Comparison of Enterprise Engagement (EEA Impact Academy) and Industry Education Options

Here is an arguably objective Chat GTP 5 analysis of the following education programs based on a simple query anyone can test by asking:

“Please create a comparison of how the EEA Academy curriculum compares with: Recognition Professionals International, Society for Incentive Travel Excellence,  Incentive Marketing Association, Meeting Professionals International, Wise Marketer, Dave Ulrich RBL Group, Josh Bersin Institute, Wise Marketer and the others below in terms of focus, based on potential value to the C-suite, investors, and practitioners 

We did not alter the findings so that others can test this against the same query. The rankings are based on the query, not EEA.

Click here for the Enterprise Engagement Academy handbook.

Bottom-Line Conclusions

• The Enterprise Engagement Academy is the only framework in this landscape designed explicitly for general management—integrating people, purpose, performance, measurement, and governance across all stakeholders.
• It is the only organization that builds the customer and employee connection (both internally and externally) into the operating system.
• Other programs develop functional excellence; enterprise engagement enables enterprise execution and strategic value creation.

Executive Summary Table 

Program	General Management Relevance	Strategic Value Creation	Systemic / ISO Alignment	Stakeholder Coverage
EEA Impact Academy	★★★★★	★★★★★	✔️ Strong	All
Economics of Mutuality	★★★★★	★★★★☆	◐ Conceptual	All
Dave Ulrich / RBL	★★★★☆	★★★★☆	◐ Partial	Primarily employees
Josh Bersin Academy	★★★★☆	★★★☆☆	❌	Employees
SHRM	★★★★☆	★★★☆☆	❌	Employees
HackingHR	★★★☆☆	★★★☆☆	❌	Employees
AIHR	★★★☆☆	★★☆☆☆	❌	Employees
Wise Marketer	★★☆☆☆	★★☆☆☆	❌	Customers
RPI / SITE / IMA / MPI / PPAI	★☆☆☆☆	★☆☆☆☆	❌	Narrow

Enterprise Relevance and Strategic Value Comparison

Highest to lowest relevance to general management and value creation

1. EEA Impact Academy – Enterprise Engagement (ISO-Aligned)

Enterprise Scope: ★★★★★
Strategic Value Creation: ★★★★★

 What it is. An enterprise operating system for people and performance, applying TQM and continuous improvement principles to all stakeholders (employees, customers, partners, communities, owners). 

Why it ranks highest

• Designed explicitly for general management, not a function
• Aligns strategy, execution, and measurement across silos
• ISO 30414 (Human Capital) and ISO 10018 (People Engagement) governance
• Direct link between engagement, ROI, ESG/S, and enterprise performance 

Primary Value to the C-Suite. Predictable execution, stakeholder alignment, measurable human-capital ROI, regulatory readiness (CSRD, ESG). 

2. Economics of Mutuality (EoM)

Enterprise Scope: ★★★★★
Strategic Value Creation: ★★★★☆

 What it is. A purpose-driven operating philosophy focused on mutual value creation among stakeholders.

Strengths

• Strong alignment with CEO and board-level strategy
• Expands capitalism beyond shareholder primacy
• Reinforces long-term value creation logic 

Limitations vs EEA

• Less prescriptive on execution, measurement, and operational governance
• Not a full engagement management system

 Best Role. Strategic philosophy that pairs well with Enterprise Engagement as the execution framework 

3. Dave Ulrich / RBL Group / HR Competency & Organization Capability Programs

Enterprise Scope: ★★★★☆
Strategic Value Creation: ★★★★☆

 What it is. A body of work focused on HR transformation, organization capability, leadership capital, and HR’s role in delivering business value. Includes certifications and frameworks delivered through RBL Group and academic partnerships.

 Strengths

• Strong connection between talent, leadership, and business outcomes
• Introduced the idea that HR should create value for external stakeholders
• Widely respected at board and C-suite levels

 Limitations vs EEA.

• Still fundamentally HR-anchored, not general management
• Less emphasis on ISO-style management systems, ROI analytics, or continuous improvement auditing

 Best Role. A strategic HR and organization capability framework that complements, but does not replace, enterprise-wide engagement systems.  

4. Josh Bersin Academy

Enterprise Scope: ★★★★☆
Strategic Value Creation: ★★★☆☆

 What it is. A research-driven education platform focused on HR, talent, leadership, learning, and workforce transformation, supported by extensive benchmarking and market research.

 Strengths

• High-quality research and trend analysis
• Strong credibility with CHROs and senior executives
• Excellent insights into skills, learning, DEI, and workforce models

 Limitations vs, EEA

• Primarily diagnostic and educational, not an execution system
• Limited prescriptive guidance on enterprise-wide stakeholder alignment
• Engagement treated as a people practice, not an operating system

 Best Role. Strategic insight and learning for HR and talent leaders; complements execution-focused frameworks.

5. SHRM Certifications (SHRM-CP / SHRM-SCP)

Enterprise Scope: ★★★★☆
Strategic Value Creation: ★★★☆☆

 What it is. The dominant professional certification framework for human resource management.

Strengths

• Widely recognized and credible
• Covers talent, compliance, workforce strategy, and HR operations
• SHRM-SCP touches enterprise strategy from an HR lens

 Limitations

• HR-centric rather than general management-centric
• Limited focus on cross-stakeholder alignment or ROI analytics
• Engagement treated as an HR responsibility, not an enterprise system

Best Role. Strong functional foundation for HR leaders; complementary to EEA for enterprise alignment. 

6. hackingHR (CHRO / Future of HR programs)

Enterprise Scope: ★★★☆☆
Strategic Value Creation: ★★★☆☆

 What it is. A forward-looking ecosystem focused on the future of HR, digital transformation, analytics, and organizational agility.

 Strengths

• Thought leadership on AI, analytics, and new ways of working
• Appeals to transformation-minded executives and CHROs
• Broad perspective on people, technology, and work

 Limitations

• More conceptual and exploratory than operational in concerning strategic enterprise management
• Less emphasis on standardized systems, ISO governance, or auditing

 Best Role. Innovation and future-of-work lens; not a full enterprise execution framework.

7. AIHR (Academy to Innovate HR) Certifications

Enterprise Scope: ★★★☆☆
Strategic Value Creation: ★★☆☆☆

 What it is. Skill-based certification programs in modern HR competencies (people analytics, DEI, learning, talent management).

 Strengths

• Strong practical skill development
• Accessible, modular learning
• Emphasis on analytics and evidence-based HR

 Limitations

• Primarily HR-functional, not enterprise-wide
• Does not integrate non-HR stakeholders (customers, partners, communities)
• Limited strategic governance focus

 Best role. Upskilling HR practitioners; complements but does not replace enterprise frameworks. 

8. the Wise Marketer Group (CLMP)

Enterprise Scope: ★★☆☆☆
Strategic Value Creation: ★★☆☆☆

 Focus.  Customer loyalty and engagement.

 Value. Useful for CMOs and loyalty professionals; narrow enterprise reach. 

9. 0ther Recognition, Incentive and Event Associations

(RPI, SITE, IMA, MPI, PPAI)
Enterprise Scope: ★☆☆☆☆
Strategic Value Creation: ★☆☆☆☆

 Focus. Specialized engagement tactics:

• Recognition (RPI)
• Incentive travel (SITE)
• Incentive marketing (IMA)
• Meetings & events (MPI)

 Value. Important tools, but not management systems. Tactical enablers rather than strategic frameworks.