To Whom It May Concern:
Between February 1996 and October 1997, the Software Services Division (SSD)
of Hewlett Packard Company commissioned consultants Jonathan Rosen and Bob Foxworthy
to work in partnership to help SSD achieve its People Vision - "To be the
preferred place to work within HP and the industry through balanced and sustainable
achievement of business and personal goals."
Jonathan and Bob developed the SSD Balanced Organization Model, which was the
basis of an integrated business/people development program. They used a combined
applied behavioral science and arts approach to rapidly engage people in the
learning agenda on more than just the cognitive level. In this multi-modal approach,
people utilized the emotional, physical, and spiritual (broadly defined) modes
of learning in addition to the cognitive.
Accelerated learning techniques included the use of TransFormance Theatre and improvisational reenactments to pinpoint the required behavior changes at every level of the division in a way that provided direct line of sight alignment with the business and people goals of the organization.
SSD's employee survey process was used to measure success. The broad categories
targeted for improvement were Communication and Management, with specific questions
targeted within each category. The 1998 division-wide survey showed overall
improvement in almost all categories, with significant increases in the targeted
improvement categories.
Targeted Improvement areas within major categories:
________________________________________________________________________
Management: 1996 vs. 1998
________________________________________________________________________
Overall % favorable:
FY96 = 59% vs. FY98 = 69%
^10 points
________________________________________________________________________
Understanding of SSD's Vision
FY96 = 71% vs. FY98 = 83%
^12 points
________________________________________________________________________
Communication of mission and goals
FY96 = 61% vs. FY98 = 77%
^16 points
________________________________________________________________________
Respect for management
FY96 = 58% vs. FY 98 = 71%
^13 points
________________________________________________________________________
Effectiveness of Management Leadership
FY96 = 56% vs. FY98 = 67%
^11 points
________________________________________________________________________
Fairness of Decisions
FY96 = 56% vs. FY 98 = 70%
^14 points
________________________________________________________________________
Tolerance of Poor Performance
FY96 = 32% vs. FY98 = 40%
^8 points
________________________________________________________________________
Communication: 1996 vs. 1998
Overall % Favorable: FY96 = 64% vs. FY98 = 71%
^7 points
________________________________________________________________________
Communication of bad news
FY96 = 54% vs. FY98 = 66%
^12 points
________________________________________________________________________
Freedom to go to someone in higher authority
FY96 = 50% vs. FY98 = 59%
^9 points
________________________________________________________________________
Effectiveness of communication processes
FY96 = 49% vs. FY98 = 64%
^15 points
The success of The Balanced Organization Initiative was directly attributable to Jonathan's and Bob's innovative approach and the willingness of SSD management's desire to become the best place to work within HP and the industry.
PAT CAPSHAW
Hewlett Packard
SSD Human Resources Manager, Retired