Comments on: How do we create employee buy-in?

By: Raf

Raf — Fri, 28 Sep 2007 09:48:36 +0000

Luncy, We’ve done the research that shows organisations which align around a common purpose and values outperform those that don’t.

If you would like a tool to make this happen then VortexDNA technology is the way forward. (www.vortexdna.com)

We like to ask questions and then answer them

By: benkepes

benkepes — Fri, 28 Sep 2007 01:48:50 +0000

Nice riposte!

Keep up the dialogue….

By: Lucy

Lucy — Fri, 28 Sep 2007 01:41:08 +0000

To be on a quest is nothing more or less than to become an asker of questions.
- Sam Keen

By: benkepes

benkepes — Fri, 28 Sep 2007 00:32:36 +0000

What I love Lucy (as opposed to I Love Lucy!) is that you always give me the easy jobs. I have to keep something back for myself – can’t give all my IP away…. but for a start (and it’s 51 words… sorry about that)

Organic business, build new business models, leverage individuals knowledge and skills, allow individuals to collaborate at will and share in the fruits of that collaboration, utilise these method for traditional business, revitalise primary production with creative ideas and self developed commercialization, make every CEO read Wikinomics, forget MBA’s, create and grow

By: Lucy

Lucy — Fri, 28 Sep 2007 00:09:40 +0000

So can you propose/encapsulate a national plan of attack in 50 or less words- with expertise made possible only by this daily excitement you mention?

By: benkepes

benkepes — Thu, 27 Sep 2007 21:43:25 +0000

What you say is correct – and also that NZ businesses are so busy working in the business that they can’t stand back and work on the business and see the value they could extract out of empowered employees.

It’s the stuff that gets me excited every day…….

By: Lucy

Lucy — Thu, 27 Sep 2007 21:31:01 +0000

What the four bullets are really are delivering to really is quite different to the collective aspects provided by a union. I imagine this culture that fosters individual development while giving a clear set of strategic objectives/vision to apply these newly acquired skills is great for efficiency/productivity and execution as well as personal fulfilment.

If its a fact that a good (even great) salary gets 80% job performance and a great culture gets 120% – then why isn’t it just a no brainer that investment here is key? Intangibility/ “Airy fairy” concept of culture? Harder to prove quantitative evidence around bottom line impact?