The document is an invitation from the author to a discussion group member to connect on LinkedIn and share the results of their 24 months of independent research on employee engagement. The research culminated in a concept called "Human Sigma Made in France" which draws from various sources like Holacracy, the MBTI tool, and Gallup's Human Sigma research. It uses storytelling to engage stakeholders and integrate lessons from the author's experience at Disney and Hertz on building a customer-centric culture. The author wishes to start a discussion on new governance models for companies in the global economy.
List compiled of Safaraz Ali, founder of Pathway Group.
The list of professionals has been put together with several things in mind, mainly LinkedIn activity and overall 'presence'.
As always, thoughts and comments are always welcome.
Slides giving a big overview on how to master a startup pitch deck. We stress the investor pitch deck but also comment on different angles like media decks or customer decks. List of don'ts to do designing pitch slides.
List compiled of Safaraz Ali, founder of Pathway Group.
The list of professionals has been put together with several things in mind, mainly LinkedIn activity and overall 'presence'.
As always, thoughts and comments are always welcome.
Slides giving a big overview on how to master a startup pitch deck. We stress the investor pitch deck but also comment on different angles like media decks or customer decks. List of don'ts to do designing pitch slides.
One of the things we'll remember 2012 for will be the raft of social media buzzwords and phrases that came our way. Influencer marketing, neutral point of view, content curation, content marketing, brand journalism... these are just five of the many. Should we give much credence to such words? Do we even know what they mean? And what influence should they have on PR and how we do things?
A quick review of these and other topics will set the scene for a forward look into 2013 to shine a spotlight on what PRs should be paying attention to in the coming year - and how that attention can pay dividends in the leadership role PR ought to assume in the broad business landscape.
Visual content assets can be a significant contributor to the content marketing process and customer experience. Learn how four Cs — collaborate, customize, communicate, and connect — can help the community of the business manage digital assets.
MSLGROUP Reputation: with or without youMSL Germany
Für die Umfrage „Reputation: with or without you“ der MSLGROUP wurden leitende Kommunikationsmanager von 100 ausgewählten Unternehmen wie Siemens, BASF, ZF Friedrichshafen, Commerzbank oder RWE AG interviewt, um aktuelle Trends im Corporate Reputation Management zu identifizieren. Die Aussagen der Interviewten führen zu fünf praxisrelevanten Erfolgsprinzipien für die Entwicklung einer zukunftsfähigen Unternehmenskommunikation, die wir in der Publikation näher erläutern.
Enterprise 2.0, french touch : the white paperAnthony Poncier
This collaboratively and collectively written book about Enterprise 2.0 is the English version of the original French, published online at the end of last year.
2nd annual Social Business Collaboration - Main PR Maria Willamowius
One of Europe´s best conferences for strategic approach in the field of Social Collaboration and Business Intelligence. To see the full panel of speakers and more details regarding keynotes, top-speakers, program and schedule, please follow this link: http://collaboration2013.we-conect.com/en/
Social Media: An Introduction for BusinessesAren Grimshaw
A copy of the slides used on my presentations to businesses in the south west on behalf of Business Link.
Originally presented on Wednesday 11th August at the Barnstaple Hotel as part of a Business Link one day seminar on Social Media and Internet Marketing.
We believe that collaboration is a way to revolutionize the concept of value, bringing people closer through experience sharing. It allows people to fulfill their needs, live new experiences and grow throught collaboration. Everybody has a talent or skill to share, here we are using these assets to create a collaborative economy which uses time as currency.
How does it work? You can offer an hour of Spanish lessons and for it you will receive a time credit and then you can exchange this credit for any activity available in the platform, like culinary lessons or someone to walk your dog.
Time is our market. There are 3 trillion idle hours per year that can be used to make profit and turn into business opportunities. Prospections show that more than $13 billion will move Sharing Economy in the next 3 years.
Since our launch 10 months ago, we have more than 40000 users in 78 countries. This lead us to extraordinary results:
-More than 40.000 hours of experience registered -Creative Business Cup Brazil -Prize Jovens Inspiradores - Selected to participate of UKTI’s Sirius Programme - MIT Technology Review for innovations under 35 - Intel Business Challenge Brazil -CEO invited to be part of the Council for the World Economic Forum Global Agenda in Creative Economies.
