過(guò)去幾周發(fā)生的慘痛悲劇引發(fā)了全國(guó)的關(guān)注。目前,美國(guó)正處在十字路口:或者勇敢追求更公平的未來(lái),或者滿(mǎn)足于我們熟悉但卻令人失望的現(xiàn)狀。
美國(guó)企業(yè)界也正處于拐點(diǎn)。企業(yè)自身正面臨著種族歧視和公平問(wèn)題,包括招聘、晉升和留住更多黑人領(lǐng)導(dǎo)方面過(guò)程緩慢。
盡管觀點(diǎn)不斷變化,數(shù)據(jù)不斷涌現(xiàn),但一些企業(yè)領(lǐng)導(dǎo)人仍認(rèn)為,根本沒(méi)有多少黑人人才有資格升任企業(yè)決策層和董事會(huì)成員。全國(guó)無(wú)數(shù)才華橫溢的黑人高管和研究這一課題的研究人員都不同意這一觀點(diǎn)。晉升資格并不是核心問(wèn)題;我們?nèi)鄙俚氖菚x升的機(jī)會(huì)。
黑人很少能成為企業(yè)高管,他們也不會(huì)像其他同事一樣受到高度重視,因此也不會(huì)取得成功,但令人遺憾的是,事實(shí)就是這樣。去年秋天,全球領(lǐng)先的組織咨詢(xún)公司光輝國(guó)際(Korn Ferry)公布了對(duì)《財(cái)富》500強(qiáng)企業(yè)中一些最資深的損益業(yè)務(wù)黑人高管的采訪(fǎng)結(jié)果。許多人表示,“要想與其他同事處于同一水平線(xiàn)上,必須加倍努力。”
這就是整個(gè)美國(guó)企業(yè)界目前存在的不平等現(xiàn)象。
現(xiàn)在是時(shí)候開(kāi)辟一條新的道路了。我個(gè)人親身經(jīng)歷過(guò),有目的的行動(dòng)和持續(xù)的職業(yè)發(fā)展可以改變一個(gè)人的人生。包括我在內(nèi)的無(wú)數(shù)黑人高管在職業(yè)生涯中的某個(gè)時(shí)間點(diǎn)完成了執(zhí)行領(lǐng)導(dǎo)委員會(huì)(ELC)推行的領(lǐng)導(dǎo)能力發(fā)展計(jì)劃。
ELC領(lǐng)導(dǎo)能力發(fā)展與研究所推出了幾項(xiàng)年度計(jì)劃。中層管理者研討會(huì)(MLMS)面向近1,000名極具潛力的企業(yè)管理者傳授專(zhuān)業(yè)發(fā)展經(jīng)驗(yàn),為期兩天。今年是MLMS舉辦的第26個(gè)年頭,參與者可傾聽(tīng)備受推崇的業(yè)界黑人專(zhuān)家發(fā)表的意見(jiàn),并與ELC成員直接溝通,以培養(yǎng)洞察力并增強(qiáng)執(zhí)行能力。領(lǐng)導(dǎo)力發(fā)展周期間,為經(jīng)驗(yàn)豐富的管理者提供了五項(xiàng)計(jì)劃。我們?yōu)闇?zhǔn)備進(jìn)入或即將進(jìn)入企業(yè)決策層的黑人高管舉辦了企業(yè)決策層學(xué)會(huì)。愿意培養(yǎng)黑人人才的公司將派精英員工參加這些會(huì)議。
放眼未來(lái),我們還大力培養(yǎng)嶄露頭角的黑人人才。我們?yōu)榫妥x于傳統(tǒng)黑人大學(xué)(HBCUs)的學(xué)生提供本科獎(jiǎng)學(xué)金。我們的榮譽(yù)研討會(huì)將這些獎(jiǎng)學(xué)金獲得者推薦給合適的ELC領(lǐng)導(dǎo)人,雙方可深入討論如何在美國(guó)企業(yè)界脫穎而出,成為黑人高管。我們?yōu)楹谌薓BA學(xué)生舉辦商業(yè)案例競(jìng)賽,讓他們就企業(yè)界目前面臨的商業(yè)挑戰(zhàn)案例提交解決方案,從而贏得獎(jiǎng)學(xué)金和實(shí)習(xí)機(jī)會(huì)。最近,我們推出了一項(xiàng)黑人男性倡議,從三所試點(diǎn)學(xué)校開(kāi)始,提高黑人男性從HBCU商學(xué)院成功畢業(yè)的機(jī)率。
