Workplace culture is the backbone of every company. It defines your organisation and allows you to create an identity that you can communicate to your employees, customers, and the general public.
A rich company culture brings people together by imparting a strong sense of meaning, direction, and passion to everyone involved, and one of the most effective ways to encapsulate that culture is through the organisation’s mission statement.
One of the most critical roles that leaders have is to create a workplace culture that unifies your organisation, empowers employees, and creates a sense of passion and drive within your company.
In this deck, you’ll learn;
The alignment between the mission statement and the actual workplace culture.
The ideal craft of a good mission statement.
How to incorporate the mission statement into workplace culture.
The advantage of having a clear mission statement.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Culture is the byproduct of your story and strategy in action.James O'Gara
Culture used to be a soft concept. It used to be something the executive team would only pay attention to when the business environment grew toxic. In today’s world, this is changing — and in a big way. Forward-thinking executives now view culture as the surest way to establish a competitive advantage because of its direct impact on the customer experience. And, as a result, they also realize the role culture plays in the financial performance of the business.
Of course, not all executives get it. Many still see culture as an HR issue. They still separate it from the company’s overall go-to-market strategy and story, and view it as something that is built in isolation. Executives with this point of view rarely develop a culture that positively impacts employee engagement, the customer experience or business results.
This paper explores why executives must redefine how they view and manage culture; the pivotal role a company’s story and strategy play in culture development; and how winning cultures are built.
Sherrie Suski defines culture, explains what it entails and how to maintain it with regard to startup companies. Sherrie Suski is an experienced HR professional and the current Vice President of Human Resources at BlueCava.
Culture: The Byproduct of Your Story and StrategyJames O'Gara
This presentation is one of several that are part of The Future of the CMO/CXP Executive Education Series. An educational series hosted by OnMessage.
----
Culture: The Byproduct of Your Story and Strategy.
To truly develop a culture that creates value, lasting
business results and a differentiated customer experience,
executives need to rethink how culture is formed. It’s
not about Ping-Pong tables, free lunches and cool office
spaces. It’s about clarity. Clarity in the company’s story —
and in the company’s strategy.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Culture is the byproduct of your story and strategy in action.James O'Gara
Culture used to be a soft concept. It used to be something the executive team would only pay attention to when the business environment grew toxic. In today’s world, this is changing — and in a big way. Forward-thinking executives now view culture as the surest way to establish a competitive advantage because of its direct impact on the customer experience. And, as a result, they also realize the role culture plays in the financial performance of the business.
Of course, not all executives get it. Many still see culture as an HR issue. They still separate it from the company’s overall go-to-market strategy and story, and view it as something that is built in isolation. Executives with this point of view rarely develop a culture that positively impacts employee engagement, the customer experience or business results.
This paper explores why executives must redefine how they view and manage culture; the pivotal role a company’s story and strategy play in culture development; and how winning cultures are built.
Sherrie Suski defines culture, explains what it entails and how to maintain it with regard to startup companies. Sherrie Suski is an experienced HR professional and the current Vice President of Human Resources at BlueCava.
Culture: The Byproduct of Your Story and StrategyJames O'Gara
This presentation is one of several that are part of The Future of the CMO/CXP Executive Education Series. An educational series hosted by OnMessage.
----
Culture: The Byproduct of Your Story and Strategy.
To truly develop a culture that creates value, lasting
business results and a differentiated customer experience,
executives need to rethink how culture is formed. It’s
not about Ping-Pong tables, free lunches and cool office
spaces. It’s about clarity. Clarity in the company’s story —
and in the company’s strategy.
The state of your culture is in fact, the state of your customer experience.James O'Gara
Studies show that most companies separate culture initiatives from their business strategy and story. They separate it from the employee and customer experience. The fact is, culture is the byproduct of your story and strategy in action. The words and actions of every employee embody your company’s story and strategy. So the real question is, what is the state of your go-to-market story and strategy? What message are you sending to your employees? What message are you sending to your customers? Executives must understand that words matter. More specifically, executives must acknowledge that the message behind the company’s story and strategy will play a significant role in the type of culture that takes root inside the business. This presentation explores why executives must redefine how they view and manage culture; the pivotal role a company’s story and strategy play in culture development; and how winning cultures are built
Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.
Follow these top tips to get your company culture headed in the right direction. For more check out the Benefits Blog: http://austinbenefits.com/getting-started-company-culture-infographic/
“I think she’ll fit well into our company.”
“His experience was stellar, but he just wouldn’t be a good fit.”
