Culture Summit 2017: Making the Business Case for Culture Initiatives
Speaker: Marta Riggins, Global Director, Brand Marketing at LinkedIn Talent Solutions
Learn more at http://www.culturesummit.co
Culture Summit 2018 - Culture in Everything You DoCulture Summit
Core values matter. They support the company mission, help shape the culture, and reflect what is important to the company. They are the essence of a company’s identity and serve as its cultural cornerstones.
From the first interview to the last day of work, employees should understand that the company core values form the basis for every decision they make.
Cat Lee, Head of Culture at Pinterest shares how Pinterest weaves its mission and core values into every aspect of their employee experience.
Interested in learning more? Visit www.culturesummit.co
Culture Summit 2015- Defining The Components of Your Culture with Emily Tsian...Culture Summit
If the boy scouts have a field guide for navigating the outdoors, by golly, there should be a field guide for traversing workplace culture. Join CLx Co-Founders, Emily Tsiang & Josh Levine, in breaking down your organization's culture using the Culture Code, a field guide for people creating the future of work.
To view this talk and learn more please visit http://www.culturesummit.co
Culture Summit 2019 - Building an Equitable Company at Scale and How "Diversi...Culture Summit
It would be hard to miss that "diversity" is a hot topic in tech, but all of that talk hasn't done much to move the needle over the last few years. What if our language and approach were a part of the problem? Join Atlassian's Global Head of Diversity & Belonging Aubrey Blanche to gain a better understanding of how Atlassian is building a equitable company at scale, and has increased the hiring, representation, and retention of women, underrepresented people of color, and teammates over 40 over the last 4 years.
Learn more at www.culturesummit.co
- The document discusses building an organizational culture at scale by clearly defining the company's purpose, values, and ensuring leadership buy-in and support of people initiatives.
- It emphasizes that top talent wants to work for great leadership and organizations want to hire leaders that attract top talent. Companies with better leadership and clearly defined culture reportedly perform twice as well as their peers.
- The document provides suggestions for rating leadership buy-in and culture definition, and committing to consistent culture and leadership partnership going forward.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
This document outlines a methodology called the DH Model for envisioning and moving an organization's culture from real to ideal. The DH Model focuses on defining core values and aligned behaviors, applying the science of happiness through positive habits and levers, cultivating higher purpose, and considering culture from the perspectives of individuals, teams, and community. It provides exercises to analyze an organization's current and ideal culture by comparing it to animals and habitats. The goal is for organizations to shift from being designed like machines to living, growing ecosystems that produce happy employees and customers, leading to business success.
How Culture Can Define The Success of Your Startup - even though you feel that you have too much on your plate as an entrepreneur, it is never too early to define your company culture. Everything you do in business is determined by how well you defined your company culture.
Culture Summit 2018 - Culture in Everything You DoCulture Summit
Core values matter. They support the company mission, help shape the culture, and reflect what is important to the company. They are the essence of a company’s identity and serve as its cultural cornerstones.
From the first interview to the last day of work, employees should understand that the company core values form the basis for every decision they make.
Cat Lee, Head of Culture at Pinterest shares how Pinterest weaves its mission and core values into every aspect of their employee experience.
Interested in learning more? Visit www.culturesummit.co
Culture Summit 2015- Defining The Components of Your Culture with Emily Tsian...Culture Summit
If the boy scouts have a field guide for navigating the outdoors, by golly, there should be a field guide for traversing workplace culture. Join CLx Co-Founders, Emily Tsiang & Josh Levine, in breaking down your organization's culture using the Culture Code, a field guide for people creating the future of work.
To view this talk and learn more please visit http://www.culturesummit.co
Culture Summit 2019 - Building an Equitable Company at Scale and How "Diversi...Culture Summit
It would be hard to miss that "diversity" is a hot topic in tech, but all of that talk hasn't done much to move the needle over the last few years. What if our language and approach were a part of the problem? Join Atlassian's Global Head of Diversity & Belonging Aubrey Blanche to gain a better understanding of how Atlassian is building a equitable company at scale, and has increased the hiring, representation, and retention of women, underrepresented people of color, and teammates over 40 over the last 4 years.
Learn more at www.culturesummit.co
- The document discusses building an organizational culture at scale by clearly defining the company's purpose, values, and ensuring leadership buy-in and support of people initiatives.
- It emphasizes that top talent wants to work for great leadership and organizations want to hire leaders that attract top talent. Companies with better leadership and clearly defined culture reportedly perform twice as well as their peers.
