USF Muma College of Business Certificate: Session 1: Emotional Intelligence

USF Muma College of Business Certificate: Session 1: Emotional Intelligence

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Good evening, good morning, good afternoon!  My name is Moez Limayem, I'm the very proud Lynn Pippenger Dean of the University of South  Florida Muma College of Business, and let me tell you on behalf of everyone at the University of  South Florida at the Muma College of Business we want to welcome you to this great diversity  equity and inclusion in the workplace certificate. Guess what? We have more than 105,000  participants! Yes, it's not a mistake! More than 105,000 participants in this amazing  program and we are just honored to be able to offer you this certificate. It takes  a village to offer a program like this   and we couldn't find better partners  than our friends at Jabil and the Tampa   Bay Lightning to partner together to offer you  this great certificate. And let me tell you this usually probably cost in regular times  around $3,000-$4,000 dollars because of the generosity of Jabil and the Tampa Bay  Lightning we are offering it to you free of   charge. You know diversity equity and inclusion in  the workplace is a journey, it's not a destination   and I can assure you we  don't have all the answers,   but we have the passion, the energy, and  the willingness to work with you throughout this   journey and the purpose of this certificate  is very simple the goal is very simple:   is to help you and help your organization  move throughout that journey so that you   can improve your diversity, equity  and inclusion in your organizations.   You know a lot of people ask me, "Dean why are you  doing this?" I say first of all we're doing  it because it is the right thing to do.  Because we want to be a resource to our community.  

We're doing it to help all organizations out there   improve their diversity equity and  inclusion so we have a business community where   no one, really,no one is left behind regardless of  the color of their skin, their age, their gender,   their sexual orientations, their religions,  their disability, or any other characteristics   they have. So, it's not just the right thing  to do, but also it makes perfect sense.   Research and studies after studies the first one  was conducted by McKinsey but duplicated by many   others, show very compelling results.  Companies  who improve their diversity equity and inclusions   see higher productivity, better  innovations, larger markets share,   more customer loyalty, and more importantly, very  high employee satisfaction and retention.   Now, I'm just delighted, honored  and very pleased to introduce to you   great friend wonderful colleague Dr.  Alexis Mootoo, who worked so hard   with the team from Jabil, from USF, from the Muma  College of Business and from the lightning,   to be able to offer you this great certificate.  So please remember, first of all that each  

module like today and every Wednesday  we'll begin with an opening session   a second segment with a keynote speaker and  an instructional segment. Now, Alexis, could   you please run us through the very first module.  Sure, Moez and thank you. So module one is delving   into emotional intelligence and how emotional  intelligence will allow us to better understand   diversity equity and inclusion. Thank you. So  you're probably asking module one is great,   how can module two be even better? Yes, it is!  It gets better every week so module two will look   about these really horrifying stereotypes and  biases in the workplace that unfortunately lead,   in many instances in discrimination, and let me  tell you, it doesn't really matter who we are,   we all have our stereotypes and our biases  and the purpose of this module is to be able   to detect these stereotypes and biases and  hopefully do the right thing to minimize them.   So module 3 is taking into consideration how to  understand your own organization with respect   to diversity, equity and inclusion and thinking  about emotional intelligence and understanding   stigmas and stereotypes and biases, and then  applying that information to how your organization   is functioning in the realm of diversity  equity and inclusion, taking into consideration   organizational and transactional policies and  all aspects of your existing organization.    And then once you understood your organization  where does it stand in terms of that   journey toward better diversity equity and  inclusion, module 4 comes to really help you   prepare for the future. You know I strongly  believe that diversity, equity and inclusion  

is a business initiative so you have  prepared for it like a business project. You have to have your strategic plan with  goals, with accountability, with timelines and   resources this and that's what module 4 is all  about. So once you have that strategic plan   around diversity and equity and inclusion,  you have to recruit and retain employees   who will transcend this idea of diversity  equity and inclusion and module five   gives you those tools and strategies to retain  staff and to recruit them and to retain them. Module six is about partnership. So how do you partner   with different stakeholders? For  example, with your suppliers and with   other entities in your community to really make a  difference through diversity and inclusions.   You know diversity,equity and inclusion in  the workplace is a team sport. It requires  

partnerships. It requires the effort from  everyone and that's what module 6 is all about. And last, but not least, module 7 is taking all of  the information that will have been learned from   module 1 through module 6 to understand what  a sustainable business model looks like,   one that embraces diversity, equity  and inclusion. Thank you so much,   Alexis and we appreciate your work on  this great program and thank you. Just 

Just a few housekeeping items here that  are really useful so pay attention here!   Yes, 105,000 of you! First of all, each week live  session will air, like tonight, from five to seven   each Wednesday for the next seven Wednesdays.  You have two weeks from each live sessions to   take the quiz for that module. So if you think  that you can earn the certificate without passing   the quizzes, I am sorry but that's not the case!  We're going to make you a little bit harder work   and the good news is that the recorded session  will be available for you for two weeks on the   Muma College of Business YouTube channel for  you to review and also to take the quiz.   Another good news I have for you, you have  an unlimited number of attempts to take,   retake, and retake the quiz to score at least  70 percent. You don't need more than 70%  

if you got 70% ... and I promise I will not  check your grades ... as long as you have 70%   for each module you will have your certificate,  and I will, at the end of the seven weeks,   assist on your graduation and without that  wonderful certificate on you. And, also,   another reminder as my team here is telling us  that the quiz for week one session is due on   Wednesday, April 7 at exactly 11:59 p.m. Eastern  Time. And, I can assure you all the excuses   we have heard before, from the dog eating my  homework or my quiz... Unfortunately, these will   not work so please make sure you have two  weeks and make sure you pass your quiz   on or before Wednesday, April 7 for  session one at 11:59 p.m. Eastern Time.   Also, answers to many of your questions  can be found on the FAQ sections you see the   link there it's We  will add more and more answers to these frequently  

asked questions and also there is a box  where you can contact us if you have any   other questions that is not on the FAQ,  We promise to do everything possible to   answer it in a timely manner. And now, the  moment that you've been all waiting for,   let that wonderful journey start  together. And to start our journey   this evening, I am just so honored to introduce to  you an incredible member of our community, Mr.  

