Lucas Seifert’s Post

Did you know 90% of Fortune 500 companies have Employee Resource Groups (ERGs), yet only approx. 5% of companies compensate for their ERG Leads? I am happy to report that Samsara is part of that 5% that recognizes ERG Leads by providing a spot bonus for all of the work we do on top of our day jobs to provide a diverse and inclusive environment for all. How cool is that? In a time where DE&I efforts are gaining less traction at companies, I am grateful to see and be part of this recognition/continued investment. A huge shout-out to all of our ERG leads/committee members for their amazing work building a more inclusive & diverse workplace for all. Getting hired is one thing, having a place where you belong/feel included is what will make you stay. A huge shout-out to Adebola Morton, Nikki Klepper, Kirsten Mitchell and Lynita Taylor, EdD, MBA for leading the way!

[Employee spotlight]  We are pleased to introduce you to Helene Walike, Invoice Manager at Polytra Congo in our spotlight of the day! 🌟 Helene’s advice to new collaborators joining the team is to be fully aware of the work that they are doing and not take it lightly once they are in the company. Always have a well-organized personal program relating to the task to be carried out each day and love what you do. Carry out the tasks honestly and on time, and aim for excellence to achieve good results that are useful for the company’s progress. Curious to learn more about Helene’s story? Read her testimonial and leave your comments below 👇

Developing a Global Mindset: Kyowa Kirin's Talent Exchange Program At Kyowa Kirin, we understand the importance of embracing a Global Mindset as we continue to globalize our operations. Our corporate core values of Teamwork/Wa and Innovation are intrinsically connected to our commitment to fostering a diverse and inclusive workplace. Introducing the Kyowa Kirin Global Exchange Program, an initiative designed to strengthen and develop our global talents. This year, from September to November 2023, we successfully assigned six talented individuals to Kyowa Kirin in Tokyo, Japan, and Kyowa Kirin International in Marlow, UK. Candidates were selected by free application to the program and screening and interview with Host Line Manager. The objective of this program is twofold: to empower our employees to deliver Life-changing value and to support their career growth in an increasingly globalized pharmaceutical landscape. By providing on-the-job training in different regions, we enable participants to acquire practical work experience, expertise, adaptability to different cultures, and expand their personal networks. Throughout the program, we see amazing transformations. Participants, once strangers, now share a bond forged through shared memories, experiences, and challenges. These cross-border connections have formed a lively global network that will continue to flourish long after the program's conclusion, reflecting the enduring impact of this initiative. During the final presentations, we had the privilege of hearing from the participants themselves, as well as their Host Line Managers. Their stories illuminated the immense impact their work and the Global Exchange Program had on various teams and initiatives throughout Kyowa Kirin. These experiences have provided participants with a unique lens through which to view the work we do at Kyowa Kirin, promoting fresh perspectives and a deeper understanding of our global operations. We are delighted to have this impactful talent development program, and we eagerly look forward to the opportunities and growth that 2024 will undoubtedly bring.   #GlobalMindset #TalentExchange #KyowaKirin #Teamwork #Innovation #PharmaceuticalIndustry Sian Abel

Exploring the rich mosaic of cultures and savoring the delicious cuisines of different countries with colleagues has been an incredible journey. Every culture we encounter brings its unique perspective, traditions, and ways of thinking to the table. It's in these moments of sharing and understanding that we truly connect. We're not just colleagues; we're a tapestry of diverse experiences and backgrounds, interwoven into a team that's greater than the sum of its parts. From enjoying local food in Cambodia and Vietnam to learning about traditional customs, these experiences have made us a more tightly-knit, globally aware team. It's a reminder that in today's interconnected world, embracing cultural diversity isn't just a choice – it's a powerful strategy for success. So, here's to the exciting journeys of exploration, to the friendships formed through cultural exchange, and to the limitless possibilities that arise when we collaborate as a truly global and closely-knit team. 

