United Way of Metropolitan Dallas’ Post

I've talked with 3 nonprofits this week about low morale, lack of trust, and unhealthy company culture. Each of them either don't have job descriptions or have not updated them in over 4 years. It's difficult (if not impossible) to sustain organizational trust without organizational clarity. If someone is blurry on their role, responsibility, authority, or contribution...it will ultimately undermine their ability to build or sustain trust. This is especially true if they're good at their job. Company culture doesn't change overnight, but giving your staff clarity on whether or not they're making a positive difference is an amazing place to begin.

Yesterday was our all Talent in-person retreat at the wonderful National Louis University space, with time and space for welcoming, recognition, reflections, play, food and conversations. We are a big team and spread across multiple locations, so opportunities like this are highly anticipated. -Huge shoutout to Christine Judson, SPHR for leading the large group through fun and interactive sessions (using Legos and marshmallows), and reflections on the experience. Also, its fun to stay 'step away from the marshmallow'. - I've realized I have a hard time asking for logistical help for these events (even though nothing is done by any one person alone), and I want to shoutout (this obviously incomplete list) of people who helped with making yesterday the day it was, whether it was through thought partnership, actual heavy lifting, setting things up, taking things down, facilitating sessions, corralling folks, letting me have a moment when I needed to and more. Laura Garza-Maysonet Jerry Taylor, Felicia Butts, ShaVonne West-Stewart, MHRM, PHR Shenise Keelen Michael Herring Art Kim, Toni Patton, Lisa Wrightsell-Williams. - The people in this photo really do move mountains - the breadth and depth of work, strategic and operational, that falls within the Talent umbrella, is far beyond what I had ever anticipated and it continues to expand. Organizing events/activities is the sort of work that can easily veer into the territory of feeling like 'invisible work' and I can confidently say that that has not been my experience at all. My boss (Ben Felton) is appreciative and supportive, my colleagues and the larger team offer to help and follow through on their commitments, and offer gratitude and I don't take that for granted. I hope to remember this the next time I attend an event/activity, and I hope that you also acknowledge colleagues in your work spheres who are doing the work of bringing people together and building culture in resource-limited environments. What a great way to wrap up (well almost..) 2023!

Join DWT associate Shanaye Carvajal in New York for this year's CenterForce USA's Diversity & Equity on Wall Street conference on November 2nd. Shanaye will be on the panel, “Recruitment, Retention & Representation: Crafting an Inclusive Workforce”. The discussion will explore topics such as organizational pitfalls when DEI isn’t a priority, best recruitment and retention strategies for your company, strategies for developing and promoting diverse talent up the pipeline, and more. Learn more:

GREAT #socialimpact #jobopportunity with Echoing Green. Cheryl Dorsey, Liza Mueller, and this team are truly world-class and doing vital work to to push #impactinvesting, #diversityequityinclusion, and the overlap of them both. #impactinvestingjobs #nonprofitjobs #socialenterprisejobs

Indianapolis, please join us on Nov. 16 for insights and practical tips that are "must-dos" for amping up, motivating and retaining your employees, salespeople and channel partners. We'll explore: - The rule of one: How do we create a welcoming, inclusive environment? - Building a career: how do we create a workplace where there are multiple paths to contribute and grow? - Celebrating success: How do we recognize and reward meaningful contributions to the success of the organization? https://lnkd.in/gwXrC5Es

Do you leave a company in a better position than when you find it? Did the company leave you in a better position than when they found you? These questions are at the core of what it means to be not just a good worker, but a force for change within a great company. I'm not talking solely about revenue here, though that's important. The real currency lies in the lasting impact you create. If you're fortunate enough to discover a workplace where your values and the company's mission align, you're empowered to make a difference that transcends mere financial quarters. If a company claims to champion diversity, did they back your initiative to mentor underrepresented community members? If they preach work-life balance, did they actively support your proposal to encourage employees to take their well-deserved vacation days? When a company professes a commitment to learning and development, they stood behind my vision to launch a company-wide book fair. Their encouragement and support not only allowed me to pioneer a new virtual event with a leading book publisher, but it set a precedent for innovation, education, team building and connection. Volunteering at a mental health summit that valued digital media, I offered to produce a high-quality, cost-effective video to promote their event. They provided the canvas for my creativity. Whether it's advocating for diversity, championing transparency, or spearheading unique initiatives, strive to leave an indelible impact. And for employers, this message is equally vital. Has your organization truly lived up to its stated values? Have you left your employees in a better position than when you found them?