Derrick Brooks. Derrick Brooks was  born and raised in Pensacola, Florida.   You probably you remember he was one of the best  NFL players. First-round NFL draft pick by the   Tampa Bay Buccaneers in 1995 and this began  his 14-year Hall of Fame career. And many of   you probably recall that really nice United Way  commercial asking, "who is your favorite player?"   And the answer is, Mr. Derrick Brooks. He is  absolutely our favorite here in the Tampa Bay area  

and also now he is a part of the Tampa Bay  Lightning organization. Very interesting   fun fact about Derrick: he is the only person  on this planet and probably even the universe   who actually has two wonderful big rings. One  for winning the Super Bowl and the other one for   winning the Stanley Cup with our wonderful Tampa  Bay Lightning. So without further ado please help  

me welcome our wonderful friend, Derrick Brooks,  who will help us moderate the first panel.   Thanks for that wonderful, wonderful introduction.  Now I would like to kick off our leadership panel   discussion in joining Dr. Moez and myself  we have Mark Mondello the CEO of Jabil,  

a global manufacturing company with more  than 260,000 employees across 100 locations   in 30 countries and, they're approaching a  revenue nber of over 30 billion dollars. Mark is   married to Kelly and they're very passionate about  giving back to the Tampa Bay area and surrounding   communities. So welcome my good friend, Mark  Mondello. Mark how are you doing? Thank you,   Derrick appreciate that. Next and according to me,  this other panelist needs no introduction...   because I work for him. Steve Griggs is  entering his sixth season as our CEO of Vinik   Sports Group after serving one year as our team  president and four as our chief operating officer.   Steve oversees all of our business ventures at  Vinik Sports Group and we're very proud to say   we are the current 2020 Stanley Cup champions!  ! So welcome to my good friend whom I report to   so I got to do a great job today but all seriously  Steve welcome to the panel. Well thank you Derrick  

and great introduction well done. All right  everybody so Steve I just want to start with you   obviously and working with you very closely  and putting together this DEI program   I like for you to share with our audience  why was this important to not just yourself   but Vinik Sports Group and partnering with  Jabil and USF on this tremendous program.   Well I think if you go back 10 years and you think  about Jeff Vinik when he bought this team and Jeff   always has taught us to do the right thing when  you talk about what we've done with the Jackson   house, confederate monument, our investment  with cable with our community hero program,   just recently spending or giving away a million  dollars for all EEI projects and social reform.   You know it's in our DNA to continue to give  back and when I think about what we do in the   sports and entertainment industry we're a unifying  organization. It's right in our mission statement   it's part of our values is that we want to unify  people and you know as we were going through covid   I thought we were between looking to unify people  then on May 25th in my old hometown what happened   with George Floyd, it was an awakening and I  remember calling you that next morning and saying   I think we're on a different path here and by May  29th we were having a meeting with Coach Dungy   and Jeff was on that call and we knew then as my  wife liked to say you need to know better to do   better and right then we knew we had to be better  we had to be better as an organization we had to   be better as a family be better as han beings and  that's really when we said it was about education.   How do we enlighten people how do we start first  within VSG how do we continue to train and develop   people so they are aware what's going on with  diversity and inclusion. We brought in speakers  

we've been reading books we've been educating  and training like we've never done before   and we've seen it firsthand that that  education on diversity and inclusion   and unconscious bias led us to me sitting in a  parking lot one day and calling Moez and saying   i've watched all the great work you've done with  the two other certificates with you know covid   management crisis as well as the hospitality  management program and you know they had seven   thousand for the one program and ten thousand for  another program and as Jeff and I talked about   leaders need to be educated in order  to continue to drive the business   and they need to be educated in a different  way now and I said to Moez can we create a   certificate program like this and back then I was  like we could get 10 or 15,000 people to join in   to really start learning about diversity and  inclusion i'd be really happy, but we sit here   today with a hundred thousand people that signed  up for it. Right and then our good friends from   Jabil joined us and said we want to be on this  journey with you and I think we sit here today   with the seven modules which are incredible,  the leaders that we've brought in to help   with this are incredible and I think it's going  to really teach us to use the right language,   to be able to have the toolkits to have those  uncomfortable conversations, to have those   conversations that bring us together, it creates  a real conversation that we need to have about   diversity and inclusion and I think at the end of  the day what's really going to be really important   is we're all going to be better, we're going  to have better companies, and we're going to   be better in this community and I think it's going  to help drive each and every one of our businesses   and take us to a new level. But speaking a new  level Mark, obviously pass it over to you now   again personally I know we've obviously spoke  about this you and I but just again share with   our participants not just Jabil’s involvement  in how important this initiative is but the   journey that Jabil is on its path worldwide to  improve in all areas as well. Yeah thanks Derrick   you know real quick and Steve really wonderful  comments so many of your comments resonate   with myself and I know Dean Moez. First I want to  start with what an incredible program you know I  

