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Infusing a New Kind of Workplace
For the Future.

Measurements That Matter

Stretching the boundaries has many leaders and high potentials feeling overworked and undervalued while to-do lists continue to expand. It’s a vital time to ask key questions that keep your actions on course toward improvement.

Maximizing measurements that matter in your work life will assist you in achieving your goals and avoiding reactions that derail your best intentions. You’ll know when the measurements are working when you see aspiring leaders keep adapting and trying for more progress.

Establishing critical measurements that matter help us build upon strengths, increase self-confidence, and explore new possibilities.  Measurements also provide us a mechanism to improve our resilience during those times when we take a risk but fall short of our objectives. They help minimize the disruptive thoughts our brains naturally steer us toward that can pull us off course.

How can leaders stay proactive and keep their time, energy, and impact from being wasted? What are the motivating measures that can be addressed day-to-day, bringing you closer to your goals and keeping your mind engaged? Here are some measures to consider:

  • Where did you save and/or lose time? How much?
  • How did you increase your level of energy and engagement? What actions might be necessary to improve and/or sustain it?
  • How were you able to refocus your time and/or energy toward your most meaningful and high-priority goals?
  • What motivated you to take more positive actions?
  • What conversations, with whom, were energizers? Why? Whom do you need to recognize?
  • How did you collaborate more effectively or support others in reaching their own targets?

Here are some ways to put those measures to work to keep you agile during a transition:

  • Define the transition ahead and decide what goals will mean the most to you.
  • Identify which of these goals are emotionally meaningful.
  • Take time each day to review your measures. Keep them fresh in your mind and let them serve as helpful reminders of the overall goal.
  • Each evening, assess what was effective, identify areas to improve upon, and let go of what didn’t work. Identify what you can do differently the very next day and put trying it on your to-do list.
  • At the end of the week, reflect on your overall progress and make the necessary adjustments. Find an accountability partner – a trusted friend, business partner, or colleague – to share your findings with.
  • Over the weekend, review your measures and ask whether they are still on target with your intentions or whether they need to be adapted to give you an accurate picture. Consider adding new measures that might be helpful.
  • Be willing to share encouragement and relevant insights with others to support outstanding progress and ask for feedback from others. This step will build respect and pride in the collective effort toward progress.

Staying focused on what’s meaningful and important now and on what’s next can help you avoid unnecessary struggling and generate experiences that display more of the best in yourself and your leadership capabilities.

Remain committed to measuring what matters, especially when excuses creep in over time and threaten to slow your movement forward.

 

For reprint permissions, please write to: contact@theinfusiongroupllc.com

©2011  All rights reserved. Judy White, SPHR, GPHR, HCS is the President of The Infusion Group ™ LLC,  a workplace culture design firm, specializing in the future of work – based in the Raleigh/Durham, NC area.  For more information, go to www.theinfusiongroupllc.com and discover how to move your ideas and potential forward.
@InfusionGrpLLC

 

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Energizing Meetings: The Importance of Face-to-Face [Infographic]

Social media…it’s everywhere. As it continues to integrate into many aspects of our work and personal lives, face-t0-face meetings are still the place where energizing business happens.

What role does leading, innovative technology play in bringing today’s on-line world closer together to “real-life” events in this guest post by Bizzabo. To view the original article written by Oz Nathan, click here.

Facebook, LinkedIn, Twitter and other social networks have revolutionized the way we interact with one another, deconstructed physical barriers and flattened our world. At the same time, smartphones with location based services have taken over; analysts project that by 2015 more people will access the internet from their mobile than from a PC.  At  first glance, these two phenomena seem to contradict each other. If we’re spending more of our time living in a virtual world, why are we investing so heavily in technology intended to improve our “real lives”?

The answer is to bring these two worlds together and make them compliment each other. We can only benefit from using knowledge we gather in the virtual world in our real lives, and vice versa. Meeting people face to face has irreplaceable advantages, as does the speedy and limitless virtual web.

That’s why the event industry is far from dead – over 1.8 million meetings with 205 million attendees were held in 2011, accounting for $263 billion in direct spending. However,we do need to start thinking about how we incorporate technology into our “real-life” events in order to provide attendees with better experiences.

We analyzed our data from thousands of events and tens of thousands of business interactions, combined it with other publicly available data, and created an infographic that provides an in-depth look at why face to face meetings are so vital, even and in many ways because of today’s online world.

