Meet Erika Yuag. As the community strategist and internal consultant for the Developer Division, Erika focuses on four major components to drive organizational effectiveness: community cultivation, knowledge management, experimentation, and leadership development.
- Opening and introduction.
- 3:30 Robert - introduction and theme set up to Who's There:
- "How might we accelerate the matching of passion, meaningful change, and overall better satisfaction within and outside of organizations." Erika Yuag
- 4:55 Erika - How can you use your organization as a platform to express your purpose and achieve your life goals and personal passions
- 5:38 Satya Nadella - CEO, Microsoft has describe a mission around people empowerment, allowing you to use Microsoft as your platform
- 6:55 Called a 'Challenger' as I was noted for not taking the paved path for my (others) career
- 8:30 Find opportunities to enact my purpose and passions by sharing outwardly with others who can help me connect
- 10:15 Help to drive culture change at the grassroots level so people learn to empower themselves - "Go for it!"
- 12:25 I said to my manager "have you ever thought about not defining a role with a title? Keep it vague, don't box me in as the 'Culture PM",
- 13:30 Allowed me to jump in and out of teams, facilitate people match-making for cultural engagement, then tinker to find the collective intelligence from those around you.
- 15:05 Apply a 'propose solution hypothesis' approach to explore and incrementally or dramatically create better outcomes with the people you work with
- 17:20 Curt - Are there ways you are empowering people to communicate outward what they have to offer their organization?
- 18:50 Erika - We need to ask who are the people that really care but not doing 'it' yet? Are those in authority, our leaders aligning what we are trying to accomplish with those who can explain the 'What' and 'Why' and turn it over to others for the 'How'?
- 19:45 Example: The 'What' = Diversity and Inclusion. The 'Why' = D&I drives business success by enabling and bringing out the best in others. The 'How' taps individual talents, skills, and passions to unleash the process for the mission
- 21:00 My role? The connector, a.k.a., match maker of individuals to join and experiment, discover, and share within the community
- 22:55 Robert - what mechanisms for empowerment do you teach?
- 23:30 Erika - Experimentation mechanism. Crowdsource ideas on what might make a difference in D&I. The division breaks into teams to workshop the problems into the themes
- 25:00 Hypothesis Progression Framework - customer driven engineering book - tinker with themes in D&I space
- 26:00 Erika - my role is to disseminate the output to the local level and to the systemic top down via town halls and all hands to help it become real
- 27:15 Curt - empower people with authenticity at work, which can scare those at top. How far do you let people be authentic
- 28:15 Erika - People should be true to their own nature while aligning with business standards of conduct and the organization's values framework
- 31:15 Robert - Shift discussion to traditional Total Rewards design vs. what's totally rewarding in my life
- 32:45 Erika - Steven Covey's Habit #2 - Begin with the end in mind illuminates that we have one life and reward can only be defined by one's self.
- 34:30 Feel rewarded by alignment by personal purpose and Microsoft purpose ('empowering the planet'). Move on my purpose here or start anew.
- 37:00 Curt - How does Microsoft support individuals to learn skills aligned with business needs and personal life goals?
- 39:20 Erika - To learn in different ways we help people diversify their perspectives on a day to day basis which in turn drives innovation
- 41:55 Erika - The sky's the limit. Anything is possible when we find other people to help expand the chances
