This is the third of ebbf's three lessons given during the International Management for CSR and Sustainability MASTER course.
The specific topic of this ebbf course is that of CSR in Small and Medium Enterprises.
Here we showed the pace of innovation that is demanding a new way of doing business.
The inspiration of ebbf members in their way of doing business or of gathering leadership lessons from recent events such as the ones in Egypt.
Three ways of defining core values in a company: ebbf member Paolo Russo's way forward for a code of ethics, Denise Cumella's Lush manifesto etc.
Asking the key question of the purpose of work that drives a totally new way of seeing the way we do business.
The case study of Rüdiger Fox and how important and not so easy it is to stick to your values in difficult times.
How to influence (and not be influenced) by the environment that we can affect.
And finally the important of communicating in a way that is connected not only to what the customer wants to hear but most importantly with the values of the people working in the company and of the company itself.
Tina Tinde, International independent Diversity Advisor, talks about the opportunities, social media offers to support diversity objectives in international recruitment.
Slides for Ross Dawson's Opening Keynote at CEE 2017 - Centre for Educational Enterprise.
Note that many of the slides are videos in the actual presentation.
For more see www.rossdawson.com
Social Media for Jewish Communal OrganizationsCharlie Kalech
An overview to guide Jewish communal organizations in using social media as presented at the Quadrennial Conference of the World Council of Jewish Communal Service (WCJCS) in June 2012
Tina Tinde, International independent Diversity Advisor, talks about the opportunities, social media offers to support diversity objectives in international recruitment.
Slides for Ross Dawson's Opening Keynote at CEE 2017 - Centre for Educational Enterprise.
Note that many of the slides are videos in the actual presentation.
For more see www.rossdawson.com
Social Media for Jewish Communal OrganizationsCharlie Kalech
An overview to guide Jewish communal organizations in using social media as presented at the Quadrennial Conference of the World Council of Jewish Communal Service (WCJCS) in June 2012
You can find the article describing the outcomes of this recent ebbf online learning session offered by Vahid Masrour here:
http://ebbf.org/2016/09/rethinking-organisations-buildingcapacity-view-abundance/
In this keynote Valerie offered new insights and both surprising and practical ways to allow us to outsmart our limiting brain patterns to create a better future when consulting and interacting with each other.
Sjoerd Luteyn and Martijn Kersten share the fundamental need for a new understanding of purpose to build capacity. Introducing the two-fold purpose of organizations , uniting around new purposes and bringing change and capacity building from the inside.
definitions, traditional and new understand of what capacity building and accompaniment mean in our organizations, their importance and ways forward to implement capacity building allowing thriving meaningful organizations fit for the 21st century.
what are some of the ways in which you can motivate your team in a social enterprise? How can you manage the passion and expectation that social purposes create?
With this paper discover an easy to use framework to facilitate the emergence of great company culture, especially here a company culture of innovation. The same condition would apply to a positive and constructive company culture, the core elements being in both cases trust and self-leadership.
A review of the technical and cultural benefits and barriers to adopting social media inside the organization to aid in collaboration, knowledge management.
Teal Organizations: Reinventing organizations to promote sustainabilityKarla Córdoba
A quick introduction to the Teal Organizations concept... to start thinking about how we can create more sustainable organizations
https://medium.com/sustainability-school-blog
Presented at Empowering Sustainability on Earth Conference 2016
http://empowering-sustainability.weebly.com/
This volume—the product of decades of hard-won insights from philanthropist Mario Morino and more than a dozen social-sector experts and practitioners—offers practical advice for all social-sector executives and board members who are hungry to achieve more for those they serve.If you’re a leader in search of reliable information to help you make tough decisions . . . if you care deeply about how e ffective your organization is in achieving its mission . . . if you are ready for a leap of reason that will allow your organization to become even better at doing what it does . . . then this monograph will get your organization started on the path of greater rigor and impact. The need for the successful management approaches highlighted in this volume will only increase in the decade ahead. As growing federal and state budget pressures force impossible— even Solomonic—choices, nonprofi ts will increasingly have to show results. Public and private funders will migrate away from organizations with stirring stories alone, toward well-managed organizations that can demonstrate meaningful, lasting impact. This approachable volume will help spark refl ection within your organization about how best to turn your collective passion into even more change in the lives of those who rely on you.
