Lawson E. Whiting’s Post

🤝🏼 Everyone wants to find a culture that aligns with his values, the ethics that guide him, fulfill him, and make him feel a sens of purpose. ⚠️ Misalignments can impact your day-to-day well-being, dampen your motivation, and in extreme cases, result in physical illness. ▶️ So company culture is among the most important aspects to consider during your search, applicant should made research. The article proposes some ways to figure it out before saying yes. And companies have to be honest and careful about their real culture and values. It’s important that the employee sees the application of them on all situations as, the worst is a deception after signing. Thinking that you found the perfect match but to be disappointed on the reality when problems come. 🔝 One of the most useful tips for me, comes from Michelle Kim, CEO of Awaken. She recommends taking a more granular approach to ‘Uncover What Lies Beneath’. For that, try posing more pointed questions during the interview like “When someone drops the ball on a project, how does your team handle that?” Otherwise, people may default to overly generalized descriptions like ‘We’re very collaborative!’ ‘We’re results-oriented.’ or ‘We care about diversity and inclusion.’

What a fantastic "Recruiter Insights" gathering we had today at #CultureFirstWorks with our special guest Lamona Rajah! Here are 2 of my favorite takeaways she shared this morning for folks who are in career transition: ✨ Don't be afraid of small beginnings: we may be in a job that we feel is not at the level we want to be at, or doesn't fulfill our purpose. What CAN it fulfill? Give your all as you would for your dream job and see where it takes you. It's a journey worth taking. ✨ Know your value proposition AND make your value proposition known: identify what special value you bring to an organization and get it well-defined. Then tell the same story on LinkedIn, make it easy for others to talk about your value when you're not present, and get recommendations on LinkedIn that highlight your value proposition. THANK YOU Lamona for living out your purpose and bringing so much value to our community. Your investment in giving others access to opportunities they might not have otherwise had means so much! If you're in career transition and are looking to learn from amazing recruiters, join our Recruiter Insights series in the #CultureFirst Works community. Upcoming events our posted on our chapter page. And check out the Cummins Inc. career page to see open roles in what Lamona described as "home" - her absolute favorite company and culture in her career! https://lnkd.in/g-SfWGy Zech Dahms, MBA #hiring #recruiter #recruiterinsights #collaboration #nowhiring #culture #careertransition #jobchange

Do you have someone in your life who always leaves you feeling inspired and full of new ideas? For me, that person is Julie Jones (who I often refer to as my 'unofficial mentor' because I learn so much from her whenever I see her). Julie is a brilliant employment lawyer and the founder of Starford People & Legal, an employment law and HR consulting firm. 🍁 Each autumn, she hosts a fantastic, free event for the HR community—and this year’s is just around the corner. It's called "Making Life Work: The Culture Conundrum", and it's taking place: 🗓 On Thursday, 19th September from 8.30am - 1pm 📍 At the Sandman Signature Hotel, Gatwick It’s all about the power of organisational culture — what it really means, and how to harness it to drive business success. The speaker lineup is fantastic: ------ Gary Hollins & Nick Jenkins, Wonder: Culture, Why Bother? Cecilia Harvey, Cultural Nexus: People-Centric Leadership: Unlocking the Power of Cultural Intelligence (CQ) Claire Townshend, CHRO at Walkers Global: The Challenges of Global and Local Harmonisation: Strategies for Success Kyra Edwards, Team GB, British Rowing: Being Greater Than the Sum of Your Parts ------- I know how challenging it can be to get culture right, and I’m really looking forward to learning from these experts. It’s completely free to attend, and you can bring up to 5 colleagues from your organisation. Here’s the link to learn more and book your place: 🎟 https://lnkd.in/eiq3JrVv Let me know if you're planning on going — I’d love to say 'hello' over coffee and croissants ☕ 🥐 (and there's plenty of time for chatting at the tables too). P.S. Can you guess where this photo was taken? Julie has a knack for finding the best spots to meet for coffee — this time, it was a little cafe with a view of an airfield, where we got to watch light planes take off and land just a few metres away while we chatted (amazing!) 🛫 #HREvent #WorkCulture #ProfessionalDevelopment #CPD

What does it take to foster a truly inclusive culture? For Lorraine, it's the work environment where everyone is assessed purely on their work contributions, while differences are embraced and celebrated. Embark on a career path that not only motivates you to excel, but also create a lasting impact. http://deu.ba/60454FIJ9 #MoreThanBanking #CareerDevelopment #InternalMobility

For many, this will be the first full week of work in 2024 (If you were working on New Year's Day you not only earned year-long bragging rights but also our respect). Of course, the new year provides a tremendous opportunity to reset, to reassess, and to reapply yourself to personal and professional goals.     For leaders, it's a great time to step back and reassess, to ask yourself: "Does this new year require new leadership? And if so, how am I going to deliver that?" At Talking Talent we've always specialized in helping organizations ask and answer those difficult questions. To do that effectively, it has always been important to us to embrace the new. So, this is a special time of year for us. With our still-sorta-new CEO (Dr Mary-Clare Race was appointed to the role late last year), we're working on new ways to address workplace challenges, and we are excited to take on 2024. https://lnkd.in/eKEGi8zS 

