Everett Marshall is the Director of People, Performance and Culture for the Center for Organizational Excellence, Inc. He has over 20 years of management and consulting experience in both the public and private sectors. After serving as a Surface Warfare Officer in the Navy, he worked in the private sector with a global business consulting/IT services company focused on the development of recruiting and training programs. He has worked as a consultant to several federal agencies in the areas of organizational change, facilitation, team building, leadership coaching, and stakeholder engagement/alignment, and has also served as a federal employee during his tenure as the Director of Strategic Outreach for the US Naval Academy.
Everett has been an active participant in the non-profit sector, where he served as a past president of the Chesapeake Bay Organizational Development Network and the President of the Board for the St. Philip’s Family Life Center, Inc. He holds certifications as an Appreciative Inquiry Coach/Consultant, Licensed Human Element Practitioner TM, Certified Nature and Forest Therapy Guide, and in the delivery of Emotional Intelligence Assessments. Everett is an active member of the Society for Human Resource Management (SHRM) and the Association of Nature and Forest Therapy Guides and Programs (ANFT).
What you’ll learn about in this episode:
- How the Center for Organizational Excellence works with its clients to improve both efficiency and effectiveness in what they do.
- Why, when working in a volatile environment, it is crucial for leaders to avoid the instinct to withdraw and instead be open and honest.
- Why organizational culture is about patterns, not specific instances, and why it is important to share the past history of the organization with its employees.
- Why the storytelling process should begin with the interview stage, to help prospective new employees better understand the role and the organization.
- Why properly onboarding new hires with direct, person-to-person connections and interactions, is a powerful way to ensure new hires become part of the culture.
- Why the orientation step should be a slow, ongoing educational process to provide a strong foundation for a person new to the organization.
- Why the stories leaders tell should be congruent and consistent with the real experience the person will have in the organization.
- Why Twitter, Instagram, and other social media platforms can be a powerful way to get your organization’s story out.
- Why employees, especially in challenging environments, want to feel like they are being listened to and understood by their leaders.
- Successful Culture International website: www.successfulculture.com