Collaborative Enterprise - Social Learning IntroductionPREDA
At Entreprise Collaborative, we are beginning a journey to create a cross-cultural idea laboratory to exchange perspectives on collaboration in the enterprise with experts and practitioners.
We will strive to connect social learning and networked enterprise in order to develop more resilient organizations.
This White Paper is the first in a series on a theme. It provides multiple perspectives on social learning, in two languages and from various business cultures.
Social learning can be viewed as the development of knowledge, skills and attitudes while connected to others (peers, mentors, experts) in an electronic surround of digital media, both real-time and asynchronous.
The contributors to this paper have provided their perspectives on what we believe will be an important factor for the future success of all organizations. One way to read this paper is by using a lens given us by Marshall and Eric McLuhan*. We can ask how social learning will extend, obsolesce, retrieve or reverse what we are currently doing in our workplaces. This may afford some ideas as to what we should be doing.
A presentation that I have made at Ericsson Headquarters and Securitas Headquarters in Stockholm, Sweden on social media, networks, and virtual worlds in November 2009
Value Creation & the Evolution of Organizational Business ModelsPaul Di Gangi
Presentation by Paul M. Di Gangi on January 31, 2011 at the Stockholm School of Economics in Second Life (SSE Island) for Robin Teigland.
This presentation outlines the key shifts in people, technology, and the economy that have led to the growth of new types of organizational business models and how value can be created.
This presentation is also available here: http://www.slideshare.net/eteigland/lecture-by-paul-digangivalue-creation
You can find the article describing the outcomes of this recent ebbf online learning session offered by Vahid Masrour here:
http://ebbf.org/2016/09/rethinking-organisations-buildingcapacity-view-abundance/
In this keynote Valerie offered new insights and both surprising and practical ways to allow us to outsmart our limiting brain patterns to create a better future when consulting and interacting with each other.
Sjoerd Luteyn and Martijn Kersten share the fundamental need for a new understanding of purpose to build capacity. Introducing the two-fold purpose of organizations , uniting around new purposes and bringing change and capacity building from the inside.
definitions, traditional and new understand of what capacity building and accompaniment mean in our organizations, their importance and ways forward to implement capacity building allowing thriving meaningful organizations fit for the 21st century.
what are some of the ways in which you can motivate your team in a social enterprise? How can you manage the passion and expectation that social purposes create?
With this paper discover an easy to use framework to facilitate the emergence of great company culture, especially here a company culture of innovation. The same condition would apply to a positive and constructive company culture, the core elements being in both cases trust and self-leadership.
A review of the technical and cultural benefits and barriers to adopting social media inside the organization to aid in collaboration, knowledge management.
Teal Organizations: Reinventing organizations to promote sustainabilityKarla Córdoba
A quick introduction to the Teal Organizations concept... to start thinking about how we can create more sustainable organizations
https://medium.com/sustainability-school-blog
Presented at Empowering Sustainability on Earth Conference 2016
http://empowering-sustainability.weebly.com/
This volume—the product of decades of hard-won insights from philanthropist Mario Morino and more than a dozen social-sector experts and practitioners—offers practical advice for all social-sector executives and board members who are hungry to achieve more for those they serve.If you’re a leader in search of reliable information to help you make tough decisions . . . if you care deeply about how e ffective your organization is in achieving its mission . . . if you are ready for a leap of reason that will allow your organization to become even better at doing what it does . . . then this monograph will get your organization started on the path of greater rigor and impact. The need for the successful management approaches highlighted in this volume will only increase in the decade ahead. As growing federal and state budget pressures force impossible— even Solomonic—choices, nonprofi ts will increasingly have to show results. Public and private funders will migrate away from organizations with stirring stories alone, toward well-managed organizations that can demonstrate meaningful, lasting impact. This approachable volume will help spark refl ection within your organization about how best to turn your collective passion into even more change in the lives of those who rely on you.