- The document provides suggestions for rating leadership buy-in and culture definition, and committing to consistent culture and leadership partnership going forward.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit
In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
From Real to Ideal: Envisioning and Moving Toward Your Best Culture [Culture ...Delivering Happiness
This document outlines a methodology called the DH Model for envisioning and moving an organization's culture from real to ideal. The DH Model focuses on defining core values and aligned behaviors, applying the science of happiness through positive habits and levers, cultivating higher purpose, and considering culture from the perspectives of individuals, teams, and community. It provides exercises to analyze an organization's current and ideal culture by comparing it to animals and habitats. The goal is for organizations to shift from being designed like machines to living, growing ecosystems that produce happy employees and customers, leading to business success.
How Culture Can Define The Success of Your Startup - even though you feel that you have too much on your plate as an entrepreneur, it is never too early to define your company culture. Everything you do in business is determined by how well you defined your company culture.
Culture Eats Strategy for Breakfast - Dealing with Cultural Differences in Ka...LitheSpeed
This document summarizes a workshop on dealing with cultural differences in agile environments. The opening discussion defines culture and explains why it matters, providing several statistics about employee engagement. Common cultural challenges for agility are presented, such as different measurements of success between departments. Participants then selected a specific cultural challenge to discuss at their tables. They analyzed the current and ideal states and generated concrete strategies to transition from the current to the next target state, adding measures if time allowed. The document concludes with contact information for further information about the workshop.
How Company Culture Shapes Business Outcomes | Bennat BergerBennat Berger
Company culture is more than just having a ping pong table and the occasional happy hour. It’s the essence of a business: the pervasive vision, values, and systems pulsing within employees, management, atmosphere and more. Some like to call it the genetic code of a company, though in some circumstances it can be more malleable than that.
More and more, good company culture is being recognized as vital to a company’s success; on the flip side, toxic culture has been witnessed contributing to huge failures. Built into business at its most basic level, company culture is both the result of a company’s structure and the support that keeps it standing. It’s both an outcome of hiring choices, and the force that drives them. It’s a self-perpetuating cycle: a company shapes its culture and the culture shapes the company, over and over or all at once.
Talent Development for the New Age 10.22.19Andy Storch
I presented this to a group of business owners and managers at the Insights Association on 10/22/19. This is all about how to engage, develop and multiply your people to maximize productivity and profit.
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...Culture Summit
It's been proven that organizations who build and maintain a culture of creativity are more agile, engaged, innovative, and successful. Joshua Lavra, products lead at IDEO, shares the six key behaviors that build creative and innovative teams and include data and case studies that help conceptualize each behavior.
Interested in learning more? Visit www.culturesummit.co
While these big names are continuing to set example for others, there are also some other businesswomen. Insights Success has curated a list of “The 20 Most Successful Businesswoman to Watch, 2019
The document discusses how to make an organization's culture work for adopting agile practices. It recommends using Schneider's culture model to assess the existing culture and identify whether it is collaboration, control, competence, or cultivation oriented. Based on the dominant culture, certain agile practices like Kanban or software craftsmanship may be better fits than others to work with the existing culture rather than try to change it. The key is to adopt practices that are aligned with the organizational culture in order to facilitate a successful agile transition.
XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
WISDOM AT WORK: The Power of Personal Storytelling to Spark Insight, Breakthr...Mitchell Ditkoff
A workshop called Wisdom at Work is designed to help spark innovation in companies through the sharing of personal stories rather than traditional methods like data presentations or best practices. The workshop encourages leaders to tell stories from their own experiences about topics like creativity, breakthroughs, challenges, and learning moments that embed insights and knowledge to inspire others. Storytelling is highlighted as the most effective way to transmit meaningful messages and collective wisdom that can foster engagement, trust, collaboration, learning, and creativity in an organization.
She Who dares wins - Women in technology Discover the differenceLiz McGettigan
Liz McGettigan provides advice to women on developing leadership brands and careers in technology. She discusses establishing yourself as a valuable team player early in your career, then developing a reputation as an innovator and change agent at mid-levels. At senior levels, your brand should be known as a visionary leader who develops other leaders. McGettigan encourages women to find their niche, take risks, and get their brand and accomplishments visible through publishing, speaking, and participating in high-profile projects and committees.
Why Culture Can Be More Important Than Your Creative.
There comes a point in most creative firms where the work that your company is producing is credible enough that it speaks for itself; no one questions that the firm is talented and capable of handling most projects. In these periods of a company's creative development, the measure for whether or not a client wants to work with you is no longer predicated on how well you design—the decision becomes predicated on whether or not the firm is a "cultural fit." Rule29's, Justin Ahrens, explores why a company's culture is potentially the most important (and most elusive) element for success in the design (or any) industry and how to go about fostering the kind of company culture that employees want to be a part of and that clients want to work with.
