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The Mega Group is all about aligning an organizations Brand and Culture. We use a proprietary process which begins with the Brand and Culture Alignment Toolkit or BCAT. www.getbcat.com. The process begins with our scientific tool which identifies the gap between your company Brand-Culture. Each individual then submits a personal alignment plan that changes attitudes and behaviors while increasing employee engagement, morale and profits. Challenge us to help you change your business!

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You probably hear and often times wonder what consultants and strategist’s talk about when they discuss the alignment of an organization. Organizations generally do not have a strategic alignment system or a brand and culture alignment system in place. In fact, I would say that most organizations do not understand how to go about the process of alignment.

There are three key functional areas when it comes to organizational misalignment. Morale, Money, and Motivation.

When an organization is misaligned and does not have any clear focus, purpose or direction, employees are generally not engaged, have no real vision for the organization, and often times do not know where they fit in the organization. When they begin their workday they are often not very engaged in their work and morale eventually suffers.

Many executives look at the alignment of an organization and look at it as a soft skill that does not necessarily coincide with hard financial metrics. We disagree. Our research shows that when employees are engaged in their work and morale increases, productivity increases, therefore, the profitability in the organization rises. Employees are more interested in building a winning organization by working together for a common goal. Money by itself is not a motivator, however, the idea of hitting certain financial goals becomes paramount. 

Motivation is a really funny thing when it comes to employees and the workforce. How do you get people motivated? Is it all about pizza Fridays or foosball tables and ping pong tables in the break room? Hardly. It’s really about finding a collective purpose that everyone can buy into and understand. Everyone then seems to pick up and help motivate their fellow employee. There is nothing better than positive motivation in any organization, whether it is sports, business, nonprofits, or families.

There are dozens of things to consider when you are planning an exit from your company. Most of the time you’re thinking about the valuation, the operations, the people, and whether or not the chemistry with the company you’re selling to or merging with will work.

There is one big, gigantic process you must go through prior to even considering an exit strategy. What does your brand stand for? Does it align with the culture of your organization? Do you communicate on a regular basis with the people in your organization and do they understand what your corporate North Star is? If you answer no to any of these questions you should take a step back to better understand how to align your company brand and culture.

This process requires a fair amount of diligence and understanding regarding the personality of your brand. In other words, you must treat your brand as though it were another person or a role model. All brands and cultures are unique, they are not like other brands and cultures. It doesn’t make sense to look at some other brand and say to yourself, let’s be like that brand or let’s be like that culture. It simply does not work that way. The Brand and Culture Alignment Toolkit (BCAT) consists of instruments that measure and map the shared perception of a team’s Brand and Culture, and methods that apply this information to enhance team performance. Based on an analysis of all of your team members’ responses to the BCAT Survey, the BCAT Team Report describes what your team would be like if it were a single “virtual person” at work, a Role Target, doing its best to keep all of its promises and reach all of its goals. It provides insights and actionable guidance that can help the leaders and members of this team work together more effectively.

Once you’ve identified the role target for your company and have a clear picture of what the brand stands for, only then can you develop your employee base and the culture of the organization to become more like the brand personality.

The next step is to ask for a personal alignment plan where each individual commits that they will act and behave in a manner that is consistent with the brand promise. So, on a daily basis, each employee commits to doing two or three things that move them closer to that brand promise. It’s only then that your company brand and culture will align. 

You will see better morale, a more engaged workforce, higher productivity, lower absenteeism, and a greater value for your organization. This should always be the first step in developing and mapping out a plan for an exit, and a real danger by not performing this task prior to any plan for exiting your company. #getbcat #newroi #alcini

Paradigm thinking.

For over a hundred years, baseball statisticians looked at the same data for each player, depending on the position. Then in the early 2000s, Billy Beane came along and changed the way baseball statistics were viewed. It began the era of Money Ball, a point in time that continues until today where sabermetrics has become an important role in evaluating a professional baseball player.

What’s interesting about Money Ball and sabermetrics is that in years past if a player hit .285, drove in 85 runs and hit 25 home runs, he was considered a star player. But, when further looking into the important situations a player was in, say for example with runners in scoring position, his batting average was far below the .285 he hit during the regular season, his value may have actually decreased.

Anyway, there’s lots more to talk about with regard to Money Ball. In today’s business world, the valuation of a business is being examined. We are in the era of pre-Money Ball for business. Dave Bookbinder’s recent book entitled The NewROI –Return on Individuals has shed a different light on the value of human capital. We can now draw a direct correlation between something called the Brand and Culture Index of Alignment, Employee Engagement and the Human Capital Value Equation.

We have amassed a community of companies or businesses who are working on the value of the human capital equation and we are finding some revealing statistics. We are in the throes of a revolutionary paradigm shift in the valuation of businesses based on the human capital element. Want to learn more?

Find Your North Star!

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