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LaSalle Network Launches Culture 20/20

Since LaSalle Network opened its doors in 1998, culture has been a priority, and today is one of our competitive advantages. Our culture is the engine that has fueled our year over year organic revenue growth every year since 1998.

For nearly two decades, LaSalle Network has been helping companies find great talent, so when we began discussing launching a culture consulting practice, it was a natural progression for our business. Today, we not only help companies attract top talent, we help them engage, retain and develop that talent.

After months of research, development, and testing, we’ve officially launched our culture consulting practice, called Culture 20/20. Our goal is to unlock the performance potential of our client’s cultures and help them attract, engage, retain and develop talent. Through a comprehensive survey and focus group strategy, we work to identify opportunities for improvement and then collaborate with clients to develop simple and sustainable solutions.

What separates us from other firms is the simplicity of our model. Most executives today agree that culture and engagement are critical to success, but few know how to simplify these ideas into actionable strategies. Culture 20/20 is grounded in two key guiding principles that differentiate our model from other models and give clients’ the tools they need to enact sustainable change.

#1 - Focus on the Intangibles

Too many organizations are overly focused on perks like game rooms, flexibility, free lunches, and office happy hours. Executives are quick to look at high-profile organizations and copy these things because they are tangible and relatively easy to implement. The problem is they may help to retain employees in the short-term, but they are inauthentic and will not lead to long-term engagement.

Culture 20/20 focuses on 5 intangibles that research has proven to help engage employees and improve performance: Identification & Alignment, Connection to Team, Connection to Leadership, Transparency, and Learning, Growth, and Development.

#2 – Middle Management is Imperative

Many organizations are also exclusively focused on the executive leadership team’s role in culture and employee engagement. This type of mindset misses the mark because it fails to account for team sub-cultures. Culture 20/20 focuses on middle management’s role in culture and engagement, giving front-line managers a toolkit to better engage their teams and develop sub-cultures that drive business results.

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