Leaders, how might you strengthen trust at your next meeting, conference and/or event in 2013?
About Bizzabo helping professionals discover new business opportunities at conferences and events, while enabling event organizers to promote their event and engage directly with their attendees. By delivering up-to-date event info and networking opportunities, Bizzabo helps making the most out of every event.
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Health Care Changes Coming for 2013

As organizations prepare for the coming health care reform changes, the following is a brief overview of some of the shifts in 2013  from Business Insider.  To view the original at The Business Insider, click here.

Health care reform in the coming year will go on a kind of shakedown cruise to test the seaworthiness of America’s evolving health care system as it becomes more cost-conscious and quality-focused under the Affordable Care Act.

In 2012, the health insurance law, also known as Obamacare, linked Medicare payments to the quality rather than quantity of care, started penalizing health insurers that charge too much in administrative fees and executive bonuses, and began rewarding good doctors who save Medicare money.

Ahead in 2013, the law will attempt to strengthen America’s health care safety net by increasing physician pay and expanding preventive care under Medicaid; bolstering the Children’s Health Insurance Program, or CHIP; and launching more streamlined Medicare billing.

State insurance exchanges to promote health plan comparison-shopping also face federal certification as they prepare for a scheduled opening in 2014.

Dr. Jeff Cain, president of the American Academy of Family Physicians, says the continued emphasis on primary and preventive care is essential to effective reform.

“It’s not a news flash that healthy people are cheaper to take care of than people who have diseases,” he says. “One way we know we can cut costs and still maintain good quality is to have better primary care.”

Medicaid pay raise for family doctors

Effective: Jan. 1, 2013

Currently, primary care doctors typically receive less for treating low-income Americans on Medicaid than for treating seniors covered by Medicare, even though both are federal-state programs.

But, beginning in January, state Medicaid programs will be required to pay at or above the Medicare rates, with the additional money coming solely from the federal government.

The timing of this pay raise is no accident, says Dr. Ron Greeno, public policy committee chair for the Society of Hospital Medicine.

“One thing the Affordable Care Act did was provide coverage for about 32 million patients that weren’t covered before, and about half of those are eligible for Medicaid,” he says. “They’re trying to find primary care physicians who are willing to take more Medicaid patients.”

In fact, without this and other health care reforms designed to strengthen primary care, America could face a shortage of 21,000 primary care physicians by 2015.

“The average family doctor sees eight patients a week on either a discounted or free basis,” which includes Medicaid patients, says Cain. “It’s important that family doctors be able to have a financially viable practice and remain independent.”

Improving Medicaid preventive care

Effective: Jan. 1, 2013

Health care reform’s unofficial motto might be that old saw about an ounce of prevention being worth a pound of cure.

Chronic diseases, such as heart disease, cancer and diabetes, account for 7 out of 10 U.S. deaths and 75 percent of national spending on health care. To bend that costly curve, the Affordable Care Act invests an unprecedented $15 billion over 10 years to catch and manage diseases early.

In 2013, Obamacare picks up the tab for state Medicaid programs that choose to offer preventive services at little or no cost, following in the footsteps of health care reform’s earlier extensions of “free” preventive screenings, vaccinations and services across Medicare and private insurance plans.

“A severe disease has two consequences: It’s hard on people, and it’s also hard on our health care system,” says Cain. “Someone who has untreated diabetes is more likely to have blindness, an amputation or heart disease than someone who had good quality screening to prevent those long-term consequences.”

Exploring ‘bundled’ payments in Medicare

Effective: By Jan. 1, 2013

Just as a party is more successful if everyone mingles, Medicare — and eventually health care in general — can provide better care at a lower cost if doctors, hospitals and caregivers work together for the well-being of the patient.

Health care reform started to break the ice and bring doctors, hospitals and health care providers together in 2012 by rewarding accountable care organizations that offer more coordinated care.

In the new year, the Affordable Care Act addresses Medicare’s inefficient pay-per-service system, in which a simple surgery can result in dozens of separate bills from various care providers. A new national pilot program will pay a flat rate to cover all care provided during a medical episode.

“It’s a way to encourage physicians who are not in an accountable care organization to help improve care in a cost-effective way,” says Greeno.

And that can be good for the health care system as a whole. Deborah Chollet, a senior fellow at Mathematica Policy Research in Washington, D.C., notes that Medicare billing reforms typically become standard procedure in the private market, too. That happened with a Medicare switch in the early 1980s that brought about more uniform charges for each type of diagnosis.

