Diversity and Inclusion

I can’t help but be a person that is incredibly nostalgic. As the holiday season approaches, I frequently think of my childhood days and the experiences that shaped me and made me the person I am today. While my memories at this time of year are appropriately focused on trick-or-treating in suburban Massachusetts as a youth, there are also memories that are more, let’s say…business-focused.

I’m lucky enough to have spent the past 18 years of my career at two firms (nearly 12 years with the famous Ardent Partners, the research parent of the Future of Work Exchange), however, before my foray into the world of human capital technology, the Future of Work movement, and talent management and technology research, I spent some time at companies with not-so-empathic leaders.

For example:

• A VP who told me that it wasn’t okay to say “How’s it going?” to another person if I hadn’t met them yet.
• A company owner who said that if I ever got tired, I wasn’t fit for a career in writing. (Let me know if you know someone that has never been or will never be tired…)
• Another company owner (same company, different owner) who said I had a “defeatist attitude” when I told him that I didn’t feel appreciated or valued enough after working 80+ hour weeks for a straight month after two employees quit.
• A CEO who said, after finding a single (one!) spelling error in a document that I produced (that totaled over 40 pages), that I needed to spend more time focusing and less time “theorizing” when writing, and;
• A certain company owner (twice on this list!) that told me that I “would never find anything out there” when I resigned and gave my two weeks’ notice.

The specific examples above all link back to one key element: a terrible workplace culture. Ardent Partners and Future of Work Exchange research has discovered that, over the past 12 months, 72% of businesses have taken steps to enhance workplace culture to better foster collaboration, engagement, diversity, and innovation.

Workplace culture isn’t just a nebulous concept anymore, but rather a true Future of Work state that affects talent acquisition, talent attraction, hiring success, brand awareness, and talent sustainability.

For too many years, I focused on those negative experiences, as well as my own professional mistakes. Sometimes they drove me to be better. Sometimes they hindered my progress. And, sometimes, they affected my mental health.

The mistakes and failures of the past, especially those stemming from poor leadership, can serve as invaluable lessons to shape the workplace cultures we strive for today. Rather than allowing past missteps to hold us back, we should use them to catalyze meaningful, positive change. Two years ago, ten years ago, or even twenty years in the past – the ideal workplace cultures we envision today should be informed by what we wish we had experienced back then. Reflecting on the shortcomings, pain points, and dissatisfactions of the past equips us to actively create the thriving, employee-centric environments we want to see now.

In today’s globalized, competitive business landscape, workplace culture has become a critical component of success. Elements like worker wellbeing, mental health support, employee experience, and overall company happiness are no longer optional – they are essential for retaining top talent, fostering innovation, and driving enterprise-wide prosperity.

Organizations that prioritize cultivating positive, enriching workplace cultures will be best positioned to thrive. By learning from past mistakes and intentionally shaping workplace cultures aligned with employee needs and values, companies can gain a competitive edge in attracting, developing, and retaining the best people.

The key is to let the lessons of the past propel us towards a better future, rather than allowing them to hold us back. With this mindset, the missteps of yesterday can become the catalysts for the workplace cultures of tomorrow.