A workplace thrives when founded on trust, honesty, and fairness. Organizational culture encompasses the shared assumptions, values, beliefs, and expected behaviours that guide members of an organization. It serves as a framework for acceptable behaviour and problem-solving within the group.
Why a positive culture matters:
A healthy organizational culture is vital for several reasons.
Implications of a negative culture:
On the flip side, the absence of a positive culture can have detrimental effects:
This session invites participants to explore the connection between cultural safety, psychological safety, and quality care in long-term care settings.
It didn’t start with leadership. Karen Tasker’s journey at Sienna Senior Living’s Lakeview Lodge Community, in West Kelowna, began in 2013, when she returned to the workforce after 14 years as a stay-at-home mom. Her...
“When I saw the participation rate, which was way above 90 per cent of our care staff who took the training, I thought, okay, there is something here,” says Loren Tisdelle, human resources director at Louis Brier...
Workplace communication improves when teams use strength-based language, I statements, objective words, and curiosity to build trust.
“I” statements help shift difficult conversations from blame to connection. By focusing on your own feelings, the situation, and its impact, you can reduce defensiveness, improve understanding, and build healthier communication habits at work and...
This safety huddle can be used to lead a discussion on how assuming positive intent can reduce workplace tension.
This story is told from the perspective of Billie Askelend, Senior Executive Director at Nicola Lodge. No one expected a love story to begin at Nicola Lodge, least of all Roy. At eighty-nine, he had...
My name is Carol, and I have been crocheting for more than 50 years. I first picked it up when I was pregnant with my youngest daughter because I wanted to quit smoking and needed...
Explore the underlying causes of workplace conflict and learn how to manage them using a psychological health and safety framework.
It often starts small. A co-worker cuts you off during a report. Someone ignores your “good morning.” A team member sends a blunt message with no context. It’s not as obvious as yelling or name-calling,...
