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EEA Zoom Shows

EEA Zoom Show Channel, "Enterprise Engagement and Human Capital Essentials," Addresses What Management Needs to Know to Implement Stakeholder Capitalism


The virtual knowledge management center for the implementation of Stakeholder Capitalism through Enterprise Engagement and Human Capital Management and Measurement processes, the EEA "Essentials" series provides boards, CEOs, CFOs, and all levels of management strategic and tactical information on the implementation of a strategic and systematic approach to engagement across the enterprise. Click here for the Essentials in Enterprise Engagement and Human Capital YouTube channel featuring the latest library of shows or scroll down for more details on our growing library of shows. Shows consist of panel discussions with experts and are generally 30 to 60 minutes in length. Sponsored in part by the Brand Media Coalition.


The EEA Youtube Essentials in Human Capital Management and ROI of Engagement channel addresses boards and management at all levels who have to be "jacks of all trades" when it comes to engagement. Like any other field, management is often either being sold or is selling some kind of solution related to engaging people that can involve anything from branding, culture, coaching, recruitment, training, and communication, to technology, rewards and recognition, safety and wellness, human capital analytics, and much more--in many cases, without a firm grasp of the tactics, it's contribution to organizational goals, or ROI. 

The objective of these on-demand EEA Zoom Shows is to 1) Provide attendees in all areas of organizational management and academics an easy step-by-step understanding of enterprise engagement implementation and what steps CEOs should be taking now that can have a big impact on revenue, profitability and stakeholder experiences while saving money; 2) Prepare professionals at all levels for the new set of human capital management, metrics, and formal engagement skills required in the era of Stakeholder Capitalism and, 3) Educate professionals on the process needed to address all people from customers and employees to supply chain and distribution partners and communities in an integrated fashion.

Click here to learn more about Stakeholder Capitalism and here to learn how it is implemented through Enterprise Engagement practices.

EEA Zoom shows are available on the Enterprise Engagement Alliance's "Enterprise Engagement and Human Capital Essentials" Youtube channel
 

Zoom Show Library

Here are the EEA Zoom shows, organized by topic, with a link to each program. 

Short Intro to the EEA "Essentials in Enterprise Engagement and Human Capital" Youtube Show. (6 minutes.) Click here.
EEA founder Bruce Bolger provides a quick overview of Stakeholder Capitalism and its implementation process through Enterprise Engagement and Human Capital Management, Measurement, and Reporting processes. 

Stakeholder Capitalism, Human Capital Management 

Introduction to Stakeholder Capitalism...From Concept to Action. (30 minutes.) Click here.
Summary: 
Understand the definition: Stakeholder Capitalism creates wealth for shareholders only by creating wealth for employees, customers, communities, and the environment. 
The obstacle is a focus on the short term and a lack of board and CEO education about the definition and economics. 
Establish clear human capital and related metrics to set goals and measure progress. 
CEO and board-level commitment is required. *Stakeholder Capitalism requires the alignment of number stakeholder initiatives that traditionally have been siloed in many organizations. Stakeholder Capitalism is not a fad, but is still in the early phases because of a lack of knowledge and understanding of implementation processes.
Panelists: Martin Whittaker, founding CEO of JUST Capital, an independent nonprofit organization that is equipping the market with the data, tools, and insights it needs to deliver on the promise of stakeholder capitalism.; Barbara Porter, as an expert in culture and customer experience, currently as a Managing Director at EY; Gary Rhoads, as Professor Emeritus of Marketing and Entrepreneurship at BYU’s Marriott Business School, a founder of the Enterprise Engagement framework developed in 2009 based on the principles of Stakeholder Capitalism before the name was widely used, and also Chairman of Xvoyant, a sales engagement company.

Human Capital Materiality: What This Means for Every Organization. (60 minutes.)  Click here.
Summary: Attention executives: the human capital mandate has arrived. A new focus on human capital management, measurement, and ROI of engagement strategies will be increasingly required of all organizations because of the clear impact on the bottom line and brand equity. Even before the SEC's new Human Capital disclosures became law for US pubic companies, the pressure was founding for organizations of all sizes to create greater wealth from their investments in people. 
Panelists: Solange Charas, PhD., Founder and CEO of HCMoneyball; Larry Beeferman, PhD., Independent Consultant; Fellow, Harvard University Labor/Worklife program; and Neri Bukspan, EY, Americas Accounting, Reporting, and Governance leader.

Human Capital Management and Metrics and ROI of Engagement. (60 minutes.) Click here.
A practical guide to the application of human capital management strategies, metrics, and return-on-investment measurement processes. 
Panelists: Gary Rhoads, CEO Xvoyant; Professor Emeritus, Marketing and Entrepreneurship, Marriott Graduate School of Business, Brigham Young University; and EEA Academic Advisor; Bruce Bolger, Founder of the Enterprise Engagement Alliance at TheEEA.org, and Todd Hanson, President of Catalyst Performance Group and EEA advisor on Business Operating Systems and engagement return-on-investment. 

Stakeholder Capitalism, Human Capital Management, and the Opportunity for HR With Dave Ulrich. (60 minutes.) Click here.
Investors, consumers, talent, and now the Covid-19 crisis have put increasing pressure on CEOs to have a strategic and systematic approach to managing human capital. This session addresses the emerging topic of Stakeholder Capitalism being espoused by an increasing number of influential leaders, including the World Economic Forum, the Business Roundtable, Paul Tudor Jones and his JUST Capital outreach organization, The Embankment Project, and many more, and how it promises to affect the management of people in the coming years. This session will address the new focus on people and what skills CEOs and management will need to master. Topics covered include making the business case for HR; the need for strategic engagement solutions, and much more.
Panelist: David Ulrich, Speaker, Author, Professor Thought Leader on human resources management, leadership, and organizational management,

How to Educate the C-Suite on the Importance of Human Capital Management, Metrics, and Engagement. (60 minutes.) Click here.
Summary: This session focuses on the role human resources or other management can play in: helping CEOs develop and implement a human capital management strategy with clear 
metrics; providing better measurement of HR practices; contributing to the publication of Corporate Responsibility Reports, and even assisting CEOs with human capital merger and acquisition assessments. What does HR need to make the case for a strategic and systematic approach to people management. What does HR need to do as a profession to profit from these opportunities? What types of skills will they need? 
Panelists:  Amy Armitage, Chair, Human Capital Investment & Reporting Council, Program Director,The Conference Board; Alex Edmans, Professor of Finance, London Business School, and author of Grow the PieSonia Consiglio Favaretto, UNGC SDG Pioneer/Chair of the Global Reporting Initiative Brazil Advisory Board/ Vice-chair of the CDP Board; Laura Queen, EdD, CEO, 29Bison.com, a mid-market M&A advisory firm focusing on human capital risk analysis, with 20-plus years in HR management. 

