IBM's openly lesbian, gay, bisexual and transgender leaders from 16 countries participated in this workshop, which I co-designed and facilitated with Claudia Brind-Woody, Fred Balboni, John Granger, Silvy Vluggen and Guy Pacitti. I don't know of any corporate leadership development workshop quite like it. It's my hope that by posting the content here freely: a) IBM will be recognized as the thought leader in corporate LGBT leadership development; b) Other corporations will re-purpose it to develop their LGBT leaders. To learn more about how IBM can help your organization with a range of Human Capital consulting needs, contact Tony Tenicela @ tenicela@us.ibm.com.

1. IBM Global LGBT Leadership Development Workshop, Minneapolis, Minnesota, USA, 1 November 2013
IBM Global LGBT
Leadership Development Workshop
Minneapolis, Minnesota, USA, 1 November 2013
© 2013 IBM Corporation

2. Welcome
Claudia Brind-Woody, Fred Balboni and John Granger
8.45
Claudia
Fred
John
© 2013 IBM Corporation

3. IBM Global LGBT Leadership Workshop agenda
8.30
Welcome! Breakfast is provided. Meet with colleagues informally over coffee and claim your seat!
8.45
Opening Remarks: Executive Sponsor, John Granger and LGBT Council Co-chairs,
Claudia Brind-Woody and Fred Balboni
Moderated Global Panel: IBM & local cultures beyond North America, including Q&A
Adriana da Costa Ferreira, Pierre Bonet, Mirek Hazer, Ying Ying YY Han
9.05
10.15
Outcomes of Thursday’s Out Executive Summit & how you can help – Claudia Brind-Woody,
sharing the LGBT business and talent priorities and inviting you to feel called to action!
10.45
Break
11.00
Leadership and Our Practices – Guy Pacitti, providing a brief overview
11.15
Table groups on our career development – Individual reflection followed by dialogue with the
executives seated at your table
12.15
Lunch & Moderated LGBT executive panel, including Q&A
Beth Feeney, Chris Flynn, Elizabeth Morgan, Jamie Hofberger
Table groups on how our identity informs our leadership – dialogue amongst the people at your
table on your own responses to a number of the questions posed to the executive panel
13.15
15.00
Refining Your IBM story – Introduced by Fred Balboni, and then individual reflection followed by the
potential opportunity to volunteer to share your IBM story
Table groups & report out on calls to action upon your return home
15.55
Closing remarks – Fred Balboni
16.00
Bon voyage! – Workshop is done.
14.30
© 2013 IBM Corporation

4. Global Panel: IBM & local cultures
beyond North America
Adriana da Costa Ferreira, Pierre Bonet,
Mirek Hazer, Ying Ying YY Han
Moderator: Sarah Siegel
9.05
Adriana
Pierre
Mirek
Ying Ying
© 2013 IBM Corporation

5. What is your advice to LGBT
IBMers coming on assignment to
your country?
© 2013 IBM Corporation

6. How can Czech LGBT IBMers help
attract & retain LGBT talent?
© 2013 IBM Corporation

7. What do you wish others
understood better about your
culture?
© 2013 IBM Corporation

8. How has Brasil “arrived” in terms
of law / protection /climate; what
other help is needed?
© 2013 IBM Corporation

9. How do you wish you felt freer to
be out about being Lesbian, Gay,
Bisexual or Transgender?
© 2013 IBM Corporation

10. How does LGBT equality advance
in France, now that same-sex
marriage is legal ?
© 2013 IBM Corporation

11. What would change if the brands
@ Out & Equal partnered to help
the workplace climate in China?
© 2013 IBM Corporation

12. Outcomes of the Out Executive Summit
and how you can help
Claudia Brind-Woody
10.15
© 2013 IBM Corporation

13. 2014 Vital Few Success:
Our Commitment to One Another
1. Use an Activity for each of the work streams within Blue-Green
Lantern Corps community subcommunities
2. Determine how you will help execute in 2014
3. This afternoon:
1. Pick 3 of Our Practices
2. Consider what you learned this week
and today
3. Determine what you will do individually
to exhibit the three practices, including how
you will:
Help develop new IBM business and
essential talent
Contribute to the LGBT Vital Few.
4. Meet in SmartCloud, early-1Q14 to share
what you’ve done individually.
© 2013 IBM Corporation