The document discusses ways for managers to attract key talent. It recommends creating a fun working environment where creativity is valued. Managers should think of creative ways to entice potential employees and focus on interviewing only the best candidates rather than a large number. The culture should be considered when hiring to find candidates that are a good fit. It also advises having a succession plan and career pathing for current employees to show them the company cares about their future and increase motivation. Leadership and passion helps give credibility to an organization's mission.
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
Behavior, Intent, and Remote Company CultureSogolytics
What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses workplace readiness and the future of work. It begins by noting high unemployment rates in Nigeria, especially among youth. It then discusses the need to manage one's own career in a changing work environment. The bulk of the document provides guidance on career development, important workplace skills, the future of work, resumes and cover letters. It emphasizes skills like problem solving, communication, emotional intelligence, and adaptability that will be important for future careers. The document encourages developing new skills and behavioral flexibility to improve performance.
Culture Summit 2019 - How to Build a High Performing CultureCulture Summit
Jack Altman, CEO & Co-Founder of Lattice, will share actionable advice around how People Leaders can build a culture that drives businesses forward. He’ll share tactical lessons learned from working with 1,200+ companies who have built engaged and high-performing teams.
Learn more at www.culturesummit.co
This document discusses the future of workplace culture and how it will continue to evolve. Key points include: diversity and inclusion will be integral to innovation and success; artificial intelligence will automate tasks and require reskilling employees; results-based assessments will replace yearly reviews; data monitoring will need transparency; leadership will focus on cultural standards and trust; and giving back to communities will be important for business and attracting employees and customers.
Why non-profit "marketing" no longer just means "messaging". Non-profits must use their brand to drive innovation across the organization. Presentation from American Marketing Association (AMA) Non Profit conference on July 11, 2017.
Digital marketing is important for community developers to help local communities harness its power. It allows communities to help new people learn about opportunities and activities, build customer loyalty among changing generations, and adapt to population changes. Digital marketing is especially relevant now as 87% of US adults are online and 78% of small town America is online, with 67% of rural users on Facebook. Community developers should consider a variety of marketing mindsets and strategies to support local businesses, including educational and collaborative approaches, and tactics like Facebook, Google search, email, and video.
Culture Eats Strategy for Breakfast - Dealing with Cultural Differences in Ka...LitheSpeed
This document summarizes a workshop on dealing with cultural differences in agile environments. The opening discussion defines culture and explains why it matters, providing several statistics about employee engagement. Common cultural challenges for agility are presented, such as different measurements of success between departments. Participants then selected a specific cultural challenge to discuss at their tables. They analyzed the current and ideal states and generated concrete strategies to transition from the current to the next target state, adding measures if time allowed. The document concludes with contact information for further information about the workshop.
How Company Culture Shapes Business Outcomes | Bennat BergerBennat Berger
Company culture is more than just having a ping pong table and the occasional happy hour. It’s the essence of a business: the pervasive vision, values, and systems pulsing within employees, management, atmosphere and more. Some like to call it the genetic code of a company, though in some circumstances it can be more malleable than that.
More and more, good company culture is being recognized as vital to a company’s success; on the flip side, toxic culture has been witnessed contributing to huge failures. Built into business at its most basic level, company culture is both the result of a company’s structure and the support that keeps it standing. It’s both an outcome of hiring choices, and the force that drives them. It’s a self-perpetuating cycle: a company shapes its culture and the culture shapes the company, over and over or all at once.
Talent Development for the New Age 10.22.19Andy Storch
I presented this to a group of business owners and managers at the Insights Association on 10/22/19. This is all about how to engage, develop and multiply your people to maximize productivity and profit.
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...Culture Summit
It's been proven that organizations who build and maintain a culture of creativity are more agile, engaged, innovative, and successful. Joshua Lavra, products lead at IDEO, shares the six key behaviors that build creative and innovative teams and include data and case studies that help conceptualize each behavior.
Interested in learning more? Visit www.culturesummit.co
While these big names are continuing to set example for others, there are also some other businesswomen. Insights Success has curated a list of “The 20 Most Successful Businesswoman to Watch, 2019
The document discusses how to make an organization's culture work for adopting agile practices. It recommends using Schneider's culture model to assess the existing culture and identify whether it is collaboration, control, competence, or cultivation oriented. Based on the dominant culture, certain agile practices like Kanban or software craftsmanship may be better fits than others to work with the existing culture rather than try to change it. The key is to adopt practices that are aligned with the organizational culture in order to facilitate a successful agile transition.
XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
WISDOM AT WORK: The Power of Personal Storytelling to Spark Insight, Breakthr...Mitchell Ditkoff
A workshop called Wisdom at Work is designed to help spark innovation in companies through the sharing of personal stories rather than traditional methods like data presentations or best practices. The workshop encourages leaders to tell stories from their own experiences about topics like creativity, breakthroughs, challenges, and learning moments that embed insights and knowledge to inspire others. Storytelling is highlighted as the most effective way to transmit meaningful messages and collective wisdom that can foster engagement, trust, collaboration, learning, and creativity in an organization.
She Who dares wins - Women in technology Discover the differenceLiz McGettigan
Liz McGettigan provides advice to women on developing leadership brands and careers in technology. She discusses establishing yourself as a valuable team player early in your career, then developing a reputation as an innovator and change agent at mid-levels. At senior levels, your brand should be known as a visionary leader who develops other leaders. McGettigan encourages women to find their niche, take risks, and get their brand and accomplishments visible through publishing, speaking, and participating in high-profile projects and committees.
Why Culture Can Be More Important Than Your Creative.
There comes a point in most creative firms where the work that your company is producing is credible enough that it speaks for itself; no one questions that the firm is talented and capable of handling most projects. In these periods of a company's creative development, the measure for whether or not a client wants to work with you is no longer predicated on how well you design—the decision becomes predicated on whether or not the firm is a "cultural fit." Rule29's, Justin Ahrens, explores why a company's culture is potentially the most important (and most elusive) element for success in the design (or any) industry and how to go about fostering the kind of company culture that employees want to be a part of and that clients want to work with.
The document discusses ways for managers to attract key talent. It recommends creating a fun working environment where creativity is valued. Managers should think of creative ways to entice potential employees and focus on interviewing only the best candidates rather than a large number. The culture should be considered when hiring to find candidates that are a good fit. It also advises having a succession plan and career pathing for current employees to show them the company cares about their future and increase motivation. Leadership and passion helps give credibility to an organization's mission.
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
Behavior, Intent, and Remote Company CultureSogolytics
What can whales teach us about company culture? Is in-person work always better than remote work? How can you build the right culture with the right people? Learn more about behavior, intent, and culture, then get ready to reflect on your employee experience.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses seven ideas for effective leadership: 1) Developing a clear vision for the future that inspires and motivates people. 2) Leading by example and aligning actions with a company's values. 3) Engaging employees by listening to them and setting up feedback systems. 4) Measuring and increasing employee engagement to boost productivity, loyalty and profits. 5) Encouraging employees to challenge the status quo and revolutionize processes. 6) Creating other leaders within the organization rather than just followers. 7) Taking action to implement ideas rather than just discussing them. The document emphasizes that leadership is important for business success and providing inspiration, motivation and clear direction to employees.
This document discusses workplace readiness and the future of work. It begins by noting high unemployment rates in Nigeria, especially among youth. It then discusses the need to manage one's own career in a changing work environment. The bulk of the document provides guidance on career development, important workplace skills, the future of work, resumes and cover letters. It emphasizes skills like problem solving, communication, emotional intelligence, and adaptability that will be important for future careers. The document encourages developing new skills and behavioral flexibility to improve performance.
Culture Summit 2019 - How to Build a High Performing CultureCulture Summit
Jack Altman, CEO & Co-Founder of Lattice, will share actionable advice around how People Leaders can build a culture that drives businesses forward. He’ll share tactical lessons learned from working with 1,200+ companies who have built engaged and high-performing teams.
Learn more at www.culturesummit.co
This document discusses the future of workplace culture and how it will continue to evolve. Key points include: diversity and inclusion will be integral to innovation and success; artificial intelligence will automate tasks and require reskilling employees; results-based assessments will replace yearly reviews; data monitoring will need transparency; leadership will focus on cultural standards and trust; and giving back to communities will be important for business and attracting employees and customers.
Why non-profit "marketing" no longer just means "messaging". Non-profits must use their brand to drive innovation across the organization. Presentation from American Marketing Association (AMA) Non Profit conference on July 11, 2017.
Digital marketing is important for community developers to help local communities harness its power. It allows communities to help new people learn about opportunities and activities, build customer loyalty among changing generations, and adapt to population changes. Digital marketing is especially relevant now as 87% of US adults are online and 78% of small town America is online, with 67% of rural users on Facebook. Community developers should consider a variety of marketing mindsets and strategies to support local businesses, including educational and collaborative approaches, and tactics like Facebook, Google search, email, and video.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
This document discusses the evolution of philanthropy and the rise of social enterprise. It provides context on how traditional charity models have changed and new revenue and business models have emerged. Examples of social enterprise structures like B-Corps and social impact bonds are presented. The role of technology in connecting social enterprises and enabling new funding flows is also covered. Case studies and discussions are proposed to explore how traditional philanthropy intersects with social enterprise today.
