Chubb - Our People-First Culture
Summary
TLDRIn this engaging interview, Kirsty Brooks, Director of Employee Experience and Development, speaks with Dave Donegan, who recently became the Managing Director of UKI Chart on July 1st, 2023. With a history of 28 years in the company, starting as an apprentice, Dave shares his vision for the organization's culture, focusing on people-first strategies, innovation, and long-term growth. He emphasizes nurturing talent, improving processes, and enhancing the company's reputation as a leading security provider. Dave also discusses the importance of sustainability, community service, and the apprenticeship program, aiming to shape a future where UKI Chart is recognized for its commitment to people and innovation.
Takeaways
- 🎉 Dave Donegan has been appointed as the managing director for Uki chart as of July 1st, marking a significant milestone in his career.
- 🗓️ Reflecting on his first 30 days in the role, Dave emphasizes the importance of asking questions to uncover opportunities and challenges for the organization's future.
- 🔍 With 28 years of experience, Dave has a deep understanding of the business, its strengths, weaknesses, and the need to nurture its growth and development.
- 🌐 The merger of API and Shop has brought a new focus on people and culture, which Dave sees as an exciting opportunity to evolve the organization's culture.
- 🗣️ Open communication and a focus on both the positive aspects and challenges are key to the new mindset under API's ownership.
- 🌟 The organization's culture is being emphasized more under the new ownership, with a focus on long-term planning and people's strategy.
- 💡 Innovation and creativity are central to the organization's strategy, with a focus on designing better solutions and deploying them more efficiently.
- 👥 Dave envisions a future where every member of the organization is seen as a leader, nurturing talent and driving benefits for the company.
- 🌳 Sustainability and environmental impact are important considerations for the organization, with initiatives aimed at reducing their footprint and serving local communities.
- 📈 By 2025, Dave hopes to see the organization as the leading family security provider, with a focus on customer satisfaction, employee development, and community engagement.
Q & A
Who is Kirsty Brooks and what is her role in the organization?
-Kirsty Brooks is the director of employee experience and development in the organization.
What position did Dave Donegan hold prior to becoming the managing director?
-Dave Donegan started as an apprentice with the organization and worked his way up through various roles.
When was Dave Donegan appointed as the managing director for Uki chart?
-Dave Donegan was appointed as the managing director for Uki chart on the 1st of July.
What is the significance of the first 30 days in Dave's new role as managing director?
-The first 30 days are a period where Dave is still learning and asking questions to understand the organization better and identify opportunities for moving forward.
How long has Dave been with the organization and what does he bring to his new role?
-Dave has been with the organization for 28 years, bringing a deep understanding of the business, its strengths, weaknesses, and the vision for the future.
What changes did the merger between API and Shop bring to the organization's culture?
-The merger brought a more people-focused culture with open communication and a long-term perspective, emphasizing the importance of nurturing new leaders and developing existing teams.
How does Dave view the role of leadership within the organization?
-Dave believes that every person in the organization is a leader and that nurturing this mindset is crucial for the organization's growth and success.
What is the current focus of the organization's strategy under API's ownership?
-The current focus is on people's strategy, including bringing in new leaders, developing existing teams, and fostering a culture that encourages creative thinking and innovation.
What does Dave see as the key differentiators for the organization in the family security market?
-Dave believes the key differentiators are designing better solutions, deploying them more efficiently, improving first-time fix rates, and creating a safe environment for creative thinking.
What are Dave's aspirations for the organization in three years' time?
-Dave aspires to see the organization as the family security provider of choice, with a strong focus on people development, customer satisfaction, sustainability, community service, and a clear progression path for apprentices.
What is the significance of the apprenticeship program for the organization's future?
-The apprenticeship program is significant as it is a source of future leaders for the organization, and Dave emphasizes the need to invest in and provide clear progression paths for these apprentices.
