November 2021 Culture Curator Constant Challenge
September 2021 Culture Curator Constant Challenge
As we continue our discussion on turnover, the listening tour and more for last month. Grab your tips on what questions you should be asking during your exit and stay interviews - then you can dive into your root causes to best help you start, stop and continue your focus
August 2021 Culture Curator Constant Challenge
July 2021 Culture Curator Constant Challenge
June 2021 Culture Curator Constant Challenge
MAY 2021 Culture Curator Constant Challenge
April 2021 Culture Curator Constant Challenge
As a member you have full access to the E-Workbook (Leader, Culture, Mindset) series created to expand your mind, your leaders and overall impact on workplace culture. Each book takes you through a specific topic as well as thought provoking activities to further develop your profession. It's called Brain Food. Please do not share with non-members as these are sold separately outside of membership. Enjoy and I can't wait to see what you come up with.
March 2021 Culture Curator Constant Challenge
February 2021 Culture Curator Constant Challenge
January 2021 Culture Curator Constant Challenge
December 2020 Culture Curator Constant Challenge
- Create your own PIMP - Personal Increased Momentum Plan
- You can control and arrange your workplace culture to get the return you desire.
November 2020 Culture Curator Constant Challenge
November is about giving thanks - celebrating all year is always a smart business decision but this year has been tough for everyone - perhaps you need to give a little more energy in your THANKS to your team this month. Here are some ways you can look back and tie it all forward in 2021 more deliberately.
- Look back through your newly created culture playbook pages from 2020 - review the stories, pictures, comments from your team - list out ways to further celebrate behaviors aligned to your values.
- Social media posts of your team internal and or external - great way to show them shining and building your brand. Again, tie back intentionally to behaviors that are aligned to your values.
- Looking ahead to 2021 name your rewards and recognition program - get your team involved with nominations - branding - deliberate celebrations.
October 2020 Culture Curator Constant Challenge
September 2020 Culture Curator Constant Challenge
September Culture Challenge: Deepening Trust
Trust is the foundation for building strong teams, creating a positive work culture, and producing results. The cost of not having trust in the workplace is also greater than you may be aware of.
Have you ever worked in an environment where trust didn’t exist? You most likely experienced a workplace where people were unreliable, inadequate, disloyal, uncommunicative, and inconsistent in their work and their moods. It’s what I call a low-trust workplace, and it can create a highly stressful and undesirable environment for everyone. However, when trust is present, people start to take ownership of their responsibilities, help one another out, speak highly of one another, communicate more often, and tend to be more productive. Trust provides a safe place for people to share their struggles and dreams and reach their potential individually and as a team. So how can you, as the leader, build a high-trust workplace? Take this litmus test first and then let’s work on this together.
5 Questions That Determine If You’re a Trustworthy Leader
- Do people constantly question your expectations of them?
- Would most people describe you as someone who is reliable?
- Is there a high amount of gossip and disrespect among your team?
- Do the majority of team members underperform at the tasks, you ask them to do?
- Do you trust people to take on new responsibilities?
If the answer to questions one, three, and four are yes, and two and five are no, there is work to be done. Also, listen to #YourMorningCommute Episodes 175 and 176 for even more
August 2020 Culture Curator Constant Challenge
5 Factors that promote resiliency AND a bonus factor that brings it all together
Communication, Confidence, Competency, Commitment, Control and Connection
- ability to share, explain, explore, and understand
- ability to reframe what has happened
- development of insight and good judgement
- positive and realistic view of yourself
- accurate sense of your abilities
- recognition of what you have learned after a problem is resolved
- ability to visualize your goals and what you want
- believing you can influence how things turn out
Competence and Commitment
- ability to look at the big picture
- ability to problem-solve
- following through, not giving up
- working toward your goals every day
- managing strong feeling so they enhance relationships and productivity
- developing coping skills, not just quick fixes
- keeping things in perspective
- understand the role that your thoughts play in how you feel
- good relationships inside of your team and circle of influence
- involvement inside and outside of your immediate group/team/organization
- internalizing a sense of connectedness
- connection is all around us - are you connected?
July 2020 Culture Curator Constant Challenge
June 2020 Culture Curator Constant Challenge
What Is a Crisis Communication Plan?
A crisis communication plan is a set of guidelines used to prepare a business for an emergency or unexpected event. These plans include steps to take when a crisis first emerges, how to communicate with the public, and how to prevent the issue from occurring again.
Click the buttons below to download templates to build your Crisis Communication Plan.
