Épisodes

  • Assessments Aren’t Culture: Stop Looking for a Quick Fix

    Assessments Aren’t Culture: Stop Looking for a Quick Fix
    Feb 18 2026
    Episode overviewIn this episode of Collaborative Culture, Dr. Kristine Gentry and Monica Smith tackle a common misconception in workplace culture efforts: the belief that a single assessment, survey, or workshop can “fix” culture. Together, they break down why popular tools like Myers-Briggs, CliftonStrengths, DISC, Hogan, Enneagram, and Working Genius can be useful, but only as inputs, not solutions.Kristine and Monica unpack what culture really is (how work gets done), why leaders often misdiagnose culture issues as isolated “people problems,” and why real change requires understanding the lived experience of employees across roles, levels, and locations. They share practical examples, from multicultural team dynamics to frontline workflows, and make a clear case for culture work that’s collaborative, ongoing, and designed for sustained behavior change.Show notesWhat we’re unpacking todayWhy “culture work” means wildly different things to different leadersThe difference between tools that build self-awareness and work that changes cultureWhy leaders keep reaching for quick fixes, and why those fixes often failThe assessments everyone loves (and what they’re actually good for)Monica names a few common ones you’ll recognize:Myers-Briggs (MBTI)CliftonStrengthsDISCHoganEnneagramWorking GeniusKey point: These can build shared language, self-awareness, and teamwork, but they’re not culture by themselves.The core distinction: tools vs. cultureKristine defines culture clearly:Culture is how work gets doneIt’s the shared beliefs, values, and behavior patterns that drive results (or block them)So when leaders say “we have a culture problem,” they may actually mean:teamwork breakdownsengagement issuesDEI tensioncross-cultural misunderstandingsperformance or retention problemsThose may relate to culture, but they aren’t solved by a single off-the-shelf assessment.The “culture assessments” problemKristine calls out a major issue: many products labeled “culture assessments” are actually measuring something else, like:employee engagement (important, but not the whole culture)psychological fit for a role (not culture — and can encourage monoculture thinking)Bottom line: If it doesn’t meaningfully engage values, behavior, and how decisions get made, it’s not capturing culture.Monica’s “culture on demand” idea (super practical)Monica introduces “house rules” for projects — especially in global teams — like:defining what “yes” means across communication stylessetting norms for honest timeline updates (“tell me as soon as you know it’ll slip”)designing brainstorming so quieter cultures still contribute (e.g., written ideas submitted first)This is culture work that’s built for the work, not just discussion.Kristine’s reminder: observation mattersKristine shares a powerful example from nurse-shadowing research:leadership assumed nurses used in-room computers for chartingobservation showed nurses rarely used them, creating their own systems insteadleadership was shocked — and it changed what “the problem” even wasTakeaway: you can’t fix what you haven’t actually seen.The “band-aid” trapBoth land the plane here:If a company runs engagement surveys and ignores results, it can hurt trustIf values are created for leaders and stuck on a wall, nothing changesIf workshops don’t lead to new habits, you’re just paying for a moment — not outcomesThe episode takeawayAssessment tools are fine — even great — as step one.But sustainable culture change requires:diagnosis beyond surveys (data + interviews + observation)shared clarity on values and prioritiesbehavior change over timeleaders who stay accountable instead of outsourcing culture to HRThanks for Listening!We’d love to hear from you.Kristine Gentry, PhDkgentry@culturegrove.com🌐 www.culturegrove.com🔗 LinkedIn: Kristine McKenzie GentryMonica M. Smithtradewindscareerconsulting@gmail.com🌐 www.tradewindscareerconsulting.com🔗 LinkedIn: Monica Mary SmithIf you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams. Hosted on Acast. See acast.com/privacy for more information.
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    36 min
  • A Dysfunctional Culture is a Liability Risk & an Asset Destruction Machine

    A Dysfunctional Culture is a Liability Risk & an Asset Destruction Machine
    Feb 4 2026

    In this episode of Collaborative Culture, Kristine Gentry and Monica M. Smith sit down with Wendy Woolfork, founder of Purpose Walk, to explore what it really takes to build resilient, high-performing workplaces in a world defined by volatility, pressure, and constant change.


    Wendy shares how she helps senior leaders and teams identify the “behavioral tripping hazards” that quietly break collaboration—everything from leadership competency gaps and relationship breakdowns to culture norms that punish honesty or reward toxic high performance. Together, they unpack why culture can’t be outsourced to HR, why it’s a CEO-level responsibility, and how leaders can move from insight to sustained behavior change.


