Hannaford Supermarkets’ Post

We believe that it’s really important to come up with core values that you can commit to. And by commit, we mean that you’re willing to hire and fire based on them. If you’re willing to do that, then you’re well on your way to building a company culture that is in line with the brand you want to build.

Acknowledging and celebrating achievements is a way of recognizing the hard work, dedication, and effort employees invest in their roles. Not only does it boosts morale but also creates a culture of appreciation. It inspires employees to go above and beyond, knowing that their efforts do not go unnoticed, and builds a high-performing work environment. Recognizing excellence serves as a powerful motivator, as the connection between individual achievements and the overall success of the organization. When’s the last time you received recognition in the workplace?

For all of you that know me, Pat is one of my human "North Stars". He translates the complex into the simple, and takes the abstract and makes it practical for organizations of all size. And most importantly, he cares about people. I've been reflecting a lot on values. Arguably, they may be the MOST important decision a company has to make—what beliefs will we live by?! Values are NOT just words on the walls of an office building. Values show up in the actions from the executive team on down. Values are the beliefs that are used when intentionally designing a high-performance culture. Values show up when highlighting an individual's performance in daily staff meetings, town halls and promotion emails by leaders. Values show up each and every day in action. Pat's 20 minute discussion here is worth a listen, and Patrick Lencioni—thank you again for adding to my recent milestone birthday video!! It meant a lot.

The significance of establishing a solid company culture is often overlooked. Many recognize its importance for attracting top talent, but typically think its impact ends there. But what if I told you it was also the key to things like: - Increasing your agency's capacity - Improving productivity and efficiency - Strengthening the team's engagement and ownership of projects - Streamlining your operations to run more smoothly - Allowing for a better quality of work on a more consistent basis. I don't know about you, but those all sound like things that would QUICKLY impact the bottom line to me. Want to grow your profit margins by utilizing the resources you already have? It all starts with your people. Equip them with the tools they need to succeed and they'll take care of the rest. Drop a line in the comments and tell me something fantastic about your team or someone on it!

💡What are your inclusivity strategies in the workplace? JEDI (Justice, Equity, Diversity and Inclusion) practices go beyond mere compliance or tick-box exercises; it's about creating a culture that values and respects the unique perspectives and backgrounds of all employees. Inclusivity must precede diversity as a primary focus because it's not enough to attract diverse talent; that talent must be nurtured and provided with a safe, empowering environment in which they can thrive. There is no perfectly finished JEDI strategy; it’s an ongoing dialogue and consistent process of iteration. Here are some of the strategies for senior leaders to consider during their journey to fostering an inclusive workplace that we outlined in our recent blog piece, “Empowering Change: Strategies for Fostering Inclusivity in Impact Investing.” ✔️ Commit to Inclusive Leadership ✔️ Conduct a Diversity Audit ✔️ Establish Specific Goals ✔️ Incorporate Goals into Strategic Plans ✔️ Regular Progress Reporting ✔️ Create Inclusive Hiring Practices ✔️ Consider Implementing Blind Resume Screening ✔️ Diverse Interview Panels ✔️ Inclusive Job Descriptions ✔️ Training for Hiring Teams ✔️ Invest in Training and Education ✔️ Promote Diverse Leadership ✔️ Support Inclusive Partnerships ✔️ Measure Impact ✔️ Lead by Example What would you add? Read the full piece: https://lnkd.in/en7vK7hB

If I were to ask you to think about your organization's culture, what would come to mind? Have you ever considered that the "culture" you consider may be made up of only a small part of your team, and not actually representative of what makes your people who "you" as an organization are? And for those top performers that you think about when it comes to your culture, how are you recognizing them? Are you? Here, I discuss how I address an organization's thoughts on their culture, and how it relates to how we oftentimes mismanage our best and brightest workers, leading to problems with retention.

In our evolving modern workplaces, company culture and leadership values have a significant impact on engagement, satisfaction, and performance. But what values do we find most important in our leaders and organizations? From my own career experiences and conversations, I've learned just how much integrity, empathy, clear vision, open communication, accountability, and other values can shape our day-to-day experiences and motivation at work. I also know that values are truly brought to life through concrete policies, actions, and cultural elements within a company. For example, flexible work arrangements, professional development opportunities, community service initiatives, recognition programs, and more. As we all navigate the future of work, I believe reflecting on the values we find meaningful can help foster more inspiring and collaborative professional environments. I welcome any insights you may have on values that motivate you and policies that reinforce culture in a positive way. Feel free to comment or message me directly if you feel inclined to share experiences or perspectives to help us learn from each other. Wishing you a wonderful rest of your week ahead!

In the words of Harry S. Truman, ‘It’s amazing what you can accomplish if you do not care who gets the credit.’ Embracing this philosophy fosters a culture of collaboration and innovation within organizations. When teams prioritize collective success over individual recognition, they unlock unparalleled potential. Do you prioritize shared achievements over personal acclaim within your team or organization? Do you actively foster a culture that encourages collaboration and celebrates collective achievements? In a competitive business landscape, the key to sustained success lies in fostering a culture where recognition is secondary to collective achievement. When individuals align their efforts with the greater good of the team, the possibilities for growth and success become limitless.” Happy Sunday y’all!!!