In this special Episode 20 of Collaborative Culture, Monica Smith turns the mic toward co-host Dr. Kristine Gentry for a deeper look at the framework behind her work helping organizations build stronger, more intentional cultures. Drawing on her background as a cultural anthropologist and founder of Culture Grove, Kristine explains why culture is often misunderstood, why surface-level values work falls short, and what leaders can do differently to create lasting change. Together, Monica and Kristine unpack the C.U.L.T.U.R.E.™ Framework: Clarity, Understanding, Leadership, Trust, Unwritten Rules, Rituals, and Evolution, and they explore how each element shapes the way work really gets done inside organizations. 

Show notes

In this milestone Episode 20, Monica flips the script and interviews co-host Dr. Kristine Gentry, founder of Culture Grove, cultural anthropologist, and co-founder of Podium Project, about the framework that guides her culture work with organizations. 

Kristine shares why she created her C.U.L.T.U.R.E.™ Framework: because too many organizations talk about culture without really understanding what it is or how to shape it intentionally. In the conversation, she explains that culture is more than stated values or perks. It is the shared beliefs, behaviors, assumptions, and rituals that shape how work actually happens. 

Monica and Kristine walk through each part of the framework:

C – Clarity

Why organizations need more than values on the wall. Kristine explains the importance of being specific about vision, values, and the behaviors those values are meant to drive. 

U – Understanding

A reminder that organizations are made up of people with different lived experiences, identities, and perspectives—and that real collaboration requires leaders to understand those differences. 

L – Leadership

A conversation about why culture cannot be delegated away. Leaders set the tone, and culture work only succeeds when leadership actively models and reinforces it. 

T – Trust

Kristine breaks down why trust is foundational for innovation, idea-sharing, and collaboration—and how misalignment between words and actions quickly erodes it. 

U – Unwritten Rules

One of the most powerful parts of the episode. Kristine shares examples of hidden norms, power dynamics, and assumptions that shape workplace culture without ever being formally stated. 

R – Rituals

From meetings to onboarding to recognition, rituals communicate what matters and quietly reinforce culture every day. 

E – Evolution

Culture is never one-and-done. Kristine explains why organizations have to keep tending culture over time as people, technology, markets, and expectations change. 

The episode also explores how Kristine’s training in anthropology shapes her approach. Rather than jumping straight to solutions, she emphasizes observation, listening, and understanding the current culture before trying to change it. That perspective carries through her consulting, this podcast, and even Podium Project’s mission to expand visibility for women and underrepresented voices. 

Key takeaways

• Culture is not just values statements or branding language
• Leaders shape culture whether they do so intentionally or not
• Unwritten rules often have as much impact as formal policies
• Trust and understanding are essential for collaboration and innovation
• Sustainable culture change starts with listening before fixing
• Culture must be revisited and evolved over time 

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@gmail.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.

They begin with an important truth: executive presence can be a loaded term. In many workplaces, it has been used to reinforce narrow ideas of leadership tied to gender, race, class, accent, age, and personality. But when approached thoughtfully, it can also describe a practical set of skills that help people communicate clearly, lead effectively, and build trust without losing who they are.

Monica shares how she helps leaders strengthen executive presence through diagnostics, coaching, practice, and measurable outcomes. Kristine brings in the culture lens, exploring how unwritten rules, bias, and organizational norms shape whose leadership gets recognized and rewarded.

Together, they discuss how to build executive presence in a way that is authentic, strategic, and culturally aware, while also challenging systems that confuse sameness with leadership.

Show notes

What does executive presence actually mean, and who gets to define it?

In Episode 19 of Collaborative Culture, Kristine and Monica take on a term that gets used constantly in workplaces but is rarely unpacked with enough honesty. They explore how executive presence can function as a gatekeeping tool when it is based on stereotypes, and how it can also be reframed as a set of learnable skills rooted in clarity, trust, adaptability, and self-awareness.

Monica breaks down her framework for coaching executive presence, including:

• diagnosing where someone feels less effective or confident
• identifying patterns in feedback and perception
• building a practical development plan
• practicing through simulations, role play, and scenario work
• measuring success based on real outcomes, not vague impressions

Kristine adds the anthropological and culture perspective, emphasizing that executive presence does not exist in a vacuum. It is shaped by workplace norms, unwritten rules, bias, and systems that reward certain behaviors while dismissing others.

