Organizational Culture

Stuck in an endless loop of client changes? Lost track of what revision this constitutes? Yeah. Been there. Done that. The secret? It's not about saying no. It's about saying yes to the right things upfront. Every project that goes sideways starts the same way: Vague agreements. Fuzzy boundaries. Good intentions. Six weeks later you're bleeding money and everyone's frustrated. Here's my framework after 30 years of running two 8-figure businesses: The SOW is your salvation. Not some boilerplate template. A real document that covers: • Exact deliverables (not "design work" but "3 homepage concepts, 2 rounds of revisions") • Hours of operation ("We respond M-F, 9-5 PST. Weekend requests get Monday responses") • Revision rounds spelled out ("Round 1 includes up to 5 changes. Round 2 includes 3.") • Feedback cycles defined ("48-hour turnaround for client feedback or the project may be delayed or additional fees may be incurred") But here's what most people miss— Don't work on client notes immediately. Client sends 37 pieces of feedback at 11pm Friday? Producer sends conflicting notes from the CEO? Marketing wants one thing, sales wants another? Stop. Collect everything first. Resolve the conflicts. Get on the phone and discuss it with your client to get alignment. Separate the "have to haves" from the "nice to haves". Then present unified changes. "Based on all feedback received, here are the 8 changes we'll implement. This constitutes revision round 2 of 3." Watch how fast the random requests stop. No extra work that goes unappreciated. No more feelings of being taken advantage of. Communicate before the crisis, prevents the crisis from happening. "Just so you know, we're entering round 2. You have one more included. After that, it's $X per additional round." No surprises. No awkward money conversations. No resentment. Scope creep isn't a them problem. It's a you problem. And that's good news, because that means you are in control. They're not trying to take advantage. They just don't know where the boundaries are because you never drew them. Draw the lines early. Communicate them clearly. Everyone wins. What's your most painful scope creep story? What boundary would've prevented it? Small Business Builders #projectmanagement #clientmanagement #businessgrowth

One image just disrupted a £22 billion fashion empire more effectively than a thousand sustainability reports. 🔥 This isn't an official SHEIN campaign gone wrong. It's artist Emanuele Morelli's AI creation—a haunting visualisation showing what fast fashion's "affordability" really costs us. The image speaks volumes: a SHEIN billboard where the model's flowing dress transforms into a cascade of textile waste. Art communicating what statistics alone cannot. 5 uncomfortable truths this image forces us to confront: 1. The scale of fashion waste is staggering → 92 million tonnes of textile waste produced annually  → The equivalent of one rubbish lorry of textiles dumped every second  → Most fast fashion items designed to be worn fewer than 10 times 2. The business model depends on our amnesia → Constantly changing trends keep us buying  → Ultra-low prices remove financial friction  → Digital marketing creates artificial scarcity and FOMO  → We're trained to forget yesterday's purchases 3. The true cost isn't on the price tag → Environmental damage from production chemicals  → Microplastics shedding into water systems  → Supply chain ethics compromised for speed and cost  → Communities near production sites bearing health consequences 4. Our definition of "affordable" is broken → When clothing is cheaper than a coffee, someone else is paying  → True cost spread across communities, environments, and future generations  → Psychological cost of constant consumption never factored in 5. Solutions exist but require systemic change → Circular fashion models gaining traction  → Rental and resale markets growing rapidly  → Consumer awareness rising but needs to translate to behaviour While SHEIN isn't the only culprit in the fast fashion ecosystem, Morelli's artwork throws a spotlight on an uncomfortable reality we've normalised. What we wear reflects our values more than our taste. What is your wardrobe saying about yours? Image: Emanuele Morelli ♻️ Found this helpful? Repost to share with your network.  ⚡ Want more content like this? Hit follow Maya Moufarek.

