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Best Sales Promotions

Reviews 126 of the best recent sales promotion campaigns. Readers will develop a better understanding of what constitutes a successful promotion and of what a good promotion can—and can't—do. A straightforward book that is useful for readers with all levels of experience.

McGraw-Hill Companies. 240pp. Paperback.

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Enterprise Engagement: The Roadmap, 3rd Edition

Enterprise Engagement: The Roadmap, 3rd Edition has been completely updated with new information, illustrations and new chapters. Authored and edited by dozens of experts in general management, marketing, sales, data management, business and academia, the Textbook’s methodology has been endorsed by leading companies as a means of achieving both strategic and tactical organizational goals related to sales, marketing, human resources, vendor management, and community relations. A proven strategy to:
  • Increase long-term profitability
  • Maximize customer loyalty and referrals
  • Capture the commitment of dealers, agents and distributors
  • Increase sales and improve customer service
  • Maximize quality, productivity, quality and wellness
  • Foster greater prosperity through a focus on people 
 
Enterprise Engagement: The Roadmap, 3rd Edition also provides formal preparation for the Enterprise Engagement Certification program. To order a copy, click here.

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

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Enterprise Engagement for CEOs Outlines Stakeholder Capitalism Implementation

The Enterprise Engagement Alliance’s newly updated Enterprise Engagement for CEOs: The Little Blue Book for Stakeholder Capitalists provides boards and senior management with a short course on how to turn theory into action. A recent survey by the Conference Board found that 92% of CEOs agree with the shift to Stakeholder Capitalism and 82% say they have begun the implementation process. 
 
EE for CEOs new coverEnterprise Engagement for CE0s: The Little Blue Book for Stakeholder Capitalists provides a practical overview of how to implement the “S” of Environmental, Social, Governance (ESG), increasingly known as Stakeholder Capitalism. Click here to order in paperback or Kindle.  
 
The book provides a short, practical overview of how to use Enterprise Engagement principles to increase profitability and lower costs by establishing a brand that attracts and retains highly committed, focused, and capable customers, employees, distribution and supply chain partners, and communities. The processes are based on the proven approach applied by ISO (International Organization for Standardization) standards to help enhance quality, environmental, and safety practices in manufacturing.
 
For those seeking a comprehensive textbook on all aspects of implementation, see: Enterprise Engagement: The Roadmap—How to Implement Stakeholder Capitalism and Enhance Organizational Results Through a Strategic Approach to People Management.
 
This increasingly important approach to business is not about “woke” capitalism; donating more money to charities or lowering an organization’s carbon footprint in reaction to societal pressures. It’s backed by over 30 years of academic research and ISO (International Organization for Standardization)-based business practices aimed at enhancing sustainable returns for shareholders by creating value for customers, employees, supply chain and distribution partners, communities, and the environment—otherwise known as Environmental, Social, Governance (ESG) management, increasingly known as Stakeholder Capitalism. 
 
Multiple books have documented the economics of Stakeholder Capitalism, including the book by that name authored by Klaus Schwab of the World Economic Forum or The Heart of Business, by Hubert Joly, former CEO of Best Buy, another committed Stakeholder Capitalist. Enterprise Engagement for CEOs is designed for management that seeks to move from theory to practical applications. Based on the experience of literally millions of companies that have used or use ISO standards in one way or other, success depends on having a CEO-led strategic and systematic approach to achieving goals by strategically and systematically addressing the interests of all stakeholders.  

Enterprise Engagement for CEOs is for boards, executives, management in all areas, and educators seeking to go beyond the talk to focus on the actual implementation process. The enterprise approach to engaging all stakeholders in a systematic way is based on extensive academic work and case studies of successful organizations going back to the early work of R. Edward Freeman, Professor of Business Administration, that demonstrate the ability to enhance performance and lower costs by:
Establishing a clear organizational purpose baked into the culture and business plans.
Strategically aligning the interests and activities related to all stakeholders, rather than having them siloed between marketing, sales, human resources, operations, finance, etc.
Baking people strategies and tactics into the organization’s business operating system.
Creating a culture of continuous improvement that encourages the voice of all stakeholders, including front-line workers and other employees; customers; supply chain and distribution partners, and communities. 
Having a formal system for managing people investments, the strategies and tactics, and performance metrics. 
 
Click here to order Enterprise Engagement for CEOs in paperback or Kindle.  
 

Master the “S” of Environmental, Social, Governance (ESG), A.k.a. Stakeholder Capitalism
 
The Enterprise Engagement Alliance at TheEEA.org is the world’s first and only organization that focuses on outreach, certification and training, and advisory services to help organizations achieve their goals by fostering the proactive involvement of all stakeholders. This includes customers, employees, distribution and supply chain partners, and communities, or anyone connected to an organization’s success.
 
Training and Thought Leadership 
  • Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
  • The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
  • The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
  • Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 
EE for CEOsEngagement Digital Media and Marketplaces
Video Learning
The EEA Human Capital Management and ROI of Engagement YouTube channel features a growing library of 30- to 60-minute panel discussions with leading experts in all areas of engagement and total rewards.
 
EE RoadmapBooks
Enterprise Engagement Advisory Services 
The Engagement Agency helps:
  • Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
  • Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
  • Investors make sense of human capital reporting by public companies.
  • Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions
For more information: Contact Bruce Bolger at Bolger@TheICEE.org or call 914-591-7600, ext. 230.
 
 
 
 
 

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Enterprise Engagement: The Roadmap, 5th Edition

Edition 5 Now Available on Amazon.com and on BarnesandNoble.com.

Enterprise Engagement: The Roadmap, 5th EditionThe only practical guidebook and desk reference for executives and front-line management seeking to apply a strategic and systematic approach to achieving organizational objectives and improving shareholder value and share-price performance in public and privately held organizations, government, and not-for-profits. This book offers a formal framework for the application of engagement principles across the enterprise and details the numerous tactics and applications of engagement in all segments of business and the economy. Enterprise Engagement differs from the traditional approach to employee and customer engagement in that it aligns engagement strategies and tactics across the organization to ensure efficiency and measurable success.Enterprise Engagement: The Roadmap is designed for the senior leaders in charge of strategic and tactical engagement plan development and for the front-line managers involved with implementation. It provides a desk reference to all the engagement strategies and tactics and how to better align them to achieve strategic or tactical goals. It provides a guide to developing ISO Annex SL and ISO 1001- compliant strategies and for auditing engagement processes, as well as information on engagement careers and applications for engagement in government and not-for profits.