Analysis Prioritisation Communication Day ThreeReuben Ray
1. The document discusses various aspects of business and culture including planning, communication, analytical thinking, stakeholders, customer journey, types of businesses, and driving values as culture.
2. It provides examples of company cultures like Starbucks, Apple, and Hyundai focusing on values, leadership, and transforming cultures.
3. The document examines frameworks for analyzing organizational culture like the Competing Values Framework and describes culture as a strategic asset that impacts performance when properly measured, communicated, and aligned.
The Best Culture Wins is a case study on how HR and management worked together to build the best culture in a competitive industry. Not only did their culture produce financial results in the top 1% for comparable companies, but they transformed the idea of how leaders define, measure and improve company culture. www.ourthreads.com
The document describes the activities of the EBI Network, which works to promote economic development in west central Illinois through four strategic themes: entrepreneurship, innovation, globalization, and sustainability. The Network operates entrepreneurship and globalization centers that provide resources and assistance to local businesses. It also manages an incubator to help startup companies. The entrepreneurship center educates and counsels individuals looking to start businesses through workshops, training programs, and one-on-one advising. The goal is to support entrepreneurship across the region and help turn ideas into successful businesses that will strengthen the local economy.
Through funding from the Ministry of Training, Colleges and Universities, Workforce WindsorEssex has had the opportunity to explore the non-profit sector and share what we have found with local elementary and secondary students.
This presentation highlights the benefits of working in a non-profit organization and the culture of the sector. It encourages those looking for work or planning to attend post-secondary to consider the non-profit sector as a viable career option.
Workforce WindsorEssex has had the privilege of presenting alongside representatives from the Association of Fundraising Professionals.
This document summarizes a presentation from The Social Conference 2015 that discussed how brand stories drive social media and vice versa. It included presentations from representatives of Vodafone, Spinnin' Records, Nuon, and CitizenM on how their organizations approach the relationship between their brand story, culture, values, and social media presence both internally and externally. The document outlined the various touchpoints where the brand and social media intersect, including advertising, content marketing, employee advocacy, and customer experiences. It emphasized that social media has become the total online brand experience and is the "brand heartbeat".
This document summarizes a presentation from The Social Conference 2015 that discussed how brand stories drive social media and vice versa. It included presentations from representatives of Vodafone, Spinnin' Records, Nuon, and CitizenM on how their organizations approach the relationship between their brand story, culture, values, and social media presence both internally and externally. The document outlined the various touchpoints where the brand and social media intersect, including advertising, content marketing, employee advocacy, and customer experiences. It emphasized that social media has become the total online brand experience and is the "brand heartbeat".
The document discusses the Business Scouts program, which aims to mentor youth and develop their skills to become entrepreneurs and future business owners. It outlines the core values of the program, which are commitment, respect, integrity, collaboration, growth, innovation and creativity. It also discusses the path members take from junior levels to becoming business owners themselves, developing skills like self-leadership, social presence, confronting challenges and mentoring others. The overall goal is to nurture critical thinking and problem solving skills to succeed in the business world.
The Change School provides holistic learning experiences to help individuals and organizations navigate change. It designs experiential programs to develop people's potential and encourage continuous learning. Case studies of companies like Zappos and Starbucks show how important company culture is to success, engagement, and performance. Lessons include hiring for culture fit, aligning culture with business goals, and prioritizing continued learning and appreciation. The Change School offers tools and programs to assess and improve organizational culture.
The 'not to' of digital transformation: The MS Society case study | Digital c...CharityComms
Sarah Jordan, digital transformation consultant and Alex Betti, head of digital and content, MS Society
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Buyer Personas are an integral part of a content marketing strategy. Use this simple guide to help you write your personas.
https://www.seedlingcreative.com/
This document discusses building reputation and brand differentiation for nonprofit organizations. It provides information on:
- The global nonprofit sector's large economic footprint and role.
- Factors that differentiate especially effective nonprofits, such as more effective boards and use of correct management procedures.
- How developing trust with stakeholders through integrity, competence and charisma can provide competitive advantages for nonprofits.
- The benefits of cause branding and social marketing campaigns for both nonprofits and partner companies.
Presented by Karen Luttrell and Kim Lear at the Editing Goes Global 2015 conference for writers and editors at the Metro Toronto Convention Centre on June 14, 2015. Covered opportunities for working with nonprofits and charities in Canada and tips for doing so successfully.
