Ashton Stockstill, Director of Diversity, Equity and Inclusion, and Angela Truong, SHRM-CP, Senior Program Manager of Learning and Enrichment, spoke with host Christine Tao, CEO and Co-Founder of Sounding Board on #LeadershipLive.
Below are highlights from their conversation.
Learning and DEI "Embedded Into the Organization"
Cloudera was recently named a Finalist for the Ragan 2024 Corporate Social Responsibility (CSR) & Diversity Awards under the Mentoring Program category for its Sponsorship Program’s commitment to Diversity, Equity, and Inclusion (DE&I). Ashton and Angela spoke about the program and how Cloudera’s approach to leadership development and DEI are central strategies of the organization and not just “add-ons” or benefits. L&D strategies align closely with business goals to ensure relevance and leadership buy-in.
“Our sponsorship program, first and foremost is really meant to address the disparity between mentorship and sponsorship experienced by women and underrepresented groups. Historically, these communities have received have not received the same opportunities and a lot of people who are willing to talk with them but not a lot of people who are willing to talk about them,” said Ashton. “The primary goal of the program is really to amplify the high potential talent that we have in the organization, increase their visibility within the company and actively advocate them.”
Coaching as a Forward-Looking Approach
Coaching is a key component to the Sponsorship program at Cloudera and to its L&D strategy overall.
“Coaching definitely complements our broader learning initiatives really. It offers tailored feedback, accountability and those opportunities for people to engage in deeper reflection,” said Angela.
Cloudera utilizes one-on-one coaching for our individual contributors and people managers to lend support as they develop key skills and competencies that they need to achieve personal and professional goals.
Angela adds, “Coaching provides that individualized support as they navigate challenges as well as refining their strengths.”
Re-evaluating Your Needs and Pivoting
Both Angela and Ashton emphasize that reassessing L&D strategies to ensure that they are working and aligned to organizational goals.
“Even successful programs can be improved upon. Re-evaluating them as time passes can sometimes hurt, but it helps you assess and really realign it with what your current employee needs are,” said Angela.
“Start small, but have big aspirations,” advises Ashton. Beginning with pilot programs allow you to be agile and pivot as needed.