Bruce Bolger, Allan Schweyer & Richard Kern . 310 pp. Cost: $36

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Leaders of Marketing Movement Advocate Need to Create an 'Inbound Organization'

In their new book, “Inbound Organization,” authors Todd Hockenberry and Dan Tyre, among the earliest leaders in the Inbound and Content Marketing movement, focus on the importance of engaging the entire organization, principles that will resonate with ESM readers and Enterprise Engagement Alliance members. 
 
The concept of Inbound Marketing first became popular in 2006, when Brian Halligan and Dharmesh Shah founded Hubspot, which has grown into one of the world’s leading inbound and content marketing platforms. According to Wikipedia, “Inbound marketing provides information, an improved customer experience and builds trust by offering potential customers information they value via company-sponsored newsletters, blogs and entries on social platforms.” The concept, reportedly based on the notion of “permission marketing” developed in the 1990s by consultant Seth Godin, is focused on enabling marketers “to earn their way into a customer’s awareness rather than invading their awareness through paid advertising.” To learn more about Inbound Marketing, go to Academy.hubspot.com for an online learning and certification program. 
 
We recently contacted the authors of Inbound Organization, Todd Hockenberry and Dan Tyre, who assert that to succeed at Inbound Marketing, a company has to have an “Inbound Culture.” 

 
ESM: What would you say are the key takeaways from the book—what message did you feel was essential to get across and to whom?
 
Hockenberry and Tyre: The world has changed and lots of business owners have missed it. Everyone wants to grow, but no one wants to change. We want to make sure everyone understands the high stakes involved in optimizing your company to take advantage of the inbound revolution. Inbound Organization is for anyone struggling to make sense of the new buyer behavior and needs to figure out how to build a team capable of delivering the experience those buyers demand. Business owners with large and small companies, entrepreneurs, startups, business leaders, managers, HubSpot partner agencies, marketing teams, salespeople…anyone with a need to grow today and into the future is the audience for our book. 
 
The key takeaways are that growing today and in the future will start with a mindset change, one where leaders must put their customers and their employees first and help them. Leaders must create a mission and vision, build a culture that is reflective of the goals and aspirations of both employees and customers, and then give them an operating system within which to do their best work. Inbound is a thing not because someone came up with a methodology, but because buyers changed the way they want to learn, research and find solutions to problems, which in turn changed the way people buy and sell. Inbound marketing was a reaction to the changing buyer and digital connectivity.
 
Inbound is at its heart two things: being helpful first and attracting versus interrupting. Everything else flows from those two principles. Our book is about how leaders take these core beliefs and drive them through the entire organization, so businesses are built for and solve for the customer at every step along the buying journey. It is now as much about who you are as it is what you sell that determines who grows and who stagnates. And buyers today are “inbound” so you must be inbound if you want to reach them. 
 
 
ESM: What was the “Aha”moment when you realized companies were missing the connection between the internal and external audiences?
 
Hockenberry and Tyre: We wrote the book because Dan and I both understood that Inbound was much more than a marketing methodology and had become a set of beliefs and a mindset required for businesses to grow with modern buyers. Dan and I were both speaking to a group of tool-and-die manufacturers at a trade show in Southern California in late 2016. We were having coffee and catching up, and Dan asked me what I was working on. I told him that I was working with business leaders to take the beliefs around Inbound to the entire organization and that just doing Inbound Marketing was no longer enough to grow.
 
He jumped up and excitedly said “I’m doing a presentation called The Inbound Organization and I’m talking about the same things!” So that was the “Aha “moment when we knew were thinking about the same thing and the moment we decided to write the book telling that story. We both saw a need to help companies understand the new competitive landscape and embrace the Inbound philosophy quickly for their own benefit. After our presentations, people would say “OK, we want to become an Inbound organization, what happens next? That’s why we wrote the book—to help provide the next step.  
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ESM: What do you think is necessary for companies to implement your concept of the Inbound Organization?
 
Hockenberry and Tyre: The first step is to understand that the fundamental shift to Inbound has occurred and that organizations need to change to adapt to it. The same old playbooks and processes will not work. The next step becomes building a culture and an operating system that drives the ideas and beliefs of Inbound to everyone in the organization. These beliefs include:
Helping first
Solving for the customers
Transparency
Strategies based on a target persona
Engagement all along the buyer journey
Using content in a strategic way
Aligning everyone in the organization behind the mission
Using data to make decisions about marketing and sales
 
But it all starts with the mindset of the leadership team. You can’t fake it. You must lean into helping with your marketing team, sales team, customer service team. That seems obvious, but also your operations team, legal team, your human resources team. It really is the entire company.
 
 
ESM: Who do you think is the final decision maker for this? Who manages this? HR, Marketing, the CEO?
 
Hockenberry and Tyre: I think that’s an old-school way of thinking about Inbound. There’s no final decision maker. Inbound is a way of doing business, a way of looking at customers and employees and all partners and stakeholders. Leaders must start the process, but every person in every department is responsible, and in fact accountable, to act in an Inbound way and deliver the experience that buyers, employees and partners need and want. It’s also more monitored than command-and-control managed. Everyone must know what the mission, strategy, plays and goals are and be accountable to living up to them.
 
We’re not saying there’s no management, but the culture and operating system, if built correctly, keep everyone on track and living up to inbound beliefs. Leaders have been saying “customers first” for decades. We are now at the point where we can back it up with data, focus and instant results. For us, it’s the founders, board of directors, senior management team and division heads that are responsible for the vision and execution of the inbound philosophy.
 
 
ESM: How much do you think marketers understand about how to use content to identify people in a researching or shopping mode and to build trust—i.e., helping versus selling? In other words, where are marketers in this shift toward an Inbound approach on a scale from 1 to 10, 10 being most advanced?
 
Hockenberry and Tyre: Marketers are all over the map. It depends on the industry and even, to a degree, on location. Many B2C (business-to-consumer) marketers are well along the process of using content in a helpful and productive way, whereas B2B (business-to-business) tends to be much farther behind, though there are certainly exceptions. The test is to look at the brands you engage with and ask the simple question:Is this content/ad/marketing helpful to me and does it provide what I need/want/expect at this moment, or is it self-serving and focused on the seller?
 
We would grade marketers an overall 8 of 10, but the last mile is the most critical and hardest. We’re getting to the point where every individual should have a personalized interaction based on multiple factors that give them exactly what they want and need, in their preferred format and in the manner that they prefer to absorb it—think video vs. bullet points, story versus return-on-investment data. Machine learning will accelerate this trend. In 2019, if a website doesn’t know you by name the first time you visit it, you’ll scrunch up your nose like it is broken and think “How come this website doesn’t know who I am?”
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ESM: Do you think that the average person in marketing and sales is receiving the necessary training on how to inform and help rather than sell?
 
