The 3 top skills every organization needs to ensure an inclusive work culture

Diversity. Equity. Inclusion. Belonging. These four words need to be at the front of every decision your organization makes. Not just because it's the morally right thing to do (because it is, and that should be reason enough). But also because it's the right thing to do to create a more successful organization. According to Deloitte's 2018 research on diversity and inclusion in the workplace, "Organizations with inclusive cultures are six times more likely to be innovative and agile and eight times more likely to achieve better business outcomes." They also found that "an increase in individuals' feelings of inclusion translates into an increase in perceived team performance (+17%), decision-making quality (+20%), and collaboration (+29%)." But achieving these necessary DEIB standards is often easier said than done. At Cornerstone, we're still working to achieve our goals, and we made the entire third season of our podcast, HR Labs, about DEIB. Creating a more inclusive culture requires action and a shared vision across your leadership and employees. So here are the top three skills every person and organization needs to build a workforce that supports and empowers everyone. Active listening and curiosity The best innovation stems from diverse ways of thinking. By leading with an inquisitive mind, open ears and genuine curiosity, your teams will become better equipped to learn from and incorporate differing viewpoints and experiences into their work. Reframe your thought process, ask open-ended questions that build on what you're hearing and explore new concepts. When you challenge yourself to ask "why," you open the door to deeper connections, greater trust and a culture in which every person feels seen and heard. "I've learned to listen more than I speak when someone is sharing," said Maggie Stillman, training consultant for Cornerstone University. "Their life story is valuable education. Sometimes it's a story I don't relate to, but that's how I learn and grow. That's why it's so important." Stillman continues, "I work with a diverse team, and I seek out and listen to their stories. Sometimes I follow up with questions and do my own research. I want to know more; I value their lived experiences." Awareness of unconscious bias Avoiding unconscious bias means asking yourself the tough questions, taking a step back and letting your paradigm evolve. Questions like: Am I allowing myself to see the full potential in all people? Do I help create an environment where my team members feel safe to be their complete selves? These questions can transform a workforce and create a culture where inclusivity is at the forefront. The reality is that ensuring equal opportunities for others is a universal responsibility. And it starts with looking beyond the surface. To effectively improve collaboration, engagement and productivity, you must first be aware of your blind spots and perceptions. When working alongside others with differing views and experiences, incorporating unconscious bias training is a vital first step in addressing micro-behaviors in your teams. Learning how to re-train your mind can dramatically improve attitudes and behaviors across the board. Training alone, however, is not enough. Recognizing and mitigating unconscious bias at the very first sign will allow you to effectively shift your and others' mindset in real time and for the long term. This commitment to examining behaviors must be a shared goal, starting from the top and trickling down throughout your organization. Continuous adaptability The strongest, most inclusive teams understand there is not just one way of viewing things. There's no single "right" answer to every question. The beauty of a diverse workforce is that it embraces input and experiences from a variety of individuals, bringing unique perspectives. Leading with flexibility and an open mind allows for an agile team that can quickly adjust to the constant changes that the world of work is experiencing today. "In order to fully embrace others, I need to remain adaptable to new ideas and concepts," notes Stillman. "When I am introduced to a new idea that challenges my thinking, I adapt to the new information and can grow as a person and teammate." Embrace new or "different" ideas and take yourself outside of the box where you feel most comfortable. You may be surprised at what you find when you look through a different lens.

5 global Cornerstone customers share their successes from focusing on learning content

In the Cornerstone 2021 Skills Report, we asked employees how their organization could improve the skills development solutions provided to them. Their answer was clear: Employees want more — more content, more tailored career guidance, more coaching and mentoring, and more shadowing opportunities. Overwhelmingly, nearly 80% of employees report wanting more learning content from their employers, the most popular answer by far. It just so happens that learning content is something of a passion of ours. In fact, Cornerstone recently won six Telly Awards for original content video excellence in Diversity & Inclusion, Workplace Culture, Sustainability, and Corporate Training. Your people want learning content for today's world, or as we call it, "content so good, you may spend your whole day learning." We know this because our customers demand it, and they're the ultimate proof-point of the power of learning and high-impact content. Here's how organizations around the world used Cornerstone learning content to develop their people and grow their collective success. How the pandemic refocused organizations on learning After quickly pivoting to a remote work environment during the pandemic, many organizations reevaluated their priorities and refocused on employee skills development. Dick's Sporting Goods used a time when employees were unable to work to double down and reinvest in their people. "During the pandemic, we were able to focus on learning and professional development opportunities for our teammates. While they were at home and, unfortunately, not working, we were able to provide them with additional tools and resources to enhance their skillset. We leveraged learning content available within Cornerstone during that time to help them with well-being and stress, and of course, we have a lot of inclusion and diversity resources go out." The insurance company and Cornerstone customer, Ageas, found ways to tie learning into every communication with employees. "When the pandemic hit, it changed how we worked with our organization and how we communicated with our people. We were very clear from the beginning that we wanted to have streamlined messaging to the business so that they were heard and felt by our people. Each month we would plan out the key messages we want to go out from a business perspective, well-being, etc. We found ourselves weaving in learning into every comms to our people." Investing in learning and better content paid off UK-based company Thames Water found that the right content subscriptions allowed them to reach all of their employees with learning and provide skills training at every level. "It was all about creating pockets of content around the areas that were as much about people's personal interests but also about the areas that were going to move us forward. And that's where Cornerstone Anytime actually was key. We saw a lot of people who were very strong in digital services, for instance, or were very strong on your traditional soft skills or had a nice little piece around leadership and management. And with the two subscription packages that we bought from Cornerstone, professional and leadership, we got a nice blend across the board that meant there was truly something for everyone." Investing in Cornerstone content provided measurable results for Fairway Mortgage's employees and company. "Not only did we reduce hours of training for our upper-level managers, but the content is also really, really good. I learned something. I've watched it several times, testing through all the modules. The content is to the point, it's relatable, and honestly, it's enjoyable. It makes me and my team really feel good that we did something so great for the company." And when Wells Fargo provided quality, curated content to their people, it only increased the demand for learning. The company saw a 100% increase in registrations as well as growth in returning learners. Around 73% of all their training is self-directed, as learners continue to develop in change management, virtual team leadership and agile mindset adoption. Investing in learning only increased employee appetite. Employees effectively said, "I want content more than ever. I want to develop. I want to learn. I want to grow. I want to be better in these key areas." Learn more about Cornerstone Content Browse through Cornerstone Originals Content and get a preview of curated content that aligns with your people's and organization's goals.

