Chubb - Our People-First Culture

Summary

In 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

00:00

🎉 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.

05:00

🚀 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.

Keywords

💡Employee Experience

Employee Experience refers to the sum of all interactions an employee has with an organization, encompassing factors like work environment, culture, and opportunities for growth. In the video, Kirsty Brooks, the director of employee experience and development, emphasizes the importance of nurturing and developing employees, which is central to the company's culture and vision.

💡Managing Director

A Managing Director is a senior executive responsible for managing the overall operations and strategy of a company. Dave Donegan, who has recently been appointed as the managing director for Uki chart, discusses his new role and how he plans to lead the organization, focusing on long-term vision and people-centric strategies.

💡Apprentice

An apprentice is a person who is learning a trade or skill through practical experience under the guidance of a qualified professional. Dave Donegan started as an apprentice with the organization, which highlights the company's commitment to developing talent from the ground up and investing in future leaders.

💡Organizational Culture

Organizational Culture refers to the shared values, beliefs, and practices that shape the way a company operates. In the script, the discussion around evolving the company's culture and making it more people-focused is a key theme, emphasizing the importance of open communication and a strong people-centric approach.

💡Leadership Team

The Leadership Team consists of the top executives in an organization who guide and direct the company's strategy and operations. Dave Donegan mentions the importance of bringing the leadership team together and aligning their efforts towards a common vision, which is crucial for driving the company's future success.

💡Innovation

Innovation refers to the process of creating new ideas, methods, or products that can improve or replace existing ones. The script highlights the need for the company to focus on innovative solutions and products in the field of family security, emphasizing the importance of differentiation in a competitive market.

💡Talent Development

Talent Development involves nurturing and growing the skills and abilities of employees to enhance their performance and prepare them for future roles. Dave Donegan discusses the importance of developing future leaders and creating opportunities for employees to demonstrate value and progress within the company.

💡Customer Satisfaction

Customer Satisfaction is the degree to which a customer's expectations are met or exceeded. The script mentions the goal of becoming the family security provider of choice, indicating a focus on improving processes and using digital tools to enhance customer interactions and satisfaction.

💡Sustainability

Sustainability in business refers to meeting the needs of the present without compromising the ability of future generations to meet their own needs. The script discusses the company's commitment to reducing its environmental footprint and serving local communities better, highlighting a broader social responsibility.

💡Apprenticeship Program

An Apprenticeship Program is a structured training initiative that combines on-the-job learning with classroom instruction. Dave Donegan emphasizes the importance of the company's apprenticeship program, which not only provides a pathway for individuals to develop their skills but also ensures a continuous supply of skilled professionals for the industry.

💡Vision for the Future

A Vision for the Future is a clear and inspiring picture of what an organization aspires to achieve over time. The script includes a projection into 2025, where Dave Donegan outlines the company's goals, such as being recognized as the top family security integrator and having a positive impact on local communities, reflecting a long-term strategic outlook.

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

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foreign

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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

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