1. ENGAGE YOUR ORGANIZATION THROUGH YOUR ORGANIZATION’S VISION Monthly Webinar Series November 26, 2015

2. Copyright©2015, Talent Map. All rights reserved. Webinar Agenda 2 ItemTime (min)Who Welcome/Introduction of today's topics 5Mark What is a ‘vision’ How it links to engagement Steps you can take 5-10 Sean Q&A and wrap up5-10Mark Sean Fitzpatrick CEO Agenda Mark Jodoin VP Marketing

3. Copyright©2015, Talent Map. All rights reserved. TalentMap By The Numbers 15+ years in business 1,000+ engagement survey projects Hundreds of engagement survey projects annually 1 million+ employees surveyed annually Benchmarks by size, industry, geography and others Products include standard and custom Services include action planning Only 1 Focus 3

4. Copyright©2015, Talent Map. All rights reserved. TalentMap: Survey Technology + Expert Advice 4

5. Copyright©2015, Talent Map. All rights reserved. Some Of Our Associations / Partnerships 5

6. Copyright©2015, Talent Map. All rights reserved. Sample Clients & Benchmark 6 Professional ServicesPublic SectorHealthcare SectorPrivate Sector Clients Association / Not-for-Profit Sector

7. What is a Vision? 7

8. Copyright©2015, Talent Map. All rights reserved. Vision: Why Bother? A good vision, mission, values and goals is capable of guiding your everyday steps to achieving a great workplace – your ultimate “Coach”. At worst they create huge obstacles to success because they are confused, uninspiring and lacking in clarity – together they then become the Coach you need to fire ASAP. Benefits of a good Vision Speed up our decision making, Know where to focus resources, Be more efficient and Ensure every action builds towards the future your designed. 8

9. Copyright©2015, Talent Map. All rights reserved. Definitions – Vision, Mission… Vision: A short, inspiring statement of where you’d like to get to. It provides a unified direction for everyone in an organization and is a continual source of inspiration. Mission: How you intend to get there by being the best at what you do. Your Mission is like an over-arching stretch goal that you aim to achieve over time which utilizes your organizational strengths. Values: Guiding principles which affect how will behave every day on the way to fulfilling your mission. Usually 4-6 values or statements Goals: Key benchmarks for achieving your mission (must include quantifiable targets). Usually next 3-5 years. Then broken up in to sub goals. Just to clarify, some people use these definitions: “Vision” = “Purpose” and also “Mission = Purpose”; “Values = Guiding principles” and “Goals” = “Objectives or targets.” 9

10. Copyright©2015, Talent Map. All rights reserved. A Company Vision Should Be: Massively inspiring Overarching Long-term Driven by and evokes passion Fundamental statement of the organization’s Values Aspiration Goals 10

11. Copyright©2015, Talent Map. All rights reserved. Examples of Good Vision Statements Walt Disney: To make people happy Nike: To experience the emotion of competition, winning and crushing competitors Les Mills International: Life-changing fitness experiences every time, everywhere 11

12. Copyright©2015, Talent Map. All rights reserved. Vison, Mission… Drive Business Value 12 VISION + MISSION + VALUES + GOALS = THE ULTIMATE COACH TO ACHIEVE A GREAT WORKPLACE Miller and Cardinal’s (1994) meta-analysis found that strategic planning affects firm growth and profitability. In particular, they found that: Planning  performance link true for formal and informal planning. Planning  performance link even stronger in turbulent environments. Firm size unrelated to effectiveness of planning.