Hockenberry and Tyre: No. Again, ask this question of the salespeople you interact with on a daily basis: Are they helping, or are they pitching/selling/closing?
 
 
ESM: Being an agency yourself, how do you think this big shift toward informing, helping and building trust rather than selling and promoting will affect the agency business? Do you think it’s possible that with the advent of the Inbound Organization that the traditional agency model will collapse upon itself due to all the waste of “spray and pray.”
 
Hockenberry and Tyre: Agencies that don’t deliver results and ROI will go away regardless of their approach. I live in the B2B world, and the majority of companies don’t have the internal expertise and experience to deliver great content and share it in a productive way, so they often need outside help to make Inbound happen. I think that will always be the case—technology and buyers will change faster than many B2B companies will be able to react.
 
Great agencies will understand how to help their clients become more Inbound so the client can then start to do Inbound. Agencies that coach, teach and guide their clients to change their culture and beliefs will be the ones that see the most success. The ones that follow a script or menu approach to services will do a lot of Inbound but lag in terms of results. Marketing agencies are one-dimensional and set up for the way companies did business 20 years ago. “Growth” agencies support both marketing and sales, and they help you grow. Almost everyone wants to grow. 
 
 
ESM: Do you believe that creating a platform to help organizations become what we call Inbound 360 to be a next frontier for Hubspot, or is this more a focus for Hubspot agencies?
 
Hockenberry and Tyre: It should be a focus for everyone. If you don’t have a mission, vision, plan and target to execute these days, you’re behind the curve. This is really important. When you’re buying any product, from a phone or a car to a house, copier or clothes, do you want someone to know you, help you and assist you, or do you want someone to push the same agenda all the time? If you’re not practicing Inbound, you could be playing catch up. 
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ESM: Anything else you wish to tell us about the future of Inbound and Content Marketing and the connection to engagement across the enterprise?
 
Hockenberry and Tyre: We’re not going back to the days when interruptive marketing and product-focused selling were effective. Helping will be the new table stakes, personalizing interactions and relationships will be the expectation, and organizations lined up with the values and beliefs of their buyers will be the winners.
 
 
About the Authors: 
Dan Tyre is Sales Director for Hubspot, the leader of the Inbound movement, offering a complete technology and solution platform for agencies that bring content marketing solutions to clients. Tyre joined HubSpot as a member of the original team in May of 2007, and has led the recruiting, training and growth of HubSpot’s sales team ever since. 
 
Todd Hockenberry is Founder of Top Line Results, a nine-year-old Inbound agency focused on delivering growth strategies and tools to technology and capital equipment companies through more effective sales and marketing processes based on the needs of today’s buyers. 
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Master the Principles of Enterprise Engagement and ISO 9001 and ISO 10018 Quality People Management and 9 New Human Resources Standards
 
Discover a new internationally sanctioned approach to create new wealthyou’re your organization by achieving greater return-on-investment on your organization’s budgets for culture, leadership, communications, training, rewards & recognition and more. 
 
Live: Enterprise Engagement in Action:  How to Apply ISO Annex SL and ISO 10018 Standards and Practices to Any Business. 
Date, Location, and Fees: Wed. Oct. 3, 3 pm-5 pm, and Thu. Oct. 4, 9 am-3 pm, at the University of Texas Arlington, 20 minutes from Dallas Fort Worth Airport. 
A crash course on how to apply Enterprise Engagement to everyday organizational goals and to profit from new ISO Annex SL and ISO 10018 standards and certification. Click here for more information and to register. 
 
In Print: Enterprise Engagement: The Roadmap 4th Edition, How to Achieve Organizational Results Through People and Quality for ISO 10018 Certification. 
The first and most comprehensive book on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. 
 
Online: The Enterprise Engagement Academy at EEA.tmlu.org, providing the only formal training on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Provides preparation for professionals to support organizations seeking ISO 10018 employer or solution provider certification, as well as elective courses on Trade Show Engagement, Rewards and Recognition, Government, and other topics. 
Plus: 10-minute short course: click here for a 10-minute introduction to Enterprise Engagement and ISO standards on Coggno.com.
 
Services: The International Center for Enterprise Engagement at TheICEE.org, offering: ISO 10018 certification for employers, solution providers, and Enterprise Engagement technology platforms; Human Resources and Human Capital audits for organizations seeking to benchmark their practices and related Advisory services for the hospitality field.
The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal engagement practices for themselves or their clients, including Brand and Capability audits for solution providers to make sure their products and services are up to date.
 
Enterprise Engagement Benchmark Tools: The Enterprise Engagement Alliance offers three tools to help organizations profit from Engagement. Click here to access the tools.
• ROI of Engagement Calculator. Use this tool to determine the potential return-on-investment of an engagement strategy. 
• EE Benchmark Indicator. Confidentially benchmark your organization’s Enterprise Engagement practices against organizations and best practices. 
• Compare Your Company’s Level of Engagement. Quickly compare your organization’s level of engagement to those of others based on the same criteria as the EEA’s Engaged Company Stock Index.
• Gauge Your Personal Level of Engagement. This survey, donated by Horsepower, enables individuals to gauge their own personal levels of engagement.
 
For more information, contact Bruce Bolger at Bolger@TheEEA.org, 914-591-7600, ext. 230.
 
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Now Available: The Essential Guide to Implementation of Stakeholder Capitalism

Last week, the Enterprise Engagement Alliance released its updated Enterprise Engagement for CEOs: The Little Blue Book for Stakeholder Capitalists. This week, it has published its updated Enterprise Engagement: The Roadmap—How to Implement Stakeholder Capitalism to provide management at all levels a comprehensive implementation guide with detailed information on the theory, economics, and practices of Stakeholder Capitalism and human capital management across the enterprise. 
EE Roadmap new cover
 
While Enterprise Engagement for CEOs provides an abbreviated overview of the principles of Stakeholder Capitalism and profiles of some of the CEOs who have practiced it at their organizations, Enterprise Engagement: The Roadmap offers a practical detailed implementation guide that includes information on the principles and economics, as well as on almost all of the tactics involved. 
 
