How to Drive High Preforming Teams and Individuals
Today dive in with me as I sit down with Mary O’Hara, Chief Human Resources Officer and SVP of Blue Cross Blue Shield of California on the topic of high performing teams and individuals in the future of work. Mary has a mass amount of insight when it comes to different techniques and everything that encompasses “touching the people” within an organization. She has great tips on Workplace Rewards and how to collaborate across an organization. Listen as Mary explains if she feels Employee Experience is more prominent now than it has ever been in the past.
All things effect different aspects of having a high performing team and individual in the workplace. Talent is extremely important when finding individuals that are at the heart of specific innovation & strategies which leads to less supply. You need to have an employee experience that is reflective in your specific marketplace. Mary shares with me how different industries have different pressure points, and when you have quality leaders in your organization you will differentiate yourself from other companies. Find out what the Lead of Excellence program at Blue Cross Blue Shield is all about. Mary is very knowledgeable on how important it is to grow strong leaders and stay on top of the employee experience in the workplace.
Give it a listen and let me know what you think!
How to Drive High Preforming Teams and Individuals
This month’s content on the future of work was made possible by my friends at Work Market. Work Market is a freelance management system that brings freelancers and organizations together. As the freelancer economy continues to grow organizations are going to have to think differently about how they service, innovate, and compete in the future of work.
Jacob is an author, speaker, and futurist. You can learn more by visiting TheFutureOrganization.com. You can also subscribe to Jacob’s newsletter to get weekly content on the future of work and the first 30 pages of his new book, The Future of Work.
