21st century business has evolved from believing “people are an asset” to understanding that it is how people work together that creates value. We wanted to find out what might be stopping leaders from seeing the importance of culture. And uncover common stories across the world where leaders have found ways to grow a culture - that grows a business.
The soft-skills needed for change-leadership are vital to move your organization forward. Learn a step-by-step process for getting buy-in for your next initiative.
The 7 Habits of Highly Effective Shared Service CentersChazey Partners
While the Shared Services model has several examples of success at delivering higher quality, lower cost, and improved control, many implementations still don’t perform at expected levels. This presentation explores some of the lessons we have learned from implementations around the world and provides ideas and tips for an optimal performance of your Shared Services Organization.
Within People - A Guide to Finding PurposeWithin People
How do you align your business to an authentic purpose? We help leaders around the world connect to their purpose, focus their business and deliver growth. This booklet was designed for leaders who want to find purpose but don’t know how to get started. And to help guide our clients in articulating their purpose in the most powerful way.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
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
Talent Wins” by Dr.Ram Charan, Dominic Barton, Dennis Carey
Most executives today recognize the competitive advantage of human capital, and yet the talent practices their organizations use are stuck in the twentieth century.
Typical talent-planning and HR processes are designed for predictable environments, traditional ways of getting work done, and organizations where "lines and boxes" still define how people are managed. As work and organizations have become more fluid--and business strategy is no longer about planning years ahead but about sensing and seizing new opportunities and adapting to a constantly changing environment--companies must deploy talent in new ways to remain competitive.
Turning conventional views on their heads, talent and leadership experts Ram Charan, Dominic Barton, and Dennis Carey provide leaders with a new and different playbook for acquiring, managing, and deploying talent--for today's agile, digital, analytical, technologically driven strategic environment--and for creating the HR function that business needs. Filled with examples of forward-thinking companies that have adopted radical new approaches to talent (such as ADP, Amgen, BlackRock, Blackstone, Haier, ING, Marsh, Tata Communications, Telenor, and Volvo), as well as the juggernauts and the startups of Silicon Valley, this book shows leaders how to bring the rigor that they apply to financial capital to their human capital--elevating HR to the same level as finance in their organizations.
Providing deep, expert insight and advice for what needs to change and how to change it, this is the definitive book for reimagining and creating a talent-driven organization that wins.
Happy reading & Learning
The soft-skills needed for change-leadership are vital to move your organization forward. Learn a step-by-step process for getting buy-in for your next initiative.
The 7 Habits of Highly Effective Shared Service CentersChazey Partners
While the Shared Services model has several examples of success at delivering higher quality, lower cost, and improved control, many implementations still don’t perform at expected levels. This presentation explores some of the lessons we have learned from implementations around the world and provides ideas and tips for an optimal performance of your Shared Services Organization.
Within People - A Guide to Finding PurposeWithin People
How do you align your business to an authentic purpose? We help leaders around the world connect to their purpose, focus their business and deliver growth. This booklet was designed for leaders who want to find purpose but don’t know how to get started. And to help guide our clients in articulating their purpose in the most powerful way.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
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
Talent Wins” by Dr.Ram Charan, Dominic Barton, Dennis Carey
Most executives today recognize the competitive advantage of human capital, and yet the talent practices their organizations use are stuck in the twentieth century.
Typical talent-planning and HR processes are designed for predictable environments, traditional ways of getting work done, and organizations where "lines and boxes" still define how people are managed. As work and organizations have become more fluid--and business strategy is no longer about planning years ahead but about sensing and seizing new opportunities and adapting to a constantly changing environment--companies must deploy talent in new ways to remain competitive.
Turning conventional views on their heads, talent and leadership experts Ram Charan, Dominic Barton, and Dennis Carey provide leaders with a new and different playbook for acquiring, managing, and deploying talent--for today's agile, digital, analytical, technologically driven strategic environment--and for creating the HR function that business needs. Filled with examples of forward-thinking companies that have adopted radical new approaches to talent (such as ADP, Amgen, BlackRock, Blackstone, Haier, ING, Marsh, Tata Communications, Telenor, and Volvo), as well as the juggernauts and the startups of Silicon Valley, this book shows leaders how to bring the rigor that they apply to financial capital to their human capital--elevating HR to the same level as finance in their organizations.
Providing deep, expert insight and advice for what needs to change and how to change it, this is the definitive book for reimagining and creating a talent-driven organization that wins.
