For a corporation to achieve true success in all areas, the recognition, acknowledgment, and striving toward the embodiment of this viewpoint is crucial. Sure, the bottom line is what matters to stakeholders. What is too often forgotten is that a good part of that bottom line hinges on a stable, vested, and super performing team of employees Put bluntly, corporate culture is what keeps talent, or sends them to your competition. Is your Corporate Culture conducive to employee growth and organizational organic sustainability?

Why We Do It and Why Your Organization Needs To

Because inclusivity and equality are smart. Because they are right. And because public sentiment, workplace criteria, and consumers and customers demand a real commitment to legitimate corporate cultural progress.

In the long run, the future, however, lies in the quality and culture of leaders who wield authority. As a corporate leader, your mission is to develop the brightest and best teams and leaders. This isn’t achievable with training alone. It is achievable by creating a culture where employees feel valued, included, engaged, and committed to the organization’s success.

Training and Development

To recruit the best talent; to generate employee loyalty; to retain valued employees; to have these optimum individuals help you recruit others like them, then organizations must create cultures where employees feel valued, engaged, and committed to the organization’s success.

What We Do

When you partner with Performance ReNEW, we do far more than implement customized training for your staff. We actively work to transform your organizational culture into an organic self-sustaining growth model.

How We Do It

We utilize a three pronged “Triple A” approach consisting of the following elements:

  • Assessment to determine the best specific practices, policies and processes to systematically minimize your company’s potential exposure to internal forces that can be triggered by an employee at any level. Our assessment process is based on the analysis and assessment of key stages and moments during an employee’s life cycle where there may be vulnerabilities and barriers to success
  • Action(s) are taken based on what the Assessment Phase has identified as potential vulnerabilities. We work with you and your designated team members to reformulate and retool processes and revise policies. Concurrently, we work with key personnel to enhance the systems currently in place. Throughout the Action Phase, employees are kept in-the-knowledge-loop and educated through comprehensive training and development programs
  • Accountability is an all employee requirement from top management down to the newest intern. Without buy-in from employees at every level, disengagement and under performance will continue to permeate your organizational culture. Positive change starts at the top. If key decision makers are resistant to reflecting on and addressing their own behavior, decisions need to be made as to whether they should remain with the company, We help you to assess determine, and manage those transitions. Along with financial reasons to make these decisions, there are overwhelming legal reasons as well.

Performance ReNEW’s Most Requested Training Topics that
Transforms Organizations From the Inside-Out

Managing conflict is an inevitable component of managing employees. Managers need to possess the ability to identify sources and diagnose early warning signs of conflict along with knowing how to facilitate productive conversations to ease tensions.

Performance ReNEW’s Conflict Management Training is designed to empower corporate managers with the skills with which to spot early signs of internal rivalry, lack of respect, unintentional (or intentional) bias, and contention within their teams. These traits are often at the root of what can become a dysfunctional team if not resolved early on.

Managing conflict is no easy feat. Mitigating individual and team concerns resulting from conflict is no easier.

Like all our courses, Performance ReNEW’s Managing Conflict Training is customized specifically for the organization enrolled. Key areas we train you to address:

      ✓  How to identify conflict management issues before they become full blown and disruptive

     ✓   How to refocus your team away from the conflict as soon as possible

      ✓  How to resolve the core cause(s) of conflict

      ✓  How to successfully bring your team back into their normal routine/comfort zone

Let’s be honest – it is far more productive and considerably less time consuming to recognize burgeoning issues before a situation escalates into serious conflict. The key goal is to acknowledge, mitigate, and resolve the conflict through proactive and productive conversations and learning.

This course gives you the tools and resources needed to effectively manage conflict though sound conflict management approaches and communication styles. It should be noted that all Performance ReNEW’s training courses are tailored to the subscribing client’s business; in the case of Conflict Management Training, the same specificity holds true for the management level of participants.

If you think your organization would benefit from Performance ReNEW’s Conflict Management Training, let’s talk. Conflict Management Training can help your organization resolve a multitude of issues that contribute to the organization’s culture dysfunction. We created a 25 question Organizational Culture Audit to help you determine if your organization could use a transformation.

Having a top-notch, inclusive corporate culture is not the end game. The goal of Cultural Competency is for all participants in the organization to work together in an all-inclusive; unbiased; accepting; appropriate, and healthy manner.

Cultural Competency is, in essence, the willingness and ability of the entire staff to work with teammates, peers, and management who come from diverse backgrounds. Cultural Competency ranges from the basics such as a stakeholder and management commitment to full diversity; an organization-wide willing adherence to Equal Opportunity regulations and laws, all the way through the more esoteric and organizational definitions of guidelines and values.

It is a complete understanding of why actions and words matter in the workplace. Staff openness and willingness to work together is crucial in shaping an organization’s culture.

The challenges are multifaceted:
✓ Do corporate leaders understand the depth and breadth of what inclusion really means and represents?
✓ How do you determine if leaders at all levels are competent to understand and determine cultural differences among those who report to them?
✓ Can these same leaders defuse and subsequently eradicate the underlying cultural differences that lead to personality clashes and workplace disputes?
✓ What would an inclusive workforce ‘look like’ for your organization?
✓ Based on the above, how do you determine if your organization’s workforce knows how to act, speak, and behave within the parameters of your Corporate Culture and aligned Cultural Competency?

Unconscious bias and cultural competency are two different sides of the same core issue. If you intuit that cultural competency is lacking in your corporate environment we can help. To help you establish a healthy and inclusive Corporate Culture, Performance ReNEW offers customized courses that will guide the dedicated HR team and upper-level leaders to implement effective (and fun) ways to boost staff Cultural Competency.

The end result is a more diversified, engaged, and highly competent staff that is sincerely dedicated to the success of the organization.

