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Daniel Dae Kim Discusses anti-asian hate trends with T-Mobile during AAPI Heritage Month

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Powering the Future of Pride: T-Mobile Invests in Educational Equity for LGBTQ+ Youth

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The Un-carrier announced it will give a combined $1.25 million to Human Rights Campaign Foundation and GLSEN initiatives

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What’s the news: To celebrate Pride this year, T-Mobile is furthering its longstanding support of organizations that serve LGBTQ+ youth with a $1 million donation to the Human Rights Campaign (HRC) Foundation’s new financial and digital literacy initiatives and a $250,000 donation to GLSEN’s efforts to make schools safer and more inclusive.

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Why it matters: These initiatives will have critical — and potentially lifechanging — impacts. They provide educational resources to help LGBTQ+ youth who are <a href="https://www.hrc.org/news/new-report-on-youth-homeless-affirms-that-lgbtq-youth-disproportionately-ex" target="_blank" rel="noreferrer noopener">120%</a> more likely than cisgender or heterosexual youth to experience homelessness, unstable housing or live in foster care and, as a result, are at higher risk of dropping out of school, facing unemployment and suffering from poverty later in life. They will also support inclusive school programming that connects with the <a href="https://www.glsen.org/sites/default/files/2020-10/NSCS-2019-Executive-Summary-English_1.pdf" target="_blank" rel="noreferrer noopener">over half </a>of LGBTQ+ students who feel unsafe in school because of their sexual orientation or gender expression.

Who it’s for: LGBTQ+ youth who are shaping the future of their — and all of our — communities.

BELLEVUE, Wash. — June 11, 2021 — Today T-Mobile announced it is taking big steps to advance educational equity for LGBTQ+ youth. The Un-carrier announced a total donation of $1.25 million to initiatives developed by the Human Rights Campaign (HRC) Foundation and GLSEN — $1 million to the HRC Foundation’s new financial and digital literacy initiatives and $250,000 to GLSEN’s efforts aimed at making schools safer and more inclusive for LGBTQ+ students.

“T-Mobile recognizes that giving LGBTQ+ youth access to these important HRC and GLSEN initiatives today means we are also empowering the generation that will shape the future of LGBTQ+ advocacy and be this community’s leaders of tomorrow,” said Mike Sievert, T-Mobile CEO. “We’re proud to partner with these two organizations because they share our belief that every single person has the right to feel safe, seen, heard, and prepared to achieve their ambitions — and are delivering quality programming that ensures it.”

Earlier this week, the HRC Foundation and T-Mobile <a rel="noreferrer noopener" href="https://www.hrc.org/press-releases/human-rights-campaign-and-t-mobile-announce-initiatives-for-lgbtq-digital-literacy-financial-empowerment" target="_blank">announced</a> a $1 million donation to support new financial and digital literacy initiatives for LGBTQ+ youth and those who have multiple marginalized identities — groups with higher risk of experiencing discrimination, poverty, homelessness and unemployment. The initiatives will provide educational resources on the basics of budgeting and financial management, as well as cyberbullying and internet safety. T-Mobile’s donation to this new programming is part of its <a rel="noreferrer noopener" href="https://www.t-mobile.com/careers/culture-and-benefits/diversity/public-commitments" target="_blank">Equity In Action Plan</a> that advances diversity, equity and inclusion across all aspects of its business. A key piece of Equity In Action is supporting programs and organizations focused on digital literacy, job training and equitable access in the digital economy for disadvantaged and underrepresented communities.

“Creating programming centered around reducing risks of inequity is critical and expands our ability to more holistically serve the LGBTQ+ community,” said Alphonso David, Human Rights Campaign President. “We thank T-Mobile for championing these causes and illustrating that in order to do the most good, we need everyone on board.”

T-Mobile also announced a new $250,000 donation to GLSEN’s efforts to make schools safer and more enriching for LGBTQ+ students. The funds will support GLSEN’s year-round initiatives and events that provide students in grades K through 12 with a safe, supportive and LGBTQ-inclusive education, including the Rainbow Library, Respect Awards 2021-2022, Day of Silence and Solidarity Week.

“We are extremely grateful to T-Mobile for this generous gift and unique partnership,” said Executive Director Melanie Willingham-Jaggers. “This extended support not only promotes inclusion and acceptance that drives real change, but it also helps us deliver on our mission to ensure LGBTQ+ youth are treated with respect in safe and affirming academic environments from coast to coast.”

T-Mobile supports the sexual orientation and gender identity of all customers and employees. The Un-carrier has maintained a perfect score on the HRC’s <a rel="noreferrer noopener" href="https://www.hrc.org/resources/corporate-equality-index" target="_blank">Corporate Equality Index</a> for the last nine consecutive years. For more information about T-Mobile’s Pride celebrations and broader commitment to the LGBTQ+ community, visit the Pride 2021 <a rel="noreferrer noopener" href="https://www.t-mobile.com/brand/celebrating-diversity/lgbtq-plus-pride" target="_blank">homepage</a>.

About T-Mobile T-Mobile U.S. Inc. (NASDAQ: TMUS) is America’s supercharged Un-carrier, delivering an advanced 4G LTE and transformative nationwide 5G network that will offer reliable connectivity for all. T-Mobile’s customers benefit from its unmatched combination of value and quality, unwavering obsession with offering them the best possible service experience and undisputable drive for disruption that creates competition and innovation in wireless and beyond. Based in Bellevue, Wash., T-Mobile provides services through its subsidiaries and operates its flagship brands, T-Mobile and Metro by T-Mobile. For more information please visit: <a rel="noreferrer noopener" href="http://www.t-mobile.com." target="_blank">http://www.t-mobile.com.</a>

About The Human Rights Campaign Foundation <a href="https://www.hrc.org/resources/foundation-overview" target="_blank" rel="noreferrer noopener">The Human Rights Campaign Foundation</a> is the educational arm of the Human Rights Campaign (HRC), America's largest civil rights organization working to achieve equality for lesbian, gay, bisexual, transgender and queer (LGBTQ) people. Through its programs, the HRC Foundation seeks to make transformational change in the everyday lives of LGBTQ people, shedding light on inequity and deepening the public’s understanding of LGBTQ issues, with a clear focus on advancing transgender and racial justice.

About GLSEN GLSEN creates safe and affirming K-12 schools for all students. GLSEN envisions a world in which every child learns to respect and accept all people, regardless of sexual orientation, gender identity, and/or expression. Each year, GLSEN programs and resources reach tens of thousands of K-12 schools across the United States, and its network of community-led chapters brings GLSEN’s expertise to local communities. For more information on GLSEN’s policy advocacy, student leadership initiatives, public education, research and educator training programs, please visit <a rel="noreferrer noopener" href="https://www.glsen.org/" target="_blank">glsen.org</a>.

