Nick Docherty’s Post

🚀 The Unfiltered Truth About My First 30 Days at HHL Leipzig Graduate School of Management! 😉 As August marked its entrance, it brought with it a new residence, a new workplace, and a new me - well, not entirely new, for I'm still the same. Nonetheless, it was a time of transition, and I'm thrilled to share my insights with all of you. 🌟 I was fortunate enough to get to know my team even before my official start. It's something I wholeheartedly recommend. That initial meeting was casual, relaxed, and far from the typical "first day" scenario. Instead, I could just integrate from day one. 🎉 The onboarding materials were a treasure trove of information! My team compiled everything into a digital board. It's quite an effort, but it immensely aids in swiftly grasping the company, the current state, and the processes at play. 🌍 Education is a complex and fascinating product. Immersing myself in this realm instantly captivated me. The innovation and passion that drive the work here are tangible and truly inspiring. 💻 A seamlessly operational IT setup from day one! It might sound mundane, but it's a small detail that saves nerves and significantly eases work. No prolonged waiting or technical obstacles - I could dive into productivity right away and make my contributions. 🤝 It was refreshing to be the newbie once again, and it renew my awareness of the importance of a well-thought-out onboarding process. Fresh employees undergo a thrilling period of adaptation and orientation. The HHL Leipzig Graduate School of Management has nailed this aspect beautifully. I'm looking forward to the days, weeks, and months to come! A heartfelt thank you to everyone who welcomed me warmly and who will be accompanying me through this exhilarating chapter. 💪 Special thanks to Vivien, Laura, Justine, Claudia, Elisa und Daniela! What is important to you in onboarding? What onboarding best practices come to mind? #NewChallenges #Onboarding #Teamwork #CompanyCulture

💡You need two things to create a company culture that people love to be a part of. Great people and leadership that invests resources to support those people. Universal has both. One of Universal’s values is “We are team players,” and I have to say—in just this past month, I already feel part of the team in a way I have never experienced before. Everybody has been so genuinely welcoming, and it is apparent that TMs take this value to heart. Yesterday, I was invited to attend a new hire ice cream social, and whenever I asked a tenured Team Member, “what has kept you here?” the answer was always (ALWAYS)—“the people.” I’ve also never worked for a company that prioritizes “fun” as one of their key values—and leadership has demonstrated in just my first month that they dedicate company time and resources to create an environment that fosters camaraderie. A lot of companies have values—but values are just words on a page if you don’t have people who bring them to life. 🎉 A huge thanks and shoutout to the committees that put these events together! We are grateful for your dedication. 👋 If I haven’t met you yet, please say hi and let me know where you work! I hope our paths cross soon. 📸: Fun fact, Adam Swiatek (pictured here), is not only at EVERY Team Member event, but we also share 4 out of 5 Clifton Strengths! Give him a follow for all things fun at Universal Orlando! #uotm #uotmpride #uotmlife #companyculture #universaljobs #marketing #caitcomms #values #hybridjobs #universalorlando

Looking forward to seeing you there! ✨ Don't miss the chance to connect with F1000 companies and experience amazing speakers! 🤩 Would you like to join us? Let me know! 📧 #WeAreOpalites #LDbyOpal #DEIbyOpal #ThrivingWithOpal #learninganddevelopment #diversityandinclusion #diversityequityinclusion #leadershipdevelopment #innovation #humanresources

