Mandeep Singh Sibia’s Post

10 Tips for High-Growth Companies Are you ready to revolutionize your people strategy and propel your high-growth company to new heights? As HR and people leaders, you hold the key to shaping the success of your organization during periods of rapid expansion. In this dynamic journey, you must navigate complexities, seize opportunities, and create an effective people strategy that fuels growth, innovation, and inclusivity. Discover our 10 expert tips to design an impactful people strategy that drives your high-growth company forward. 1. Unleash the Power of Vision and Leadership Style: Align your HR strategies with this vision to cultivate a cohesive organizational culture. 2. Empower Your Business Strategy and Talent Alignment: Align your HR initiatives, such as recruitment, training, and performance management, with the business strategy to foster growth and success. 3. Embrace Flexibility for a Changing Landscape: Develop a people strategy that flexibly accommodates growth, changing market conditions, and future talent requirements. 4. Drive Change with an Agile Mindset: Foster a culture of flexibility, innovation, and adaptability within your organization. 5. Cultivate a Global Workforce: Develop a comprehensive workforce plan that considers the talent requirements and cultural considerations of different countries. 6. Nurture a Powerful Organizational Culture: Nurturing a strong organizational culture is paramount when scaling a company. 7. Attract Top Talent with a Global Perspective: Gain a clear understanding of your business goals, talent requirements, and indicators of success. 8. Foster Cross-Cultural Integration and Development: Design a cross-cultural onboarding program tailored to the unique needs of international hires. 9. Ensure Fairness and Objectivity in Performance Management: Set clear performance expectations and provide regular feedback, considering cultural nuances. 10. Optimize Employee Experience and Engagement: Celebrate diverse cultural holidays and traditions, promote cross-cultural communication and collaboration, and provide resources to navigate multicultural environments. Now what? As HR and people leaders, you have the power to shape the trajectory of your high-growth company. By implementing these 10 tips, you can design an effective people strategy that drives growth, innovation, and inclusivity. Unlock the potential of your workforce and take your organization to new heights. ------------------------------------ Take this quiz to find out how you are currently scoring when it comes to creating a people culture that drives performance: https://lnkd.in/evtdQC8U #employee_engagement #leadership #theempowermentportal #organisationalculture

10 Tips for High-Growth Companies Are you ready to revolutionize your people strategy and propel your high-growth company to new heights? As HR and people leaders, you hold the key to shaping the success of your organization during periods of rapid expansion. In this dynamic journey, you must navigate complexities, seize opportunities, and create an effective people strategy that fuels growth, innovation, and inclusivity. Discover our 10 expert tips to design an impactful people strategy that drives your high-growth company forward. 1. Unleash the Power of Vision and Leadership Style: Align your HR strategies with this vision to cultivate a cohesive organizational culture. 2. Empower Your Business Strategy and Talent Alignment: Align your HR initiatives, such as recruitment, training, and performance management, with the business strategy to foster growth and success. 3. Embrace Flexibility for a Changing Landscape: Develop a people strategy that flexibly accommodates growth, changing market conditions, and future talent requirements. 4. Drive Change with an Agile Mindset: Foster a culture of flexibility, innovation, and adaptability within your organization. 5. Cultivate a Global Workforce: Develop a comprehensive workforce plan that considers the talent requirements and cultural considerations of different countries. 6. Nurture a Powerful Organizational Culture: Nurturing a strong organizational culture is paramount when scaling a company. 