A Year in Review - 2022 Impact Report
Welcome Ajilla Foundation Advisory Board Members Briana Jones and Kiearrah Lawrence!
Briana Jones
Briana Jones is an experienced project manager, marketer, and leader. She holds an undergraduate degree in Organizational Psychology, as well as an MBA with a concentration in marketing. Driven by a passion for the betterment of people, she takes pride in serving on Discover Financials first Social Impact team as a Principal Project Manager, focused on developing and championing projects that advance equity, financial inclusion and financial literacy. She also partners with her colleagues to continue to evolve the work Discover began in 2021 in Chicago’s Chatham neighborhood. In addition to her duties defined by her role, she also serves on Discover’s Black ERG Leadership Committee as the Communications Co-Chair. Her career spans over 10 years, in which she’s held several leadership and project management roles for multiple Fortune 500 Companies. In 2014, while working for FTD, she founded and managed a multi-million-dollar program designed to help small business owners increase their online visibility and sales via social media and e-mail marketing.
Briana’s creativity and passion drive her to continue to foster her ideas in multiple ways, with the hope that she can create something meaningful and impactful to help others. Driven by this hope, she founded her marketing and branding company Shirley Jean Studio LLC (SJS) in 2016. SJS is a boutique brand and marketing company focused on supporting small businesses and non-profit organizations. The company honors the memory of her late grandmother Shirley Jean, who was a passionate and joyful woman who lived her life laughing, smiling and trying new things. It is her spirit, that shapes Briana’s outlook on both her corporate and entrepreneurial work.
In 2020 Briana began the most meaningful work of all when she welcomed her son Eric Patrick Simmons III. In her free time, she can be found spending time with her son; playing, reading, and building memories with family and friends. Her hobbies include reading, watching Disney movies, writing, and recording her podcast – ‘Shit Your Mama Ain’t Tell You.’ A podcast she produces and stars in with her childhood friend Aryka Oliver. The content focuses on the journey of motherhood through the lens of two black millennial mothers.
Briana is currently focused on continuing to build her career in the Social Impact space, building her business, raising her son, recording her podcast, and volunteering with non-profit organizations. All with a hope of contributing to the betterment of people and wellness of all.
Kiearrah Lawrence
Kiearrah Lawrence is a Sales Forecasting Manager within AbbVie’s finance organization. In this role, she is responsible for supporting the analytical process of developing accurate sales projections to be utilized in financial planning cycles. Kiearrah began her career with AbbVie in 2016 as a member of AbbVie’s Finance Development Program, an accelerated leadership development program where she took on 4 six-month rotations within various areas of the company. Upon completion of the program, Kiearrah joined the Corporate Financial Planning & Analysis group, responsible for developing AbbVie’s financial statements for Executive Leadership, Board of Directors, and other key stakeholders.
In addition to her core responsibilities, Kiearrah is the Global Chair of AbbVie’s Black Business Network (BBN) employee resource group. She is responsible for leading, developing, and executing the BBN’s short- and long-term strategies aligned with the enterprise Equity, Equality, Diversity, and Inclusion (EED&I) mission and vision. She manages 30+ volunteer leaders and leads the organization of more than 2,500 members. Kiearrah has collaborated with companies
such as LinkedIn and Diversity, Inc., and thought leaders such as Dr. Bernice King, Bakari Sellers, Carla Harris, and Jane Elliott to promote cultural competency and inclusion across AbbVie.
A Maryland native, she holds a bachelor’s degree in Accounting from Morgan State University and is currently pursuing her M.B.A. at the Kelley School of Business at Indiana University. Outside of work, she enjoys serving as a mentor and volunteer within her community and serves as an Advisory Board Member for the Ajilla Foundation. She is a proud member of Delta Sigma Theta Sorority, Inc.