ELC深入培訓(xùn)課程和倡議與眾不同:其設(shè)計(jì)獨(dú)特,旨在通過(guò)課程培養(yǎng)進(jìn)入董事會(huì)的黑人領(lǐng)導(dǎo)梯隊(duì)。這些課程還為黑人高管和管理者提供領(lǐng)導(dǎo)能力培養(yǎng)和指導(dǎo),而這在美國(guó)企業(yè)界是不可能得到的。
我們很自豪能夠自己幫助自己,但我們需要有意合作的伙伴為美國(guó)企業(yè)界的黑人人才創(chuàng)造更多的機(jī)會(huì)。這不僅僅是正確的行動(dòng);研究還表明,人員、思想和經(jīng)驗(yàn)多樣性有助于企業(yè)獲得優(yōu)勢(shì)。要想充分挖掘黑人高管和其他人才的才能和專(zhuān)業(yè)知識(shí),將需要深思熟慮并持之以恒。
ELC提出了獨(dú)特的倡議和網(wǎng)絡(luò),無(wú)數(shù)黑人管理者和高管從中受益,已有數(shù)百人升任企業(yè)決策層和董事會(huì)成員。
蘇珊?查普曼?休斯就是領(lǐng)導(dǎo)力之路的一個(gè)突出案例,她是美國(guó)運(yùn)通公司(American Express)執(zhí)行副總裁/總經(jīng)理兼全球數(shù)字能力、轉(zhuǎn)型和運(yùn)營(yíng)主管,也是J.M.Smucker公司董事候選人。她起初只是ELC學(xué)者,后來(lái)參加了ELC推出的MLMS和“加強(qiáng)梯隊(duì)”計(jì)劃。她曾是ELC公司董事會(huì)倡議中的一員,該倡議旨在培養(yǎng)黑人高管進(jìn)入公司董事會(huì)。
蘇珊說(shuō):“ELC在我的成功職業(yè)生涯中對(duì)我的幫助很大。多年來(lái),ELC的許多計(jì)劃讓我受益匪淺。從被選為論文獲獎(jiǎng)?wù)叩郊尤胧讓霉径聲?huì)倡議,多年來(lái),我得到了許多非常寶貴的指導(dǎo)和機(jī)會(huì)。”蘇珊案例是眾多成功案例中的一個(gè),展示了如何通過(guò)ELC計(jì)劃增強(qiáng)領(lǐng)導(dǎo)能力并建立關(guān)系網(wǎng),進(jìn)而進(jìn)入最高管理層。
我們并不是唯一一家培養(yǎng)黑人人才成為企業(yè)高管的公司。一些黑人高管曾參加過(guò)管理學(xué)研究生聯(lián)合會(huì)、明日管理領(lǐng)袖,研修過(guò)哈佛大學(xué)、沃頓商學(xué)院、哥倫比亞大學(xué)、達(dá)頓商學(xué)院和凱洛格商學(xué)院等眾多大學(xué)的MBA課程。我們與INROADS、Calibr、NACD和全美黑人MBA協(xié)會(huì)建立了合作關(guān)系,這只是我們值得信賴(lài)的其中一個(gè)原因。
黑人高管人數(shù)眾多,他們已經(jīng)證明自己具有領(lǐng)導(dǎo)才能。如果你不認(rèn)識(shí)他們,現(xiàn)在是時(shí)候認(rèn)識(shí)他們了。
因此,我想向美國(guó)企業(yè)界領(lǐng)導(dǎo)層傳達(dá)的訊息很簡(jiǎn)單:要有意識(shí)。要大膽。要承擔(dān)責(zé)任。要保持透明。我們能幫助您。我們可以共同構(gòu)建包容性經(jīng)濟(jì),為社會(huì)和股東創(chuàng)造價(jià)值。(財(cái)富中文網(wǎng))
克里斯托 E?阿什比目前擔(dān)任執(zhí)行領(lǐng)導(dǎo)委員會(huì)臨時(shí)主席兼首席執(zhí)行官。
譯者:Biz
過(guò)去幾周發(fā)生的慘痛悲劇引發(fā)了全國(guó)的關(guān)注。目前,美國(guó)正處在十字路口:或者勇敢追求更公平的未來(lái),或者滿(mǎn)足于我們熟悉但卻令人失望的現(xiàn)狀。
