Purpose-Driven Workspaces

3 team building activities to try at your next company offsite. —Leadership team— Have every member of the leadership team answer the following 3 questions in advance: 1. What do I love most about my job? 2. What’s the hardest part of my job? 3. What’s something people often don’t know or misunderstand about my job? Share everyone’s responses as a pre-read ahead of the live session and then lead a group discussion with helpful prompts like: What’s one thing that caught you by surprise? How did it feel to share this with the group? What patterns stood out to you? This is a great way to build x-functional empathy and awareness while surfacing underlying challenges. —Managers— Ask your managers to answer the following Q: On a scale of 1-5, how hard is it to be a manager? Facilitate a live discussion with follow up Qs like, “What’s the hardest part?” and “How does it feel looking around the room and seeing everyone else’s responses?” Then break everyone into pairs for a peer coaching session on a management challenge they’re currently facing. (Link below for template.) This is a great way to foster community and resilience for managers. —Employees— Break everyone into pairs and have them answer the following prompt: What’s a piece of feedback you’ve been sitting on? Provide them with coaching Qs like, “What’s holding you back?” and “How do you think the person would feel if they knew you were feeling this way?” This is a great activity to surface underlying issues, foster communication, and provide a peer coaching buddy your employees can lean on the next time they’re facing a challenge. Looking for more offsite tips and resources? Check out my favs here: - How to coordinate an in-person offsite (including template comms to employees): https://lnkd.in/eMQyHeNa - Leadership team building activities: https://lnkd.in/epGKs9ZH - Low lift management training activities: https://lnkd.in/ea3SPTVN What are your favorite company offsite activities?

Corporate volunteering isn't charity. It's strategy. We've been thinking about it all wrong. Like it's some kind of corporate karma points. A feel-good checkbox on the CSR form. A nice-to-have that makes for good annual report photos. But what if I told you it's actually a business imperative? The data is staggering. Companies with strong volunteer programs see attrition drop by 11-39%. Not 1%. Not 2%. Up to thirty-nine percent. In a world where replacing an employee costs 1.5-2x their annual salary, that's not philanthropy. That's financial sense. And it gets better. 96% of companies report higher engagement among employees who volunteer. Higher engagement. Not just happier faces. Not just better photos for the company Instagram. But deeper, more meaningful connection to work. We keep throwing money at engagement problems. Better offices. Fancier perks. Higher bonuses. Yet we ignore the simplest solution - giving people purpose beyond their paycheck. Look at Cognizant Outreach. Their volunteers don't just stay longer. They become brand evangelists. They recruit their friends. They defend the company at dinner parties. They wear the logo with pride, not just because it pays their bills, but because it stands for something. The irony is tragic. HR departments spend millions on retention strategies while volunteer programs beg for budget. Leadership teams obsess over culture while overlooking the most powerful culture-building tool they already have. We've been treating volunteering like it's a cost center when it's actually an investment with measurable returns. But here's the thing - it only works when it's real. When it's not just a day of painting walls for a photo op. When it's sustained. When it's connected to your company's actual expertise. When employees can see the impact, not just hear about it in town halls. The companies that get this right don't just do good. They do better. Their employees stay longer. Work harder. Speak more positively. Recruit more effectively. The ROI isn't soft. It's as hard as any marketing campaign or training program you've ever measured. So stop thinking about volunteering as something nice you do on the side. Start seeing it as essential business strategy. Because in the war for talent, purpose isn't just a differentiator. It's the ultimate competitive advantage.

"this position paper challenges the outdated narrative that ethics slows innovation. Instead, it proves that ethical AI is smarter AI—more profitable, scalable, and future-ready. AI ethics is a strategic advantage—one that can boost ROI, build public trust, and future-proof innovation. Key takeaways include: 1. Ethical AI = High ROI: Organizations that adopt AI ethics audits report double the return compared to those that don’t. 2. The Ethics Return Engine (ERE): A proposed framework to measure the financial, human, and strategic value of ethics. 3. Real-world proof: Mastercard’s scalable AI governance and Boeing’s ethical failures show why governance matters. 4. The cost of inaction is rising: With global regulation (EU AI Act, etc.) tightening, ethical inaction is now a risk. 5. Ethics unlocks innovation: The myth that governance limits creativity is busted. Ethical frameworks enable scale. Whether you're a policymaker, C-suite executive, data scientist, or investor—this paper is your blueprint to aligning purpose and profit in the age of intelligent machines. Read the full paper: https://lnkd.in/eKesXBc6 Co-authored by Marisa Zalabak, Balaji Dhamodharan, Bill Lesieur, Olga Magnusson, Shannon Kennedy, Sundar Krishnan and The Digital Economist.

