Lately, I've been reflecting on my role within the organization that's brought me on board to benefit their employees.
On a weekly basis, I conduct group coaching sessions with staff, providing a space for them to voice challenges, connect with each other, internalize the company culture, and gear up for the week ahead. Additionally, every other week, I engage in one-on-one sessions with the "Employee of the Month," supporting them through their personal and professional challenges to elevate their growth.
Recently, I've been labeled as the CCO - Chief Culture Officer. My role extends beyond motivation; it involves ensuring the company's culture is not only understood but alive within the organization. C-level executives and decision-makers worldwide have found value in the contributions of an external CCO like myself, as employees tend to share their struggles and ideas more freely with someone not directly linked to the company.
Innovative companies such as Google and Zappos have embraced their versions of a chief culture officer for years, and now smaller organizations are following suit.
As culture expert Debbie Robins notes, the building and management of cultures have evolved into a full-time job, surpassing the capabilities of most HR divisions. This demand has led to the emergence of a new breed of specialists - external culture experts or internal chief culture officers - who work across companies of all sizes to steer culture towards positive growth.
If you're intrigued to learn more about this evolving role, I'd love to collaborate with you, leveraging my expertise from 11 years of studying Happiness and Culture in the workplace.
For further insight, here are some articles on the CCO role:
I eagerly await your response!
Warm regards,
Rodrigo Baena
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