got to look the last week or so with kind of the  run of show and the modules and what you have   in store for the folks it's amazing and the fact  that you know you formalize it with certification   is incredible you know so thanks to you President  Currall and then Steve thanks to you and Elizabeth   and Jeff and Derrick thanks so much for as a good  friend thanks so much for facilitating. You know   when I think about diversity and inclusion you  know we've been on a journey for a long time   and you know as a white male much like what Steve  was saying when the George Floyd incident happened   it had an impact on many of us and  I stepped back and asked myself   why and you know I think we were fortunate  enough in many ways to see a catastrophic   event caught on video and when you watch  that video I don't think there's a lot   of black and white in that video. It's you  know it's and there's not a lot of gray and   you know unbeknownst to me was Steve reaching  out to you Derrick you and I had breakfast   three or four days after that event you're a close  friend of mine you're a black American and you and   I spoke over breakfast for two or three hours  and I took that conversation went back to Leslie   Coyne and the folks inside of our organization  and I said you know we've done such a good job   in terms of diversity and inclusion but boy are  we lacking and we're lacking around unconscious   bias, we're lacking around really, really,  understanding and having empathy for others   and so there was a lot of companies at the time  that were making statements and putting out   different messages here and there we went slow,  because I wanted to be sure that we led with   our actions all of that led to us Derrick and  you and I spoke about this we put up we put a   nine person council together very diversified  and that council today is leading the way for   us. They're helping us coach, they're helping us  learn, they're helping us to drive awareness, the   conversations are raw and honest and that council  is made up of nine extremely diverse individuals   and the first thing we did in the first six weeks  when that council was put together and then we   added another four weeks on top of that was we  asked those individuals before they did anything   take some time to get to know one another. And  I listened in on some of those conversations and   wow was it amazing and just them getting to know  one another and each other's background and again   things you know obvious things like skin color and  where they're from but then sexual orientation and   why they do a certain, why they think a certain  way, do they have some neurodiversities,   do they have physical challenges and on and  on so it's been it's been really powerful   and you know I think often why is diversity and  inclusion so important number one is if we have   an environment across Jabil where everybody can be  their true self they don't have to be in character   they don't have to act a certain way they don't  have to be scared about talking about who they are   heck we talk all the time in our leadership  classes about vulnerability how can somebody be   vulnerable if they're scared that if they talk  about their true self that there's going to be   negative ramifications or they're not going  to get a promotion or whatever that may be   and so I think we're going to strive with  a big large global organization to be sure   that everybody's comfortable being their true  self and then one other aspect I think about   what we've taught ourselves over the  years is if I take six white males   that come from similar socioeconomic backgrounds  and I put them in a room and I asked them to   solve two or three really challenging issues for  our customers and then I take six individuals   that are distinctly different, really really  diverse, so again whether it's whether it's   their skin color their gender or their physical  challenges or they got neurodiversities, or   their upbringing, or again economic status, all  of that and I put those six individuals in a room   and I asked those six individuals to solve the  same two or three challenges for our customers,   eight times out of ten, eight times out of ten  the solutions will be deeper and more creative   from the diverse group. And so that's just a  simple illustration of why it's so darn important   inside of a large corporation. Well thank you Mark  I appreciate that very well. Well Dean Moez, when  

I think of you man the one word I think of  is impact. You have impacted a lot of people,   a lot of programs, organizations over an extended  period of time, so when it gets to this particular   program and the impact that it has why has  USF led by yourself stepped up to the plate   and accepted that challenge that was made by  Steve that you guys wanted to quarterback this   effort for our community. Thank you Derrick. I'm  just discovering you're not just a great great   football player but you're just an incredible  moderator here and I am not very impactful because   I speak after two wonderful amazing friends and  great leaders, my two good friends Steven and   Mark. But in all seriousness, Derrick, this is a  great question a lot of people are asking you know  

why the USF Muma College of Business is offering  this certificate on diversity equity and inclusion   in the workplace. First of all we really have  to acknowledge that this is a very complex   topic. It's a big tent and you can look at it  from different perspectives and we believe at   the Muma College of Business that we have to be  good at our, to our communities and we have to be   a resource so diversity, equity and inclusion in  the workplace is not just the right thing to do.   Actually it makes perfect business sense Derrick,  research after research after research earlier on   by Mackenzie and delegated by many others show  that a huge business case for diversity equity   and inclusions. As Mark just mentioned these  organizations that work on diversity equity and   inclusions they are more innovative and they have  better productivity, higher market share, customer   loyalty, and also as Steve and Mark so well  mention it, they also have employees satisfactions   and retention which is very good and also we  believe at USF at the Muma College of Business   with whom you partner says a lot about you. And  let me tell you I couldn't and we couldn't find  

two better great leaders than Steve Griggs and  Mark Mondello and two wonderful organizations   that share the same values for us the values  that we should all work together and no one,   no one should be left behind. This is what this we  also realize Derrick that this is a journey we've   heard this so many times you know I can tell you  and I really want all our 105,000 participants,   Steve we grew from 100 when we talked earlier,  so we want all these wonderful participants from   all over the country and all over the world to  understand that we don't have all the answers.   We really don't and this is a journey it's  not a destination, but we are committed,   we are passionate, we have the energy these three  seven weeks to help them move through that journey   and be better in their organization so no one,  no one can be left behind regardless of their   race, gender, sexual orientations, religions,  neurodiversity or disability. This is what this  

is all about and it is so exciting. Derrick, well  thank you thank you well gentlemen I want to thank   you for being a part of our leadership panel as we  get ready to take on this journey, a lot like hand   in hand arms and arms and knowing that we're going  to change the world, and I just want to leave our   105,000 participants with this one frame of mind,  as you enter into these modules you control one   thing, your attitude. You control your attitude  and I asked this question you know though Steve   have heard this but I ask it again if attitudes  are contagious is your attitude worth catching.   I said again as we approach this journey together  think about your attitudes, if attitudes are   contagious is your attitude worth catching? And  I hope the answer is yes because once it's yes   we can enter this journey and know that we're  going to be changed people once this journey   continues to end. So with that thank you guys for  your time and I look forward to kicking off our  

