novartis

Q4 is how was member diversity valued by Patrice Zagame and Ney Suva, the head of human resources?

Member diversity was highly valued by Patrice zagame and Ney suva.
They wanted every person to think included as part of the team.
They accept diversity and try to foster an environment of inclusion.
When any member do not agree with their perspective, they try to look up to whomever is talking and hear carefully and understand their particular point of view.
Then he’d ask the employee to explain his or her opinion instead of blaming.
In meetings, Zagame brings a topic to discuss and he wants all employees to express their ideas.
They worked with each functional area leader in order to promote a positive culture in which employees would feel valued and important. And, the team focused on the leadership style of each member.

As a leader, his role model is an invitation for “speak-up”. Ney Suva and Patrice Zagame started to make a number of initiatives to build speak-up in the company, with the leadership team members.
I think they expect a lot more questions and opinions from the employee through this program

Also, the organization developed a program that they called Four Cultural Pillars based on employees’ feedback.
Each pillars represented innovation, customer focus, teamwork, and fun.
Those pillars made explicit the behaviors that the company was expecting to see.
After a massive communication campaign, a yearly award ceremony was held to honor the individuals or teams that role-modeled the pillars.
The organization wanted to focus on certain goals but they wanted all the employees to participate so that they ended up with a well rounded and diverse culture in which every person felt comfortable