美國(guó)企業(yè)界也正處于拐點(diǎn)。企業(yè)自身正面臨著種族歧視和公平問(wèn)題,包括招聘、晉升和留住更多黑人領(lǐng)導(dǎo)方面過(guò)程緩慢。
盡管觀點(diǎn)不斷變化,數(shù)據(jù)不斷涌現(xiàn),但一些企業(yè)領(lǐng)導(dǎo)人仍認(rèn)為,根本沒(méi)有多少黑人人才有資格升任企業(yè)決策層和董事會(huì)成員。全國(guó)無(wú)數(shù)才華橫溢的黑人高管和研究這一課題的研究人員都不同意這一觀點(diǎn)。晉升資格并不是核心問(wèn)題;我們?nèi)鄙俚氖菚x升的機(jī)會(huì)。
黑人很少能成為企業(yè)高管,他們也不會(huì)像其他同事一樣受到高度重視,因此也不會(huì)取得成功,但令人遺憾的是,事實(shí)就是這樣。去年秋天,全球領(lǐng)先的組織咨詢(xún)公司光輝國(guó)際(Korn Ferry)公布了對(duì)《財(cái)富》500強(qiáng)企業(yè)中一些最資深的損益業(yè)務(wù)黑人高管的采訪(fǎng)結(jié)果。許多人表示,“要想與其他同事處于同一水平線(xiàn)上,必須加倍努力。”
這就是整個(gè)美國(guó)企業(yè)界目前存在的不平等現(xiàn)象。
現(xiàn)在是時(shí)候開(kāi)辟一條新的道路了。我個(gè)人親身經(jīng)歷過(guò),有目的的行動(dòng)和持續(xù)的職業(yè)發(fā)展可以改變一個(gè)人的人生。包括我在內(nèi)的無(wú)數(shù)黑人高管在職業(yè)生涯中的某個(gè)時(shí)間點(diǎn)完成了執(zhí)行領(lǐng)導(dǎo)委員會(huì)(ELC)推行的領(lǐng)導(dǎo)能力發(fā)展計(jì)劃。
ELC領(lǐng)導(dǎo)能力發(fā)展與研究所推出了幾項(xiàng)年度計(jì)劃。中層管理者研討會(huì)(MLMS)面向近1,000名極具潛力的企業(yè)管理者傳授專(zhuān)業(yè)發(fā)展經(jīng)驗(yàn),為期兩天。今年是MLMS舉辦的第26個(gè)年頭,參與者可傾聽(tīng)備受推崇的業(yè)界黑人專(zhuān)家發(fā)表的意見(jiàn),并與ELC成員直接溝通,以培養(yǎng)洞察力并增強(qiáng)執(zhí)行能力。領(lǐng)導(dǎo)力發(fā)展周期間,為經(jīng)驗(yàn)豐富的管理者提供了五項(xiàng)計(jì)劃。我們?yōu)闇?zhǔn)備進(jìn)入或即將進(jìn)入企業(yè)決策層的黑人高管舉辦了企業(yè)決策層學(xué)會(huì)。愿意培養(yǎng)黑人人才的公司將派精英員工參加這些會(huì)議。
放眼未來(lái),我們還大力培養(yǎng)嶄露頭角的黑人人才。我們?yōu)榫妥x于傳統(tǒng)黑人大學(xué)(HBCUs)的學(xué)生提供本科獎(jiǎng)學(xué)金。我們的榮譽(yù)研討會(huì)將這些獎(jiǎng)學(xué)金獲得者推薦給合適的ELC領(lǐng)導(dǎo)人,雙方可深入討論如何在美國(guó)企業(yè)界脫穎而出,成為黑人高管。我們?yōu)楹谌薓BA學(xué)生舉辦商業(yè)案例競(jìng)賽,讓他們就企業(yè)界目前面臨的商業(yè)挑戰(zhàn)案例提交解決方案,從而贏得獎(jiǎng)學(xué)金和實(shí)習(xí)機(jī)會(huì)。最近,我們推出了一項(xiàng)黑人男性倡議,從三所試點(diǎn)學(xué)校開(kāi)始,提高黑人男性從HBCU商學(xué)院成功畢業(yè)的機(jī)率。
ELC深入培訓(xùn)課程和倡議與眾不同:其設(shè)計(jì)獨(dú)特,旨在通過(guò)課程培養(yǎng)進(jìn)入董事會(huì)的黑人領(lǐng)導(dǎo)梯隊(duì)。這些課程還為黑人高管和管理者提供領(lǐng)導(dǎo)能力培養(yǎng)和指導(dǎo),而這在美國(guó)企業(yè)界是不可能得到的。
