エピソード

  • Replay: From Command-and-Control to Cross-Cultural Collaboration

    Replay: From Command-and-Control to Cross-Cultural Collaboration
    2026/06/10
    Episode DescriptionAs more organizations work across borders, time zones, functions, and cultures, collaboration cannot be treated as something that “just happens.” It has to be intentionally designed.In this replay episode of Collaborative Culture, Kristine and Monica revisit a conversation that feels just as relevant today: how global teams collaborate, what companies often misunderstand about cultural difference, and why effective cross-cultural work requires more than awareness. It requires curiosity, humility, practice, and a willingness to rethink the assumptions we bring into the room.Monica shares how she works with leaders and teams navigating global collaboration, scaling organizations, outsourcing relationships, expat transitions, and cross-functional work. The conversation also explores why DEI, when truly embedded into culture and talent practices, is not simply an “add-on” that can be removed when the political winds shift.At the heart of this episode is a powerful reminder: culture is not a side issue. It shapes how people communicate, interpret deadlines, build trust, manage risk, make decisions, and contribute their best work.In This Episode, We Talk AboutWhy global companies often think about DEI differently than U.S.-only organizationsThe difference between performative DEI and practices that are truly embedded into cultureHow command-and-control leadership can limit collaboration with global partners and suppliersWhy cross-cultural collaboration has to be managed toward outcomes, not assumptionsMonica’s three-part approach: mindset, measurability, and practiceHow cohort-based learning helps teams build real-time cultural understandingWhy leaders need to understand cultural norms without turning them into stereotypesThe role of curiosity, respect, and cultural humility in global teamworkHow companies can better support expat leaders and employees working across culturesWhy mistakes will happen—and why repair is an essential cross-cultural skillKey TakeawaysOne of the strongest ideas in this conversation is that companies cannot unlock the best of global talent through hierarchy alone. When headquarters dictates, controls, or assumes its way of working is the “right” way, it often misses the creativity, insight, and expertise available across the organization.Monica also emphasizes that cultural learning is not about memorizing every custom in every country. It is about developing the ability to notice difference, ask better questions, adapt behavior, and stay curious instead of defaulting to judgment.Kristine brings in the anthropological lens of ethnocentrism and cultural relativism, reminding us that we all interpret the world through the norms we were taught. In global and cross-functional teams, that awareness matters. It helps leaders pause before assuming that a behavior means disrespect, disengagement, or lack of commitment.Why We’re Replaying This Episode NowThis episode is a great listen for anyone working with global teams, cross-functional groups, outsourced partners, or multicultural organizations. It also connects directly to one of the core themes of Collaborative Culture: culture is not separate from operations. It is part of how the work gets done.As organizations continue navigating political shifts, changing expectations around DEI, hybrid collaboration, global talent, and distributed teams, this conversation offers a practical and thoughtful reminder that collaboration has to be cultivated with intention.About Collaborative CultureCollaborative Culture is hosted by Dr. Kristine Gentry, founder of Culture Grove, and Monica M. Smith, CEO of Tradewinds Career Consulting. Together, they explore how culture shapes the way people work, lead, collaborate, and build stronger organizations.New episodes return August 5. Until then, we’re revisiting foundational conversations from Season One that continue to shape the way we think about culture, leadership, and collaboration.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
  • Replay: Start Here - Why We Created Collaborative Culture

    Replay: Start Here - Why We Created Collaborative Culture
    2026/05/27

    Replay Description:

    As we revisit key conversations from Season One, we’re starting where it all began.

    In this replay of our very first episode, Dr. Kristine Gentry and Monica Smith introduce themselves, share the work that brought them to this podcast, and explain why they wanted to create a space for deeper conversations about culture, collaboration, leadership, and the way people work together.


    This episode is the best starting point for new listeners and a meaningful reminder for those who have been with us since the beginning. It captures the foundation of Collaborative Culture: that culture is not just a workplace buzzword. It shapes how people communicate, lead, build trust, navigate difference, and create work environments where people can do their best work.


    As we prepare for Season Two, this conversation reminds us why we started and why these conversations still matter.


