In this webinar, hear from speakers who are fired up about cultivating upcoming generations of diverse leaders. Be inspired by how they’re creatively deepening their talent bench and learn the factors to consider as you construct a pipeline to your ultimate role. You’ll find out what behaviors get “high-potentials” noticed – and see how the succession planning process unfolds behind the scenes. (Panel) Guest Speakers Shachella James, PMP, Vice President Technology Operations at CenterPoint Energy and Charles S. Johnson, Sr. Director, Diversity & Inclusion, Ball Corporation.

1. The
Leadership
Pipeline
PhotobyJamesBoldon Unsplash

2. #BeLeaderly
Charles S. JohnsonShachella James Jo Miller

3. #BeLeaderly
Bank of America GMUSDA

4. Corporate Subscribers

5. Welcome!

6. Jo Miller
CEO, Be Leaderly
• Dedicated to helping women around the
world advance into positions of
leadership and influence.
• Founded this webinar series, now in it’s
10th year and viewed by participants in
900 locations in 31 countries.
• Delivers more than 70 presentations
each year to audiences spanning the
globe, and has spoken in North America,
Latin America, Europe, Asia Pacific, and
the Middle East.
• Author of Woman of Influence: 9 Steps
to Build Your Brand, Establish Your
Legacy, and Thrive to be published by
McGraw-Hill on December 14. Pre-order
now!
@Jo_Miller

7. Shachella James, PMP
VP, Technology Operations,
CenterPoint Energy
• Leads a technology organization that
enables and supports the corporate
technology enterprise, including end
user support, business applications,
portfolio value and delivery, and data
center operations.
• Drives organizational development
plans to achieve greater efficiencies,
effectiveness, security, continuity and
resilience via technology and
resources.
• Earned an undergraduate degree in
Management Information Systems
from Texas A&M University and MBA
from the University of Texas at Austin.

8. Charles S. Johnson
Sr. Director, Diversity & Inclusion,
Ball Corporation
• Key in driving better business outcomes
through a comprehensive diversity and
inclusion strategy.
• Works with the talent acquisition team to
align the recruitment strategy with D&I
goals, and support and guide Ball
Resource Groups and Interest Groups.
• Previously consulted to companies like
Kaiser Permanente, Pfizer and Chipotle.
• Served in various diversity-related roles
with the University of Colorado, Fortrust
LLC and JD Edwards.
• Earned a bachelor’s degree in political
science from the University of Colorado,
Boulder.

9. The Leadership Pipeline
is used to create a more systematic,
visible system of identifying
candidates for succession, combined
withthe processes for their
development.
Photo by Lidya Nada on Unsplash
Developing A Leadership Pipeline That Works, by Jack Zenger, Forbes

10. PhotobyJamesBoldon Unsplash
Enterprise Manager
Group Manager
Business Manager
Function Manager
Managing Managers
Managing Others
Managing Self
The Leadership Pipeline: How toBuild the Leadership-Powered Company
By Ram Charan, StephenDrotter,JamesNoel
4.9%

11. “…women makehighlycompetent leaders, according to those
who work most closely withthem —and what’s holding
themback is notlackofcapabilitybutadearthof
opportunity.
Whengiven those opportunities, women are justas likely to
succeed in higher levelpositions as men.”
Jack Zenger &Joseph Folkman

12. Ahead in this webinar…
What fueled your
passion?
Award-winning
practices
Build your personal
pipeline

13. What fueledyour passion?

14. You clearly have a passion for
developing women leaders. Why? Did you
have your own catalytic moment?
• “Why not me”?
• You have not, because you ask not.
• Being an example so that others
see someone else achieving is my
“Why.”

15. Early in life, you discovered that
diversity is essential to a team’s success. How
has this shown up for you since then?
• True team success requires
varied perspectives and
complementary abilities.
• Research tells us that
organizations with more women
leaders produce better
outcomes.
• When my daughter started
college I had a vision of her
future…

16. Don’t allow the world to limit
what’s possible for you.
Photo by Thomas Park on Unsplash

17. Tell us about your conviction
that “career readiness starts before
you get to corporate America.”

18. Preparation
Image
Exposure
P
I
E

19. Award-winning practices

20. Forbes 2019 Best
Employers For
Diversity

21. What is Ball doing to execute
on its commitment to diversity & inclusion?
Three pillars of Ball Corporation’s
diversity and inclusion platform:
1. Consistent, uncompromising
messaging and investment from top
leadership.
2. Empowered and funded Ball
Resource Groups (BRGs.)
3. Consistent, sustainable executive-
level sponsorship of BRGs.

