Bob Stone from Healthways, a solution provider company at the marcus evans Corporate Benefits Summit 2012, on improving well-being, thereby reducing employee costs and increasing individual and organizational performance. Interview with: Bob Stone, Co-Founder & Vice President, Healthways

FOR IMMEDIATE RELEASE

Engagement and executive leadership are crucial for any health improvement program to work, says Bob Stone, Co-Founder & Vice President, Healthways. “The absence of one or the other will significantly reduce the likelihood of real success,” he adds.

From a solution provider company attending the upcoming marcus evans Corporate Benefits Summit 2012, in Braselton, Georgia, June 17-19, Stone discusses why employee wellness programs are necessary but insufficient to maximize cost reductions and improved performance.

What initiatives to increase employee engagement and productivity would you recommend?

Engagement is a critical success factor for any program to work. It is dependent on corporate leadership creating an environment that is supportive on the one hand and having a supplier who knows how to engage folks on the other.

Productivity is actually an outcomes measure of the program’s success. As science has advanced, productivity, or as we prefer to call it performance, can now be effectively measured in real economic terms.

The absence of one or the other will significantly reduce the likelihood of real success. The economic impact of improved performance can, and should, be measured both at the individual and organization level.

How can corporate benefits directors reduce costs?

The biggest challenge faced by corporate benefit directors comes from their perceived need to save money. Without any meaningful way to evaluate savings over time, they feel forced to demonstrate their ability to save money in yearly increments, rather than over the employment life of each employee. This focus on short-term savings often causes benefit designs to focus either on the sick population, or the whole population as an average. Both approaches are less than optimal.

Benefits directors often do not have all the data with respect to the drivers, and resultant costs, of individual and population-wide well-being to allow them to articulate a better approach for their company.

In your opinion, what corporate employee benefits programs have proven most successful?

This depends on the organization’s definition of success and the time period in which that success is to be achieved. There are plenty of programs that can help employees quit smoking or lose weight. But quitting or losing, only to re-start or gain back is not a credible definition of success.

Fortunately, the outcomes and intervention science in these lifestyle behavior change programs are becoming more rigorous every day. Employers need to make sure that they stay current on the emerging science.

What is your outlook for the future?

Everyone will be watching the Supreme Court for its decision on the Affordable Care Act. However, irrespective of the outcome, two things are clear. First, most states will have some form of exchange in place in less than 18 months, and second, the pay-for-volume will die out, and pay-for-outcomes will become the de facto model.

Benefit directors must be prepared to help their organizations make the fundamental health insurance decision: to provide it, or not. Pay-for-outcomes opens the possibility of creating direct service agreements directly with providers. I expect there to be significantly more of that approach going forward.
Contact: Stacey Melvin, Journalist, marcus evans, Summits Division

Tel: + 357 22 849 400
Email: press@marcusevanscy.com
About the Corporate Benefits Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, June 17-19, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on motivating, attracting and retaining qualified employees, allowing employees to exceed the expectations of upper management and techniques in managing global benefits and methods.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.
About Healthways

Healthways is the largest independent global provider of well-being improvement solutions. Dedicated to creating a healthier world one person at a time, the Company uses the science of behavior change to produce and measure positive change in well-being for our customers, which include employers, integrated health systems, hospitals, physicians, health plans, communities and government entities.  We provide highly specific and personalized support for each individual and their team of experts to optimize each participant’s health and productivity and to reduce health-related costs.  Results are achieved by addressing longitudinal health risks and care needs of everyone in a given population. The Company has scaled its proprietary technology infrastructure and delivery capabilities developed over 30 years and now serves approximately 40 million people on four continents.

Learn more at www.healthways.com

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com
All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com

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Everyone who shops online or uses online auction sites such as Ebay needs to use as much common sense as they would use when going into a real shop or when getting some work done on the house.

1 – If you shop online, make sure that your prospective supplier looks real and reputable just as if the site was a physical shop or office. Check that it has a proper address and phone number which you can use if things go wrong. PO Boxes and suite numbers which suggest an accommodation address are very often the first signs of trouble. Usually, a business which has caused numerous problems for customers in the past will show up on things like consumer forums via a simple Google search.

2 – Next, ensure that there is a clear privacy and returns policy in case you have problems. Finally, before parting with any money, check that there is the padlock icon on the page where you are providing payment details and personal information. Remember, if you are still in any doubt at all, go elsewhere even if it costs slightly more.