PRESS RELEASE: PEARL MILLING COMPANY FURTHERS ITS COMMITMENT TO UPLIFTING BLACK WOMEN AND GIRLS, AWARDING 17 GRANT RECIPIENTS IN YEAR TWO OF P.E.A.R.L. PLEDGE PROGRAM
PEARL MILLING COMPANY FURTHERS ITS COMMITMENT TO UPLIFTING BLACK WOMEN AND GIRLS, AWARDING 17 GRANT RECIPIENTS IN YEAR TWO OF P.E.A.R.L. PLEDGE PROGRAM
The community funding program will award a total of $1 million to non-profit organizations with the mission of fueling the success of Black women and girls
CHICAGO, Illinois (October 24, 2022) – Pearl Milling Company, the pancake mix and syrup brand that has been creating memorable breakfast moments for over 130 years, today announced the 2022 grant recipients of its P.E.A.R.L. Pledge program. This year, 17 non-profit organizations will be awarded grants to support meaningful services and education that promote Prosperity, Empowerment, Access, Representation and Leadership for Black women and girls in the U.S. A total of $1 million in grants will be awarded as part of Pearl Milling Company’s continued commitment to help uplift the Black community and PepsiCo’s broader Racial Equality Journey initiative.
“When we launched P.E.A.R.L. Pledge in 2021, we were incredibly inspired to see the breadth of organizations working to enrich the lives of Black women and girls across the country,” said Michelle McAlister, Senior Director of Marketing at PepsiCo. “This year, we remain committed to our mission and are excited to move it forward as we look to help support this year’s recipients, and further the positive impact they are having across the country. These organizations are critical and meaningful support systems in our communities, and we’re grateful to be in a position to help.”
The 2022 P.E.A.R.L. Pledge grant recipients have missions that address a wide range of subjects affecting Black women and girls including: homelessness, food insecurity, entrepreneur mentorship, mental health, breast cancer awareness and advocacy, and after-school programs. In addition to having a purpose that aligns with the P.E.A.R.L. Pledge mission and pillars, grant recipients were selected based on how they will use the funding to further their initiatives, among other criteria.
This year’s recipients represent 13 cities from across the Midwest, Northeast, Southeast and Southwest regions. They are:
Ajilla Foundation (Aurora, IL)
beGirl.World Global Scholars (Philadelphia, PA)
Black Girls Can (Queens, NY)
Georgia Coalition Against Domestic Violence (Atlanta, GA)
Girls on the Run Chicago (Chicago, IL)
GLOW 414 (Milwaukee, WI)
Gracious Hands (Charlotte, NC)
Humanity 360 (Suitland, MD)
Minnie's Food Pantry (Plano, TX)
Moms as Entrepreneurs (Baltimore, MD)
Room for Roots (Omaha, NE)
Industrial Council of Nearwest Chicago (Chicago, IL)
The Be. Org (Baltimore, MD)
The Chrysalis Initiative (Philadelphia, PA)
The Hive Community Circle (Columbia, SC)
The Study Hall (Atlanta, GA)
The Foundation for Black Women’s Wellness (Madison, WI)
Pearl Milling Company partnered with an external Advisory Council, seeking their expertise in areas such as racial and social justice and entrepreneurship in the grant recipient selection process. The Advisory Council includes entrepreneur, activist and author Eunique Jones Gibson, entrepreneur, TV host and public speaker Tai Beauchamp, and social entrepreneur and author Jasmine Crowe.
As P.E.A.R.L. Pledge remains a critical part of Pearl Milling Company’s purpose, it also plays a role in progressing PepsiCo’s Racial Equality Journey. P.E.A.R.L. Pledge is one of several initiatives contributing to PepsiCo’s more than $400 million investment over five years focused on increasing Black representation at PepsiCo, supporting Black-owned businesses, and uplifting Black communities in the U.S. P.E.A.R.L. Pledge adds to PepsiCo's community investment to drive long-term change by addressing systemic barriers to economic opportunity for Black Americans.
To learn more about the 2022 grant recipients, visit www.pearlmillingcompany.com/pearlpledge/recipients and follow along on Instagram.
