waic wim croonen
DESCRIPTION
Presentation used during the Pre-Conference #2012waic by Wim CroonenTRANSCRIPT
Personalized Genetic Health
Endocrinology Facilitating thyroid cancer
treatment and testing
Multiple Sclerosis
Late-stage pipeline developing potential treatments for MS
Genzyme’s businesses: enzyme replacement therapies
Alejandro Gaucher disease
Joan Thyroid Cancer
Melanie MS
Rare Genetic Diseases Lysosomal storage disorders and familial hypercholesterolemia
Genzyme’s Biomanufacturing Facility in Geel, Belgium
● 12’500 m2 facility
● Facility converted to multi-product bulk manufacturing plant for concurrent manufacture of monoclonal antibodies and mammalian cell-derived recombinant protein therapeutic products
– Campath® – Myozyme®
3 3 3
Myozyme/Lumizyme (rhGAA for intravenous infusion)
● Pompe Disease is a debilitating, progressive life-threatening genetic rare muscle disease
● Symptoms include: severe muscle degeneration, progressive respiratory failure
● Cause: genetic defect protein, α-glucosidase, resulting in accumulation of glycogen in muscles
● Broad spectrum of clinical symptoms: – Early progressive form (EOPD); baby dies
without treatment in first year – Late progressive form (LOPD): after the age
of 1 year (infants, children, adults)
● Only available solution: enzyme replacement therapy
Why are we here?
From Receivership to Best Employer
● 10 Years Ago (Pharming receivership)
– Low employee morale – Uncertain future – Building trust into the Workplace After
Receivership
Coping with 3 major transitions – Embracing Genzyme culture & values – New technology platform: from a
transgenic rabbit platform towards a mammalian cell culture platform
– From a clinical manufacturing focus towards a large scale commercial manufacturing focus
What is the ‘Great Place to Work’ contest?
● Organization – Vlerick Leuven Gent Management School (Catholic University of Leuven and Gent) – Vacature (HR potal – public jobboard – as media partner) – Great Place to Work Institute Europe
● What? – Great Place to work assessment
• Culture Audit: audit of the HR practices, tools & strategy on 9 domains • Trust Index: employee satisfaction survey (questionnaire) – counts for 2/3 of the overall assessment
– With subscription, Genzyme participates on 3 competitions • Top 10 list of ‘Best employers in Belgium’, • List of the ‘100 Best Employers in Europe’ • Special awards for specific company cases in the arena of
– Inspirational leadership (Genzyme 2012) – Diversity management – lifelong learning
• Our target competition: >500 employees
Results 2010-2012 - Genzyme Geel per dimension
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Credibility Respect Fairness Pride Camaraderie
71% 72% 70%
81% 82%
71% 75% 73%
84% 86%
Genzyme 2012 Genzyme 2010
Dimension Pride Overview
PERSONAL JOB
w Individual job and accomplishments
TEAM ACCOMPLISHMENTS
w Work produced by own team or work group
CORPORATE IMAGE
w Company’s products and standing in the community
93% !
Dimension Pride Strengths
w Pride on organizational level
w Especially proud on contribution to society
Great Place to Work Survey Outcome
Key Messages from the 5 GPTW Employee Surveys: – 81 % of the employee base said…
• “I am offered training or development to further myself professionally” – 92% said…
• “I tell people with pride that I work for this organization” – 89% said…
• “When you join the company, you are made to feel welcome”
Dimension Fairness Possibilities for improvement
w Fair wage, profit sharing, appreciation
w Impartiality: giving promotions and favoritism
Management ensures TRUST in the workplace by policies, pracKces and iniKaKves on 9 domains.
Culture Audit
Transactional Practices Gift-Like Practices
Minimum Generous
Ordinary Unique
Impersonal Personalized
Disconnected Integrated
Common characterisKcs
► Variety
► Originality
► All-inclusiveness
► Human Touch
► Integration
Scoring criteria
Culture Audit: overview of the results
Inspiring
How do you inspire employees to feel that their work has more meaning than
being just a job?
Not by just informing people about the organiza6on’s goals, but also...
...help people understand how their work relates to the company’s higher purpose as well as to corporate success!
...encourage people to interact in ways that foster the company’s values!
Inspiring
" Certain behaviors shown to
exemplify company’s values " Various programs reinforce
company’s values " Stories told of values in acKon
GIFTWORK Cultures
" Customer/client stories " Links shown between
employee efforts and business success
" Compelling vision for company’s future
" Company’s unique contribuKon to market/society stressed
Work has meaning: a “higher purpose”
How work is done is valued
w RaKng: 5
Inspiring @ Genzyme Geel
+ -/? Appreciative inquiry (supported by learning sessions, mindset, culture, gradual introduction…)
/
Investment of time, money and energy in the community – Community relations team (GIVE, Eurokas, Duchenne parent project, etc) Clear link between core business and inspiring initiatives + sharing with family (e.g: Extraordinary Measures, Family days)
Tremendous involvement of employees
Inspiration from colleagues – ‘schakel interview’
Award for Inspirational Leadership
(GPTW 2012)
GPTW Practices @ Genzyme Geel
Applying Appreciative Inquiry in our HR- practices.