    If you’re navigating friction, retention challenges, or leadership strain, and you’re ready to treat culture like the operating system it is, this conversation is for you.


    Show Notes (with segments + takeaways)
    What We Cover

    Welcome + Introductions

    • Kristine and Monica set the stage: purpose, values, and culture as forces shaping workplace dynamics.
    • Wendy shares her “born ready” origin story—helping people spot the behavioral hazards that keep organizations from accessing their best.

    Sector-agnostic work, universal issues

    • Wendy explains why culture work translates across industries because the friction patterns are universal.

    Why clients call Wendy

    Calls typically come when culture-related hurdles become unignorable:

    • Relationship breakdowns
    • Leadership gaps
    • Mis-hires and downstream impact
    • Retention and performance disruption
    • Reputation and operational drag

    Who actually owns culture

    • A key thread: the “culture is HR’s job” idea doesn’t hold up in practice.
    • Wendy is most often engaged by senior leadership—CEOs, heads of operations, department leaders—which aligns with the core premise: culture is everyone’s job, and ultimately a leadership responsibility.

    Wendy’s approach: truth-telling, truth-hearing, and closing the gap

    • Wendy walks through her framework:
    • Current state → desired state → gap identification
    • Naming the reality requires truth-telling and truth-hearing

    A standout reframe: culture as fiduciary responsibility

    Wendy offers a compelling executive-level argument:

    • A CEO has a duty to protect and grow organizational assets.
    • Culture is the operating system that determines whether investments succeed or fail.
    • A dysfunctional culture becomes a liability risk and an “asset destruction machine.”
    • Kristine ties it to a constant leadership blind spot: treating culture like a soft skill instead of a strategic driver of business outcomes.

    From insight to action

    Monica asks the practical question: how do you convert leadership reactions into execution?

    Wendy’s answer centers on consequence:

    • Make the cost of inaction visible
    • Confirm leadership willingness to disrupt what’s not working

    • Newsletter: Build a workplace that works (shared via her LinkedIn presence)


    Thanks for Listening!

    We’d love to hear from you.


    Kristine Gentry, PhD

    kgentry@culturegrove.com

    🌐 www.culturegrove.com

    🔗 LinkedIn: Kristine McKenzie Gentry


    Monica M. Smith

    tradewindscareerconsulting@gmail.com

    🌐 www.tradewindscareerconsulting.com

    🔗 LinkedIn: Monica Mary Smith


    If you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams.

    Hosted on Acast. See acast.com/privacy for more information.
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    30 min
  • AI Anxiety at Work: How Leaders Separate Signal from Noise (and Keep Trust Intact)

