Hello PTP’s, You don’t know this yet, but each of you are made up of colors. Red, yellow, green, and blue, to be exact! Each color represents different characteristics and traits that make up who you are as a person. Each of us is unique in the proportions of these colors that we contain. During our training in St. Louis, the past PTP class that I was a part of got to spend a day learning about what these different colors mean, what color proportions we are, and also how to best communicate with others depending on what colors they are. After completing an online questionnaire over the summer (Look out for it! Yes it’s important!), you will get on that day your unique Insights Discovery Personal Profile containing a description of your personality, your strengths and weaknesses, your management style, and the value you add to teams. So what do each of these colors even mean? Fiery Red: Extroverted, high energy, take action, direct, commanding, like power and control Sunshine Yellow: Extroverted, social, positive, persuasive, democratic, like good human relations Earth Green: Introverted, value depth in relationships, seek harmony, reliable, well organized Cool Blue: Introverted, high attention to detail, curious, precise, analytical From this profile it will tell you what colors you lead with, meaning, what colors comprise the highest % of your personality. I think the best part of the day for everyone was not only finding out the color(s) you lead with, but really hearing about what everyone else’s color was in the group. For last year’s PTP group we saw that we were comprised of mostly yellows, but that we also had blue, green, and red energies. Therefore, all the colors are represented in the PTP group! This was an awesome finding because it means that we all bring something different to the table in terms of our perspectives and work styles and that is what makes for a strong team. We had spent this day with the LTP and TTP groups and it was interesting to see what their popular colors were compared to the PTP group. We all enjoyed finding out that the LTP group mostly led with blue and red in comparison to the PTP group’s strong yellow population! It will definitely be a fun day to look forward to, and we can’t wait to find out all the new colors that will paint the larger PTP group! Cheers! Leanna Caloras PTP Class of 2016
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While completing my graduate degree at Ohio State a professor once stated, “It is very important that early on in your career you make an effort to surround yourself with the best coworkers you can in order to learn from them and model their same behavior”. While this may seem like pretty common sense, I have learned from the past two months of beginning my first fulltime job at Anheuser-Busch that there is no truer advice. As a new HR professional, or People as we call it at AB, my development has taken an expedited route over the past two months and I believe our leadership at AB is the key driver. Starting in the PTP program I was shocked to learn that our class would be meeting with the VP of People, Sandro Bassili, within the first week of working for the company! Following our conversation with Sandro, our group was given interactive training within all of the other functions (marketing, logistics, etc.) led by the groups’ senior leaders. Utilizing this training, I was then sent out into Supply (think breweries/wholesalers) to apply my knowledge by solving a key business issue through my yellow belt project. My first day at the Columbus brewery begun with a bit of nerves and a jumbo size cup of coffee, and finished with ton of resources and sense of excitement. My first few hours in Columbus consisted of: -Sitting in during a joint daily meeting between the senior leadership team. -Meeting each function’s (logistics, sales, marketing, etc.) leaders. -A tour of the brewery. -Meeting with my boss, Shirley Boyd, to understand the deliverables of my project. Shirley and I spent a large part of my first day deciphering through the variables of my project and with her guidance I was able to schedule meetings with those individuals or departments that would be key stakeholders in determining my success. Before leaving for the day, she took a moment to remind me about how excited the team was to have me, but most importantly she assured me that I would leave Columbus with a top-notch presentation. This quick five minute bit of encouragement was the most valuable moment I had during my onboarding experience at AB, and it was continuously reinforced by the great people I met in the brewery. In most HR classes there tends to be numerous conversations focused around “how to get senior leadership buy-in” in order to successfully execute a new people agenda or initiative. In my opinion, AB has this figured out and there is no truer model of an organization that’s leaders puts developing its people first and foremost. Cheers! Natalie Torbeck, PTP Class of 2016 “We recruit, develop and retain people who can be better than ourselves. We will be judged by the quality of our teams” (Anheuser-Busch’s 10 Principles). Hi y’all! My name