This episode also explores:

• why executive presence should not mean performing a corporate personality
• how unconscious bias affects perceptions of leadership
• the difference between meaningful feedback and stereotype-based criticism
• how to think about authenticity, conformity, and workplace strategy
• why organizations need to define leadership expectations in behaviors, not vibes
• how individuals can build range and adaptability without abandoning themselves

If you have ever been told you need more executive presence, or if you have ever wondered whether that feedback was really about performance or simply about fit, this conversation will give you a more thoughtful way to think about it.

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@gmail.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.

What does it actually look like to build an intentional culture inside a high-stakes organization—especially one navigating constant change?

In this episode of Collaborative Culture, Kristine Gentry and Monica Smith sit down with Ron Thalheimer, a longtime financial services leader whose career spans banking in Chicago, transformation work in London, and more than two decades at Fidelity. Ron breaks down his practical, leadership-driven approach to culture: setting clear expectations, reinforcing them through consistent behaviors, and addressing misalignment quickly before it spreads.

Ron also shares a vivid case study from his time leading service operations at National Financial (Fidelity): how a shift from reactive to proactive service—and the rollout of a structured client-service technology—sparked resistance internally, improved outcomes externally, and ultimately changed the organization’s reputation from “vendor” to “partner.”

Along the way, the conversation explores why culture must start at the top, how leaders learn culture by getting out of their offices, and what gets lost when organizations try to build culture entirely remotely.

Show Notes

Key themes covered

• Culture starts with clarity + consistency: Ron frames intentional culture as clear goals/expectations paired with consistent actions and behaviors that match the message. 
• Leadership responsibility (not “HR’s job”): Ron emphasizes culture begins at the top and only works when leaders model it and reinforce it—especially when behavior contradicts stated values. 
• Culture fails when misalignment is tolerated: Ron highlights how quickly culture change can be “poisoned” when people hear the right words but see the wrong actions go unaddressed. 
• Leadership development through observation: Ron talks about walking the floor, listening, and engaging people—using real-time observation as a leadership practice (and Kristine connects it to an anthropological lens). 
• Remote work’s culture tradeoffs: The conversation gets specific about what leaders lose when they can’t “walk around” and how that affects younger employees and culture shifts. 
• Measuring cultural progress: Ron points to three feedback loops—employees, customers, business partners—plus tenure/turnover as a signal of whether culture is becoming healthier and more stable. 

Guest

Ron Thalheimer — Financial services executive and transformation leader with 40+ years of experience across banking, insurance, and investment services.

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@gmail.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.

In this episode of Collaborative Culture, Dr. Kristine Gentry and Monica Smith tackle a common misconception in workplace culture efforts: the belief that a single assessment, survey, or workshop can “fix” culture. Together, they break down why popular tools like Myers-Briggs, CliftonStrengths, DISC, Hogan, Enneagram, and Working Genius can be useful, but only as inputs, not solutions.

Kristine and Monica unpack what culture really is (how work gets done), why leaders often misdiagnose culture issues as isolated “people problems,” and why real change requires understanding the lived experience of employees across roles, levels, and locations. They share practical examples, from multicultural team dynamics to frontline workflows, and make a clear case for culture work that’s collaborative, ongoing, and designed for sustained behavior change.

Show notes

What we’re unpacking today

• Why “culture work” means wildly different things to different leaders
• The difference between tools that build self-awareness and work that changes culture
• Why leaders keep reaching for quick fixes, and why those fixes often fail

The assessments everyone loves (and what they’re actually good for)

Monica names a few common ones you’ll recognize:

• Myers-Briggs (MBTI)
• CliftonStrengths
• DISC
• Hogan
• Enneagram
• Working Genius

Key point: These can build shared language, self-awareness, and teamwork, but they’re not culture by themselves.

The core distinction: tools vs. culture

Kristine defines culture clearly:

• Culture is how work gets done
• It’s the shared beliefs, values, and behavior patterns that drive results (or block them)

So when leaders say “we have a culture problem,” they may actually mean:

• teamwork breakdowns
• engagement issues
• DEI tension
• cross-cultural misunderstandings
• performance or retention problems

Those may relate to culture, but they aren’t solved by a single off-the-shelf assessment.

