Dear Culturati Insider,
RIP to the ghosts of acronyms past.
This year, businesses have tried burying DEI... ESG... But we know these principles aren't dead, and we're only saying goodbye to hollow pledges and the bloated bureaucracy. What's rising is a hunger for action, accountability, authenticity, and alignment...substantive efforts that go beyond performative gestures.
RIP DEI. We say reviving through Resilience. Impact. Purpose.
RIP ESG. We breathe life through Resolve. Integrity. Prudence.
And while it is true that our organizations are facing data overload, employees are trapped in 'boreout' limbo, and there's a pressing need for genuine human connection and skills development, leaders can reanimate the essentials by activating self-responsibility to grow accountability and build trust, purposeful play to spark innovation amid disruption, and actionable feedback to truly drive change.
No gimmicks, no gloom—just cultures that come back stronger.
Conviction never dies,
Myste Wylde, COO
On October 24th, Rev. Steven Tomlinson, Ph.D. and Dr. Anthony Baker of Seminary of the Southwest explored Thomas Aquinas’s three levels of prudence—false prudence (effective but morally lacking), imperfect prudence (good but limited in scope), and true prudence (promoting universal human flourishing)—as applied to modern issues like AI, remote work, and diversity. Leaders are encouraged to pursue true prudence, aligning decisions with the common good to foster workplaces that enhance both professional effectiveness and human well-being, benefiting business and society alike.
Turn Employee Feedback into Action
Harvard Business Review By Culturati Scholar Ethan Burris, Benjamin Thomas, Ketaki Sodhi, and Dawn Klinghoffer
Summary: Turning employee feedback into action requires a clear, strategic approach, yet leaders often struggle with data overload and lack integration. Research with 20 multinational firms reveals seven key steps: centralizing feedback processes, ensuring employees feel heard, identifying root causes, safeguarding privacy, managing conflicting views, addressing difficult feedback, and following up meaningfully. By streamlining data collection, fostering transparent communication, and prioritizing actionable insights, leaders boost engagement, reduce attrition, and drive sustained business impact. |
Tackling Disruption Playfully
MIT Sloan Management Review By Scott D. Anthony
Summary: Purposeful play shifts disruption from threat to opportunity, enabling executives to experiment and build new skills without the pressures of performance. Unlike performance, which focuses on achieving excellence, and practice, which seeks skill improvement, play has no predefined outcome; it's a safe space for low-risk exploration and innovation. In navigating rapid change, such as with AI, purposeful play allows teams to experiment freely, discover insights, and build capabilities in a flexible, low-stakes environment. Encouraging this approach fosters adaptability, creativity, and resilience, equipping organizations to thrive in times of disruption. |
Personal Accountability Will Push You Forward and Help You Grow in Business and in Life — Here's How to Practice It
Entrepreneur By Collin Williams
Summary: Personal accountability is essential for growth, enabling leaders to learn from mistakes, strengthen relationships, and build resilience. Acknowledging errors openly, rather than deflecting blame, reduces tension, fosters trust, and allows for progress. Research shows that transparent ownership of actions cultivates respect, while attempting to explain away faults invites criticism. Practicing accountability involves seeking feedback, critically evaluating one’s work, and avoiding blame-shifting. Embracing constructive critique and learning from mistakes enables continuous improvement and bolsters credibility in business and life. |
It’s Not Just Bosses Who Crave Emotional Intelligence—Workers Are Desperate to Get Better at ‘Human Skills’
Fortune By Brit Morse and Emma Burleigh
Summary: Workers, not just leaders, are eager to develop 'human skills' like teamwork, communication, and emotional intelligence, with 65% valuing teamwork most, followed by communication (61%) and leadership (56%), per a Deloitte study. Despite this, only half feel their companies prioritize these soft skills over technical ones. Ignoring these capabilities risks stifling innovation and adaptability. Deloitte’s Anthony Stephan advises CHROs to listen closely to employee needs and offer human-centric training—through mentorships, apprenticeships, and social events—to equip all generations for success in a rapidly evolving workplace. |
Are You At Risk of 'Boreout’? Here’s How to Spot the Signs
Fast Company By Terence Mauri
Summary: Boreout—chronic workplace boredom and disengagement—is an emerging threat to productivity and well-being, often driven by excessive bureaucracy, repetitive tasks, and lack of purpose. While 75% of U.S. employees report burnout, a less-discussed issue is boreout, which can cause stress, depression, and high turnover. Leaders who ignore boreout risk fostering complacency and 'Somebody Else’s Problem' (SEP) cultures, which stifle innovation and adaptability. Combatting boreout requires leaders to cut bureaucratic overload—especially endless meetings—and foster trust-led, curiosity-driven work environments where meaningful growth and resilience can thrive. |
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LEADERSHIP AND CULTURE
C-SUITE
EMPLOYEES
A.I. AND TECHNOLOGY
CORPORATE RESPONSIBILITY
INCLUSION, DIVERSITY, EQUITY, BELONGING
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