what he's next we have a treat for you.
We're gonna have our middle of the presentation Kino
speaker Michelle. The rains Michelle
is a speaker author leadership
coach multi brand entrepreneur and
even evolving but as leader the
people part can be the most challenging and she
says for many leaders. It's centrally was for
Michelle her wake up call was and came
to be with a Catholicism of leadership
that she had on the failure these painful and
humbling experience said the
course for her to correct the actions and
for continue and becoming a lifelong
hunger learning for leadership growth
in the contribution. She's gonna
be sharing with us a lots of these insights
Michelle looks forward to sharing the
victories. They also they are
Teeth they go supporting in unlocking yards
of buildings about a steam. So right
now we're gonna play the video Michelle. She couldn't be
physically with us, but we he's very with a
video in the video is but as leadership, so enjoy
these lesson 20 minute presentation and
then we will continue with more of our speakers.
Thanks so much Terence and more for having me back. I'm excited
to share back by popular demand the Wareham
keynote that was offered at IMC
2021. This is a little shorter version
a little faster Pace, but I'm excited to talk about
the elephant in the room, which is don't be an ass
lesson. Number one in my book is all about
you and how we show up as leaders.
The truth of the matter is I was an
assess a boss particularly as a young boss just starting
out and on my leadership journey and the
collateral damage can be pretty catastrophic when
we don't get the people parts, right?
I'm Michelle reinus. I'm a multi-brand entrepreneur the
founder of MDR coaching and consulting
which is a leadership development company really concentrated on
helping to develop high performance leaders and equipping
them with the tools and resources to build badass high
performance teams. I'm also the creator
of the badass leader brand and author of
the book from bad to badass leader which as you
can see by the cover is rather unconventional and intentionally
designed with the everyday leader in
I'm a keynote speaker a coach consultant and
a 34 year veteran
boots on the ground working with people
assets as well as physical assets throughout the
All right, so let's get started.
The truth of the matter is bad boss experiences are
all too common. We've either
experienced them experience them first hand. We've either
work for a bad boss. Hopefully not
been one, but that may be the case. It certainly was
for me or we know someone who has
My hope is that you know where
you're how your team perceives you how they
perceive your leadership and my My Hope Is
that you don't follow and the same mistake patterns
that I did don't step into my shoes if
you will on my bad boss experience.
So let's rewind for a moment. Where did
this start my story of my bad boss
experiences back when I was 25 to 26 years
old. I was promoted to my level
of incompetence. We've all heard the
term or some of us have heard the term the Peter
Principle. That's when we get promoted to a level
of competence where we now lack the skill sets necessary to
be successful and for me, it was about
the people Parts learning how to lead and motivate others.
I will tell you ignorance is not Bliss and
mine came at a great price. It came
in the form of a walkout where I
literally came down to my office one morning to a stack
of keys and a pile of resignations as
well as some very colorful language
about what my team thought of me as their boss.
That's a rather rude awakening and what's even worse
is I was not only oblivious. I was absolutely unconscious
to the fact that I was
a bad boss.
I actually thought we were
As a team if you looked at our results on a week over
week or month over month basis on paper we
were winning, but when it came down to the
human capital casualties that I created by
being oblivious and incompetent as a leader, they were
catastrophic and destructive.
I get it the people parts of leadership can be
painful sometimes and oftentimes challenging.
It is in fact people science and it certainly
was challenging for me all the more reason why
we get to focus on getting these parts right when
it comes to how we lead first.
So let's spend a little bit of time getting under the
hood and understanding some of the root cause or signs
and symptoms if you will, let's diagnose what
was going on with me and that may have led
to my bad boss behaviors.
Well, first and foremost, I was fearful I was
afraid here. I was promoted to this level and
now I was responsible to for 18 different lives
and I didn't have any competencies to
speak of although I wasn't aware that I liked the
competencies what I had was fire in drive
and so fear definitely played a
role in how poorly I showed up as a boss.
In addition to that that fear then had me
based on my personality type showing
up as quite dominant, you know, I was really pushing
wanting to make my Mark if you will prove myself
that I was worthy and capable
particularly as a young female and which
was pretty much at that time a guy's game. This was
back in the 1990s.
I was definitely steadfast and
in hyper focused on
proving myself and making my mark
being the best leader the best manager very
competitive in my Approach and he
ended up making the environment really
all about me. It was my ego that
I was feeding.
In addition to that when your egotistical like
I was I was busy taking credit and
placing blame and wherever I
could which are very unattractive characteristics
of a manager.
In addition to that I was hyper
focused on results and performance results
were what I call my doc which is short for drug
of choice. I folk hyper
focused on the metrics for week over week
day over day month over month performance without any
Focus around the people who were delivering
in addition to that to make matters worse. I
hovered over people like a drone.
I search for needles and
Haystacks. I tried to find the one missing link
and held withheld praise
Well, those types of behaviors fostered a
very low trust environment matter
of fact, I eroded trust and made people feel incompetent.
I lacked self-awareness. I showed up immaturely all
of these characteristics combined are a
perfect storm for a cataclysmic Fall
From Grace, which was my bull ride.
Insecurity was another challenge that I suffered from
underneath all of that fear of failure.
You know, I harbored insecurity. I didn't
know what I didn't know that old adage of fake it
till you make it can be not only
unattractive personally and professionally but catastrophic when
it comes to building high performance
The Challenge and this is
where today in my role as a leadership coach and
team developer. This is
the confusing part A lot
of those behaviors, you know, these were all what were
inside of me and how they showed up on the outside. We
were actually quite successful at getting
sick rather significant results.
