Podcast type: Engagedly Podcast

In today’s fast-evolving business landscape, the ability to learn, unlearn, and relearn has become essential for organizations. Building a culture of continuous learning, as exemplified by Page Industries, is not only a competitive advantage but also a survival mechanism in uncertain times. Organizations that embrace learning as a core value can pivot swiftly, innovate consistently, and maintain resilience in the face of change. Let’s explore how creating a learning organization is key to fostering long-term success and how Page Industries has embedded this ethos into its organizational fabric.

The Learning Organization: Thriving in Uncertainty

A learning organization isn’t just an assembly of individuals gaining knowledge; it’s an ecosystem where learning is embedded into the organizational DNA. Page Industries has demonstrated that fostering a culture of continuous learning allows the company to reinvent itself and respond quickly to the evolving needs of the market. In such an environment, individuals are encouraged not just to learn for their personal growth but to contribute actively to the collective intelligence of the organization.

For a learning organization like Page Industries, continuous learning is not merely a mandate; it is a strategic imperative. In uncertain times, companies that nurture an environment where learning is prioritized can pivot faster, spot trends earlier, and leverage new opportunities with agility. The collective ability to learn, adapt, and improve is what positions companies like Page Industries as leaders in their respective industries.

Alignment with a Larger Purpose: Breaking Down Silos

At the heart of a learning organization is the alignment of individual efforts with a larger organizational purpose. Page Industries understands that when silos are broken down, and departments align towards a shared vision, collaboration becomes seamless, and innovation is catalyzed.

The foundation for this alignment lies in fostering a shared vision. When employees understand how their learning contributes to the company’s broader goals, they are more likely to engage in development activities that not only enhance their skills but also propel the organization forward. By creating a learning culture that transcends departmental boundaries, Page Industries has successfully fostered a sense of collective ownership, where learning and organizational success are interwoven.

Psychological Safety: Embracing Experimentation and Failures

One of the most critical elements of building a learning culture is creating an environment where employees feel psychologically safe. Page Industries has cultivated a workplace where challenging each other’s ideas is not only accepted but encouraged. It’s in this type of environment that learning truly flourishes.

Employees must feel that they can experiment, fail, and learn without fear of retribution. In a culture where failure is seen as an opportunity for growth rather than a setback, employees are more willing to push boundaries and innovate. Page Industries has adopted this mindset, allowing employees to engage in experimentation, celebrate small failures, and ultimately develop a growth mindset. This approach is reinforced through leadership and performance management systems that reward curiosity, creativity, and learning from mistakes.

Empowering Employees to Innovate and Excel

A critical aspect of fostering a culture of continuous learning is empowering employees to contribute ideas and innovations. Page Industries takes a bottom-up approach, where employees across all levels are encouraged to share their insights, ideas, and even content. This not only nurtures a sense of ownership but also leads to innovative outputs, such as the creation of novel sales strategies or content that directly impacts business outcomes.

Trusting employees to bring forward valuable ideas is essential to this process. Rather than relying solely on external consultants, Page Industries places its trust in the ingenuity of its workforce. By empowering its employees, the company taps into a rich pool of insights that come from those closest to the business, leading to more practical and impactful innovations.

Frontline Workers: A Key Source of Insights

Frontline workers often have the most direct interaction with customers, products, and operational challenges. Page Industries recognizes that these employees can provide powerful insights that are more valuable than those offered by external consultants. By creating platforms and channels for frontline workers to share their experiences and ideas, the company fosters an inclusive learning environment where every voice is heard.

This approach ensures that frontline employees, who may have previously felt disconnected from strategic decision-making, are now integral to the innovation process. Their insights are not only welcomed but celebrated, further reinforcing a culture where learning is a continuous, organization-wide effort.

Focusing on Behaviors and Attitudes for Learning

In an age of rapid technological advancements, knowledge alone is no longer sufficient. Page Industries places significant emphasis on the behavioral and attitudinal aspects of learning. By focusing on developing the right behaviors and skills, rather than simply imparting knowledge, the company ensures that employees are prepared to apply what they learn in practical, real-world scenarios.

Artificial intelligence (AI) plays a pivotal role in this process. Page Industries leverages AI to deliver personalized learning recommendations based on individual behaviors and skill gaps. This not only accelerates the learning process but also ensures that employees are continuously developing in areas that align with both their personal growth and the organization’s needs.