14. Break
10.45
© 2013 IBM Corporation

15. Leadership and
Our Practices
Guy Pacitti
11.00
© 2013 IBM Corporation

16. LGBT Indicator linkage to
Business and Technical Leadership Talent
Annually, the LGBT Indicator is linked with Business and Technical Leadership Talent
(BTLT) database for analysis.
Self-identified LGBT employees and executives approved the linkage of their status with
the BTLT data.
LGBT Indicator link with Business and Technical Leadership Talent (BTLT) allows for
broad data analysis including what is noted below:
– For Band 10 and Above:
• Ultimate Potential
• Next Move Timeframe
• Current Executive Role Pipeline
– For Band 8-9:
• Band 10 Attainability
• Band 10 Role Pipeline
• Next Move Timeframe
Fortune ranks IBM #1
Top Companies for Leaders
2009-2011 – judged biennially
© 2013 IBM Corporation

17. One Purpose
Three Values
Nine Practices
© 2013 IBM Corporation

18. © 2013 IBM Corporation

19. © 2013 IBM Corporation

20. © 2013 IBM Corporation

21. © 2013 IBM Corporation

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24. © 2013 IBM Corporation

25. © 2013 IBM Corporation

26. © 2013 IBM Corporation

27. For your individual reflection:
How you have demonstrated our practices
© 2013 IBM Corporation

28. Table group: Reflecting on our
career development
11.15
© 2013 IBM Corporation

29. Career development reflections: #1 & #2
#1. All participants: (30 min.)
(8 min. for individual reflection
+ 2 min. each for non-exec.
participants to share with your
group)
What do you want to be known for in
IBM?
What has been your most satisfying
professional accomplishment in your
current role and career? Why?
What kind of leader do you aspire to be
at IBM?
What experiences do you think you
need to get there?
What IBM Competencies do you think
you need to develop to be more
competitive for future roles?
Are you getting what you need from
mentor relationships? Are you
mentoring others?
#2. Executives: (30 min.)
(24 min. for 1, 2, 3
+ 6 min. for Q&A)
1. What do you do @ IBM?
2. Why did you decide to be out?
3. What is your top career
advice?
© 2013 IBM Corporation

30. Lunch & LGBT executive panel
Beth Feeney, Chris Flynn,
Elizabeth Morgan, Jamie Hofberger
Moderator: Sarah Siegel
12.15
Beth
Chris
Elizabeth
Jamie
© 2013 IBM Corporation

31. When and why did you first
think of yourself as a leader?
How did you act on your
knowledge?
© 2013 IBM Corporation

32. How do you dare to create
original ideas?
© 2013 IBM Corporation

33. When and why did you first
think of yourself as lesbian,
gay, bi and/or trans?
How did you act on your
knowledge?
© 2013 IBM Corporation

34. How do you put the client first?
© 2013 IBM Corporation

35. When and why did you first
think about your gender
identity?
How did you act on your
knowledge?
© 2013 IBM Corporation

36. How have you restlessly
reinvented our company and
yourself?
© 2013 IBM Corporation

37. When and why did you first
think of yourself as among
your nationality?
How did you act on your
knowledge?
© 2013 IBM Corporation

38. How do you unite to get it done
now?
© 2013 IBM Corporation

39. Table group discussion: how our identity
informs our leadership
Executive panelists join four of the small groups
13.15
© 2013 IBM Corporation

40. When and why did you first
think of yourself as a leader?
How did you act on your
knowledge?
© 2013 IBM Corporation

41. When and why did you first
think of yourself as lesbian,
gay, bi and/or trans?
How did you act on your
knowledge?
© 2013 IBM Corporation

