Stacy Litchfield

Empowering Women to Lead Leadership starts with belief in your own potential. It's time to step up, take charge, and make your voices heard. Don't wait for permission—create the opportunities you deserve. Remember, the journey to leadership is one of empowerment, growth, and resilience. #WomenInLeadership #Empowerment

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Vision isolation is something leaders go through in every quarter. As a leader your vision needs to be aligned with your teams. Transfer it in bits and pieces and build communication around it so it can be translated into actions. What are your views on it? Do you feel as a leader your vision is not translated? Share your thoughts. #leadershipdevelopment #leadershipcoach #executivecoaching

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Are you noticing a gap in your leadership pipeline when it comes to diversity, particularly with black women? Do you find it challenging to attract and retain top talent from diverse backgrounds in your leadership roles? At Lumen Consulting Group Inc. our approach is holistic and multifaceted, encompassing coaching, leadership development, and strategic interventions specifically tailored to enrich the experiences and leadership pathways of diverse talent. We partner with visionary organizations ready to move from intention to impact. Our collaborative approach is designed to foster a culture of inclusion that transcends traditional boundaries, ensuring meaningful action and sustainable change. Contact us today to learn how your investment in equity, diversity, and inclusion can drive real business outcomes and help you meet your strategic goals rooted in a strong organizational culture. https://lnkd.in/gT3BpapC #brilliantcolours #allyship #csuite #leadershipcoaching #dei #humanresources

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In last week's episode of Culture Leaders Daily, I sat down with Johnny C. Taylor, Jr., SHRM-SCP, CEO of SHRM, to explore a pivotal shift in the HR landscape. We discussed SHRM's strategic decision to transition from DEI (Diversity, Equity, and Inclusion) to Inclusion and Diversity. Johnny shared how this change aims to unify rather than divide, addressing the widespread confusion and disagreements surrounding the "E" in DEI. Johnny's journey from law to leading SHRM is nothing short of inspiring. He discussed how his unique perspective, shaped by experiences in both the legal and HR fields, has equipped him to understand the critical connection between people and profit. His mission to be a unifier within the HR profession is evident in his approach to navigating this strategic shift. The conversation also touched on the broader challenges and opportunities in merging the interests of people and profit. Johnny emphasized the need for clarity and common agreement within organizations to foster inclusivity and drive meaningful progress. If you haven't given the whole episode a listen, hear today's snippet on Apple Podcasts: https://lnkd.in/ecD4faWC and Spotify: https://lnkd.in/eSajNARk. To hear the full-length episode with Johnny and me, listen on Apple Podcasts: https://lnkd.in/eu_ceKHD and Spotify: https://lnkd.in/esNS8D2k.

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Fascinating take on the egoic reason behind some Return to Office directives. Let's all make sure there are real business reasons that make sense behind our decisions, at the risk of harming our businesses and losing key talent. #performandfunction #thehowandwhy #takingcareofbusinesswiththeenneagram #explicitexpectations

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In 2024, DEI EFFORTS must become INTEGRATE throughout the organization. This looks like: - Inclusive leadership competencies added to promotion criteria and performance evaluation processes. - Shared expectations for respectful dialogue and communication across email, virtual collaboration tools, video calls, and in-person. - Organization-wide DEI goals broken down into department and even team-specific goals that leaders are responsible for achieving. - Investments in initiatives like pay-equity audits and expansive benefits that meet unmet needs, ensure fairness, and root out discrimination. - Learning opportunities and event programming designed to directly impact employees’ day-to-day work and experience — not simply entertain. In short, its great we share the ambition but lets roll up our sleaves to get the work done!

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While I was unable to attend the SHRM conference this year, Johnny C. Taylor, Jr., President and CEO of SHRM, message resonated with me:   “From Artificial Intelligence (AI) to incivility to the complete transformation of work … there’s a lot to address if we want to enhance our workplaces.”   When I think about incivility in the workplace, I can’t help but think it’s because we are not consistently seeking the best of the workforce. When discussing cultural fit, should we look for a history of volunteerism or service? A reputation for relationship building? It stands to reason that those candidates are more likely to have emotional intelligence and empathy and practice respect and dignity for all. We should consistently encourage staff to be their best selves (and emulate the behavior) in interactions with colleagues. Another notion I’m pondering is, whether there is outreach to veterans who have been taught values and team building. As a veteran, I can say that the military provides the most comprehensive leadership training I have ever received. We were taught the fundamentals of a cohesive unit: respect and following established policies and procedures. In your workplace, is bad behavior tolerated? Does your organization have examples of’ walking the talk’? A code of conduct is not just a document to sign! In my opinion, the older worker is another underutilized workforce sector. This group is not only subject matter experts; they also understand the rules of civility. Good or bad, the baby boomers were taught to support management decisions and respect hierarchy. There are jewels in every demographic that employers should seek out to support an organization of well-being. If staff is not civil, what is the organization’s responsibility? At a minimum, we should have anti-harassment and no-tolerance-for-violence policies. Employers should also bring attention to EAP programs, deliver focused training, and quickly resolve issues. This is the juncture to review hiring practices, workplace etiquette, team building, and succession planning. Now is the time to employ bold hiring and retention practices and find common ground for all employees. For a free chat with a PTA staff member on how we can partner with you on these or other HR initiatives, please visit our website at www.pinnacle-ta.com and click on the inquiry tab.   #workplacetrends #civility #employee support #workplaceculture  

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How often do you give feedback as a leader? Continuous Feedback loops are essential for high performing teams to tailor their performance as they thrive on it. Make it a practice to share regular feedback for improvement and growth. How often do you share it with your teams?