Chipping in more for CHIP

Effective: Oct. 1, 2013

Established in 1997 and reauthorized by Congress in 2009, the Children’s Health Insurance Program, or CHIP, provides affordable health coverage for nearly 8 million kids from low-income families that make too much to qualify for Medicaid but not enough to afford private health insurance. Health care reform extends federal CHIP funding to states through Oct. 1, 2015.

“Kids are one of the most vulnerable populations in our country,” says Cain. “Everyone can agree on the need to make certain that children can grow up healthy. If they don’t have insurance, they’re less likely to get preventive care, more likely to wait until they’re sicker to seek care and more likely to use expensive emergency rooms when they do.”

Chollet says CHIP became even more important in June when the U.S. Supreme Court blocked the Affordable Care Act from forcing states to expand Medicaid.

“Had that expansion survived, there are a lot of children who would have transitioned from CHIP to Medicaid. Now, either the children go to CHIP, or they become uninsured,” she says. “Continuing the funding makes sense, financially. CHIP is a good program that has proven itself. This was a no-brainer.”

Certifying new state insurance exchanges

Effective: Ongoing

New state insurance exchanges, designed to offer consumers and small businesses one-stop online shopping for affordable private health plans, are supposed to launch starting in 2014. They’re to be certified by the federal government during the coming year.

States face one of three options under the Affordable Care Act: Set up an exchange on their own, partner with the federal government, or simply sit back and let the feds run the exchange for them.

States opposed to Obamacare were waiting to see if the president and his health care law would survive the election. Given the foot-dragging, fewer than 20 states were on track with their exchanges by mid-November.

Chollet, who’s helping states plan their new marketplaces, says fireworks could ignite in some states between unyielding governors dead set against the health care reform exchanges and health insurance companies wanting in.

“If the state is saying it wants to discourage and sabotage the exchange and the insurance carriers are saying they want to play in the exchange, it sets up an odd political dynamic,” she says. “It may be the carriers who are going to tell the states, ‘Enough already; this is going to move forward.’”

This story was originally published by Bankrate.

 

For more information on designing a competitive rewards strategy for your evolving workplace, please give us a call to explore new possibilities – 877.628.3873.

 

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Reshaping the Way We Work

 

The world has changed; how we create value in our organizations has changed. How we create enduring and sustainable workplace communities, especially among critical workforce segments is also changing.

With innovation accelerating across industry sectors, geographies and time zones; traditional levels of engagement are no longer keeping pace with the speed of business. Mobility and digital technology have expanded opportunities in emerging and developed markets, thereby increasing the level of global talent competitiveness and networks of people.

Today, surveys reveal that nearly half (47%) of global workers now work either remotely or in a form of flexible arrangement.  In fact, according to author Dan Pink, the number of part-time workers, “free agents” (self-employed) or temporary workers has skyrocketed with emerging technologies and adaptable marketing models such as Amazon and e-Bay.

This presents some unique challenges and opportunities as mobility becomes more immersed and leading technologies implemented, it requires the modern leader to re-imagine the employment relationship (or contract), the way work is shifting, and the overall experience that can be designed in a cross-cultural, cross-generational, inter-connected business environment.

Consider the fundamental ways in which the way we work in a social era is changing:

  • Work is more personalized.
  • Work is dependent on technology and accessibility to people, data and information through preferred devices and communication channels.
  • Work rewards sharing of trusted information efficiently.
  • Work respects the power of collective ideas.
  • Work respects influence and the values found in the social space over hierarchy.
  • Work often streams across an architecture of interconnected networks both internal and external to organizations.
  • Great work is often accomplished with supportive spaces (physical/virtual) and focused time.
  • Work aims to create a shared experience for co-creators (employees) and customers.
  • Work respects two-way dialogue and social learning.

These shifts highlight a more fundamental change than the way we work. At the core, it changes the very nature of how we do business.  From jobs and tasks which are organized and arranged into component specialties, dispersed widely, and managed across borders now lead to entirely new business models, organizational designs and collaborative communities that can result in game changing products and services.

This rapidly changing world of work now requires a new formula for how talent is identified (sourced), developed, trained, deployed/re-deployed, managed, inspired and rewarded.

As you ponder the ways in which the architecture of work is evolving in your workplace ask yourself, “Are there better ways in which work can be accomplished that can create a more valuable experience for co-creators (employees & customers) and provides a healthier return on investment?”