Happy reading & Learning
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
Diversity, Equity & Inclusion - my perspectiveSimon Court
This is a topline view of how I approach DEI in today's world. My breadth of experience and creative strategy ensures the ability to create a true business strategy with DEI focused programs
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Peace First is embarking on a unique search for two Co-Chief Executive Officers to jointly lead the organization into its next phase of growth and development.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
For All Summit 2022: Accenture Focus SessionJustinBoo1
Hear from Accenture’s North America Inclusion and Diversity Lead as she shares a talent framework for building bold leadership and comprehensive action, thus creating an empowering environment that holds leaders accountable for measuring and progressing inclusion, while accelerating equity for all.
In this innovative book Jürgen Salenbacher shares his unique personal coaching method designed to develop creative thinking and innovation. The method, which originated as a career management tool, can be used by anyone who wishes to explore what they have to offer the world. In five succinct chapters Salenbacher reveals how to use brand positioning methodology to discover where to go next
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Ellis Laura Griffith, PhD Global Chief People Officer at ERM, began her CHRO journey with a memorable moment on the first day of her inaugural CHRO role, she was met with an unanticipated Q&A session. Given her background in consulting, Ellis was used to having the answers.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
Diversity, Equity & Inclusion - my perspectiveSimon Court
This is a topline view of how I approach DEI in today's world. My breadth of experience and creative strategy ensures the ability to create a true business strategy with DEI focused programs
Leaderonomics is a small organisation with big dream and ambitions. Although we may have only about 100 employees today, we are a small employer with a BIG heart and BIG goals and dream. REad on what we do with our employees to engage, excite and ensure they are committed to the cause.
Peace First is embarking on a unique search for two Co-Chief Executive Officers to jointly lead the organization into its next phase of growth and development.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
For All Summit 2022: Accenture Focus SessionJustinBoo1
Hear from Accenture’s North America Inclusion and Diversity Lead as she shares a talent framework for building bold leadership and comprehensive action, thus creating an empowering environment that holds leaders accountable for measuring and progressing inclusion, while accelerating equity for all.
In this innovative book Jürgen Salenbacher shares his unique personal coaching method designed to develop creative thinking and innovation. The method, which originated as a career management tool, can be used by anyone who wishes to explore what they have to offer the world. In five succinct chapters Salenbacher reveals how to use brand positioning methodology to discover where to go next
Today your brand is not determined by the Marketing or PR department but by the people who work for you and the customers who use your products and services. Your staff are your brand ambassadors so how do you build the right workplace culture that supports your brand and connects better with your target audience for business success.
Ellis Laura Griffith, PhD Global Chief People Officer at ERM, began her CHRO journey with a memorable moment on the first day of her inaugural CHRO role, she was met with an unanticipated Q&A session. Given her background in consulting, Ellis was used to having the answers.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
2. 2
21st century business has evolved from believing “people are an
asset” to understanding that it is how people work together
that creates value.
We wanted to find out what might be stopping leaders from
seeing the importance of culture.
And uncover common stories across the world where leaders
have found ways to grow a culture - that grows a business.
3. 3
A global conversation about culture
Within People believes there is a direct connection between the culture of an organisation and growth.
Our own purpose-led culture has been essential to scaling our partnership - now in our fourth year, we
have expanded across South Africa, Europe and North America.
We wanted to start a conversation with our clients and the wider global business community to uncover
how leaders use clarity, belief and confidence to build their business. These three areas are essential to
our practice:
• Clarity on your purpose, values and who you are as a distinct culture
• Belief in how to live your values and create the business you want
• Confidence to use culture to grow while tackling any perceived barriers to growth
As coaches we believe we have a role to play to listen deeply to leaders and support their journey. What
follows is not a research report - but an insight to how we see 21st century businesses being built.
This is what we heard.
4. 4
Who we spoke to:
We engaged 56 senior leaders interested in
how culture drives growth in businesses of
different sizes and sectors in South Africa,
North America, Europe and Asia.
Seniority
18 CEOs
18 Senior HR professionals
20 Directors / senior department heads
Sectors:
Finance 37% Retail 13%
Property 13% Services 33%
Non-Profit 4%
What we heard:
This report covers the themes that emerged:
Clarity: Leaders are consistent in their
understanding of the meaning of culture
Barriers: There are common misconceptions that
stop leaders around the world from seeing culture
as an asset
Belief: We heard seven learnings from leaders
who are successfully believing that culture drives
growth
Confidence: There is a journey to successfully
using culture to grow your business
6. 6
What we heard consistently from leaders in each of our markets:
Culture is “the way we do things”
It’s about:
Behaviour
What we share
How things feel
The energy of the workplace
The emotional connection we make
7. Culture is built on a
foundation of why your
business exists, and
how you operate.
Your “why” lives in your purpose. It can also
relate to your mission and vision.
“How” you operate lives in your values and
principles to create your unique way of being.
