Luke Wheeler’s Post

Culture integration is critical for successful organizational change, whether it's rapid expansion, M&A, leadership transitions, restructures, or market shifts. Companies prioritizing culture see a 3X increase in shareholder returns according to Mckinsey – but without it, morale plummets and top talent walks. 🚶♀️ The solution? Build connectivity and trust through strategic talent initiatives revolving around mentorship, networking, culture onboarding, and change leadership. These initiatives will foster a sense of belonging, accelerate cultural integration, and drive better business outcomes. Want to know the best talent development strategies for culture integration? Let's dive in 👉 https://hubs.ly/Q02yKFcV0 #CultureIntegration #TalentDevelopment #ChangeManagement #EmployeeEngagement #OrganizationalChange #10KC

Hiring for culture alignment means finding leaders who resonate with your values and practices, leading to seamless integration. But is it always the right approach? Discover more in our latest article: https://ow.ly/uF3r50U9fhs #CultureAlignment #LeadershipDevelopment

In today's dynamic business landscape, company culture is more than just a buzzword—it's the lifeblood of a thriving organization. Understanding and nurturing this culture is fundamental to driving sustained success for executives. A strong culture aligns the organization's vision and values, creating a unified direction behind which everyone can rally. When executives understand and promote a positive culture, it boosts employee morale, leading to higher engagement and productivity. A compelling company culture attracts top talent who share the organization's values and vision, fostering a more dedicated and innovative workforce. Leadership that embodies the company culture inspires employees to strive for excellence, driving overall performance and success. Additionally, a cohesive culture enhances the company's brand identity, making it more attractive to customers, partners, and stakeholders. Leadership and individuals are critical in shaping and maintaining the corporate culture. Executives set the tone by exemplifying the company's values in their actions and decisions. Transparent and open communication from the top down reinforces trust and aligns everyone with the company's goals. Empowering individuals at all levels encourages them to contribute to and enhance the company culture. Cultural misfits can disrupt harmony and productivity. To avoid them, define and communicate the company's cultural values during the hiring process to ensure alignment from the start. Invest in continuous training and development programs to reinforce cultural values and encourage alignment. Establish robust feedback mechanisms to identify and address cultural misalignments early on. By understanding, shaping, and nurturing a positive company culture, executives can lead their organizations to new heights of success and innovation. Let's commit to building a culture that drives performance and makes our workplace a vibrant and engaging environment for everyone. #Leadership #CompanyCulture #ExecutiveLeadership #EmployeeEngagement #OrganizationalSuccess #CulturalAlignment #WorkplaceExcellence

🔒 Cultivating a thriving organizational culture isn't just about perks and slogans – it's about fostering behaviors and expectations that drive success. A robust People Plan plays a pivotal role in reinforcing and protecting your desired culture. When putting together your plan... 1️⃣ Define Your Cultural Pillars: Your people plan should align closely with your organization's cultural values. By clearly defining these pillars, you establish a framework for expected behaviors and attitudes across the board. 2️⃣ Embed Your Values in Practices: Use the plan to infuse your cultural values into every aspect of your people practices – from recruitment and onboarding to performance evaluations and leadership development. 🌱 3️⃣ MOST IMPORTANTLY - Lead by Example: Leaders set the tone for organizational culture. Ensure that your leadership team embodies and upholds the values outlined in your people plan. Their actions speak volumes and serve as a powerful model for employees at all levels. 4️⃣ Empower Employee Voice: Cultures thrive when employees feel heard and valued. Create channels for feedback, open dialogue, and idea-sharing within your organization. Encourage employees to actively contribute to shaping and refining the Plan. 5️⃣ Address Misalignments Swiftly: Despite your best efforts, cultural misalignments may arise. Whether it's through misconduct, conflicts, or divergent behaviors, address these issues promptly and decisively. Upholding your cultural standards reinforces their importance and maintains integrity. 6️⃣ Continuous Evaluation and Adaptation: Cultures evolve, and so should your People Plan. Regularly assess the effectiveness of your strategies in reinforcing desired behaviors and expectations. Be willing to adapt and refine your approach as needed to stay aligned with your evolving organizational culture. By weaving your cultural values into the fabric of your People Plan, you create a resilient framework that reinforces your values and desired behaviors – they're lived and breathed every day. #PeoplePlan #OrganizationalCulture #PeopleStrategy 🌱

i like the description in this post of culture being how we collaborate and cooperate to deliver strategy. Strategy can become disconnected from the day to day when people become absorbed in the doing, tasks, deliverables and ticking of boxes. They forget (or were never shown) why they*re doing it. Culture is a constant dialogue and reflection on why and how. Why gives context and meaning. How facilitates collaboration and co-operation. Both deliver better, more consistent results and high performance - in line with what needs to be achieved strategically. This is why culture needs investment and attention - constantly. It is strategys best friend!