Raise a glass (and your skills) this June as Leaderonomics Services Malaysia. (LSM) celebrates their 10𝐭𝐡-𝐲𝐞𝐚𝐫 𝐩𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐰𝐢𝐭𝐡 𝐒𝐢𝐥𝐞𝐠𝐚, offering 𝐄𝐗𝐂𝐋𝐔𝐒𝐈𝐕𝐄 discounts on training and simulations for you and your organization. Experience one of the 𝐛𝐞𝐬𝐭 𝐬𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬 for organizations, providing a risk-free, engaging environment that offers immediate feedback, fosters teamwork, and prepares your employees to handle real-world challenges effectively. Don't miss out on this 𝐏𝐑𝐎𝐌𝐎𝐓𝐈𝐎𝐍𝐀𝐋 𝐃𝐄𝐀𝐋 — especially since this promotion deal is 𝐅𝐔𝐋𝐋𝐘 𝐇𝐑𝐃 𝐂𝐎𝐑𝐏 𝐂𝐋𝐀𝐈𝐌𝐀𝐁𝐋𝐄. Plus, with the new HRD Corp Circular that took effect this year, this is your 𝐆𝐎𝐋𝐃𝐄𝐍 𝐎𝐏𝐏𝐎𝐑𝐓𝐔𝐍𝐈𝐓𝐘 if you're looking for ways to spend your funds wisely. So what are you waiting for? To learn more about this promotion and its packaged prices, contact lsm@leaderonomics.com (or WhatsApp us at +60126687275) for further information 😁 . 𝘕𝘰𝘵𝘦: 𝘛𝘩𝘪𝘴 𝘱𝘳𝘰𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭 𝘱𝘦𝘳𝘪𝘰𝘥 𝘪𝘴 𝘰𝘯𝘭𝘺 𝘷𝘢𝘭𝘪𝘥 𝘧𝘰𝘳 𝘱𝘳𝘰𝘱𝘰𝘴𝘢𝘭𝘴 𝘴𝘪𝘨𝘯𝘦𝘥 𝘣𝘺 𝘵𝘩𝘦 𝘦𝘯𝘥 𝘰𝘧 𝘑𝘶𝘯𝘦 30, 2024. 𝘖𝘵𝘩𝘦𝘳 𝘵𝘦𝘳𝘮𝘴 𝘢𝘯𝘥 𝘤𝘰𝘯𝘥𝘪𝘵𝘪𝘰𝘯𝘴 𝘢𝘱𝘱𝘭𝘺. #Leaderonomics #TrainingPrograms #CorporateTraining #SimulationTraining #HRDCorp #SkillDevelopment #ProfessionalDevelopment #EmployeeTraining #TeamBuilding #LeadershipDevelopment #ExclusiveDiscounts #HRDClaimable #GoldenOpportunity #WorkplaceTraining #LearningAndDevelopment #Silega #PartnershipAnniversary #MalaysiaBusiness #CorporateOffers #JunePromotions

How important is your organisation's #culture to you? At BGL Corporate Solutions culture is a daily focus. It is a relentless and ultimately rewarding journey for the entire team. Based on a strong foundation of values, we do not deviate from or compromise on who we are. We live out and communicate what is important to us each and every day—a discipline that I encourage more organisations to adopt. An aspect of our culture I am so proud of is how we celebrate diversity to drive inclusion and unity. Yesterday was a great example of simple moments that can help foster a strong culture and team. Some members of the BGL Corporate Solutions Italian community got together to put on a morning tea. We called it Dolce e Caffe Day. Cannoli, cream puffs, continental cakes, slices and tiramisu, could you get any better? We invited some of the mums in, who were so excited to be a part of this. We gathered people around the table, a powerful symbol of Italian culture, where all are welcome to have a seat. My job was to welcome the team in Italian while Adriana Cavallo interpreted (did very well) and then we asked people to partake. The concept of #family, food and being welcoming is so deeply entrenched in the Italian culture. Connecting people to this created a moment of celebration that further strengthened people's understanding of who we are. The better we understand each other, the better we can accommodate, interact and ultimately truly and deeply connect. By doing this across cultures, you develop a #team that understands the power of diversity and the importance of true inclusion. This is core to who we are and I consider it the most powerful point of differentiation. This is why we have been able to create and deliver amazing products and services consistently over 35 years. Do not leave culture to chance! Seek to pursue understanding and celebrate your organisation's many amazing people and cultures by creating meaningful moments and connections. I'm looking forward to July, when members of our Chinese community will rise to the challenge of who puts on a better spread. I wish them all the luck in the world after what they experienced yesterday!😊 Bring it on James Luo & Co.

The best company cultures are those whose impact is recognized and acclaimed by the ones they are aimed to serve.

P&G’s standout commitment to innovation and propelling careers is a large part of what drew me to the company. Behind every P&G innovation there is a P&G innovator with great insight, growing a career at P&G. We want to prioritize an environment and culture that allows employees to take control of their careers – from learning new skills, to taking assignments in different parts of the business or participating in mentorship programs. Our scientists, engineers and technologists all draw inspiration from their personal experiences, having a unique dedication and drive to develop products that add value to our consumers daily lives. Learn more about their stories in this article. #PGInnovation

Everybody knows about the concept of ownership (mostly thanks to Jocko Willink, I suppose), and I'm happy to work in a company that values it highly. But have you heard of Locus of Control? Locus of Control is a psychological concept that describes how much of your worldview is internal vs. external. External LoC = things happen to you [eg. "I can't go outside because it's raining"] Internal LoC = things happen, and you make the best of it [eg. "It's raining, and I'll go outside with a rain jacket"] People with an external locus of control tend to display a victim mentality. People with an internal locus of control tend to take ownership of their fate. For example, they: - understand that everything they do will have consequences, either positive or negative - own up to mistakes, and try to correct them - demonstrate their ownership up and down the corporate hierarchy ("there are no bad teams, only bad leaders"), and lead by example - deeply understand the "why" behind what they're doing [if you don't understand the "why", you cannot take ownership] - don't ask their leader what to do, they tell their leader what they'll do - check their ego [without checking your ego, it'll be hard to admit you made a mistake] - make a decision when others are hesitant to We can all get better at taking ownership, myself included. The key is to understand your locus of control. Is it internal or external? What can you do to change that? PS: Locus of Control is among the top qualities I screen for when interviewing candidates. And I'm sure I'm not the only one.