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Getting to know you…
- SOLOPRENEUR - SMALL BUSINESS - MID-SIZE - ENTERPRISE
Thank You for being You!
“You might as well be you. Everyone else is taken.”
Adapted by Chris Garibaldi from Oscar Wilde
? care to listen Why
SOCIAL MEDIA AND THE NEW WORLD IS ABOUT… LISTENING AND
LISTENING INTENTLY.
ENTER Only if you
Seek to
GROW
What’s in a name/brand?
By name we don’t mean just the literal but the: Values | Vision | Mission
That the name/brand seeks to deliver on.
Name = Your True Nature Everything!
An seed can only produce
an apple.
“Our deepest fear is not that we are inadequate.
Our deepest fear is that we are powerful beyond measure.
It is our light, not our darkness that most frightens us.
We ask ourselves, ‘Who am I to be brilliant, gorgeous, talented, fabulous?’ Actually, who are
you not to be? … Marianne Williamson
Founder US Department of Peace
Our Deepest Fear
For Today 1
2
3
What? Current State
So what? ROI of Culture
Now what? How to Create Culture
1 is the current state? What
The Bad News
VOLATILITY
EXTERNAL COMPETITION
INTERNAL COMPETITION
SOURCE: BlessingWhite, Inc. Employee Engagement Report 2011.
Only 1:3 employees are ENGAGED—worldwide!
The Good News
Vice Chairman and CEO, HCL Technologies The fastest growing information services company in India.
“I often wonder what would happen if we were to give Gen Y the license to reinvent
companies completely.”
Vineet Nayar puts employees first.
The urge to direct our own lives.
“Yearn to do what we do in the service of something bigger than ourselves.”
“Desire to get better and better at what matters to us individually.”
“There is a mismatch between what science knows
and what business does.”
(Intrinsic vs. Extrinsic Motivators)
Daniel Pink
Mismatch
2 the ROI of culture? So what’s
The Bad News
$416 billion per year
due to Disengaged Employees
Source: Gallup Organization’s Employee Engagement Survey, 2009
COST OF LOST PRODUCTIVITY
Return Shareholder
SOURCE: Hewitt Associates in 2009
GIVE
ENGAGED stay
for what they…
DISENGAGED stay
for what they…
Why they stay?
GET
SOURCE: BlessingWhite, Inc. Employee Engagement Report 2011.
The Good News
Who’s living it?
Welcome unconventional ways to innovate and create new products.
Values ‘r Us
Zappos Family Core Values “As we grow as a company, it has become more and more important to explicitly define the core values from which we develop our culture, our brand, and our business strategies. These are the ten core values that we live by:
Values Lead Strategy
1. Deliver WOW Through Service 2. Embrace and Drive Change 3. Create Fun and A Little Weirdness 4. Be Adventurous, Creative, and Open-Minded 5. Pursue Growth and Learning 6. Build Open and Honest Relationships With Communication 7. Build a Positive Team and Family Spirit 8. Do More With Less 9. Be Passionate and Determined 10.Be Humble”
1. Sold to Amazon for $1.25B: AND retained culture & brand.
ROI of Delivering Happiness
2. Tony Hsieh: shared the $1.25B
proceeds with employees.
ROI of Delivering Happiness
3. Happy customers: 800 number on top of every page & free returns
ROI of Delivering Happiness
4. Culture as marketing asset: Created a training division (Zappos Insights) and Delivering Happiness is a movement.
ROI of Delivering Happiness
5. Open and transparent: Employee testimonials in “Culture Book” (unedited)
ROI of Delivering Happiness
Stability & Consolidation Speed & Imagination
Accounting Rules Innovation Rules
Tangible Assets Intangible Assets
Delegation Abdication
TQM, Six Sigma Design Management
Hierarchy Seamlessness
Mass Production Personalization
Technology Supports Change Technology Drives Change
Case Studies Scenario Planning
Products & Services Experiences & Solutions
PowerPoint Presentations Storytelling
Enforce Order Thrive in Chaos
Transaction Relationships
Competition Collaboration
Only Men, Engineers More Women, Ethnographers
MBAs Designers
Zero Sum Game Win-Win-Win
Old New
It’s happy-ning globally
True bottom-line:
People are resilient!
3 can we do? Now what
Trust
Be Responsible
Fail & iterate fast
Be Involved
Be Vulnerable
Be Humble
Ask
Listen
Respond
1. Sincere Leadership
INTELLECTUALLY EMOTIONALLY INTUITIVELY
Culture is NOT a One-Off “Initiative” | Set of Posters | Morale Event
RED-FLAGS
ENABLERS
Trust Leaders They have your back
Respect Leaders
Align with Mission
Living Your Purpose
Learning/Growing
Freedom to Fail
Passionate
Positive
Basics covered? Pay | Benefits | Workplace
Company Direction
Communication
2. Truly Assess Your Culture
INTELLECTUALLY EMOTIONALLY INTUITIVELY
Not simply an annual employee poll with no on-going action.
RED-FLAGS
ENABLERS
SOURCE: Resonant Insights, white-paper “Conscious Culture Creates Brand Value”
PASSIVE
ADVOCATES
FOLLOWER
AMBASSADORS
3. Let Ambassadors Arise
What’s an Employee Ambassador?
INTELLECTUALLY Live brand tenants with personal confidence and connection.
EMOTIONALLY Spontaneously recite personal stories of brand connection.
INTUITIVELY Proactively suggest new ideas and pilot them rapidly & often.
SOURCE: Resonant Insights, white-paper “Conscious Culture Creates Brand Value”
1
2
2
3
Linked purpose
Genuine passion
Being 101% herself
Got real vulnerable
Trusted advisors
Listened
SOURCE: Resonant Insights, white-paper “Conscious Culture Creates Brand Value”
Example of Employee Ambassador
100% = 24 hours
Bill Gates, you and I… all have the same 24 hours.
YOU choose what to put in your 24 hours
The extra 1%
comes through us and from others who support us.
“A small group of thoughtful people could change the world.
Indeed, it's the only thing that ever has.” Margaret Mead
What’s next?
We inspire people to be their 101% best.
Why talk to Resonant Insights?
Our Invitation:
1. Visit us at Booth #213
2. Answer 3 quick questions
3. Get Coffee
YOUR NEEDS
3 Single-Serve Packets of Starbucks VIA for the first 24 participants
Bobby Bakshi Chief Inspiration Officer [email protected]
425.999.9984 www.ResonantInsights.com
Thank You