• 75% of the leaders we spoke to have defined
purpose and values in their organisation
• 20% do not have a defined purpose or values
• 5% have defined their purpose and values but
are not actively using them to engage their
culture
7
8. 8
What we also heard from leaders:
Culture is valuable in driving growth
9. We noticed leaders had
different motivations which
shaped how they viewed
culture.
And that leaders are becoming
more explicit about purpose-
driven leadership and cultures.
Intuition: Anchored in purpose
Value of culture: Leadership, purpose, courage
Inspiration: Seen it work
Value of culture: Alignment, belonging, trust
Logic: Organisations are groups of people
Value of culture: efficiency, differentiation,
scalability
‘Culture stems from your moral compass,
your values, your approach to life.’
Head of Sustainability - Property Development (Hong Kong)
9
11. 11
Myth:
Culture is just about
having a fun place to work
Culture is how we enjoy ourselves at work
and not what makes us successful.
It’s about bean bags, ping pong tables and
flexi-time. People stay when everyone is
nice.
Source of the myth:
This myth comes from a perception that joy
in the work place comes only from the
environment - not from the work itself.
12. 12
Myth:
Culture can’t be
measured
Culture is soft and fluffy and doesn’t
deliver tangible results.
It’s an HR thing. It is unrelated to
financial performance and measurable
outcomes. And since it can’t be
measured, it can’t be managed.
Source of the myth:
This myth comes from a perception that if
culture is hard to measure it can’t have
impact on performance.
13. 13
Myth:
Culture is used to make
people work harder
The value of building a strong culture
is in people going the extra mile, being
willing to work longer and harder to
deliver.
If we work harder we’ll do better than
the competition.
Source of the myth:
This myth comes from a feeling that being
busy means we are productive and growing.
14. 14
Myth:
Culture shouldn’t be
captured
If culture is written down it loses the
richness and magic.
Culture is more valuable if it’s mysterious
and hard to explain. Putting it into words
means other people can copy it.
Source of the myth:
This myth comes from a perception that
complexity is valuable. And a fear that if the
culture is clear we will have to hold ourselves
accountable to it.
15. 15
In our work coaching leaders we see a
consistent barrier to culture driving growth:
Fear
… of losing the business
… of trusting intuition
… of loss
… of irrelevance
… of losing control and power
… of accountability
… of losing value
… of dealing with people that aren’t a culture fit
… having the hard conversations
17. 17
Our conversations
uncovered seven
learnings from
leaders who have
successfully used
culture to grow
Culture starts with authentic leaders
Leaders bring people together to find
what is common in the culture
Personal stories build understanding
and meaning
Connection comes through
experiences
Strong cultures ask for commitment
Culture aligns to a vision of success
The work is never done
#1
#2
#3
#4
#5
#6
#7
18. 18
Learning #1
Authenticity
‘Leadership is about being, not doing. You have to
consistently embody the culture you are trying to build.
Never expect people to become something you are not.’
Partner - Services (USA)
19. Culture starts with
authentic leaders
Leaders define their culture through their
behaviours. And leaders can only really embody
culture if they personally buy into the value of it and
it is aligned to their personal values & beliefs.
“Respect” is a common value in many of the businesses
we spoke to. Leaders who show up to this authentically
can talk to small behaviours that are natural for them,
but are consciously lived: greeting people in the lift,
sticking to the parking policy even when inconvenient,
and not looking at their phones during conversations.
Personal alignment with the company’s values
means leaders can show up to them naturally and
transparently.
Learning #1
Authenticity
19
20. 20
'We are in a context of economic inequalities,
discrimination, and this can bring a negative culture into
the organisation. We are very conscious of this from the
start. We focus on values & culture and not skills when we
recruit. We ask questions about their vision in life and the
perfect company for them. '
CEO - Communications Agency (Philippines)
Learning #2
Cohesion
21. Leaders bring people
together to find what is
common in the culture
Clarifying purpose and values as a collective
process creates shared ownership and
accountability. Teams can build cohesion around
shared beliefs and motivations for the work they
are doing and the people they are serving.
Teams that come together to define their company
culture are able to see beyond what is different about
themselves as individuals and across functions to
reveal what connects them as a group. Connecting as
individuals creates a sense of belonging and builds
better performing cross-functional teams.
Investing the time to co-create culture builds
ownership and belonging.
Learning #2
Cohesion
21
22. 22
‘You can never write down what a culture means in every
situation. It must be internalised as that's the only way
people can live it. If you lock it down, you're asking people to
regurgitate it, rather than own it and love it.’
CEO - International Development Charity (UK)
Learning #3
Meaning
23. Personal stories build
understanding and
meaning
Giving people the opportunity to interpret the
company’s purpose and values, and what it
means for them, helps them to understand what
is personally relevant about the culture.
