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On Culture: Kale, Clarity, and Other Aspirations

Writer's picture: Myste WyldeMyste Wylde


Dear Culturati Insider,


Every January, I declare—this will be the year of daily workouts, meditating before emails, and meal prepping. But by February, Raya’s the only 'downward dog' the yoga mat has seen, Headspace reads, "I tried," and 'clean eating' means it came with a napkin.


Transformation, whether personal or organizational, rarely goes as planned. Big ambitions meet real life, and the messy middle—the space between vision and execution—tests our patience, resilience, and focus. It’s in this space that purpose becomes essential, guiding us through uncertainty by keeping the 'why' in sight.


Great organizations, like great resolutions, don’t thrive on complexity; they thrive on clarity. Aligning teams with a shared purpose creates momentum. Prioritizing employee well-being builds resilience. And using AI as a tool for insight—not just automation—turns technology into a true growth accelerator. Leaders who tune in, focus on what truly works, and shed what doesn’t are the ones who see real progress.


Now off to ignore my own advice (and attempt to rescue the kale),


Myste Wylde, COO


 

Thriving Workplaces: How Employers Can Improve Productivity and Change Lives

McKinsey & Company

By Brooke Weddle, Jacqueline Brassey, Shail Thaker, and Barbara Jeffery

 

Summary: Workplaces that prioritize employee health transform productivity into a competitive edge, with research from the McKinsey Health Institute and the World Economic Forum showing that holistic workforce health could generate up to $11.7 trillion in global economic value. This investment drives productivity, reduces absenteeism, enhances retention, and aligns with growing ESG priorities and stricter regulatory standards. However, only 57% of employees globally report good health, with disparities across industries and demographics, including women, younger workers, and underrepresented groups, underscoring the need for tailored interventions. Leaders must adopt a strategic approach that addresses both symptoms and root causes, leveraging AI and data analytics to track impact and embed wellness into organizational culture. By doing so, organizations can not only boost resilience and performance but also transform work into a source of life enhancement, unlocking human potential and delivering measurable financial and societal benefits.


 
Philosophy Eats AI

MIT Sloan Management Review

By Michael Schrage and David Kiron

 

Summary: Philosophy is emerging as a critical driver of AI innovation, shaping how systems reason, predict, and align with organizational goals. Insights on knowledge (epistemology), purpose (teleology), and representation (ontology) have historically fueled breakthroughs, from Turing’s foundational work on computation to Hinton’s advancements in neural networks. To maximize AI’s potential, leaders must embed rigorous philosophical frameworks into training, enabling purpose-driven, autonomous systems that enhance decision-making and deepen customer loyalty. The future of AI lies not in scaling technical capabilities alone but in leveraging philosophy as a strategic advantage to create meaningful, aligned, and effective technologies.


 
How to Effectively Manage a Multi-Generational, Tech-Driven Team

Entrepreneur

By Chris Kille

 

Summary: Managing a multi-generational, tech-driven team calls for respect, adaptability, and a focus on individual contributions over age-based assumptions. Leaders are aligning technology with tasks rather than demographics and providing training for all skill levels to ensure inclusivity. Many are fostering two-way feedback and cross-generational mentoring to drive collaboration and innovation. Teams benefit from hybrid workflows that integrate structure and flexibility. Building trust remains foundational, achieved through transparency, relationship-building, and clarity when introducing AI tools to enhance efficiency. By embracing conflict as a source of innovation and encouraging meaningful contributions, leaders are creating cohesive, high-performing teams ready for the future.


 
6 Questions to Find Out How Your Employees Are Really Doing

Harvard Business Review

By Rebecca Knight

 

Summary: To understand how your employees feel about their roles, work, and aspirations, leaders can focus on intentional one-on-one conversations with thoughtful, open-ended questions. With 60% of workers struggling with engagement and 20% feeling lonely (Gallup), these discussions can uncover deeper insights into their challenges and motivations. Ask questions that explore how they find meaning in their work, what drains or energizes them, and their long-term career goals. Build trust by listening actively, showing genuine care, and using what you learn to provide targeted support—whether it’s clarifying expectations, addressing roadblocks, or creating growth opportunities. Meaningful conversations like these can strengthen engagement, retention, and overall performance.


 
How to Break Through the Messy Middle of Transformation

Fast Company

By Sara Tate

 

Summary: Navigating the messy middle of transformation requires anchoring in a clear "why," amplifying strengths, and shedding unnecessary initiatives. To maintain momentum, consistently connect your purpose to current realities and ensure alignment with what matters most to your team. Focus on what’s working—build on successes rather than obsess over gaps, leveraging proven approaches like Appreciative Inquiry to energize teams and simplify strategies. Finally, create the capacity for change by cutting low-impact initiatives and freeing resources for meaningful progress. Transformation thrives on clarity, focus, and action—making 2025 a year of progress, not paralysis.



 

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