Amplifying this message for further reach! I had the great fortune of attending this event for the first time two weeks ago and it was incredible. The conference was truly global in nature and had plenty to offer for both new and advanced members of the DEI profession. Some highlights for me included meeting two people whose work I have long admired Oona King and Charlotte Sweeney OBE. I also got to meet Mark Russell in person and he has been a marvelous resource and advocate for social mobility in our organizations. Below, I'll share some takeaways from the experience. Oona King called on DEI practitioners to have a "cathedral mindset" when it comes to the work because the average cathedral took 300 - 500 years to build. Tiernan Brady reminded us of the following, "A strategy that doesn't make choices isn't a strategy, it's a mess." This quote is particularly important because a distorted idea of DEI is that we must be everything to everybody all at once and Tiernan's wise words serve as a reminder that that couldn't be further from the truth. Pamela Hutchinson OBE noted that DEI practitioners must be courageous and follow in the steps of the activists who came before us. For more details on Pamela's thought on visionary DEI leadership, check out this article: https://lnkd.in/evxYzCYc. To Mark Baker FRSA and his team, I offer everyone the heartiest congratulations on a job well done. I can't wait until next year! #diversity #equity #inclusion #globalDEI #DIleaders

“Each of these five steps can help leaders build healthy 6G organizations that are designed for intergenerational sustainability in the workplace and the marketplace. Giving each generation — and, importantly, each individual — the opportunity to be seen, understood, valued, and leveraged in the workplace throughout the course of their career is essential for personal, social, and even societal well-being.”

The Quiet Strength: Gen Z's Evolution in the Face of Workplace Perceptions - My Daughter's Journey Upon graduating from Seattle U with a Marketing degree from the Albers School of Leadership and Management, my daughter took a bold step into NYC's professional scene, joining a well-established firm steeped in NYC tradition. This was not just any setting; it was where the timeless met the contemporary. This firm and its ventures are a modernist blend of traditional elements. Perfect profile for NYC, and in this case, a perfect platform for blending generations. Tradition and Gen Z met in a dynamic atmosphere. Both sides approached this alliance aiming for mutual gain. With its rich history, the firm eagerly gave her the platform, and in turn, she braced herself to infuse fresh perspectives and energy. Here they were, two forces from different eras, primed for collaboration--game on! What was remarkable in this partnership was the leadership of the firm. They didn't merely accommodate or instruct; they took it upon themselves to teach, coach, and mentor. They showed her the ropes on how to gracefully blend her unique skills and generational values with the established ethos of the firm. And this was done with an exemplary level of trust. Through the maze of workplace biases, my daughter emerged as a figure of resilience and adaptability. Her journey from an intern to an Assistant Marketing Manager is a testament not just to her dedication, but also to the fostering environment provided by the firm's leadership. This story, an embodiment of collaboration, is a beacon for every leader, mentor, and parent. It's a testament to what's possible when experienced leadership meets the fervor of Gen Z with open arms and an open heart. Megan Gerhardt, Ph.D.Paul LongMary Cooney, PhDGena Cox, PhD #GenZ #WorkplaceEvolution #QuietStrength #BeyondPerceptions #TraditionMeetsInnovation #LeadershipMatters

Working at Cineplex goes beyond the movies…From thrilling golf tournaments to the excitement of the cinema, Cineplex is the perfect blend of work and play.   There are numerous reasons why we incorporate social events at Cineplex. They are not just about creating a great workplace; they're about building a vibrant community of passionate individuals who share a common love for entertainment.  Here are some of the benefits to embrace social events within the workplace: 1. Fosters Relationships: Social events play a pivotal role in cultivating meaningful connections within an organization. 2.Facilitates Networking: These events provide staff members with invaluable networking opportunities, allowing them to forge new connections. Departments that typically don't cross paths get a chance to engage and gain insight into each other's roles, all within a relaxed, social setting. 3. Engages Employees: Engaged employees are the lifeblood of a vibrant company culture. They eagerly embrace their roles, knowing they are valued contributors to the company's success. 4. Strengthens Leadership-Employee Bonds:The workplace may feature a divide between leadership and employees. An extracurricular space for everyone to interact, can bridge this gap.  5. Validates Employees: Celebrating achievements nurtures a company culture that recognizes employees' dedication in making things happen. It allows employees to unwind, have fun, and feel appreciated. 6. Cultivates Workplace Culture: Company culture is paramount for attracting new talent and retaining current staff. By regularly hosting work social events, an organization demonstrates its commitment to a work-life balance and interpersonal relationships, ultimately boosting employee engagement. Does your workplace plan social events? Share your favourite one in the comments! #HRInitiatives #humanresourcemanagement #humanresourcesmanager #humanresourcesdepartment #humanresourcesprofessional #humanresourceslife #humanresources #corporatelife #EmployeeEngagement #TeamBuilding #CompanyCulture #NetworkingOpportunities #EmployeeRecognition #WorkplaceRelationships #CineplexCommunity #LifeAtCineplex #WorkHardPlayHard #CineplexCareers

