BECAUZ Accelerators

A Comprehensive Approach to Change

The BECAUZ Accelerator program utilizes proprietary Processes, Tools and Systems to install transformational change in Leaders, Teams and Organization. This process accelerates change because of our proven processes, dynamic facilitation and an integrated, systemic approach.

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

How can we create a leadership team to transform our firm?

Mike PongonCOOPoint B

How can we most effectively communicate our Real Estate Repositioning offering to add value for our clients?

Tony StewartVice PresidentMcKinstry

How do we maximize our impact as a World Class IT Organization and embrace the challenges presented by global economic and IT events and trends?

Walter PuschnerVP - Worldwide Field ITMicrosoft

BECAUZ tailors the programs they offer us to closely align to our business needs. Each and every interaction has its own dynamic, and they are able to adjust what they do, live in the moment, to maximize results and value. That kind of adaptability and dynamism is a core skill you don’t often find.

Walter PuschnerVice President, User ExperienceMicrosoft

BECAUZ are savvy social architects who create environments that lead to extraordinary learning and results. With your help, our 80-person extended leadership team has moved from a “command and control” focus to an “inspire and involve” culture, with alignment and ownership embedded into the leadership ecosystem.

Jacky WrightVPMicrosoft SESIT

With BECAUZ we have consistently generated breakthrough results and have been able to align our teams around transformational strategy. We have built an adaptive organization that flourishes in the midst of uncertainty and innovates to create solutions that were unimaginable just a few years ago.

B.J. MooreVice PreidentMicrosoft - Enterprise Commerce IT

How can we engage our entire organization and partners as leaders to realize our vision?

Senior Director of a field readiness group

How do we get our engineering leads and their teams to perform at even higher levels as we grow and scale our business?

Brett HelselSr. VP EngineeringIsilon Systems, Inc.

What would be possible across teams if we collaborated?

Andrew ClaphamSenior DirectorDesign & Construction

How can we drive team performance, build client relationships and generate a better bottom line?

Erika SchmidtPresident & COOFrause

How can we build a global innovation engine without adding people or additional dollars?

Tyson HartmanChief Technology OfficerAvanade

Good Communication Counts. Here’s Why…

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Good internal communication is essential to a successful business. Your employees need to understand and connect with your vision and values and they need to be excited about the mission and the work in front of them. Your employees need to feel like they are contributing to your company’s success in order to maintain high morale and productivity.

The best way to keep employees informed, engaged and delivering results is to communicate effectively with them.

groupA 2013 Deloitte and Touche Human Capital survey of American CEOs showed that 95% felt that “effective internal communication” was very important to the success of the organization.

These good communication practices translate directly to business results. Companies that are highly effective at both communication and change management are more than twice as likely to be high-performing than those that are not, according a Towers Watson’s 2011-2012 report on Change and Communication ROI.
And employee engagement (defined as willingness to go the extra mile for an employer, communicate about the company in positive terms, and stay working there) has been proven by research to be a leading indicator of financial performance and other positive business results.

In fact, a 2013 Aon Hewitt Trends in Global Employee Engagement report shows how a one percent increase in employee engagement correlates to a 0.6 percent growth in operating income. That can add millions of dollars to a company’s bottom line.

But driving effective internal communications is not always easy to do. Deloitte’s survey also showed that only 22% of CEOs agreed that internal communication was being delivered effectively in their organizations.

So, what’s a business leader to do? There are a few, core best practices that can help your communications land with employees and deliver the business benefits of a highly engaged, well informed and passionately motivated workforce.

Be open and candid in your communication

Engendering trust is essential for building a productive workforce who can deliver on the business results you need. Authentic and truthful communication that doesn’t sugarcoat the bad will get you further than relentless cheerleading. Employees are smart. They listen. And they want to hear the truth from their leaders.

Follow a consistent and regular cadence

Predictability is important. Employees need to have a sense of when and how they will learn about news and events affecting the business. Create a regular cadence—the predictability is more important than the frequency. Don’t communicate only when something is going wrong or changing, communicate important key metrics on a regular basis so employees feel connected to the business.

Use clear, jargon-free, succinct language

One of the hardest things is to wipe your communications of the kind of jargon that can actually cloud meaning rather than reveal it. Use a critical editor’s eye when creating and reviewing your communications to be sure you are saying it simply, briefly and with only as much detail as needed to deliver the message.

Engage in a two-way dialogue

Encouraging input and feedback ensures your employees feel more engaged. It’s important to develop systems to solicit and respond to employee questions and concerns. Feeling like they are being heard is important to an employee’s sense of belonging to an organization and in their willingness to stick with a company over time.

Select channels that are appropriate for your audiences

You wouldn’t know it from looking at a typical employee’s email inbox, but not everything is best communicated in an email. It’s important to use the right channel for the specific message and outcome you want to deliver. Sometimes face-to-face is best. For some content, video or presentation format works well. Social tools in the enterprise are fast becoming a good way to reach people quickly. Take time to know where your employees are engaging today and use those channels to get your message across.

activitiesThese are just a few of the things that you can do to take your communications effectiveness up a notch and begin to improve employee engagement. The key take-away is that you should spend some time thinking about your company’s communication strategy. Is it doing everything it could be to support business success?

At BECAUZ, we work with companies large and small, those with a global workforce and those building their business locally. We help these companies look at communication strategies with a fresh eye and work with them to identify where practices can be improved and enhanced. If you would like our help in evaluating your current communications, auditing what’s working and what isn’t and suggesting creative ways you can be more effective, just let us know!

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