Human Capital Management, Metrics, and the Emerging Role of the CFO. (60 minutes.) Click here.
Summary: The new focus on human capital management and metrics, and the need to create a more tangible return on investments in people, is creating a new opportunity for CFOs to add value to their organizations. This EEA Zoom Show brings together panelists with extensive experience in finance to discuss the opportunities and challenges.
 
This webinar gets the viewpoints of leading CFO experts on the following subjects:
· What is human capital management, metrics, and HR analytics and why CFOs should care?
· What is the current state of human capital management, metrics, and prescriptive analytics in business today as it relates to measuring the ROI of expenditures on people, including customers?
· To what extent are organizations focusing on creating more value through their customers, employees and other stakeholders through their external and internal communications and engagement activities?
· Can organizations benefit from better human capital scorecards that can be meaningful for management and how to make sure that the right information gets into the right hands?
· Are organizations adequately measuring their internal and external people engagement efforts—human resources and marketing programs?
· What are Corporate Responsibility Reports and will organizations be increasingly pressured to publish them?
· What types of human capital disclosure are on the horizon and where?
· To what degree are human capital issues being addressed in mergers and acquisitions?
· The potential impact ISO 30414 human standards and how these and others could affect investor and regulatory disclosures?
Speakers· Dave Bookbinder, Senior Director at CFGI, (a leading accounting advisory company) and author of The New ROI: Return on Individuals; Glen Hartenbaum, CFO, Gemini Bakery Equipment Company; Jim Caruso, CFO, Simplura Health Group; Kimberly Lanier, Associate Director, Organizational Transformation, Protiviti.

Why Human Capital Reporting Will Become Required and What That Means. (30 minutes.)  Click here
 Learn about the forces contributing to the new push for human capital reporting by organizations of all all sizes and how this will affect management at all levels.
 
Here are key findings from experts in human capital management and reporting; ESG and Diversity, Equity, and Inclusion investing, and accounting.
  • Human capital reporting will become required because of new Securities & Exchange Commission disclosure requirements, the new Stakeholder Capitalism metrics published by the World Economic Forum to support the Business Roundtable’s commitment to Stakeholder Capitalism, and by the concurrent pressures on businesses to disclose practices and metrics on diversity, equity, and inclusion.
  • The accounting profession is increasingly addressing the failure to account for human capital in a way that will force organizations to tackle the issue one way or another.
  • The trend will affect private companies and government because stakeholders will have similar expectations and larger companies will require disclosure of human capital and other sustainability factors in their requests for proposals or vendor selection policies.
  • Because that which gets measured and reported usually gets focused on, management in all areas of business, marketing, sales, human resources, and operations, will have to address not only general human capital issues but diversity and inclusion in their business plans. 
Panelists: Amy Armitage, Chair Human Capital Investment & Reporting Council, Program Director The Conference Board with over a decade of experience related to human capital management and reporting; Eric Darrisaw, a Senior Consultant with the OMNIResearch Group and a securities industry expert with 30 years of experience advising institutional investors and shareholder advocacy groups on proxy voting, corporate governance, and diversity issues Dorien Nunez is a speaker, author, researcher, and Principal and Co-Founder of the OMNIResearch Group, and Nick Shepherd, Fellow Charterered Professional Accountants Canada, and author of the recently published How Accountants Lost Their Balance.

CEO Chat on Stakeholder Capitalism and Enterprise Engagement. (30 minutes.) Click here.
This half-hour show on CEO Chat TV covers the essentials of Stakeholder Capitalism and Enterprise Engagement.
Panelists: EEA Founder, Bruce Bolger, with show hosts Al Cini, CEO of BCAT Brand Alignment and Joe Asumendi, Managing Partner, Al Cini & Partners.

The State of Stakeholder Capitalism With Edward Freeman, the “Father” of the Movement. (45 minutes.)  Click here
Who better to catch up with on the state of Stakeholder Capitalism than R. Edward Freeman, Professor of Business Administration at the University of Virginia Darden School of Business. His 1984 book “Stakeholder Management” helped give rise to the extensive research on the benefits and methods of managing and addressing all stakeholders in an organization, rather than focusing specifically on the interests of shareholders. This has earned him the designation as a “father” of Stakeholder Capitalism by organizations such as JUST Capital.
 
Stakeholder Capitalism is in the “fifth” inning but has a long way to go and still faces the risk of becoming another bright shiny object. That’s a key conclusion from this Enterprise Engagement Alliance YouTube show, part of a comprehensive and rapidly growing library of insight and practical how-to videos with experts in all areas of engagement. 
 
Here is a summary of some of the many insights in this program.
• We’re in the fifth inning of a nine-inning game, but there is no going back. Pressure is coming from investors, customers, employees, communities, and regulators. 
• Definitions can be a distraction and an excuse for failing to act. Stakeholder Capitalism is an overall movement of which Stakeholder Management is an operational method. It’s a big tent: There is plenty of room for distinct approaches, such as Conscious Capitalism, Inclusive Capitalism, Economics of Mutuality. 
• Stakeholder Capitalism is a better way of doing business and should not be confused with Corporate Social Responsibility. Successful business can be about profits and people and doesn't have to be a trade-off.
• While there has been much progress, large systemic obstacles remain that might require generations to overcome. This starts with having boards and CEOs who fundamentally believe in the economics and societal benefits and who are committed to the ongoing work of baking the principles into the organization’s systems and culture on a day-to-day basis. 
• The concept of Stakeholder Management and Theory are taught in many business schools but are not commonly integrated into the education program for management in leadership, finance, human resources, marketing, sales, operations, etc., helping to reinforce the siloes standing in the way of greater harmony. 
• Forcing public companies to disclose information about human capital certainly draws attention to the importance of the subject but should proceed with much caution because each company is different, and metrics can lead to check-off-the-box or even unethical behaviors. 
• The use of the term “human capital” minimizes the true value of people by trying to monetize them when their true value is in their individuality, creativity, and ability to push back against bad practices and/or innovate. One shouldn’t have to give into the need that everything must have a bottom line without considering the value contribution of individual efforts or loyalty.
• How do we address the education issue? We must get to the young people. 
• While government action is not necessary to promote Stakeholder Capitalism, he believes it can further the case by promoting great companies and creating incentives for companies that invest in addressing social disparities, provided it can be done with controls against graft.
• The biggest risk to the movement?  It just becomes another buzzword or what Robert Reich recently slammed as white-washing. It’s a fundamental shift in the way companies operate. The change for some might seem like hard work, but the result is greater efficiency, better experiences for all stakeholders, more sustainable profits and a more prosperous and healthy society.
 