7. Attract Top Talent with a Global Perspective: Gain a clear understanding of your business goals, talent requirements, and indicators of success. 8. Foster Cross-Cultural Integration and Development: Design a cross-cultural onboarding program tailored to the unique needs of international hires. 9. Ensure Fairness and Objectivity in Performance Management: Set clear performance expectations and provide regular feedback, considering cultural nuances. 10. Optimize Employee Experience and Engagement: Celebrate diverse cultural holidays and traditions, promote cross-cultural communication and collaboration, and provide resources to navigate multicultural environments. Now what? As HR and people leaders, you have the power to shape the trajectory of your high-growth company. By implementing these 10 tips, you can design an effective people strategy that drives growth, innovation, and inclusivity. Unlock the potential of your workforce and take your organization to new heights. ------------------------------------ Take this quiz to find out how you are currently scoring when it comes to creating a people culture that drives performance: https://lnkd.in/evtdQC8U #employee_engagement #leadership #theempowermentportal #organisationalculture

Uncover Top 10 Skills for Successful HR Leaders As the world of work continues to evolve at an unprecedented pace, HR leaders must adapt and develop new skills to drive organizational success. Drawing from the latest research and expert insights, here are the top 10 skills every HR leader needs to thrive: 1. 𝐂𝐡𝐚𝐧𝐠𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 🌀 Gartner reveals that 53% of HR leaders see change management as imperative, while 45% of employees struggle with change fatigue. Effective strategies needed to ease change impacts on employees, reducing exhaustion and encouraging their involvement. 2. 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐃𝐞𝐬𝐢𝐠𝐧 🏗️ Proficient HR leaders can detect and realign underperforming systems with business goals. A well-organized company structure boosts results, empowers employees, and increases their commitment, according to the Society for Human Resource Management. 3. 𝐀𝐜𝐭𝐢𝐯𝐞 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 👂 A crucial tool to bring employees and managers closer. Gartner points out that 45% of employees feel valued when their leaders practice active listening, enhancing engagement and trust. 4. 𝐀𝐠𝐢𝐥𝐢𝐭𝐲 🏃♂️ Rapid changes require HR leaders to promptly identify employee needs, reduce response times, and plan successful strategies. McKinsey reports agile companies outperformed their peers by 150% during the pandemic. 5. 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 🌿 HR leaders need to adjust quickly to technological, social, and labor changes, letting go of obsolete practices. Deloitte states that adaptable HR teams report 2.5 times higher levels of innovation and performance. 6. 𝐕𝐢𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 🔮 Innovative companies attract top talent and stand out. HR leaders are pivotal in promoting a culture of innovation by implementing visionary strategies. 7. 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 🤝 The shift from hierarchical to collaborative models requires HR leaders to foster trust and value each team member's input. 8. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 📣 HR leaders must effectively inspire and transmit positive ideas to gear employees towards future changes. SHRM reveals that 91% of employees want improved communication from leaders. 9. 𝐏𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐅𝐮𝐭𝐮𝐫𝐞 𝐖𝐨𝐫𝐤 🔮 HR leaders need to anticipate changes and equip talent with soft and digital skills. Gartner found that 42% of HR leaders focus on preparing for future work. 10. 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 & 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 ❤️ HR leaders need emotional intelligence and empathy to lead teams effectively, promoting a compassionate workplace. Harvard Business Review highlights that emotionally intelligent leaders significantly impact team performance and well-being. --- ♻️ Reshare if this was helpful. P.S. If you found this valuable follow me for similar content.