One of the things we'll remember 2012 for will be the raft of social media buzzwords and phrases that came our way. Influencer marketing, neutral point of view, content curation, content marketing, brand journalism... these are just five of the many. Should we give much credence to such words? Do we even know what they mean? And what influence should they have on PR and how we do things?
A quick review of these and other topics will set the scene for a forward look into 2013 to shine a spotlight on what PRs should be paying attention to in the coming year - and how that attention can pay dividends in the leadership role PR ought to assume in the broad business landscape.
Visual content assets can be a significant contributor to the content marketing process and customer experience. Learn how four Cs — collaborate, customize, communicate, and connect — can help the community of the business manage digital assets.
MSLGROUP Reputation: with or without youMSL Germany
Für die Umfrage „Reputation: with or without you“ der MSLGROUP wurden leitende Kommunikationsmanager von 100 ausgewählten Unternehmen wie Siemens, BASF, ZF Friedrichshafen, Commerzbank oder RWE AG interviewt, um aktuelle Trends im Corporate Reputation Management zu identifizieren. Die Aussagen der Interviewten führen zu fünf praxisrelevanten Erfolgsprinzipien für die Entwicklung einer zukunftsfähigen Unternehmenskommunikation, die wir in der Publikation näher erläutern.
Enterprise 2.0, french touch : the white paperAnthony Poncier
This collaboratively and collectively written book about Enterprise 2.0 is the English version of the original French, published online at the end of last year.
2nd annual Social Business Collaboration - Main PR Maria Willamowius
One of Europe´s best conferences for strategic approach in the field of Social Collaboration and Business Intelligence. To see the full panel of speakers and more details regarding keynotes, top-speakers, program and schedule, please follow this link: http://collaboration2013.we-conect.com/en/
Social Media: An Introduction for BusinessesAren Grimshaw
A copy of the slides used on my presentations to businesses in the south west on behalf of Business Link.
Originally presented on Wednesday 11th August at the Barnstaple Hotel as part of a Business Link one day seminar on Social Media and Internet Marketing.
We believe that collaboration is a way to revolutionize the concept of value, bringing people closer through experience sharing. It allows people to fulfill their needs, live new experiences and grow throught collaboration. Everybody has a talent or skill to share, here we are using these assets to create a collaborative economy which uses time as currency.
How does it work? You can offer an hour of Spanish lessons and for it you will receive a time credit and then you can exchange this credit for any activity available in the platform, like culinary lessons or someone to walk your dog.
Time is our market. There are 3 trillion idle hours per year that can be used to make profit and turn into business opportunities. Prospections show that more than $13 billion will move Sharing Economy in the next 3 years.
Since our launch 10 months ago, we have more than 40000 users in 78 countries. This lead us to extraordinary results:
-More than 40.000 hours of experience registered -Creative Business Cup Brazil -Prize Jovens Inspiradores - Selected to participate of UKTI’s Sirius Programme - MIT Technology Review for innovations under 35 - Intel Business Challenge Brazil -CEO invited to be part of the Council for the World Economic Forum Global Agenda in Creative Economies.
Using the MBTI Type Tool in Corporate StroytellingSimon Penny
Just wanted to share with you my vision of how we could work together.....a vision built on real life experiences and solid Type and Temperament Frameworks. Go to interstrength.com for further information about Linda Berens and her interstrength method - highly recommended by me.
1. Dear Discussion Group Member,
I wanted to thank you for accepting my invitation to be connected on Linked In.
My objective in reaching out to you is to share the fruit of 24 months of independent research on
employee engagement – How to engage a global corporate workforce - that I have completed
and which I feel offers a good global & cross-cultural starting point for a “new way forward” for
individuals like you and I wanting to lead organizations and develop employee potential in order to
succeed in today’s emerging post-crisis & global environment and economy.
As a starting point for reflection I suggest the following article about how the changes Harvard
Business School’s MBA program recently announced http://poetsandquants.com/2011/01/24/what- business-reall y-thinks-of-the- mba/
were largely informed by research that resulted in the 2010 book “Rethinking the MBA: Business
Education at a Crossroads ” http://slidesha.re/fmjG7K by HBS professors Srikant M. Datar, David A. Garvin,
and research associate Patrick G. Cullen
There is no catch; you don’t have to do anything you don’t want to – I am just sharing my research
with you by putting it at your “virtual” disposal for consultation whenever you desire. As I move
forward I will keep you posted and continue to personally inform you of progress made as my idea
moves forward.