About Pearl Milling Company
Pearl Milling Company, owned by The Quaker Oats Company, a unit of PepsiCo, Inc., provides great tasting pancake mixes, syrups, cornmeal, flour, and grits products that have been helping families create memorable breakfast moments for over a century. Founded in 1888, Pearl Milling Company began as a small mill in St. Joseph, Missouri producing flour, cornmeal and, beginning in 1889, the famous selfrising pancake mix that would go on to be known as Aunt Jemima. Its pancake mix varieties include Original, Buttermilk, Whole Wheat, Cap’n Crunch’s Berrytastic Pancake Mix, as well as its Pancake On The Go products in Chocolate Chip and Buttermilk & Maple. Syrup varieties include Original, Lite, Butter Rich, Butter Lite, and Country Rich, in addition to several cornmeal, cornmeal mix and grits offerings. For more information, please visit www.pearlmillingcompany.com, www.facebook.com/pearlmillingcompany or follow us on Instagram @pearlmillingcompany.
About The Quaker Oats Company
The Quaker Oats Company, headquartered in Chicago, is a unit of PepsiCo, Inc., one of the world's largest consumer packaged goods companies. For more than 140 years, Quaker's brands have served as symbols of quality, great taste and nutrition. Quaker® Oats, Quaker® Rice Cakes and Quaker Chewy® Granola Bars are consumer favorites. For more information, please visit www.QuakerOats.com, www.Facebook.com/Quaker or follow us on Twitter and Instagram @Quaker.
About PepsiCo
PepsiCo products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. PepsiCo generated more than $79 billion in net revenue in 2021, driven by a complementary beverage and convenient foods portfolio that includes Lay's, Doritos, Cheetos, Gatorade, Pepsi-Cola, Mountain Dew, Quaker, and SodaStream. PepsiCo's product portfolio includes a wide range of enjoyable foods and beverages, including many iconic brands that generate more than $1 billion each in estimated annual retail sales.
Guiding PepsiCo is our vision to Be the Global Leader in Beverages and Convenient Foods by Winning with PepsiCo Positive (pep+). pep+ is our strategic end-to-end transformation that puts sustainability and human capital at the center of how we will create value and growth by operating within planetary boundaries and inspiring positive change for planet and people. For more information, visit www.pepsico.com, and follow on Twitter, Instagram, Facebook, and LinkedIn @PepsiCo.
About the Ajilla Foundation
The Ajilla Foundation is a 501c3 organization with a vision to be a catalyst that provides solutions that close the gaps between women and men (the confidence gap, the opportunity gap, the gender gap, and the pay gap) in order to give future generations a competitive edge to be successful leaders and change agents.
A Year in Review - 2021
Defining our Next Normal
The COVID 19 pandemic has indelibly changed the way we work and the way we think about work. Before the pandemic, we were already functioning at break-neck speeds to keep up with changes in technology and society while dismantling long-held mores about how, when, and where we work. If the past 18 months have shown anything, it is that the things we once considered normal can change drastically and instantaneously. Now, more than at any other point in recent history, we are at a crossroad and have an opportunity to shape what the future of work will be. We are now making the vital decisions that will inform our Next Normal.
According to the World Economic Forum, the current workforce will need to adapt 40% of its core skills over the next five years to keep up with the changing times. That means two out of every five skills that are currently seen as essential components of a worker’s skill set will soon become obsolete. When we consider what the workplace of the future will look like, there are many variables and unknowns. However what we do know is that the future of work will be determined by a few dominant factors, namely rapid innovation and adaptation to change, technological advancement, and courageous leadership.
Innovation and Adaptation
“Innovation is the calling card of the future” - Congresswoman Anna Eshoo
Until recently, there were many aspects of work culture that were widely accepted as the golden standard. Things like working from a dedicated office space, which was said to produce a better system of collaboration and innovation; or focusing all efforts on mastering one area of expertise rather than learning a broad array of functions; or even adhering to rigid work hours were touted as the best way to ‘work’. In our post COVID society, all of these notions are currently being tested. While working in a dedicated office setting has some benefits, many have come to find that working remotely also has many benefits, both to the company and the employee. Not being tethered to a specific office space while still being able to communicate with a team provides for maximum flexibility. It is this type of fluidity that will create the setting for the Next Normal workplace.
