Tag: Leadership Program for Women

How to Fit a Retreat into a Basket

Momentum’s executive programs usually begin with a two-day retreat, relaxing near a forest or pond. This year, we had to get creative in welcoming our new class! With a little help from Alabama Goods, Momentum logistics manager Katherine Thrower arranged locally sourced happies to create a “retreat in a basket.” Unlike the traditional fruit basket, each item had meaningful significance that was referenced in our sessions (don’t worry…we made room for snacks!). The whole Momentum team took part in dropping off baskets at each participants’ house to ensure they would feel celebrated!

“The retreat is about making them feel special because they are special,” says CEO April Benetollo. Each participant was analyzed based on their background, professional experience, and stage in life. If they were selected this year, “it’s the right time for them to be doing this.” This well-rounded group connected in breakout sessions and interactive activities to start the year off right. While the retreat focuses on emotional intelligence and awareness, the executive program shifts into different themes throughout the year.

Have you ever wondered what makes Momentum’s programming unique? We don’t just proofread your resume and send you on your way with a handout on teamwork. Momentum was founded with the goal of creating intentional relationships and personal growth.

  • The retreat sets the forecast for the rest of the year, asking participants, “Who are you?”
  • The next quarter focuses on the participant’s strengths and talents, asking, “How could you be directed to bring you more joy and value to your job/community?”
  • After that comes the real work. “How do you get there?” Momentum offers negotiation skills and resilience training to prep participants for the final stage.
  • Looking forward, the question remains, “How do you take that beyond you? What can you bring to your job, community, family, etc.?” Participants are encouraged to volunteer or join a local board to become more engaged with their community. In terms of professional growth, class members learn tactics to claim visibility, accept recognition, and share expertise with future game-changers.

Whether you’re in a program or not, Momentum has a place for you! Join us as a mentee or mentor today to meet more inspiring women in your community.

Affecting Change to Eradicate Sexual Harassment in the Workplace

Holly Moore, Marketing Intern

In light of the multitude of recent reports regarding sexual harassment, we need more than conversations on the topic. We need actions that can eradicate comments and activities of this nature from the workplace. With so many of these scandals in the news, we know the problem is pervasive and transcends industry, age, race, religion, geography, and economic class . Recently there has been a reaction on Twitter regarding these events with the #metoo movement. Many individuals had the courage to share their personal experiences of sexual abuse, harassment, and impropriety, which has encouraged others to follow suit in coming forward. Now we need to turn talk into action to make the workplace a safe environment where everyone can bring their “best selves” to work.

According to the American Association of University Women (AAUW) sexual harrassment generally “describes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature,” but it is not limited to that. It is also a pattern of improper belittling tones, sexist comments, subtle actions, or a hostile, sexualized work environment. Part of this definition comes from a recent article, which also includes the following tips for victims.

Credit Image: © Frank May

For the individual dealing with sexual harassment in a work environment:

In the wake of much criticism of the women coming forward– “why now?” and ” how can she prove it?”– we need more conversation about why it’s so hard for victims to come forward. Many victims fear career suicide; they cannot afford losing their jobs or the retaliation that they may receive while fighting for their rights. According to Kathy Caprino, CEO of Fairygoddess, on top of retaliation, there is also the bystander effect (meaning others were watching and did not take action therefore the victim does not feel that their experience will be heard) as well as the influence and pressure of a male-dominated culture.
Here are a few tips for the individual who is the target of sexual harassment:

1. Record every incident (even if the actions on their own seem small and seemingly unimportant) and all the details of who was involved, when and what occurred. Make sure to write them down in a non-work device, so that you will have them in case you are let go without warning.
2. Follow your company’s formal complaint channel, but act quickly. Many lawyers say that victims wait too long to come forward and their cases become time-barred.
3. The complaint channel activates “the company’s legal obligation to do a prompt, thorough investigation, make findings, protect the victim and punish the perpetrator. If that does not solve the problem and there’s more sexual harassment and if there is retaliation, which is illegal, then she [or he] needs to reach out to a lawyer,” says Caprino. Most lawyers provide a free initial (confidential) consultation that will inform the victim of their rights.
For the bystander
 
“Everyone knew. But no one said anything,” is how John Baldoni, an executive coach and educator, began his article on the subject, which seems to be a theme in most workplaces. According to Baldoni “silence equals complicity” because in most cases the harasser is not the only one aware of what is occurring. This is not simply a corporate level issue; individuals also have responsibility in these situations. Baldoni explains how currently there are few prevention answers. Either the victim can complain to HR (where the complaint will most likely never be addressed) or they can talk and engage in conversations about it, but neither of these actions are a sufficient response. Neither of them affect any kind of change. So Baldoni shares helpful tips for the individual seeking change.
1. Hold each other accountable as individuals to stand up and protect one another.
2. Believe the victim and take the complaints seriously, whether you have the power to do anything about it or not according to this article about how to navigate sexual harassment in the work place.
3. Don’t engage in sexist jokes. Draw the line; show your coworkers you don’t put up with those ideals and attitudes.
 
