Genzyme’s businesses: enzyme replacement therapies
Multiple Sclerosis
Personalized Genetic Health Endocrinology
Rare Genetic Diseases
Facilitating thyroid cancer treatment and testing
Lysosomal storage disorders and familial hypercholesterolemia
Alejandro Gaucher disease
Joan Thyroid Cancer
Late-stage pipeline developing potential treatments for MS
Melanie MS
Genzyme’s Biomanufacturing Facility in Geel, Belgium ● 12’500 m2 facility ● Facility converted to multi-product bulk manufacturing plant for concurrent manufacture of monoclonal antibodies and mammalian cell-derived recombinant protein therapeutic products – Campath® – Myozyme®
Myozyme/Lumizyme (rhGAA for intravenous infusion) ● Pompe Disease is a debilitating, progressive life-threatening genetic rare muscle disease ● Symptoms include: severe muscle degeneration, progressive respiratory failure ● Cause: genetic defect protein, αglucosidase, resulting in accumulation of glycogen in muscles ● Broad spectrum of clinical symptoms: – Early progressive form (EOPD); baby dies without treatment in first year – Late progressive form (LOPD): after the age of 1 year (infants, children, adults)
● Only available solution: enzyme replacement therapy
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Why are we here?
From Receivership to Best Employer ● 10 Years Ago (Pharming receivership) – Low employee morale – Uncertain future – Building trust into the Workplace After Receivership
Coping with 3 major transitions – Embracing Genzyme culture & values – New technology platform: from a transgenic rabbit platform towards a mammalian cell culture platform – From a clinical manufacturing focus towards a large scale commercial manufacturing focus
What is the ‘Great Place to Work’ contest? ● Organization – Vlerick Leuven Gent Management School (Catholic University of Leuven and Gent) – Vacature (HR potal – public jobboard – as media partner) – Great Place to Work Institute Europe
● What? – Great Place to work assessment
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Culture Audit: audit of the HR practices, tools & strategy on 9 domains Trust Index: employee satisfaction survey (questionnaire) – counts for 2/3 of the overall assessment
– With subscription, Genzyme participates on 3 competitions
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Top 10 list of ‘Best employers in Belgium’, List of the ‘100 Best Employers in Europe’ Special awards for specific company cases in the arena of – Inspirational leadership (Genzyme 2012) – Diversity management – lifelong learning Our target competition: >500 employees
Results 2010-2012 - Genzyme Geel per dimension
100% 81%
90% 80%
71%
71%
72%
75%
84%
82%
86%
70% 73%
70% 60% 50% 40% 30% 20% 10% 0% Credibility
Respect
Genzyme Fairness 2012
Genzyme Pride2010
Camaraderie
Dimension Pride Overview
PERSONAL JOB w Individual job and accomplishments TEAM ACCOMPLISHMENTS w Work produced by own team or work group CORPORATE IMAGE w Company’s products and standing in the community
93% !
Dimension Pride Strengths w Pride on organizational level w Especially proud on contribution to society
Great Place to Work Survey Outcome Key Messages from the 5 GPTW Employee Surveys: – 81 % of the employee base said… • “I am offered training or development to further myself professionally”
– 92% said… • “I tell people with pride that I work for this organization”
– 89% said… • “When you join the company, you are made to feel welcome”
Dimension Fairness
Possibilities for improvement
w Fair wage, profit sharing, appreciation w Impartiality: giving promotions and favoritism
Culture Audit
Management ensures TRUST in the workplace by policies, pracKces and iniKaKves on 9 domains.
Common characterisKcs
Transactional Practices
Gift-Like Practices
Minimum
Generous
Ordinary
Unique
Impersonal
Personalized
Disconnected
Integrated
Scoring criteria ► Variety ► Originality ► All-inclusiveness ► Human Touch ► Integration
Culture Audit: overview of the results
Inspiring How do you inspire employees to feel that their work has more meaning than being just a job?
Not by just informing people about the organiza6on’s goals, but also...
...help people understand how their work relates to the company’s higher purpose as well as to corporate success! ...encourage people to interact in ways that foster the company’s values!