What if your team finally had a space to talk about what truly matters? I recently implemented a series of intentional team rituals for one of my clients, and the transformation has been incredible. For the first time, the team finally has a space to share openly, talk about what’s important, and engage in authentic conversations that drive performance. 💡 Team rituals aren’t icebreakers—they’re purposeful, evidence-based practices designed to embed psychological safety into the team’s rhythm. Each ritual serves a unique purpose, from encouraging healthy risk-taking to reinforcing shared values. Here are 5️⃣ powerful rituals I use: ✨ Team temperature check A quick check-in that helps everyone align on each other’s state of mind, fostering empathy and understanding from the start. ✨ Unspoken thoughts sharing A safe, dedicated space for team members to voice thoughts that might otherwise go unheard. This has been transformative in building trust and transparency. ✨ Risk round-up A reflection on recent risks taken, regardless of the outcome, to normalize growth and show that taking chances is valued. ✨ Intelligent failure celebration A space to celebrate ‘intelligent’ failures, focusing on lessons learned and supporting a culture of experimentation and innovation. ✨ Team value stories Weekly storytelling of how team values come to life, creating a shared sense of purpose and reinforcing a culture of belonging. 🔎 How to measure impact and progress? I use a Psychological Safety Scan for my clients before and after implementing these rituals to capture the tangible progress in team dynamics. P.S. : What’s your favorite team ritual that makes a difference in your team? ---------------------------------------- 📚 Read about how to implement each ritual and use the provided prompts in my blog article. 👇 Link in the comments.

Last week I shared how AI helped analyze our retreat feedback survey data in minutes. Today, I want to highlight the three elements that our team rated most impactful from our recent company retreat in Ireland... - [New addition] "Connection Court": We created a dedicated space in the castle with games, snacks, and comfy seating that was open throughout the day and late into the night. This gave people a relaxed place to connect in case of bad weather and removed the pressure to drink or socialize in high-energy environments. This was great for introverts and those who don't enjoy the bar scene and provided more inclusive evening activities that worked for everyone. - Doist Build (our company hackathon) hit different this year: We surveyed the team for "hack-worthy" topics ahead of the retreat, pre-selected the top 10 we felt could make an impact on the company, and revealed them the day before so people could start brainstorming. Morning of, it was first-come-first-serve with limited seats per topic, which created some incredible energy to start the day. Best part? The winning team's project was implemented right there at the retreat and immediately improved our onboarding metrics 🚀 - "Choose your own adventure" itinerary structure: Instead of forcing everyone into the same activities, we offered parallel options during free time. We balanced physical activities (hiking, sports), cultural experiences (castle tours, local music), and team building events (escape rooms, group games). This approach let people naturally form smaller groups around common interests, creating deeper connections through shared experiences. After organizing multiple retreats over the years, one principle stands out: create a flexible structure and trust your team to find meaningful ways to connect. When people have the freedom to choose activities that align with their interests and energy levels, authentic relationships naturally develop. Hope this is helpful and I'd love to hear what's working for other teams as well 👇

