Driving a Culture of Performance
Measure, Manage, and Hire for Culture
Dates and Times:
Register once to access all three sessions
Part 1: Now available on demand
Part 2: February 19, 2020 @ 2:00 pm EST, 11 am PST
Part 3: March 18, 2020 @ 2:00 pm EST, 11 am PST
3-Part Webinar Series
Do you understand your culture? Do you know what your culture is worth?
In a 3 part educational webinar series, which started January 22nd, we will address the value of your culture and how to quantify it. As with any business performance driver, your unique cultures at the individual, team, and organizational levels needs to be measured. Once you have the data what do you do with it? We will dive into data, showing you how to calibrate your culture for performance and develop a target performance based culture. By doing so, you can be more intentional about identifying candidates who will thrive and engage, develop, and promote, current employees.
Part 1: Measuring Culture
Now Available On-Demand
To drive a performance based culture, the first step is to obtain your OWN data. Your culture is unique to your organization. It is made up of unique individuals, teams, and departments. Identifying the nuances at each level is vital to becoming intentional in developing your culture and driving business performance. This 1 hour session will dive into the measurement techniques that can be applied when looking to better understand your underlying culture and find actionable insights about what to do with the data. We will also talk through where other culture-related measurement techniques like engagement surveys and 360s are falling short.
Part 2: Managing Culture
Wednesday, February 19, 2020
Now that you have an understanding of how to measure your culture, what can you do with the data? In this session, we will show you how to use your data to be more intentional about what you are trying to do with your culture, make decisions, and effectively manage it. Specifically, we will show how to develop a target performance-based culture by looking at high and low performing individuals and teams. Then, as a preface to part 3, we will talk through how the data can be used to make decisons about current employees, engage with them, and used on the recruiting front to find similar or complementary talent.
Part 3: Hiring for Culture
Wednesday, March 18, 2020
Off the shelf behavioral assessments and industry benchmarking don’t drive YOUR culture forward. Instead, go beyond check the box assessments, which is self-awareness, and help drive your organization to levels of “Emotional Intelligence” (EQ) throughout your company. Modeling success after your own high performing individuals and teams leads to real outcomes. Once you have your own data, you can be more intentional about hiring for similar or complementary talent depending on your unique need. As a result, you will cut costs, lower turnover, shorten time to hire, find happier/more engaged employees that drive business performance.
Juan Luis Betancourt
Chief Executive Officer, Humantelligence
Juan’s experience in human capital advising was developed through his work at Korn/Ferry International, Heidrick & Struggles, Siebel Systems (now, Oracle), and Procter & Gamble
Previously, Juan worked globally as a general manager in the US, France, Germany, Brazil, Mexico, Argentina, and Dubai. While at Puma, AG, as Chief Marketing Officer & Strategy Officer based in Germany, he was responsible for successfully relaunching the Puma sports brand.
Juan brings his combination of global cultural awareness and data analytics to each Humantelligence client.