These phrases are frequently used to describe candidates and whether they will – or won’t – “fit” into an organization’s culture. But what does culture fit really mean? Is there a better way to determine how well a candidate will fit than simply having a good feeling about whether they’ll mesh well? And, how do goals of hiring for culture fit complement—or conflict— with other goals such as diversity or hiring for skills?
This article will explore these questions and provide qbest practices.
Corporate Culture Presentation 2 24 11Cindy Gordon
How succinctly do your actions, strategies and communications depict your intended corporate culture? How clear are your mission, vision and values? Are all members of your organization acting in accordance with your values? Do you monitor the impact your culture is having on your employees, customers and potential customers?
Your corporate culture is the foundation of your company - the message of who you are, what you stand for and what makes you unique from your competitors. Because of its significance, it is vital that your culture impacts its audience as intended.
This presentation will offer an increased understanding and awareness of:
- The importance of having a codified corporate culture;
- The significance of having business strategies that supports your corporate culture;
- The difference between an authentic culture and a marketing-based culture;
- How your corporate culture is perceived by others;
- The "unsaid rules" in your organization that are really formulating your corporate culture.
&samhoud is a world-class, vision-driven, usual unusual consultancy firm that creates sustainable and measurable value for employees, customers, shareholders and society.
&samhoud creates value in a holistic and integrated way. We implement entrepreneurship in organisations as well as energy for lasting change and connection. Through consultancy, process facilitation and connecting people in organisations we help everyone to work based on a clear vision that provides direction. In addition, we ensure alignment of the vision, strategy, brand, leadership and team, culture and execution. This leads to value creation that is measurable and sustainable.
Culture used to be a soft concept. It used to be something the
executive team would only pay attention to when the business
environment grew toxic. In today’s world, this is changing
— and in a big way. Forward-thinking executives now view
culture as the surest way to establish a competitive advantage
because of its direct impact on the customer experience.
And, as a result, they also realize the role culture plays in the
financial performance of the business.
Of course, not all executives get it. Many still see culture as
an HR issue. They still separate it from the company’s overall
go-to-market strategy and story, and view it as something that
is built in isolation. Learn why this is not a winning formula.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Strong Core Values are the cornerstone of successful Organizations. At Open-i Advisors we guide companies through uncovering their corporate values and leveraging them for everything from hiring and employee onboarding to sales and marketing.
Advantage Group International Culture ManifestoCristina321121
Great corporate cultures aren’t created by accident—they require intention and commitment. Our new Culture Manifesto is designed to unite our global business behind our common purpose, while honouring our shared values and goals. Learn more about what it is—and how it works—here.
We’re in a time of change where everyone is finding their ‘new normal’. Now more than ever, employees are certain of what truly matters to them, while employers require a consistent and clear message which focuses on attracting, retaining and engaging talent.
Building your Employer Brand is crucial not only for recruitment purposes but also to position yourself in the minds of the wider community. Therefore, as a leader, you must create an effective employer brand and employee value proposition that truly reflects your organisation’s perspectives.
How do you go about this? Communication.
The happenings across the business landscape can make it easy to feel overwhelmed and lose focus on what truly matters. However, acting decisively through the right methods of communication – with empathy and authenticity – gives your organisation a competitive edge and presents you as a better short- and long-term solution for lasting connections and loyalty.
In this deck, you will learn why employer brand is a big deal and how intentional you should be about it. You will also learn;
• The fundamentals of an employer brand
• The right ways to communicate your Employer Brand
• What the ‘Communication Hattrick’ is and its importance in projecting your Employer Brand
• Why you should take action now
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
More Related Content
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The state of your culture is in fact, the state of your customer experience.James O'Gara
Studies show that most companies separate culture initiatives from their business strategy and story. They separate it from the employee and customer experience. The fact is, culture is the byproduct of your story and strategy in action. The words and actions of every employee embody your company’s story and strategy. So the real question is, what is the state of your go-to-market story and strategy? What message are you sending to your employees? What message are you sending to your customers? Executives must understand that words matter. More specifically, executives must acknowledge that the message behind the company’s story and strategy will play a significant role in the type of culture that takes root inside the business. This presentation explores why executives must redefine how they view and manage culture; the pivotal role a company’s story and strategy play in culture development; and how winning cultures are built
Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.
Follow these top tips to get your company culture headed in the right direction. For more check out the Benefits Blog: http://austinbenefits.com/getting-started-company-culture-infographic/
“I think she’ll fit well into our company.”
“His experience was stellar, but he just wouldn’t be a good fit.”