And that can be confusing in an interfere
with our abilities to step back and really look
in the mirror and understand how we're showing up as Leaders versus
bosses and you can get fast
results when you are dominant and
you push for results and you really push teams
well outside of their comfort zone in even destructive
ways. You can get results. However, those
results are not sustainable at some point the shoe
will drop in mine came in the form of that
walk out right that nobody wanted to play on my team.
No one was excited to get up in the morning and come
and give me their all or there certainly
not their extra mile behaviors when it came to people and performance.
So what do we do? So for faced
with those types of challenges? This is where lesson two
in the book comes into play. The first thing we get to
do is stop drop take a selfie for me.
I really was gifted with the walkout
because there's no denying the fact that I was
the common denominator. I was the problem they exited
so it was very clear. I couldn't blame somebody else
what's scary is when you have someone in
a leadership position and they have slow attrition
where you start to lose people one at
a time or two at a time over time and then
we buy into the story that it's them or
their circumstances instead of stepping back and spending
some time in what I call our mirror right
getting to know ourselves as leaders and
for me, it was important for me to spend
time and understanding what's working is more importantly
what wasn't working because if I couldn't
diagnose what the problem was specifically that was
Underneath all of those behaviors that was Unbecoming of
me as a leader then it would be really difficult for
me to put a plan together to fix it. So
some selfie work was definitely in order.
And as Leaders is true leaders
versus managers. I cannot stress enough the
importance that we first must become architects
Self develop understand our mirror and really
get clear and become self-aware. So then we
have the capacity to self manage.
The reality is that our teams
are our report card on how well we're doing
or not doing when it comes to leadership and it should
always be the first place. I invite you to look when something
isn't right with your team or something's off.
I invite you to look there first.
Are people are our results? So for me my growth
began with re
evaluating the metrics what
my measurements for Success before remember my
drug of choice was all about performance results instead.
I had to push on the brakes on that
area and refocus on the people who are responsible for
those results and taking care of them. They were
my first asset that I needed to invest in and
spend time with so these new metrics were important
and foundations that
I mean priorities I needed to shift.
Bottom line As Leaders one of the most
important things we get to do is to build high
performance connected and cohesive teams IV
leadership as a tremendously Noble
and fulfilling calling and one
that is critically important that we get right that
we prioritize the People First in order
to maximize the outcomes for safety reliability
and overall asset performance.
So here's the one thing I'd like you to think about. I'd like
to invite you to embrace your
inner badass leader.
Now you may be wondering what the heck is that? Right? What's
about us leader? Well, first and foremost what you'll
notice about that ass leaders is they live to lead
and here are some other adjectives that
help describe some of the attributes of characteristics
of badass leaders. So just take a moment to
view the slide and think about those descriptors and
are those do those was that
how your team would describe you if so congratulations?
If not, maybe jot down a few
that you'd like to work on.
And I'm going to help you do that. I'm going to give you a couple
of tools and resources to think about after this session that
you can tap into right away and get started
first and foremost. Here's a quick drop on the
12 lessons as you can see. We talked a little
bit about lesson one, which is don't be an ass.
It seems rather obvious. But again, it is the most common thing.
It's what keeps me busy.
And then lesson two is stop drop take a selfie. That's where
you want to work start the work as soon as you recognize that
there's an opportunity for you to do
some selfie development and then you can take a look
at that remaining 12. I won't go through all of them.
But I would like to let you know or share
with you. My passion is that we
absolutely possess the ability to ignite possibility
for others. I call leadership a
hashtag racing fuel additive
but for people and so that's who we get to be
and I'm hoping that somehow this talk has intrigued you
to think about where you want to get started and
how you want to maximize your strengths or maybe help other
leaders who may be struggling with some of the people Parts much. Like
I did it would have been really helpful for me during
that Journey if I had had an early a mentor
early on and so if you have this style
then my invitation is then to take
someone under your wing and Mentor them and help them be successful with
the people Parts. It maximizes outcomes for
all of our assets and people are our most important asset.
So, it's your turn. What are you courageous enough
to admit that you might need to work on or might want to work on?
So here's a resource if you're interested
and if I it intrigued you in any way I
invite you to check out my book from bad to badass leader.
It's certainly available on Amazon. It's a great
way to get started in DIY whether you
do book clubs or just work your way through it on your own.
It is a workbook with treasure hunts. So feel free to check
it out. And in the meantime, this is my contact
information if I can be a resource for you. I'm
certainly would love to hear from you. You can
check us out at badass leader.com. And again,
I want to thank you all for being here today and congratulations
on your leadership journey, and thanks so
much for taking time out to allow me to share a
little bit of my bumps and bruises and most definitely boot
Mouse moments with you.
Marua, Oregon gaming maintenance manager
for Modeling International Sweden. She is our
director for William Middle East she is
a reliability and as a reliability leader with
multilingual and Multicultural experience from
the Middle East to the north of Europe work
for several years as reliability professional in
shipping company. And now she's money in
the maintenance department for a food industry. She focuses
on the people technology leadership and particular
change management, which is
so important and useful to take the asset management to
the next level. So today marijuana we
have you with us.
Yes, so first of all, thank you Mora for
the opportunity. And I think
it's really amazing to have such platform to where
we can meet all women from all over all
over the world to discuss about diversity and
women in reliability and asset management and then
to for the woman in the Middle East area to
have their voice as well.
