culture Archives - Amanda Bernardo

If we truly want healthier teams and human-centered cultures, we need to start by believing people when they say they’re not okay

admin — Tue, 15 Jul 2025 15:31:18 +0000

A thought that’s been sitting with me lately…

Someone recently shared a story about being on leave and how others began questioning whether they really needed it based on the things they were doing while away.

This isn’t the first time I’ve heard something like this. And I imagine it won’t be the last.

But it made me pause. Because this kind of quiet judgment, even when unspoken, carries weight.

We often assume that leave means someone should be home, still, hidden from view. But rest, recovery, and healing look different for everyone — especially in the midst of a difficult season.

Chances are, if an employee is on an extended sick leave, it’s not a decision they’ve taken lightly. A doctor’s note was likely provided — not to satisfy curiosity, but to formally support a period of rest and recovery. What they may not have shared with you, they have likely shared with their healthcare provider — someone who deemed the leave necessary for their overall wellbeing. That alone should be enough to warrant our respect.

So when that’s not enough — when this type of thinking quietly creeps in, questioning someone’s leave, their symptoms, their choices while away — it reflects an outdated mindset. One that overlooks mental health, invisible illnesses, burnout, and the complex realities people carry.

What’s worse is when that mindset doesn’t stay quiet … when it starts to spread.

When judgment begins to circulate among staff and eventually reaches the person it targets, it breaks trust. It turns someone’s personal situation into workplace gossip. It undermines psychological safety. And it sends a damaging message: 𝘁𝗵𝗮𝘁 𝘀𝘁𝗲𝗽𝗽𝗶𝗻𝗴 𝗮𝘄𝗮𝘆, 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝘆, 𝗰𝗼𝗺𝗲𝘀 𝘄𝗶𝘁𝗵 𝘀𝗰𝗿𝘂𝘁𝗶𝗻𝘆 𝗮𝗻𝗱 𝗱𝗶𝘀𝘀𝗲𝗰𝘁𝗶𝗼𝗻 𝗼𝗳 𝗼𝗻𝗲’𝘀 𝗰𝗵𝗼𝗶𝗰𝗲𝘀.

Now, an already difficult time is being made more difficult as a result, adding unnecessary stress when support is what’s truly needed.

That’s not the kind of culture we need today.

𝗪𝗲 𝗰𝗮𝗻 𝗱𝗼 𝗯𝗲𝘁𝘁𝗲𝗿.

We don’t need more judgment.
We need more grace.
More space to be human.

And truthfully, it’s disappointing that this still happens.

Disappointing that in 2025, some are still met with doubt instead of care. That the default reaction is suspicion instead of support. That someone’s pain is debated rather than respected.

We can — 𝗮𝗻𝗱 𝗺𝘂𝘀𝘁 — expect better from our workplaces, our leaders, and from each other.

Because if we truly want healthier teams and human-centered cultures, we need to start by believing people when they say they’re not okay.

The post If we truly want healthier teams and human-centered cultures, we need to start by believing people when they say they’re not okay appeared first on Amanda Bernardo.

The Power of Organizational Culture

admin — Thu, 27 Mar 2025 21:35:08 +0000

Organizational culture is often seen as intangible—something that exists in the background. But in reality, it’s the foundation upon which everything else is built. Whether you’re leading a transformation, launching a new initiative, or simply trying to foster a high-performing team, culture determines whether you succeed or struggle.

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.

Five best practices managers can use to create a supportive work environment

admin — Wed, 15 Feb 2023 13:51:00 +0000

Transitioning from one task to another can be challenging regardless of whether you work on-site or remotely. With a good work culture and shared team best practices, this can be mitigated to some extent, but if not considered, can quickly lead to burnout and stress.

Let’s talk about that …

In office days can feel extra long because of this very transition. It takes more time to get to and from work, stealing more of your energy than remote days. Meetings often don’t account for buffer time to move from open to closed spaces. Heads down time can be interrupted with office distractions, making it challenging to focus. And whether you’re at home or in the office, the back to back meetings make it often impossible to take a breath to move from one task to the next. These are challenges of hybrid, not in office versus remote, as they each can encounter similar struggles. Ultimately, employees lack the much needed pause to absorb information or really immerse themselves properly into their workloads when jumping from one thing to the next.

This is where management needs to observe what’s happening in their hybrid teams, introduce those best practices, and speak up to walk the talk on making them stick.

So, what are these best practices? Well, here are a few:

1. Set clear expectations and priorities – Communicate clear expectations about tasks and priorities to help employees stay focused and organized. Provide a clear roadmap or to-do list to help employees know what they should be working on and in what order. I do this every Monday with a week look ahead in our team channel.

2. Schedule buffer time – Avoid scheduling meetings back-to-back, and allow employees to have some buffer time in between to catch up on emails, prepare for the next meeting, or simply take a short break to refresh their mind. I also automatically have my calendar schedule meetings 5 minutes after the hour and encourage my team to do the same

3. Encourage regular breaks and movement throughout the day. This can help prevent burnout, boost productivity, and make it easier to transition between tasks. I flag audio only agendas to encourage walking meetings.

4. Set hybrid best practices when working on site – Does your office have collaborative versus quiet zones? Promote them. Encourage closed door spaces for calls and conversations. Equip team members and/or encourage tools to help minimize disruptions.

5. Support work-life balance – Encourage work-life balance by setting clear boundaries between work and personal time. Avoid expecting employees to be always available and encourage them to take time off when needed to recharge.

By implementing these best practices, managers can create a supportive work environment that encourages productivity, reduces stress, and helps employees transition more easily between tasks and meetings.

The post Five best practices managers can use to create a supportive work environment appeared first on Amanda Bernardo.