Darriane Garrett’s Post

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?

Is there a better way to deliver cultural change? Most leaders have a horror story or two when it comes to implementing change programmes. Chris Holmes, Managing Partner, Culture Innovation, recently explored the most common reasons culture change initiatives fail for HR magazine. We think there's a better way to change culture – by innovating it. Find out how: https://hubs.li/Q02wFBJ30 #culturechange #cultureinnovation #employeeengagement

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

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

Is your culture the best it can be?   Company culture can make your business fly and in this article Laura Bunn, HR Director at Roadchef, explores the importance of company culture and how HR can ensure it contributes positives across your organisation. Read the full article here: https://lnkd.in/dUtpezPs

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

The best way to enhance the employee experience is by upholding solid company values. Start by identifying your company's foundational beliefs. Ensure those values are lived out in all aspects of the work experience. Discover how to cultivate a culture that facilitates growth in this free eBook from the HR pros at #Insperity: https://lnkd.in/ghM4Mpgi. #Culture #Values #EmployeeExperience #HRThatMakesADifference https://lnkd.in/gu7F6asB

The best way to enhance the employee experience is by upholding solid company values. Start by identifying your company's foundational beliefs. Ensure those values are lived out in all aspects of the work experience. Discover how to cultivate a culture that facilitates growth in this free eBook from the HR pros at #Insperity: https://lnkd.in/gdmda7jG. #Culture #Values #EmployeeExperience #HRThatMakesADifference https://lnkd.in/gUQi8pG6

The best way to enhance the employee experience is by upholding solid company values. Start by identifying your company's foundational beliefs. Ensure those values are lived out in all aspects of the work experience. Discover how to cultivate a culture that facilitates growth in this free eBook from the HR pros at #Insperity: https://lnkd.in/ggZaAw-J. #Culture #Values #EmployeeExperience #HRThatMakesADifference https://lnkd.in/gP5rzzFA