Strategic Planning for Next Year

Have you started your strategic planning for the following year yet? If so, is your workplace culture an area of focus?

Rather than allowing culture to get lumped in with HR or DEI objectives, I encourage you to dedicate time and attention towards it. In other words, if your workplace culture isn’t on the short list of priorities as you plan strategic initiatives for next year, it should be!

Here's why: Culture is how we behave. It touches every single area of your company (from revenue to resilience). It's not just your benefits package — it's what drives the way every individual in your organization shows up to work (and in their communities).

That’s *if* (and it’s a big if), it:

• Is human centered

• Empowers accountability

• Supports employees and the business

• Is empirically backed

• Considers employee personal interest

When you take care of your people as humans first and employees second, they’ll return the favor for your stakeholders, your strategic plan, and most importantly, your customers.

Having a strategic partner who can build bridges, brings health skepticism, and is bold when it comes to trust, play, and possibility is key to creating a culture strategy that works.

We work to operationalize culture — to generate depth of enrollment across your org chart, and create sticky changes.

In the meantime, if you need some sway to make sure workplace culture ends up on your strategic planning agenda for next year, take my free Culture Maturity quiz to diagnose which phase of development your workplace culture is in.

You’ll receive results that summarize the health of your culture, potential implications, and what there is for you to do next.

Take the quiz here!