Outlines
🎉 New Leadership and Vision for Uki Chart
In this introductory paragraph, Kirsty Brooks, the director of employee experience and development, welcomes viewers and introduces Dave Donegan, the newly appointed managing director of Uki Chart, who joined the company in 1993 as an apprentice. The conversation revolves around Dave's first 30 days in the role, his vision for the company, and his focus on culture and people. Dave emphasizes the importance of asking questions to unearth opportunities and his commitment to nurturing the leadership team. He also discusses the impact of API and Shop's merger on the company's culture, highlighting the increased focus on open communication and long-term planning, as well as the importance of developing new leaders and fostering a people-first approach within the organization.
🚀 Envisioning the Future of Uki Chart in 2025
In this forward-looking paragraph, Dave Donegan shares his aspirations for Uki Chart by 2025. He envisions the company as a leader in the family security industry, with a strong focus on people development, innovation, and customer service. Dave outlines key goals, including retaining and developing talent through the future leader program, becoming the preferred security provider, simplifying processes with digital tools, and enhancing sustainability efforts. He also stresses the importance of community involvement and the continuation of the apprenticeship program to ensure a clear path for future leaders. The postcard from the future emphasizes investing in people, being recognized as the top security integrator, and being closely connected to the communities they serve.
Mindmap
Keywords
💡Employee Experience
💡Managing Director
💡Apprentice
💡Organizational Culture
💡Leadership Team
💡Innovation
💡Talent Development
💡Customer Satisfaction
💡Sustainability
💡Apprenticeship Program
💡Vision for the Future
Highlights
Kirsty Brooks introduces Dave Donegan, the new managing director for Uki chart, who has been with the company since 1993.
Dave Donegan discusses his first 30 days in the managing director role, emphasizing the importance of asking questions to uncover opportunities.
Dave highlights his 28 years of experience with the company and his understanding of its strengths, weaknesses, and vision for the next six months and beyond.
The conversation focuses on the company's culture, people, and how the recent acquisition by API has impacted the organization's approach to employee engagement and communication.
Dave shares his thoughts on the difference in mindset when working with API compared to previous owners, noting increased open communication and a focus on long-term goals.
The transcript emphasizes the importance of nurturing leadership within the organization and developing a people-first corporate culture.
Dave talks about defining the personality of the organization and describes its current state as well as his vision for the future.
Innovation and collaboration are highlighted as key differentiators for the company in a competitive market.
The transcript discusses the importance of creating a safe environment for creative thinking and differentiating the company through better solution design and deployment.
Dave envisions the company as the leading provider of family security solutions by 2025, with a focus on ease of doing business and innovation.
The postcard from the future highlights the company's goals around people development, customer satisfaction, and community engagement.
Sustainability and the company's environmental footprint are identified as areas of focus for the future.
Dave emphasizes the importance of the apprenticeship program and investing in future leaders of the company.
The final vision includes clear progression paths for employees, recognition as the top family security integrator in the UK and Ireland, and strong community ties.
The music segments bookend the transcript, providing a thematic backdrop to the discussion.