Imagine If….

  • You could more easily connect five “generations” of people in the workplace, with unprecedented diversity of backgrounds from around the globe, with potential clients through transparent cloud computing platforms.
  • There were better ways that you could readily tap into a bench of talent and enable the best ideas to rise for a specific piece of work or for a project’s duration without absorbing extensive workforce costs. For example, one of the fastest growing design companies, 99designs.com, enables access to crowd sourcing options with leading designers who can compliment your internal resources and strategic initiatives without having to go through a lengthy recruitment process.
  • Your co-creators (employees) could receive in “two clicks” (or feedback in real-time) what they typically receive in ten – or in a quarterly or semi-annual review cycle. Imagine how your workplace could become more adaptive to market demands and innovative in achieving remarkable results.
  • The traditional hierarchical management structure could evolve at a pace that was less taxing and stress-testing to people as you manage a connected workforce through handhelds and broad bands.

Be Courageous

It takes courage to transform a culture to a new way of doing business. However, as the world of work changes, we too must evolve and reduce the risk of our organizations from being disrupted – by thinkers, communities and other companies that are advancing business strategies whereby everyone’s energy can be released in ways that inspire boundary-testing to build (or adapt) more quickly.

There’s never been a greater time than now to take your leadership to another level and begin releasing your company’s greatest potential.

Question:  What steps are you taking to experiment in new ways of working?  Share your experience here.

 

©2012 All rights reserved.  Judy White, SPHR, GPHR, HCS is the founder and president of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and talent management to have a meaningful impact on people, businesses, and society.  How may we help you?    www.theinfusiongroupllc.com

Additional Reading:
5 Ways Social Media Will Change The Way You Work in 2013  - Forbes

Photo Credit  iStockPhoto

 

 

 

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What Keeps Modern Employees Motivated?

How does your secret to motivating your workforce look? This smart infographic by Salesforce.com reveals a surprising truth.

How to motivate your employees

Infographic credit:  Salesforce.com and Rypple

Motivating employees in a changing world of work isn’t as simply as paying them more or offering an annual bonus.   Today’s modern worker represent a complex mix of cross-generations, cross- cultures that place a number of different factors contributing to their overall experience at work, level of security, engagement and what motivates them to do their best work.  Some factors include: happiness and well-being, career aspirations, juicy work challenges, accountability, money, professional goals, are all factors contributing toward a motivating experience for co-creators (employees).

There are a number of ways to ignite arousal that is key to motivating people with utilizing an approach that invokes the best in others and strengthens the work environment.  A few examples include: Social recognition, meaningful dialogue, challenging work, healthy culture,  employee coaching and strong relationships with managers and co-workers.

There is clear impact to having disengaged employees. Today’s leading human capital analytics can provide deep insights into the workforce portfolio and help Human Resources professionals and business leaders to identify the root cause of disengagement and pinpoint optimal levels of workplace satisfaction resulting in trust, motivation, connectedness and healthier performance.

To get started with a fresh approach in crafting a road map to integrating a people strategy in a new era, click here.

The Infusion Group™ LLC – a trusted partner in creating new possibilities in talent management and workplace culture design services to have a meaningful impact on people, businesses, and society.  How may we help you?
www.theinfusiongroupllc.com

 

 

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Lift Up Your Leadership, Live Your Best Life

 

Feeling like your leadership potential is being held hostage? Maybe it is. How can you be sure?

 


Ask yourself these three key questions:

 

  •  How am I able to consistently contribute really great work? 
  •  How is my work life improving?
  •  Am I raising the quality of life for myself and others? 

If your leadership role feels like it’s being held hostage, it may be time for you to set
it free via a better career, work-life fit in the new world of work.

Rethink engagement.

Our 24/7, interconnected work world – where free-flowing information is delivered via integrated systems that link networks of relationships and expertise – is rapidly redefining the nature of work. As organizational models pave the way to creating new design structures to better meet customers’ expectations, the ability to rise up requires tomorrow’s leaders to rethink organizational, career, and work-life success.

Lifting your own level of engagement by examining your well-being can be a helpful way to understand how satisfied – or dissatisfied – you are as a leader in the context of your career, work-life fit. Intrinsically, we understand that a higher level of well-being is better for us personally as well as for our organizations, but somewhere along the way in the process of company mergers, downsizings, and rightsizings we may find our satisfaction with our own abilities spiraling downward as more accountabilities have shifted to management. Now we find ourselves having to address unprecedented work challenges while also trying to prioritize our own conflicts between the demands of life and career.

