Ready to go from delayed and de-prioritized to designed and delivered?
Does this sound familiar? You block your calendar and corral your team for a planning session. On the agenda: next year’s culture and communications strategy. But as the team is assembling in the conference room, (yet another) urgent HR issue arises; the benefits administrator needs data urgently, an unforeseen conflict must be managed, or the leadership team has questions on your slides for the Board.
You got into HR to develop people, build intentional workplace cultures, and empower employees to deliver fulfilling, world-changing work. Yet it feels like you can’t make meaningful progress on these goals. It’s just one urgent fire drill after another.
You are not alone. Culture and communications projects often get lost in the shuffle. Yet (as you know), they are essential to building trust, engagement, and performance.
To address these barriers, HR leaders and teams often benefit from a thought partner, project manager and execution expert to support seasonal or timely projects that arise, assist with change management, or level-up as organizations grow and evolve.
That’s where I come in. I help leaders communicate a vision that connects strategy to daily action and behaviors, ensuring your people are engaged, motivated, and equipped to deliver.
Below, I’ve outlined my empathy-driven, human-centered approach to creating cultures and communications that CONNECT.
While these three phases work in tandem, they can also be standalone projects that are tailored and customized to fit your organization’s needs and meet you where you are.
CLARITY. Your team can’t deliver on your brand promise if leaders aren’t communicating an informational and inspirational path to get there. I work with leaders to develop brand identities that create a strong foundation and shared understanding of the organization’s purpose, principles, and priorities. This includes Mission (the WHAT), Vision (the WHY) and Values (the HOW).
Sometimes, organizations have already-established (and really strong!) brand identities. But there’s a disconnect between the brand promise that the marketing department has laid out and the consumer experience being delivered by employees/staff. Together, we can work to diagnose that disconnect, and better align brand promise and brand experience.
CAPABILITY. Once a brand identity is solidified, we next explore what leadership skills and cultural competencies need to be adjusted, developed or shored up to deliver on the brand promise. After all, the employee experience influences the customer experience (for better or for worse). Working together with a seasoned leadership and learning development professional, we’ll design a customized training and experience plan tailored to your team’s needs and goals.
CREDIBILITY. From recruitment and onboarding to performance reviews and incentive structures, ensure your organization “walks the talk.” How are your mission, vision and values woven throughout these key moments of influence? Are they seamlessly integrated into the employee experience? Together, we can review the current state and explore opportunities to design more intentional experiences.
COMMUNICATIONS. Establishing a steady drumbeat of messaging from leadership is key to clarity, credibility and connection. From monthly newsletters or leader video messages, to all-hands meetings and staff retreats, together we can build the right mix of channels and communications cadence to bring it all together.
Interested to learn more and see if a partnership might be the right next step for you and your organization? Get in touch!
