Across industries, workplace culture consistently plays a key role in attracting, engaging, and retaining talent. In contrast, organizations with strong defensive cultural norms are notorious for draining talent.
Organizations can move from crisis to creation. It’s all about choice. Using intention and inclusion—consciously and jointly changing, adapting, and improving—involves a five-step process.
Being an ally is not just a label or a moniker on a shirt. Allyship is action.
Successfully leading remote and hybrid teams requires different skills to ensure team alignment and engagement. There are some leadership styles that can be detrimental when applied to a remote or hybrid team, and you need to be proactive in addressing those issues before there is a cultural breakdown.
Organizations that want to hire and retain diverse talent often struggle to attract candidates in those demographics because the company’s existing structures and practices are driving away those it’s trying to attract. Part of the solution to this problem is integrating diversity, equity, and inclusion efforts into your team building processes.
For your organization to remain relevant, you may need to reconsider your reliance on physical space and the ways your managers and leaders support virtual and hybrid teams.
CPED instructor and author Shawn Belling’s latest book, Remotely Possible, provides strategic insights and tactical best practices that help organizations rethink their culture and harness the benefits remote/hybrid environments can bring.
Leaders should focus on building a positive, efficacious, and system-wide organizational culture that they and members can rely on and mobilize to address the array of specific challenges they will inevitably face.
In a roundtable conversation, clients from organizations of varying sizes and industries shared how they’re furthering their commitment to diversity, equity, and inclusion.
Before you take on a position at a new company, are you taking time to examine its culture?