Before you can reasonably expect to inspire others and help them achieve, let’s give some thought to how you might more fully live your own best life and end the downward spiral.     

A new approach.

Finding enrichment and improving well-being is possible, even during these demanding times. Just as many organizations measure the overall impact of their employees’ well-being on business performance, you too can elevate your understanding and rekindle engagement with your work by re-calibrating your career and your life.

Taking a different approach to evaluating your own well-being starts with a deeper dialogue and holistic understanding of the elements impacting your overall leadership experience and aspirations. Obtaining fact-based insights that scale your professional and personal priorities can help you design a personalized road map that keeps you focused on the decisions and strategic conversations that lead to your best life and a rewarding workplace experience. How important is your life’s game plan?

Today will be different because everyday matters. 

Today can be filled with exciting advancements, growth opportunities, and new work styles.  Ask yourself one simple thing:

Am I just getting by?  Or am I thriving?  How will I thrive more?

By taking an honest view of your leadership role today and its impact on your quality of living, you can begin to make strategic choices and conduct the workplace conversations necessary to lifting up your leadership potential, become a more effective and influential leader, and live your best life.

To get started on crafting your customized road map and enjoying the benefits of fresh insights and a well-coordinated strategic agenda, contact us today.

©2012 All rights reserved.  Judy White, SPHR, GPHR, HCS is the founder and president of The Infusion Group™. A trusted partner in creating new possibilities in talent management and workplace culture design to have a meaningful impact on people, businesses, and society.  How may we help you?

www.theinfusiongroupllc.com

Photo Credit  iStockPhoto/eyetoeyePIX

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Work and Learning: How Communities of Practice Can Enable More

 

Communities of practice enable the integration of work and learning.

What is a community of practice? and How do you know if you have one?  Harold Jarche of Social Media Today shares his brief thoughts in this great post below.  To view the original article, click here.

 

COMMUNITIES OF PRACTICE
  • Our world is getting more complex as everything gets connected.
  • Complex problems require more implicit knowledge, which cannot be codified.
  • Implicit knowledge can only be shared through conversations & observation.
  • Collaborative and distributed work is becoming the norm.
  • Knowledge-sharing and narration of work make implicit knowledge more visible, especially in distributed work teams.
  • Transparent work processes foster innovation.
  • New ideas come from diverse networks, often outside the organization.
  • Learning is part of work, not separate from it.
  • Communities of practice enable the integration of work & learning.

So what is a community of practice? Maybe we should start with what it is not:

  • It is not a help desk filled with subject matter experts.
  • It is not a work group, or even task focused.
  • One is not appointed by management to join a community of practice.

Some characteristics of communities of practice:

  • People want to join them.
  • They usually have a higher purpose, that one person alone cannot achieve.
  • People feel affinity for their communities of practice.
  • There are both strong and weak social ties.
You know you are in a community of practice when it changes your practice.

 

For more information about unleashing your workplace potential and achieve greater adaptability, please drop us an email at contact@theinfusiongroupllc.com.
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How do you find a better workplace culture and say good bye to misfits?

Shouldn’t work life be more meaningful?

How do you find your best workplace fit or prevent from working with misfits?

 
Bullhorn introduces a dynamic new platform that allows current and prospective employees to learn about a company’s culture through some of the leading attributes such as: work-life balance, work style, earning potential and comments from employees.

What makes this site so different? Watch this short video and see why others are saying good bye to workplace misfits:

 

What steps do you take to ensure a positive culture fit? Share your comments below or send us a tweet at @InfusionGrpLLC

 

The Infusion Group™ LLC – a trusted partner in creating new possibilities in talent management and workplace culture design services to have a meaningful impact on people, businesses, and society.  How may we help you?
www.theinfusiongroupllc.com

 

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Healthcare Innovation Infuses Raleigh

A reprint from SiloBreaker

Healthcare Innovation Infuses Raleigh

The next era of healthcare innovation is here.

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Apex, NC (PRWEB) May 09, 2012

The Infusion Group™, a workplace culture design firm, announces details of an upcoming health care event, Innovating the Care Culture, coming to Raleigh on May 23rd.

A highly-collaborative all day un-conference event focusing on the next era of health care will feature speakers Dr. Henry DePhillips and Derek Zabbia of Audax Health™, a cutting edge company seeking to provide the answers of tomorrow to revolutionize healthcare now and into the future.