As well as you, I invited various other members from the following discussion groups that I am
involved in to be “LinkedIn”:
Eurodisney Opening Crew1992 - CEO Dilemma & HR Dilemma - Bilingual Professionals (French/English) - EAPT (European
Association of Psychological Type) - Global Leader 2.0 - MBTI Professionals - Corporate University and Learning & Development -
Old Stamfordians - Sociocracy - The MBTI/Myers-Briggs Type Indicator Assessment - L’Observatoire des Tendances -
Organization and DevelopmentNetwork - The Walt Disney Company Alumni - Top linked HR Professionals – ChiefLearning
Officer Magazine – Connecting Retail HR – Disney – France Business & Professional Network – Learning & Development
Professionals – RH Info – Linked HR – HR & Talent Managementexecutives – Theme Park Professionals.
To date over 800 plus group members have accepted my invitation; all of whom have
consequently received this communication. To date (updated 20 03 11) the reach of our cooperation
has the following potential in terms of regional and industry access:
Your connections can introduce you to 13,588,200+ professionals — here’s how your network breaks down:
Your Connections
Your trustedfriendsandcolleagues
1,708
Two degreesaway
Friendsof friends;eachconnectedtoone of yourconnections
711,700+
Three degreesaway
Reach these usersthroughafriendandone of theirfriends
12,874,800+
Total users you can contact through an Introduction 13,588,200+
2. Your region: Paris Area, France
Regional Access Top locations in your network:
5% 1. GreaterNew YorkCityArea
3% 2. Paris Area,France
2% 3. San Francisco Bay Area
2% 4. MumbaiArea, India
2% 5. New Delhi Area, India
Your connections are in 281 locations but your network gives you access to 1,921 additional locations, including: Brazil - Malaysia- Kansas
City, MissouriArea
Fastest growing locations in your network: Greater New York City Area - Paris Area, France - London, United Kingdom
Industry Access Top industries in your network:
11% 1. InformationTechnologyandServices
10% 2. Human Resources
5% 3. Staffing and Recruiting
4% 4. Marketing andAdvertising
4% 5. ManagementConsulting
Your industry: Human Resources
Your connections are in 120 industries but your network gives you access to 148 additional industries, including: Semiconductors - Security
and Investigations - International Affairs
Fastest growing industries in your network: Information Technology and Services - Human Resources - Management Consulting
My quest and research started two years ago, in March 2009. In January 2009 as the Director of
Mobility, Communication and Learning for the Hertz Corporations post-transformation global
Customer Experience Program my brief was to integrate both the Human Resources new Centre
of Excellence & Employer of Choice branding initiatives and the Global Customer Experience
Branding initiatives in order to engage a corporation in a new global customer experience - a best
in class experience for all involved http://slidesha.re/h6lWAL.
However, when the Hertz Corporation laid off 4000 employees worldwide in January 2009
http://slidesha.re/eLWkPs, I along with 3999 others from around the globe, was literally whipped out to sea by
the brewing global economic crisis. Inspired and motivated by the Customer Experience Vision
championed by Hertz and for which I had been working http://slidesha.re/hLJstp, I decided to continue to
work on employee engagement in what has become a long sabbatical that has allowed me to turn
my 2009 engagement strategy into a concept that I have baptized Human Sigma Made in
France.
The building of my concept started back in May 2009 on Facebook following my return to France
after having being certified in the Interstrength Method with Dr. Linda Berens http://slidesha.re/f oarjA and
her team in Huntington Beach, CA. I have been fortunate enough to engage over 1000 of my
former friends and colleagues from the Walt Disney Company, the Hertz Corporation, Truffaut &
Photo Service in the evolution of my thinking and consequent realization of my vision and work
over the last two years (Face Book http://slidesha.re/gp20SR & The building of Human Sigma Made in
France).
3. Presented as an animated video with written comments, Human Sigma Made in France,
http://slidesha.re/bqRrbL uses modern technology to bring to life the culmination of different lessons learned
from the various work experiences I’ve had across the world and in very different companies and
cultures.
