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Onboarding

Story & Culture of the WBA

Place

your logo

Welcome!

Great to have you in today!

Fun introduction

Welcome

Story of the WBA

One of our directors steps in to tell you all about how the WBA came to be and where we are going.

Story of the WBA

Values

Values

Have an open conversation about:

  • your understanding of our values and how those relate to our work?
  • which value resonates with you and your role?

Be aspirational

The Sustainable Development Goals (SDGs) are the most aspirational global agenda the world has ever seen. They build on the positive belief that we can collectively change the world for the better, making it work for everyone and achieve transformational change. Given the enormity of the challenges the world faces, achieving these Goals will require the very best from all of us. This means we must set goals that stretch us. This is true for the goals we set for ourselves, our Allies, our partner organisations, and, ultimately, the companies we assess.

Be inclusive

We can only create a sustainable future if we work together with people and organisations who are committed to driving positive change. Being inclusive means we need to both speak out and listen – to those who have a microphone and to those yet to be heard. Building an inclusive movement requires empathy, learning and often patience, especially when we speak different languages and come from different walks of life with diverse lived experiences. Being inclusive is a difficult task that requires us to set goals that challenge us in new ways and that take us out our comfort zones. Diversity is an essential safeguard to remind us of the importance of being inclusive – remembering that the richness of different perspectives is key to creating the solutions needed for the challenges we all face. We therefore seek diversity in the people, ideas, and ways of working that make up the organization, governance and Alliance.

Stay independent

As the WBA, we treasure our independence like nothing else. Independence is what we bring to a world that is driven by different and sometimes competing interests. Our independence makes us and the analyses we provide trustworthy. There is a fundamental tension in remaining connected with others whilst having the agility to facilitate new dialogues and navigate complex global developments. This tension is inevitable and we will continue to explore it, keeping the conversation going so we can find the right balance. For employees this means cherishing independence in thought, in thinking for yourself and letting others enjoy the privilege of doing so also.

Make it simple

Our world is increasingly volatile, uncertain, complex and ambiguous. This reality is leaving many of us understandably disengaged. We don’t feel empowered to shape the future we want and fail to take the action we need. At the WBA, we therefore not only have the difficult task to try and understand the world as it is, but we must make the extra effort to translate our analyses back into easy-to-understand benchmarks and league tables. Only then can we create the common ground needed to honestly talk about accountability and effectively shape action. Ultimately making it simple again for ourselves, our partners and the companies we assess so we can all feel empowered to take the actions needed.

Culture at WBA

Culture

TEAL organisations

Evolution in Management paradigms

TEAL organisations

Wholeness & taming the ego

Wholeness

Ego-centric and masculine values of determination and strength and where rationality rules as king is discouraged. Wholeness seeks to bring all of who we are to work, including the emotional, intuitive and spiritual parts of ourselves – not hiding doubts and vulnerability

Enormous energy is set free when we drop the professional mask and dare to fully be ourselves

Wholeness @WBA

@WBA

Self awareness - what is the impact of your behavior?

All sides of yourself - you need ongoing feedback to be the best version of yourself

Sharing doubts and vulnerability - they help us move faster

Ask for help and take time to explore yourself and your purpose

Self-management

Instead of command and control/ top-down, power is distributed through teams so self-management is enabled.

  • A new and evolving organisational structure
  • Innovative meeting practices designed for rapid execution
  • Greater autonomy and taking action

The result: every team member directs their energies in alignment with the mission of your organisation, unlocking the full potential.

Self management

Self management @WBA

@WBA

Flat structure - self managed teams & flexible roles

Anyone at WBA can make a decision -

seeking advice from 1) everyone who will be meaningfully affected, and 2) people with expertise in the matter.

Empower individuals - trust and natural hierarchy

Think & work out loud

Take responsibility 'From managing your own development to delivering a transformation, a can-do attitude means not waiting to be asked, stepping in, taking others with you and focusing on solutions. The power is with each of us to build the movement. '

Evolutionary purpose

Teal organisations are seen as having a life and a sense of direction of their own. Members of these organizations are invited to listen and understand what the organisation is drawn to become, where it naturally wants to go.

- Evolutionary purpose: purpose evolves as more people join the organisation and we discover the best way to make a difference in the world

Evolutionary Purpose

Building a bridge while walking over it

Purpose @WBA

The clock is ticking. With only ten years to achieve the SDGs, we must be aspirational. That is why we choose scale first, depth later. Most benchmarks begin with 30 companies - we're going for 2,000 by 2023. So, in Food & Agriculture, we need to benchmark hundreds of companies in 2020 – scale first, depth later.

We will do Spotlight projects and benchmarks – like the Gender Equality and Empowerment Benchmark in Apparel – when it helps us learn, remain credible and relevant. We can then scale the lessons learnt.

Scale versus depth is one tension and we will face many more. In dealing with these, we trust in our ecosystem and allies by sounding out views and sense checking decisions - listening to different perspectives.

This is helping us to remain inclusive. We need to be comfortable dealing with uncertainty, honest about what we don't yet know, but always decisive, making things simple and remaining independent. It's only through scale we can achieve our mission. The clock is ticking.

(WBA executive directors)

Evolutionary purpose @WBA

@WBA

Our world is changing every day - the movement pulls us forward

Sense and respond - no long term planning

No over-defined roles - evolve and grow in line with the evolving needs of the organisation

Read:

Reinventing organizations

Want to learn more?

