New Upgrade builds on current success, further improving culture and learning programs for more than 1 million users in 117 countries, to be demonstrated this week at NAHRES20 event for select HR executives
Arnowitz Culture Agency (ACA) today announced the release of its twelfth-generation Arnowitz Culture Engine (ACE12). With ACE12, ACA introduces next-generation culture analytics, micro-learning, and rich mobile app functionality 1for Apple iOS and Android devices. The new capabilities build on the success of the Arnowitz Culture Engine ten-year history of improving company performance through culture change, employee engagement, and learning programs for more than 1 million users in 117 countries.
ACA, a sponsor of the North American HR Executive Summit (NAHRES20), will demonstrateACE12 at its booth throughout the event. The summit, for senior HR executives, is being held January 27-28, at the Omni Orlando Resort at Champions Gate in Orlando, FL.
The growing complaints from workforces and customers across the world is amazingly similar no matter the industry.
- “I do not have enough time.”
- “They are throwing too much training (or reports, or customer data, etc.) at me.”
- “Goals are changing too fast (or not fast enough).”
- “No one cares what I think and/or know.”
Employees and teams struggle to keep up with the blinding speed of the delivery of information, big data insights, disruptive technologies, evolving communication channels, and cultural diversity issues.
The digital transformation strategy was meant to help employees battle these issues, but in many ways, it has accelerated the problems. Employees need the right habits to prioritize, collaborate, create and curate actionable information into successful business results. Businesses often focus on speed and excellence in using and acting on customer insights. Instead, how about acting on employee development insights? The employee journey (investments in developing habits) ensures employee collaboration, engagement, creativity, and innovation can quickly adapt to organizational and market changes. Aligning employee and customer journeys has become the most critical challenge facing global business today. Succeeding in only one of these two journeys creates a severe competitive disadvantage.
There have been repeated attempts to save annual employee performance appraisals from the trash heap of failed corporate HR policies. For companies participating in the digital age, it is another example of good intentions from the industrial age that do not fit anymore. The HBR article by Peter Cappelli and Anna Travis explore this failure in detail and why it continues to persist. The question still to be settled is: What is the best way to replace the 50+ year old practice?
[This post is the first in a series called Exploring Cultural Intelligence written by David Arnowitz, co-founder of Arnowitz Culture Agency. The series will explore the problem and solution spaces that encompass the field of Cultural Intelligence]
Everyone agrees corporate culture development is important. But how can you tell if a culture change program is working? How can you see if there is any real business impact? How can you measure culture ROI?
David Arnowitz shares insights from his company’s successes in creating a Culture ROI framework in a video from the Shocase presents Creatively Speaking podcast series hosted by Debra Carney.
Our journey at ACA is focused on improving Corporate Culture–the expression of aspirational values into practical action. A journey fueled by our belief that individual, team and company performance can be improved in synergy with one another. We use our creativity to foster creativity in others ability to solve problems and overcome cultural divides.
The journey has seen our team explore the corporate pain points of recruiting, onboarding, career development, corporate cause, employee engagement, training, best practices, knowledge management, corporate communications, event programs, cultural intelligence and, of course, culture change. The simple truth is–culture runs through all these issues–living our values as individuals, teams, and companies by acting on our values. Let me say that again, acting on our values. It is through ‘doing’ that we can improve or lose what we cherish most in our culture. Identifying the behaviors and practices we want to improve is what true culture change (for the better) is about. From employee celebrations, meeting practices to complex customer experiences–a good culture is the way an organization can quickly adapt to any disruption and/or business problem.
We created this blog to explore the insights of global thought-leaders and the results of our culture practice:
- Investigate behaviors and habits that improve corporate culture
- Obstacles to improving culture
- Criteria for judging culture
- Role of technology in culture building
- Corporate culture ROI and impact
- Happiness metric(s) for your culture
- Culture impact on different corporate capabilities and functions
- Review culture program frameworks
The one certainty about this journey is that it will evolve and change. I am certain to return to this welcome post and all our posts, to update and refine these thoughts in light of new insights from outside and within. For this is the unchanging truth of culture–it is always changing. The real choice is how do you participate in the change.
We at ACA welcome and thank everyone that will join us on this journey!