Lauren Glynn的动态

?? WORD 4 TODAY: Find the right people, not the best people. ? The key to a thriving organization lies in assembling a team whose values and vision align with the company’s goals. It’s not solely about hiring the most talented individuals, but about finding those who will work well together and drive collective success. ???? ?? The right people will foster a positive work environment, encourage collaboration, and contribute to a strong company culture. Their commitment to the shared mission will be a catalyst for innovation and sustainable growth. ?? Focus on identifying individuals who complement your team dynamics and are passionate about your organization’s purpose. This synergy will pave the way for extraordinary achievements. ??

In various contexts—whether in the workplace, education, or personal relationships—understanding the importance of acknowledging and appreciating human efforts is crucial. Here are the key points: ???????????????????? ????????-????????g: Taking time to recognize and validate individuals' contributions fosters a positive environment and boosts morale. ???????????????????? ????????????????????: Offering a little recognition encourages people to engage more deeply with their tasks, driving motivation and productivity. ?????????????????? ??????????: When individuals feel valued, it enhances trust and strengthens relationships, leading to better collaboration. ?????????????????? ??????????????????????: Acknowledgment can lead to improved performance as individuals feel empowered and appreciated for their hard work. ?????????????????? ?? ???????????????????? ??????????????: Encouraging a culture of recognition promotes teamwork and ensures that everyone feels included and valued. In essence, giving humans a little patting time can significantly enhance their experience and performance, creating a more harmonious and productive environment. Follow Ansar Abbas

?? WORD 4 TODAY: Find the right people, not the best people. ? The key to a thriving organization lies in assembling a team whose values and vision align with the company’s goals. It’s not solely about hiring the most talented individuals, but about finding those who will work well together and drive collective success. ???? ?? The right people will foster a positive work environment, encourage collaboration, and contribute to a strong company culture. Their commitment to the shared mission will be a catalyst for innovation and sustainable growth. ?? Focus on identifying individuals who complement your team dynamics and are passionate about your organization’s purpose. This synergy will pave the way for extraordinary achievements. ??

If you want a deeper grasp of U.S. business culture, here goes. 1) Time management. Breakfast meeting at 9:00 AM does not start at 10:00 AM. It starts at 9:00 AM. Remember, in the USA "time is money." 2) Accountability: every team member and employee is held responsible for his or her actions. Core components: participation, evaluation, transparency, and feedback mechanisms. 3) Public acknowledgement: Big one! In the US, you publicly acknowledge everyone who helped an event succeed. No one is excluded, from the guest speaker to the caterer. I’ve catered many events, so I’m an expert on this. American business culture stands out for its acknowledgment of everyone involved, from the primary sponsor to the volunteers to the sound engineer.

No one has it all figured out—and that’s okay. When it comes to creating a meaningful people experience and building a thriving culture, you don’t need all the answers before you start. It’s about being willing to take the first step. Want to learn more? Check out the latest blog! https://lnkd.in/ez-U2adp

As a leader, it is crucial to create an environment where employees feel empowered to showcase their talents and contribute to the company's success. By giving your team the opportunity to demonstrate their skills and abilities, you not only foster a sense of ownership and pride but also enable them to truly excel in their roles. Encouraging employees to showcase what they can do will not only motivate them but also lead to innovative solutions and outstanding results for the company. By recognizing and leveraging the diverse talents within your team, you tap into a wealth of potential that can drive the business forward. Remember, as a boss, your role is not only to lead but also to support and nurture the talents of your team. By providing opportunities for employees to showcase their abilities, you are not only investing in their professional growth but also in the overall success of the organization. Trust in your team, give them the platform to shine, and watch how their talents translate into tangible results for the company.

What a powerful quote by Brené Brown and so relevant in the workplace. Promoting a culture at work where vulnerability and storytelling are embraced can lead to deeper connections and enhanced morale. When we encourage employees to share their stories and experiences, we create a safe space for authenticity. This openness not only builds trust but also enhances collaboration and innovation. Vulnerability allows team members to connect on a deeper level, fostering a sense of belonging that is essential. By embracing our vulnerabilities, we invite others to do the same, transforming challenges into opportunities for growth. Together we can create an environment where everyone feels empowered to share their stories—because it is in our shared experiences that we find strength and comfort in and they encourage us to get the help and support we might need. ?

Being clear on what your company stands for and how you present yourself to talent is needed by Series A absolute latest folks. ??♀? Values, beliefs, behaviours - they're not just there to describe a 'nice' working environment. They should also have a hard edge that describes how you work to drive competitive advantage ?? We always recommend anchoring any discussion about culture and values in the context of your vision and mission for this reason. In the 'values design' phase, you are aiming to: 1) Minimise ‘accidental’ values ? 2) Ignore the permission-to-play values (the ones that are just expected by everyone) ?? 3) Emphasise what's aspirational ? 4) Codify the core, underlying values ?

In any thriving organization, it's common to encounter diverse viewpoints and differing opinions. It’s important to remember that not everyone who disagrees with us is working against us. Often, these differences arise from a place of passion and commitment, and each individual is driven by their unique vision of how to contribute to our collective success. We must recognize that our varied perspectives are not obstacles but opportunities. When woven together, they are the threads that create a resilient and vibrant tapestry. Our individual goals and aspirations, though distinct, are all aimed at a common purpose: the betterment and growth of our company. By embracing these differences, we harness a broader spectrum of ideas and solutions. It is through respectful dialogue and collaboration that we can transform diverse viewpoints into innovative strategies. Your voice and your respectful dialogue is what fuels our innovative strategies. ?When we acknowledge that everyone’s passion, though perhaps differently focused, is directed towards the same ultimate goal, we can work together more effectively and harmoniously. Let us celebrate our diverse passions and remember that each of us plays a crucial role in the grand mosaic of our company's success. It's not just your individual contribution, but our collective effort that leads to success. Together, with mutual respect and shared purpose, we can achieve remarkable things.

What have you found helps build a strong team culture in your workplace? ?? When I was young, I played a lot of sports. Some of my teams won, despite having fairly average players. Others lost, even with top local talent (I wasn’t one of them!). The difference between winning and losing seasons? Team culture. ?? - Winning teams cheered each other on and made sacrifices. - Losing teams were full of egos, selfishness, and sloppy practice habits. As we grow our business, I can't help but think back to those days and what worked: - Strong culture can’t be imposed by bosses. ?? - It takes time to develop. ? - Everyone must buy in and look out for each other. ?? I don’t have all the answers, but I know culture matters.