The Employee Everyone Depends On Might Be Hiding Your Biggest Organizational Problem.
Employee Experience, Leadership, Organizational Culture, The Third Perspective™, The PLS Framework™, People Strategy Kimberly Sanders Employee Experience, Leadership, Organizational Culture, The Third Perspective™, The PLS Framework™, People Strategy Kimberly Sanders

The Employee Everyone Depends On Might Be Hiding Your Biggest Organizational Problem.

What if your highest-performing employee is hiding your biggest organizational problem? Discover why organizations that rely on heroes may be masking broken systems—and how The Third Perspective™ helps leaders diagnose before they prescribe.

Read More
Your Culture Is Talking. Are You Listening?
Leadership, Organizational Culture, People Strategy, The PLS Framework™, Employee Experience, The Third Perspective™ Kimberly Sanders Leadership, Organizational Culture, People Strategy, The PLS Framework™, Employee Experience, The Third Perspective™ Kimberly Sanders

Your Culture Is Talking. Are You Listening?

This is where many leaders unintentionally get stuck.

They see the symptom and prescribe a solution.

Low morale?

Plan another event.

Low engagement?

Launch another initiative.

Poor participation?

Create another committee.

But every solution begins with an assumption.

If the assumption is wrong, the solution rarely works.

That's why I often say:

Most organizations don't have the problem they think they have. They have a diagnosis problem.

Read More
The Most Expensive Mistake Organizations Make
Organizational Culture, Leadership, People Strategy, The PLS Framework™, Employee Experience Kimberly Sanders Organizational Culture, Leadership, People Strategy, The PLS Framework™, Employee Experience Kimberly Sanders

The Most Expensive Mistake Organizations Make

Several years ago, our leadership team discussed ways to invest in employees. One proposal was a series of after-hours happy hours.

I offered a different perspective. What if the greatest investment wasn't asking employees to spend more time with us? What if it was investing those resources into benefits they could use with the people who matter most to them?

We moved forward with the happy hours. I supported the decision wholeheartedly. Attendance was low. Eventually, the events stopped. Many organizations would call that a failed initiative. I wouldn't. I'd call it a diagnosis.

The low attendance wasn't the problem.

It was the answer.

Read More