Leaders' overreliance on "DEI programming" is one of the biggest barriers in the way of real progress toward achieving #diversity, #equity, and #inclusion. Do you know where these events came from? The lunch and learns, cultural heritage celebrations, book clubs, and the like? Historically, these were all events put on by volunteer advocates and activists from marginalized communities who had little to no access to formal power and yet were still trying to carve out spaces for themselves in hostile environments. For leaders to hire figureheads to "manage" these volunteer efforts, refuse to resource them, and then take credit for the meager impact made nonetheless is nothing short of exploitation. If your workplace's "DEI Function" is a single director-level employee with an executive assistant who spends all day trying to coax more and more events out of your employee resource groups? I'm sorry to say that you are part of the problem. Effective DEI work is change management, plain and simple. It's cross-functional by necessity, requiring the ongoing exercise of power by executive leadership across all functions, the guidance and follow-through of middle management, the insight of data analysts and communicators, and the energy and momentum of frontline workers. There is no reality where "optional fill-in-the-blank history month celebrations" organized by overworked volunteers, no matter how many or how flashy, can serve as a substitute. If your workplace actually wants to achieve DEI, resource it like you would any other organization-level goal. 🎯 Hire a C-Level executive responsible for it or add the job responsibility to an existing cross-functional executive (e.g., Chief People Officer) 🎯 Give that leader cross-functional authority, mandate, headcount, and resources to work with other executives and managers across the organization on culture, process, policy, and behavior change 🎯 Set expectations with all other leaders that DEI-related outcomes will be included in their evaluation and responsibility (e.g., every department leader is responsible for their employees' belonging scores and culture of respect in their department). 🎯 Encourage responsible boundary-setting and scoping of volunteer engagement, ensuring that if Employee Resource Groups and DEI Councils/Committees want to put on events, it is because they are energized and supported to do so—not because they feel forced to run on fumes because it's the only way any impact will be made. It's long past time for our workplaces' DEI strategies to modernize away from the volunteer exploitation of "DEI programming" toward genuine organizational transformation. What steps will your leaders take to be a part of this future?

An Axis Bank executive took her own life last week due to harassment at work. Shivani Gupta was just 27 years old. The note she left explained why she took this drastic step. Here’s what it said: ► Since she had joined her new job, a colleague hated her from day 1. ► She was ridiculed for being a divorcee, and called names like "bandariya" (monkey) or "dimag se pagal" (mad) every day. ► Her superiors ignored her complaints and reports - no action was taken. This went on for months. ► One day, she finally stood up for herself and things got physical. But instead of understanding the situation, her boss suspended her - while the abuser got away. 2 hours after she received the termination notice, she was found dead at her home, with a bottle of poison by her side. Unfortunately, this is not the first we have heard about this. And I’m afraid it won’t be the last. In India, 1 out of every 2 Indians feel bullied at work. 61% of bullying comes from bosses or supervisors. While 33% is observed from co-workers. I’ve faced this myself in my career. If you protest, they threaten to ruin your chances at a good future. Which is why most people suffer in silence. But we often forget that other than impacting our career, this also impacts our health outside of work. It can cause: - Self-doubt and low self-esteem. - Trouble waking up or getting quality sleep. - Heightened risk of depression and anxiety. - Loss of interest in activities you once enjoyed. - Anxiety at work (or even while thinking about it). - Digestive problems, high blood pressure, headaches… The list goes on. So it is a serious issue that needs to be addressed. But we can’t always leave our job or change our department. So here’s what you can do: → Keep a record of incidents, dates, witnesses, and specific details. This strengthens your case if you need to escalate the issue. → If you are comfortable with any of your seniors, discuss the issue and seek their support in mediating the situation. → If available, utilise anonymous reporting hotlines or online systems to raise your concerns. Please act fast and report any signs of bullying or harassment immediately. Ignoring the problem will only make it worse. And most importantly, take this post as a reminder to check in with your colleagues. These incidents often go unnoticed, so the least we can do is ensure it’s not happening right under our noses. Let’s stop suffering in silence, and unite against office harassment. Let’s work towards a future where no one ever has to suffer like Shivani did. Please repost 🔁 this to spread awareness within your professional network. You might just help save a connection’s life. #healthandwellness #workplacehealth #bullying

