In this radio talk, Kris Cholmondeley (Head of Sales Peugeot-Citroën, PSA Group) & Arnaud Henneville (Co-founder) discuss together with Jo Dodds, (Radio programme host at engageforsuccess.org) how to engage with a distributed workforce in times of constant change.
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DS Automobiles invites selected retailers to make themselves comfortable in their exclusive and new DS Lounge
The new DS Lounge is an exclusive area with access for those retailers who represent the DS brand in the UK going forward. It’s a place where the brand can share its network development plans with selected partners and begin to support them in the development of future DS Stores and DS Salons.
internalDesk, a Swedish collaboration Software company, had already made the headlines when, 2 years ago, it launched its controversial high-end bracelet for employee engagement – a wristband it had dubbed the jolt™.
Engage for Success, the leading movement promoting the value of employee engagement has become the latest member of new online service Muse. The service, provided by Woodreed and powered by internalDesk, aims at improving the quality and effectiveness of internal communication, develop professional skills and raise engagement across organisations.
Onboarding is the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organisational members of a company. Typically, ‘onboarding’ is understood as the full process – i.e. from recruitment to the new hire being fully operational. It is estimated that it takes an average of 10 months and could costs as much as USD100.000 before a new hire can be turned into an asset.
After successes for Citroën and DS Automobiles, PSA Group in the UK launches its online Dealer platform for Peugeot.
internalDesk (Sweden), a leading provider of bespoke Enterprise Social Networks and its UK partner, specialist advertising agency, Woodreed have signed a new deal with the PSA Group in the UK. Following on from the success of the two customised platforms already provided for Citroën and DS Automobiles, Peugeot is the 3rd brand in the PSA Group UK to utilise this.
The PSA Group UK has been successfully working with internaldesk’s enterprise collaboration solution for more than a year. Lately, it successfully launched a custom-designed ‘recognition’ feature to allow its’ leaders to praise great achievement.
Bottom-line is; whether you buy an off-the-shelf Enterprise Social Network (ESN) such as Yammer, Slack, or Workplace on a monthly subscription or you pay top-dollars to an IT-boutique for a highly customised product that fully aligns – today – with your organisation, the outcome will be pretty much the same: nothing.
Up until today if you wanted to equip your organisation with an enterprise social collaboration tool you basically had 2 choices. You could either get what is now considered as a cumbersome and expensive system à la SharePoint or you could get an off-the-self software such as Yammer (and, its’ now copycat, Workplace).
“It’s never about the best product, and always about the strategy”. Indeed, it’s always about searching for the best strategy to deliver a cohesive, well defined product. Well, while this is largely accepted, our work with some of the most celebrated companies in the world has uncovered that the opposite is also true. In other words, that it is always about searching for the best product to execute on a well-defined strategy.
Learning, like a lot of things in life, is more fun when other people are involved! The problem with Learning Management Systems (LMSs) is that, even if they are gamified (like the newer LMSs are), they still fail to create an engaging experience that lasts. Indeed, whilst it may initially be fun to earn points, to acquire badges and so forth, the excitement quickly plateaus as the user sits on his/her own. Ultimately, it is course-completion that slows down and new learning and behaviors that fail to materialise.
internalDesk AB (Sweden), a leading provider of bespoke Enterprise Social Networks, and its UK-partner (Woodreed) have entered a 2-year agreement with Citroën (PSA Group). The deal was signed following the success of another customised platform implemented for DS Automobiles (a Brand of the PSA Group) last year. With the new platform, called InForm, Citroën and DS Automobiles, now connect their entire dealer network throughout the UK – allowing both brands, from retail operations, to head office to field management to work together, faster and better.
There is this peculiar thing leaders talk about; this so called ‘Culture of Openness.’ For the late-comers, the idea of an organizational Open Culture is dead simple: it is about allowing everyone to dare to talk freely (even when the going gets tough); it is about allowing not ‘failure’ but ‘experimentation’; it is about accountability. The self-evident rationale is: to accelerate the flows of information in every direction (top-down, bottom-up, sideways) so as to de-silo a structure. For what purpose? To speed-up everything: best practices exchanges, innovation, new product development, time-to-market, etc.
“Strategy without execution is hallucination.” – T. Edison Around the globe and for decades now, business leaders have been embracing Thomas Edison’s adage to the letter. And it worked – until now. In recent years, indeed, many people have been playing the ‘blame game.’ We’ve all heard “it’s the VP who failed at cascading,” or “it’s managers who failed to deliver the gospel at their own local levels” or “it’s employees who failed to engage with the all-too-brilliant strategy.”
internalDesk AB (Sweden) and its’ UK-partner (Woodreed Ltd.) are happy to announce that a global Top10 automaker has entered a 2-years agreement to roll-out the internaldesk.com enterprise social platform across the UK. The platform will connect the entire operations of the company, reaching in real-time 4000 people across locations, job-functions and job-roles.