These phrases are frequently used to describe candidates and whether they will – or won’t – “fit” into an organization’s culture. But what does culture fit really mean? Is there a better way to determine how well a candidate will fit than simply having a good feeling about whether they’ll mesh well? And, how do goals of hiring for culture fit complement—or conflict— with other goals such as diversity or hiring for skills?
This article will explore these questions and provide qbest practices.
Corporate Culture Presentation 2 24 11Cindy Gordon
How succinctly do your actions, strategies and communications depict your intended corporate culture? How clear are your mission, vision and values? Are all members of your organization acting in accordance with your values? Do you monitor the impact your culture is having on your employees, customers and potential customers?
Your corporate culture is the foundation of your company - the message of who you are, what you stand for and what makes you unique from your competitors. Because of its significance, it is vital that your culture impacts its audience as intended.
This presentation will offer an increased understanding and awareness of:
- The importance of having a codified corporate culture;
- The significance of having business strategies that supports your corporate culture;
- The difference between an authentic culture and a marketing-based culture;
- How your corporate culture is perceived by others;
- The "unsaid rules" in your organization that are really formulating your corporate culture.
&samhoud is a world-class, vision-driven, usual unusual consultancy firm that creates sustainable and measurable value for employees, customers, shareholders and society.
&samhoud creates value in a holistic and integrated way. We implement entrepreneurship in organisations as well as energy for lasting change and connection. Through consultancy, process facilitation and connecting people in organisations we help everyone to work based on a clear vision that provides direction. In addition, we ensure alignment of the vision, strategy, brand, leadership and team, culture and execution. This leads to value creation that is measurable and sustainable.
Culture used to be a soft concept. It used to be something the
executive team would only pay attention to when the business
environment grew toxic. In today’s world, this is changing
— and in a big way. Forward-thinking executives now view
culture as the surest way to establish a competitive advantage
because of its direct impact on the customer experience.
And, as a result, they also realize the role culture plays in the
financial performance of the business.
Of course, not all executives get it. Many still see culture as
an HR issue. They still separate it from the company’s overall
go-to-market strategy and story, and view it as something that
is built in isolation. Learn why this is not a winning formula.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Strong Core Values are the cornerstone of successful Organizations. At Open-i Advisors we guide companies through uncovering their corporate values and leveraging them for everything from hiring and employee onboarding to sales and marketing.
Advantage Group International Culture ManifestoCristina321121
Great corporate cultures aren’t created by accident—they require intention and commitment. Our new Culture Manifesto is designed to unite our global business behind our common purpose, while honouring our shared values and goals. Learn more about what it is—and how it works—here.
We’re in a time of change where everyone is finding their ‘new normal’. Now more than ever, employees are certain of what truly matters to them, while employers require a consistent and clear message which focuses on attracting, retaining and engaging talent.
Building your Employer Brand is crucial not only for recruitment purposes but also to position yourself in the minds of the wider community. Therefore, as a leader, you must create an effective employer brand and employee value proposition that truly reflects your organisation’s perspectives.
How do you go about this? Communication.
The happenings across the business landscape can make it easy to feel overwhelmed and lose focus on what truly matters. However, acting decisively through the right methods of communication – with empathy and authenticity – gives your organisation a competitive edge and presents you as a better short- and long-term solution for lasting connections and loyalty.
In this deck, you will learn why employer brand is a big deal and how intentional you should be about it. You will also learn;
• The fundamentals of an employer brand
• The right ways to communicate your Employer Brand
• What the ‘Communication Hattrick’ is and its importance in projecting your Employer Brand
• Why you should take action now
Similar to Cracking The Culture And Mission Statement Code (20)
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
Organisations will easily lose high-quality talent if there are few career advancement opportunities available to them. According to a study, two out of three employees have considered leaving their jobs due to a lack of opportunities for skills development or career advancement.
As such, professional growth remains at the top of many employees' minds, and career pathing is a critical tool that you, as an employer, can use to facilitate that growth.
Providing them with clear-cut career development requires a commitment to clarifying pathways for growth. Hence, by giving you a clear understanding of your employees' needs and aspirations, career pathing can also make internal recruitment and succession planning much easier.
In this deck, you'll understand why you should prioritise career development for your team.
You'll also learn
• The benefits of career pathing to your team
• Four (4) proactive steps you can take to create an effective career pathing
• The crucial role of career pathing in your organisational success.
Organisational success today depends on effective communication and collaboration with individuals from cultures with varying beliefs and practices. Indeed, with the workforce increasingly comprised of people of varying cultural backgrounds, leaders must now prioritise the significance of cultural competence in the workplace.
