Strategic Sustainability Consulting

Strategic Sustainability Consulting

Sustainability Consulting Round-Up: Best of Our Blog from August 2018

The SSC Team September 4, 2018 Tags: , , , , , , , , , , , , , , , Strategic Sustainability Consulting No comments
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We try to post a new blog at least once a week, just to share our insights into the world of sustainability strategy and what it takes to be a sustainability consultant or professional today. Here are our most-read posts from August.

 

Companies Collaborating Could Mean Everyone Wins

 

Are You Getting the Real Truth from Your Employees?

 

Break Your Own Sustainability Habits and then Help Employees Change

 

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Use a “Pitch Deck” Format for Your Sustainability Project

The SSC Team August 30, 2018 Tags: , , , , , , , , , , , , , Strategic Sustainability Consulting No comments
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Enjoy this post from the SSC Archives. 

 

Investors and C-suite leaders are used to seeing pitch decks. They’re used to getting high-level information that is well presented, organized, and clear, and quickly analyzing it to ask the right questions.

If you bog your ideas or proposals down in data, as we sustainability professionals do love the data, you risk losing the attention of the decision makers and not winning the work or getting the green-light on your big idea.

Instead, consider crafting a pitch deck style presentation to get your idea off the ground. Entrepreneur published a 14-point checklist for investors, and we think it’s easily molded for any project-pitching presentation. Not all 14 are relevant here, but we pulled out the best ones!

1. Cover page.

If you are an outside consultant pitching a project, include personal contact information, logo, and business name to establish your identity. And even if you’re an internal employee, put your name and title on the front page (just in case someone in the board room spaces on your name. Save everyone the embarrassment).

2. Elevator pitch.

Briefly summarize the scope of the project, the goals, and the impact on the company, specifically in terms of this project’s alignment with the company’s strategy (or lack of strategy) in sustainability. Keep this part short.

3. Describe the problem.

Outline why you’re proposing this particular sustainability effort for the company in the first place, using peer benchmarking, risk profiles, and/or stakeholder pressure to demonstrate how this project is a “worthy investment.” For example, if you’re going for a life-cycle assessment for a small manufacturing firm or supplier to a major retailer, talk about supplier scorecards and stakeholder pressure.

4. Propose a solution.

Explain why this sustainability effort is the best next (or first) step toward a marked solution to the problem. Be realistic and don’t over-promise.

5. Competition.

Bring up other case studies from companies similar to the one you’re pitching and demonstrate how a project of this type has been successful to others.

12. Critical risks and challenges.

In a traditional pitch deck, you would want to “address every obstacle and stumbling block you can foresee,” but in this case use this area to demonstrate that the scope of work might grow or change based on discoveries along the way.

6. Market opportunity.

If you’re a consultant, be sure to point out what makes you different from the competition, whether it’s your extensive industry knowledge, your data collection gurus, or your long performance record.

11. Press mentions and accolades (and case studies or references).

Keep this short, but provide references or a case study that demonstrates your expertise.

9. Team (and budget).

Outline how many of the company’s employees will need to set aside time to support this project (or just the budget if you’re pitching as a consultant).

A solid presentation that is well organized and clear will get your point across quickly and give you more time to answer specific questions if the need arises.

We like to provide clear proposals to our clients to clarify and demystify the processes, benefits, application, and cost of services like life-cycle assessments and sustainability reporting. Although every company is unique, we have more than 10 years of experience delivering valuable results for a modest investment. 

Break Your Own Sustainability Habits, and Then Help Employees Change

The SSC Team August 28, 2018 Tags: , , , , , , , , , , , , , Strategic Sustainability Consulting No comments
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Are you searching for ways to make your office more environmentally friendly? Before declaring a moratorium on plastic bags and forcing your co-workers into a carpool schedule, take some time to look in the mirror and reflect on your own habits.

 

We are, quite literally and biologically, creatures of habit and repetition, so creating a new pattern of behavior is far from easy. Our brains love saving time by making some actions automatic, even if those actions are ultimately harmful to us or our planet. If you’re trying to get your colleagues on board with a few new, positive sustainability habits around the office, start first by taking stock of your own bad habits and serving as a role model for change.

 

Global CEO coach Sabina Nawaz stresses the importance of frequently tracking and reviewing your goals and progress when trying to form a new habit. In order to track and measure your progress, your goals must be exactly that: measurable. Trying to attack too lofty or broad of a goal can be overwhelming and may ultimately lead you to slip back into negative behaviors.