Collaborative Enterprise - Social Learning IntroductionPREDA
At Entreprise Collaborative, we are beginning a journey to create a cross-cultural idea laboratory to exchange perspectives on collaboration in the enterprise with experts and practitioners.
We will strive to connect social learning and networked enterprise in order to develop more resilient organizations.
This White Paper is the first in a series on a theme. It provides multiple perspectives on social learning, in two languages and from various business cultures.
Social learning can be viewed as the development of knowledge, skills and attitudes while connected to others (peers, mentors, experts) in an electronic surround of digital media, both real-time and asynchronous.
The contributors to this paper have provided their perspectives on what we believe will be an important factor for the future success of all organizations. One way to read this paper is by using a lens given us by Marshall and Eric McLuhan*. We can ask how social learning will extend, obsolesce, retrieve or reverse what we are currently doing in our workplaces. This may afford some ideas as to what we should be doing.
A presentation that I have made at Ericsson Headquarters and Securitas Headquarters in Stockholm, Sweden on social media, networks, and virtual worlds in November 2009
Value Creation & the Evolution of Organizational Business ModelsPaul Di Gangi
Presentation by Paul M. Di Gangi on January 31, 2011 at the Stockholm School of Economics in Second Life (SSE Island) for Robin Teigland.
This presentation outlines the key shifts in people, technology, and the economy that have led to the growth of new types of organizational business models and how value can be created.
This presentation is also available here: http://www.slideshare.net/eteigland/lecture-by-paul-digangivalue-creation
My presentation from the European Training & Development Summit 2009 in Barcelona, Spain in September 2009. More information on the event is here: www.bmeglobal.co.uk/ETD09/Develop-the-full-Potential-of-your-Personnel-2.html.
Slides from lecture by Paul DiGangi in the Strategy module in the 2011 Media Management Course at Stockholm School of Economics and the Royal Institute of Technology. Here is more information on the course: http://nordicworlds.net/2011/01/21/strategy-course-focuses-on-virtual-worlds-and-gaming-industries/.
Aiming to eliminate the compromises in organizational life. Covering some interesting and provocative ideas, spanning human rights, complexity science, the death of heuristics, influence flows, personal knowledge mastery, social physics, trust, the digital nervous system, Web 3.0, performance and learning, public relations, collective intelligence, sociocracy, Holacracy, podularity, wirearchy, emergent civilization, self-organization, organized self, socioveillance, middleware corporate, bread incorporated and the Mozilla manifesto.
Taking what you have learned during this conference back to your workplace will take courage. You will need to tap into the artist inside you. Alex will explain how his experiences painting in extreme locations around the world can help you now.
He will share his Legacy Diamond framework which places purpose at the heart of everything we do and enables leaders and their teams in leading organisations around the world to leave the legacy they were born to create.
In this thought-provoking and uplifting speech Alex will use stories about art to:
— Explain how creativity emerges in the stillness amidst the tension of opposites;
— Describe what leaders, teams and organisations can learn from nature to get into creative flow all the time;
— Explore the real reason why Michelangelo left a legacy in his lifetime and Van Gogh didn’t;
— Describe the miraculous metaphysical relationship between the individual and their environment;
— Explain how each of us can find the artist inside us;
— Explore why purpose and belief are the key to creating what you were born to create;
— Encourage each of us to explore what we are willing to stand up for.
10 years ago, James started using open-book management, a governance model that embodies the values of justice, equity and human nobility. Far more than radical transparency, open-book teaches universal financial literacy so that everyone can speak the same language. It unifies goals, engages employees in the management of the company and shares the rewards of success. The hard outcomes are growth and profitability. The harder to quantify benefits are greater collaboration, engagement, ethical behavior and sustainability.
Augusto Lopez-Claros offered at ebbf's annual conference a detailed history of the evolution of global governance over the centuries highlighting the key risks governance is facing today and the key steps to address them
How are the SDGs reshaping governance?
Arthur Dahl offered this keynote at ebbf's annual conference
The video of the conference can be seen here https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155596986466801/
Maja Groff and Wendi Momen created a stirring debate with the audience of the role of feminine leadership in governance, what has evolved and what is still needed to be created to allow the gender equality that would benefit organisations and society.
