Culturati Summit
Share
A community of CEOs, entrepreneurs, investors and other C-Suite leaders who practice and study cultur Unpacking the future of workplace culture.
“The number-one workplace challenge of today is not AI. It’s disconnection.”
Employee expectations have changed faster than most communication models have. Workvivo by Zoom CMO Gideon Pridor and AMC's Adam Murphy argue that trust now depends less on polished messaging and more on whether employees can actually hear from leaders, respond, and feel included in the conversation.
Watch their recorded 2C26 keynote on Culturati: On Demand: https://www.culturatisummit.com/culturati-on-demand?wix-vod-video-id=8f8a1c0516564a3da0022420b4812515&wix-vod-comp-id=comp-mnrtoro6
06/15/2026
Stress changes how people think, connect, and perform. Trust does too.
On June 23, Paul J. Zak will join Culturati: LIVE to examine emotional fitness through the lens of neuroscience, showing why trust, emotional regulation, and physiological readiness belong much closer to performance than to “soft skills.”
Drawing on decades of research on oxytocin, human connection, and organizational performance, Paul will explore what emotionally fit teams do differently under pressure and why that matters for resilience, collaboration, innovation, and ex*****on.
Sign up today: https://www.eventbrite.com/e/1990594360317?aff=oddtdtcreator
06/12/2026
AI has developed a private life inside the company.
Employees are using it, hiding it, refining it, judging it, depending on it, and sometimes resenting it before leaders have created the trust and rules to turn individual hacks into enterprise capability. The blunt question is: when employees discover a better way to work, do they believe sharing it will make them more valuable, or more vulnerable?
Inside this week’s On Culture:
→ Harvard Business Review: Hidden AI use reveals the trust gap inside adoption
→ McKinsey & Company: HR’s mandate is shifting from process administration to work architecture
→ Financial Times: AI saves time, but botsitting and tool switching absorb the gains
→ Boston Consulting Group: Frontline AI use is rising faster than strategy and guidance
→ HR Dive: AI is increasing satisfaction and cognitive load at the same time
Read the full issue → https://www.culturatisummit.com/post/on-culture-the-secret-life-of-ai-at-work
06/09/2026
A lot of leadership teams are being pushed toward a new growth model.
Microsoft’s latest WorkLab research shows how much of that shift depends on readiness. More than 80% of leaders expect agents to become part of their AI strategy within the next 12 to 18 months, yet nearly 80% of organizations say their data still cannot move across teams in ways that make agentic AI work, and two-thirds still lack executive champions to clear the path.
Karan Nigam’s Microsoft breakout at 2C26 focused on the operational next steps: equip teams with AI, redesign the workflows that shape revenue and service, and define where people and agents each create the most value.
06/03/2026
When pressure rises, some teams stay clear, connected, and accountable.
Others default to self-protection, risk minimization, and performative alignment.
What makes the difference?
In an upcoming Culturati: LIVE session, neuroscientist Paul J. Zak will explore emotional fitness as a business imperative, including how trust, emotional regulation, and physiological readiness shape the way people think, connect, and perform at work.
Join us at Noon CT on Tuesday June 23rd, sign up today: https://www.eventbrite.com/e/1990594360317?aff=oddtdtcreator
Leadership transitions can destabilize an organization before anything formally changes.
At Culturati 2C26, Chris Jensen and Dana Larsen explained why: people can tell expectations are shifting, but they do not yet know what the new standard is. That uncertainty slows people down.
Chris Jensen spent six months shadowing the incoming CEO, paying close attention to his language, questions, and priorities so the team could understand what the new leader was signaling before the message was formally rolled out.
NXP already had a company aspiration, “unstoppable,” but employees still needed to know what that meant in practice. The team used the new CEO’s language to make it more concrete through speed, ownership, and innovation, while employee feedback helped sharpen where the organization needed more confidence and consistency in ex*****on.
They also chose not to wait for perfect messaging. Chris described moving when the message was about 70% there, as long as people understood what was known, what was still being decided, and when more direction would come.
The takeaway: shorten the period in which people have to guess. Make the new expectations visible early enough that the organization can move.
Click here to claim your Sponsored Listing.
Category
Contact the business
Telephone
Website
Address
PO Box 684826
Austin, TX
78768
