Transcript: How Celebration and Fun Can Build a Flourishing Workplace // Dawn Pearcy, Calvary Chapel Fort Lauderdale

The Flourishing Culture Podcast Series

“How Celebration and Fun Can Build a Flourishing Workplace “

January 24^th,  2022

Dawn Pearcy

Intro: On a scale of one to 10, how would your employees rate the level of celebration and fun in your organization? Listen in as today's guest gives examples of how celebration and fun have helped create a flourishing workplace culture.

Al Lopus: Hi, I'm Al Lopus, and you're listening to the Flourishing Culture Podcast, where we help you create a flourishing workplace. The problem employers are facing today is that more of our employees are quitting than ever before. Some people are calling this the great resignation. And now with millions of open jobs, how can churches, Christian non-profits, and Christian-owned businesses face this tidal wave of resignations while attracting new, outstanding talent? And we know that having a flourishing workplace with fully engaged employees is the solution. I'll be your guide today as we talk with a thought leader about key steps that you can take to create a flourishing workplace culture.

So, now let's meet today's special guest.

How do you create a workplace with engaged staff who enjoy their work and the people they work with? Well, today we're going to talk about the value of celebration and fun and how those underlying values can make a difference for people in their everyday workplace experience. And I'm delighted to welcome Dawn Pearcy, the manager of organizational development at Calvary Chapel Fort Lauderdale. Welcome, Dawn.

Dawn Pearcy: Mm, thank you, Al. Thank you so much. It’s so exciting to be here with you. I appreciate you having me.

Al: This is going to be fun. We've worked together for a long time. And Dawn, before we drive into our conversation on workplace culture, describe for us the staff of Calvary Chapel Fort Lauderdale and your role in leadership. And you have a large staff and multiple campuses and reach across South Florida. Tell us about your staff.

Dawn: Yes, we do. We have approximately about 850 staff, and that is a combination between we have a school, Calvary Christian Academy, that has probably about 450 on staff there, and then for church, that also includes, we have a daily grill. We have Ramp48, which is a skateboard park. We have a childcare facility as well as nine different campuses here in South Florida. So, yes, we have a fairly large staff.

And our goal and our heart is really that we want to reach our community for Jesus. We want to change the world, and we really, truly believe that a relationship with Jesus changes everything. So we want to try to do all that we can within our community to help people to understand that and know Him.

Al: And how long have you been there, Dawn?

Dawn: I actually just celebrated my 24 years here on staff. So my husband and I were called here about 25 years ago and just has been a great adventure ever since. I actually started in human resources, and I'm still in human resources, overseeing our organizational development.

And I really have a few different projects that I'm responsible for. One of them is the onboarding of all of our new staff, which is one of the fun things I get to do. I get to onboard all of our new staff in our new-hire orientation. I also get to partner with Natasha Byrd in our training and development. She's our training and development manager, and we have some training. One of them is called our lead series, which we train our managers on a monthly basis. And then I'm also responsible for policy procedures as well as our BCWI, of course, our survey, our annual-survey process. But for us, that's not just an annual process; it's an all-year-round process, developing and creating healthy culture, so I'm responsible for leading that.

Al: I’m looking forward to hearing more about that as we talk. But Calvary Chapel has been participating in the annual Best Christian Workplace Institute’s Engagement Survey since 2015. And over the years, your culture has changed, and it’s now flourishing. You’ve created--you talk about managing the process--you've created culture champions throughout the organization. And tell us about these people and what they do and how you've trained them.

Dawn: Yes, yes. It has been a great journey since 2015, and I am just so proud of our leadership and our staff and our engagement champions in moving the culture from originally it was critical, in that critical moment, and then we went into healthy, and then this last year being flourishing. But a lot of that has to do with our engagement champions. They really are the key to helping to engage our teams in a healthy culture.

And our engagement champions really partner with our managers. One of our core values is empowering leaders, and this is an opportunity for someone else on the team to kind of step up into a role that kind of holds up the arms of our managers and helps them to be the one that focuses on engaging our team members in a healthy culture. We look for those who embody our culture and can help make it contagious for our teams. They are responsible for engaging and encouraging healthy culture within their teams, and, as well, as they practically assist with the survey process. We want to make sure that everyone knows that their input matters on these surveys, and so they are the ones that really take the information and get it to their teams and make sure that everybody has the information they need to take the survey. And then they're responsible for any debrief of the teams, creating action plans, going over goals, creating smart goals, and just taking on that whole process and that responsibility. And so I think it's been a real key to have them involved as we have pretty much every year seen at least a 95 percent participation, and I really think that's due to our champions.