 

Consider choosing 3 small tasks that you can concretely determine if you’ve completed or not. For example, bringing in your reusable bottle, unplugging your work station at the end of the day and printing less than 30 pages per day. The Nature Conservatory and Huffington Post also have some other great suggestions for small ways to decrease energy use and waste in the office.

 

Nawaz recommends using a simple chart called the “Yes List” to quickly track whether you’ve completed the new habit each day. You can make a hard copy or keep the tracker on your mobile device to make it even more convenient. If the chart is too complicated or cumbersome, you won’t use it, so make sure the chart is quick and clean like the one below.

 

Having a visual representation of your progress will keep you motivated and also help you determine which habits you may need to adjust or the ones you’ve successfully completed, so you can introduce a new habit. 

   
  
   
  
    
  
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After you’ve successfully tracked and started to shift your own habits for a few weeks, share your chart with your colleagues as motivation for them and a proof point that change is possible! 

 

Invite them to join you on your sustainability journey and share resources so they can pick the habit that make most sense for them. 

 

 

Creating Sustainable Value (for a Business)

The SSC Team August 23, 2018 Tags: , , , , , , , , Strategic Sustainability Consulting No comments
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Day in and day out, you likely encounter clients who question how sustainability will create value for their business. Let this video by Alexandre Magnin help you respond to their concerns so you can better work with them to incorporate sustainability into their strategy. Magnin’s video focuses on the Sustainable Value Framework (published in 2003 in the journal of the Academy of Management Executive).

https://sustainabilityillustrated.com/en/portfolio/creating-sustainable-value-business/


Are You Getting the Real Truth from Your Employees?

The SSC Team August 21, 2018 Tags: , , , , , , , , Strategic Sustainability Consulting No comments
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We know that lying is a part of life. All of us have told the occasional white lie, even at work. But when it comes to managing a business how often are your employees lying and more importantly, why are they bending the truth?

 

First, let’s take a look at how often employees lie. Harvard Business Review says that according to research “20% of people tell 80% of the lies, and 80% of people account for the remaining 20%.” So, the good news is that most of your employees are probably not lying; at least not very often.

 

Let’s get to the bottom of why employees lie. The 20% telling most of the lies often don’t see anything wrong with their deceit. Normally, things are going well for our deceitful employees when they lie and they “…do it when they are feeling good or in control of things – because they get a kick out of it.” Our frequent liars are also more likely to admit their deceitful ways if confronted.

 

But what about the majority of employees who make up the remaining 20%? Frequently their lies stem from stress, poor work/life balance, pressure to fit in with peers, or a lack of timely opportunities to tell the truth.

 

If we are able to acknowledge that our employees are going to tell lies (as are we) the next question is how to eliminate, or at least minimize harm. As we know, not all lies are negatively affecting business. If two employees don’t care for each other but claim to ‘like one another’ and cooperate, well, what’s the problem?

 

If you suspect you aren’t getting the truth slow down and take a closer look at the situation. Are you being honest with employees? Do employees have frequent opportunities to offer the truth and do leaders value that feedback? Are transparency and feedback a regular part of the day-to-day operation?

 

Feedback is essential to creating highly effective teams and thriving companies. But how can you ensure you are getting truthful, constructive feedback from your employees?

 

The simple answer is to just ask them. From using Survey Monkey to utilizing regular check-ins to hear how things are going, there are many ways companies solicit feedback

 

Additionally, you need to determine how much feedback you want. There is quite a spectrum of feedback out there. We’ve all likely been solicited for feedback by our leadership only to have it fall on deaf ears as more of a formality. Additionally, we’ve all probably been asked to provide feedback only to be met by a staunch defense that leaves us feeling, somehow, in the wrong for doing what we were asked to do.

 

“One of the biggest tragedies of mankind is people holding their opinions in their heads… they’re not dealing with the things they need to deal with,” Ray Dalio, Founder and CIO of Bridgewater Associates, told Adam Grant on his podcast Work Life.

 

Bridgewater is one of the biggest hedge fund firms in the world. Its culture is founded on something Dalio calls “radical transparency,” where all employees, from top to bottom, put “every criticism, every opinion, out in the open.” The newest, lowest ranking employee is encouraged to provide feedback as high up as the CEO.

 

So, is radical transparency right for your company? Probably not to the extent Bridgewater takes it. But according to Grant “… if we want to get better at something, we should go and learn from the extreme.”

 

At the end of the day, employees lie for a variety of reasons. It is not our responsibility as leaders in the organization to discover the origin of each lie and punish the instigator.

 

Instead, we can take a closer look at ourselves as leaders and our organizational culture. This can help us to discover the optimal level of transparency that motivates our teams to be more truthful and productive. 

