At Day 1 of our For All™ Summit, Great Place to Work® customers joined us for Culture U – a customer-only day full of insights, personalized coaching and 1:1 product training.
Along with 300+ of our company culture colleagues, we listened and learned about how to take employee experience to the next level.
For those of you looking for a curated recap, here are some of the big ideas, quotes and highlights from the day.
People walked away with stars in their eyes after the panel discussion at Accenture. Fran Katsoudas, Executive Vice President and Chief People Officer at Cisco; Pat Wadors, Chief Talent Officer at ServiceNow; and David D. Jones, Chief Human Resources Officer at Stanford Healthcare discussed organizational change, innovation and how to weather a new CEO.
Some themes that came up during the talk:
- The importance of being humble
- Never stop learning
- Don’t assume you’re the smartest person in the room
- Look out for your biases and preconceived ideas
After the panel, attendees broke off into small groups. One group learned how HR can drive innovation by removing bias. For example, an accountant at Accenture was able to realize his big idea for robotics through the company’s “blind” innovation concept - even though it was not his area of work.
Accenture employees submit ideas anonymously, and managers review them without any knowledge of where they came from – removing any preconceived beliefs.
2. It’s Not About Avocado Toast
What makes millennials happy and engaged at work?
Three experts weighed in: Julie Musilek, Director, Product and Content Marketing at Great Place to Work; Ted Kezios, Vice President of Human Resource Global Benefits at Cisco; and Katie Porter, a millennial employee at Cisco.
We learned that:
- Millennials want leaders to communicate in clear, consistent and empathetic ways.
- Millennials are 50 times more likely to plan a long-term future with your company if you provide them with a high-trust culture.
- Better leaders create better teams. We have the opportunity for something powerful when leaders recognize unique differences.
- Companies must create benefits that represent their workforce—one size does not fit all.
3. What’s Trust Got To Do With It?
Do you have faith in people to do the right thing? Do you expect people to betray you or disappoint you? Do you tend to see people as glasses half full or half-empty?
How you answer these questions could provide some insight into your “Trust Mindset.” This was the topic for discussion in "Move Your Leadership Forward: The For All Trust Mindset Workshop." Great Place to Work’s Lorena Martinez, a Consultant and Ed Frauenheim, Senior Director of Content, enlightened us on the concept.
A Trust Mindset is your attitudes and beliefs about trust. In other words, how much do you extend trust to others, and how much gratitude do you feel when others trust you?
This inspiring session got us thinking:
- A “For All” Trust Mindset is about extending trust widely and deeply, as well as preparing inwardly to be present outwardly. It’s a mindset crucial to successful leadership today.
- It’s hard to build psychological safety without a For All Trust Mindset.
- Leaders must be mindful not to lose empathy as they rise up the corporate ladder.
- Do you really listen to your colleagues? Listening well can be the difference between great, For All Leadership, and mediocre management.
Check out our highlights from the rest of Summit:
Missed out this year? Get tickets for our 2021 For All™ Summit happening in New Orleans next year - registration is open now.