Transformation in workplace culture often depends on two related concepts: systematic and systemic change. Systematic change refers to thorough, widespread transformation within the framework of an organization. In contrast, systemic change recognizes the historical context in which these systems have functioned, alongside the engrained, often subconscious, biases present within them.

The human journey of self-actualization, growth, evolving to one’s highest potential — it's the foundation of every good story. Why? Because regardless of gender, age, race, ability, or income, we all have the potential to rise, to meet and embody our best selves. I’ll let you in on a little secret though — the key to this transformation isn’t found in external factors, it’s found in the cultivation of a human first mindset.

The human first mindset is a conscious decision to prioritize the wellbeing of individuals, fostering an environment where people feel valued, supported, and encouraged to grow. Imagine a workplace that prioritizes the human experience, that celebrates the struggles, the triumphs, and the interconnectedness of us all. This is where self actualization blooms, celebrating the potential of humanity, and uplifting the beauty of our collective journey.

You’ve heard the news (I’ve even shared it before) — recent allegations against the work environment on The Kelly Clarkson Show serve as a stark reminder that toxic workplace culture is a pervasive issue impacting all industries. The news underscores the importance of fostering a culture rooted in respect, integrity, and transparency to ensure employees feel valued and safe.

Belonging that feels like it has to be earned because culture or society has signaled over and over again that you’re an outsider is not belonging at all. It’s a culture that lacks inclusion and equity.

In an era of hustle culture and rampant burnout, employees are searching for ways to balance productivity and personal wellbeing. We saw this through the internet’s “Quiet Quitting” trend — now, we’re seeing it through "Bare-Minimum Monday."

Unlike Quiet Quitting, which involves employees disengaging from their roles without formally quitting, Bare-Minimum Monday is a proactive practice. It encourages employees to prioritize self-care on the first day of the workweek, aiming to foster a healthier work-life balance while improving overall wellbeing.

Moving away from micromanagement and towards empowerment not only improves the employee experience, it helps retain top talent by letting them fully express their gifts and abilities.

Now more than ever, identifying and nurturing leaders in the workplace is essential. With the level of uncertainty and turbulence present in so many organizations, we need leaders who can use emotional intelligence and high-level people skills to help employees face challenges in a healthy way.

Decades of conversation on corporate responsibility, diversity and inclusion, ESG, and social justice have been increasing the heat. Passion around climate change, corporate culture, and the mental health crisis at work have also contributed greatly.

Some companies quickly felt the rising temperature from the media and employees and took action. For a select few, their work had already begun, driven by a larger sense of responsibility. But many companies continue to simmer in the heat, delaying action until their hand is forced.

We need to reframe our idea of creating a valuable and impactful employee experience that also considers the human experience as extras or perks. I think people are less likely to work for a place that doesn't offer an experience that enriches their life in some way."

Humans are the heartbeat of an organization’s success and its culture.

But traditionally we haven’t built businesses or business practices with humans/the employees in mind.