What has our brand got to do with our gossip culture?CharityComms
Kelly Smith, partner, NEO and Karin Tenelius, founder, Tuff Leadership Training
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Similar to Culture Summit 2017 - Making the Business Case for Culture Initiatives (20)
Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential...Culture Summit
In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result.
15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings.
Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey.
Learn more at www.culturesummit.co
Culture Summit 2019 - Future Practice: How to Actualize Future of Work Concep...Culture Summit
The big catch-phrase today is Future of Work. While the term is broad and open to many interpretations, there is truth to the fact that work is changing rapidly. People at all levels of the organization struggle with how to actualize "future of work" concepts into reality.
In this highly interactive session, you'll work in small groups to dive below the surface of Future Practice to explore the habits, norms and practices that will bring the Future of Work to life.
Future Practice is purposeful, meaningful, engaged, and innovative. Take steps today through real practice to move your teams forward. Indeed, the future of work is Future Practice.
Learn more at www.culturesummit.co
Culture Summit 2019 - Optimizing Remote Work (Workshop)Culture Summit
This document discusses optimizing remote work. It begins by defining common terms used for remote work like distributed, co-located, office-optional, etc. It then discusses trends in remote work like more companies allowing flexibility and remote options due to benefits like access to talent, lower costs, and increased productivity and retention. The document outlines some of the top challenges to remote work including issues with communication, belonging, fairness, trust, and growth. It then provides quick fixes for each challenge such as creating team playbooks, teaching about remote attribution errors, ritualizing face time, setting clear expectations, doing regular 1:1 meetings, and creating recognition tools. It concludes by having the reader self-assess their company/team on addressing
Culture Summit 2019 - Revolutionizing the Service Industry - A Culture Evolut...Culture Summit
Your company’s culture doesn’t turn toxic because of a few bad seeds. It turns toxic because leadership didn’t see or outright ignored the signs that something was amiss. When this happens, culture change becomes a very daunting task.
Efforts to do an immediate turnaround are inevitably a waste of time and energy. Instead, focus on evolving your culture over time so that the right infrastructure and foundation can be put into place.
In this case study presentation, Afeef Hussain, Regional Director of Talent at The LUX Resorts and Hotels, will share his insights on how The LUX Resorts saved its business from going bankrupt in just 12 months by evolving and revolutionizing the culture.
Learn more at www.culturesummit.co
Culture Summit 2019 - How to Make Your Culture SoarCulture Summit
As day one of Culture Summit concludes. This last session, led by executive coaches Robert Ellis and Michele Taipele of Futurosity, is a facilitated discussion meant for daily reflection, intentional networking, and knowledge sharing.
Explore and share innovative practices with your fellow participants as you learn a simple new framework for thinking about culture. In this highly interactive session, you'll form into small groups and draw on your own experience and learnings from the day to get to the heart of what makes great culture thrive.
Learn more at www.culturesummit.co
Culture Summit 2019 - Building an Intentional CultureCulture Summit
Culture is one of the most important factors in a company’s success or failure. When your culture strategy is carefully aligned with your business goals, you have an intentional culture.
Organizations that invest time and energy into creating an intentional experience higher employee engagement, increased organizational performance, and lower turnover.
In this opening session, Chris Pan, founder of MyIntent.org, will open the conference with an exercise to help attendees connect with each other through the power of intention. He will also walk through a framework on how you can build an intentional culture in your organizations.
Organizations that are purposeful about this culture strategy routinely outperform their competitors that lack focus in this area. If you want your people to collectively live your culture, it needs to become more than words on a website.
Learn more at www.culturesummit.co
Culture Summit 2019 - Recognition Techniques to Improve Team DynamicsCulture Summit
In today's war for talent, company efforts to optimize the workplace are as strong as ever. In the search for new ideas and innovative approaches, organizations could be overlooking one of the most easily executed strategies: employee recognition.
In any company, it's not uncommon for employees to feel that their best efforts are routinely ignored. Furthermore, employees who do not feel adequately recognized are twice as likely to quit in the following year. This element of engagement and performance might be one of the most significant missed opportunities for leaders and managers.
In this presentation, Alex Powell, Director of US Client Services at Reward Gateway, will discuss the science behind recognition and how a few simple tweaks to your recognition program can significantly enhance team dynamics.
