Meghan Stettler’s Post

Gen Z's fearless challenge to traditional work demands a fresh perspective. 💼 🚀 For Gen Z, work is about finding purpose and meaning in every task, about aligning their values with their professional pursuits. 🌟 It's about finding their flow, where they thrive in productivity and creativity. 👉 Gen Z prioritize roles with a clear sense of purpose. 👉 Gen Z seek flexible work arrangements for better balance. 👉 Authenticity is crucial to Gen Z; they thrive in transparent environments. As leaders, it's our responsibility to create environments that cater to the needs of this emerging generation. We must listen to their voices, adapt to their preferences, and foster cultures of inclusivity and respect. But, how do we align our organizational practices with what motivates Gen Z? 3 key strategies to focus on: ↳Foster purpose-driven cultures for Gen Z to make a positive impact. ↳Embrace flexibility with remote work, flexible hours, and adaptable spaces. ↳Cultivate authenticity in open, transparent environments where all voices are respected. What strategies are you implementing to adapt to the unique work preferences of Gen Z? #WorkCulture #StateofFlow #WorkFlow

🌟 Embracing Alternate Perspectives: A Catalyst for Innovation in the Corporate World 🌟 In the dynamic landscape of the corporate world, the drive for innovation and success often stems from the richness of diverse perspectives. Alternate viewpoints not only foster inclusivity but also serve as a cornerstone for groundbreaking advancements within organizations. 🔍 "What if we considered things differently?" This simple question has the power to unlock new possibilities. Embracing alternate perspectives is not just a nod to diversity—it's a strategic approach to problem-solving, fostering an environment where every voice counts. 🌐 Innovation thrives in an ecosystem where employees feel empowered to share their unique insights. Encouraging a culture that values alternate viewpoints ensures that every individual's distinctive background, experiences, and ideas contribute to a tapestry of innovation. 🔗 Collaboration across diverse teams—where various perspectives intersect—propels us beyond conventional thinking. It's these intersections that often lead to the birth of groundbreaking solutions, disruptive strategies, and game-changing approaches in the corporate sphere. 🚀 Embrace the discomfort of different opinions; therein lies the catalyst for progress. Let's leverage these differences to challenge our assumptions, refine our strategies, and redefine success collectively. 💡 When we invite and embrace alternate perspectives, we pave the way for a more robust and resilient corporate culture—one that thrives on the strength of diverse viewpoints and reaps the rewards of innovative thinking. How does your organization encourage alternate perspectives in the pursuit of innovation and growth? Share your thoughts on how diversity of thought has impacted your professional journey in the comments below! Let's keep the conversation going. 🌟 #AlternatePerspectives #Innovation #DiversityInBusiness #CorporateCulture #ProfessionalGrowth

𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐒𝐞𝐫𝐢𝐞𝐬: #𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 #𝐂𝐮𝐥𝐭𝐮𝐫𝐞 Conversations can create reality. When organisations encourage meaningful conversations, they echo far beyond mere words exchanged. They are the lifeblood that courses through the veins of #organisationalculture, shaping #values, #beliefs, and #behaviours. Studies have delved into the relationship between conversations and organisational culture, revealing compelling insights into their symbiotic relationship. Research by Cameron and Quinn (2011) emphasises the role of dialogue and posits that conversations act as a medium through which cultural norms and values are communicated, reinforced, and challenged. Furthermore, a study published in the Journal of Applied Psychology by Gully et al. (2013) explored the impact of leader-member conversations on employee engagement and performance. The researchers found that frequent, high-quality conversations between #leaders and employees were positively correlated with increased job satisfaction, motivation, and organisational commitment. At Google, the practice of "Googlegeist" allows employees to provide candid #feedback and engage in #constructivedialogue about organisational issues. This culture of open communication fosters transparency, trust, and innovation, driving Google's success as a workplace of choice. Similarly, Southwest Airlines’ legendary "Southwest Spirit" is built on the foundation of frequent communication, humour, and camaraderie among employees. From the CEO's open-door policy to the company-wide "Hotline" for sharing ideas and concerns, Southwest prioritises conversations as a means of fostering a sense of belonging and shared purpose among employees. By facilitating dialogue around core #values, #vision, and strategic objectives, leaders can align employee behaviours with desired cultural outcomes. For instance, IBM's "Jam" sessions bring together thousands of employees worldwide to engage in collaborative discussions on key business challenges and opportunities. These conversations not only generate innovative ideas but also reinforce IBM's culture of inclusivity, collaboration, and continuous learning. Furthermore, conversations are instrumental in addressing cultural barriers and fostering diversity, equity, and inclusion (DEI) in the workplace. Salesforce has implemented "Equality Circles" and "Ohana Groups" to facilitate open conversations about diversity-related issues and promote a culture of belonging for all employees. Conversations are culture catalysts, profoundly shaping organizations. Fostering open #dialogue cultivates vibrant, inclusive cultures where employees feel valued and empowered. As leaders embrace conversation's transformative power, they pave the way for cultures lived and breathed in every interaction. 𝘍𝘰𝘳 𝘊𝘶𝘭𝘵𝘶𝘳𝘦 𝘞𝘰𝘳𝘬, 𝘊𝘰𝘯𝘯𝘦𝘤𝘵 𝘸𝘪𝘵𝘩 𝘶𝘴: 𝘤𝘰𝘮𝘮@𝘭𝘦𝘢𝘱𝘪𝘯𝘨𝘧𝘳𝘰𝘨.𝘪𝘯 Picture: https://shorturl.at/irADJ