Transcripts
[Music]
foreign
[Music]
welcome my name is Kirsty Brooks I am
the director of employee experience and
development so we're here today with
Dave Donegan who has been with the
business since 1993 starting as an
apprentice with the organization and has
worked his way through to recently on
the 1st of July being appointed as
managing director for Uki chart so we
just wanted to take the opportunity
to ask them a few questions around his
vision the culture of the organization
and the youth loss around people so
firstly can I well congratulations thank
you very much in the role of a managing
director so how's it been you've been
enrolled for over 30 days now so yeah I
haven't indeed no do you know what it's
been it's been great first 30 days I'm
still in the period where I get to ask
dumb questions
which hopefully leads to unearthing some
opportunity and what we can do moving
forward
um look at I've been involved with the
business as you say for for 28 years now
and so I have a great understanding of
what we do who we serve some of our
strengths weaknesses and and for me it's
just about nurturing that and bringing
the leadership team together as as it
was previously and looking at what's
next you know what's the vision for the
next six months
um beyond that so so I've been with the
business I
so um so I'll be doing a very similar
video at some point sure when it comes
to a rate of 100 days
um but I guess what attracted me to the
organization
was the coming together of API and Shop
in January this year and I think it's
really exciting in terms of the people
focused that it brings and how we can
evolve our culture
within the organization and our people
first corporate in the organization what
are your thoughts
so it's certainly a different mindset
working with API compared to our
previous owners if you will and don't be
wrong I would say in the UK we've always
had a good culture we've always had
strong people and the difference now is
we talk about it more and there's a lot
more open communication and we you know
we try and make sure that we we talk
about the good stuff
um and tackle the stuff that we're
having challenges with
another real positive is we're not
focused on the next month three months
it's about what's the long-term hold for
us and that is very much around our
people's strategy you know how do we
bring in new leaders into the
organization and how do we develop the
existing teams that was never really at
the Forefront in the past however now
under API it's certainly at the
Forefront of conversation that we had
you know the the saying now is everybody
in our organization is a leader how do
we nurture that and how do we drive
benefit from yeah okay no that's
fantastic so I always think as
um of culture as the personality of the
organization so if we could Define or
describe what the personality of our
organization is today and how we want to
describe it moving forward what would
you describe it as today and how would
you see that differently in the future
so go back we've we've got over 2 000
employees in the business
um with a lot of talent there the the
question is how do we do more in our
industry you know we are in Family
Security it's all about what can we do
with innovative solutions Innovative
products well products are the same
across the market so you know our
competitors use the same products as we
do where do I see the differentiation if
it's an option
how do we nurture collaborations how do
we work with different countries look at
what challenges they're having we can
learn from them and also sharing best
practice so for me it just goes back to
the fundamentals make sure we are
working with people creating a safe
environment for you know creative
thinking and how do we differentiate
ourselves from our
competitor for me that comes down to are
we designing Solutions better are we
deploying them more efficiently are we
getting improving our first time fix all
those are the things that benefit our
clients and actually benefit the company
overall as well so long term let's keep
just on that well you know let's keep
creative thinking and make sure
everybody has a voice in the
organization so Dave you've talked a lot
about teacher and the future Around
Talent around development around people
and Innovation and customer so if you
could write yourself a postcard from
three years time so if we could project
ourselves into 2025
um what would that postcard say to you
in terms of what have we done as an
organization
and what's out there have been how we
achieved our vision wow okay great
question
um a few points on that for me is you
know what what can we do differently so
in in three years time what would I like
to see one around our people so I would
like to see that through our future
leader program that we are developing
our time opening opportunity keeping the
attrition to low levels because we're
providing longevity for for everybody in
the business to demonstrate value and
give people that opportunity for me for
me that's a big one
um we also foremost want to be the
famous security provider of choice you
know we want mature fair and security to
be at the Forefront of everybody's name
when we discuss Family Security
Solutions so that that for me will be a
real big one and to do that we need to
be easier to deal with so you know how
do we change our processes how do we
change and some of the you know how do
we use innovation digital tools to make
make ourselves that little bit easier to
do because I do believe that'll make a
big difference for us and we then have
the sustainability piece a couple things
on that that sustainability of the
footprint that we leave as chill factor
security we have you know over 2 000
employees many Engineers what can we do
differently around the environment piece
as well and also within our local
communities so how do we serve them
better we have lots of initiatives that
are ongoing our charitable one which was
recent released release sorry and that
for me is what some of our Legacy needs
to be and the final one I guess is our
apprenticeship program I came to the
apprenticeship program and we need to
make sure after the three years that we
have a clear path of progression for our
apprentices I think we're taking on 34
this year what's the future look like
because they are the Future Leaders of
true Fire and Security so we need to
invest in it so finally I guess the
postcard for the future of what the next
three years holds
um I would like chub UK and Ireland to
have
people so make sure we're investing our
people and show them
clear progression paths our customers
make sure our customers hold us that
hold us as the number one Family
Security integrator in the UK and
Ireland and also ensure we are close to
the communities that we serve they're
the three key things
[Music]
[Music]
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