The document discusses strengthening corporate culture at Emissary Info Services. It begins with an agenda for a meeting on culture shaping. A presentation is then given on the importance of corporate culture, citing examples of companies with strong cultures like Walmart, Starbucks, GE, and GM. Marquee companies like Ritz-Carlton, Yahoo, Google, and IBM are examined for their core values and beliefs. The presentation emphasizes aligning employee behavior with a company's stated values. Employees are asked to reflect on questions about desired core values and codes of conduct. Next steps proposed include compiling values/conduct, employee workshops, and rolling out communication materials. The importance of now and individual alignment with company values is stressed.
The document provides advice and guidance for leadership, hiring, and business strategy. It emphasizes the importance of having a clear vision, goals, and plan. Good leaders execute on their goals and recruit experts in different areas to help realize their vision. Leaders should study both successes and failures to learn, and hire people who are stronger in areas where they are weak. The document also provides tips on assessing job candidates, negotiating terms, and using one's time effectively.
A review of seven business trends that can actually help small businesses and the professionals who help small businesses. Also includes the discussion of two fundamentals and has two extra slides at the end on defining business niches and one's own uniqueness.
Internet marketing for baby booomers and beyond.keyCarole Mahoney
This document provides an overview of an upcoming webinar on internet marketing strategies for businesses serving seniors. The webinar will begin by introducing the target audience and topic. It will then discuss identifying common customer types and setting goals for internet marketing efforts. Finally, it will outline a three-step process for getting started with search engine optimization, social media, and content marketing strategies. The webinar aims to help overwhelmed business owners navigate internet marketing in a simple, straightforward way and take advantage of opportunities in serving senior customers and caregivers.
This document outlines the culture code of Possible, an organization aiming to deliver high-quality, low-cost healthcare to the world's poor. The 11 principles that drive Possible's "for-impact" culture are: 1) Put patients first, 2) Embrace challenges with grit, 3) Treat efficiency as a moral must, 4) Think big, 5) Build simple solutions, 6) Challenge conventional thinking, 7) Realize great design creates dignity, 8) Be transparent until it hurts, 9) Balance professional intensity with personal support, 10) Make commitments with integrity, and 11) Believe that everything is impossible until it isn't. The overarching goal of this culture is to get remarkable results for patients.
China Customer Experience Conference Shanghai - JETT Presentation - CCE SH - ...Ed Dean
The document discusses defining and delivering the branded customer experience in China. It argues that customer experience is a function of all aspects of a business working together, not a single event. A successful customer experience requires top-down support, attention to small details, and a focus on both customers and employees. It also emphasizes that people want to feel respected, liked, listened to, understood, excited, and pleasantly surprised. To maximize customer experience, companies should focus on their brand values, innovate positively, flawlessly execute their customer-facing operations, and remain true to continually delivering a superior experience.
The document provides information about an upcoming UnConference event called "Radical Planet" taking place June 7-8th in Toronto, which brings together professionals from various backgrounds to have participant-led discussions on topics related to talent attraction and recruitment through a social media lens, with no formal presentations, powerpoint slides, or name badges in order to encourage open conversation among attendees. The event details include a list of discussion track topics and track leaders who will help facilitate conversations but not formally present.
This document provides an overview of entrepreneurship and starting a company from Ken Berkun, the president and founder of Labels That Talk, Ltd. Some key points include:
- Berkun discusses his background and experience founding multiple companies.
- He outlines the challenges of starting a company, including the high failure rate, need for focus, and difficulty of fundraising.
- Berkun provides advice on topics like coming up with an idea, organizing a company, finding funding sources, and common mistakes made by founders.
- The presentation aims to help entrepreneurs understand what it really takes to start a successful company and manage the risks involved.
The document discusses concepts from Jim Collins' book "Good to Great". It summarizes:
1) The good-to-great companies focused on getting the right people on the bus before deciding what to do, while comparison companies focused on vision and strategy first.
2) The good-to-great companies confronted brutal facts and had disciplined thought, using a "Hedgehog Concept" to simplify decisions around what they could be best at.