Today I will be talking about diversity and
women in the workplace.
And if we if we Google today the
word diversity so we get a general
definition. So we
get inclusion involving people from different.
Background ethnicity Etc. So that's
and we are here diversity but also
inclusion and what's more
important as well to have diversity
and inclusion is to have Equity
as well. It's so important to have diverse people
in the workplace, but it's important to involve them
to include them but also to treat them equally
And it's actually diversity today.
It's really a Hot Topic within
company. We hear a lot
about diversity within companies and inclusion Etc.
It's really um, we hear
about it because it's really in the
right thing to do but not only that I think
company they understood as well that diversity. It's
really the most profitable things to do. We
need to have diverse people
in our companies. We know how difficult
it is today to hire people in in
a technical jobs. We
are in a world where today companies
they are into digitalization Etc.
It's so important to have the right skills. And
in order for that for
the company and for us to keep with
with the growth we must
invest on diversity
Right and but then is it
enough to talk only about diversity?
I think it's not enough. We need to make it happen.
We need to make sure that
we make the change and we sustain it
as well. It's really important that it's
diversity. It's not only a superficial things
to talk about but it's really and not
only checking box to have like very first people on the
group or in the workplace, but it's very important
that we make sure that we include those
people and we we make sure that
they stay in the workplace. So to make that change
sustainable and ensure that
it will bring the
benefit to the organization as well.
and since I'm representing the
Middle East I want to talk
The women in the Middle East
area. So this is an interesting study. Actually
that has been done by Mackenzie in
the Middle East area the study represent
the labor participation
of women in the in the
Middle East area comparing to the male. So the
participation of how much women we have in the labor work
and it's still
I mean as a woman globally it's turquoite low,
but however for the Middle East area, it's
the lowest one in the world and that's for
So we have of course the background there is
the culture the social for this
for those reasons there is
multiple reasons, but what's most important today to
talk about is that how can we reduce this Gap?
I mean, it's it's so important that the woman today.
Play a role in the
growth of the companies, but also on their
countries, so it's important to have
to see more and more women in reliability and
asset management in the industry in general.
And there is what I would call
different rules by one of the most important
rules and I see it as
the foundation that women needs
to believe on their self themselves. I think
it's really important that
We Believe on our ability that we
can do it that we can
be part of this change we can
work in the industry we can do
the study for for engineering
we can be a mother
and at the same time being a
manager in the maintenance organization we can
we can do that we must believe on on ourselves
and I think this is really very
much linked to cat yesterday presentations
for the one who missed it. I really recommend
you to watch it again because
A cat is used a word. She said
personal power and I think this is really powerful
will word because it's absolutely
the thing that we need
to look at today. So the first
thing is to look and found your personal
power and believe you
on yourself because that's the first thing that's the
foundation. We we as
a woman and mainly in the Middle East we
have a lot of pressure from social pressure
Etc so I can give
some examples of things that we can hear. So
you hear a lot. For example, why are you
doing engineering work?
Engineering study why I mean why
you don't do art or you go for
Education, you know
you as a mother one day, you
will be a mother and you cannot be a CEO one
day because you are you will be a mother. So
we hear a lot of those things. A lot of I consider
them as a microaggressions, but
that's a reality.
where that's the the
culture where we have and and
in order to overcome that we must
believe on ourselves to be strong enough
to put a stop and
to say that no I
can make it I can do it. This is
really important. I think it's it's the foundation
of this and also,
You know, it's some it's also
when you are a woman
and you you want to work for example in a maintenance
Usually you have to prove and make
more effort to to make
your yourself heard and that's some
something of course, we cannot
change others, but we
can change ourself and that's the
main reason we have to be strong and
we have to
to to believe on
Um, but that is not enough. Of
course. This is a foundation, but it's not enough.
We need also to have our
This next to Eminem coming to my next rule is
to have to strengthen our policies.
We need companies needs to
put in place policies that Empower women
and boost diversity what I
mean by this is that to make
sure that we have
We have more flexibility. We ensure that
we have a certain work balance. We we
have a work environment where
women can actually be a
mother and add the same time managing the
manager. We see we
have seen a lot of for example Gil
starting as an engineer, but often
they don't continue because once they
have family they don't keep up with the speed
to develop and grow on their road. So
they might even change actually career
due to that. So we have to ensure and
make sure that we have the right policies to
enable those women to grow
on their career and be
able to grow in the industry.
This is something that I have seen at myself
and I have experience it as well. And I
had the opportunity to work
in the Middle East regions. And also today I'm
working in in north of Europe. There is
still a lot of similarity and challenge as
a woman in the industry, but there
Some differences as well, but I
think it's really important to have strong
policies in place to to
Then the third rule is
to have mentorship and
personship program. I think this
is a key thing to have
to help a new Talent
women Engineers to help them
to provide them support to empower
to grow on their career to support
them because and we are we don't
have that much Role Models.
So who started from
entry level to the sea level?
We do not have that much today, but that's
what we want to have more and I think the message
It's important that I would like also to say today that
even if we don't have them role model,
let's be the role model. Let's ask
and speak up.
Get the support to to
grow as a woman in in
the in the industry.
So this is
also a key role the other rules.