The “culture assessments” problem

Kristine calls out a major issue: many products labeled “culture assessments” are actually measuring something else, like:

• employee engagement (important, but not the whole culture)
• psychological fit for a role (not culture — and can encourage monoculture thinking)

Bottom line: If it doesn’t meaningfully engage values, behavior, and how decisions get made, it’s not capturing culture.

Monica’s “culture on demand” idea (super practical)

Monica introduces “house rules” for projects — especially in global teams — like:

• defining what “yes” means across communication styles
• setting norms for honest timeline updates (“tell me as soon as you know it’ll slip”)
• designing brainstorming so quieter cultures still contribute (e.g., written ideas submitted first)

This is culture work that’s built for the work, not just discussion.

Kristine’s reminder: observation matters

Kristine shares a powerful example from nurse-shadowing research:

• leadership assumed nurses used in-room computers for charting
• observation showed nurses rarely used them, creating their own systems instead
• leadership was shocked — and it changed what “the problem” even was

Takeaway: you can’t fix what you haven’t actually seen.

The “band-aid” trap

Both land the plane here:

• If a company runs engagement surveys and ignores results, it can hurt trust
• If values are created for leaders and stuck on a wall, nothing changes
• If workshops don’t lead to new habits, you’re just paying for a moment — not outcomes

The episode takeaway

Assessment tools are fine — even great — as step one.

But sustainable culture change requires:

• diagnosis beyond surveys (data + interviews + observation)
• shared clarity on values and priorities
• behavior change over time
• leaders who stay accountable instead of outsourcing culture to HR

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@gmail.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.

Wendy shares how she helps senior leaders and teams identify the “behavioral tripping hazards” that quietly break collaboration—everything from leadership competency gaps and relationship breakdowns to culture norms that punish honesty or reward toxic high performance. Together, they unpack why culture can’t be outsourced to HR, why it’s a CEO-level responsibility, and how leaders can move from insight to sustained behavior change.

If you’re navigating friction, retention challenges, or leadership strain, and you’re ready to treat culture like the operating system it is, this conversation is for you.

Show Notes (with segments + takeaways)

What We Cover

Welcome + Introductions

• Kristine and Monica set the stage: purpose, values, and culture as forces shaping workplace dynamics.
• Wendy shares her “born ready” origin story—helping people spot the behavioral hazards that keep organizations from accessing their best.

Sector-agnostic work, universal issues

• Wendy explains why culture work translates across industries because the friction patterns are universal.

Why clients call Wendy

Calls typically come when culture-related hurdles become unignorable:

• Relationship breakdowns
• Leadership gaps
• Mis-hires and downstream impact
• Retention and performance disruption
• Reputation and operational drag

Who actually owns culture

• A key thread: the “culture is HR’s job” idea doesn’t hold up in practice.
• Wendy is most often engaged by senior leadership—CEOs, heads of operations, department leaders—which aligns with the core premise: culture is everyone’s job, and ultimately a leadership responsibility.

Wendy’s approach: truth-telling, truth-hearing, and closing the gap

• Wendy walks through her framework:
• Current state → desired state → gap identification
• Naming the reality requires truth-telling and truth-hearing

A standout reframe: culture as fiduciary responsibility

Wendy offers a compelling executive-level argument:

• A CEO has a duty to protect and grow organizational assets.
• Culture is the operating system that determines whether investments succeed or fail.
• A dysfunctional culture becomes a liability risk and an “asset destruction machine.”
• Kristine ties it to a constant leadership blind spot: treating culture like a soft skill instead of a strategic driver of business outcomes.

From insight to action

Monica asks the practical question: how do you convert leadership reactions into execution?

Wendy’s answer centers on consequence:

• Make the cost of inaction visible
• Confirm leadership willingness to disrupt what’s not working

• Newsletter: Build a workplace that works (shared via her LinkedIn presence)

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@gmail.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.

We get practical in three high-impact areas: (1) what the C-suite must do to align AI with purpose, values, and the real way work gets done, (2) how culture can either build momentum or become mutually destructive with transformation efforts, and (3) what employees can do right now to stay marketable and become the “best human in the loop.”

Along the way: real talk on shaky ROI, training gaps, worst practices we’re seeing in the wild, and why critical thinking and “liberal arts skills” may be exactly what the AI era demands most.

