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The future of Corporate has to look different
The future of Corporate has to look different
& We have to talk about it
The Culture of the Corporate environment as it is currently is simply not working. According to the State of the Global Workplace Research Summary conducted by Gallup, “the majority of the world’s employees continue to struggle at work and in life, with direct consequences for organizational productivity.” (P.3). With more employees reporting instances of “corporate trauma,” dissatisfaction at work and life, isn’t it time to start the conversation about going against the grain of “tradition” and leaning into the conversation not yet had – just because it has always been, does not mean it is the way it should always be. Let’s face this difficult conversation head on – together.
& We have to talk about it
The Culture of the Corporate environment as it is currently is simply not working. According to the State of the Global Workplace Research Summary conducted by Gallup, “the majority of the world’s employees continue to struggle at work and in life, with direct consequences for organizational productivity.” (P.3). With more employees reporting instances of “corporate trauma,” dissatisfaction at work and life, isn’t it time to start the conversation about going against the grain of “tradition” and leaning into the conversation not yet had – just because it has always been, does not mean it is the way it should always be. Let’s face this difficult conversation head on – together.
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Listen to these highly curated episodes
Let's Go Deeper
Let’s go deeper! I dive deeper into each episode of the Uncultured podcast to highlight parts that need a little more attention. Supporting data and metrics, along with relevant social commentary accompany snippets throughout the course of the week. The goal of this companion newsletter is to articulate in great detail the nuances of corporate culture that require refining, and how you can approach supporting, transitioning, OR exiting environments of corporations with clarified, confused, or non-existent corporate cultures.
Let's Go Deeper
Let’s go deeper! Each week on LinkedIn, I dive deeper into each episode of the Uncultured podcast to highlight parts that need a little more attention. Supporting data and metrics, along with relevant social commentary accompany snippets throughout the course of the week. The goal of this companion newsletter is to articulate in great detail the nuances of corporate culture that require refining, and how you can approach supporting, transitioning, OR exiting environments of corporations with clarified, confused, or non-existent corporate cultures.
If you’re in HR, employee engagement, or leadership—and something about this podcast keeps tugging at you…
You’re not imagining it.
That tension you feel? It’s not just content. It’s a mirror. A nudge. A call to rebuild what work could be.
UnCultured wasn’t created to entertain you.
It was created to challenge you. To spark the conversation that’s been sitting just below the surface in your team meetings, your strategy decks, and your gut.
Because deep down, you know:
❌️You can’t build a culture of innovation while managing people like robots.
❌️You can’t prioritize inclusion while tolerating misalignment.
❌️And you definitely can’t retain talent by burning them out quietly.
So if this show stirred something in you—follow that.
Not for me.
For the people who work under your leadership and are quietly wondering if this is as good as it gets.
This is your sign to lead differently.
We don’t just have to talk about culture.
We can rebuild it—from the inside out.
If you’re in HR, employee engagement, or leadership—and something about this podcast keeps tugging at you…
You’re not imagining it.
That tension you feel? It’s not just content. It’s a mirror. A nudge. A call to rebuild what work could be.
UnCultured wasn’t created to entertain you.
It was created to challenge you. To spark the conversation that’s been sitting just below the surface in your team meetings, your strategy decks, and your gut.
Because deep down, you know:
❌️You can’t build a culture of innovation while managing people like robots.
❌️You can’t prioritize inclusion while tolerating misalignment.
❌️And you definitely can’t retain talent by burning them out quietly.
So if this show stirred something in you—follow that.
Not for me.
For the people who work under your leadership and are quietly wondering if this is as good as it gets.
This is your sign to lead differently.
We don’t just have to talk about culture.
We can rebuild it—from the inside out.