My reason for sharing is twofold; firstly I want to share the passion for human resources, employee
engagement & storytelling that I learned from my 13 years spent with the Walt Disney Company
http://slidesha.re/eIhk4A both in the US http://slidesha.re/ebpAuL and in France http://slidesha.re/hwLpVk ; secondly, I wanted to
share with you the findings of my work and the concept that I have come up with that I have
baptized, Human Sigma Made in France as well as those at the source of the various ideas and
approachs that I have closely studied and integrated into my concept “Human Sigma Made in
France”:
Holacracy http://www.holacracy.org/
Dr. Linda V. Beren’s & The Interstrength Method http://www.interstrength.com/
Sociocracy - Integral Governance Institute www.sociocratie.unblog.fr
The MBTI tool and Jungian psychology http://www.osiris-conseil.com/
Gallup’s Human Sigma and Behavioral Economics http://slidesha.re/hXFhxX
Daniel Pink and his best-seller “A Whole New Mind” http://www.danpink.com/
Human Sigma Made in France also integrates the many lessons learned from The Hertz
Corporation where the Myers-Briggs Type Indicator or MBTI was used in Europe as a potent
means of bettering cross-cultural communication, self understanding and teamwork. The MBTI
was introduced in Hertz France and as an engaging way of accompanying the transformation of a
non-English speaking corporate culture http://slidesha.re/dMbLZx; a transformation orchestrated globally by
the Hertz Corporation, headquartered in Park Ridge, New York.
Human Sigma Made in France uses storytelling skills to integrate the balanced scorecard
concept and new 21st Century Corporate Vision, Mission and Value statements and uses Linda
Beren’s Interstrength Method www.interstrength.com to provide the “self discovery” & dynamics necessary
to unanimously engage and integrate stakeholders into a constant employee/customer process of
“live learning”- an experience often referred to as the reality of our daily lives or more rationally as
the day to day in and outs of “Customer Experience” & “Work life”. Incidentally, this is the same
work life that employee engagement research informs us that “the actors” are screaming out to be
a part of and that requires managers at all levels to become skilled storytellers. An article I wrote
for a recent Portfolio International Newsletter will give you further information on this subject
http://slidesha.re/f 0tjAA.
There are some very interesting new paradigms being proposed around the world by different
schools of thought that address the change that is needed in how we can run our companies
(governance) in the emerging, post-crisis “new global economy”. Remember what Thomas
Friedman said about Globalization 3.0 (which started with the millennium bug) in his book “The
World is Flat? (http://slidesha.re/hbIBDH). Tom said that Globalization 3.0 is all about “the individual” -
individuals can for the first time ever sell their skills and achievements and work anywhere in the
world by engaging themselves with whomever they want and all by creating a win-win situation for
all involved. Human Sigma Made in France is my vision and my ideas that I offer as a starting
point for some form of global discussion amongst a broad representation of Group Members or
stakeholders http://slidesha.re/eOqDbU.
The Art and Skill of Storytelling………………….Once upon a time on the 14
September 2005, a car rental company changed forever when the Ford Motor Company confirmed
its intent to sell its Hertz rental car subsidiary to a group of private investors in a deal valued at €15
billion ($US 19 million). The sale made was one of the largest ever to a group of equity firms and
allowed Ford to cash in on one of its most valuable assets as it faced falling profits in its
4. manufacturing operations. Ford received $US 5.6 billion in cash for Hertz which was at the time
the largest car rental company in the US as well as being the only global car rental company – a
laureate that Hertz has maintained to date.
This sale put Hertz, a company that had been owned by public corporations for much of its 87 year
history, under the control of three private equity investment firms: Clayton Dubilier & Rice, the
Carlyle Group and Merrill Lynch Global Private Equity. To finance the deal, the investors used
$US 2.3 billion in cash and assumed the remaining amount as debt.
Today Hertz is a 90+-year old company with a rich legacy of industry leadership and service and
with a “new mission” to be the most efficient, high quality, customer focused company in
the rental markets the company serves and moves into. In support of this mission, the
company has undergone a 3+year worldwide reorganization program (which commenced at the
beginning of 2007) in order to operate more efficiently, as well as further improve customer service
and employee satisfaction.
Measure 2011 – read the transcript of Hertz Global Holdings conference call and CEO Mark
Frissora’s comments at recent presentation of Hertz Global Holdings 2010 and 4th quarter results
in February 2011. http://slidesha.re/dVau3a.