We also do quarterly trainings with them. And my goal is always to equip, encourage, and empower them, and we do that in these different ways. For equipping, we want to make sure that somehow they have the practical skills or information for some of the responsibilities that they have. For instance, for facilitation, they go back and they debrief with their teams once they get their team reports back. And so we want to make sure that they have proper facilitation skills in doing that and that they have the tools that they need to be able to have some of those healthy conversations that lead those teams in that. We also want to make sure that they understand how to create smart goals and how to do the action planning, and we use a lot of your resources to be able to do that.

And then we want to encourage them. We always make sure there's an encouraging part, whether it's through scripture, devotion, worship in these trainings, or some sort of team-building activity where they walk away feeling that they are encouraged as well as empowering. We want to make sure that they are empowered. And so we give--everything we do, we do with the mindset of kind of like a train the trainer, where you give them the resources and the information and all of the tools, and we share it with them so that they can go back and recreate those same trainings with their teams.

Al: And so these culture champions aren't the managers of the teams; they are other members of the team that focus on supporting, equipping, and empowering their managers and focusing on the culture, right?

Dawn: Yes, yes, yes.

Al: I would imagine over time that’s a great leadership development role for them, that prepares them for future leadership, would you say?

Dawn: Yes, yes, absolutely. And that’s why I say one of our core values is empowering leaders, and we see this as a great opportunity to kind of facilitate that core value into our culture.

Al: Yeah. One of the things that I've been impressed with, Dawn, and the work that you’ve done is your creativity around empowering. What are some of the examples that you've put in place?

Dawn: So, yes. We love to be creative and try to think of fun ways to express the things that we want to share and the ideas that we want to have. And so one of the things that we came up with is, we call it engagement-facilitation bucket, and it's basically a bucket with some tools, and it's for our engagement champions to help to lead those conversations and to facilitate those conversations. And one of, for instance, one of the things in the bucket is a sheriff's badge, that allows us to know, as we set up the rules of engagement around the table for these conversations around the survey, we want to make sure that we create a safe space. And so we remind everybody, with that sheriff's badge, that we have an opportunity to share. This is a safe space. We want to make sure that everybody's heard, that everybody has that opportunity.

Another thing in the bucket is a yellow flag, like a referee flag. And if we see that things maybe are getting a little crazy and maybe not in the right vein of conversation, we want to throw the flag, and we kind of do a redo. And so those are a couple of things that we find in the bucket.

And it's more just to have fun and to keep it light, because some of those conversations can be very serious and heavy. And so we want to make sure that we are facilitating in a way that everybody feels safe, everybody feels heard, and that there are opportunities for everybody to be able to share. We just want to make sure that everybody has an opportunity to share and to feel safe in sharing.

We created a baton. We actually took a physical metal baton that they use in races, and we had each team take it back and work with their team to create a baton that was representative of them. So, for instance, mine says Coach on it because I consider myself the engagement-champion coach. And so it says Coach. And, like, for our theater department, they put a whole, the masquerade mask on it, and it was very, you know, you could tell that was the theater baton. The reason for the baton was that we used to change over the role from one year to another to a new champion. And so we would just have a ceremony that we would pass the baton and we would give certificates out to those who had been the champions for the last year, and then we would pray over and bring in the new team of champions. And so we just created this whole kind of ceremony around passing the baton.

Al: What a great contribution to the workplace environment. All of these things have contributed.

Several years ago your organization went through a process of defining its values. You had gone through a transition of leadership and you were trying to really gel the next season for the ministry, and it was a process that involved the whole staff, as I recall.

Dawn: Mm-hmm.

Al: Not just the top down, not just something that was created in a leadership team’s office. And now those values have been in place, gosh, for several years. Give us some examples of how these values have helped to guide your culture and now even helped to create a flourishing culture.

Dawn: Yeah, yeah. Well, as you said, we have developed seven different core values. And for instance, one of our core values is authentic love, and we want to be a culture that honors God through loving like Jesus and loving like family. And I think that's really our pastor, our lead pastor, Doug Sauder. His heart is really to make sure that we are loving like family, and we do everything that we can to create that family environment. We've done a lot of things that have, we've put into place, that allow our staff to be cared for.