Using Data Analytics to Identify High Potentials

AI integration in learning ecosystems also facilitates data-driven insights, helping organizations like Page Industries identify high-potential employees. By analyzing a year’s worth of behavioral and learning data, the company can uncover patterns that reveal future leaders and key contributors, often with greater accuracy than traditional assessment methods.

This shift towards data analytics marks a significant evolution in how organizations approach talent management and development. With personalized learning analytics, Page Industries can proactively nurture the next generation of leaders while ensuring that the learning culture remains dynamic and responsive to the needs of the business.

Building a Learning Culture: Focusing on Long-Term Impact

One of the core tenets of Page Industries’ approach to learning is a focus on culture building rather than short-term gains. It’s easy to get caught up in the allure of quick wins, but Page Industries understands that sustainable success comes from cultivating a deep-rooted culture of learning.

Instead of allowing personal agendas to drive learning initiatives, Page Industries ensures that the business leader’s vision shapes the agenda. By prioritizing long-term cultural impact over marketability or scalability, the company fosters an environment where continuous learning is embedded into every facet of the organization.

Conclusion: The Importance of Continuous Learning

In a rapidly changing world, continuous learning is essential for both organizations and individuals to thrive. Page Industries has embraced this by fostering a pool-based learning environment, where employees are encouraged to continuously learn rather than rely on program-driven approaches. By focusing on long-term growth, nurturing a shared vision, and leveraging AI and data analytics, Page Industries has built a learning culture that drives innovation, resilience, and organizational success.

For any organization looking to thrive in today’s environment, creating a culture of continuous learning is no longer optional—it’s a necessity.

In today’s fast-evolving business landscape, leaders face a delicate balancing act—steering organizations through a period of immense transformation while addressing the complex needs of their workforce. The travel and hospitality industry, in particular, has been profoundly impacted, grappling with post-COVID recovery challenges and evolving consumer expectations. As industries across the board adapt to new realities, one guiding principle emerges: people-first organizations will be the clear winners in the future of work.

The Rise of People-First Organizations

Organizations that place a strong emphasis on people-first leadership—prioritizing diversity, inclusion, and employee well-being—are positioned to thrive in these transformative times. In a future where purpose-driven work takes center stage, companies must move beyond traditional business models and become places where employees feel valued, included, and aligned with the company’s mission.

A culture that fosters inclusivity and diversity is not only beneficial for employees, but it also has significant, tangible impacts on the organization. Research shows that businesses that embrace diversity, equity, and inclusion (DEI) programs see marked improvements in employee engagement, innovation, and retention. Additionally, these companies are more likely to drive business performance, as employees are more productive and committed when they feel they are part of an inclusive culture.

People Leaders as Catalysts of Change

As organizations grapple with challenges, particularly in sectors like travel and hospitality, it is the responsibility of people leaders to be the drivers of change. These leaders must build an organizational culture that puts people first. In the face of new consumer behaviors, companies in these industries are forced to evolve quickly. Customers now expect digital-grade experiences that mirror the seamless transactions they have come to rely on in e-commerce and other sectors. This evolution puts added pressure on travel and hospitality companies to not only adapt but to do so under significant financial strain.

Branding and reputation challenges have further compounded talent attraction efforts. As businesses recover from the impacts of the pandemic, reputational damage has made it difficult to attract top talent. This is especially true for industries that faced intense scrutiny during the COVID-19 crisis. Thus, companies must work harder to restore their brand image and become employers of choice.

Navigating Challenges in Compensation

One of the most pronounced challenges across industries is the competition for talent, particularly when it comes to wages and compensation strategies. The pressure to offer competitive wages has surged as companies face increased demand for talent in a shrinking labor market. The shift towards flexible work arrangements and alternative compensation structures has become a focal point. Organizations are exploring options such as gig work, freelance opportunities, and flexible pay options, where employees can customize their compensation and benefits packages based on their individual needs.

However, the competition for top talent is about more than just wages. Purpose-driven work is becoming a decisive factor for attracting talent. Today’s workforce seeks meaningful work that aligns with their personal values. CEOs and people leaders must focus on designing roles and responsibilities that not only drive business outcomes but also offer employees the opportunity to create impact. This is where the shift towards human-centered leadership plays a critical role. By fostering a culture of inclusivity, purpose, and empowerment, companies can appeal to both current and prospective employees who are increasingly drawn to organizations with clear, purpose-driven missions.

