Search Results

co-authored by Melina Lipkiewicz & Tim Collings

The importance of a thriving workplace culture cannot be overstated. In contrast, an unhealthy workplace culture leads to high turnover, low morale, and decreased performance So, what makes for a thriving workplace culture? Collaboration and teamwork are also essential components of a thriving workplace culture. At PeopleQ, we are proud of our own thriving workplace culture.

Questions that provide insight into improvements that impact business performance such as culture, leadership see’s the responses, should they be filtered, and how will they be used to improve team and company culture Getting the goodbye right, can provide valuable information about your culture, leadership and teams

By being intentional with our actions and embracing a culture of shared power, we drive better outcomes Our workplace culture and leadership programs incorporate empowerment strategies for all levels of leadership

Melina and Suria at work in Halifax Street Our work with leaders, as well as ourselves, often centre's on strategies to effectively navigate challenging conversations, introducing our 5I's model as a tool to assist leaders engage in these dialogues productively. And no matter how prepared we feel going in, I've noticed, and experienced, that internal compass sometimes steering us away from difficult conversations, while at other times urging us to courageously lean in. This made me wonder if this hesitation is due to the individual, or the relationship climate? I’d like to suggest the latter! When challenging conversations are easy, I've observed a powerful combination of factors at work.   Alignment , going beyond the surface to establish a shared understanding of the why and how, common objectives and desired outcomes clarifying the what and where.  It means we operate from a unified perspective.  A collective approach. A deep sense of connection with a healthy respect and appreciation for each other's perspectives, expertise, beliefs and strengths. And implicit understanding that team success is prioritised over the individual, whilst valuing the individual.  Individual needs are considered within the broader context of the team's goals. A quiet and powerful acceptance that intentions are good , and individuals approach the dialogue with positive intent.  Essentially building goodwill among each other.   A genuine desire to appreciate what others contribute and a willingness to support their growth and development beyond their own expectations of success. There is acceptance that open robust transparent discussions are pathways to positive outcomes, which enhance trust and confidence.  Therefore leaving nothing unsaid and being clear with what we are communicating, rather than being ambiguous or or evasive, which are unhelpful approaches.   When hard conversations become exponentially more difficult, I witness, and experience disconnection, misalignment and misunderstandings. People drift away from collective understanding to individual agendas and selfless pursuit of excellence may be traded for selfish pursuit of success.  As this dynamic unfolds, judgement becomes rife giving rise to shame, which results in searching for the nearest exit to avoid uncomfortable interactions.  And, truth telling and candid dialogue are overshadowed by a tendency to skirt around issues, rely on inuendo and indirect references versus addressing the core of the matter at hand. So what’s the work of leaders? Apart from adopting tools like PeopleQ's 5I's to prepare for these dialogues, also consider creating the right relationship climate by; 🔢Getting on the same page with your team, what's important, whats the objective and why 🔢Cultivating and building a deep sense of connection 🔢Defining your purpose, and gaining clarity on your legacy to anchor to in these moments 🔢Adopt, and practice language that doesn't place others into a defensive state, amp up EQ + Trust 🔢Be open and fluid, supporting the growth of others. 🔢Practice communicating with clarity and avoid ambiguity Connect with us for a coffee chat on how we can support you build your approach for challenging conversations.

What not to do Part 1 Employee engagement and culture survey tools are a great way to invite and collate Whilst these tools are a game changer to how we design, measure and manage workplace culture, there This also applies to inconsistent engagement with your culture tool by leaders. The end result? While culture and engagement tools are designed for leaders to pay close attention to survey scores, And if a culture tool is on your list of ideas, speak to us about PQfactor, our thriving cultures tool

referred to spreading your focus too thin, ruminating on the who what and where and approaching workplace culture Not prepared to change When embarking on your cultural transformation journey, it’s easy to think of it as an exercise with a start and end point; however, as we mentioned earlier in part2, culture is not Missed opportunity: If you’re not prepared to use your employee engagement or culture tool to support At PeopleQ, we exist to inspire cultures to thrive, so people thrive.

With that culture embedded as an everyday way of life, we were constantly searching and sensing for gaps to rethink decision-making, embed structures and processes that stay open to change, cultivate agile cultures

For me, its about culture, communication, trust, customers, belonging, appreciation, passion and performance Leaders are custodian's of culture, leader's cultivate belonging and appreciation to lift performance Check in, measure culture and performance with pulse checks.

Organisational culture is not an isolated thing in business. To change culture, we need to change how we lead and how we team. Recent research has revealed some shocking statistics on how leadership influences organisational culture An essential first step in influencing organisational culture through teaming and leading. Talk to us today to understand how we can support you to positively impact culture.

Culture is sometimes good. Purpose fades. #leadership #culture #peopleq #pqfactor #conversationalintelligence #emotionalintelligence #highperformanceteams

Spreading your focus too thin When you first embark on culture transformation there may be a number of Like strategy, productivity, talent acquisition and marketing, your approach to workplace culture is And like a river ebbs and flows, so does workplace culture as people move within organisations. ensure leaders understand they are key drivers of workplace culture. culture measure along with your financials, productivity and customer measures.