For instance, we created this opportunity. It's called staff helping staff, and so everybody can contribute. You can contribute five dollars or however much you want out of your paycheck to put into a bucket, basically. And then if there's a staff that needs some help, something's come up that they weren't expecting, they can then go to our leadership and ask for some help, and it takes it from the money of all of us who have contributed. So it's just one of those little things that I think just helps us to care for our staff and know that our staff is cared for and has an opportunity if they have need.

We also have developed staff care packages, and we've seen that a lot through COVID, you know, is where we're giving, wanting to make sure that families have meals and that if they need additional help, if they need somebody to come clean their house or do something or help care for their kids or whatever, we tried to create some opportunities around those areas as well.

Another core value is soul keeping, which we really want to focus on caring for our own souls. You know, ministry is a lot of work, and it's work that we want to do, but we need to be equipped to do that. And so we need to spend time with the Lord, and we need to care for our own souls so that we can do that. And some of the things that we do is we kind of say it like, work hard, play hard. We're all on deck, and we're all in ministry, and we want to do what we can do when the opportunities present itself, but we also want to take that time for rest. And so we just go through, like, for instance, if we have our Christmas event, where all week all hands on deck, but we'll get the week after Christmas off. And so it gives us that time for rest and refreshment.

We also have a lot of opportunities for retreats. We try to do annual retreats. We do some off property, and then we do some on property, where we’ll take a half day and just come together as a staff and pray together. We’ll have worship. and it will also, usually, focus on one of our core values.

We also look at collaboration. We go together. We want to collaborate across departments. This summer, these last few summers, we've done some book studies together, which has really brought us together as a team because we're in these studies with people that are not on our normal teams. And so it's usually eight or nine of us from very different groups. You know, I was on a team that had somebody from our security, somebody from our grill, somebody from our legal, myself. We had a pastor that was also on that. And so it was great diversity in these book groups and book studies. And so we walked through the summer together like that, and that really helps to create that culture of being together, of loving like family, of getting to know people that you don't normally work with and working across teams. So that's been really neat.

As I mentioned before, empowering leaders is another one of our core values, and we do that through raising up our champions, our engagement champions. We also have created an ethos leadership-development course, which runs about nine months out of the year, and a lot of our younger leaders are invited to go through that.

And celebration. Celebration is another big one, as we've talked about, that we want to be able to celebrate. We don’t want to wait until heaven to celebrate, and so we want to celebrate each other’s personal milestones as well as professional milestones. When we kind of finish a team project, we want to make sure that we are celebrating that project. And also personal milestones. We do a lot of gathering in our staff huddles that we will recognize those that have birthdays or that got engaged or that are having babies. And so we want to make sure that they are prayed for and celebrated. And, you know, sometimes celebration isn't always easy. We kind of just move to the next thing. So we try to really focus and be intentional about stopping and recognizing.

Humility is another one of our core values, and it just really talks about you first and wanting to be a culture and staff that serve one another. And one of the things that I think is neat about our culture is that we have an opportunity for four hours a month to actually go and serve in another ministry or an outreach opportunity, and that's kind of built into our time off. They really encourage us to do that and to go out and to serve our community. We just want to honor the Lord. We want to emulate Him in our service to others.

And we just want to make sure that our core values are always in front of us. We use them in our hiring process, in our review process, and training and development and throughout. Even in our daily conversations, our leadership just takes our core values very seriously. We also want to make sure that our core values are always in front of us, and we use them in our hiring process, our review process, our recognition process, in daily conversations, and also in our training and development.

Al: Wow.

I trust you’re enjoying our podcast today. We’ll be right back after an important word for leaders.

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Al: And now, back to today’s special guest.

I would think that the foundation of these values also helps you bring in new people and integrate them into your existing culture. So how have you seen the emphasis on values help in hiring and onboarding your new staff?

Dawn: Hmm. Mm-hmm. Yeah. In our hiring process, we definitely look for people who are already exhibiting these values. And, you know, as you look at our values--humility, love like Jesus, collaboration—those are a lot of just biblical principles as well. Soul keeping. And so we want to make sure that we're looking for people who are already exhibiting these values. And our managers have really been immersed enough in the culture and understanding that and understanding why that is so critical on their teams that people understand and know our values, that they have the opportunity to really know what to look for in that.