Learn more at www.culturesummit.co
Culture Summit 2018 - The Whole Employee: How to Boost Employee Engagement an...Culture Summit
The Whole Employee – How to Boost Employee Engagement and Prevent Burnout workshop facilitated by Dr. Laura Hamill of Limeade. Interested in learning more? Visit www.culturesummit.co
Culture Summit 2018 - Using Culture to Unlock Your People's Potential WorkshopCulture Summit
This document discusses building a high-performing organizational culture. It begins by defining culture as a set of shared beliefs, values, experiences and ways of being. It then discusses the concept of fixed versus growth mindsets and how a growth mindset leads to higher achievement. Several frameworks are introduced, including the zone of genius/competence and Maslow's hierarchy of needs. The document advocates creating a compelling vision for an ideal culture and implementing rituals and practices like self-reflection, onboarding processes, and team retreats to bring the vision to life. The goal is to transform people into their best selves through a culture of fierce loyalty and high performance.
Culture Summit 2018 - Unleashing the Power in Every TeamCulture Summit
Atlassian recognizes that the ever-increasing complexity of work in our gig economy has thrust teams into a new role: they are the growth engines of business. The company has studied and worked with hundreds of teams over the years—technical and leadership, small and large, diverse and homogeneous. And along the way, Atlassian has learned a few things about what derails team health and performance and what empowers teams to stretch, fly and be the very best they can be.
Helen Russell, Chief People Officer at Atlassian, shares how she looks at team dynamics and best practices, and how to overcome issues including trust, clarity, communication, and prioritization. While research proves that the introduction of a diverse team member materially increases the impact of a team, Atlassian recognizes that to truly maximize team impact requires a greater understanding of what is going on at the individual level.
Interested in learning more? Visit www.culturesummit.co
The document discusses the results of a study on the effects of exercise on memory and thinking abilities in older adults. The study found that regular exercise can help reduce the decline in thinking abilities that often occurs with age. Specifically, aerobic exercise was shown to improve executive function and memory in adults aged 60-79 who exercised for 30-45 minutes three times per week over the course of a 6-month study period.
Culture Summit 2017 - From Real to Ideal: Envisioning and Moving Toward Your ...Culture Summit
Culture Summit 2017 Workshop - From Real to Ideal: Envisioning and Moving Toward Your Best Culture
Facilitators: Kelsey Wong, Coachsultant at Delivering Happiness and Kent Frazier, Chief Evolutionary Officer at Strength Scope
Learn more at http://www.culturesummit.co
Culture Summit 2017 - The Secret to Scaling Great Culture – Focus on Principl...Culture Summit
Culture Summit 2017 Workshop: The Secret to Scaling Great Culture – Focus on Principles and Not Rules
Workshop Facilitator: Clynton Taylor, founder of Clynton Taylor Consulting
Learn more at http://www.culturesummit.co
Culture Summit 2017 - A Neurobiological Approach to Building an Inclusive Cul...Culture Summit
Culture Summit 2017 Workshop: A Neurobiological Approach to Building an Inclusive Culture
Facilitator: Rajkumari Neogy, Founder of iRestart
Learn more at http://www.culturesummit.co
Culture Summit 2016 - The What, Why, and How of Using Data to Make Human Deci...Culture Summit
The document discusses a Gallup poll on the state of the American workplace in 2013. It also references a KPMG initiative where employees created posters with a higher purpose and a graph from Harvard Business Review from October 6, 2015.
Culture Summit 2016 - How to Scale Culture Through Growth with Natalie Baumga...Culture Summit
Scaling Culture Through Growth focuses on how company culture is the single biggest business lever, explaining 89% of performance and profitability. The goal is to provide what is needed to focus the company's bullhorn on culture, not just perks or feel-good initiatives, but how things are actually done.
Culture Summit 2016 - How to Scale Culture with Janelle Gale, VP of HR at Fac...Culture Summit
Janelle Gale introduces herself as working in Facebook People & Culture. She outlines Facebook's mission to make the world more open and connected through sharing on its family of apps and technologies. She lists five principles that guide Facebook: building social value, moving fast, being bold, being open, and focusing on impact. The document also lists many employee resource groups at Facebook and emphasizes that the company is social and strengths-based, embracing innovation.
Culture Summit 2016 - Creating a Purpose Driven Workplace with Author Adam "S...Culture Summit
The document discusses creating a purpose-driven workplace to engage millennial employees. It notes that millennials want meaningful work that reflects their interests and allows them to use their gifts to help others. The document recommends that companies pursue this by finding work that is financially viable and provides a community of believers to support employees' dreams. It also suggests that companies empower millennials by aligning work with purpose and values, providing mentorship and skills training, and allowing career exploration and flexibility. The goal is to transform employees and the world by designing a culture focused on purpose over just culture.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
8. “Everyone just needs to get their job done,
we don’t need to waste money on culture.”