Is to make sure and to
keep Senior Management accountable. I
It's important because it's not enough to have policies. It's
not enough to for women to believe on
herself. Only we need also to get
support from Senior Management and making
sure that we
have a right work environment where
we do not have any we
do not allow any microaggressions. We
give opportunity flexibility. We
hear the woman we
We don't let anything like for
example, we hear a lot for say oh,
yeah, she got the promotion because she was she's a
woman or with everything those things should not
be allowed in the workplace. So it's it's really
important to understand that diversity and
having women in the workplace. It's not
only checking book box. But also it's
a real change on the culture because
it's really the right thing to do. It's really
the only way for us
today to grow for the
companies but also for the countries to grow and to
develop so this is absolutely profitable
so we have to keep talking
about it but to make it happen on
now on the shop floor, let's say
so there is much more rules, but I really
want to highlight all four rules
because I consider that our really the
as I said diversity is absolutely the
key element for success and it's
never too late. So even if
we have not started with it, it's really time to
start with it. It's really time to to take
it more seriously and to keep talking
about it ask for support building a
complete program in place to ensure
that we have a diverse people but also
to support and support and
mentor and sponsor all
these women to to have them
to see them more and more going to
engineering education but also entering the
industry till the sea level,
And that's what and this
is this platform. I think it's it's absolutely
an opportunity for a woman to hear other
woman's in different regions where they are.
How about their Journey Etc and
and it's all it's all about to
empower women to to succeed
and to buy the
end to make profit to organizations.
Barua, thank you so much for your
perspective, you know is such a
valuable thing to understand what's happening around the world
and tell us what what can we expect with?
We're a Middle East for 2022 and so
Yeah, so for We Run
Middle East we will have on the
31st Tuesday. We will
have a webinars. So we will we will run two
webinars actually that day and we
will we will keep I'm really inviting
everyone to join that webinar and we
will keep growing on that regions. The
idea is really to empower from student
until and until engineering
and hopefully having more senior woman.
I think we really
need that in the
middle east region. And yeah for
this year we will keep going with
the webinars and and much
more to come.
That is Kramer who was thank you so much for your perspective, and
we're looking forward to seeing you face to face. So
for right now we have been, you know, virtually speaking,
but looking forward to seeing you. Again. Thank you
so much for your perspectives, and please stay with us for more of
William today. Thank you.
Thank you so much. Hi Terrence O'Hanlon publisher at
reliabilityweb.com coming to you live from the
beautiful beaches of the JW Marriott Marco Island.
It's my pleasure to invite you to participate with you
and your team at the international maintenance conference. I
am see 2022, you know
assets or anything that has actual or potential value
to your organization that could be physical assets that
could be asset knowledge that could be the people and culture
at your work and asset management is the
coordinating activities that you used to ensure asset value
with every single phase of the asset life cycle.
The reliability web team travels the
world to find out all the latest approaches. We
listen to you and your teams to find out what you're
working on and what you need and then we deliver it to
you. I am seeing Clues knowledge and experience
from the world's best run company brought to
you live and in person. We look
forward to seeing you and I am seeing 2020.
Perfect. So many of you I see on the goal you
have been glancy many of you have not so you know for for both
groups what I want to say, the international minutes conference is
expected to have a thousand people from
A diversity point of view. I can tell you this event is
is one of the signature ones and we do
have a woman in reliability Gathering. Usually
we have from 50 to 100
woman attending they Gathering many more
through the conference, but that there are no numbers are
radius that come to the Gathering Michelle was
Aquino speaker last year this year. I am see
we're bringing more in sustainability on diversity
in the work day. So if you are around make sure
that you're a female colleague attending you will
be for sure invited to share face to face. So
with that being said now we're gonna continue
with more of the Beautiful song me
we have a few other presentations come with
great presenters at this time.
I'm gonna provide the presentation so we can
get ready for you while I'm gonna introducing our
director for weed. I'm Antarctica. So Patricia Douglas
party Antarctic support contract
ASE for the US Antarctic program, but
it's a systems engineer who is also the
maximum Enterprise Manager of the Antarctic support
contract for the United States Antarctic program usap
heard the office to ensure that Maximus
utilize as a sign to preserve functionally and
that integrity and is use
consistently across the Enterprise and experience
has ingrained the idea that informed
decisions cannot be made unless that is
available is well maintained and accurate as
your organization moves towards reliability Center maintenance.
It is critical to understand what that is
needed who will be maintain it and how
will help to achieve the organizations goal body has
diverse background includes being the first
Woman Higher by a major common
career to work as a supervisor on the dog. She also
has worked for the usap in several capacities.
South Polo Logistics manager during the construction
of the Amazons called South Pole station
Volunteer Fire Enterprise data modeler
business analysts IT project manager
and most recently a system engineers and
Maxim Enterprise Mana year her Barry skills
include the ability to that drive heavy equipment
loading and load military aircraft from
Monte Carlos simulations confirmed Roy
mobile devices great computer-based training
Run Emergency Response operations. Well,
as you can see body in Communications
VA in public affairs from
the University of Denver and it management from
radius University, there is so much more to tell about
body honor that she's the director William Antarctica.
She's gonna share her experience. Thank you
buddy for being here.
Good. Well, I always start out.
We have a poll. Do you want to run the poll?
Or shall I just work it through here? Let's do it.
Let's do it. We're gonna go with question number. Why right? So
we're going to launch the ball body and the
ball that you the tallest was why doesn't it
rain Antarctica, and we should choose between it
does but no one sees it there are
in any clouds or is to go let
me know buddy when you want me to close the ball.
So I can't see the results. You'll have to tell
me if we have results. I will let
you know. Can we close it now ready? Sure.
Okay, fine or three two one
body. The results are asleep follows.
