Future of Work Advisory

The Disruptive Workplace: a new standard for best-in-class organizations

The collective reckoning people have experienced since 2020 about the role work plays in their lives, how they prefer to work and what they will no longer tolerate has forever changed knowledge work. Forward-thinking leaders understand that this is not a passing fad from which we will “go back to normal”. The biggest question these leaders are asking themselves: How can my organization adapt to win in the future? The answer: By throwing out the traditional blueprint and setting a new standard for what a best-in-class workplace looks like.

The Disruptive Workplace empowers employees to bring their best selves to work every day through:

  • Flexibility that lets them own their career

  • Building trust by fostering community with other employees

  • Designing healthy systems that put employee well-being front and center

As your advisor, I bring frameworks and tools for each of these principles. Through a hybrid approach of strategy work and coaching individual leaders, I help you get results in becoming the best-in-class workplace you know you can be.

Flexibility

  • Do your organization’s values and people strategy guide your flexible work policy, or do you instead offer flexibility to “check the box”? Purposeful, sustainable flexibility starts with principles set by leadership and empowers managers to own the details. For best-in-class workplaces, flexibility is not an add-on but a foundation.

    Offering flexible work doesn’t shut the door on the importance of in-person gatherings. In fact, flexibility enhances in-person by challenging you to be purposeful when you bring people together in real life

  • Careers are no longer limited to “climbing the ladder”. Today, careers are more like playgrounds. Shorter job lifecycles (the average tenure at an employer is only 3 years, according to the Bureau for Labor Statistics), constant disruption by new technologies and a rise in side hustles + the creator economy means organizations need to adapt their models for career development. How are you investing in the Whole Person to help your employees learn new skills, move around the organization without friction and grow inside AND outside of the workplace?

Community

  • How do you get people to trust, challenge and grow with each other through screens and webcams? By creating intentional digital moments that turn avatars on an org chart into human teammates. By bringing people together through shared experiences. By recognizing that your organization’s culture does not go away because everyone is remote — it just grows in a different way

  • Let’s be honest: Many of the conversations we have at work are riddled with nonsensical jargon like “Do you have bandwidth” and “Let’s take this offline”. Despite plenty of meme accounts and thinkpieces exposing how hollow and impersonal this kind of language is, we continue to use it as a crutch with colleagues, particularly when trying to influence or inspire.

    Meaningful dialogue starts with trust. Trust is built on vulnerability and transparency. What if we provided people space to share, without judgment, how they preferred to communicate, the best methods to reach them and what they value in their work? Through this kind of transparency, people can start to feel truly connected with and understanding of their colleagues, leading to meaningful and productive conversations

  • What if I told you that relying on email and IM as default means of work communication is making your people miserable? Because sending an email is frictionless (i.e. it costs nothing, lets you say whatever you want, and spreads a message to many people at once from anywhere), it can deceive you into a false sense of productivity. We’re left to spend more time managing exploding inboxes and talking about doing work instead of actually doing work that requires focus.

    But it doesn’t have to be like this. We have ways to achieve both simple, frictionless collaboration and space for brilliant people to do meaningful, productive work. This is not a technology issue. It’s about establishing better norms for what healthy collaboration looks like in our workplace.

  • Artificial intelligence is positioned to be the next piece of revolutionary technology that transforms the way we work. But, if leaders do not create appropriate guardrails, AI’s unfettered spread in the workplace could create issues around trust, purpose and agency at work, potentially exacerbating already record burnout. No doubt it will save significant time and mental capacity for people, but the critical question is: What will we do with it?

Human-First Design

Why work with me instead of a traditional consulting firm?

No I don’t have an HR background, and no I don’t come from a prototypical consulting firm— I consider those my biggest advantages. What I am is a Certified Executive Coach with a track record of innovation and building value from scratch.

A traditional consulting firm would come into your organization, run a few cookie-cutter workshops and tell you what to do by regurgitating buzzwords in a presentation before leaving you with a half-baked solution that’s behind schedule. My approach meets you where you’re at to craft and execute a plan that’s right for your organization, complete with individual coaching partnerships with your leaders to build strong, sustainable practices for your workplace.

My background is in tech strategy and R&D. That means I’m a fast learner, I keep a pulse on emerging trends and technologies, and I’m hard-wired to bring fresh approaches to challenges. I’ve led multi-million dollar software projects, built technology strategies from the ground-up and created brand new talent programs. I got into the People space to align with my purpose of making human workplaces.

No I don’t come from a big consulting firm. No I don’t come from an HR background. That’s exactly why you should work with me.

Here’s what to expect:

  • Strategic planning workshops to craft a vision for the future and get clear + accountable about the tangible steps needed to achieve it

  • Individual coaching engagements with leaders that make meaningful progress towards vision and create accountability for execution

  • Regular coaching touchpoints with key stakeholders to track progress, offer support and create momentum

  • Research-backed personality assessments to gain comprehensive self-understanding of individuals’ unique personality profile

  • Option for 360 feedback assessment to gain awareness of strengths, blind spots and areas for improvement, as provided by colleagues

What’s next?

Ready to transform your workplace? Use the form below to request a Discovery Session. We will discuss where your organization currently stands, your goals and decide if we are a good fit to work together.