Join us for ‘Let’s Solve: Inclusive Engagement’, presented by Akwekon and led by Michael Maracle-Polak and Keisha Turner on February 27th, 2024. This is a pivotal opportunity for teams seeking to deepen their understanding and foster inclusive environments. Three reasons to sign-up your team 🙌🏾🙌🏼🙌🏿 1️⃣ Learn from Diverse Perspectives: Gain invaluable insights directly from Black and Indigenous leaders. Michael and Keisha bring a wealth of knowledge and experience, providing an authentic learning experience that goes beyond the conventional. 2️⃣ Foster Inclusive Engagement: This event is specifically designed to equip teams with the tools and strategies needed to create more inclusive and respectful workplaces. Understand the nuances of engagement across different cultures and communities. 3️⃣ Network and Collaborate: Engage with a diverse group of professionals and leaders. This event is not just about learning; it’s about building connections and collaborating to create solutions that respect and incorporate diverse perspectives. Don’t miss this chance to transform your team’s approach to diversity and inclusion. Sign up for ‘Let’s Solve: Inclusive Engagement’ and be part of a meaningful change. ⬇️ https://lnkd.in/e5HnXHrM

💡 𝐈𝐧𝐬𝐢𝐠𝐡𝐭: How the Reed family values shape our culture and the services we deliver. Last week, we celebrated the annual Reed in Partnership Values Awards, showcasing the impact co-members across our company have made through demonstration of our company values: ⚪ We are fair, open and honest ⚪ We take ownership ⚪ We work together What does it mean to work at a values-driven company? In a new article, our Operations Director, Shirley Allen, gives her perspective. Read more ➡ https://lnkd.in/em3WpZ8Q

As we move through the last half of the year, it’s time to think about how to recognize and appreciate the incredible efforts of your teams. 🎉 At O.C. Tanner, we are here to help you plan your year-end recognition to help you honor and celebrate your employees in a meaningful way. Year-end recognition is a powerful tool to express gratitude and reinforce a culture of recognition within your organization. Our program offers thoughtfully curated gifts that make each team member feel valued and appreciated. Here’s how our Year-End Recognition program can benefit your organization: ✨ Show Appreciation: Acknowledge the dedication and hard work of your employees. ✨ Boost Morale: Elevate spirits and foster a positive work environment. ✨ Strengthen Team Bonds: Enhance relationships and build a stronger sense of community. Recognition and appreciation are essential drivers of engagement and performance. Let's make it special by celebrating your people and the remarkable contributions they make every day. Click on the link below to learn how we can help you celebrate success. ⬇ https://shorturl.at/MzJZs #EmployeeRecognition #Gratitude #EmployeeEngagement

Eight Eleven Group and its family of companies have been recognized as a #TopWorkplace for 10 years in a row! Not many organizations achieve an accomplishment like this, and few professionals get to grow their careers within the same organization for over 19 years as I have. The great culture and investment in its employees are two reasons why I am proud to be a part of the Eight Eleven Family of Companies! Check out Eight Eleven’s latest blog to hear more thoughts from myself and other tenured employees on how the organization has evolved over the years! Honored to have been asked to be a part of this story! #WeAreE3 

How to Become More Visible at Work By Nicole D. Smith and Angela Cheng-Cimini Published in Harvard Business Review - August 18, 2023 Early Career   It takes more than hard work to grow in your role and build credibility. The impact of your hard work also needs to be visible to others. Workplace visibility is vital to getting your name mentioned in the room where decisions are made, being included in career-shaping projects, and eventually, landing a promotion. If other people don’t know what you’ve accomplished, you’ll never achieve your full potential for advancement. Here’s how to become more visible at work: ·      Make a move. Being a visible employee requires purpose and intention. It takes action. If you’re normally someone who doesn’t talk in meetings, start speaking up or follow up immediately afterwards with the meeting host. Remember, humility doesn’t equal silence. ·      Deliver quality work. It may seem obvious, but be visible for the right reasons. Do good work. When people can count on quality work from you, you’ll earn the reputation as a reliable, trustworthy, and valued, needed member of the team — all which leads to more visibility. ·      Know what’s top of mind for key stakeholders. Be able to help and add value to the work of powerful decision-makers in your organization. When you demonstrate that you have a skillset that can be a valuable resource to them and their work, they’ll be more likely to pay attention to your work. ·      Love to learn. Look for, ask about, and volunteer for learning opportunities that will expand your skills. All the better if those opportunities benefit key stakeholders. Does your company offer cross-departmental job rotations? Does your manager need an extra hand for a time-sensitive project? Can you volunteer to represent your team in cross-functional meetings? Seek learning opportunities that have urgent and promotable tasks. #EarlyCareer #HowtoBecomeMoreVisibleatWork #MoreVisibleatWork #Workplacevisibility #buildingcredibility #qualitywork #Lovetolearn #potentialforadvancement #careergrowth