Developing Strategic Hr Architecture. How to TRANSFORM your organization & Leadership in 2023-24. STRATEGIC SERVICES & SOLUTIONS, PROGRAMS, WORKSHOPS The value of values-Shaping the future of work through Human capability. Master the universe within by Shaping your future Leadership How do you achieve greatness with winning culture ? GREAT LEADERS 1.Clarity purpose 2.Align systems 3.Unleash Talent 4.Inspire Trust EFFECTIVE INDIVIDUAL Focused & disciplined, Trustworthy, Good business Judgement, proactive in attitude & action, work well with others, Good listeners & communicators INSTITUTIONALIZE FOCUS & EXECUTION FOCUS- 1. Purpose 2. Strategies EXECUTION- 1. Processes 2. Disciplines HR TRANSFORMATION- 2023-24 1)Human capability Development 2 )Talent menu : 10 key practices 3)Talent Pathways: Its dimensions 4) Leadership code: The DNA of effective Leaders 5) company competencies(OD Design) 6)Talent Strat. framework 7)Types of Talent mgmt. Strategies 8)Talent MGMT process 9)5 Ways to develop team 10)Problem solving- 5 why' s What you would be learning ? How can we create org. capabilities ? OD FRAMEWORK: 1)Techno-Structural Intervention a)Work & Job design b) organization purpose & social impact 2)HRM Intervention a) Culture, Employee engagement & experience b)people Development & Talent 3)Strategic Change Intervention a) Business Transf. b) Perf. & business impact 4)Human process Intervention a) Coaching,Team building New context for Hr 1) Org. challenges- value creation- How do we make smart people better together 2)Hr Implications- Leadership success criteria, Ind. values by receiver, Hr Value, Concentrate on three things in Training 1)Talent 2)Right org. 3)Right Leader Rethinking Hr value creation in age of Disruptions (Six elements) 1) Environment - A) External demands of Hr capabilities (outside in) B) Internal cap (Inside out) 2)Strategies- Agility, speed, shape the future, Crafting modern Hr Strategies 3)capabilities- customers response, external information, innovation, tech, systems, practices, market oriented eco systems, shared values 4)org. Design - star model, 7's model, Holistic model, Diagnostic model, Bruke & Litwin model 5)Org. culture- How we do our practices in the org. Building a right org. that win us market place 6)Leader- Right Leadership with the right culture Succeeding as a Leadership Servant Leadership the golden Key. Manager focuses on seen. Leader has a team, focuses on unseen 1)7 Traits of Servant Leader 2)5 key behaviors of Servant Leader 3)5 dynamics of Servant Leader 4)How to motivate people to perform ? Inspire people to achieve Limitless positive perf. with the 10 dynamics of motivation 5)How to increase retention ? 5 golden points 6)How to delegate to your team ? 5 essential elements of effective delegating. 7 common mistakes to avoid 7) How to keep & attract great Emp ? Contact: vinayakn@hrmshouse.in

"𝐔𝐧𝐥𝐨𝐜𝐤 𝐘𝐨𝐮𝐫 𝐇𝐑 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥: 𝟏𝟎 𝐌𝐮𝐬𝐭-𝐇𝐚𝐯𝐞 𝐇𝐚𝐛𝐢𝐭𝐬 - 𝐏𝐀𝐑𝐓 𝐓𝐇𝐑𝐄𝐄." . . . . . . . Good morning, LinkedIn family! ☀️ I hope you're all doing well. It's a new day filled with fresh opportunities, and I'm excited to share more insights with you. Yesterday, we discussed the three habits from our "Unlock Your HR Thought Leadership Potential" series. Today, I'm thrilled to dive into three more habits that will empower you on your journey to becoming a thought leader in HR. Let's make the most of this learning journey together! 💡💼 𝗛𝗔𝗕𝗜𝗧 𝟲: 𝗣𝗥𝗢𝗕𝗟𝗘𝗠 𝗦𝗢𝗟𝗩𝗜𝗡𝗚. Complex HR challenges are par for the course, and thought leaders excel in addressing them. Their approach to problem-solving is both creative and strategic. They possess the ability to dissect multifaceted issues, analyze them from various angles, and devise innovative solutions. This knack for tackling intricate problems positions them as invaluable assets in organizations, particularly during times of change or crisis. They're known for their ability to navigate challenging HR scenarios with agility and precision. 𝐇𝐀𝐁𝐈𝐓 𝟕: 𝐄𝐌𝐏𝐀𝐓𝐇𝐘. Empathy is a defining trait of HR thought leaders. They possess a deep understanding of both employee and organizational needs. This empathetic perspective enables them to shape inclusive HR strategies that prioritize the well-being and growth of individuals while aligning with the broader goals of the organization. It's their ability to see beyond numbers and metrics, understanding the human element of HR, that makes them effective in creating environments where people thrive. 