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The Society for Human Resource Management (SHRM) Civility Index study found that U.S. workers experienced or witnessed over 171 million acts or instances of incivility inside and/or outside of work per day, on average, in one month. One third of U.S. workers believe workplace conflict will increase over the next 12 months. (SHRM Research on Civility, Conflict and Expression, February 2024) The costs are numerous. As are the tools to foster a respectful workplace. How about we start with this:

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My recent article in HR Dive touches on the importance of all aspects of Diversity, Equity and Inclusion. Without them all - the equation doesn't work.

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I enjoyed reading this discussion about culture and effectiveness with Marvin Boakye, the chief human resources officer at Cummins. ➡️ Some of the main points: 1️⃣ Treat culture as a strategic imperative. "Strategy and culture are two sides of the same coin." 2️⃣ Top leaders commit to shaping the culture. "Setting a culture, setting a tone, setting deliberateness." 3️⃣ When someone is a poor cultural fit, recognize it and address it. "Give people the ability to self-select out." 5️⃣ Translate core values into leadership behaviours. "Accountability starts at the top." 6️⃣ Maintain your core values, but evolve leadership behaviours. With the pace of change, you can't afford to stand still. #Leadership #OrganizationalCulture 🚴‍♂️ Enjoy posts like this? 👉 Sign up to receive my quarterly roundup: https://buff.ly/3uK9Qvk https://buff.ly/3V43Ni7

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As leaders, our words have the power to shape the culture and climate of our workplaces. When we engage in meaningful conversations with our teams, we foster a sense of belonging that goes beyond the daily grind. It's about more than just talking—it's about truly connecting. When we show genuine interest in their stories, we build trust and create a space where everyone feels valued and heard. Imagine a workplace where every conversation deepens connections and every interaction reinforces the message: "You matter here." This simple yet profound message is the cornerstone of engagement. When people feel they matter, their motivation and commitment soar. They become more invested in their work and more willing to contribute their best efforts. Let's commit to making our communication more intentional… paving the way for a workplace where everyone feels they are valued and belong. Together, we can create an environment where people thrive and success is a shared journey. #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

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Supporting women in Middle Management I understand the fear that imposter syndrome can ignite, making corporate growth feel daunting. Procrastination may seem like a safe haven, but it only delays your brilliance from shining. Remember, you are capable, deserving, and worthy of success. Don't let self-doubt dim your light. Embrace your strengths, acknowledge your accomplishments, and silence that inner critic. Take that first step, even if it's small.  1. Seek support from mentors and coaches who believe in you. 2. Celebrate every milestone, no matter how insignificant it may seem. You are not alone on this journey. Together, let's conquer imposter syndrome and unlock your full potential. The world is waiting for your unique contributions. #CoachLindiweMsiza #TransformLeadershipConsulting #WomeninMiddleManagement

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Culture isn't part of the game. It 'IS' the game It's now Leadership's new imperative. Today's leaders need to regard this as more than a tagline. 'Culture IS Strategy'. 1/So, 𝗪𝗛𝗬 should leadership prioritize culture? Culture is the guiding North Star; it's the core that shapes our response to change, adversity, and opportunities. 2/Next, 𝗪𝗛𝗔𝗧 exactly is culture? It's not just about employee perks or open-concept workspaces. It's an ethos infused in your organization's DNA - it's your values, norms, communication styles, and shared stories. 3/Lastly, the all-important 𝗛𝗢𝗪. As leaders, our role expands beyond followership - it's about curating an environment where cultural norms and values foster innovation, respect, and engagement (= ACTION) As a leader, I wish to inspire this model of leadership, one where culture takes centre stage in our strategic plans. Let's elevate together and create the future of our workplaces. How to walk the talk? That's the key. ___________________ At Montea, my top place to work, we have surfaced this culture quite clearly in the past 2 years by creating: ↳ A Montea Brand Passport with at the core our mission/vision/purpose - telling the Montea story ↳ Our Attitudes: 𝗙𝘰𝘤𝘶𝘴 𝗘𝘯𝘵𝘳𝘦𝘱𝘳𝘦𝘯𝘦𝘶𝘳𝘴𝘩𝘪𝘱 𝗘𝘹𝘱𝘦𝘳𝘵𝘪𝘴𝘦 𝗧𝘦𝘢𝘮𝘴𝘱𝘪𝘳𝘪𝘵. = 𝗪𝗲 𝗴𝗼 𝗯𝗼𝘁𝗵 𝗙𝗘𝗘𝗧 𝗶𝗻 ↳ A 7 pillar strategy build around our culture (people being a key one) ↳ A strategy execution full day workshop at all departments with actions & measures up to team/individual level ↳ All in a co-creative way with the full organisation and ambassadors (=buy-in) A great picture of the front page of our Attitudes booklet you'll find in the comment section. 𝗔𝗧𝗧𝗜𝗧𝗨𝗗𝗘𝗦 𝗫 𝗔𝗖𝗧𝗜𝗢𝗡𝗦 = 𝗖𝗨𝗟𝗧𝗨𝗥𝗘 AND 𝗖𝗨𝗟𝗧𝗨𝗥𝗘 = 𝗦𝗧𝗥𝗔𝗧𝗘𝗚𝗬 _____________________ PS1. Do you agree that culture is strategy (or at least the driving force?)? All views are welcomed. PS2. Could you share a humorous episode where your company culture unexpectedly stood out? Even culture creation has its lighter moments. Looking forward to your anecdotes!

