The post The Power of Organizational Culture appeared first on Amanda Bernardo.
]]>A strong culture is what makes change stick. It’s what turns vision into action and strategy into results. You can have the best processes, the most innovative technology, or the most well-thought-out change strategy, but if the culture doesn’t support it, resistance will follow.
Culture is also what makes teams thrive. It defines how people collaborate, communicate, and support one another. It’s the difference between a workplace where people feel engaged and valued versus one where they feel disconnected and unmotivated.
So, how do we build a culture that enables success?
Align leadership behaviors – Culture starts at the top. Leaders must model the values they want to see.
Foster psychological safety – People need to feel safe to voice ideas, challenge the status quo, and take risks.
Reinforce culture in daily actions – Culture isn’t built through one-time initiatives; it’s in the everyday habits, conversations, and decisions that shape the work environment.
Tie culture to change – When leading any transformation, make culture part of the strategy. Change will be much smoother if the cultural mindset is aligned with the desired future state.
What does a modern workplace culture look like today?
Today’s modern workplace culture is defined by flexibility, inclusivity, and a sense of purpose. Organizations that prioritize open communication, employee well-being, and continuous learning are not only attracting top talent but also retaining it. In a world where employees seek meaningful work and alignment with their values, companies that foster trust, collaboration, and adaptability are the ones that thrive. These organizations create environments where people feel valued, empowered, and supported—leading to higher engagement, innovation, and overall better results.
For me, these elements of empowerment, visibility, and support are so important. As a leader, I believe in creating environments where people feel trusted to take initiative, where their contributions are recognized, and where employees have the support they need to grow. Just as I strive to create this kind of culture for my team, I also look for the same from my leaders. It’s equally important to feel part of an executive team that aligns with these cultural values—where empowerment, visibility, and support are not just encouraged but embedded in the way we work across the organization. When leadership fosters these principles at every level, it creates a culture of trust, collaboration, and shared success, ensuring that both individuals and the organization can thrive.
A culture that fosters these values doesn’t just drive better outcomes—it builds stronger, more engaged teams that are ready to embrace change and lead with confidence.
So, if you’re working through change or leading a team, don’t overlook culture. It’s not just part of the equation—it is the equation.
The post The Power of Organizational Culture appeared first on Amanda Bernardo.
]]>The post We don’t need to prove ourselves every single day to deserve our success appeared first on Amanda Bernardo.
]]>“Maybe you don’t notice your progress because you’re always raising your bar.”
For many of us—especially women—the bar is always moving. We push forward, take on more, prove ourselves over and over again. The gas pedal is always down because slowing down feels like falling behind.
We’re told we need to be twice as good, work twice as hard, and never let up. And even when we do achieve something, we immediately focus on the next thing. We minimize our wins, telling ourselves, it’s just part of the job or anyone could have done this.
For me, going beyond expectations wasn’t just a habit; it felt necessary. While part of that is just who I am, the other part was fear. Fear that if I slowed down, I’d lose the momentum that kept me moving forward.
But here’s the thing: we don’t need to prove ourselves every single day to deserve our success.
Yes, we will always push ourselves to grow—but organizations need to push to do the same, to raise their bar too. On support. On work-life balance. On development. On opportunities. On all the things that make careers sustainable for women. When they do, they don’t just support women—they build stronger, more resilient workplaces for everyone. Because success shouldn’t come at the cost of burnout for anyone, and ambition shouldn’t mean sacrificing well-being.
Becoming a mom has made me think about this even more. It’s shifted how I see the system—not just as something to navigate, but as something that needs to change. We deserve workplaces that recognize our value without demanding we constantly prove it at the expense of our health, our families, or ourselves.
And let’s be honest—this burden isn’t the same for everyone. Women of colour, women with disabilities, and others facing systemic barriers often have to work even harder just to be seen. If we’re going to talk about raising the bar, we need to make sure it’s being raised for all women, in ways that acknowledge and address these deeper challenges. Because real progress isn’t just about individual success—it’s about changing the system altogether.
So with #InternationalWomensDay this Saturday, let’s keep pushing forward—but let’s also demand better.
For ourselves. For the women coming up behind us. And for a workplace that truly values balance, growth, and equity.
The post We don’t need to prove ourselves every single day to deserve our success appeared first on Amanda Bernardo.
]]>The post Leading with Empathy: Supporting Mental Health Every Day appeared first on Amanda Bernardo.
