We’re officially halfway through the 2016 Innovators Program Raleigh! The three-month accelerator program, sponsored by Red Hat, Citrix, and HQ Raleigh, helps early-stage tech startups develop a go-to-market strategy, find customers, and prepare for their first round of funding.
In this week’s Q&A feature, we’re taking a closer look at two internal innovation teams from Red Hat. Both teams are focused on creating next-generation people programs for internal use.
The Red Hat Performance Management and Development team is working on a performance management process that focuses on associate development and is scalable for Red Hat’s future. The team includes Arrie Brown, Jorge Herrera, Beverly Heustess, and Kim Jokisch, and is supported by Geri Duncan.
The Red Hat Ambassadors team is creating a transparent, efficient, and scalable referral program that can enhance both the associate and candidate experience. This team includes Jonathan Edwards, Jorge Herrera, and Jenna Slawson, and is supported by Rob Trout.
We asked both teams about their experience in the program so far.
Tell us about a typical “day in the life” for your team during the Innovators Program.
Beverly Heustess (BH): The pace of the project is so fast and our schedule so dynamic that nothing is routine. We regularly discuss what we need to accomplish daily and for that week, but we plan for the plan to change.
Jorge Herrera (JH): I don’t think there’s such thing as a “typical” day in this project!
Arrie Brown (AB): Even our workspaces change from day to day. We split our time between Red Hat Tower, Citrix, and HQ Raleigh, which is a cool co-working space in downtown Raleigh.
What’s it like to be on a team with fellow Red Hat associates from different departments within the company?
BH: Partnering with Red Hatters from completely different departments has been neat. We each bring unique experiences, knowledge, and specialties to the table that together cover the breadth of this project. I’ve been learning a lot about how to leverage our individual personalities and work styles as we navigate through challenges.
Kim Jokisch (KJ): It has been a great experience to work with smart, hard working people from other teams that I otherwise wouldn’t get to work with. We all have different skill sets and it’s rewarding to see how our diverse talents come together to tackle the same problem.
Jonathan Edwards (JE): This is one of the biggest benefits of the program. As a company that prides itself on meritocracy and collaboration, you don’t always get the chance to work with everyone. This has given me an opportunity to work with people like Jenna and Jorge, and it reminds me how much hard work is happening in every department at every level.
Jenna Slawson (JS): It’s been a great change of pace. I’ve learned so much from Jonathan and Rob about Talent Acquisition around organizational structure, process, and associate referrals. Jorge has taught me how our systems are setup and supported, as well as how vendors fit into that process.
It’s a unique opportunity for a full-time, corporate employee to participate in a startup accelerator. What has the experience been like?
JS: One of the great opportunities has been working and researching in an area that I’m interested in but wouldn’t normally get to experience. As a sociology minor in college and a current member of a diversity and inclusion group here at Red Hat, it’s been great to research, interview, and learn more about diversity and inclusion best practices across top companies in the industry.
KJ: It has been interesting to figure out how to take the best of the startup approach and apply it to Red Hat. Yes, we are a large company, and we have an open culture that demands transparency and agility. It has been fun to see what works and what we need to supplement to make the start-up approach work within an open culture with 10,000+ associates.
BH: It’s awesome to jump into a totally different space on a project like this. I am learning about trends in the HR field, which is completely different than my regular work in IT. What’s really cool is how using Red Hat’s Open Decision Framework comes naturally, even though the subject area is new to me. That’s our transparent culture at work!
What’s one thing you’ve learned from the program that you’d like to take back to your day job?
AB: I’ve become more comfortable with asking for help!
Geri Duncan (GD): As the portfolio manager for talent management, and as a relatively new Red Hatter, I have learned the immense value of the Open Decision Framework [Red Hat’s process for making inclusive decisions]. It is so powerful to understand what people across the company and globe think about performance management, and every voice has been factored into how we’re shaping our team recommendations.
JE: Taking four days to conduct a “sprint” is an amazingly productive use of time. Within a high-growth company like Red Hat, we are often just trying to keep up with all that we do. Taking time to reflect on a problem and work intensely to propose solutions to it is extremely valuable.
JH: From the IT developer perspective, it’s the insights that collaborating with our customers brings. From the designing phase to implementation, collaboration is key.
What do you like to do when you’re not working on the program?
KJ: I’m a new mom so I love playing with my son and making him laugh. I also love to decorate, eat, cook, and read.
AB: I’m on a kick of making terrariums right now. Bring me your weird, your old, your interesting glass vessels, and I’ll put a clump of pretty moss in it.
JE: All things Bruce Springsteen, Cape Cod, and running.
JS: I’m currently working on slowly renovating our house which is a few miles from Red Hat.
Stay tuned for more updates from the other Innovators Program participants in the coming weeks.