Working with different cultures is pretty cool – right? But let’s face it, it can be challenging, too, especially, when the differences are so significant that they start causing issues. Obviously, I am not referring to differences in terms of clothing or anything like that. (By the way, hate to say this, but most Austrians do not wear their dirndls and lederhosen on a daily basis anyway 😊) What I mean is differences in terms of giving feedback, setting priorities, etc., especially in a work environment. So, how can employers successfully handle these? I recommend the following steps: ❗ Learn Ask good questions, have real conversations with your employees, do your research!  Dive into the other culture and learn how it impacts the day to day. There is no way a German-based manager, for example, can understand their U.S. employees if they have never actually spent time with them on site.   ❗ Share Do not expect your employees to automatically know what you need. Explain to them what your culture looks like and how it affects your expectations. Be transparent and explicit.   ❗ Embrace There is so much to gain from cultural differences – learn how to use them in a way that will benefit everyone involved.   Q Works Group #culturematters #diversity #learnsomethingnew

Fostering Cultural Competence in the workplace isn't just beneficial, it's essential for creating a thriving, inclusive, and productive environment. Today we want to share with you 5 strategies to help your organization develop and maintain cultural competence: 𝟏. 𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐎𝐩𝐞𝐧 𝐃𝐢𝐚𝐥𝐨𝐠𝐮𝐞:  Create spaces where employees can share their cultural experiences and perspectives. This can be through regular meetings, discussion forums, or cultural events. 𝟐. 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐢𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Ensure that leadership teams are diverse and represent a variety of cultural backgrounds. This not only provides role models for all employees but also brings diverse perspectives to decision-making processes. 𝟑. 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬: Review and update company policies to ensure they are inclusive and respectful of all cultural backgrounds. This includes holidays, dress codes, and communication styles. 𝟒. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞 𝐆𝐫𝐨𝐮𝐩𝐬 (𝐄𝐑𝐆𝐬):  Support the formation of ERGs where employees can connect based on shared cultural experiences and interests. These groups can also provide valuable insights to the organization on cultural matters. 𝟓. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐀𝐝𝐚𝐩𝐭𝐚𝐭𝐢𝐨𝐧:  Cultural competence is an ongoing process. Encourage continuous learning and adaptability by keeping abreast of global trends and changes in cultural dynamics At Culture Shift Consulting Group, we specialize in helping companies foster inclusive and culturally competent workplaces. With our expertise, we can guide your team in developing cultural awareness and enhancing communication across cultures. 𝐒𝐜𝐡𝐞𝐝𝐮𝐥𝐞 𝐚 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐨𝐧 𝐂𝐚𝐥𝐥 to learn how we can support your journey toward a more inclusive and effective organization if you are ready to take the next step in fostering Cultural Competence ⬇️ 🗓️https://lnkd.in/gf6tPZDP #Culture #CultureAtWork #Organization #HumanResources #CulturalCompetence #Teams #TeamWork #Strategies #CultureShiftConsulting #Consulting #ConsultingServices #Friday #FridayPost

It's late on a Friday with the holiday break on the horizon - a time of year when we reflect and consider our achievements as well as the possibilities that may lie ahead. Often, this means thinking about a career move. If this describes you, consider Gartner. Gartner's culture is defined by the way associates work together and for our clients. These 10 elements of our culture describe the very essence of what makes us special as an organization. Sound like somewhere you'll thrive? Explore #LifeAtGartner now.

