『Collaborative-Culture』のカバーアート

Collaborative-Culture

Collaborative-Culture

著者： Kristine Gentry and Monica M. Smith
無料で聴く

今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

Collaborative-Culture: Bridging Perspectives, Building Stronger Teams

Culture shapes how we live, work, and collaborate—yet it remains one of our most misunderstood and underutilized assets. Collaborative Culture explores what culture truly means in our workplaces and across societies, revealing how it powers organizational and community success.

Hosted by cultural intelligence experts Dr. Kristine Gentry (Culture Grove) and Monica Smith (Tradewind Consulting), this podcast creates a forum for transformative conversations about the intersection of culture, leadership, and human connection.

Through candid interviews with thought leaders, revealing case studies, and proven strategies, we examine:

  • Building cultures that ignite collaboration and breakthrough innovation
  • Mastering cross-generational and cross-cultural workplace dynamics
  • Navigating the fine line between cultural appreciation and appropriation
  • Developing global leadership dexterity in our interconnected world
  • Preparing for the evolving future of work and its impact on teams
  • Implementing practical techniques for cultivating inclusive environments


For business leaders, people managers, HR professionals, and culture enthusiasts, this podcast challenges conventional thinking while delivering actionable insights to help you build environments where everyone thrives.

Culture isn't just a concept—it's your competitive advantage. Join us as we explore how to create cultures that work.

Hosted on Acast. See acast.com/privacy for more information.

Collaborative Culture マネジメント マネジメント・リーダーシップ 経済学
エピソード
  • AI Is Not a Tech Problem. It’s a Culture Problem

    AI Is Not a Tech Problem. It’s a Culture Problem
    2026/04/15
    Show Description

    In this episode of Collaborative Culture, Monica Smith and Dr. Kristine Gentry take a second look at artificial intelligence and ask a more important question: why are so many AI initiatives failing to deliver results? Drawing on recent research and real-world company examples, they make the case that AI is not just a technology shift. It is a culture shift.


    They explore why fear, uncertainty, status loss, weak communication, and organizational politics can quietly derail even the most promising AI strategy. They also highlight what successful organizations are doing differently, from building trust and transparency to creating learning cultures where employees feel empowered rather than threatened.


    This conversation is a practical reminder for leaders: if your people are not part of your AI strategy, you do not really have one.


    Show Notes

    In this episode, Monica and Kristine unpack why AI adoption succeeds or fails based on culture, not just capability. They discuss the growing gap between AI investment and actual return, and why so many organizations still treat AI implementation like a software rollout instead of a behavior-change effort.


    They explore several of the biggest human barriers to adoption, including uncertainty, fear of replacement, and fear of status loss. The conversation looks at how employees respond when they do not understand the technology, do not trust leadership’s intentions, or feel that using AI might make them look less credible or more expendable.


    Monica and Kristine also highlight examples of companies taking a more effective approach. They discuss organizations that celebrate AI learning, create bottom-up innovation challenges, invest in broad employee development, and give frontline teams more power to solve problems. These examples reinforce a central idea of the episode: culture shapes whether AI becomes a threat, a wasted investment, or a tool for real improvement.


    The episode also addresses the less visible side of AI transformation, including politics, resource hoarding, hierarchy disruption, and quiet resistance. Monica and Kristine argue that leaders have to pay attention not only to systems and tools, but to incentives, identity, trust, and the stories people are telling themselves about what AI means for their future.


    In this episode, we discuss:
    • Why AI adoption is a culture challenge, not just a tech challenge
    • What current research says about weak AI ROI and failed initiatives
    • The three human fears that often derail AI adoption
    • Why trust, transparency, and training matter more than hype
    • How behavioral science helps explain employee resistance
    • What leaders can learn from companies using AI well
    • Why culture is the strategy behind successful transformation
    • How power dynamics and organizational politics interfere with adoption
    • What leaders should ask before rolling out AI in their organizations



    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.
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    30 分
  • How Work Really Gets Done: Inside Kristine Gentry’s C.U.L.T.U.R.E.™ Framework

    How Work Really Gets Done: Inside Kristine Gentry’s C.U.L.T.U.R.E.™ Framework
    2026/04/01
    Show descriptionIn 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 notesIn 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 – ClarityWhy 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 – UnderstandingA 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 – LeadershipA 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 – TrustKristine breaks down why trust is foundational for innovation, idea-sharing, and collaboration—and how misalignment between words and actions quickly erodes it. U – Unwritten RulesOne 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 – RitualsFrom meetings to onboarding to recognition, rituals communicate what matters and quietly reinforce culture every day. E – EvolutionCulture 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 takeawaysCulture is not just values statements or branding languageLeaders shape culture whether they do so intentionally or notUnwritten rules often have as much impact as formal policiesTrust and understanding are essential for collaboration and innovationSustainable culture change starts with listening before fixingCulture must be revisited and evolved over time Thanks for Listening!We’d love to hear from you.Kristine Gentry, PhDkgentry@culturegrove.com🌐 www.culturegrove.com🔗 LinkedIn: Kristine McKenzie GentryMonica M. Smithtradewindscareerconsulting@gmail.com🌐 www.tradewindscareerconsulting.com🔗 LinkedIn: Monica Mary SmithIf 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.
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    38 分
  • Executive Presence Without Losing Yourself

    Executive Presence Without Losing Yourself
    2026/03/18

    In this episode of Collaborative Culture, Dr. Kristine Gentry and Monica Smith unpack the complicated topic of executive presence.


    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.
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    34 分
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