Ensuring cultural competence at every level of your organisation cannot be understated. While cultural disparities can manifest in different ways, as a leader, you must build deep and nuanced cultural competence skills and education to accurately spot, address and alleviate the various scenarios that can arise.
Failing to recognise the importance of cultural competence or not acting to improve it can lead to cultural negligence. There are a few things to consider to ensure your organisation is on the right track.
In this deck, you'll understand the importance of building cultural competence in the workplace.
You'll also learn
• The three (3) dimensions of Cultural Competence in the workplace
• Key strategies to build a culturally competent workforce
• Major benefits you stand to gain by having a culturally competent team.
Maintaining a skilled workforce and the best-fit employees is crucial as a business owner striving to meet your objectives and expand. To ensure this is the case, it is important to regularly assess your team's skill sets to determine if current levels align with the requirements for business success and industry standards.
The less aligned your employees' skill sets are, the more likely you'll struggle to meet your desired business objectives. As such, deploying skills gap analysis can be a valuable tool to assess current skill sets and reveal how big the gap is.
By identifying these areas, you can proactively address skill deficiencies and enhance workforce readiness.
In this deck, you'll learn the importance of Skill Gap Analysis in organisational success.
You'll also learn
• How to perform an effective Skill Gap Analysis.
• Most effective solutions to address employees' skill gap
• Modern applications of the Skill Gap Analysis tool.
Employee empowerment is one of the relatively recent philosophies in the workplace – some others being remote and hybrid work, work-life balance, etc - but has been shown to contribute immensely to business success when implemented effectively.
Employee empowerment gives your workforce the confidence to be their best selves and is a great way to retain top talent.
As a leader, you have an important role to play in improving your employee empowerment and making it a part of your organisation's culture.
In this deck, you’ll gain knowledge on the importance of employee empowerment in the workplace.
You’ll also learn
• The impact of employee empowerment on your bottomline.
• How you can implement an effective employee empowerment strategy on an organisation-wide level
• How you can support your employees’ personal and professional development?
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
In the face of fast-paced market competition, organisations are continually seeking ways to thrive, and business process outsourcing (BPO) has emerged as an effective strategy for staying ahead of the curve.
Every business, regardless of size, requires BPO to free their in-house teams from the burden of repetitive tasks. As such, this strategy enables you to prioritise core business functions without incurring costs on front and back-office processes.
BPO can be valuable for achieving operational efficiency, however, you should approach it with a clear understanding of both its advantages and potential pitfalls. By doing so, you can harness it to gain a competitive edge and thrive in an ever-evolving marketplace.
Without leveraging a third-service partner, your businesses may struggle to keep up with increasing demands, limiting your potential and hindering your ability to thrive in today's competitive market.
In this deck, you'll better understand what Business Process Outsourcing means and its scope.
You'll also learn
• The key reasons why many organisations are turning to BPO services
• What your organisations stand to benefit by leveraging BPO services
• Seven (7) key considerations before choosing a BPO partner.
Employees are the bedrock of every organisation and are largely responsible for business success. However, many organisations lose their best hands due to the inability of leaders and senior management to appreciate and value them.
Ultimately, this leaves employees disengaged and dissatisfied – factors contributing to employee loyalty. While committed employees go above and beyond to deliver results that impact business growth, there's an evident lack of motivation and interest when you don't appreciate them or show you want the best for them.
Fostering employee loyalty is not without its challenges. At a time when employees change jobs frequently and voluntarily, as a business leader, you must develop a work environment where loyalty is factored.
In this deck, you'll uncover five (5) effective tips to foster or improve employee loyalty in your organisation.
You'll also learn
• The key factors that contribute to Employee Loyalty
• The Impact of Employee Loyalty on Business Success
• How you can measure Employee Loyalty in your organisation.
Effective leadership plays a critical role in creating a positive workplace culture. At the heart of this is the "leadership shadow," concept which refers to your capacity to shape your team members' perspectives through your actions, behaviours, and values.
Your values and behaviours invariably make an impression on your teams, and your employees are most likely to follow suit. As such, understanding the intricacies of your influence allows you to identify areas of improvement and ensure you build a positive leadership shadow.
As a leader, a well-defined and authentic leadership shadow is also an important step in your personal and professional growth, as it allows for better self-awareness and the ability to make more mindful and effective decisions.
In this deck, you'll learn seven (7) key tips on how you can improve or develop your leadership shadow.
You'll also learn;
· What the concept of a Leadership Shadow entails
· Goldman Sachs Leadership Shadow Model
· Prominent qualities of an effective Leadership Shadow.