The challenge facing the Stakeholder Capitalism movement is that it is not taught in any schools nor even in executive education program and that it requires organizations to break down the siloes between finance, marketing, human resources, operations, and other business units that hamper efficiency and create poor experiences for customers and employees alike. 
EE for CEOs
 
Stakeholder Capitalism enhances returns for investors by creating value for customers, employees, supply chain and distribution partners, communities, and the environment and should not be confused with “woke” capitalism or Corporate Social Responsibility. See ESM: Stakeholder Capitalism—A Primer.
 
Enterprise Engagement: The Roadmap aims to address the knowledge gap with a desk reference covering almost all the key areas of the field. Writes Grace Swanson, Vice President, Human Capital at Accumold, a leading precision manufacturer, “By the time I finished reading Enterprise Engagement: The Roadmap my copy was filled with Post-it notes highlighting information I knew I would need to reference later. This book provides a complete guide to almost everything an organization needs to implement a strategic approach to engaging everyone in organizational goals in a systematic way.”               
 
Gary Rhoads, retired Stephen Mack Covey Professor of Marketing Emeritus at the Marriot School of Business at Brigham Young University and Chairman of Xvoyant, a sales engagement technology firm, “As a professor of marketing and entrepreneurship for most of my career, and founder of two leading companies in sales and marketing management, I know that delivering promises is one of the most critical strategies for success. Yet too many organizations fail to address the importance of engaging all stakeholders in organizational goals. Enterprise Engagement: The Roadmap is the only book I know that focuses on how to apply a strategic and tactical approach to engagement across the enterprise in a systematic way.” 
          
Adds Barbara Porter, Managing Director, Ernst & Young, "I have spent much of my career helping organizations develop great cultures, and in the end a successful strategy requires a CEO-led approach to connecting employees, managers, customers, vendors, suppliers, the community—everyone inside and outside the organization who has a stake in its success. I have repeatedly referenced almost every chapter in Enterprise Engagement: The Roadmap since the first edition came out, as it’s the only book I know of that puts together in one place all the tactics needed to address engagement to achieve organizational results.” 
 
As shown in the table of contents below, the book covers almost every topic involved with the implementation of Stakeholder Capitalism, including career opportunities and the potential impact on government. The edition now includes appendices on human capital management, reporting, and analysis. 
 
Here is the table of contents: 
 
Part I: Introduction to Stakeholder Capitalism, Enterprise Engagement, ISO
Intro: Enterprise Engagement and ISO Annex SL and ISO 10018 and ISO 30414
Standards – A Practical Framework for Implementation and Measurement
Chapter 1  ISO 10018: People Engagement
Chapter 2 The Role of ISO Standards in Business and People Management
Chapter 3  Economics of Enterprise Engagement
Chapter 4  Culture and the Enterprise Brand
Chapter 5   Breaking Down Organizational Silos
 
Part II: Audiences of Engagement
Intro: The Audience Challenge
Chapter 6 Customer Engagement
Chapter 7 Channel Partner Engagement
Chapter 8 Employee Engagement
Chapter 9 Sales Engagement
Chapter 10  Volunteer & Community Engagement
Chapter 11  Supply Chain Engagement
Chapter 12 The Employee / Customer Link
Chapter 13 Case Study: Northwell Health
 
Part III: Tools of Engagement
Intro: Tools and Tactics
Chapter 14 Employee Assessment
Chapter 15  Communication
Chapter 16 Permission Management
Chapter 17 Content Marketing
Chapter 18 Learning and Training
Chapter 19  Gamification
Chapter 20 Collaboration and Innovation
Chapter 21  Rewards & Recognition
Chapter 22 Loyalty
Chapter 23  Recognition in the Era of Employee Engagement
Chapter 24 Diversity and Community
Chapter 25 Wellness
Chapter 26  Enterprise Safety Engagement
Chapter 27  Enterprise Technology Engagement
Chapter 28 Meetings and Motivational Events 
Chapter 29 Travel Rewards and Engagement
Chapter 30 The Importance of an Engaging Environment
Chapter 31  Trade Shows & Conferences: Engaging the Stakeholders
Chapter 32  Technology: The Heart of the Problem, The Core of the Solution
Chapter 33 Measuring Enterprise Engagement and Performance
Chapter 34 Big Data and Analytics
Chapter 35 Case Study: UnitedHealth Group
 
Part IV: Applications of Engagement
Intro: The Enterprise Engagement Framework
Chapter 36  Keys to Implementation
Chapter 37  Budgeting and ROI
Chapter 38 Engagement Careers
Chapter 39 Engagement and Nonprofits
Chapter 40 Implications for Government
Chapter 41  Engagement, Human Capital and the Accounting Profession
Chapter 42 Enterprise Engagement and ISO 30414 Human Capital Reporting Standards
 
Appendix 1  Sample Engagement Business Plan
Appendix 2  An Explanation of Tracer Audit Methodology
Appendix 3  ISO 10018 Audit
Appendix 4 Human Capital Evaluation Checklist
Appendix 5 Example of a “Model” Company
 
 
For More Information
Bruce Bolger
Founder, Enterprise Engagement Alliance
914-591-7600, ext. 230
Bolger@The ICEE.org 
 

Master the “S” of Environmental, Social, Governance (ESG), A.k.a. Stakeholder Capitalism
 
The Enterprise Engagement Alliance at TheEEA.org is the world’s first and only organization that focuses on outreach, certification and training, and advisory services to help organizations achieve their goals by fostering the proactive involvement of all stakeholders. This includes customers, employees, distribution and supply chain partners, and communities, or anyone connected to an organization’s success.
 
Training and Thought Leadership 
  • Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
  • The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
  • The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
  • Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 
Engagement Digital Media and Marketplaces
Video Learning
The EEA Human Capital Management and ROI of Engagement YouTube channel features a growing library of 30- to 60-minute panel discussions with leading experts in all areas of engagement and total rewards.
 
Books
Enterprise Engagement Advisory Services 
The Engagement Agency helps:
  • Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
  • Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
  • Investors make sense of human capital reporting by public companies.
  • Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions
For more information: Contact Bruce Bolger at Bolger@TheICEE.org or call 914-591-7600, ext. 230.
 

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Two New Books Advocate Stakeholder Capitalism

Professors from Harvard Business School, University of Virginia’s Darden School of Business and George Washington University author books that include the fundamental need for CEOs to lead a strategic and systematic approach to addressing the needs of all stakeholders.
 
Reimagining-Capitalism
The financial and societal benefits of a stakeholder approach to Capitalism is front and center in these two recently published books. 
 