Using AI to facilitate focus groups with
employees post employee engagement
survey.
How we evolved in this space over the 10 years?
Post Employee Engagement Interventions
● GPTW Survey: 2004/2006 – Focus Group: focusing on the 5 lowest scores – Result: defensive mechanisms – negative terminology/language/interactions (negative
spiraling of thought and action repertoire) – no appetite for action
● GPTW Survey: 2008/2010 – In 2008 Focus Group: focusing on the 5 highest scores – In 2010 Focus Group: focusing on the 5 highest scores + up-scaling through
appreciative interviews – dialogue sessions – full staff meetings – action planning & follow-up…. Next step will be the AI Summit (Whole System in the Room)
• Quest Questions: – What are the elements in which we differ from other companies? Can you give a specific
example? What makes this important to you? – How can we keep or even improve these unique elements? – When are we – as an organization – at our best? Do you have one or more examples? – What are contributing conditions or circumstances? – Which moments give you the most energy? When do your really feel connected to our
company? When do you really want to stretch? – What do you appreciate most in your department/team? – What is your individual project, which will contribute to improve our strengths? – We give you a magic wand and you have credit for 3 wishes. What are your 3 dreams for the
company? – We put the clock ahead: it is 2015 and your 3 wishes came true. What could we do now
accomplish these 3 dreams? – What could you do now? – What has surprised you during this interview?
New organizational issues
* Linda Ellinor
Focus on Structure & tasks
Self-mastery
Power & Control
Linear thinking
Shared Leadership Focus on structure & tasks
Top-down decisions
Competition
One right answer
Fragmentation
Collaboration community Collective mastery & Leveraging diversity
Systems Thinking
Many right answers/ paradox
Focus on relationship & process
Holistic
Shared Meaning & Consensus
-Different organizational issues require different approaches.
-Contamination from the key approach
“What is given attention, grows!”
“Human systems and organizations will move or change into the direction of what we study, we inquire, we ask questions about!.”
- Questions are fateful! - Inquiry is intervention. The seeds of change are planted with the very first questions we ask.
- The language that people use creates their reality!
- No Laws….social realities not fixed
- In every system (indivdiual, team, organization) something works!
- Assumption that ‘inquiry and dialogue about strenghts, successes, hopes and dreams are in itself transformational!
…
Best Way to Build High
Engagement and Enthusiasm?
Do an organization survey of low morale?
Magnify and learn from moment of highest engagement & enthusiasm?
Introduction of AI within Genzyme
● Gradual Introduction – Viral Infection – do not label explicitly – Through applications and practices in the “veld”
• Great Place To Work Survey – Focus Groups – Scaling Up through “De Queeste” – appreciative interviews
• Facilitation of Lessons Learned Sessions – Example: Lessons Learned Session of a Complexe Maintenance Shutdown
• Facilitation of Team Development Interventions – Mediation – Visioning excercises
– From push to pull • Pimp Up Your Potential
– Open Learning Sessions: Introductie of AI in both Organizational & Private Context • Line Management is now requesting for AI based process, team and organizational
development facilitation • Performance & Development practices • Recruitment Practices
Where Does Positive Change Come From?
● Strong, Shared, Positive Future Image
Multi- Stakeholder
Collaboration/ Action
Powerful, Shared, Positive
Future Image
Renewed Sense of what
is Possible Connect with Strengths; Best
Of What Is
Inquiry into Best Past
Stories
To change behavior, change the conversation
What Percent of large-scale change efforts Succeed? 20-30% fails
Connecting our employes to something larger –
OUR PURPOSE
Building Employee Engagement through Corporte Social
Responsibility & Community Relations
Personalized Development Approach
Personal & Creative connection To Patient Focus
Support employees in generating self-insight & generate responsibilty
Delivering on Commitments, Execution & Focus
Jointly Achieving Challenging Projects & Goals
Sustaining High Commitment and High Performance! Being AND People & Relationship Centric AND Business Oriented
ROI : some key data
Average Absenteeism % : 2-2.5%
Average attrition rate : 2%
Branding: Employer Of Choice
in Region
Internal Promotion Ratio: 8/10
AI is not about Positivity;
AI IS about Generativity
AI is about appreciating Inquiry as the fundamental force that moves us forward – together.