Our Winning Culture
Winning Culture
At D&B we are building a culture focused on winning in the marketplace and creating shareholder value. We believe that superb leadership will enable our transformation by driving the results that will lead to the achievement of our aspiration - to be the most trusted source of commercial insight so our customers can decide with confidence. To build superb leadership, we have developed and deployed a consistent, principles-based leadership model throughout the company. Our leadership development process ensures that team member performance goals and financial rewards are linked to our Blueprint for Growth strategy. It also enables team members to receive ongoing feedback on their performance goals and on their leadership. All team members are expected to have a personal leadership action plan that is focused on their own personal development, building on their leadership strengths and working on their areas of development. We also have a talent assessment process that provides a framework to assess and improve skill levels and performance across the organization and acts as a tool to aid talent development and succession planning. To measure our progress, we have an employee survey mechanism that enables team members worldwide to give feedback on our progress in building a Winning Culture. We believe that our passion around improving our leadership daily to win in the marketplace is another of our competitive advantages.
Out and About
D&B Guiding Principles
Our Guiding Principles reflect the behaviors and influences which should lead our interactions and decisions. They guide how we interact with each other. Our Rules of Engagement guide how we interact as an organization. We, as a team, commit to follow these and to actively address issues directly when we are out of compliance with these agreements. We will:
- Communicate truthfully, candidly and openly.
- Honor commitments and communicate shortfalls early.
- Openly acknowledge mistakes - and seek solutions, not blame.
- Discourage comments or discussions that perpetuate a "silo" mentality
- Discuss issues directly with the affected individuals before bringing them up with others.Assume positive intent. We will receive and respond to comments and actions in a way that demonstrates that we believe they have been delivered with good intent.
- Align behind and support agreed-upon decisions and processes. If we disagree with a process or decision, we will adhere to it while we gather facts and address the issue as a team.
- When decisions need to be made, ensure that the relevant colleagues are at the meeting, have given prior input, or have delegated responsibility to someone who has the authority to make the decision.
- Assign a "champion" to address key issues. The "champion" will develop a proposal with input from key stakeholders and gain closure on the issues assigned to them.
- Incorporate team-building activities into team as well as project-specific meetings on a regular basis. Take time to be a team.
D&B Rules of Engagement
Our Rules of Engagement guide how we interact as an organization. D&B team members have committed to interact according to the following Rules of Engagement.
We, as a team, commit to follow these and to actively address issues directly when we are out of compliance with these agreements.
We will:
- Treat others with respect:
- Do not schedule meetings that cause attendees to travel on weekends (i.e. meetings should not be held on Monday mornings or Friday afternoons if they involve out-of-town employees).
- Consider vacation to be sacred; encourage everyone to take their vacation and do not call individuals when they are on vacation.
- Actively support alternative work styles (i.e. flex-time, job sharing, part-time)
- Avoid frequent or arbitrary changes in priorities.
- Value the opinions of the team members
- Ensure the readiness of team members by taking an active interest and asking probing questions.
- Be accountable for decisions made by the team as well as for probing for information. Don’t assume that if you don’t understand, it is someone else‘s responsibility to inform.
- Not waver from agreed upon decisions and behaviors.
- Challenge up in an appropriate manner and encourage team members to do the same.
- If team-mates cannot agree, jointly assemble the facts, discuss common ground and differences, and then escalate the issue to the decision-maker.
- Observe these meeting behaviors:
- Start and end meetings on time
- Develop meeting objectives and agendas and distribute them in advance.
- Listen without interruption or cross conversations.
Resist interrupting others’ meetings (including small meetings in cubicles)
Learn More
Find Out More
Premier Group is our exclusive recruitment partner in Ireland. Please contact Tracey O'Neill or Jane Hassett at Premier Group with any queries regarding D&B employment opportunities.
Tel: 01 6652222 Email: dnb@premiergroup.ie