3 – Online auctions provide a different set of challenges since you are relying heavily on reputations endorsed by people you don’t know so don’t be afraid to do your own due diligence – check feedback and ask whatever questions you need to.

4 – Remember, confidence tricksters work on the basis that there is one born every day because, sadly, there usually is and, with the huge numbers that can be reached via the net, they don’t have much trouble in finding new victims. Just make sure it isn’t you. If it looks too good to be true, it probably is and, whatever you do, don’t ever fall for those pleading letters asking if you can help getting large sums of money released from certain bank accounts in far off lands.

If someone has a genuine problem accessing funds which are due to them, lawyers and/ or bankers will gladly help. He or she won’t need your assistance.

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Jay Kuhlman of Assima, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on maximizing the ROI of enterprise applications. Interview with: Jay Kuhlman, General Manager for North America, Assima

FOR IMMEDIATE RELEASE

Developing and creating the best system in the world is meaningless unless people are motivated to use it and have the know-how, says Jay Kuhlman, General Manager for North America, Assima. The organization must be ready for technological change, but the key is small successes, not necessarily sweeping victories, he adds.

From a solution provider company at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Kuhlman discusses how Chief Learning Officers (CLOs) and Chief Human Resource Officers can maximize their organization’s return on investment from enterprise applications.

What organizational risks can corporate learning and HR eliminate?

Many companies underestimate the need to prepare the business for change. Adoption of change is a significant risk that must be strategically planned throughout an enterprise wide project, to ensure user acceptance.

Though CLOs often face restrictions and are tasked with streamlining processes and cutting costs, quality still comes at a price. The key, however, is taking a small piece of the process, doing it well, then using that piece to model other pieces. When companies take on too large an effort with enterprise software projects, they may give productivity a boost but bring in greater risks.

Many companies purchase or build training content with no clear plan on how those assets will be maintained. In much the same way a company conducts routine maintenance on an investment of expensive machinery, similar care must be taken for a company’s knowledge repository.

How can they streamline processes and cut costs?

For mission critical systems, all organizations are moving to an e-learning model as the cost and the downtime required for training is becoming increasingly impractical. Having a tool that can cost effectively develop e-learning, which is even more effective than classroom training, can significantly reduce costs while improving end user adoption.

What could improve employee performance, productivity and engagement?

Equip employees with tools that make their jobs more doable and enjoyable. Empower employees to take charge, take manageable risks – then reward those who do – and capture their success by using the knowledge made available to them.

Why do you recommend a customized approach?

Generic solutions are worse than no solutions. Employees want to do things right, but they are often put in positions where speed comes first and precision second. Many solutions offer speed, but compromise on precision. There must be a cost effective and balanced solution for quality decision-making.

What makes a learning culture effective?

The earlier the business gets involved in the design, development, and maintenance of a solution, the more effective and embedded learning will be. There must be employee and business buy-in to maximize the ROI of enterprise applications.

Again, take on a small effort and demonstrate its value. Designing and building the best system in the world would be meaningless if people are not motivated to use it or if they do not know how to. Small successes, not necessarily sweeping victories – this is the key!
Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com
About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Assima

With a focus on critical IT Business Application roll-outs, Assima’s 4th generation cloning technology has empowered global clients to eliminate costly training environments, automate the development of cloning based simulations and documentation, and reduce overall implementation cost. Assima’s Performance Support solution provides immediate, contextual “help” in the live environment.

www.assima.net

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com
All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com

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Developing Self-Aware Leaders to Advance the Organizational Mission

Paul C. Velasco of the Mendoza College of Business – Notre Dame University, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on leadership development. Interview with: Paul C. Velasco, Director of Executive Education, Mendoza College of Business – Notre Dame University

FOR IMMEDIATE RELEASE

Chief Learning Officers (CLOs) need to proactively train their people to be ready to lead, take the next position and meet new challenges when called to do so,” says Paul C. Velasco, Director of Executive Education, Mendoza College of Business – Notre Dame University. “The best and most effective CLOs are partnered with their executive team to create a core of leaders who can meet needs or opportunities when they arise, providing strategic resiliency for the organization,” he adds.

From a solution provider at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Velasco talks about leadership development and how self-aware leaders help drive an organization forward.

