk about please send us
your questions if you want brandy or
any of the speakers to die deeper, let us know and
we will make that so Brandy thank you very much for
your leadership for United States anything you
want to tell the audience about the upcoming webinars in
the United States, so we are prepared until December.
Oh, just please join us come in
and listen, you know, we've tried to combine a little bit of a mix of things
that motivate you things that will
encourage you and help you in your professional development with pieces
about leadership and how to become
a better leader sign that back to reliability Concepts, and
there's a tiny little bit of Education.
I realized today some of my presentation is a little
dry right? But I have so many people ask me about what is operational excellence
and how do we start thinking about how we
leave this into what we do every day and more. I'll
share my presentation. There's quite
a few resource links in the last slide that I didn't bring up, but
really fascinating articles. So if you want to know more Reach Out
attend our webinars for United States,
and thank you so much for your time and my time,
I guess allowing me to come today. Thank you.
Thank you so much Brandy. And yes, we
invite everybody to continue registering maintenance.org. We're
gonna place that link so you can join the webinars and
why not connect with Brandy also to be the upcoming and
future presenter or if you know someone else please let
us know. Thank you Brandy. Have a great day. Stay here
with us to see more. No, we are gonna continue.
