Culture@Heart

Culture@Heart

Personaldienstleistungen

We partner with organisations to create progressive workplace cultures

Info

We partner with organisations to create progressive workplace cultures to attract and retain the talent needed to drive business success. We usually meet organisations at an inflection point - where an intentional focus on culture will make the difference. ▶ We believe in a world where everyone can do work which is rewarding & fun! OUR SERVICES: 1. Workshops: ▶ Build Culture with Purpose: Short workshops for organisations and teams on New Work & Culture to inspire thinking & spark cultural change. ▶ Design Core Culture: Define your forever "Why” (Purpose), Values & Principles- really get to the cultural core & authentically define the essence of your company culture. ▶ Culture for Leaders: Leaders drive Culture and we run workshops to help leaders drive a high performing company culture. ▶ Team Building: A unique take on team building activities- have fun whilst building your company culture. 2. Cultural Transformation & Design: Bespoke work to map out your current culture, identify gaps and redesign as necessary. 3. Mentoring & Coaching for Leaders & People & Culture (HR) Teams. CONTACT US ✉️ Reach out to us at info@cultureatheart.com

Website
www.cultureatheart.com
Branche
Personaldienstleistungen
Größe
2–10 Beschäftigte
Hauptsitz
Remote
Art
Personengesellschaft (OHG, KG, GbR etc.)
Gegründet
2022

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Beschäftigte von Culture@Heart

Updates

  • Unternehmensseite von Culture@Heart anzeigen, Grafik

    301 Follower:innen

    We are excited to officially welcome you to Culture@Heart dear Tiziana! Looking forward to all the projects we work on together and all the successes we celebrate!

    Profil von Tiziana Heirich anzeigen, Grafik

    “Creating work environments in which everyone can develop their unique strengths”, Talent Management I Business Coach I

    A New Chapter Begins: Embracing Change with Courage What is „courage” ? 📣 /ˈkɜːrɪdʒ/ synonyms: braveness, spirit, boldness The word “courage” originates from the Latin root “cor,” which means “heart.” This etymology reflects the idea that courage is fundamentally about being true to one’s heart and values, especially in the face of fear or adversity. After more than six intense years as Senior HR Business Partner and Regional Talent Manager at #Reckitt, it’s time for me to embark on a new chapter in my life. During my time at Reckitt, I had the privilege of working with extraordinary talents and gathering invaluable experiences. I’m grateful for the support and encounters that fostered both my professional and personal growth. Sometimes, unexpected things happen and then it turns out, it was exactly at the right time - and maybe not so unexpected after all. These things may be the catalyst for new beginnings and opportunities that we might not have pursued otherwise. As the saying goes, “After 40, you are responsible for your face.” This resonates deeply with me now. There is nothing more courageous than following your inner voice and taking the plunge. Looking ahead, I’m excited to join Culture@Heart with Rike Stein, Meghan Kirkland & Frank Möller and embark on the mission of creating better workplaces for generations to come! So, if you are interested in creating a competitive advantage with a strong company culture, let’s talk. To my former colleagues at Reckitt: Thank you for the wonderful collaboration and support. I wish you all the very best in your future endeavours. Let’s stay connected! #NewBeginnings #CourageToChange #WorkLifeBalance #WomenInBusiness 

  • Unternehmensseite von Culture@Heart anzeigen, Grafik

    301 Follower:innen

    🎉 As we wrap up 2024, we want to wish everyone celebrating happy holidays and a great start into 2025! Reflecting on this year, it’s really been one of growth & opportunity. We’ve been lucky to work on incredibly interesting & meaningful projects with teams who know culture & people make the difference- something we never take for granted! Here’s to a happy, healthy and successful 2025 and continuing to create better workplaces for generations to come! Meghan, Rike, Frank, Tiziana #BuildCulturewithPurpose #Happy2025

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  • Culture@Heart hat dies direkt geteilt

