Have you ever said, “We’ll get to defining our culture when we’re less busy”? Sound familiar? If so, you’re certainly not alone. On this occasion though, it’s not a case of safety in numbers.

Great leadership relies on our ability to regularly self-reflect and adapt to ever changing situations. It also helps us to hone in on our strengths and identify our growth opportunities so that we can take action to develop our skills.

To understand and visualise how you are doing in each of the 8 pillars of wellbeing, and to identify which areas need more attention.

“How to end meetings on a high?” Ending our meetings on a high note is just as important as starting them well.

Employee experiences need to be designed. This is because company cultures are complex, nuanced and contextual. The conditions are constantly changing, and the needs of those who are a part of the culture are diverse, dynamic and often unpredictable.

Apply the framework when aiming to streamline communication and involvement levels in your team, ensuring that each decision aligns with appropriate leadership engagement based on its urgency and impact.

To provide a time and space to reflect on your work or a project and capture what you've learnt, and what you're going to apply to improve things as a team.

Nowadays, it can feel like the conversation around wellbeing is pretty embedded, but actually its entry into the workplace is still a fairly new concept.

Defining a culture within the communities we build is so important, but it can be tricky to strike a balance between your perspective as a leader of the community and the perspectives of your community members.

When you need to provide critical feedback to a team mate or client, and to support you in challenging conversations. This is particularly helpful if you’ve observed somebody undermining your company values.

For many businesses, the last few years have been stuck in survival mode — and for good reason! Now it’s time for our priorities to change.

“Can culture be designed?” Yes! Here’s three ways to approach your culture design.

When someone new joins your team, when you start a new project with new team mates and/or new clients to get to know them better. It’s also useful to review user manuals before giving feedback to a team mate.

“How do you bring play into culture design?” We love it when teams want to build fun into the work that they do, because we know that when you build play into your day you get employees that stay.

“If you want to win at anything, ignore rest entirely,” said no one, ever. In reality, work and rest are partners.They go hand-in-hand.

“Culture is the only sustainable competitive advantage that is completely within the control of the entrepreneur” – David Cummings

“How to create ambient culture in a hybrid environment?” Ambient culture is what organically develops as your organisation and team grows. And it’s happening every minute in your business. Even right now.

Creating alignment in your teams is one of the most important responsibilities of a Founder or CEO.