Administrative Cohort Implementation Case Study 2021Lynn Walder
A current and relevant case study on the successful implementation of the Administrative Cohort Model by Senior Executive Assistant, Kimberly Cotton, at Jack Henry Associates.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
Administrative Cohort Implementation Case Study 2021Lynn Walder
A current and relevant case study on the successful implementation of the Administrative Cohort Model by Senior Executive Assistant, Kimberly Cotton, at Jack Henry Associates.
How to build High Performance Culture
Content: Why, How & Reward of High Performance Culture
presented in Indonesia HR Expo 2015
Jakarta, 11 Dec 2015
by Erwin Muniruzaman
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
“With great power comes great responsibility”
Taking responsibility is the first step towards leadership. One cannot exist without the other. Effective leaders do not manage people, instead they inspire, coach and enable the people they work with. Experience the difference with People-centric leadership as you put ‘people’ first in people management.
This presentation is used in interactive sessions that help managers with people responsibilities to honestly explore their leadership skills and equip them with the building blocks required to practice people-centric leadership. It’s time we shift our focus back on the people who make our teams and the organization a success story.
Chief of Staff to CEO – when, why and how to hire oneMelissa Taylor
What is the ROI of adding a Chief of Staff? At what point should a CEO consider this option? How should a candidate think about the role? This presentation is for both sides of the relationship, the CEO and the potential Chief of Staff, to think through what is a fairly ambiguous role and what objectives make sense.
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
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
Culture First: Day 2, HR's role in guiding organization designCulture Amp
Organizational design is touted as the "new work of leadership and HR," but what is it, and how can you start? In this presentation, August Public, the Org Design firm, will share their org design toolkit, and advice on which org design ideas are worth your time. You will walk away with the tools and mindsets to diagnose dysfunction and design solutions that increase engagement, efficiency, and effectiveness in your organization.
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Learn about the impact of engagement on your organisation and how to create an engaging work environment. Recognise the impact of generational differences and leadership on motivation.
Breakfast Buzz session June 2019: Building high performing teams.
In today's high-pace and diverse workplace, cohesive and effective teamwork provides organizations the ultimate competitive advantage. We all know that effective teamwork makes for a more fun and effective work environment, but how do we get there?
Bolstered by high levels of caffeine and purpose, his interactive session builds on Patrick Lencioni's The Five Behaviors of Cohesive Teams. We will present and discuss a simple roadmap and practical advice on how to improve organizational results by building truly cohesive and effective team in your business:
Learn how to build trust with individuals and teams
Learn benefits of healthy conflict
Learn how to help people fully commit to team goals and decisions
Learn how team members can hold each other accountable
Learn how to get the team to focus on important organizational results and make good decisions
“Strategies to Create Highly Motivated Leaders”
Dr. Leahcim Semaj
Annual Conference of the Joint Committee for Tertiary Education (JCTE)
Holiday Inn Hotel, Montego Bay, St. James
December 8 & 9, 2016
In this presentation, Antoinette Oglethorpe shares practical tools and questions for leaders, mentors and coaches to engage, retain and develop employees through career conversations.
To learn more, download your free ebook, It's Good to Talk! A Practical Guide to Career Conversations in the Workplace at www.antoinetteoglethorpe.com/good-talk-ebook
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
“With great power comes great responsibility”
Taking responsibility is the first step towards leadership. One cannot exist without the other. Effective leaders do not manage people, instead they inspire, coach and enable the people they work with. Experience the difference with People-centric leadership as you put ‘people’ first in people management.
This presentation is used in interactive sessions that help managers with people responsibilities to honestly explore their leadership skills and equip them with the building blocks required to practice people-centric leadership. It’s time we shift our focus back on the people who make our teams and the organization a success story.
Chief of Staff to CEO – when, why and how to hire oneMelissa Taylor
What is the ROI of adding a Chief of Staff? At what point should a CEO consider this option? How should a candidate think about the role? This presentation is for both sides of the relationship, the CEO and the potential Chief of Staff, to think through what is a fairly ambiguous role and what objectives make sense.