A reflection on understanding the roots of wrong behaviour
…towards a more ethical business environment. The pitfalls of corruption and how governance elevates organizations beyond the waste and injustice of corrupt systems
You can view this keynote in a Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155082587021801/
Larry Miller offered new insights into the new kinds of leadership able to accompany organizations wishing to adapt and remain relevant through a values-driven approach.
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155080815756801/
Larry Miller offered a compelling keynote taking us through the way organizations can bridge the gap between believing in a values based approach and actually applying it
Ralph Blundell offered a compelling keynote taking us through the actual application of ebbf's core values and the questions that this raises in our every day workplace decisions
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155080450636801/
Partow Izadi offered a compelling interactive keynote offering us the opportunity to browse throw the evolution of humanity and the development of his potential.
You can view his keynote in this Facebook Live streaming video: https://www.facebook.com/ebbf.mindfulpeople.meaningfulwork/videos/10155078596316801/
In this learnshop held during ebbf's recent international event Thanos Kriemadis offers insights into his research on this new era in spiritual based management models.
An introduction to how organizations can and should move to the higher status and impact of Teal as described in Laloux Reinventing Organizations book.
In this presentation both the keynote by Maggie Lu and the subsequent interactive learnshop materials (by Maggie Lu and Natasha Naderi) are offered.
by Isabella Lenarduzzi CEO of Jump
VIEW VIDEO of keynote here: https://www.facebook.com/plugins/video.php?href=https%3A%2F%2Fwww.facebook.com%2Febbf.mindfulpeople.meaningfulwork%2Fvideos%2F10154631316296801%2F&show_text=0&width=560
The OECD estimates that if the participation rate of women in the economy were identical to that of men, GDP would increase by 16% in 10 years.
From a micro economic point of view, all studies show that the more mixed a company is in its decision-making positions, the higher the totality of its performance indicators. The more teams are mixed and the more the staff is happy at work and engaged.
But can we make a company bilingual : women / men? How can we move from a culture that respects diversity to an inclusive culture … successfully?
by ARTHUR DAHL
VIDEO VIDEO of the keynote here: https://www.facebook.com/plugins/video.php?href=https%3A%2F%2Fwww.facebook.com%2Febbf.mindfulpeople.meaningfulwork%2Fvideos%2F10154628682531801%2F&show_text=0&width=560
Systems science shows that the real significance of diversity lies not in the number of different entities and their differences, but how they interact. Diversity is the dynamic driver for greater systems complexity, integration and efficiency. In a coral reef ecosystem or tropical rainforest, it is the increasing cooperation among the species expressed in mutual assistance and symbioses that make their high levels of productivity possible. Similarly, human diversity unaccompanied by values of justice, cooperation and reciprocity can produce the negative reactions we see today. Recent research has suggested that higher levels of ethnically-diverse civilization are catalysed by ethical values from religion, building trust and providing the energy for new levels of organization and efficiency. Businesses and communities can follow this example. Recent guidance from the international Bahá’í administrative body invites us to explore what a new economic paradigm might look like in practice.
By DHAIRYA PUJARA of the YCENTER
VIEW VIDEO of presentation here: https://www.facebook.com/plugins/video.php?href=https%3A%2F%2Fwww.facebook.com%2Febbf.mindfulpeople.meaningfulwork%2Fvideos%2F10154630884766801%2F&show_text=0&width=560
Pick any natural system or an element of nature and the key to its functioning is the diversity of the components that it requires to build ONE system. A talk designed using the speaker’s own personal experiences from India to USA to Africa and how a non-prejudicial behavior helped him build a small yet significant diverse team to build a business that delivers value to people. It will explore the themes of the difference between the intent of doing good and the act of doing good.
Trip Barthel's second keynote at ebbf milan international learning event offered us the nine keys that lead to unity in a consultative process.
For more information on Trip's work: http://www.dynamicconsultation.org/dc
Trip Barthel's first keynote introducing us to consultation:
the world is talking, is anyone listening?
