Latest news with #values
Forbes
5 days ago
- Business
- Forbes
Why Leaders Build Purpose-Driven Organizations That Invest In Community
Anyone who has worked under an uninspired or narrowly focused leader understands that true leadership transcends boardrooms, dashboards, and quarterly earnings. It is not confined to metrics or shareholder returns—it is a human endeavor that radiates outward, shaping the culture of organizations and the communities in which they operate. Holistic leaders recognize that the ultimate success of their enterprise is inextricably linked to the depth of purpose they help cultivate across every level of the organization. And this begins with a bold and often overlooked truth: people want to belong to something bigger than their job descriptions. According to the U.S. Chamber of Commerce, eight out of ten small businesses actively find ways to give back to their communities. But the most transformative leaders do more than give—they design companies that integrate service, meaning, and community connection into the very architecture of their operations. In doing so, they unlock deeper employee engagement, trust, and long-term resilience—not as a bonus, but as a byproduct of building organizations that matter. Community investment is not charity—it is a declaration of values. It signals what a leader and an organization stand for. In an era increasingly defined by transparency and meaning, high-performing cultures are no longer sustained by incentives and KPIs alone. They are held together by a shared sense of identity and contribution. And when leaders prioritize community as a core element of strategy, they send a clear message: we're not just here to extract value—we're here to create it. 'Being involved in the community isn't just about building a brand,' explains Thomas J. Henry, founder of the forthcoming Thomas J. Henry Center for Philanthropy in Corpus Christi, Texas - a close-nit community my aunt lived in for many years. 'It's about being part of something greater than yourself and your business.' Indeed, trust—arguably the most valuable currency in leadership—is built not by rhetoric, but by visibility, humility, and consistent action. When leaders show up at local schools, mentor entrepreneurs, or help restore community spaces, their influence deepens. Over time, that influence becomes credibility—earned, not manufactured. People no longer just want jobs. They want meaning. They want to grow, to connect, and to see the impact of their effort beyond a task list. Holistic leaders understand this and intentionally create environments where employees can find purpose through multiple pathways—whether it's through mentorship programs, volunteering, innovation projects, or community partnerships that align with their personal values. 'When a leader models service-oriented behavior,' says Henry, 'it creates ripple effects. Employees start to see their own work as part of something bigger, more human, and more enduring than profit alone.' That sense of shared mission is a cultural force multiplier. It boosts morale, enhances retention, and fosters teams rooted in mutual respect and aspiration. Organizations that embed purpose into their fabric don't just keep talent—they elevate it. No business exists in a vacuum. The long-term sustainability of any organization is tightly woven into the health and resilience of its broader ecosystem. Better schools produce stronger talent. Safer neighborhoods enable more focused teams. Vibrant local economies create a stronger customer base. 'The reality is that powerful communities are not just alive and well—they're evolving,' note Jeffrey Bussgang and Jono Bacon in a recent HRB article. 'They may be organized differently, but they present profound opportunities for companies to engage, co-create, and lead.' Leaders who see the connection between community vitality and organizational health don't wait for crises to respond. They invest proactively, ensuring that their organizations grow in step with the world around them—not at its expense. Leadership is not about control—it's about coherence. The strongest leaders create alignment between what they say, what they do, and what they build. They don't just articulate values—they embody them. They don't just promote culture—they shape it, intentionally and consistently. 'Spending time in the community where your employees and customers live doesn't just drive goodwill,' writes BizJournals. 'It creates a feedback loop of trust, understanding, and loyalty—fueling both purpose and performance.' Moreover, when leaders engage deeply with their communities, they shift the very definition of success—from status to significance. They begin to lead not only with ambition but with compassion. Not only with a vision, but with stewardship. The greatest leaders of the modern era will not be remembered solely for their innovations or profits—but for how they elevated people. For how they built companies that were not just efficient but meaningful. For how they made the workplace a place of purpose, not just productivity. The question, then, is not whether to invest in your community—it's how to design your organization so that every employee, at every level, sees that investment as part of their own story. Because when individuals find purpose in their work, and that work connects meaningfully to the outside world, you don't just build a company. You build a legacy. And legacy, after all, is the most enduring form of leadership there is.
