EMPOWERING BUSINESS Purpose | Performance | Profit | People
WHY CHANGE?
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PROBLEMS WE SOLVE + CHALLENGES WE MEET
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VALUE + SERVICE
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WHO IS THIS FOR?
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CONTACT US
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“To improve is to change, To be perfect is to change often.” – Winston Churchill
Why Change? Business is a constant evolution of change and growth. Although change is inevitable, progress is not.
inherent.
How do we bring everyone along in leadership to drive the progress to grow through changes?
BIG Change Agency exist
Fundamentally, all success is an
to empower our clients
inside game governed by two
and partners in order to
principles;
This presents opportunities only to those willing to accept the challenges and responsibility
thrive and progress through these challenges and foster initiatives towards growth and improvement.
What makes or breaks any initiative to progress and improve in a business?
ď‚Ť STRATEGY (Critical thinking + decisions) ď‚Ť Behavior (Built capability + willingness of the businesses people) Businesses and organisations cannot often control external
Is it the decision to improve, or the thinking and communication the organization shares to create the progress together?
circumstances and market
What are the core principles that when followed, measured and standardised, enable businesses to excel and profit year after year?
communication and
forces. Progress in changing times can only be made by the empowerment, thinking, performance of the people that make up the business at all levels.
bigchangeagency.com
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PROBLEMS WE SOLVE + CHALLENGES WE MEET
Productivity Within the past decade, researchers studying positive organisational behaviour in the workplace have discovered that it is the highly developed psychological capital or ‘mindset’ of high performers that determines their high levels of productivity profitability, engagement, innovation and quality of life. INDONESIA has been ranked a poor 100th for productivity growth, according to a global survey, with the major regions recording poorly compared to other underdeveloped regions associated with the east development zone. Source: INSEAD (2007-2011). Global innovation index 2011.
“Higher employee engagement and loyalty in Indonesia will create a more focused and responsible employee towards organizational goals.” Survey result of Watson Wyatt Work Asia (2007/2008). “Employee Engagement and Business Success”. Translated from Indonesian
75% OF STAFF ...are likely to sacrifice higher pay for the opportunity to learn new skills.
Kelly Global Workforce Index.
Employee Engagement Business or work units that score in the top half of their organization in employee engagement have nearly double the odds of success (based on a composite of financial, customer, retention, safety, quality, shrinkage, and absenteeism metrics) when compared with those in the bottom half.
Those at the 99th percentile have four times the success rate compared with those at the first percentile. – Gallup Employee engagement affects nine performance outcomes. Compared with bottom quartile units, top quartile units have:
37% Lower Absenteeism
25%
65%
Lower Turnover
Lower Turnover
(in high-turnover organisations) (in low-turnover organisations)
28%
48%
41%
Less Shrinkage
Fewer Safety Incidents
Fewer Patient Safety Incidents
41%
10%
22%
Fewer Quality Incidents (Defects)
Higher Customer Metrics
Higher Profitability
21% Higher Productivity
Only 8% of Indonesian employees and 12% of South East Asian employees are engaged at work, according to Gallup’s new 142 country study on the State of the Global Workplace. The bulk of employees worldwide, 63% are “not engaged,” meaning they lack motivation and are less likely to invest discretionary effort in organizational goals or outcomes. 24% are “actively disengaged,” indicating they are unhappy and unproductive at work and liable to spread negativity to co-workers.
BIG Change Agency Value + Service The measured results and value of a BIG Change Agency project include: Improved Employee engagement
Effective behavioural change
Increased productivity
Increased sales + conversion
How we measure the value and results. All of BIG Change Agency client/
True results based on human
partnership projects are based on
empowerment with clear and consistent
clear and consistent measurables
measures of success.
and tracked with a tool that read back impact on bottom line results.
Our clients and partners see significant improvements in the financial
BIG Change Agency consults,
performance of their business, they
researches, diagnoses and if suitable
also experience a workforce that is more
presents a proposal based on a 10:1
dynamic, focused, productive and a
value proposition.
positive workplace culture underpinned by continuous improvement.
For every dollar spent, your returns are measured at $10.
OUR RESULTS DO THE TALKING Contact us today to discover how your business experience BIG Change
Our clients and partners understand that our programs are a partnership based on clear goals, strategy, measurement, communication and understanding.
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BIG Change Agency. Empowering Business.
Agency proposed growth.