3) Developing a Hedgehog Concept involved understanding three intersecting circles - what you are passionate about, what you can be best in the world at, and what drives your economic engine. The good-to-great companies had insight into these areas
Blogging and Social Media for Civil Engineer ProfessionalsCordell Parvin
This document discusses how civil engineers can use blogging and social media for professional purposes. It notes that engineers tend to be skeptical and lacking in social skills but that social media can help with branding, public relations, and relationship building. The document outlines different social media platforms and strategies for how engineers can use them to educate others, engage audiences, recruit talent, build communities, and communicate with employees. It emphasizes the importance of creating valuable content, expanding weak professional ties, and listening to online conversations in order to make social media efforts effective.
This document provides an overview of organizational behavior principles for Carrefour, focusing on ethical behavior and being customer-centric. It defines key values like accountability, respect, morality, teamwork, proactivity, and development. It emphasizes behaving consistently with values and gives examples of inconsistent values and behaviors to avoid. The document also discusses importance of accountability, respecting others, acting morally, working as a team, taking initiatives, and committing to self-development. Finally, it outlines dos and don'ts of customer service and reasons why customers may stop shopping.
How do some of the best companies in the world bring company values to life for employees? If you have a set of core values, how can you lift them off the page so that the whole business understands and embraces the culture they're part of?
This introduction to creative cultures briefly highlights common characteristics of creative cultures. It is based on my book Inspiration capturing the creative potential of your organisation.
Ideas are worth very little without a culture to guide the selection of talent and a big, bold vision to attract and unify the team. Human capital is what separates great from good companies – which is why establishing a strong culture to attract and retain the right people, while unifying them behind an inspiring vision and mission is essential to any significant venture.
Creating and Building Your Virtual ImageHannah Morgan
Do you have the right kind of digital dirt? Owning digital terrain is a key factor in being found online. We’ll look at strategies and tools to help you be the master of your dirt!
1.What are the first steps to take in building the right message
2.How do you rise to page one of search rankings without devoting every minute of your time
3.How do you fix a tarnished online reputation
4.Tips and tricks for monitoring and keeping the soil fertile
Presented by: Hannah Morgan of Career Sherpa.net
This document provides information on personal branding and networking. It discusses defining personal attributes and core values to develop a personal brand statement. Personal branding is presented as a way to increase authority and encourage interactions that create opportunities. The document also covers networking best practices, including developing relationships and defining mutual benefits. Challenges some may face in networking related to gender, appearance or personality type are acknowledged, with advice on emphasizing strengths.
All Hands on Deck, Leadership Retreat for Becker Morgan GroupJoe Tye
This document provides guidance for building a culture of ownership within an organization. It discusses that culture does not change unless people change, and people will not change unless given the right tools and inspiration. It outlines the four dimensions of values-based leadership: character, expectations, fellowship, and quest. It discusses establishing a strong foundation through core values, building the superstructure by living those values, and shaping the interior through positive attitudes. The goal is to transform an organization from one of mere accountability to true ownership where everyone takes responsibility for the success of the whole.
5 steps to becoming a social & collaborative enterprise - Andrew Bishop - Ja...Andrew Bishop
1) A social enterprise uses social software to connect employees, improve collaboration, and make information more open and accessible. This increases engagement, productivity, and business performance.
2) Key aspects of a social enterprise include rich user profiles to help people know each other, collaboration tools, and open sharing of work updates.
3) Benefits include faster access to knowledge and experts, improved innovation, and reduced communication costs. Surveys find increased employee satisfaction and productivity.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
WebAble is a young company built on a strong foundation of culture. We believe pay-checks and perks are important, but that is not why we come to work every morning. Security and recognition keep us alive, but passion and creativity are worth dying for. This deck summarises key elements of our cultural foundation.
It was created for internal use, but recently we decided to share it with public to help our partners, patrons and prospective employees understand us better.
Culture deck for Kasten, a cloud-native startup in the enterprise space. This documents how we want to create a great culture and what we need to accomplish for that to happen.
Helping identify who is on the bus, who is off the bus, and how to implement a progressive and healthy healthcare culture.
