PLAYBOOK AMAS, Finance 2022 People Engagement & Communications
Table of Contents CommunicationsMentoringWellbeingOnboardingOverviewSummary 986543 Art by: Julio Marino https://www.jm-arte.com
Based on survey data, key areas of focus for this group were centered around three main themes: Wellbeing, Inclusion and Communications as part of a leadership development strategy. Wellness specifically, highlights two main areas: Wellness across the Four Domains of Health (mental, emotional, spiritual and physical) with a specific focus on Psychological Safety
Summary
Melisa A. ConsultantRivera
. To that end, as part of the Phase II action plan, inclusion speaks to supporting women at work as part of a strategic mentoring initiative in order to normalize supporting women’s leadership in the corporate space. Lastly, and most importantly, is a section on Communication, which along with Psychological Safety, are what I consider the cornerstone for healthy thriving work cultures. The overall theme is centered on creating new standards on Quality of Life in the workplace.
This action plan outlines suggestions for the BSI’s America’s Finance team based on six months of research as a consultant to the department. The design is greatly informed by both my personal experience, interviews with key AMAS, Finance Leadership team members, HR, People Development and Communications as well as the data from the Ways of Working Employee Engagement Survey launched in January by BSI Group. A special emphasis is placed on the onboarding process where many of the challenges common in corporate culture can be mitigated at a key stage in the lifecycle of an employee.
In our ever-evolving world of work, the rules of engagement are changing and will continue to evolve as the workplace needs shift with the times. With the current shift on power in the hands of employees, the rules of employee engagement are being redefined and the companies that remain agile and adapt more readily will have a competitive advantage in the human social capital management arena. With BSI’s adoption of the Flexible work Framework there is a great opportunity to consider evolving models of engagement that support happy, heathy, engaged team members while considering brand alignment and sustainability over time. It also builds on and embellishes current management and leadership development trainings and programs.
Goal Contribute to the creation of healthy, sustainable company culture to enable increased engagement and alignment with the company brand and values through a wholistic approach that REIMAGINES the workday. Areas of Growth: StressAssertivenessIndependenceTolerance The AMAS, Finance Leadership Team engaged at a stage of transition within the company and the department. An emotional intelligence assessment revealed key areas of strength and growth with a low subscale on stress tolerance indicating key area of intervention which was specifically addressed with a 30day Wellness Challenge and a group session focused on Nervous System health. SelfSOptimismActualizationelf-Regard Team Achievements Overview Leadership Team EQI Results: Strategic Focus Wellbeing - The Four Domains of Health Inclusion – Psychological Safety & Sense of Belonging Communications – Suite of Virtual Experiences to Engage Teams and Targeted Marketing Campaign. AMAS, Finance 2022 Increased self awareness Greater inter team collaboration Improved sense of wellness Improved sense of personal agency
Stage 2 Orientation New Team member reviews welcome video by VP, Finance. Reviews information by: Chief People Officer, Human Resources and People Development on: Expectations, Pay/Bonuses, Company Culture, Hybrid Work Framework, Personal Development Resources and Wellness & Inclusion.
Stage 4 Team Meet & Greet Team member meets with team members from various teams within the department to promote a spirt of open collaboration, connection and camaraderie. Plan for meetings outside of departtment as needed.
FourOnboardingStages of Engagement
Stage 1 Initial Engagement Meeting with VP, Finance Initial personal welcome virtual or in person meeting. Gives new employee a template for a Personal Leadership Action Plan (PLAP).
Stage 3 Team Leader Session Meeting with direct report to review PLAP, job description, expectation, set up schedule for 1:1 close-up meetings for support for the first 90 days.
LastNameName Wellbeing
Core Focus: Targeted and tailored instructional and program design that incorporates the Four Domains of Health to promote increased quality of life while adopting the Flexible Work Framework model. This is done through an experiential, interactive and hybrid approach to adapt to the various learning styles of individuals while placing a high emphasis on psychological safety. Phase II will allow for a more robust initiative in this area to be carried forward and evaluated by the end of the year per company wide Fsurvey. our Domains of Health: PhysicalMentalPsychologicalEmotional 2022Wellbeing Wellbeing Spring 2022 Wholistic Wellbeing Tested with AMAS, Finance
Targeted Mentoring for Leadership: As part of Phase II, focus on the specific needs and areas of growth of leadership team and match them with mentors that can support them in their specific areas of growth. Male Allies: A new initiative focused on creating a support structure for women in the workplace by building bridges across the gender divide through male allyship and mentoring.
Mentor’s and mentees are paired according to each other’s strengths, needs and areas of growth and centered around a work relationship that is focused on an authentic, altruistic approach. This approach speaks greatly to the goal of promoting resiliency on an individual and team level.
Key Values Authenticity InclusionReceptivity
MentoringImpactful
Design Team Mentoring: Curate intentional relationships within the workplace that are mutually supportive. This is part of what contributes to psychological safety and improved quality of life within the organization while encouraging social engagement. This relationship builds on the PLAP that is created during the onboarding process and developed during the first ninety days of employment for new hires.
Communications
Virtual Forums (reimagined within the culture connect/workshops framework). Virtual forums through MS teams meetings format. Digital Engagement Experiences (DEEs) Zoom based events in different key areas Wellness, personal/leadership development, social events to promote engagement and a sense of connection and belonging.
Building on the concept of RESILIENT, GLOBAL, DIVERSE teams that build on the value of psychological safety have higher returns on investment. Spark discussion and build dialogue around different topics that speak to the community’s needs.
Mutual FUNds Virtual Forums: A virtual forum to speak to the creative and collaborative spirit that drives innovation in organizations. Come contribute to the conversation on how building equity in the areas of joy and fun contributes to better collaboration and more creative ideas among teams. This is an hour-long session.
AMAS, Finance Suite of Virtual Experiences
Suite of Virtual Workshops & Sessions
Consultant’s Circle: A virtual Forum that supports the needs of diverse team members that make up the group of consultants that collaborate with AMAS, Finance (modeled after the AMAS, Center of Expertise created in the Imagine Impact Masterclass).
Purposeful Pause: Take a purposeful pause during this virtual afternoon tea-time chat while creating space for reflection calming the mind and refreshing the senses. Taking place mid-day, mid-week every mid-month.
Pain Points RX: Do you have a workplace challenge that needs to be evaluated, diagnosed and prescribed a viable solution? Come join us for our bi-monthly Pain Points RX sessions where solutions to personal or workplace challenges will be brainstormed for feedback from the AMAS, Finance HIVE Mind.