42. When and why did you first
think about your gender
identity?
How did you act on your
knowledge?
© 2013 IBM Corporation

43. When and why did you first
think of yourself as among
your nationality?
How did you act on your
knowledge?
© 2013 IBM Corporation

44. When have you demonstrated one of
our practices vividly?
As time allows, please share stories
on how you did so.
© 2013 IBM Corporation

45. Refining your IBM story
Introduced by Fred Balboni
14.30
© 2013 IBM Corporation

46. How do you communicate your IBM story?
© 2013 IBM Corporation

47. Reflection & report out: What happens
when you return home?
15.00
© 2013 IBM Corporation

48. Which Summit calls to action will you pursue, to advance your
leadership & career, and our people & allies?
First individually:
1. Pick 3 of Our Practices
2. Write down your top takeaways
from the week, including from
today
3. Write down what you will do
individually to exhibit the three
practices, including how you will:
Help develop new IBM
business and essential talent
Contribute to the 2014 LGBT
Vital Few.
Then among your group:
1. Please discuss what you wrote
2. One person per table, agree to be
the spokesperson
3. Pledge to one another that you
will join the early-1Q session via
SmartCloud and teleconference
to share what you accomplished
from the list you wrote down
today
4. Spokesperson: Report out on
what each of the people at your
table committed to do.
© 2013 IBM Corporation

49. Takk
Sagol!
Ashi
Dhanyavaad
Barka!
Gracias!
Shukran
Xie xie
Dank u
Merci!
Barkal
Koszonom
Multumesc
‫תודה רבה‬
Dankë!
Doh je
Domo Arigato!
Khawp khun
Dakujem
Obrigado!
Thank You!
Shukriy
a Grazie!
Dankie
Hvala
Terima kasih! Tack
© 2013 IBM Corporation

50. Appendix
© 2013 IBM Corporation

51. What’s a Business Resource Group (BRG)?
IBM Business Resource Groups (BRG) consist of IBM employees who
voluntarily come together with the ultimate goal of enhancing the success
of IBM’s business and people, by helping their fellow IBMers succeed.
BRGs are asked to ensure programs and initiatives are aligned to
support at least one of the four IBM business and talent workstreams.
BRG Workstreams
1. Recruitment and Hiring
2. Talent Development
3. Employee Retention
4. Business Development
© 2013 IBM Corporation

52. What’s Next?
Business Resource Groups, Global, Constituency, and Diversity Councils should:
– Align to one or more of the new BRG workstreams as programs are planned by functional owners
– Utilize BRG Connections to facilitate questions, best practice sharing, and collaboration
In the context of your constituency and business, engage your colleagues and
business leaders on the following questions:
– How can our constituencies improve IBM’s ability to compete for talent with the critical skills that are
essential for IBM’s success?
– How can our diverse constituencies and employees strengthen IBM’s brand and relationships with
our clients?
– How can we work in partnership with our colleagues and leaders
to accelerate their development, ensure all IBMers feel welcome,
valued and supported to achieve their maximum potential?
– And finally, as the leaders of these BRGs, how
will we measure success and what support do you
need to make this new model work?
© 2013 IBM Corporation

53. References
URL for Replay:
http://tv.hbgroupinc.com/ibm
Join Community:
https://w3-connections.ibm.com/communities/community/businessresourcegroups
© 2013 IBM Corporation

54. Key Benefits
to the individual
to IBM
Maintain awareness of
IBM business and talent
objectives
Aligns with the new era of
computing on how we
develop and retain talent
Access to larger
community/resources
– Enhanced collaboration
Drives innovation that
matters
Forum for idea exchange
Professional/Leadership
development
Support organization’s
business goals
– Connect to customer
insight
Mentoring/Sponsorship
Enables IBM to enter new
markets and enhance the
client experience to drive
business
BRGs provide a consistent
perspective and process for
IBM to respond to changes
in our business
“Vested group of leaders/
volunteers focused on
needs of the business”
Spring (2012) - DiversityInc
© 2013 IBM Corporation