A Letter from our CEO, Kristi Pastore

A Letter from our CEO, Kristi Pastore

CULTURE WORKS – we align purpose to operationalize culture with your people.

CULTURE CONNECTIVITY FOR YOUR PURPOSE, PEOPLE AND PROCESSES.

I started Culture Works with the intention of building people with an outcome of building a business. What better way to do that than have a focus on Culture, Talent, and HR? I believe in empowering people with information and experiences, so they can make informed decisions and drive their own purpose.

As I continue building and working with our team it is important that we all show up for our clients. I talk about us showing up as Consultants of Service. We believe in Customizing, Humanizing, and Simplifying the experiences and outcomes for every client. We believe in an ownership mentality which translates into being intrinsically self-aware and self-managed. The way we operate externally is what we practice internally.

As a leader, the comfort and safety of my team is of the utmost importance. Meaning, I want to encourage the team to make choices that make sense for their own health and safety. I truly believe in looking at the risks and rewards related to the bigger picture.

That bigger picture is my team and a culture focused on PURPOSE. There is an inherent risk with any decision you make, ultimately, it’s a personal choice of what makes sense to you. As the conversation surrounding regulations and mandates continues in the workplace, I wanted to provide a risk and reward analysis of EMPOWERMENT vs. ENFORCEMENT.

Mandates: The RISK vs. the REWARD

Culture

Talent

REWARD of empowering

Promote open communication and authenticity about comfort levels related to guidelines without needing to disclose medical choices
Discuss strategy openly and conduct surveys to assess comfort and safety related to being together or returning to co-working spaces
Create inclusive environments by uniting and embracing the teams’ diversity of choices – whether people are open or not with their choice
Model, promote and embrace a diversity of thoughts and beliefs so people can learn, appreciate, and empathize.
Create safe spaces so people can express their comfort levels openly.

RISK of enforcing

Creating a divided culture or team based on not having safe spaces to avoid judgment.

REWARD of empowering

Practice emotional intelligence techniques and teach tips to ensure shame or divide is not happening between those who are vaccinated or unvaccinated, wear masks or do not wear masks
Encourage and promote the individual assessment of comfort and safety levels for all team members

RISK of enforcing

Employee Turnover

Employee bullying or fighting
Decisions based on fear and/or coercion. (i.e. fear of employment status or discrimination)

REWARD of empowering

Provide and strategize regulations and all guidance offered to make informed decisions individually or for the client companies we partner with
Practice self-health checklist before being onsite with team members or clients
Practice HR’s fundamental principles of bringing humans together in the workforce versus separating people.

RISK of enforcing

Promoting, Mandating or encouraging EUA vaccines, incentivized financially or otherwise, could create liability for the employer if there are adverse effects or reactions
Precautions, like social distancing and unnecessary mask enforcement, could create company liability with accommodation concerns (i.e medical, religious, etc.)

Internally, we recognize the regulations in place and practice the recommendations, like social distancing, and masks, based on the comfort level of the individual. We adhere to the commitment of our policy that states we practice self-managed health checks (through a checklist) to ensure all employees are able to work and are protecting the safety of others.

My background as a business owner and emotional intelligence coach often takes over during these challenging times. My priority is to maintain a welcoming culture while ensuring the safety of each of my team members. I trust our purpose, our process, and our team. And I have no doubt that creating and practicing our inclusive culture will only continue to lead to greater company success and individual empowerment.

Please feel free to reach out to me or any member of our team with any questions you may have surrounding these topics!

Save the Dates

Sexual Harassment –3rd Tuesday of the Month from 10am-11am or 10am -12pm for Supervisors

Next date: September 21, 2021

Laws and Lattes

Next Date: September 14th with Jenna Leyton Jones who will be reviewing The Top 10 Mistakes Employers Make (and How to Fix Them!)

Promote freedom of choice | Respect Individualism | Decrease Segregation to Unite in Diversity