    AI Anxiety at Work: How Leaders Separate Signal from Noise (and Keep Trust Intact)
    Jan 21 2026
    Everyone’s talking about AI and a lot of people are quietly panicking. In this episode of Collaborative Culture, Kristine Gentry (Culture Grove) and Monica Smith (Tradewinds Career Consulting) unpack how leaders can separate signal from noise in AI transformation without torching trust, morale, or the talent you can’t afford to lose.We get practical in three high-impact areas: (1) what the C-suite must do to align AI with purpose, values, and the real way work gets done, (2) how culture can either build momentum or become mutually destructive with transformation efforts, and (3) what employees can do right now to stay marketable and become the “best human in the loop.”Along the way: real talk on shaky ROI, training gaps, worst practices we’re seeing in the wild, and why critical thinking and “liberal arts skills” may be exactly what the AI era demands most.Show notesWhat we coverAI anxiety is real — and it’s not irrational: unclear strategy, unclear skills, unclear career paths.Signal vs. noise in 3 areas: enterprise leadership, culture as momentum (or sabotage), and employee partnership in adoption.Reality check on adoption & ROI (as cited in the episode): usage is rising, satisfaction with training is lagging, and meaningful ROI remains elusive for many initiatives.Best practices: “Speed to sustainability,” trust-building, transparency, readiness, and aligning AI to an operating model—not just tools.Worst practices: mandating innovation without upskilling, overbuilding infrastructure without pilots, punishing failure in an experiment-driven process, and cutting headcount based on assumptions instead of redesigned work.Humans in the loop: oversight, judgment, bias monitoring, risk controls, data governance, validation, and quality.Talent risk: your AI-capable people are highly recruitable—culture and opportunity determine whether they stay.Perspective reset: we’ve lived through major innovation waves (Y2K → cloud → social platforms → short-form video). AI is another wave—leaders decide whether the organization rides it or gets crushed by it.Career marketability: why critical thinking, creativity, systems thinking, communication, and self-directed learning are becoming baseline “hard skills.”Memorable moments & lines“Putting a Ferrari engine on a donkey cart” — why layering AI onto legacy systems often collapses.“Be the best human in the loop” — the episode’s North Star for employees and leaders alike.00:00–02:00 — AI anxiety + “signal vs. noise” framing (and a quick, funny opening correction)02:00–06:15 — Stats + what employees are feeling (training gaps, uncertainty, morale)06:15–12:25 — Best practices: trust, transparency, readiness, leadership communication, and “human in the loop”12:25–16:55 — Worst practices: mandates without enablement, punishing failure, one-way communication, layoffs-by-spreadsheet16:55–19:45 — Innovation waves perspective: how organizations normalize disruption24:45–28:30 — Aligning AI with purpose/values + change leadership that reduces fear and resistance28:30–35:45 — Marketability skills + education debate (STEM vs. critical thinking disciplines) + wrap/CTANames and sources mentioned in the episodeTay Bannerman — “speed to sustainability” framingLinaura Aliera (ThoughtWorks) — focus on operating model, org design, culture, and adoptionBCG & MIT (referenced in-episode for AI adoption/ROI context)Gartner innovation curve / J-curve (innovation hype cycle perspective)Jessica Kriegel & John Fresh (referenced re: education/workforce predictions)Listener takeawayIf your AI strategy is being experienced as fear + silence + headcount cuts, you’re not “innovating,” you’re training your culture to resist. Leaders who win this era treat culture as the operating system: clear purpose, honest communication, safe-to-learn experimentation, and visible investment in people who make AI usable.Call to actionMention this episode for a free 30-minute consultation with either host.Thanks for Listening!We’d love to hear from you.Kristine Gentry, PhDkgentry@culturegrove.com🌐 www.culturegrove.com🔗 LinkedIn: Kristine McKenzie GentryMonica M. Smithtradewindscareerconsulting@gmail.com🌐 www.tradewindscareerconsulting.com🔗 LinkedIn: Monica Mary SmithIf you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams. Hosted on Acast. See acast.com/privacy for more information.
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    32 min
  • Culture Signals: The 2025 Recap and the 2026 Forecast Leaders Need

    Culture Signals: The 2025 Recap and the 2026 Forecast Leaders Need
    Jan 7 2026
    Episode summaryA text message at 3 a.m. telling employees to check their personal email before work. That’s not just a layoff story. It’s a culture story. In this first episode of 2026, Dr. Kristine Gentry and Monica M. Smith unpack how the way organizations handle “hard moments” (layoffs, RTO mandates, and AI messaging) shapes trust, retention, and long-term brand reputation. They also explore how global tensions, including widening perception gaps between the U.S. and Germany, are showing up inside multinational workplaces. What you’ll hear in this episodeWhy how layoffs happen becomes workplace “folklore” and damages psychological safety for the people who stayThe real issue with RTO mandates framed as “culture” (and what Nick Bloom’s research suggests instead) Why AI is being used as a narrative for workforce reductions even while many enterprise pilots aren’t showing measurable returns yet A global trust gap case study: Germans’ views of the U.S.-Germany relationship shift sharply negative, while Americans remain largely positive 2026 predictions: the “long tail” of 2024–2025 decisions, what talent will remember, and what leaders should do in Q1Chapters (timestamps)00:00 – Cold open: The 3 a.m. text and the trust fallout00:33 – Welcome + what this episode covers02:20 – Layoffs as a culture signal: “hard moments” become folklore09:20 – RTO is back: Why “culture” isn’t solved by proximity13:30 – Women leaving the workforce: the caregiving + flexibility collision15:30 – AI as scapegoat: why the messaging is already reshaping culture 20:05 – Germany + the U.S.: trust perception gaps and global team impact 26:10 – 2026 predictions: what changes, what doesn’t, what lingers41:30 – Practical takeaways for leaders (Q1 action list)45:05 – Closing question: “What story will people tell in 2030?”Key takeaways (your “do this Monday” list)Audit your hard moments. Review how you handled layoffs, restructures, and major change, then ask employees how it landed.Treat AI + RTO as culture decisions. Name the behaviors your policies reinforce and run experiments instead of mandates.Get honest about the global context. If you lead across borders, don’t pretend politics and perception gaps aren’t in the room — build a fair way of working together anyway. Sources & references mentioned Amazon laid off some employees with early-morning text messages Study finds hybrid work benefits companies and employeesMIT report: 95% of generative AI pilots at companies are failingPew Research Center: German views of the U.S.-Germany relationship turning sharply negative in 2025 Thanks for Listening!We’d love to hear from you.Kristine Gentry, PhDkgentry@culturegrove.com🌐 www.culturegrove.com🔗 LinkedIn: Kristine McKenzie GentryMonica M. Smithtradewindscareerconsulting@gmail.com🌐 www.tradewindscareerconsulting.com🔗 LinkedIn: Monica Mary SmithIf you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams. Hosted on Acast. See acast.com/privacy for more information.
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    38 min
  • When Engagement Metrics Fail: What to Measure Instead