TED Talk Kamal Meattle: How to Grow Fresh Air

The SSC Team August 16, 2018 Tags: , , , , , , , Strategic Sustainability Consulting No comments
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Everyone loves a good TED Talk! Here’s one of our favorites

From 2009, Kamal Meattle’s TED Talk is focused on how three common houseplants used in specific spots within a home or office building, can result in measurably cleaner indoor air. With the EPA lifting strict limits on air emissions, this creative thinking toward have fresh air to breath is more necessary than ever. Meattle’s New Delhi office is filled with air-filtering plants and sustainable architecture, making it a model green business. 

Companies Collaborating Could Mean Everyone Wins

The SSC Team August 14, 2018 Tags: , , , , , , , , , , Strategic Sustainability Consulting No comments
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In a rapidly evolving, globalized world, collaboration between companies has become inevitable and necessary. Corporate partnerships can create many mutually desirable outcomes, like fostering innovative and lucrative ideas, lowering overhead costs, immediately increasing available capital for project expansion, among others.

 

While the financial benefits of corporate collaboration have long been touted, these partnerships also have significant potential to impact our world for the greater good. Recently, several companies have banded together to form formidable forces against various environmental threats.

 

For example, the Fazendas São Marcelo cattle farm in Brazil has collaborated with other supplier ranches to address the significant deforestation in their area caused by cattle farming. Violaine Berger of GreenBiz describes this as a “jurisdictional approach”, as it engages stakeholders across entire regions or landscapes, rather than individual farms or businesses. By working together, suppliers can co-create joint sustainable land-use plans, which can “balance economic growth, social development and environmental protection and can attract new sources of finance” in their distinct locations.

 

Instead of competing, the Fazendas São Marcelo cattle farm and other farms like it, can reap the benefits of new buyers interested in satisfying consumers’ heightened demand for sustainably sourced beef, all while ensuring a long term supply for each of their businesses and helping to preserve vital ecosystems.

 

Similarly, the Global Salmon Initiative (GSI) challenges CEOs of salmon production and distribution companies worldwide to work together to reshape the farming industry to address a growing population and necessity for sustained food sources. The aquaculture industry faces the delicate task of satisfying an increased demand for protein, as well as producing it in a way that minimizes damage to the natural world.

 

The GSI allows companies to share best practices and strategize around shared sustainability challenges. They recognize that success of an individual company can in turn bolster the reputation of the entire sector. Due to this partnership, 40% of the GSI’s members have reached the rigorous ASC standard, meaning they are certified as environmentally and socially responsible producers and retailers.

 

Even large companies like Borealis, the world’s 8th largest plastic producer, are jumping on the sustainability collaboration train. Recently, the company partnered with other European packing corporations like Henkel and Mondi, as well as the German recycling firm APK, in attempts to solve the problem of recycling multi-layer packing. Although they are extremely popular due to their light weight and ability to extend shelf life, multilayer packages consist of layers of polyethylene, making them difficult to separate in ways necessary for reprocessing, resulting in substantial waste.

 

APK has suggested its its newcycling solvent-based system to separate the layers, while Mondi

has designed a low-density polyethylene and is hoping to test it on commercial products, including Henkel’s Persil detergent pods as early as next year.

 

Consumers are becoming more and more attuned to the ways plastics are contributing to pollution and companies are beginning to respond to meet their demands for change. By teaming up, these European corporations are able to join the ranks of socially-minded businesses doing their small part to protect our oceans.

 

When it comes to saving the planet, there is so much work to be done and there is no reason any one company should be trying to do it alone. Collaboration just makes sense. But why should the work stop at the environmental level?

 

Just as these companies did, surely strategic partnerships in other sectors should be able to address world sustainability issues like poverty, access to clean water and health care disparities. Putting competition on the back burner and prioritizing collaboration just might be the solution to our world’s biggest problems. 

United We Understand: EcoPulse 2017 Special Report

The SSC Team August 9, 2018 Tags: , , , , , , , , , , Strategic Sustainability Consulting No comments

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Enjoy this post from the SSC Archives. 

White Paper: United We Understand
This special report released by GreenBiz earlier this year is centered around the idea that words have power. Are you choosing the ones that unify? Or the ones that divide?

In an age filled with divisive rhetoric, sustainability messaging can be a unifying force. Check out this report for ideas about how your company can create sustainability messages that help you connect with your consumer values.

 https://www.greenbiz.com/whitepaper/united-we-understand-eco-pulsetm-2017-special-report

5 Ways You can Promote Sustainability by Instilling Values In Your Organization

The SSC Team August 7, 2018 Tags: , , , , , , , , , Strategic Sustainability Consulting No comments
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Enjoy this post from the SSC Archives. 