    In this episode, we discuss:

    • Who Kristine and Monica are and the work they each bring to the conversation
    • Why culture and collaboration need to be discussed together
    • How workplace culture shapes communication, trust, and team dynamics
    • Why global, cross-cultural, and values-based perspectives matter at work
    • What listeners can expect from Collaborative Culture


    Best for listeners who want to:

    • Start listening to Collaborative Culture from the beginning
    • Better understand the purpose behind the podcast
    • Learn more about Kristine and Monica’s perspectives
    • Revisit the foundation of Season One before Season Two begins


    Original Episode:

    Episode 1: Who We Are and Why We’re Doing This

    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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    28 分
  • Season One Wrapped: The Culture Conversations Worth Revisiting

    Season One Wrapped: The Culture Conversations Worth Revisiting
    2026/05/13
    Episode DescriptionIn the final episode of Season One, Dr. Kristine Gentry and Monica Smith pause to reflect on the conversations, guests, and core ideas that shaped the first season of Collaborative Culture.From the very first episode, the podcast has been grounded in one central belief: culture is not a “soft” skill or topic. It belongs in the boardroom, not just the HR department. Across 22 episodes, Kristine and Monica explored how culture influences leadership, global collaboration, AI adoption, employee engagement, measurement, mergers and acquisitions, and the everyday decisions that determine whether values are actually lived or simply stated.As the podcast heads into a short summer recording break, Kristine and Monica share the five episodes they are replaying during the hiatus and why each one deserves another listen (or a first listen if you missed it the first time around). They revisit the foundation of the show, the importance of adapting culture across global teams, the cultural side of AI adoption, the limitations of engagement metrics, and the real work of building intentional corporate culture.Season Two returns on August 5, but until then, listeners will still receive episodes every other Wednesday through a curated summer replay series. Show NotesIn this episode, Kristine and Monica discuss:Why Collaborative Culture startedKristine and Monica reflect on the original conviction behind the podcast: culture does not get enough airtime in business, even though it shapes how people lead, collaborate, adapt, and grow. They return to the idea that culture is a strategic business issue, not a soft skill or an HR-only concern. Five episodes selected for the summer replay seriesEpisode 1: Who We Are and Why We’re Doing ThisThis episode introduces Kristine and Monica, their work, and the core purpose behind the podcast. It is the best starting point for new listeners and a meaningful reminder for those who have been listening since the beginning.Episode 6: Culture Isn’t One Size Fits All: Navigating Successful Global TeamsMonica and Kristine revisit the importance of cultural fluency in global and distributed teams. They discuss why values may travel across borders, but the way those values are expressed needs to be locally informed.Episode 8: AI Meets Culture: How Smart Leaders Build for Growth, Not FearThis episode explores AI adoption as a cultural challenge, not just a technology rollout. Kristine and Monica discuss why fear, trust, communication, psychological safety, and leadership mindset all shape whether people actually use new tools.Episode 13: When Engagement Metrics Fail: What to Measure InsteadFeaturing Dr. Nicole Eisdorfer, this episode challenges the way many organizations measure employee engagement. The conversation explores why HR teams often lack the right data, why surveys alone are not enough, and what better measurement could look like.Episode 18: The Art and Science of Building Intentional Corporate CultureFeaturing Ron Thalheimer, this conversation explores what intentional culture-building looks like in practice. Ron shares real-world insight into values, leadership, trade-offs, business outcomes, and what happens when culture is lived instead of merely declared.Gratitude for listeners and guestsKristine and Monica close the season by thanking guests, listeners, and everyone who shared episodes, gave feedback, or joined the conversation. They also acknowledge the podcast’s global audience and invite listeners to reach out with ideas, questions, and feedback. 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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    28 分
  • The Human Side of M&A: Culture, Trust, and What Happens Next

    The Human Side of M&A: Culture, Trust, and What Happens Next
    2026/04/29
    Episode Description

    In this episode of Collaborative Culture, Dr. Kristine Gentry and Monica Smith explore the human and cultural side of mergers and acquisitions.

    For years, leaders heard that roughly 70% of mergers failed. More recent research from Bain suggests that the story has changed: close to 70% of deals now succeed, especially among experienced acquirers that have developed stronger due diligence, integration practices, and what Bain describes as M&A “muscle.”


    But Kristine and Monica ask a deeper question: what does “success” really mean if the people who created the value leave, disengage, or feel invisible after the deal closes?


    They discuss why acquired employees often experience a loss of agency, why financial incentives alone do not solve retention, and how culture shows up in very practical integration moments from decision-making and risk tolerance to benefits, commutes, rituals, communication, and manager support. They also connect M&A lessons to broader leadership challenges in any season of organizational change.


    The conversation draws on research from Bain, Harvard Business Review, and Dr. J. Daniel Kim’s work on turnover among acquired startup employees, which found that acquired workers are significantly more likely to leave than comparable regular hires.


    This episode is for leaders, consultants, HR professionals, and anyone navigating growth, acquisition, integration, or large-scale change.