    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    As a Gartner fan, I always look forward to their HR Leaders' priority report. It's no surprise to me that they highlight "𝐋𝐞𝐚𝐝𝐞𝐫 & 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭" as the top priority for HR leaders in 2025. The stats are telling: 💰 Despite 76% of organizations significantly updating their leadership development programmes and planning to increase spending, only 36% of HR leaders believe their organisation's current programmes effectively prepare leaders for future challenges. 𝐈𝐧 𝐭𝐨𝐝𝐚𝐲'𝐬 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭, 𝐰𝐡𝐞𝐫𝐞 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐚𝐧𝐝 𝐜𝐚𝐬𝐡 𝐚𝐫𝐞 𝐩𝐫𝐞𝐜𝐢𝐨𝐮𝐬, 𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐞𝐧𝐬𝐮𝐫𝐞 𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐧𝐭𝐞𝐫𝐯𝐞𝐧𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞? Here’s what I've noticed in how we operate: 🤝 𝐂𝐨-𝐜𝐫𝐞𝐚𝐭𝐢𝐨𝐧: We've increasingly collaborated with clients to co-create programmes based on real-life challenges faced by leaders. This shift has marked a significant change from when I started, and it's now rare for us to conduct a workshop without involving a co-creation workshop with the leader of the team or HRBP first. 🖼 𝐋𝐢𝐦𝐢𝐭 𝐭𝐡𝐞 𝐎𝐧𝐞-𝐎𝐟𝐟𝐬: Our approach to leadership development is normally always a journey with multiple, diverse touchpoints. We design programmes with various angles and elements to cater to different learning styles, moving away from isolated, one-off events. 📌 𝐓𝐞𝐚𝐦-𝐁𝐚𝐬𝐞𝐝 𝐈𝐧𝐭𝐞𝐫𝐯𝐞𝐧𝐭𝐢𝐨𝐧𝐬: Executive teams are coming together more frequently for leadership development and coaching as a joint, integrated approach. This allows them to contextualise real-life issues while also getting some exposure to any relevant theories. 🤸♀️ 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: The importance of peer support and feedback has grown significantly, and frequently we use relationships and peer coaching to extend learning beyond the session. 🐣 𝐓𝐢𝐞 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐭𝐨 𝐑𝐞𝐚𝐥-𝐋𝐢𝐟𝐞 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Not really new but a good reminder that learning should be applicable to daily challenges, and put into practice at the earliest opportunity. The appetite to learn is also greater when what you learn is relevant to your daily reality! Full report here: https://lnkd.in/eavhJCik Culture@Heart #leadershipdevelopment #culture #leadership

    Top 5 HR Trends and Priorities That Matter Most in 2025

    Top 5 HR Trends and Priorities That Matter Most in 2025

    gartner.com

  • Culture@Heart hat dies direkt geteilt

    Profil von Tiziana Heirich anzeigen, Grafik

    “Creating work environments in which everyone can develop their unique strengths”, Talent Management I Business Coach I

    Rike Stein from Culture@Heart and I were invited to Berlin last week at the #HUG HR fair organised by Personio. Thank you Deutsche Bahn that this time we were well ahead of schedule. Magical! ;-). From my point of view, it was an all-round successful event. Overall, many things that were said and discussed were not new to me. I realized that also in future there will be still a lot of things do with regards to leadership & culture topics. My personal take-aways: 1. Successful decision-making processes are not only based on data, but also on how authentically and transparently they are communicated. It is also important that teams are empowered to make their own decisions - a working environment characterised by trust, transparency and a healthy tolerance of mistakes is crucial for this. #psychologicalsafety 2. My personal highlight was Laura Bornmann who put empathetic leadership in the focus of her speech. Putting people and their potential in the centre of leadership priorities will motivate employees to perform at their best. The leverage lies in creating emotional loyalty and building trust in the leadership team. There will be a shortage of up to 5 million skilled workers by 2030 and a Gallup study shows that out of 100 employees, over 60% are not emotionally committed to the company they work for. 45% have a high willingness to change jobs. An increasing number of silent resignations (#quietquitting) therefore doesn't seem surprising. So what does this mean for companies in the future? People-centred leadership is the key to success according to Bornmann. 44% of our skills are expected to be disrupted by AI in the next 5 years, so it's crucial to focus on the leadership skills that are more difficult to be replaced by AI. These include showing attitude, critically questioning, touching hearts and being able to tell stories to emotionally connect people. HR needs to position itself as an active game changer and arguing its case to management teams with figures, data and facts. (Should not be new I think and it's astonishing that this still does not seem to happen enough). 3. Linked to this Lorenz Illing, CEO at TAM Akademie made very clear that if HR is able to position the function itself and related leadership topics as competitive advantage by providing commercial arguments, investments then are a logical consequence. The motivation model of Porter & Lawler (1967) was mainly in scope and he showed how easy it could be to build HR KPIs and more so the ROI of HR initiatives based on this model. I personally, haven’t come across this specific model until then. I again realized how the old and tested can give so much inspiration and pragmatic instructions for what can be done today. Rike and I closed the day with a glass of wine while having interesting conversations about the future of work and how encouraging it feels to be on the right way. Let’s get it done and create better workplaces for generations to come!