    When Engagement Metrics Fail: What to Measure Instead
    Dec 17 2025
    Episode Description

    Most organizations are drowning in dashboards—engagement scores, turnover reports, productivity trackers, badge swipes, time in office. But how much of that data actually tells you anything real about your culture?


    In this episode of Collaborative Culture, Monica Smith and Dr. Kristine Gentry kick off Part 2 of their “Metrics That Matter” mini-series by breaking down the difference between numbers that look impressive and metrics that actually help you lead. They explore three levels of data—counting, trending, and driving—and show how each can either stay superficial or become a powerful signal about the health of your culture.


    Monica and Kristine walk through four culture-focused metrics leaders should be watching: purpose alignment, leadership listening/feedback loops, values-driven decision-making, and a cultural diversity index that goes beyond headcount. Along the way, they unpack why culture metrics are not about policing activity (hello, badge tracking) but about gaining clarity, so you can spot issues early, support your people, and improve performance.

    If you’re tired of chasing vanity metrics and ready to design measures that actually reflect how your culture is working, this one’s for you.




    Show Notes – Episode 13

    In this episode, Monica and Kristine cover:

    • 🎧 From “metrics mirage” to metrics that matter
    • 📊 Three types of data: counting, trending, and driving
    • 🚨 Signal vs. noise in culture measurement
    • 🧭 Metric #1: Purpose alignment score
    • 👂 Metric #2: Leadership listening & feedback loops
    • 🧱 Metric #3: Values-driven decision-making
    • 🌍 Metric #4: Cultural diversity index (beyond headcount)
    • 📉 Leading vs. lagging indicators in culture
    • 🧪 Quant + qual: Numbers and narratives
    • 🎯 The real purpose of culture metrics


    If you enjoyed this episode, follow Collaborative Culture and share it with a leader or team who’s ready to move beyond vanity metrics and start measuring what truly matters.


    For more information on the MBL baseball cap fiasco: https://frontofficesports.com/mlb-angels-astros-rangers-tetas-hats/

    Thanks for Listening!

    We’d love to hear from you.


    Kristine Gentry, PhD

    kgentry@culturegrove.com

    🌐 www.culturegrove.com

    🔗 LinkedIn: Kristine McKenzie Gentry


    Monica M. Smith

    tradewindscareerconsulting@gmail.com

    🌐 www.tradewindscareerconsulting.com

    🔗 LinkedIn: Monica Mary Smith


    If you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams.

    Hosted on Acast. See acast.com/privacy for more information.
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    40 min
  • Beyond Dashboards: Rethinking HR Data for Real Culture Insight (Metrics That Matter, Part 2)

    Beyond Dashboards: Rethinking HR Data for Real Culture Insight (Metrics That Matter, Part 2)
    Dec 4 2025

    In Part 2 of our Metrics That Matter series, Kristine and Monica sit down with organizational psychologist Dr. Nicole Eisdorfer, founder of Truer Words, to unpack why so many HR and culture metrics feel useless, and what to do about it.

    Nicole blends HR practitioner experience with IO psychology research to explain why most HR data wasn’t designed to measure culture in the first place. She breaks down how default assumptions, legacy systems, and borrowed templates distort our metrics and offers practical ways to make your data “truer” so it actually supports trust, leadership, and culture.