What is your definition of a successful leader?

We work with leaders at multiple levels, from those entering a supervisory role to industry veterans. We find that at the early stages, most of their leadership skills are actually management skills and business acumen. As they move up and start having greater responsibilities and begin generating value through other people’s work (as opposed to creating value themselves), it becomes a lot more important for them to recognize, nurture and expand upon other people’s capabilities to generate value for the organization. In order to do that, first they need to have a much greater understanding of themselves and what motivates others.

What is the Integral Model of Leadership?

This model focuses on the need for leaders to recognize their own values, and through a variety of tools realize how they are perceived by other people. Most leaders need to come to grips with the disconnect between what they hold true to themselves and how others experience them. They also need to understand how the way they express their values influences the culture of their organization. The Integral Model helps them unleash their leadership potential and become more authentic leaders.

How do you assess what organizations need?

Most of the time, this comes down to spending time getting to know the individuals, asking the right questions and identifying what they are struggling with. This also depends on what the organization wants out of its leaders. We identify their pain points, what is truly holding them back, and provide training to move them forward.

How can CLOs influence their organizations’ competitive edge?

It is crucial for CLOs to understand the direction that their organization is taking as constructed and communicated by the leadership, then make sure that the human resources are there to achieve those goals. They have to be true partners with the senior management to advance their organization’s mission.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Mendoza College of Business – Notre Dame University

The University of Notre Dame is a nationally recognized independent Catholic university located adjacent to the city of South Bend, Indiana. With over 160 years of history, Notre Dame has been a consistently recognized leader in business education, with three consecutive years as Businessweek’s #1 BBA program and recognition as a top-tier Executive Education school.

http://executive.nd.edu
 
About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com 

All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com

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マーカスエバンズの公式日本語ウェブサイトが完成致しました。

www.marcusevansjp.com

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人事部門責任者向けの情報収集プラットフォーム、『HR Japanサミット2012』の開催場所がフォーシーズンズホテル椿山荘東京に決定致しました。
2012年7月11-12日に開催予定の同サミットは、日本国内外のCHO及び人材ソリューションプロバイダーを対象とした、ビジネスイベントです。

詳細はwww.hrjapansummit.com、または03-5823-0688までお問い合わせ下さい。

マーカスエバンズ
マーケティングマネジャー
二場悠里

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Unleashing the Potential for Powerful Business Results

Pat Weger and Donna Stoneham of Integral Intelligence, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on leadership development. Interview with: Pat Weger and Donna Stoneham, Co-Founders, Integral Intelligence®

FOR IMMEDIATE RELEASE

Many leaders do not realize they have an untapped reservoir of intelligence that, when developed, can yield powerful results, say Pat Weger and Donna Stoneham, Co-Founders of Integral Intelligence. Using an integral approach in leadership development, leaders can use their full capabilities to bring out the best in themselves and unleash the potential in their teams and organizations.

Integral Intelligence is a solution provider at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24.

What is Integral Intelligence®?

Donna Stoneham: When it comes to business, we have tended to believe that being smart is sufficient to produce sustained, exceptional performance. More recently in leadership theory, Daniel Goleman’s work in emotional intelligence (EQ) demonstrates EQ is just as important as IQ when it comes to exceptional leadership. But cognitive and emotional intelligence are still not enough for leaders to create exceptional business results through their people. Three other dimensions of intelligence must be brought into play: somatic – wisdom of the body; relational – wisdom of engagement; and spiritual – wisdom of connection.

Pat Weger: For example, when a leader taps into somatic intelligence, it is transformational. Using the intelligence of the body to notice how behavioral patterns are triggered is powerful information. Most leaders do not take this into consideration, but when they develop this awareness, they appreciate the difference it makes in how they manage their emotions and relate to others. One leader found that a focus on his body helped him learn to bring his team along with him, rather than riding roughshod over their input and coming to the answers himself. He described his body trigger as, “feeling his blood rush” and came to know that when this began to happen he needed to slow down and focus on his team.

When leaders are able to balance all dimensions of Integral Intelligence, what qualities are they able to develop?

Donna Stoneham: When leaders release the unrealized potential of Integral Intelligence, a whole new arena of capability opens for them and their teams. Leaders become more authentic and present, developing trust, unleashing creativity, and cultivating a climate of innovation. They also develop resilience that helps them bounce back faster in the face of rapid change and escalating work demands.