If you think your organization would benefit from improving the Cultural Competency level, we can help. Increasing the breadth and depth of Cultural Competency helps resolve multiple issues that plaque Human Resources efficiencies. We created a 25 question Organizational Culture Audit to help you determine if your organization could use a transformation.

Today’s business, both profit and non-profit, are multi-cultural, multi-generational, and a healthy mix of different views and lifestyles. From this eclectic mix springs new and innovative thinking that keeps your organization’s success trending upward. With one caveat. All levels of staff need to communicate with each other in a sincerely respectful manner.

Developing skills to enhance your staff’s respectful communication ability goes hand-in-hand with ridding your enterprise of Unconscious Bias and augmenting Cultural Competency.

Of course there are personality differences – but these differences should be assets; not cause for subtle or indirect negative biases. With proper training leaders learn to spot and nip in the bud inclinations toward incivility and micro-aggression tendencies.

Like all our courses, Performance ReNEW’s Respectful Communications Training is customized specifically for the organization enrolled. We will help your company to avoid:
✓ An illegal hostile work environment
✓ Antagonism and angst that can spread rapidly – and with disastrous results both financially and via negative publicity – throughout your staff
✓ Increased turnover of staff and ensuing costs for recruiting and training replacements
✓ Downward spiraling levels of involvement and dedication from staff at all levels
✓ Management focus becomes one of crisis control and mitigation rather than one of fostering an enviable company to be associated with and to help grow.

If it shocks you that something as basic as lack of respect in communications can wreck such havoc on a business – you are not alone. Examples of corporate disinterest and ensuing negative long- term impacts which are directly due to simple lack of respectful communications, abound in the text books and legal annals of lawsuits filed.

If you sense that Respectful Communications is lacking in your organization and would benefit from Performance ReNEW’s Respectful Communications course, let’s talk. And to be honest, the lack of proper and respectful communications is part of a bigger organizational culture problem. We created a 25 question Organizational Culture Audit to help you determine if your organization could use a transformation.

The term is a bit nebulous but the impact of unconscious bias is too real. Unconscious bias is hard to define in black and white – or two syllable words. Discrimination based on sex or sexual orientation; racial and ethnic background; religious preference, age or health is easy to define and categorize. All are also illegal.

Unconscious bias is not overt. It doesn’t wave red flags and isn’t easy to spot – even to the most astute HR eyes. It’s even harder to correct; partially because it is hard to document and even harder to prove.

Unconscious bias can wreck havoc in an organization. It is insidious; if a manager has an unrecognized bias toward a segment of the population this impacts hiring and promotional practices no matter how qualified the individual. At this level, it might be spotted by HR, team or organization leaders, or any other corporate decision maker. If, and this is a large ‘if’, it is recognized as bias, steps to remedy the situation can be taken.

Unconscious bias can permeate staff meetings – closing off input from talented employees. Sooner or later, these same staff members start looking for new positions because they feel unappreciated and frustrated. In other words, they may not even recognize unconscious bias for what it is.

Employee turnover increases and the costs to the organization escalate – for no apparent reason. Decision makers don’t understand why and the situation might never be addressed. The challenge for the leadership, management, and HR is fourfold:
✓ How to spot unconscious bias

✓ How to validate it as such

✓ How to most effectively and speedily address it

✓ How to root it out of the corporate culture in all areas of the organization

We can help. Because Performance ReNEW’s courses are customized to your specific organization we unearth unconscious bias within a division or throughout the corporate culture. Once unconscious bias is recognized and acknowledged, positive corrections can be enacted.

The end result is a happier, more cohesive and dedicated work force … and vastly improved employee loyalty and team spirit.

If you think unconscious bias might have a foothold in your company we can help. Additionally, unconscious bias can be part of a bigger organizational culture problem. We created a 25 question Organizational Culture Audit to help you determine if your organization could use a transformation.

A Partial Client List That Trust Performance ReNEW for their Training Needs

Does your organization need a cultural transformation? Take The Quiz

  • My organization is aware of its current vulnerability regarding potential unlawful misconduct.
  • My organization has created a zero tolerance policy for harassment, discrimination, incivility, and respect.
  • My organization regularly promotes cultural understanding and appreciation of cultural differences as part of its culture.
  • My organization focuses on human interactions and relationships through training programs, community relations, and mentoring programs.
  • Are mentors and protégés trained to know how to make their relationships are successful as possible?
  • My organizational culture is open to new ideas and approaches.
  • My organization knows the best ways to transform patterns within our culture.
  • Are there events or trends occurring in the community or in the world that might impact the culture of my organization?
  • My organization offers work-life programs that allow us to tap into talent pools unable to commit to a fixed schedule.
  • My organization has parental leave policies.
  • My organization has elder care policies.
  • My organization has flextime policies.
  • The employees at my organization have contributed their ideas to the work-life programs.
  • The managers in my organization are aware of inherited biases that may impact the promotion process.
  • There are areas within my organization in which certain people seem to have more difficulty getting promoted.
  • My organization offers positive inclusive behavior role modeling from people of influence that is available to all employees.
  • Are there patterns of some groups of employees leaving or staying at different rates than others?
  • My organization has behavioral standards incorporated into the leadership assessment processes.
  • Culture plays a part in the internal relationships within my organization.
  • Employees from different cultures successfully interact within all business levels of the organization.
  • Employees understand the inherent differences in communication styles among people of different demographic groups.
  • Are there normal business activities that might be considered offensive by particular cultures?
  • My organization has a tool or reference to help prepare for successful interactions with people from different cultures.
  • Does your organization have a solid corporate culture orientation program for new hires?
  • Are resources available to do interventions in departments where special concerns have been identified?


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