EEA Certification Preparation

EEA Certification Preparation: Introduction to Enterprise Engagement. (40 minutes.) Click here.
This is the first of five online classes for the Enterprise Engagement Alliance Certified Engagement Practitioner learning program. It provides an introduction to the principles, economics, and economic framework for achieving organizational goals by fostering the proactive involvement of all stakeholders. All other training courses for this program are available to EEA members only.

Short Introduction to the EEA Human Capital Management and ROI of Engagement Youtube channel. Click here
 
Culture
 
EEA Youtube Show--Total Rewards, a Great Idea, Rarely Practiced. (30 mins.) Click here
Total Rewards might be one of the best ideas in human resources that once attracted a lot of buzz but never took off, according to this Enterprise Engagement Alliance Youtube show featuring panelists who are at the front lines of leadership and talent development, compensation, and benefits. The concept cannot gain traction, they agree, without a CEO-led strategic and systematic approach that aligns all aspects of total rewards—compensation, benefits, work life, professional development, etc.—to achieve clear and measurable organizational goals. Click here for the show.
Panelists: Derrick Barton, Chief Talent Leader/CEO, Center for Talent Solutions at KeepPeople.com and  Founder, Incredible LIFE Network; Jervis DiCicco, Chief Engagement Officer of ProsperBridge at ProsperBridge.org, and Darwin Hanson, President & CEO at Talent Management Evolution at TMEvolution.com. 
 
Strategic Culture: Beyond the Warm and Fuzzy. (60 minutes.) Click here.
Summary: Over the last two decades, hundreds of books have focused on leadership and culture, and many CEOs at companies of all sizes have hired coaches to help improve their management styles. And yet, after 20 years or more of talk, probably no more than 20% of organizations have a strategic approach to culture management—i.e., a CE0-led plan that drives a consensus-based brand promise, values, culture, and objectives through a formal process across the enterprise. The result—almost no change in customer and employee engagement. Panelists address why most companies do little more than pay lip service to culture; the potential cost of that oversight; and what can be done about it.
Panelists: Dr. Paul White, Founder, Appreciation at Work,a leader in culture through genuine appreciation; Alex Edmans, Professor of Finance, London Business School and author of the recently published, Grow the Pie, who will be sharing his research on the economic benefits of engagement but also a new equation for making decisions based on smarter human-capital analytics; Gary Rhoads, CEO of Xvoyant.com, and Professor Emeritus, Marketing and Entrepreneurship, Marriott Graduate School of Business, who will provide the perspective of an early pioneer in Enterprise Engagement as creator of Allegiance, now MaritzCX, a customer experience company, and more recently of Xvoyant, a sales engagement SaaS platform that is yielding fascinating insights on sales behaviour based on empirical data; and Barbara Porter, Managing Director, EY, who has managed culture both as a CEO of her own company and as an advisor to many others. 

Communications

Advertising and Marketing in the Era of Authenticity. (60 minutes.) Click here.
Summary: This Zoom Show features leaders in branding, marketing, and advertising to discuss the future of marketing and advertising in the time of Covid-19. On the one hand, the severe economic downturn and increasing push to digital is squeezing margins for agencies, and on the other hand, consumers have become even more skeptical about companies and are demanding a greater focus on people and authenticity: 70% of respondents to a recent JUST Capital/Harris Poll say they prefer to do business, work for, or do business with people-focused businesses. This Zoom show addresses the potential impact of this collision of trends on advertising and marketing. Does the field of advertising and marketing field have a transformative opportunity in the era of authenticity and purpose? Are clients ready to be challenged to use the powerful tools of advertising and marketing to focus not only telling the truth and helping people in their campaigns, but on keeping their promises? Are marketers ready to build internal and distribution partner engagement and promise delivery into every “campaign?” 
Panelists: Matthew Della CrocePresident Global and Corporate for Allison PartnersSatish Kordea brand strategy consultant and formerly CEO of GTBand Allan SteinmetzCEO, Founder, Inward Consulting, will join EEA Zoom show host Bruce Bolger, Enterprise Engagement Alliance at TheEEA.org founder, on how the advertising and marketing field can adapt to the new focus on authenticity and purpose.

General Management 

Women Executives Offer Advice to Their Younger Selves and to Business Leaders. (55 minutes) Click here.
This  show offers tips from executive members of Women in Incentives (WiiN) on how to advance the professional careers of women and to help men and women more effectively engage and/or work with the women on their teams--or as customers, distribution or supply chain partners. This frank conversation includes the pitfalls to avoid, proactive steps women can take to develop their leadership skills, overcome gender bias, and more.

Key findings include:
The younger generation is increasingly gender- and color-blind—the world is more friendly to women than it was 20 or more years ago, but men can still surprise you: the most uncomfortable experiences can occur when you least expect them.
Men and women managers should be sensitive to the demanding roles many women still play in their families throughout the world, not only with their children but potentially with ailing parents and siblings—a fact made even more evident by the pandemic.
Women should not be shy—they should have the confidence that they are every bit as able as men, whose advantage is sometimes only their ability to better hide their own lack of confidence.
Women should be free to express themselves through fashion but respect the norms of the country, company, or audience, and avoid dressing in a way that draws attention away from who you are as a person in the context of that meeting.
It’s fine for men (or people) to compliment someone on a haircut or dress at the appropriate occasion; beyond that, it’s generally a bad idea to put too much focus on appearance. A warning to men: a woman wearing tight-fitting or other fashion that some might consider provocative never justifies innuendos or other implicit commentary.
Common courtesies are still appreciated, especially the ones that would be offered to a person of any sex, such as holding a door instead of racing ahead, or offering a refreshment at a meeting.
Assuming a return to social contact in business, generally keep even well-intended warm greetings in business settings within the general norms of that country, i.e., a handshake in many Western countries, as excessive expressions of greetings can be misconstrued by some observers.
When put in an uncomfortable situation in public, try to nonchalantly brush it off and make light of it. If possible, discuss the issue directly with the person later in private and try to avoid situations in which it can occur again. If an uncomfortable situation arises in a private setting, be politely firm and get away as soon as possible. Everyone knows the challenges of reporting someone's actions; when in doubt, avoid situations that could lead to that necessity.

