ITSMF: The Leadership Academy

The Information Technology Senior Management Forum (ITSMF) is a unique organization of African American executives in the information technology industry. They are currently recruiting IT professionals of color to participate in their 3-prong Leadership Academy.

ITSMF: The Leadership Academy

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I encourage BDPAers to share this information with any leaders you may know in the information technology industry.

ITSMF: Executive Protege Program

I spent eight years in the Senior Executive Service (SES) with the federal government before striking out to start my own company. It is difficult to travel a career path in the information technology (IT) industry through the glass ceiling to the executive level.

One way to make that journey is with the help of a mentor. As such, I can sincerely recommend that any African American IT professional that is currently in a management position ... who feels that (s)he has executive potential should take a moment to learn about the Executive Protege Program (EPP) offered by the Information Technology Senior Management Forum (ITSMF).

ITSMF exists is to fill the executive pipeline with the next generation of African American executives. The EPP provides the mentoring and networking that mid-level IT managers need to advance their IT careers to the senior and C-level. I am not aware of any other national mentoring program focused on cultivating executive talent among African American IT professionals.

Check out this brief video to learn more about the program from brothers and sisters who participate in it either as mentors or protegees.

Well, BETF-Blog readers ... are you interested in learning more about EPP or ITSMF?

ITSMF Executive Protege Program

If you are looking for a way to build your leadership skills, seriously consider the Executive Protégé Program (EPP). This program is the brainchild of the Information Technology Senior Management Forum (ITSMF). ITSMF's mission is to fill the executive pipeline with the next generation of African American executives. One way that the mission is accomplished is through the Executive Protégé Program.

EPP is the only national mentoring program focused on cultivating executive talent among IT Professionals of color. EPP offers:

• Exposure and interaction with high-level IT executives
• Training and development of leadership skills through assessments and workshops
• A confidential relationship with a senior-level mentor
• Guidance on career-related issues which are unique to African Americans in leadership
• An opportunity to elevate leadership skills through insightful executive coaching

For additional information you can visit the ITSMF website or call (630) 406-1918.

Perhaps if we are lucky, we can encourage some ITSMF members or EPP alumni to share a COMMENT below about the program with us.

Corporate Board Census Shows Significant Decline in Seats Held by African Americans

I have served on a number of nonprofit boards in my time. I have not had a chance to serve on a corporate board in my career. It appears that very few people of color are getting the opportunity to serve on corporate boards.

At least that is the conclusion reached in the corporate board census by the Alliance for Board Diversity (ABD).


ABD reported a surprising decline in the combined number of seats for women and people of color on the boards of the nation’s leading corporations. The largest decline was among Blacks. This year’s report found that in the Fortune 100 between 2004 and 2010, African Americans lost over 40 board seats while white men increased their presence on corporate boards, adding over 30.

Overall, women did not see an appreciable increase in their share of board seats. The Executive Leadership Council (ELC), an independent, non-profit corporation founded in 1986, is a founding partner in the Alliance for Board Diversity. ELC members are African American senior executives of Fortune 500 companies and equivalents. Considering the hundreds of board seats that became available during the six year period, ELC sees the combined decrease for all underrepresented groups and the steep decline for Blacks as disconcerting.

“It is troubling groups already severely underrepresented on corporate boards have collectively experienced a decline over the last six years,” ELC president and CEO Arnold W. Donald remarked in his assessment of the available data. "Most business leaders recognize that inclusion and the diversity of thinking that results from it creates real value. Shareholder value for most of the companies listed in the census is being compromised by the lack of board diversity. A decline in any single group of minorities or women is not good, a collective decline is troubling."

The ABD has worked collaboratively for more than six years to encourage corporations to increase the diversity of their boards. Catalyzed by sponsoring companies Altria and Kraft, the ELC has recently begun its own Corporate Board Initiative. ELC identifies and offers development opportunities to its members who are “board ready” and those who are nearly ready to assume the rigors of corporate board responsibilities. The organization has assembled an elite cadre of members prepared for board leadership and has worked with leading search organizations such as Heidrick & Struggles to prepare candidates and match them with opportunities.

Recent U.S. Census data shows that women and men of color comprise 66 percent of the U.S. population. Yet the ABD report indicates that more than 325 of the Fortune 500 have less than 25 percent representation, nearly 100 have less than 10 percent, and 37 companies have no women or minority representation whatsoever.

