Curiously deep dives about the world of work and how it’s changing.

In general, the more a job is focused on contributing to society and community, the less it pays. It’s not an immutable law of physics, but wages in the charitable sector consistently lag the private sector, and typically there’s a trade-off between doing good (for the world) and doing well (for yourself, financially.)

Meet Daisy: An AI Case Study. Daisy is a Regional Sales Enablement Specialist for a large multinational in a heavily regulated industry. She works with sales executives in her region to help them build skills and deliver better outcomes for customers and the business.

We use AI judiciously, so that we are minimizing the downsides and maximizing the benefit. Our use of AI should be additive, transparent, eco-conscious, and voluntary.

How capitalism breaks down in the face of GenerativeAI, and why we need to find ways to optimize for human flourishing.

Organizations tend to focus on building new things. But there is a season to turn inwards, prioritizing and optimizing what already exists.

At Workomics, our work is flexible-by-design. Our policy is non-prescriptive on when work happens and how much of it you need to do.

The asymmetry of asking for help, autonomous vs. dependent help-seeking, and what it means for organizational effectiveness.

Workomics appears on the Storylinking podcast. Susan Bartlett discusses building alignment with co-creation with host Tom Lietz.

Flat hierarchy ismore effective for modern knowledge work, but recent research shows it might contribute to gender inequality

Founder Mode is building capacity wherever it’s most needed to unlock growth. Manager Mode is about running a company in a stable equilibrium.

Workomics appears on The Inner Game of Change podcast. Susan Bartlett and Terri Block discuss the change flywheel with host Ali Juma.

Scaling start-ups need their employees to build skills in stakeholdering and organizational alignment, as the team grows.

The old bargain: give up a large measure of your autonomy and flexibility. In return, we’ll give you stability, structure, and resources.

Organizations struggle with undoing decisions. Fostering a pilot mindset can help organizations course-correct in more nuanced ways.

There are three design tensions in remote work: communication, camaraderie, and coordination. Plus, a blueprint for structuring in-person time.

Customer experience is about helping everyone recognize when organizational logic is negatively affecting customers, and then changing it.

The Workomics Disconnecting From Work policy sets out three principles: communicate, anticipate, and reciprocate.

The Social Brawn Hypothesis suggests that social support from colleagues helps us sustain higher levels of performance with less fatigue.