Leading by example is key to fostering trust | Future of Work Club

Welcome to the Future of Work Club! ????

Your go-to resource for inspiration, knowledge, and growth in the world of remote work. Get ready to reshape your perspective on remote working! ????

Dive into the latest edition of our newsletter to discover how Adrianne Court (she/her) from Tealium is shaping the future of remote work and company culture:

?? Strategies that have cultivated distinctive corporate cultures and enhanced competitive edges.

?? Effective HR practices across diverse global regions.

?? Universal principles for employee engagement and cultural integrity.

?? How AI will play a transformative role in HR.

?? How to foster trust and emotional connections within remote teams.

?? Strategies to maintain high motivation and prevent burnout.

??? Meet Adrianne Court Petruska???

Adrianne Court Petruska has over 25 years of HR and executive leadership experience, having worked with public and PE-backed organizations spanning employee sizes from 500 to 50,000. Currently serving as the Chief HR Officer at Tealium, with a workforce spanning over 20 countries, Adrianne plays a pivotal role in shaping the company's culture and employer brand. Her leadership at Tealium extends beyond culture-building. She influences organizational and operational efficiencies while ensuring the company complies with its operating countries' ever-changing and complex employment landscape.? Before Tealium, Adrianne was a key member of the executive leadership team that facilitated Alkami's (ALKT) successful public offering on NASDAQ in 2021.

Adrianne’s career has been marked by her role in crafting, defining, and nurturing successful and distinct corporate cultures and employer brands. Her contributions have earned recognition in the organizations for which she has been a part, including "Best Places to Work," "Best Places for Leadership," and "Best Workplace Cultures.”? She, too, has been recognized as a top CHRO, receiving many national awards for her contributions to the HR profession.

Adrianne actively contributes to various professional and nonprofit boards and is a sought-after speaker and discussion leader. Her expertise focuses on HR trends and best practices, with a particular emphasis on culture as a competitive differentiator. She is co-authoring two books—one exploring the transformational impact of corporate culture and the other serving as a practical guide to combat loneliness for individuals, managers, and practitioners.? She is the co-author of two best-selling books, "Bravely She Flies" and "Bravely She Flies, Too."

You’ve contributed greatly to cultivating distinctive cultures within organizations. Can you share a specific example of a cultural strategy that directly contributed to a company's competitive edge?

It is first important to understand how culture is defined.? In the most simple and practical terms, I define it as how an organization “thinks,” “acts,” and “connects”:?

• "Think" sets the direction, definition, and expression of the organization’s culture in words.? This can be accomplished in many forms. For some, this may be described as the values or ways of work.?

• "Act" refers to intentional actions that translate the culture “Think” into an organization’s behaviors and operations.

• "Connect," or interact, is the customer experience that is manifested as an outcome of how an organization “Thinks” and “Acts.”

My greatest professional passion is helping companies define their culture thinking and then developing programs and practices that manifest into behaviors that align with this thinking. The result is a positive and engaging employee experience, which translates to a positive customer experience. This is a significant contributor to helping companies create competitive differentiation.???

Creating a differentiated culture proved pivotal for Alkami and our team. It ensured our resilience and fuelled our success as we navigated the uncertainties of the COVID-19 pandemic together. The culture was our glue and cohesion that navigated us through and emerged successfully, culminating in our IPO live at NASDAQ in April 2021 (one of the first to do so post-pandemic). Being part of the executive team that steered the company towards going public marked a remarkable milestone in my career, and rewarding to know that our culture was a critical element for this success.

How do HR practices differ across the regions you've worked in, like the US, Canada, Europe, India, and South America, and what universal principles have you found most effective?

There are some things that clearly differentiate when working across multiple regions and countries.? This includes . . .

• The varying complexities of legal, regulatory, and labor matters are unique to each.?
• Cultural norms include language, communication styles, and religious and political perspectives.
• The economic environment, with factors such as market maturity, industry composition, and geo-political influences.??
• Differing attitudes and acceptance of approaches to varying HR practices from expectations for recruitment, training, performance management, benefits, employee communication, etc.?
• The composition of the workforce, such as prominent workforce skills and labor market dynamics, also differ greatly.

As for universal principles, some that stand out for me:?