Panelists: Julie Barbier-Leblan, CEO, Merit Incentives, a Mideast incentive company based in Dubai; Wendy Carter, CEO, Collection Pot, an employee collective gifting platform based on the UK; Anne Jetter, Founder, AMJ Business Solutions, an Omaha-based gift card advisory firm, and Barb Hendrickson, Chief Content Creator, Visible Communication Inc. and founder of a Midwest incentive fulfillment and representation company.

Channel Engagement Essentials: Walk in the Shoes of Your Resellers. (35 minutes) Click here.
Many companies that sell through distribution partners can increase sales and profitability by applying a more strategic, holistic approach, according to this Enterprise Engagement Alliance Youtube show featuring experienced B2B distribution experts. This Enterprise Engagement Alliance Youtube web training program on Channel Engagement provides an overview of what’s necessary for success in channel engagement programs.
 
Key findings include:
Success starts with the basics: your product or service quality and brand equity; the quality of your people, and the support provided to help distribution partners profit by focusing on your company’s business versus those of other brands. 
Implement a strategic approach with a formal written plan and clear metrics that starts by understanding not only the distribution channel owners but the salespeople—what are their emotional drivers and what tools do they need to work more successfully on behalf. 
Measure performance based on key KPIs, such as: revenues, profits, costs per distributor; number/percentage of salespeople engaged in training, rewards, communications; participation in co-op marketing programs, etc.
Align your activities—make sure that what you do to inspire, communication, inform, equip, and reward are aligned to promote the right behaviors and achieve the key goals. 
Use technology to streamline all the engagement touchpoints, track behaviors, and correlate with outcomes, such as sales, profits, training scores, emotional engagement, etc. 
Use data to drive decisions and segment as much as possible to address local or other more personalized needs. 
Engage your employees—distribution partners say they will pay more for reliable service and communication. 
 
Panelists: Paul Donehue, President, Paul Charles & Associates, a sales and communications advisory firm; Steve Pulchalsky, head of sales and marketing for The Gapp GroupLincoln Smith, Chief Strategy Officer, HMI Performance Incentives, a full-service performance improvement company. 

Business Operating Systems – The Perfect Prescription for a Better Business? (60 minutes.) Click here.
Summary: Smart leaders and great organizations have used Business Operating Systems (BOS) for decades to achieve their goals more predictably. Yet most small businesses aren’t aware of these systems or how they can be applied to addressing real-life issues—such as how to pivot to new opportunities after a sudden pandemic. A Business Operating System is a set of simple, yet powerful tools that helps leadership make better decisions, achieve greater results, foster alignment, save money, continuously improve, and create higher quality experiences for all stakeholders, starting with the CEO.
This EEA Zoom show is designed for management in any of the following situations:
  • Current business opportunities or challenges require rapid reorganization or pivoting of products, services, or the business model.
  • You have hit a ceiling and can’t quite get to the next level.
  • You’ve run out of fun. The business you once loved is killing you.
  • There is growing pressure to run businesses in a more people-centric way and report those efforts to key stakeholders.
  • You are curious about better ways to grow an organization.
This show features both an expert in Business Operating Systems and the CEO of a leading event company who  will explain how his organization is using a BOS to rapidly pivot to take advantage of new opportunities in virtual meetings. 
Panelists: Todd Hanson, President, Catalyst Performance Group, a leader in Business Operating Systems and Engagement ROI; Allin Foulkrod, CEO and Founder, Creative Visions, a leading Raleigh, NC-based strategic event and media solution company, and Bob Pankratz, CEO and Founder
Technosis, Inc., an information technology agency.

Sales Engagement Essentials: The Generational Shift Has Arrived. (30 minutes.) Click here.
Companies spend large sums on rewards, recognition, and contests, but are they really achieving a bottom-line ROI? This session discusses why it’s time to bring a more scientific approach to sales engagement that focuses on addressing all the levers of engagement in a way that benefits the customers as well. This session, featuring panelists with decades of experience at the front-lines of sales engagement practices from multiple perspectives, finds that better human capital analytics and an increasing focus on building sustainable business relationships is pushing many sales organizations to rethink the way they engage their sales organizations.
Panelists: Peter Goldberger, Senior Partner, Incentive Team; Dan Cilley, Chief Executive Officer, Vendor Neutral; Dean H. Mutter, VP/Chief Revenue Officer, Luxe Incentives; Ira Ozer, President, Engagement Partners and Innovation Meetings.

The ESG and Engagement Connection--"Moving From Social to Stakeholders". (40 minutes.) Click here
The Environmental, Social, Governance (ESG) movement has just begun and will have a major impact on business. Here is a summary of key points:
The ESG movement had already begun when the pandemic struck, which has only accelerated it. 
There is tremendous interest in ESG-related topics in all areas of management, being driven by investors and the values of the Millennial generation. 
Few people have received any training in the subject and therefore do not have a clear roadmap for action.
The services of properly trained engagement companies supported by technology can turn human capital involving all stakeholders into a means of enhancing organizational purpose in a way that enhances sustainable performance. 
Panelists: Dawn Conway, CEO of Boost Engagement; Brian Galonek, CEO of All Star Incentive Marketing, and Rob Purdy, CEO of CarltoneOne Engagement. 