13. Where/How/Why Is Vision Important To Engagement 13

14. Copyright©2015, Talent Map. All rights reserved. Dan Pink 14 RSA Animation of Pink’s Book https://youtu.be/u6XAPnuFjJc

15. Copyright©2015, Talent Map. All rights reserved. Today’s Agenda 15 23% to 67% expect meaningful work

16. Copyright©2015, Talent Map. All rights reserved. Sense of Purpose Millennials think the best leaders possess an overarching "sense of purpose,“ -Deloitte 2015 Study. 16

17. Copyright©2015, Talent Map. All rights reserved. What Is Employee Engagement? 17 Employee engagement is a strong emotional and intellectual connection that an employee has for their job, coworkers, manager and organization, that, in turn, influences them to apply additional discretionary effort to their work. Head Heart Hands Logical Career & Financial Goals Achieved Emotional Values Align with Peers, Manager and Leadership Behavioural Ambassador, Initiative, Persistence,

18. Copyright©2015, Talent Map. All rights reserved. Engagement Index and Items 18 +/- Previous Period 2013* +/- TM Benchmark -3 -5 -2 -5 -11 -10 -4 -3 +1 -16 -3 -2 +5

19. Copyright©2015, Talent Map. All rights reserved. Survey Questions - Vision 19

20. Copyright©2015, Talent Map. All rights reserved. Sample Employee Comments on Vision Articulate and Communicate a Clear and Compelling Vision “I can't say that leaders of the organization have painted a picture of the future of our agency. Most of their actions seem to be reactive to issues/funding changes that come up. It doesn't seem like there's a proactive approach to planning the future of the organization from my perspective.” Decisiveness on Clear Priorities “Improve priority setting, as it seems everything is a priority.”

21. Copyright©2015, Talent Map. All rights reserved. TalentMap High Engagement Work Practices 21

22. Copyright©2015, Talent Map. All rights reserved. Connecting the Dots 22 Employee Engagement Employee Productivity Employee Retention Discretionary Effort Customer Value Customer Satisfaction Revenue Growth Profitability

23. Copyright©2015, Talent Map. All rights reserved. Identifying the Drivers of Engagement The Y axis represents engagement - score low to high The X axis represents one of the 12 survey dimensions score low to high Each dot represents one respondent

24. Copyright©2015, Talent Map. All rights reserved. Importance to Engagement Vs. Delta to Benchmark 24

25. Copyright©2015, Talent Map. All rights reserved. Engagement Driver Analysis 25 #2 ORGANIZATIONAL VISION #1 PROFESSIONAL GROWTH #3 SENIOR LEADERSHIP Employee Engagement Hypothesized Drivers COMPENSATION WORK ENVIRONMENT PERFORMANCE FEEDBACK PROFESSIONAL GROWTH WORK/LIFE BALANCE INFORMATION & COMMUNICATION TEAMWORK INNOVATION CUSTOMER FOCUS IMMEDIATE MANAGEMENT SENIOR LEADERSHIP ORGANIZATIONAL VISION Statistical Analysis

26. Copyright©2015, Talent Map. All rights reserved. Drivers of Engagement From Overall Benchmark Professional Growth19.1% Organizational Vision12.6% Senior Leadership10.5% Innovation8.8% Teamwork8.6% Immediate Management7.9% Compensation7.4% Customer Focus6.3% Work Environment5.7% Performance Feedback5.1% Information & Communication4.2% Work/Life Balance3.8% Source: TalentMap’s Benchmark - based on over 1,000,000 employee response across 500+ organizations

27. Ways to Improve Organizational Vision 27

28. Copyright©2015, Talent Map. All rights reserved. What Goes Wrong? The Pitfalls Benign neglect: management doesn’t understand employees’ need to be a part of the vision Impatience: an inclusive approach to vision-building can be costly and time-consuming Communication: the Vision stays on the top-floor – it’s not communicated well Alignment: strategies and processes aren’t aligned – so the vision becomes meaningless (in the employees’ eyes) 28

29. Copyright©2015, Talent Map. All rights reserved. Start from the Bottom-Up Inclusiveness and Involvement is Key! Already have a vision? Put it out for comment Still Crafting or Evolving your Vision? Seek input Potential Methods: On-line forums Townhalls (live or virtual) Lunch/coffee chats Any way you can start (and record) the conversation Expect it to be agenda-driven, not necessarily with the high-level view. 29 Photos taken from TalentMap Visioning Workshops