Additionally, we must consider that job preparation in the current market often focuses on a myopic view of what work could/should be. Oftentimes we are siloed into a particular area of expertise and are encouraged to master that domain both in school and professionally. Although this limited mindset may have proved fruitful in the past, it will almost certainly be fatal for future growth. The world in which we live is becoming more hinged on living and growing at the intersections of multiple disciplines. Interdisciplinary learning, according to researchers, creates “higher-order thinkers” who can bring a holistic and analytical approach to new and complex problems. In many ways, the versatility of knowledge is going to be a key driver in deciphering how to work in the future.
Technological Advancement
Technology will play a major role in determining what the future of work will look like. While technology is already at the epicenter of almost every profession and field of study, the onset of the pandemic accelerated a digital transformation and a global revolution. Companies and employees are in a position to determine what work will look like moving forward and learn to quickly accommodate those changes.
For companies, the ability to adapt and quickly pivot will determine success in the future. One of the major changes that became synonymous with the pandemic was the necessity to work from home. With the majority of the workforce working from remote locations, this posed a major dilemma for many organizations who once thrived on building workplace culture and cultivating in-person collaboration and oversight. A decentralized team requires a different type of structure to support it. Companies now have to consider how to shore up digital culture both internally and externally, as well as how to motivate team members from afar while providing clear oversight and direction.
Even before the pandemic, many tech companies began the transition to a more decentralized workforce. One benefit of working for those companies was the flexibility to work from anywhere. When the pandemic began, the businesses that were least impacted were those that had the structure in place to quickly pivot and adapt to the changing climate. The key to success moving forward is to recognize that every company is a tech company, no matter what type of product or service it provides. In order to remain relevant, every organization- whether a bank, library or small business - will need to adopt the innovation and forward-thinking processes that many had previously equated with Silicon Valley. The companies that embrace this truth are the ones that will lead the charge in shaping the Next Normal.
Courageous Leadership
Management in the post-pandemic workplace will also require a different leadership approach than has been touted in the past. Successful leaders will have to become increasingly more agile and open to change in order to help workers be as productive as possible. As the workplace evolves, the skills and direction necessary to lead it will also evolve.
In 2012 only 39% of the workforce worked remotely, however as of April 2021 that number had reached as high as 70%. Because of the pandemic, many workers (and employers) are discovering the joys and hassles of working remotely. The ability to work from anywhere offers employees a chance to work in a comfortable environment and has been shown, in many cases, to increase productivity. For managers, however, this introduces many new variables to an already complex equation. They now have to find the correct balance to help motivate a decentralized team, provide clear direction virtually, ensure all team members feel valued and included, as well as continue to meet metrics to ensure the success of the team.
One of the lasting changes brought on by the pandemic was the way employees relate to work. Having an opportunity to reset gave many people the ability to reevaluate their priorities and they found that the motivators that drove previous generations are currently in a state of flux. Employees today are more interested in flexible schedules, permanent work from anywhere options, work/life balance, and a chance to do fulfilling work for fair wages. The leaders that will thrive are those with the emotional intelligence to decipher what is important to workers, and shape the work culture to accommodate it.
The Takeaways
Covid-19 has changed the world and the workplace completely. Although the past year and a half presented new obstacles, it also provided an opportunity to reevaluate what the landscape of work is and what it can be in the future. As we consider our Next Normal, we must assess the roles that leadership, innovation, and technology will play. Technology and innovation are the key tools to be successful both as a company and as individuals; we must never stop learning new skills and finding creative ways to implement them. Likewise, leadership will need to be more agile than ever before and offer flexible employee packages to attract and retain the right talent. As we quickly usher in this new work landscape, we must take full advantage of the opportunity before us to make the maximum impact on informing our Next Normal.
