When it comes to workplace culture, it's really up to you to decide if you want to make the effort to institute the needed changes or just keep talking about it.
One of things I miss the most about our sons' high school hockey games is the music. It often made me smile, and it always made me want to dance.
Parents volunteered for many of the chores needed to bring each game together - from scheduling the games, running the clock, watching the penalty box to emceeing the games - which included playing the music.
Bob was our music man. He had a great collection of sound bites that he used in perfect context. He matched what was going on in the game to the mood.
Recently, one of Bob's usuals has been in my head. When the hockey play stopped and referees huddled and talked (for what seemed to be too long) about whether a penalty was warranted, Bob let this rip:
"A little less conversation, a little more action, please."
Leaders, I'd like you to keep this refrain in your head as you talk about the diversity and belonging challenges in your workplace - a little more action please.
Here's my action list for you.
o Values - Define or review the values that you use to define your company culture. Refer to them every day by calling out good examples and addressing bad behavior.
o Recognition - Apply a values lens to every recognition activity from awards, to company articles to promotions. Stop recognition that doesn't tie to a value, or worse yet, is giving acclaim to people that don't personify the values. If you have a company value that isn't recognized in any tangible way, address this gap or remove the value.
o Enforcement - If you do nothing else, promptly call out inappropriate behavior and challenge yourself to be open to feedback about your behavior.
o Hiring - Make sure your recruiters are screening for alignment to your values. Plus, have hiring diversity goals. Track and report progress regularly against them.
o Engagement - Measure with surveys how employees feel about working in your organization, working for their manager and with their team. Find a frequent, transparent and regular way to share results.
o Retention - Set retention goals including diversity retention goals. Design your performance and professional development strategies to align with them. Monitor these metrics together to find the pockets of your culture that are getting it right and those that need attention.
When it comes to workplace culture, it's really up to you to decide if you want to make the effort to institute the needed changes or just keep talking about it. Be one of leaders who rolls up their sleeves and does the hard work of being a steward of good culture. Be a leader of action.
Key Points:
- Effective culture change demands action, not just talk — leaders who define values clearly, reinforce them, and follow through build stronger, more inclusive workplaces.
- Holding teams accountable through values‑based recognition, fair hiring, engagement tracking, and prompt feedback helps convert good intentions into lasting organizational change.