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T-Mobile Celebrates Pride at It's HQ in Bellevue Washington

T-Mobile Celebrates Pride at It's HQ in Overland Park Kansas

T-Mobile will give a combined $1.25 million to Human Rights Campaign Foundation and GLSEN initiatives

This Pride Month 2021, T-Mobile announced it will give a combined $1.25 million to Human Rights Campaign Foundation and GLSEN initiatives.

Powering the Future of Pride: T-Mobile Invests in Educational Equity for LGBTQ+ Youth | T-Mobile Newsroom

Powering the Future of Pride: T-Mobile Invests in Educational Equity for LGBTQ+ Youth

Jess Dillon

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In recognition of Asian American & Pacific Islander Heritage Month (AAPI), we ask Communications & Community Engagement senior specialist Melissa Jividan to tell us why her personal experience of being an Asian American at T-Mobile is one of the many reasons she loves promoting the brand on the company’s Careers social channels.

Fate, as they say, works in mysterious ways. “I got recruited off of LinkedIn after I had graduated college in Hawaii,” says senior specialist Melissa Jividan. Six years later, Jividan now runs the Careers social channel, which — as fate would have it — includes the company’s brand <a href="https://www.linkedin.com/company/t-mobile/mycompany/" data-type="URL" data-id="https://www.linkedin.com/company/t-mobile/mycompany/">LinkedIn page</a>. “It's one of those full circle things,” she notes with a laugh.

A Seattle-area native who returned to the region when the wireless provider came calling, Jividan was first brought aboard at T-Mobile as a social media specialist in customer care, and has since moved onto executive social on the Communications & Community Engagement team in addition to her responsibilities of sharing important employee stories. She has become a unique lens through which others can see what those in leadership and in positions of all levels across the company are saying about working for the Un-carrier. Which makes us wonder, what’s her story?

 Jividan was brought up multi-ethnic to a White father and a mother who had emigrated from Thailand.

“With me being multiple ethnicities, I don’t come across as obviously Asian,” she says, which offers her a unique view into ugly conversations others would not be privy to. “I get to see what people are seeing and saying. They get very surprised when I say, ‘Hey, I’m Asian too. And what you said is not appropriate, and here’s why.’”

She then adds: “I’m my own ally, in a sense.”

In recognition of Asian American & Pacific Islander Heritage Month (AAPI), we talk with Jividan about her personal experience with Asian hate (and love), the importance of the Asia Pacific & Allies Network Employee Resource Group she’s part of at T-Mobile and about the career path that has led her to running the company’s Careers social channel — and where destiny may take her next.

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Overseeing the Careers social channel — LinkedIn, Facebook, Twitter, etc. — can you walk us through what a typical day is like?

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Generally speaking, I am planning out what content looks like for the Careers channel — everything from creating my own content, like memes or short videos, to working with others such as a Tik Tok creator that we’re currently partnering with. If I’m not creating and planning the content, I’m shaping what the view of the channel looks like. And then I focus on how we can tell the stories of our employees that would make people who don’t work at T-Mobile want to work here. And luckily, it’s pretty easy, because many of the employees here have such incredible stories. Being able to share their stories and have them explain why they love T-Mobile, I think that’s the most surefire way to get someone to want to work here.

How important is showcasing inclusivity on the social handles you currently oversee?

I think it’s extremely important. You see more and more in media that representation matters. Just seeing someone that looks like you doing something that you previously thought you couldn’t do has had a huge impact on me and on people I know. And I think that’s important to showcase at the workplace as well. If you were to describe a position, you might immediately think of a certain kind of person. So knowing that you can be any gender or race in those roles, just knowing that it’s possible is really helpful. Because it drops that barrier of thinking, “Oh, I can’t do it because of this.” Well, this person did it, so of course you can do it. I think it’s cool, that just by sharing someone’s story, you’re able to see what your own potential is.

May is, of course, Asian American & Pacific Islander Heritage Month. Can you tell us what it means to you, and how your own heritage is reflected in honoring the AAPI community?

I’m multi-ethnic, and my mom is from Thailand. So I’m half Thai and half mixed White — French and Scottish. So half-mixed Caucasian. My mom came to America from Thailand when she was 19 or 20. Growing up, I watched her struggle to work twice as hard to prove she was just good as anybody else. She’s been in America for 50 years, and I still watch her have some struggles with people who, if they don’t understand her accent very well, they visibly treat her different. So witnessing that had an effect on me. It taught me that being different doesn’t mean you’re any less of a person. It just means that you come from somewhere else. And even if you didn't have an accent, those things shouldn’t matter. Your character is what matters.

You’d mentioned that sometimes you very literally have to be your own ally. How important — and this comes up a lot at T-Mobile and the programs that we attend — is allyship from others?

I think it’s super important. Truthfully, when the whole aspect of allyship first came up, I wasn’t sure about it. Not that I’m not supportive of allies, clearly, but it sounded like a corporate thing. But since then I’ve managed executive socials for company events like a popular guest-speaker series called Talking with Trailblazers, where they’re always talking about allyship. I’m learning that it is important because no one group can do it all themselves and you really need that cross-promotional, for lack of a better term, allyship in order to make changes and get your messages across. Unfortunately, some people are never going to listen to you because of your gender or your skin color. So having that spokesperson or ally that perhaps looks more like them to advocate for us has a much bigger impact than if I were to just say it myself.

You mentioned Talking with Trailblazers, and there just happened to be the one with actor Daniel Dae Kim and T-Mobile’s EVP of Advanced & Emerging Technologies, John Saw. What did you take from that?

I loved that one. It was probably one of my more favorite <a href="https://www.t-mobile.com/news/community/daniel-dae-kim-discusses-aapi-hate-crime-with-t-mobile">Talking with Trailblazers</a> that we’ve had. I think Daniel and John Saw really hit it on the head with this myth of the model minority. They explained where it comes from , how stereotypes hurt multiple ethnicities and how understanding all this can combat prejudice in the future. I really loved that. If someone were to do a Talking with Trailblazers with me, these are the things that I would want to address.

The recent and historic violence and abuse aimed at the AAPI community has generated a deep desire in allies to better support AAPI co-workers. Can you share an instance where someone’s support was impactful to you?  

