How to Get People to Give a Sh*t

My TEDx talk, “How to Get People to Give a Sh*t,” came out a couple of days ago!!!  

The goal? To slice through the corporate fluff and get real about what lights the fire of engagement and accountability. We’re bypassing the usual band-aids of incentives and “programs” to strike at the heart of the matter. This presentation was a call to arms for anyone ready to confront the uncomfortable truths and transform their workplace from the inside out.  It’s also about the visceral pain and irritation that we hear about every day: perceived chronic apathy.  

Armed with raw insights and frontline tales, it was about flipping the script, showing that a truly vibrant culture is about more than just perks—it’s about purpose, connection, and a shared drive to achieve something great. 

See the whole TEDx talk:

Elsewhere In Culture 

In the race to secure top generative AI talent, where tech companies offer million-dollar salaries and aggressive recruitment strategies, a pivotal factor stands out: company culture. Drawing on insights from the World Happiness Report, the key to happiness globally is social support, a testament to the value of a strong, positive culture. The 2023 Definitive Guide to Pay Equity reveals that pay equity, rather than the level of pay, is seven times more correlated with employee engagement. This highlights a crucial aspect: it’s the fairness of compensation in relation to peers that fosters genuine engagement among employees. 

Today’s younger workforce, concerned with broader societal issues and craving trustworthy leadership, places heightened expectations on businesses to act as forces for good. In this environment, the true battleground for AI talent transcends financial incentives to include the creation of an equitable, supportive, and mission-driven workplace. So, as tech firms vie for scarce AI experts, it becomes clear that fostering a culture where innovation, fairness, and community thrive is essential in attracting and retaining the bright minds poised to shape the future. 

I was recently interviewed on News Nation about Dell's Return-to-Office (RTO) policy, a topic that has sparked widespread debate about the future of our work culture, especially its impact on diverse groups like women and individuals with disabilities. During the interview, I emphasized that workplace culture extends beyond the confines of an office; it is crafted through experiences that shape our beliefs and actions. As organizations increasingly recognize this truth, I foresee a significant shift towards remote work, acknowledging that a culture of inclusion and flexibility can thrive without traditional physical boundaries. This discussion is especially timely, considering the changing dynamics of the workforce and the evolving expectations of employees in a post-pandemic world. 

The move by companies like Dell to implement or reinforce RTO policies raises important questions about how we define productivity and engagement within our teams. It's crucial to consider the diverse needs of our workforce, recognizing that policies affecting work location can disproportionately impact women and those with disabilities. As we navigate these changes, the future of work seems to be steering toward models that value flexibility, autonomy, and the well-being of employees. Predicting a continued rise in remote work over the next five years, it's evident that successful organizations will be those that adapt to these trends, fostering a culture that supports every employee's ability to contribute their best, irrespective of their physical work location.