Editors note: The following article compilation by Consultants Collective executive coach, Kevin Jordan, is the third in a 3-part series on belonging. As part of Consultants Collective’s Third Wave initiative, which focuses on company culture and the future of how we work together in the wake of the COVID-19 pandemic and the goal of creating more inclusive organizations, we’ve been asking: how can leaders rethink what it means to be part of a company — to truly create a sense of belonging when in many cases we are no longer together physically — a sense of belonging for everyone regardless of role, race or gender, level, or title, for those on the front lines or working from home? We hope you find this series helpful, If our advisors, consultants and coaches can help you and your organization, please contact us at info@consultantscollective.net
Greetings –
I hope you, your families and friends continue to be well, safe and healthy.
In last weeks installment of this three-part series, we focused on the power and need for truly inclusive workplace environments, especially in our current time, and what will likely be our ongoing, remote work environments. There are multiple perspectives here on why and how we need to get beyond diversity and inclusion to a sustained sense of belonging.
This week we will be wrapping up this series by focusing on cultural pitfalls you can avoid (or at least mitigate), as well as a collection of articles for creating, sustaining and evolving the culture that you want in your workplace and business. These will include fostering mentally healthy workplaces, revamping hiring best practices, on-boarding tips for new employees, and ways to create and develop an agile culture and leader for your business.
Articles
Creating a Culture of Continuous Improvement. “We developed these practices by studying several leading health systems around the world, but they would pay dividends for any leaders and teams who struggle to keep up with customer demand, navigate internal hierarchies, and build a lasting continuous-improvement system.”
8 Ways Managers Can Support Employees’ Mental Health. “As much as we might like to return to the way things were, we won’t. So let’s use this opportunity to create the mentally healthy workplace cultures that should have existed all along.”
Stop Hiring for “Cultural Fit.” “When you prioritize candidates you ‘click with,’ you run the risk of discriminating against candidates from different backgrounds. Here’s how to change course.”
4 Steps To Creating a Truly Agile Culture and Developing Agile Leaders. “A truly agile culture is one where trust forms the basis of any relationship and where feedback is not only received with open arms but sought out by everyone. There is no better test to evaluate how agile a culture is than to assess these two cultural attributes.”
Navigating a New Job with a Very Different Culture. “Here are four strategies that can help ease your transition into a new environment.”
Ted Talks/podcasts
TED2019: What Productive Conflict Can Offer a Workplace. “Got an idea to make your workplace better? Labor organizer and TED Fellow Jess Kutch can show you how to put it into action. In this quick talk, she explains how “productive conflict” — when people organize to challenge and change their work lives for the better — can be beneficial for employees and employers alike.”
San Franciscians can no longer dine in a bubble. “The San Francisco Chronicle reports that after a surprise inspection, the city’s health department has ordered Japanese fine dining spot Hashiri to take down the fine dining [geodesic] domes that have made it internationally famous.”
Reflections
“In the end there is no desire so deep as the simple desire for companionship.” ― Graham Greene
“I hold this to be the highest task for a bond between two people: that each protects the solitude of the other.” ― Rainer Maria Rilke
As always, happy reading and listening! And please stay safe and look out for your families and your community.