Khaleej Times
7 days ago
- Business
- Khaleej Times
UAE: How long school hours, financial strain are disrupting families
As families navigate the fast pace of modern life, Lieutenant General Dhahi Khalfan Tamim has called for a reassessment of school hours, warning that current routines are eroding family bonds and weakening core values at home. Speaking during a session dedicated to the challenges of family stability, he highlighted how shifting societal norms, digital distractions, and economic strains are threatening the foundation of Emirati family life. 'By the time children get home, there's barely enough time left in the day for real family interaction,' said Lieutenant General Dhahi Khalfan Tamim, Deputy Chairman of Police and Public Security in Dubai, Chairman of the Association's Board of Directors, in a session focusing on challenges faced by families in family stability. He also warned against over-reliance on schools to raise and discipline children, stressing the foundational role of the home environment. 'Some parents have shifted their entire responsibility to schools, forgetting that values and character are first taught at home. A school can educate, but it cannot replace a parent,' he added. Stay up to date with the latest news. Follow KT on WhatsApp Channels. On May 16, a prominent UAE businessman also echoed the same thought through his platform on X. Emirati businessman Khalaf Al Habtoor, Chairman of Al Habtoor Group, wrote, 'Our children are trusted in our care. I see them every morning boarding buses as early as 6am, spending their entire day on the road between school and home. This is too much for students of all ages, especially the little ones. It's too much for a small heart that wants to learn, not suffer.' Lt. Gen. Khalfan opened the discussion by stressing that the family is the cornerstone of any civilization. 'The family is where values take root, where identities are shaped, and where society is born,' he said. However, he warned that today's sweeping cultural and digital changes are threatening to unravel this core institution. Among the key concerns raised was the fragmentation of family cohesion due to individual digital preoccupations. 'People live under one roof but in emotional isolation,' he said. 'Family councils used to unite us, now they're practically extinct.' He emphasised that the lack of meaningful communication within families could lead to behavioral issues and a weakened sense of belonging, particularly among children. Lt. Gen. Khalfan also pointed to economic pressures as a serious strain on family life. The high cost of living, unemployment, and financial instability are reducing the time parents spend with their children and contributing to household tensions. 'We can't ignore the impact of financial stress. It disrupts harmony at home and, in extreme cases, leads to violence,' he said. He warned that if families do not adapt, they risk becoming obsolete in shaping future generations. 'We must equip our children for a world that's changing faster than we realise, a world that requires critical thinking, emotional intelligence, and digital literacy,' he said. Lt. Gen. Khalfan called on entities like the Community Development Authority to invest in sociological research and community programmes to address negative social phenomena. He also highlighted the importance of reviving family dialogue and promoting positive role models within the home. Psychological wellbeing was another focus of the discussion. He cited a rise in anxiety, depression, and behavioural disorders affecting both children and parents, noting that many families avoid professional help due to stigma. 'Ignoring mental health does not make the problem disappear. We need to normalise seeking support,' he said.