WHAT WE DO. BIG Change Agency designs and delivers results based
Change Management
programs with our clients
Culture Development
and partners across four
Communication, influence + Sales
major categories.
Leadership Excellence
How do we do it.
Coaching - The support and accountability to follow through and achieve the result
Consulting - The Understanding,
BIG Change Agency continues to support
Diagnosis and Strategy
the individuals within the business by
BIG Change Agency will work with you to understand your objectives and offer advice based on research
providing them with support, building capability and keeping them accountable to the new standards set in the business.
we conduct within your business. We then formulate a project plan with you and put the measures of success and benchmarks in place.
Training - The knowledge and built capability BIG Change Agency
Facilitating - The collective plan to improve
draws on hundreds of proven models that
BIG Change Agency runs collective discussions that
upgrade and shift the
lead the groups ideas, importance and ownership of
thinking of the group in
the project and its purpose, outcomes and standards in
support of the projects
a way that brings everyone along in the process.
purpose and results.
bigchangeagency.com
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WHO IS THIS FOR? It all starts when our people meet your people. BIG Change Agency is built on the success of a core group of top performing consultants, facilitators and trainers and draws from a large and highly skilled network of over 500 Change Agents. We cover all business structures inclusive of; Large multi-national corporations Small to medium size businesses + companies Government and Defence Charity Organizations
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BIG Change Agency. Empowering Business.
Big Change Agency works across the following industries;
IT
Telecomms
BANKING + Finance
OIL + GAS
EDUCATION
REAL ESTATE
FMCG
ENTERTAINMENT
PUBLISHING
INSURANCE
MANUFACTURING
MINING + METALS
MILITARY
HEALTH + FITNESS
NOT FOR PROFIT
bigchangeagency.com
CONTACT OUR OFFICES With a strong foothold in the major cities of Australia and Southeast Asia, our wide reach brings change...BIG Change.
GLOBAL HEAD OFFICE
EASTERN AUSTRALIA
SOUTHEAST ASIA
MELBOURNE OFFICE
BRISBANE OFFICE
JAKARTA OFFICE
33 City Road
55 Baildon Street
Wisma Bayuadji Suite 4B-02A
Southbank VIC 3006
Kangaroo Point QLD 4169
Jl. Gandaria Tengah III, No.44
Australia
Australia
Kebayoran Baru, Jakarta Selatan 12310 Indonesia
big change agency.com | enquiry@bigchangeagency.com
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BIG Change Agency. Empowering Business.
REFERENCES 1. Paying attention in a particular way: on purpose,
8. Luthans, F., Luthans, W., & Luthans, B. (2004). Positive
in the present moment, and non-judgementally. Jon
psychological capital: Beyond human and social
Kabat-Zin, 1994.
capital. Business Horizons, 47, 45-50.
2. Hassad, C. 2008. Mindfulness, wellbeing and
9. Judge, T.A. (2009). Core self-evaluations and work
performance. NeuroLeadership Journal Issue one.
success. Current Directions in Psychological Science, 16, 58-62.
3. Mowbray. D. 2010. Resilience and strengthening resilience in individuals. Management Advisory
10. Rock, D. SCARF 2008 & 2012, Neuroscience of
Service. www.mas.org.uk.
Engagement Managing with the brain in mind.
4. Australian Institute of Health and Welfare, Risk
11. Towers Watson, 2012, Global Workforce Study:
Factors and Participation in Work, 2010.
Engagement at Risk Driving Strong Performance in a Global Volatile Environment.
5. Bernard, M.E. (2013). The High Performance Mindset at Work. Southbank, VIC: The Bernard Group.
12. SAGE HRMS, 2013, ROEI return on employee investment: Increase competitiveness through your biggest asset. SAGE
6. Dweck, C. (2006). Mindset. New York: Random
HRMS Report, 2013, St Petersburg, Fl. USA.
House. 13. The study was commissioned by the US Society of 7. Avey, J.B., Wernsing, T.S., & Luthans, F. (2008). Can
Human Resources Management and the Australian
positive employees help positive organisational
Human Resources Institute. It was undertaken by the
change? Impact of psychological capital and
Economist Intelligence Unit, with Wayne Cascio of the
emotions on relevant attitudes and behaviors. The
University of Colorado in Denver taking an advisory role
Journal of Applied behavioral Science, 44, 48-70.
for the study.