is Kelly Binotto and I can honestly say that being a part of the PTP with Anheuser-Busch has been the experience of a lifetime. These past few months have been a whirlwind of deep dives into diverse People topics, the company, the industry, and beer…beer…and more beerJ In all seriousness, the PTP has given us the opportunity to learn about key areas of the business from subject matter experts which we probably would’ve never been lucky enough to do without this program; I will try to high level explain those key areas to give you a better idea. The first two weeks we spent in training were a great introduction to what the company background was (who knew that AB had their own historian!?), had our introduction to the People leadership team, went on a variety of tours of the STL facilities, and went through BREWING BOOT CAMP (yes that’s right, two full days of tasting beer!!). I have to say that the most impactful class for me and most of the other PTP’s during this time was the “Influencing Skills” class where they literally brought in an outside consultant who taught us how to be an influencing force in the organization even when you are a newbie. It was also cool that you were spending these first two weeks with not only your PTP cohort, but some of the other development programs too so we all became pretty close (see below). The final three weeks in STL was a deep dive into PEOPLE! I’m not even kidding when I tell you I don’t know one People topic that we DIDN’T cover which was amazing. They had the subject matter expert of each area speak on their topic, so the Director of Recruitment spoke about Recruitment with AB, the Director of Talent Management spoke about Talent Management, etc. I can’t even begin to explain how much I learned in that time frame because it was immeasurable. It was also pretty sweet that we got to keep all of their presentation materials (for the most part) to be able to reference later on when you may forget about a certain topic once in the field. Sitting back, taking it all in, and asking as many questions as you could during those three People deep dive weeks was the best way to learn and as noted before, you get the slides to reference later! The five weeks of training in STL was really the best way to prep us all before launching into the first rotations on our own. Of course, once you are in your rotations there is a lot of first hand on the job training which is also extremely impactful; take lots of notes, shadow as much as you can, and step out of your comfort zone in your rotations! Overall, I learned an extensive amount about the business, the People organization, and (corny enough) about myself during the first three months in the PTP—so relax, don’t stress, take it all in, and enjoy!!! Kelly It’s an interesting dynamic to think about: working, training, and living amongst a group of 8 or so coworkers. Your fellow PTP’s will be your family while you are training in St. Louis. It was definitely comforting to have 7 other people to call on if you needed a buddy to go food shopping with, drag on spontaneous adventures to WashU, spend a day by the pool, or take in all that STL has to offer with its night life. When you are around these people day and night, it may be hard to establish barriers between work and play, but it’s definitely a necessary evil. When we all established our identity as the Peeps back in St. Louis, we were a strong cohesive unit of not just coworkers or peers, but friends. As our time continued, we heard endless lists of fun facts about each other, giving us opportunities to get to know each other on a deeper level. I can still recite at least one fun fact about each of the PTP’s. I hope that you can get excited about having such an opportunity to develop a team and support system before having to go separate ways as you continue your training. Now that we have been sprawled across the country for the second time, our relationships are changing. We still have a group chat that blows up from time to time when talking logistics, or projects or travel. We definitely Skype Chat each other to keep in touch throughout our busy days, but we also utilize each other for so much more. Each of us have diverse experiences in the WOD’s, region offices, and breweries we trained in, and that helps when collaborating to solve different problems. Some of our yellow belt projects overlapped, and we were able to swap insights and data with one another. We are truly united across our roles working towards the same dream for the company. We not only want to be successful on our own career paths, but help the business, and strengthen the People department as a whole. This experience and ride that you’re about to go on is not a journey you’re going to take on your own. Your fellow PTP’s will be there every step of the way. Whether it’s late nights at Ball Park Village or long hours at the office, you’ll have the PTP’s to lean on. So squeeze into your rental cars, don’t think about changing your assigned seats, and buckle up for one amazing experience with some of the best people you’ll ever meet. So you’ve joined this amazing team and met some incredible people. Now