* 87% of companies find Company Culture as priority
* Netflix Manifesto Discusses Behaviors (as Values)
* GoreTek "we don't manage people, we expect people to
manage themselves"
* Good to Great companies hire from within
* Changing Culture takes relentlessness, consistency,
transparency, and tone at the top leadership
* Company Culture does not exist without embrace of
accountability
Philip calvert social media and employee engagement presentationSarahJWalker
This document discusses the importance and benefits of using social media for both internal and external communication purposes. It notes that while companies may be resistant to social media due to risks and lack of control, social media can be an important tool for image management, reputation building, and cementing relationships if used properly. Internally, social media can boost employee engagement, collaboration, and performance. It identifies best practices for identifying and empowering brand ambassadors on social media and addressing management concerns over its use. The key message is that social media, handled correctly, can be a powerful communication tool both inside and outside an organization.
This document discusses the importance and benefits of using social media for both internal and external communication purposes. It notes that while companies may be resistant to social media due to risks and lack of control, social media can be an important tool for image management, reputation building, and cementing relationships if used properly. Internally, social media can boost employee engagement, collaboration, and performance. It identifies best practices for identifying and empowering brand ambassadors on social media and addressing management concerns over its use. The key message is that social media, handled correctly, can be a powerful communication tool both inside and outside an organization.
Many companies today strive to be “thought leaders,” but only a select few truly live up to that aspiration. Thought leadership requires a unique point of view, the ability to provide valuable information, and a layered approach to disseminating that information. For the few companies who achieve it, thought leadership is proven to drive long-term and higher-value customer relationships and increase brand affinity and loyalty.
Stacey King Gordon of Suite Seven led a workshop during LoyaltyExpo 2014 in Orlando, Florida. The workshop explored what makes a thought leader, best practices for thought leadership, and how to develop a publishing and content strategy to help companies grow into true thought leaders — helping with everything from navigating internal politics to prioritizing resources.
5 steps to becoming a social enterprise andrew bishop-jacobsJacobs Australia
1) A social enterprise uses social software to connect employees, share knowledge openly, and improve collaboration. It focuses on people, connections between people, and open sharing of information.
2) Implementing social software in a business can increase productivity, speed of knowledge sharing, and employee satisfaction while reducing costs. It creates a more engaged workforce with better access to expertise.
3) To implement a social enterprise, a company needs to select appropriate social tools, integrate them with existing systems, address any concerns about open sharing, and get buy-in from influencers through education and visible benefits. Strategic selection of tools is important.
Culture evolves from a collective belief and core set of values, and there are 10 guiding principles we drive our business decisions with. Here they are:
Personal Branding Create Your Plan, Promote Your BrandSeuss+
You’ll learn the importance of personal branding and the impact it has on your career. You’ll discover examples and exercises for how to identify, activate, and live your own unique brand and how it will positively impact your career path. You’ll learn about why it is important to have a personal brand, how to identify and build your personal brand, how to present, communicate, and live your personal brand, and how to incorporate your personal brand into your career goals.
Learn more about how Seuss+ can help you at our website www.seuss.plus
This document summarizes the current challenges facing marketing executives and agencies, and introduces Brick House Partners LLC as a boutique executive search firm focused on cultural fit. Key points:
- Marketing budgets, tenures, and staffing levels are at historic lows with no clear return to past levels expected.
- Cultural and skills fit between organizations and talent is increasingly important for success.
- Brick House Partners focuses on finding "great talent that fits" through a process emphasizing understanding the client's culture and defining the key attributes for the role.
- They aim to break the mold of traditional executive search through a consultative approach and track record in marketing/advertising.
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4. Corporate Enigmas
How does a little company headquartered in
Bentonville Arkansas become one of the largest retailers
in the world with more than $315 billion in sales (Wal-
Mart)?
How does a company selling a commodity product
grow from $122 million in sales to more than $5 billion
in slightly more than a decade (Starbucks)?
How does a company retain its vitality for more than
100 years (GE)?
How does a company with a dominant market position
(more than 42% market share) fall from grace over a
period of 20 years (General Motors)?
6. "Every excellent company we studied is clear on what it
stands for, and takes the process of value shaping
seriously. In fact, we wonder whether it is possible to
be an excellent company without clarity on values and
without having the right sorts of beliefs."