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  • Culture@Heart hat dies direkt geteilt

    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    Today marks #WorldMentalHealthDay with a focus on Mental Health at Work. I heard someone ask lately, "Why can't they just trust us to be good people?" It made me reflect again on how intertwined our sense of self and lives can be with our work. We immerse ourselves in specific cultures and ecosystems, build relationships with managers and colleagues who we see everyday, and experience some very real highs and lows with these people as we navigate our careers. Even during my career break, when I was not working (in the traditional sense, kids are a lot of work ;))- work was still a presence in my mind. Thinking about how I would return, what it would look like, and how I would manage. Our experiences at & with work can significantly impact both our #physical and #mentalhealth. High job demands, low job control, job insecurity, and low support are all factors that can contribute to mental health risks. A persistent feeling of not being trusted is something nobody wants to deal with every day. While mental health is complex and influenced by many individual factors, this shouldn't stop us from trying to improve our workplaces and cultures. We need to find ways to cultivate psychologically safe working environments, redesign how we work, lead with empathy and kindness, and build trust & belief that people are inherently good and want to do a good job! I really find it brave & inspiring to see so many individuals openly discussing their mental health today, and I hope that the work we do at Culture@Heart can play a small part in creating more trusting, safe, and empathetic work environments.

  • Culture@Heart hat dies direkt geteilt

    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    It’s cool to be kind... I got sent this podcast transcript, and it really resonated with me. I've coached several leaders on developing empathy in the workplace, and it's clear that many leadership programs are becoming more focussed on skills like this. Some great takeaways from Jamil Zaki: - “𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐢𝐬 𝐚𝐧 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞, 𝐤𝐢𝐧𝐝𝐧𝐞𝐬𝐬 𝐢𝐬 𝐚 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐮𝐫.” - Empathy is a “𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐬𝐮𝐩𝐞𝐫𝐩𝐨𝐰𝐞𝐫.”  It's become fashionable to talk about empathetic leadership, and I'm happy to see many leaders moving past the notion that empathy is "too soft and squishy" for work. The real results speak volumes—less burnout, better mental health, higher morale, and a stronger desire to stay within organisations. Unsurprisingly, people also feel more able to innovate and take creative risks (hello psychological safety 👋 ). - People look to their managers to see: “𝐖𝐞𝐥𝐥, 𝐰𝐡𝐚𝐭’𝐬 𝐧𝐨𝐫𝐦𝐚𝐥 𝐡𝐞𝐫𝐞?" Managers set an important culture and tone for their team by being vulnerable first and serving as role models. - “𝐏𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞 𝐦𝐨𝐥𝐝𝐞𝐝 𝐛𝐲 𝐭𝐡𝐞𝐢𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞𝐬; 𝐩𝐞𝐨𝐩𝐥𝐞 𝐝𝐨𝐧’𝐭 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐬𝐭𝐢𝐜𝐤 𝐨𝐮𝐭. 𝐀𝐧𝐝 𝐬𝐨, 𝐭𝐡𝐞 𝐦𝐨𝐫𝐞 𝐚 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐞𝐦𝐩𝐡𝐚𝐬𝐢𝐳𝐞𝐬 𝐚𝐧𝐝 𝐫𝐞𝐰𝐚𝐫𝐝𝐬 𝐤𝐢𝐧𝐝𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐞𝐦𝐩𝐚𝐭𝐡𝐲 𝐨𝐧 𝐭𝐡𝐞𝐢𝐫 𝐭𝐞𝐚𝐦, 𝐭𝐡𝐞 𝐦𝐨𝐫𝐞 𝐢𝐭 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐮𝐧𝐜𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞 𝐭𝐨 𝐚𝐜𝐭 𝐢𝐧 𝐚 𝐰𝐚𝐲 𝐭𝐡𝐚𝐭’𝐬 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐧𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞.” Which probably works both ways! - Empathy is not a fixed trait; it's a skill that we can build and improve with habitual practice. Day-to-day interactions are crucial. - “𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐜𝐨𝐦𝐞𝐬 𝐧𝐨𝐭 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐭𝐡𝐢𝐧𝐠𝐬 𝐰𝐞 𝐬𝐚𝐲 𝐛𝐮𝐭 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐰𝐞 𝐚𝐬𝐤 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐰𝐚𝐲 𝐭𝐡𝐚𝐭 𝐰𝐞 𝐩𝐚𝐲 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧.” So many other great gems in there—take a read. I found it quite inspiring. #Leadership #Empathy #Buildculturewithpurpose https://lnkd.in/eeZcZxhc