Show notes

What we cover

• AI anxiety is real — and it’s not irrational: unclear strategy, unclear skills, unclear career paths.
• Signal vs. noise in 3 areas: enterprise leadership, culture as momentum (or sabotage), and employee partnership in adoption.
• Reality check on adoption & ROI (as cited in the episode): usage is rising, satisfaction with training is lagging, and meaningful ROI remains elusive for many initiatives.
• Best practices: “Speed to sustainability,” trust-building, transparency, readiness, and aligning AI to an operating model—not just tools.
• Worst practices: mandating innovation without upskilling, overbuilding infrastructure without pilots, punishing failure in an experiment-driven process, and cutting headcount based on assumptions instead of redesigned work.
• Humans in the loop: oversight, judgment, bias monitoring, risk controls, data governance, validation, and quality.
• Talent risk: your AI-capable people are highly recruitable—culture and opportunity determine whether they stay.
• Perspective reset: we’ve lived through major innovation waves (Y2K → cloud → social platforms → short-form video). AI is another wave—leaders decide whether the organization rides it or gets crushed by it.
• Career marketability: why critical thinking, creativity, systems thinking, communication, and self-directed learning are becoming baseline “hard skills.”

Memorable moments & lines

• “Putting a Ferrari engine on a donkey cart” — why layering AI onto legacy systems often collapses.
• “Be the best human in the loop” — the episode’s North Star for employees and leaders alike.

00:00–02:00 — AI anxiety + “signal vs. noise” framing (and a quick, funny opening correction)

02:00–06:15 — Stats + what employees are feeling (training gaps, uncertainty, morale)

06:15–12:25 — Best practices: trust, transparency, readiness, leadership communication, and “human in the loop”

12:25–16:55 — Worst practices: mandates without enablement, punishing failure, one-way communication, layoffs-by-spreadsheet

16:55–19:45 — Innovation waves perspective: how organizations normalize disruption

24:45–28:30 — Aligning AI with purpose/values + change leadership that reduces fear and resistance

28:30–35:45 — Marketability skills + education debate (STEM vs. critical thinking disciplines) + wrap/CTA

Names and sources mentioned in the episode

• Tay Bannerman — “speed to sustainability” framing
• Linaura Aliera (ThoughtWorks) — focus on operating model, org design, culture, and adoption
• BCG & MIT (referenced in-episode for AI adoption/ROI context)
• Gartner innovation curve / J-curve (innovation hype cycle perspective)
• Jessica Kriegel & John Fresh (referenced re: education/workforce predictions)

Listener takeaway

If your AI strategy is being experienced as fear + silence + headcount cuts, you’re not “innovating,” you’re training your culture to resist. Leaders who win this era treat culture as the operating system: clear purpose, honest communication, safe-to-learn experimentation, and visible investment in people who make AI usable.

Call to action

Mention this episode for a free 30-minute consultation with either host.

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@gmail.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.

A text message at 3 a.m. telling employees to check their personal email before work. That’s not just a layoff story. It’s a culture story. In this first episode of 2026, Dr. Kristine Gentry and Monica M. Smith unpack how the way organizations handle “hard moments” (layoffs, RTO mandates, and AI messaging) shapes trust, retention, and long-term brand reputation. They also explore how global tensions, including widening perception gaps between the U.S. and Germany, are showing up inside multinational workplaces. 

What you’ll hear in this episode

• Why how layoffs happen becomes workplace “folklore” and damages psychological safety for the people who stay
• The real issue with RTO mandates framed as “culture” (and what Nick Bloom’s research suggests instead) 
• Why AI is being used as a narrative for workforce reductions even while many enterprise pilots aren’t showing measurable returns yet 
• A global trust gap case study: Germans’ views of the U.S.-Germany relationship shift sharply negative, while Americans remain largely positive 
• 2026 predictions: the “long tail” of 2024–2025 decisions, what talent will remember, and what leaders should do in Q1

Chapters (timestamps)

00:00 – Cold open: The 3 a.m. text and the trust fallout

00:33 – Welcome + what this episode covers

02:20 – Layoffs as a culture signal: “hard moments” become folklore

09:20 – RTO is back: Why “culture” isn’t solved by proximity

13:30 – Women leaving the workforce: the caregiving + flexibility collision

15:30 – AI as scapegoat: why the messaging is already reshaping culture 

20:05 – Germany + the U.S.: trust perception gaps and global team impact 

26:10 – 2026 predictions: what changes, what doesn’t, what lingers

41:30 – Practical takeaways for leaders (Q1 action list)

45:05 – Closing question: “What story will people tell in 2030?”