In Reimagining Capitalism in a World on Fire, the author Rebecca Henderson argues that companies have to move beyond maximizing profits to identify business opportunities to meet society’s needs, and that they should consider the welfare of all stakeholders. Investors, she asserts, will benefit by focusing on the long term and considering social and environmental impact. She believes that governments need to regulate markets more strictly and impose carbon taxes. The solution to failing capitalism, she says, lies in all sectors working together to address challenges through collective action, with the result being not only a better world but more profitable businesses and a stronger economy.
 
Rebecca Henderson is the John and Natty McArthur University Professor at Harvard University.
 
The Power of AND: Responsible Business Without Trade-Offs, by R. Edward Freeman, Kirsten E. Martin, and Bidhan L. Parmar, detail an emerging business model built on:
Prioritizing purpose as well as profits; 
Creating value for stakeholders as well as shareholders; 
Seeing business as embedded in society as well as markets; 
Recognizing people’s full humanity as well as their economic interests, and 
Integrating business and ethics into a more holistic model. 
 
Drawing on examples from multiple companies, industries, and countries, the authors seek to demonstrate that these values support resilience and prosperity over the long term. They share real-world success stories they say disprove the conventional wisdom that there are unavoidable trade-offs between acting ethically and succeeding financially. The Power of And is written to present a conceptual revolution about what it means for business to be responsible, providing a new story to help all kinds of companies thrive.
 
R. Edward Freeman is University Professor and Elis and Signe Olsson Professor of Business Administration at the University of Virginia Darden School of Business. Kirsten E. Martin is associate professor of strategic management and public policy at the George Washington University’s School of Business. Bidhan L. Parmar is associate professor of business administration at University of Virginia Darden School of Business. 
 

Master the Principles of Stakeholder Capitalism And Implementation Through Enterprise Engagement

Education, Certifications, and Information to Activate
Stakeholder Capitalism Available Nowhere Else
A complete learning, certification, and information program and a course syllabus for educators.
 
Training and Certification
Enterprise Engagement Alliance Education: Certified Engagement Practitioner; Advanced Engaged Practitioner, and Certified Engagement Solution Provider learning and certification programs on how to implement Stakeholder Capitalism principles at the tactical level. 
 
International Center for Enterprise Engagement: The only training and certification program for ISO 30414 human capital reporting and ISO 10018 quality people management certification. 
 
The EEA offers a complimentary course syllabus for educators.
 
A CEO's Guide to Engagement Across the Enterprise cover
Join the EEA to begin your certification process or see our other resources below. 
Or contact Bruce Bolger; Bolger@TheICEE.org; 914-591-7600, ext. 230 to learn more.
 
THE ONLY BOOKS ON STAKEHOLDER CAPITALISM IMPLEMENTATION
Enterprise Engagement for CEOs:The Little Blue Book for People-Centric Capitalists
This is the definitive implementation guide to Stakeholder Capitalism, written specifically to provide CEOs and their leadership teams a concise overview of the framework, economics, and implementation process of a CEO-led strategic and systematic approach to achieving success through people.  (123 pages, $15.99)

Enterprise Engagement: The Roadmap 5th Edition
The first and most comprehensive book on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Includes 36 chapters detailing how to better integrate and align engagement efforts across the enterprise. (312 pages, $36.) 

OTHER RESOURCES TO ACTUALIZE STAKEHOLDER CAPITALISM 
Communities: The  Enterprise Engagement Alliance and Advocate and the  Brand Media Coalition free resource centers offering access to the latest research, news, and case studies; discounts, promotions, referrals, and commissions, when appropriate to third-party solution providers from participating coalition solution provider members.
 
Enterprise Engagement Resources:  EEXAdvisors.com provides the only curated online marketplace to access hundreds of solution providers in all areas of human capital management and enterprise engagement throughout the world. 

Online Overview:  
10-minute short course: click here for a 10-minute introduction to Enterprise Engagement and ISO standards from the Coggno.com learning platform.

Services: 
•  The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal engagement practices for themselves or their clients, including Brand and Capability audits for solution providers to make sure their products and services are up to date.
•  C-Suite Advisory Service—Education of boards, investors, and C-suite executives on the economics, framework, and implementation processes of Enterprise Engagement. 
•  Speakers Bureau—Select the right speaker on any aspect of engagement for your next event.
•  Mergers and Acquisitions. The Engagement Agency’s Mergers and Acquisition group is aware of multiple companies seeking to purchase firms in the engagement field. Contact Michael Mazer in confidence if your company is potentially for sale at 303-320-3777.

Enterprise Engagement Benchmark Tools: The Enterprise Engagement Alliance offers three tools to help organizations profit from Engagement. Click here to access the tools.
•  ROI of Engagement Calculator. Use this tool to determine the potential return-on-investment of an engagement strategy. 
•  EE Benchmark Indicator. Confidentially benchmark your organization’s Enterprise Engagement practices against organizations and best practices. 
•  Compare Your Company’s Level of Engagement. Quickly compare your organization’s level of engagement to those of others based on the same criteria as the EEA’s Engaged Company Stock Index.
•  Gauge Your Personal Level of Engagement. This survey, donated by Horsepower, enables individuals to gauge their own personal levels of engagement.

For more information, contact Bruce Bolger at Bolger@TheEEA.org, 914-591-7600, ext. 230.

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Best Sales Promotions

Reviews 126 of the best recent sales promotion campaigns. Readers will develop a better understanding of what constitutes a successful promotion and of what a good promotion can—and can't—do. A straightforward book that is useful for readers with all levels of experience.

McGraw-Hill Companies. 240pp. Paperback.

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Compensating Your Sales Force: How to Use Commissions, Draws, Bonuses and Quotas to Keep Your Sales Team Hungry and Productive

Compensating Your Sales Force provides the guidance required to custom-design a compensation package that meets all the particular objectives of your individual firm with emphasis on the bottom line. This book includes a new approach to balanced compensation, new IRS rules for business expenses and new techniques for territorial realignment.

Probus Professional Pub. 240 pages. Hardcover.

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Enterprise Engagement: The Roadmap, 3rd Edition

Enterprise Engagement: The Roadmap, 3rd Edition has been completely updated with new information, illustrations and new chapters. Authored and edited by dozens of experts in general management, marketing, sales, data management, business and academia, the Textbook’s methodology has been endorsed by leading companies as a means of achieving both strategic and tactical organizational goals related to sales, marketing, human resources, vendor management, and community relations. A proven strategy to:
  • Increase long-term profitability
  • Maximize customer loyalty and referrals
  • Capture the commitment of dealers, agents and distributors
  • Increase sales and improve customer service
  • Maximize quality, productivity, quality and wellness
  • Foster greater prosperity through a focus on people 
 
Enterprise Engagement: The Roadmap, 3rd Edition also provides formal preparation for the Enterprise Engagement Certification program. To order a copy, click here.