]]>Today, Bell Let’s Talk shines a spotlight on mental health, sparking important conversations and raising awareness. But while today serves as a powerful reminder, as leaders, we have a responsibility to make mental health a priority every day—not just on days like this.
Over the past year, I’ve embraced the life-changing role of being a first-time mom. It’s been both a joyful and challenging journey, to get here and to be here. It’s offered me new perspectives on the importance of mental well-being, especially in finding balance as a first time parent.
It’s no secret that my road to motherhood was not an easy one. But what may have been less apparent was the emotional toll this road was accompanied by. Struggling with infertility is an emotionally challenging journey that can take a profound toll on mental health. The uncertainty, repeated disappointments, and often invisible grief can leave individuals feeling isolated, overwhelmed, and vulnerable. Each step in the process—from medical appointments to well-meaning but painful questions from others—can amplify feelings of anxiety. For many, the experience is compounded by the pressure to keep going, to remain hopeful, and to manage these emotions while navigating personal and professional responsibilities. Infertility isn’t just a physical challenge; it’s an emotional one that requires immense resilience, self-compassion, and, above all, support from those around you.
There are many reasons why someone can be struggling in silence. It may not be apparent to you or your team as they show up with a smile, keep meeting expectations and carrying on. But the truth is, most of us are experiencing some type of challenge where having the right support and environment can make all the difference. For me, even on the toughest days, the simplest gestures—a heartfelt “How are you doing?” or genuine check-ins—offered a level of support that many didn’t realize I needed.
I share my own challenges to simply highlight that mental health affects everyone and that often times, we as leaders need to actively support mental health in ways that go beyond words or resources. It’s about how we show up every day for not only ourselves but our team.
So, in an effort to help you do just that, here are some ways you can prioritize mental health for your team and organization:
1️⃣ Create an environment where employees feel comfortable sharing challenges without fear of judgment. A culture of care starts with open dialogue, active listening, and genuine interest in your team’s well-being.
2️⃣ Demonstrate the importance of balance by setting boundaries yourself—taking time off, leaving work on time, and respecting others’ time outside of work hours.
3️⃣ Regular one-on-ones or informal check-ins make a world of difference. A simple “How are you?” can open the door to meaningful conversations and provide an opportunity for support.
4️⃣ Whether it’s flexible hours, parental leave, or mental health days, leaders have the power to encourage the supports available and perhaps much needed pause that many may fear taking. Approve it when they do.
5️⃣ Remember that everyone is carrying something unseen. Approach your team with compassion and understanding, recognizing that mental health support is about meeting people where they are.
Today reminds us how important it is to prioritize mental health, but the real impact comes from making it part of our everyday actions.
As leaders, we have the power to set the tone, to show up for our teams, and to create workplaces that foster care, respect, and well-being.
Let’s keep the conversation going—not just today, but every day.
The post Leading with Empathy: Supporting Mental Health Every Day appeared first on Amanda Bernardo.
]]>The post Tips for self-advocacy in the workplace appeared first on Amanda Bernardo.
]]>Throughout my career, I’ve learned the importance of self-advocacy – the ability to express one’s interests, needs, and concerns in a way that promotes personal well-being and professional growth. At the same time, I’ve learned how to do the same for others by listening to their interests, needs and concerns to advocate on their behalf. Something I prioritize for all my team members.
But what does self-advocacy look like in the workplace?
In a professional context, self-advocacy can include articulating your achievements, skills, and goals to advance your career, seek opportunities, and ensure that your contributions are recognized. It’s about being proactive in communicating your value and actively participating in decisions that impact your professional life.
Effective self-advocacy requires confidence, clear communication skills, and an understanding of one’s own strengths and aspirations. But it’s important to note, self-advocacy is not just about personal gain. As leaders, by advocating for others and encouraging them to simultaneously advocate for themselves, this fosters a culture of empowerment within the workplace that extends beyond voices promoting career growth but those that are also comfortable in speaking out about more challenging topics or concerns.
While the benefits to self-advocacy are clear, there can also be challenges with self-advocacy. Overcoming the fear to speak up; being perceived as boastful or self-centered; or simply having access to the right people to support you can all be daunting. Additionally, navigating workplace dynamics and ensuring your message aligns with organizational goals requires finesse. However, embracing these challenges is a crucial step towards personal and professional growth.
So here are some tips when you’re faced with the need to self-advocate for yourself:
1. Know your value: Understand your strengths, achievements, and unique contributions. This forms the foundation of your self-advocacy strategy.
2. Develop clear communication: Craft a concise and compelling narrative about your skills and accomplishments. Tailor your message to resonate with different audiences, from colleagues to superiors.