我們很自豪能夠自己幫助自己,但我們需要有意合作的伙伴為美國(guó)企業(yè)界的黑人人才創(chuàng)造更多的機(jī)會(huì)。這不僅僅是正確的行動(dòng);研究還表明,人員、思想和經(jīng)驗(yàn)多樣性有助于企業(yè)獲得優(yōu)勢(shì)。要想充分挖掘黑人高管和其他人才的才能和專(zhuān)業(yè)知識(shí),將需要深思熟慮并持之以恒。
ELC提出了獨(dú)特的倡議和網(wǎng)絡(luò),無(wú)數(shù)黑人管理者和高管從中受益,已有數(shù)百人升任企業(yè)決策層和董事會(huì)成員。
蘇珊?查普曼?休斯就是領(lǐng)導(dǎo)力之路的一個(gè)突出案例,她是美國(guó)運(yùn)通公司(American Express)執(zhí)行副總裁/總經(jīng)理兼全球數(shù)字能力、轉(zhuǎn)型和運(yùn)營(yíng)主管,也是J.M.Smucker公司董事候選人。她起初只是ELC學(xué)者,后來(lái)參加了ELC推出的MLMS和“加強(qiáng)梯隊(duì)”計(jì)劃。她曾是ELC公司董事會(huì)倡議中的一員,該倡議旨在培養(yǎng)黑人高管進(jìn)入公司董事會(huì)。
蘇珊說(shuō):“ELC在我的成功職業(yè)生涯中對(duì)我的幫助很大。多年來(lái),ELC的許多計(jì)劃讓我受益匪淺。從被選為論文獲獎(jiǎng)?wù)叩郊尤胧讓霉径聲?huì)倡議,多年來(lái),我得到了許多非常寶貴的指導(dǎo)和機(jī)會(huì)。”蘇珊案例是眾多成功案例中的一個(gè),展示了如何通過(guò)ELC計(jì)劃增強(qiáng)領(lǐng)導(dǎo)能力并建立關(guān)系網(wǎng),進(jìn)而進(jìn)入最高管理層。
我們并不是唯一一家培養(yǎng)黑人人才成為企業(yè)高管的公司。一些黑人高管曾參加過(guò)管理學(xué)研究生聯(lián)合會(huì)、明日管理領(lǐng)袖,研修過(guò)哈佛大學(xué)、沃頓商學(xué)院、哥倫比亞大學(xué)、達(dá)頓商學(xué)院和凱洛格商學(xué)院等眾多大學(xué)的MBA課程。我們與INROADS、Calibr、NACD和全美黑人MBA協(xié)會(huì)建立了合作關(guān)系,這只是我們值得信賴(lài)的其中一個(gè)原因。
黑人高管人數(shù)眾多,他們已經(jīng)證明自己具有領(lǐng)導(dǎo)才能。如果你不認(rèn)識(shí)他們,現(xiàn)在是時(shí)候認(rèn)識(shí)他們了。
因此,我想向美國(guó)企業(yè)界領(lǐng)導(dǎo)層傳達(dá)的訊息很簡(jiǎn)單:要有意識(shí)。要大膽。要承擔(dān)責(zé)任。要保持透明。我們能幫助您。我們可以共同構(gòu)建包容性經(jīng)濟(jì),為社會(huì)和股東創(chuàng)造價(jià)值。(財(cái)富中文網(wǎng))
克里斯托 E?阿什比目前擔(dān)任執(zhí)行領(lǐng)導(dǎo)委員會(huì)臨時(shí)主席兼首席執(zhí)行官。
譯者:Biz
The wrenching tragedies of the past several weeks have arrested the attention of our nation. Now, America is at a crossroads: We can boldly pursue a more equitable future, or we can remain content with the familiar and disappointing status quo.
