Ayanda Shandu’s Post

Several “wisdoms” are key to the way we work at ON THE MARK. None are more important than the phrase “people support what they help to create”. When you engage your people in shaping your strategy or tackling your most pressing challenges, it cultivates a sense of ownership and commitment like no other. Reach out to us and learn more! https://hubs.li/Q02x46SR0

“Different perspectives drive innovation.” Companies that prioritize diversity background and industry in their leadership teams see better outcomes. Diversity isn’t about representation; it’s about bringing different viewpoints to the table, leading to more innovative solutions and stronger decision-making. How do you build diversity into your recruiting process?

"Ever wonder how many management problems can be traced back to the Peter Principle? We promote individuals based on past performance, not necessarily future potential. The result? Sometimes, people land in roles they're not prepared or qualified for. Let's rethink how we grow talent and set our teams up for success!"

Each year we send out an Employee Opinion Survey. One of the most important metrics for me is the “Trust in Leadership” question. Those responses are key in letting me know how the management team and I are doing. Integrity, honesty and accountability are key for a Credit Union, and have to be modeled at the top every day.

Tom Brady & Bill Belichick OUT-PREPARED... “When talent meets talent, talent becomes irrelevant.” There are those who prepare well, and there are those who OUT-PREPARE. There are those who collaborate well, and there are those who OUT-COLLABORATE. There are those who strategize well, and then there are those who OUT-STRATEGIZE. OUT-PREPARE. OUT-COLLABORATE. OUT-STRATEGIZE.

“Here’s the truth: ❌ Every time you let bad behavior slide, you risk losing your best employees. ✅ Every time you take action, you show them they matter. Protect your team. Protect your culture. Be the leader they deserve.”, Andrea Petrone, The CEO Whisperer https://lnkd.in/gsNjmJnQ

If you think about it deeply enough, the difference between “accountability” and “bureaucracy” boils down to a mix of attitude and culture.

What happens when employees don’t understand the company values? Company purpose, principles, and values form the boundaries of behavior that are mandatory for people to get aligned around. Consistent language around your values becomes an offer to the rest of the world - that gives people something that's bigger than themselves - reinforcing your brand promise. For Your Confident Path Forward, click the following link to download a free document that I wrote on how to Attract and Retain the Best People: https://lnkd.in/es-Mk66H

What happens when employees don’t understand the company values? Company purpose, principles, and values form the boundaries of behavior that are mandatory for people to get aligned around. Consistent language around your values becomes an offer to the rest of the world - that gives people something that's bigger than themselves - reinforcing your brand promise. For Your Confident Path Forward, click the following link to download a free document that I wrote on how to Attract and Retain the Best People: https://lnkd.in/eFTf9_YK

What happens when employees don’t understand the company values? Company purpose, principles, and values form the boundaries of behavior that are mandatory for people to get aligned around. Consistent language around your values becomes an offer to the rest of the world - that gives people something that's bigger than themselves - reinforcing your brand promise. For Your Confident Path Forward, click the following link to download a free document that I wrote on how to Attract and Retain the Best People: https://lnkd.in/eFTf9_YK