2013

Round I: Revitalizing Structure / Organization Track B: ERG Program Managers: Evaluating

ERG Professional Development Programs

Facilitator: Susanne Mueller, Susanne Mueller Consulting and Coaching Presenters: Karen Ashley, Georgia Power Simone Morris, Diageo

Round I: Revitalizing Structure / Organization Track B: ERG Program Managers: Evaluating

ERG Professional Development Programs

Karen Ashley Diversity & Inclusion Project Manager

Georgia Power

Employee Resource Group (ERG) Leadership Development

Who is Georgia Power?

Subsidiary of Southern Company

Investor-owned, tax-paying utility

Rates below national average

Serves 2.4 million customers

2012 operating revenues $8 billion

8,000 employees

Diverse mix of generation sources

Employee Resource Group (ERG) Leadership Development

Evolution of ERGs 2001

Approval to form Affinity Groups

2003-2004 AMIGOS African American Women’s Networking Group Asian Pacific American Professional Education & Employee Retention Technical Women in Georgia

2003-2007 Focus: Inclusion & Development

Employee Resource Group (ERG) Leadership Development

Evolution of ERGs

2008 Military Veterans in Power

Working Parents (know Work & Family Life)

2011 Diversity & Inclusion Strategy Revised

2011 Affinity Groups vs. Employee Resource Groups

2012 Focus Areas Revised

Employee Resource Group (ERG) Leadership Development

Our Challenges

Structure of ERGs

Individual Contributors-Leaders

Management Council Updates

Average Membership is 200

Volunteer Organizations

Transition to ERGs

Perceptions

Business Planning Cycle

Employee Resource Group (ERG) Leadership Development

Process to Position ERGs for Success

Leadership Competency Model

In-House Leadership Programs

Design ERG Leadership Development

Pilot Session

Employee Resource Group (ERG) Leadership Development

Leadership Development Program

Course Description Designed to highlight the leadership

competencies necessary to ensure that ERGs are visible, well-regarded, and relevant contributors to the business

Course Objectives Enhance ERG Leaders’ capacity to:

Position ERGs as valued business partners

Meet the needs of members

Gain the support of stakeholders

Employee Resource Group (ERG) Leadership Development

Leadership Development Program Core Competencies

Persuasion Influence Project Management

Tools Value Scale Four Step Planning Model Change Agent Profile Bold Goal Influence Strategies Project Charter

Employee Resource Group (ERG) Leadership Development

Feedback from Pilot Group

All ERG Leaders

Intact Leadership Teams

2-4 ERGs per Session

Self-Assessments done as Pre-Work

Best Practice Competencies Persuasion

Influence

Project Management

2013