DEI certificate program and I thank all of you for  signing up to participate look forward to learning   with you. Thank you Derrick, thank you Mark,  and thank you Steve. Thank you. Why are we here?   Well we're here to talk about emotional  intelligence in this particular module,   and the role it can play in helping implementing  and sustaining an effective DEI program.   As for emotional intelligence is the capacity to  be aware of, control, and express one's emotions,   and to handle interpersonal relationships  judiciously and empathetically. In this session,  

you will learn how emotional intelligence can be  a critical part of the success in your company   and your organization's DEI efforts. So I hope  you guys enjoy these next two guests as we get   into and talk a little bit about how emotional  intelligence not only can play an important part   in the business world but also in your personal  lives as well. First let me introduce to you   two of my good friends. First I  want to introduce Mark Mondello.   Mark is the CEO of Jabil a global manufacturing  company with more than two hundred and sixty   thousand employees across one hundred locations  in thirty countries and they're approaching almost   thirty billion dollars in revenue projections  Mark is married to Kelly and they are both   are very passionate about community service in  giving back to various charities organizations   not just here in the Bay area but across the  country. Mark welcome. Thank you Derrick.   Thank you. Next i'd like to introduce another good  friend of mine. I have a the fortunate opportunity  

to have a personal relationship with my former  head coach and one of my mentors coach Tony Dungy.   Coach Tony Dungy is a former head football  coach here with me with the Tampa Bay Buccaneers   for five years and then he went on to coach the  Indianapolis Colts and they were fortunate enough   to win a Super Bowl and Coach Dungy was also  recognized as being the first African American   head coach to win a Super Bowl but once you hear  him talk you'll understand that's probably not   one of the most important things in his life.  Coach Dungy is married to Lauren and they are   very passionate about what they get a chance to  do in the lives of young people. Coach is also   the speaker, nationally speaker, for All Pro  Dads and he's also a world-renowned author,   and I want to get this right coach because Dungy  has written five books and these five books   are “Quiet Strength” in 2007, “You Can Do”  It 2008, my favorite “Uncommon” in 2009,   “The Mental Leader” in 2010, “You Could Be A  Friend” in 2011, and “The Soul of a Team” in 2019,   and also coach went on to also join me as  we are both Pro Football Hhall of Famers. I   can't know how and also I love to brag on Coach  Dungy by saying he's the only coach to have   been the coach of three Walter Payton Men of the  Year so Coach Dungy welcome to this conversation.   How are you doing? Doing great Derrick great to  be with you guys. Well thank you. Well first coach  

I'll let I'll start with you and kicking it off  and we're talking about emotional intelligence,   and how important that can be when you're  looking at a team in, the world of sports,   and you're building a team sustaining a team and  trying to grow a team how important is emotional   intelligence because when it comes to dealing not  just with young men but young women when you're   looking at a team in aspects of sports? I think  emotional intelligence is absolutely critical if   you want to build a championship team if you want  to build a great organization if you want to have   a good family. Almost anything you do with a group  of people you're going to need that. As you know,   we were always looking for highly motivated  people. We were looking for people who were driven   so you want people who have ideas who  are bringing things to the table but to   function as a good team. There has to be more than  that. You have to know how to fit into a group,   how to get the best out of others and that that  takes emotional intelligence. You have to know   yourself and you have to know your strengths and  weaknesses but you also have to be cognizant of   how you're going to get that out of everyone  else. The best leaders are not just the people   who are the most talented but they're the people  who can figure out what the whole situation is,   on our team in our group what do we need how can  I help everybody else be the best they can be and   that takes you know self-awareness but that takes  analyzing other people and figuring out how you   can pour into them as well because it's not just  about making you the best you can be how do we   get our group to be the best we can be. Mark I  know you'd have some thoughts on that as well.  

Yeah, yeah coach, you know I think about  your career your successes I love the fact   that you talk about career and family, you know we  speak about that a lot inside the company coach.   I you know when when interns are coming to work  for us when we're recruiting new employees or when   we when we have leadership meetings internally  I think people are are taught early on geez   how smart am I, what's my IQ? I took the wonder  before in in a large corporation that largely   doesn't matter you know we joke sometimes that  the C students run the world and but you know   it's it's you got to have some degree of intellect  but I couldn't agree more with what coach said.   We speak a lot inside the company about servant  leadership. Yes it's it's a it's a simple concept   that we ask all of our supervisors and and leaders  to grasp and it quite simply is the higher you   move up in the organization the more it's about  serving others and the less it is about you.   And without a high degree of of emotional  intelligence people can't grasp it and you know   you can be you can be intelligent and you can you  can lack … You can you start making things about   yourself become a bit arrogant you become a little  bit narcissistic the more promotions that you get   you start inwardly focusing on making it about  yourself and boy that's a that's a recipe   for disaster and Coach maybe you could share  some thoughts both as a player and as a coach   where maybe you had a team where one of your  athletes, their ego ran away and became arrogant,   didn't want to play nice with others  disruptive to the locker room,   and and and that type of thing happens  in corporate America all the time Coach.  

