Human capital is a crucial driver of business value. By advocating leadership and culture as pivotal contributors to transferable enterprise value, professionals can benefit their business owner clients. Understanding the impact of leadership and culture on business value is imperative in client discussions, where emphasizing the potential positive or negative influences on their business's worth is essential. Learn more in this article.

While both Yellowstone and Succession showcase a variety of exaggerated conflicts rooted in drama, they do an incredible job of capturing the power of family dynamics and headlong emotions. We see animosity, resentment, avoidance and tensions between siblings and generations, all reflections of reality we can learn from.

Performative allyship is especially insidious because it can be incredibly difficult to identify and address. The kind of workplace engaged in this performance is almost certainly seeing high rates of attrition from underrepresented employees who feel powerless to do anything about the unfair and unequal treatment they experience. Learn about the difference between good and bad allyship, why your people care and why you should too.

From being ostracized or penalized because of success or achievements, to being told their ambition is annoying or makes superiors look bad, women are actively being punished for expressing interest in and pursuing success.

It feels so good when you have a great conversation. But what makes it great? Is it the person, topic, location or some other key feature?

In her book You’re Not Listening: What You’re Missing and Why it Matters, Kate Murphy argues conversations are best for all parties when each person feels truly heard. This requires truly listening. Learn more.

Quiet quitting is more about defining personal boundaries than “sticking it to the man.” Perhaps quiet quitting is an answer to an extended period of time where “going above and beyond” at work has become normal and expected. This article will explain more about quiet quitting.

What if at your last innovation or strategy session the million dollar idea wasn’t said out loud? People are less likely to speak up and share their ideas if the environment doesn’t promote psychological safety.

Diversity and inclusion help in obvious ways and also in subtle ways. These may sound like “fluffy” HR issues, but for more and more employees they are becoming a reason to stay or leave an organization.

If your business relies on innovation to grow and make money, then consider the value of diversity to your team. According to statistics from Deloitte “cognitive diversity can enhance team innovation by up to 20%.”

RFN Academy contributor Felicia Johnson exposes the three biggest diversity and inclusion myths.

Some people might be hesitant to explore diversity and inclusion because they believe acknowledging difference is a divisive act that creates rifts and inequality when in fact, the very opposite is true. individuals are wanting more connection within their workplace.

Read this blog to dispel these myths and how diversity and inclusion can build value in your compnay.

In June 2022 we heard from Felicia Johnson of the Gatson Group. Felicia covered myths and facts about diversity and inclusion with insights into how both are key when it comes to creating more successful, sustainable and innovative workplaces. To find out how employee differences can be a business’s greatest strength, watch this instalment of RFN Academy’s Innovative Insights.

This month we heard from Martin Low and Leah Eggers of On Plane Consulting. Martin and Leah offered insights into the current recruitment and retention of talent. The pandemic has impacted many parts of our lives, especially for business owners. The current labor market is one area where old approaches are proving to be ineffective. To find out what techniques are working in today’s talent environment, watch this installment of RFN Academy’s Innovative Insights.

This session:

• Highlights the importance of recognizing top talent

• Will help you understand your employment brand

• Will help you understand the post-pandemic recruiting environment

• Show you the best way to retain your top talent

Recruitment and retention of top talent is best for your business and the sign of a great employment brand. As a business leader and owner, being the employer of choice in your market will help with your human resources and culture.

How do I become the employer of choice in my market? If you are a business owner, the answer to this question is important to you.

As a business owner, one of the best ways to ensure your business is both attractive and competitive is to have a retention strategy that addresses current, real-world employee stressors and needs.

In November 2021 we heard from Joe Slatter, instructor of Introduction to Decision Dynamics – powered by Better Practice™. Joe will offer insight into his methodology that teaches teams to figure out what matters together, make better decisions faster and act together with grace and accountability. Joe calls this metacollaboration. Joe has worked with thousands of business owners and individuals to help their organizations improve self-leadership and work more effectively together.

This session will:

- Highlight the importance of cross-functional collaboration

- Explore ways to improve communication

- Understand ways to expedite team focus

- Determine next steps to better collaborate

You have an employment brand. Do you know what it is and why it matters to you today? No matter what your employment brand, it can determine how you accelerate your business out of the recession.

In this session Martin Low and Leah Eggers, founders of On Plane Consulting will discuss why it is critical that you understand your employment brand, communication strategies and how to build your team now so you are ready to accelerate out of today’s recession. Facilitated by Sean Hutchinson, RFN Global and RFN Academy Contributor.

Learning objectives:

1. Learn what an employment brand is and why it matters to your business.

2. Discuss your current employment brand and how your actions today can shape it.

3. Learn how to communicate with your team during a crisis and support laid off workers

4. Learn how to assess your current team for business continuity

In these times of uncertainty, leadership matters more than ever. This session will help you identify relevant and useful practices to set a course for a more “agile” approach to leadership. It includes choosing an optimistic attitude others can share, inviting real, creative conversations and supporting accountability and collaboration, while supporting leadership at all levels.

Learning Objectives

1. Understand why leadership matters more than ever in times of uncertainty

2. Identify useful practices that promote performance and resilience

3. Learn what leadership competencies deliver more impact on business results