73% cities to call
answer 30% says that it does but
no one sees it you.
So that wasn't result 73% is
to call 13 it does but no one seizes
and 13. They're in any clouds. In fact,
the real answer is it's too cold. Well,
you'll get ice crystals, but it it
doesn't rain and Antarctica because it's too cold.
Well that one it was made we're gonna go
to the second one launching the ball right now. The second question party brings
us East. How do you keep your feet warming Antarctica?
So he said that you were better
insulated boots or put more insulation on your
legs put more socks on or stomp around.
Let's see what we have there. Let's see
that boating they're coming in. They're coming
in body and we're gonna
be allowing them a few more seconds there. Okay
ready in five, four, three,
two one. We're close in the
pool right now buddy the results we want to share. Basically we
Isolated boot 63% put more
insulation in your legs 19% put more
socks on 13% and stomp around
6% What do you think about that? Wow, that's a
really interesting result. The actual answer is
put more insulation on your legs if you think about
Blood is what's going to warm your feet and the your
blood is gonna come from your core and it's got a travel
down your legs to get your feet. And if it gets
cold on the way if your legs are cold your feet
are gonna be cold. So if you put another layer or two on
your legs, it's gonna keep your feet warmer.
That makes a lot of sense and we're learning together
here. We're gonna launch the next one. This one says
how do people survive the calling Antarctica stay
inside layers of clothing access
to foot or lots of coffee. Let's
see what we say. I see many of
you love coffee on this call. But let's see if you're gonna choose that one
or you're gonna stay inside or you're gonna be layers
You know, I will do a lot of layers of clothing. Let's
see. Let's go in three two, one closing
the position results right now. The winner is
layer of clothing with 67% Stay inside
33% You know what? No one
chose any coffee 0% time. I
see these ever. Let me actually take a picture, please because
this is Iconic right now. Wow, what do
you think of that body? Oh, the the actual answers
layers of clothing but more specifically access to
food and sunglasses sunglasses protect
your eyes. There is an ozone hole that comes
during the astral summer and your
eyes get more radiation if you're not wearing good sunglasses, which
isn't good for them.
But access to food I can tell you when I was working that I
knew I was starting to get cold when I
got hungry, so I needed to come in and get more fuel for my
body. So it's layers of clothing access to food and some glasses.
Definitely buddy. Now, we're gonna go in number
four and the question is are children allowed to go
to Antarctica. No never yes, but
they don't go often. Let's see. What is
the answer on that one? We see you are coming in. There
we go. Okay. Okay coming coming and
we're gonna close in five four. Three, two
one. We're closing and sharing results
buddy. It says yes, but they don't go often with
78% No, never 22% What
do you think about that one?
The answers. Yes, but they don't go often.
Mostly when children go to Antarctica. They're
trip that civilians get
to go on so somebody would purchase a cruise and say
go to Palmer station and people
who can afford such things will bring
their kids often but and occasionally we'll
have a Boy Scout or a girl scout come down to the
American bases, but those folks tend
18 17 18 years old so
really yes they do but they don't go very often.
Good buddy, and the last one says launching
the boat. Are there polar bears in
andartica? Yes, or no the lovely polar
bears. Are they in Antarctica? Yes
or no. We're receiving some incoming answers
and we're gonna be closing this one in five four.
Three, two one and the
sharing results are yes for 67% and
no for 33% body. Oh
my goodness. That's interesting. No, no polar
bears in Antarctica. None zero. No,
no polar bears and Antarctica whatsoever.
Well, this is time for us. Let's buckle up.
We're gonna now dive into Antarctica. Welcome everybody
where all yours. Let's dive
in. Thank you so much for being here. Okay. Okay, so
I'm going to talk about
I need to move my
Yeah me so I can see what I'm talking about.
I'm going to talk about hiring the right people for the right job. And
I typically start out
and I'll get to this in just a minute just start out talking
about Antarctica as a place because it's an
unusual place to go but truly
I want to focus on human resource
management concept Concepts include diversity
and inclusion and
which is really important to us. Hmm, you
know greater than 50% of our Workforce is
And and the sometimes it
makes it difficult to hire the right people for the
right jobs at the right time.
And we we rely heavily on forecasts of
demand. We need to know what tasking
we need to do in a very short season and
in sometimes when I say short season, I mean
a hundred days for instance at Southpole. The season is only
about a hundred days.
And and this complicates things for project
managers, they face lots of
challenges when qualified laborers and short
supply. If you can imagine there aren't a
lot of people especially in the trades who want to
give up a high paying job a well-paying job just to
come do something for four months.
And and so it it presents
us with unique challenges.
Due to this short season and then
you know, they're also physical challenges very physical challenges
to the job, especially if you're doing construction.
People spend most of the time outside or
much of the time outside and it just takes the right.
Kind of person who wants to come down who's adventurous
and and who's the people person?
And you really need to be a people person. I'm telling you because you're
you're in a in a place where you
don't have a lot of privacy.
it's interesting look for and hire the
right people to do what we need them to do and include diversity.
So first, I'm going to talk a little bit about about the place.
Antarctica, of course is at the bottom of the world.