Six months after DS Automobiles (Group PSA) launched its online platform exclusively for DS Champions across its UK dealer network Mark Blundell, Marketing Director at DS Automobiles says:
This statement of former CEO and Chairman of General Electric, Jack Welch, has never been more meaningful: “if the rate of change on the outside exceeds the rate of change on the inside, the end is near.”
We have certainly all heard it at some point: Everybody wants change until we ask people to actually do it. The interesting thing is this: Despite the fact that we are creatures of habit, what we deeply want is to change so we can become better versions of ourselves. Think about it for a second; haven’t you made improvements in your work situation? Also, consider the large number of people who want to lose weight on January 1st?
DS Automobiles (Group PSA) has launched The DS Champions’ Community – an online platform exclusively for DS Champions across its dealer network. It’s designed to help Champions for the DS Automobiles brand connect with community members across the network, sharing news, views and ideas and joining in activities with each other and the brand and field teams.
internalDesk enters in to a strategic partnership with Change Et Al. Singapore to leverage and market change management products created by internalDesk. internalDesk has created a tool which helps employee engagement through collaborative exchange of information, hacks and gamification.
“Why is it that every time I ask for a pair of hands, they come with a brain attached?” asked Henry Ford (1863-1947) in the early nineteen hundreds. Fifty years later McGregor would call for a more Human enterprise (as opposed to a mechanical one). While the idea of the participative leader and the empowered employees have been around for some time, one can still wonder why is it that employees still come to work with “half of their brains tied behind their back”?
A global business of one of the most admired companies has entered into an agreement with challengera.com
A global business of one of the most admired companies has entered into an agreement with internaldesk.com to pursue its internal transformation work.
The nature of competitive advantage is changing. Competitive advantage tomorrow = Speed + Effectiveness of your organization’s ability to change.
These are scary times for managers in big companies. Even before the Internet and globalization, their track record for dealing with major, disruptive change was not good. Out of hundreds of department stores, for example, only one—Dayton Hudson—became a leader in discount retailing. Not one of the minicomputer companies succeeded in the personal computer business. Medical and business schools are struggling—and failing—to change their curricula fast enough to train the types of doctors and managers their markets need. The list could go on.
internalDesk, the Swedish SaaS company, had already made quite some noise when it took the enterprise software market by surprise with its disruptive collaborative platform. It has since acquired some serious customers incl. Fortune100. Now, it is making the headlines again… this time with its wearable technology for the workplace.
Yesterday, the 11th of March 2015, some of Sweden’s greatest leaders met at Nalen Konferens, Stockholm to discuss new business models as a vehicle to disrupt the world of Banking, Insurance and Finance. Amongst the day’s speakers were Swedbank’s CEO, Nasdaq OMX’s CEO, Trygg-Hansa’s CEO, Sweden’s Market Minister, Sweden’s Central Bank and many more.
There was a time – not so long ago – when the need for Change in our organizations only came every now and then. The truth is that one could see it (the Change) coming, one could adapt to it, one had the time to tweak one’s model to remain competitive.
Arne Gast and Raul Lansink
New lessons are emerging for executives striving to harness the power of social media in the cause of wider employee participation. Clearly, there’s more to success than just investing heavily in the latest Enterprise 2.0 technology platforms. Large-scale engagement of the workforce requires, first and foremost, a firm grasp of organizational culture and its social dynamics, a psychological understanding of what triggers new behavior, a determination by management to loosen if not relinquish its traditional top-down approach, and an ability to demonstrate how digital activities complement offline or other real-world events.
A European leader in the pulp and paper industry pursues its internal transformation together with internaldesk.com. After a successful initial phase which brought together a globally spread workforce in one virtual environment, this global player now deploys challengera’s latest product: ‘Recognition’.
Have you ever done about anything on your company’s intranet? Neither had we – and that’s how it all started…
Stockholm based management advisory firm Cordial has chosen internalDesk to support it’s Business Architect Network. This continuous initiative will support knowledge exchange and stimulate discussion about modern business development, with a clear focus on business architecture and business models.
The last thing you want in your company is for people to ‘communicate’.
We all know that the corporate culture, the core values and the vision are key. Of course, if employees feel good at work, if they feel that they ‘belong’ (understanding of the purpose, mastery, recognition, etc.) they will be more likely to come to work (vs. absenteeism), to actually add-value (vs. lost productivity), to stay and perhaps even to recommend the firm to their friends (vs. recruitment, re-training).
What can you take from the Ice Bucket Challenge and apply to your next change program or strategic initiative?
It’s not you, it’s your company. Management Innovation eXchange founders Gary Hamel and Michele Zanini believe that continuous improvement requires the creation of change platforms, rather than change programs ordained and implemented from the top.
Special guests: Arnaud Henneville of internalDesk & Chantal Rafflin of GE Healthcare DGS
“We asked ourselves; would not we improve the success rate of strategies implementation if we could engage people in the process? What’s more, with the world moving to the Cloud and all fundamental work processes going through ‘digitalisation’, how can we help companies secure business results faster by cascading initiatives in a way that makes work fun, social and engaging?”
