When it comes to branding and image, corporations, small businesses, schools, and even Entrepreneurs invest a great deal of time and money developing their brand and creating an image that they can be proud of. After all, your brand, speaks on your behalf. Your brand represents who you are, what you stand for, and it tells clients and the community at large what they can expect from you. Your brand is how you show up to the marketplace and potential clients.
The flip side of that is your workplace culture. Your culture is how you show up to your employees and in many cases, the clients that you deal with on a regular basis. Your culture can make or break your brand. How does your organization treat people? How do people ‘feel’ when they engage with your company? Does your culture support your brand?
Often organizations will invest thousands of dollars, time and effort creating a brand and forget that the CULTURE is the backbone of the brand. Creating a culture that is diverse and inclusive is the hinge pin to supporting a vibrant and successful brand. Being intentional about developing a diverse, equitable and inclusive culture is one of the best investments you can make as a leader. Recently the British Royal Family begun to experience what happens when the culture within does not match the image your brand represents.
Assessing the success of your organizational culture and identifying gaps can be a difficult task. Especially if you are attempting to measure your own commitment and your own success via your own metrics. What may appear to be success internally or when viewed from an executive or management level may fall short from the perspective of your team and/or your community. You may feel as if you are doing “all you can”, “more than most”, or even that you “got it right” and still come up short.
There are a few reasons for this.
After hundreds of years of self-management, the Monarchy is now coming to understand that the way it has always been done, is not going to work in today’s diverse world. The effects of living with the status quo is becoming quite costly.
Creating and maintaining a culture of inclusivity and diversity requires a multi-pronged strategic approach comprised of objective assessments, policy reviews, and ongoing awareness training. That is the value of utilizing external experts. They help you see the whole picture, frame, and all.
If you have not considered having a diversity expert on call or conducted an organizational assessment contact us at Morelandtraining.com and schedule a complimentary consultation today!
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