Taking the Pain Out of Performance Reviews | Webinar 12.11.14BizLibrary
“I love annual performance reviews!” Said no one ever. Performance reviews are a workplace “tradition” that’s just about universally despised. In this webinar we’ll discuss 4 keys to make the process less painful and more productive.
www.bizlibrary.com
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
Culture First: Day 2, HR's role in guiding organization designCulture Amp
Organizational design is touted as the "new work of leadership and HR," but what is it, and how can you start? In this presentation, August Public, the Org Design firm, will share their org design toolkit, and advice on which org design ideas are worth your time. You will walk away with the tools and mindsets to diagnose dysfunction and design solutions that increase engagement, efficiency, and effectiveness in your organization.
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Learn about the impact of engagement on your organisation and how to create an engaging work environment. Recognise the impact of generational differences and leadership on motivation.
Breakfast Buzz session June 2019: Building high performing teams.
In today's high-pace and diverse workplace, cohesive and effective teamwork provides organizations the ultimate competitive advantage. We all know that effective teamwork makes for a more fun and effective work environment, but how do we get there?
Bolstered by high levels of caffeine and purpose, his interactive session builds on Patrick Lencioni's The Five Behaviors of Cohesive Teams. We will present and discuss a simple roadmap and practical advice on how to improve organizational results by building truly cohesive and effective team in your business:
Learn how to build trust with individuals and teams
Learn benefits of healthy conflict
Learn how to help people fully commit to team goals and decisions
Learn how team members can hold each other accountable
Learn how to get the team to focus on important organizational results and make good decisions
“Strategies to Create Highly Motivated Leaders”
Dr. Leahcim Semaj
Annual Conference of the Joint Committee for Tertiary Education (JCTE)
Holiday Inn Hotel, Montego Bay, St. James
December 8 & 9, 2016
In this presentation, Antoinette Oglethorpe shares practical tools and questions for leaders, mentors and coaches to engage, retain and develop employees through career conversations.
To learn more, download your free ebook, It's Good to Talk! A Practical Guide to Career Conversations in the Workplace at www.antoinetteoglethorpe.com/good-talk-ebook
Deconstructing multiple sources of racial bias in recruitmentRenu Gundala
Recruitment campaigns often focus on a psychometric test’s adverse impact as the sole barometer for Diversity and Inclusion. However, multiple sources of bias exist, especially among multi-stage recruitment campaigns, which typically include an eligibility sift, psychometric test, pre-recorded interviews, and face-to-face interviews.
This webinar aims to highlight often-overlooked macro and micro sources of systemic bias against ethnic minority candidates using a real-world example from a large-scale recruitment campaign. You will gain an understanding of:
• Various ways bias can manifest within their recruitment processes, and
• What can be done to rectify unfair disadvantage at each stage?
HR Webinar: Technology Opens New Paths for HR and BusinessAscentis
Technology is EVERYWHERE! We see it in our work, in our personal lives, and certainly in HR. But can technology help HR guide and align the workforce to organization goals? Employers, HR, and workers will experience the newest technologies soon, can HR leverage it to the betterment of the organization’s culture?
Join us for a look into the trending technologies that are allowing HR to build new paths to workforce development and engagement.
We will examine the connection between the organizational directives, how the workforce can accomplish those goals through continuing collaboration and innovation, and how HR can be the change agent, using technology, to impact the working and personal lives of the worker. We will look into the life cycle of the worker and discuss the various technologies supporting of the various areas of Human Resources programs and what considerations might be needed to use that technology.
And lastly, we will look at the NEW corporation mission and structure that is taking hold across the globe.
Class #3 Systematic Design of HRD ProgramsThe Purpo.docxmccormicknadine86
Class #3: Systematic Design of HRD Programs
The Purpose of the HRD Effort
*
Lesson Topics What is purpose? How important is purpose? Formulating Purpose statementHow is the purpose of an HRD Effort clarified? What are the effects of organizational philosophy and culture on the purpose of the HRD Effort?