For more information on Trip's work: http://www.dynamicconsultation.org/dc
More from ebbf - mindful people, meaningful work (20)
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
10. Mubarak maintained every form of control he could imagine over his
opposition and his people. But the corollary to this absolute control is
that this creates a closed system, one that failed to process feedback
from its environment and this led to the ultimate instability.
internal / external environment
Improvement comes from the feedback loops and the process of
adaptation from these environments.
The more successful, secure or dominant the organism (person, company
or country) the higher the wall grows between it and it’s environment.
ebbf.org / Daniel Truran www.eoi.es
11. Those in power tend to believe that their followers will be lost without their guidance and control.
Tahrir Square over the past weeks has been an incredible demonstration of the power of “self-
organization.” The protesters entered Tahrir Square with no apparent leader, no organization,
and no assigned responsibilities. But, given a common purpose, they organized themselves. They
formed organization and took responsibility for checking those who entered the square to assure
they weren’t carrying weapons. They organized sanitation. They organized medical services. They
organized security and protection within the square...
The power of self-organization is present in every organization.
It is too often dismissed as a chaotic disruption to the formal lines of
authority.
Those who are “on-the-spot,” whether in a factory, a school, or on the
streets, when empowered to solve problems most often have the
capacity to self-organize.
Social media, or networked intelligence, is an enabler of self-organization.
Within companies we need to encourage the power of self-organization rather than fear its disruption.
ebbf.org / Daniel Truran www.eoi.es
12. The demonstrators had been joyously celebrating what they
believed would be his final resignation. They were horribly
disappointed. Not only did he not resign, but his speech talked
down to his “children” in the most condescending tone. He
appeared not to understand that it was families, doctors, lawyers,
workers, as well as students who had taken to Tahrir Square to
protest his rule.
Leaders lead by creating a sense of shared purpose, shared values and common
vision that can inspire their followers. Leader’s never motivate followers by
talking down to them, by expressing their own self-importance. Leaders lead by
expressing empathy and creating bonds of unity with their followers.
To the degree that you fail at this task, you fail as a leader.
ebbf.org / Daniel Truran www.eoi.es
13. The Egyptian revolution was in the making for thirty years. But, the power of
Facebook, as Google executive Wael Ghonim has explained, enabled fifty to a
hundred thousand Egyptians to collaborate instantaneously and form a
consensus to action. The power of the Internet has never been demonstrated
more clearly.
http://online.wsj.com/article/SB10001424052748703989504576127621712695188.html
Every organization survives by its ability to adapt to change in the external environment.
The ability to hear, to sense, to respond and adapt to changes taking place, only to be seen on
the Internet, will determine your ability to survive the next tipping point in your marketplace.
ebbf.org / Daniel Truran www.eoi.es
14. Never underestimate the power of purpose to unite
people in a common pursuit. No single group could have
succeeded in this revolution.
It was the power to unite diverse people in common
purpose that tore down the walls of dictatorial
authority.
That power is latent in every organization if leaders would only call upon it.
ebbf.org / Daniel Truran www.eoi.es
15. “CSR” drives success
“…significantly boost our company’s
performance during the next five years.
How? Foremost, we look to inspire our
employees’ hope in the future, to fill them with
a sense of progress and advancement in their
careers as well as their personal lives.
How we treat and teach our employees and the
sense of respect and fairness our company
projects, will instill the loyalty, motivation and
positive thinking our team needs to
accomplish our goals.”
Fasha Mahjoor - CEO of Phenomenex
ebbf.org / Daniel Truran www.eoi.es
16. Different methodologies in stating
and clarifying company values and
thus creating alignment ...
... alignment around what?
the importance of clearly stating core values
ebbf.org / Daniel Truran www.eoi.es
17. Proposal for a code of ethics
Paolo Russo
ebbf.org / Daniel Truran www.eoi.es
18. Strengthening through code
of ethics
“Our Code of Ethics aims to be a set of principles that
remarks both the identity of the organization and the values
that inspire the day by day activities of the whole group.