-Executives Everywhere
9. Why is this Important?
• Culture & employee experience is a differentiator
• A strong culture makes you an “employer or choice”
• Happy, engaged employees = strong performance &
business results
10. Millennial Talent Landscape
*From the 2016 Gallup Report “How Millennials Want to Work and Live”
38%
Global
Perspective Diverse $ Constraints
“Job
Switchers” Least Engaged
11. What Matters Most to Millennials?
• Career development
• Strength-based performance
• Meaningful workplace connections
• Personal well-being
*From the 2016 Gallup Report “How Millennials Want to Work and Live”
18. Questions:
What is at the end of a rainbow?
Are or we human or are we dancer?
Do you know the way to San Jose?
Editor's Notes
-Hi, I’m Marta – 13+ years of mkt, media experience. Currently the Director Employee Experience & Mkt at Pandora
-Wife, mother, marker, and proud Oaklander.
-I recently joined LinkedIn, and was a client of LI’s for many years. I currently lead a team in the Talent Solutions Org which focuses on shaping LI’s B2B Brand, Original Content, Marketing Campaigns, Thought Leadership and the Talent Connect Conference, but ultimately we help to empower, elevate and celebrate the Talent and HR industry.
-Started in entertainment, worked in B2B and B2C Marketing for most of my career and at my last company Pandora where I spent nearly years, and transferred internally into HR where I was for nearly 5 years, building out the employer branding and employee experience function.
-At the time I joined HR, Pandora had 600 employees and was small, scrappy and felt like a start-up. When I joined HR, the company was about to it was about to double in size, had no careers site, no social handles, no internship program, no employer brand strategy and no one focused on the employee experience. When I left Pandora, they company had 2K+ employees and the company was viewed as a a top ‘employer of choice’ with great culture.
-I was asked to come here today to speak and provide some insights on how you can make the case for culture at your company based on my previous experience at Pandora and my current experience at LinkedIn.
Culture is a differentiator and makes your company a top employer of choice allowing you to engage, recruit and retain top talent
You want to remove obstacles, make the environment meaningful so that employees can focus on their jobs (ex: of Lizzie and LA Office)
When employees are engaged they aren’t looking for jobs, they are focused on theirs and acting as brand champions for the company
*Definition from the Webster's dictionary
-Company Mission
-Values
- Traditions
-Social Events
-Onboarding
-Environment
-Learning & Development
-Goal Setting
-The emotional feeling or “vibe” of an office
What is your companies culture or employee experience? How does it manifest itself? What are the values? Do you view employees as people and not simply as resources? What words or descriptors to people use to define the people or environment at the company ? I would describe LinkedIn as “thoughtful, kind, open, intelligent, hard-working, and fun.”
Words used to describe Pandora were “humble, kind, innovative, eclectic.”
We are hearing about culture and we know people think it’s important but there is often a disconnect b/w the value of ”having good culture” and investmenting in it.
Culture is a differentiator and makes your company a top employer of choice allowing you to engage, recruit and retain top talent
You want to remove obstacles, make the environment meaningful so that employees can focus on their jobs (ex: of Lizzie and LA Office)
When employees are engaged they aren’t looking for jobs, they are focused on theirs and acting as brand champions for the company
Best thing about HR & Talent Professionals, we LOVE to best practice share! (Give example of Spotify and Pandora)
Go take “culture tours” – key group across recruiting, HR, L&D, Facilities & Design) evaluated companies currently viewed as “employers of choice” in their respective industries (Zappos, Facebook, Twitter, Pixar, LinkedIn)
Easier to make a case when you can highlight peers or competitors are doing something you want to do.
Map out what is sacred at your company. Want events, traditions, values are most upheld by your employees and company and what should never go away even if you have to make budget trade-offs. At Pandora we decided early on that things that we would never compromise were our principles/values, giving back/VTO program, investment in people through L&D programs, monthly co. meeting, connection to music wherever possible and pizza at the HQ company meeting (tell story about pizza).
Outline what your key focus areas are and initiatives that have the biggest impact or if working with $ constraints, are low investment with “high-perceived value.” Volunteering is one example of this. Costs your company nothing, but the impact is strong and unites/brings ppl together.
Figure out how you can scale initiatives and bring in passionate employees to help (ex: Pandora EE Regional Committees, LI Culture Champions)
Have an open discussion with leaders that while culture may manifest itself organically, it is not maintained organically
Focus on larger impact “low cost-high perceived value initiatives. Give Sally Struthers example. (Give Examples of Small Investments of we made)
Start small and measure the impact. Combination of quantitative measurement like making lists/awards, employee testimonials/feedback and qualitative –employee survey data, LI engagement metrics for InMail, brand interactions, engagement index compared to peer set, social chatter. Pandora made the LI Top Companies list 2 years in a row-all based on the engagement metrics and data.