Culture
In this unit, managers explore how their leadership directly shapes the tone, well‑being, and overall experience of their team. The program begins with the Everything DiSC assessment, giving participants insight into their own behavioral style and how different styles interact at work. These insights become a touchstone throughout the program, helping managers understand how to build better work relationships.
Building on this foundation, managers learn what employees consistently value in a healthy workplace: wellness, belonging, recognition, growth, and meaningful work. Through guided reflection and practical strategies, participants learn how to create an environment where employees feel supported, appreciated, and able to do their best work.
Learning Outcomes
- Describe the manager’s role in shaping a workplace culture that supports employee well‑being, satisfaction, and performance.
- Apply insights from their Everything DiSC assessment to strengthen communication, collaboration, and leadership effectiveness.
- Use management approaches that demonstrate compassion and respect while recognizing individual strengths, challenges, and preferred work environments.
- Implement meaningful practices of appreciation and recognition that reinforce positive behaviors and help employees feel valued.
- Create a sense of inclusion and belonging by understanding what employees need to feel supported and engaged.
- Prioritize wellness and reduce burnout risks through intentional habits, boundaries, and team‑wide practices.
Practical Application
This program emphasizes practical application of your learning. Which of these do you already do well and often and which of them do you need to implement or improve?
- Ask each employee how they prefer to be appreciated and keep a simple list to guide your recognition habits.
- Model healthy boundaries by taking breaks, managing workload realistically, and encouraging your team to do the same.
- Adjust your communication style based on what you learned from DiSC — for example, slowing down for detail‑oriented employees or giving big‑picture context to those who prefer it.
- Hold a brief check‑in at a team meeting to ask what’s working well and what would make the workplace more positive or supportive.
- Schedule regular one‑on‑one conversations focused not just on tasks, but on well‑being, workload, and what each employee needs to do their best work.
- Recognize good work weekly, using methods that feel meaningful to each person (public, private, written, verbal).
- Identify one small wellness practice to implement with your team — such as no‑meeting blocks, shared walking breaks, or quiet focus hours.
- Review your team’s current culture and choose one area (belonging, communication, recognition, workload balance) to improve over the next month.
- Create simple rituals of belonging, such as welcoming new team members intentionally, rotating meeting openers, or celebrating team milestones.
- Hold an event designed to increase connection among your team members (coffee break, volunteer project, virtual retreat).
- Ask your employees to complete an Individual Development Plan and set a time to discuss it with them.
- Discuss professional development needs with your team and identify LinkedIn Learning courses or other available learning opportunities available for them.
- With your team, watch the and then implement what you've learned in your meetings together (e.g. identify a standing meeting that does not need to be a meeting and cancel it; make sure every meeting has a purpose and agenda, etc.)