The Roundtable

The Roundtable

Monday, October 3, 2011

Monday, October 3, 2011

IT

Product Development

Research

Accounting

HR

Carrot

Marketing

Monday, October 3, 2011

Creative

Creative Creative

Creative

Creative

Creative

Creative

Monday, October 3, 2011

IT

Human Resources

Sales

Engineers

Marketing Production

Monday, October 3, 2011

Accounting

Supply Chain

IT

Human Resources

The Roundtable

Sales

Marketing Production

Monday, October 3, 2011

Accounting

Engineers

Supply Chain

The What is Roundtable

?

It is a discussion vehicle, driven by UnitedHealth Group employees.

Discussion is focused on opportunities where employees across functions can collaborate to create opportunistic solutions while learning from executives within the company.

Monday, October 3, 2011

The What is Roundtable

?

Key Principles: ENGAGE Accelerate employee engagement inside UnitedHealth Group.

EXPOSE Expose employees to different aspects of the UnitedHealth Group business, allowing them to broaden their knowledge and add additional value to the company.

CREATE Provide employees a forum to generate innovative ideas outside normal business processes.

Monday, October 3, 2011

The Roundtable Insight

Brand Platform

There is a group of relentlessly driven employees wanting more from their job.

Brand Platform

Providing an experience for proactive employees to exercise their innovative ideas that can impact the business.

Brand Promise

UnitedHealth Group invests in its true asset, its employees, by maximizing their contribution and accelerating their career progression.

Brand Pillars: Reasons to Believe

Brand Character

Monday, October 3, 2011

Employees on the front lines uncover true insights.

Empowering employees to accelerate in their career.

Building company culture and ideas.

Engage, Expose, Create

Educating employees equals more productive employees.

The Roundtable

Executive Learning

Educational Pillars: Educating employees equals more productive employees.

VISION

Understanding the future plans and aspirations of the company: Employees will gain a better understanding of the strategy behind product/service expansion and consumer engagement strategies for segmented targets under all touchpoints (Care, Provider, Medications, Lifestyle).

FINANCIAL

Understanding Shareholder expectations and the different revenue streams for UnitedHealth Group: Employees will learn what products/services drive our business and will gain better insight on the roles of the consumers, employers, payers, and public sectors when marketing and driving bottom line.

ENTERPRISE COLLABORATION Employees will learn how the different companies (OptumHealth, OptumRx, Optum Insights, UnitedHealthcare)!under UnitedHealth Group work together and how they can take advantage of these available resources.

Monday, October 3, 2011

The Roundtable

Executive Learning

Educational Pillars (Cont’d): CROSS FUNCTIONAL OPERATION Employees will learn how the different business sectors!within UnitedHealth Group collaborate and how different disciplines within each segment work as one.

IDEATION Transferring learning into actionable ideas. The Roundtable provides a platform for employees from all parts of the company to digest and collaborate together. All ideas that are handed off from The Roundtable are then owned

by UnitedHealth Group. “It’s amazing what you can accomplish when it doesn’t matter who gets the credit.” – Harry Truman

Monday, October 3, 2011

Go Getters

Target Market

The Roundtable seeks future leaders that have a continuous passion to learn and have the ability and desire to look at the ‘big picture.’ A table member generally pursues goals because it is challenging and self-satisfying, not because it makes them a quick dollar. Be honest and ask yourself, am I intrinsically motivated? Am I always thinking with the mindset “yes and” versus “yes but?” Are you striving for an opportunity to explore being creative?

The Roundtable provides a platform to write instruction rather than take it. A table where manners are an after-thought as you get to color, scribble, and act (none are required), whatever method helps bring your idea to life.

The Roundtable will be a group of employees across the businesses of UnitedHealth Group that are self-nominated and then elected to participate. We will learn from executives both internal and external, and have the chance to directly apply what we are learning by working to create new products and ideas that will drive our business forward.

Monday, October 3, 2011

Who Sits At The Table?

Tony Hsieh, Zappos CEO

Type I • A Passion To Learn • Pursue Goals • Tend to be Intrinsically Motivated • Open to New Experiences

Type X • Sit Back & Wait For Instruction • There For The Paycheck • Tend to be Extrinsically Motivated Source: Drive, by Daniel H. Pink Monday, October 3, 2011

Critical Thinking analytic convergent vertical probability focused objective verbal linear yes but Monday, October 3, 2011

Creative Thinking generative divergent lateral possibility diffuse subjective visual associative yes and

Critical Thinking analytic convergent vertical probability focused objective verbal linear yes but Monday, October 3, 2011

The Roundtable

generative divergent lateral possibility diffuse subjective visual associative yes and

Alarming Numbers Proactive Engagement: Attract and Retain Talent

84% of employees plan to look for a new position in 2011, up 24% from last year. * 29% of employees are actively engaged in their jobs (they believe in the company and will likely stay), leaving 71% notengaged or actively disengaged. **

* Survey by Manpower, “New Years Resolution: I quit!” - CNNMoney.com. Dec. 23, 2010 ** Gallup research study. “Employee engagement challenges in 2011.” Bizcommunity.com.

Monday, October 3, 2011

The Roundtable

Measuring Success Metrics: WORK ENGAGEMENT Categorized by vigor, absorption, and dedication.

MOTIVATIONAL SCALES Categorized by intrinsic, extrinsic, and pro-social.

AFFECTIVE ORGANIZATIONAL COMMITMENT PSYCHOLOGICAL EMPOWERMENT INSTRUMENT

* Measures have been consulted with professionals in top academic institutions.

Monday, October 3, 2011

There’s a mismatch between what science knows and what business does.

- Dan Pink

Monday, October 3, 2011

Case Studies Vital Signs: Improvement opportunities include process improvements and removing obstacles to performing work.

Monday, October 3, 2011

Google •

50% of new products/ services come from 20% time

•

Engineers form “grouplets” of peers to work on and solve user issues

Monday, October 3, 2011

Google “...if you want innovation, it’s critical that people are able to work on ideas that are unapproved and generally thought to be stupid. The real value of 20% is not the time, but rather the “license” it gives to work on things that “aren’t important.”

- Paul Buchheit

Monday, October 3, 2011

Nobel Prize •

Andre Geim and Konstantin Novoselov won the 2010 Nobel Prize in Physics

•

Created a substance that is one atom thick, yet 100 times stronger than steel

Monday, October 3, 2011

Nobel Prize •

Their creation was conducted under Geim labs 10% time called “Friday evening experiments.”

•

These were projects that didn’t have funding but simply appealed to their curiosity.

Monday, October 3, 2011

Summary

ENGAGE

Monday, October 3, 2011

EXPOSE

CREATE