Power of the Internal Brand
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Like the fingerprint, a brand is a company's unique signature. Branding has the power to promote loyalty, culture, and company values from the inside out. With a focus on internal branding, practitioners must create compelling experiences for internal stakeholders that carries over to the external customer experience. Loretta Prencipe, Vice President, presented this deck to the IABC DC Chapter on July 13, 2013.
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Overcoming the Challenges of Merging Different Corporate Cultures - Laura Que...HR Network marcus evans
Presentation delivered by Laura Queen, Former Vice President and Chief Human Resources Officer, G&W Laboratories, Inc. at the marcus evans Employee Benefits & Compensation Summit 2016 in Braselton, GAThe Keys to a Killer Company Culture
How successful organizations define, cultivate and evolve company culture through leadership, transparency and effective employer branding.
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W Flanagan Cci2012
Dittman Incentive Marketing asked me to research the relationship between intrinsic motivation demonstrated in Social Media and its potential implications to incentive, recognition, and rewards programs and software platforms. This presentation reflects the whitepaper on that subject.
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The document discusses leadership development and employee engagement services provided by BlessingWhite, a global consulting firm. Some key services include executive coaching, leadership assessments, team dynamics consulting, and employee engagement programs. BlessingWhite has worked with thousands of organizations globally across various industries to help clients develop strong leadership and engage employees to improve business performance.
The Collaborative Work Environment
This document discusses the importance of collaboration in the modern workplace. It begins by noting that collaboration is becoming a key factor for companies' profitability and ability to attract and retain top talent. The document then provides insights into worker preferences for collaboration based on various surveys. It discusses how building a collaborative culture through leadership, training, diverse teams, and technology can improve business outcomes. However, it also notes there are still challenges to establishing collaboration, such as breaking down silos and managing different work arrangements. The document emphasizes that soft skills like collaboration are in high demand but short supply. It concludes by stating collaboration is directly linked to profitability by executives.
People Culture - Whats it all about?
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Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
HR and the Challenge of Agile Talent
The webinar provided information on managing agile talent effectively. It discussed trends driving greater reliance on external talent, such as skills gaps and increased expertise availability globally. It outlined three approaches to agile talent and highlighted how to focus agile talent on building strategic capabilities. The webinar also reviewed key concerns with using external talent and provided a model for determining when to "rent" versus "own" talent. It stressed the importance of alignment across strategic, performance, relationship, and administrative dimensions. Finally, it offered a process for organizations to improve their management of agile talent.
Why Volunteering Programs are no longer just for Large Companies
Employee Volunteer Programs are no longer only for large companies!
With the latest generation of cloud-based solutions, any sized company can now afford a great employee volunteering platform.
Imagining Diverse, Equitable & Inclusive Workspaces: How Employees Drive Chan...
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Anna Taylor (Speaker) West Coast DEI Lead, VMLY&R
Demographic transference within organizations is shifting and there will continue to be an upsurge of more diverse and inclusive organizations as they outperform homogeneous organizations. But this is a slow progression, where can we start making organizational transformation now? We can start from the bottom; employees have more power than they may realize, to affect change. And although this may seem like a daunting call-to-action, employees have the power irrespective of budget or team size, to make an indelible impact on organizational change. Like many effectual grassroots movements, employees have the ability to create a new model that renders the existing model obsolete and lead the evolution of organizational transformation.From Good to Great
This document summarizes a presentation about transforming employee engagement at a large enterprise. It discusses how the 100-year-old manufacturing company was struggling due to declining performance and increased competition. The presentation outlines how focusing on culture alignment, communication, transparency, training, and development helped the company engage employees and improve performance based on culture assessment scores and financial metrics. It also promotes a book on leading culture change and managing cultural dynamics.
Building Your Employer Brand Strategy - Stacy Parker
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Centauric Story
Centauric is an expert consulting firm that helps organizations unleash the potential of their people to drive business performance. They use a data-driven approach involving interviews, surveys, and facilitated discussions to understand organizational dynamics and identify opportunities. Their integrated services then develop leadership capabilities, strengthen employee engagement, and align culture and systems. The outcomes include increased focus on goals, engaged and committed employees, an innovative culture embracing change, and effective talent selection and development.
Building the High Performance Workforce (Part 1)
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
Greenberg_Higher Purpose for Organizational Performance_14_07_14
Kenneth Greenberg discusses how organizational leaders can infuse their culture with a strong sense of purpose to drive higher performance. He outlines a leadership framework consisting of 5 practices - inspire a shared vision, encourage the heart, model the way, challenge the process, and enable others to act - that can be used to align employee interests with the organizational purpose. Research shows purpose-driven companies significantly outperform peers across various financial metrics such as revenues, job growth, stock prices, and profits. Leaders who articulate a clear purpose and vision can motivate people to achieve extraordinary results.
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Power of the Internal Brand
- 1. BUILDING BRAND FROM THE INSIDE OUT: Connecting People, Purpose & Performance July 11, 2013
- 2. Leaders are Activating Their Employees Around Purpose to Build Brand from the Inside Out
- 3. Our Conversation Areas The End Of Trust Power To The People The Rise Of Shared Value PurPle WHAT WHY HOW
- 4. WHAT’S DRIVING THE NEED FOR INTERNAL BRANDING? The End Of Trust Power To The People The Rise Of Shared Value PurPle
- 5. The Trust Deficit Communications Implications: • Credibility, authenticity and transparency of information are even more critical • Systems and channels that enable real-time communications • Activate all four generations in the workforce Trust in all organizations is at an all-time low. — 2010 Deloitte Ethics & Workplace Survey 48% cite a loss of trust in their employer
- 6. People believe that only they themselves can come up with innovative solutions to our most pressing problems, not governments or corporations. Power to the People Communications Implications: • Culture of participation and two-way dialogue must be fostered • Involve employees in process early to articulate, refine or validate purpose • Co-create and iterate purpose content to increase buy-in • Create brand ambassadors“ The Marketing or Development Department does not own our brand; the whole organization is involved. — John Pfeiffer, CEO, Inspiration Corporation
- 7. People are demanding that organizations not only rediscover their social purpose but also put it at the core of how they conduct their business and engage with their stakeholders to create shared value. The Rise of Shared Value Communications Implications: • Replace rulebooks with shared beliefs • Demonstrate alignment of purpose, business strategy and outcomes • Adapt or adopt recognition and reward to link with purpose • Create opportunities for employees to live purpose outside their job function “Great companies … nurture a dialogue to keep social purpose at the forefront of everyone’s mind and ensure that employees use the organizational values as a guide for business decisions.” — How Great Companies Think Differently, HBR, Nov. 2011
- 9. PurPle + Profitability Purpose- and Values- driven organizations outperformed the general market and comparison companies by 15:1 and 6:1, respectively. - Built to Last, James Collins and Jerry Porras “ “ Firms with shared values-based cultures enjoyed: Higher Revenues Higher Stock Prices Global Job Growth - Corporate Culture and Performance, John Kotter and James Heskett 1,200%400% 700%
- 10. HOW DO WE DO IT?
- 11. Inside-Out Branding: A Checklist Can your employees articulate your purpose? Is it integrated across your organization? Have you educated your leaders? Have you inspired employees to be ambassadors? Trained and equipped them? Are you sharing stories and celebrating success? Are employees empowered to share their stories?
- 12. Thank You Contact: Loretta Prencipe 202.658.8733 loretta.prencipe@mslgroup.com @LorettaPrencipe