Conscious Culture: A Gameplan to Build a Great Workplace

By Melanie Booher

This book is a labor of love, gathering my experience and organizing it into a way that makes sense for Leaders – called the THRIVE Model. Leaders greatly appreciate that this framework takes all their ideas for culture and organizes them into n logical structure. Then, leaders can see where they are meeting expectations and where they need to focus more energy. I hope you can use it in the same way.

 

Imagine the momentum of a few strong leaders, building their culture, creating a few great places to work.  All of those employees are positively impacted.  And they have families and loved ones who they go home to at night, where they are happier, more engaged, and more connected. The snowball effect amplifies, and the positivity is contagious. And it grows. All starting with how we embrace the day ahead of us and the choice we make to improve ourselves and our work culture. What do we choose to be known for? What kind of legacy do we want to leave behind?

 

The purpose of this book is quite simple, to help leaders understand the importance of their most important asset, their people.  And rally their people around aligned values and habits. I'll share with you why we need to be more intentionally focused on culture, outline a plan to improve, and point you to resources and ideas to help you design an intentional culture strategy of your own. 

 

Culture is a collective commitment that is bigger than any one of us.  We can pay it forward – so that everyone gets the culture they deserve.  We can leave the world a better place than we found it. One good person, one game plan, one great work culture at a time.

And so, we take action. So that our legacy can be one of Conscious Culture (good people, creating great work environments to spur a great culture movement). Knowing that: "Together We THRIVE."

• Language: English
• Publisher: Influence Network Media
• Release date: Jun 4, 2021
• ISBN: 9798215683590

Book preview

From grassroots to game plan, this book is the intersection of meaningful work, strong culture and you. Our template called the THRIVE™ Model encourages you to level-up your culture game (at work and home): helping today’s leaders succeed in tomorrow’s world. Unlike others books about workplace culture, we build on a heart-rooted foundation and utilize our model in order to grow. We believe in maximizing people – more than just making money – and then everyone wins. Together we THRIVE™.

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Melanie Booher, BS, MHR, PHR, SHRM-CP

Copyright © 2021 by Melanie Booher

All rights reserved. No part of this book shall be reproduced or transmitted in any form or by any means, electronic, mechanical, magnetic, photographic including photocopying, recording or by any information storage and retrieval system, without prior written permission of the publisher. No patent liability is assumed with respect to the use of the information contained herein. Although every precaution has been taken in the preparation of this book, the publisher and author assume no responsibility for errors or omissions. Neither is any liability assumed for damages resulting from the use of the information contained herein.

ISBN (978-0-578-90577-8)

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Portions of this book are works of nonfiction. Certain names and identifying characteristics have been changed.

Front Cover Design by Vera Soper, ERA Designs

The THRIVE™ Model designed by Sara Uhlenbrock-Health

Printed by Amazon, in the USA

First Printing Edition 2021

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Influence Network Media (Publisher)

10663 Loveland-Madiera Rd.

Suite 170

Loveland, OH 45140

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www.thrivewithmb.com

Table of Contents

Dedication   3

Introduction   6

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PART 1

Chapter 1 - Culture Matters (Professionally and Personally)  11

Chapter 2 - Experience and History  15

Chapter 3 -How to Use This Book  19

-  THRIVE™ Model 21

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PART 2

Chapter 4 – T: Talent Matters  22

Chapter 5 – H: Health (of the Business) Matters  37

Chapter 6 – R: Retention Matters  58

Chapter 7 – I: Improvement Matters  76

Chapter 8 – V: Vision and Values Matter  88

Chapter 9 – E: Engagement (at the Top) Matters 100

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PART 3

Chapter 10 – Moving Forward  110

Chapter 11 – Final Thoughts  117

Connect with Us   120

Partnerships & Links   121

Appendix  124

-  THRIVE™ Model

Endnotes  125

Dedication

Authors write books – not moms who work too much and are continually searching for that elusive work/life balance thing. When would I find the time? But as time passes, I realize that I have things I’d like to share. I have aspirations to do more, be more and share more. Plus, this extrovert needed to fill some time during a pandemic. Boom just like that – a motivator and time finder.

I also want my kids to see the living and loving connection that can exist between work and life. How good people can make the world great – one small step at a time.

It is not our job to toughen our children up to face a cruel and heartless world. It is our job to raise children who will make the world a little less cruel and heartless. – LR Knost

And so, I dedicate this book to my family: my constant encouragement to do better. My dad who always believes in me. My mom who gave me a passion for games, a thirst for knowledge and my creative side. My kids who make me want to be a better person and live a life worthy of a legacy. My sister Megan – the perfect best friend that I didn't have to search for and never have to work to impress. My brother Greg who encourages me to be a better person with built in reminders to maintain my level of patience. And to my GG, cousins and the rest of our big Italian family, for the love and support you always provide.

Second, I dedicate this book to my colleagues, starting with my Miami University professor and friend Tom Mobley, who encouraged me to write the book in the first place. To my networking family (wish I could name you all – but especially Kathleen Crawford, Mark Allen, Katie Scanlon, Elisabeth Galperin, Nancy Piatt, Nanette Polito, Meghan Donnellon Hyden, Rob Apple, and Janelle Paynter) who support my entrepreneurial endeavors and have become amazing colleagues. To my HR & Culture mentors: my uncle Rocky Felice, Giuseppe Delena, Cheryl Cowan, Stacie Webster, Anna Choi, Steve Van Valin, Geri Morgan, Jennifer Payne, Steve Browne, David Friedman, Alex Bowden, Colleen Pfaller and my SHRM and University of Cincinnati MHR colleagues, who all played an important role in helping me to evolve into an HR Professional, find my voice and make my dream a reality.