Ever felt the company you once started is no longer recognizable? As companies scale, maintaining the core culture becomes a delicate balancing act. It's not uncommon for businesses to experience culture dilution— the gradual erosion of the values, behaviors, and beliefs that initially defined them. This phenomenon can silently undermine the organization's identity, affecting employee engagement, decision-making, and overall success. Why does culture dilution happen? -> Rapid Growth: As new employees join, especially in large numbers, the original culture can get diluted if onboarding and integration processes aren't robust. -> Geographic Expansion: Different locations may develop their own subcultures, which can diverge from the company's core values. -> Leadership Changes: New leaders bring their own perspectives and management styles, which can shift the cultural landscape. -> Mergers and Acquisitions: Combining different corporate cultures can create friction and confusion, often diluting the original ethos. Steps to take: 1. Clearly Define and Communicate Core Values: Make sure everyone understands the company's mission, vision, and values. Regularly communicate these through town hall meetings, and internal communications. 2. Strong Onboarding Programs: Ensure new hires are thoroughly introduced to the company's culture. Mentorship programs can also help newcomers align with core values. 3. Consistent Leadership Alignment: Leaders should embody and champion the company's values. Regular training and alignment sessions can help maintain consistency. 4. Foster a Unified Culture Across Locations: Use technology to bridge geographical gaps and ensure all employees feel connected to the company's mission. 5. Encourage Feedback and Dialogue: Create platforms for employees to express their concerns about cultural shifts and suggest improvements. Let's not underestimate the power of a strong culture —it's the foundation upon which we build lasting success. How do you ensure your company's culture remains intact as you grow? Share your experiences and thoughts below! 👇

1990 Culture imported from China is not relevant in today’s African society and economy? 2024 we need a clear strategy that ignites people and communities. No matter who is implementing what the target 🎯 goal remains the same. Impact over profits.

A company's culture is what’s observable and 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀 𝗮 𝗽𝗿𝗶𝗺𝗮𝗿𝘆 𝗹𝗲𝘃𝗲𝗿 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗼 𝗿𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲 𝘁𝗵𝗲𝗶𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻'𝘀 𝗰𝘂𝗹𝘁𝘂𝗿𝗲. Culture is happening all the time: It’s the language we use, the way we treat people, and how we get work done. Yet, 𝗼𝗻𝗹𝘆 𝟭 𝗶𝗻 𝟱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗲𝗲𝗹 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝘁𝗼 𝘁𝗵𝗲𝗶𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻’𝘀 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, according to Gallup. #employeerecognition #digitalworkplace #intranet Anna Kravets Natalia Domanska, MBA Natalia Shcherbyna-Supruniuk https://lnkd.in/e4SUfrre

In my experience working with tech businesses, culture is often a focal point for leadership teams. A strong, positive company culture can attract top talent, improve employee retention, and drive performance. However, I've learned that no matter how much effort you put into shaping the culture, it simply won’t thrive unless the basics are in place. By "basics," I mean the foundational elements that every employee expects and deserves—getting paid accurately and on time, having clear career development plans, receiving timely and constructive feedback, and ensuring that employees aren’t burning out with extended hours. These essentials are not just "nice to haves," they are crucial for creating the right environment for any culture to take root and flourish. I’ve seen firsthand that when employees feel secure in these fundamental areas, they’re much more likely to engage in the broader cultural goals the company is striving to achieve. They are more motivated, more productive, and more invested in the company’s success. On the flip side, even the best cultural initiatives will struggle to gain traction if people feel overlooked or neglected in these areas. For leaders, it’s tempting to jump straight to the exciting parts—innovation, collaboration, team-building activities—but it's essential to focus on getting the basics right first. Once those core needs are met, the culture you want can truly thrive. In short, if you want to build a strong, sustainable company culture, start with the basics. Get those right, and everything else will follow. #Leadership #CompanyCulture #TechLeadership #EmployeeWellbeing #CareerDevelopment #TechBusiness #HRStrategy #WorkplaceSuccess #HRConsultant

Only 2 in 10 employees feel connected to their organization's culture, according to Gallup. This is a concerning statistic as a broken culture can make everything harder to accomplish. While there's no quick fix for culture building, leaders can take steps to improve it. The article below shares advice on diagnosing and fixing a broken culture....https://lnkd.in/g9QmqY-j #EmployeeExperience #EngagedWorkforce #CultureBuilding