Pat Weger: Leaders demonstrate greater courage and vision, helping them lead their organizations further and faster. They are able to ask powerful, generative questions that bring out the best thinking from everyone. They become integral leaders with deep self insight, capable of using all dimensions of intelligence to inform how they respond in every moment and interaction.

Why is it important for leaders to develop deep levels of self-insight?

Pat Weger: Once leaders recognize their patterns and habitual ways of responding, they are able to choose more appropriate responses in any given situation. We call this self-correcting behavior. Deep self-insight allows them to match their intentions to attaining the best possible results for the business.

Donna Stoneham: The more self-aware we are, the more effective we are in our interactions. This channels all of the energy in a positive direction for the business, resulting in a corporate culture where people contribute their best and thrive.
Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com
About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Integral Intelligence®

Integral Intelligence® is a transformational approach to executive coaching and leadership development that unleashes the best in leaders and their teams. We create powerful, sustainable business results by helping leaders bridge the gap between what they do and how they do it. Using all the dimensions of Integral Intelligence significantly expands the capacity and capability of leaders and their organizations.

www.integraliq.com

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com
All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com

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HR’s Role in Helping the Business Evolve

Jenn Crenshaw, the Chairperson of the marcus evans Corporate Learning & Talent Development Summit 2012, on continuously evolving and improving the business. Interview with: Jenn Crenshaw, MS, SPHR, Vice President, Human Resources, Burger King Corporation

FOR IMMEDIATE RELEASE

Chief Learning Officers (CLOs) and Human Resources (HR) directors must continually challenge the business to do better, even if it means battling against what has always been done, no matter how successful, says Jenn Crenshaw, MS, SPHR, Vice President, Human Resources, Burger King Corporation.

The Chairperson of the marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Crenshaw talks about talent management and continuous improvement.

Why should even successful organizations continuously evolve?

The quick service restaurant industry is extremely competitive, to stay relevant, we must continuously evolve. It is not that who we were in the past was bad or wrong, but we must accept that our customer base is changing. They expect more and we have to challenge our front line to deliver. 

What role do CLOs and HR directors play in that?

It starts with defining the talent selection strategy. It is critical for HR to know the business well, where the gaps are, and bring in and develop the existing talent to move the business forward.

They should not necessarily focus on the developed skill set that people have, but their competencies. The soft skills that are not as quickly or easily taught as technical skills. We can teach someone how to operate a restaurant, but not how to become a great leader in a short period of time. Hire for soft skills and teach the technical skills. However, HR must then make sure to have programs to teach those technical skills, otherwise they will have hired great people but not necessarily set them up for success.

What do CLOs overlook in talent management?

Often times the internal talent in other functions is overlooked. Cross-functional career moves are good for the business, but if leadership does not see someone in the immediate function or line of business they tend to hire external talent. They may be missing very rich opportunities.

Any final thoughts?

Innovate. Do not get stuck. Battle against the inertia of doing what has always been done, no matter how successful. Make sure to constantly challenge the business to do better. Stay cutting edge and creative. If you designed a development process a few years ago but did not subject it to continuous improvement, you may very well be stagnant and doing the business a disservice.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com 

All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com

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Business Success through Better Conflict Management

Tim Scudder of Personal Strengths, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on how better interpersonal conflict management can improve an organization. Interview with: Tim Scudder, Chief Executive Officer, Personal Strengths

FOR IMMEDIATE RELEASE

“Interpersonal conflicts cost organizations a lot of money,” says Tim Scudder, Chief Executive Officer, Personal Strengths. “Studies show that people in the US spend an average of three hours a week dealing with interpersonal conflict, resulting in a total cost of USD 359 billion in wasted time. Chief Learning Officers (CLOs) must consider the cost of conflict to their organization and what it could do with its share of the money,” he adds.

From a solution provider company at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Scudder is a Master Class presenter at the event. He recently released a new book, “Have a Nice Conflict”, an engaging, credible, and practical story that shows how to more effectively manage interpersonal conflict. Here Scudder talks about leadership development, how conflict affects leaders, and how they can turn it into a source of productivity.

What business problems does managing interpersonal conflict solve?

