12345

Chief Marketing Officers from various industries gathered in Chicago on March 14th for Argyle Executive Forum’s 2014 Chief Marketing Officer Leadership Forum to discuss effective marketing strategies and innovative practices for the upcoming 2014 year.

Continue Reading

Gunjan Aggarwal, Vice President and Head of Human Resources, North America at Ericsson recently joined a panel at Argyle Executive Forum's 2014 Human Capital Leadership Forum: Spring Event in San Francisco, titled "Talent Strategy and Keeping Employees Engaged." Today, Aggarwal further discusses Ericsson's talent on a global scale.

Continue Reading

Ken Wilcox, EVP of Customer Service & Sales at Republic Services, and Phil Moehlenpah, Managing Director of Worldwide Services for FedEx Services, both articulate the importance of big data and analytics and how to best utilize this growth as a way to improve business practices and drive customer engagement.

Continue Reading

Colette LaForce, Senior Vice President and Chief Marketing Officer at AMD, discusses AMD’s employee-led brand transformation, the evolving role of the CMO, and what excites her most about the future of AMD.

Continue Reading

On February 11, 2014, human resources professionals joined the 2014 Redefining Employee Engagement in Today’s Results-Driven World Virtual Event. Argyle Executive Forum brought together HR professionals to discuss changes in employee engagement and how HR professionals can best adapt to these changes in order to ensure successful HR practices. Perspectives were given by Gary Harrison-Ducros, Vice President Labor Relations for Frito-Lay; Donna Howard, Chief Human Resources Officer for Sonic Healthcare USA; Sumeet Kapoor, Senior Vice President HR Strategy & Change Management for Huntington Bank; and Razor Suleman, Founder & Chief People Officer for Achievers.

Continue Reading

-- Download article as PDF --


At a San Francisco session of  the 2012 human capital leadership forum, senior vice president of HR at Blue Shield of California delivered an address on the subject of Wellvolution, a new health and wellness program being premiered by her firm. Jackson began by saying that until two years ago, she had very little experience in the field of wellness, which she admitted was odd for a healthcare company, but since the industry has been and continues to be in such a state of flux, new and innovative approaches to existing issues are of integral importance moving forward. Since more and more people are constantly being forced to take notice of the inner workings of the healthcare industry, it is more important than ever for companies to be perceptive of and receptive to change. In addition to the changing infrastructure of the industry, there is also the question of the integration of new technological capabilities into the practices of successful corporations. For this reason, Blue Shield of California instituted a widespread approach of innovation and experimentation, despite those traits not being inherent in the DNA of the healthcare industry. “You don’t often want to be the first to market in this business because think about it.  It’s like pharmaceutical.  What it takes to actually get your drug approved; getting your plans and insurance products approved is a long process.  Then you don’t just pull them off the market if it doesn’t go well or you get too much bad risk on that plan, which has happened many times,” said Jackson.

According to Jackson, a big part of getting companies in the healthcare industry to become less risk-averse and more innovative is the successful integration of experimental modes of processing and payment, especially as the public eye draws ever closer and more sharply towards the healthcare sector. An HR response is often required by the sheer amount of money changing hands from transaction to transaction, and Jackson believes that an HR centered approach can meet many of the objectives of a company not just as it pertains to medical costs, but also in engagement and communication. Understanding a company’s structure, as well as its culture and ethos, is key for a company who is trying to provide wellness, through Wellvolution, as a lifestyle. “It became part of our culture.  I used to say that I’d get in the elevator and get the lunch confessions.  It’s kind of embarrassing because if somebody has a McDonald’s bag, you’d kind of watch their arms drop down and slowly move around their back.  Or they have their gym bag, “Look!”  They associate us with that.  We use the word Wellvolution like a verb, like a noun, like an adjective.  It has real meaning.  We got something right.”

Comments are closed.