This year’s Out & Equal Workplace Summit was held last week at Walt Disney World Orlando and it was an amazing experience. 🏳️🌈🏳️⚧️ I was lucky enough to attend, representing the UKI Uber Eats team, and it was incredible to connect with colleagues (now friends) from all over the globe, sharing stories, and learning from inspiring leaders in the diversity and inclusion space. 🌍🤝 What I’ve learned is that meaningful connections and open communication, lie at the heart of progress. It’s about fostering a workplace culture where everyone feels valued, regardless of their background. It’s about creating an environment where authenticity is celebrated and stories are shared. 💼 Diversity isn’t just a buzzword; it’s our strength. 💪 Together, through these meaningful connections and the interactions we share, we can make strides towards more inclusive workplaces. 🏢 Let’s keep the conversations going, keep challenging the status quo, and keep working towards a world where everyone can bring their whole selves to work. 🌈 In today’s world, face-to-face social events provide the invaluable opportunity to forge deeper connections and share experiences. Let’s leverage these gatherings to unlock even more opportunities for inclusivity and change. 🔗 Thank you to everyone who made this summit a memorable one. 🙏 #OutAndEqual #DiversityandInclusion #InclusivityMatters #ReflectAndLearn #LifeAtUber #OESummit23 #WeAre Travis Millspaugh Bryan De Jesus Ry Mealer Kelsey Pipitone, MBA Milan Dragojević Andrea Vallada Betty Alzamora Cameron Loughlin Christine Stout Michael Makris Julian Musson Katharine Palmer Umar Salahuddin Zaid Al Mahasneh Llewellyn G. Hector Castruita Dan Greenberg George de Lucena Jack Leitch Christine Anne Mabini

The current workplace landscape is experiencing a historic phenomenon with six generations coexisting, ranging from the Silent Generation (octogenarians) to Generation Alpha (teenagers). This diversity offers unique opportunities for organizational growth and intergenerational inclusion but also poses challenges that, if not properly managed, can lead to chaos and decline. To navigate this six-generation (6G) reality effectively, leaders are advised to take five strategic steps: 1. Develop a 6G Organizational Strategy: Incorporate 6G thinking into the core strategic plan of the organization. This involves creating a workplace culture that attracts and retains talent across all generations and considering the evolving needs of a diverse consumer base in the marketplace. 2. Manage Age-Based and Generational Differences: Understand and differentiate between age-based and generational diversity. It's essential to manage the unique challenges and opportunities each presents, moving beyond traditional diversity and inclusion frameworks to recognize and value the contributions of every generation. 3. View Generations as Cultures: Approach generational differences as cultural variations, promoting an environment of mutual respect, curiosity, and flexibility. This perspective helps in leveraging the distinct perspectives and skills of each generation to enhance teamwork and innovation. 4. Reimagine the 6G Talent Pipeline: Address the congestion in the talent pipeline by creating opportunities for seasoned workers to engage in post-executive roles and designing clear advancement paths for younger talent. Innovative strategies like Mitre Corporation’s “Reserves at the Ready” program can serve as models for effectively leveraging the expertise of retired employees. 5. Center Purpose as the Intergenerational Unifier: Recognize the universal desire for meaningful work across generations. By focusing on the organization’s purpose and how each individual’s work contributes to it, leaders can foster a sense of unity and motivation, transcending generational differences. https://lnkd.in/d57DJq2T