"Few will debate that inclusion and the diversity of thinking that it brings to business challenges creates real shareholder value," further stated Mr. Donald of ELC. "That's why the decline in the collective presence of underrepresented groups on the boards of America’s largest corporations as reported in this study is more than a little concerning. We at ELC, together with our ABD partners, plan to make a meaningful contribution in helping America's corporations address this missed opportunity."

Of course the first step towards serving on a corporate board is becoming a corporate executive. BDPA members who are currently serving in management positions within Corporate America are encouraged to consider applying for the Executive Protege Program *or* seeking out elected office at local, regional or national level within BDPA.

Do you have any thoughts on why there are so few African Americans on the corporate board of directors? It would seem that Corporate America could do better in the 'age of Obama', don't you think?

Career Coaching Webinar Offered by National BDPA on November 8, 2010

BETF-Blog readers are invited to join National BDPA for an exciting webinar on Monday, November 8th at 8:00pm EST.

Dr. Fay Cobb Payton, Director of the ITSMF Executive Protege' Program (EPP), will discuss the EPP program and mentoring opportunities. Dr. Payton was recently featured in Diversity Careers in Engineering and Information Technology for her mentoring work with minority doctoral students.

All BDPA members are invited to register for the webinar. Details can be found on the Global Database under events, and additional information available in the following flyer.

Flyer: Career Coaching Webinar (Nov 2010)

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20 Ways to be a Great Mentor

Generally I think that informal mentoring programs are better than formal ones.  However, I must admit that an exception to the rule is the ITSMF Executive Protege Program (EPP).  The mission of the EPP is to fill the next generation of African American executives.  EPP provides the mentoring and networking that mid-level IT managers need to advance their IT careers to the senior and C-level.  It is the only national mentoring program focused on cultivating executive talent among African American IT professionals.

I can vouch that one of the most important elements of personal and professional success is the influence of a sincere and caring mentor.  Mentoring not only helps build and support a foundation of success for the protege, it also provides a great opportunity for you to build your leadership skills and management.

A great deal of the success of the ITSMF EPP can be found in the fact that ITSMF mentors are primarily Black CIOs.   After all, to be an effective mentor, the protege has to have a true appreciation of the mentor and what she has achieved in life and in their career.

Mentors must establish an open and honest relationship where both have the freedom to be themselves.  With that freedom comes the ability to talk openly and share information that will help build the relationship into a positive and progressive one that can last a lifetime.

Here are 20 ways to be a great mentor:

1. Ask your protege to share specific items they can share with you to expand your horizons.
2. Be forgiving of your protegee, allow them to make mistakes.
3. Be sure to listen aggressively and encourage them to speak as freely as possible.
4. Challenge your protege to build in weak skills; provide rewards accordingly.
5. Demand that your protege operates at the highest personal and professional levels possible.
6. Don't try to provide answers, but rather effectively lead them to the right choices.
7. Have fun with your protege -- keep it light.
8. Help them identify clear goals and objectives for the year.
9. Help your protege see their growth and progress through your eyes.
10. Insist your protege read great stuff; share books and magazine articles to discuss and teach from.
11. Learn and share birthdays, holidays and special occassions in the year.
12.  Learn your protege's likes and dislikes to understand their fears and dreams.
13. Never allow them to make excuses or steer away from that which is ethical and moral.
14. Organize outings with them at least once per quarter.
15. Provide exposure to someone or something new and relevant.
16. Share 'life lessons', even the foolish ones you now regret.
17. Share your history of setbacks.
18. Speak favorably about your protege.  Expose them to others who are positive and progressive.
19. Spend at least an hour per month with your protege.
20. Take the time to learn their family background.

Anyhow, I encourage any BETF-Blog reader interested in attaining Senior or Executive level leadership positions in information technology to check out the ITSMF EPP.  For more information about the ITSMF Executive Protege Program, contact the EPP coordinator by email (epp@bdpa.org) or phone (800.727-2372).

What is your personal experience with the mentoring process?

African Americans: Prepared to Lead at the Senior Levels in Information Technology

The Information Technology Senior Management Forum (ITSMF) is proud to announce that 18 IT African American professionals are ready to leap into leadership after completing the ITSMF Executive Protégé Program.