Actually, yeah, this is a perfect example. The day of the Atlanta attacks, where six of eight of those killed were Asian women, I had a coworker and a friend reach out to me through text message. She didn’t even say, “Hey, I saw it was on the news.” She just said, “Hey, I hope you’re okay today. Let me know if you need anything, I’m here to support you.” And I thought that was really cool. Again, I don’t come across as visibly Asian, and so most people don’t think about it, which is fine. I never expect anyone to know my ethnicity. But for her to see that and think, “Oh, I have people I care about, people that I want to support out in the world that I should check on,” that was really cool.

It is of course incumbent upon people to do their own homework. But I was just curious if you have any resources you’d recommend for folks aiming to support the AAPI community — this month and always?

I appreciate when people ask how to become better at allyship, but I also think it somewhat falls in line with what <a href="https://www.t-mobile.com/news/community/trailblazer-takeaways-ibram-x-kendi-on-being-an-antiracist">Ibram X. Kendi had talked about</a> after George Floyd’s murder, where it can’t become our responsibility to teach everyone how to be an ally or to teach the history. I believe it’s important to educate yourself, but if someone seems genuine in their growth then I’m happy to share my knowledge and experiences, too. So it’s a bit of a middle ground.

That said, oddly enough, one place that’s helped me branch out from my own information, is … this is going to sound ridiculous, but … Asian comedians. They’re always talking about their experiences and the impacts that they’ve had in their life and how they are perceived in America, let alone in their ancestors’ cultures. So their standard comedy specials about their experiences have really opened my eyes to not only what other Asians face, but also the shared Asian experience in America. Ali Wong is a huge one for me. She talks a lot about growing up Asian and marrying an Asian of a different ethnicity. That has been a key to me to unlock more information about our history and the things that are going on within our community.

In terms of supporting employees from a company level, and I guess employees supporting each other too, the Asia Pacific & Allies Network Employee Resource Group is a part of T-Mobile’s overall Multicultural Alliance. What has your involvement been like, and what do you think these groups bring to T-Mobile?

I’m involved, and I’ve definitely become more involved over the past year, given everything that’s happened, and I’ve definitely seen a bigger uptick in activity overall. And I think it’s really because it’s helping employees have a voice on various topics.

And that’s one of the things that I’ve always really liked about T-Mobile. For such a big company, people really do listen to the employees and we’re learning along with everybody else. To have a group saying here’s what our community is thinking and feeling about topics that affect us, and to see how T-Mobile is impacting those communities, it’s just nice. It’s one of those things where, again, representation matters. And so here you have this group of people that represent your community, your ethnicity, and they’re helping change the company for the better through their own eyes.

Since you hold the keys to T-Mobile's Careers social media accounts, where do you see your own career headed?

I am fortunate that I get to get a sneak peek into every aspect of the company, which I think a lot of people would love to have. If I want to find stuff out for marketing, I can do that. From engineering, technology, sales, all of those things, I get to have my hand in a little bit of it all so I can speak to their roles and help those employees share their stories. And I’m also a very curious person, so I’ve always really liked being able to know that I can gather information from anywhere.

And then in terms of my own career, I would love to keep telling stories for people. I think it’s the best way to be a positive persuader of things. I don’t exactly know what that looks like, as in terms of, is it a role or a specific position, but I enjoy what I do and I hope I can keep doing it on a bigger scale.

In recognition of AAPI Heritage Month, a T-Mobile employee talks about how the importance of representation in the workplace and beyond.

Employee Spotlight: “AAPI Heritage Month Is Important To Me Because I Believe Representation Matters” | T-Mobile Newsroom

Employee Spotlight: “AAPI Heritage Month Is Important To Me Because I Believe Representation Matters”

JasonAdams

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This Mental Health Awareness Month, we continue to investigate how our relationship with our devices has changed since the start of the COVID-19 pandemic, from setting boundaries in a mobile-first world to breaking down barriers to mental health access. Through discussions with health experts and a T-Mobile employee using the company’s digital well-being benefits, we take a closer look at how the evolution of mental health tools are providing more viable options for so many people in need.

Processing the Past Year

“I know, honestly, over the past year, I’ve had a couple situations where I felt like I just wanted out.”

Jill Benner will bravely tell you that she wasn’t always keen on using the ample time at home during the pandemic to brush up on her bread-baking skills or invest in a fun new hobby. The senior speech analyst with T-Mobile’s Customer Care says the panic, paranoia and unprecedented isolation caused by the pandemic tested her mental health in ways she could never have anticipated.

A recent <a href="https://www.cdc.gov/mmwr/volumes/69/wr/pdfs/mm6932a1-H.pdf">CDC pulse survey</a> measured response changes from July 2019 to July 2020 and found:

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And yet, <a href="https://www.kff.org/coronavirus-covid-19/issue-brief/the-implications-of-covid-19-for-mental-health-and-substance-use/">among adults reporting</a> symptoms of anxiety and/or depressive disorder, more than <a href="https://www.kff.org/other/state-indicator/unmet-need-for-counseling-or-therapy-among-adults-reporting-symptoms-of-anxiety-and-or-depressive-disorder-during-the-covid-19-pandemic/?currentTimeframe=0&sortModel=%7B%22colId%22:%22Location%22,%22sort%22:%22asc%22%7D">20 percent</a> admitted needing but not receiving counseling or therapy in the past month during the pandemic. Benner says she was scared to be one of those people, until she began looking into what employee benefits were offered to her. What she found was something of a lifeline.

In recognition of Mental Health Awareness Month, we spoke with Benner to understand how she successfully made use of a digital well-being resource offered by T-Mobile to employees called <a href="https://www.livemagenta.com/">LiveMagenta</a>, as well as mental health experts who provide care through the program. By discussing what’s working and what isn’t with those who have lived through it on both the patient and professional side, a roadmap for greater success of care well beyond the COVID-19 pandemic is uncovered, as well as hope for what actually waits for us beyond.

“The ability to call someone or speak to someone right away was so key,” says Benner, “especially if you’re feeling overwhelmed or anxious. It’s important to your overall well-being and your health. Just having access to someone to talk to is so very important.

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Feeling the Effects

“Pandemic-induced anxiety,” Benner says bluntly, when asked what causes her trouble lately. “Being alone. If you don’t get to see your family for extended periods of time, it can be very difficult.”

Benner’s story is all too familiar. The specifics may change from person to person, but according to T-Mobile partners at UnitedHealthcare and Optum — who have collected data from various clients now examining the mental health effects of the pandemic on their employees — the tone remains consistent.

“Why do people need mental health resources?” asks Jessica Zach, an <a href="https://www.optum.com/">Optum</a> Senior Client Executive partner with T-Mobile. “One of the leading diagnostic drivers in the mental health space today is anxiety and most of the recent feelings of anxiety that people are experiencing is attributed to the pandemic.”

