127. 5 Layers to Building a Culture of Retention: Contribution

<p>One of our core needs as human beings is a sense of service which prompts us to help and support others. Put differently, we have an innate need to want to contribute in a meaningful way.</p><p>Yet the pattern I see in a lot of centers is that their culture is built around obligation rather than contribution.</p><p><br></p><p>In a culture of obligation, people see obstacles as burdens, changing demands as reasons to give up, and unclear directions as an excuse to wait to be told what to do. It's a type of environment where people are there because they feel they have to be.</p><p><br></p><p>On the other hand, in a culture of contribution, people view obstacles as situations to step up, changing demands as chances to collaborate, and unclear directions as opportunities to become a leader.&nbsp;</p><p><br></p><p>In this culture, people aren't there because they feel they have to be—they're there because they <em>want</em> to be. They stick around because they want to contribute to something greater than themselves.</p><p><br></p><p>But that sort of environment isn't created out of nothing. It takes careful reflection on your part as a leader to cultivate a space where your team and staff want to show up in meaningful ways.</p><p><br></p><p>In this week's podcast episode, I'm continuing our multipart series on building a culture of retention within your center.&nbsp;</p><p><br></p><p>This time, I'll be focusing on contribution and how cultivating this type of environment can create long-term benefits for your center.&nbsp;</p><p><br></p><p>Join me for a conversation about:</p><p><br></p><ul><li>The difference between a culture of contribution and a culture of obligation</li><li>Contribution and why it has a place among the 6 core human needs</li><li>Why few people have contribution as part of their retention strategy</li><li>7 questions to consider when cultivating a culture of contribution in your center</li></ul><br/><p><br></p><p>This episode requires a lot of reflection, so you may want to listen more than on