Dr. Henry DePhillips spent ten years in private practice and caring for families, delivering babies and making house calls before entering the business and technology sector of the health care industry. Today he currently serves as the Executive Vice President for Audax Health™. Throughout his vast career leading up to his current position, Dr. Henry DePhillips has developed expertise in the practice of medicine, medical management, health informatics, and the utilization of informatics to best influence personal and clinical decision making.

Derek Zabbia brings extensive experience and accomplishments in strategic interactive business development, and design in social networking and digital media arenas for Audax Health™ as the Executive Vice President in Strategy Development. Companies that have benefited from his expertise include AOL, Univision and News Corp, and most recently Ning – the world’s largest custom social networking SAAS platform.

These innovative speakers will bring fascinating thought leadership and innovation by sharing key insights into a powerful personalized health management solution that utilizes the latest gaming and social networking technologies. A visionary company with a wealth of expertise and research, Audax Health™ is making it easier to inspire health care consumers and workers to take the initiative and ownership of their own health.

The HealthCamp RDU un-conference seeks to bring key experts and stakeholders from across the health care continuum to learn and engage in the latest developments, and innovations that are changing health care. At the un-conference participants can look forward to joining/leading breakout sessions that are most relevant to the community; all while keeping the patient/consumer at the center. Some of the topics of interest include:

  • Private Cloud Computing, Electronic Health Records.
  • Mobile medicine and rapid advancements in mobile health.
  • How can Web 2.0 rebuild health care?
  • Collaborative care. Caring for patients and consumers in a digital world.
  • The role of family and primary care physicians.
  • How gaming, design, innovation and social networking are accelerating.
  • Telehealth – How can we create better health?
  • Analytics – What are the numbers really telling us?

 

“Organizations are facing unprecedented challenges today in the context of globalization, workforce shifts and rising health care costs. As consumers of health care, we’re all feeling this impact. This presents a level of urgency for stakeholders and leaders to take actions that can improve better health while reducing costs,” stated founder Judy White, SPHR, GPHR, HCS of The Infusion Group™. “Raleigh is delighted to have Dr. DePhillips and Derek Zabbia from Audax Health™ join other healthcare innovators to share their latest insights and possibilities that can impact our future.”

Who Should Attend?

All health industry experts, thought leaders, practitioners, health caring professionals, consumers, Health IT, developers, entrepreneurs, community alliances, eHealth, hospitals, home health, technologies, telehealth, business executives, game designers, bloggers, and journalists are invited to participate in this event to collaborate ideas.

To register for the event, visit http://www.healthca.mp/rdu.

About Audax Health™
Audax Health™ is one of the first organizations in the nation to have earned the Health Appraisals certification from the National Committee for Quality Assurance (NCQA). To learn more about Audax Health™, please visit http://www.audaxhealth.com.

About Health Camp RDU
Health Camp RDU is part of the HealthCamp Foundation, a non-profit, international movement committed to empowering health engagement and web 2.0. Please visit http://healthca.mp/rdu for more information.

About The Infusion Group™
The Infusion Group™ is a workplace culture design firm, specializing in the future of work by creating new possibilities through culture transformation and integrated talent management solutions. The result: meaningful impact on people, business, and society. http://www.theinfusiongroupllc.com

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Do You Have a People Strategy?

From Seth Godin’s Blog:
Do You Have a People Strategy?

 

Hard to imagine a consultant or investor asking the CMO, “so, what’s your telephone strategy?”

We don’t have a telephone strategy. The telephone is a tool, a simple medium, and it’s only purpose is to connect us to interested human beings.

And then the internet comes along and it’s mysterious and suddenly we need an email strategy and a social media strategy and a web strategy and a mobile strategy.

No, we don’t.

It’s still people. We still have one and only one thing that matters, and it’s people.

All of these media are conduits, they are tools that human beings use to waste time or communicate or calculate or engage or learn. Behind each of the tools is a person. Do you have a story to tell that person? An engagement or a benefit to offer them?

Figure out the people part and the technology gets a whole lot simpler.

To get started with a fresh approach in crafting a road map to integrating a people strategy in a new era, click here.

The Infusion Group™ LLC – a trusted partner in creating new possibilities in talent management and workplace culture design services to have a meaningful impact on people, businesses, and society.  How may we help you?
www.theinfusiongroupllc.com

 

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