Cultivating a Strong Safety Culture
Upon a review of the current state of OBG’s safety program, there was consensus that while the program met fundamental compliance requirements in terms of processes and training requirements, there was an opportunity to foster a more robust safety culture to meet the needs of their clients, to mitigate risk for the company, and more importantly to educate employees to be safe on a day-to-day basis. OBG launched Safety Perception Surveys gathering input directly from employees in categories consistent with the 4 Pillars of a Strong Safety Culture: Leadership, Process, Structure and Engagement. In reviewing survey results, OBG Leadership Team came to understand that it is critical to understand the progression of safety culture development phases and focus company attention on moving to the next phases of the DuPont Bradley Curve™.
Operation First With Our Guests
With new state casino gaming competition increasing, Oneida Nation Enterprises’ competitive stakes became higher. To raise the bar in guest service, the organization created and deployed a comprehensive and consistent methodology for establishing, training and measuring guest service standards. The organization’s Mission, Vision and Values and Team Habits provided a strong platform for guest service expectations, however a higher, more tailored set of standards and criteria specific to each department and position were established to shape and brand the guest experience. Training and resources were provided to support achieving the new standards, and measurement with accountability criteria aligned to specific positions were instituted to ensure success in bringing the First with Our Guests values to life to create the ultimate guest experience.
CIO Leadership Academy
When NYSERNet asked college and university chief information officers (CIOs) to name their top priorities, their answers weren’t about the cloud, network capacity or emerging technology. Instead, the CIOs said they needed to attract and retain information technology (IT) talent, train staff to be leaders and establish solid succession plans. NYSERNet joined forces with SUNY Strategic, Academic and Innovative Leadership (SAIL) Institute to create the CIO Leadership Academy, a multi-disciplinary program designed to prepare the next generation of IT leaders. Participants work on self-discovery, skill development, and knowledge creation gaining better leadership skills and insight into the role of the CIO in educational institutions. Current and past higher education CIOs were enlisted as subject matter experts during the training design and serve as mentors establishing relationships with participants to keep them engaged and learning during and following the program.
AmeriCU Credit Union determined that their sales and member service training program needed to be updated, brought in-house and specialized to reflect AmeriCU’s Vision, Mission and Values. AmeriCU’s Member Advocacy Program focuses on the behaviors and activities that transform transactional service excellence to relationship building and solution based guidance for members throughout their lives. By asking important questions, and understanding a member’s financial life phase, staff can determine the right financial services and help anticipate future needs for their members. Moving from a reactive sales approach to a proactive, engaged method allows for fulfilling members’ financial needs while building valuable relationships based on trust, expertise and understanding. Equal emphasis was placed on active and continual coaching by managers who were trained on the principles of coaching required to maintain consistency and provide ongoing support of the process as well as employees’ professional development.
Jim McCoy and Rick Short
Student Recruitment Program
Indium Corporation became an early business partner in Pathways in Technology Early College High School (P-TECH) preparing students for high-skills jobs of the future in technology, manufacturing, healthcare and engineering. In order for Indium’s participation and contribution to the P-TECH program to be successful, the company needed to select employees to participate in the program that had the technical knowledge needed along with passion and enthusiasm. Both Jim McCoy, Talent Acquisition Supervisor, and Rick Short, Corporate Associate Vice President and Senior Director of Marketing Communications, led students in real-world projects enabling students to integrate numerous areas of knowledge from science, technology, engineering and math, along with providing workplace skills such as leadership, communication and problem solving.
Recognizing excellence in talent development in the CNY area
Annual program where CNY BEST Talent Development nominees share information about their nominated practices
Hear about a diversity of talent development topics and techniques
January 16, 2018
"Seriously! So many great ideas."