The goal of the Executive Protégé Program is to fill the pipeline with African Americans ready to advance to the senior levels of information technology. Graduates of the program also help fill an ongoing and growing void in the IT industry.

Published survey results indicate the IT industry is facing a talent crunch and many CIOs feel finding skilled professionals is their greatest challenge. "As a result of this data it is not a far leap to conclude that if we do not have the talent at the professional or mid-management levels, we may not have enough people in the pipeline to reach the executive levels," say Zack Lamelle, ITSMF Chairperson.

ITSMF has mobilized its efforts around solving this issue. The ITSMF Executive Protégé Program provides the mentoring and leadership development mid-level African American managers in information technology need, to advance to the senior and C level in IT. It is the only national leadership development program focused on cultivating executive talent among African American IT professionals.

The leadership development and mentoring occur in a structured collaborative environment where seasoned veterans share their success secrets and help protégés strategize for upward mobility. Using one-on-one coaching, enrollees gain insight and a higher sense of awareness of the behavioral and relationship abilities needed to become a leader in the IT profession.

Participants in the program learn from experienced senior leaders from some of the world's top fortune 500 companies like Lockheed Martin, Wachovia Bank, Marriott International and Microsoft. "We offer guidance, advice and counsel based upon real world experience," says Allen Sample, senior vice president for Marriott International.

To qualify for the program, mid-level managers must possess excellent communication skills, have achieved the level of first line manager, commit to completing the 12-month program and obtain a recommendation from an ITSMF member, an ITSMF Corporate Partner, or a protégé channel organization. They must also gain sponsorship and support from a senior level company manager for the duration of the program and be recognized as a high potential employee, promotable to at least two levels above their current position.


This year's graduating protégés are:

1. Gloria Anderson; Hewlett Packard, Technical Program Manager


2. Irvin Bishop; Coca Cola Company, Director Global Interactive Marketing, IT


3. Rhonda Boyd; Allstate, Portfolio Management Advisor, Technology Mgmt. Office


4. Jason Carter, Bank of America, former Vice President and Senior Technology Manager


5. Danielle Desalu; Cisco, Wireless Systems Engineer


6. Christopher Essex; UBS, Director, IT


7. Lucia Eversley; Procter & Gamble, Business Performance Solutions Leader


8. Dwight Forbes; Hewlett Packard, Civilian Agencies Presales Manager


9. Damon Frost; Procter & Gamble, Section Manager, GBS Leader


10. Shirley Johansson; Procter & Gamble, Systems Manager


11. Nikkia Miller-Blakes; Johnson & Johnson (Ethicon), Global Application Development Manager


12. Mike Nation; Coca Cola Company, Program Manager, Global Financial Development


13. Sharon Ransom; IBM, Americas Director of Services, Support and Education, Tivoli Software


14. Kimberly Summers-Sims; Hanesbrands, Director, Project Management


15. Tammara Turner; Microsoft, Social Engineer


16. Bennette Veals; Procter & Gamble, Employee Services Client Manager


17. Olden Warren; Procter & Gamble, Senior Project Manager


18. Ronnie Watson; Johnson & Johnson, IT Franchise Director

I encourage these 18 brothers and sisters to find a way to reach back and support BDPA Education and Technology Foundation (BETF) as they rise up the career ladder.

ITSMF Provides Career Coach Scholarships

Are you seeking innovative ways to advance your career in the IT industry?

If so, then we encourage you to take advantage of executive coaching scholarships offered by the Information Technology Senior Management Forum (ITSMF) for any eligible BDPA member. You have to be in attendance at 30th annual BDPA Technology Conference in Atlanta on August 6-9, 2008. Each participant will receive an hour of laser coaching designed to enhance their professional development.

Complete and return the goals assessment application if you are interested in applying for this $250 coaching scholarship experience. At a minimum, all applicants must be deemed as a "high potential" by their management in order to qualify for this scholarship program.

Please return your completed assessment on or before July 31, 2008 to Deborah Chima.

Candidates successfully completing the coaching may be considered for participation in the ITSMF Executive Protégé Program.

BDPA & ITSMF Create IT Fusion Leadership Seminar Series (Cincinnati)

BDPA Cincinnati and Information Technology Senior Management Forum (ITSMF) are collaborating to bring another IT Fusion Event to the Cincinnati USA region! BETF-Blog readers are encouraged to participate in this IT Fusion event to welcome Kenneth Frank (Senior Vice President, Alcatel Lucent) as he shares insight on his journey from the Classroom to the Boardroom.

