How do you create a welcoming culture in your organization or community?

2 Define your vision and values

The next step is to define your vision and values for your desired culture. You can use a participatory approach to involve your stakeholders in creating a shared vision and mission statement that reflects your goals and aspirations. You can also use a values framework to articulate the core principles and behaviors that guide your actions and decisions. For example, you can use the RISE model (Respect, Inclusion, Service, and Excellence) or the CARE model (Collaboration, Accountability, Respect, and Empathy) to define your values. The goal is to create a clear and compelling direction and purpose for your culture.

3 Communicate and model your culture

The third step is to communicate and model your culture to your stakeholders. You can use various channels and methods to share your vision and values, such as newsletters, posters, videos, workshops, or events. You can also use stories, symbols, rituals, or rewards to reinforce your culture and celebrate your achievements. The most important thing is to lead by example and demonstrate your culture in your actions and interactions. You can use the Platinum Rule (Treat others as they want to be treated) or the Golden Rule (Treat others as you want to be treated) to guide your behavior. The goal is to create a consistent and positive experience of your culture for your stakeholders.

4 Learn and adapt to your culture

The fourth step is to learn and adapt to your culture as it evolves and changes. You can use feedback mechanisms, such as surveys, reviews, or forums, to monitor your culture and measure your progress. You can also use learning opportunities, such as training, mentoring, or coaching, to develop your cultural competence and skills. You can also use change management strategies, such as stakeholder analysis, communication plan, or resistance management, to facilitate your culture change and overcome challenges. The goal is to create a culture of continuous improvement and learning for your stakeholders.

5 Engage and empower your stakeholders

The fifth step is to engage and empower your stakeholders to participate and contribute to your culture. You can use inclusive practices, such as diversity committees, affinity groups, or employee resource groups, to create a sense of belonging and community. You can also use collaborative practices, such as brainstorming, problem-solving, or decision-making, to create a sense of ownership and accountability. You can also use recognition practices, such as appreciation, feedback, or rewards, to create a sense of value and achievement. The goal is to create a culture of engagement and empowerment for your stakeholders.

6 Appreciate and celebrate your culture

The sixth and final step is to appreciate and celebrate your culture and its diversity. You can use appreciation practices, such as gratitude, compliments, or testimonials, to create a culture of appreciation and recognition. You can also use celebration practices, such as festivals, events, or awards, to create a culture of celebration and joy. You can also use cultural awareness practices, such as cultural days, presentations, or exchanges, to create a culture of awareness and curiosity. The goal is to create a culture of appreciation and celebration for your culture and its diversity.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?