It's Willoughby's 11th Birthday today... I drove across the island today to take him his card and a little present before school. Full of beans and life and maturity - way beyond where I was when I lead my first team at 25. I am so unbelievably proud of him (and his sister). Home educated until last term - he's bright, independent thinking, inquisitive and sensitive to the needs of others. He's walked into the school environment (I have so much time for teachers, but not the system within which they work - although his school is 'one of the best') and he's just eased himself in. Today he made me smile as he talked about his school trip and the way his school mates 'teased' one another on their trip to London. He's always socialised well - but on his terms. Starting school, two terms ago means that he's learning to 'play' with the politics and bullshit that goes on when you walk into a group of people competing for airspace - a valuable lesson that he'll need in corporate world. Sorry folks - corporate world isn't too far removed from school. At the min; he doesn't feel the need - but he's learning to play - what I call the game. On his terms. As a senior leader and one who works with leaders and their teams - I see all too often - good people with great hearts and incredible minds losing out because they dont play the game - because it feels wrong or uncomfortable. What do I mean? - Pleasing stakeholders and keeping them happy without diminishing yourself - Networking with intent; enabling change to happen and to spread - Managing expectations down rather than up; whilst still exceeding expectations - Dealing with bullies and - Finding a way to shield colleagues and teams without burning yourself out - Working out which team you want to be on and which you don't and being clear about that in a way that keep everyone 'on board'. I always had a spark; a rebel with a good heart - I got the job done; creating big change but I'm not sure I would have found an organisation brave enough to give me the top job as I was probably seen as someone who could be given free reign but not total reign. I'm cool with that. What it does mean is that I can help others who have more patience than I, or less to play the game over a longer term. Last year a coachee played a game with key stakeholders over 12 months, only to get the deputy 'CEO' role. A good person - we constructed a way to do it in line with their values and in a way which served a good purpose and 'hurt' no one. I love doing that. Nearly as much as I love supporting Willoughby transition into adulthood. I'm hopeful he'll make it relatively unscathed but wise. As a parent and as a coach - thats as much as I can often hope for. Ask questions, generate perspectives and the other chooses what they do with it as I watch on proudly. Happy birthday Will - I'm wishing a brave new future ahead of you and all the lives your life will touch Stefan Helping good people.

Lincoln friends, please come out to the Lincoln Chamber of Commerce this morning for #TheCircle. #DEI We are a community of people involved in designing, organizing, supporting, and leading Organizational Diversity and Inclusion efforts in and around Lincoln. We believe strongly in the power and the importance of Diversity and Inclusion, for our organizations and for our community. We meet to support each other, share resources and information, and to move this work forward. We meet on the 1st Friday of each month from 9:00 - 10:30am and we try to do three things with our meetings: 1. We try to make it easy for folks doing this work to find and connect with other folks doing this work. 2. We try to learn from what local organizations are doing and have done relative to Diversity and Inclusion. 3. We try to help each other get better, by sharing our experiences and expertise. 4. We try to love and support each other.

"Corporations, take notice: Special Olympics New York is ready to bring inclusion to your workplace in a fun, engaging way that benefits the community you serve!" Learn more about this amazing opportunity straight from our President & CEO, Stacey Hengsterman, in this article.

Good morning LI, I think Jesse's story and message is very important to share. It's understood within our organization the necessity of DE&I, but until you hear personal stories like his - it only then becomes tangible and speaks to folks in a different manner. If you have a chance, please take a look at his story below. People Spotlight: Jesse, a transition manager in Dallas, Texas, believes in the power of employee business resource groups to help build workplace connectivity – where the more perspectives we have, the better communities we build to foster a sense of belonging. Read more about Jesse here. https://cbre.co/3rnAOKC In our 16th annual Corporate Responsibility Report, we highlighted some of our people who are working toward our North Star — creating the real estate solutions of tomorrow, so businesses and people thrive.