A text message at 3 a.m. telling employees to check their personal email before work. That’s not just a layoff story. It’s a culture story. In this first episode of 2026, Dr. Kristine Gentry and Monica M. Smith unpack how the way organizations handle “hard moments” (layoffs, RTO mandates, and AI messaging) shapes trust, retention, and long-term brand reputation. They also explore how global tensions, including widening perception gaps between the U.S. and Germany, are showing up inside multinational workplaces. 

• Why how layoffs happen becomes workplace “folklore” and damages psychological safety for the people who stay
• The real issue with RTO mandates framed as “culture” (and what Nick Bloom’s research suggests instead) 
• Why AI is being used as a narrative for workforce reductions even while many enterprise pilots aren’t showing measurable returns yet 
• A global trust gap case study: Germans’ views of the U.S.-Germany relationship shift sharply negative, while Americans remain largely positive 
• 2026 predictions: the “long tail” of 2024–2025 decisions, what talent will remember, and what leaders should do in Q1

00:00 – Cold open: The 3 a.m. text and the trust fallout

00:33 – Welcome + what this episode covers

02:20 – Layoffs as a culture signal: “hard moments” become folklore

09:20 – RTO is back: Why “culture” isn’t solved by proximity

13:30 – Women leaving the workforce: the caregiving + flexibility collision

15:30 – AI as scapegoat: why the messaging is already reshaping culture 

20:05 – Germany + the U.S.: trust perception gaps and global team impact 

26:10 – 2026 predictions: what changes, what doesn’t, what lingers

41:30 – Practical takeaways for leaders (Q1 action list)

45:05 – Closing question: “What story will people tell in 2030?”

1. Audit your hard moments. Review how you handled layoffs, restructures, and major change, then ask employees how it landed.
2. Treat AI + RTO as culture decisions. Name the behaviors your policies reinforce and run experiments instead of mandates.
3. Get honest about the global context. If you lead across borders, don’t pretend politics and perception gaps aren’t in the room — build a fair way of working together anyway. 

Amazon laid off some employees with early-morning text messages

Study finds hybrid work benefits companies and employees

MIT report: 95% of generative AI pilots at companies are failing

Pew Research Center: German views of the U.S.-Germany relationship turning sharply negative in 2025 

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

Most organizations are drowning in dashboards—engagement scores, turnover reports, productivity trackers, badge swipes, time in office. But how much of that data actually tells you anything real about your culture?

In this episode of Collaborative Culture, Monica Smith and Dr. Kristine Gentry kick off Part 2 of their “Metrics That Matter” mini-series by breaking down the difference between numbers that look impressive and metrics that actually help you lead. They explore three levels of data—counting, trending, and driving—and show how each can either stay superficial or become a powerful signal about the health of your culture.

Monica and Kristine walk through four culture-focused metrics leaders should be watching: purpose alignment, leadership listening/feedback loops, values-driven decision-making, and a cultural diversity index that goes beyond headcount. Along the way, they unpack why culture metrics are not about policing activity (hello, badge tracking) but about gaining clarity, so you can spot issues early, support your people, and improve performance.

If you’re tired of chasing vanity metrics and ready to design measures that actually reflect how your culture is working, this one’s for you.

In this episode, Monica and Kristine cover:

• 🎧 From “metrics mirage” to metrics that matter
• 📊 Three types of data: counting, trending, and driving
• 🚨 Signal vs. noise in culture measurement
• 🧭 Metric #1: Purpose alignment score
• 👂 Metric #2: Leadership listening & feedback loops
• 🧱 Metric #3: Values-driven decision-making
• 🌍 Metric #4: Cultural diversity index (beyond headcount)
• 📉 Leading vs. lagging indicators in culture
• 🧪 Quant + qual: Numbers and narratives
• 🎯 The real purpose of culture metrics

If you enjoyed this episode, follow Collaborative Culture and share it with a leader or team who’s ready to move beyond vanity metrics and start measuring what truly matters.

For more information on the MBL baseball cap fiasco: https://frontofficesports.com/mlb-angels-astros-rangers-tetas-hats/

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

In Part 2 of our Metrics That Matter series, Kristine and Monica sit down with organizational psychologist Dr. Nicole Eisdorfer, founder of Truer Words, to unpack why so many HR and culture metrics feel useless, and what to do about it.