Anxiety and trauma stress-related disorders being named the primary reason for seeking help has actually remained steady since the early months of pandemic lockdowns when <a href="https://www.washingtonpost.com/health/2020/05/04/mental-health-coronavirus/">nearly half of Americans</a> reported the coronavirus crisis was affecting their mental health, according to <a href="https://www.washingtonpost.com/health/coronavirus-is-harming-the-mental-health-of-tens-of-millions-of-people-in-us-new-poll-finds/2020/04/02/565e6744-74ee-11ea-85cb-8670579b863d_story.html?itid=lk_inline_manual_12" target="_blank" rel="noreferrer noopener">a Kaiser Family Foundation poll</a>.

A federal emergency hotline received an increase in calls by <a href="https://www.washingtonpost.com/news/powerpost/paloma/the-health-202/2020/05/04/the-health-202-texts-to-federal-government-mental-health-hotline-up-roughly-1-000-percent/5eaae16c602ff15fb0021568/?itid=ap_paigewinfield%20cunningham&itid=lk_inline_manual_12">1,000 percent</a> between April 2019 and April 2020. Experts began digging into the data to learn about the surge, finding that many more people experiencing emotional distress were reaching out for help, and using their devices to do so.

Since 2017, T-Mobile has offered its well-being benefit LiveMagenta, which provides a wide-range of resources across a bevy of areas, from financial to physical and emotional. Whether you’re looking to stop smoking, save up to buy a home, prepare to adopt a child or focus on your mental health, LiveMagenta seeks to connect T-Mobile employees with experts and the tools to tackle some of life’s big challenges. The program was expanded to include legacy Sprint employees soon after the merger with T-Mobile in 2020, and the types of services provided, especially in the mental health space, evolved over time — from apps to virtual therapy programs.

“I think things are getting better, but there’s still fear,” explains Benner. “People are going through fear of what happens when things open up. Will this reoccur? There’s an unknown, and having access to tools [like these] is so important to be able to work through those kinds of questions. LiveMagenta gives you that access, which is just phenomenal.”

In November, T-Mobile also became the first wireless company to extend mental health resources to customers via the <a href="https://www.t-mobile.com/news/community/t-mobile-makes-988-emergency-lifeline-available-to-customers">nationwide 988 emergency lifeline</a>. Those in need of free mental health support were able to access it immediately by dialing 988 to be connected directly to the National Suicide Prevention Lifeline, a network of approximately 180 local and state-funded crisis centers. Further reinforcing that our devices are key to finding help even as we prepared for vaccinations and easing of COVID-19 restriction, since introducing this free service, some 15,000 people have made use of it — with the highest recorded use more recently in March and April of this year (7,933 to be exact).

Mental Health Help, Virtually Anytime

Though adopting new healthy habits isn’t always easy, one trend that experts are trying to understand better in order to make mental health resources more accessible is the uptick in virtual visits since 2020, and the common behavioral traits when using them.

Through LiveMagenta, T-Mobile offers employees free access to premium apps for mental health support. One such app is <a href="https://livemagenta.com/l3/Stress-Relief-with-Sanvello">Sanvello,</a> which provides “clinical techniques to help dial down the symptoms of stress, anxiety and depression — anytime.”

Another set of tools widely used by T-Mobile employees are digital self-care videos and modules such as <a href="https://livemagenta.com/l3/Mindfulness-with-eM-Life">eM Life</a>. These self-paced online courses and mindfulness exercises invite people to consume video modules over a certain period of time to learn coping methods and then offer new tools with subsequent modules.

And then there is <a href="https://livemagenta.com/l3/Virtual-Therapy-with-Talkspace">Talkspace</a>, a network provider where members can have virtual visits and/or text based therapy with a clinician.

Robin Bassler, a former <a href="https://livemagenta.com/l3/LiveMagenta-Life-Coach">Life Coach</a> and current leader within the T-Mobile’s Employee Assistance program that provides LiveMagenta, says it’s not just that virtual resources are clearly a more viable option at the moment, but it’s how people use the time once they’re plugged in that she’s most interested in.

“We have also seen a significant jump in members using virtual services, such as virtual counseling and more visits to the website for self-care material,” says Bassler. “But we have also noticed members who are calling in are spending more time on the phone with us and members who were engaged with a counselor prior were attending visits more often,” she adds.

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Bassler and Zach say companies like T-Mobile have been investing in these trends in hopes it will allow the space to evolve and eventually become part of the new post-pandemic zeitgeist. And, from the most recent numbers, it’s a method that seems to be working. According to Zach, not only are virtual programs being used 100 percent more of the time across all corporate clients compared to 2019, but in T-Mobile’s case, where more than one kind of digital option is offered, employees are more apt to find something that suits their needs. T-Mobile’s employees used their LiveMagenta well-being resources at a far greater percentage than Optum’s other clients utilized their employee benefits during the last months of 2020.

 “This demonstrated more awareness of the service and a higher desire to use services by T-Mobile employees,” explains Zach.

It’s an investment that is backed by outside studies as well. Many therapists <a href="https://www.washingtonpost.com/lifestyle/wellness/finding-therapy-coronavirus-stress-anxiety-anger/2020/04/25/4c00dd3c-866d-11ea-a3eb-e9fc93160703_story.html">have transitioned to teletherapy</a> because of coronavirus lockdowns, and there’s actually already research from the past three decades which found that video-enabled teletherapy is<a href="https://psycnet.apa.org/doiLanding?doi=10.1037%2Fa0027924"> as effective as in-person therapy</a> and that the therapeutic relationship and satisfaction with therapy do not suffer.

“It’s important to always evolve resources to adapt and fit into peoples’ lifestyles and to provide a comprehensive offering,” says Bassler. “That is an area that I’ve been most excited about in terms of how we have incorporated more tools and resources for people to use such as in the moment self-care through the <a href="https://livemagenta.com/l3/Stress-Relief-with-Sanvello">Sanvello Premium</a> <a href="https://livemagenta.com/l3/Stress-Relief-with-Sanvello">app</a> and introducing <a href="https://livemagenta.com/l3/Virtual-Therapy-with-Talkspace">Talkspace</a>.”

Talkspace <a href="https://www.washingtonpost.com/health/2020/05/04/mental-health-coronavirus/">reported a 65 percent jump</a> in clients mid-February of 2020, showcasing an obvious appetite for their service. Text messages and transcribed therapy sessions collected anonymously by the company show <a href="https://www.talkspace.com/blog/coronavirus-talkspace-resources/" target="_blank" rel="noreferrer noopener">coronavirus-related anxiety</a> dominated patients’ concerns. And users at T-Mobile like Benner say it’s continued to be a helpful resource as we start to navigate the unknown of post-lockdown life.

