Diversity Executive - September 2008 - (Page 61)

rums, manager and staff inquiries and surveys to design the program around four primary themes for the black leader at AAA NCNU: risk, work, perceptions and career derailment. The organization’s current leadership programs provided the framework to supplement the basic leadership training. But unlike the traditional leadership program, the custom content wasn’t designed to be tactical. During the yearlong development period, program developers generated more than 50 resource documents on leadership, challenges, obstacles and development opportunities for people of color. They also conducted iterative reviews with the core team, the internal diversity and inclusion organization and senior leadership. pants saying AALP addressed their key challenge areas and 92 percent saying they gained new skills and knowledge. Target evaluations of participants by managers were administered every 90 days from the initial training to measure the transference of new knowledge, skills and attitude on the job. Results showed personal leadership competencies for program participants increased by 58 percent compared to pre-implementation. And AAA NCNU continues to see steady and gradual positive progression from the participants in their jobs, communication and overall effectiveness. Based on the initial success of the pilot, AALP became an ofﬁcial part of the organization’s leadership The pilot participants were offerings in May and has nominated either by themAbout AAA NCNU since inspired an individual selves or their managers. Pri» AAA of Northern California, Nevada and contributor version for the or to implementation, peers, Utah is one of 77 American Automobile AAA NCNU population direct managers and external Association (AAA) motor clubs across the at-large. Leaders moved the client groups completed asUnited States, with a nationwide membership program from concept to sessments of participants. of 46 million. Headquartered in San Francisco, delivery in a year and a half This baseline ensured the AAA NCNU (also known as California State and are continuing to see it accuracy of post-implemenAmerican Automobile Association) employs grow at a healthy rate. tation survey results and more than 6,000 people to serve its nearly helped determine areas for 4 million regional members. To date, 22 percent of improvement. eligible African-American leaders have completed the Afterassessments,participants took part in an intensive ﬁve-day immersion program cover- program and 3 percent of individual contributors have ing all aspects of the program, including readings, case-study completed the program. The attendance record is signiﬁreviews, online learning, pre- and post-assessments, teach cant relative to the current life of the program. backs, examinations and classroom sessions. Organizers also implemented several interactive courses from SkillSoft, an Program leaders said AALP was successful in two key areas: e-learning provider that partnered with AAA to deliver more helping African-American leaders get the tools to help them succeed in their careers and breaking down the organizathan 70 technical courses. tional barriers facing leaders of color. The program also featured “Take-a-Lesson” segments that provided participants with opportunities to meet successful Afri- “I had the opportunity to say a few words at the AALP kickcan-American leaders internal and external to AAA NCNU off,” Andel said. “As I looked out into the largely Africanthrough live, interactive lessons and chats. One session includ- American audience, as a white person, I found myself in ed AAA African-American board members, a strong signal of a place I had rarely been before. I realized how incredibly important programs like this are for AAA NCNU and for the association’s commitment to the program. society in general.” « Upon completing the program, pilot participants took surveys to assess the development of the core skills and ex- Annalisa Adams-Qualtiere is dean of AAA of Northern pertise, as well as their satisfaction with the program. The California, Nevada and Utah’s AAA University/Enterprise overall results indicated success, with 100 percent of partici- College. She can be reached at editor@diversity-executive.com. September/October 2008 | www.diversity-executive.com | Diversity Executive 61 http://www.diversity-executive.com

Table of Contents Feed for the Digital Edition of Diversity Executive - September 2008

Diversity Executive - September 2008 Editor's Letter Contents Leadership Connections Guest Editorial Diversity Executive Online 2042: A New Business Era Begins The Rules of Attraction Where to Look for Diverse Talent Like Minds Think Great Culture Teams Target Business Opportunities at Luxottica Retail Special Section Rebalancing Gender At ING Americas, the Color of Diversity Is Orange Profile Business Intelligence Case Study Strategies Advertisers' Index Editorial Resources

Diversity Executive - September 2008

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