Inspiring GIFTWORK Cultures
Work has meaning: a “higher purpose”
" Customer/client stories " Links shown between employee efforts and business success " Compelling vision for company’s future " Company’s unique contribuKon to market/ society stressed
How work is done is valued
" Certain behaviors shown to exemplify company’s values " Various programs reinforce company’s values " Stories told of values in acKon
Inspiring @ Genzyme Geel
Award for Inspirational Leadership (GPTW 2012)
w RaKng: 5 + Appreciative inquiry (supported by learning sessions, mindset, culture, gradual introduction…) Investment of time, money and energy in the community – Community relations team (GIVE, Eurokas, Duchenne parent project, etc) Clear link between core business and inspiring initiatives + sharing with family (e.g: Extraordinary Measures, Family days) Tremendous involvement of employees Inspiration from colleagues – ‘schakel interview’
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GPTW Practices @ Genzyme Geel
Applying Appreciative Inquiry in our HRpractices. Using AI to facilitate focus groups with employees post employee engagement survey. How we evolved in this space over the 10 years?
Post Employee Engagement Interventions ● GPTW Survey: 2004/2006 – Focus Group: focusing on the 5 lowest scores – Result: defensive mechanisms – negative terminology/language/interactions (negative spiraling of thought and action repertoire) – no appetite for action
● GPTW Survey: 2008/2010 – In 2008 Focus Group: focusing on the 5 highest scores – In 2010 Focus Group: focusing on the 5 highest scores + up-scaling through appreciative interviews – dialogue sessions – full staff meetings – action planning & follow-up…. Next step will be the AI Summit (Whole System in the Room) • Quest Questions: – What are the elements in which we differ from other companies? Can you give a specific example? What makes this important to you? – How can we keep or even improve these unique elements? – When are we – as an organization – at our best? Do you have one or more examples? – What are contributing conditions or circumstances? – Which moments give you the most energy? When do your really feel connected to our company? When do you really want to stretch? – What do you appreciate most in your department/team? – What is your individual project, which will contribute to improve our strengths? – We give you a magic wand and you have credit for 3 wishes. What are your 3 dreams for the company? – We put the clock ahead: it is 2015 and your 3 wishes came true. What could we do now accomplish these 3 dreams? – What could you do now? – What has surprised you during this interview?
New organizational issues -Different organizational issues require different approaches.
Focus on relationship & process
Holistic
-Contamination from the key approach Shared Leadership
Focus on structure & tasks Fragmentation Power & Control
Many right answers/ paradox
One right answer
Focus on Structure & tasks
Linear thinking
Top-down decisions
Shared Meaning & Consensus
Systems Thinking Self-mastery
Collective mastery & Leveraging diversity
* Linda Ellinor
Competition
Collaboration community
“What is given attention, grows!” “Human systems and organizations will move or change into the direction of what we study, we inquire, we ask questions about!.”
- Questions are fateful! - Inquiry is intervention. The seeds of change are planted with the very first questions we ask. - The language that people use creates their reality! - No Laws….social realities not fixed - In every system (indivdiual, team, organization) something works! - Assumption that ‘inquiry and dialogue about strenghts, successes, hopes and dreams are in itself transformational! …
Best Way to Build High Engagement and Enthusiasm? Do an organization survey of low morale?
Magnify and learn from moment of highest engagement & enthusiasm?
Introduction of AI within Genzyme
● Gradual Introduction – Viral Infection – do not label explicitly – Through applications and practices in the “veld” • Great Place To Work Survey – Focus Groups – Scaling Up through “De Queeste” – appreciative interviews
• Facilitation of Lessons Learned Sessions – Example: Lessons Learned Session of a Complexe Maintenance Shutdown
• Facilitation of Team Development Interventions – Mediation – Visioning excercises
– From push to pull • Pimp Up Your Potential – Open Learning Sessions: Introductie of AI in both Organizational & Private Context
• Line Management is now requesting for AI based process, team and organizational development facilitation • Performance & Development practices • Recruitment Practices
What Percent of large-scale change efforts Succeed? 20-30% fails
Where Does Positive Change Come From?
MultiStakeholder Collaboration/ Action
Powerful, Shared, Positive Future Image
Connect with Strengths; Best Of What Is
Inquiry into Best Past Stories
Renewed Sense of what is Possible
To change behavior, change the conversation
Sustaining High Commitment and High Performance!
Being AND People & Relationship Centric AND Business Oriented
Building Employee Engagement through Corporte Social Responsibility & Community Relations
Jointly Achieving Challenging Projects & Goals
Connecting our employes to something larger – OUR PURPOSE
Delivering on Commitments, Execution & Focus
Support employees in generating self-insight & generate responsibilty
Personal & Creative connection To Patient Focus
Personalized Development Approach
ROI : some key data
Average attrition rate : 2%
Branding: Employer Of Choice in Region
Average Absenteeism % : 2-2.5%
Internal Promotion Ratio: 8/10
AI is not about Positivity; AI IS about Generativity AI is about appreciating Inquiry as the fundamental force that moves us forward – together.