Workplace success not only lies in professional expertise but also in an integral understanding of factors like corporate politics. It's the 'phenomenon' that shapes decision-making and influences relationships in the workplace.
In its simplest form, corporate politics is about the differences between people in the corporate environment, working together and competing for success.
Corporate politics has positive and negative aspects, as it can lead to either a constructive collaboration or a toxic workplace. The onus is learning how to manage and navigate corporate politics effectively to ensure individual and organisational growth.
In this deck, you'll learn the impact of corporate politics in the workplace.
You'll also learn;
• The root causes of workplace politics within teams
• Key strategies to effectively navigate workplace politics
• Your role as a leader in managing corporate politics in the organisation.
Cracking the Business Communication Code.pptxWorkforce Group
Communication is critical in everyday communication, and this translates into the workplace. Be it verbal, non-verbal or written communication, effective communication is essential to the success of your business venture.
Effective communication affects processes, efficiency and productivity, and while it may seem like an intangible skill, developing proper communication guidelines and strategies is important to foster inclusivity and a healthy workplace culture.
Of course, business communication is held to a higher standard than everyday communication; as such, the consequences of misunderstandings are weighty. How, then, do you improve communication skills and processes in the workplace?
In this deck, you’ll learn the impact of effective business communication on business results and goals.
You’ll also learn
· The major challenges that effective business communication can solve.
· Barriers that affect effective communication.
· 7C’s of effective business communication
· Key ways to implement effective business communication
These two opposite concepts are not just personality traits among employees; they are general outlooks that influence how they approach tasks and perceive the world. You may have noticed that some employees are enthusiastic about work while others show an indifferent, casual or negative disposition.
However, understanding how to balance these contrasting perspectives is important for your team to cultivate a more positive outlook, increase collaboration and drive business growth.
Ultimately, the goal is to be flexible and ensure the right balance to create a notable impact on work performance.
In this deck, you will gain insights into the intricacies of both mindsets.
You’ll also learn
•The significant differences between both mindsets
•How to ensure collaboration between optimistic and pessimistic personalities
•How to strike a balance for productivity and growth.
Despite the increased demand on businesses from clients and customers alike, many organisations remain in the dark on the significance of workplace innovation as the most important aspect of a business.
Innovation is the pillar of creativity and invention for a successful business, ensuring the improvement of services, products, processes or results that stand out in the marketplace and drives business growth.
As a result, business leaders must prioritise creating an environment that provides employees opportunities to be creative and develop their forward-thinking capacities. Your organisation must constantly stay innovative if you want to remain competitive and profitable.
In this deck, you will learn the importance of innovation to your business success.
You will also learn,
•What an innovative workplace entails
•How to drive workplace innovation in your organisation
•Simple, yet exciting ways to reward innovative employees
Cracking the Learning Management System Code.pptxWorkforce Group
In today's learning landscape, the Learning Management System (LMS) plays a critical role in enhancing the learning process for employees, business leaders and senior executives looking to upskill or gain knowledge to remain relevant and sustain a competitive advantage.
Mastery of the LMS can be a game-changer as it empowers educators to design captivating courses to engage learners through interactive content, quizzes, and multimedia resources. Among the several benefits of this deck, it allows learners to access course materials, quizzes, and assignments regardless of location and time.
In this deck, you will learn the importance of an LMS as a tool in today's digital revolution.
You will also learn...
What a Learning Management System (LMS) is?
Reasons why your organisation needs an LMS.
Why it will benefit your organisation.
Cracking the Accountability Vs Responsibility Code Main .pptxWorkforce Group
We live in a time where improved productivity and business results are critical for organisations to succeed. As such, the importance of Responsibility and Accountability for managers and their teams cannot be overstated.
When your employees don’t have enough responsibilities or feel the need to be accountable for their actions, business results will be affected, and the organisation will suffer. On the other hand, the wrong balance between accountability and too many responsibilities can also yield negative impacts.
In this deck, you will understand the meaning of these fundamental terms and how to achieve remarkable results by effectively embracing these two concepts.
You will also learn
•Significant differences between Responsibility and Accountability
•Benefits of both actions of your organisation
•Most effective ways to build Responsibility and Accountability in the workplace.
Are challenging conversations causing unnecessary stress and discomfort? Imagine being able to navigate these tough discussions with confidence and poise, fostering understanding and cooperation.
Difficult conversations are an inevitable part of life, both personally and professionally. Whether you’re dealing with conflicts, delivering constructive feedback, or addressing sensitive topics, mastering the art of communication can turn these challenges into opportunities for growth.