I was very fortunate to break into the National  Football League with the Pittsburgh Steelers.   They were in the middle of a dynasty, four Super  Bowls in six years. We had 10 Hall of Fame players   on that team but Coach Noll, our coach, our leader  his first message to us was everybody on this   team, everybody's job is important. But nobody's  indispensable and so what that let me understand   was yes we had great players and they were going  to play some high-profile roles but if we were   going to be a championship team everybody  had to fit together and everybody had a job   even if I was a backup player, I had a job to do  and those star players felt like they needed to   help me become better. And so you got the idea of  working together, that it wasn't one person who  

was bigger than the organization and that that  lifted me to kind of my thought process on how   to put together a team when I became a leader.  And then when I came to Derrick in our group my   thought process was how can I help these guys be  the best they can be. We had talented people there   but we needed to bring everybody together and help  each other be better. So that was my kind of my   call to them; hey Derrick Brooks you're a great  player and you're going to be fine but how can you   help the players around you the other guys in your  position group be better? How can we fit together   and help the whole team be better and when we  got that that's when we started winning. Yes,   and coach I remember the word that comes to my  mind is empathy and you you really taught me   in challenging me to make others better  how can I empathize with their situations   how could I make sure that they feel that you  know they're included and that inclusiveness   ended up being probably our secret recipe to help  turning our franchise around from perennial losers   to now we're contenders, we're not pretenders.  Because it wasn't just about you know as they say  

you know the superstars it was about everybody  else and understanding that their role was just   as important and we had to all be in included  together and not just actively but mentally   that inclusiveness you know and  that's why I would say about   you know team sports and me being a part of the  business world team sports kind of allow you to   put a barrier around the outside world where it  forces you to be together that inclusiveness the   time we're spending together, probably sometimes  more than what we spend at home with our families.   So we're not necessarily forced to but we're we're  accepting of hey this is how we need to empathize   with each other that's how we need to make sure  everybody feels included, everybody is a part.   Well in the business world sometimes you don't  necessarily have a locker room per se that forces   that environment and then obviously our facilities  you know we were tightly squeezed in that together   together as well so it was I won't say it was  forced but it was accepted and I think that   the time where I felt easiest for me to be more  empathetic that's why I felt I started to grow   as a person, and you started to see those results  in my play on the field. So Mark as I transition   to you Mark is there a situation where you  may have had a young leader in your company   that you needed to wrap your arms around and  show empathy to or you encourage them to be   more empathetic to get the most out of another  teammate? Derrick I'd start with you know we don't   have a single locker room you said at the opening  we're a company that has 260 thousand people   all over the world I don't even know how many  factories we have we have like 50 some factories   but inside the company it's one Jabil, it's one  tribe it's one community, it’s one team and boy   do I like what you and coach said you know when we  talk about servant leadership Derrick and Coach,   one of the things that is is  top of the chart is empathy.   You know when we have a leadership meeting  it looks like it looks like it looks like   I don't know, a kind of world nation type  of thing because we're all over the globe,   and yet it's still amazing to me sometimes  how people want to judge, make decisions and   they don't take time to sit back and go geez what  would happen if I walked in this individual shoes?   What if I were to take five minutes in their  office and share bottled water , a cup of coffee   and understand their background,  understand their upbringing   understand their religious beliefs  understand their sexual orientation   just because they look a certain way you  know my wife and I are big in advocating for   the community that has neurodiversities and people  with physical challenges and so it you know it you   can't always judge a book by its cover and we  have people we have people today all the time   they focus inwardly, they make judgments based  on their own upbringing, their own backgrounds,   and then they want to project that on to others  because they have a point to make versus starting   with let me let me seek to understand about  this individual or this team that I'm part of   and really understand their background and their  points of view and if their points of view differ   from me why is that? Well it's because it's  because of their upbringing you know we're all a   makeup we're all a makeup of our life experiences  good and bad and I would I would suggest that   the more bad experiences you have in life when  you're in the middle of it. It sucks but I'll   tell you the more bad experiences you have at  a younger age the better perspective it gives   you and along with empathy Derrick and Coach,  and Coach, I'm sure you see this all the time   if you lack perspective as well is it hard to be  is it hard to be part of a family unit a team unit   and so Coach maybe when you think about  perspective and some of your life challenges   and in the locker room and out of the locker  room you know how do you think about that?   Well again I go back to the advice I got from  coach when I ended up moving up on the staff   to be a leader to be a coach the first thing  he told me is your job is to help your players   be the best they can be to help them be better and  you're not going to be able to help them until you   get to know them and know what makes them tick  and what they need. So your first job is not to  

make rules in the sheet and what you're going to  do and how you're going to do that your first job   is to get to know your people and I never forgot  that because you can't help people be better until   you get to know what they're going to need. Yeah,  just like you say you know we're not all the same   so everybody's a little different as you get to  know them. Amen to that. Derrick so coach as you   walk through it and I'm glad you brought this  point up as you started to move up in your   coaching career I know that you've shared  with me and I've heard you share there was   a point where you felt you was overlooked in  terms of being prepared for the head coaches   position and even this past year you start to  see a lot of social awareness and talk about   the lack of candidates when it comes to African  American or other diverse head coaches, so do you   mind just walking us through your mind frame  those many many years ago when you were going   through the process felt overlooked even for the  Tampa job I remember you wasn't the first choice   but you were the right choice yeah but let's walk  through because organizations sometimes may feel   and they have, leadership may feel hey they're  being overlooked but sometimes in your journey you   said it's not about your time it's god's time and  the right time space and place when it comes to   being overlooked but see it obviously the bigger  picture. Yeah I did I was an assistant coach for   15 years I learned under some great men I felt  like I was improving I felt like I was ready   and I would go on interviews and I wouldn't get  the job and it was disappointing and the longer   that happened the more I felt like gosh I'm ready  and people don't understand that people don't see   that and some people were suggesting to me well  maybe you could change who you are is not what the   National Football League is looking for so  you need to develop a different persona.  