Key takeaways (your “do this Monday” list)

1. Audit your hard moments. Review how you handled layoffs, restructures, and major change, then ask employees how it landed.
2. Treat AI + RTO as culture decisions. Name the behaviors your policies reinforce and run experiments instead of mandates.
3. Get honest about the global context. If you lead across borders, don’t pretend politics and perception gaps aren’t in the room — build a fair way of working together anyway. 

Sources & references mentioned

Amazon laid off some employees with early-morning text messages

Study finds hybrid work benefits companies and employees

MIT report: 95% of generative AI pilots at companies are failing

Pew Research Center: German views of the U.S.-Germany relationship turning sharply negative in 2025 

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@gmail.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.

Most organizations are drowning in dashboards—engagement scores, turnover reports, productivity trackers, badge swipes, time in office. But how much of that data actually tells you anything real about your culture?

In this episode of Collaborative Culture, Monica Smith and Dr. Kristine Gentry kick off Part 2 of their “Metrics That Matter” mini-series by breaking down the difference between numbers that look impressive and metrics that actually help you lead. They explore three levels of data—counting, trending, and driving—and show how each can either stay superficial or become a powerful signal about the health of your culture.

Monica and Kristine walk through four culture-focused metrics leaders should be watching: purpose alignment, leadership listening/feedback loops, values-driven decision-making, and a cultural diversity index that goes beyond headcount. Along the way, they unpack why culture metrics are not about policing activity (hello, badge tracking) but about gaining clarity, so you can spot issues early, support your people, and improve performance.

If you’re tired of chasing vanity metrics and ready to design measures that actually reflect how your culture is working, this one’s for you.

Show Notes – Episode 13

In this episode, Monica and Kristine cover:

• 🎧 From “metrics mirage” to metrics that matter
• 📊 Three types of data: counting, trending, and driving
• 🚨 Signal vs. noise in culture measurement
• 🧭 Metric #1: Purpose alignment score
• 👂 Metric #2: Leadership listening & feedback loops
• 🧱 Metric #3: Values-driven decision-making
• 🌍 Metric #4: Cultural diversity index (beyond headcount)
• 📉 Leading vs. lagging indicators in culture
• 🧪 Quant + qual: Numbers and narratives
• 🎯 The real purpose of culture metrics

If you enjoyed this episode, follow Collaborative Culture and share it with a leader or team who’s ready to move beyond vanity metrics and start measuring what truly matters.

For more information on the MBL baseball cap fiasco: https://frontofficesports.com/mlb-angels-astros-rangers-tetas-hats/

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@gmail.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.

Nicole blends HR practitioner experience with IO psychology research to explain why most HR data wasn’t designed to measure culture in the first place. She breaks down how default assumptions, legacy systems, and borrowed templates distort our metrics and offers practical ways to make your data “truer” so it actually supports trust, leadership, and culture.

If you’ve ever stared at performance ratings, engagement scores, or dashboards and thought, “This doesn’t match reality,” this episode is for you.

In this episode, we explore:

• Nicole’s path from HR to “truer” culture work
• Why most HR data is not “bad,” just mis-designed
• Performance ratings, normal curves, and pretty dashboards that lie
• “Treat your data as a mirror, not a measurement”
• Inside Nicole’s ‘Making HR Data Truer’ worksheet
• Trust, honesty, and naming flawed metrics out loud
• The limits of engagement scores and eNPS
• Template drift and the danger of “lift and shift” HR
• AI, HR data, and the next generation of work
• Leadership pipelines and why Gen Z isn’t rushing into management
• HR’s strategic seat (without the impostor syndrome)

Resources & Links

• Making HR Data Truer – Worksheet by Dr. Nicole Eisdorfer
• Use this practical tool to examine your HR data, spot flawed assumptions, and start building metrics that actually reflect reality.
• 👉 https://www.culturegrove.com/resources/making-hr-data-truer
• Connect with Dr. Nicole Eisdorfer
• LinkedIn: https://www.linkedin.com/in/neisdorfer/
• Substack: Truer Words – essays on culture, defaults, and organizational life

This is Part 2 of our Metrics That Matter series on Collaborative Culture. If you’re rethinking how you measure culture, trust, and engagement—and how those metrics shape real decisions—this conversation with Nicole is a powerful place to continue the journey.