As part of the overall global reorganization of Hertz that followed, departmental functions were
transformed into global centers of excellence, whereas previously the functions operated on a
country or US or other regional basis. The HR function is a key example of this initiative.
Previously, the HR teams in each of Hertz's company owned (corporate) countries had previously
operated fairly autonomously, each with country-driven approaches to their own markets, and with
RAC and HERC teams operating separately. Now, however, as a result of the reorganization of
the global HR function, all HR employees from all countries across both RAC and HERC are part
of one global HR team, which is organized into closely linked, pan geographic HR disciplines.
Hertz’s new CEO, Mark FRISSORA, (appointed July 2006) communicated in December 2006 & by
global webcast to all Hertz employees worldwide, the new corporate Vision, Mission and Values
and corporate objective of becoming a best-in-class Corporation and an employer of choice.
Marching orders were clearly given to transform the Corporation into an "Employer of Choice" - in
order to both attract and retain the best talent in the industry. Hertz consequently implemented on
a global scale, a number of far-reaching initiatives to develop the company as a ' best in class'
employer, and carefully measured employee views of progress through bi-annual employee pulse
surveys. Furthermore, a specialist task force within the HR group completed a Global Employee
Retention Project to address seven key areas relating to employee retention: Attracting new
employees; Recruiting new employees; Integrating new employees; Rewarding employees;
Growth & Career Opportunities; Managing & Engaging employees and Separating from
employees.
I was very fortunate to have been part of this incredible Corporate and HR Transformational
process, as Hertz France’s Training & Development Director http://slidesha.re/hf Kzsu and as one of two
Pulse coordinators (employee satisfaction) for Hertz France and finally as the Global Customer
Experience’s employee engagement guru . Using the balanced scorecard concept and new
Corporate vision, Mission and Value statements to lead, guide and inspire local workforces our
objective was to create one common identity for the global customer experience program; a
common identity closely aligned with the overall identity of the global organization: an identity
which helped conveys to both internal and external audiences worldwide that Hertz is indeed an
exciting and rewarding company to work for.
This experience nourished the building of my new Human Sigma Made in France storytelling
concept that I am honored to share for with you and other group members as a starting point for
discussing together globally a “new way forward” as to just how corporate governance and
5. employee engagement are integrated into real-time operations in order to drive discretionary effort
and employee “best place to work” initiatives; all by creating win-win experiences kindled by the
intrinsic motivation of all involved. http://slidesha.re/gUJuGL
My approach to answer the question as to “just how does one actually engage a global
workforce”? was guided by the Research on "Best in Class" Customer Experiences performed
across several different industries - a study commissioned by the London Business School
Summer School 2008 for Hertz; storytelling was the methodology that was to be used to integrate
the customer and employee into one experience; a concept known as Human Sigma as presented
by Professor John Fleming of the Gallup Organization is his book Human Sigma. The Gallup
Organizations work on Behavioral Economics http://slidesha.re/hXFhxX was also a key business approach
that inspired my concept Human Sigma made in France.
The desired final state (modeled after the Hertz Corporations 2005 - 2009 transformation) was a
new and transformed agile and global organization that had metamorphosed itself into a "Best in
Class Company" and an "Employer of Choice" both on the inside and the outside http://slidesha.re/fajNmw.
We are Hertz, they’re not – a company where the engagement, sheer passion and incredible
storytelling skills demonstrated by employees all around the world, fuels discretionary effort and
engages a “global workforce” in the constant and often mundane process that can be everyday
life…….a true example of doing more with less by creating a win-win situation for all involved. As
said David Wasserman, a partner at Clayton who negotiated the terms of the sale of the Hertz
Rental Car Company with Ford back in 2005: “I think there’s no doubt at the end of the day that
this was a win-win-win transaction. It demonstrates the power of private equity in helping
corporations restructure their balance sheets”.
Human Sigma Made in France assures the integration of people (employee and customer
experience) and internal processes by engaging them in corporate strategy which is rolled out in
real-time as a story.
Thank you for taking the time to read this mail and to look at my presentation. If your interest is
sparked and you desire to learn more please visit my LinkedIn Profile Page where different
aspects of my concept are presented along with my credentials http://slidesha.re/9y xdbw
I look forward to engaging you in further discussion and exchange with you at a future
date.
Best regards and warmest greetings from Paris,
Simon PENNY