Designed for Private, Not-for-Profit and Government Organizations, As Well As Solution Providers Seeking to Improve Results Through a Formal Approach to Engagement, Including Professionals in General Management, Human Resources, Sales and Services, Marketing, Operations, Finance and Fundraising.

Enterprise Engagement: The Textbook

On sale now at Amazon.com.

The Enterprise Engagement Alliance provides the only formal learning program for human resources and other management seeking to make a business case for people management, and for anyone in sales, marketing, and other areas of management seeking to achieve goals and improve results through a formal approach to people. It is the only education program designed to provide a formal implementation process for Stakeholder Capitalism principles The program covers:

  • The principles, framework, and economics of Enterprise Engagement in contrast with current management practices.
  • The principles and implications of aligning and addressing the interests of all stakeholders.
  • A definition and explanation of Stakeholder Capitalism.
  • Human capital management metrics that can be applied to any business today that link people investments to organizational results and processes that help measure the ROI of traditional engagement tactics, including communications, learning, rewards and recognition, and more.
  • The principles of ISO 30414 human capital reporting standards
  • A review of the key strategies and tactics used in Enterprise Engagement, their business models, and how they can be better aligned and measured.
  • A practical guide to ROI-based engagement process design.
Enterprise Engagement: The Textbook

On sale now at Amazon.com.

To support learning, the Enterprise Engagement Alliance offers a five-hour self-learning video program to members; two books and an Enterprise Engagement and Human Capital Youtube channel featuring world experts and practitioners on the principles and implementation process of Enterprise Engagement and Stakeholder Capitalism principles. In addition to human resources management, the program is designed for anyone in general management, or sales, marketing, human resources or financial management seeking to benefit from a strategic and systematic approach to people management and measurement. The program was developed by and is overseen by a range of business and academic practitioners and experts.

The methodology was developed in 2009 and is regularly updated. The process is aligned with standards and guidelines produced by ISO (International Organization for Standardization) in 2012 known as Annex SL and with ISO 10018 quality people management standards,  introduced in 2015. The EEA offers a Certified Engagement Practitioner designation demonstrating basic knowledge and an Advanced Engagement Practitioner designation that also requires at least three years of management and process design experience in any area of engagement.

  1. What Is Enterprise Engagement and How Your Organization Can Benefit Now
  2. Engagement Business Plan Design—A Specific Strategy Designed for Your Organization
  3. Enterprise Engagement for Government and Not-for-Profits
  4. Enterprise Engagement for Solution Providers
  5. Preparation for Engagement Certification
  6. Speaking at Virtual, Live Meetings, Events and Conferences
  • Make the most of a virtual or live executive management retreat, business or marketing plan development process, general company meeting, or training event for salespeople or other employees.
  • Learn the new, easy to apply human capital metrics and ROI of engagement processes you can use to turn people expenses into measurement investments.
  • Share cutting-edge information your organization can begin applying now to achieve key sales, marketing and human resources goals through a critical new methodology for achieving sustainable organizational success.
  • Apply easy to understand practical tools to see if your engagement efforts in learning, communications, culture, diversity, etc., are bearing fruit.

A Fast-Growing Business Discipline

Enterprise Engagement is a formal new field embodied in formal standards and guidelines created by the prestigious International Organization for Standardization, also known as ISO. Formal engagement strategies and programs are also increasingly required by investors in public companies. The Enterprise Engagement Alliance has led an open-sourced initiative to define engagement standards since 2009. Enterprise Engagement is an implementation process for organizations shifting to a Stakeholder Capitalism model.

The Definition of Enterprise Engagement

Enterprise Engagement is a formal process to achieve organizational results through people based on principles developed over the last decade by multiple organizations, including ISO (the International Organization for Standardization), several large groups of investors who have recognized the material impact of engagement on financial performance, and the Enterprise Engagement Alliance, which produced the first formal definition, framework and implementation process for engagement across the organization in 2009.

ISO 30414 human capital and reporting standards, introduced in 2019, provide a practical framework for human capital management and internal and external reporting.

ISO 10018 quality people management standards, published in 2015, provide a framework for the strategic and systematic application of processes to address the interests of and engage all stakeholders.

Enterprise Engagement aligns the engagement of all stakeholders critical to organizational success toward a common mission and goals. It integrates and aligns traditional engagement activities, from leadership training/coaching and assessment to communication, learning, innovation and collaboration, rewards and recognition, and analytics. The goal is to achieve a “virtuous circle” of engaged customers and employees, as well as sustainable financial results. It applies practical human capital dashboards to help guide the achievement of desired goals and objectives, both financial and otherwise.

Engagement strategies do not require new budgets – the investment generally comes from applying scientific, return-on-investment practices to traditional incentive, recognition, loyalty, learning, or other programs organizations traditionally use to engage people.

Applications for Business, Government and Not-for-Profits

The principles of human capital management and measurement and ROI of engagement can be applied in the private sector to the more effective management of customers, distribution partners, sales and non-sales employees, vendors, communities and investors, as well as to audiences of not-for-profit and government organizations, including volunteers, donors and public servants.

The key is to identify specific objectives and the people who can help achieve them, and to identify all the practical levers of engagement organizations can draw upon to achieve goals at the strategic branding level or at the tactical sales, marketing, or human resources level.

Who We Are

The speakers and facilitators for the EEA’s services are among the Founders of the Enterprise Engagement Alliance in 2008 and the authors of Enterprise Engagement: The Roadmap and of Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists. The team includes the founders and former leaders of the ISO HR 260 working group. We have conducted hundreds of training and related programs on engagement, and have extensive experience in all aspects of human capital from marketing and sales to human resources and total rewards. Our speakers and facilitators have had extensive experience in engagement in the public, private and not-for-profit sectors.