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@gmail.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.

In 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 Notes

0:00 – Welcome & Series Setup

• Monica 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 Measure

Monica 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 Culture

Kristine 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 Next

Monica 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 Action

Reflection 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, PhD

kgentry@culturegrove.com

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

tradewindscareerconsulting@gmail.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.

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@gmail.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.

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@gmail.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.

They discuss how leaders can turn the AI revolution into a moment for innovation, inclusion, and trust — not fear.

You’ll learn how to:

• Build a culture-first AI strategy that aligns with your company’s values and long-term goals
• Engage employees as co-creators in AI transformation
• Avoid “spreadsheet-style” leadership that undermines innovation
• Recognize and reward the human expertise that drives technological success

Whether you’re an executive, HR leader, or entrepreneur, this episode offers a roadmap to integrating AI without losing the heart of your culture.

Episode Highlights:

• (01:31) What it means to lead with a culture-first AI strategy
• (04:45) Why innovation and culture are inseparable in the AI era
• (06:37) How leaders can anchor AI transformation in company purpose
• (09:24) Change management pitfalls — and why 70% of initiatives fail
• (15:20) Retaining talent in the age of automation
• (18:19) Lessons from Chevron’s Hess acquisition and culture’s impact on performance
• (20:22) Practical steps for leaders: assess readiness, foster dialogue, build innovation teams

Referenced Resources:

• Ranjay Gulati on Deep Purpose (Harvard Business Review Press)
• Charles O’Reilly on Innovation Culture (Stanford Graduate School of Business)
• MIT Sloan Management Review Podcast (Episode link in show notes)

Subscribe:

Follow Collaborative Culture on Apple Podcasts, Spotify, or wherever you listen — and leave a review to help others find the show!

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@gmail.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.

Show Notes

What we cover

• (00:51) Layoff trends: what Q2 cuts signal—and what the numbers don’t show
• (04:55) “Managing to a spreadsheet”: the pitfalls of percent-cut targets
• (10:45) Culture risk 101: institutional knowledge, cross-functional glue & resiliency
• (15:37) AI realism: skills, QA, bias—and why smart people still matter
• (22:33) Research nuance: what AI misses
• (24:31) Global lens: regulators, talent pathways, and cultural expectations

Key takeaways

• Layoffs before readiness raise operational risk. If AI isn’t production-ready across daily/weekly/monthly/quarterly cycles, you’re swapping labor cost for failure risk.
• Percent targets ≠ strategy. Spreadsheet cuts ignore institutional knowledge, cross-team collaboration, and decision-quality—core drivers of resilience and innovation.
• Messaging matters. Publicly downplaying loyalty depresses engagement and accelerates top-talent exits, just when change absorption is most needed.
• AI amplifies what exists. Without people who can frame problems, check bias, and QA outputs, AI can scale errors (and inequities) faster.
• Culture is a control. Treat culture like a set of operating controls (KRIs + KPIs) to govern transformation risk, not an afterthought.

Resources mentioned

• Labor-market reports on job cuts (Challenger, Gray & Christmas)
• AT&T Just Made it Official: Workplace Loyalty is Dead (Business Insider)
• CEO Pride in Shrinking Workforce (CEO Daily Brief)

Next up

• Episode 8: Culture as Your Secret Weapon in the AI Revolution — how to design teams, rituals, and decision systems that make AI work for people and performance.

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@gmail.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.

If you're a leader managing global teams or expanding internationally, this episode is packed with practical insights and powerful mindset shifts.

Show Notes

Timestamps & Key Topics:

• 00:00 – Welcome & setting the stage: Why global context matters in culture and DEI

• 01:00 – DEI backlash in the U.S. vs. global expectations: Why some companies can’t just “drop” DEI

• 04:00 – Monica’s client focus: Global companies at a pivot point

• 06:30 – The command-and-control trap: How legacy companies lose out on innovation

• 15:30 – Monica’s 3-Pillar Framework: Mindset, Measurability, and Practice

• 25:00 – Kristine’s take: Why anthropological principles like ethnocentrism matter

• 27:00 – Monica’s example of cultural differences yes, even in road trips and your family!