Nicole blends HR practitioner experience with IO psychology research to explain why most HR data wasn’t designed to measure culture in the first place. She breaks down how default assumptions, legacy systems, and borrowed templates distort our metrics and offers practical ways to make your data “truer” so it actually supports trust, leadership, and culture.

If you’ve ever stared at performance ratings, engagement scores, or dashboards and thought, “This doesn’t match reality,” this episode is for you.

• Nicole’s path from HR to “truer” culture work
• Why most HR data is not “bad,” just mis-designed
• Performance ratings, normal curves, and pretty dashboards that lie
• “Treat your data as a mirror, not a measurement”
• Inside Nicole’s ‘Making HR Data Truer’ worksheet
• Trust, honesty, and naming flawed metrics out loud
• The limits of engagement scores and eNPS
• Template drift and the danger of “lift and shift” HR
• AI, HR data, and the next generation of work
• Leadership pipelines and why Gen Z isn’t rushing into management
• HR’s strategic seat (without the impostor syndrome)

• Making HR Data Truer – Worksheet by Dr. Nicole Eisdorfer
• Use this practical tool to examine your HR data, spot flawed assumptions, and start building metrics that actually reflect reality.
• 👉 https://www.culturegrove.com/resources/making-hr-data-truer
• Connect with Dr. Nicole Eisdorfer
• LinkedIn: https://www.linkedin.com/in/neisdorfer/
• Substack: Truer Words – essays on culture, defaults, and organizational life

This is Part 2 of our Metrics That Matter series on Collaborative Culture. If you’re rethinking how you measure culture, trust, and engagement—and how those metrics shape real decisions—this conversation with Nicole is a powerful place to continue the journey.

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

In this first episode of our three-part Metrics that Matter series, Kristine and Monica pull back the curtain on how organizations are trying (and often failing) to measure culture. They walk through the real business case for culture, revenue growth, turnover savings, and performance, and then dig into why most “culture metrics” are actually measuring something else entirely. From employee engagement scores and eNPS to “culture surveys” that only test role fit, they unpack how well-intended tools turn into a metrics mirage that leaders game rather than learn from. You’ll walk away with a sharper lens on which numbers to question, what’s missing from your dashboards, and why purpose and behavior—not feel-good scores—belong at the center of how you measure culture.

0:00 – Welcome & Series Setup

• Monica and Kristine kick off Part 1 of a three-part series on Metrics that Matter.
• Why this series: every company says culture is important, but when it comes to measurement, most are either guessing or gaming.
• Today’s focus: naming the problem and the “metrics mirage” so future episodes can dive into better solutions.

2:30 – Why Culture Actually Matters (Beyond the Buzzwords)

Kristine lays out the business case for culture:

• Studies showing companies with strong, values-aligned cultures significantly outperform peers on revenue and stock performance.
• Cost savings in recruitment, onboarding, training, and preserved institutional knowledge.

5:45 – Why Culture Is So Hard to Measure

Monica contrasts culture with finance and operations:

• In finance, the drivers are clearer: a couple of questions can tell you what’s going on.
• With culture, leaders face nuance, ambiguity, and multiple overlapping human factors.

17:10 – When “Culture Surveys” Aren’t Actually About Culture

Kristine describes tools marketed as “culture surveys” that:

• Are really measuring psychological fit to a specific job.
• Or are primarily engagement, safety, or satisfaction tools dressed up with the word “culture.”

23:00 – AI, Talent, and the Skills Culture Needs Next

Monica and Kristine connect culture metrics to the future of work and AI:

• Organizations will need people who can think critically, structure problems, write clearly, and challenge assumptions, often from liberal arts and social science backgrounds.
• Anthropology and other non-STEM disciplines bring nuance, research skills, and bias-awareness that are crucial for using AI well.

26:15 – So… What Do You Do with All This?

• What are you currently measuring and what does it actually tell you?
• Is the data actionable, or just “interesting”?
• Are you incentivizing scores or real behavior change?
• Are you building culture for a list—or for your people and purpose?

Preview of Parts 2 and 3:

• In upcoming episodes, Kristine and Monica will dig into metrics that truly matter for culture and performance and offer more concrete approaches for leaders who want better dashboards, not bigger mirages.

