One morning earlier this week I woke up thinking I would pose a question to you? You realize safe is another word for regret, right? Read on…

I grew up in the South and one of the things I noticed almost immediately once I joined the Army and began to live and work in other places was that “Hospitality” really didn’t come naturally to everyone, everywhere.

Seriously, let’s talk about this notion of hospitality and why almost 30 years, 17+ moves and countless organizational assignments later; I now hang my professional reputation on this notion that creating cultures where team members – at all levels of the organization – don’t feel like strangers while they are employed (visit) with our organization. Go with me for a moment….

According to a very simple Google search, the term hospitality is defined as the friendly and generous reception and entertainment of guests, visitors or strangers. Having grown up in the South, it seemed to come natural to me to want to make people feel comfortable, welcome and “at home”.  The idea was to make a person feel comfortable enough that s/he entered your home and took their shoes off – LOL. Well, I certainly realize that employers don’t want employees taking their shoes off upon arriving to work. The point I’m making is it’s about the experience whenever we come together, towards a common goal. Fellowship, that is. That should be same expectation whenever our “teams” come together each day to strategize, develop and deliver whatever product, goods or services the organization is in “profit” business to achieve. However, as was the case for me almost 30 years ago; it’s the case now. I still encounter organizations where “employee” hospitality is lacking and whenever I’m asked to expand sales markets, decrease employee attrition or increase customer loyalty…this issue must also be addressed. Why, you ask? Because it’s like any other relationship – you are either “all in” or you aren’t.

Why are you telling me this? As an employer, you may not be aware that the national unemployment rate is 3.7% (ncsl.org) and coupled with other things that may also be working against you. For example, where your organization is geographically located, how your compensation package stacks up to your competitors; or just how toxic that manager or you have made allowed the workplace to become; the fact that you honestly believe that data is going to provides answers on what has happened with sales or you (your organization is still playing it safe – we always did it this way); I could go on forever. Here is a secret, data answers what not why unless it’s qualitative and has been interpreted. The second reason I am telling you this is because too often business leaders over think problems, over analyze data and don’t appropriately respond to business triggers. Third, we have over a decade of experience harnessed in the knowledge, skills and abilities on our consulting team. Make no mistake, we aren’t consultants because of my education. We are consultants because of experience; so, we can look at your data; provide worthwhile answers on the phenomenon and help you begin to achieve the needed results within 180 days.

This week, Impact Consulting & Management will use our social media platform to expound upon this blog by delving into topics that literally keep business leaders up at night – Human Capital, finding, attracting and retaining talent! I will share statistics, quotes and thoughts (a little bit of theory after all, I am a Ph.D.) about the People part of your organization.

Please help us grow by connecting with us on:                       

Instagram at Impactcollaborativeinc

Linkedin at linkedin.com/company/impactcollaborativeinc/

            Twitter at @drwylette

Until we chat again,

Dr. Wylette