Managers Matter Cohort One

The selection process was open from January 4 - 18. The group includes a cross-section of experiences, functions, and qualities representative of Utilities and Energy Management (UEM). 

Important Dates

January 4 - 18, 2023	Selection Process is Open
January 11, 2023	General Information Session - UEM Townhall
January 2023	Select Pilot Group
February 2023	Coach Orientation
February 2023	Session Kickoff
February - July 2023	Pilot Group Sessions
Summer 2023	Prepare for Second Phase

Contact Information

• For questions related to the Managers Matter Program, such as the application process, dates, or curriculum, please contact:
  • Dr. Binta Brown, Director of Talent Development and Learning Strategy

 

Frequently Asked Questions

• Who is eligible to participate in the Managers Matter Program?
  • Participants must currently hold a manager or supervisor title within UEM. The program may be expanded in the future to include tracks for technical roles and individual contributors.
• When can I apply or nominate someone?
  • The selection process was open from January 4 - 18, 2023. ​
• How do I apply or nominate someone?
  • ​The nomination and application forms were both available online.
• Who should I nominate?
  • Consider employees as outlined in the Writing Impactful Nominations resource.
• How will Cohort One be selected?
  • All applications and nominations were reviewed with the aim to include various experiences, functions, and qualities representative of the participating department/unit. 
• How long is the program?
  • The program was approximately six months from February - July 2023, with 12 in-person group sessions every two weeks. The two weeks intervals allowed participants adequate time to absorb the new knowledge and then experiment and practice. Much like playing an instrument, if you don’t use it, you lose it!
• Will Cohort One be in-person or virtual?
  • ​All sessions were in-person.
• Will the program take place during regular work hours?
  • Yes, it was expected that participants will complete group sessions, coaching, and assignments during regular work hours.

Unsure about Applying?

Impostor syndrome is a feeling of fraud and doubt of one’s skills and achievements that prevents people from feeling confident in themselves and their abilities. It can affect anyone; reportedly 70% of people will experience feelings of impostor syndrome in their lifetime. Statistics show it disproportionately affects women, especially women of color.

Strategies to overcome feelings of impostor syndrome:

• Acknowledge your talents and track achievements no matter how small they might seem. This practice helps you acknowledge your contributions and build confidence in your abilities.
• Embrace collective efforts and give credit where it’s due. Avoid diminishing the contributions of others by using words or tactics that dismiss others. Instead, celebrate a sense of shared achievements.
• Intentionally build a network of mentors, colleagues, and friends who uplift you and inspire you. Engage in open conversations with mentors you trust and admire. Sharing your experiences and challenges with a supportive community can provide perspective and encouragement.
• Remember, self-advocacy is about more than advancing in your career. It is about helping others understand how you add value to an organization. Do so confidently.

Research Sources

L. Craig, Are you suffering from imposter syndrome?, American Psychological Association, 2018

G. Gramont, The confidence gap: How imposter syndrome disproportionately affects women. TorchLight Hire, 2022

S. Nance-Nash, Why Imposter Syndrome hits women and women of colour harder, BBC Worklife, 2020

Twilio, How to Advocate for Yourself and Your Work, Twilio Blog, 2020