Engagement

2011: Planning for What is Around the Corner

Blog by Julie Urlaub, Founder and Managing Partner at Taiga Company
Blog

“If I knew then what I know now, I would have made a different decision”.  Will these be the parting words of your organization? 

Putting Action to Business Sustainability Words

Blog by Julie Urlaub, Founder and Managing Partner at Taiga Company
Blog

Closing the gap between awareness and action may represent the single largest opportunity for global sustainability progress.  In fact, the promotion of the action step is one of our sustainability consulting missions in facilitating business sustainability change. 

Break the Silence in Your Organization

Blog by Julie Urlaub, Founder and Managing Partner at Taiga Company
Blog

When you walk the halls of your office do you hear the chatter of enthusiasm and excitement, or do you hear the sound of silence?

Sustainability’s Lost: Action without Direction

Blog by Julie Urlaub, Founder and Managing Partner at Taiga Company
Blog

Frequently our professional consulting finds businesses approaching sustainability in an ad-hoc manner, often lacking a common aligned business purpose.  Although the intentions may be inspired by expanded social or eco awareness, the actions are not necessarily impactful in building long-term business sustainability.  A strategic approach can help align the mindset of an organization and ensure that the approach ties to the overall profitability

Re-Focusing Employees after Organizational Trauma

Presented by Peter Ternes, Director of Internal Communications, General Motors Corporation, United States
Summary: 

Session 4 - Re-Focusing Employees after Organizational Trauma, presented by Peter Ternes, Director of Internal Communications - General Motors Corporation (USA)  1:30pm, October 5th at HR Summit 2010.

http://www.conferenceboard.ca/conf/10-0164/default.aspx

General Motors employees experienced significant change in 2009 - to say the least!  In less than a year, they witnessed a dramatic drop in sales, and the subsequent bankruptcy and re-emergence of their organization.  Employees who didn't retire or weren't asked to leave faced pay cuts, retirement plan hits, job reassignments, and benefit changes.

In 2010 GM implemented a program called Outreach to re-engage employees.  The idea was to use the customer experience to refocus employees throughout the company on the bottom line, satisfying customers, and selling cars.  Peter Ternes will discuss what happened when GM sent employees into some of its toughest U.S. markets, and how this is now helping GM design, build, and sell better vehicles.

Register now for the HR Summit 

CBC9337

summary

Session 4 - Re-Focusing Employees after Organizational Trauma, presented by Peter Ternes, Director of Internal Communications - General Motors Corporation (USA)  1:30pm, October 5th at HR Summit 2010.

http://www.conferenceboard.ca/conf/10-0164/default.aspx

General Motors employees experienced significant change in 2009 - to say the least!  In less than a year, they witnessed a dramatic drop in sales, and the subsequent bankruptcy and re-emergence of their organization.  Employees who didn't retire or weren't asked to leave faced pay cuts, retirement plan hits, job reassignments, and benefit changes.

In 2010 GM implemented a program called Outreach to re-engage employees.  The idea was to use the customer experience to refocus employees throughout the company on the bottom line, satisfying customers, and selling cars.  Peter Ternes will discuss what happened when GM sent employees into some of its toughest U.S. markets, and how this is now helping GM design, build, and sell better vehicles.

Register now for the HR Summit 

CBC9337

Aviva Community Fund “Insures” New Season of Positive Change with $1,000,000 Pledge

Benevity powering the donation processing and tax receipting functionality for the Aviva Community Fund
Summary: 

Aviva Canada is welcoming a new season of change with today’s launch of the second Aviva Community Fund competition.  Building on the success of the 2009 campaign, the company has doubled its pledge, offering $1,000,000 to lead, empower and support community initiatives across the country. Canadians can submit ideas on AvivaCommunityFund.org that will have a positive effect on their local community.  After rallying support from friends, family, neighbours and co-workers, the most popular ideas will have a chance to be funded with the $1,000,000 Aviva Community Fund. 

Press Release

Aviva Canada is welcoming a new season of change with today’s launch of the second Aviva Community Fund competition.  Building on the success of the 2009 campaign, the company has doubled its pledge, offering $1,000,000 to lead, empower and support community initiatives across the country. Canadians can submit ideas on AvivaCommunityFund.org that will have a positive effect on their local community.  After rallying support from friends, family, neighbours and co-workers, the most popular ideas will have a chance to be funded with the $1,000,000 Aviva Community Fund. 

Love or Hate a Bright Idea?

Blog by Julie Urlaub, Founder and Managing Partner at Taiga Company
Blog

“An idea that is not dangerous is unworthy of being called an idea at all.” ~   Oscar Wilde  

Re-Focusing Employees after Organizational Trauma

Presented by Peter Ternes, Director of Internal Communications, General Motors Corporation, United States
Summary: 

Session 4 - Re-Focusing Employees after Organizational Trauma, presented by Peter Ternes, Director of Internal Communications - General Motors Corporation (USA)  1:30pm, October 5th at HR Summit 2010.

http://www.conferenceboard.ca/conf/10-0164/default.aspx

General Motors employees experienced significant change in 2009 - to say the least!  In less than a year, they witnessed a dramatic drop in sales, and the subsequent bankruptcy and re-emergence of their organization.  Employees who didn't retire or weren't asked to leave faced pay cuts, retirement plan hits, job reassignments, and benefit changes.

In 2010 GM implemented a program called Outreach to re-engage employees.  The idea was to use the customer experience to refocus employees throughout the company on the bottom line, satisfying customers, and selling cars.  Peter Ternes will discuss what happened when GM sent employees into some of its toughest U.S. markets, and how this is now helping GM design, build, and sell better vehicles.

Register for the HR Summit before September 5th and save $100 using priority code 3BL.

CBC8312

summary

Session 4 - Re-Focusing Employees after Organizational Trauma, presented by Peter Ternes, Director of Internal Communications - General Motors Corporation (USA)  1:30pm, October 5th at HR Summit 2010.

http://www.conferenceboard.ca/conf/10-0164/default.aspx

General Motors employees experienced significant change in 2009 - to say the least!  In less than a year, they witnessed a dramatic drop in sales, and the subsequent bankruptcy and re-emergence of their organization.  Employees who didn't retire or weren't asked to leave faced pay cuts, retirement plan hits, job reassignments, and benefit changes.

In 2010 GM implemented a program called Outreach to re-engage employees.  The idea was to use the customer experience to refocus employees throughout the company on the bottom line, satisfying customers, and selling cars.  Peter Ternes will discuss what happened when GM sent employees into some of its toughest U.S. markets, and how this is now helping GM design, build, and sell better vehicles.

Register for the HR Summit before September 5th and save $100 using priority code 3BL.

CBC8312

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