For companies that want to be better about sexual harassment policies:
 
Victor Lipman, executive coach and author, wrote in an article  saying that “companies should be preventers, not enablers” of these kinds of behaviors. While there are many discussions regarding whether or not non-disclosure agreements regarding this topic should be legal, there are actions that companies need to take to mitigate the problem.
1. Make a policy regarding the issue and publish it for all employees to see. Baldoni says to make it as clear as possible during new hire training so that they know without a doubt what the policy is.
2. Make it a zero-tolerance policy. One-strike, you’re out.
3. For the HR department and management, do more than simply create a new policy in a rule book. Discuss these policies so employees know that they carry weight.
4. While anti-retaliation policies are illegal, ensure that everyone at your company explicitly knows this.
5. Remove mandatory employee arbitration clauses (they are illegal and forbid lawsuits) but they also silence victims and they protect sexual offenders.
In order for the culture to change, adjustments have to be made on every level of a company from every policy that is made to every employee’s actions to the CEO’s actions and opinions to a company’s newest hire. While there are many different ways to accomplish this, Dana Walden, chairman and CEO of Fox Television Group, said that “There must be women in the highest ranks on every corporate board. Our recruiting and our training has to be oriented to ensure that we’re identifying and nurturing future generations of female leaders.”

MOMENTUM Announces Leadership Class 2016-2017

class14

MOMENTUM, Alabama’s premier women’s leadership program, announces its 2016-2017 leadership class with a kick-off luncheon and orientation at Birmingham Botanical Gardens on Wednesday, September 21, 2016. Keynote speaker  Olivia Affuso, PhD, UAB Department of Epidemiology, delivered an inpiring message on what we can accomplish when we embrace adventure and surround ourselves with strong supporters. The luncheon was followed by an orientation for the class, led by MOMENTUM CEO, Barbara Royal.

 “MOMENTUM’s class members are selected from a wide variety of roles, such as legal, finance, HR, operations, marketing, and services, and across many industries including engineering, journalism, healthcare, banking, insurance, construction and more,” says Barbara Royal, MOMENTUM’s CEO. “Despite the diversity in their occupations, these classes consistently discover that they have many things in common and so much to share in terms of leadership and support.”

What’s in store for MOMENTUM’s New Class

Following orientation, the 2016-2017 class traveled to Muscle Shoals, AL, for a two-day retreat to begin the nine-month  training and mentoring program.   Monthly sessions will include topics such as communication, negotiation, strategic planning, resilience, and work life integration strategies.

Upon graduation in May 2017, these 27 women will join almost 330 alumnae of MOMENTUM and bring the number of companies, governments, and nonprofits involved in MOMENTUM to 140 organizations across the state.

2016-2017 Class Members

Lisa Arrington
Director of Human Resources
Balch & Bingham

Emily Boohaker
Associate Chief Medical Officer Quality & Patent Safety
UAB Health System

Paige Boshell
Partner
Bradley Arant Boult Cummings LLP

Mary Beth Briscoe
CFO of UAB Hospital and UAB Medicine Clinical Operations
UAB 

Susan Coan
Director, Organizational Learning
and Development
UAB

Kathryn Evans
Administrative Director, Orthopedics and Neuroscience Service Line
Brookwood Baptist Medical Center

Molly Harrison
Senior Vice President, Services
Daxko

Ira Hodges
Director, Internal Audit and Controls
HealthSouth Corporation

Wendy Hoomes
Assistant Comptroller
Alabama Power Company

Kimberly Jackson
Manager, SE Business Operations
Honda Manufacturing of Alabama

Angela Jarrett
Vice President, Claims and Benefit Administration
Blue Cross Blue Shield of Alabama

Christy Lemak
Professor and Chair of Health Services Administration
School of Health Professions, UAB

Sandy Littleford
VP & Senior HR Partner
Protective Life Corporate

Patti Lovoy
Director of Development
Lakeshore Foundation

Carol Maxwell
Manager, Vulcan Foundation
Vulcan Materials Company

Hope Mehlman
Senior Vice President, Assistant General Counsel, and Assistant Corporate Secretary
Regions Financial Corporation

Lori Moler
Vice President, Customer Service
Children’s of Alabama

Desiree Morgan

Vice Chair for Education
University of Alabama Hospital

Margaret Ann Pyburn
Executive Vice President
Cobbs Allen

Mandy Schwarting
Director of Pipeline Management
Alagasco

Sarah Kay Sexton Wos
Senior Vice President, Director of ERM & Risk Transformation
BBVA Compass

Sheri Snow
Wellness Manager
AMERICAN Cast Iron Pipe Company

Susan Stabler
Senior Project Manager
Brasfield and Gorrie

Anna Velasco
Executive Director of Medicaid and Regulatory Affairs
VIVA Health

Tammy White
Director, Organizational Development
and Learning
St. Vincent’s Health System

Kelly Willis
Controller and Vice President
Synovus Mortgage Corporation