Have you checked the Soul Index? One of the most pressing questions for corporate leaders today is how do I build and sustain a human-centric performance culture? At a time when 10,000 baby boomers retire every day, 79% of employees quit their jobs because they don’t feel appreciated at their workplace, and 69% of millennials see a lack of potential for leadership development in their companies, Building Corporate Soul sets out to transform the performance and value of organizations―and to make soulless companies a thing of the past.
In this episode, Ralf Specht shares his unique framework, The Soul System™, that aligns value-creating employee behaviors with corporate strategy through shared understanding and shared purpose and how every leader, no matter the industry, can ignite (or re-ignite) the corporate soul in their firm. Based on the latest research and real-life cases, this actionable framework shows how to build a culture at the workplace that is both human centric and success driven.
Building Corporate Soul
Shared purpose means finding out the clarity about why you’re here and why the company is here. Sharing it is critical in two ways.
Shared understanding is about the vision, the mission, the values, and, something that often gets overlooked, the spirit of your organization.
Is human-centered leadership the right thing to do, is it a business case, or both?
If I take all these studies and put them next to each other and blend them into a statistic, that puts the weight on employee satisfaction, employee engagement, and CEO approval. Marry that with business success and brand success and let’s see what happens.
The guiding principles in terms of leadership for successful corporations like LinkedIn, Southwest, Lego, and Hilton.
You’re building culture either way, so it’s “Which builder are you?” and “Which culture are you building?”
Powering culture and success with the soul system.
How to promote the right people and manage the announcement in a way that you link the qualification that is culturally aligned to the soul of the organization to the heart skills of that person so that everybody will recognize why they were promoted.
How do you structure every different aspect of organization life and all the systems to support corporate soul?
What are some specific examples of soulful behavior or leadership that stood out for you while working with top corporations?
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