Written by Sofia Agu - Ajilla Foundation Chief of Staff
From Bench to Bedside: The Journey, The Fun Facts, and The Advice
At the Ajilla Foundation, we strive to help close the gaps that exist between women and men. Although women are underrepresented in many fields, the discrepancy in STEM related fields is glaring. According to the U.S. Census Bureau, women make up nearly half of the working population, but only 27 percent are STEM workers compared to 74 percent of men. Giving women equal opportunities to pursue — and thrive in — STEM careers helps narrow the gender pay gap, enhances women’s economic security and ensures a diverse and talented STEM workforce and prevents biases in these fields and the products and services they produce.
Thank you to Takeda Pharmaceuticals for sponsoring our Bench to Bedside event for high school and college students. And a big thank you to the extraordinary panel of specialists that shared their personal and professional journeys in pharma as well as their insight on what it looks like to take a drug from concept to consumer.
From Bench to Bedside: A Journey to Making Medicines Fun Facts
It often takes over 10 years to take a new drug from concept to consumer
The average cost to research and develop each successful drug is estimated to be $2.6 billion.
The drug discovery process begins by testing 10,000-15,000 different compounds to see what unique set of molecules are most promising to treat the intended sickness. Only 200-300 of these usually make it to the next phase of testing
Only 5 in 5,000 drugs that enter preclinical testing progress to human testing. One of these 5 drugs that are tested in people is approved.
During the clinical trials process drugs are first tested in healthy people before they are tested in people with illnesses.
Pharmaceutical regulations are set by the FDA in the US, however regulatory affairs is a global “issue” and they must adhere to the standards of each country in which the drug will be available.
Even after a new drug is released to the public it is monitored for many more years to test safety and efficacy.
Advice from our panel to someone starting a career in the pharmaceutical industry
You are good enough
Trust yourself and the knowledge you have, but don’t be afraid to prove it
Raise your hand early, take on the big projects, get noticed
You may not have all the answers, especially starting out. You may be afraid, do it anyway.
You do not necessarily need advanced degrees to work in pharma. You still deserve to be there.
Pathways to a Career in the Pharmaceutical industry
Obtain a degree in STEM
Work in a lab (academic or industry)
Build Connections
Do not underestimate the power of Networking
Try to be a resource to others.
Be open to doing things that are not part of your specific role. Always be willing to learn a new skill. Use and overuse the phrase “teach me”.
Do not be afraid to take on the big projects, stretch yourself. Try to be noticed.
Watch a snippet of the session below.
What attendees had to say about the event:
"This topic speaks to my life so much right now!"
"Great event, very informative. The Q&A portion was insightful."
"I loved the organization of the event and the professional insight given!”
LIT Session: Innovation Challenge powered by the Kellogg's Company
There will be three things that will be crucial to the future of work. LEADERSHIP skills. A focus on INNOVATION and TECHNOLOGY.
At the Ajilla Foundation we prioritize innovation by using creativity to encourage a growth mindset and we are grateful to partners like the Kellogg Company that understand the importance of introducing these skills to students at a young age.
Thank you to the Kellogg’s Company for sponsoring the Q2 Ajilla Leadership, Innovation and Technology session for our elementary and middle school students. In this fun and interactive experience, the participants learned the history of the Kellogg’s Company, met current Kellogg’s employees and interns, and came up with solutions for a fun and creative business case study. Participants used creativity to solve a business problem and highlighted two of our key principles #innovation and #growthmindset
Thank you to guest speaker, Sherry Williamson, Vice President of Global Quality and Food Safety for your inspirational words. Key Takeaways from her remarks:
Dream Big
Don’t’ Limit Yourself
Persevere
With hard work, you have what it takes to “make it happen”
Thank you Kellogg’s for this great experience!
LIT Session: STEM Event with UL BBRG
Thank you to the UL Black Employee Resource Group for sponsoring our Quarter 1 Leadership, Innovation and Technology session for our elementary and middle school students. In this fun event, the participants were able to learn more about STEM careers, made ice cream and learned about all things safety!