𝐇𝐀𝐁𝐈𝐓 𝟖: 𝐑𝐄𝐒𝐈𝐋𝐈𝐄𝐍𝐂𝐄. In the ever-changing landscape of HR, setbacks are inevitable. Thought leaders exhibit resilience in the face of adversity. They adapt to shifting circumstances, learn from failures, and bounce back with renewed determination. This ability to persevere is vital for navigating the challenges that come with leading in a constantly evolving field. Their resilience not only helps them personally but also inspires and motivates those around them, fostering a culture of adaptability and growth. Today, I've had the pleasure of sharing three invaluable habits with you from our 'Unlock Your HR Thought Leadership Potential' series. Your engagement and enthusiasm have been inspiring! Stay tuned for the final two habits, which I'll be sharing with you tomorrow. Wishing you all a fantastic day ahead, filled with success and personal growth. Keep shining! 💼💫 #wednesday #resilience #empathy #problemsolving #hrthoughtleadership #NewDayNewHabits #knowledge #20daylinkedinchallengewithhaoma

I have a special place in my heart for HR and Talent Management Professionals. I understand their struggle with "getting a seat at the executive leadership team table." Many people talk about their people being their "most important asset," but many times, their actions don't match their words. Sir Richard Branson said it best – "Your customers are not your most asset. Your people are your most important asset. If you care for your people, they'll care for your customers." I am thrilled to share insights on how HR professionals can evolve into strategic advisors for business leaders! In today's dynamic business landscape, HR isn't just about policies and procedures—it's about shaping the organization's future. Here's a roadmap to becoming a proper Human Resource Strategic Advisor. One of the core things HR Leaders need is a framework to connect the dots between strategy, results, and talent optimization using a data-driven approach. Here are the four critical pillars for success and where HR Leaders can help the business.  1.      Hire the right people for the roles required for success today. 2.      Inspire people to stay and retain your top talent. 3.      Design the organization to thrive and not just survive. 4.      Diagnose potential performance/engagement issues before they arise. Here are some additional thoughts.  1️⃣ Understand the Business: Start by immersing yourself in the company's vision, mission, and overall strategy - speak the language of business. 2️⃣ Data-Driven Decision Making: Leverage analytics to make informed decisions. 3️⃣ Cultivate Strategic Relationships: Develop strong relationships with key stakeholders, including department heads and C-suite executives. 4️⃣ Stay Ahead of Trends: Keep a pulse on industry trends, emerging technologies, and HR best practices. 5️⃣ Align HR Strategies with Business Objectives: Tailor your HR strategies to directly contribute to achieving business objectives. 6️⃣ Effective Communication: Translate complex HR concepts into clear, actionable insights for business leaders.  7️⃣ Leadership Development: Foster a culture of continuous learning and leadership development within the organization. Identify and nurture talent to build a robust leadership pipeline. 8️⃣ Change Management Expertise: Your ability to navigate and guide the organization through change will be invaluable as businesses evolve. Being an HR Strategic Advisor is a journey, not a destination. Embrace the challenges, stay curious, and continue evolving to meet the ever-changing needs of your organization. Let's shape the future of work together! We can help! We empower HR leaders to be strategic business advisors and earn their "seat at the table." To learn more, contact me at pgrimmadvantageconsulting@outlook.com  #HRStrategist #BusinessLeadership #FutureOfWork #HRTransformation

"Business and culture are a fragile ecosystem that requires intentional focus and continuous effort to adapt to the ever-changing external environment." HR Leaders of Today: Transformative Partnership with the CEO HR's connection with the Chief Executive Officer (CEO) is not just important—it's mission-critical. This partnership is the key to fostering effective and impactful human relationships within your organization. The business culture you help nurture is a delicate ecosystem, needing constant attention and real-time monitoring. This is essential to effectively communicate, motivate, and recognize every individual contributing to the organization's collective success. Aligning People and Strategy By thoroughly understanding the leadership model, organizational design, current strategy, and philosophy, HR can align the business strategy with its people. When you collaborate closely with the CEO, you provide valuable frontline insights clearly