Bruce Bolger, Allan Schweyer & Richard Kern . 242 pp. Cost: $36

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Four Elements of Successful Management

This book addresses basic management issues applicable to almost any organization and manager. It provides a simple approach summarized as "select, direct, evaluate, and reward," but is in no way short of details. It includes extensive information on every aspect of the process, including benefits of cash and noncash awards.

Amacom. 208pp. Hardcover . Cost: $14.96

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Global Agency Founder to Help Companies "Build Corporate Soul"

Ralf Specht, founding partner of Spark44, an international ad agency he helped grow into a $100 million plus company with 1,200 employees, now turns his attention to promote “a framework that aligns value-creating employee action with broader corporate strategy through shared understanding and shared purpose.” 
Building Corporate Soul
 
To regular readers of ESM, the theme of Building Corporate Soul: Powering Culture and Success with the Soul System™ sounds familiar. Corporate soul, the author Ralf Specht writes, “is a function of aligning value-creating employee behaviors with corporate strategy through understanding and shared purpose.” 
 
Specht says he knows that many books already focus on values and principles. His book, he says, is designed to provide “a strong outline for implementation.” In 12 chapters, he provides a step-by-step implementation process CEOs and business leaders can use based on his own management experience and research on other companies.
 
To support the return-on-investment of “soul,” he created a Soul Index “comprised of companies that have a shared understanding of vision, mission, values and spirit, and corresponding shared behaviors of leadership, ecosystem drivers, compensation, recruitment, development, partnerships, and followers centered on shared purpose.” The companies selected, ranging from Adobe, Salesforce, Microsoft, and Amazon, to Workday, Hilton, Apple, SAP and American Express, significantly outperformed all the major stock indices from 2016 to 2021, the five years he tracked. 
 
The book defines the concept of the corporate soul. It provides a description of the author’s soul system; outlines the role of purpose; discusses how to understand the soul of your company; lead with soul; nurture the soul ecosystem; promote its drivers, reward soul supporters; hire for soul; develop soul leaders, allies, and followers, and concludes with some of the author’s personal reflections.
 
Ralph SpechtHere’s a recent Q&A with Specht about his book. 
 
ESM: This all makes sense. Why isn’t it being done now?
 
RS. It is being done. But it is not being done by the majority of businesses. Everybody in the world by now has understood what exponential growth is. That is what I see is happening at this moment. There is a fast-growing dynamic in place; companies the world over do realize that they have to do things differently. 
 
The book includes the Soul Index, a performance ranking that is predominantly based on employee data about satisfaction and engagement at work as well as CEO approval data combined with business and brand success data. The results speak volumes. Companies that rank in the top 20 are delivering better returns than their peers. Happier employees drive better products and services as well as more satisfied customers. It´s an equation that gets more and more acceptance. Recent data by JUST Capital in the US are confirming the trend. Soul Index winner Adobe is also the number one on Benefits & Work-Life Balance as well as Diversity, Equity, & Inclusion. 
 
The focus on corporate culture is growing and the recent moves from the Securities & Exchange Commission (SEC) will drive listed companies to consider the implications of any actions on their workforce more than ever before. There will be a better world – hence my vision is to make soulless companies a thing of the past.
 
ESM: Who is going to lead the way to making this happen? What role do you wish to play and how?
 
RS: Change is coming from many different players. There are the government bodies like the SEC that could have a huge impact if they finally commit to it. The power of employees should not be underestimated. The ´Great Resignation´ or ´Great Reshuffle´ as it is more rightfully named is actually nothing but a movement – although it is not organized like a movement but by millions of individual decisions – of workers who vote with their feet as a consequence of feeling undervalued by their companies or managers. They do not feel any sense of belonging to their company. Those businesses that do not have corporate soul – and their leaders are realizing that they need to act. Otherwise, there won´t be a company in the future.
 
I do much more believe in the concept of ´carrot´ rather than ´stick´. The carrot for any CEO is that a company of which the employees say ´our firm has got soul´ tastes so good because it means it is a highly successful company. Look at prime examples like Microsoft and Salesforce – you can see that the leadership has fully understood why it is critical and what needs to be done to make it tangible for all stakeholders.
 
My book is a reach for a book. It is written by a global business leader informed by the latest studies from academia and consultancies – it brings together practitioner realism with the theoretic wisdom. It is the basis for my engagement in this space in consulting companies and organizations to fully understand that thriving cultures, cultures with soul, are more successful than others. One of the options I am currently looking into is to open a Leadership Academy that focuses on implementing successful human-centric corporate cultures.
 
ESM. You come from the advertising business, and yet you barely mention the field. What role do you think advertising/marketing play in the current state of affairs, and what can or should advertising do about it?
 
RS. True. Because ´Corporate Soul´ is not an advertising or marketing idea. I spent more than two decades with McCann – their mantra has always been ´Truth Well Told´. Today, this is more relevant than ever. But too often, ´brand purpose´ has become a fig leaf concept for CMO´s (chief marketing officers) and their agencies to market products or services. But ´purpose´ is not a marketing concept. 
 
´Purpose´ is at the core of how to lead a company. It is the key to align corporate strategy and corporate behaviors with that ´purpose´. Hence the Soul System framework defines it as ´shared purpose´. Shared by the entire board and shared with all stakeholders, especially staff. That is the critical first step. Then all corporate functions get involved – marketing being one of them and then agencies come into play.
 
Agencies need to ask the ´Truth Well Told´ questions:
Is your purpose just an answer that sounds good to the questions consumers have? 
Is it a truth that is grounded in the very essence and reality of the company that is bringing this brand to market? 
Is it real or is it just wishful thinking?
If it is not real, they need to advise their clients on the risk that they are about to enter for their firm. As we all know, it takes a lot of time to earn trust and build a sound reputation. But you can destroy it faster than you think. But agencies are not the ultimate decision makers. CMOs have a real responsibility here – and given their often short-lived tenure these days, one can see the pressures that they are dealing with.
 
ESM. Your book makes no mention of human capital reporting or the greater ESG or Stakeholder Capitalism movement. 
 
RS. When I wrote the book, it has been my intention to celebrate companies that have built corporate soul. Real-life cases of established firms like Lego, Hilton Hotels or Bentley Motors that have returned to the foundations of their founders’ beliefs on why the firm had been in business in the first place. Or start-up companies that are characterized by the innate energy, drive and focus of their founders to design a company that is better than any competitor in the field.
 