In this deck, you will understand the importance of having difficult conversations.
You will also learn,
• Sources of difficult conversations at the workplace
• Negative and positive outcomes of difficult conversations
• How to manage a difficult conversation
• Tips for business leaders to navigate a difficult conversation
The right employees with the ownership mentality remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape.
An ownership mentality is the conviction that one is responsible for the standard and result of their own labour.
Encouragement of this mindset among teams and individuals within the workplace can help to foster a culture where everyone feels valued for their efforts and is dedicated to the success of the company.
When imbibed, this mentality can increase employees' sense of commitment to their jobs in your organisation. They are not simply cogs in the machine, but rather partners in the success of the organisation. They are motivated to go the extra mile, take initiative, and solve problems creatively.
In this deck, you will learn how to help your organisation remain profitable and stay competitive with individuals with the right mindset – An ownership mentality.
You’ll also learn,
• How imbibing the ownership mentality can benefit your employees
• How your role as a business leader can foster an ownership mentality
• Ways to engender the ownership mentality among employees
• The impact of the ownership mentality on your employees and the overall welfare of your organisation.
Forward-thinking organisations are constantly on the lookout for the right leaders to help drive growth and stay competitive.
To stay top of the mind means having the right leader at the helm of affairs. It doesn’t matter the depth of your investment, with the wrong set of leaders,your organisation will struggle.
You sure want a leader that can inspire employees and serve as a rallying point.
The right leadership remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape. Therefore, securing the right leadership for your organisation is imperative.
In this deck, you will learn how to help your organisation to scale and remain competitive with the right leadership.
You’ll also learn,
• What today’s leadership entails
• What it means to be a Collaborative leader
• Six reasons to adopt a Collaborative leadership style
• The benefits of Collaborative leadership to your organisation
The most prosperous organisations in recent years have carefully redirected their resources to concentrate on essential business operations.
A different approach to running your organisation will ultimately result in underutilising your resources, counterproductive behaviour, and uneven business growth.
The ability to recognise the crucial areas for their expansion and profitability and how they direct the appropriate resources there distinguishes the top organisations.
These organisations deliberately make sure they achieve their business objectives by outsourcing their labour needs to manpower-outsourcing professionals who share their values and vision.
In this deck, you will learn how your business can benefit from manpower outsourcing and how it can serve your business better.
You will also learn;
1. The benefits of manpower outsourcing.
2. Methods to get the right manpower outsourcing service provider.
3. Tailored strategies to apply when searching for a manpower outsourcing service provider.
4. Recommendations for manpower outsourcing.
Cracking The Talent Attraction and Retention CodeWorkforce Group
The quality of your talent plays a pivotal role in determining your company’s success. It is not enough to have a great vision and killer strategies; without the right people in the right positions, your progress will be limited.
Hiring and retaining top talent must be a top priority for your organisation if you want to thrive in your field.
The most successful companies and organisations worldwide understand the importance of having the right people on board even before formulating their strategies. They recognise that their plans and aspirations are unlikely to materialise without a skilled and capable workforce.
These companies prioritise talent acquisition and retention as a fundamental aspect of their business strategy.
In this deck, you’ll learn why attracting and retaining exceptional talent is the foundation for achieving their strategic goals and ensuring long-term success.
You’ll also learn;
1. The strategic importance of hiring and retaining top talent in today’s business world
2. The knowledge and skills necessary to prioritise talent acquisition and retention for organisational success
3. How to create a talent-centric organisational culture
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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https://viralsocialtrends.com/vat-registration-outlined-in-uae/
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
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Business Valuation Principles for EntrepreneursBen Wann
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Kyiv PMDay 2024 Summer
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Youtube – https://www.youtube.com/startuplviv
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
2. What is a Mission
Statement
A mission statement is a concise explanation of the
organisation's reason for existence. It describes the
organisation's purpose and its overall intention.
The mission statement supports the vision and serves
to communicate purpose and direction to
employees, customers, vendors and other
stakeholders.
3. Key Component Of A Mission Statement
C
Your USP
The key market
STEP A
Who is your target
audience?
To which group are you
offering goods and/or
services that would find
them beneficial?
STEP B
Outline your contribution.
This is the products and/or
services that your business
or organisation offers to
solve a problem.
STEP C
What makes your goods
and/or services unique and
why consumers should
purchase it from your business
or organisation over others
that sell similar items in your
industry.