𝐓𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐢𝐬 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐭𝐢𝐦𝐞 𝐲𝐨𝐮 𝐯𝐢𝐬𝐢𝐭 𝐚 𝐝𝐨𝐜𝐭𝐨𝐫’𝐬 𝐨𝐟𝐟𝐢𝐜𝐞 𝐨𝐫 𝐭𝐡𝐞 𝐡𝐨𝐬𝐩𝐢𝐭𝐚𝐥. A new study published in the Journal of Occupational and Environmental Medicine (JOEM) (January 2026) takes a hard look at mental health service needs, utilization, and barriers among health system faculty and staff and the findings should prompt every health system leader to act. Researchers surveyed 2,421 faculty and staff at a large New York City health care system. Nearly two-thirds reported a perceived need for mental health services over the past year. Yet among those who recognized that need but did not seek care, the most cited barrier was simply not having time to look for a provider, reported by over 60% of respondents. Privacy concerns were the second most common barrier, with faculty significantly more likely than staff to flag this issue (33.9% vs. 10.4%). In a profession built on helping others, the fear of being seen seeking help remains a powerful deterrent. The study also uncovered meaningful disparities. Individuals identifying as Asian, Black, or Hispanic were less likely than White colleagues to perceive a need for mental health services, a pattern the authors attribute to differences in how mental health symptoms are recognized across racial and ethnic groups, as well as historical mistrust of mental health systems. Women reported higher odds of both perceiving a need and utilizing services, likely shaped by emotional labor demands inherent in caregiving roles. Workplace factors mattered, too. Staff who reported experiences with verbal abuse or worked in environments that did not prioritize racial equity and diversity had greater odds of perceiving unmet mental health needs. So what needs to change? The authors call on health care leaders and hospital administrators to: widely promote available mental health services, extend access to non-traditional hours, educate faculty and staff about their rights to confidentiality, and provide culturally sensitive care that reflects the diverse experiences of the workforce. Mental health support for health care workers is not a perk; it is a necessity. This research makes the case that systems must do more to meet their people where they are. Accessing mental health is challenging for everyone. There aren’t enough psychologists and psychiatrists, and many don’t take the insurance card you have in your wallet. Johns Hopkins Medicine offers quick access to mental health services for our faculty and clinicians. It’s a unique benefit that I realize most organizations can’t offer. However, be creative and find other solutions. The wave of mental health problems isn’t going away anytime soon. #healthcare #mentalhealth #EmployeeBenefits

Your employees are one of the most underused CSR assets you have. Not their wallets or their names on a donor wall. It’s their skills, their time and their stories. Employee volunteerism in education is still treated like a nice-to-have at most companies. A feel-good day or a team photo at a school. That's not volunteerism, that's optics. Real impact looks different. A data analyst teaching a class on Excel to high schoolers and staying in touch as a mentor. A product manager running a mock interview series for college seniors. An engineer co-designing a STEM project with a teacher, not just funding it. When employees bring their actual expertise into classrooms, two things happen. One, students get a window into careers they didn't know existed and two, employees rediscover why their work matters. The companies winning at this aren't just giving employees paid volunteer days. They're building structured programs with school partnerships, clear curricula, and follow-through that lasts beyond a single visit. If your CSR strategy includes education, ask yourself, are your people involved, or just your budget? The answer makes all the difference.

Mental Health First Aid 101: What You Need to Know Have you ever noticed a colleague at work go from outspoken to increasingly withdrawn, missing deadlines, and avoiding conversations? You notice, but you’re unsure how to help. Or has a friend shared that they’re feeling hopeless, and you struggle to find the right words. Situations like these are more common than we think. The Mental Health First Aid (MHFA) is a framework designed to empower anyone to provide initial support to someone experiencing a mental health challenge or crisis. Here are some actionable steps from Mental Health First Aid that can help you make a real difference in such situations: 📌Recognize the signs: Be alert to changes in behavior, mood, or appearance. Common signs include withdrawal, persistent sadness, difficulty concentrating, irritability, or excessive worry. 📌 Approach and listen: If you notice someone struggling, approach them in a private and non-judgmental way. Use open-ended questions like, “I’ve noticed you seem different lately. Would you like to talk about it?” 📌 Offer support without judgment: Listening is powerful. Avoid interrupting or offering unsolicited advice. Instead, acknowledge their feelings with statements like, “That sounds really difficult. I’m here for you.” 📌 Encourage professional help: Mental health first aid doesn't mean solving the problem but guiding the person to appropriate resources. This could mean suggesting they speak with a counselor, a trusted doctor, or calling a crisis hotline. 📌 Provide resources and follow Up: Share helpful resources, like local mental health services or online platforms. Check back with the person after your initial conversation to show ongoing support. Mental health challenges are becoming increasingly common, equipping ourselves with these skills is essential. MHFA training is a great way to learn and practice these techniques. What would your workplace or community look like if everyone had the tools to respond to mental health challenges with confidence and compassion?