*
What is Purpose?Defines and guides the activities Announces where you are headed and why Leads to a comprehensive purpose statement
*
Sometimes called the mission-the reason for the organizations existence
Defines the activities the organization performs or intends to perform or the kind of organization it intends to be
In HRD purpose is synonymous with “Intention”
Advantages:
Guides design and developmental efforts
(b) Helps learners understand what they are supposed to learn
c. provide reason to evaluate the relative success
Gives people the sense that they know “where they are going”, “Why they are doing what they are doing”
For the total organization, the statement [of purpose] should include the broad identification of the type of operation for which it is responsible, its major areas of service, clientele or user groups, organizational approach, plus the philosophical basis for its operation
Purpose statement answers the questions
What is our business? What should it be?
What are the major parts of the business? What should they be?
(3) Who are the customers? Who should the organization be serving?
(4) How is the business presently meeting the needs of the each customer group? How should it be meeting those needs?
(5) What do managers believe about the business, customers and methods of operation? What should they believe?
Direct your primary attention to customers
How Important is Purpose?Contribution to:
Organization
Performance improvement Clarifies (solidifies) HRD’s purpose in the organization
*
Formulating Purpose Statement
Look at how well the HRD Effort is presently:Supporting strategic business plansMeeting future needs of managers & employeesHelping indiv. realize their career aspirationsContribute to formulation of SBP & HR plansProviding artificial experience of the futureFurnishing top mgrs w/ info. to use in planningHelping mgrs identify org’s strengths & weaknessesEducating managers about strategic thinking
*
Choosing An ApproachEach organizational setting is different. May to lead multiple approaches
Simultaneously
Sequenced
*
How is the Purpose of an HRD Effort Clarified?1) Begin with a formal purpose statement 2) Begin with existing relationships between HRD, SBP, and HR PlansChanging the purpose statement
*
What are the Effects of Organizational Philosophy and Culture on the Purpose of the HRD Effort?Philosophy of HRD
Organizational culture
7 major characteristics
*
Philosophy: beliefs about what we do and why we do it
Culture: shared values, beliefs and norms unique to one’s organizational setting
Organizational CultureIndividual autonomy ...
Are you looking for psychological safety training in Australia? Organizations need groups to work at their best, and one key to performance is psychological safety. EnHansen Performance provide psychological safety training Being able to show and employ one’s self without fear of negative consequences of self-image, status or career. For more detail please visit our website. https://bit.ly/3ChRdCL
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
Speaker: Johnny Lopez, MVP
Johnny Lopez is a Microsoft MVP and Microsoft Certified Trainer for the Core BTS Modern Workplace team. He is a passionate evangelist who delivers his professional experiences, technical expertise, and real-world Microsoft 365 content services and Power Platform experience to the technology communities.
Location (Online Only !!!) on Microsoft Teams: Microsoft Teams Meeting will send you the link when you register.
Date: Wednesday, June 15, 2022
Time: 11:00 am – 12:00 pm CST
For many organisations employee career development and career coaching is a missing component of their L&D strategy. The following SlideShare, presented in 2005, discusses the commercial driver for internal career coaching and some steps that can be taken to increase its effectiveness. In a world where the nature of work is changing daily, these lessons are more pertinent than ever.
Similar to Foundational Hierarchy of Successful Cultures (20)
Administrative Title Recalibration Initiative (Evolved Career Pathing for Adm...Lynn Walder
A newly designed title and expanded career pathing framework for the future of Executive & Business Operations. Framework includes 14 recalibrated titles, completely re-designed job descriptions and contacts for next steps of integration and maintenance.
Courageous Communication Article (By: Lynn Walder)Lynn Walder
My personal philosophy on how utilizing the style of courageous (yet compassionate) communication can improve relationships both personal and professional.
What You're Going to Learn
- How These 4 Leaks Force You To Work Longer And Harder in order to grow your income… improve just one of these and the impact could be life changing.
- How to SHUT DOWN the revolving door of Income Stagnation… you know, where new sales come into your magazine while at the same time existing sponsors exit.
