Resources for you and your team.

This paradigm shift not only changes how we think about diversity and inclusion, it changes everything about how we lead and manage people.

Insights from a new Chapman & Co. survey that sheds light on how loyal customers feel empathy for a brand’s employees, and why that matters.

When your company culture empowers its people to show up authentically and work towards the same goal, winning is a lot more than awards and Stanley Cup rings.

Using these six key drivers and three practices increases the likelihood that your employees will feel committed to their goals and the organization.

Culture assessments are diagnostic in nature, and effectively using a culture survey requires proper communication, implementation, and action; the result of which is a stronger culture.

Prioritizing diversity and inclusion within your organization leads to high-performing teams and stronger team connections.

If you recognize the importance of diversity and inclusion from both a betterment of humanity and business perspective, how do you actually know how your organization is measuring in these areas?

Every team experiences changes, and point-in-time measures are an indication of whether your culture is improving or not.

Leaders have a significant opportunity to influence and inspire team member’s willingness to contribute which affects the overall team dynamic.

Research shows that diversity of thinking is a wellspring of creativity, enhancing innovation and enabling groups to spot risks.

Preparing to return to work in advance can help your people with the adjustment.

Focusing on six elements of emotional intelligence enables you to respond in a productive way to support your employees and your business.

The greatest change management strategy is building a change-ready culture.

Bridging the “social distance” with recognition.

How an organization came together during the downturn (and is doing it again).

In times of uncertainty, one of the best things you can do for your team members and colleagues is to simply be present and listen.

As we navigate so much uncertainty, one thing is clear: how we react, what we decide and the communications we send will either build or erode trust. It won’t be neutral.

How shared sacrifice can save your business (and your culture).

How to remain productive from someone who made the transition 10 months ago.

Legacies are built during hard times. Legacies are built in the decisions you make today.

How to humanize the acquisition process to increase business success and buy-in from the most important part of any business deal: the people.

A leader’s ability to build trust in relationships, teams, and throughout the organization has a profound impact on the company.

This approach calls leaders to focus on articulating purpose, giving employees some degree of autonomy in their work, and tracking progress in that work.

The importance of leadership requires each of to keep driving to be a better version of ourselves for the people around us.

Measurement gives real-time data on what is working in your culture and what is not.

If you want to design a team building activity that changes behaviors, you must first address the most critical part of building a team: psychological safety.

Training that focuses on building inclusive environments requires an honest and truthful look at ourselves first.

Before you lead your people through change, it helps when you understand how people process it.

High performance in organizations and teams occurs when you have all four components of trust. Learn what they are.

Caring for people and being accountable to your business is possible.

We give feedback with the goal that a behavior change occurs and the recipient can do more, do better, or do differently.