Unleashing Creativity and Confidence Through Tower Building: Team Building Management Game Team building exercises are an integral part of fostering collaboration, communication, and camaraderie within any organization. However, traditional team-building activities can sometimes feel mundane or uninspiring. To inject a dose of creativity and boost confidence among team members, consider incorporating tower building using only newspaper and cello tape as a limited form of resources. Tower building as a management game offers a unique and engaging way for teams to work together towards a common goal while overcoming constraints and unleashing their creativity. With just newspapers and cello tape at their disposal, participants are challenged to design and construct the tallest and most stable tower possible within a set timeframe. One of the key learnings from this activity is the importance of effective communication and collaboration within a team. Participants must brainstorm ideas, delegate tasks, and coordinate their efforts to ensure the success of their tower. By working together towards a shared objective, team members learn to leverage each other's strengths, support one another, and communicate openly and effectively. Moreover, tower building fosters problem-solving skills and encourages innovative thinking. Additionally, engaging in a hands-on activity like tower building can significantly boost confidence among team members. As they see their ideas come to life and witness the tangible results of their efforts, individuals gain a sense of accomplishment and pride in their work. Success in building a sturdy and towering structure serves as a confidence booster, empowering team members to tackle future challenges with a renewed sense of self-assurance. #TeamBuilding #ManagementGames #CreativityBoost #ConfidenceBuilding #InnovationCulture #CommunicationSkills #ProblemSolving #HandsOnLearning #Collaboration #LeadershipDevelopment #ResourceConstraints #TowerBuilding

Community is a climate solution. In December, I helped ClimateVoice organize a webinar called "Green Team Success Stories: How Employees Advance Climate Action at Work" and now, we're following up with a blog post that goes a level deeper! This article provides an exclusive glimpse into how employees from Google, LinkedIn, Microsoft, Pinterest, and Salesforce have self-organized into employee sustainability communities (often called Green Teams) for years, showcasing their successes, challenges, similarities, and differences. Their efforts have shifted the dynamics of who can engage in sustainability work at these companies, created industry leading green innovations, and in each case, unlocked more resources and support for sustainability work. I authored this month's Connect the Dots newsletter to recap the session (find a link to the recording in the comments below) and explain just how powerful and transformative these communities can be. ✋ Green Teams work in organizations of all shapes and sizes and mostly run on volunteer labor, enabling individuals to align their passion and purpose with their work, while providing valuable career development opportunities and improving employee attraction and retention 🕸️ Their decentralized structure breaks down organizational silos, fostering connection and collaboration across the entire workforce, while increasing overall climate literacy 🪴 They uniquely embed sustainability throughout every part of an organization, driving innovation while reducing environmental impact simultaneously. 💡Most importantly, they transform sustainability from an operational task driven by a single team to a core part of organizational culture, making sustainability part of everybody’s job in the process. We learned that the challenges employees face doing this work are more similar than different: lack of place (no sustainability community), lack of time (burnout, layoffs, and competing priorities), lack of influence (employees are not considered a critical stakeholder), lack of knowledge (little to no climate literacy in the workforce), and crucially, lack of support (no top down sponsorship from a Chief Sustainability Officer or executive). The good news is that all of these obstacles can be overcome, and the employees in Green Team Success Stories: How Employees Advance Climate Action at Work told us how each had uniquely done it in their organizations. Read on to learn more and share your experience with green teams in the comments below. Help us tell your story! Kevin Houldsworth Mia Ketterling Alyssa Chen Prashansa Sonawane Nidhi Kaul Céline Zollinger Antoine Cabot 🌱Lindsey Peterson Rohan Nijhawan Sam Gooch Zoe Samuel Holly Alpine (née Beale) Van Riker Aiyana Bodi Chris Bradley Patrick Flynn Manav Goel Nina Panda Kimberly Forte Abraham Chen, MBA Ryan Eismin, PhD Peggy Brannigan Dana Jennings Elizabeth Shelly Maddie Stone Cecilia Emden Hands 🌱Kati Kallins Lucy Piper Katelyn Prendiville Nivi Achanta