Cencora’s Post

I've heard many people in leadership positions say, "When I stop talking to someone, that's when they should be worried." Sound familiar? It should, there's usually one of these co-workers on every team. This is a lazy response from a person who lacks the ability to have constructive conflict with someone they are having an issue with. This type of mentality can destroy a team. Indifference is not the answer, the answer is knowing how to best communicate and speak to others in a way that they will best receive feedback. Join Robert Leaman and Kunu Kaushal at one of our upcoming 2024 IHCA Executive Workshops and explore ways to better create a cohesive team culture. Visit indhca.org and schedule a discovery call.

Day 29/33: Creating a positive culture mentality across your organisation: 💡 Define the company core values and align them with the mission/ vision or purpose. 💡 Integrate companies core values into every aspect of the company - hiring policies, process and procedures. 💡Agree upon expected behavior and standards for all team members. 💡Establish a purposes that goes beyond the companies commercial goals 💡Create traditions, community and comeraderie through teambuilding and education. 💡Develop a unique identity as a group and cultivate a sense of exclusivety and pride. 💡Creat a company culture that fosters a sense of belonging and not a place where you need to fit in. 💡Remove barriers and allow employees to reach their full potential through mentorship and leadership programmes.

We all want to be respected in our roles as leaders, team members, and individuals. But respect is earned - you get what you give! Over the years, I've found that these 5 pillars are great ways to create a culture of respect: 🔹 Communicate! Lay out clear and concise expectations, mutually agree to deadlines, and hold others accountable. 🔹 Be prepared: know your organization/department better than anyone else. 🔹 Don't avoid the tough stuff - have the hard conversations! 🔹 Lead by example. 🔹 Take the time if you expect the time.

Immersing ourselves into culture! We believe that a strong culture drives engagement and ignites passion for our purpose! That’s why we brought in performance specialist Stephanie Bown and gathered our entire leadership and extended leadership team for our annual Culture Immersion week. Unfortunately, we couldn’t all be together in person this year, so we utilized the amazing online tools we have to create a welcoming setting for the team to come together and focus on culture. During immersion week we deep dive into our culture and discuss how to keep focus on the areas where we’re doing well as well as target key improvement areas.  From these discussions we create culture plans that enable high performance and create the best working environment possible for our team. So much engagement and excitement in one group🥳

Nearly all business leaders I meet agree that creating an inclusive culture is the right thing to do. It's also widely accepted that leader is largely responsible for creating culture. So I'm interested to see that only 22% of those that have registered for our upcoming event on "building an inclusive culture" are men 😕 How do I encourage more men to engage with the topic? Thoughts below please 🙏🏻

On his first day as CEO of the Carlsberg Group, a global brewery and beverage company, Cees ‘t Hart was given a key card by his assistant. The card locked out all the other floors for the elevator so that he could go directly to his corner office on the 20th floor. And with its picture windows, his office offered a stunning view of Copenhagen. These were the perks of his new position, ones that spoke to his power and importance within the company. Cees spent the next two months acclimating to his new responsibilities. But during those two months, he noticed that he saw very few people throughout the day. Since the elevator didn’t stop at other floors and only a select group of executives worked on the 20th floor, he rarely interacted with other Carlsberg employees. Cees decided to switch from his corner office on the 20th floor to an empty desk in an open-floor plan on a lower floor. When asked about the changes, Cees explained, “If I don’t meet people, I won’t get to know what they think. And if I don’t have a finger on the pulse of the organization, I can’t lead effectively.” Support, develop, and work with people who won't feed your ego. Hiring smart people with the confidence to speak up is key to building a successful company culture and achieving leadership excellence. Remember, it's not about surrounding yourself with yes-men, it's about fostering an environment where diverse perspectives are encouraged and valued. #goodread #companyculture #leadershipexcellence

🌟 Exciting News! 🌟 Yesterday, we had an incredibly successful ERG and Executive Leadership Luncheon, where past ERG co-leaders had the opportunity to share their invaluable experiences and challenges as ERG leaders. 🎉 During this empowering event, our esteemed ERG leaders were able to voice their insights and strategies in executing a cohesive team, paving the way for continued efforts towards inclusivity within our workplace. 💪 Their stories shed light on the remarkable progress we have made in fostering a culture of diversity and inclusivity at WCS. By championing the voices of our ERG leaders, we are amplifying the diverse perspectives that drive innovation and create an environment where everyone can thrive. 🌈 The luncheon served as a reminder of the incredible impact our ERGs have had on our organization. By fostering collaboration and creating spaces for dialogue, they have played a pivotal role in shaping our company's inclusive culture. 👥 We extend our heartfelt gratitude to all the ERG leaders who shared their experiences and challenges. Your dedication and passion inspire us all to continue pushing the boundaries of inclusivity and creating a workplace where every individual feels valued and heard. 🙌 Let's keep the momentum going! Together, we can make a difference and create an even more inclusive and empowering workplace for all. 💼 #ERGLeadership #InclusivityMatters #DiversityandInclusion #EmpoweredWorkplace #CreatingChange

We all want to be respected in our roles as leaders, team members, and individuals. But respect is earned - you get what you give! Over the years, I've found that these 5 pillars are great ways to create a culture of respect: 🔹 Communicate! Lay out clear and concise expectations, mutually agree to deadlines, and hold others accountable. 🔹 Be prepared: know your organization/department better than anyone else. 🔹 Don't avoid the tough stuff - have the hard conversations! 🔹 Lead by example. 🔹 Take the time if you expect the time.

We just had our live Leadership Masterclass last Friday with our very own CEO who flew all the way from Australia to celebrate our year-end party. Today I will share with you what we are always proud to uphold... In the workplace, culture is the heartbeat of collaboration and innovation. It's not about perks or slogans; it's about fostering trust, empathy, and shared values. A strong culture empowers teams to overcome challenges, promoting a sense of purpose and belonging. When we prioritise people over profits, we create environments where individuals thrive, driving success collectively. Cultivate a culture that inspires, and watch your organisation flourish. 𝗜𝘁'𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘄𝗲 𝗱𝗼, 𝗯𝘂𝘁 𝘄𝗵𝘆 𝘄𝗲 𝗱𝗼 𝗶𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿.

Just Completed: Advancing Equitable Leadership Through Inclusive Language Course! Excited to share that I've successfully completed a transformative journey exploring the pillars of inclusive language, equitable leadership, proactive action, psychological safety, and effective allyship. In today's diverse workplace, using inclusive language isn't just about being politically correct—it's about fostering an environment where everyone feels valued, respected, and empowered to contribute their best. Join me as I reflect on the invaluable insights gained and discuss why embracing inclusive language within our organizations is not only essential for fostering a culture of belonging but also for driving innovation, building trust, and ultimately, achieving sustainable success.