coLeague

Sharing testimonials in honor of coLeague’s anniversary this week. "coLeague has been a tremendous support for our developing leadership team as we grapple with questions around HR policies and work to create a more collaborative organizational culture. As an organization that is grounded in DEIJ values, we are grateful to have like-minded HR experts helping to shape our internal work." - @ElysiaMurphy #testimonials #anniversary #coLeague

Last year @coLeague reflected on our first year in the field by sharing some common themes. One theme that has held up this year is that EDs and CEOs are still tired! Leading through the changes that the last few years have thrown at organizations is no easy feat. And many of the places where we placed coLeaguers are feeling that pain, particularly at the top. It is often the leader of the organization that is bearing the weight of managing change, often spending too much time working on culture, personnel, or other internal challenges, leaving the rest of their work for nights and weekends. As we head into year 3 we are continuing to learn the best ways to quickly get up to speed and add value to stretched organizational leaders. One of the best strategies we have is to find the right person quickly for the context. With having placed over 50 contractors, we have been honing our ability to vet and match successfully so that the overwhelmed CEOs can just find us and we do the rest. We are bringing serious peace of mind. #happybirthday #laborday #2ndyearanniverary https://loom.ly/FVBbmP8

What politics can teach us about workforce engagement. #engagement #hope #workplaceengagement #leadershiplessons

We are thrilled to be partnering with Leading Edge on supporting the people that are focused on people and culture for their organizations!

One of the areas that has really hit a chord with people who have been learning about @coLeague's Talent Diagnostic is that we consider psychological safety as fundamental, eg no other developed policy or benefit will matter if there isn't psychological safety. I was reading this article and paused when a read, "A recent neuroscientific study revealed that we respond to being categorically rated with a sense of being threatened — we literally feel unsafe when someone puts us in a box in this way." The article is about accountability and how the term is so loaded. I recommend the read. But also, why are we still doing performance reviews with ratings/numbers? Seems like it is time to let that go, no? https://loom.ly/MtJxUJc

Anyone ever try doing some culture pulse checks? One way to get a sense of how folks are doing (and to really get an understanding of what the day to day looks like) is to spend a full day each quarter shadowing staff members across departments and levels. This is actually a strategy that I learned in education. Spending a day shadowing a student is worth 100 one on one meetings with teachers. You learn so much about what is working and not working in a school. And it works for organizations too. Some benefits: - relationship building with staff members, breaking down the hierarchy - gain insights into daily operations and challenges - identify gaps between intended and actual culture - spark new ideas for process improvements Culture is a representation of what you do as a senior leader. Getting into the shoes of your team members is a powerful to create the kind of culture where staff members share ideas and feel valued and innovation comes naturally. Would love to hear if folks have tried this!

Sarah Braver (she/her) lays out why we built out the talent diagnostic - and to be honest, why we started coLeague. CEOs and EDs are burnt out. They know they need to pay attention to the culture and people work because there is no one else there to do it, but they don't know where to start. Sound like anyone you know? They may need to talk to Sarah!

"My team needed short-term, deep capacity to take our talent infrastructure to the next level. Our coLeague Erick was a true partner and played a pivotal role in crafting policies and practices that not only achieved immediate goals but also laid a solid foundation for the organization." - Elsa Dure, EdLoc There is no doubt that our clients at @coLeague want to be doing more to support their staff, but they need the extra support. Love seeing the testimonials around what that extra support can create for them. #testimonials

The base of the Employee Hierarchy of Needs is safety, which includes physical and psychological safety, as well as basics like the knowledge that one’s employment is legal and secure. Once employees feel safe, then it’s important to ensure they can attach purpose to their work: they have clarity on what their role is and they can see how their individual work contributes to the organization’s mission and goals. We then layer on structure, which provides the frameworks and processes for navigating the organization, and then the all-important autonomy. People want to have a say in what’s going to happen to them, now and in the future! Lastly we top the pyramid with incentive, which while still an important need for team members, is so much more effective when the rest of the pyramid is solidly in place. Curious to see where your organization sits from an employee hierarchy of needs? Sign up for a free consultation. https://loom.ly/fP36UMA #employeehierarchyofneeds #talentstrategy

Testimonial Thursday: "My team needed short-term, deep capacity to take our talent infrastructure to the next level. Our coLeague Erick was a true partner and played a pivotal role in crafting policies and practices that not only achieved immediate goals but also laid a solid foundation for the organization." Thank you @Elsa Dure. We loved working with @EdLoc! #testimonials