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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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?

Imagine walking into your office one morning at 7:30 when you’re typically the first to arrive. This time, there are four or five colleagues who beat you into the office. One of them bought coffee and another bought bagels and donuts. They’re from different departments and are already working on a project together, getting along well, and happily solving perplexing issues. The project is on time and on budget. The results are extraordinary.

How did this all happen? Could it happen for you?

Think about your organization as it is today. Consider the leadership, the teams, the mission.

Now, visualize your organization doing its best work on its best day, like the one you’ve just imagined.

That’s where we start when we begin the process of a brand and culture alignment.

An alignment enables your company to clearly understand its brand, what the brand stands for, and whether or not employees are moving in the same direction to uphold its promise. In other words, it helps your organization identify its “True North,” develop ways to stay the course, and offer you guidance as you do.

Why does this matter?

Because it’s easy to craft a well-written mission or vision statement. But words on paper will never guarantee results. Only a unified and committed work force who understands the company’s True North and contributes excellence in its pursuit can bring the words to life.

With alignment, employee engagement goes up; absenteeism goes down. Profits go up; mistakes go down. Morale goes up; complaints go down.

Is this really possible?

Well, it’s not magic, although it might seem to be. It’s more science, smart action and thoughtful communication that get everyone clear about the company mission and their role in preserving it.

Schedule a Brand and Culture Alignment to make the seemingly impossible a real-life scenario in your organization, every single day.

Find Your North Star!

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