Multiple Sclerosis. Personalized Genetic Health. Endocrinology Facilitating thyroid cancer treatment and testing

Genzyme’s businesses: enzyme replacement therapies Multiple Sclerosis Personalized Genetic Health Endocrinology Rare Genetic Diseases Facilitating...
Author: Archibald Moody
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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

3

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.