Speaker Showcase, New York - Jenn Lim - Delivering Happiness 9.16.16
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Keynote from Jenn Lim, Delivering Happiness at the Speaker Showcase in New York on 9.16.16
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Speaker Showcase, New York - Jenn Lim - Delivering Happiness 9.16.16
- 1. PREMIERE SB NYC, NY 14 SEPT 2016 JENN LIM CO-FOUNDER | CEO | CHIEF HAPPINESS OFFICER
- 2. QUICK POLLS DH PERSONAL HAPPINESS % OF PEOPLE UNHAPPY AT WORK IN THE WORLD
- 3. HAPPINESS IS THE PURPOSE OF OUR EXISTENCE HAPPINESS IS DEPENDENT ON OURSELVES ARISTOTLE 200 BC
- 5. WHAT IS YOUR GOAL IN LIFE?
- 6. THE ROI OF HAPPINESS
- 7. employees in the world DISENGAGED in lost PRODUCTIVITY (U.S. alone) Gallup 2012
- 9. TIME TO REFRAME THE WAY WE WORK
- 10. TIME TO REFRAME THE WAY WE WORK
- 11. HOW?
- 13. REFLECTION HOW DID I GET HERE? WHY AM I SO PASSIONATE ABOUT HAPPINESS?
- 14. MT. KILI GREEN FIELD Explored and Prioritized INTERNET CONSULTANT LAYOFF LOSER LOSS GO BEARS! ZAPPOS CONSULTANT ROCK BOTTOM REAL LOSS OH @#$%
- 15. • EXPECTATIONS • EXPERIENCE • EMOTIONS • STORIES • CULTURE PERSONAL EMOTIONAL CONNECTION
- 17. HOW IS CULTURE #1 PRIORITY? • HIRING FOR CULTURE • 5 WEEKS OF TRAINING • PAY TO QUIT • ZAPPOS CULTURE BOOK
- 18. CULTURE OF HAPPINESS AS A BUSINESS MODEL LESSONS LEARNED: 1. COMMITMENT 2. CORE VALUES 3. TRANSPARENCY 4. PURPOSE 5. RELATIONSHIPS 6. THE RIGHT TEAM HOW?
- 19. CULTURE AND CUSTOMER SERVICE SEVERAL BILLION $ COMPANY 1999 – TODAY NOV ‘09 AMAZON ACQUIRES ZAPPOS $1.2 BILLION** *GROSS MERCHANDISE SALES **SHARE VALUE AT THE TIME OF CLOSING
- 22. THE GLOBAL TIPPING POINT OF UNIFIED BY THE SAME VISION NO MATTER WHAT • BACKGROUND • CULTURE • IDEAS • JOB HAPPINESS
- 27. ELTV EMPLOYEE LIFETIME VALUE IDENTIFY THE ROI FOR YOUR ORG RESEARCH FROM GREENHOUSE
- 28. “THE BLEED” IN LOSS AND UNREALIZED PROFITS ROI OF HAPPINESS
- 29. IDENTIFY THE TRIAGE ROI FOR YOUR ORG RESEARCH FROM GREENHOUSE TRIAGE SITUATIONS TRIAGE SOLUTIONS LOW RETENTION | HIGH ATTRITION COSTING 150-300% OF SALARY 10 PPL X 80K = $1.2M ADDL COSTS LOW ENGAGEMENT LOW PRODUCTIVITY | PERFORMANCE | OUTPUT WHERES THE TALENT? HIGHER PEOPLE COSTS HAVE TO HIRE 2.5 VS 1 ENGINEER (x2.5 EXPENSES) CREATE A SUSTAINABLE CULTURE INCREASE TENURE BY 3-5 YEARS IMPROVE LEADERSHIP TRAINING (50% LEAVE BC OF MANAGER; 33% BC OF CULTURE) ALIGN COMPANY PURPOSE/VALUES WITH EVERYONE HAPPIER EMPLOYEES = HAPPIER CUSTOMERS = HAPPIER ECOSYSTEM BETTER RECRUITS THRU CULTURE PERFORMANCE + OUTPUT (E.G. >20% SALES, >22% PROFITABILITY)
- 31. OUR ROADMAP = THE HOW
- 32. OUR ROADMAP = THE HOW
- 33. WORKPLACES…REFRAMED MEASURABLE BUSINESS OUTCOMES THRU SUSTAINABLE CULTURE CHANGE
- 34. “With TOMS doubling in size within a year, we were trying to manage what it takes to grow culture between the “original” team and the “new” team. After Blake and team met with Tony, Jenn and Delivering Happiness we were inspired to focus on culture. As a result we’ve launched our own core values and we’re now all moving in the same direction!” — Amy Thompson, Chief People Officer, TOMS HAPPINESS…DELIVERED.