Reflection prompt for listeners:

• This week, pull up the “culture” or “people” metrics your organization is tracking.
• Which ones are truly about values, beliefs, and behaviors?
• Which ones can be easily gamed?
• Which ones actually change the decisions you make?

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

It’s our 10th episode and our first guest! Dr. Kristine Gentry (cultural anthropologist and founder of Culture Grove) and co-host Monica M. Smith (intercultural leadership expert and founder of Tradewinds Career Consulting) sit down with Madhuri Kumar, a global talent executive who has led culture, change, and people strategies across Fortune 500s (GE, Halliburton), tech and health tech, nonprofits, and higher ed (UT Austin, University of Houston). With a Wharton Global CXO certification and doctoral work in leadership of change, Madhuri helps enterprises architect human-centered AI adoption that fuels growth, resilience, and innovation.

• Why this AI wave is different: GenAI is employee-led and pervasive. Policy, trust, and enablement must catch up.
• Culture as the multiplier: High-trust, resilient cultures experiment, learn fast, and adapt together.
• Leaders’ playbook for AI change: Transparent comms, clear timelines, shared language, safe experimentation, and real feedback loops.
• Resilience over fear: Treat AI as a people and trust challenge, not only a tech rollout.
• A practical model in the wild: How broad AI fluency and employee autonomy (e.g., weekly share-outs, hackathon rituals) accelerate adoption.
• Jobs & skills are shifting: Entry-level tasks are automating; upskilling and role redesign can move people into higher-value work.
• Quality & ethics: Prompt engineering, bias checks, and data validation are new must-have capabilities.
• HR tech reality check: Messy, bolt-on data stacks meet a moment where AI can finally help clean and personalize (e.g., adaptive L&D).
• ROI truth: Many orgs use AI; far fewer see returns. Culture and clarity of use-cases make the difference.

• 00:00 Welcome, milestone 🎉 & intro to our first guest
• 03:20 Madhuri’s origin story: learning the “math of change” across cultures
• 08:17 How AI differs from past transformations (employee-led, faster, broader)
• 14:00 Resilience & trust as the real adoption currency
• 17:30 Building shared language & autonomy (AI fluency programs, show-and-tell rituals)
• 28:28 Prompting as power; where humans stay superior (for now)
• 31:32 Bias, ethics, and responsible AI in people practices
• 38:37 Rituals that scale learning: demos, hackathons, open houses
• 42:12 Adoption ≠ ROI (yet): why culture bridges the gap

New episodes every other Wednesday on Apple Podcasts, Spotify, and wherever you listen. If today’s conversation sparked ideas for your team’s AI journey, connect with Kristine at Culture Grove to explore an AI-ready culture audit or leadership session. Or connect with Monica at Tradewinds Career Coaching to obtain training, guidance, and coaching for global leaders and their culturally diverse teams

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

Show description

RTO isn’t a culture strategy. It’s a seating chart. In this episode, Monica M. Smith (Tradewinds Career Consulting) and Dr. Kristine Gentry (Culture Grove) unpack why so many “back to the office for culture” mandates fall flat and what actually builds connection, trust, and performance. We explore the post-pandemic “great realignment,” the comfort vs. culture trap, and how leaders can replace visibility theater with systems that drive clarity, accountability, and belonging, wherever people work.

If you’re a CEO, CHRO, or people leader wrestling with hybrid/remote decisions, this conversation gives you a practical lens: treat culture as an operating system based on values that impact beliefs, behaviors, and structures.

Show notes & timestamps

01:10 — Why RTO now?

Real estate pressures, investor optics, and nostalgia meet employee agency and flexible norms forged during COVID.

02:30 — “Culture” vs. comfort

Leaders often conflate seeing people with leading people. Visibility ≠ value. Proximity ≠ performance.

08:55 — Performative culture in action

From shutting off Slack comments to perks as distraction—the difference between branding and behavior.

22:40 — What employees actually feel

Why authenticity beats slogans—and why perks can’t paper over weak systems.

26:45 — What’s working now

Trust, outcome clarity, conflict skills, manager coaching, reasonable workload boundaries, and belonging across locations.

33:30 — From perks to infrastructure

“Don’t smoothie-bar your way to trust.” Build processes, rituals, and decision rules people can rely on.