The virtual landscapes of video games are transforming, becoming the new stage for Hollywood's brightest stars. Jodie Comer and David Harbour are leading a captivating shift, making their video game debut in a world where the thrill of horror and the allure of adventure blur the lines between cinema and gaming. This evolution speaks to a broader trend of digital realms enriched by the gravitas and charisma of film actors, creating a nexus of entertainment that promises to redefine our interactive experiences. As we navigate the intersection of video games and cinema, this article sheds light on a phenomenon where the art of acting extends beyond the confines of traditional media, finding a vibrant canvas in gaming. Highlighted by the pioneering entries of Jodie Comer and David Harbour into the gaming universe through the remake of Alone in the Dark, this narrative explores how actors are leveraging their craft in the service of interactive storytelling. With insights into the motivations behind this transition and its implications for the entertainment industry, we uncover how technological advancements and the universal appeal of gaming draw stars into this immersive medium, setting the stage for a future where games and movies coalesce in exciting new ways. 🌌 Entering New Dimensions: Explore how actors like Jodie Comer and David Harbour are extending their theatrical talents to video game immersive universes, creating a seamless bridge between cinematic expression and interactive gameplay. 🎭 Revolutionizing Character Portrayal: Delve into the advancements in motion-capture technology that enable a nuanced replication of actors' expressions and movements, offering players an unprecedented depth of emotional engagement with their virtual counterparts. 🛠️ The Tech Behind the Transformation: Unpack the role of cutting-edge technology in diminishing the divide between real and virtual performances, making video games an attractive platform for Hollywood's elite. 🏠 From Hollywood to Home Console: Discover how the convenience and flexibility of video game production are enticing actors to lend their voices and likenesses to digital characters, transforming their craft into a more versatile and accessible art form. 📊 The Star Power Effect: Analyze the impact of celebrity involvement in video games on the industry, from enhancing the narrative depth and appeal of big-budget titles to providing a crucial visibility boost for indie projects. #HollywoodGoesGaming #JodieComer #DavidHarbour #VideoGameRevolution #MotionCaptureMagic #GamingMeetsCinema #ActorsInGaming #DigitalStorytelling #TechInEntertainment #CrossoverAppeal

This Teacher Changes 30 Lives Each Morning Here's Why This Works Every morning, a teacher greets her students one by one - not with rules, but with choice: A hug, A high-five, a nod, or quiet. A ritual so simple. Yet it tells 30 children: You are seen. You are safe. You belong. Here’s what this teaches us about leadership - and how to apply it at work: 1. Honor Autonomy (Self-Determination Theory) When people get to choose how they engage, they show up with more agency. Autonomy isn’t about letting go of structure - it’s about giving room to opt in. Try this: 🔷 Let people set their own work cadence - async, deep focus, or collaborative sprints 🔷 Ask: “What support looks best for you right now?” *** 2. Create Micro-Moments of Connection (Broaden-and-Build Theory) We don’t need hour-long one-on-ones to build trust. A genuine check-in. A name spoken with intention. That’s the glue. Try this: 🔷 Pause to celebrate effort, not just outcomes - a quick voice note, a public thank-you 🔷 Remember small details - a kid’s soccer game, a partner’s surgery - and follow up *** 3. Signal Safety in Small Ways (Polyvagal Theory) The nervous system responds before the intellect does. Safety is felt first. And safe leaders create brave spaces. Try this: 🔷 Ask: “Is now a good time?” before giving feedback or asking for decisions 🔷 Stay calm and present, especially when tensions rise - your tone sets the tone *** 4. Design for Anticipatory Joy (Affective Forecasting) The brain lights up for what’s coming next. The ritual at the door gave students a reason to show up smiling. Try this: 🔷 Drop a kind, unexpected message in the team chat - just because 🔷 Celebrate mundane milestones - 100 days in the role, 50th client call, 1st brave no *** 5. Anchor Culture in Meaningful Rituals (Harvard Research on Rituals) Rituals are memory-makers. They codify values in action - they say, this is who we are. Try this: 🔷 End each quarter with storytelling: what stretched us? what did we learn? 🔷 Welcome new hires not with logistics, but with a story of your team's "why" *** This teacher didn’t redesign the curriculum. She redesigned how people enter the day. You don’t need a big title to lead like that - Just the courage to meet people at the door. 💬 What’s one ritual you’ve seen shift the energy of a space - or want to create where you work? 🔁 Repost to inspire kind actions in the workplace. 🔔 Follow Bhavna Toor for more on conscious leadership.

