RR Donnelley’s Post

Today’s #BIPOC Leadership Network Roundtable Conference centered on how future leaders can learn from culture: RR Donnelley Leaders shared their experiences,cultural backgrounds and the importance of culture awareness and the critical role of connecting with people. John Pecaric Thank you for your insights on cultural awareness, #integrity, alignment with core #values,the operations team's development of new client #concepts and the exploration of #innovative solutions. Key Takeaways: 1) Learning from Culture -Adapt language and approach for better understanding and cooperation. -Lead by example, respect others, and align behavior with cultural values. -Foster mutual support and act with integrity. 2) Brand and Integrity -Embody organizational values in communication and actions. -Uphold integrity in all situations. -Be a role model for ethical behavior. 3) Ensuring Core Values -Regularly review and align practices with core values. -Maintain consistency and prevent misinterpretations. 4) Integrating New Employees -Provide targeted insights and proactive outreach. -Facilitate understanding and integration into the company culture. 5) Culture Fit / Fitness -Seek candidates with humility, a strong desire for learning, and intellectual acumen. -Look for individuals with clear goals and a commitment to improvement. -Ensure readiness and goal orientation. Mo Madiah II Marco Rodriguez Marsha Villanueva McDermott RRD GO Creative RRD Asia Srividya Parthasarathy Sandeep K. Christopher Joseph, PMP® Jayanthi Shivakumar Arpita Bhawal Amardeep Devadason Sudhakar Kambala Nanda Chintaluri Janine Nirmal #Culturalawareness #innovation #Clientsolutions #ProfessionalDevelopment #Leadership #OperationsExcellence

🌟 For your next Leadership Meeting Agenda: Trust: The Ultimate Retention Strategy 🌟 Have you ever wondered why top talent slips away from high-performing organizations? According to Zenger Folkman’s research, it's not just about the paycheck—it's about trust. This latest study of 18,459 employees unveils a powerful correlation between trust, engagement, and retention. Those most satisfied are least likely to leave—an invaluable insight in today's turnover-prone landscape. But what fosters trust within teams? The research identifies three key factors: consistency, relationships, and expertise/execution. Consistent ethical conduct, inclusive relationships, and unwavering execution form trust's bedrock. Here's the kicker: trust isn't reserved for the elite. Even modest improvements across these elements yield remarkable results. The key lies in nurturing a culture where trust isn't just a buzzword—it's a way of life. So, as you ponder the idea of trust within your team, ask: where can we elevate our game? With dedication, a high-trust culture will grow retention and growth. Let's unlock the transformative power of trust. 💼✨ #TrustInTeams #RetentionStrategy #OrganizationalSuccess The Female Quotient

Thanks Ronda Carnegie ! So Incredibly true. People leave because they are not trusted by their leadership, not just because they are not paid what they are worth. What fosters trust - according to this: consistency, relationships, and expertise/execution. Think about that next time your team members bail. #trust #research #leadership

Ricardo J. Vargas is now live addressing how to create an inclusive leadership culture and its game-changing impact on company results. 💬 Some of his messages:  - “Company culture is the result of the actions that managers have and allow in the company.”  - “Inclusive leadership is against our nature: we are all prejudiced, we all have unconscious biases, we all have cognitive biases that make us have very fast decisions and not thought through. And a lot in our upbringing programs us to make decisions that divide and cluster people between ‘us and them’.”  - “It’s important to be aware of our own biases. And it’s always difficult to have a conversation with someone that is not aware of their own biases.”  - “When your culture is not aligned with our strategy – culture wins.”  - “Inclusive leadership helps leaders look at their employee journey – in many different moments – seeing how to deal with those different situations, by being inclusive leaders.” - "There are three important dimensions of inclusion: Language; Behavior and Systems." Eulàlia Nadal and Ricardo J. Vargas are #LIVE in our event # #InclusiveLeadership – Why and How to generate an Inclusive Leadership Culture, hosted by Nicole Eifler. #VirtualEvent #Event #LIVE #Talk #ChiefExecutiveTeam #CET #RicardoJVargas #InclusiveLeadership #DEI #Inclusion #Leadership #ExecutiveTeams #Transformation #ConsultingHouseEU #EmpoweringLeaders

