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ORR Team,
Many of us are going on a year of working from our homes, virtually, with back to back meetings and phone calls that start early and end late. We may be working more than we ever were while in an office or in person. We wake up, turn on the computer and grab a coffee, and don’t stop until we read the last email of the day. Working remotely has put our personal value of integrity to the test.
Do you ever get that feeling of panic, if you’re away from your computer longer than 10 minutes? Are you working more than you should be and worried about burnout? Are you having respectful and compassionate conversations over our computers, no matter who is or isn’t in the (virtual) room? When no one is watching (besides your pets), who are you and how are you representing your office and FEMA?
This month, I encourage you to reflect on the habits you’ve created this past year. Are there habits you know deep down are not meeting your highest standards? Are there habits you should start incorporating into your routine, such as adding lunch breaks to have a chance to breathe and reset? How can you better take care of yourself so take you can take care of others?
– Erin Sehnert
ORR Core Values
Office of Policy & Analysis
Field Operations Directorate
To download FEMA Core Values resources for distribution and training, go to FEMA Pub 1 - We are FEMA! Intranet Site
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This month's Leadership Spotlight is Alonna Barnhart, Grants Technology Division Director. Many thanks to Dexter Woodruff for nominating Alonna.
“Mrs. Alonna Barnhart consistently demonstrates exceptional integrity by being an open and honest leader. She has always provided a platform for her team members to express their challenges and successes with her openly and without fear of reprisal. Mrs. Barnhart exemplifies the integrity that our agency expects from its senior executives by being honest, trustworthy, reliable and accountable. Her leadership has been critical in bringing out the best in her employees and creating one of the greatest work environments in the Federal Emergency Management Agency. Thank you for your unwavering leadership, Mrs. Barnhart.”
Would you like to nominate an employee or colleague who exemplifies FEMA Core Values? Email FEMA-ORR-CoreValues-Team@fema.dhs.gov for more info.
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FEMA Core Value: Integrity encompasses our responsibility as stewards of Federal resources, services, and programs, and our conduct as trusted professionals. We earn trust by being accountable, present, honest, and dependable.
What does Integrity mean to me? Integrity: what does it means to me? I was taught this very important moral value at an early age at home. My parents were disciplinarians, but what mattered to them most was Integrity and ALWAYS being honest and doing what’s right. When I joined the Air Force I learned “Integrity First” as one of our Core Values. Now, I have joined an agency that believes in Integrity just as much, which gives me hope for the future culture of FEMA. As you see, Integrity is a moral value that I am very familiar with and live by regardless of the consequences. To me, Integrity means showing up to work on time and being ready to work. It means having accountability for my work, words and actions, following agency rules and protocols, and even being respectful when communicating with colleagues and leadership during disagreements/conflicts.
– Loralyn “Lori” Smith
Recovery Audit Coordinator
Public Assistance (PA)
Would you like to share what FEMA Core Values means to you? Email FEMA-ORR-CoreValues-Team@fema.dhs.gov for more information.
Hosting Restorative Conversations
For the past 5 weeks, I have worked with colleagues to facilitate difficult conversations about diversity, equity and inclusion for field leaders. The goal of our conversations is to model the types of challenging discourse they will face in the field. We want to arm them with the skills to have difficult conversations, and feel empowered to create communities of trust and value of different views and opinions.
Preparing for and facilitating these discussions is simultaneously a joy and slightly frustrating. Let me lay some context. I like having hard conversations. Not debating, but challenging my beliefs by hearing the beliefs of others. To see familiar topics addressed from new perspectives. Why? I am genuinely interested in others. Am I fearless? No, but I am curious. I want to know how others’ lives inform their choices, beliefs and actions.
Difficult conversations can scare people into silence. People may think, “This might be used against me…"; “Their life experiences are so different from mine that I cannot relate”; “I do not know enough about this topic to speak”; “I don't want to say the wrong thing and offend…”; “I refuse to look foolish”; “How many times will we discuss this and have nothing change?" During our conversations, instead of hearing a variety of new perspectives, there can be huge pockets of silence. Few people are comfortable with discomfort; the majority of us would rather sit in silence. It’s safer!
How do we help others voice their positions without condemnation while extending grace when they have intentionally or unintentionally hurt us? The work of reconciliation is not easy, but it is a win-win proposition, where everyone gets what they need. We all need to be seen, heard, and appreciated. When this happens, the Agency is a more resilient, dynamic and productive workforce.
So, here are three lessons I have learned for hosting restorative conversations:
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Acknowledge your own junk – what missteps have I made when it comes to diversity, equity and inclusion? Be willing to share them during discussions. Vulnerability goes a long way to fostering communities of trust.
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Assume nothing – ask clarifying questions and allow people to fully explain themselves before answering. Asking for clarification has saved me from making erroneous judgement calls and helped me preserve and restore relationships.
- If someone's comments seem insensitive, reframe the scenario and ask them to imagine it with themselves or loved ones at the center of the issue. When we reframe issues from "them" to "us, we and I", perspectives change and paradigms shift. We move from a place of judgement to a place of mutual understanding. Our imagination is the greatest tool we have for achieving empathy.
If you are interested in facilitating restorative conversations about diversity, equity and inclusion, reach out to Alternative Dispute Resolution. They teach mediation and facilitation skills that will help you break the silence and begin the healing. Check out DHS' Inclusive Diversity video library for more resources on hosting restorative conversations.