Organisations with significant cultural diversity
create spaces for people to talk to what the
company culture means to them and why it is
inspiring. They build a foundation of understanding
by allowing each person to share their personal life
stories, even building skills for listening and having
difficult conversations.
Values are a powerful tool to build awareness in
diverse environments.
Learning #3
Meaning
23
24. 24
Learning #4
Connection
‘It’s essential to find time to have the shared experiences
that ultimately shape your culture. In their first week, we had
new members of the team join everyone else in going
through the boot camp we offer our entrepreneurs.’
Program Director - Venture Capital (USA)
25. Connection comes
through experiences
Experiences help people connect emotionally with
culture and gain a much deeper and more
memorable understanding. Creating rituals, regular
off-sites, or recognition initiatives that are shaped
around your purpose and values help keep them
alive.
Businesses that become focussed on ‘what’ they do
and have lost connection with ‘why’ use experiences to
re-connect. This includes getting employees to
experience the product they produce through the eyes
of their customer, and then share how what they do
every day impacts on the lives of the people they serve.
Creating deliberate ways for people to experience
your culture builds depth of understanding.
Learning #4
Connection
25
26. 26
‘Our CEO was harsh with the top level. Senior leadership
needed to leave if they didn’t buy in.’
Divisional Director - Financial Services (South Africa)
Learning #5
Commitment
27. Strong cultures ask for
commitment
Getting people to define what your purpose and
values means to them is asking for commitment.
Leaders who have the difficult conversations
and deal with those that do not commit to living
the culture drive real change.
Accountability and commitment are particularly
important at the most senior levels of the
organisation. Often a divide can be created
between the senior levels and the rest of the
business, with visible privilege. Holding leaders
accountable reinforces who leaders serve.
When defining your values ensure that they are a
framework for accountability.
Learning #5
Commitment
27
28. 28
‘Every company has a culture. A culture can be managed and
changed. If as a leader you want to do something deliberate
in your organisation, you need to be specific about the
culture you need to arrive at your destination.’
Managing Director - Financial Services (South Africa)
Learning #6
Vision
29. Culture aligns to a vision
of success
Your culture needs to be inextricably linked to
the goal you want to achieve. This is a process of
getting clear on what drives performance in the
business, and how you create the value that
defines your success.
Businesses based on disruptive technologies need
to create the conditions for people to think
creatively fast. That might mean putting everyone
together so that they can communicate easily,
eliminate silos, see things that they otherwise miss
if the developers are in offices and only certain
people are on the factory floor.
Get clear on what you need to be great at to
succeed.
Learning #6
Vision
29
30. 30
‘If you release the potential of all your people, thats how you
grow. You must be prepared to make huge investments in
this - to create the conditions that help people to grow the
business’
Senior Director - Health Care (UK)
Learning #7
Patience
31. The work is never done Living your culture is constant. There are no
exceptions when you can temporarily put aside
your culture to deal with a crisis or particular
situation. In fact these moments define the
opportunity to bring a culture to life and either
build or erode belief in your culture.
In moments of financial pressure, organisations
with an ‘innovation’ value use this behaviour to
guide how they might see an opportunity to be
creative, rather than immediately cutting costs or
firing people.
As the leader use every opportunity - including a
crisis - to point to how culture is a guide.
Learning #7
Patience
31
33. 33
Clarity
Define your purpose, values and offer based on
the source of performance in your business and
on the value that you create.
Flags to look out for:
People reciting purpose and values, not internalising
and living them.
Practical first step:
Get your leadership team together to reflect on why
the business was created and define your purpose
statement. Explore Within’s “Guide to Finding
Purpose” for help!
34. 34
Belief
Start the journey of building belief and
embedding it in the business. Deepen the
meaning of your purpose and values with your
team.
Flags to look out for:
Increased complexity (detailed manuals and plans,
new visions, principles that are not aligned) rather
than more simplicity.
Practical first step:
Have teams explore each of your values and what
they mean to them personally. Make sure your
values are actionable behaviours that individuals
can live up to.
35. 35
Confidence
Understand real and perceived barriers and build
the leadership skills to overcome them
Flags to look out for:
Short term change, easily fizzling initiatives, and
people reverting to old ways rather than learning
and adapting.
Practical first step:
Look for places in the business where values are not
being lived - and how this is impacting on growth.
Explore with your team how living your values could
bring new opportunities for the business.
36. Visit us to find out more:
withinpeople.com
Within People is an international
partnership that helps people to
find their purpose and grow
This report was developed through conversations held in
2017 with senior business leaders in South Africa, UK,
France, USA, Canada, Hong Kong and Philippines. We
would like to extend our thanks to all that gave their time to
participate, and to Accelerate Cape Town for their support.