Corporate America is at an inflection point as well. Companies are confronting issues with race and equity in their own ranks, including slow progress in hiring, promoting, and retaining more black leaders.
Despite changing sentiment and emerging data, some corporate leaders contend there is simply not enough black talent to ascend to the C-suite and corporate board service. The many thousands of talented black executives across the country and researchers who study the topic would disagree. Preparation is not the central issue here; what we lack are opportunities for advancement.
Here is the unfortunate truth: Too often, black corporate leaders are not seen, not valued as highly as their peers, and not positioned for success. Last fall, Korn Ferry, a leading global organizational consulting firm, released the result of its interviews with some of the most senior black profit and loss (P&L) leaders at Fortune 500 companies. Many reported “having to work twice as hard—and accomplish twice as much—to be seen on the same level as their colleagues.”
This is what systemic inequality looks like in corporate America.
It is time to chart a new and better course. I know firsthand that intentional action and ongoing professional development can change a person’s life. Thousands of black executives, including myself, have completed the Executive Leadership Council (ELC) leadership development programs at some point during our careers.
The ELC’s Institute for Leadership Development and Research offers several annual programs. The Mid-Level Managers’ Symposium (MLMS) is a two-day professional development experience for nearly 1,000 high-potential corporate managers. In its 26th year, MLMS allows participants to hear from highly regarded black industry experts and interface directly with ELC members to develop insights and build executive competencies. Five programs for more seasoned managers are offered during Leadership Development Week. We host a C-Suite Academy for black executives who are ready to enter or are beginning their tenure in the C-suite. Corporations looking to invest in their black talent will send their high-performing employees to these conferences.
With an eye on the future, we also invest in up-and-coming black talent. We offer undergraduate scholarships for students matriculating at historically black colleges and universities (HBCUs). Our Honors Symposium pairs these recipients with ELC leaders for in-depth discussions on how to excel as black executives in corporate America. We host a business case competition for black MBA students to submit solutions to case studies on current business challenges facing the corporate world, earning them scholarships and internships. Most recently, we established a black male initiative to increase the successful graduation rate for young men enrolled in HBCU business schools, beginning with three pilot schools.
The ELC’s in-depth curriculum and initiatives are a class apart: They are uniquely designed to develop the black leadership pipeline from the classroom to the boardroom. And they provide black executives and managers leadership development and mentoring they are not likely to receive in corporate America.
We are proud to help our own, but we need willing partners to create more opportunities for black talent in corporate America. It is not just the right thing to do; research has shown that diversity of people, ideas, and experiences helps give businesses an edge. Tapping into the talent and expertise of black executives and others will take a deliberate and sustained commitment.
Of the thousands of black managers and executives who have benefited from the unique initiatives and networking offered by the ELC, hundreds have risen to C-suite positions and boardrooms.
An exceptional example of the path to leadership is Susan Chapman-Hughes, executive vice president/general manager and global head of digital capabilities, transformation, and operations at American Express and nominee for the board of directors of J.M. Smucker. She started as an ELC Scholar in college and went on to participate in the ELC’s MLMS and Strengthening the Pipeline program. She was a Cohort Member in the ELC’s Corporate Board Initiative, designed to prepare and position black executives for corporate board service.
“The ELC has been an integral part of my career success. I have benefited from many of ELC’s programs over the years,” said Chapman-Hughes. “From being selected as an essay winner to being a part of the inaugural Corporate Board Initiative, the coaching, mentoring, and access I have received over the years has been invaluable.” Susan’s is one of the many success stories of how the development and networking available through the ELC’s programs can lead to executive leadership opportunities at the highest levels.
And we are not the only ones developing black talent for corporate leadership. There are black executives who are alumni of the Consortium for Graduate Study in Management, Management Leadership for Tomorrow, and MBA programs at Harvard, Wharton, Columbia, Darden, and Kellogg among many others. Our partnerships with INROADS, Calibr, NACD, and the National Black MBA Association are only a sample of other reputable sources.
Black executives are plentiful and have proved themselves ready to lead. If you don’t know them, you should.
Thus, my message to the leadership of corporate America is simple: Be intentional. Be bold. Be accountable. Be transparent. And let us help you. Together, we can build an inclusive economy that delivers value for society and your shareholders.
Crystal E. Ashby is interim president and CEO of the Executive Leadership Council.