3. Seek feedback: Actively seek feedback on your performance. Constructive criticism provides valuable insights and helps refine your self-advocacy approach.
4. Build a support network: Cultivate relationships with mentors, sponsors, and colleagues who can vouch for your capabilities and support you in navigating these conversations.
5. Set strategic goals: Clearly define your career goals and articulate how your contributions align with organizational objectives. This strategic alignment strengthens your case for advancement.
6. Embrace discomfort: Growth often lies outside our comfort zones. Embrace the discomfort associated with self-advocacy, recognizing it as a catalyst for professional development and an important opportunity to be heard.
Remember, self-advocacy is not about arrogance; it’s about confidently sharing your value. By mastering this skill, you not only can propel your career forward but also contribute to a workplace culture that values individual growth and collective success.
This can take courage.
You may not always have the support, nor feel comfortable sharing your story, but regrettably … sometimes if you don’t advocate for yourself, there won’t always be someone who can or will.
You got this.
The post Tips for self-advocacy in the workplace appeared first on Amanda Bernardo.
]]>The post Enabling adoption through change management and service design appeared first on Amanda Bernardo.
]]>The use of technology to enable hashtag hybrid work is often top of mind for many organizations.
While not the sole solution, technology for many forms the backbone of a hybrid work model. From communication platforms to project management tools, organizations must invest in and adopt technologies that align with the principles of flexibility, accessibility, and collaboration. The integration of artificial intelligence and automation can further streamline processes, allowing employees to focus on more complex, value-added tasks. Not to mention the cybersecurity measures that become paramount as hybrid models introduce new challenges in securing a dispersed workforce.
But while technology may be part of the solution, people and the ways in which we plan, procure, and implement these technologies is paramount. This is where change management and service design can ensure enablement success for both adoption and sustainability long-term.
Change management can play a pivotal role in improving technology adoption by addressing the human element in the process of technological integration. When introducing new technologies in the workplace, employees may face resistance or hesitation due to fear of the unknown, disruptions to established routines, or concerns about their skill adequacy. Effective change management strategies involve clear communication, training programs, and support mechanisms to alleviate these concerns. By fostering a culture of openness, understanding, and empowerment, change management enables employees to embrace the benefits of new technologies more readily.
Service design can equally have a positive impact on enabling technology as it focuses on optimizing the overall user experience. Through careful consideration of how employees interact with the technology at various touchpoints, service design ensures that the introduction of new tools is seamless and user-friendly. It involves mapping out user journeys, identifying pain points, and tailoring the implementation process to align with the unique needs of the workforce. By incorporating user feedback and preferences, service design helps in crafting intuitive interfaces.
Change management and service design therefore not only accelerate the adoption process but also contribute to a positive and collaborative work environment, ultimately enhancing the overall success of technological initiatives within an organization. The future of work needs to then be an intricate interplay between technology, change management, and service design.
Organizations that recognize the importance of this triad and invest in a holistic approach will be better positioned to navigate the complexities of the hybrid work landscape.
A big thanks to Public Sector Network for a great discussion today on this very topic that allowed for some great reflection on hybrid work and the role technological enablement will play in its success.
The post Enabling adoption through change management and service design appeared first on Amanda Bernardo.
]]>The post It’s okay to take a break appeared first on Amanda Bernardo.
]]>Breaks are not a luxury, they are essential.
Let me repeat that.
Taking breaks is essential for both our productivity and overall well-being. Work breaks play a crucial role in supporting mental health by reducing stress levels, enhancing focus and concentration, fostering creativity and problem-solving, aiding in emotional regulation, and promoting a healthier work-life balance.
These breaks provide opportunities for the mind to rest and recharge, leading to increased focus, improved concentration, and enhanced productivity. Additionally, breaks offer space for divergent thinking, sparking creativity and innovative problem-solving. They also help regulate emotions, prevent mental fatigue, and create a healthier work-life balance by prioritizing self-care and personal activities.
Embracing work breaks is a necessary practice for maintaining good mental health and acknowledging the importance of overall well-being. And yet, as much as remote work offers the flexibility to take such breaks … many of us still fail to take them. We need to break this habit … especially those in positions of leadership.
Executives are especially known for not taking breaks due to the high-pressure nature of their roles, heavy workloads, perceived expectations, fear of falling behind, and the difficulty in disconnecting from work. The demanding nature of executive positions can create a mindset that views breaks as a luxury they cannot afford, leading them to prioritize work over personal well-being.