Tom Peters & Bob Waterman, Jr.
In Search of Excellence
7. What is Organizational Culture?
Culture is “corporate personality”
The underlying values, beliefs, and norms which
govern the behavior of people as members of an
organization.
9. Ritz-Carlton Values
“The Ritz-Carlton Hotel is a place where the genuine
care and comfort of our guests is our highest mission.
We pledge to provide the finest personal service and
facilities for our guests who will always enjoy a warm,
relaxed yet refined ambience.
The Ritz-Carlton experience enlivens the senses, instills
well-being, and fulfills even the unexpressed wishes
and needs of our guests”.
11. Yahoo’s Values
Excellence:
We are committed to winning with integrity. We know
leadership is hard won and should never be taken for
granted. We aspire to flawless execution and don't take
shortcuts on quality. We seek the best talent and
promote its development. We are flexible and learn
from our mistakes.
Teamwork:
We treat one another with respect and communicate
openly. We foster collaboration while maintaining
individual accountability. We encourage the best ideas
to surface from anywhere within the organization. We
appreciate the value of multiple perspectives and
diverse expertise.
12. Yahoo’s Values
Innovation:
We thrive on creativity and ingenuity. We seek the
innovations and ideas that can change the world. We
anticipate market trends and move quickly to embrace
them. We are not afraid to take informed, responsible
risk.
Community:
We share an infectious sense of mission to make an
impact on society and empower consumers in ways
never before possible. We are committed to serving
both the Internet community and our own
communities.
13. Google: Corporate values
1. Focus on the user and all else will follow.
The interface is clear and simple.
Pages load instantly.
Placement in search results is never sold to anyone.
Advertising on the site must offer relevant content and not
be a distraction.
2. It's best to do one thing really, really well.
Google does search.
Gmail, Google Desktop, and Google Maps => bring the
power of search to previously unexplored areas.
14. Google: Corporate values
3. Fast is better than slow.
* Google believes in instant gratification.
4. Democracy on the web works.
* PageRank™ evaluates all of the sites linking to a web
page and assigns them a value.
5. You don't need to be at your desk to need an answer.
* PDAs, wireless phones or automobiles.
15. Google: Corporate values
6. You can make money without doing evil.
* relevant ads
* non-manipulative ads
7. There's always more information out there.
* images, PDF files, Microsoft Word, Excel and PowerPoint.
* HTML for mobile phones.
8. The need for information crosses all borders.
*restrict results to pages written in more than 35 languages.
* translation feature.
* Google's interface can be customized into more than 100
languages.
16. Google: Corporate values
9. You can be serious without a suit.
* work should be challenging and the challenge
should be fun.
* emphasis on team achievements and pride in
individual accomplishments.
* ideas are traded, tested and put into practice.
* give the proper tools to a group of people who like
to make a difference, and they will.
10. Great just isn't good enough.
* innovation and iteration.
* anticipate the needs and meet them with products
and services that set new standards.
17. IBM Core “Values”
Respect for the individual.
Excellence in customer service.
Excellence in everything we do
18. The Secret to Wal*Mart’s Success: Its Culture
Two key Dimensions of “The Wal*Mart Way”
Respect for the individual, and
Focus upon the customer.
19. The Difference Between “Real” and
“Stated” Cultures
Stated Culture: What we say our culture is with respect to
how we treat our customers, our people, and the
standards we have.
Real Culture: The culture that our employees “live and
breathe.”
20. IBM Stated versus Real Culture
Stated Culture:
Respect for the individual.
Excellence in customer service.
Excellence in everything we do.
Real Culture (“Organizational Reciprocity”):
“You take care of IBM, and IBM will take care of
you.”
21. Emissary Info way of Culture Shaping
Subscription to a philosophy ( Aristotle, Kant, Mills)
State the core values:
» Based on common values (People managers)
Define behaviors, both desired and not desired:
» Based on values and experiences.
Establish sustaining practices:
» Remind, reinforce and review
22. Questions you have to answer
Core values
2. What do you feel are your core values
3. What behavior you expect out of your colleagues
4. What behavior you expect out of your managers/seniors
5. What values you expect your organization to have?
6. How would you want your company to be viewed by your customers,
shareholders, vendors, govt agencies?