And and the upper left hand is South America. So this
is the Drake Crossing and we Embark
from putarenas, which is in
the very tip of Chile to go to Palmer here and
the Drake Crossing is the roughest passage
in the world. Hello, 25 foot swells on my
Appears Africa, of course Australia every
now and again we Embark from
Australia, but typically we come to
the continent of
Excuse me of Antarctica through Christchurch, New
both of us in the transportation side of the house, which I'm
from call the
transportation of people our jiggly cargo.
and it especially with covid has
become kind of an interesting thing now without covid
typically people would fly to Los Angeles
and then go to Christ Church and then fly to McMurdo and
then go to the continent or they would Embark from
Dallas fly to Santiago and then put Arena
and then would Sail on a research special vessel to
You know with covid we've
had to Charter aircraft to fly to
New Zealand and there are lots of restrictions and
so people are Charters leave
out of San Francisco. We would fly people to
San Francisco. They have to quarantine there for two
weeks. And then on a charter aircraft go to
Christchurch New Zealand quarantine for another two weeks and then try
to fly to Antarctica and sometimes
they're delayed because of weather and McMurdo or
they might do what we call a boomerang which
They get to a point called a point
of safe return the PSR and for whatever
reason they're not able to land so they fly to McMurdo. Unfortunately
McMurdo is the point the PSR for that
flight, which is six hours long.
They might get to make Murdo and at the last minute there's fog and they can't
see we'll see will enough and and they can't land and then
the aircraft has to turn around and fly all
the way back to Christ Church. Oh my goodness. That's a really long
day and I happen to be in the club where the
cohort had the most boomerangs
in a row that was 11 11 boomerangs
in a row is really horrible on the
last boomerang that we had people grown men
literally in tears in tears as
we were heading our way back. So so
that can be a challenge people once they
I mean this we have same kinds of quarantines and Dallas and
then fly Charter decentiago and
then to PA and once they get to PA they
have to sit on the research vessel. Chile is
very careful about people coming in. They don't want to bring
covid into their country and I
could appreciate that. So people wind up having to sit on the vessel for two
weeks to quarantine before they actually sailed a
You could imagine.
Not only is it challenging to find people but to
find people who are willing to go through a minimum
of a month of quarantine. It's that
is really been very challenging
for us people might do it once
but they may not be Keen to do it again.
So that something that we work through hopefully the
restrictions won't be quite as strict this
year, but we will err
on the conservative side when we're deploying
people because we don't want to bring covid to the
And you know just to understand and Antarctica.
We have two seasons summer and winter one long
day one long night. I'm not
sure people really understand how immense Antarctica
is. It's roughly the size of
the US and Mexico put together 98% of
it is blanketed and Ice the lowest temperatures negative 128
Greater than 200 miles an hour winds, which
is pretty Breezy less than
two inches of precipitation.
And elevation greater than a mile and no native
population and no terrestrial animals. No
native terrestrial animals mammals.
So just to give you an idea here if you were
looking at mcmurda, that's about where Brownsville Texas
is South Pole would be somewhere up here
in Nebraska western, Nebraska and Palmer
would be way up here in Juneau, Alaska.
It's really a large continent.
90% of the Earth's ice
70% of the world's fresh water and in Antarctica
an average ice thickness averages a
little bit around two miles.
And those of you who steal ski,
I think will appreciate this reference at South Pole. We used
to say that we had two inches of powder and two miles a base.
Antarctica as a place is the highest driest windiest
coldest emptiest continent on Earth.
It it really is the platform for scientific research
that cannot be done anywhere else on Earth
and it's it's our pleasure to
be able to support the scientists that there we essentially
provide everything that a city or town.
needs and the National Science Foundation manages
the US Antarctic program and
on a no-covid year would be greater than
150 projects 3000 people
to and from three stations to ships and a lot
of field camps.
That has been significantly reduced with
are ramping up a little bit now.
As things are being a little relaxed. We're
going to have a few more science projects, but we're still
not at capacity. Hopefully one day we will get
So what I wanted to talk
about after giving my my information about the place
so that you understand some of the challenges in hiring.
Is it the key components for
us to hire for diversity and inclusion?
Is you need to have a welcoming and
inclusive culture? If you don't you hire
people they come in and then they leave
if they don't feel like this is a place that other people
want them to be.
Representation matters especially social media when you're
trying to bring in women and people of
color you need to see them doing jobs that
that you want them to do. So our social
media, we've done a pretty good job, I think of showing
women in the trades and
women as engineers and
women in it. For instance. We've done a
pretty good job.
Representing women so they can imagine when
they're looking at our social media. They can imagine themselves coming
to the place and doing the work.
And then the last thing is providing resources and
benefits that retain and make people stay now. This is
for the full-time full-time people.
You need to find resources to
support them staying or joining
in a field or industry if if they have to
make difficult decisions about where they're going to
Then hopefully your resources and benefits
can can help them make decisions. That would
be good for them good for their life life work balance
good for their families and ultimately
As we had heard previously.
Being diverse having a diverse population is really
good for business.
So how do we get people the people that we
want where the policies that we have to ensure a diverse
What do we do to invest in our employees and how do we
create a culture where people feel welcome one of
the things that the organization that I work for is doing is
having monthly discussions about diversity
and inclusion, which
I really appreciate they have actually been really
We have what we call a diversity and
inclusion Council and we the meetings are
called a coughing inclusion conversations and some
of the topics are inclusions start with i,
by the way, that's an Accenture video that we we play
I've added it as one of our resources. Thank you
Accenture. It's it's really it's really a fabulous video.