• Intentional Culture - As I mentioned above, defining the organization’s culture thinking and then manifesting behaviors that align with this thinking is something that is a universal application.
• Employee Engagement -? Prioritizing programs, policies, and actions to foster a positive work environment, promote open communication, and recognize employee contributions enhances engagement and retention regardless of geographic location.
• Fair and Transparent Policies: Implementing fair and transparent HR policies and procedures builds trust and credibility with employees, promoting a culture of fairness and accountability across regions.
• Continuous Learning and Development: Investing in employee training and development initiatives supports skill enhancement, career advancement, and organizational agility, fostering a culture of continuous learning and innovation.
• Diversity: Embracing diversity and fostering an inclusive workplace by listening to and learning from diverse perspectives is essential to collaboration and organizational success across diverse regions.
• Flexibility as Possible:? Offering flexible work arrangements, such as remote work options or flexible hours, accommodates diverse employee needs and preferences, improving work-life balance and productivity regardless of geographic location.

What emerging HR trends do you foresee as most influential for the next decade?

• Artificial Intelligence: AI is poised to have one of the most impactful implications on how companies work and operate in the coming decade. For HR, this is more than just leveraging AI tools to enhance HR efficiency. AI is and will fundamentally reshape how teams and employees operate within organizations. This will change jobs, how companies organize, how teams work together, how businesses connect with customers, and how employees will learn and be trained. HR will be looked to to play a pivotal role in guiding managers, leaders, and team members through this transformation and facilitating effective change management.?
• Remote work: Remote and hybrid work models will continue shaping how we work together. The COVID-19 pandemic accelerated the acceptance, but it is still unclear at what level of adoption and the long-term impact on businesses and the employee-company working relationship. HR is and will continue to navigate the complexities of managing dispersed teams, maintaining engagement, and navigating the complexities of employment and regulatory compliance and the implications to compensation and benefits that are also growing from these shifts.
• Gig work: the gig economy and contingent workforce are on the rise and presenting new and varying challenges. As more people seek alternative forms of employment and more flexibility and organizations rely on freelance or contract workers, HR will need to develop strategies for effectively managing and integrating gig and contingent workers into business operations while staying up to date and meeting the ever-changing compliance, information security, labor laws, and regulatory requirements.
• Well-being: Another emerging trend is the focus on employee well-being and mental health. As awareness around mental health issues continues to grow, placing greater emphasis on supporting the holistic well-being of employees is no longer a nice to have but a must-do. This includes implementing wellness programs, offering mental health resources, and fostering a culture that prioritizes work-life balance and stress management.
• Diversity, Equity, Inclusion, and Belonging (DEIB) are increasingly complex and important, not only as a matter of social responsibility and legality but also as a driver of innovation and performance. HR will continue to need to lead efforts to promote diversity, the inclusion of diverse perspectives, and the creation of inclusive cultures where employees feel valued and respected.

In summary, the most significant implication for the next decade will be the integration of AI. Other impactful trends are a focus on employee well-being and mental health, the proliferation of remote and hybrid work models, continued emphasis on diversity, and adaptation to the evolving workforce landscape.?

What is your personal leadership philosophy, and how do you apply this in your day-to-day HR practice?

A graduate college student recently asked me the following questions, so here are some recent thoughts related to them. . .

1) How do you foster an emotional connection within your team?

To cultivate an emotional connection within my team, authenticity is key. I prioritize genuinely caring about what matters to each team member. For example, as Tealium operates remotely, spontaneous interactions and connections in traditional office settings are absent. Therefore, I make a conscious effort to bridge this gap. During meetings, I set aside time to inquire about personal things that matter to each team member, such as recent vacations, family events like a daughter's recital, or how a loved one is faring after surgery. Moreover, I'm transparent about what is happening in my own experiences to foster a culture of openness and trust.

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2) How do you foster trust?

From my perspective, rostering trust within a team is built on several foundational principles. Firstly, and most importantly, it involves consistently following through on commitments and promises. This reliability demonstrates integrity and reliability, which are essential for cultivating trust.

Transparency is also very important. It is not just about sharing successes but also being open about areas of concern or challenges. By being forthcoming about both the positives and negatives, you create an environment of honesty and authenticity.