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Six Programs Customized for Your Needs and Budget

Based on the nature and needs of your organization, the EEA offers the following programs, all specifically tailored to each client:

1) What Is Enterprise Engagement and How Your Organization Can Benefit Now

Who can benefit: Executives and managers in general management, finance, sales, marketing, human resources and operations for organizations of any size.
The format: A highly collaborative and customized 25-50 minute keynote or half- to full-day sessions with top management representing different aspects of the organization to:

  • Outline the economics and return-on-investment of formal engagement principles.
  • Provide overview of new human capital management dashboards that can help drive better decisions.
  • Create a definition and implementation framework of engagement at the strategic and tactical levels.
  • Apply these principles to your organization now to achieve critical goals.
  • Perform an informal gap analysis to determine what will be required to profit from engagement at your organization.

Deliverables: Written recommendations and potential return-on-investment based on a consensus of attendees; a valuable way to foster better alignment with your management team.

2) Engagement Business Plan Design – A Specific Strategy Designed for Your Organization

Who can benefit: Executives at organizations ready to embrace an enterprise-wide approach to engagement, including management in sales, marketing and human resources seeking to identify better ways to spend traditional dollars allocated for assessment, incentives, recognition, loyalty, coaching, learning, rewards & recognition, and more.
The format: A highly collaborative format involving anyone related to the issues of interest at your organization, ranging in length from one half day to a full day, depending on the size of the organization or scope of the assignment. Based on whether the objective is to develop an enterprise-wide approach to engagement or focus on the redesign of traditional engagement tactics, the agenda will include:

  • What does the brand stand for to customers, employees, distribution partners, vendors and shareholders?
  • Objectives of the organization related to this session in specific terms.
  • A human capital dashboard and the means by which a return-on-investment can be measured.
  • The specific audience involved with achieving those goals.
  • What behaviors, if done more or with greater capability, would yield the desired result?
  • What does the organization currently do to foster those behaviors and outcomes
  • What barriers, if any, stand in the way of fostering those behaviors and outcomes
  • What does success look like in terms of numerical and other outcomes

Deliverables: A formal engagement business plan, including a brand definition, if applicable, a formal process and return-on-investment, based on a consensus of attendees.

3) Enterprise Engagement for Government and Not-for-Profits

Overview: Almost all the same principles of engagement apply to government and not-for-profits. What is different are the types of stakeholders involved (taxpayers and donors, rather than customers, and in some cases unions), and acceptable practices related to the use of incentives and recognition, which are normally more constrained in government and not-for-profits. Sessions for government and not-for-profits are customized for the unique needs of these organizations, with the same goal of helping to improve engagement, service, efficiency and results through more strategic and measurable engagement practices.
Deliverables: Training, testing and Engagement Academy Certification for attendees if desired; a formal engagement business plan for your organization based on a consensus of attendees.

4) Enterprise Engagement for Solution Providers

Who Can Benefit: Executives, management and field sales and operations employees at solution providers in all areas of engagement seeking to profit from the emerging engagement field.
Format: Anything from a kick-off presentation to a half-day or full-day session with management, based on your objectives. The session includes:

  • An introduction to this new field, including potential size and scope.
  • The definition of Enterprise Engagement; an outline of the related nomenclature; the economics, theory, implementation and measurement processes.
  • An outline of the opportunities in the field.
  • A gap analysis for your organization to determine the specific opportunity, as well as the training, marketing, or other resources potentially required.

Deliverable: Based on the specific engagement, deliverables can include anything from a thought-provoking session for your management or employees for a meeting or event to a formal business plan with potential return-on-investment for your organization.

5) Preparation for Engagement Certification

Who Can Benefit: Management at any level seeking certification on formal engagement practices.
Format: An on-site training program for your organization to prepare for the Certified Engagement Practitioner (CEP), Advanced Engagement Professional (AEP) and/or Certified Engagement Solution Provider (CESP) designations. The session includes:

  • Pre-program preparation for those seeking their online basic Certified Engagement Practitioner certification.
  • A formal full-day training session to prepare people for advanced engagement certifications, demonstrating their ability to create a formal engagement business plan.

Deliverables: Ability for attendees to achieve their Certified Engagement Practitioner status, as well as the opportunity to prepare for, and thereby accelerate the achievement of, advanced certification levels.

6) Speaking at Virtual, Live Meetings, Events and Conferences

Who Can Benefit: Any association, government, publicly-owned or private organization, or not-for-profit seeking a thought provoking, relevant and beneficial session on a fast-growing new field that remains unknown to many. The EEA program can help solution providers attract customers and prospects to learning events.
Format: A session conforming to any length or size of audience, from an intimate gathering to a large group, based specifically on what your organization seeks to accomplish. The sessions can cover:

  • An introduction to this new field, including potential size and scope.
  • The definition of Enterprise Engagement; an outline of the related nomenclature; the economics, theory, implementation and measurement processes.
  • Information about human capital reporting and relevant dashboards, including those proposed by ISO and other standards.
  • An outline of the opportunities in the field and how they apply to your audience.
  • Creative exercises to show attendees how to bring what they’ve learned back into their organizations and jobs.

Deliverables: A highly engaging session that will provide beneficial new principles and practical guidelines to find a better, more sustainable way to create a performance-oriented organization.

For More Information
Contact Bruce Bolger
914-591-7600, ext. 230
Bolger@TheICEE.org

See below for a short clip from a training program, or click here for education sessions from the EEA’s Youtube Zoom show channel.

Bruce Bolger Video from MOVE Media Production on Vimeo.

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