We have talked about emotional intelligence. We've talked
about stereotypes and biases and the
great thing about these discussions is that
They are bringing up subjects that we don't normally
talk about to allow an opportunity
for people who might be.
who might not realize what they're doing
to explore these things in a
safe a safe way. And in
fact, I I've really learned a lot especially about stereotypes and
biases I didn't realize
I had so many biases myself until
I started thinking about
and discussing this with other people in my
organization. It's really it's a really a
great way for people to understand
what that what that means stereotypes and
biases and emotional intelligence and such.
So these conversations are important to have and really help
make a better culture people also
need to feel safe when reporting inappropriate behavior
by co-workers. Our HR
folks do a pretty good job trying to
ensure that if you if you see
something it's okay to say something or if you experience something. That's
okay to go to them to say hey.
I was really uncomfortable when this was happening.
So that something can be done. It's it's
challenging when we feel like we
just have to put up with it. And when I first started as a
woman in a male oriented.
and male oriented industry
it was it was not okay for me to complain if
if I said something about somebody being
What I thought was inappropriate I'd be
called out about it. It would be very difficult.
So we we really need to.
make it okay for people to
to say hey, I wasn't treated the way I think maybe
I should up and and make it safer people to do that.
And another thing that we are doing is actively
and I'm pretty happy about this actually actively
trying to address the pay differential.
We we know at least in the United States. I
suspect is probably true around the world that there is
a significant pay differential between what
men make and what women make and so my organization
is trying very hard to address that
which I think is pretty cool.
So culture counts, but you also need to invest in
And and you need to you know, what do people what do
people need what training on the ice each department
has its own requirements.
in a perfect example of that was when you
go to mcmurdom many people drive trucks and vans and they
may not know what they
need to do to take care of a trucker van and
this particular environment. So anybody who
drives a truck or a van has to go through
this training and it talks about how to do a pre-trip inspection
had a literally walk around the vehicle to tires
check the fluids make sure
that the vehicles in correct operating mode
and and something
about our vehicles that we have is an air
break installed regular parking Brakes
in cars are run by
a wire and those things in
the very cold stick if you could imagine and that
would be really bad if you got your parking break on and then it
stuck so we have put in air an air break and
Why would people know how to use those they don't so you need
to know what kind of
skills people would normally come with but then fill the gap
for skills that they wouldn't.
And then full-time Personnel might need reskilling or
upskilling or continuing certifications.
An example of that is in our program RT
our it folks. We do
not use the cloud, but the National
Science Foundation is asked us to move our data center.
To the cloud and the people
in our it Department don't don't know
how to manage the cloud don't know how to
utilize the cloud and and how
to move our resources. So we are investing because
we don't want to lose all that Legacy knowledge. We
don't want to lose the people that we have. We are
upscaling them so that they
Understand the new technology and technology
is changing pretty quickly. So so you really
need to to be able to do that?
You know, you can hire the people with required still skill sets,
but you need to train where there are gaps and identify
future challenges so that you
can rescale or upskill as
And now I'm going to talk a little bit about representation women
need to see women doing jobs that we want them to
do or they want to do they need to see that they
can do it.
And we also need to find and
I love that people talked about this a little bit earlier a way
to get the message out about nontraditional jobs
the girls early in school now.
I know that we have talked a lot about women in engineering,
but it's also trades.
The trades are a great place
for women and and they
can be a great way to make a living as a plumber
or an electrician or a carpenter.
Some people just aren't
oriented to The Sciences and that's okay. That's okay.
We all have our skills the things that make us happy and kids
need to know women girls
need to know that trades are out there and they are
good opportunities for them as well as
science and technology, so I totally believe in
that now I'm I'm very happy that we
as an organization have a really good outreach program
and there's a ton of literature
out there that suggests if
you want to get to girls and help them.
they can do math. They can participate in the Sciences,
but they can also do a non-traditional job like
be a carpenter or be a plumber or be an electrician
that you need to talk to them.
And the middle school grades grades five
And I myself have participated in that
it's it's a lot of fun and girls
through stem programs
are are very excited. And and they
need to hear that they can do these things that we
can be excited about it.
I I have some pictures of people
that I know this woman is a
scientist and also a diver and this woman
is a pilot.
And this woman is a field a
field manager for a
In 2009 that was the 40th anniversary
of women in Antarctica. There. I
am and these this is
a picture a group picture of all the women that were at the station that
This is a picture of myself and my
cargo crew who and all women
you might note. This was Hawaiian shirt
Friday, and it was fun mugging for
this picture actually, and I've worked with
As A Firefighter. In fact three women at
South Pole a firefighters First Responders. I'm
in the middle.
This woman is a fuel e and this woman
is working with a sling load that
a helicopter has delivered to a deep field camp
in the dry valleys. So we we
can show that there are women that
that do lots of things we we represent.
Finally, I would like to talk about resources to
women in their work
Especially during covid many times a worker
had to pick between worker family and of course.
They they more often pick family. I mean if you
have to pick if you have to Choice, you're going to pick your family and this
really affected women really affected women
much more than affected men.
So we need to put into
play resources that help.
Women balance and families balance
those outside demands so that
you you can help help people with
those things that would traditionally
Drive folks out of the workplace and I've
listed a set of things one of the things I
just discovered that my company provides is back
up home care and as an
in-home caregiving benefit, if if you
have have to have someone to
come in to watch your children or an an
elderly parent and let's say that person gets sick.
It's really nice to know that you have a resource that you
can call would provide somebody who's back up daycare backup
That and their bonded and licensed and such so
that is a is a really fabulous resource. I was
talking to my HR person
and when she was deployed one
of the things that she did with her
husband that she has small three small children was
bring housekeeping into the house twice.
twice or three times a week and and she and
kind of strategizing on what kind of resources would we
like to see and wouldn't it be nice if you're organization
could help you with a housekeeping benefit?