- How to transform your magazine business by fixing the 4 “DON’Ts”...
#1 LEADS Don’t Book
#2 PROSPECTS Don’t Show
#3 PROSPECTS Don’t Buy
#4 CLIENTS Don’t Stay
- How to identify which leak to fix first so you get the biggest bang for your income.
- Get actionable strategies you can use right away to improve your bookings, sales and retention.
Best Crypto Marketing Ideas to Lead Your Project to SuccessIntelisync
In this comprehensive slideshow presentation, we delve into the intricacies of crypto marketing, offering invaluable insights and strategies to propel your project to success in the dynamic cryptocurrency landscape. From understanding market trends to building a robust brand identity, engaging with influencers, and analyzing performance metrics, we cover all aspects essential for effective marketing in the crypto space.
Also Intelisync, our cutting-edge service designed to streamline and optimize your marketing efforts, leveraging data-driven insights and innovative strategies to drive growth and visibility for your project.
With a data-driven approach, transparent communication, and a commitment to excellence, InteliSync is your trusted partner for driving meaningful impact in the fast-paced world of Web3. Contact us today to learn more and embark on a journey to crypto marketing mastery!
Ready to elevate your Web3 project to new heights? Contact InteliSync now and unleash the full potential of your crypto venture!
When listening about building new Ventures, Marketplaces ideas are something very frequent. On this session we will discuss reasons why you should stay away from it :P , by sharing real stories and misconceptions around them. If you still insist to go for it however, you will at least get an idea of the important and critical strategies to optimize for success like Product, Business Development & Marketing, Operations :)
Reflect Festival Limassol May 2024.
Michael Economou is an Entrepreneur, with Business & Technology foundations and a passion for Innovation. He is working with his team to launch a new venture – Exyde, an AI powered booking platform for Activities & Experiences, aspiring to revolutionize the way we travel and experience the world. Michael has extensive entrepreneurial experience as the co-founder of Ideas2life, AtYourService as well as Foody, an online delivery platform and one of the most prominent ventures in Cyprus’ digital landscape, acquired by Delivery Hero group in 2019. This journey & experience marks a vast expertise in building and scaling marketplaces, enhancing everyday life through technology and making meaningful impact on local communities, which is what Michael and his team are pursuing doing once more with Exyde www.goExyde.com
Salma Karina Hayat is Conscious Digital Transformation Leader at Kudos | Empowering SMEs via CRM & Digital Automation | Award-Winning Entrepreneur & Philanthropist | Education & Homelessness Advocate
1. “CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1
2
PROCESS SUPPORTED HR PHILOSOPHY3
LOCATION/
ENVIRONMENT5
4 COMMUNITY BUILDING
PERKS6
Foundational Hierarchy of Successful Cultures
TRANSPARENT INTERNAL COMMUNICATIONS
2. EMPLOYEE ROOT NEED ADDRESSED: Employment Meaning & Purpose
ATTRIBUTES: Simple (Clearly articulated); Authentic; Consistent;
Leadership Aligned & Decision-linked; Crisis-proof
IMPLEMENTATION:
• Utilized (and referred to often) as the main touch point for every
major strategic decision (especially difficult decisions)
• Integration into every Leadership Internal Communication (emails,
blogs, presentations, town halls, etc.)
• Explicit communication via Recruitment and On-boarding materials
• External communications tone/messaging (website, social media,
conferences)
“CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1
3. TRANSPARENT INTERNAL COMMUNICATIONS2
EMPLOYEE ROOT NEED ADDRESSED: Psychological Safety; Control; Trust
ATTRIBUTES: Honest; Authentic; Timely; Consistent; “Change Resilience vs.
Change Aversion”; Employee-led; Story-driven
IMPLEMENTATION:
• Leadership commitment to honest messaging (even when it is difficult news)
• Pre-defined cascading matrix (determined by type of content and needed speed
of delivery)
• Dedicated resourcing to a Communications position (even at start-up stages)
• Defined and robust process/relationships built between Leadership, Legal &
Communications functions
• Bi-annual Enterprise Alignment Meetings (similar to Senior Leadership Meetings)
• Pre-built timelines via a communications calendar with varied structured
methodologies to deliver timely and consistent communications (i.e. Monthly
CEO newsletter, Visual Monitors, intranet, Town Halls, etc.)
