Most companies “get” branding. They understand it or, at least, they’ve hired people who do. But, companies are more recently realizing the brand designed to resonate with their target audiences wasn’t designed to strike a chord with the millennials and Gen Zers they’re trying to recruit. Here’s why.
While the prospect of culture change may feel daunting at first, it’s not as scary, overwhelming, or impossible as you might fear. With the right framework and process, a culture transformation can be distilled into practical steps and behaviors that get people at all levels of the organization rowing in the same direction.
Checking the culture box isn’t enough. Culture has taken center stage and every CEO has taken notice. But creating an organizational culture that attracts talent, drives employee engagement, and informs business strategy is challenging for even the strongest leaders.
Leaders are looking to get the best out of individuals and teams, but to do so they must first get the best out of themselves.
The moment you survey a team to ask their opinion on cultural issues, you must be prepared to share authentic results and an action plan to create change. If you don’t, engagement and morale will be negatively affected.
CultureTalk Partner Reynaldo Naves and his associates at Olivia Global had a big assignment: transform the culture and create cultural consistency across multiple brands underneath Brazil’s largest fashion retailer in-step with operations integration and technological advancements. This was a successful company with a great reputation and wide reach. They had already found a winning formula, so it had to be asked “How do we move around the parts and pieces of this organization without breaking anything that works?” The intervention had to be deliberate and precise.
Culture can be measured. It can be grown. It can be sustained. Listen as culture development expert and certified CultureTalk Partner DJ Hurula and special guests Cynthia Forstmann and Theresa Agresta break down the Archetype survey system and examine each stage of a culture-related initiative.
Our professional brand is built carefully over time, becoming our business reputation in our industry. Instead of worrying about daily posting to the ever-downward spiral of social media, we step back and share our stories when it matters and where they can do the most good within our industry and community.
Recently I had a strange thought. What if we stopped lamenting our tombstone, and created a LifeStone instead. What would your LifeStone say today? Over the years I have taught myself to mindfully recognize and embrace how vast the world around me truly is. I don’t always get it right, and I have a willingness to accept myself, and the joys and sorrows of life as they come. It’s been quite a journey!
How do you find a way to present yourself that truly reflects you? One that connects the dots between your past experiences and your future plans? One you feel excited to share? Where do you begin?
Stories are the bridge through which we connect to one another. These individual stories are the building blocks of a larger story: the story of the organization. It is important that we tend to these stories.
Often we tackle the culture change conversation one layer at a time. But what if you need to move the needle across the board?
Some areas of workplace culture, such as company policies, supervision, workplace conditions, job security, and even salary, are just like brushing your teeth. If these aspects are not up to par, employees will be dissatisfied; however, improvement of these factors is not what creates a feeling of satisfaction with one’s job.
“We see teams having conversations in a new way, using the Archetypes to describe what’s working, what’s not working, and what might be missing.”
How can you leverage the human-storytelling framework of Archetypes to lay a foundation for DEI and move companies forward?
Many companies recognize the need to focus on their purpose, but don’t really understand what it means to be ‘purpose-led.’
What if something about your culture needs to change? How do you identify the needed change? And where do you begin?
Today’s job candidates come into employment conversations with an already-formed first impression of the brand and culture. They want to find an organization that fits.
You can’t separate the diversity, equity, and inclusion work in the organization from the leadership development, from the organizational change. It is not a program; it has to be a system change.
Companies need flexibility. They need to bring together the right people and expertise for a specific effort, and they need to get project teams collaborating quickly. Outsourcing may be the answer.
Delve into the shadows of organizational behavior to understand why and how cultures become toxic and strategies to identify and shift unhealthy behavior.
New to the culture conversation? This week we get back to the basics answering the questions we get the most often– from ‘What is Culture?’ to the impact of leaders, and culture can be used to move strategies forward.
Leaders need strategies to help teams recover, realign, and be ready for more change ahead. How do we make our teams feel safe and supported, while capitalizing on their strengths?