🔹✨ Friday Thoughts ✨🔹 🚀 Why CEOs, Executives, Board Members, and Directors Must Prioritise Neurodiversity Now! 🧠 In today's hyper-competitive market, embracing diversity, equity, and inclusion (DE&I) is no longer just an HR task—it's a strategic business imperative that demands the attention of CEOs, senior executives, board members, and directors. Here’s why neurodiversity should be at the top of your agenda: ✨ Boost Innovation and Agility 🌟 Fact: Inclusive cultures are 6x more likely to drive innovation and agility. Insight: Neurodiverse teams offer unique perspectives, sparking creativity and faster problem-solving. According to Deloitte, cognitive diversity can enhance team innovation by up to 20%. 📈 Make Data-Driven Decisions 📊 Fact: Data-driven DE&I strategies outperform. Insight: Leverage demographic data to set measurable goals and track progress. Neurodiversity-focused initiatives ensure targeted, effective interventions. Research shows that companies with diverse executive teams are 33% more likely to outperform their peers on profitability (McKinsey, 2020). ❤️ Cultivate a Culture of Belonging 💼 Fact: Employees who feel they belong are more engaged and productive. Insight: Create an inclusive environment where every brain is valued, boosting morale and retention. Gallup reports that highly engaged workplaces see a 41% reduction in absenteeism and a 17% increase in productivity. ⚖️ Mitigate Bias 🛠️ Fact: Bias impacts talent acquisition and retention. Insight: Implement strategies to identify and reduce bias, ensuring you attract and keep top neurodiverse talent. Harvard Business Review found that diverse companies are 70% more likely to capture new markets. 🌐 Foster Inclusive Leadership 📉 Fact: Inclusive leaders drive better team performance. Insight: Encourage empathy, humility, and diverse thinking in leadership to harness the full potential of your teams. Gartner’s research indicates that inclusive teams improve team performance by up to 30%. 🌱 Ensure Sustainable Change 🔄 Fact: Long-term DE&I success needs sustained effort. Insight: Build a lasting DE&I culture through consistent, strategic efforts—beyond quick fixes. Sustainable DE&I practices enhance long-term business performance. 🧠 Neurodiversity as a Strategic Priority 🔧 Fact: Gartner’s latest Megatrend highlights neurodiversity as a key DE&I agenda that boosts performance. Insight: Embracing neurodiversity isn’t just beneficial—it’s essential. Tap into the unique skills of neurodiverse talent for unmatched innovation and growth. A JP Morgan Chase study found that employees with autism can be up to 140% more productive in certain roles. Continued in comment below... #Neurodiversity hashtag #DEI hashtag #Innovation hashtag #Leadership hashtag #BusinessStrategy hashtag #InclusiveWorkplace hashtag #FutureOfWork

