Personalized Genetic Health

Endocrinology Facilitating thyroid cancer

treatment and testing

Multiple Sclerosis

Late-stage pipeline developing potential treatments for MS

Genzyme’s businesses: enzyme replacement therapies

Alejandro Gaucher disease

Joan Thyroid Cancer

Melanie MS

Rare Genetic Diseases Lysosomal storage disorders and familial hypercholesterolemia

Genzyme’s Biomanufacturing Facility in Geel, Belgium

●  12’500 m2 facility

●  Facility converted to multi-product bulk manufacturing plant for concurrent manufacture of monoclonal antibodies and mammalian cell-derived recombinant protein therapeutic products

–  Campath® –  Myozyme®

3 3 3

Myozyme/Lumizyme (rhGAA for intravenous infusion)

●  Pompe Disease is a debilitating, progressive life-threatening genetic rare muscle disease

●  Symptoms include: severe muscle degeneration, progressive respiratory failure

●  Cause: genetic defect protein, α-glucosidase, resulting in accumulation of glycogen in muscles

●  Broad spectrum of clinical symptoms: –  Early progressive form (EOPD); baby dies

without treatment in first year –  Late progressive form (LOPD): after the age

of 1 year (infants, children, adults)

●  Only available solution: enzyme replacement therapy

Why are we here?

From Receivership to Best Employer

●  10 Years Ago (Pharming receivership)

–  Low employee morale –  Uncertain future –  Building trust into the Workplace After

Receivership

Coping with 3 major transitions –  Embracing Genzyme culture & values –  New technology platform: from a

transgenic rabbit platform towards a mammalian cell culture platform

–  From a clinical manufacturing focus towards a large scale commercial manufacturing focus

What is the ‘Great Place to Work’ contest?

●  Organization –  Vlerick Leuven Gent Management School (Catholic University of Leuven and Gent) –  Vacature (HR potal – public jobboard – as media partner) –  Great Place to Work Institute Europe

●  What? –  Great Place to work assessment

•  Culture Audit: audit of the HR practices, tools & strategy on 9 domains •  Trust Index: employee satisfaction survey (questionnaire) – counts for 2/3 of the overall assessment

–  With subscription, Genzyme participates on 3 competitions •  Top 10 list of ‘Best employers in Belgium’, •  List of the ‘100 Best Employers in Europe’ •  Special awards for specific company cases in the arena of

–  Inspirational leadership (Genzyme 2012) –  Diversity management –  lifelong learning

•  Our target competition: >500 employees

Results 2010-2012 - Genzyme Geel per dimension

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Credibility Respect Fairness Pride Camaraderie

71% 72% 70%

81% 82%

71% 75% 73%

84% 86%

Genzyme 2012 Genzyme 2010

Dimension Pride Overview

PERSONAL  JOB  

w  Individual  job  and  accomplishments  

 

TEAM  ACCOMPLISHMENTS  

w  Work  produced  by  own  team  or  work  group  

 

CORPORATE  IMAGE  

w  Company’s  products  and  standing  in  the  community  

93% !

Dimension Pride Strengths

w  Pride on organizational level

w  Especially proud on contribution to society

Great Place to Work Survey Outcome

Key Messages from the 5 GPTW Employee Surveys: –  81 % of the employee base said…

•  “I am offered training or development to further myself professionally” –  92% said…

•  “I tell people with pride that I work for this organization” –  89% said…

•  “When you join the company, you are made to feel welcome”

Dimension Fairness Possibilities for improvement

w  Fair wage, profit sharing, appreciation

w  Impartiality: giving promotions and favoritism

Management  ensures  TRUST  in  the  workplace  by  policies,  pracKces  and  iniKaKves  on  9  domains.  

Culture Audit

Transactional Practices Gift-Like Practices

Minimum Generous

Ordinary Unique

Impersonal Personalized

Disconnected Integrated

Common  characterisKcs  

► Variety

► Originality

► All-inclusiveness

► Human Touch

► Integration

Scoring  criteria  

Culture  Audit:  overview  of  the  results  

Inspiring  

How do you inspire employees to feel that their work has more meaning than

being just a job?

Not  by  just  informing  people  about  the  organiza6on’s  goals,  but  also...  

...help  people  understand  how  their  work  relates  to  the  company’s  higher  purpose  as  well  as  to  corporate  success!    

...encourage  people  to  interact  in  ways  that  foster  the  company’s  values!  