“Talkspace has been a great resource,” says Benner. “I got to talk about things stressing me out with someone online.” And the entire suite of tools has had a cumulative effect in her overall mental health. “Since the pandemic started it’s helped me be less anxious,” Benner adds, “and helped me to manage overthinking and stress.”

Serving Those Who Serve

As May is also Military Appreciation month, there’s a natural focus on how the pandemic has affected our veterans and other military service men and women.

Before the pandemic, mental health was already a complicated issue in the military. Nearly one in three U.S. service members who have returned from Iraq or Afghanistan<a href="https://www.rand.org/pubs/research_briefs/RB9336.html"> </a><a href="https://www.rand.org/pubs/research_briefs/RB9336.html">report</a> having developed a mental health condition requiring treatment. Approximately 730,000 men and women <a href="https://www.thenationalcouncil.org/topics/veterans/#:~:text=STARTLING%20STATISTICS,(PTSD)%20and%20major%20depression.">were surveyed</a>, with many experiencing post-traumatic stress disorder (PTSD) and major depression, but less than 50 percent of returning veterans in need receive any mental health help. As the country at large grapples with the mental health effects of COVID-19, many within the military community are questioning how this will impact those men and women who were already working to find a stable foundation.

“Mental health can affect all people, and it has particular impacts on members of the military community,” says Tana Avellar, Co-Chair of T-Mobile’s Veteran & Allies Network (VAN) employee resource group. “Hardships are felt whether you are in uniform, a spouse taking care of kids while your loved one is deployed, or a kiddo who has to learn saying goodbye to friends and new schools are a part life’s normal in a military family. These unique experiences can bring on mental health struggles which are even more amplified during today’s environment. It’s important to call out mental health because we have a captive audience listening.”

T-Mobile has created resources through LiveMagenta specifically for its VAN employees, such as <a href="https://vibe.emindful.com/programs/206">eM Life sessions</a> dedicated to helping veterans who are navigating the challenges of adjusting to civilian life. There’s also something called Live and Work Well Content that contains articles, guides and videos focused on mental health in areas such as deployment stress, family support and reunion and reintegration guidance.

Prepared For The Road Ahead

As we look to push forward, it’s key to recognize learnings of the past year and evolve old systems, not only for the crisis that could once again come our way, but for a better baseline overall.

“The pandemic has been difficult,” says Bassler, “but people are very resilient. I think people have learned some important lessons — lessons that will help when they are faced with adversity again.”

It’s in this train of thought that one can assess that the pandemic has made us more prepared and stronger to face challenges of all kinds. Deeanne King, T-Mobile’s Executive Vice President & Chief Human Resources Officer, believes that by forcing us to innovate ways to create more readily accessible mental health resources, we’re in a better place to help those in need utilize tools for survival whether for reasons related to the pandemic or just for managing everyday stress.

“When I originally sent out the note about resources to support employees with COVID and leaned in on LiveMagenta and tending to their mental health — I can’t even tell you how many employees I heard from that said basically, ‘Wow, this must mean that I am not the only one struggling — thank you for helping me not feel alone here,’” shares King. “Mental health comes in so many shapes and sizes — sometimes it’s traumatic and other times it takes on a lesser weight, but it keeps us from being our best.  In the past year, we all have been in the same ocean but not all in the same boats and we never know which boat someone is in — if they are bailing water or patching it as they go — so there is nothing more important in today’s world than taking a minute to ask ‘How are you, really?’ and really listening and getting folks to these great resources if they need it.”

And the investment T-Mobile has made into connecting people to those resources is something King says she believes will reveal benefits long after the pandemic. And that’s the point. The work isn’t finished once the pandemic ends. Our problems don’t evaporate and the tough times don’t magically improve. But how we cope can.

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While experts continue to explore ways to make mental health resources more accessible, one simple truth remains a barrier to getting people the help they need: It’s never been easy for there to be a widespread adoption of good new habits over a sustained period of time. But in an effort to capitalize on Mental Health Awareness Month when the topic is top of mind, we asked Dr. Seth Sextner, the Chief Heath Office at <a href="https://www.optum.com/">Optum</a>, what are some simple yet impactful takeaways that experts can offer. He breaks it down into four parts for everyone looking to care for their mental wellbeing.Remember you are not alone. “You’re not the only one struggling. Many people are experiencing stress, anxiety, depression, changes in their alcohol and eating behaviors due to changes brought on by the pandemic.”It’s ok to not be ok yet. “Just because we may be starting to open up our society again (get back to offices, travel, restaurants, etc.) it doesn’t mean we are automatically feeling back to normal.  It may take some getting used to being around people again. If you think you need help, reach out. “If you have been thinking about getting help or wanting to gain access to resources now is the time.  Don’t put it off.” There’s no one size fits all here so don’t compare yourself to others. “I try not to judge. No judgement of yourself or anyone else for seeking to take care of themselves.  We are all doing the best we can with what we have and who we are.  And in addition, there are things you can do to improve your overall wellbeing that are core. Get enough sleep, be physically active in some way everyday (this can really help your mood and overall wellbeing), notice what you eat and try little tweaks to improve your diet (ex. sneak in an apple as a snack now and then), and take advantage of your social connections.  It’s time to spend time with friends and family again (as appropriately masked, distanced, vaccinated, outside), get outside and connect with nature and my personal favorite is laugh a little.”

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This Mental Health Awareness Month, we investigate how the COVID-19 pandemic evolved mental health tools that provide more viable options for those in need.

Mobile Mindfulness: The Future of Mental Health | T-Mobile Newsroom

Shawna Ryan

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https://www.t-mobile.com/news/community/mobile-mindfulness-the-future-of-mental-health

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In recognition of Asian American & Pacific Islander Heritage Month, the actor, producer and activist joined T-Mobile’s EVP of Advanced & Emerging Technologies John Saw as part of the company’s Talking with Trailblazers employee guest-speaker series to address the rise of Asian hate in America, and how history can help lead a path forward to a better and more equitable place for all.

As a way to honor Asian American & Pacific Islander Heritage Month, T-Mobile teamed up with its Asia Pacific & Allies Network Employee Resource Group to sponsor events that share the personal experiences of the AAPI community. A particular highlight was the company’s most recent installment of its Talking with Trailblazers guest-speaker series with actor <a href="https://www.imdb.com/name/nm0196654/">Daniel Dae Kim</a>, who was keen to review how America’s problematic history has led to current anti-Asian events grabbing headlines, and the disturbing statistics behind them.