When leaders choose to invest in people and culture initiatives, they are looking for both quick wins and long term ROI. Stories can help teams go deeper, faster while fostering a common language that scales for sustained impact.
‘Culture’ isn’t the first intangible business needed to solve for! In this pre-recorded webinar, we offer a thought-provoking comparison to another ‘intangible’ that is bottom-line driven and foundational to success.
To drive meaningful conversations and measurable business results, you need a culture framework that gets below surface. Build a culture with substance and staying power.
Self-awareness, emotional intelligence, resilience, and a growth mindset are essential for today’s leaders – and emerging leaders too.
We caught up with communication coaches Robin Miller and Hilary Blair, hearing about how they use Archetypes to help teams build trust, reframe feedback, play to their strengths, shift from blame to accountability, and work their way through what Brené Brown calls ‘rumble’.
Success coaching and mindfulness trainer Kim Perone shares how she uses Archetypes & the CultureTalk culture framework in personal and professional growth.
We speak with professional marketing strategist Susan Radzyminski about M&A integration, brand strategy, and bringing teams together through culture strategy.
In this conversation, organizational development professional Todd Sazdoff shares an impactful exercise he uses in leadership development courses. We hear insights on how leaders can retain staff and engage employees while managing teams remotely.
You see, when most successful clients got it—they got it. They understood who they were, how to communicate both internally and to the market, and they were able to use culture work for so many purposes. Culture was the thread that weaved through the success and ultimate impact of these clients.
In personal transformation, the change is not about adding, but about ‘letting go’ of the activities, beliefs and false selves that have shown up…
Savvy HR officers and consultants are paying attention to the shifting priorities of the workforce. Authenticity and organizational culture are becoming increasingly relevant to recruiting and retaining talent.
Cammie Dunaway, co-author of Fit Matters: How to Love Your Job, shares practical and powerful advice was for job hunters or employees at any career stage.
Culture is the measurable, manageable, and executable shared set of human experiences that you can cultivate within your business, organization, or clients.
The behaviors of a group of people are what create the culture of an organization. It’s not what we say that creates a brand; it’s what we do.
Through the lens of Archetypes we examine how the strengths of a organization’s culture can also become it’s pitfalls.
Resume writing is not a one and done process−you must connect the dots for the employer.
In this TEDx talk, Hilary Blair explores how a shift to Archetypes–the shared roles of the story of our lives–can assist us in expanding our views of others to create a more diverse and inclusive culture.
The most successful organizations, small and large, are leveraging culture to create value and drive growth.
Personality Archetypes can provide wonderful insights as we seek to understand ourselves and learn our own strengths and shadows.
ESG is no longer a trend that can be ignored. If in the past organizations have had a ‘check-the-box’ mentality about social responsibility and organizational culture, the time to get real is here.
In this professional work scenario, the Ruler and Lover, Jungian Archetypes, collide. We offer ideas for avoiding conflict.
When it comes to diversity, we’re having lots of conversations, but not enough transformation; we are airing grievances without an action plan.
“How can we capitalize on culture to attract and retain talent?” In this webinar we discuss the relationship between culture & talent brand.
We look at Patagonia through the lens of three Archetypes demonstrating the alignment between their culture and their talent brand.
How are you responding and what are you learning? Are you in a reaction mode, feeling triggered and falling back into default behaviors that devolve relationships? Or are you using this time to pause and consider how to up-level your resilience, bringing your best to new challenges?
To help describe the importance of culture in engaging teams and clients, we’re turning to those who’ve said it best.
Times of crisis are a test for even the healthiest of organizations. If you’ve been actively focused on your culture and people, now is the time to put the results to work.
But the two leaders had very different strategies when it came to team development and being the face of the firm. The founder spoke strongly and with conviction; the team relied on him for structure and stability. The right hand’s supporting Everyperson and Innocent Archetypes tended to be more democratic and accommodating.
We interview author, speaker, and consultant Denise Lee Yohn about her latest book, Fusion: How Integrating Brand and Culture Powers the World’s Greatest Companies.
