Description

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Summary
In this episode, Wendy discusses how to operationalize a culture that benefits both employees and the organization as a whole. She defines culture as the shared norms, values, attitudes, and practices that form the collective identity of a company. 

Wendy introduces her Thrive Culture framework, which consists of six key areas: tribal core values, helpful processes and systems, responsive listening strategy, inspiring inclusivity and belonging, visible career and development paths, and empowering rewards and recognition. 

She emphasizes the importance of defining core values, creating clarity in processes, listening to employee feedback, promoting inclusivity, providing growth opportunities, and recognizing and rewarding employees.

Keywords

culture, operationalize, employees, organization, shared norms, values, attitudes, practices, collective identity, Thrive Culture, tribal core values, helpful processes, systems, responsive listening strategy, inclusivity, belonging, career paths, development paths, rewards, recognition

Takeaways

• Culture is about the shared norms, values, attitudes, and practices that form the collective identity of a company.
• Operationalizing culture involves focusing on six key areas: tribal core values, helpful processes and systems, responsive listening strategy, inspiring inclusivity and belonging, visible career and development paths, and empowering rewards and recognition.
• Defining core values and ensuring they are lived and breathed by the organization creates a tribal culture.
• Having clear processes and systems promotes consistency, improves morale, and impacts the bottom line.
• Implementing a responsive listening strategy, including surveys and interviews, allows leaders to gather feedback and make improvements.
• Creating an inclusive environment through language, safe spaces, and employee resource groups fosters a sense of belonging.
• Providing visible career and development paths, along with leadership competencies, helps employees grow and prepare for future roles.
• Recognizing and rewarding employees in a way that aligns with their preferences and values boosts morale and makes them feel valued.

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With 25+ years of leadership experience, spanning multiple roles across corporations and non-profits, I have gained a wealth of experience in understanding what makes organizations successful.

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