Innovation Strategies—Moving From Nice to Have to EssentialClick here.
Like all other aspects of human capital management, the decades-old innovation field is beginning to feel the positive impact of a greater focus on people in business. In this EEA Youtube show, three experts share what management needs to know to make effective decisions related to innovation strategies and implementation. With so much disruption in every field, organizations that fail to implement an organic innovation strategy put their businesses at risk, the panelists agree. 
Key insights include:
• Innovation is undergoing a new growth period because of a greater strategic focus on people in business.
• Innovation strategies are highly measurable when effectively designed to create a sustainable culture focused on problem-solving and addressing key organizational objectives. 
• Strategies will achieve the best results when the CEO and leadership passionately embrace the importance of fostering a culture of problem-solving and opportunity creation, but much progress can be made by middle-management-led programs when properly designed. 
• Design considerations include: having clear goals and objectives and a written plan with a champion but with accountability built into the jobs of all management; focusing the Innovation effort on defined challenges or objectives rather than the old suggestion box approach; baking innovation into the culture through communication, training, rewards and recognition, rather than episodically; having a transparent policy for reviewing, acting upon, recognizing, and rewarding ideas, and measuring the tangible and intangible return-on-investment. 
Panelists: Stephen Shapiro, Innovation Instigator, 24/7 Innovation, has decades of front-line experience creating and providing advisory services on Innovation. Arthur Fox is Founder and Chief Innovation Leader at Innovation Global Network, whose education platform is based on his own hands-own experience with innovation.  Ira M. Ozer, is President, Engagement Partners, which has helped organizations address the people elements of innovation for over two decades.

Enterprise Engagement Technology Essentials. Click here.
Paired with effective return-on-investment based program design, Enterprise Engagement technology platforms can transform the efficiency, experience, and measurability of engagement practices by better aligning all the levers of engagement. Start with a strategy and tactical plan to engage your key audience, then find the technology with the ability to address the levers needed to engage these stakeholders in the actions that will translate into sustainable results. 
Other insights include:
Don’t confuse Enterprise Engagement technologies with office productivity tools such as Slack or Teams, or with assessment tools like Qualtrics or Survey Monkey. 
Enterprise Engagement technologies enable organizations to engage with customers, employees, channel partners, and communities on a single platform that marry key engagement tactics on a single platform: i.e., assessment and feedback, learning, communications, rewards and recognition, incentives, loyalty, innovation, and analytics. 
Traditional users of incentive and recognition programs have only begun to shift toward a greater focus toward human capital management, reporting, and use of information to drive future decisions. 
Although it’s probably in the first inning of this change, the potential for hockey-stick growth comes from the increasing ability to measure the return on investment of people investments and the growing interest in human capital in general, the panelists agree.
Enterprise Engagement technologies can help support ESG (Environmental, Social, and Governance) management principles by enabling employees to translate the results of their own performance into charitable or environmental causes and by using formal practices to engage employees in a sustainable way in the actions that drive long-term performance. 
Business models range from per-seat charges for small companies to enterprise fees based on numbers of participants for larger companies, with additional fees upon points issuance and/or awards redemption. Set-up fees can apply based on the need for customization. 
Panelists:  Joseph Keller, President, Enterprise Engagement at AugeoRob Purdy, Founder and CEO at CarltonOne Engagement, and Bob Randall CEO at Transcend Engagement LLC

Channel Engagement Essentials: Walk in the Shoes of Your Distribution Partners. Click here.
Organizations that sell through distribution partners can achieve higher revenues, higher sales per distributor and greater market share, greater willingness to recommend through a strategic, systematic and holistic approach to engaging channel partners. 
Other insights include:
• Success starts with the basics: your product or service quality and brand equity; the quality of your people, and the support provided to help distribution partners profit by focusing on your company’s business.
• Implement a strategic approach with a formal written plan and clear metrics that starts by understanding not only the distribution channel owners but the salespeople—what are their emotional drivers and what tools do they need to work more successfully on behalf.
• Measure performance based on key KPIs, such as: revenues, profits, costs per distributor; number/percentage of salespeople engaged in training, rewards, communications; participation in co-op marketing programs, etc.
• Align your activities—make sure that what you do to inspire, communication, inform, equip, and reward are aligned to promote the right behaviors and achieve the key goals.
• Use technology to streamline all the engagement touchpoints, track behaviors, and correlate with outcomes, such as sales, profits, training scores, emotional engagement, etc.
• Use data to drive decisions and segment as much as possible to address local or other more personalized needs.
• Engage your employees—distribution partners say they will pay more for reliable service and communication.
Panelists: Paul Donehue, President, Paul Charles & Associates; Steven Pulchalsky, Head of Sales and Marketing, The Gapp Group; Lincoln Smith, Chief Strategy Officer, HMI Performance Incentives.

The ROI of DEI. Click here.
Despite decades of pressures from racial and social equity groups, US corporations have for the most part made only slow progress toward baking Diversity, Equity, and Inclusion (DEI) into their business plans, according to panelists Eric Darrisaw, Principal, Lazarus Advisors, a boutique advisory firm focusing on Environmental, Social, Governance (ESG), human capital management, and DEI; Marvin Owens, Chief Engagement Officer, Impact Shares; and Rene Redwood of Redwood Enterprise, a corporate strategic planning and human capital advisor with a focus on DEI. 
This Enterprise Engagement Alliance YouTube show addresses why US companies in general have made little progress in creating fully inclusive cultures and marketplaces. 
Here are some of the highlights of the show:
Corporations have made some progress over the last 20 years to address DEI, but most companies still lack a strategic and systematic approach to addressing DEI from a business standpoint.
Instead of viewing DEI as a business opportunity, many continue to view it as a compliance issue. This has led to many examples of “Diversity Theater” in which companies make a show of addressing social inequality in the form of making donations to social advocacy groups rather than by viewing DEI as a business opportunity with bottom-line benefits. 
The focus on the return on investment and business advantages of DEI does not replace social activism but provides a parallel approach based on constructive dialog with management about how to address the topic as a business opportunity as part of an overall human capital management strategy addressing all stakeholders.
Many DEI efforts remain segregated in a department led by a minority executive who have very little ability to address the business opportunities of DEI beyond running Employee Resource Groups or making donations to social causes.  
Any DEI effort must begin with transparency related to business practices and actual metrics, not just pledges. 
Ironically, a lot of the push for human capital reporting and the ROI of DEI is coming from investors. 
Panelists: Eric Darrisaw, Principal, Lazarus Advisors; Marvin Owens, Chief Engagement Officer, Impact Shares; Rene Redwood, CEO, Redwood Enterprise 

Incentives, Rewards, Recognition, and Brand Media

The Art of Brand Media, Experiences, and Surprise and Delight. (60 minutes.) Click here. 
Summary: This program addresses the growing concept of brand media—the selective use of brands for incentive, recognition, loyalty, promotion, gifting and amenities program—and the increasingly popular concept of surprise and delight gifting. Attendees will get a fresh perspective on the story telling power of brands. 
Panelists: John Geysen, Product Marketing Manager, HMI Performance Incentives; Cary Goldman, Director, National Accounts; 1-800FLOWERS.COM;  Barb Hendrickson, Visible Communications, and co-author of the “Principles of Results-Based Program Design,” published by the Incentive Marketing Association; and Marc Matthews, CEO and Founder, Pulse Experiential Travel.

