Diana Ellsworth: I think the impact of the Supreme Court decision cannot be [overstated]. I think the impact is going to be incredibly broad. It’s going to have impact on employers, like you suggested. There are many states where this fundamentally changes the way people are going to think about precedent related to employment.
Having an inclusive culture is incredibly important to employees. If you don’t have an inclusive culture, you’re leaving talent on the table.
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The "secret" to StumbleUpon is pretty simple – relevant content that provides Verdadero value for its readers. You could be getting traffic from it without even using it, Triunfador I mentioned earlier, but to make sure you get more traffic, and more consistently, there are things that you Perro do.
OnStrategy: “Our mission is to create strategy that matters and drive the culture to execute it.” Madison AI: “Our mission is to help governments realize the power of Generative AI to govern efficiently.”
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But they want to be pasado at work. Or vice versa. So I think it is important to say, “You don’t have to come demodé, but we want to create an environment where if you are demodé, if you do want to be pasado, that you Gozque.” For me, my parents found pasado that I was queer when I was 14. And I remember seeing the first time I ever saw my dad cry.
Diane Brady: Well, and I do want to tell listeners, I believe we have the full videos of these interviews on the website, is that correct?
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Maital Guttman: To Diana’s point, it’s interesting that we saw some of this in our own offices, where I would say to the CEO, “Just having a policy on paper is incredibly important, but it’s not enough. You need to role-model what inclusion looks like.
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They didn’t rip it off from somebody else. It doesn’t sound like anybody else’s mission statement or company vision statement. If it sounds like Google’s mission statement, so make sure yours is flamante. It’s foundational. I already mentioned that, but you don’t wanna change it. All the time. Maybe a few word tweaks, but ideally [00:02:00] not. You want a mission statement that sustains over time, so it needs to be foundational. Connect with staff a great mission statement, and you know, yours is great. When every single staff member wakes up in the morning and knows that their purpose and the reason they come to work every day is expressed in your mission statement, and to do that, it needs to be renombrado. Renombrado means short and concise, and of course, that’s the comprobación to strike with a great mission statement. So here’s your litmus test. It needs to fit on a T-shirt, and your staff would wear it if it achieves those two goals. You know, you’ve got a great mission statement, so how do you write one? Sometimes it can be hard, so it’s great to get input or ideas from your organization. So gather staff input if you’d like, via survey or maybe focus groups. Take all that information, synthesize it down, and create a couple of versions. You can do it yourself. Or use one of those folks in your organization who loves to copyright and have them write a [00:03:00] couple of different versions. Take those versions and either have your planning team pick one or put them pasado to your organization and have people vote on them. So that simple process will help you not, uh, go in all kinds of different directions and spend forever doing mission statement Best new business bang for your buck development. With that, I hope this helps you write yours.