I don't know about you, but
I might now my children are grown now, but
when my children were small I had a full-time job and was a
single parent and having oh man
having it a housekeeping benefit would have
been really nice just to come in once or twice a week
to help with this General.
Even if it's General picking things up, it can
be a lot. It can be over overwhelming sometimes.
And along with that teleworking opportunities now I'm
in it. I've been teleworking for quite a while but allowing employees
to tell a work with with covid one
of the good things to come out of covid.
Is seeing seeing that
teleworking really does work and not everybody suited to
teleworking but many people can do their job just fine. Thank
you very much. Inflexible schedules flexible
schedules help all of us to
do things to support your
family. If you have kids or in sports a flexible
schedule would allow you maybe to attend something that
you wouldn't do if you had a traditional nine to five kind of jobs, so
Flexible schedules are really important and I think between that
and teleworking those two things were great things that came out
daycare on site now that doesn't necessarily
Apply to the my
the program that I work on the Antarctic program certainly
wouldn't apply apply to deployed Personnel but
in Lidos, they have many contracts where
there's daycare on site which can
be really helpful. If you do need to be maintain and
A job where you have to go into work to having daycare and
site can be really helpful.
And there are two things here. There's
actually a third one. I'll talk about that my son-in-law and
daughter had when they were in Seattle. My son-in-law is
a developer and in Seattle Developer jobs
are really competitive. And so they try
to keep their Folks by providing really good
and when they had their first, baby
And my daughter is a nurse Midwife
by the way a midwife.
Um, they they had meal support.
They had somebody who brought in them through meals three times
a week. Oh man that that would be
a very nice very nice support. They
also had paternity paternity leave
for the father. He got five paid weeks and
in addition to her with a
new baby in the house. How nice would that be because we all
Those of us who have children that when
you have a new baby, it's very exciting, but can also
be very disruptive to sleep and and
being able to have both parents home for
five weeks at least.
And and have it not be onerous to your you
know, your pay to have that paid was
was really helpful. And then the last thing
that they had was a doula I
don't know whether you guys know what to do it is but
a doula is a person who who
provides she's essentially
a birth coach provides support before a
woman has a baby but generally also provides Aftercare after
her about six weeks comes in and just
help helps the mom and the family
get used to the new baby and his
family, excuse me. His organization paid
to have a doula come in three times a week and spend I spend
the night my daughter would
pump and and then the Doula would
feed the baby at night and my my daughter,
excuse me, the duel would be the baby at night and my
daughter and her husband were able to sleep.
Sleep all night three nights a week.
Holy cow, that's Revolution.
but it made a lot of sense to the
to the organization that he worked for because if you
have think of it if you have developers male or
female who were really tired, they're not
going to write good code by for providing an
opportunity to for him to sleep three nights
His code was much better. So that's an
example of resources that we can work on
providing to help support the people that we
have in the workforce. But so that
they don't have to make decisions on whether do I
pick work or do I pick my family?
And that is all I have
for today. I actually do have
some videos here that I don't
know whether we have time to play any of them. But if you
do nothing else, look at this inclusion begins
with I it's an
Accenture video you can find these on YouTube.
It it's it's really a fabulous video
and and talks a lot. It really speaks to
biases that we
You don't really know that we have and it's a
great one. This one here spark shorts
called Pearl again.
You can find that on YouTube. It's longer but it
it I was surprised it really.
spoke to my experience as being one of the first women
in working for a common carrier, but also
how we can help change the culture and
then the last two are just fun the mcmurda
weather one is a is a short video about
Yeah, what we call a lovingly call a herbie a
cross between a hurricane and and a blizzard and and
then dressing the South Pole the many
many layers many layers that we need.
So that is the
the end of my presentation
if you will.
Body, I will say he's the beginning. No, he's
the beginning of so many questions of so many
inquiries discoveries of the of the area. I
want to make sure you know at the beginning you you broke our part of
the names asking so many questions. Yes, we
that we we have learned so much from you. Thank you
so much for your leadership. When are you gonna get back into it
Oh, I'm getting a little long in
the tooth if you will to go. Not that I couldn't go I certainly
could physically qualify to go. I don't
have any plans right at the moment. Although it doesn't mean
that I won't go I would certainly like to go to polymer. It's
really a beautiful beautiful place.
So no plans in the immediate future.
And what I've all we we don't Antarctica anything you want to build a
community with the speakers that you're gonna be bringing to us.
the the next speaker that I have bringing to
you is our trainer and
she she is a fabulous trainer
and she's going to talk about the
challenges of having to train people remotely because
not been able to deploy because we've really
had to limit the people that deployed Antarctica because
of covid and so she's had to be
really creative and train people remotely
would train people in quarantine and
then go back. You know, how much can you really remember
when you're not actually doing stuff and then being
able to go back afterwards and do training
while people after people have deployed and then they're like,
oh I get what you were saying now, so
But that's person that I have thank you
in and we will be informing the community when that will be happening.
So thank you for always bring the super
speakers. Thank you for representation and letting us
know more about Antarctica. Thank you so much buddy for
that. Thank you. And I I just want
to say that the people that have spoken before me are fabulous fabulous.
And I love that. We're all talking about inclusion and
diversity. It's really really a
good thing. I appreciate it a lot having come up.
The ranks if you will.
Thank you very much, buddy. And