In healthcare, what’s often hailed as new is, in fact, old. More often than not, we’re simply renaming long-standing ideas with fresh terminology. Take social determinants of health, for example. Many in the industry believe we’ve only recently begun to consider social factors in healthcare. Not true. Back in the 1980s, organizations like SCAN participated in the pioneering Social HMO demonstration project, which integrated social services to improve health outcomes. The benefits? Homemaker services, personal care, adult day care, respite care, and medical transportation. Sound familiar? Another example: value-based care. It’s often pitched as a revolutionary approach to healthcare payment. Again—not new. For decades, organizations have operated under full-risk and global capitation models. Think Kaiser Permanente, Atrius Health, Healthcare Partners, CareMore, and Heritage. These groups assumed full financial risk for patient populations long before the term “value-based care” entered the lexicon. The principles haven’t changed—only the branding has. And what about ethnic-focused health plans? Some view them as a recent innovation. But they’re not. Plans like Chinese Community Health Plan, Central Health Plan, and Brand New Day have long catered to specific ethnic communities, designing benefits tailored to their unique needs. These models didn’t just appear—they were built over time with intentionality and cultural insight. The takeaway? History matters. We should study it. Learn from it. Build on it. Understanding the past helps us avoid repeating its mistakes—and helps us build a better, more effective system. Yet in today’s healthcare innovation economy, history is often erased in favor of a shinier narrative. Claims of being “first,” “best,” or “most innovative” drown out the real story. But progress doesn’t come from pretending we’re starting from scratch—it comes from standing on the shoulders of those who came before us. Those who ignore history are doomed to repeat it. It’s one reason healthcare can feel like it’s stuck in a loop: too often, what’s marketed as innovation is just a reboot of old ideas. Respecting history isn’t nostalgic. It’s strategic. What truly matters is execution—and a relentless drive to improve on what came before. But that improvement begins with knowing and respecting all that came before us.

Law school taught me the law. But building a career? That’s a different story. Many years ago, I walked into my first day as a lawyer, armed with my 2nd Upper Degree, thinking I was ready. I WAS NOT. Here are 12 lessons I learnt the hard way: (I wish someone had shared with me before I started) 1️⃣ It’s Okay to Ask for Help Pretending to know everything? Rookie mistake. Ask questions. Get clarity. Even top-tier lawyers do. 2️⃣ Networking > Billable Hours Winning cases builds a reputation, but relationships build careers. That partner you avoid at events? Talk to them. 3️⃣ Reputation Is Currency Every email. Every call. They all shape how people see you. Guard your reputation like it’s your most valuable client. 4️⃣ Billing ≠ Just Hours Worked It’s not about grinding for numbers—it’s about delivering value. (And yes, padding your billables will get you noticed—for all the wrong reasons.) 5️⃣ Clients Crave More Than Advice They want trust, empathy, and someone who listens. Legal skills matter, but human connection wins clients for life. 6️⃣ The Best Lawyers Never Stop Evolving The law changes, and so should you. Stay curious. Stay sharp. Stay ahead. 7️⃣ Mentors = Secret Weapons Find someone who’s been where you want to go. The right mentor will save you years of trial and error. 8️⃣ Burnout Is the Silent Killer The late nights will come, but don’t make them your norm. Protect your energy—because no case is worth your health. 9️⃣ Pick Your Battles Not every fight is worth the courtroom. Strategic restraint is a superpower. 🔟 Mistakes Are Inevitable Here’s the secret: It’s not about never failing—it’s about how you bounce back. Own it, learn from it, and keep moving. 1️⃣1️⃣ It’s a Marathon, Not a Sprint You don’t need to win every deal or impress every partner. Pacing yourself is how you last in this game. 1️⃣2️⃣ Never Lose Sight of Your WHY When the grind feels endless (and it will), your WHY will keep you grounded. Don’t let go of it—it’s your anchor. Law school taught you the law. But no one taught you how to build a career in it. Lawyers reading this, did I miss anything? What else would you add to my list? --- Repost this♻️ to help the juniors out there! ➕ Follow Shulin Lee for more. P.S. To the trainees starting out: It’s okay to feel scared. P.P.S. The partners you’re intimidated by? They were once where you are. Everyone starts somewhere. You've got this!