But we must set the right example.
Encouraging a culture that values and supports breaks can contribute to the overall well-being and success of not only ourselves, but our teams and organizations too.
Remember, your mental health matters, so make time for those essential breaks! When you do, you set the example for your team members to do the same.
So, today, I encourage you to take that walk, enjoy a cup of tea, or simply close your eyes and breathe … on your break. 
The post It’s okay to take a break appeared first on Amanda Bernardo.
]]>The post Tips to regain momentum post-vacation appeared first on Amanda Bernardo.
]]>Returning from time off can sometimes feel overwhelming, but fear not, we can quickly regain momentum and reduce those Sunday scaries.
Here are just a few ways you can get organized and back on track:
1️⃣ Dive into your inbox and respond to urgent emails and messages first. Prioritize based on importance and time sensitivity.
2️⃣ Review your to-do list and assess the tasks that need immediate attention. Identify any urgent deadlines or new priorities that may have arisen during your absence. Update and reprioritize your tasks accordingly.
3️⃣ Reconnect with your team members and key stakeholders to get up to speed on any critical updates, projects, or changes that occurred during your time away. This is where effective briefing is extremely important for both your team and for you as a leader.
4️⃣ Set aside time to plan your schedule for the upcoming days and weeks. Block out time for essential tasks, meetings, and follow-ups. Having a well-structured schedule will help you stay focused and efficient – my calendar on leave or not always plays a big role in keeping me organized!
5️⃣ Re-establish your work routine and rituals that keep you productive and motivated. Whether it’s organizing your workspace at home, packing your bag for in-office, setting goals, or practicing mindfulness techniques, find what works for you and jump back into your routine.
6️⃣ Don’t let the post-leave energy fade away too quickly. Preserve the positive aspects of your time off by ensuring you maintain a healthy work-life balance. Prioritize self-care, take breaks, and be mindful of your well-being.
Remember, returning from any leave is an opportunity for a fresh start, infused with newfound energy and perspective. But to set that start up for success, I hope some of these tips can help!
The post Tips to regain momentum post-vacation appeared first on Amanda Bernardo.
]]>The post The role of HR in retaining talent appeared first on Amanda Bernardo.
]]>In the public service, proving oneself to secure growth opportunities or promotions can often involve a lot more steps than those finding themselves in the private sector. We hear it all the time: “Private sector companies can see talent and promote it, public sector requires an eight month competition or longer – among other factors.”
That said, in principle, we know why these HR hurdles are designed … to ensure transparency, accountability, and fairness in decision-making. However, as a result, we are slowly creating systemic challenges in recruiting, retaining and developing talent, thus inadvertently hindering our ability to grow the public service with the diverse skill set and perspectives needed.
Like the private sector, we do have mechanisms to see talent and promote it – the non-advertised appointment is one of them. The challenge, these alternative means are the exception and not the norm. And yet, we all know such alternatives are being used for some but not others, depending on the hiring manager or organization. But why couldn’t we use it with existing proof points already in place – other than competitions?
Each year, managers assess their employees using the PMA cycle.
“Performance management is an ongoing process that involves planning, developing, coaching, providing feedback and evaluating employee performance.” – TBS
Why couldn’t we then use successful PMAs, and indicators that employees are ready for advancement, to support their growth in lieu of forcing additional competition to demonstrate further proof? The PMA is meant to speak to work experiences and competencies but in many organizations it has become another process whose purpose is lost on paper. Some organizations are using them to do exactly what I am proposing here, however, many more are not, and many others are not leveraging them equitably across the board. So, the circle brings us back to the need for competitions instead.
When we talk about a fair, equitable and modern workforce, we need to think about the role HR plays in that in order for us to continue to retain talent. While this post explores options, HR broadly across government needs to be reviewed and updated to meet today’s realities.
Horizontally we manage talent at the executive level but maybe we need to start considering ways to manage the rest of the public service in a similar manner so that we can identify talent, help to grow it, and more importantly, keep it in the GC. If one department can’t offer the right opportunities, send them off to another. Surge capacity during the pandemic proved how powerful this interchange of talent can be.
Ultimately, we must prioritize HR to meet the present and future needs of Canadians. But like technology in government, perhaps HR needs an improved enterprise approach as well.
The post The role of HR in retaining talent appeared first on Amanda Bernardo.
]]>The post Are team retreats essential in a hybrid environment? appeared first on Amanda Bernardo.