    In this episode, we explore:
    • Why M&A success depends on more than financial modeling
    • How culture affects execution, trust, innovation, retention, and performance
    • Why acquired employees experience a different transition than regular hires
    • The limits of bonuses, stock options, and financial incentives when belonging is missing
    • Why acquiring companies need to assess their own culture, not just the culture of the company they acquire
    • How rituals, decision-making norms, risk tolerance, and unwritten rules shape integration
    • Why mid-level managers are essential during mergers and acquisitions
    • How journey mapping can improve the acquired employee experience
    • Why leaders need to act on feedback before exit interviews reveal what went wrong
    • What M&A can teach every leader about navigating change

    Key Takeaway

    A merger may close on paper, but it succeeds, or fails, in the lived experience of the people expected to carry the work forward. Culture cannot be handled after the deal. It has to be part of the strategy from the beginning.


    Sources Mentioned

    Kim, J.D. (2024). "The Challenge of Retaining Startup Talent After an Acquisition." Harvard Business Review, February 12, 2024.

    Harding, D., Stafford, D., & Kumar, S. (2024). "A Better Approach to Mergers and Acquisitions." Harvard Business Review, May–June 2024.

    Milosevic, M., Rau, K., & Steelman, L. (2025). "A Guide to Building a Unified Culture After a Merger or Acquisition." Harvard Business Review, April 3, 2025.

    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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    36 分
  • 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 DescriptionIn 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 NotesIn 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 challengeWhat current research says about weak AI ROI and failed initiativesThe three human fears that often derail AI adoptionWhy trust, transparency, and training matter more than hypeHow behavioral science helps explain employee resistanceWhat leaders can learn from companies using AI wellWhy culture is the strategy behind successful transformationHow power dynamics and organizational politics interfere with adoptionWhat leaders should ask before rolling out AI in their organizationsSources referenced in this episode: • "The Secret to Successful AI-Driven Process Redesign" — H. James Wilson & Paul R. Daugherty, Harvard Business Review (Jan–Feb 2025) • "Overcoming the Organizational Barriers to AI Adoption" — Jin Li, Feng Zhu & Pascal Hua, Harvard Business Review (Nov 11, 2025) • "How Behavioral Science Can Improve the Return on AI Investments" — David De Cremer et al., Harvard Business Review (Nov 19, 2025) • "How Company Culture Drives AI Strategy Success" — Lara Shewchuk, Fast Company (Nov 6, 2025) • "AI Without Culture Change Is Just a Failed Proof of Concept" — Fast Company (Dec 16, 2025)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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    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
  • The Art and Science of Building Intentional Corporate Culture

    The Art and Science of Building Intentional Corporate Culture
    2026/03/04
    Episode Description

    What does it actually look like to build an intentional culture inside a high-stakes organization—especially one navigating constant change?


    In this episode of Collaborative Culture, Kristine Gentry and Monica Smith sit down with Ron Thalheimer, a longtime financial services leader whose career spans banking in Chicago, transformation work in London, and more than two decades at Fidelity. Ron breaks down his practical, leadership-driven approach to culture: setting clear expectations, reinforcing them through consistent behaviors, and addressing misalignment quickly before it spreads.


    Ron also shares a vivid case study from his time leading service operations at National Financial (Fidelity): how a shift from reactive to proactive service—and the rollout of a structured client-service technology—sparked resistance internally, improved outcomes externally, and ultimately changed the organization’s reputation from “vendor” to “partner.”


    Along the way, the conversation explores why culture must start at the top, how leaders learn culture by getting out of their offices, and what gets lost when organizations try to build culture entirely remotely.


    Show NotesKey themes covered
    • Culture starts with clarity + consistency: Ron frames intentional culture as clear goals/expectations paired with consistent actions and behaviors that match the message.
    • Leadership responsibility (not “HR’s job”): Ron emphasizes culture begins at the top and only works when leaders model it and reinforce it—especially when behavior contradicts stated values.
    • Culture fails when misalignment is tolerated: Ron highlights how quickly culture change can be “poisoned” when people hear the right words but see the wrong actions go unaddressed.
    • Leadership development through observation: Ron talks about walking the floor, listening, and engaging people—using real-time observation as a leadership practice (and Kristine connects it to an anthropological lens).
    • Remote work’s culture tradeoffs: The conversation gets specific about what leaders lose when they can’t “walk around” and how that affects younger employees and culture shifts.
    • Measuring cultural progress: Ron points to three feedback loops—employees, customers, business partners—plus tenure/turnover as a signal of whether culture is becoming healthier and more stable.

    Guest

    Ron Thalheimer — Financial services executive and transformation leader with 40+ years of experience across banking, insurance, and investment services.

    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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    37 分