Inclusive way of working

Ways of working

  • MS Teams virtual office: work out loud/smart way of working
  • Global team: different ways of working, thinking and backgrounds
  • We encourage you to be: patient, open and understanding
  • Practical: timezones and meetings times
  • Remote working
  • Buddy system

Personal Leadership

Learning

At WBA we believe that lasting and impactful personal & professional development happens in our day to day work. Being part of the WBA team means putting emphasis on what you can learn as you go instead of on what you already know.

70 - 20 - 10 vision on learning

We believe that impact and learning starts with you and is a self-owned process.

People Lead

We want to ensure people grow, we cherish talent and we want to manage performance.

The People Lead encourages you to take ownership and helps you to maximise your impact and learning during your time at WBA

Development and impact takes place whilst at work and driven by WBA’s purpose. At the centre of impact and development is self-awareness, self-reflection and feedback.

You own your development - work with your people lead in the way that works for you

CSC

Twice a year we invite you to think about your own future in a more formal setting: what really makes you happy, what are your goals, how do you balance everything in life, and how far are you in your personal development? What about your level of engagement?

We like to take time to sit down with you in a Commitment Setting Cycle, where we discuss your impact and development, linked to WBA’s mission and goals.

- Learning question - provoke process of learning

- Deeper self rather than the Ego - ongoing feedback and self reflection are key

Learning Leaders

Learning start with you!

Learning Leaders - a collective WBA learning movement

its purpose is to develop the skills, approaches and mindsets which allow us to work well together

Themes such as resilience, feedback, systems thinking and self management - TEAL principles

Learning is not an extra - it's an essential that needs to be prioritized

Lots of learning spaces in the organisation - find those that help you grow

HR handbook

HR documents

  • Different type of staff
  • All of you are familiar with our employee manual.
  • Why do we have this in place?
  • Why do we have many contractual docs?
  • Any Questions?

Type of Staff

Types of Handbooks

  • The Netherlands
  • UK
  • Sweden
  • France (under construction)
  • Deployed employee/Freelance

Employee Manual

World Benchmarking Alliance maintains a Code of Conduct to which all employees commit when joining the organization. The Code, which is designed to make management and employees aware of ethical conduct (i.e. scrupulous and socially responsible behavior), contains examples of appropriate and inappropriate conduct at World Benchmarking Alliance, and we would like to ask you to review the Code carefully before signing it.

If you believe that one of your co-workers is not complying with the Code of Conduct, you should approach that person first. If they do not change their behavior after this, you should notify your manager or a member of our Supervisory Board.

Code of Conduct

Non-disclosure Agreement

All World Benchmarking Alliance employees are bound by a nondisclosure agreement, which they are asked to sign on joining the company. Under this agreement, you undertake to maintain strict confidentiality toward third parties, both during and after your employment, regarding any information and data to which you may gain access in the performance of your duties in connection with the business and interests of World Benchmarking Alliance and the companies involved in the benchmarking research or in another capacity. This nondisclosure agreement is valid indefinitely and includes – but is not limited to – all data related directly or indirectly to the work performed.

Objectivity, impartiality and integrity constitute the foundation of our work and are essential to our credibility. All employees commit to the policy by signing the Declaration. If any potential conflicts of interest occur during your employment, it is important that you discuss this immediately and sign a new Declaration in which you identify the potential conflict of interest.

Conflict of Interest

Systems & Processes

  • HR systems for employees
  • IT Platform

for processes such as travel Patricia will have a separate session

For questions around systems, teams, IT and travel. Always start with the policies and asking your buddy

Bamboo HR

• Our hr system is BambooHR

• How do I log on?

  • Log on info provided prior your start at WBA
  • https://worldbenchmarkingalliance.bamboohr.com/login.php?r=%2Fhome%2F

• What do we use it for?

  • Time Off, personal information, personal filing etc.

Bamboo

Link Employee Access Manual:

https://help.bamboohr.com/hc/en-us/articles/227321928-Employee-Access-Manual

Link Bamboo Support Channel in Teams:

Why is important

  • Update your Personal information
  • Include your Emergency contacts
  • Booked and record your Time Off
  • Keep inform your People Lead
  • Upload your documentation using Employee Uploads folder

Pension

  • Situation is different for remote workers!

  • For collegues working from The Netherlands the pension provider is Zwitserleven:
  • Where do I find information?
  • In the Zwitserleven portal
  • In our pension document
  • How do I log on?
  • Log on provided by Zwitserleven
  • https://inloggen.zwitserleven.nl/idp/UI/Login
  • What to do?
  • Find personal info on pension, how much you’ve build up etc, select option for pension etc.

Other Payroll countries

  • UK: SMART system

  • France and Sweden, State Pension System 50%-50%

Other Payroll Countries

  • EOR (Deployed Employee) contact your local employer to get more information

  • Freelance agreement: it's up to you to take care of your pensions and health care security

EOR and Freelancers

IT Platform

IT Platform

Office 365 for Business

Collaboration tool

Survey tool

Survey tool

Scoring & Analysis tool

Scoring & Analysis tool

Publishing tool

Publication tool

Engagement tool

Engagement tool

How did you experience today and how did it change your vision of WBA?

End

Before today you were asked to draw a picture of what working at WBA is like.

We would like you to draw this picture again, showing in any way how today has changed that vision.

Please take 15 minutes to draw your picture. And when we get back we'll use our two pictures to talk about your experience of the day and vision of WBA.

Any questions? Remarks? Suggestions?

The end

Your input is always welcome.

If questions come up later reach out!

Thanks for your attention!

Enjoy the day or evening :)

Fun stuff!

Check out the welcome channel when you can find:

- Personality test

- Get to know your colleagues

Fun stuff!

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