2. 4. Mission 5. Complex issues our proposition solves Agenda 1. Our clients 2. About us 3. Vision 6. Tailored success outcomes to show ROI 7. The business case 8. Employees who are happiest 9. A definition 10. The performance-happiness model 11. The core: an individual 12. The core: a team
3. 1. Our clients AELTC Hogg Robinson Group Oxford University Press BAFTAHowrey LLP Puma BASF innocent drinksRoland Berger Baxter WorldwideIrwin Mitchell Shell Cass Business School Judge Business School Tetra Pak CERN London Business School UBS Chicago Booth Mansell UIB Cisco Systems NHBC Unilever ESCP NHS Vodafone Equity Ins Group OMD WHO Focus Solutions Oxfam Wiley Blackwell General Physics Oxford (Said) Biz School Yorkshire Water
4. 2. About us Founded 2003 50 associates, 20 coaches, 15 actors Work all over the world HQ Oxford, with offices in USA, Dubai, South Africa Research department since 2005 Largest provider of learning to London Business School
5. To assess, analyze, and act upon the universal factors that create high-performing organizations. “Providing practical solutions for complex workforce challenges.” 3. Vision
6. 4. Mission Provide good-to-go and practical solutions for common and complex organizational issues Demonstrate ROI Offer fully supported or unsupported turnkey services based on unique intellectual property Ensure that all offerings are fast-start and easy to use Develop offerings that secure buy-in Provide fantastic quality and value for money Benefits: save time and money while reducing reliance on costly consultants
7. 5. Complex issues our proposition solves “How do we create capacity without recruiting?” “How do we keep our best people?” “How do we downsize and still deliver?” “How do we push/maintain performance without pain?” “How do we ensure motivation?” “How do we know our people initiatives have worked?” “How do we get people to be more innovative or creative?” “How can our people help us grow?” “How do we get this team to up their game?” “How do we push our leaders to their next level?”
8. 6. Tailored success outcomes available to show ROI Errors/accidents Customer complaints Time to market Product or project delivery Key milestones or deliverables Other in-house data key for success
9. 35 months 7. The business case: intention to quit Comparing the happiest employees with their least happy colleagues 60 months Staying in job
10. 7 days / year Comparing the happiest employees with their least happy colleagues Sick leave 0.75 7. The business case: sick leave
11. 7. The business case: focus on task 80% time on task 77% time on task Comparing the happiest employees with their least happy colleagues 40% time on task Focus on task
12. 7. The business case: energized 78% Energi-zed Comparing the happiest employees with their least happy colleagues Energized 13%
19. 40% more confidenceThese are not standard outcome measures that most pulse, team, engagement or leadership surveys examine
20. 9. Based on rigorous research 14focus groups 67 interviews A theory – Being Belonging Becoming: 50%, 15%, 35% Study 1: 193 Study 2: 403 Study 3: 1940 Version 24 Validity and reliability 6,500 respondents
21. 9. Based on research: a definition ‘Happiness at work is a mindset which allows you to maximize your performance and achieve your potential. You do this by being mindful of the highs and lows when working alone or with others.’ This isn’t just about the highs. It’s about creating a bank to invest in and then drawn on.
22. Pride Trust Recognition Contribution Confidence Conviction Achieving your potential Culture Commitment 10. The performance-happiness model
23. 11. The core: an individual hhhhhh For a sample individual report, click http://tinyurl.com/ippqreport
24. 12. The core: a team of middle managers Hhhhhhhhh XYZ II For a sample individual report, click http://tinyurl.com/salesteamreport
