An investment in learning & dev't has sign't benefits for individuals who receive training, teams & the organization. Research est's provide a wide range of ROI - even the lowest estimates show the value. When L&D is built with a longer view and sustainability over time, the ROI multiplies.

#Ingroups and #outgroups. They matter in our workplaces and the work we do. People in an in-group have a sense of #belonging, identifying with others also considered in the in-group.

What would you do if.... Your team told you they wanted more #transparency - but every time you shared difficult news, #trust seemed to decline? There is so much that could be going on here. Is the issue with you, the team or a combination of both?

What do you do when your #leadership team appears to have reached agreement in your meetings, but then leaves with a completely different understanding of what was decided, resulting in actions that are at odds with each other? What has been your experience? What have done in this situation?

Are we having the wrong conversation about kids and social media? A conversation on CBC radio this morning caught my attention - about Canada’s proposed Bill C-34 – Safe Social Media Act – would ban social media access for anyone under 16 – and suggesting we might be having the wrong conversation.

I love the question, "Is AI going to turn our brains to mush?" I especially love the counter point of view that AI has the potential to expand our cognitive capacity. This happens through using our #criticalthinking ability - a #humanskill that will become increasingly important.

#AI is changing the nature of entry-level jobs. Recent research shows that #entryleveljobs have decreased by 35%. This means the nature of entry-level jobs is changing. In a recent presentation to a local college...

Trust is built in developing the skills to be in challenging conversations and using those opportunities to do better, build on ideas, be more creative and make better decisions. #Trust keeps people engaged and encourages resiliency.

Trust is earned in every day moments - in listening, following through, treating people with respect, acknowledging shared humanity, celebrating the achievements of others. #workplaceculture #HealthyWorkplaceCulture #healthyworkplace #worldviewintelligence

#Trust. It is not a given. It is not perfection - maybe it's the opposite of perfection because it's about being real. It requires intentionality and consistency. It is an essential ingredient in a #HealthyWorkplaceCulture.

What is a #HealthyWorkplaceCulture and why does it matter? It is the difference between an environment where there is confusion, lack of clarity, #lowtrust and #highturnover and one where this is collaboration, innovation, high morale and retention. #workplaceculture #disengagement #lowmorale

📊 According to a new Gallup poll, technology employees and remote workers are among those facing the greatest layoff risk. Interestingly, despite the headlines, only 1% of laid-off employees cite AI as the primary reason for job loss. #AIAdoption #FutureOfLeadership #OrganizationalCulture

Believing AI is objective is a trap. AI has been built by from human created data which has bias built in. It could be useful to ask the AI to identify the biases. AI leans toward #sycophancy - which is the tendency to tell you what you want to hear - 49% more likely to do this than a human.

A key driver of a healthy #workplaceculture is intentionality. What type of work environment has the organizations's leadership team decided to create - and then communicating the why of the decision so people understand.

Have you identified the costs associated with conflict, turnover, a lack of psychological safety and more? It doesn't have to be just a "cost of doing business" as we have heard some industries say. There is a better way. What would you say is the biggest internal challenge you are facing right now?

A Healthy Workplace Culture isn't just a nice to have - there are sign't cost savings & rev gains associated with a thriving workplace that show up with reduced conflict, increased inclusion & belonging, better cross departmental collab'n, increased innov, better customer service & engaged teams.

A favourite myth busting point about AI is about it turning our brains to mush. It depends on how we use it. If we use it as a crutch, yup - that will probably happen. However the use of AI has the possibility to expand our cognitive capacity! I've heard this from a number of reputable sources now.

This is the intro to a presentation I did yesterday for a client - on the real story of #AIAdoption as told to us by leaders in small and medium sized organizations across all sectors. It's not what the headlines would have us believe. Interested in the full presentation? youtu.be/ZadqcQVTIUg

Gained great insights this morning during my 90 minute virtual session with staff and instructors at #HollandCollege about exactly how #disruptive AI is to how we do our work - causing everyone to rethink processes, how we describe tasks and determine outcomes.

Substance - tangible, solid presence. Integral to relationship building. Too many organizations skip right past #substance to attend to the "agenda" - an #agenda that might take longer to complete when we skip past #relationshipbuilding.

#BoldLeadership Action 5 Tie Leadership Promotions to #CultureBehaviours - and Mean It! One of the more obvious links is to organizational values that are lived. This is the one most organizations say they do but “the proof is in the pudding”.

#BoldLeadership Action # 4 Publicly and transparently talk about #organizationalfailures - without immediately pivoting to excuses or solutions. When something goes wrong - a team fractures, a change initiative fails, #trust erodes - the instinct is to move quickly into hide or fix mode.

Bold Leadership Action # 3. Develop and use a "culture impact assessment" and apply it to every decision made in the organization. If it truly reflects the intentional organizational culture you have created, it will provide an accurate decision-making barometer....

Bold Leadership Action # 2. Cancel the #annualengagementsurvey ... ... and replace it with real-time #cultureconversations! Be honest. What was your first reaction in reading this bold leadership action suggestion? Excitement, hesitancy, dread, but….? ...

In this clip from our last Shades of Life conversation, we talked about how the practice of #checkins for our meetings creates connection and shortens the distance between us. Helps us remember that a short distance is even possible. We can do this! And in so doing, we light up #imagination. ...

" #Culture isn't a soft investment. It is one of the only ones that pays you back on every line of the budget." Quoting from Mike Papacoda's comment on a post I made about investing in a #HealthyWorkplaceCulture in times of economic uncertainty.

Is it a bold leadership action to make your worldview visible to your team? It sure can be. It requires vulnerability & transparency. Many leaders talk about psychological safety but aren't modelling what it means - which indicates there is room to grow the health of your workplace culture.

"Mandatory attendance is not a substitute for good, compelling culture within an organization." What makes a culture compelling? We have thoughts, captured in the New Geography of Work report that offers strategies & recommendations from leaders across all sectors in every kind of work environment

One of the delights for us in hosting round table discussions is hearing more of the real world experiences of participants. Here Jade Herman from South Dakota Mines shares her experience of offering #flexibility in the #workplace through a remote/hybrid policy SDM has in place. #workplaceculture

So happy to introduce a new episode of our Worldview Intelligence #WorkplaceCultureWisdom series featuring Tova Sherman, CEO of the reachAbility Association. She brings the perspectives of #leadership, #advocacy and lived experience with both #ADHD and #mentalhealth.