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.