40:50 — RTO + the DEI rollback

Two control moves dressed in “culture” language; why uniformity undercuts belonging and results.

43:40 — The bottom line

If you lack trust, communication, and alignment, being in the same room just magnifies dysfunction.

If you build systems that reinforce values, culture spreads—regardless of location.

Key takeaways

• Policy isn’t culture. Returning bodies to buildings won’t fix misaligned beliefs, behaviors, and structures.
• Clarity beats proximity. Define outcomes and operating norms; stop using attendance as a performance proxy.
• Model > mandate. Executives must live the values; managers can’t carry what leaders won’t model.
• Build systems, not perks. Trust grows from consistent processes (decision rights, conflict norms, workload boundaries), not smoothie bars.
• Flexibility is strategy. Treat hybrid/remote as a talent and performance advantage—not a concession.
• Belonging ≠ sameness. Design for contribution across locations and life stages; uniformity erodes inclusion and innovation.

Call to action

If this sparked ideas or debate, share the episode with a colleague and bring one prompt to your next leadership meeting:

“What system, if we improved it this month, would most increase trust across our team?”

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

AI doesn’t have to be a layoff story. it can be a growth story. In this episode of Collaborative Culture, hosts Dr. Kristine McKenzie Gentry and Monica M. Smith explore what it means to lead AI adoption with your culture front and center.

They discuss how leaders can turn the AI revolution into a moment for innovation, inclusion, and trust — not fear.

You’ll learn how to:

• Build a culture-first AI strategy that aligns with your company’s values and long-term goals
• Engage employees as co-creators in AI transformation
• Avoid “spreadsheet-style” leadership that undermines innovation
• Recognize and reward the human expertise that drives technological success

Whether you’re an executive, HR leader, or entrepreneur, this episode offers a roadmap to integrating AI without losing the heart of your culture.

Episode Highlights:

• (01:31) What it means to lead with a culture-first AI strategy
• (04:45) Why innovation and culture are inseparable in the AI era
• (06:37) How leaders can anchor AI transformation in company purpose
• (09:24) Change management pitfalls — and why 70% of initiatives fail
• (15:20) Retaining talent in the age of automation
• (18:19) Lessons from Chevron’s Hess acquisition and culture’s impact on performance
• (20:22) Practical steps for leaders: assess readiness, foster dialogue, build innovation teams

Referenced Resources:

• Ranjay Gulati on Deep Purpose (Harvard Business Review Press)
• Charles O’Reilly on Innovation Culture (Stanford Graduate School of Business)
• MIT Sloan Management Review Podcast (Episode link in show notes)

Subscribe:

Follow Collaborative Culture on Apple Podcasts, Spotify, or wherever you listen — and leave a review to help others find the show!

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

In this episode, Dr. Kristine Gentry (Culture Grove) and co-host Monica M. Smith (Tradewinds Career Consulting) unpack the surge in layoffs tied to AI ambitions and what “managing to a spreadsheet” misses about people, risk, and long-term performance. We discuss the ripple effects of rapid RIFs on engagement, institutional knowledge, and resilience; the CEO messaging that’s eroding loyalty; and why culture must sit alongside cost models and AI roadmaps. We also zoom out globally—how regulators, talent markets, and high- vs. low-context cultures are reacting to AI and close with practical ways leaders can reduce risk while modernizing responsibly.

What we cover

• (00:51) Layoff trends: what Q2 cuts signal—and what the numbers don’t show
• (04:55) “Managing to a spreadsheet”: the pitfalls of percent-cut targets
• (10:45) Culture risk 101: institutional knowledge, cross-functional glue & resiliency
• (15:37) AI realism: skills, QA, bias—and why smart people still matter
• (22:33) Research nuance: what AI misses
• (24:31) Global lens: regulators, talent pathways, and cultural expectations

Key takeaways

• Layoffs before readiness raise operational risk. If AI isn’t production-ready across daily/weekly/monthly/quarterly cycles, you’re swapping labor cost for failure risk.
• Percent targets ≠ strategy. Spreadsheet cuts ignore institutional knowledge, cross-team collaboration, and decision-quality—core drivers of resilience and innovation.
• Messaging matters. Publicly downplaying loyalty depresses engagement and accelerates top-talent exits, just when change absorption is most needed.
• AI amplifies what exists. Without people who can frame problems, check bias, and QA outputs, AI can scale errors (and inequities) faster.
• Culture is a control. Treat culture like a set of operating controls (KRIs + KPIs) to govern transformation risk, not an afterthought.