    It’s cool to be kind: The value of empathy at work

    It’s cool to be kind: The value of empathy at work

    mckinsey.com

  • Culture@Heart hat dies direkt geteilt

    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    “𝐀𝐫𝐞 𝐰𝐞 𝐬𝐞𝐭 𝐮𝐩 𝐭𝐨 𝐢𝐧𝐯𝐞𝐧𝐭, 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐛𝐞 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐞𝐝 𝐞𝐧𝐨𝐮𝐠𝐡 𝐭𝐨 𝐞𝐚𝐜𝐡 𝐨𝐭𝐡𝐞𝐫 (𝐚𝐧𝐝 𝐨𝐮𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐞) 𝐭𝐨 𝐝𝐞𝐥𝐢𝐯𝐞𝐫 𝐭𝐡𝐞 𝐚𝐛𝐬𝐨𝐥𝐮𝐭𝐞 𝐛𝐞𝐬𝐭 𝐟𝐨𝐫 𝐜𝐮𝐬𝐭𝐨𝐦𝐞𝐫𝐬 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐭𝐡𝐚𝐭 𝐰𝐞 𝐜𝐚𝐧?” This question was posed in the Amazon CEO’s now well-known note to employees. Headlines quickly zeroed in on the new 5-day return-to-office (RTO) policy, highlighting an industry giant taking a strong stance. This question is vital for leaders across all setups. Maybe with a 3rd dimension: doing the best for our people. “𝐀𝐫𝐞 𝐲𝐨𝐮 𝐬𝐞𝐭 𝐮𝐩 𝐭𝐨 𝐝𝐨 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐜𝐮𝐬𝐭𝐨𝐦𝐞𝐫𝐬, 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬, 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐩𝐞𝐨𝐩𝐥𝐞?” "Culture" is often cited as a top reason for returning to the office. 𝐀𝐫𝐞 𝐭𝐡𝐞𝐫𝐞 𝐥𝐢𝐦𝐢𝐭𝐚𝐭𝐢𝐨𝐧𝐬 𝐭𝐨 𝐢𝐧𝐯𝐞𝐧𝐭𝐢𝐨𝐧, 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 𝐜𝐫𝐞𝐚𝐭𝐞𝐝 𝐛𝐲 𝐡𝐲𝐛𝐫𝐢𝐝, 𝐫𝐞𝐦𝐨𝐭𝐞, 𝐨𝐫 𝐟𝐮𝐥𝐥 𝐢𝐧-𝐨𝐟𝐟𝐢𝐜𝐞 𝐬𝐞𝐭𝐮𝐩𝐬? Having designed cultures on both ends of the spectrum—but with a personal preference for hybrid—here are some thoughts: 1️⃣ 𝐁𝐞 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐚𝐜𝐡𝐢𝐞𝐯𝐞: Culture is created by design or by default. This means you don’t need to leave it to chance. Simply having everyone in the office five days a week will not necessarily yield the desired results. In any setup, if you can articulate the kind of culture you want, you can design for it. 2️⃣ 𝐆𝐞𝐭 𝐭𝐚𝐧𝐠𝐢𝐛𝐥𝐞: Culture can be articulated, and there are levers you can pull to increase invention, collaboration, and connection. Once you identify these levers, you're halfway there. Intentional actions can drive specific behaviors in any setup. 3️⃣ 𝐓𝐡𝐞𝐫𝐞 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐭𝐫𝐚𝐝𝐞-𝐨𝐟𝐟𝐬:  Each company has choices to make, and these choices will attract, retain, and also lose certain types of talent. Each setup requires intentional efforts to craft connection and belonging. Different approaches necessitate different cultures, and different cultures drive different approaches. 4️⃣ 𝐁𝐮𝐢𝐥𝐝 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐲𝐨𝐮𝐫 𝐬𝐞𝐭𝐮𝐩: Different setups require different toolsets, mindsets, and skill sets. How you lead a fully remote team is different to an in-office 5-day-a-week team. Ensure you build these capabilities and don’t just assume everyone knows them. 5️⃣ 𝐎𝐰𝐧 𝐲𝐨𝐮𝐫 𝐜𝐡𝐨𝐢𝐜𝐞𝐬 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐄𝐕𝐏: Whatever your preference, whether you agree with Amazon’s approach or not, one thing is clear—they own it. Clearly communicate what you offer and your approach. This helps attract talent that shares your views and desires that kind of work setup. People have varying preferences—from fully remote to fully in-office—help them find you! What do you think? What do you prefer? #culture #rto #remote #hybrid #buildculturewithpurpose