Inspiring  

   "   Certain  behaviors  shown  to  

exemplify  company’s  values  "   Various  programs  reinforce  

company’s  values  "   Stories  told  of  values  in  acKon  

GIFTWORK  Cultures  

   "   Customer/client  stories  "   Links  shown  between  

employee  efforts  and  business  success  

"   Compelling  vision  for  company’s  future    

"   Company’s  unique  contribuKon  to  market/society  stressed  

Work  has  meaning:  a  “higher  purpose”  

How  work  is  done  is  valued  

w RaKng:  5

Inspiring  @  Genzyme  Geel  

+ -/? Appreciative inquiry (supported by learning sessions, mindset, culture, gradual introduction…)

/

Investment of time, money and energy in the community – Community relations team (GIVE, Eurokas, Duchenne parent project, etc) Clear link between core business and inspiring initiatives + sharing with family (e.g: Extraordinary Measures, Family days)

Tremendous involvement of employees

Inspiration from colleagues – ‘schakel interview’

Award for Inspirational Leadership

(GPTW 2012)

GPTW Practices @ Genzyme Geel

Applying Appreciative Inquiry in our HR- practices.

Using AI to facilitate focus groups with

employees post employee engagement

survey.

How we evolved in this space over the 10 years?

Post Employee Engagement Interventions

●  GPTW Survey: 2004/2006 –  Focus Group: focusing on the 5 lowest scores –  Result: defensive mechanisms – negative terminology/language/interactions (negative

spiraling of thought and action repertoire) – no appetite for action

●  GPTW Survey: 2008/2010 –  In 2008 Focus Group: focusing on the 5 highest scores –  In 2010 Focus Group: focusing on the 5 highest scores + up-scaling through

appreciative interviews – dialogue sessions – full staff meetings – action planning & follow-up…. Next step will be the AI Summit (Whole System in the Room)

•  Quest Questions: –  What are the elements in which we differ from other companies? Can you give a specific

example? What makes this important to you? –  How can we keep or even improve these unique elements? –  When are we – as an organization – at our best? Do you have one or more examples? –  What are contributing conditions or circumstances? –  Which moments give you the most energy? When do your really feel connected to our

company? When do you really want to stretch? –  What do you appreciate most in your department/team? –  What is your individual project, which will contribute to improve our strengths? –  We give you a magic wand and you have credit for 3 wishes. What are your 3 dreams for the

company? –  We put the clock ahead: it is 2015 and your 3 wishes came true. What could we do now

accomplish these 3 dreams? –  What could you do now? –  What has surprised you during this interview?

New organizational issues

* Linda Ellinor

Focus on Structure & tasks

Self-mastery

Power & Control

Linear thinking

Shared Leadership Focus on structure & tasks

Top-down decisions

Competition

One right answer

Fragmentation

Collaboration community Collective mastery & Leveraging diversity

Systems Thinking

Many right answers/ paradox

Focus on relationship & process

Holistic

Shared Meaning & Consensus

-Different organizational issues require different approaches.

-Contamination from the key approach

“What is given attention, grows!”

“Human systems and organizations will move or change into the direction of what we study, we inquire, we ask questions about!.”

- Questions are fateful! - Inquiry is intervention. The seeds of change are planted with the very first questions we ask.

- The language that people use creates their reality!

- No Laws….social realities not fixed

-  In every system (indivdiual, team, organization) something works!

- Assumption that ‘inquiry and dialogue about strenghts, successes, hopes and dreams are in itself transformational!

…

Best Way to Build High

Engagement and Enthusiasm?

Do an organization survey of low morale?

Magnify and learn from moment of highest engagement & enthusiasm?

Introduction of AI within Genzyme

●  Gradual Introduction –  Viral Infection – do not label explicitly –  Through applications and practices in the “veld”

•  Great Place To Work Survey –  Focus Groups –  Scaling Up through “De Queeste” – appreciative interviews

•  Facilitation of Lessons Learned Sessions –  Example: Lessons Learned Session of a Complexe Maintenance Shutdown

•  Facilitation of Team Development Interventions –  Mediation –  Visioning excercises

–  From push to pull •  Pimp Up Your Potential

–  Open Learning Sessions: Introductie of AI in both Organizational & Private Context •  Line Management is now requesting for AI based process, team and organizational

development facilitation •  Performance & Development practices •  Recruitment Practices

Where Does Positive Change Come From?

●  Strong, Shared, Positive Future Image

Multi- Stakeholder

Collaboration/ Action

Powerful, Shared, Positive

Future Image

Renewed Sense of what

is Possible Connect with Strengths; Best

Of What Is

Inquiry into Best Past

Stories

To change behavior, change the conversation

What Percent of large-scale change efforts Succeed? 20-30% fails

Connecting our employes to something larger –

OUR PURPOSE

Building Employee Engagement through Corporte Social

Responsibility & Community Relations

Personalized Development Approach

Personal & Creative connection To Patient Focus

Support employees in generating self-insight & generate responsibilty

Delivering on Commitments, Execution & Focus

Jointly Achieving Challenging Projects & Goals

Sustaining High Commitment and High Performance! Being AND People & Relationship Centric AND Business Oriented

ROI : some key data

Average Absenteeism % : 2-2.5%

Average attrition rate : 2%

Branding: Employer Of Choice

in Region

Internal Promotion Ratio: 8/10

AI is not about Positivity;

AI IS about Generativity

AI is about appreciating Inquiry as the fundamental force that moves us forward – together.