Dear Culturati Insider,
"To live in regret is to miss the present. To learn from regret is to embrace the future."
In a time defined by radical uncertainty, we can't afford to be weighed down by past missteps or missed opportunities. Regret, when understood as insight, becomes a guide—a way to shape our decisions with greater clarity. When we see failure as feedback, we gain the freedom to refine our actions, not just for ourselves, but for those we lead.
Diversity deepens this approach. As Rockwell Collins demonstrated, inclusive teams aren't just filling gaps—they're driving innovation and resilience in ways that homogeneous teams can’t. And in a world flooded with distractions, practicing selective ignorance helps leaders focus on what truly matters, staying agile and adaptable.
As we confront challenges like climate change and the shifting nature of work, it's clear that regret need not hold us back. Instead, it can point the way forward, helping us lead with both humility and vision. Regret, wisely embraced, is not a weight—it’s a compass.
Reflecting forward,
Myste Wylde, COO
How can a 13th-century philosopher help today's business leaders navigate complex, high-stakes decisions?
Join Dr. Anthony Baker and Dr. Steven Tomlinson of Seminary of the Southwest as they apply St. Thomas Aquinas's teachings on prudence to urgent business issues like AI adoption, hybrid work design, and fostering inclusion — and offer you a practical framework for discernment and innovative thinking.
Why Embracing Regret Is The Best Decision You Can Make In The Age of 'Radical Uncertainty'
Fortune By David Tuckett
Summary: We are in an era of "radical uncertainty," where past experiences no longer predict future outcomes. A global HSBC study of 17,000 participants found that 68% struggle to plan ahead, with business leaders facing compounded challenges like supply chain disruption and cybersecurity risks. Strikingly, 64% of executives feel unsupported in decision-making, and over a third admit that fear of failure holds them back. Conviction Narrative Theory (CNT) offers a tactical approach: leaders can actively question doubts, consult diverse networks, and use narratives to test decisions. By reframing failure as feedback and regularly reassessing actions, we can turn uncertainty into a strategic advantage, reducing regret and decision paralysis. |
How to Build Diverse Leadership Teams by Enlisting Stakeholders
MIT Sloan Management Review By Karen Brown
Summary: Building diverse leadership teams drives value for all stakeholders—employees, customers, investors, and communities. A case study on Rockwell Collins, led by its former global chief diversity officer, demonstrates how expanding recruitment efforts beyond a traditional Midwest talent pool to focus on women, minorities, and individuals with disabilities strengthened the company’s innovation and resilience. By forming partnerships with universities, professional associations, and local communities, the company filled critical talent gaps and expanded its recruitment pipeline. Additionally, these efforts fostered leadership development and improved retention through targeted support for new hires. This case illustrates the critical role of stakeholder engagement in driving meaningful diversity, equity, and inclusion efforts, showing that inclusive teams are stronger, more innovative, and better equipped to create value for all. |
Why ‘Selective Ignorance’ Can Help Leaders Be More Successful
Fast Company By Brian Berner
Summary: Selective ignorance is a powerful strategy for leaders to combat cognitive overload and focus on what truly matters. By consciously filtering out nonessential information and distractions, leaders can channel their mental energy toward high-impact tasks and strategic priorities. This approach allows for clearer decision-making, stronger boundaries, and increased productivity. Leaders can foster innovation by creating space for creative thinking, while staying accountable to their goals and values. Practicing selective ignorance helps leaders remain resilient, adaptable, and focused, driving sustainable success and empowering teams to excel in a fast-paced, information-saturated environment. |
5 Steps to Build a Climate-Literate Workforce
Harvard Business Review By Lynn Schenk and Alison Smart
Summary: Business decisions, from operations to employee safeguards, have traditionally been based on climate stability, but with accelerating climate change, outdated models leave companies vulnerable to risks. To address this, leaders can build a climate-literate workforce by following five key steps: (1) Identify assumptions about climate stability embedded in business models, (2) Determine which of these assumptions are critical to business success, (3) Map the geographic locations of these critical elements, (4) Run warming scenarios to assess potential impacts on these areas, and (5) Explore options to protect and grow your business, including safeguarding employees. By equipping teams with climate literacy, companies can adapt to new realities, mitigate risks, and seize opportunities, ensuring long-term resilience. |
8 Workplace Trends That Will Define 2025
Forbes By Bernard Marr
Summary: By 2025, eight emerging workplace trends have the potential to reshape how we work. Reskilling and upskilling will be critical as AI and automation evolve job requirements, while the four-day workweek is gaining traction for improving work-life balance and productivity. The gig economy is expected to grow, with professionals seeking more flexible, project-based work. Human-machine collaboration will redefine productivity, requiring skills like emotional intelligence and strategic thinking. Leadership models are shifting toward empathy and talent development, while immersive online platforms could transform remote work. AI is likely to play a growing role in HR, streamlining processes and freeing up strategic focus, and hybrid work is becoming the default as flexibility proves essential in attracting top talent. Organizations that adapt to these trends will be better positioned for future success. |
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LEADERSHIP AND CULTURE
C-SUITE
EMPLOYEES
A.I. AND TECHNOLOGY
CORPORATE RESPONSIBILITY
INCLUSION, DIVERSITY, EQUITY, BELONGING
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