22. Starting in 2018, Ball achieved a
significant increase in the numbers of
women in leadership roles. How?
• The Talent Focus initiative identified
and recognized “ready and rising”
female talent.
• Result: Within twelve months, 7
women earned promotions to director
or vice president.
• Expanded into Europe and Latin
America in 2019.
• In 2019 Ball added a Women’s
Summit, a broad and inspirational
event, aimed at creating a culture
where women can bring their whole
selves to the workplace.

23. Excellence in Women’s
Development award, 2018,
Midwest Energy Association

24. Your women’s leadership
organization won an award for
excellence. Why?
• Comprehensive reach
• Core values
• Engagement and support

25. Tell us more about the
stages and elements of the
leadership pipeline your initiative
addresses.

26. 1.Girls EmpowermentNetwork-
MentoringK-12girls, bodyimage,
STEAMawareness
Genesysworkscoops,internships
andworkopportunities womenin
transition, careercounselingand
mentoring
Dressfor Success clothing and
accessorydrives,womenin
transition
Womeninthe CenterPointEnergy
ecosystem-networking,
professionaldevelopmentand
executiveexposure

27. Ball’s top-level leadership is
highly committed to diversity and inclusion.
What ignited this commitment?
• Recognition that our sourcing pools for
attracting top tier talent was shrinking
(which made Ball less competitive)
• Increased credible data that
companies that are more diverse
outperform their counterparts
• Evidence of greater employee
engagement among colleagues who
are involved in D&I initiatives

28. What other actions can
organizations take to cultivate upcoming
generations of diverse leaders?
• People start their diversity & inclusion
(D&I) journeys from very different
positions.
• But there’s no disputing the evidence
that D&I is a business imperative.
• Leaders can relate to the business
benefits of D&I.
• Approach D&I from an evidence-based
business perspective.

30. Build your personal pipeline

31. Can you help demystify
succession planning and high-
potential programs?
• What is yourcompany’sordepartment’sstaffing
strategy?
• Succession planningis a keen focus onenterprise
strategy,the rightskills tosupportthosestrategies,
andtheeconomics to fundtheorganization.
• Talent managementforhighpotentialshas included
rotationalopportunitiesandstretch roles onhigh
profileprojects.
• Considerationsincludeengagement,ability,and
aspirations.

32. What behind-the-scenes tips
can you share for anyone wanting to
advance their careers?
• Be yourself.
• …And be mindful of your relationship
with your direct manager.
• Understand your organization and
where the opportunities lie within it.
• Those who receive opportunities are
often aware of specific opportunities
that exist.
• No one checks every box. Don’t allow
that to stop you from pursuing
opportunities.

33. What elements of career
readiness can listeners use to construct
a pipeline to their ultimate roles?

34. Performance
Intangibles
External awareness
Photo by Annie Spratt on Unsplash

35. G R I T
Get Rid of Inhibiting Thoughts
Photo by dylan nolte on Unsplash

36. In this webinar…
What fueled your
passion?
Award-winning
practices
Build your personal
pipeline

37. Q&A
Charles S. JohnsonShachella James Jo Miller

39. Recommended Reading
America's Best Employers For Diversity 2019
The Leadership Pipeline: How to Build the
Leadership-Powered Company, by Ram Charan,
Stephen Drotter, James Noel
Outliers: The Story of Success, by Malcolm
Gladwell
Leadership and Self-Deception, by The Arbinger
Institute

40. Woman of Influence
By Jo Miller
Pre-order at Barnes & Noble or
Amazon
Contact us for orders of 25+copies
(save 40%)

41. Get today’s slides, bonus
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42. 6 Ways to Develop a
Change Leader Mindset
Tuesday, October 29, 2019
Whether it’s a large-scale disruption or an
everyday adjustment to the status quo,
becoming a transformational change leader
starts with managing yourself and then,
leading others. Acquire self-management
tools to fearlessly navigate change, and
coaching skills to guide and inspire others as
they adapt.

43. Parting Truthbombs
Charles S. JohnsonShachella James

45. Discussion Questions
1. What are you and your organization doing to include
diverse talent in the leadership pipeline?
• Bonus: What awards/recognition could you go after?
2. Group brainstorm: What new initiatives could make a
difference?
• Grassroots or top-down?
• Broad-focused or narrowly targeted?
3. What action will you take to advance yourself and lift
others up?