Maybe you need to dress differently maybe you  need to look differently so you kind of fit in   and I think we need to get beyond that and we  need to encourage our leadership to look for   people who might not fit the mold of  exactly what we think is the standard.   And it was disappointing and the thing that helped  me out was our chaplain Tom Lamphear he was our   chaplain with the Vikings and he said you just  have to have faith. As you say Derrick that god   is going to have the right opportunity before  you and just wait and be patient keep training   yourself keep learning as much as you can so when  that opportunity does come you'll be ready but   don't get discouraged. And I think discouragement  is one thing that that hurts us and that's another   thing emotional intelligence that hey I can take  disappointments without getting discouraged.   Right coach what I just heard you say hits home in  inside of our own organization for sure you know   we I think all of us to some degree suffer with  unconscious bias and man that that is a derivative   of of emotional intelligence, inclusiveness or  lack thereof, lack of acceptance, I you know we   we have made really good progress in the  company in terms of diversity and inclusion and   equity for all but we have so much more to do and  and you know one of the biggest friction points   is unconscious bias And it bothers me sometimes  because we have you know we're starting to open   our community up more and more people are speaking  more freely and yet some of the stuff that I   some of the chatter I hear some of the stuff that  people approach me on it bothers me. Because based  

on their upbringing they have a bias that they  have a hard time working through and you know our   goal is and we're far from this but our goal is is  you know we want everybody in the in the workplace   everybody in the workforce to to understand  and truly believe they can be their true self,   yes really believe their true self. If  they're a kind individual and they're   working hard and they got the company's best  interest at hand they can be their true self   with with without harm without recourse and we're  not there yet and we got a lot more work to do,   but this this this thought about unconscious bias  I think it affects us all and maybe there's one   another comment that Derrick and Coach, I had an  individual that was part of our leadership team   and they had they had absolute points they wanted  to make about unconscious bias and how it impacted   them in their career and so when we got to  talking, we went deep, the conversation was raw,   and I said to them well now that I've listened  a bit thank you for that. How would you feel   how would you feel about working with  somebody inside the company that had a   different sexual orientation, maybe a gay male,  a gay female and they sat back and they said   that might be a struggle for me and what I said  to him is is, I said look never inside of our   company ever are we ever going to ask you  or challenge your faith, your spirituality,   your religion, or what goes on in your family  unit. But when you're here inside of our tribe   when you're inside of our Jabil locker room  per se you need to think about your unconscious   biases and you and you've got to be sure that  you can work with everybody and you can do so   in a very authentic way and again you can you  you you can separate, okay, kind of family from   professional work environment and again we would  never ever ask anybody to change their beliefs,   etc. But when you're but when you're in that  locker room you know you see you see a man or   woman's skin color or you get a perception  and again this issue of unconscious bias   we all suffer from, and we've gotten better,  but boy at Jabil we got a lot more work to do   but I think it's not just about corporate America  as Derrick as you and Coach said it's in the   locker room. It's important it's part of a team,  it's part of a church it's all around us and it's,   again, a really really important topic and and  hopefully, this wonderful program Derrick that   you're helping facilitate coaching participating  in that and that USF and has been behind you know,   as people get through this program hopefully they  leave it with a little bit better understanding of   of what all this is about. Right I agree I agree  with you Mark and you know the two words that I  

carry from what your example in not just  challenging me but making me more aware is   social awareness. You know I got to be picking  up on the emotions of others when I'm part of a   team. When I say I'm all in and sometimes that's  that is hard because you know as as coach can   tell you it was it was many days that you know  I didn't want to raise my hand as the leader,   I tried to put him behind my back but because  Dungy got me to understand especially in one   of the most critical points in my career that I  had to do it I'm going to share this small story.   It happened on really the second day that Coach  Dungy was fired from the Tampa Bay Buccaneers   coach, was cleaning out his office and it was  raining and I was I was upset, Mark let me say no   Mark I was pissed off. I was beyond oh my  god I was beyond upset with our organization  

and I wanted I wanted to be on the first  plane out of town first bus first cab,   I was that that upset. And it was  through that moment I went and saw Coach   as he was cleaning out his locker and Coach  sat back and he told me this: He said Derrick,   you need to get it together. He said first of all  I'm going to be fine. He said, “I have another job   that I'm probably going to accept and that's  going to be the head coach of the Indianapolis   Colts.” He says so don't share that but that's  that's probably what's going to happen in mind.   He said but even more important than that is you  need to get it together you need to think about   all your teammates and everybody that's looking  at you and how you respond. If you don't move  

past this this team in this organization is  going to suffer so you need to get it together.   And I was like Coach, I don't care. He said you  care right now your emotions don't care but you   care so when I think about social awareness  I just think how great Coach was and probably   the most disappointing time in my life  that I was losing him as a head coach   he still challenged me to be socially aware of  everybody else as a leader. And he sat there and   told me he said I expect you to lead this team and  you guys win a Super Bowl. He said you will get   past this. He said matter of fact I know you'll  get past this because I'm telling you to get it.  

And Mark that that's exactly what they  did and that was so rewarding to me yeah   but Derrick think about what you just said  you want to talk about just a unprompted,   honest description of Coach Dungy and I  mean think about this in a time where he   was probably a little pissed off, he regulates  he he takes the time to regulate his emotions   he allows himself to be vulnerable with you  and and he makes it all about you and the team,   a team that just let him go and he  didn't make any of that about himself.   That story is so reflective of a great leader  with just tremendous emotional intelligence,   and and thank you for sharing that because that  that's awesome. And I and I told you and honestly   and I tell people when I tell that story that is  probably one of the only times I saw coach Dungy   get, I mean he was firm, but I mean he looked  at me with the most firm is look as hey I know   you will move back this because I'm telling  you to so he left me no choice and when you   when again just as we you know get ready to  come down the stretch here I just think when organizations reach that point, and even  leaders reach that point, when you take   take back and think the things that  you just said whether it's empathy,   whether it's man servant leadership, god has  a powerful word, it's a social awareness,   and even relationship management, and I think I  want to as I bring this to a close give you guys   a couple minutes to talk about that because  obviously as a head football coach there's a   lot of relationships that has to be managed you  know on the team and Mark obviously as global as   Jabil is you still have that small team  around you to help it get together you have to   regulate and manage those relationships within.  So I give you guys a couple minutes to talk about   how important this relationship management  is when it gets to emotional intelligence.   I think any organization any group that's  what's going to determine your success how   do we handle those relationships how do we build  them and you're always going to have strengths   relationships are going to get strained when  you have different people coming together,   different ideas, how do we do this but the great  groups manage that and they're able to put them   together and say you know what we're going to come  together, even though we may have differences,   we're going to put those differences aside for the  good of the group, to win a Super Bowl, to be the   number one company in our business that's what's  going to be important. But to do that you have to  