The million-dollar hiring secret: Culture over skills. Hiring for "culture" isn't just trendy - it really does transform a team. When you get the dynamics right, productivity, retention, and morale all skyrocket. But how do you find that perfect person? The one who doesn’t just tick the boxes, but elevates the whole team? I’ve been there. Early on, I focused on those who had the right experience. I thought hiring someone who could hit the ground running was the key to success. But I quickly learned that when someone’s values clash with your company culture, it affects everyone. That experience taught me this: cultural fit matters just as much as skills. Now, I’m fortunate to work with a high-performing team, built by hiring for culture first and skills second. By focusing on this, we've created not just a high-performing team, but a resilient one. When your team aligns with company values, they stay longer, collaborate better, and contribute more meaningfully to the team’s success. Of course, leadership also plays a big role in why people stay or leave - but that’s a post for another day! Here are the top questions I ask to assess culture fit: 1️⃣ Describe a work environment you loved. What made it special? ↳ This reveals their values and what they need to grow. 2️⃣ Tell me about a time you disagreed with a company decision. How did you handle it? ↳ Their answer shows how they approach conflict and express concerns. 3️⃣ What’s the most creative idea you’ve implemented in a previous role? ↳ This highlights their problem-solving skills and initiative. 4️⃣ How do you prefer to receive feedback, and how often? ↳ This uncovers their communication style and openness to growth. 5️⃣ Can you share an example of a mistake you made at work and how you handled it? ↳ This demonstrates accountability and adaptability. And my favourite, inspired by Simon Sinek: 6️⃣ "I hate surprises. Can you tell me something that might go wrong now so I won’t be surprised later?" ↳ This question tests honesty, foresight, and self-awareness, while starting an open dialogue about challenges. When you go beyond the traditional surface-level questions, you’ll discover more than skills. This is how you can uncover how well a candidate aligns with your team’s values and dynamics. 👉 What questions do you use to identify a good culture fit? ♻️ Share this post to help your network build stronger teams. 🔔 Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

When working with multiple LLM providers, managing prompts, and handling complex data flows — structure isn't a luxury, it's a necessity. A well-organized architecture enables: → Collaboration between ML engineers and developers → Rapid experimentation with reproducibility → Consistent error handling, rate limiting, and logging → Clear separation of configuration (YAML) and logic (code) 𝗞𝗲𝘆 𝗖𝗼𝗺𝗽𝗼𝗻𝗲𝗻𝘁𝘀 𝗧𝗵𝗮𝘁 𝗗𝗿𝗶𝘃𝗲 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 It’s not just about folder layout — it’s how components interact and scale together: → Centralized configuration using YAML files → A dedicated prompt engineering module with templates and few-shot examples → Properly sandboxed model clients with standardized interfaces → Utilities for caching, observability, and structured logging → Modular handlers for managing API calls and workflows This setup can save teams countless hours in debugging, onboarding, and scaling real-world GenAI systems — whether you're building RAG pipelines, fine-tuning models, or developing agent-based architectures. → What’s your go-to project structure when working with LLMs or Generative AI systems? Let’s share ideas and learn from each other.