• Simple/speedy process for employee-driven communications with efforts to
integrate employee stories, experiences & views
4. PROCESS SUPPORTED HR PHILOSOPHY3
EMPLOYEE ROOT NEED ADDRESSED: Expectations & Accountability
ATTRIBUTES: Parity; Timely; Consistent; Process-driven, Behavior +
Impact-linked
IMPLEMENTATION:
• Competitive and wholistic employee compensation packages (including Equity)
• Competitive and wholistic employee benefits package (w/ focus on PTO)
• Training of ALL employees on behavioral interviewing techniques
• Explicit philosophy messaging via recruitment, on-boarding materials, and continued L&D
materials
• Leadership-championed Rewards & Recognition platform
• Robust and timely severance philosophy and implementation
• Hyper-focused & supportive development training mechanisms (especially for People
Managers)
• An explicit Diversity & Inclusion strategy (process-supported/measurable)
• “Reflective” Performance Management Systems (include HOW criteria, not just WHAT)
• Integration into every Leadership Internal Communication
(emails, blogs, presentations, town halls, etc.)
5. EMPLOYEE ROOT NEED ADDRESSED: Psychosocial / Emotional Safety
ATTRIBUTES: Belonging (not just inclusion); Trust; Empathy
IMPLEMENTATION:
• Programming that champions both internal community building and external
community connection (micro + macro).
• Mixture of both formal and informal events (Ex. Milestone Celebrations vs.
“Thirsty Thursday Trivia”
• Encourage a volunteer employee committee to help create, nurture and grow
organic networks / host unique events
• Explicit confidence and connection building aspects of onboarding process
(Ex: New Hire company intro emails, Ambassador programs, etc.)
• Formalized Mentoring Program
• Communication avenues to share employee interests/stories
• Life event acknowledgments (Birthdays, births/adoptions, retirements, etc.)
• IF BUDGET AVAILABLE: Creation of a Charitable Giving Committee
4 COMMUNITY BUILDING
6. EMPLOYEE ROOT NEED ADDRESSED: Psychosomatic Safety
ATTRIBUTES: Authentic; Values-aligned, Safe/Secure, Diversity Accessible,
(Natural Light if available)
IMPLEMENTATION:
• Alignment of locale/space with vision, mission, values alongside access to
pipeline talent
• Safe/Secure Access (Badge entry)
• Appropriate mix of private and collaborative working spaces
• Proactive review (and/or creation of) “inclusive work environments”
(Introverts vs. Extroverts / Disability accommodations/ Ergonomic &
Wellness accommodations, etc.)
• Branding integration through color, wall decor, furniture, etc.
ENVIRONMENT5
7. EMPLOYEE ROOT NEED ADDRESSED: Play / Fun / Peace of Mind
ATTRIBUTES: Authentic; Values-aligned; Employee-centric (but not necessarily
tied to work), Budget-appropriate
IMPLEMENTATION:
• Lifestyle-linked reimbursement as not associated with Benefits package
(Education, pet insurance, parental resources, onsite massage, etc.)
• Regularly hosted “free food & drink” events / healthy food vending
machines
• Dedicated “play-area” if space available – (puzzles, games, foozball,
etc.)
• Professional Membership reimbursement
• Sabbatical programming
• Employee Committee to submit relevant and creative opportunities
PERKS6
8. “CRISIS-PROOF” VISION / BUSINESS PHILOSOPHY1
TRANSPARENT INTERNAL COMMUNICATIONS2
PROCESS SUPPORTED HR PHILOSOPHY3
LOCATION/
ENVIRONMENT5
4 COMMUNITY BUILDING
PERKS6FundamentalRequirement
Critical
“NicetoHave”
Foundational Hierarchy of Successful Cultures