BMC YouTube Show: Brand Fulfillment Essentials (40 minutes.) Click here. 
Summary: 
Four experts in the corporate marketplace provide insights for anyone in management tasked with utilizing brands in any type of organization gifting or event; incentive, recognition, or loyalty program; or amenity program.  
Panelists: Mary Anne Comotto, Owner, Schaffer Partners Inc., a leading master fulfillment company in Cleveland; Adrienne Forrest, Vice President Corporate Sales, Citizen Watch America; Cary Goldman, Sales Director, Enterprise B2B, 1-800-FLOWERS.COM, INC., and Scott Kooken, Owner, Links Unlimited, Inc.

Tactical Session: Sales Incentives Effective Design. (60 minutes.) Click here.
Great insights on ROI-based sales incentive design and the power of brand story-telling. In a little more than 30 minutes, IRF and EEA Academic Advisor Allan Schweyer; HMI Performance Icnetives exec Lincoln Smith, and ROI of Engagement and Business Operating System expert Todd Hanson, CRP, CPIM, of Catalyst Performance Group pack in multiple insights on how to design a more effective, ROI-based sales incentive program. Afterwards, Weber Grills grillmaster Kevin Kolman tells the Weber brand story and show how to turn a Weber gift into an experience, even in the time of Covid. 

Effective Employee Engagement Tactics. (60 minutes.) Click here.
Summary:
There is big news in the people management space. The Securities & Exchange Commission now requires US public companies to disclose their human capital practices and metrics, including how they recruit, develop, and retain employees and measure those activities, with year-to-year comparable metrics. This session will address the state of employee engagement measurement today and provide clear guidelines on how to design measurable human capital management and engagement strategies aligned to the organization's purpose and goals.
Panelists: Solange Charas, Founder, HC Moneyball, a SaaS-based human capital analytics and benchmarking platform, and who has held senior-level HR positions with leading firms; Al Cini, Founder of the BCAT brand alignment methodology and platform; Peter Goldberger, Senior Partner, the Incentive Team, a sales engagement specialist; and Barb Hendrickson, President of Visible Communications and editor of the Certified Professional of Incentive Management program of the Incentive Marketing Association. 

Strategic Recognition. (45 minutes.) Click here.
Summary: Traditional length of service award programs are evolving to strategies to promote key organizational goals and behaviors. Our panelists agree the recognition is becoming a key internal branding process to support organizational goals. Here are other highlights from the show: Recognition was traditionally a low-level tactic because it was mostly used to focus on length of service. As organizations focus more on promoting purpose and key values, recognition gains more importance in the organization. Organizations are now using employee recognition apps to gain more intelligence about how employees feel and engage with the organization and their peers. Some of the essentials for a successful recognition program include: • Management support. • Authenticity. • Ongoing training of management on the principles of recognition and appreciation. • Effective, ongoing communication. • Integration of training with learning and other human resources activities. • Performance measurement. The speakers agree that increasing pressures on public companies to disclose human capital practices and outcomes will promote increased use of recognition strategies.
Panelists: Kylie Green Senior Vice President, Global Sales Reward Gateway; Tom Short Co-Founder and Chief Customer Officer of Kudos, and Dr. Paul White President, Appreciate at Work.

The Role of Distributors in Brands and Engagement. (60 minutes.) Click here.
This show interviews a brand representative and two distributors and their growing role in the worlds of brands, rewards and recognition programs, and other engagement services.
Panelists: Guy Achtzehn, President of The Marketing & Sales Group, Inc, and The Promotional BookStore; Woody Kaye, President, CEO at Corporate Values, Inc.; Branded Promotional Products; Brand Communication Solutions, Eric Pehrson, Promotional Problem Solver at Creative Studio Promotions.

Motivational Event Update: Pandemic Spurs Big Changes in Group Travel. (30 minutes.) Click here.
The US demand for group motivational events is holding up surprisingly well, with programs already taking place this year, according to the panelists. The post-pandemic future looks like there will be an even greater  focus on experiences, interaction, and creativity.
 
Key findings:
  • The US motivational event business is picking up faster than the Canadian market, as the US market appears to be less risk adverse.
  • A greater focus on ROI and clarity of purpose over the last decade has helped hold up demand for group incentive travel better than occurred after the onset of the great recession in 2008. That said, there remains a significant need to educate organizations on the financial value of these programs, as the programs based on supporting organizational goals, rather than thank you programs, have stood up the best.
  • Many companies moved group incentive trips to individual programs during 2020 rather than canceling the programs altogether.
  • Motivational events in the future will focus much more on flexibility, customization, personalization, and a reimaging of the conference experience to make it more interactive and focused on relationship building.
  • The pandemic has reinforced the need to work with professional motivational event planners, as opposed to group-tour-oriented travel agents, because of the need for expertise in contract negotiations; creativity in site, venue, and experience selection; ability to manage hybrid live and virtual events, and other specific engagement tools.
Panelists: Rick Garlick, Vice President, Magid, a management consulting firm,and Chief Research Officer, the Incentive Research Foundation; Stephen Cook, Owner, Lorandus Meetings & Communications; Jacque Salentine Busby, Chief Incentive Strategist, Luxe Incentives; Kate Cardoso, Director, Strategic Services, HMI Performance Incentives.

Employee Engagement Essentials:  It Starts at The Top.  (30 minutes.) Click here
This  EEA Zoom show on Employee Engagement Essentials is designed to provide management at every level a time-efficient way to learn about effective practices in the design and implementation of employee engagement strategies.
 