30. Copyright©2015, Talent Map. All rights reserved. Visioning and Business Planning Workshop 1-Day workshop which is the culmination of the consultation phase 3 Phases: 1.Visioning Phase 2.Goal and Objective Setting 3.Action Planning 30

31. Copyright©2015, Talent Map. All rights reserved. Important Elements of an Engaging Vision Audacious Capitalizes on competencies Futurecasting Inspiring Motivating Purpose-driven: “Your vision gives employees a larger sense of purpose, so they see themselves as building a cathedral instead of laying stones.”* 31

32. Copyright©2015, Talent Map. All rights reserved. Futurecasting: Thinking “Back from the Future” People generally have difficulty with projecting into the future. So, get them to think in the past: “It’s 2017, think back on what your organization has achieved in the previous three years” 32

33. Copyright©2015, Talent Map. All rights reserved. Don’t Try and Wordsmith in a Group Wordsmithing a vision statement in a group is time- consuming and frustrating 33

34. Copyright©2015, Talent Map. All rights reserved. Express the Vision in Themes – in the Future State In 2016, we believe DENVER* will: Be recognized as: The Hub for Energy & Innovation A model for advocacy and relationship building, administrative efficiency and service delivery Have succeeded in changing policies and reducing protectionism, particularly in agriculture 34 Have the highest client and stakeholder satisfaction among US posts; and, Be the “Go To” post and central gateway

35. Copyright©2015, Talent Map. All rights reserved. Goal Setting and Action Planning Visioning is about dreaming. But, we also need to bring it down to earth. The remainder of the workshop should be to: Identify goals and targets around key themes – always looping back to vision Develop action items and concrete plans to achieve 35

36. Copyright©2015, Talent Map. All rights reserved. Communicating and Living the Vision Including/involving employees in your vision is only Step 1 Must- communicate it widely: Reports, Presentations, Townhalls, Back of business card, wallet cards, Posters/Frames, Strategy Maps, Videos, Podcasts, Stories 36 Illustration by Bob Mack, Urban Design Systems Graphic Recorder at a recent TalentMap Visioning Workshop

37. Copyright©2015, Talent Map. All rights reserved. TalentMap’s Mission TalentMap’s mission is to educate managers so that they Ask the ‘right’ questions, Analyze and understand data ‘correctly’ and Act on their results. 37 Slides and recording will be available on our website next week

38. Copyright©2015, Talent Map. All rights reserved. Upcoming Talentmap Learning Sessions EventFormatTopicDate OMHRA (Ontario Municipal Human Resources Association) King City, ON ConferenceThe Future Of Workplace Harassment And Mental Distress Claims and How To Deal With Them November 27 Conference Board of Canada ConferenceCorporate Culture 2015: Aligning Culture and Strategy to Deliver Results December 10-11, 2015 TalentMap Monthly Webinar Series Live WebinarTurning Performance Feedback into Positive Employee Engagement January 28, 2016 Conference Board of Canada Conference Public Sector HR 2016 Ottawa February 23-24, 2016 TalentMap Monthly Webinar Series Live WebinarWork-life Balance and its Impact on Culture: Confessions of a Reformed Workaholic February 25, 2016

39. 39 Mark Jodoin VP Marketing mjodoin@talentmap.com 1-888-641-1113 Sean Fitzpatrick CEO sfitzpatrick@talentmap.com 1-888-641-1113, x500 THANK YOU! QUESTIONS AND DISCUSSION

40. A key driver analysis is a advance statistical technique used to examine the relationships between different survey topics (or variables). A key driver analysis helps survey researchers find answers to questions What drives my employees to be engaged? What would cause them to leave the organizations? What contributes to an employees propensity to value compensation over work- life balance? Which employee group is most engagement with their work and our organization? A Key Driver Analysis Explain and it can answer “What if?” What is a Key Driver Analysis