We also incorporate it in our onboarding through our meet and greet with Pastor Doug and our leadership team. We do that on our new-hire orientation. It's the first day, and they have an opportunity to meet Pastor Doug and the entire team, and they pray for them. And it's a neat thing because one of the things that Pastor Doug always talks about is he wants to make sure that, for one, that this is the best Christian, best workplace, not just Christian, but best workplace ever for them. And then, he also wants to make sure that they feel like they are loved like family. And so he really talks about that value in that time with them.

And then, we also have an opportunity in the new-hire orientation process. It's a three-day orientation. And so I give them homework at the end of the first day, and I give them the cards that have all of our core values on. We've already talked about them several times throughout the day, but then I give them to them and I ask them to go home and just meditate on some of the words and some of the scriptures that are with them, and just come back and we talk about it the next day. And I ask them to find one that's their favorite, maybe one that they've already seen exhibited in somebody that they've met throughout the day, and so that's one of the activities. So it starts to help them to kind of own them themselves and be familiar with them.

We also have them in our 90-day-stay interview. We kind of come back and discuss them as well as our performance-review process. Our review process is really, one of the questions on there is what is the core value that you're going to work towards as a goal? Is there something in one of those core values that you'd like to develop more, and what is that? And then we talk about that in our review process as well.

Al: A 90-day-stay interview. Tell us a little bit, what is the purpose of that?

Dawn: It's really just to make sure that they are feeling loved, connected, that they have everything that they need, that they feel like they are equipped with the information. If there's anything on their job description that they have questions about, they've had at least that 90 days to kind of get in the groove of that. And then if there's anything that they have any concerns about, we have an opportunity to kind of address it before it goes any further and encourage it if it's on the right track.

Al: Fantastic, great.

Well, having worked with you on these values over time, I know one of the seven values is celebration. And how does that value help create a positive and fun workplace atmosphere? Can you give us some examples of how emphasizing celebration plays out in practical ways there at Calvary?

Dawn: Yes, yes. Our leadership wants to incorporate our core values into almost everything that we do, and so we have this focus on celebration where we don't want to wait until heaven to celebrate, and we recognize that celebration should both be planned and spontaneous. We call it cue the confetti. And so we see that our teams, it's been very interesting to watch our teams just be a little bit more spontaneous in their fun. And I think you hear laughter in the hallways, and you'll sometimes see a Nerf-gun war going on in a hallway. Or you'll see--not always, you know. We have fun, but not al—.

Al: Yeah, yeah.

Dawn: We're serious about our business. But yeah, it's just fun to see that. There's been a lot of team building activities off property. We've seen some of our teams go to Topgolf and be a little competitive and have a little fun. And then just, yeah, pickleball has been a new thing, that all of a sudden we've seen some teams go out and play pickleball out on some courts that we have very local here. So yeah, it's been kind of fun just to see some of that spontaneous.

And even during COVID, it was kind of neat because we had to social distance. And so I think one of our teams still wanted to get together and do something. And so they all brought their own lunches, and they sat out in the parking lot, six feet apart, in lawn chairs and just enjoyed fellowship and fun. And it was a team that always used to have lunch together pretty much once a week in their department, and since they couldn't do it in their department, they decided to do it out in the parking lot. And they came from home and did it, met in a parking lot, and enjoyed that fellowship there.

And we also want to make sure that we have some planned celebration as well. And as I mentioned before, we do these staff retreats, and those are really important for us to kind of come together. We've done several off property where we go and we spend the night, and it's actually, they call it glamping. There's an opportunity for the men to go one weekend—or not a weekend, but it's Monday, Tuesday. And then for the women to go another time the following week. And it's just a time to get refreshed and get away with the Lord, get away with each other, build those relationships, come together as family, kind of soul keep, but also to celebrate and to celebrate all that God is doing, all that He wants to do in us and with us and through us. So that's another opportunity.

And then we have some more other spontaneous things like sometimes after staff huddles, all of a sudden ice cream appears for everyone or popsicles, or one week we all got gift cards to the local coffee shops. So just fun, engaging, unexpected opportunities to celebrate.

Al: Yeah. And I’ve been to your church, and I’ve seen this in action.

So, Calvary Chapel has a couple of specific practices that help you celebrate your staff. And we’ve actually done a podcast on the honor chair.

Dawn: Mm-hmm.

Al: And also, you have a values-recognition process.

Dawn: Yes.

Al: So describe how these practices can help your people flourish.