Fast Company
7 days ago
- Business
- Fast Company
No, Gen Z isn't like ‘every other generation.' And that's a good thing
Every other day, someone rolls out a confident take: Gen Z isn't really all that different. Give them a few years, they say, and they'll fall in line like every generation before them. It's a comforting story—especially for those who built the system they expect Gen Z to fit into. But after years of teaching Gen Z, studying their values, and listening to what they need from work and leadership, I can say with certainty: It's not that simple. And pretending it is might be the biggest leadership blind spot of our time. Gen Z didn't grow up in the same world their managers did. Every generation faces unique struggles—but those struggles shape different expectations, different instincts, and different realities. For Gen Z, those realities include climate anxiety, political polarization, mass shootings, pandemic isolation, and economic instability. They watched institutions crumble in real time. Their parents raised them in a world with constantly changing rules, a workplace that doesn't always reward loyalty, and an environment that makes it seem like success involves passing the stress test. What Gen Z actually wants When Gen Z employees walk into a workplace, they're not trying to conform. They're looking for clarity. They're looking for fairness. And they're looking for leaders who make sense. I surveyed 175 Gen Z college students, ages 18 to 21, and asked them: What leadership traits do you most value in a boss? What helps you feel engaged at work? The answers weren't radical. They were grounded, human, and refreshingly reasonable. Here are the top 10. 1. Organization: Clear expectations and structured leadership 2. Respect: Fair treatment and valuing individual input 3. Communication: Honest feedback and transparency 4. Positive Attitude: Supportive, motivating tone 5. Approachability: Leaders who feel safe to talk to 6. Flexibility: Some autonomy in how and when work is done 7. Fair Pay: Transparent and equitable compensation 8. Responsibility: Leaders who take accountability 9. Trust: Confidence in leadership decision-making 10. Acknowledgment: Recognition for effort and contribution What struck me was not how surprising the results were but how basic they were. Gen Z isn't demanding perfection. They're asking for what most generations have wanted—but they're less willing to tolerate its absence. They aren't disengaged. They're discerning. The importance of empathy That distinction matters. In my conversations with executives, I often hear frustration: 'They don't want to pay their dues.' 'They push back too much.' 'They ghost interviews.' But when I talk to Gen Z, what I hear is something different: 'I want to understand the why.' 'I need a boss I can actually talk to.' 'If I feel invisible, I'll leave.' Gen Z isn't fragile. They're focused. They're not afraid of hard work—they're just not willing to do it in a place that treats them like a cog with a college degree. They want work environments that align with their values: fairness, flexibility, and the radical notion that people deserve to be treated like people. And if they don't find it, they move on. Not out of entitlement, but out of self-preservation. Because they've learned—sometimes the hard way—that no job is worth your dignity. And they don't see burnout as a badge of honor. That's where empathy comes in. Not the curated kind, where a company posts a mindfulness webinar at noon and sends passive-aggressive emails at five. I'm talking about real, grounded empathy—the kind that shows up in how leaders communicate, take responsibility, and follow through. It's not about being soft. It's about being steady. And it's the difference between a boss who manages tasks and a leader who earns trust. I call it engaged empathy: leadership that listens, adapts, and holds firm when it matters but never forgets it's leading people. It's not about coddling or over-accommodating. It's about removing the guesswork from work and building trust—day by day, word by word. Somewhere along the way, leadership got tangled in bravado. But Gen Z doesn't respond to that. They want and respond to consistency, communication, and yes, kindness. The best leaders I've observed don't perform strength—they embody steadiness. A generation forging their own path There's something I've been thinking about a lot lately: Gen Z isn't waiting to be molded—they're choosing what's worth shaping themselves around. And that's not a sign of weakness—it's a sign of agency. It's easy to compare them to how we were at 22, to say 'They'll figure it out,' and move on. But the truth is, they've come of age in a different world. Of course, they see things differently. That's not a threat to tradition—it's an invitation to evolve. When the workplace grows to meet its clarity, we all benefit. Burnout goes down. Retention goes up. Cultures become more thoughtful and more human. Leadership becomes something people want to follow—not something they endure. Wouldn't that result in a better workplace for us all? So no, they're not like you were at 22. And that's more than okay. In fact, that might be exactly what the workplace has been waiting for.