Key findings:
  • Organizations with high levels of employee engagement consistently outperform their competitors.
  • Employee engagement since the pandemic has fallen to record lows.
  • If the CEO is not leading the effort, success is unlikely.
  • The key challenge with employee engagement assessment surveys is that there is rarely accountability for action.
  • Employee engagement should be focused on the goals of the organization, and not engagement as an end.
  • Organizational purpose and performance goals should drive engagement design, not satisfaction surveys.
  • Today’s managers at all levels have to not only have the soft skills to coach, support, and identify opportunities and challenges, but understand the business of people: how the various engagement tactics work together.
  • When selecting an engagement strategy or tactic, ask how it fits into the overall plan, aligns with other tactics, and can be aligned with others.
Panelists. Michael Anderson, Partner at Anderson Global Talent LLC and Chief Human Capital Officer in the Obama Administration, as well as of Housing and Urban Development; Rick Garlick, Vice President MAGID, a management consulting company and Research Advisor for Incentive Research Foundation, and Kevin Sheridan, a worldwide expert on employee engagement, author of multiple books on employee engagement, and developer of the PEER assessment product.

Individual Travel Essentials: Surge Expected in Individual Incentive Travel. Click here.
This Brand Media Coalition Youtube show featuring experts in individual incentive travel finds that while the pandemic halted travel over the last year, many companies replaced group travel with individual programs—a trend many expect to only accelerate as the pandemic recedes.
 
Key findings:
  • When groups began canceling last year, many offered recipients vouchers for individual travel programs.
  • Return on investment can easily be built into travel programs by basing the award on the level and value of the achievement.
  • Now that more people are feeling comfortable about travel, point redemptions for individual travel in programs are beginning to pick up again.
  • The desire for individual travel will surge as the pandemic recedes, not only because of pent-up demand but because Millennials especially prefer individual over group events, but because of the significantly reduced complexity and internal political considerations involved with individual travel over group events.
  • As travel resumes, there will be more interest in off-the-beaten path destinations and unique and authentic cultural and other experiences.
  • It is critical to work with experienced and established incentive travel vendors to ensure that recipients not only can access their individual awards when they wish but also that they receive the necessary customer support in case an issue arises. This is especially true for bucket-list types of experience, such as major tournaments or entertainment events.
  • Look for vendors who can provide the support necessary to make the travel experience as seamless and comfortable as possible to reduce the stress involved with planning and logistics.
Panelists: Peter Friend, Founder and President at Global Hotel Card by Expedia and Global Experiences Card Powered by Viator; Rick Garlick, Vice President, Magid; Chief Research Advisor, Incentive Research Foundation, Marc Matthews, CEO, Founder, Pulse Experiential Travel.

Essentials in Golf Incentives, Rewards, and Gifting. (30 mins.)  Click here.
Few consumer categories went through a bigger transformation than golf as a result of the pandemic. Locked-down families went to golf courses in record numbers and brought the kids, as it was one of the only activities that remained safe. This Enterprise Engagement Alliance Zoom Show, sponsored by the Brand Media Coalition, provides the essential information incentive, rewards, recognition, and gifting planners need to get the most out of their golf programs, whether merchandise, travel, or both. 
Panelists: Corey Wolfe; Director of Sales, Links Unlimited; Marc Matthews, President & CEO, Pulse Experiential Travel; John Geysen, Director of Product Marketing, HMI Performance Incentives. 
 

BMC YouTube Show: Interest Grows in the Storytelling Power of Brands. Click here.
Corporate buyers are showing increasing interest in the more careful and selective use of brands, but overall awareness of the corporate rewards and gifting market and the expertise involved remains low, according to the panelists on the Enterprise Engagement Alliance show, “The Power of Brands,” on the Brand Media playlist of the Enterprise Engagement Alliance’s Human Capital and Enterprise Engagement Youtube channel. Click here for the show.
 
Key findings:
  • Painfully few corporate buyers know that there is a business and experts focused on the strategic use of brands to engage key people as part of ROI-based programs.
  • Carefully selected brands create emotional connections that can endure for years or more and create brand ambassadors.
  • Best advice for buyers considering using gifts is to:  Establish clear objectives, qualitative, quantitative, or both; put yourselves in the shoes of the recipients in terms of selecting brands and offerings that show you know them and that reflect well on your own organization.
  • Best advice for brands getting into the corporate market: Be patient, it takes time to get brands into programs and start seeing redemptions; provide effective information to tell your story and the demographics and psychographics of your customers.
  • Customization and personalization of the reward experience is more important than ever, which can include tasteful decorating or imprinting, or personalized gift boxes or presentations.
Panelists: Brian Galonek, President, All Star Incentive Marketing. Rick Garlick, Vice President, Magid, and Research Advisor to the Incentive Research Foundation; John Geysen, Director of Product Marketing, HMI Performance Incentives; Megan Shea, IP; Director of Loyalty Programs, Links Unlimited Inc.

Total Rewards 2.0: At the Convergence of Rewards, Recognition, and Benefits. (45 mins.)  Click here.
Organizations can maximize the impact of their rewards, recognition, and benefits programs if they align these efforts under a holistic approach known as Total Rewards 2.0. That’s one of the key findings of this Enterprise Engagement Alliance YouTube show designed to help management at all levels optimize the results of their engagement efforts. 
 
Key findings: 
  • Most companies do not currently align their benefits and rewards and recognition programs as part of an overall employee engagement strategy, but that began to change even before the pandemic and has accelerated since then.
  • Most companies have low levels of engagement in benefits programs, because even senior management are not aware of all the options. These programs and employee engagement can be greatly enhanced through a one-to-one conversation between an employee and a regular person representing human resources each month. 
  • Very few companies have any awareness of upcoming Securities & Exchange Commission human capital disclosure requirements that likely will include metrics on worker engagement and turnover; pay and benefits; turnover; health and safety, and diversity, including that of the board. These disclosure rules will also affect large private companies in their supply chains as well as private-equity financed companies. 
  • Companies that wait to address the workforce disclosure requirements risk significant embarrassment if they are not even yet aware of their current metrics and a plan to enhance them. Human resources management may be called in quite suddenly to address return-on-investment metrics of their various activities with little time for preparation or optimization of results.
  • There are now a wide variety of benefits programs offering clear discounts on entertainment, amusement parks, restaurants, local businesses, travel, cars, health and wellness services, and much more that can provide more value than the typical raise in pay. 
  • Traditional recognition and incentive companies have not become involved with benefits because it’s not in their background but represents a significant and natural growth extension with clear ways to benefit their clients and their own companies.  
Panelists: Maggie Drucker, Co-Founder, Chief Relationship Officer, ProsperbridgeMissy Dunn, Vice President, Client Salesof Abenity Inc.; Matt GregoryAssistant Vice President of Lockton CompaniesDarwin HansonCEO, TMevolution.comBob RandallCEO, Transcend Engagement.