handle those relationships well. Well said Coach.  I would I would just add to that two things.   People work hard for leaders and individuals that  one believe that they really want to understand   their feelings, really want to understand  their feelings and why and number two is trust.   Number two, you don't have trust you have no  fellowship, you both of you both of you have been   at the pinnacle of sport and you know what it's  like whether it's a coach, an assistant Coach, or   Derrick you talked earlier about you know  something about you know when you're on   that when you're on the field if you don't  trust one or two of the 11 players on defense   everything's down, and if you guys got  to look over your back a little bit   and you start to wonder if people have your  back have you back in the locker room I think   when people know that you are very interested  and authentic about their feelings and then if   people trust you, but the reciprocal of that  the flip side of that is if your actions,   you know there's a lot of leaders out  there that blah blah blah blah blah   they don't they talk a lot but they don't walk  the walk, and employees they're a lot smarter   than we give them credit for at times in terms of  watching what you do not what you say. If people   don't trust, your followership goes to zero and  if your followership goes to zero good luck. Oh   absolutely. Well I just personally want to thank  both you guys for this time obviously Mark for   personally being one of my accountability partners  in my life obviously Coach Dungy for continuing   to build our relationship and not just be a  mentor to me but a mentor to many. And I will  

end this by giving a quote one of my favorite  quotes that I've heard Coach Dungy say I just   want to share with all of you. It is the secret to  success is good leadership and good leadership is   all about making the lives of your team, or your  workers, better. To me, that sums up emotional   intelligence and I hope at least one of you got  better by listening to us today I promise you one   person did even if it was me. So again so thank  you Mark thank you coach Dungy and again I can't   wait till we get together again hey thank you  for having us thank you for having us Derrick.  hmm um my you foreign Hello everyone! My name is Dr. Doreen MacAulay and  thank you so much for being here. I know it's been  

said already how important it is, but you know  we really are in a time of great change when it   comes to diversity equity and especially inclusion  in the workplace and I am so proud and happy that   there's so many of you here today to help be  on that journey and you're going to be on that   journey with us as we go through. So today i'm  going to talk to you about emotional intelligence   as kind of a foundation for this journey that  we're going to be on but before I get into that   too much let's just go to the agenda and i'll  go to the slide with the agenda and let you see   a little bit about what we're going to cover  today in this your first session. So first   of all we're going to talk a little bit about  the journey of a better DEI your organization   and we really have devised a certificate program  here that we hope will really help you in seeing   kind of the the full spectrum of starting with  the individuals within your organization then   moving to the organization as a whole and then  into the community to see how you can truly make   a difference. Then we're going to go into three  major concepts and these three major concepts  

really are going to be at the heart of what  we're talking about today and they really need   to be something we understand as we move forward.  So i'll talk a little bit about those then i'm   going to go into what is emotional intelligence  and now I know a lot of you are very familiar   with the concept but we're going to look at what  emotional intelligence means for diversity equity   and inclusion in the workplace specifically. Then  we're going to talk about some of the personal and   organizational benefits and then we're going to  provide you with some next steps. We're going to  

probably help you take the tools if you will to  be able to move forward and to really adopt some   of these things for yourself personally,  and then for your organization as well.   So but before we go there I want to just take  a moment to take a look at this picture when I   was trying to to figure out the best way to really  try to have people understand the importance of   looking at emotional intelligence. I was out for  a walk right that's one of my ways of trying to   you know rinate things in my head and I found  these these two trees and they were to me a   perfect example of what we're looking for so when  we look at diversity and equity and inclusion,   we look at the concept that has been around for a  long time but we have looked at it intellectually,   right, and so if you look at the first tree there  it has this kind of one trunk coming up and it's   growing only to the one side and when we look at  diversity equity and inclusion as simply from the   intellectual point of view that we need to have  it we have to have it we need to have the metrics   in place to have it, we miss something, we're  not fully there right and that really usually   is the inclusive piece that's suffering, right,  but if you look at the second one you'll see that   there's those two trunks, right, and so we have  the intellectual and the emotional side and in   this we're really looking at embracing the concept  of diversity equity and inclusion and getting   really to the heart of it and as you can see the  result is so much greater. You know okay this kind  

of you know abstract thought how does that really  reply or apply to the workplace? And so i'm going   to give you an example. So think of a gentleman  or a woman someone who is going to be looking at   planning a mall okay we're looking at designing  a new mall right so the first project manager   decides that they're going to go and they're  going to look to see what the standards are for   individuals who are in a wheelchair right so they  need to make sure that it's accessible for all   people and so they want to have it so they go and  they tell their project team that you need to make   sure that you benchmark against the industry  and make sure we know exactly what it is that   we need to have in our mall to be able to make  it accessible. Okay, there they're considering   you know the the diversity of their  customers in that situation right   but what happened to the other individual  who's doing it so let's say we have another   individual who's looking at designing a mall and  they tell their project team that they want them   to actually go and maybe they want them to put 50  pound weights on their feet to walk around a mall   or they want them to actually sit in a wheelchair  and actually try to go around it so they actually   are forcing the people to really get into the  perspective. Now you can never really truly know  