A B
Your contribution
Read More: Understanding The Difference Between Leadership And Management
4. Who Crafts the organisation’s Mission statement?
1
2
3
This is very common in large organisations. In this case, the
mission statement is developed by a group of cross functional
senior executives.
The Leadership Team
The mission statement is written by the specialists by imagining
the organisational chart, the different departments and
managers, and employees at different levels. This is referred to
as view from afar style
The HR, Consultants or Marketing Gurus
This type of mission statement is typical with small businesses,
where everyone gets to contribute to writing the mission
statement. This is often called Death by one thousand edits.
By Everyone
5. Examples Of Mission Statement From Top Brands
"Google's mission is to organize the
world's information and make it
universally accessible and useful.”
Google
"To serve consumers through online
and physical stores and focus on
selection, price, and convenience."
Amazon
“Our mission is to empower every
person and every organization on the
planet to achieve more.”
Microsoft
6. Why is Mission statement Important?
6
To communicate to employees what the
purpose of their work is: All businesses need a
mission statement to ensure your employees
clearly understand the purpose behind what
drives their work every day.
To unite your leadership team in a single
direction for the company: A company mission
statement is critical to effectively planning your
business strategies, making product decisions.
To use in your company branding, especially
when recruiting new employees: A company’s
mission statement can become the bedrock of
all marketing and advertising, which grabs the
attention of candidates and customers alike.
7. So, a practical mission statement serves
both as an internal and external
communication instrument, and it should
be designed to inform clients and
investors.
But also, it should focus and motivate employees and
leadership. It should actively inform the way people treat
one another within the organisation and set a standard
for the quality of work-life. This in turn has an effect on
the workplace culture.
8. What is Workplace
Culture?
Organisation culture is the character and personality of your organisation.
It's the environment you create for your employees and the sum of your
organisations' traditions, interactions, attitudes, values and behaviours.
Culture is the single most important ingredient in any company’s success.
A healthy workplace culture aligns the company policies and employee behaviours
with the company's goals while focusing on the well-being of individuals.
A positive workplace culture is so important Because it attracts talent. It drives
engagement and retention. It impacts happiness and satisfaction, and it definitely
impacts performance.
Read More: Driving The Culture Of Learning In A Youthful Workforce
10. Collectivism Culture
Individualism Culture
Individualism Versus Collectivism Culture
An individualist workplace culture, also
known as organizational individualism,
emphasizes the contributions and unique
qualities of the individual.
In such a culture, employees earn
recognition for their personalities,
qualifications, competencies and specific
contributions.
Employees in an individualist workplace
culture may feel that they have the liberty to
inject their personal qualities into their
work.
Vs
A collectivist workplace culture emphasizes the
needs and accomplishments of the group
rather than of its individual members. The
primary focus in such a culture is the greater
good of the organisation, or at least that of the
team.
A workforce with a collectivist mentality is more
likely to attribute their successes and fortunes
to the efforts of a group, even if particular
members were mainly responsible for the
outcome.
11. Low Power Distance
High Power Distance
High Power Distance Verses Low Power Distance
The high power distance cultures is one
that focuses on not addressing your
superior by their first name or even to
contact them directly.
You would usually speak and negotiate
with people on the same level as yourself
and report back one level above you so that
your managers can take the discussions
further. Titles, job names and seniority (both
age and within the company) are important.
A high power distance culture encourages
bureaucracy and support rank and authority.
Vs
In a low power distance culture, you can expect
that people will be more informal in
communicating with each other, the titles
wouldn’t be as important, you are likely to be
fine addressing people by their first names,
even if they are far more senior than you.
It’s also more common to be able to ‘skip the
hierarchy level’ and ask for things directly from
people two or three levels above you in the
organisation.
12. Immediate Orientation
Future Orientation
Future Orientation Vs Immediate Orientation Culture
In the future orientation culture, emphasis is
typically stronger on planning for the future,
anticipating future consequences.
Avoiding impulsive actions and behaviors. Vs
In the immediate orientation culture, People are
encouraged to take chances and try new things.
There’s an acceptance of being impulsive
because it’s seen as being necessary for the
freedom to express creativity.
13. Relationhsip-oriented Culture
Task-oriented culture
Task-oriented Culture Vs Relationship-oriented Culture
Task-orientated culture is a business culture
in which the business focuses on tasks that
need to be performed in order to meet
certain goals, or to achieve a certain
performance standard.
This culture is dedicated to finishing task as
a way to show respect, professionalism, and
willingness to be a part of the team.
The emphasis is all about getting work done
and being productive, and socialising at
work is kept to a minimum so that people
stay on task.
