Stryker’s Post

Decisions, decisions. Every day, a leader and their organization is faced with more decisions. Does it make sense for each person to use different standards? (Nope) Would decisions be better, more consistent, and aligned if a small number of core values informed the decisions? (Oh, yes.) That is why we stress core values for all our C12 members. The values explain what behaviors are non-negotiable, what ideals are most desirable, and what alignment looks like. Decisions get a lot easier. We help Christian CEOs through the process of defining, documenting, and communicating core values. We'll help you, too. Contact me for more information, or go to https://lnkd.in/gUMw5NXz. #c12northtexas #c12forums #corevalues

When the management team ask for the programme to start to be rolled out to their nominated [M]enable(rs) and they become sponsors, you know that the impact you were striving for is happening. Everyone in #automotiveindustry is familiar with the traditional 'tick-box' training that has to be attended, so to see leaders, powerfully and publicly transferring the learning and the message, assures me that this is culture change that will stick - AND, the results are proving it. Our monthly meetings we've had, are paying off! Culture change isn't about doing anything radically different, it's not scary or daunting - but does require a commitment to step back, put the people before the numbers and remember that 'people perform well, when they feel good about themselves'. Hats off to Tony Jackson and the team at Sandicliffe Ford Store in Nottingham. Terry Alsop James Armstrong Aaron Borg Phil Lycett Lauren Gittins. Welcome to the next stage - Errol, Abi, Jo, Alistair and Luke. As always, thanks to Paul Woodhouse and Abigail Curson for inviting us to facilitate this. Our industry thrives on its amazing people, but we still have a lot to do to change attitudes, beliefs and approaches - for #mentalwealth DEI, Gender Balance, addressing the skills shortage and retaining people! Call me, we have a solution (to the problem some in the industry can't see!)

At Harrity & Harrity, LLP, we've taken a page from Jack Welch's playbook, particularly inspired by a powerful anecdote from his book "Winning." In a candid moment during a town hall meeting, a laborer poignantly remarked, "For twenty-five years, you paid for my hands when you could have had my brain for free." This statement not only emphasized the untapped intellectual contributions employees can offer but also highlighted a pivotal shift in our management philosophy. Embracing this insight, we ensure that every team member is heard, valuing their minds over their manual efforts. By fostering an environment where ideas are as welcomed as expertise, we harness a broader spectrum of innovation and commitment. This approach doesn't just enrich our processes —it transforms our entire workplace culture, proving that when you engage minds, you amplify potential. #EmployeeEngagement #Innovation #Leadership

When we talk about Supplier Diversity, we know it involves creating policies, practices, and initiatives that go beyond compliance, demonstrating a genuine commitment to equity and inclusion. It requires building relationships with diverse suppliers, providing them with opportunities to grow and thrive, and ensuring fair and equal access to business opportunities. In essence, from a leadership standpoint, supplier diversity is not just a box to be checked; it's a strategic imperative that aligns with broader corporate values. It's a recognition that diversity in the supply chain is a key driver of innovation, resilience, and long-term success for the organization and the communities it serves. As a leader in this field, embracing and promoting supplier diversity is a tangible way to leverage the power of inclusivity for the benefit of the company, its stakeholders, and society at large. #SupplierDiversity #DiverseSuppliers #InclusiveProcurement #MinorityOwnedBusinesses #SupportDiversity #EqualityInBusiness #SupplierInclusion

In promoting inclusive practices, leaders can be more authentic and respectful at the same time. They can establish open communication channels to solicit input from all team members, ensure diverse perspectives are considered in decision-making processes, and provide training on unconscious bias awareness and mitigation. They can also implement ....https://buff.ly/4cauXdG

As Brand leaders, it's our responsibility to safeguard TRUST by relentlessly pursuing authenticity, transparency, and patient well-being. In an era where every choice impacts lives, let integrity be your guiding star. #leadersthought #mondaythought #authencity #brandtrust #transparency #brandprotection #chekkittechnologies

Ever found yourself at odds with your own values? It's a common struggle, both individually and within organizations. But when this dissonance persists at the organizational level, the repercussions can be far-reaching So, why does this misalignment occur, and how can it be addressed? This blog explores the four key reasons: https://lnkd.in/evsxvb6m #leadership #values #OrganizationalBehavior #culture 

Much of what I have discussed about our re-brand is how we wanted it to reflect our re-brand. But what our Values? Well simply: Transparency - Working with each other in an open and honest way. Collaboration - Working in partnership to form vigorous solutions. Purpose - Working with the knowledge that our actions are contributing to a wider global goal. Innovation - Challenging and adapting traditional ideas to change the status quo. Whilst these won't come as a surprise to any of those who we have worked with closely over the last 15 years, I felt it was important that we put them out there for everyone to see, to keep us accountable. How do you embed your company values into what you do? 

Thank you to those who joined the discussion today at our #LeanCoffee #TheFiveDysfunctionsOfATeam model, per Patrick Lencioni: “If this sounds simple, it’s because it is simple, at least in theory. In practice, however, it is extremely difficult because it requires levels of discipline and persistence that few teams can muster.” This is a model that has a foundation in #TRUST, the widest portion of that pyramid of actions that are directly linked to the ones above them! It takes a lot of intention to build and solidify that base that can then open up the psychological safety to have difficult but productive and constructive conversations, which then lead to clear commitments and the resulting ownership and accountability, and finally to collective results! I consider the Lean tenet, “Respect for People,” contributes to strengthen the model’s pyramid base. Opening the field to be authentic, inclusive and fearless to face, as a team, any challenges that are presented. #LeanConstructionInstitute #LCIHoustonInterestGroup #Persistance #Purpose

HOW TO FOSTER A CULTURE OF EXCELLENCE To foster a culture of excellence, it's crucial to embody and promote the values that drive excellence in every aspect of your organization. For example, at Background Check International, the core values represented by 'ASPIREE' guide operations and culture, emphasizing professionalism, integrity, and excellence. Implementing similar values in your organization can help create an environment where excellence is not just encouraged but expected. #excellence #culture #corevalues #organization