and concisely. This includes explaining the alignment (or misalignment) between goals and reality, and how it could impact the CEO's strategic vision or plan. By proactively addressing obstacles with timely information and action, you enhance strategic execution, moving from reactionary practices of old to proactive. Seizing the Opportunity: Despite 60% of CEOs and Executive Vice Presidents (EVPs) still viewing HR as merely an administrative function, this represents a golden opportunity. It's time to step up and build a direct relationship with your organization's leader. Modernizing HR's approach to be more strategic is crucial—3 out of 5 HR practitioners believe that failing to do so could render the function irrelevant (KPMG Study). Tips for Effective Engagement -Leverage Analytics: Discuss past and current projects where analytics were used to drive informed decisions in marketing, sales, and operations. -Showcase Impact: Make the intangible, tangible to build understanding and awareness, as well as a shared interest. Share stories of peer executives who have benefited from these projects, highlighting the specific impacts. -Communicate & Listen: Engage in meaningful conversations about key business challenges, executive issues, and pain points. Listen attentively. -Understand Challenges: Delve into the CEO's perspective on why these challenges exist and what factors they see as contributing to them. -Highlight and Quantify Impact: Ensure the CEO understands the potential impact of your projects. Align your analysis with business challenges to inform decision-making. -Seek Support and Sponsorship: Discuss how the CEO can support the successful implementation of projects and strategies from the top down. By transforming the HR-CEO relationship into a collaborative, strategic partnership, you can significantly enhance your organization's culture and success. Embrace this mission-critical role and drive impactful change today! #culture #HR #CEO #leadership #HRevolution #leadup

People Development plays a pivotal role in Organizational Success, with Leaders, HR, and each Individual contributing to fostering a conducive environment. Here is what I am talking about: Talent Shortage and Skills Gap: Organizations face a severe shortage of key talent, with 90% anticipating a meaningful skills gap in the coming years. Digitalization and automation necessitate skill shifts, requiring about 40% of Americans and 34% of Western Europeans to potentially switch occupational groups by 2030. Organizational Strategy: People development, often underused, is critical for attracting talent and driving market advantage. Organizations need to shift their approach to talent, focusing on potential and skill development. Cultural Impact: A strong culture of people development can significantly enhance an organization’s ability to attract, advance, and retain talent. Fostering a growth mindset among leaders and employees is a cornerstone of effective organizations. Talent Magnets: Organizations prioritizing people development become attractive to employees seeking skill and network building. 40-60% of an employee’s human capital value can be attributed to skills acquired through work experience. Learning Preferences: Over 58% of employees prefer learning at their own pace and on demand. Modern employees seek personalized, accessible, contextualized learning incorporated into their daily workflow. Leadership Training: 60% of millennials, now a majority in the workforce, desire leadership training. There’s a disconnect between companies recognizing the importance of promoting leadership and actually implementing it, with 83% of businesses stating its importance. Employee Retention: 94% of employees would stay longer at a company if it offered learning and development opportunities. HR’s Role: Post-pandemic, 350 HR leaders expressed a desire to prioritize initiatives strengthening their organization’s ability to drive change in leadership, culture, and employee experience. HR plays a crucial role in shaping the employee experience, with organizations where HR facilitates a positive experience being 1.3 times more likely to report outperformance. In conclusion, people development is essential for organizational success, requiring a collaborative effort from leaders, HR, and individuals. This approach not only addresses talent shortages and skills gaps but also enhances employee retention and organizational performance. Sources: McKinsey & Company: https://lnkd.in/ddEmxP6b McKinsey & Company: https://lnkd.in/dB5t7q8v Zavvy: https://lnkd.in/dc-4j8KN