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  • Culture@Heart hat dies direkt geteilt

    Profil von Hubert Joly anzeigen, Grafik
    Hubert Joly Hubert Joly ist Influencer:in

    Faculty, Harvard Business School; former Best Buy CEO; Best Selling Author of The Heart of Business

    Few people enjoy being told what to do. I know I don't! And research has shown that stress levels at work are directly related not only to how demanding a job is, but also to the latitude one has to control and organize one’s own work. Autonomy, or the ability to control what you do, when you do it and with whom, is one of the fundamental elements of what intrinsically motivates us, which leads directly to better performance. It is one of the ingredients of human magic. Here are a few reasons why: 1. Autonomy leads us to think creatively, which breeds innovation. 2. Innovation does not happen without the freedom to try out new ideas. 3. Autonomy is also motivating because it is more satisfying. In the reverse, the less freedom you have, the more draining work gets!! Do you have autonomy in your work? How does it contribute to your motivation? How much autonomy to you give your team? Any advice you can share with the rest of us? #UnleashingHumanMagic

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  • Culture@Heart hat dies direkt geteilt

    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    This week was a big one for my family. My 6-year-old daughter started school in Germany, and I in turn was “schooled” in all the rituals of starting school and in particular the "Schultüte." 🎉 For those unfamiliar, a Schultüte is a large cone filled with stationery, sweets, and small things, given to kids starting their first year of school. We made ours with her kindergarten class, and she carried it on her first day. On the way there, people in the street smiled and congratulated her on having her first day. She was so proud to be a school kid! As this was all new to me, it was fascinating to experience how a different culture celebrates this rite of passage. Rituals are so powerful in creating a shared sense of identity and a feeling of belonging. To outsiders, they may sometimes look a little strange, but they evoke deep emotions and create ties to something larger than just the individual. It’s the same in workplace culture. Rituals can: 1️⃣ Accelerate cultural transformation 2️⃣ Embed your values 3️⃣ Reinforce desired behaviors 4️⃣ Address specific cultural tensions within your team … and they are often overlooked after onboarding. Intentionally designing rituals can be a great opportunity to get specific & concrete about the culture you want to create. What's been your favourite ritual you've experienced? #culture #cultureatheart #leadership #emotion #belonging

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    Profil von Meghan Kirkland anzeigen, Grafik

    Partnering with organisations to create progressive workplace cultures

    I often speak to People & Culture teams who want to embed values further into their culture. Here’s how I would do it: 1. Get concrete - Map your values into principles (differentiate, distinguish, get specific & concrete). - Build these principles based on real-life dilemmas in your organisation rather than vague, abstract positives. - Ensure your principles guide decision-making. - Consider mapping these out further into priorities with even-over statements. 2. Role model - Involve leaders and team members in any values/principles projects. - Create space to discuss and share insights about the principles. - Help people link their personal values to organisational ones. - Develop leaders to have the storytelling skills to authentically share stories about dilemmas and the substance behind principles. 3. Be strategic about opportunities in your people experience - Map out your people processes/employee lifecycle (recruitment, performance enablement, onboarding, etc.). - At each stage, conduct a small audit: 1) Do our values show up here? 2) If so, how? 3) Do any counter-values show up? - Use this information to focus on what you would like to change and how. 4. Be intentional about rituals - Look at your values and identify any specific principle or cultural tension you want to reinforce. You could even choose a specific behaviour to embed. - Design a concrete ritual to support this behaviour, such as a specific part of your onboarding process or a specific celebration. Want to learn more? I’m considering doing a short free webinar on how I concretely do the above—let me know if you’re interested! Culture@Heart #Cultureatheart #Buildculturewithpurpose #Values #Principles

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