Our recent work with Molson Coors has just been published in this months edition of People Management, the UK’s number 1 HR magazine and the official magazine for the CIPD.
It covers the range of experiences we delivered to help develop and embed the new culture at Molson Coors, and interestingly the impact that our work had on their bottom line.
INVOLVE were recognised by the Institute of Internal Communication last week for the excellent work we recently delivered for Molson Coors – specifically the National Conference and Cascade Roadshows.
Lots of good work on show at the recent award ceremony and exctiting to be in such exulted company. Pats on backs all round.
Through great teamwork, excellent organisation and a good sense of humour, INVOLVE successfully relocated to its new office in Putney, in just 12hrs!
Having made it look so easy you could maybe say that we’re in the wrong business, but multiple hats off to the team for giving up their weekends to get the new place up and running so smoothly.
Our new address can be found on our Contact page, and when you decide to pop by why not try the riverboat taxi :).
It’s interesting how we see trends in the types of briefs we receive, and at the moment there seems to be a movement towards the importance of corporate values, and how they can be used to differentiate businesses and reinvigorate employees.
Whether you see them as the foundation of what a company really stands for or a pointless credo created by consultants to line their pockets, corporate values are here to stay. But are they really worthwhile?
Those values that are authentic, meaningful and reinforced by everyday behaviour – and communication – have the potential to align and unify a workforce. But a checklist of flowery statements without consistent action to back them up will fool no one. Whether you are reinforcing your existing culture or trying to improve it, values are not a quick fix; you’ve got to be in it for the long haul. If you want to get value out of your values, and keep the bull***t alarm silent, keep them real, be persistent and remember it’s about actions, not words.
A great start to the week this morning having received the news that we have been shortlisted for a 2011 IoIC Award. The IoIC Awards are Europe’s biggest and most prestigious internal communications competition.
Our work with Molson Coors has been judged by leading communication professionals to be among the best in the country.
The feedback reads:
“A highly impressive and effective campaign, with a hugely dynamic conference as its centrepiece, backed up by roadshows and engaging support materials that can be cascaded to employees.
Indeed, it’s good to see that the team has thought of all the angles here, making sure that the important messages conveyed at the conference can reach as many employees as possible. All the energetic action of the event is well captured in the video, while the Our Brew publication has a novel take on how to present a company’s vision and strategy. It’s bold, contemporary and very engaging – great credit to everone involved in its production.”
Funny how this issue of ‘trust’ never seems to go away. With every natural disaster or story of political unrest, comes some kind of finger pointing about how communication has suffered and trust in the authorities has been lost.
Following the financial meltdown, we did a chunk of research into how employees can rebuild trust with both internal and external stakeholders. That seemed to be an appropriate time to start exploring how to rebuild trust, but the issue seems just as pertinent today as it did then.
From our research, and building on that of others (such as Henley, HBR and Covey), the four common pillars that affect Trust are values that we would naturally expect as the foundation of relationships outside of the corporate world: Reliability, Capability, Honesty & Empathy. However, I would recommend that you define how you evaluate Trust in yourself, your board and other senior colleagues. If Reliability, Capability, Honesty and Empathy are the key pillars of Trust, how do you score? You need your own standards and honest measures.
Some of the research data may be slightly dated (2009) now, but the key messages still apply in our report into Trust. Take a look.
It’s Comic Relief this weekend and given that one our company values is Making Work Fun, we’ll be urging everyone to do something funny for money. Make sure that you get involved!
What an amazing few weeks it has been, starting with the successful delivery of the National Sales Conference in Liverpool. The plaudits keep on coming, and there’s no better sign of a job well done than a new brief in another part of the business. In conjunction with this was a small but perfectly formed team delivering the Global Leadership Conference for TNS, so hat’s off to the team for all your hard work.
We also ran the 1st of the employee engagement workshops that we are delivering for Gate Gourmet. A project that is proving to be more and more fascinating, and is a real opportunity for us to make a tangible difference to how their people operate on the front line, to drive efficiency and ultimately improve customer satisfaction. The story continues…
Finally, we send our thoughts to our friends in Christchurch, NZ. We hope you’re all safe with your friends and family.
It’s a big week this week as a large chunk of the INVOLVE team are on-site delivering the UK National Sales Conference for one the world’s leading pharmaceutical companies. This annual conference, for 1,100 sales representatives, will be focusing on the ever-changing UK Healthcare market, and specifically getting everyone ready to embrace and adapt to those changes, and to equip them with the necessary tools to deliver excellence to customers.
Good luck team 🙂
The news this week is that we have 3 major projects going out the door in the next 3 weeks, for GSK, TNS and Mars respectively. The agency is at full capacity, so that means we welcome back a few familiar faces to add some much needed oooomph!