Leading by example is key to fostering trust. When team members observe leaders consistently embodying this, they are more likely to emulate the leader’s actions. This sets a standard for accountability and integrity throughout the team. Additionally, leaders who actively listen, empathize, and provide support contribute to a culture of trust. By valuing, listening to, and respecting the perspectives and contributions of every team member, leaders demonstrate their commitment to building trust from within.

Ultimately, trust is nurtured through ongoing actions and behaviors. It's not a one-time effort but a continuous journey of demonstrating reliability, transparency, and integrity. By prioritizing these principles and leading by example, trust naturally becomes part of how the team works and operates together.

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3) What are some strategies that you use to ensure that your team maintains high levels of motivation to do good work?

Maintaining high levels of motivation within my team is critical for ensuring productivity and job satisfaction. To achieve this, there are several strategies I use to help my team be engaged and motivated.

Firstly, I make sure to consistently communicate the significance of each team member's role and how their contributions directly impact the overall success of our projects or objectives and the mission of the company. This helps team members understand the importance of their work and fosters a sense of purpose.

Additionally, providing regular updates on the progress of our work toward our company’s goals and updates on any changes or developments within the organization. Keeping the team informed about the bigger picture helps them stay connected to our goals and encourages them to remain focused and committed.

Recognizing and rewarding the collective team’s and individual contributions is also very important. Whether it is a simple acknowledgment during team meetings or more formal recognition programs, it is critical to ensure that hard work and achievements are acknowledged and celebrated. This boosts engagement, reinforces positive behaviors, and encourages continuous improvement.

Also, I encourage open communication and feedback within the team, creating a supportive environment where ideas and diverse perspectives are valued and everyone feels heard.? As shared in an answer above, team members feel empowered to take ownership of their work by fostering a culture of collaboration and trust.

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4) How do you help your team become cognitively engaged with their work?

Ensuring my team is cognitively engaged with their work is important for team productivity and fosters innovation and creativity.? To echo some of what I shared above, providing clear and meaningful explanations about the purpose and objectives of their work is very important. Helping team members understand the broader context and significance of their tasks is an important element in helping to connect emotionally and intellectually.

Also, encouraging critical thinking and problem-solving by fostering an environment where questions are welcomed and innovative ideas are valued helps a lot with cognitive connection. This encourages active engagement within their work through continuously seeking new solutions and improvements.

Offering skill development and learning opportunities to expand their knowledge and expertise is important. This can be done in many ways, such as offering training sessions, having team members share best practices, and more. Really setting the tone of ownership of their professional development is critical.

Promoting autonomy and accountability within the team allows team members to take ownership of their work and contributions and make decisions independently. This, too, is important to being cognitively engaged.

In summary, by creating a supportive environment where understanding, creativity, and autonomy are valued, I believe these are ways a leader can inspire cognitive engagement with their work. This enhances performance and fosters a sense of fulfillment and satisfaction in their roles.

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5) Are there things that you do to help ensure that the members of your team don’t get burnt out?

Preventing burnout among team members is a concern for many leaders and organizations globally.? It can have a devasting impact on well-being. Which then can detrimentally impact performance. Implementing various strategies to ensure that team members maintain a healthy work-life balance. This can be done by promoting a culture of work-life balance, introducing variety into work, fostering open communication, and providing access to relevant resources.?

One crucial aspect is encouraging the use of paid time off benefits. It is important to emphasize the importance of taking breaks and vacations to recharge mentally and physically. I am engaged in supporting my team members in scheduling and utilizing their time off, creating an environment where they feel comfortable prioritizing their well-being without feeling guilty when using their earned time off.

Additionally, it is essential to recognize the importance of combating monotony. To address this, I identify opportunities to introduce variety into work. This could involve redistributing responsibilities among team members to prevent individuals from feeling overwhelmed by repetitive tasks. By encouraging collaboration and skill-sharing, I like to foster a work environment where everyone can learn and take on varying tasks and projects if they wish.

I advocate for open and transparent communication, as I have shared in the above questions. It is important for team members to know they can be open about workload concerns and stress levels. Regularly checking in with my team members and discussing their concerns can also help identify signs of burnout and help make adjustments to prevent stress levels from escalating.

I also like to circulate resources like articles that share strategies with team members to help them recognize and address burnout symptoms proactively.