⚡ Today’s announcement is a lightning bolt in a clear sky - bound to drive impact! ⚡ 🤝 Citizencentric is thrilled to unveil our partnership with the Government of British Columbia! 🏛 Under a Corporate Supply Arrangement, we're now a partner in delivering experiential leadership development programs! 🔍 What exactly is a Corporate Supply Arrangement? It's a specialized agreement with a qualified supplier (like us!) to provide services at predetermined prices. These CSAs streamline procurement, ensuring quicker timelines, cost savings, and reduced paperwork - all because prices and terms are pre-agreed. The perks of a CSA are immense: ✅ Open to all ministries, crown corporations, and central agencies. ✅ Access to pre-screened, highly qualified facilitators that drive crucial conversations. ✅ Reduced buyer bias (by leaning on diverse suppliers like us). 🚀 Ready for a leadership transformation? DM us to explore our Leadership Development Experiences (LDX) - a new era in leadership growth awaits! 👥 Know a public sector leader who'd love this? Tag them below! #CitizencentricXBCGov #LeadershipEvolution #FutureLeaders #InnovationInAction

Diversity and Inclusion! In my professional experience, implementing diversity and inclusion (D&I) initiatives within small to medium-sized enterprises (SMEs) presents a unique set of challenges and opportunities. Unlike larger organizations, SMEs often operate with limited resources, making it crucial to integrate D&I principles into every facet of the business, from recruitment to team building, to leadership development. However, this limitation can also serve as a strength, as SMEs possess the agility to adapt and embed inclusive practices more quickly and effectively than their larger counterparts. One key observation has been the significant impact of leadership commitment in driving D&I efforts. In SMEs where leaders actively promote and participate in D&I initiatives, the results are palpable. These companies tend to foster a culture of inclusion where employees feel valued and understood, leading to increased innovation, better decision-making, and a stronger connection to diverse customer bases. However, without genuine leadership buy-in, D&I efforts can falter, highlighting the importance of leadership in setting the tone and expectations. Another critical aspect is the need for ongoing education and dialogue around diversity and inclusion topics, allowing for the continuous growth and adaptation of D&I strategies. Based on this experience, the path forward for SMEs looking to enhance their D&I efforts lies in the commitment at all levels of the organization, particularly from leadership, and in the integration of D&I principles into the very fabric of the company's operations and culture. #LeadershipForInclusion, #DiversityInSMEs, #InclusiveCulture, #EquityInAction, #SMEInnovationThroughDiversity, #BuildingInclusiveTeams, #UnconsciousBiasAwareness, #DiverseSMEs, #InclusionLeadsToInnovation, #SMEsEmbraceDiversity.

𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲 𝗔𝗰𝘁𝗶𝗼𝗻𝘀 𝗶𝗻 𝗔𝗰𝘁𝗶𝗼𝗻: 𝗔 𝗟𝗲𝘀𝘀𝗼𝗻 𝗶𝗻 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 Reflecting on past client experiences, we encountered a scenario that underscores the importance of accountable actions, particularly in the realm of Diversity, Equity, and Inclusion (DEI). A client approached us with a challenge: their organization was struggling to foster an inclusive environment, and it was affecting team morale and productivity. Through our evaluation, we discovered that the issue stemmed not only from actions taken but also from critical inactions—such as the lack of open dialogue and insufficient DEI training. By taking ownership of these gaps, the client was able to implement proactive measures. They initiated regular DEI workshops and established clear communication channels to ensure all team members felt heard and valued. This approach not only improved internal relationships but also enhanced trust and collaboration across the organization. Through this experience, we learned that accountable actions are crucial for evaluating effectiveness and driving meaningful change. By embracing both actions and inactions, businesses can build stronger relationships and achieve long-term success. How can your organization use evaluation to address DEI challenges and foster a more inclusive environment? To learn more, please reach out. 😊 #Accountability #DEI #BusinessSuccess #Leadership #InclusiveWorkplace #TeamBuilding