 

It's a common problem in sustainability consulting: how do you get employees to pay attention to sustainability and integrate social and environmental considerations throughout their job responsibilities and daily behavior? New research in psychology has some insight, and we're diving in for a closer look at how focus on values and virtues can help drive organizational success.

In 5 Reasons You Need to Instill Values in Your Organization, Jessica Amortegui outlines the connection between good intentions and effective transformation in the workplace. "It is an old truism: employees do not turn to written statements on the company intranet for clues about how to behave--they look to each other," Amortegui writes. "If your goal is to intentionally shape the actions and interactions of employees, you know the importance of creating a 'values-based' culture. However, you also know how difficult it is to implement one."

She further adds: "For companies to truly close the chasm between their stated and lived values, they must enter the human psyche to extract excellence from the inside-out, not dictate it from outside-in. This requires organizations to pivot their approach: rather than get people to live the values, they should focus on the values that live in the people. This taps into the innate qualities that exist across mankind: human virtues."

There a lot more great information in the article (read it in its entirety here) with many helpful links to additional studies and research, but what caught our eye was how Amortegui's thinking could easily be applied to the sustainability work we do with clients. Below, we take excerpts from her list (in italics) and add our own commentary on how it applies to sustainability-oriented change management.

1. Virtues Are a Workplace Game Changer

Amortegui: Employees who feel welcome to express their authentic selves at work exhibit higher levels of organizational commitment, individual performance, and propensity to help others.

Just as Walmart found with their Personal Sustainability Projects, allowing employees to identify a sustainability-related behavior that was personally relevant and valuable was instrumental in creating corporate-wide momentum. Consider how you engage employees -- are you making it clear how "green" opportunities and expectations in the office allow them to bring their most authentic selves to the job?

2. Virtues Lead To Growth Of The Whole Person

Amortegui: The ideal company makes its best employees even better--and the least of them better than they ever thought they could be. Employees are not just looking for the best places to work. They want to join the best places to grow.  

Find ways to tie sustainability goals into personal growth opportunities. Whether it's allowing employees to practice a hands-on skill (how to build a rain barrel or the basics of composting), develop speaking skills (hosting brown-bag workshops on green topics), or engaging with senior managers (participating on the Green Team), make sure that you cultivate a clear link between the initiative itself and the opportunity it provides for participants.

3. Virtues Lead to Greater Onboarding Success

Amortegui: When companies emphasize newcomers' authentic best selves, versus an organizational identity, it contributes to greater customer satisfaction and employee retention after six months.

Start talking about the opportunities for employees to exhibit their personal values by contributing to the company's sustainability efforts from day one. Include an overview of your sustainability goals and strategy in new employee orientations.  Find out how their personal interests and virtues align with the organization and invite them to participate accordingly.

4. Virtues Improve Engagement

Amortegui: Two of the most important predictors of employee retention and satisfaction are reporting to use your top strengths at work and reporting that your manager recognizes your top strengths. 

The more that mid-level managers understand and communicate sustainability goals and priorities to their staff, the easier it will be for employees to "get" how their individual job responsibilities play into the larger picture of organizational sustainability. Provide the training and leadership needed to get managers to 1) understand, 2) communicate, and 3) recognize sustainability potential in their departments. 

5. Virtues Increase Self-Awareness

Amortegui: Organizations that realize this potent potential for human excellence will transcend their current cultures and create a greenhouse effect: shining brightness on what is best about their people while cultivating the conditions for any organizational value system to live, breathe, and flourish.

There is great knowledge within your workforce about the practical realities of achieving sustainability in the workplace, within your industry, and in your community. Companies that tap into that knowledge on a regular basis will find that they reap a myriad of rewards: enthusiasm, morale, expertise, and engagement. Why not take advantage of it!

Want to read more about employee engagement? Check out another article we wrote on the subject for 2degrees, Three Ways to Engage Non-Wired Employees.

Thanks to 2degrees for publishing a version of this article!

Sustainability Consulting Round-Up: Best of Our Blog from July 2018

The SSC Team August 2, 2018 Tags: , , , , , , , , , , , , Strategic Sustainability Consulting No comments
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We try to post a new blog at least once a week, just to share our insights into the world of sustainability strategy and what it takes to be a sustainability consultant or professional today. Here are our most-read posts from July.

 

Big Businesses Making Smarter Sustainable Choices

 

Motivate Your In-House Team to Meet Your Sustainability Goals

 

Why Standards Would Benefit the Green Finance Industry

 

Facility Managers: Putting Energy & Sustainability Practices to Work

  

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