– Melissa Fredericks
Guidance Development Office
Interagency Coordination Division
How to Maintain Professional Integrity in the Workplace
Your ability to maintain professional integrity in the workplace has a powerful impact on your productivity, performance and reputation. Behaving with professional integrity takes practice, strength of character and self-awareness. In this article, we will evaluate why professional integrity is so important in the workplace and share some tips to help you maintain your own integrity and even create a culture of integrity throughout the entire organization.
Read full article here: https://www.indeed.com/career-advice/career-development/maintaining-professional-integrity
A Complete Guide to Integrity in the Workplace
Integrity is a popular keyword that companies use both in their mission statements and job descriptions. Having integrity in the workplace can help you succeed and advance in your career as it means you act with a firm standard of moral principles that guide you to do what is right in every situation. Employers are always seeking candidates who show integrity because they are trustworthy and dependable.
Read full article here: https://www.indeed.com/career-advice/career-development/workplace-integrity
How to Build (and Rebuild) Trust by Frances Frei
Trust is the foundation for everything we do. But, what do we do when it's broken? In an eye-opening talk, Harvard Business School professor, Frances Frei, gives a crash course in trust: how to build it, maintain it and rebuild it – something she worked on during a recent stint at Uber. "If we can learn to trust one another more, we can have unprecedented human progress," Frei says.
Watch video here: https://youtu.be/pVeq-0dIqpk
What's happening in April
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Day of Silence, 4/23: Started in 1996, Silence is a campaign that seeks to shed light on what many LGBTQ youth experience daily, primarily within the school system. Day of Silence (nationaltoday.com)
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International Guide Dog Day, 4/28: Founded 70 years ago, guide dogs have provided opportunities for social interaction and greater independence for legally blind adults. International Guide Dog Day (nationaltoday.com)
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FEMA Hispanic-Latino Employee Resources Group
Join the inaugural meeting of FEMA's Hispanic-Latino Employee Resource Group (FHERG) on Tuesday, April 13, 2021 from 1:00 – 3:00 p.m. ET. The FHERG is a voluntary, employee-led group that seeks to recognize the contributions, elevate the concerns, and support the development, retention, and advancement of FEMA's Hispanic/Latino workforce.
Building community in an Agency with over 21,000 employees is more important than ever, and the FHERG aims to do so within the spirit of FEMA’s Core Values: Compassion, Fairness, Integrity, and Respect. To participate in our first informative session and learn how you can get involved to do your part in building a stronger, more inclusive FEMA, click here.
Help us take this groundbreaking initiative to the next level.
Forward! ¡Adelante!
How to Participate:
Please click the link below to join the webinar:
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New FERG Update:
National Service Alumni
Vision: An empowered network of National Service Alumni leveraging their diverse perspectives and unique experiences to promote service and community at FEMA.
Mission: To build a diverse, civically-minded workforce by recruiting, developing and retaining national service alumni.
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New FERG Update:
Seasoned Employee Resource Group
Who are Seasoned Employees?
"Seasoned Employees" are employees who bring their knowledge and diversity of experience to a multi-generational Agency. SERG is open to all employees, regardless of age.
Purpose of the SERG
The SERG's purpose is to provide a forum for diverse voices to discuss issues related to the group's shared characteristics and enhance FEMA's broader diversity and inclusion goals through employee engagement, recruitment and professional development, retention and guiding effective outreach to the diverse communities it represents.
For more information, visit the Intranet Site: https://usfema.sharepoint.com/teams/OCCHCOHCI/DIEE/IDC/FERG/SERG/Pages/default.aspx
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Congratulations to the
African American FERG & LGBTQIA+ Pride FERG on winning FEMA Administrator's Award for:
Diversity Management and Inclusion
The Diversity Management and Inclusion Award recognizes outstanding accomplishments that champion FEMA's commitment to a bias-free and inclusive work environment. The achievement or initiative exemplifies Equal Employment Opportunity principles, celebrates the diversity of our workforce, makes a tangible and measurable difference, and embraces the leadership behaviors and expectations outlined in the Administrator's Diversity and Inclusion Plan.
African American FEMA Employee Resource Group
For championing social justice causes, providing insight, and showing fortitude in advancing issues of concern for African American and other communities of color internal and external to the Agency.
Team Members: Vallee Bunting, Leea Lynch, Pamela Mack, Carmeiya Gillis, William Spencer, Sonja Brown, Gary Powell, Roberto Hylton, Alex Sachs, Jamie Casterton, Tucker Mahoney, Henrietta Williams, Deborah Rodey, Shelli Holmes, and Chelsea Rollay.
FEMA LGBTQIA+ Pride Employee Resource Group - 2020
For tremendous outreach in a remote work setting in support of a workplace that fosters mutual trust, respect, integrity, and a bias-free/inclusive work environment.
Team Members: Jamie Casterton, Alex Sachs, Naseera Bland, Beau Bradley, Teri Caswell, Wendy Couchman, John Kearns, Alison Kent, Wil Notto, Ashton Peterson, Christopher N. Smith, and Erin Daniels.
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The ORR Core Values Team appreciates your participation and feedback. We want our content to be concise, interesting, and useful. Please send your comments, ideas, and content to the ORR Core Values Team inbox at: FEMA-ORR-CoreValues-Team@fema.dhs.gov
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