👨🏾💼👨🏼💼Bias in Multicultural Workplaces. Challenges and Opportunities. 🏢 In today's diverse workplaces, the interplay between perceptions and biases based on culture and race is a critical aspect that significantly shapes daily interactions. Acknowledging and understanding these dynamics is essential for fostering an inclusive and thriving work environment. 🧗🏾♂️Challenges: 1️⃣Stereotyping and Prejudice: Cultural and racial biases often lead to stereotyping, creating preconceived notions about individuals. Overcoming these stereotypes becomes a daily challenge, impacting team dynamics and collaboration. 2️⃣Communication Barriers: Varied communication styles rooted in different cultures can lead to misunderstandings and misinterpretations. Bridging these gaps requires proactive efforts to promote effective communication. 3️⃣ Microaggressions: Subtle, unintentional biases—microaggressions—can manifest in the form of comments or actions. Recognizing and addressing these microaggressions is crucial to cultivating a respectful work environment. 💪🏽Opportunities: 1️⃣Diversity as a Strength: Embracing diversity as a strength rather than a challenge opens doors to innovative thinking and problem-solving. A multicultural workforce brings a variety of perspectives that can lead to creative solutions. 2️⃣ Cultural Competence Training: Investing in cultural competence training for employees can enhance their understanding of different cultures, fostering empathy and reducing biases. This knowledge empowers individuals to navigate multicultural settings with sensitivity. 3️⃣Inclusive Leadership: Leaders play a pivotal role in shaping the workplace culture. By embracing inclusive leadership practices, you will create an environment where everyone feels valued, heard, and empowered to contribute their unique skills and perspectives. 🏄🏼♂️👥In the mosaic of a multicultural work environment, acknowledging and addressing biases is a continuous journey. By recognizing the challenges and leveraging opportunities, organizations can create a workplace where diversity is not only celebrated but also harnessed for collective growth and success. It's a collective effort that begins with awareness and commitment, paving the way for a more inclusive and harmonious future in the professional realm. #multicultural #workplaceculture #biasawareness #challenges #opportunities

Yesterday I attended Elizabeth Tuleja, Ph.D., ACC's "Building an Inclusive Workspace" event And let me tell you, it felt so good! We all know how tough it can be to find common ground with people who are different from us, right? Different perspectives, beliefs, and experiences - it's a whole melting pot out there! I Agreed with Elizabeth when she said, "Today, people are more invested in who they are as individuals than ever before. BUT, we also crave unity and understanding." And that's exactly what intercultural competence is all about: understanding and respecting the differences that make us unique. It's not always easy, building a bridge in your workspace requires careful planning. Here are 5 key takeaways- 1️⃣ Value diversity of thought and experience among team members. Different viewpoints lead to better ideas and outcomes. ️ 2️⃣ Check assumptions and seek to understand different perspectives before passing judgment. 3️⃣ Practice empathetic listening without interruption when receiving feedback. Hear both the content and the feeling behind the words. 4️⃣ Push beyond personal comfort zones by proactively connecting with people of different backgrounds. Growth happens through open and respectful engagement. 5️⃣ Leaders should be self-aware about how their words and actions are perceived, especially by minority groups on their teams. Building an inclusive workspace isn't just about checking boxes It's about creating a space where everyone feels - ✨ Valued ✨ Respected, & ✨ Heard #interculturalinclusivity #diversityandinclusion #buildingempathy

I’m buzzing with ideas about how to make “work more human” after my time at #Workhuman2024 earlier this week. There are so many interesting nuggets of information that stood out to me from my conversations and listening in on other panelists and keynote speakers. In the spirit of my quest to invite people to ask more questions, I’ve recapped my top insights and posed a question for each. I’d love to hear from you all in the comments with responses to whichever question you’re inspired to take. 📊Workhuman and Gallup found that when individuals are more connected to their culture, we see significantly better engagement outcomes. When do you feel most connected to your workplace? 📉The research also found a direct correlation between recognition and stress. Individuals who were more recently recognised reported lower levels of stress. How do you like to be recognised at work? 📚Erin Meyer spoke about her book “Culture Map” which examines the range of cultural differences in communication, leadership, decision-making, and giving feedback. In today’s globalised world, and partly due to the rise of remote work, the intersection of cultures is rising in the workplace. With Culture Map, Erin created a tool to see where cultures fall on eight culture map scales, including communication, leading, disagreeing, deciding, evaluating, scheduling, persuading, trusting, and feedback. While us Australians, for example, have a hard time with silence, our Japanese counterparts by comparison are okay with quiet moments, meaning we may tend to speak more in meetings. By understanding these cultural differences and sensitivities, we can work for effectively and efficiently in global workplaces. If you’re on a cross-cultural team, what strategies have helped you work most effectively as a group? A big thank you to the entire Workhuman team for the opportunity to participate in this wonderful event that inspired much food for thought over the next year! Leslie Rowlands Eric Mosley #WorkHuman #MakeWorkMoreHuman #Insights #Recognition #Workplacestress #Crossculturalcommunication