Effective Business to Business Development Practices. Click here.
This EEA interview with Rachel Cogar Yeakley, who runs an advisory form with extensive experience in the engagement field and business coaching, outlines the critical elements to a modern business development process. Unfortunately, she says, most marketers must unlearn almost all the old rules in order to stop selling and instead focusing on the needs of ideal prospects and demonstrating, not just saying, how you will address them. 
To explain how to implement an effective business-to-business branding and inbound process is much easier than to implement, because effective programs include:
1. A clear vision of your organization’s value to whom—what is your point of view on solving problems of your customers?
2. Translation of that vision into a story—not information about you, but information that addresses their needs, questions, curiosities, not what you want to say about yourselves; i.e., links to content of interest to them; thought leadership from your team; research or other information that helps, not sells. 
3. Consistency. Post at least twice a week but not just for the sake of posting. Use that same content for your blog and e-newsletters. 
4. Engage your team. Make sure the sales or other teams are contributing ideas and sharing content. 
5. Listen to and dialog with prospects. Follow the people of interest to you and comment when you have an insight to add or use their thoughts as an idea for useful content. 
6. Track your progress.  Set up a performance chart of your Linked in and blog posts and emails, and track not just number of qualities—i.e., Likes, shares, or comments by influencers. Discipline anyone involved with inbound analysis to track the source and influences of leads.
7. Be authentic. Do not connect with people to sell them or use services that automate that intrusive process. Follow people and dialog authentically. If you want to reach out, do so by phone or email. 
8. You can’t fake expertise. People right out of school have all the skills needed to manage a sophisticated campaign except for the most critical component of all: content expertise: to be able to sit in the seat of the decision makers in B2B, understand their areas of pains, curate solutions, tweak their imaginations, etc. requires serious business journalism schools, not copywriters. Look to find business journalists in your field who communicate regularly with your sales team to look for new ideas as well as use Google Alert or other means to track the latest information. 
9. The ROI. You will see an uptick in inbound inquiries. Salespeople will have an easier time getting calls returned because they are reviewed as a potential resource. Sales close ratios increase because you have done the hard work of building trust by being helpful. You will see more referrals because of your thought leadership. 

Engagement Solution Provider Profiles

An 24/7 online opportunity to learn about different types of practical solution providers as if you were talking with them at a trade show.
BCAT Brand Alignment
: A process and assessment platform for building a consensus around a brand or culture of an organization or team in order to achieve better results.
Catalyst Peformance Group: A leader in the design and implementation of business operating systems to help CEOs more effectively manage their organizations.
ProsperBridge: A financial wellness and progress service that companies can offer to help employees to better manage financial goals and challenges and get more out of their company's employee benefit programs.
CarltonOne: A leading supplier of Enterprise Engagement technology, employee engagement, gifting, and employee company stores to help organizations bring ESG (Environmental, Social, Governance) into practice. 
Transcend Engagement: Provides a complete suite of employee engagement advisory services, performance management, and management-employee relationship management, along with an employee engagement platform.
 
And more to come
 

Rewards, Recognition, and Brand Media

Card Now, a leading provider of gift cards activatable on demand via a smart phone app.
Links Unlimited, one of the largest master fulfillment companies in the US focused in the corporate incentive, recognition, loyalty, and corporate amenity business. 
 
Brand Media Profiles:

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 profit from the principles of Stakeholder Capitalism, 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.
  • Learn how to create Sustainability or Integrated Reports for Your Organization or Clients.
Learning and Certification: The Enterprise Engagement Alliance 2.0 education program, the only learning and certification platform for boards, executives, and managers seeking to understand the implementation principles of Stakeholder Capitalism, human capital management and measurement, and ROI of engagement. For more information, contact Bruce Bolger at Bolger@TheICEE.org or 914-591-7600, ext. 230. 

Resources: 
ESM at EnterpriseEngagement.org, an online trade publication founded in 2008 that features news, profiles, research, and more on the field of Enterprise Engagement, the implementation process for Stakeholder Engagement, and the EEXAdvisors.com buyer's guide and resource directory. This includes a comprehensive resource library on Stakeholder Capitalism, human capital management, measurement, and ROI of engagement. 

RRN at RewardsRecognitionNetwork.com, an online trade publication founded in 1996 that features news, profiles, research and more on rewards, recognition, gifting and brand media, and the Brand Media Coalition, the only guide to the story-telling power of brands and where to source them for business, event, promotional gifting, and rewards and recognition. This features a comprehensive resource library on brand media, rewards, recognition, incentives, gifting and more.


The Enterprise Engagement Alliance Human Capital Management and ROI of Engagement Youtube channel featuring one-hour and 30-minute panel discussions with experts on multiple topics on Stakeholder Capitalism, Human Capital Management reporting and measurement, and engagement tactics. 
 
A CEO's Guide to Engagement Across the Enterprise cover
Books: 
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.) 

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.ISO 10018 Cerfified. Quality People Management
•  The Engagement Agency at EngagementAgency.net, offering: complete support services for employers, solution providers, and technology firms seeking to profit from formal human capital management, reporting, and ROI of engagement practices for themselves or their clients, including Brand Alignment audits for brands and Capability audits for solution providers to make sure their products and services are up to date.
•  C-Suite Advisory Services—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 focuses on helping organizations focused on people sell to the right buyer and on assisting engagement solution providers seeking an exit or merger. 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@TheICEE.org, 914-591-7600, ext. 230.

Enterprise Engagement Resources
Engagement Solutions

EGR

BCAT

Lorandus

Tak

CarltonOne

LowerMyShowCosts.com

BMC

FLG

Luxe Incentives

Transcen

Incentive Team