Key Takeaways - Leading with Impact: The journey to Executive and Corporate Board
Research continues to show that increased diversity in the boardroom is connected to stronger corporate performance. And diversity isn’t just about gender and ethnicity, it also includes ages, experience levels, and professional backgrounds.
If a board seat is a goal for you, it’s never too early to prepare. Thank you to our phenomenal panel of leaders who shared their journeys’ and experiences to Executive and Corporate Board Leadership.
Individual Preparation - Consider the Impact you want to have on the world this world personally and professionally.
Be clear on your purpose in life
Be accomplished in your field
Build your network
Be intentional and strategic about the roles that you take and the moves you make
Its okay to take roles out side of your comfort zone - it makes your experience more broad. Trust your abilities to learn and be effective.
Do thing with excellence
Soak up advice and be in a constant state of learning
Revisit what you think is possible frequently
“Learn, Earn and Return” - When it comes to your time and resources, there’s a time to learn, earn and return
Nonprofit Broad Leadership - Non profit board leadership can prepare your for corporate boards. When considering a non-profit to join, consider the following:
Identify what skills you can contribute
Identify a non-profit whose mission you believe in
Consider causes that you are passionate about
This is a another great platform to build relationships
Corporate Board Leadership - You should be passionate, committed and be able to contribute meaningfully to any board that you join.
Declare your intent to join a board
Research to understand the responsibilities of a corporate board member and if you are targeting a company, understand their needs as well.
Network and Build Relationships
Package your skills - what can you offer to the board and organization?
Join an organization that discusses relevant board topics to keep you abreast on what’s relevant
Thank you yo our event sponsor:
What's in your hands?
“What’s in your hands?” That was the question that Lami, one of the Ajilla Champions for Change, asked the students at the By the Hands Club, an Ajilla Foundation partner, at this weeks Career Talk Session.
Over the past couple of weeks we’ve had our Champions share their educational, personal and professional stories to over 50 students at the Club. Below is some of the feedback that we have received from the students that participated in the sessions:
I learned that there are a lot of career choices
I learned that you have to risk to get where you want
I learned that you should work hard to get to what u want in life.
I remember when somebody said that they teacher told them not to stop learning or some like that. It helped because I was about stop going to school but I have to push myself & keep learning.
What does “What’s in your hands?” mean? It means that we all have something that can be used to make this world a better place.
It could be your story
It could be your advice
It could be your network
It could be your time
It could be your money
It could be a lot of things!
These champions used their stories to inspire - they are using what is in their hands.
The Ajilla Foundation is always looking for volunteers to assist us in our programs and initiatives. If this is something that you are interested in, please email us and let us know!
Reflections from 2020
As we wrap up 2020 and prepare for 2021, it’s important to pause and reflect. Like many of you, the Ajilla Foundation had to pivot strategies and grateful that even in this unprecedented year, we were still able to act on our mission of empowering the next generation of leaders.
Thank you to each of you that have been part of the journey. From volunteering your time, attending (and promoting) events, providing feedback & words of encouragement to financial donations. We are grateful for each and everyone of you. This IS Ajilla because of you.
Here’s to an impactful 2021 with each of us walking in our purpose and using our passion, skills and expertise to continue to make impact!
Ajilla 2020: Resilience
Inspiring.
Impactful.
Amazing.
Watch the recording at the link below.
Video Recap: Tools for Success: Empowering our next Generation of Leaders
Gems were shared during the Ajilla Tools for Success Program because the speakers were AMAZING.
Invest in yourself and listen to the advice that they shared during the session.
A Lifetime of Impact
Like many, we at the Ajilla Foundation had to pivot strategies due to Covid-19. What was supposed to have been an in person experience to expose high school and college students to various careers opportunities and corporations throughout the Chicagoland area, eventually became a global virtual experience that connected professionals with our our future leaders.
The purpose of these sessions was for professionals to share their personal, educational and professional experiences with the participants. The topics that were discussed include:
Education and Professional Journey
College Admission
Entrepreneurship
Business Ideas
Career Focused Topics
Finances
How to pay for college
Impact
Mental Health and Well Being
Civic Engagement
Thanks to the an amazing group of leaders who made this experience possible.
