Ed Becker Joins CSC Health Services 2011 – Update May 2012

Update – I joined CSC Health Services in 2011. Due to a major restructuring at CSC and the stated goal of driving $1B of cost out of the firm, my role was eliminated.  While others may delete the following post, I was thrilled to have the role in CSC’s Health Services group, so keeping the blog is respect for all those I had the chance to work with.  Best of luck to my CSC colleagues going forward! 

This blog post is available as a podcast – http://bit.ly/oNx1xC

I am thrilled to report that I have joined CSC’s Health Services group in the role of Resourcing Manager. I’ll be working alongside the brightest health care industry professionals in a leadership role. Around the world and across the healthcare spectrum, CSC is transforming healthcare with better information for better decisions. Our solutions revolutionize the way physicians deliver services, governments manage public health, experts conduct breakthrough medical research, and institutions provide coverage.

The time that I was in pursuit of a new career opportunity was an exciting and educational time that I made the most of while searching for that next perfect job.  I typically broke my “work” week into three main segments;

• Competency growth in technology, industry, and professional services best practices
• Networking to meet my next set of business partners and mentors
• Pursuit management for my own career

I’ve been privileged to have nurtured the many friendships at CSC, met many outstanding leaders in their respective fields, and have been provided the opportunity to assist others with their career choices and search techniques.   I’ve become an expert in using social media for career awareness, specifically mastering best practice techniques using LinkedIn to expand my circle of influence and partnerships.  I have many new valued contacts at companies that span the consulting, financial, pharmaceutical, telecom, insurance, and HR outsourcing, to name just a few.  I hope to be able to leverage some of these contacts into new business partners for CSC.

I started to list all those that provided guidance, support, and creative ideas, but this blog has a finite length and candidly, I fear most that I might omit someone’s name.  So I’ll list a few organizations that have been a great source of creative leadership for me while in transition. 

• CSC – my many friends at CSC were always close, and I am now delighted to be back as a colleague. 100′s to thank.  I’ll get to each of you over the next few weeks!
• Rutgers Career Services, Rutgers Alumni, and Rutgers Club Success Club – what a great set of people to have been around most every week. Len Garrison, you’re the best!
• Princeton Public Library – Janie Hermann makes the PPL a destination spot with 100’s of programs that bring together a diverse set of people in a multitude of venues.
• The Whine and Dine organization.  Not any whining but tons of great supportive people. Keith Bogen, thanks!
• IEEE for their many technology programs and networking opportunities

I’ll close with this gratitude for now, but please understand that this blog could have run on for many more screens.  It has been a special opportunity to meet so many new people, learn so much, and now be back with my dream company, CSC.

For my many LinkedIn connections and others, I’ll be a bit less present on the social media sites as I dig into my new role and get the chance to meet many new CSC Health Services colleagues.  Trust that once I get some traction on this, I’ll return to the blogging posts, Twitter, Google+, and whatever comes next on the social media horizon.

If you are not familiar with CSC, click on the “We Do Amazing Things” link.  Then take a look at the attached link for CSC Health Services.  Finally, glance at the web page I tossed together for my introduction to CSC Health Services.

In closing – many thanks to everyone, both at CSC and everywhere else, that has been a contributor to my growth and spirits.

CSC – We Do Amazing Things  http://www.csc.com/careersus/fre/36086-we_do_amazing_things_video

CSC Health Services http://www.csc.com/health_services/

My CSC Health Services Introduction   http://www.wix.com/edbeckerprincetonnj/becker-csc-healthcare

LinkedIn      http://www.linkedin.com/in/edbeckerprincetonnj

Ed’s Blog     http://edbeckerprincetonnj.wordpress.com/

Twitter         http://twitter.com/#!/ebecker

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EthiCorVigilance and Integriology Create an Ethical Culture and Employee Engagement

A Podcast of this blog post is available at http://bit.ly/nHlVzO

In a previous blog, Hello, I Must be Going – Employee Engagement in a Recovering Economy, I suggested some ways that management could enhance employee engagement. That discussion was focused on retention of employees that drive the success of the firm. The short list included communicating the company’s strategy and goals, developing a sense of community, recognition, and supported development plans. Click on the link above for a more detailed discussion of these topics.

EthiCorVigilance and Integriology (ECV&I) or Ethical Corporate Vigilance and Integriology (my term – study of integrity) is the practice and processes necessary to not just retain top performers; it is the defining set of ethics and values that gains the maximum benefit from these employees. Engaged employees recommend their company to friends and family and take pride in working there. They are willing to go the extra mile for their organization, making it possible for the company to do more with less. They can be counted on to make independent decisions and take action in ways that are consistent with the company’s culture, objectives, and values. They require less supervision and direction and adapt easily to changing roles and responsibilities. Employee engagement can be linked to observation of the company’s commitment to Ethical behaviors and demonstrated processes that support Ethical conduct.

In a 2009 National Business Ethics Survey from the Ethics Resource Center and the Hay Group, a key finding showed that “positive perceptions of an organization’s ethical culture are associated with higher levels of engagement. Furthermore, management’s commitment to ethics is particularly important for employee engagement”. Their key takeaway was “given the profound connection between a com¬pany’s ethical culture and employee engage¬ment, managers should work actively to demonstrate a commitment to ethics, foster open communication, promote ethical role modeling, and encourage accountability.”

Ethics are central to situations where “the right thing to do” is in question, and the outcome of the decision affects many people including employees and customers. Identifying the “right thing” is often a complex challenge that in¬volves identifying conflicting responsibilities to a wide range of stakeholders. Challenging every employee to act as ethicists and keep the company’s core values in sight provides an opportunity for each employee to see their contribution in the larger picture of the company’s public profile and brand in the marketplace. As each person experiences their unique contribution to building the company brand through ethical and value driven behaviors, employee engagement is amplified.

Some questions that every organization should grapple with are

1. Can every employee identify one or more key executives who have proven to uphold the company values?

2. Does the company have the right values in place to guide them in a difficult situation or crisis?

3. Will the company be proud of their core values if exposed to a critical public, government agency, or customer segment?

4. Which values will the extended stakeholders of the company expect in challenging or crisis situations?

It’s not enough to talk about “company culture” when a firm says that their culture is a defining competitive advantage. The company must come forth with their value statements, articulated by senior executives and board members. It must be instilled in every manager and employee through training and measurement of adherence to ethical and value driven behaviors. The growing power of social media, which provides a platform for employees to share their perspective with a wide audience, greatly amplifies employ¬ees’ impact in the marketplace, and creates both opportunity and risk. It is imperative that every employee experiences ethics and values through the consistent behaviors, decisions, and actions of every member of the leadership team.

EthiCorVigilance and Integriology (ECV&I) must be the overarching and sustainable practice for enhancing brand awareness and creating proud and passionate employees wanting nothing short of amassing competitive market success creating strong career opportunities and growth. Done well, ECV&I will create an ethical culture that indeed creates a unique competitive advantage.

LinkedIn      http://www.linkedin.com/in/edbeckerprincetonnj

Ed’s Blog     http://edbeckerprincetonnj.wordpress.com/

Twitter         http://twitter.com/#!/ebecker

 LinkedIn QR