How to use AI and skill intelligence to grow your people and organization

Today, only 17% of organizations use AI-based solutions in their HR function, and only another 30% plan to do so by 2022. And yet, AI has the potential to increase HR scalability, recognize patterns in people’s behavior and offer personalized support where and when needed. Whether using AI to help hire the best job candidates or relying on it to recommend the best learning content and personalized development plans or the optimal career path, AI has the potential to help your people grow and thrive through change. And in turn, help your organization uncover better insights about the business, make predictions, and effectively respond to dynamic market changes. Speakers: Ben Eubanks, principal analyst and Chief Research Officer, Lighthouse Research Ike Bennion, Director of Product Marketing, Cornerstone Henry Vasquez, Product Manager, Cornerstone Join Ben, Ike, and Henry as they share valuable insights into how AI and skill intelligence can help talent leaders tap into skills, content and people data to create a more tailored and personalized employee experience for every person you employ. In this webinar you’ll learn: How to leverage AI to improve and personalize the experience for your people in real, practical ways Why you need to establish skills as the universal language of growth and success across the business How AI and skill intelligence can help people be better at their jobs and grow in their careers View today to learn how you can use AI and skill intelligence to create a culture of skill-based growth and develop a workforce ready to adapt to any future.

Thriving in a Global Skills Shortage

The new realities of work have created long-term impacts — good and bad — for your organization and your people. The organizations that successfully navigate this uncharted wilderness are able to thrive by developing the skills of their people. Mike Bollinger, VP Strategic Initiatives at Cornerstone, will walk you through insights from Cornerstone original research and how successful organizations worldwide use skills to ensure their people are thriving post-pandemic. In this webinar you’ll learn: How high-performing organizations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics for leading with skills

The history of Juneteenth – and how to honor it this year

On June 19, 1865, news that the Civil War was over reached Galveston, the capital city of Texas. A brief statement, General Order No. 3, was read aloud. It went like this: The order freed the enslaved Black people of Texas, marking the end of official slavery in the US. The tradition of Juneteenth (a portmanteau of June and nineteen) began June 19 of the following year. Despite the historical significance of Juneteenth, it took until June 16, 2021 for President Joe Biden to sign a bill into law, recognizing it as a federal holiday in the United States. Why learning is an essential part of Juneteenth According to research from Deloitte, educational opportunities outside of the standard unconscious bias training are key to driving diversity, equity, inclusion and belonging efforts. Making sure employees understand the history of Juneteenth and the history of being Black in the United States is important for your DEIB efforts because it serves as a reminder of Black Americans’ ongoing pursuit of racial equity and justice. “Being an ally is critically important in this work,” Duane La Bom, chief diversity officer at Cornerstone, said in a recent blog post. “Sometimes allies feel as if they’re supposed to have all the answers, and it’s the exact opposite...An ally is supposed to listen, learn and leverage their strengths and privilege to help when it makes sense.” Celebrating Juneteenth this year Organizations have moved a little faster than the federal government when it comes to recognizing the significance of Juneteenth. In 2020, 48 major organizations made Juneteenth a permanent, paid holiday, including major companies like Spotify, Twitter and Lyft. In addition to giving employees paid time off to celebrate Juneteenth, employers can encourage their people to acknowledge the holiday in other ways. Pull together a list of ways to support or donate to Black Lives Matter movements or other anti-racism initiatives in their local communities Coordinate with local, online Juneteenth events (like festivals, poetry readings, online celebrations or protests) and encourage your employees to attend Remember: When celebrating Juneteenth at your organization this year, there are also 364 other days a year where you can take action to better support your Black employees and the Black community.

How to use AI and skill intelligence to grow your people and organization

Today, only 17% of organizations use AI-based solutions in their HR function, and only another 30% plan to do so by 2022. And yet, AI has the potential to increase HR scalability, recognize patterns in people’s behavior and offer personalized support where and when needed. Whether using AI to help hire the best job candidates or relying on it to recommend the best learning content and personalized development plans or the optimal career path, AI has the potential to help your people grow and thrive through change. And in turn, help your organization uncover better insights about the business, make predictions, and effectively respond to dynamic market changes. Speakers: Ben Eubanks, principal analyst and Chief Research Officer, Lighthouse Research Ike Bennion, Director of Product Marketing, Cornerstone Henry Vasquez, Product Manager, Cornerstone Join Ben, Ike, and Henry as they share valuable insights into how AI and skill intelligence can help talent leaders tap into skills, content and people data to create a more tailored and personalized employee experience for every person you employ. In this webinar you’ll learn: How to leverage AI to improve and personalize the experience for your people in real, practical ways Why you need to establish skills as the universal language of growth and success across the business How AI and skill intelligence can help people be better at their jobs and grow in their careers View today to learn how you can use AI and skill intelligence to create a culture of skill-based growth and develop a workforce ready to adapt to any future.