August Events
Work Effects Webinars
CHRO- An Overlooked Opportunity?

Why More Executives Should Consider Becoming a CHRO

"Traditional HR leaders might feel compelled to offer conservative solutions, rather than risk trying an unconventional approach to unknotting a problem." One CHRO explained this is an outdated, stating, “If I’m not presenting ideas that get turned down by the top team, I know I am playing it too safe. My job is to push the envelope.
Another affirmed, “Many leaders experience HR as administrators who can be barriers rather than enablers. I discovered that HR doesn’t need to be like that, and as CHRO I use every skill I ever learned."

Our Take- We often hear from HR Leaders that they encounter obstacles in getting a seat at the C-Suite table. As a result, they are often included in conversations towards the end, once logistics become more pressing. As this article demonstrates, organizations benefit from a diversified approach to this role.

That's why we created our Strategy Culture Alignment Certification, which qualifies leaders of all backgrounds to lead the efforts in creating a purposeful culture- or aligning strategic goals with how the way work gets done (culture).

For more on gaining a strategic edge, click here.


The Chicken or the Egg- Performance & Engagement

If Culture Comes First, Performance Will Follow

"A vice-president approached me one day after I finished delivering a keynote...'It takes too long,' he said. 'These engagement things you talked about, it takes too long to implement. I need to drive results, not worry about people's feelings,' That exchange haunts me somewhat," the author recalls.

Throughout the article he explains the many reasons this is off the mark, stating, "The results are stunning, and prove yet again that if culture comes first, performance levels will follow."

Our Take- This article focuses primarily on engagement as a reflection of culture. While engagement is essential, it's not where the work ends. Imagine having two very engaged employees, who approach their work in very different ways. Let's say one relies heavily on facts and figures, while the other prefers to follow their intuition.

Think of the time they must waste throughout the day, striving to find consensus with such conflicting view points.

As an organization, if culture were to be aligned to the strategic goals, these employees would understand which approaches will be most effective for reaching their goals and achieving results. | Learn more on this month's webinar


Are You on the Same Page with Your Team?

Do You Know How Each Person on Your Team Likes to Work?

"It’s helpful to spend time up front connecting and creating a common language with your team. When your team knows how you like to work and how you plan to manage them, they’re able to produce results faster. When you know how each of your direct reports likes to work and communicate, you’re able to save time when setting direction and following up."

Our Take- This article offers a great jumping off point for connecting with employees and improving communication. As a manager or leader, if you've committed to making your employees feel heard and understood, why not take the opportunity to connect this to culture? Try thinking of your organization as your number one employee- how does the organization work best? What is needed for success?

By aligning your culture to your strategy, you are addressing just that- how work needs to be done in order to reach strategic goals. This may sound like quite the undertaking, it actually makes all of your other work easier. When having these conversations, add the extra sentence of how this employee should be thinking about their work to reach the organization's goals. Rather than being overwhelmed, you'll find employees are empowered to see how they individually contribute to success of the whole.



Need a speaker for your event?

Click here if you don't wish to receive these messages in the future.
Work Effects Footer
730 2nd Avenue S, Suite 100 | Minneapolis, MN 55402
612.333.4272 | info@work-effects.com