Vs
A relationship-oriented culture is defined by
the fact that it understands customers. As the
culture grows, relationships, cooperation and
communications improve as well.
The supply chain becomes more effective,
modernised and alert to rapidly changing
markets, technology, and customer needs.
So, externally, what this might look like is that
with clients and customers, you do a lot of
socialising to build rapport and trust first, and
business comes after. Closing the deal isn’t the
first priority, but establishing relationships that
will last more or less over time.
14. Importance of a Workplace Culture
01
02
03
04
05
When employees are happy and satisfied with their job,
they work harder. Even though organisational culture can
slowly become less obvious to employees, it’s still
ingrained in their daily work efforts.
It Increases Productivity
Companies with strong organizational cultures tend to
have smoother onboarding experiences. This is because
there are repeatable systems in place to ensure new
employees have access to the resources they need. .
Smoother Onboarding
A company's organisational culture represents its
public image and reputation, and tend to attract
more business and job candidates with similar values
who support their mission.
Increase Brand Identity
A well defined culture motivates and
inspires employees to be more
engaged in their work duties and
interactions with others
It Increases Employee
engagement
A strong company culture attracts
better talent and, more importantly,
retains that talent.
Increases Employee
retention
15. Implementing a set of values that are easy to understand helps
employees grasp what the business actually stands for. It tells
them what to be passionate about in order to progress within the
organization, guiding them through their daily role and
encouraging them to act in a specific manner. This helps
employees make the right professional decisions, ones that align
with the brand’s mission statement.
How then do you integrate the mission statement into your
culture?
How to Integrate Culture and
Mission Statement
Read More: How To Build A Learning And Development Culture In Your Company
16. 1. Encourage
transparency
Trust is an essential part of any relationship,
and between an employer and employee is
no different. The actions of the
organisation are interpreted by those
within it, creating a workplace climate that
could be positive or negative.
When a business is transparent, it shows
workers that you value their opinion and
aren’t hiding anything significant. This
honesty increases confidence in the
organisation’s direction, a connection to
the leadership team, and high employee
engagement.
Providing meaningful insights around the
business progression shows the employees
that their hard work is appreciated.
17. 2. Encourage
Resilience
Change is constant. Businesses have
upward trends, and they have downturns.
Building a culture of confidence within the
workforce is essential, particularly when it
is backed up by resilience.
Nobody knows what the future holds, but
when employees are comfortable within
an organisation, they are less likely to
panic and jump ship in a period of
unforeseen difficulty.
Strong internal communications
encourage employees to push
boundaries, trust in the company’s vision,
and builds up a better connection with
the workforce.
Read More: How To Build Leadership Skills In Your Employees
18. 3. Be passionate
with clear direction
One of the most indispensable qualities for
the workforce is passion; it creates an
atmosphere of commitment and ambition.
Employees that take pride in their daily
roles take the time to understand the
business goals. It encourages teamwork
and collaboration with colleagues.
A passionate workforce will make it much
easier to explain any upcoming business
decisions or changes.
A strong internal communication strategy is
the first step to cultivating a passionate
culture.
19. 4. Develop a
smooth
onboarding
process
Onboarding is the first introduction that
new starters get to the company and its
values. Whether trained in-person or
remotely, it is a chance for the business to
shout about what really matters to them.
It provides an opportunity for the new
hire to be immersed in the culture, the
new role, and with their team.
Once onboarding has ended, the
introduction to culture doesn’t end there.
The new hire needs to start practicing
what they have learned and may need
further support in their daily role.
Read More: How Hiring and Onboarding Impacts Employee Engagement & the Bottom Line
20. 5. Make the
mission easy to
understand
Try to avoid jargon and buzzwords when
creating company mission statement. These
often don’t express the organisation’s
personality or tone of voice in the correct
manner.
Evaluate the business’s core beliefs and
drive them through the workforce to
maintain the same ethos and passion.
Communicate the mission and values
internally, and make sure they are reflected
in the everyday happenings of the
organisation.
21. Culture defines a work environment, and without values, businesses
struggle to understand where their ethos lies.
Whatever the approach to building, embedding and monitoring
culture, it is vital to ensure that the values and expectations are
consistently applied throughout the organisation. Failure to do so
may expose the organisation to risk, potentially resulting in
significant reputational damage.
Therefore, managers and leadership are encouraged to pay rapt
attention to being able to be very clear and specific about what the
culture of your organisation is, so that you can do a better job in the
hiring process.
In Conclusion
23. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing
24. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria