Introduction to 50 ConversationsTowards the end of last year, the team and I set an ambitious goal: Host 50 conversations with leaders across industries — all in the final 50 days of the year.
We wanted to both understand how executives and teams were navigating the ongoing changes in the workplace, and offer a safe space to reflect on their year together. Also as I continue leading this work, I knew I needed to put myself in the place of a “student” and listen to how others are helping their teams grow.
A Spirit of Camaraderie Most of these leaders were friends who’ve worked with Experience Institute or have inspired our work, so there was a prior relationship and trust. This wasn’t just some “research study” — it was more of a listening tour full of heart, deep reflection, and care. Below, I’ve summarized the incredible lessons that came from those honest conversations.
Let’s dive in:
Theme 1: Do whatever it takes to make work more human.
First, there was a resounding emphasis on empathy and fostering deeper personal connections in the workplace. During many of our conversations, we spoke about the importance of understanding the personal and professional challenges faced by leaders and the need to create space for one another to have an open, honest dialogue without judgment or fear.
More executives than ever are prioritizing wellbeing initiatives. There is a growing recognition that a healthy team is paramount to vibrant cultures, great work, inspiring innovation, and great collaboration. In other words, if people don’t feel like people, they break. It’s not just bad for business, it’s bad for everyone.
Theme 2: The best way to handle change is to create space for it.
So many challenges have surfaced over the past few years that are requiring teams to adapt faster than ever. Many conversations included discussions of market changes, technological advancements, and global uncertainties.
The solution we heard most was to create a consistent space for teams to work on the future of their companies amidst these changes. In these spaces — often leadership & development programs — teams who are invited to think creatively and pursue new ideas often rise to the occasion and bring others along with them. In other words, agility starts with the space and resources to try things differently.
Theme 3: Different is good. Really good.
Even though some leaders voiced concern around the lack of action in org-wide diversity initiatives — there was a real sense of joy and meaning around these efforts. Leaders acknowledged the value of diverse perspectives in driving better outcomes across their businesses and fostering workplaces that are more vibrant and full. And there is a palpable desire to continue advocating for inclusion and belonging because of both the short & long term impact those programs can have on people, teams, and society.
Of course, there were some challenges here too: ongoing buy-in, competing priorities, and challenging retention numbers for People of Color. But the message was clear, diversity is worth fighting for.
Theme 4: Growth begets growth. Stagnation begets stagnation. |