someone else's perspective but you can try right.  So when we look at emotional intelligence and   diversity equity and inclusion it's the difference  between looking at the standard maybe adopting   something that you've benchmarked against some  other organizations and truly trying to understand   it and what it means for your employees or your  customers. And so this is really what we're going   to try to get you to do as we you know start this  journey for you. Now I know a lot of you have seen   this already you all know that the journey and  it's been spoken about already but I truly want   to reiterate you know we're really starting  with the person because every organization   starts with its people right and we know that if  we take care of our people that's the important   piece. And now just to speak a little bit more  about you know the motivation behind looking at   emotional intelligence in this certificate program  i'm going to welcome Dr. Alexis Mootoo back   and i'm going to ask her just a couple of things  about you know kind of her motivation around   why she felt the need originally to have this and  how she really resonated from her own experience   with emotional intelligence and the value it has  with adversity equity and inclusion. Three major  

concepts really are going to be at the heart of  what we're talking about today and they really   need to be something we understand as we move  forward, so i'll talk a little bit about those.   Hello Dr. Mootoo thank you so much for coming  back just to speak with us just a little bit   I was just talking about how you know inspiring  it is to be involved with something that's this   important you know and we look at the reaction  from people really is something that people are   engaged in and interested in right now and making  a change so I was wondering though and that's why   I wanted to ask you back a little bit can you  speak to a little bit about what inspired you   you know to develop this the way it was  with looking at emotional intelligence first   and kind of looking at that individual  before going into the organization in   the community a little bit about that? Sure  and thank you Doreen. So when I understood   that emotional intelligence could be developed,  it felt like there might actually be a solution   to this idea of diversity equity and inclusion and  thinking about transformational change in people   because to talk about diversity equity and  inclusion makes a lot of assumptions from   when you're dealing with emotional intelligence  you then realize very quickly that not only can   it be developed but it can illuminate issues  of diversity equity and inclusion so that we   can have a better workplace and we can have  a better world. Absolutely it's so so very   important because you know when we look at kind  of all the issues right and there really is a lot   for people to to digest to people to take in right  and to employ it really important. Yes, thank you,   and I just wanted you to just tell me a little  bit more though maybe about your own experience   can you tell us maybe from your own experience  how you've seen you know your own development of   maybe emotional and intelligence and how that's  helped you just to give our participants you   know kind of an example of how you've actually  seen this come to light for us. Absolutely so  

as i'm a woman of color and obviously you  know have to endure a number of stereotypes   but it never occurred to me that I had my  own stereotypes and my own biases until I   began developing my own emotional intelligence  and using those skills to be a better leader,   to be a you know a better friend, just a  better human being, and when I realized   through developing my own emotional intelligence  that I had my own biases that I needed to work on   it really made my work experience better my  opportunity to lead better and my opportunity to   just make a dent in this world to make it better  and so that's that's why emotional intelligence is   such an important component of adversity equity  and inclusion because we all have biases even   when we are in protected classes and that idea  of developing that emotional intelligence can   only bring to light what is it that we don't know  about ourselves and what is it that we can work on   for ourselves. Fantastic, well put and I really  appreciate you coming back and and how it you   know allowing us to kind of see it from your  perspective because I really do think there is a   lot of value in this and I want to say again thank  you for being a champion for change with this and   really you know putting yourself behind this so so  thank you very much and take care of Dr. Mootoo.   Thank you so much Dr. MacAuay thank you for  having me. Thank you very much Dr. Mootoo   we appreciate your time and appreciate your  insight and your passion for this you know   we are very happy to have someone who is been a  great catalyst for us here at the Muma College   of Business and has really been the the force  behind this so thank you very much for that.   So now moving on to those three concepts that  I wanted to talk to you about the first one i'm   talking about are emotions so emotions are these  very powerful entities that have an impact on us.  

You know we take in information in our  senses and oftentimes it is that emotion   that is going to be the first reaction  right and so we know from neurology that   when we take in information right the emotion  gets it first right and our emotional reaction can   sometimes overcome right our more rational logical  thought okay and now I want to make sure as we're   talking about emotions we understand the concept  here as well of neurodiversity right so it's not   necessarily the same for everyone. For a lot of  us though right that emotion can be something that   can be overwhelming right we can be reacting to  things in our environment that we don't even know   right and that can cause certain behaviors in us  that we may or may not be aware of you know as you   journey through this certificate you're going to  talk a little bit about some of those unconscious   reactions that we have and so it's really  important that we understand the impact and   power of emotions because they are very complex.  So if we take a closer look at this slide you can   see you know just these are the the the basic  emotions that we talk about in the literature   and specifically now when we're looking at  diversity equity inclusion I really want to to   hone in on a couple of these things right we look  at you know anger, maybe fear, right trust issues,   all of these things you know maybe you're a little  bit agitated, you're a little bit concerned,   all of these emotions have an impact on the  way that we behave in the workplace in the   way that we communicate in the workplace and  so what we really really want to take a look   at today with emotional intelligence is how do  we harness all of these to be able to get past   those kind of gut reactions that may be having a  negative impact or and creating these obstacles in   the workplace and so that we can truly understand  and get past them to be able to have really clear,   effective, communication around diversity  equity and inclusion in the workplace.  

So the next concept I want to talk about is  perception so the other really key point here   is to understand that everyone has a different  perspective. Now this picture that you're seeing   here i'm sure a lot of you have seen it before  you know some of you are looking at it and seeing   a young lady and then some of you are  looking at it and finding an older lady   right and there is a contrast or maybe s

2021-03-31 13:55

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