I feel like this message often gets misplaced. We talk a lot about culture and leadership (and rightfully so), but the bigger conversation should be about how organizations are adapting (or not adapting) to the realities of today’s work environment. We’re operating in a world that is increasingly:
Global – collaboration now spans borders, cultures, and time zones.
Dispersed – hybrid and remote work aren’t fringe; they’re foundational to how work gets done.
Equity-focused – workers expect systems that produce fair, inclusive, and sustainable outcomes. (And recent data shows that rigid RTO mandates are actually creating more inequity.)
In this context, requiring people to be back in the office 4–5 days a week without clear intention misses the point. It doesn’t reflect how work has evolved - it just recreates old patterns that no longer serve business or people.
The real competitive edge moving forward? Adapting leadership and culture to this new reality - not measuring productivity by “butts in seats.
I’m glad to be part of conversations that get to the root of this challenge. Especially as we consider how social atrophy happens when leadership development and cultural connection aren’t intentionally built into the fabric of work.
So, community: How is your organization balancing the need for connection with the flexibility today’s workforce expects? What are you looking into for 2026+?