SBS Australia
28-05-2025
- General
- SBS Australia
Mamu Ngiirma: Language, culture and technology
Language should be embedded into everything that we do on country... It's teaching about identity and values and actions and attitude, and the reality of it all. Alf Joyce, Mamu Elder Follow Guardians of Language and Country on your favourite podcast platform, or download the SBS audio app . SBS NITV Radio 28/05/2025 20:23 Credits: Hosts: Donny Johannesen and Alden Lyle Producer: Alden Lyle Additional Production: Mandy Coolen SBS Team: Kerri-Lee Barry, Joel Supple, Max Gosford, Bernadette Phương Nam Nguyễn
Forbes
26-05-2025
- Business
- Forbes
How to Build a Workplace that Keeps Gen Z Engaged and Loyal
So, how do you create a Gen Z-friendly workplace that keeps employees engaged? Well, let's just say the key to their retention has everything to do with understanding their core values. And these values are more than mere ideology. The core principles of Gen Z are intrinsic to everything. After all, their values influence their opinions, investment choices, and professional endeavors. Perhaps this is why this generation is making such a significant impact on today's work environment. They're challenging leadership methods, communication styles, and even company culture because they believe one's principles strongly connect and influence productivity and profitability. Now, this isn't the first generation to be compelled by their mores, and it certainly won't be the last. Baby boomers, Gen Xers, and Millennials all bring with them strong work ethics and a values that drive their treatment of others in the workplace and their customer interactions. So, what is so different about Generation Z? Why is it imperative for business leaders to understand how core values influence this generation specifically? Well, here's the thing: unlike previous generations, Gen Z is not just adding their two cents and waiting for businesses to follow suit. This generation is leaving in droves and not waiting around for companies to cut through the red tape and revamp their organization to center around their values. It's no wonder that many business leaders are frustrated with this generation. After all, some feel that Gen Z is coming to the table with multiple demands and a low tolerance for the timetable to implement those demands. Some experts have even suggested that the high turnover rate is due to what they call revenge quitting. Now, that's one opinion. However, I doubt that it's the main reason for their departure. The idea that an entire generation is intentionally quitting simply out of spite is an overstatement and a gross assumption at best. And it misses the point entirely. Generation Z is highly influenced by their core values. This is why, it's my belief that the reasoning behind their exodus goes much deeper than the superficial. This generation is not trying to be difficult or demanding. If anything, they're just passionate about creating a healthy, safe, and productive workplace that will benefit all employees. So, let's explore some research to understand why Gen Z stands out as uniquely driven by values and how it impacts companies. According to the World Economic Forum, 60% of Gen Zers and Millennials believe values are absolute dealbreakers when considering job opportunities. 90% of Gen Zers were willing to quit a job if it meant finding a workplace that better aligned with their values. The same study found that, in contrast, only 70% of Gen Xers viewed values as a breaking point regarding company loyalty. Gen Z is also more concerned with opportunities for growth and fulfillment than Millennials, who value stability and salary. Perhaps these values will shift as Gen Z enters different stages of adulthood. However, at this point, according to NielsenIQ (NIQ), Generation Z is highly influenced by the ability to be creative and curious in the workplace and have tech and media at their complete disposal. How can you implement these values into your company and stand out from your competitors? Here are two ideas to get you started. Using technology is like breathing for Generation Z. After all, this generation grew up on iPhones, TikTok, and Netflix. So, it's understandable that they value convenience and efficiency in the workplace, which has everything to do with technology and AI integration. It's no longer enough to email an employee or connect with them on Slack. Gen Z desires access to all the new technologies, such as project management tools, communication platforms, and AI software. After all, 86% of this generation agree that technology is essential to their personal and professional lives. This generation doesn't see tech as a toy; they see it as a tool. So, when you invest in giving Gen Z access to the latest and greatest technology, you're giving them the ability to build your company to the next level. Additionally, you might want to consider offering a video tutorial platform, such as LinkedIn Learning, Skillshare, or MasterClass, that's accessible to all employees from 9 to 5 or anytime they want to learn. This will give them the freedom to build upon their skill set and learn at their own pace. As I mentioned earlier, creativity and curiosity are key to engaging Generation Z. They want to feel inspired and engaged when they enter the workplace. Now, this doesn't mean that they have to feel entertained. They're not looking for their workplace to keep them engaged. Gen Z wants a safe environment where they can learn, make mistakes, and fail forward. How can you give this generation of employees opportunities to be creative? Well, here's a list of three ideas to get you started: So, how do you create a Gen Z-friendly workplace that keeps employees engaged? Well, if you're a business leader, you can't go wrong if you're willing to take a step forward and lead with listening and learning. For Gen Z, what matters most is that you're willing to evolve and align your business with their values. As long as you're willing to work to create a healthy, tech-forward, and creative workplace, what more could they ask for?