]]>Next week, for the first time in three years, our team members in Ottawa, Montreal, Toronto, Halifax, Victoria and Edmonton will all be united for a team retreat.
Even with reduced travel budgets, investing in team retreats remains important in the context of hybrid work. These retreats serve as valuable opportunities to bridge the physical and virtual gaps that can arise in remote collaboration.
By bringing team members together in person, even for a short period, retreats enable deeper connections, strengthen relationships, and foster a sense of unity. They provide an environment for open communication, enhanced collaboration, and team building activities that can be challenging to replicate solely through virtual means.
For us, our retreat will offer a chance to align goals, clarify expectations, and rejuvenate team spirit through shared development opportunities and training to enhance our collective subject matter expertise as human-centred leaders in our organization. We’re also fortunate to build in time with not only our Assistant Deputy Minsiter, but our President as well – a unique and valuable opportunity for our team members.
Team retreats, even if yearly, can therefore support hybrid teams for several reasons:
They provide an opportunity for team members to interact face-to-face and build stronger personal connections. This helps foster a sense of camaraderie and trust, which can positively impact collaboration and teamwork. They offer a dedicated time for open and effective communication. Discussions, brainstorming sessions, and team-building activities can improve overall communication and understanding among team members. They create an environment that encourages teamwork, creativity, and problem-solving. This shared experience can lead to improved collaboration even when working remotely. They allow you to engage in focused discussions and ensure everyone is on the same page regarding team objectives, roles, and responsibilities. They offer a break from routine, creating an opportunity for team members to recharge, bond, and learn together. This can have a positive impact on morale, motivation, and overall team satisfaction. They create a change of scenery and an environment conducive to fresh thinking, sparking new ideas and approaches that benefit the team’s work.
Team retreats ultimately create valuable opportunities to connect on a deeper level and strengthen the overall effectiveness of the team. But, if you don’t have the budget for travel, you can still consider a virtual retreat with dedicated uninterrupted time that focuses on similar goals and objectives.
The point here is that in order to achieve results, we need to find time to focus on one of our most important assets, our people. The return on this investment is one you can surely count on.
The post Are team retreats essential in a hybrid environment? appeared first on Amanda Bernardo.
]]>The post Putting the spotlight on workplace mental health appeared first on Amanda Bernardo.
]]>This week is Mental Health Week.
As part of this week, organizations everywhere -hopefully- put the spotlight on mental health and reflected on what’s working, what’s not and what could be improved to improve employee wellness. However, this exercise shouldn’t be done once a year but regularly as part of team check-ins and reviews of team culture and dynamics.
A workplace that prioritizes wellness promotes the physical, emotional, and mental health of its employees. It sends a message that the organization cares about its employees and is invested in their well-being. This can help to reduce stress, burnout, and absenteeism, and increase employee engagement, motivation, and productivity.
When employees feel supported and valued by their employer, it can lead to improved morale and job satisfaction. This can also lead to increased loyalty, reduced turnover, and a more positive workplace culture overall.
To achieve this, managers, leaders and organizations need to:
Educate themselves and their teams about mental health, including common mental health conditions, how to identify signs of distress, and how to support colleagues who may be struggling. There are a number of great programs like The Working Mind that can help with this!
Provide access to resources such as mental health services, employee assistance programs, and educational materials about mental health. By offering these resources, managers show that they care about their employees’ mental health and are committed to supporting them.
Encourage open conversations about mental health and create a safe space for employees to talk about their experiences. Managers can initiate conversations with their team members about mental health, showing that it is a topic that is safe to discuss. By normalizing mental health issues and encouraging open dialogue, team members will feel more comfortable sharing their struggles and seeking support.
Model the behaviors you want to see in your team. Show that you prioritize mental health by taking breaks when needed, setting boundaries, and prioritizing work-life balance. This can help to reduce the stigma.
Be flexible with your team members’ workloads and schedules, especially during times of high stress. This can help prevent burnout and allow team members to prioritize their mental health. We are all human. There will be good days and there will be bad days, and perhaps a lot of mixed days in between. Acknowledge that. Support those days with empathy and flexibility, and don’t lose sight of the people at the heart of your team. This will likely lead to better productivity than not.
Despite progress in recent years, there is still a stigma around mental health in many workplaces. This can make employees feel uncomfortable discussing their mental health, and can make managers hesitant to bring up the topic.
We all have a role to play to end the stigma; so, this week, and most importantly beyond, let’s aim to end it together.
The post Putting the spotlight on workplace mental health appeared first on Amanda Bernardo.
]]>