Between March 2020 and February 2021, more than <a href="https://www.buzzfeednews.com/article/juliareinstein/anti-asian-racist-hate-incidents">3,795 Anti-Asian hate incidents</a> were reported. Though much of these numbers appear to be fueled by rhetoric over the COVID-19 pandemic, Kim explained to an audience of more than two thousand T-Mobile employees tuning in virtually, that history seems only to be repeating itself when it comes to the collective narrative of racism against Asians in America.

“There have been a number of events that have not only made us the perpetual foreigner in America,” he said, “but also created a number of stereotypes that lead to the issues that we face today.”

Kim, who can currently be seen starring in Netflix’s Stowaway, and who became well known for his roles in pop culture phenomena like Lost and Hawaii Five-0, has been a longtime champion of increased diversity and Asian American representation in Hollywood. He recently <a href="https://www.youtube.com/watch?v=svh-H5mMz2Q">testified before ​Congress</a> about anti-Asian hate in the country, speaking before the House Judiciary Committee regarding the HR908 bill condemning all forms of anti-Asian sentiment in September 2020 and again in March 2021.

“There was a 169% increase in hate crimes against Asian Americans nationally from this time last year, and in New York it’s a 223% rise from the same time last year,” explained Kim, a longtime resident of New York. “It’s emblematic of the fact that it’s not just the pandemic … anti-Asian sentiment is nothing new in America. If you’re a student of history, you know that from the 1800s and the first time that Asians set foot in America, there’s been legislations enacted against them that’s created stereotypes, and that they were the first ethnic group to ever be prevented from entering America as part of the Chinese Exclusion act in 1882.”

Kim spent an hour with John Saw, T-Mobile’s EVP of Advanced & Emerging Technologies, talking about these moments in history that have impacted the AAPI community, with a focus on how both Asian Americans as well as allies can promote diversity and inclusion to combat current trends of violence.

Kim’s mastery of the history and language around this subject is profound. Here are five key quotes from the event that gave us pause, along with some uplift and signs of hope ahead.

On how the history of bigotry perpetuates stereotypes.

“The Chinese Exclusion Act and the Page Act go hand in hand. The Page Act of 1875 excluded Asian women from coming over and so you had thousands of Chinese immigrants working on the railroads in America who no longer had hope of marrying or finding any companionship within their race. And so, the ironic thing was the reason why the government supported the Page Act because they thought the Chinese supported polygamy and prostitution, and by allowing Chinese women to come that it would only increase those industries. But by preventing Chinese women from coming over they actually stoked prostitution. So the idea of stereotyping started even then — the idea that the Chinese were dirty or untrustworthy or dumb. If you look at the portrayal of Chinese people in the news … it was very demeaning. The stereotypes start there and then in WWII you have over 120,00 Japanese Americans taken from their homes and imprisoned because they looked like the enemy in WWII, even though they were American citizens. It just perpetuates this idea that we were always foreigners, even some of those placed in Japanese Internment Camps were even third or fourth generation American. This appearance has led again in today’s news with the pandemic and the violence associated with the pandemic. These are the ways in which our history has influenced our perception, and our perception influences how we are portrayed in the media.”

On the importance of allyship across all communities.

“It’s really important to have allyship among all communities. We need to accept allyship and be allies … I think there's a tendency in these kinds of discussions about race and representation to present it as a binary equation, that the more that some Asian Americans rise, the more it adversely affects another population. And that really isn’t the way I encourage people to look at this. It’s not really a matter of one race or group against another. It really is everyone against racism and everyone against bigotry. There will be people of all races and creeds who are just going to be racist. But I believe that there are more people of every race who want to create a better society and create a country where we can all live together more harmoniously. It’s those people that are the most important to me right now, because I believe they exist. I believe our allies exist in the African-American community, the White community, that the Latinx community. It is a two-way street. We all need to reach outside of our home communities and think about the ways that their experiences might be different from ours and how we can seek to understand each other so that we can work together better. We can live together better. And that's why allyship is incredibly important.”

On speaking up, and speaking out.

“In the ways that there is work to do, it is incumbent on me the way it’s incumbent on any of us with any kind of a platform to speak out, because if we stay silent we are only perpetuating the problem. I am fortunate enough to be in that position where I can speak truth to power, so why would I not? Because if it’s not me, then who else? Those of us who have been lucky enough to achieve in this country are the ones who can help the most. The message I wanted to share with Congress was that this problem persists. I came back a second time because nothing had changed. I think we need to hold our leaders accountable for progress and change. I think that’s not just an Asian-American issue, that’s an issue on governance in general. We elect our leaders and we must speak up for the change we want to see. We must be the change we want to see, so I wanted to remind them that we are still here. The issue still exists. In fact, it might have gotten worse — and the one thing they cannot do is continue to ignore us.”

On the “White adjacent” and “model minority” myths.

“In a nutshell, the model minority myth is this notion that the most successful Asian Americans represent all Asian Americans. We see people like me, we see people who are doctors and lawyers, and we think, ‘Oh, well, Asian Americans don’t need our help. They’re fine.’ But the fact is, that Asian Americans have the largest wealth gap among all of the demographic groups in America. We have very wealthy Asian Americans, but we also have some of the poorest people in the country. In New York City, Asian Americans are the group with the most under the poverty line. ‘White adjacent’ means that we are so successful that we shouldn’t be considered people of color. It’s this idea that because Asians are perceived as successful and there’s a segment of us that’s very law abiding, that we are as close to White people as you can be while still being a person of color. But this notion that we’re too successful to be considered people of color is an implicit assumption that White equals success.

“And the thing that we’ve found throughout history is that our White adjacent-ness is conditional. When things are going great, then we’re kind of accepted as part of the group, and we’re the model minority, but as soon as things start going bad, as they have been during the pandemic or during the American auto and steel issues in the ‘80s, then we are the first to be scapegoated, and then hate crimes rise against us. This idea of conditional citizenship is right alongside this idea of being White adjacent, and why it’s insidious is because those two terms, along with model minority, also implies that there’s a comparison between us as a minority group and African Americans and the Latinx community. We’re all being compared, and therefore pitted against one another, when the fact is we all have very unique and distinct histories in the United States. To say that one has to be like the others is already a fallacy.”