This code aims to be a promise of integrity for all the
stakeholders that will interact with our company,
demonstrating an extraordinary commitment to work along a
profound sense of ethical business practices.”
ebbf.org / Daniel Truran www.eoi.es
19. Benefits of code of ethics
“- to define accepted/acceptable behaviors;
- to promote high standards of practice;
- to provide a benchmark for the other members of our network
- to empower people and stimulate their motivation
- to establish a framework for professional behavior and responsibilities;
- to increase the awareness of each employees by involving them into the process;
- This code will represent an additional advantage towards our competitors
considering that intangible capital and reputation are the main assets of a
consultancy/advisory firm firm.”
ebbf.org / Daniel Truran www.eoi.es
20. Steps towards a code of ethics
“1. Understand the purpose
The main question is: what is our purpose/objective by creating this code?
2. Review your identity
Spend time to understand your identity and your mission as organization. The code of ethics comes from a deep
comprehension of the role of the company into the business community.
3. Find out what bothers people
Copying a code from another organization will not suffice.
It is important to find out on what topics employees require guidance, to be clear what issues are of concern
to stakeholders and what issues are material to your business activities, locations and sector.
MAKE A QUESTIONNAIRE TO YOUR EMPLOYEES and learn which kind of organization they would like to work for.
4. Collect the inputs and put into the framework
After the questionnaire and perhaps after discussions with the employees, it will be the time to insert all the
relevant information into the framework that you have already prepared. A good way is to match the view of
the top managers of the firm with the needs and ideas coming from the other employees.
5. Review
Plan a process of regular reviews that will take account of changing business environments, strategy, stakeholder concerns and
social expectations, new standards, and strengths and weakness in your ethical performance.”
ebbf.org / Daniel Truran www.eoi.es
21. Flow towards a code of ethics
Values, hopes, ambitions and
objectives of the leadership
board
Put the ideas Define the
Collect the ideas into the Code of Ethics
framework
Results coming Stake holders input
from the and proposals.
questionnaire to (Questionnaire)
the employees
ebbf.org / Daniel Truran www.eoi.es
22. Values’ Inspiration Wall
Work – Life balance Social responsibility in
business
Partnership of women and Value based leadership
men in all fields of work
Sustainable development Meritocracy & Integrity
Integrity and commitment Opportunity & Training
Positive consultation Client oriented
ebbf.org / Daniel Truran www.eoi.es
23. Positive Examples
let’s be as good or as better
than the “big” ones
ebbf.org / Daniel Truran www.eoi.es
24. COMPANY MANIFESTO
is another way to state what
the company and people
working there stand for
ebbf.org / Daniel Truran www.eoi.es
26. “Another kind” of Manifesto
The Generation M Manifesto
Umair Haque (Harvard Business Review)
http://blogs.hbr.org/haque/2009/07/today_in_capitalism_20_1.html
Ethical production. Innovation turns a blind eye to ethics — or, worse, actively denies ethics. That's a
natural result of putting entrepreneurship above all. Buy low, sell high, create value. That's so 20th
century. Awesome stuff is produced ethically — in fact, without an ethical component, awesomeness isn't
possible. Starbucks is shifting to Fair Trade coffee beans, for example. Why? Starbucks isn't just trying to
innovate yet another flavour of sugar-water: it's trying to gain awesomeness.
Love. You know what's funny about walking into an Apple Store? The people working there
care. They don't just "work at the Apple store" — they love Apple. Contrast that with the
alienating, soul-crushing experience of trying to buy something at Best Buy — where
salespeople attack you out of greed
ebbf.org / Daniel Truran www.eoi.es
27. Website Statements
Our philosophy
Our roadmap for the future
At CEVA we have a clearly defined vision for our business. Our goal is to be the most admired
company in the supply chain industry by exemplifying Unity, Growth and Excellence in
everything we do.