My HR Blueprint for listening-led leadership Listening isn't just a skill; it's our superpower in HR. Yet, how often do we truly listen? - 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝘀𝘁𝗮𝗿𝘁𝘀 𝘄𝗶𝘁𝗵 𝗮𝗰𝘁𝗶𝘃𝗲 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴. It bridges gaps and builds trust. - 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝘃𝗼𝗶𝗰𝗲𝘀 𝗳𝘂𝗲𝗹 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻. Every idea is a potential game changer. - 𝗧𝗿𝘂𝘀𝘁 𝗳𝗹𝗼𝘂𝗿𝗶𝘀𝗵𝗲𝘀 𝘄𝗵𝗲𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗳𝗲𝗲𝗹 𝗵𝗲𝗮𝗿𝗱. It's the cornerstone of loyalty and commitment. This blueprint isn’t merely about enhancing personal leadership skills. It's a comprehensive strategy for fostering an organizational culture where listening leads to meaningful action. By prioritizing listening, we open doors to empathy, innovation, and trust — the core elements that drive successful teams and organizations. Implementing the Blueprint: 1. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗳𝗼𝗿𝘂𝗺𝘀 𝗳𝗼𝗿 𝗼𝗽𝗲𝗻 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲. Encourage sharing in all directions. 2. 𝗘𝗾𝘂𝗶𝗽 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗶𝘁𝗵 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝘁𝗼𝗼𝗹𝘀. Training in active listening and empathy. 3. 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗮𝗻𝗱 𝗮𝗰𝘁 𝗼𝗻 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Show that employee voices lead to change. In HR, our mission extends beyond administrative duties; we are architects of workplace culture. Implementing a listening-led leadership approach transforms organizational dynamics, promotes innovation, and strengthens bonds across all levels. What strategies have you used to promote a listening-led culture?

There's a lot of confusion out there so let's demystify Organizational Development! In the ever-evolving business landscape, the success of our organizations depends not just on innovative products or services, but also on how we foster a thriving work environment and nurture the potential of our greatest resource – our people. I want to shed light on a critical aspect that can transform the way our companies function and pave the way for sustainable growth: Organizational Development (OD). OD is different but related to HR. HR is typically more focused on legal compliance, hiring, ethics, and employee satisfaction, whereas OD is a little different. 🌟 What in the world is Organizational Development? 🌟 At its core, Organizational Development refers to a systematic approach to improving an organization's effectiveness and overall health. It involves the strategic alignment of people, processes, and culture to achieve long-term success. OD focuses on building strong teams, fostering a positive work culture, and enhancing the organization's ability to adapt to change. 🏛️ Key Pillars of Organizational Development 🏛️ 1️⃣ Leadership Development: Nurturing exceptional leadership skills is fundamental to OD. Effective leaders inspire, motivate, and guide their teams toward shared goals, fostering innovation and productivity throughout the organization. 2️⃣ Talent Management and Empowerment: Identifying and retaining top talent, as well as providing them with opportunities for growth and development, can significantly impact an organization's success. Empowered employees are more engaged, committed, and willing to go the extra mile. 3️⃣ Cultural Transformation: Cultivating a healthy work culture is a powerful driver of success. A positive and inclusive culture not only boosts employee morale but also improves collaboration, creativity, and overall performance. 4️⃣ Change Management: In today's rapidly changing world, the ability to adapt and embrace change is crucial for any business. OD helps organizations navigate transitions smoothly and turn challenges into opportunities for growth. 📈 The Bottom Line 📈 By investing in Organizational Development, we can unlock our company's true potential and create a sustainable competitive advantage. The statistics speak volumes about the positive impact of OD on employee engagement, productivity, talent retention, innovation, and financial performance. If you've ever wondered like I have, "What is the difference between flourishing organizations that are leading their industries, and those that are languishing with high turnover and struggling to keep people?" The difference between mediocre/good and great organizations is often whether or not they are intentional about Organizational Development. Great OD seeks to answer the question, "How will we scale our values?" #organizationaldevelopment #culture #leadershipdevelopment #values #peoplefirst #peopleandculture