    If you’ve ever stared at performance ratings, engagement scores, or dashboards and thought, “This doesn’t match reality,” this episode is for you.


    In this episode, we explore:
    • Nicole’s path from HR to “truer” culture work
    • Why most HR data is not “bad,” just mis-designed
    • Performance ratings, normal curves, and pretty dashboards that lie
    • “Treat your data as a mirror, not a measurement”
    • Inside Nicole’s ‘Making HR Data Truer’ worksheet
    • Trust, honesty, and naming flawed metrics out loud
    • The limits of engagement scores and eNPS
    • Template drift and the danger of “lift and shift” HR
    • AI, HR data, and the next generation of work
    • Leadership pipelines and why Gen Z isn’t rushing into management
    • HR’s strategic seat (without the impostor syndrome)


    Resources & Links
    • Making HR Data Truer – Worksheet by Dr. Nicole Eisdorfer
    • Use this practical tool to examine your HR data, spot flawed assumptions, and start building metrics that actually reflect reality.
    • 👉 https://www.culturegrove.com/resources/making-hr-data-truer
    • Connect with Dr. Nicole Eisdorfer
    • LinkedIn: https://www.linkedin.com/in/neisdorfer/
    • Substack: Truer Words – essays on culture, defaults, and organizational life


    This is Part 2 of our Metrics That Matter series on Collaborative Culture. If you’re rethinking how you measure culture, trust, and engagement—and how those metrics shape real decisions—this conversation with Nicole is a powerful place to continue the journey.

    Thanks for Listening!

    We’d love to hear from you.


    Kristine Gentry, PhD

    kgentry@culturegrove.com

    🌐 www.culturegrove.com

    🔗 LinkedIn: Kristine McKenzie Gentry


    Monica M. Smith

    tradewindscareerconsulting@gmail.com

    🌐 www.tradewindscareerconsulting.com

    🔗 LinkedIn: Monica Mary Smith


    If you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams.

    Hosted on Acast. See acast.com/privacy for more information.
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    38 min
  • Metrics that Matter, Part 1: The Culture Metrics Mirage

    Metrics that Matter, Part 1: The Culture Metrics Mirage
    Nov 19 2025
    Episode SummaryIn this first episode of our three-part Metrics that Matter series, Kristine and Monica pull back the curtain on how organizations are trying (and often failing) to measure culture. They walk through the real business case for culture, revenue growth, turnover savings, and performance, and then dig into why most “culture metrics” are actually measuring something else entirely. From employee engagement scores and eNPS to “culture surveys” that only test role fit, they unpack how well-intended tools turn into a metrics mirage that leaders game rather than learn from. You’ll walk away with a sharper lens on which numbers to question, what’s missing from your dashboards, and why purpose and behavior—not feel-good scores—belong at the center of how you measure culture.Show Notes0:00 – Welcome & Series SetupMonica and Kristine kick off Part 1 of a three-part series on Metrics that Matter.Why this series: every company says culture is important, but when it comes to measurement, most are either guessing or gaming.Today’s focus: naming the problem and the “metrics mirage” so future episodes can dive into better solutions.2:30 – Why Culture Actually Matters (Beyond the Buzzwords)Kristine lays out the business case for culture:Studies showing companies with strong, values-aligned cultures significantly outperform peers on revenue and stock performance.Cost savings in recruitment, onboarding, training, and preserved institutional knowledge.5:45 – Why Culture Is So Hard to MeasureMonica contrasts culture with finance and operations:In finance, the drivers are clearer: a couple of questions can tell you what’s going on.With culture, leaders face nuance, ambiguity, and multiple overlapping human factors.17:10 – When “Culture Surveys” Aren’t Actually About CultureKristine describes tools marketed as “culture surveys” that:Are really measuring psychological fit to a specific job.Or are primarily engagement, safety, or satisfaction tools dressed up with the word “culture.”23:00 – AI, Talent, and the Skills Culture Needs NextMonica and Kristine connect culture metrics to the future of work and AI:Organizations will need people who can think critically, structure problems, write clearly, and challenge assumptions, often from liberal arts and social science backgrounds.Anthropology and other non-STEM disciplines bring nuance, research skills, and bias-awareness that are crucial for using AI well.26:15 – So… What Do You Do with All This?What are you currently measuring and what does it actually tell you?Is the data actionable, or just “interesting”?Are you incentivizing scores or real behavior change?Are you building culture for a list—or for your people and purpose?Preview of Parts 2 and 3:In upcoming episodes, Kristine and Monica will dig into metrics that truly matter for culture and performance and offer more concrete approaches for leaders who want better dashboards, not bigger mirages.Call to ActionReflection prompt for listeners:This week, pull up the “culture” or “people” metrics your organization is tracking.Which ones are truly about values, beliefs, and behaviors?Which ones can be easily gamed?Which ones actually change the decisions you make?Thanks for Listening!We’d love to hear from you.Kristine Gentry, PhDkgentry@culturegrove.com🌐 www.culturegrove.com🔗 LinkedIn: Kristine McKenzie GentryMonica M. Smithtradewindscareerconsulting@gmail.com🌐 www.tradewindscareerconsulting.com🔗 LinkedIn: Monica Mary SmithIf you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams. Hosted on Acast. See acast.com/privacy for more information.
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    28 min
  • From Resistance to Resilience: Leading AI Adoption Through Culture — with Madhuri Kumar