• 30:00 – Success story: From IT specialist to cross-cultural leader

• 34:00 – The ROI of preparing expats—and why companies should invest early

• 36:00 – The 60% mistake: Why expats often leave for the competitors after return from assignments abroad

Resources Mentioned:

CEOs Touting Smaller Headcounts as Strategic Wins

Instagram Reel on Small Teams, Big Impact

Challenger Gray Report on June 2025 Layoff Trends

“CEO Pride in the Shrinking Workforce” Podcast Episode

Next Episode Teaser:

We’ll be diving deeper into AI and its impact on company culture.

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@gmail.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.

Show Notes: In this episode of Collaborative Culture, Dr. Kristine Gentry shares what it’s really like to work with her as a culture consultant. Drawing on her training as a cultural anthropologist, Kristine explains why culture isn’t something you “fix." It’s something you cultivate.

She walks through her step-by-step process, from quick culture reviews to deep assessments, leadership alignment, and practical implementation. Along the way, she shares examples of how companies can move beyond surface-level fixes, like values on the wall, to create intentional cultures that boost engagement, retention, and business results.

What you’ll hear in this episode:

• Why values on the wall don’t equal culture, and what actually makes them stick.
• The difference between a Culture Roots Review (mini-audit) and a full culture assessment.
• How anthropology-inspired methods uncover the unspoken rules shaping culture.
• Why leadership alignment is non-negotiable for culture change.
• How fast-growing companies, M&As, and businesses preparing for sale can benefit from intentional culture strategies.
• A powerful case study of an aviation company where culture work quite literally saved lives.
• Practical entry points for leaders, from advisory calls to long-term transformation projects.

Resources & Links:

• Find out about 3 low-cost entry points to working with Kristine: https://www.culturegrove.com/seeds-of-change
• Book a call: www.culturegrove.com/call

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@gmail.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.

From AI’s impact on team dynamics to the evolving expectations of today’s workforce, we explore why understanding the human side of teamwork is more important than ever. Whether you lead a team of innovators or maintain a well-oiled machine, this episode offers insights into building a culture that empowers your team to do more than just check off tasks — but to truly thrive.

Show Notes:

Key Topics Discussed:

1. Teamwork vs. Collaboration: What’s the difference, and why does it matter in your workplace?
2. The Role of Culture in Team Dynamics: Why culture is the missing link in many teams and how to integrate it into your processes.
3. Adapting to Change: The impact of rapid technological advancements like AI on teamwork and collaboration, and why companies need to embrace adaptability.
4. The Shift in Work Expectations: Exploring the shift from rigid job roles to more flexible, innovative roles as we move away from traditional work models.
5. Real-World Examples: Lessons learned from the aviation industry and healthcare that highlight the consequences of failing to understand the human element in teamwork.
6. Leadership in Teamwork: The importance of leading with empathy, trust, and a focus on human connection in team management.

Why It Matters:

As organizations grapple with change, adaptability, and innovation, the ability to foster effective teamwork is no longer just about meeting deadlines. It’s about creating an environment where collaboration thrives, and individuals can bring their full selves to work. Monica and Kristine discuss how to build the right foundation for team success by blending structure with culture.

Takeaways:

• Teamwork gives structure, but culture drives true collaboration.
• Embrace change by cultivating a team dynamic that values collaboration as much as efficiency.
• Recognizing the human side of your team is key to long-term success.

Connect with Us:

If you're looking to build a stronger, more collaborative culture within your team, reach out to Monica and Kristine today! Let’s work together to create a culture where teams don’t just perform, but thrive.

We'd love to hear from you! Send your questions, feedback, or suggestions to either of our email or message us via LinkedIn.

Please follow/subscribe, give us a rating and review, and share with anyone who is interested in workplace culture! Thanks for Listening!

Dr. Kristine Gentry

kgentry@culturegrove.com

🌐 www.culturegrove.com

LinkedIn: https://www.linkedin.com/in/kristine-mckenzie-gentry/

Monica M. Smith

tradewindscareerconsulting@gmail.com

🌐 www.tradewindscareerconsulting.com

LinkedIn: https://www.linkedin.com/in/monicamarysmith/

If you enjoyed the show, please: subscribe, leave a review, and share it with someone who cares about building better 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@gmail.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.