Interpersonal conflict is viewed as unpleasant and to be avoided, but there is a real business advantage to better managing it. The number one reason why people leave is because of their relationship with their supervisor. Turnover can cost 150 per cent of the person’s salary, including the cost of rehiring, retraining, and lost opportunities. However, it is not just about reducing unwanted employee turnover. There are also legal and HR costs, health care and absenteeism, and damage to the company’s reputation and customer relationships.

What is your definition of conflict?

The most common definition of conflict is: disagreements, arguments and fights. Many people define conflict as opposing ideas and goals, but these can be negotiated without conflict. Conflict is when a person feels a threat or a personal attack to their sense of self-worth. The experience of conflict is deeply personal. Some people say we should take the emotion out of conflict – to be purely rational – when in fact it is biologically impossible to reason without emotion. It is important to recognize the elements of opposition and conflict in an issue, and deal with them through different methods.

How can conflict management skills be taught to developing leaders?

There must be a structured way to look back at past conflicts and deduce some principals that we can take forward into future conflicts. We create experiences that simulate conflict and bring up elements that would let people better manage their actual issues. It is important to advance the conceptual and real-world application tracks together, to get a solid understanding of the principals and some practice in applying them.

Better conflict management fits into two buckets: doing things differently, based on potential or actual conflict situations, and seeing things differently, whether there might be a positive intention behind the perceived attack. This can prevent as much conflict as doing things differently can. Leaders must clarify their leadership philosophy, and explore their attitudes and perceptions, and how all this influences their decisions and behaviors.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Personal Strengths

Personal Strengths is dedicated to improving organizational results through the productive transformation of working relationships.  The company offers products in over 20 languages to support training and development efforts, and offers a broad range of services including: in-house training programs, consultation, curriculum design, and SDI (Strength Deployment Inventory) Certification courses.

www.PersonalStrengths.com

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com 

All rights reserved. The above content may be republished or reproduced – kindly inform us by sending an email to press@marcusevanscy.com

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Perceptyx: Getting Employee Engagement Right

Jack Morehouse from Perceptyx, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, on employee engagement. Interview with: Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx

FOR IMMEDIATE RELEASE

“We should stop measuring engagement drivers; we know what they are. A better approach would be to measure what we know is getting in the way of individuals’ abilities to achieve the level of success they are looking for,” says Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx. From a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, Morehouse discusses how Chief Learning Officers and Human Resources directors can enhance employee engagement in the workplace by listening and removing the obstacles to their success.

Why do you consider employee engagement as the Holy Grail and the top contributor to an organization’s bottom line?

We use the analogy of the Holy Grail because high levels of employee engagement is the most contributing factor to the performance (and ultimately success) of any organization, and at the same time, incredibly elusive and difficult to achieve. Many organizations continue to measure the drivers of employee engagement through employee surveys, trying to find ways to engage the workforce. But employee engagement is not a process or program that can be added to an organization. It must come from the hearts and minds of employees, and it must be their idea. 

People become passionate about their lives and their work when they anticipate being successful, both individually and as part of a team or organization. Think about it for a second. Why is it that sports teams start selling out games when they are winning? People want to be a part of something exciting, something successful.

This is why we place the drivers of engagement on the back-end of the survey process, and on the front-end measure what is getting in the way of an individual’s ability to anticipate achieving success.

What is the best way of identifying and measuring these obstacles to success?

First, we have to identify what success looks like for any individual. We break that down into a number of categories and begin measuring what is getting in the way of each one. We evaluate critical areas in the organization, for instance, whether people know exactly where they are going, how they will get there, and what part they play in it.

Your website talks about giving voice to the workforce. What does that mean?

When done the right way, the employee survey offers organizations the unique opportunity to jump-start employee engagement. When managers start to truly listen to what employees say is getting in the way, responding immediately and involving them in the process of making improvements, employees start to anticipate success. They get excited and they become engaged, most importantly, the organization improves its bottom line – for all stakeholders, including employees.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
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Corporate Learning & Talent Development Summit 2012

HR Technology Summit 2012

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.

For more information, please visit: www.marcusevans.com 

About Perceptyx

Perceptyx provides a revolutionary approach for helping organizations improve employee engagement.
Our process is based on a powerful technology platform, with easy to use reporting and action planning tools, supported by dedicated project managers and a focused, world class consulting team.

More information: www.perceptyx.com

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