Culture Refinery’s Post

Angela Smith & Willie Atkins, our Crowley Culture Movers, lead the way with talent, integrity, and growth. Their impact on our culture and performance is undeniable. Get to know them in our latest blog: https://hubs.la/Q02lZrkV0

Company Culture has the potential to feed your strategy, or to feed on it. I know a company that would want trust to prevail, yet they one day(overnight) re-wrote the conditions of service to exclude other offerings that were always part of the conditions, and employees were told that "you didn't read the document well". I know that they were surprised why chaos became part of the culture. Integrity was the documented culture that executives 'unintentionally' eroded whilst trying to save costs. The results were worse than the savings they got. In the past 18 months of my training as part of the Eskom Generation Technical Leadership Program and the Henley ADMP, I learned a lot about myself, about leadership and about reflection and feedback. One of the things that remain highlighted in my learning is the difference between our intentions and our impact. it is important to seek feedback, to receive it without defence because the impact of our actions can sometimes be worse than the good intentions we had. If we are not ready to be told that we have killed people's spirits whilst trying to save the organisation, we will not succeed in creating an environment that is sustainable not only for the company, but for peoples health (all encompassing according to WHO definition) and for the community within which we exist. I end this phase of my training positively changed, grateful not only to God who made a way for me where there was none planned, but to my employer (direct manager and company) who made this impossibility possible, to the colleagues who were with me on this journey and witnessed this seed cracked to germination and especially to my team who have always been at the receiving end of my impact despite my intentions. As I continue to apply all the lessons to become better not only for myself but for my ecosystem, I pray that my footprint becomes more gentler, my presence warmer and my influence more nurturing for everyone around me to succeed. 🙏🏾💖❤️🎓

Organisational culture is a glue that holds the organisation together. If leaders succeed in working on this critical aspect, their institutions will ultimately have a unique identity. Both the internal and external clientelle would wish to be associated with such organisations. The degree of fragility of a company's culture is determined by organisational climate.

Strategies for Internal Promotion and Career Ladders in IT Creating robust internal promotion and career ladder systems in IT is essential for talent retention and motivation. Here’s how to effectively structure these systems: 1. Clear Career Pathways: Define clear career progression paths within IT roles to provide visibility and predictability, helping employees understand potential career trajectories and required competencies. 2. Competency-Based Promotions: Base promotions on skill and competency development rather than tenure, encouraging continuous learning and alignment with technological advancements. 3. Regular Feedback and Development Opportunities: Implement structured feedback mechanisms and personalized development plans to support employees' growth, addressing gaps and expanding their skill sets. 4. Transparent Communication: Maintain open lines of communication about career progression opportunities and criteria, ensuring all IT staff understand how they can advance. 5. Leadership Development Programs: Offer targeted development programs for potential future leaders, focusing on both technical and soft skills essential for higher-level positions. 6. Mentorship and Coaching: Encourage senior staff to mentor junior employees, providing guidance and sharing invaluable insights and experiences that prepare them for advancement. Implementing these strategies not only enhances employee satisfaction and retention but also ensures your IT department is agile and responsive to changing technological landscapes. Don't forget to follow Vescu&Partners for more updates! Read more.

Most leaders think their company culture is strong until... ↳ Quiet quitting increases, ↳ Team productivity and morale drop, ↳ The company starts losing money without clear reasons. FREE Management Courses 🔥 𝟭. 𝗚𝗼𝗼𝗴𝗹𝗲 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗲 👉 https://lnkd.in/dSVg_gUX 𝟮. 𝗜𝗕𝗠 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗲 👉 https://lnkd.in/dYVWT9kj 𝟯. 𝗔𝗜 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻 👉 https://lnkd.in/dDsiXKyK 𝟰. 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗧𝗼𝗼𝗹𝘀, 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵𝗲𝘀, 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗦𝗸𝗶𝗹𝗹𝘀 👉 https://lnkd.in/dWHe3xk8 𝟱. 𝗦𝗰𝗿𝘂𝗺 𝗠𝗮𝘀𝘁𝗲𝗿 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻 👉 https://lnkd.in/dmxgWS9G Note: Please check this guide to know How to Enroll any Course for Free https://lnkd.in/drYdz7xT 📌 Here are 8 signs your company culture is fragile and could break at any moment: 1) Office Gossip: Rumors and negative talk are common. 2) Apathy: Employees seem disinterested or unmotivated. 3) Resistance to Change: New ideas are met with doubt or rejection. 4) Blame Game: People quickly blame others when things go wrong. 5) Fear of Speaking Up: Employees hesitate to voice concerns or ideas. 6) Inconsistent Policies: Rules and policies constantly change or are ignored. 7) Cliques: Small, exclusive groups dominate, creating divisions within the team. 8) Work-Life Imbalance: Employees feel pressured to work long hours or weekends. Even one sign is a signal to make changes. A company's culture is the foundation for its success. And it's a leader's job to build this foundation strong and resilient. ♻️ Share this checklist with your network to strengthen company cultures. 🔔 For more valuable content, follow, Victoria Repa.

“𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐬 𝐧𝐨𝐭 𝐟𝐢𝐧𝐚𝐥; 𝐟𝐚𝐢𝐥𝐮𝐫𝐞 𝐢𝐬 𝐧𝐨𝐭 𝐟𝐚𝐭𝐚𝐥: 𝐈𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐭𝐨 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐞 𝐭𝐡𝐚𝐭 𝐜𝐨𝐮𝐧𝐭𝐬” Winston Churchill's profound words remind us of the enduring spirit needed to foster a positive workplace culture. In environments where growth and learning are embedded in daily activities, we don't just strive to achieve—we aim to continually evolve and adapt. Why is this mindset so crucial, you might wonder? In our rapidly changing world, businesses that stand out are those that cultivate dynamic learning environments. As leaders, it's our responsibility to lead by example. Demonstrating our commitment to personal and professional growth inspires our teams to emulate these values. We conduct regular training sessions, offer upskilling opportunities, and encourage knowledge sharing, transforming our workplace into a vibrant hub of learning. Celebrating educational milestones and achievements is also vital, as it reinforces this culture of continuous improvement. Ultimately, by embracing these practices for growth and viewing successes as stepping stones for further exploration, we lay the groundwork for enduring success and well-being at work. It's all about having the courage to keep moving forward, regardless of the obstacles. This approach will lead us to long-term success. If you're looking to develop such a culture in your organization, I'm here to help. Let's connect and explore effective strategies to enhance your workplace environment and foster a thriving atmosphere.

The Art of Giving Compliments That Stick 🎨💬 Ever wonder why some compliments leave a lasting impact while others are forgotten by the time the conversation ends? It's not just about what you say but how you say it. A truly memorable compliment is simple, eloquent, and contains four key elements: data, emotional response, impact connection, and a genuine thank you. Bob, a seasoned leader known more for his wisdom than his warmth, changed the course of his company's culture with just a few well-placed compliments. Learn the art of giving compliments that not only stick but also spark positive change within your organization. Unlock the secrets to powerful acknowledgements and start developing a culture of appreciation and alignment today. 🌈 https://zurl.co/0Hw1

How to Gain Appreciation—and a Promotion* In yesterday’s Management Tip of the Day, you reflected on what’s driving your feelings of being undervalued at work and investigated whether you’ve been making false assumptions about why you haven’t landed that promotion yet. Now that you have a better sense of what’s holding you back, here’s how to course-correct—and gain the appreciation you deserve. Remember, there’s a difference between highly visible and status-granting work. Just because someone with status asked you to do something doesn’t mean it will showcase your skills in a way that will help you get promoted. How can you determine whether the work you’ve been asked to do is promotable? You could respectfully say: “I’d love to help with this, but I have a lot on my plate right now. A big goal of mine is to build the skills I need to move up to the next level. Will this role contribute to those skills?” Balance being a team player and looking out for yourself. Prioritizing your own career growth doesn’t mean you should stop helping your team members—but you should set limits around how much extra work you take on. Find out from your boss whether helping out teammates is a criteria for promotion. You might ask, “What performance metrics are usually discussed in these meetings? Can you list them from the most to least important?” *HBR Management Tip is adapted from “Why You Feel Underappreciated at Work,” by Tessa West

What are the secret skills to transform yourself and your organization? 🛠️   A study of 1.700 executives by Linda Hill and colleagues shows an interesting perspective.   ➡️ Be an explorer   Leave the office. Too often, we "live in a bubble." We should have the humility to ask questions and learn from in-house experts and people at different levels in the organization.   ➡️ Be present   Employees are expected to take on more risks as they experiment, innovate, and experience new human-technology interactions. We should stay present and emotionally engaged, communicating openly.   ➡️ Be a catalyst, not a planner   Catalyze change rather than plan for it. That means creating the initial conditions for the organization to achieve its ambitions and guiding the company through continual learning, pivoting all along the way.   ➡️ Trust and let go   It's about inviting colleagues to share decision-making and creating a culture that makes people feel safe enough to take risks and act for organizational interests.   ➡️ Be clear about why we do it   Many employees will resist changing their mindsets, behaviors, and skills unless they appreciate the value of doing so; we need to be clear about what we're doing and why we're doing it.   Illustration by me 😊   Extract from an article by Linda Hill, from two years ago and still relevant today.   Link to the complete source in the first comment 👇

Learning requires curiosity. Without it, people remain doing, thinking, and behaving the same way, over and over. It's hard to change when curiosity has been shut down. Many leaders may not realise, curiosity has been literally slapped out of their staff at a very young age. Well before you came along. For some of your staff, it's not easy to be overly curious. It may not be something they find easy to do. It's just not safe. A lack of emotional intelligence will mean unhelpful and disconnective behaviours will be displayed when you attempt to implement change or do something new. Make it safe for your people to be curious. AND, be curious to learn about their fears and resistance. Learn how they are motivated to work. It can be done using AI platforms, or simply by learning what you don't already know through coaching so you can increase your own level of emotional intelligence. Leverage your people simply by being a compassionate, wise, and aware leader. It all starts with being curious.  I'm walking this path with you. -------------------- 👍 Please like if this post impacts you 📧 Share this post with someone you can support Written by: Kelly Lawson, an emotional intelligence coach, without high-end, impressive qualifications, instead 30 years of experiential learning and passion for workplace change that starts with operational leaders who are curious to transform their leadership and impact in workplaces through emotional acuity.  - This was written without the use of AI, and may include spelling mistakes because I'm human and embrace my mistakes as a catalyst to learn, grow and share, so others can do the same. #yourbestwork #coaching #managers #leaders #leadershiplessons #operationalleader #managersupervision #leadershipdevelopment #leadershipcommunication #workplacementalhealth #emotionalintelligence #emotionalregulation #managerdevelopment #ceoleadership #executivecoaching #executivecoach #leadership #wickedhr #hr #adhd #neurodiversity #neurodivergence #workplacecoach #leadershipcoaching #workplacesupport #workplacecivility ##careercoach #soulfulleadership #soulfulleaders #emotionalacuity #curiosity  #augmentedleadership