"I was exposed to so many different fields and journeys that I never would have otherwise."
See the recap of the speaker series below.
These 2 women inspire me and here's why
Written by Ayo Dahunsi, Founder, Ajilla Foundation
Like the majority of the world, I’ve been spending a lot more time at home due to COVID-19. (Special THANK YOU to the first respondents and essential workers who are on the front line everyday. You are GREATLY appreciated). Part of what I’ve been doing during this season, is going through my journal and reflecting on the notes that I took down while hearing individuals speak. Two individuals stand out because of one thing: PURPOSE.
The two individuals that I’m going to introduce you to, have similar, yet different experiences. They were both contemplating retirement when they were asked to consider taking an important role in their respective organizations. Why did they do it? Not because they needed to, the reason is much bigger….PURPOSE. IMPACT. LEGACY.
Wendy Lewis
Wendy Lewis, Global Chief Diversity Officer and VP of Global Community Engagement at McDonald’s Corporation. Wendy began her career in sales at the Chicago Tribune. She then transitioned into an HR role with the Chicago Cubs which ultimately led to her leading diversity and inclusion for Major League Baseball (MLB). Some of her accomplishments at MLB include designing the Diversity Economic Impact Engagement model to advance its workforce and supply chain engagement levels league-wide. She also created Major League Baseball’s Diversity Business Summit, a diversity employment and procurement conference and trade fair that transforms the workforce and supplier pipelines for MLB.
After 30 years of driving change for MLB and contemplating retirement, she was asked to consider applying for the Global Chief Diversity Officer and VP of Global Community Engagement position at McDonald’s. At a time when Wendy could have walked into retirement, she chose PURPOSE. She chose an opportunity to continue to drive change, make an impact and play a role in making the world a better place.
At McDonald’s, Lewis created the McDonald’s “Diversity IS Inclusion” business strategy value proposition where every individual feels their culture, identity and experiences are valued and respected. A major development of this business strategy is to execute the development, design and facilitation of a modern and progressive education platform that builds culturally intelligent leaders and grows McDonalds’ brand purpose, “Making delicious feel good moments easy for everyone.”
Thank you Wendy for being a Champion for Change and making an impact!
Wendy Lewis and Ayo Dahunsi
Cynt Marshall
The second individual that I want to introduce you to is Cynt Marshall, CEO of the Dallas Mavericks. Prior to joining the NBA team, Cynt spent 36 years at AT&T. After rising through the ranks, Marshall was named the president of AT&T in North Carolina in 2007, and in 2012 she was promoted to Senior Vice President of Human Resources/Chief Diversity Officer for the national office. Three years later, Marshall was named one of the “50 Most Powerful Women in Corporate America” by Black Enterprise.
Marshall planned to retire in 2017 to launch her own consulting firm specializing in leadership and diversity. However, soon after she started her firm, Marshall got an unexpected text message from Mark Cuban, owner of the Dallas Mavericks to join the organization as CEO. She took the opportunity not because she needed to, but because the need was so much bigger than just her. PURPOSE.
Upon joining the Dallas Mavericks, she gave herself 100 days to improve the culture at the organization. Prior to Marshall joining, Sports Illustrated exposed a "corrosive workplace culture" at the organization. After the article was published, an investigation launched by the Mavericks revealed a number of instances of more than 20 years of sexual harassment and other improper workplace conduct, including inappropriate comments, touching, and forcible kissing.
Since joining the Mavericks, she has diversified the leadership team to resemble the Dallas, Texas community; created an inclusive environment where every voice matters; and formed a values-based culture where a set of core values drives their decisions and actions.
Thank you Cynt for walking in your purpose and being a Champion for Change!
Ayo Dahunsi and Cynt Marshall
These two amazing women inspire me because they are walking in their purpose. They both recognize that the work that they are doing is much bigger than just a job. They are making their mark in this world and leaving a legacy. Thank you, Wendy and Cynt for being an inspiration to me and many others!