A new partnership between the technology firm internalDesk AB and EQFIVE will now allow greater ‘Return on Change’ for companies all over Sweden and beyond.
As markets are becoming increasingly global and competitive, businesses are competing more and more to grow their revenues, gain market shares, and get productivity up to ultimately deliver more profit.
At the same time, the role of Leaders is becoming more and more complex. Leaders have to satisfy shareholders, delight their customers through complex multi-dimensional matrix organizations, trying to align products, markets and geographies. To meet their targets, they need to attract, inspire, retain effective and motivated employees as everyone agrees on the importance of having engaged employees to differentiate from competition and get better results with their customers.
So, Change is difficult – that’s no news. The BIG question is: Can Change be something one could look forward to? Can Change in the context of the organization actually be rendered fun – or at least less dreaded? Could the process be made inherently satisfying?
In most companies today Human Resources (HR) is viewed as an administrative rather than as a strategic function. Indeed HR is, primarily, perceived by the business as a function that provides a service to the business, as a function that administers, as a function that reports on personnel management issues.
The new internaldesk.com goes live today.
A US based conglomerate has chosen internaldesk.com to execute on its strategy. This global initiative will last one full year and touch all employees spread around the globe.
internaldesk.com is now available throughout the UK. A new partnership between the technology firm internalDesk AB and Woodreed, a leading creative communications consultancy will now allow any UK-based company to accelerate its business results via the platform.
When it comes to deploying internal business initiatives, leaders often assume that because you belong to the selected group of people (a.k.a. ‘audience’ or ‘target group’), you ought to be taking action. Well, reality tells us otherwise. Our research shows that on average only 22% of the targeted individuals of any internal business campaign are actually engaged in such initiative.
August 16th 2014, Arnaud Henneville, co founder at internaldesk.com will be delivering a lecture on Entrepreneurship to 120 MBA (Master in Business Administration) students at the School of Management, University of Leicester, UK
internalDesk.com reinforces its position in Austria by entering an agreement with Multiuser.
internalDesk.com continues its expansion East end entered an agreement with K2 Consulting out of Turkey. K2 Consulting is an established national consultancy firm focused on Change, L&D and Sales.
internalDesk announces that it has signed a new agreement with a European leader in the pulp, paper and timber business. In this initial phase, internaldesk.com will be used to support the firm’s global HR functions in their work towards being a strategic partner to the business.
April 28th 2014, Arnaud Henneville, co founder at internaldesk.com will be sharing with a group of executives from 3 leaders in their own respective industries, what the future of HR and Business transformation looks like.
As we saw in an earlier post, starting a movement in an organization is not an easy task. But now that you have managed to get your people’s attention on ‘the Urgent’ you need to keep them interested.
We are now to be found in Kista – the so-called Scandinavian Silicon Valley.
When Pär Hedberg, CEO of STING (Stockholm Innovation and Growth) is asked to name 5 exciting companies in Sweden, internalDesk.com is one of them. Thank you Pär!
In this radio show on Engage for Success – the UK-sponsored initiative to boost employee-engagement in the UK – Arnaud Henneville, executive director at internaldesk.com discusses, together with Chantal Rafflin Global HRD at GE Healthcare DGS, how to cascade important business initiatives in todays’ new business environment.
It’s not easy to push for something in any organization. Either you do it the Old Way i.e. forceful ‘mandatory compliance’ and we all know where that will get you OR you do it the New Way i.e. Motivated discretionary effort starting from within the company.
internalDesk and i2i associates sign a partnership agreement.
internalDesk meets Industifonden.
internalDesk announces that it has signed a new agreement with Atlas Copco, an industrial group with world-leading positions in compressors, construction and mining equipment, power tools and assembly systems.
internalDesk announces that it has entered a new contract with DGS, a global business unit of GE Healthcare. Under this agreement, GE DGS will use internaldesk.com to engage its 2000 employees in its corporate culture.
internalDesk AB is now an approved supplier of GE Healthcare.
The summer is over and like every year at this time of the year, your company is planning its off-site. The idea is to gather all top leaders of the company and to communicate Change.
Karl Marx was right about Employee Engagement; it’s all about the meaning of work.
As part of a Learning Expedition focused on Technology and Innovation for the Enterprise, internalDesk.com presented their innovative business solutions to a group of 35 executives from the Auchan Group.
On June 5, 18 800 Pernod Ricard colleagues around the world celebrate the 3rd edition of Pernod Ricard Responsib’ALL Day. This is a day to highlight initiatives and share 5 key commitments undertaken by the industry. In Stockholm, The Absolut Company and Pernod Ricard Nordic and Sweden joined forces for their Responsib’ALL Day 2013 in Marievik.
“What is different between internalDesk’s approach and that of say Yammer, is that their product, a social platform, is specifically designed for campaigning…”
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