Dawn: Yes. I think the honor chair is one of those great opportunities to really be able to express to someone else how you care about them or what you see in them. And I know that for some people, that's a little hard to be on the spot. But I think overall it really creates this place of appreciation. And basically, what it is is that you'll have a team, and if you want to honor somebody—it could be for their birthday or something they’ve done or just out of the blue—but you just go around and ask each person to share one word or one sentence about the character, about something that you see in that person, that's very encouraging. And I can't tell you how uplifting and encouraging that can be on the receiving end of that. And I think even Rod was sharing with me, my husband, they did that for his birthday last month, and I could just tell that he was just so refreshed and blessed by the comments. It's neat to see how your team or your coworkers, what they think about you or how they see you, because it's not always the same way that you see yourself. So it's very, very encouraging and uplifting.

We also do something that we call well-done cards, and this is a peer-to-peer recognition, and we find value in one another. We have the opportunity to express that through—they used to be written cards. Now you scan it, and it brings you to our intranet to fill out. And basically, it's looking at those core values—this is another way that we encourage our core values through our culture is looking at practical ways that those core values are expressed. And so you may find somebody pursuing excellence that went above and beyond in what they were expected to do, and so you would write that opportunity, what it was that they did and how they did it, and then you submit it. And then about once a quarter they take those, and once a quarter we will share those at our staff huddles. And so we get to celebrate that all together, what people have done and how we see those core values in action. And then they are awarded a paid day off, so they get a PTO day if their name is called from those.

Al: Wow. Boy, the modern era of I was there when you could write them down on a sheet of paper.

Dawn: Right.

Al: I think I even, at one of your staff huddles, I was the one pulling them out of—

Dawn: Yes, exactly.

Al: —a glass jar. And now you scan a code—

Dawn: Yes.

Al: —and put them online. Okay. Things have improved—

Dawn: Yes.

Al: —and technology has been implemented there at Calvary Chapel Fort Lauderdale.

Dawn: Uh-huh.

Al: Wow. Okay. That's an update.

Well, it's great to know how you've taken this to the micro level, and every department and team is lifting up their people. And have there been any surprising outcomes on the emphasis on celebration and fun among your employees?

Dawn: Yeah. I think one of the things that comes to my mind right away is—because it's more recent—we did our launch party. When we prepare for the survey process, we call what we have is a survey launch party. And so we make it a big celebration and a big party, and we try to create a buzz around taking the survey. And so we bring all the champions together. And this last time, I did a theme called Pop—p-o-p—and it was planning on purpose. And we went through the steps of planning for this survey. But I also created everything around POP, and we had soda pop; we had popcorn; we had a little pop quiz, and the winner of the pop quiz got a Pop Rocks for their prize. So that was kind of fun.

But what I thought was really neat is we also created—we gave everybody their own bag that had some balloons and some poppers and some popcorn and some other things in it so that they could go and create their own POP party with their team. And so one of the things I thought was really neat is I walked into a room, and I could see the balloons in the room, and so I knew they had just had their POP party and that they were planning for their survey process. So that was kind of surprising and a blessing to me just to see that our champions get really excited about having the tools and the resources to create their own fun and celebration in these activities.

Al: I love it. Yeah. All around, pop.

Dawn: Yeah.

Al: That's very creative. Congratulations. I love it. Yeah.

Dawn: Thank you.

Al: Yeah.

Dawn: Yeah. It was fun. It was definitely fun.

Al: Dawn, you said you've been with Calvary Chapel for 24 years, involved with leadership all these years, and how do you incorporate fun and celebration into your own life? How do you keep yourself refreshed and focused in your leadership?

Dawn: I think it's really important just in taking that time and balancing both work and family and your time with the Lord, making sure that I'm soul keeping. I do—when I have the opportunity to take the time off, I really take the time off. I try to just not answer emails, not be on my phone, but really kind of focus in on the time. And especially family time, I think is really important to me. And that to me, it's like this celebration, is doing stuff with my family, whether it's a trip to Disney or hanging out at home and playing games; or, you know, my son plays football, so going up and watching him; taking trips; traveling; and just getting into some different environments; and just kind of, again, just focusing on being present and just trying to make sure that I'm doing what the Lord wants me to do and that I'm being refreshed in Him so that I'm equipped and prepared to do that next thing.