Have you heard of “values alignment?” It’s when a company’s official core values match those of its employees and vice versa. It sounds a bit like branding or organization development speak, but it’s not. Hear me out. When an organization’s core values and corresponding behaviors are shared amongst all employees, good things happen: higher job satisfaction, reduced turnover, better teamwork, respectful and productive communications, and a feeling of inclusion. Furthermore, according to The Leadership Challenge by Kouzes and Posner, higher levels of commitment are realized when employees have clarity about their personal values and the organization’s values. At Downtown Detroit Partnership, we recently engaged our team in co-creating behaviors that align with the DDP’s stated core values. What I appreciate most about this effort is leveraging an inclusive and collaborative approach and continuing to advance our commitment to DEI. How are your employees living out your organization’s core values? You can learn more in this piece from Harvard Business Review. #DowntownDet, #WMIH, #DEI, #Diversity What Does Your Company Really Stand For? (hbr.org)

Reflecting on a significant from my career, this picture encapsulates its essence beautifully. It's about accessibility in leadership. When your top leaders are approachable and visible-when you can interact with them, see them around the office-it makes a profound impact. It signifies that your role, your team, your department, your function-all of it carries weight and importance. You truly matter. In those moments, you are not just a name or a number on a page, you are seen and recognized for your contributions and potential. This recognition is more than just a morale boost, it's a validation of your efforts and a testament to the inclusive culture within the organization. This lesson has profoundly influenced my perspective on leadership. It underscores the value of being present and engaged with those you lead, fostering an environment where everyone feels valued and empowered. It's not merely about hierarchy but about building genuine connections and understanding across all levels of the organization. As I continue on my career journey, I carry this lesson with me, striving to emulate the accessibility and inclusivity that I have experienced firsthand. Let's cultivate workplaces where every individual feels seen, heard, and appreciated for their unique contributions. Together, we can create environments where leadership is not just about authority but about fostering a sense of belonging and shared purpose. I encourage everyone to reflect on their own experiences and the leaders who have made a positive impact. How can we continue to promote accessibility and recognition within our organizations? Let's keep these conversations alive and inspire positive change in our workplaces. Gursimran Singh Oberoi Sumeet Kaur Amrita Kaur Reepika Arora #IPB #CareerLessons #Leadership #Inclusivity #EmployeeRecognition

Leading with Purpose: are your company values guiding your managers, or are they fluff on your corporate website? At today’s Nexton Leadership Summit, we’re taking a deep dive into the core values that define our culture and drive our decisions. As the Founder and CEO, I challenge our team not just to uphold these values, but to live them, ensuring they resonate through every interaction and decision. - We drive efficiency through data. Data is at the heart of everything we do at Nexton. It informs our strategies, refines our processes, and ensures that our decisions lead to real, measurable outcomes. - We succeed when our talents and clients succeed. Our mission is twofold: to elevate the careers of our talents and enhance the successes of our clients. Your triumphs are our triumphs. - We are proudly accountable. Accountability is a badge we wear with honor at Nexton. We take responsibility for our actions, celebrating our successes and learning from our setbacks. - We do the right thing. Ethical practices are our foundation. We commit to transparency and integrity in all our dealings, ensuring that every success is rightly earned. - We unite as one team. Despite operating remotely, we thrive on collaboration and shared goals. Our strength is amplified by our unity, driving us toward common objectives with collective passion. These values are more than just words; they are commitments that shape our daily operations and our strategic vision. They dictate who we hire, how we work, and how we build trust with our clients and each other. As we engage in today’s summit discussions, I am reminded of the power these principles have to transform and propel us forward. I am eager to hear how these values resonate with you—our team, our partners, and our clients. Your feedback is invaluable as we strive not just to maintain, but to elevate our standards. #WeAreNexton #NextonLeadership #CorporateValues