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Collaborative-Culture

Collaborative-Culture

Auteur(s): Kristine Gentry and Monica M. Smith
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Collaborative-Culture: Bridging Perspectives, Building Stronger Teams

Culture shapes how we live, work, and collaborate—yet it remains one of our most misunderstood and underutilized assets. Collaborative Culture explores what culture truly means in our workplaces and across societies, revealing how it powers organizational and community success.

Hosted by cultural intelligence experts Dr. Kristine Gentry (Culture Grove) and Monica Smith (Tradewind Consulting), this podcast creates a forum for transformative conversations about the intersection of culture, leadership, and human connection.

Through candid interviews with thought leaders, revealing case studies, and proven strategies, we examine:

  • Building cultures that ignite collaboration and breakthrough innovation
  • Mastering cross-generational and cross-cultural workplace dynamics
  • Navigating the fine line between cultural appreciation and appropriation
  • Developing global leadership dexterity in our interconnected world
  • Preparing for the evolving future of work and its impact on teams
  • Implementing practical techniques for cultivating inclusive environments


For business leaders, people managers, HR professionals, and culture enthusiasts, this podcast challenges conventional thinking while delivering actionable insights to help you build environments where everyone thrives.

Culture isn't just a concept—it's your competitive advantage. Join us as we explore how to create cultures that work.

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

Collaborative Culture Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Économie
Épisodes
  • 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@gmai.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@gmai.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
  • RTO Won’t Save You: Why Culture Can’t Be Mandated

    RTO Won’t Save You: Why Culture Can’t Be Mandated
    Oct 22 2025

    Show description

    RTO isn’t a culture strategy. It’s a seating chart. In this episode, Monica M. Smith (Tradewinds Career Consulting) and Dr. Kristine Gentry (Culture Grove) unpack why so many “back to the office for culture” mandates fall flat and what actually builds connection, trust, and performance. We explore the post-pandemic “great realignment,” the comfort vs. culture trap, and how leaders can replace visibility theater with systems that drive clarity, accountability, and belonging, wherever people work.

    If you’re a CEO, CHRO, or people leader wrestling with hybrid/remote decisions, this conversation gives you a practical lens: treat culture as an operating system based on values that impact beliefs, behaviors, and structures.

    Show notes & timestamps

    01:10 — Why RTO now?

    Real estate pressures, investor optics, and nostalgia meet employee agency and flexible norms forged during COVID.

    02:30 — “Culture” vs. comfort

    Leaders often conflate seeing people with leading people. Visibility ≠ value. Proximity ≠ performance.

    08:55 — Performative culture in action

    From shutting off Slack comments to perks as distraction—the difference between branding and behavior.

    22:40 — What employees actually feel

    Why authenticity beats slogans—and why perks can’t paper over weak systems.

    26:45 — What’s working now

    Trust, outcome clarity, conflict skills, manager coaching, reasonable workload boundaries, and belonging across locations.

    33:30 — From perks to infrastructure

    “Don’t smoothie-bar your way to trust.” Build processes, rituals, and decision rules people can rely on.

    40:50 — RTO + the DEI rollback

    Two control moves dressed in “culture” language; why uniformity undercuts belonging and results.

    43:40 — The bottom line

    If you lack trust, communication, and alignment, being in the same room just magnifies dysfunction.

    If you build systems that reinforce values, culture spreads—regardless of location.


    Key takeaways

    • Policy isn’t culture. Returning bodies to buildings won’t fix misaligned beliefs, behaviors, and structures.
    • Clarity beats proximity. Define outcomes and operating norms; stop using attendance as a performance proxy.
    • Model > mandate. Executives must live the values; managers can’t carry what leaders won’t model.
    • Build systems, not perks. Trust grows from consistent processes (decision rights, conflict norms, workload boundaries), not smoothie bars.
    • Flexibility is strategy. Treat hybrid/remote as a talent and performance advantage—not a concession.
    • Belonging ≠ sameness. Design for contribution across locations and life stages; uniformity erodes inclusion and innovation.

    Call to action

    If this sparked ideas or debate, share the episode with a colleague and bring one prompt to your next leadership meeting:


    “What system, if we improved it this month, would most increase trust across our team?”


    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@gmai.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.
    Voir plus Voir moins
    45 min
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