My hope is that these two inspirational women will encourage each of us to make choices based on our desire to make an impact in this world. While we may not all have the same platform as Wendy and Cynt, we can call be Champions for Change by using our stories and experiences to positively impact the next generation of leaders. Sign up to be an Ajilla Champion for Change HERE.
We are all Champions of Change
What’s your story? We all have one. It could be one of personal challenges that you had to overcome or it could consist of people and/or experiences that inspire you. Regardless of what it is, our stories and experiences bring about purpose (a reason for being) and through them, we can inspire others and champion change.
How do we champion change? This can be done by using our stories, our experiences, our PURPOSE to drive impact. Stories of both “struggle” and “privilege” can make impact. Through our struggles we have a unique opportunity to gain information, evaluate the lessons learned and pay it forward. The beauty of privilege is that we have access to do something that matters. When we recognize our stories, it gives us the opportunity to walk in our purpose and be champions of change. When we do this, it not only allows us to make impact, but it also allows us to leave our mark in this world. That is our LEGACY.
Part of walking in our purpose is to live for more than just ourselves. Creating lasting value for other individuals – for future generations – is extremely important.
Looking for ways to get involved? Join our network of Change Champions that aim to use their stories and experience to make a positive impact in this world.
#ThisIsAjilla
Innovation starts with a growth mindset
A Note from the Ajilla Founder: Leaders and Daughters
To My Daughter
The world is your playground.
To my daughter, Abigail, as I reflect on what I want for you, I cant help but think about my journey thus far. My parents – your grandparents - came to the United States for school. While in school, they also worked multiple jobs to make ends meet financially for their family. Your grandfather worked three jobs – one doing janitorial work - while going to seminary to become a Pastor. Your grandmother worked two jobs – one at a fast food restaurant where she was once robbed at gun point while going to school to get her MBA.
They did all of this for their family – to give us, their children, a better life and access to opportunities. For this, I will always be grateful. My hope for you is that you will be better then me in all ways possible.
I want you to know that you have generations of family that have worked hard so that you can have a better life. Because of this, I want you to always give back. Give of your time and resources. Give to your community. Give to those that are less fortunate. Give to those coming after you. It’s not what you have that people will remember, its what you do with what you have that will drive impact. Live a life that will leave a positive legacy.
I want you to know that you were created on purpose, for purpose.
I want you to always work and do things with excellence
I want you to always raise your hand because you have so much inside of you that the world needs to see and hear.
I want you to be curious, take risks and always remember that the worst that anyone can ever say to you is “no”
And when you do get that “no”, know that one closed door means that there will be an open one later on. It may not make sense, just trust God and the process.
I want you to know that the world is your playground. There is brilliance and opportunity found everywhere. Explore, learn, grow and make this world a better place.
Love you to the moon and back.
Xoxo.
Leaders and Daughters is a social campaign by Egon Zehnder. More information on the campaign can be found here: https://leadersanddaughters.com/
Personal Board of Directors
Written by Ayo Dahunsi
As you start thinking about 2019…
Get yourself a personal Board of Directors!
I heard about this personal Board of Directors Concept at a conference that I attended and I love it. Most of us already have a group of people that we run ideas by, this just makes it more official.
It’s mentorship multiplied. Instead of having only one person that you exchange ideas with, you have a group of people that will help take your career, business and/or ideas to the next level.
When you think about who you want as part of your Board of Directors (BOD’s), here are some things to consider:
· Someone you work with
· Someone who has more experience than you
· Someone who thinks differently than you
· Someone that will provide candid advice/perspective
· Someone that has expertise that you don’t have
· Someone that is authentic
· Someone that you have good rapport with
· Someone that has your best interest in mind
· Someone that will help you stay balanced
Based on this list, your BOD’s can include co-workers, existing mentors, someone you look up to, family and friends.
One important thing to remember is that this is not a one way street. As you are asking for feedback and recommendations, make sure that you are also bringing value and perspectives to the table.
What are your thoughts? Would you consider a personal Board of Directors?