These IT Fusion events provide a forum where mid-career IT professionals can network with peers, senior IT leaders, and business leaders from various industries in the Greater Cincinnati Area.

ITSMF provides a supportive network for enhancing the leadership skills of the IT executives who make up our membership as well as an outstanding mentoring program that helps dedicated mid-level managers grow into executive roles. BDPA is a member-focused technology organization that remains committed to excellence and providing a wide spectrum of resources to its stakeholders. The organization is a catalyst for professional growth and technical development for those in the IT industry.

Here are the logistics for this upcoming IT Fusion leadership seminar:

• When: - Monday December 10, 2007; Networking/Reception: 6 pm - 6:40 pm (Hors d'oeuvres, drawings - bring your business cards!); Program begins at 6:45 pm
• Where: - Marriott Kingsgate Conference Center (Click here for directions)
• Who: - Those in technology as well as friends and supporters of BDPA or ITSMF
• Cost: - This event is free, however you must RSVP

I attended the last IT Fusion Event and found it to be extremely enlightening from both an educational and networking perspective. In fact, it was at the last IT Fusion event that I first learned about the whole Second Life universe. I am known as Villager Barbosa in SL in case any of you are active over there.

I am hopeful that all 49 BDPA chapters will find ways to collaborate with ITSMF. BDPA Atlanta chapter did it successfully a few months ago. Now Cincinnati chapter is showing how it can be done. Is your chapter interested in learning more or meeting a local ITSMF executive?

Anyhow, for more information on this December 10th IT Fusion event you can contact BDPA Cincinnati chapter by phone (513.956-0636) or email (mailto:info@bdpa-cincy.org?).

Why BDPA in Cincinnati?

I was the guest speaker for BDPA Cincinnati chapter last night at their monthly program meeting. The meeting was hosted by Resolvit Resources (offices in Cincinnati, Raleigh and Washington DC). Our topic was a simple one --> 'Why BDPA in Cincinnati?'

We discussed a wide range of topics during the presentation including:

• BDPA History (national & Ohio)


• 30-Second Elevator Speech about BDPA - We are a non-profit organization that advances the careers of African Americans in the information technology industry from the classroom to the boardroom.


• Vision, Mission Statement & Strategic Objectives


• Challenge: What Will You Do To Change the Future? - If you are unhappy about the situation with African Americans in our industry ... what do you plan to do about it?


• Classroom to the Boardroom - We used a visual depiction of stairsteps to show what we mean when we say 'classroom to the boardroom'. Interestingly enough, this section of the program had the most learnings for many in the room. Often chapter members are not aware of the college internships, BDPA IT Institute or Executive Protege Program. We were able to review the entire evolution of BDPA programs that go from K-12 thru executive level.


• How Can BDPA Benefit You? - Networking, internships, scholarships, job opportunities, community service, world class training, leadership training, professional recognition, discounts on BDPA functions, BDPA IT Institute and networking (did I mention that one already?)

The next part of the program meeting focused on the obligation of the BDPA members in the room. We asked them what they should do to support BDPA in Cincinnati, OH. Eight (8) answers were given:

1. Recruit and inform students & IT professionals to BDPA Cincinnati.
2. Contact BDPA HQ office (800.727-2372) to receive hardcopy of BDPA marketing or collateral materials.
3. Work with Ohio Connection chapters in Cleveland, Columbus, Dayton & Toledo to create meaningful relationships and information sharing.
4. Network regularly with other Cincinnati-based organizations.
5. Create a project plan that can guide you in 2008 growth of BDPA Cincinnati chapter.
6. Publicize a 13-month revolving program meeting schedule.
7. Provide monthly status report in the form of 'news & notes' to your chapter membership.
8. Access the Internet regularly.

We ended the meeting with a robust session of questions and answers. The chapter members look forward to site selection decision on the 30th annual BDPA Technology Conference. The consensus in this meeting was that the leadership should quickly decide on Atlanta, GA as the location for next year's annual conference.

The other outcome of the meeting was generous donation of $135 to the BDPA Education & Technology Foundation! I was guest speaker for BDPA Columbus chapter earlier this year. It appears that I will be traveling to Los Angeles (October) and New York (November) later this year. I would love to speak with your chapter members as well. Just let me know if there is interest.