Also, another thing I think is one of our core values is celebrate, and one of the key notes on there, it says, “I work with a VIP,” which is a very important person, obviously, but it says, “We celebrate people, both their personal and professional milestones.” And so I think working in a team, for me, for working with my HR—I call them my HR sisters because we're all females here, and we are really like sisters—I think the camaraderie that we have created and the way that we love one another and the way that we are really able to come together and to celebrate each other and to, you know, the scripture talks about mourning together and rejoicing together, and I think we've done that. And that is, for me, so good for my soul to be able to work with people who are like minded and to be able to balance that in a ministr- work environment where there's always needs and there's always things to be done and to be able to take that time out and celebrate with them or celebrate at home and just be refreshed by those people that are closest to me, really.

Al: Yeah. I love that. And just listening to you, I mean, I've been on your campus a number of times, and a unique thing happens when I walk onto your campus, and I do feel a remarkable Christian community and a unity in Christ, the love of Christ that comes out just walking onto your campus. And to listen to you describe these things, it really is true, and it's a wonderful thing and a great witness in the community.

Gosh, you know, we’ve learned so much from this conversation. I really like the whole conversation around the way you work on employee engagement and your culture and the way you’ve got culture champions and you’re focused to equip and encourage and empower your culture champions who, then, work with their teams for that purpose. I love the description of your values. And seven is the perfect number in faith circles, right?

Dawn: Yes.

Al: You know, so you've got seven key values: authentic love, soul keeping, to pursue excellence, collaboration, empowering leaders, celebration, and humility. And I love the statements that go with each of those. And how you work to communicate those values from the very beginning, interviewing, as you're looking for people to onboarding to, as you say, even 90-day-stay interviews and performance reviews. And then the way that you do celebration, I think we've all learned quite a bit.

Dawn, is there anything you'd like to add to what we've talked about?

Dawn: I am just so blessed to continue to be part of all that the Lord is doing here at Calvary. I think about being here 24 years and, obviously, have seen a lot of growth and change. And I just am so honored that the Lord would just allow me to continue to do this for Him and for our staff and again for our community. And I just love that we get to intentionally work towards healthy culture. And now and just seeing the fruit of that growing from healthy into flourishing has just been a real blessing to my heart, especially knowing that that's part of my focus is creating these opportunities for our staff to intentionally work towards those things. So it's been really fun, really blessed.

Al: And you’re doing a great job.

Dawn: Thank you.

Al: One of the things—we’ve done some research on flourishing cultures and innovation. And we were just talking earlier. You mentioned virtual-reality church services. That’s already happening—

Dawn: Yes.

Al: —at Calvary Chapel Fort Lauderdale.

Dawn: Yes, it is. Yes. That was one of those things that came out of the pandemic. You know, when we looked at some of the silver lining or the blessings. And yeah, it was just a creative thing that one of our guys on staff in our media area, that's kind of an area that he's already familiar with, and he says, “Hey, why don't we try this?” And so they created—I don't really know all the details, because that is not my world, but it's basically, yeah, the virtual church service. And they have an opportunity to come in, and they create an avatar and come into service. And we've actually seen several salvations through it. And so it's fun and exciting and innovative. And yeah, I would love to be able to share more with you about that once I learn more about it too.

Al: Well, just the thought of creating our own avatars so that we know how to go to a virtual-reality church service is something to think about. Yeah.

Well, Dawn Pearcy, manager of organization and development at Calvary Chapel Fort Lauderdale, thanks so much for your contributions today. And most of all, I appreciate your devotion and service to our loving God and the creative ways that you encourage and lift up your staff. It's just really outstanding. Thank you, and thank you for taking this time out today and speaking into the lives of so many listeners. Thanks, Dawn.

Dawn: Thank you. Thank you, Al. I have just so appreciated being part and especially with you and your team and just helping us to find this flourishing culture and to honor God in it, and so thank you for all of your service and all your assistance with that as well.

Al: Yeah, thanks, Dawn.

Dawn: So thank you for having me today.

Al: Absolutely.

Outro: Thank you for joining us on the Flourishing Culture Podcast and for investing this time in your workplace culture. If there's a specific insight, story, or action step you've enjoyed, please share it with others so they can benefit, too. Please share this podcast with friends on social media, and show your support by rating, reviewing, and subscribing wherever you listen.

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Remember, a healthy workplace culture drives greater impact and growth for your organization. We'll see you again soon on the Flourishing Culture Podcast.