    From Resistance to Resilience: Leading AI Adoption Through Culture — with Madhuri Kumar
    Nov 5 2025

    It’s our 10th episode and our first guest! Dr. Kristine Gentry (cultural anthropologist and founder of Culture Grove) and co-host Monica M. Smith (intercultural leadership expert and founder of Tradewinds Career Consulting) sit down with Madhuri Kumar, a global talent executive who has led culture, change, and people strategies across Fortune 500s (GE, Halliburton), tech and health tech, nonprofits, and higher ed (UT Austin, University of Houston). With a Wharton Global CXO certification and doctoral work in leadership of change, Madhuri helps enterprises architect human-centered AI adoption that fuels growth, resilience, and innovation.


    What we cover
    • Why this AI wave is different: GenAI is employee-led and pervasive. Policy, trust, and enablement must catch up.
    • Culture as the multiplier: High-trust, resilient cultures experiment, learn fast, and adapt together.
    • Leaders’ playbook for AI change: Transparent comms, clear timelines, shared language, safe experimentation, and real feedback loops.
    • Resilience over fear: Treat AI as a people and trust challenge, not only a tech rollout.
    • A practical model in the wild: How broad AI fluency and employee autonomy (e.g., weekly share-outs, hackathon rituals) accelerate adoption.
    • Jobs & skills are shifting: Entry-level tasks are automating; upskilling and role redesign can move people into higher-value work.
    • Quality & ethics: Prompt engineering, bias checks, and data validation are new must-have capabilities.
    • HR tech reality check: Messy, bolt-on data stacks meet a moment where AI can finally help clean and personalize (e.g., adaptive L&D).
    • ROI truth: Many orgs use AI; far fewer see returns. Culture and clarity of use-cases make the difference.

    Chapter guide
    • 00:00 Welcome, milestone 🎉 & intro to our first guest
    • 03:20 Madhuri’s origin story: learning the “math of change” across cultures
    • 08:17 How AI differs from past transformations (employee-led, faster, broader)
    • 14:00 Resilience & trust as the real adoption currency
    • 17:30 Building shared language & autonomy (AI fluency programs, show-and-tell rituals)
    • 28:28 Prompting as power; where humans stay superior (for now)
    • 31:32 Bias, ethics, and responsible AI in people practices
    • 38:37 Rituals that scale learning: demos, hackathons, open houses
    • 42:12 Adoption ≠ ROI (yet): why culture bridges the gap

    Join the Collaborative Culture community

    New episodes every other Wednesday on Apple Podcasts, Spotify, and wherever you listen. If today’s conversation sparked ideas for your team’s AI journey, connect with Kristine at Culture Grove to explore an AI-ready culture audit or leadership session. Or connect with Monica at Tradewinds Career Coaching to obtain training, guidance, and coaching for global leaders and their culturally diverse teams

    Thanks for Listening!

    We’d love to hear from you.


    Kristine Gentry, PhD

    kgentry@culturegrove.com

    🌐 www.culturegrove.com

    🔗 LinkedIn: Kristine McKenzie Gentry


    Monica M. Smith

    tradewindscareerconsulting@gmail.com

    🌐 www.tradewindscareerconsulting.com

    🔗 LinkedIn: Monica Mary Smith


    If you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better teams.

    Hosted on Acast. See acast.com/privacy for more information.
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    45 min