Broom & Moon’s Post

What we're reading: The Best Parts of Your Culture Aren't Scaling — Yet via Gallup. https://lnkd.in/gXwVqTT3 This is a great read, especially for #HR professionals. We like their third point best — Culture is what is observable. "Culture is about words, actions, habits, decisions and behaviors. In other words, it’s visible. You notice the culture when you enter a retail space, a factory floor or an office." But how do you make culture quantifiable? How do you solicit ongoing feedback about your company culture? Watch this short video to learn how HR teams are starting to approach employee engagement: https://lnkd.in/gyirACw8

A must read message for all Leaders and HR.

In today's corporate landscape, values are often voiced but not always upheld. My latest article, "Beyond the Rhetoric: The Reality of Corporate Culture," featured in the Middle East HR & Learning magazine, uncovers the gap between stated principles and employee realities. Let's delve into the facade of corporate culture shifts and the significance of fostering genuine and positive workplaces. Join me in exploring the nuances of corporate culture authenticity and its impact on employee experiences. Read the full article here: https://lnkd.in/d8sCe9J3 #CorporateCulture #Authenticity #EmployeeExperience #Leadership #HR #L&OD #Business #MiddleEastHR #Learning 

The pleasure was mine Lisa Mulrooney Gross! Thank you Martin Gonzalez, Lisa Paul, Karen Jaw-Madson, and Anne Foreman for the insightful conversation and powerful balance of research and practical, real-world experience. Two themes that really stood out to me: - Culture exists and can either be "culture by design" or "culture by default." - Consider: How is your organization's culture in service to and/or in conflict with your goals? #HRStrategyForum #Culture #HR

Creating a company culture that makes an impact. This week’s HR Pioneer Blog post dives into corporate culture, an oft-discussed and -studied subject that continues to loom as a “too-large-to-really-tackle” part of the HR and leadership landscapes.  Starting with a definition of culture (and the realities of what it is and is not) and corporate values (and how they can either support the culture or not), the importance of culture as a potent driver of business and talent outcomes is outlined. A brief overview of the various types or categories of culture is presented, followed by a look at the highest-performing subcultures and values.  Eleven (11) steps to creating and managing a robust, impactful, and sustainable culture are provided as a guide or checklist to organizations across the spectrum of industries, sizes, and geographies. 👉🏽 Check our blog post out here: https://lnkd.in/dA5cYQf7 ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more. #hr #hrbp #chro #culture #values

A really good summary of the challenges being faced by organisations regulated in particular by the FRC. Changing a culture requires a systemic approach that goes beyond 'posters on walls'. Embedding lasting change in an organisational 'system' takes courage and persistence in my experience. What have been your experiences of what has worked well?

🌟Unlock the Power of Employee Engagement🌟 Fostering strong employee engagement is essential for driving performance. This article revisits the insights of three pioneering minds in corporate culture, giving fresh perspectives that can transform your leadership approach and amplify team member engagement. #Leadership #EmployeeEngagement #CorporateCulture #ReadToLead

Are you Ready? FRC requires you to report on how embedded your desired culture is from January 2025?   Have you defined the culture and shared values you need to deliver your strategy and purpose?  Do you know how to embed your desired culture effectively?   Is your culture enabling your commercial success?   Do you measure if the culture and values are being embedded effectively?   Let me know the progress you are making?  

It was an honor to co-lead the design of yesterday's HRSF event, Making Culture a Strategic Advantage, alongside #lindasolon. I was so inspired by the research, data, and insights our panelists shared. Huge thank you to our panelists: Martin Gonzalez, Lisa Paul, and Karen Jaw-Madson, and moderator Anne Foreman from #AtYourCore. Here are some of my key takeaways: - Dispelled some myths around culture: a) individuals can in fact affect culture change, b) following best practices is not often be the best way forward and differentiating yourself with what's unique to your organization is a better way to build strategic culture advantage; and c) culture cannot be led by just one person or function and that HR is best serving in the role as educator, facilitator, sponsor, etc., rather than as “owner.” - "Culture by design vs. culture by default" - Intentionally design with executive leadership team on board, embed culture throughout the employee experience from ensuring a values-fit in hiring (not a culture fit that could lead to bias), and connecting it to employer brand, clearly defining and communicating the desired behaviors, and adding these to on-boarding, goal setting, rewards, rituals, and especially role-modeling which makes it 5x more likely to succeed. -“Keeping it real.” It’s okay to have values that are somewhat aspirational, but you will lose credibility if they are too far from the employees’ current experience. - The culture and behaviors you see are a result of all the forces and drivers that are reinforcing those behaviors. Understanding this enables you to see what is in fact in scope to change and where to focus your efforts. - Scaling up culture requires the weaving together of the purpose, mission, values, behaviors, business strategy and DEIB strategy so they are all inextricably intertwined into a cohesive system. - Toxic cultures and how to address them: Speak truth to leaders and bring data; be persistent and take an appreciative inquiry mindset, focusing on creating positive culture systems. For example, if there is C-Suite dysfunction, you need to start by working on the team dynamic and improving the root issues (trust, conflict, mishandled agreements, communication, and accountability). #TheBonfireMoment includes a one-day workshop designed to bring out and address the burning issues, and #CultureYourCulture provides an in-depth framework. - Breakouts touched on many pressing concerns including the impacts on culture of generational differences in the workforce, international complexity, and tops down vs. bottoms up change efforts. Anything you would add to the list? Please comment below... #HRStrategyForum has been a thought leader and partner to CHROs and the HR leadership community for the past 30 years. Ask me about joining us at HRSF or serving on a committee as we plan high-value programming for 2025. https://lnkd.in/gsjNa9RW #HRStrategyForum #HR #HRStrategy #Culture #Culturedesign