Tricia B.

I lead Design for Six Sigma (DFSS) projects to transform top-down-predict-control businesses into organizations that are prepared to manage employees (who are now accustom to the rules of engagement of a "collaborate and share" economy). HOW? Comprehensive redesign of a business' internal social networks, and workflows to align with the new norms of the "collaborate and share" economy. IMPACT? - Increase employee productivity, engagement and retention - Increase collaboration (across functional and business units) - Promote Intraprenuership - Distribute power and accountability (flatten and escape the Silo/Functional org structure) WHY? The Social Media revolution affected all areas of society, not just the business-customer relationship. It fundamentally changed the expectations about how knowledge and resources are “owned”, and how businesses interact with individuals, and groups. Most traditional firms still follow the old top-down-predict-control paradigm to organize and manage their employees and processes. This is true even for those businesses that have modernized their customer engagement models. These firms fail to recognize that the Social Media revolution was not stopped by the corporate firewall! Consequently, even as customer engagement has increased, employees have become increasingly DIS-engaged. Gallup (1) reported that only 13% of employees said that they felt engaged at work. According to Deloitte's Human Capital Trends study (2), 87% of HR leaders reported that employee engagement was their number one business challenge. (1) http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx (2) http://dupress.com/articles/employee-engagement-culture-human-capital-trends-2015 Articles: http://m.fastcompany.com/3048503/hit-the-ground-running/6-surprising-insights-of-successful-employee-engagement