“Right now, I am very encouraged because there are a number of efforts being made on part of the Asian-American community to galvanize and create national organizations in ways we haven’t seen before. There's a group called the <a href="https://www.taaf.org/">Asian American Foundation</a> that just formed, that has 40 of the top law firms in the U.S. and the Asian attorneys who are in those law firms have all agreed to do pro bono work for the victims of anti-Asian violence. That is a massive movement and change as we haven’t come together in that way before. There’s an organization about to launch in May called the Asian American Foundation. This is an unprecedented movement and coming together of Asian Americans around the country to form an organization to help in these situations and to increase education and amalgamate data for these kinds of hate crimes. And this is the first effort of this kind on this scale. I think we need to continue to get the message out there and organize and come together. It’s a real inflexion point for Asian-Americans in this country. Pressure makes diamonds, and our community has been under pressure.”

Daniel Dae Kim spoke at T-Mobile Talking with Trailblazers employee guest-speaker series to address the rise of Asian hate in America.

Daniel Dae Kim: “Pressure Makes Diamonds, and Our Community Has Been Under Pressure” | T-Mobile Newsroom

Daniel Dae Kim: “Pressure Makes Diamonds, and Our Community Has Been Under Pressure”

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https://www.t-mobile.com/news/community/daniel-dae-kim-discusses-aapi-hate-crime-with-t-mobile

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This quote has been attributed — and misattributed — to so many thinkers throughout the centuries that at this point it sounds generic. Whether it was Michelangelo, Ralph Waldo Emerson, Norman Rockwell or someone else entirely, the words express a simple yet powerful idea: Even the masters never stop growing.

The contemporary term for this openness to new ideas is growth mindset. As a theory of intelligence, the growth mindset is one where our interests, skills and aptitudes can develop over time. And hey, there’s science behind it. Studies show that when a company embraces a growth mindset, it <a href="https://www.psychologytoday.com/us/blog/nudging-ahead/201805/3-ways-growth-mindset-benefits-companies-and-employees">can go a long way</a> toward improving employee diversity, mental health, job satisfaction and performance.

During my first full year as CEO, my goal has been to embrace a growth mindset — to continue being proactive about learning and constantly improving, for myself and for T-Mobile. To that end, I’ve been looking at the ways successful leaders do their thing, and infusing some of the resulting ideas into how I lead this company. Here’s a handful I want to share with you.

Satya Nadella: Lead with empathy. The CEO of Microsoft once described his original interview at the company as ending with a question that caught him off guard: You see a baby fall down in the street, what do you do? This was back in the ’90s, so Satya said he’d run to a phone and call 911. He wasn’t hired. Incredulous, he asked why. The interviewer told him he needed to develop empathy — to pick up and comfort the baby. From then on, Satya made a point to incorporate empathy into his <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.linkedin.com%2Fpulse%2Funcovering-leadership-style-satya-nadella-mekonnen-kassa%2F&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C88447c4fccbf480b66b708d8d79d8832%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637496419354268531%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C2000&sdata=r1jjq0iqx64REmGRM6DhBM8FOiB7XkdgDvpotyk7I%2B4%3D&reserved=0">leadership style</a>, putting himself in someone else’s shoes before making a decision that will affect them.

For me and my leadership team, that means helping employees balance health, household and work responsibilities. I recognize that there’s no one-size-fits-all model — especially while weathering a pandemic — but it starts with a simple question: How are you?

Megan Rapinoe: Embrace your individual strengths. At T-Mobile we say, “Be yourself. We like it that way,” and there’s no better embodiment of that philosophy than U.S. women’s soccer star Megan Rapinoe. Few people are as willing to take a stand — <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.youtube.com%2Fwatch%3Fv%3DjDrB2IestHs&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C88447c4fccbf480b66b708d8d79d8832%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637496419354268531%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C2000&sdata=lQl3Fj5IMVWwt%2B9rFke8jZ1J%2FPTbIgU5sWm6gwRSxU4%3D&reserved=0">on the biggest stages in the world</a>, with purple hair, no less! — than Megan (who happens to live right across Lake Washington from me in Seattle).

Diverse perspectives and experiences help a company like T-Mobile better understand the communities we serve every day — and ways we can improve our workforce. That’s why I’m in awe of our <a href="https://www.t-mobile.com/news/community/meet-the-civil-rights-leaders-joining-t-mobiles-external-diversity-and-inclusion-council">External Diversity Council</a>, a superlative group of men and women that represents the importance of diversity, equity and inclusion in running a successful company, and for providing an example of this lesson just by living their lives.

The Nordstrom family: Always put the customer first. Another Pacific Northwest icon, the Nordstrom family, set the standard for customer experience. Their retail empire was born from a single store opened in downtown Seattle in 1901 and today includes 100 stores in 40 U.S. states, along with a bustling website and more than 70,000 employees. The great-grandsons of original founder John W. Nordstrom, brothers Pete and Erik Nordstrom, run the family business under the same founding principle: The customer is always first. The “Nordstrom Way” has guided them through a century of boom-and-bust shopping trends, including recent shifts in brick-and-mortar retail.

Just like the Nordstrom family, I am all about <a href="https://www.t-mobile.com/brand/why-t-mobile">customer obsession</a>. I want T-Mobile to become the best in the world at connecting customers to their world. My vision is to be #1 in customer choice and customers’ hearts.

Kizzmekia Corbett: Each one, teach one. A mentor-mentee relationship ignited Kizzmekia Corbett’s lifelong passion for scientific discovery. Now a viral immunologist and research fellow in the Vaccine Research Center of the National Institute of Allergy and Infectious Diseases, she is the lead scientist on the team that developed the Moderna Covid-19 vaccine.

Kizzmekia has followed her curiosity since becoming a scientist at 16 by constantly learning, along with seeking and encouraging feedback on her work. Now, at 35, she has adopted a mentoring philosophy from an African-American proverb that originated during slavery: “Each one, teach one.” The idea is to spread knowledge for the betterment of your community.

In addition to Kizzmekia’s role in leading the design of the vaccine and preclinical studies, she is <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.nature.com%2Farticles%2Fd41586-021-00338-y&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C63baf7a2ff3b49d4186108d8f270508c%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637525912249740500%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=p4Lvx7seONWKjQB%2F0WYU%2FvLgmrgXCOikq%2FbFPiR4Lkw%3D&reserved=0">easing hesitancies about Covid-19 science</a> — often in her limited free time — in communities of color.

Kizzmekia’s example is so inspiring. Instilling a sense of self-reliance and self-improvement helps our upcoming leaders grow. It also positively impacts our business. In fact, a Korn/Ferry International study of the stock performance of 486 publicly traded companies found that companies with strong financial performance tend to have employees with <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.forbes.com%2Fsites%2Fellevate%2F2018%2F02%2F15%2Fself-awareness-being-more-of-what-makes-you-great%2F%3Fsh%3D1a90630040dd&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C63baf7a2ff3b49d4186108d8f270508c%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637525912249750492%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=zpUbBeLrM%2FvSq227mNyPl1lHNthbhMqA%2BFC3L5NFHWs%3D&reserved=0">higher levels of self-awareness</a> than poorly performing companies.

