Every organization operates with a strategic vision, but success depends on whether its workplace culture reinforces that vision or unintentionally works against it. Leaders see the effects of culture in the metrics that matter most—employee retention, engagement, productivity, innovation, customer satisfaction, and sustainable long-term growth. While most recognize the importance of culture, the greater challenge lies in deliberately shaping it without losing focus on day-to-day operations.

The Chapman Foundation for Caring Communities addresses this challenge through its Caring Workplace program, partnering with organizations that serve their communities to help them intentionally create healthy, high-performing workplace cultures. By providing practical guidance, proven methodologies, and ongoing support, the Foundation helps organizations strengthen both their people and their results.

At the heart of the Caring Workplace program is a comprehensive three-part model designed to create meaningful organizational change. Using an evidence-based framework, the program equips employees at every level by empowering team members, developing leadership capabilities, and tracking measurable outcomes that demonstrate progress.

Recognizing that no two organizations are alike, the Chapman Foundation tailors its approach to each organization's mission, history, and objectives. The Caring Workplace program is built upon six interconnected principles of human-centered leadership that function together as a cohesive system. This adaptable framework enables organizations across a wide range of industries to cultivate the workplace culture they aspire to achieve.

Organizations that intentionally invest in building a positive culture rather than leaving it to evolve on its own are better positioned to reduce disengagement, improve alignment, and retain talented employees. More importantly, they develop resilient, accountable, and collaborative teams capable of sustaining continuous improvement, ensuring that both organizational performance and employee well-being flourish together.

From Framework to Results
Today, the Chapman Foundation is helping organizations across diverse sectors—including healthcare, municipal government, military organizations, educational institutions, and nonprofit agencies—implement the Caring Workplace approach.

Participating organizations are integrating leadership development, employee support, and everyday operational practices into their culture, resulting in measurable improvements in both workplace experience and organizational effectiveness. These efforts foster a shared understanding of communication, accountability, and leadership expectations while encouraging leaders to consistently model desired behaviors. Progress is evaluated through meaningful indicators, including employee feedback, with some organizations achieving an impressive 4.69 out of 5 rating for their caring workplace experience.

Laurie Butz, President & CEO of Capital Credit Union in Green Bay, Wisconsin, summarized the significance of the designation - "That's what the Caring Workplace designation means to us. It tells the world, 'This is what you can expect if you come here as an employee, as a member, or if you interact with us in the community.' This is what you're going to get."

Ultimately, creating a caring workplace demonstrates that investing in people is also an investment in organizational success. Strong workplace cultures not only improve internal performance but also create lasting, positive impacts for the communities organizations serve.

Join the Movement
Organizations dedicated to serving their communities and committed to strengthening leadership, employee well-being, and organizational performance can benefit from partnering with the Chapman Foundation. Through the Caring Workplace program, they gain practical tools, expert guidance, and a proven framework for building cultures where both people and performance thrive.

Click here to know more.

Non-profit organizations nationwide are navigating a fresh wave of challenges in today’s economic climate.

While tight budgets have always been a reality for community groups, many are now facing even greater strain due to shifts in government funding.

Gina Sian, who leads Regions Bank’s Making Life Better Institute, understands the mounting pressure this places on nonprofit leaders. For the past five years, Regions’ Community Engagement team has been hosting the Important Insights for Community Organizations webinar series—offering free guidance, drawing on the bank’s in-house expertise to support organizations where it’s most needed.

One recurring topic Sian hears from nonprofits is the difficulty of staff development.

“Many in the nonprofit sector know the saying, ‘No money, no mission,’” Sian explained. “But just as important is your team—the people who share your mission, have the skills to bring it to life, and are willing to grow with your organization. That’s a big challenge when resources are limited.”

To address how nonprofits can enhance employee growth without straining budgets, Sian invited a panel of Regions’ Learning and Development specialists—Jinny Walker, Barry Ward, and Ressie Chambers—to share practical, low-cost strategies. The session brought together 71 participants representing 45 organizations across 39 cities.

Walker began by asking attendees to contribute to a word-cloud exercise, highlighting the most common hurdles in staff and volunteer training. The top concerns—time, budget, technology, staffing, and expertise—were no surprise.

Her advice for starting strong:

She also shared ways to make learning engaging and manageable:

Ward followed by pointing out free or affordable training options, such as workshops offered by community foundations, online platforms, or even public libraries. These can cover topics from fundraising and marketing to capacity building and financial management. “The key,” Ward noted, “is to choose resources that truly match your organization’s needs.”

Chambers, who not only works in Learning and Development at Regions but also serves as the executive director of Camp Chambers—a volunteer-run nonprofit serving underserved youth—offered insight from her own experience leading an unpaid and diverse workforce. She recommended:

She also cautioned against one-size-fits-all approaches or overwhelming participants with too much information. Her practical suggestions included:

The session sparked active discussion in the chat, with participants exchanging resources and ideas. For leaders like Joan Wright, executive director of Childcare Resources in Birmingham, the webinar provided actionable takeaways—especially the variety of free tools available for staff development. Wright praised the format for being free, accessible, and professionally led, and said it has helped her team explore new approaches in their work.

For Regions’ associates, the series is as rewarding as it is impactful.

“It’s meaningful to share knowledge with nonprofits who are working hard, often with minimal staff and budget,” Walker said. “Not every organization has access to the resources we do, and it’s great to help others amplify their impact.”

She added, “I’ve grown within Regions, so sharing what I’ve learned with community partners feels like a way to pay it forward. It’s a privilege to give back in a way that’s directly tied to what I’m passionate about every day.”