To keep us focused on achieving this vision we are creating a strong and integrated business
with people at its very heart. To achieve this we have developed a series of values and brand
imperatives which help us all act in a way that will steer us on the path to meet our vision of
becoming the most admired.
ebbf.org / Daniel Truran http://www.cevalogistics.com/en/aboutus/OurStrategy/Pages/default.aspx
www.eoi.es
28. Website Statements
ebbf.org / Daniel Truran http://www.cevalogistics.com/en/aboutus/OurStrategy/Pages/default.aspx
www.eoi.es
29. Which one do you like most?
Which one is most effective in building
a values-driven = successful company?
30. We are looking at ways to
differentiate our SME and purpose is
definitely a strong way.
ebbf.org / Daniel Truran www.eoi.es
31. What is the purpose of work ?
ebbf.org / Daniel Truran www.eoi.es
32. but how can I act on a purpose,
specially if it is an ambitious
purpose?
ebbf.org / Daniel Truran www.eoi.es
33. ebbf’s vision statement
we contribute
to a prosperous, sustainable and just civilization
by promoting and applying
ethical values, personal virtues and moral leadership
in business and civil society.
How on earth do I align THAT kind of purpose to my daily working life?
ebbf.org / Daniel Truran www.eoi.es
34. Steve Hall
I’m not building only.
I’m building
a new civilization.
Mary, 35. Architect.
She choosed to use eco-materials only.
22
35. I’m not baking only.
I’m building
a new civilization.
Paul, 42. Baker.
He buys raw materials from Fair Trade only.
23
36. I’m not just selling drugs.
I’m building
a new civilization.
Ann, 30. Pharmacist.
She educates her clients about natural
healthcare.
24
37. I’m not teaching maths only.
I’m building
a new civilization.
Jennifer, 45. Professor.
She started conversations with her students
about etichs in science.
July August ’09 25
40. Do you bring - yourself - to work?
Mobile phone at home or at work
know your values to become stronger
more aligned and coherent
instead of work life balance enjoy a life balance
to become more successful
creating more succesful organizations
ebbf.org / Daniel Truran www.eoi.es
41. the values of a leader, the core values of a company ...
how can we talk “values” at work?
The “values game”
A post-it of “values” that you stick on the back of your “colleagues”
How did you feel reading these values?
Has anyone at work highlighted or even mentioned
the values you or your colleagues have?
ebbf.org / Daniel Truran www.eoi.es
43. Easy to remain faithful
one’s values?
fast growth
Easier to stick to
your principles
by
Strenghtening
Your Sphere
peer-group competitive
thinking rivalry
Does this environment fit you?
You have a choice
&
Your people have a choice
stock-market
www.eoi.es
expectations
ebbf.org / Daniel Truran
44. Passive - be influenced by others
or active - influencing others?
fast growth
peer-group competitive
thinking rivalry
stock-market
ebbf.org / Daniel Truran expectations www.eoi.es
45. “Just” live your values
"my first and current job is to create contracts
with hotels, restaurants and all stakeholders
present in the tourism sector. From my first day
at work I always tried to be honest and
transparent with my suppliers whilst of course
always trying to achieve the financial goals of my
company. Even though combining the two was
sometimes a challenge, in the end I was rewarded
in both areas!
This happened not so long ago when the manager
of a large Italian hotel chain decided to confirm a
big contract with us, taking away share from our
Giada Dall’O competitors, he justified his decision by saying:
“in times of economic crisis such as the ones we are living now, knowing
that you can trust the people that you work with is fundamental”
ebbf.org / Daniel Truran www.eoi.es
46. How much influence can I have?
Relationship between an individual and ... the world
The whole World The whole World
Country Stake holders
Community Company
Family Department
We are all shaped by: At the same time, we also influence it. - One
- the environment, the outer circles, the deed, even one gesture, word or facial
society we live in, our culture, our family expression can have a tremendous effect on
and education are the conditions of our lives others. A manager’s department reflects
own values
ebbf.org / Daniel Truran www.eoi.es
47. IMSD / CSR in SMEs
Your assignment for Friday
Identify an SME that has applied CSR
(diverse world coverage)
describe what motivated the company to CSR
describe area of action
describe success it brought about
1 A4 page - 3 min presentation - website
email to : daniel.truran@ebbf.org
daniel.truran@learning.eoi.es
EBBF / Daniel Truran