José Andrés: Direct your passion back to the world in the biggest way possible. After the 2010 earthquake in Haiti, José Andrés took his food out of the restaurant and straight to people in need. The internationally renowned chef launched <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fen.wikipedia.org%2Fwiki%2FWorld_Central_Kitchen&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C88447c4fccbf480b66b708d8d79d8832%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637496419354278527%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C2000&sdata=5u89Ya37d6KpM9QTPGHlDTZyyflr6hSz0V0Yi%2FpecS8%3D&reserved=0">World Central Kitchen</a>, a nonprofit, nongovernmental organization that provides meals to people suffering through natural disasters. In 2020, José set up community kitchens across the U.S. to deliver tens of thousands of meals to people hit hard by Covid-19. Doing what he does best to make a difference for those who need it most. His big heart is matched only by his outsized impact, a combination I admire and aspire to. And now more than ever, people need someone fighting on their behalf.

Just like José, I believe in fighting for those who need a little extra support. It’s why T-Mobile launched <a href="https://www.t-mobile.com/business/education/project-10-million?cmpid=TFB_RAD_P_20TENMM_OU0ZJSRRLLM0FYL758187">Project 10Million</a> this past year, an ambitious program aimed at eradicating the digital divide issue known as the “homework gap.” Education should be the great leveler in our society, but students need broadband connections in order for that to work. Our goal is simple — to connect every single child with internet access. So far, we have provided more than 2.5 million underserved students nationwide with free or highly subsidized connectivity. Directing our passion back to the world.

Greta Thunberg: We must protect the Earth for future generations, and we must do it now. Greta has changed the conversation about environmentalism at the highest levels of global leadership — and she did so before turning 18. I see her as one of the bravest leaders on the world stage today, and she quickly pivoted her movement to online and socially distanced activism during the pandemic.

I want the cleaner, safer, saner world Greta envisions, not just for my children but for everyone’s. And I’m proud to put those words into action at T-Mobile, where our <a href="https://www.t-mobile.com/news/community/changemaker-challenge-2021">Changemaker Challenge program</a> celebrates creative young people who are making a difference with their innovative ideas around technology, the environment and education. I can’t wait to see what they bring to our Changemaker Lab later this year.

Colin Powell: You can't make someone else's choices. You shouldn’t let someone else make yours. It’s nearly impossible to choose only one leadership lesson from former Secretary of State and four-star general Colin Powell. Throughout his broad experiences in military and civilian life, he has exemplified what it means to lead with emotional intelligence, create conditions of trust within an organization and approach life with a can-do attitude.

Of his own <a href="https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.airman.af.mil%2FPortals%2F17%2F002%2520All%2520Products%2F001%2520Book%2520Reviews%2FBook%2520Reviews%2FIt%2520Worked%2520For%2520Me--Powell%27s%252013%2520Rules.pdf%3Fver%3D2016-09-20-150915-237&data=04%7C01%7CJocelyn.Jacobson%40sprint.com%7C63baf7a2ff3b49d4186108d8f270508c%7C4f8bc0acbd784bf5b55f1b31301d9adf%7C0%7C0%7C637525912249750492%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=wnPXA%2Fz9VuuW1gMjqFa37EqbWwrZtRP64GcvxACmE4I%3D&reserved=0">13 Rules of Leadership</a>, this one about taking ultimate responsibility for the decisions you make resonates most with me. Gen. Powell used to tell his subordinate commanders and staff, “Try to convince me you are right and I am about to go down the wrong path. You owe that to me; that's why you are here. But don't be intimidated when I argue back. A moment will come when I have heard enough and I make a decision.”

I encourage my leaders at T-Mobile to listen and consider all perspectives. But ultimately, we are all responsible for our own decisions. You can’t let pressure from someone else stand in the way of making the choices you need to make (for me, being what’s best for our customers, employees and shareholders). My leadership team and I approach tough decision-making with Gen. Powell’s advice in mind: Get enough information to make an informed decision, and then trust your gut. Also, be willing to learn and grow from your mistakes.

I’m happy to take notes from such strong, empathetic individuals. This is all about embracing an optimistic view of the future — one that’s wide open to possibility. And when we keep learning, we keep improving. That’s what the growth mindset is all about. Because as good as we are, I know we can get even better. And that pursuit is what moves me and my teammates at T-Mobile.

This article first appeared in the <a href="https://www.bizjournals.com/seattle/news/2021/04/16/opinion-leadership-is-a-learning-experience.html">Puget Sound Business Journal</a>.

During his first full year as CEO of T-Mobile, Mike Sievert's goal has been to embrace a growth mindset. He's been looking at leadership lessons from successful world leaders and infusing some of the ideas at T-Mobile.

DE&I

Powering the Future of Pride:
T‑Mobile Invests in Educational Equity for LGBTQ+ Youth

Employee Spotlight: “AAPI Heritage Month Is Important To Me Because I Believe Representation Matters”

Mobile Mindfulness: The Future of Mental Health

Daniel Dae Kim: “Pressure Makes Diamonds, and Our Community Has Been Under Pressure”

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Women Making History: 5 Women Who Got Us to 5G

“Sometimes You Have To Be Your Own Hero”

5 Tips To a “Common” Sense Approach

During Black History Month, T‑Mobile Launches Programs Focused on Driving Opportunity for Students, Tech Workers and Business Owners

T‑Mobile Selected as State of Texas Telecommunications Relay and Captioned Telephone Services Provider

Women and Working from Home: How To Prevent Downshifting

Navigating Life as a New Military Spouse

Powering the Future of Pride: T‑Mobile Invests in Educational Equity for LGBTQ+ Youth

Employee Spotlight: “AAPI Heritage Month Is Important To Me Because I Believe Representation Matters”

Mobile Mindfulness: The Future of Mental Health

Daniel Dae Kim: “Pressure Makes Diamonds, and Our Community Has Been Under Pressure”

Leading by Learning

Women Making History: 5 Women Who Got Us to 5G

“Sometimes You Have To Be Your Own Hero”

5 Tips To a “Common” Sense Approach

During Black History Month, T‑Mobile Launches Programs Focused on Driving Opportunity for Students, Tech Workers and Business Owners

T‑Mobile Selected as State of Texas Telecommunications Relay and Captioned Telephone Services Provider

Women and Working from Home: How To Prevent Downshifting

Navigating Life as a New Military Spouse

Powering the Future of Pride:
T‑Mobile Invests in Educational Equity for LGBTQ+ Youth