USF Muma College of Business Certificate: Session 1: Emotional Intelligence
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 USF.to/DiversityCertificate. 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
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