Together, they unpack:

• The key differences between collaboration and teamwork
• Cultural and structural barriers that stall collaboration
• Why being back in the office doesn't automatically lead to connection
• How trust, purpose, and flexibility create the soil for collaboration to grow

Whether you're managing a global team, navigating hybrid work, or just tired of meetings that lead nowhere—this episode offers practical insights and fresh metaphors (spoiler alert: kaleidoscopes > Rubik’s cubes) to help you lead smarter.

🔗 Show Notes

Resources Mentioned:

• The 6 Types of Working Genius by Patrick Lencioni
• Citigroup’s hybrid work stance, as championed by CEO Jane Fraser
• Iceland’s four-day workweek study (2015–2019) Summary via Autonomy
• Podcast episode from Ropes & Gray on global compliance implementation (mentioned by Monica)

Key Takeaways:

• Collaboration is a behavior, not a location or job function.
• Cultural fluency and contextual awareness are essential to true collaboration.
• Meetings should be intentional and designed around contributions—not just attendance.
• Organizational purpose is the common ground where collaboration thrives.
• Leadership isn’t about control—it’s about enabling connection.

Connect with Us:

We'd love to hear from you! Send your questions, feedback, or suggestions to either of our email or message us via LinkedIn.

Monica M. Smith: LinkedIn | tradewindscareerconsulting.com | tradewindscareerconsulting@gmail.com

Dr. Kristine Gentry: LinkedIn | culturegrove.com | kgentry@culturegrove.com

Please follow/subscribe, give us a rating and review, and share with anyone who is interested in workplace culture!

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@gmail.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.

In this episode of Collaborative Culture, we go deeper.

Join hosts Dr. Kristine Gentry and Monica Smith as they unpack what culture really is — through the lens of anthropology, leadership, and lived experience. From failed meditation mandates to strategic missteps, they expose the most common culture myths and offer a clear, actionable definition that goes far beyond the surface.

You’ll learn:

• Why culture is a strategic skill, not a soft one
• The dangers of leaving culture to chance
• How to spot culture disconnects across locations and levels
• Real-world stories of culture fails — and successes
• How leaders can move from performative perks to intentional, values-aligned culture

Whether you're a CEO, people leader, or culture-curious listener, this episode will reshape how you think about the everyday actions (and inactions) that shape workplace culture.

Culture isn’t something you bolt on. It’s the way you build everything.

📅 New episodes drop every other Wednesday at 8 AM Central.

👉 If you enjoy the show, please subscribe, rate, and share it with your community.

🔗 Connect with your hosts:

Kristine Gentry

• Website: www.culturegrove.com
• LinkedIn: Kristine McKenzie Gentry
• Email: kgentry@culturegrove.com

Monica Smith

• Website: www.tradewindscareerconsulting.com
• LinkedIn: Monica Mary Smith
• Email: tradewindscareerconsulting@gmail.com

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@gmail.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.

Welcome to the very first episode of Collaborative Culture! In this kickoff conversation, you'll meet your co-hosts:

• Dr. Kristine Gentry, a cultural anthropologist and founder of Culture Grove
• Monica Smith, a globally-minded leadership coach and founder of Tradewinds Career Consulting

Together, they’re on a mission to redefine how we talk about culture at work.

In this premiere episode, Kristine and Monica share their personal journeys into culture work, the pivotal moments that shaped their philosophies, and how their unique perspectives—grounded in both academic research and real-world leadership—inform their approach to collaboration, leadership, and building thriving teams.

🔍 What to Expect This Season

Get a preview of upcoming episodes exploring:

• Why “culture fit” is a myth
• Navigating cross-cultural challenges in the workplace
• The link between trust and collaboration
• How to build truly high-performing teams—and what gets in the way

Whether you're a business leader, HR professional, team manager, or culture enthusiast, Collaborative Culture will challenge you to see culture not as a vibe, but as the operating system of your team.

📅 New episodes drop every other Wednesday at 8 AM Central.

👉 If you enjoy the show, please subscribe, rate, and share it with your community.

🔗 Connect with your hosts:

Kristine Gentry

• Website: www.culturegrove.com
• LinkedIn: Kristine McKenzie Gentry
• Email: kgentry@culturegrove.com

Monica Smith

• Website: www.tradewindscareerconsulting.com
• LinkedIn: Monica Mary Smith
• Email: tradewindscareerconsulting@gmail.com

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@gmail.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.