Mr. Kenneth J. Semien Sr.
8445 Allison Way
Beaumont, Texas 77707
Desk: (409) 866-5838
Mobile: (409) 201-3040
E-mail: [email protected]
1. My name is Kenneth Semien Sr., and I am seeking a second term as Director on the ACB Board. For those who aren’t aware, I experienced vision loss and became deaf in my right ear while facing complications with meningitis in 2002. I am a retired telecommunications manager of AT&T with a tenure of 22 years, in which I gained management and leadership skills that I am able to apply in my service to ACB. I am the grateful father of Kenneth Jr. (age 43), proud grandfather of Christian Victoria (age 11), and Sir Kieran (age 20). My hobbies include organizing, singing, reading about personal growth and leadership, traveling, comedy, listening to gospel music and smooth jazz.
I joined the organization in 2005, and following my years of consistent demonstration of commitment, members casted their vote of confidence that allowed me to serve in this capacity. It's important that I seek to elevate my efforts in collaboration with fellow board members and those who I have had the opportunity to serve alongside on several ACB program steering committees. During my first term as a Director, I have learned a lot, and have gained clarity on the purpose of the existence of ACB and how we are positioned to make a huge difference in the lives of people who are blind or have low vision.
My rewarding work with various state and special-interest affiliates have tremendously heightened my awareness. I have actively served as a chapter, state and special-interest affiliate President, having fully participated in committee service on all levels of the organization. I will continue placing an emphasis on sustaining ACB through my work with other members seeing the need to include young adults who are destined to play a significant role in the future of ACB.
2. My most significant contributions have been made on the national level. In the interest of keeping my promise to assist in sustaining ACB, I worked to demonstrate and promote succession planning through my service as co-chair of the Scholarship and Awards Program Steering Committee, and chair of the Durward K. McDaniel (DKM) Fund Committee by developing documents that includes roles and responsibilities, annual timeline of tasks, reference guides, award overviews, and more.
Committee members can easily access and use these tools to continue annual committee tasks. Implementing subcommittees have really proven our ability to become more efficient and forward thinking.
Succession planning continues through mentoring future leaders for service. I have been instrumental in developing a framework used to build the 2022 Mentorship, Access, and Peer Support Program, then offered enhancements to advance to the 2023 ACB INSPIRE Mentoring Program. It has been a pleasure working in collaboration with the mentoring team, consisting of Cheryl Cumings, Chair of the Multicultural Affairs Committee, Donna Brown, Chair of the Berl Colley Leadership Institute Training Committee, Donna Browning, Liaison of the ACB Membership Committee, mentors, known as Guides, and mentees known as Explorer’s. We have worked together to develop prospective leaders to serve in their chapter, state or special-interest affiliate, or on the national level.
I have also enjoyed preparing and sharing the periodical entitled “Insight for the Journey” in an effort to provide leadership material for members and affiliates to have access to content that would assist in securing personal and organizational growth. These insightful articles have the ability to inspire and empower those who read and apply the leadership concepts.
3. The terms diversity, equity and inclusion are hot topics these days, and I applaud ACB for its interest in adopting them, along with accessibility as core values. It’s imperative that ACB continues on a course of positive change to ensure that members from all walks of life are made to feel welcome and valued. Diverse organizations have been proven to be more successful as talent, skills, abilities, creativity, varying perspectives, and ideas are acknowledged, embraced and utilized. Differences of age, ethnicity, gender, background, and other dimensions can foster high performance within an organization when appreciated. Equity will become a reality in ACB when leaders demonstrate fairness with members on a consistent basis. Taking time to sincerely get to know someone and meet them where they are in order to allow them to feel a sense of belonging could build trust and better overall outcomes. This applies to members respecting members, and modeling behavior they would like to see repeated.
I would recommend and be supportive of ACB building member profiles that contain the talents and skills members wish to share in order for the leaders of the organization to be able to create spaces where members fit best in their willingness to serve within the organization to celebrate shared successes. In order to ensure that diversity, equity, inclusion, and accessibility is welcomed and promoted, leaders must, and I will individually make a commitment to take steps toward it becoming an integral part of the organizations culture. When it’s spearheaded and promoted by leaders and they are willing to work to eliminate barriers and to be held accountable, members are more likely to join in. In closing, I would like to see a DEIA program established to assist members in gaining a better understanding of the importance of such an initiative.
4. I believe that one of the most important areas that need attention is succession planning on every level of the organization. It’s time to heighten our efforts on developing well prepared policies, procedures, roles and responsibilities, guidelines and expectations, and organizing information to be readily accessible to those who will follow us in service. I have and will continue to do my part in this endeavor.