It´s my belief that learning from great and successful examples is the most infectious way to support the (Stakeholder Capitalism) movement. In my view, we need to make the leadership behaviors which build soul synonymous with the behaviors which build success. If we are successful in doing so, then the movements will all benefit. The value proposition is about success, because that is a language leaders understand. But the language of success needs to evolve and corporate soul needs to become the new language of success.
 
ESM: Do you think companies with corporate soul should publish human capital and sustainability reports to demonstrate this commitment? 
 
RS. Absolutely. But there needs to be a clear framework for these – similar to accounting standards. We need human capital standards so that is easier for all stakeholders to compare sectors and companies. In the future, I am expecting that investor roadshows will no longer be a CEO and CFO show. We will see the Chief Talent Officer playing a key role at an equal level. Something we are not seeing in many companies at this day and age. But this will change as the largest stakeholder groups such as customers and employees will increasingly want to see the real facts when it comes how a corporation deals with its human capital.
 
“Our people are our biggest asset.” How often have we heard that statement since former Xerox CEO Anne M. Mulcahy spoke these words at the 2003 Life Management Conference? The time has come to make this not just nice words, but a reality.
 
About the Author
Ralf Specht is the author of “Building Corporate Soul”. He developed the Soul System™, a framework designed to power culture and success for any business.

After two decades with McCann Erickson in various executive roles, he was a founding partner of Spark44, an innovative, industry-first joint venture with Jaguar Land Rover. Under his leadership as CEO, Spark44 grew to a 1,200 people business in 18 countries. He is the author of Building Corporate Soul: Powering Culture & Success with the Soul System™ from Fast Company Press. 

Connect with Specht on LinkedIn and buildingcorporatesoul.com.



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Master the “S” of Environmental, Social, Governance (ESG), A.k.a. Stakeholder Capitalism
 
The Enterprise Engagement Alliance at TheEEA.org is the world’s first and only organization that focuses on outreach, certification and training, and advisory services to help organizations achieve their goals by fostering the proactive involvement of all stakeholders. This includes customers, employees, distribution and supply chain partners, and communities, or anyone connected to an organization’s success.
 
Training and Thought Leadership 
  • Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
  • The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
  • The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
  • Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 
EE for CEOsEngagement Digital Media and Marketplaces
Video Learning
The EEA Human Capital Management and ROI of Engagement YouTube channel features a growing library of 30- to 60-minute panel discussions with leading experts in all areas of engagement and total rewards.
 
EE RoadmapBooks
Enterprise Engagement Advisory Services 
The Engagement Agency helps:
  • Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
  • Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
  • Investors make sense of human capital reporting by public companies.
  • Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions
For more information: Contact Bruce Bolger at Bolger@TheICEE.org or call 914-591-7600, ext. 230.
 

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Incentives in Marketing & Motivation

A comprehensive text on the incentive marketplace. The content is illustrated and includes numerous case studies that reveal the breadth and potential of the incentive marketplace.

Kendall/Hunt Publishing Company. 427 pages. Paperback. Cost: $7.95

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Managing Through Incentives: How to Develop a More Collaborative, Productive, and Profitable Organization

Shows managers how to apply proven motivators to help any size firm energize the work force, increase its profits, and meet the challenges of today's competitive global economy. Presents the pros and cons of incentives as well as why and how they work and discusses in detail incentives for executives and workers and those used for marketing to consumers.

Oxford University Press. 352pp. Hardcover. Cost: $60.00

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New Book: <i>Enterprise Engagement for CEOs</i> Targets People-Centric Capitalists

“If organizational leaders worldwide had practiced the principles outlined in this Little Blue Book, there might not have been a Little Red Book,” 
- Dr. Gary Rhoads, Co-Founder, Enterprise Engagement Alliance 
 
Dr. Rhoads is Professor of Marketing and Entrepreneurship, Marriott Graduate School of Business at Brigham Young University in Salt Lake City and Chairman of Xvoyant, a fast-growing sales engagement company, and before that, founder of Allegiance, the first Enterprise Engagement company focused on connecting the voice of the customer to employees.
 
By Dr. Gary Rhoads
EE for CEOs book coverWith the right focus on the value of people, capitalism can create a virtuous circle of prosperity that surpasses the potential of any other system. Enterprise Engagement for CEOs is for a new generation of leaders and proud capitalists who don’t just say Human Capital is their organization’s most important asset, they know it. By Human Capital, I mean not just employees or customers, but all stakeholders ˗ distribution partners, vendors, communities and investors. In the case of not-profits, this also means donors and volunteers, and in government, constituents, political donors and volunteers.

Enterprise Engagement for CEOs is available now online at Amazon.com for $15.99 and is available on other online retailers. It provides a quick summary for executives of the principles covered in the Enterprise Engagement Alliance's education and certification program.

Enterprise Engagement for CEOs provides organizational leaders or anyone who aspires to be one a logical, practical guide to a new strategic and systematic approach to people management that generates greater and more sustainable financial results than the prevailing reactive, process- and short-term focused management style. It also creates a better experience for all stakeholders and a healthier, more prosperous society, not to mention greater peace of mind for boards, management and investors.
 
Nothing about Artificial Intelligence or any other economic force will change the fundamental principle that Human Capital is an organization’s most precious asset. One would hardly know it, though, based on the way most organizations are run, not only in the U.S. but throughout the world. Despite the many CEOs who say that people are their most important asset, many take or enable actions that hurt customers, employees, communities and other stakeholders in the name of short-term profit. Human Capital is not carried as an asset on any balance sheets except under the nebulous category of goodwill, and most organizations, public or private, disclose little information to anyone that would substantiate a serious commitment to Human Capital. In fact, surveys have shown that most CEOs do not even rank people among their top five assets.
 

Despite Billions Spent, Nothing Changes 

The result? According to Gallup, less than 40% of employees are engaged in their work ˗ a level unchanged in over a decade ˗ at an estimated cost of hundreds of billions of dollars each year. Nearly two-thirds in a Monster.com survey said they get the blues at the start of the work week. As for consumers, overall satisfaction with product and service quality remains just above 70%, hovering in the same general range since the American Consumer Satisfaction Index was created in the last century. It’s no wonder that a recent Gallup survey found that only about 33% of citizens are satisfied with “things in America,” despite record employment.

