shackleford. a culture and coaching company.

When I talk to HR leaders, they face 1 of 4 challenges: 1. Challenge: They’re unsure if their organizational values are being lived out. Solution: Use tools like the 5CCA to measure how well your values are integrated into daily operations. Takeaway: Knowing where your culture stands helps identify gaps and reinforces your values throughout the organization. 2. Challenge: They feel their teams are disengaged and disconnected. Solution: Implement regular feedback and engagement surveys, and align cultural initiatives with these insights. Takeaway: An engaged workforce is more productive and loyal, leading to a healthier and more dynamic work environment. 3. Challenge: They see a high turnover but can't pinpoint the cultural issues causing it. Solution: Conduct in-depth cultural assessments to understand the root causes of dissatisfaction and turnover. Takeaway: Addressing the core cultural issues will help reduce turnover rates and save on recruitment costs. 4. Challenge: They face resistance when trying to implement cultural changes. Solution: Start with small, manageable changes that demonstrate quick wins and build momentum for larger transformations. Takeaway: Gradual implementation and visible successes help overcome resistance and foster a culture of continuous improvement. Ready to tackle these cultural challenges head-on? Start with a cultural assessment to gain clear insights and pave the way forward.

Is Your Company Overlooking Its Most Powerful Culture Marker? Leadership teams focus on the future but often have no narrative linking it to their past. Without a unifying story, change feels abrupt and arbitrary. People resist what they can’t understand. Yet, when history is used to connect past resilience with present challenges, it builds trust, identity, and purpose. #culture #leadership #peopleandculture #executivecoaching #leadershipdevelopment 🔔 Follow me ♻️ Repost

25K employees. $7B in combined market capitalisation. 4 Corporate Culture fails in 2024 so far (It's only November). How you build a strong company culture: → Conduct regular cultural assessments → Engage in open discussion → Align culture with strategic goals → Invest in leadership development → Monitor and adjusts cultural health continuously → Quantify the cost and revenue benefit of culture → Clearly understand collective values, beliefs and behaviours How leaders get on the front page news: → Ignore cultural health → Fail to address employee feedback → Misalign culture effort with business objectives → Neglect leadership training → Allow the symptoms to fester without intervention → Thinks: "that culture 'sh*t' is fluffy HR stuff" → Don't know what collective, values or beliefs mean So when the news breaks (yet again) remember: → No one at the exec level knows about it → Every employee knew at the time (including P&C) → Cue blue chip law firm to conduct a 'review' (yes really) Why? → No one can define it or build it (or can they?) → No one aligns it to the P&L (why not?) #culture #peopleandculture 🔔 Follow ♻️ Repost

Follow shackleford. a culture company. this 12 part series about Gen Z's impact on workplace culture. Part 9 on the the impact of social media. #culture #peopleandculture #genz 🔔 Follow ♻️ Repost

Sick and tired of your small business struggling to hit performance targets Many do, and it’s often due to an unexpected reason: a bad culture. The Culture Blind Spot for Small Businesses Our approach has helped businesses unlock better performance by tackling this head-on with a surprising insight: Culture isn’t complex—it’s a simple equation: c = p x c² (culture = purpose x conduct x compliance). No, it doesn’t require huge budgets or endless hours. Instead, focus on what’s within your control: Purpose: Align your team with a clear mission. Conduct: Reinforce trust through consistent behavior. Compliance: Create stability with clear boundaries. For example: An agency we worked with thought culture was "fluffy" until we simplified it. By aligning team behaviors (conduct) and ensuring policies were actionable (compliance), they saw a 15% boost in employee productivity within months. Why does this work? Because a bad culture has an outsized impact in small businesses, derailing performance fast. But when you align purpose, conduct, and compliance, the results cascade: engaged employees, better customer experiences, and stronger profits. So, how can you apply this to your business? What’s the biggest disconnect between your values and daily actions? Are your policies clear enough to empower employees, not confuse them? Does your team understand how their work connects to the company’s purpose? Start with a simple culture assessment. Look for gaps, align your levers, and watch the difference it makes. Key takeaway: Culture isn’t just for big corporations. It’s the moonshot opportunity that small businesses often ignore—and the secret to driving performance. Bonus Tip: We believe in this so much that we’re offering a free culture assessment for small businesses. Because once you see the difference, you’ll wonder why you waited so long.

Can AI and Culture Coexist? AI promises speed, precision, and efficiency, yet its task automation has challenges for essence of organisational culture - people, time and what they do.

Follow shackleford. a culture company. this 12 part series about Gen Z's impact on workplace culture. Part 8 on the use of AI in the workplace. #culture #peopleandculture #genz 🔔 Follow ♻️ Repost

I started working on culture assessments five years ago. (Steal my method for transforming culture into a business asset). It's not just about "values" and "mission statements." It's about using the “Understand, Intend, Act” strategy to build a culture that impacts your bottom line. After analysing cultures in many companies, here’s how culture change looks: - Intend with a clear vision that goes beyond feel-good slogans. - Act with accountability, so culture isn't just talked about; it's executed. - This approach recognises that culture isn’t a vague concept—it's a driver of business. - Understand where the culture stands, not just on paper, but through the experiences. Want to transform culture in your organisation? Start here: Understand cultural gaps with clear and simple assessments. Set intentions that link directly to business goals and metrics. Take real action that moves culture from words to tangible change. For example: If your culture lacks alignment, gather insights directly to understand disconnects. Use intention to create clear standards of conduct. Take action by linking cultural improvements to team-level performance targets. The point is simple: culture impacts performance—if you’re serious about it.

Ambitious Leaders, Beware: When Drive Turns Into Burnout. She came to me feeling defeated. Her ambition had always propelled her forward, but now it was leaving her exhausted. The increasing demands of her role made her question if this is what leadership feels like. If drive is the hallmark of success, why did it leave her feeling spectacularly unsuccessful? The most driven leaders are often the most vulnerable to burnout. They push themselves hard, rarely pausing to reflect or reset. Instead of recognising early signs, they equate their exhaustion with commitment.

Simplifying Culture for Small Businesses with an equation. Why do small and medium-sized businesses struggle with culture? Because they believe culture is too complex, costly, and only for big corporations. Here’s my simple formula to help you unlock performance through culture: c = p x c² (culture = purpose x conduct x compliance) The benefits of this approach: Increases performance and productivity. Boosts employee engagement. Strengthens financial results. Here’s how to think about it: Culture amplifies engagement, employees care. Engagement drives performance, improving outcomes. Performance impacts the bottom line, increasing profitability. Instead of relying on expensive surveys, try this: 1. Connect culture efforts to performance metrics. 2. Align employee conduct with your values. 3. Measure engagement effectively. 4. Embed compliance seamlessly. 5. Define your purpose clearly. By simplifying your culture strategy, you create a clear path from purpose to profit, making culture work accessible, actionable, and actionable for small businesses.