May 2020 Culture Curator Constant Challenge
April 2020 Culture Curator Constant Challenge
March 2020 Culture Curator Constant Challenge
This month we are wrapping up page one of your culture playbook. It should include:
• your philosophy of choice you focused on
• your one word from your philosophy statement your chose to drill down on - what does RIGHT look like, feel like, sound like, what do you and your team believe around this word
• also a list of what it doesn't look like
• a word cloud
• some pictures
• perhaps a video for your website - digital version of your playbook page
February 2020 Culture Curator Constant Challenge
First, if you haven’t finished your philosophy statement(s) please continue. Second, if you haven’t shared at least one philosophy statement with me – please email me. Third, are you ready, really ready to start creating the guard rails of what right looks like in your culture – creating your culture playbook – well let’s get started. After this month you will deeper clarity on one of your core values. So pick just one and let’s go deep this month. 1. Pick a value – example perhaps you have collaboration or teamwork as a value, let’s start there. 2. Week 1 - To begin with as yourself, how do you define that value? Write every way you define it in your work place culture down. 3. Week 1 - Then ask as many team members as possible to complete that same exercise. 4. Week 2 – take as many pictures as you can, catching your team in action around that value. 5. Week 2 – ask your team to take pictures as well catching others in action – what does right look like around that value 6. Week 3 – gather what you have collected so far, make a word cloud, pull all the statements together in one document 7. Week 3 – make a list of what the value in action doesn’t look like, feel like, sound like…it is as important to define what is RIGHT and WRONG. 8. Week 4 – by now, yourself and your team members should know exactly what that value is inside of your workplace culture and guess what, you have lots of marketing material now too and you can now make your first page(s) of your culture playbook. Have fun with this, get your team involved and make it come alive. 9. Week 4 – share with me. Brag on yourself and your team. Email me, share it in our groups if you like. Show the other executives and gain some momentum and confirmation of what Right looks like.
January 2020 Culture Curator Constant Challenge
Here's your focus/challenge for this month. Remember, these challenges are delberately designed to help you curate AND create a corporate culture that will make your workplace safer, more productive, more profitable… but also, to create a culture that YOU are proud to lead. They’re not willy nilly or haphazard. They’re custom-created based on my real time work in this space. I urge you to consider them as you would a personalized “call to action” from me. Make sure you email me with any questions, comments or if you get stuck in any way. I can't wait to see what you come up with. If you have already completed this challenge, then send me what you have and I will give you another one or push back on your homework for more clarity. Because culture isn’t built in a day, It’s built EVERY day. Shelley ------------------------------ Challenge/Focus: Write your company's culture philosophy statement (specific instructions below with examples) and email it to me by January 20, 2020.This is not your code of ethics, that's different. If writing a culture philosophy is too broad to get started, write it on training or on boarding or recruiting or giving feedback or performance development or sales growth - the list goes on. Once you begin your philosophies your boundaries are easily identifiable and easier to guard against. Benefits: better hiring, intentional hiring, intentional on boarding, creation of your culture handbook, deeper engagement, accountability from all levels, retention of individuals and teams and less stress. You get to focus on development and not management and reactionary modes. What is philosophy A company philosophy is “The way we do things around here.” In a conventional sense, company philosophy stands for the basic beliefs that people in the business are expected to hold and be guided by – informal unwritten guidelines on how people should perform and conduct themselves. Once such a philosophy takes hold, if one person tells another “That’s not the way we do things here,” the advice had better be heeded. Examples: 1 From an ethical perspective, a company philosophy begins with a set of core values. For example, IBM’s Leadership Principles state: “Our basic belief is respect for the individuals, for his rights and dignity.” 2 An example of a more product-oriented philosophy is Oracle’s statement that: “Oracle’s employees make excellence and quality a part of day-to-day work processes and seek continuous improvement in all that they do.” The common element is a commitment to individuals that should guide the company in better serving their customers. 3 It’s not a mission statement that should succinctly summarize what you do or what are your aims. For example, Google’s stated mission is “to organize the world’s information and make it universally accessible and useful.” A philosophy should flesh out the mission statement. Google’s philosophy includes such principles as “fast is better than slow,” “democracy on the Web works,” and “you can be serious without a suit.” Certainly, Google’s mission statement is unique, but it is one that characterizes the basic beliefs of Google. 4 Steve Jobs was quoted as saying: “Great things in business are never done by one person. They’re done by a team of people.” This sums up the true meaning of a company philosophy. It provides a roadmap to get from point “A” to point “B” and to do so in a way that honors the core values of the company, is consistent with its mission, adheres to the provisions in the code of ethics, and all of which is internalized by top management. Remember this monthly 'constant' is just one aspect of membership. Be sure to check out all the free downloads, checklists, resources, #replay PI webinars. Are you ready for the next level of curation in your company? Have you completed your inquiry, need certifications, need to add more employees to membership - all of this and more....well email me, call me, text me, let's talk.