Resources mentioned

• Labor-market reports on job cuts (Challenger, Gray & Christmas)
• AT&T Just Made it Official: Workplace Loyalty is Dead (Business Insider)
• CEO Pride in Shrinking Workforce (CEO Daily Brief)

Next up

• Episode 8: Culture as Your Secret Weapon in the AI Revolution — how to design teams, rituals, and decision systems that make AI work for people and performance.

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

In this episode of Collaborative Culture, Kristine interviews Monica as they dive deep into the realities of global workplace dynamics—from culture disconnects across continents to the hidden biases baked into our definitions of professionalism. They explore what happens when DEI is fully embedded into a company’s operating system versus treated as a surface-level add-on. Monica shares her signature 3-pillar framework (mindset, measurability, and practice) for improving cross-cultural collaboration, and offers real-world advice for working across borders, time zones, and traditions. Plus, a case study of a high-potential leader navigating a transition from IT to international vendor negotiations in India—and thriving!

If you're a leader managing global teams or expanding internationally, this episode is packed with practical insights and powerful mindset shifts.

Show Notes

Timestamps & Key Topics:

• 00:00 – Welcome & setting the stage: Why global context matters in culture and DEI

• 01:00 – DEI backlash in the U.S. vs. global expectations: Why some companies can’t just “drop” DEI

• 04:00 – Monica’s client focus: Global companies at a pivot point

• 06:30 – The command-and-control trap: How legacy companies lose out on innovation

• 15:30 – Monica’s 3-Pillar Framework: Mindset, Measurability, and Practice

• 25:00 – Kristine’s take: Why anthropological principles like ethnocentrism matter

• 27:00 – Monica’s example of cultural differences yes, even in road trips and your family!

• 30:00 – Success story: From IT specialist to cross-cultural leader

• 34:00 – The ROI of preparing expats—and why companies should invest early

• 36:00 – The 60% mistake: Why expats often leave for the competitors after return from assignments abroad

Resources Mentioned:

CEOs Touting Smaller Headcounts as Strategic Wins

Instagram Reel on Small Teams, Big Impact

Challenger Gray Report on June 2025 Layoff Trends

“CEO Pride in the Shrinking Workforce” Podcast Episode

Next Episode Teaser:

We’ll be diving deeper into AI and its impact on company culture.

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.

Description: What does it really take to build a thriving workplace culture? In this episode, Monica interviews Dr. Kristine Gentry as Kristine pulls back the curtain on her process, from uncovering hidden culture gaps to aligning leadership and embedding values into daily behaviors. Learn how strong cultures not only help people thrive, but also drive measurable business performance.

Show Notes: In this episode of Collaborative Culture, Dr. Kristine Gentry shares what it’s really like to work with her as a culture consultant. Drawing on her training as a cultural anthropologist, Kristine explains why culture isn’t something you “fix." It’s something you cultivate.

She walks through her step-by-step process, from quick culture reviews to deep assessments, leadership alignment, and practical implementation. Along the way, she shares examples of how companies can move beyond surface-level fixes, like values on the wall, to create intentional cultures that boost engagement, retention, and business results.

What you’ll hear in this episode:

• Why values on the wall don’t equal culture, and what actually makes them stick.
• The difference between a Culture Roots Review (mini-audit) and a full culture assessment.
• How anthropology-inspired methods uncover the unspoken rules shaping culture.
• Why leadership alignment is non-negotiable for culture change.
• How fast-growing companies, M&As, and businesses preparing for sale can benefit from intentional culture strategies.
• A powerful case study of an aviation company where culture work quite literally saved lives.
• Practical entry points for leaders, from advisory calls to long-term transformation projects.

Resources & Links:

• Find out about 3 low-cost entry points to working with Kristine: https://www.culturegrove.com/seeds-of-change
• Book a call: www.culturegrove.com/call

Thanks for Listening!

We’d love to hear from you.

Kristine Gentry, PhD

[email protected]

🌐 www.culturegrove.com

🔗 LinkedIn: Kristine McKenzie Gentry

Monica M. Smith

[email protected]

🌐 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.