7. How would you want your family to look at your organization as?
Code of conduct/behavior continuum (list of red, orange and green
behavioral patterns).
9. In order to build best in class workplace: Could you please list good
behavior that should be encouraged and negative behavior around that
should be stopped.
10. What do you think we should start doing, stop doing and continue
to do (in terms of values such as: respect for individuals, honest
organization, and creative organization)
23. Next steps
Compilation of core values and code of
conduct ( prefd behavior at work)
Employee workshops: Naveen & Vasavi.
Roll-out posters ( for walls and cubes)
Roll-out policy ( discipline processes, ethics
council launch, contact #s)
24. Translation of values into practices – an example
Corporate Values Organization Practices Success Habits Taboos
1. We value respect for • Structured and objective • Respect others opinions and • Discrimination or personal attack
the individual accountability perspectives based on personal prejudices / sex /
• Recognition of whole person, work- • Listening for understanding race / age
life balance • Punctuality • Destructive gossip and rumour-
• Career growth and growth mongering
opportunities based on capability • Lack of / Delays in feedback
1. We value our ability • Walk away from business if it is not • Learn client’s business • “No problem” when there is one /
to create and in the best interest of the client • Constantly seek new ways to Hiding bad news
exceed high client • Commitment to customer deliver value to clients • By-passing laid out processes and
communication • Operate from the clients standards
expectations
• Documented client satisfaction perspective • Sharing confidential information
measures
1. We value honesty, • Regular forums for decision • Speak from the perspective of the • Not dealing with people who do not
integrity, and open making, resolving issues and listener perform
thinking through future company • Talk directly to those concerned • Not speaking up in meetings
and caring development. about any subject or matter of • Saying one thing and doing another
communication • Organization-wide communication concern
on priorities, performance and • Give regular and timely
results development feedback
25. Why You?
"Our study of nearly 1,500 executives and managers
provides solid evidence that shared values between
the individual and the company a major source of both
personal and organizational effectiveness."
Warren Schmidt & Barry Posner
AMA Survey report
27. “Consider any great corporation-- one that has
lasted over the years -- I think you will find that it
owes its resiliency not to its form of organization
or administration skills, but to the power of what
we call beliefs and the appeal these beliefs have
for its people."
Thomas Watson, Sr. Founder, IBM
28. Measures of Success – Survey method
Cultural Alignment: Agreement with the
proposed culture.
Behavioral Consistency: The extent to which
behavior is consistent with the desired culture.
Cultural Gaps: The difference between the
stated or desired culture for a given value and
the actual or observed culture in practice.
Which is the biggest company in the world? How many of us hang-out at coffee day/barista – concept is copy of star-bucks. GE is in about 45 businesses right from making plastic to giant turbines. In all business that they are either they are number 1 or 2. In a Research conducted by UCLA covering these corporate entities has revealed:
Corporate culture can be a asset or liability for a company.
Lets take a look at what Tom peters ( legendary mgt guru) has to say. Gurus like tom peters who were so glued onto processes still believed that for processes to succeed the underlying values are supposed to be clear.
So what is this corp culture? One way of defining it… defns of values: ones judgement of what is impt in life, beliefs: firm opinions/acceptance of facts, norms: standards or patterns of behavior.
Lets look at cultures on marquee companies
Comfort of their guests is the most impt thing. Its not profit or anything else.
They believe that their guests are fine ppl. For that they believe that they themselves are fine ppl.
Do your work flawlessly however you can make mistakes, mistakes are not the end of the world. Essence of teamwork is based on repsoect, communication, value for multiple perscpectives.
Among first cos on internet. U can understand how deeply they value innovation. Nobody can deny yahoo is a great tool for our society.
Again they are focusing on customer (user). Another word for google is search.
Google beilves in speed that’s the reason they have nothing on their first apge.
Ethical co
Informal workplace helps breed creativity.
Stay world leaders
Simillar to above values. Common theme: respect for the individual.
You take care of ibm’s interest. Ibm will look after you.