- 36. REFRAME THE WAY WE WORK ? 31 YEAR OLD MOBILE COMPANY STRUGGLING WITH GROWTH, RETENTION AND NEW TALENT ! ATTENDED 3 DAY BOOTCAMP IN SF TEN MONTHS AGO OUTCOMES - 60 > TO 600 APPLICANTS/MONTH - HIGH TURNOVER > ONLY 1 EE HAS LEFT - 2016 RECORD FINANCIAL GROWTH IN 31 YRS SUCCESS! MAJOR CULTURE CHANGES TO MAJOR BUSINESS RESULTS
- 38. ? MAKE PATIENT + EMPLOYEES A PRIORITY ALIGN 300 EXECS, 30 HOSPITALS, 55K EMPLOYEES SCALE IN QUICKTIME FASHION ! EXECUTIVE ALIGNMENT SESSIONS CULTURE LEADS ACROSS ORG/LOCATIONS TRAIN THE TRAINER TO SCALE OUTCOMES - SCALED ACROSS 55K EMPLOYEES - NORTHWELL BRAND SYNONYMOUS WITH INNOVATION AND HEALTH CARE LEADER SUCCESS! SCALING IN A LARGE ORG W/ BUREACRATIC LAYERS REFRAME THE WAY WE WORK
- 40. ? INTEGRATE HAPPINESS INTO GOV ! FOUNDATIONAL WORKSHOPS REFINE + CO-CREATE PURPOSE AND VALUES TRAIN THE TRAINER OUTCOMES - PM ANNOUNCES MINISTER OF HAPPINESS - GOV SCALING FOUNDATIONAL WORKSHOP ACROSS GOV ENTITIES SUCCESS! CREATING A TEMPLATE FOR GOVS AROUND THE WORLD REFRAME THE WAY WE WORK
- 41. QUESTIONS TO ASK: HOW COMMITTED AM I TO CULTURE AND MAKING HAPPINESS SUSTAINABLE AT WORK? WHAT’S MY TRIAGE ROI IF I DO? BIGGEST NAYSAYERS CAN’T SAY NAY ANYMORE WHO ELSE WILL BE MY CULTURE CHAMPS TO MAKE IT HAPPEN? SO…WHAT NEXT?
- 42. HAPPINESS AT WORK SURVEY PRESENTATION CULTURE BOOK CULTURE CALL {FREE} TOOLS TO HELP YOUR JOURNEY
- 44. BE TRUE TO OUR WEIRD SELVES LIVE OUR VALUES, PASSIONS AND PURPOSE PRIORITIZE SUSTAINABLE CULTURES AND COMPANIES IMAGINE… A WORLD OF HAPPY WORKPLACES
- 45. …THEN DO.
Hinweis der Redaktion
- Does anyone know this guy? 72% unhappy. Either disengaged, working below potential, or actively sabatoging 1 in 7. Is it you? Is it person next to you? Your boss?
- WHAT DO CUSTOMERS EXPECT? WHAT DO CUSTOMERS ACTUALLY EXPERIENCE? WHAT EMOTIONS DO CUSTOMERS FEEL? WHAT STORIES DO THEY TELL THEIR FRIENDS? HOW CAN CULTURE CREATE MORE STORIES AND MEMORIES?
- I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
- I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.
- I don’t know what you say here, but I would say something like : Paraphrase: Congrats…if you’re into this happiness thing, then good news! You’re already on the way through the first phase of the roadmap we use for our consulting work: the inspire phase. And that’s not a throwaway point…Inspiration is crucial. Until there is the feeling of possibility and shared inspiration, and an understanding of some of the facts that support it, you can’t create the momentum necessary to shift toward a sustainable happy culture. But once you and your organization have that inspiration, the sky is the limit. You can then shift to the next phase: ”Assess”. ’You need to measure (quantitatively and qualitatively) your culture accurately to create a baseline measurement, which helps you to figure out what is working and what improvements can really be made. Traditionally, culture and happiness have been challenging to measure, s they were considered fluffy. But as we’ve shown today, we know it’s not. To that end, we’ve worked to offer two different surveys, one for culture and one for happiness…etc etc… NOTE: I could also imagine some slide animiation NOTE: In the notebook, you’ll find links for both assessments! Take them for a spin.