what? Starting your career is rather intimidating, that’s why AB-InBev has a mentorship program that can guide you on the road to success. Coming in to any new place, you’re bound to have a flurry of questions and confusion. From finding information to finding buildings, there is a ton of new experiences coming your way. It can also sometimes be a bit of challenge to ask such things such as, “where is the washroom?” when you are in that uncomfortable learning phase. Having a mentor not only alleviates the awkwardness of asking, it also adds a friendly face in the office that you look forward to seeing. During your first week, you are paired with a more experienced colleague that has been there and done that. It could be a school relation, similar interest or just a hunch that you will both get along. They are someone that has found success and wants to give back. You should feel completely comfortable being open and ready to make the best of it. After that, it truly is what you make of it. Whether that is a friendship, advisor or more formal role, it can be whatever you shape it to be. Mentorship really is a two way street. You get out what you put in. For me, the mentorship program has been amazing because it has been a learning experience bundled with a friendship. It has given me great exposure to new ideas (joining in on some calls), introduced me to countless people and helped me gain a level of comfort and confidence within the workplace. Although we are both from Toronto, we actually took the time to first meet in St. Louis while I completing my training and he was in town for meetings. Since then, we have grabbed burritos, done a round of GMT interviews and even watched a few innings of the Blue Jays playoff run together (see below). If you have any questions about mentorship within ABI, the PTP program, or just want to chat about hockey (Go Leafs Go) feel free to shoot me an email at [email protected] Cheers, Peter Hello young PTP. Let me tell you what your future holds. With AB, you will meet many People masters. You will sample many brewed concoctions. You will pet some large horses. And the time will eventually come for you to leave the comfort of St. Louis headquarters, head out to your first field rotation, and earn your Yellow Belt. No, not that kind. Your Lean Six Sigma Yellow Belt certification! Much less dangerous, and probably more useful in the real world. No offense Karate fanatics. At the close of our 5 week headquarter rotation, each PTP was assigned a 2 month long project to analyze, fix, and report on during our upcoming field location. Even before meeting my new team in Denver, I was briefed by my incoming manager on a major problem facing their facility and how I would be utilized to best help fix it. Our PTP yellow belt projects ranged everywhere from increasing the seasonal workforce at specific WODs, to closing knowledge gaps related to training and weekly communication amongst Drivers, Merchandisers and Sales reps (that was a mouthful). Once we all received our project assignments, we printed out a bundle of plane tickets and set out to tackle our first individual assignments. So. I get to Denver. I drive out to the WOD and immediately begin shaking hand after hand trying (with little success) to remember every name at first introduction. Meeting coworkers, understanding the layout, and setting up my workspace… how am I also supposed to also get moving on a complex 2-month long project?! With your mentors and belt support leaders… that’s how. Throughout the planning, implementation, and reporting of your Yellow Belt project, you are assisted along the way by a sprit guide of sorts: your Master Black Belt mentor. This resource will provide you with sample decks, data collection training, week by week suggestions, and anything else you could think of needing. While the project is yours to own, many people have a vested interest in seeing you succeed. That was one of the most reassuring realizations I had during my personal Yellow Belt project. If you need help, it’s alright! Reaching out frequently happens and putting together a Yellow Belt final presentation is much less daunting with a full team of experts behind you. As I get closer to finishing this project, I am now looking towards the implementation phase and final presentation. I will implement my changes here in Denver and plan out a way for this project to remain sustainable after I leave. Once I head back east, all 8 PTPs will meet at the CSO in New York to present 20 minute recaps of our projects. These presentations… you guessed it… will be given to People L2’s and any other high level People team members who are curious about seeing what new People Trainees have completed in just a short 7-8 weeks. Yeah, it’s a bit intimidating. And the final presentation date is coming up quick. But with all the assistance and support we’ve gotten along the way, I’m confident in putting on a great presentation and am looking forward to watching the other kick butt performances by my fellow PTPs. Bring it on People Department. We’re ready to earn those Yellow Belts. |
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