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Every week, we explore different perspectives on Leadership challenges to equip you with new insights so that you can move from “Manager of Things" to Leader of People. Leadership is a people business, so I wanted to share this replay that digs into how to… Navigating Conflict in the Workplace Drop #replay & your insights below Cheers to Leading People First! Your Executive Coach, Melissa https://lnkd.in/e6q9Dmaa #InfluentialLeadership #LeadershipDevelopment #HighPerformingTeams

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𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗪𝗼𝗺𝗲𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 Do you need help retaining women leaders and building effective talent pipelines? Our programs empower women to fill leadership roles and excel in them. https://lnkd.in/eYqeBE6n #LeadTheChange #WomenInLeadership

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#TheMorningInclusive: Celebrating Disability Employment Awareness Month (DEAM) October is Disability Employment Awareness Month (DEAM), a time to recognize the invaluable contributions of employees with disabilities and to promote inclusive hiring practices. This year’s theme, “Advancing Access and Equity,” underscores the importance of creating workplaces that are not only accessible but also foster a culture of belonging. Advancing Access and Equity The theme “Advancing Access and Equity” highlights the need for proactive measures to ensure that all employees have equal opportunities to succeed regardless of their abilities. This involves: Removing Barriers: Identifying and eliminating physical, digital, and attitudinal barriers that hinder full participation in the workplace. Promoting Equity: Ensuring all employees have access to the resources, opportunities, and support needed to thrive. This includes equitable access to career development, mentorship, and leadership opportunities. Inclusive Design: Designing workplaces, tools, and processes with accessibility in mind from the outset rather than as an afterthought. Why Accessibility Matters: Accessibility in the workplace goes beyond physical accommodations. It encompasses digital accessibility, flexible work arrangements, and supportive policies that enable all employees to thrive. When we prioritize accessibility, we remove barriers that prevent talented individuals from contributing their best work. This not only benefits employees with disabilities but also enhances overall productivity and innovation. Why Equity Matters: Equity is about fairness and justice in how people are treated and supported in the workplace. It ensures everyone has the same opportunities to succeed, regardless of their starting point. Equity addresses systemic inequalities that can disadvantage certain groups, ensuring that everyone has the same chance to succeed. By promoting equity, we can attract and retain a diverse workforce that brings a variety of perspectives and ideas. Building a Culture of Belonging Every employee feels valued, respected, and included in a culture of belonging. It’s about more than just meeting legal requirements; it’s about creating an environment where everyone can bring their whole selves to work. Research shows that diverse teams are more innovative and perform better financially. By embracing accessibility and fostering a culture of belonging, companies can tap into a wider talent pool and drive better business outcomes. Moreover, employees who feel included are more engaged and loyal, reducing turnover and fostering a positive workplace culture. Join Us in Celebrating DEAM This DEAM let’s commit to advancing access and equity in our workplaces. Share your stories, highlight your initiatives, and join the conversation using #AdvacningAccessEquity. Together, we can create workplaces where everyone belongs and thrives.

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🔧 Address strategic challenges and operational gaps with our expert advisors, consultants, and interim executives.  𝐌𝐚𝐱𝐢𝐦𝐢𝐳𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐰𝐢𝐭𝐡 𝐨𝐮𝐫 𝐭𝐨𝐨𝐥𝐬, 𝐩𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬, 𝐚𝐧𝐝 𝐜𝐡𝐚𝐧𝐠𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐞𝐧𝐭𝐢𝐨𝐧𝐬.  Email us at [email protected] and we’ll take it from there! 😄 #OrgDevelopment #StrategicPlanning #WorkforceEngagement #Consulting #LeadershipSupport

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