What do you do if your work culture lacks positivity and inclusivity?

I don’t buy this idea that there is a single monolithic culture in organisations. One team may operate with one culture and another may have a very different one. Culture also varies by pay grades. A change in line manager can change the culture. Attempts to change culture that don’t recognise how many cultures are at play in any organisation are doomed to fail. So when you assess culture you need to be mindful that you are capturing the complexity and avoiding confirmation bias. Are you looking for evidence that supports what you already think? Be careful. Culture is complex.

Conduct a thorough assessment to understand the current state of the work culture. This can be done through surveys, focus groups, and one-on-one interviews with employees to gather their perspectives and experiences.

What is culture? Culture (noun) ?k?l-ch?r : the customary beliefs, social forms, and material traits of a group of people also : the characteristic features of everyday existence shared by people in a place or time This may not be a popular response, but culture is defined by its' people. To change a culture, you start by changing the people, their customs, habits, rituals and beliefs. It starts at the top. So the best tool for executives to rely upon at the outset is a mirror.

Here’s how you can start making changes: 1. Assess the Current Culture 2. Engage Leadership 3. Define Clear Values and Behaviors 4. Implement Training Programs 5. Promote Open Communication 6. Recognize and Reward Positive Behavior 7. Create Inclusivity Committees 8. Monitor Progress and Make Adjustments 9. Lead by Example 10. Build a Supportive Community 11. Review Policies and Practices

Be the change you want to see. - Ghandi. Positivity is contagious. Choose to see things differently and inspire others to do the same by leading by example. Start small, invite others into a group to openly discuss the culture. Lead by example being open to all perspectives, listen with empathy and understand. Then, together paint a new picture, discuss what a culture of inclusivity and positivity looks like. Next identify the obstacles and the resources available to make a change toward ideal state. One step at a time. Aim to bring others along every step of the way. "Never doubt that a small group of thoughtful committed individuals can change the world. In fact, it's the only thing that ever has." Margaret Mead

There is nothing that can be felt in the workplace more than literally the vibes that radiate out of a leader. In fact, negative vibes can be sensed even more no matter what nice motivating words are communicated. Words are important, yet walking the talk is even more important and there is as well something that is more important that both: The leader self managing and regulating their own feelings before their actions.

It start & ends with the leader, they set the tone and example for the team. Their behaviour influences the entire organisation. Their behaviour can foster respect, collaboration, motivation, positivity and fun or NOT. "The most powerful leadership tool you have is your own personal example." – John Wooden

Para los líderes, cuidar el lenguaje no verbal es esencial para comunicar autenticidad y coherencia, mejorando relaciones con los subordinados mediante la expresión facial, postura, gestos y mirada, ser conscientes de sus gestos y mantener coherencia entre lenguaje verbal y no verbal para fomentar el bienestar del equipo.

A comunica??o é o primeiro passo para conseguir transformar a cultura de forma mais positiva e inclusiva. O time precisa entender que mudan?as est?o sendo realizadas, que todos pertencem a esse momento e que podem contribuir para constru??o de uma empresa melhor no curto/medio prazo. As pessoas est?o sabendo dessa mudan?a? Elas s?o incentivadas a contribuir? Os diversos grupos que convivem na empresa conseguem se ver nos cargos de lideran?a? Ter uma comunica??o aberta e ouvir seus colaboradores pode trazer ótimos insights para melhorar esse caminho de transi??o.

Positivity, Emotional competencies and human sustainability are trained like any other technical skill. The problem is that we spend more time on technical skills sets and less on soft skills that particularly require embracing a positive mindset. The latter is believed to happen naturally while in fact it is cultivated.

I would like to push the word Positivity further to Fun. It has been normalized to encourage a culture of Burnout as opposed to a Culture of Fun where work can still be achieved despite challenges. When we balance both Human and Business outcomes, we create a human sustainable workplace.

In my experience culture may be similar in some way and different in other ways across an organization, especially if it is a big organization. though the policies and processes may be similar, many things also depend on the leaders of the respective units within an organization. a change project like bringing more positivity and inclusivity to the work culture requires an understanding of - *where we are on the same, and what makes that where do we wish to go and what is required for the same *what are we doing well in those areas and doing more of that is one approach *Training/brainstorming for ideas so that everyone understands is on the same page about why this project is worth an effort and is committed to making these changes

I think that you have to start off with working out, what is the culture we want. Then look at what is the culture we have. Then you want to look at how you've arrived where you have - what is missing and why. Then you need to look at the gaps and understand how to fill them and what you have the resources to actually put into practice.