To those who helped me make this book a reality: Jodi Brandstetter, Sara Uhlenbrock, Melissa Saneholtz, Trisha Webb and Vera Soper. You are all rock stars in your own right. I am forever thankful.

To my friends: Nicole Kimble, Heather Blair, Rachael Ansar, Kelli Brown, my neighborhood of amazing friends and all those who have supported me throughout the years – you are the best support network a girl could ask for. I can only hope to pay it forward to all of you in the same way. I am so lucky to have such an amazing tribe. 

Finally, I must thank my husband Matt for inspiring me to think differently, to stay the course, to think about the numbers more, to cuss because it feels good and it’s not the worst bad habit to have, to find the joy of missing out (JOMO) instead of the fear of missing out (FOMO), to fly in the face of convention when needed. Without his support and love, I don’t know where I would be. 

Thank you my dear – I love you really much.

Loving ourselves through the process of owning our story is the bravest thing you will ever do. – Brené Brown

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Introduction

It was one of the most important days of my career and a pivotal point for our organization’s future – and he didn’t show up.

Rewind to the fall of 2015, where I was fortunate to be part of a team invited to attend the Best Place to Work pep rally event at the Cintas Center at Xavier University, Cincinnati, OH. It was there that the Aha moment I needed to spur me into entrepreneurship happened. 

After months of preparing for the big event and pep rally, the team was ready and excited to attend. Our leadership team granted everyone a half-day off (which is already a huge deal in most organizations but a really major accomplishment in a billable environment). Donning matching t-shirts, light up noise makers and orange pompoms in place – our hopes were aimed at winning. I felt like a kid at Christmas, and our team was so excited that you could feel the positivity like an electric charge throughout the arena.

However, on the morning of the event, the crack that I had been holding together with duct tape and dreams started to sever. It started with a text from our CEO in which he said that he would not be attending. Are you ok? Is your mom ok? What's going on? I grasped for an answer. The crack was getting bigger and bigger. And he casually replied, "Yeah, I'm fine. But this stuff is like kids’ soccer. Everyone gets a prize. You go – I'm just not really into it."

Boom. The crack was now a gaping hole amid the foundation of what could have been an amazing leadership team. No matter how hard I worked to hold our workplace culture together, this was the ultimate smack in the face. I had never used this analogy before, but alas, I knew what it meant to lead a man to water, but you cannot make him drink. I was shocked and saddened.

How would I explain this to the team without deflating their excitement? I knew that I could no longer continue providing the smoke and mirrors of a strong workplace culture anymore – if he wasn't on board to support it.

Regardless of his lack of attendance, the team showed up excited and ready to see what the day held for us. I could see the hint of disappointment when they asked where he was, so I reassured that something had come up and then quickly deflected toward the excitement of the day.

In a blur of pep rally cheering and announcements, we jumped out of our seats and began the sea of high fives and hugs when our name was announced as the winner for our size organization.

First place. Officially considered a Best Place to Work. 

Such a proud moment and yet also so very sad. It was a day of great success...and also great failure. Our CEO did not see the value of attending the event to support the (his) team, building into our strong culture. He didn't get to see the excitement of the team rallying and celebrating all that we had accomplished.

When we returned to the office that Monday, I offered him a high five. He looked at me strangely and said, What's that for? I was dumb struck. Really? We just won a huge award, and he couldn't ride that high for four days.

My heart ached for a do-over moment, but I knew it was time for me to go. This was the Aha moment that changed the course of my professional life. Our fundamental views about how businesses succeed (bringing people us with us, not stepping on their backs as you ventured upward) were just too different, and it was time for me to move on.

After a long and difficult discussion, where he initially asked me to stay - we planned my transition out of the company. Of course, I would go nicely (we didn’t want to hurt his ego or reputation among the team/community). We agreed to tell everyone that I was starting my own Culture Coaching company, and he assured me that he would be my first client. Yet, unsurprisingly, somehow that never quite worked out.

Regardless, I upheld my end of the agreement. I hired my replacement and trained her well. With a six-month transition timeframe, I worked my new idea on the side and secured three clients to launch my new business based on what I knew was a formula for success: Heart-Rooted (HR) Leadership and creating Best Places to Work. And I have never looked back.

What an amazing ride it has been thus far! As a Culture Coach, I've helped five companies achieve Best Place to Work status and many more along the path of a stronger culture, worked with High Performing Culture (now CultureWise) to get Culture Coach certified, spoke at conferences, created Cards for Culture©, The Business Edition and had the privilege to work with leaders across the United States who truly believe their success comes from their people – developing strong and intentional cultures in Cincinnati and beyond.

Each year in the fall, a favorite photo resurfaces on Facebook, and the mix of memories (overwhelming joy and sadness) come flooding back. The photo shows 15 of my all-time favorite colleagues – so excited at our accomplishment. Wearing our matching shirts and huge smiles and proudly holding our pompoms high. The excitement is palpable. And there I am in the middle – glowing with excitement and proudly holding our Best Place to Work trophy. It’s a favorite memory surrounded by some of my favorite colleagues of all time.

And, of course, an important person is missing from that photo. Someone who self-selected out and never bothered to show up. This story is a microcosm of what happens when leaders don’t value people. The truth plays itself out. It’s important to understand that only 4 out of 15 of those smiling faces are still employed at the company. A sad 26.67% retention rate of amazing people. Because good people don’t continue working for leaders who don’t appreciate them, who don’t value people and culture and who don’t show up on important days.

We shall use this story a launching point because while I'm very proud of what I’ve accomplished thus far, it's really just beginning. 

I’ve gathered insights, knowledge and quotes from many of my favorite leaders, and you will see them throughout this book. Whether related to leadership, life, culture or business, there are a lot of strong leaders providing us with their wisdom. I’ve collected these over