In almost any context, misalignment leads to less than desired outcomes. Many organizations post their core values in prominent places but put little effort into ensuring employee alignment with — or even awareness of — them.
Leadership development is an investment. At minimum, it’s an investment to minimize risk. At maximum, it’s an investment in creating an organization of people who have a higher level of well-being and who enjoy working there.
Virtually everyone wants to be part of a high-functioning organization, where individuals and their work are recognized, valued and respected. So, why is it that despite the best intentions, workplace cultures decline and deteriorate?
Have you ever stumbled across a game-changing best practice that no knows about and wondered, “Why in the world are employees not sharing these great ideas?” What’s holding them back? It’s likely that they are either scared or don’t know how.
Never before has the workforce demanded that cultural elements such as diversity and inclusion, health and well-being, flexibility, workspace design, enhanced collaboration, and innovation are all in place for them to do their best work.
Companies that want to thrive in today’s fast-changing and competitive environment desperately need people who can both create and execute effectively. But how do creative people become creative? Is there a secret sauce or strategy involved?
Cheer Partners, an award-winning employee experience agency, announced a first-of-its-kind service: The Cultural DNA Assessment.
Learning and development (L&D) initiatives are important to employees and vital for businesses. To support them, it’s important for an organization to have a learning culture. Discover four strategies leaders can use to build a learning culture.