Organizations arguably spend hundreds of billions each year to engage their stakeholders, whether in branding and marketing, leadership recruitment and coaching, motivational speakers, engagement surveys, communications in myriad forms, training, job design, innovation and collaboration, rewards and recognition and on and on. There are probably hundreds of useful business books and motivational speakers on leadership, and an equal number of management training programs, and yet little has changed but the buzzwords.

The state of people management is analogous to the state of quality management in the 1980s, when U.S. companies spent billions on quality control and new machinery and yet encountered stubbornly high defect rates exploited by the Japanese, who were adopting a proactive, integrated approach to quality management created in the West but largely ignored here. In 1987, ISO 9001 Quality Standards created a commonly accepted framework and nomenclature with a strategic and systematic approach that helped transform quality in manufacturing, both in the U.S. and elsewhere. Now, the principles of Enterprise Engagement embodied in the new ISO Annex SL and ISO 10018 Quality People Management standards can do the same for Human Capital management.
 

What Makes This Book Required Reading for CEOs

The principles of Enterprise Engagement and ISO 10018 Quality People Management standards go beyond the already widely addressed issues of leadership skills to help CEOs apply the same strategic and systematic approach to people management today that ISO 9000 standards did for quality management in the 1990s. This easy-to-understand approach and completely voluntary set of ISO standards provide the principles and a roadmap from which any organization can benefit to achieve a greater return-on-investment from their current efforts to enhance their various stakeholders simply by using the proven strategic, systematic, integrated approach that transformed quality. The result is higher, more sustainable performance, a happier workforce and more satisfied customers and communities, not to mention investors.

Enterprise Engagement and ISO standards address the growing desire for a more humane capitalism that benefits all stakeholders and society by demonstrating that a strategic and systematic focus on Human Capital offers a more successful and sustainable way to run an organization of any kind. 
 

Topics Covered

Here is the table of contents of Enterprise Engagement for CEOs:
Why a CEO’s Guide to Enterprise Engagement?
The Enterprise Engagement Strategic and Tactical Implementation Process
The Enterprise Engagement Operating System
A Template for the Disclosure of Human Capital Practices and Measurements
The Role of the Chief Engagement Officer 
CEO Profiles
A CEO’s Enterprise Engagement Toolkit
Resources 

Enterprise Engagement for CEOs, 123 pages, is available now online at Amazon.com for $15.99 and is coming soon to most other online retailers.
 
For Bulk or Customized Copies: 
Bruce Bolger, Enterprise Engagement Alliance
Bolger@TheEEA.org; 914-591-7600, ext. 230. 
 
 

Master the Principles of Enterprise Engagement to Achieve Organizational Goals and Enhance Your Career
 
  • Profit from a new strategic and systematic approach to engagement to enhance your organization’s brand equity; increase sales, productivity, quality, innovation, and safety, and reduce risks.
  • Get trained to become a Chief Engagement Officer for your organization.
  • Achieve ISO 10018 Quality People Management Certification to demonstrate your organization’s strategic commitment to people to your customers, employees, distribution partners, vendors, communities, investors, and regulators.
  • Learn how to create Sustainability or Integrated Reports for Your Organization or Clients.
  • Get up-to-speed on ISO human resources standards and guidelines to enhance HR performance.
Live Education: Enterprise Engagement in Action. Take advantage of a three-hour customized webinar for individuals or teams on all aspects of Enterprise Engagement, including the definition, economics, implementation framework, return on investment, ISO quality people management standards, as well as preparation for Certified and Advanced Engagement Practitioner status. 
A CEO's Guide to Engagement Across the Enterprise cover
ICEE periodically runs regional one-day workshops on ISO 10018 Quality People Management principles and certification. Stay tuned for upcoming date.

In Print: 
Written specifically to provide CEOs and their leadership teams a concise overview of the framework, economics, and implementation process of a CEO-led strategic and systematic approach to achieving success through people.  (123 pages, $15.99)
The first and most comprehensive book on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Includes 36 chapters detailing how to better integrate and align engagement efforts across the enterprise. (312 pages, $36.)
 
 
Online: The Enterprise Engagement Academy at EEA.tmlu.org, providing the only formal training on Enterprise Engagement and the new ISO 9001 and ISO 10018 quality people management standards. Provides preparation for professionals to support organizations seeking ISO 10018 employer or solution provider certification, as well as elective courses on Trade Show Engagement, Rewards and Recognition, Government, and other topics. 
Plus
10-minute short course: click here for a 10-minute introduction to Enterprise Engagement and ISO standards on Coggno.com.
5-minute Audiopedia summary of the Enterprise Engagement field.
 
Services: The International Center for Enterprise Engagement at TheICEE.org, offering: ISO 10018 certification for employers, solution providers, and Enterprise Engagement technology platforms; Human Resources and Human Capital audits for organizations seeking to benchmark their practices and related Advisory services for the hospitality field.
The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal engagement practices for themselves or their clients, including Brand and Capability audits for solution providers to make sure their products and services are up to date.
C-Suite Advisory Service—Education of boards, investors, and C-suite executives on the economics, framework, and implementation processes of Enterprise Engagement. 
Speakers Bureau—Select the right speaker on any aspect of engagement for your next event.
Mergers and Acquisitions. The Engagement Agency’s Mergers and Acquisition group is aware of multiple companies seeking to purchase firms in the engagement field. Contact Michael Mazer in confidence if your company is potentially for sale at 303-320-3777. 
 
Enterprise Engagement Benchmark Tools: The Enterprise Engagement Alliance offers three tools to help organizations profit from Engagement. Click here to access the tools.
• ROI of Engagement Calculator. Use this tool to determine the potential return-on-investment of an engagement strategy. 
• EE Benchmark Indicator. Confidentially benchmark your organization’s Enterprise Engagement practices against organizations and best practices. 
• Compare Your Company’s Level of Engagement. Quickly compare your organization’s level of engagement to those of others based on the same criteria as the EEA’s Engaged Company Stock Index.
• Gauge Your Personal Level of Engagement. This survey, donated by Horsepower, enables individuals to gauge their own personal levels of engagement.
 
For more information, contact Bruce Bolger at Bolger@TheEEA.org, 914-591-7600, ext. 230.
 

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Principles of Results-Based Incentive Program Design

Based on the Incentive Marketing Association's Principles Of Results-Based Incentive Program Design Seminar, this is the first formal curriculum ever developed for incentive program planning. The textbook includes sections on Incentive Program Basics for the Business Executive, Core Strategies for the Business Executive, Planning and Design Considerations for the Practitioner, and Implementation and Management Considerations for the Practitioner.

Incentive Marketing Association. Cost: $69.95

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