CHICAGO — One of the most important factors of long-term job satisfaction is workplace culture — and it’s becoming an increasingly important talking point for leaders across industries as they look to attract and retain top talent.
Workplace culture is a set of values, norms and goals that help rally a company’s employees around a common purpose, while fostering a feeling of belonging if it’s done right.
Trade Show Executive (TSE) sat down with Hala Dean, Vice President, Organizational Learning & Development at Clarion Events North America, to find out what helps reinforce a positive company culture, how young professionals can help shape culture and the green and red flags to keep your eye out for in your career.
MADDY: In your own words, how would you best describe Clarion’s overall culture?
HALA: We’re driven by values: Passion, Care, Imagination, and Trust and the real difference is how we live them. And that’s been the consistent message every day: you belong here, and you can lead from wherever you are. You see it in town halls, in the energy of a reverse mentorship conversation, in a simple “Grounds for Discussion” (virtual coffee) with our CEO, Liz Irving. It’s a culture where ideas are welcomed, action is celebrated, and learning is a constant. We build the space for it.
MADDY: What is the work that goes into building that kind of culture?
HALA: It’s daily. It’s intentional. It’s layered. You don’t just set values and hope they stick — you embed them. That’s what we’ve done with programs like Mentor Matrix, which connects employees across different companies and levels; our Leadership Development Program that meets leaders where they are and grows with them; and our Active Allyship Certification, which last year focused on Neurodiversity and sparked the launch of our “Minds of All Kinds” ERG. It’s cultural architecture, and we keep building every day.
MADDY: When it comes to learning and development, what have you found to be some of the most impactful exercises?
HALA: Some of the most powerful learning happens when people feel like they can and want to grow. That’s why our monthly Career Challenges work so well. Anyone can enter for a chance to take a free university course — no complicated process, just real opportunities to learn something new and put it to use.
We’ve also made a big push this year with AI for Everyone. These short, practical courses help people understand and use AI in ways that make sense for their jobs. It’s not about becoming an expert — it’s about giving people the tools and confidence to try something new. And that mindset keeps our culture moving forward.
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MADDY: With a hybrid/remote workforce, how does Clarion manage to maintain its strong culture?
HALA: With people working in different places, keeping our culture strong means staying connected in ways that matter. At Clarion, we do that by creating space for fun, shared interests and real-life moments.
We’ve got clubs like the Book Club, Foodie Club, Running Club, Working Parents Club, and Sustainability Club — so people can connect over what they enjoy. Every month, we also run photo contests that highlight things like family, pets, travel and what makes us happy. We’ve done activities for kids, for loved ones and for causes close to our hearts.
It’s simple: we care about people. And that’s what keeps our culture alive — wherever we’re working from.
MADDY: How does a company — Clarion as an example — involve employees in shaping its future direction and culture?
HALA: At Clarion, employees help shape our culture initiatives. We ask for input constantly, whether it’s through surveys, open forums or feedback loops built into our programs. But more importantly, we do something with that input.
Our Mentor Matrix came from a need for more connection across roles and teams. Our Next Gen Now reverse mentorship program was built to give newer voices a direct line to leadership. And when we focused on neurodiversity last year, the result was a whole new Employee Resource Group — Minds of All Kinds — because people told us they wanted more belonging and understanding at work.
If you’re willing to speak up at Clarion, you’ll be heard. And if it’s a good idea — we’ll build it with you.
MADDY: For young professionals new to this industry or the workforce, what are your top three green and red flags when it comes to company culture?
HALA: Green flags:
- People are kind. It sounds simple, but it matters. If coworkers help each other out without ego, that’s a culture worth being part of.
- You’re encouraged to ask questions — and apply what you learn. Whether it’s through mentoring, courses, or day-to-day conversations, people are encouraged and supported to keep learning — and actually use that learning to improve their work.
- There are real conversations about well-being. Mental health, flexibility and balance are discussed openly — that’s a must-have for your success.
Red flags:
- You’re invisible. If no one knows your name, asks how you’re doing, or involves you in anything — you’re not in a healthy culture.
- Blame is the default. If things go wrong and it turns into finger-pointing instead of problem-solving, that’s a red flag.
- Only the loudest get heard. If the culture rewards noise over substance, it’s hard for thoughtful, strategic voices to thrive.
MADDY: From your perspective, how can young professionals help shape and alter the culture of their organizations? What kind of actions would be appropriate and meaningful
HALA: You don’t need to be in charge to shape culture. It starts with how you show up every day. Speak up. Share your ideas, ask questions and don’t be afraid to suggest a better way of doing things. Join in. Whether it’s a social club, a volunteer effort or a learning opportunity — just being part of something helps shape the environment. Be the kind of teammate you’d want. Encourage others, include people and give credit where it’s due. Those small actions add up fast — and they set the tone for others to follow.
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