Purpose-Driven Work and Employee Engagement

Purpose-driven work goes hand in hand with strong employee engagement. When employees feel that their work has meaning and aligns with their personal values, they are far more likely to be engaged and invested in the company’s success. Engaged employees contribute more, innovate more, and have a deeper commitment to organizational goals.

Moreover, leading organizations are now setting ambitious goals related to diversity, inclusion, and belonging, far exceeding regulatory requirements. Companies that invest in these holistic DEI efforts not only see the benefits in terms of employee engagement but also gain a competitive edge in attracting a diverse range of talent, enhancing innovation, and driving long-term business success. This is particularly crucial as regulatory bodies like SAP and NASDAQ increasingly emphasize diversity and ESG (Environmental, Social, and Governance) components as part of their compliance frameworks. Organizations that prioritize these areas are better equipped to meet the growing expectations of their stakeholders.

Building an Inclusive Culture

Creating an inclusive culture is no longer optional—it is an imperative for success in today’s marketplace. Companies must develop robust policies and procedures to foster an environment where all employees feel valued and supported. This goes beyond simply meeting regulatory requirements. It involves actively addressing issues of toxicity within the workplace and taking decisive actions against unacceptable behavior.

For people leaders, building such a culture requires both boldness and a commitment to continuous improvement. It means establishing clear guidelines for inclusion, promoting policies that support diversity, and ensuring accountability at every level of the organization. The most successful companies are those that have high scores around inclusivity measures, where diversity is not only tolerated but celebrated.

Responsible Leadership in Transformative Times

As organizations face mounting pressures—whether in navigating post-pandemic recovery, meeting consumer demands, or adapting to new wage structures—responsible leadership is more critical than ever. A study conducted by Accenture highlights five key dimensions of responsible leadership: emotive, intuitive, technology, innovation, and sustainability. These dimensions reflect the need for leaders to balance short-term profitability with long-term goals, all while keeping employee well-being and customer satisfaction top of mind.

Leaders who excel in these areas are more likely to build resilient organizations that can weather disruptions without compromising their values. The role of technology, in particular, has grown in importance, as companies invest in digital tools and solutions to improve the employee and customer experience. However, technology must be balanced with empathy and human-centered leadership to create a future where business success does not come at the expense of employee or societal well-being.

Conclusion

In these transformative times, navigating work challenges requires a strategic focus on people-first leadership, inclusive cultures, and responsible leadership. Industries like travel and hospitality may face unique challenges, but the underlying principles of placing people at the center of the organization apply across all sectors. By investing in diversity, creating purpose-driven work environments, and embracing flexible compensation models, organizations can not only survive but thrive in the future of work. Leaders who prioritize people, purpose, and responsibility will build organizations that are resilient, innovative, and primed for long-term success.

In an ever-evolving world, the pursuit of peace and the advancement of human potential are intertwined in ways that transcend the boundaries of geography, language, and even profession. One of the most compelling examples of this is the work of Rick DellaRatta, a renowned pianist and jazz musician who has dedicated much of his life to promoting peace through the universal language of music. His initiative, Jazz for Peace, serves not only as a musical movement but as a platform for fostering social change, advocating for freedom of speech, and supporting a myriad of global causes.

Jazz as a Catalyst for Peace

Music, especially jazz, has long been a vehicle for expression and communication. It speaks in tones and rhythms that connect people, often bridging gaps that words cannot. Rick DellaRatta’s Jazz for Peace initiative exemplifies this power of music. Through his world tour, DellaRatta performs in a way that goes beyond mere entertainment; he uses his platform to spread messages of unity, compassion, and peace.

A key feature of Jazz for Peace is its emphasis on celebration and humanity. DellaRatta often incorporates a holiday medley into his performances, reminding audiences of the shared joy that comes from communal celebrations. But beyond the festive spirit, his music taps into deeper themes—freedom, justice, and human rights. Jazz, in this context, becomes more than a genre; it becomes a dialogue, a way to inspire reflection and action.

Transcending Barriers: The Universal Language of Jazz

Jazz for Peace utilizes music to break down barriers—whether they are linguistic, religious, or cultural. The initiative reaches diverse audiences by communicating values and ideas that resonate with people from all walks of life. DellaRatta’s performances often bring together individuals from different backgrounds, united by a shared appreciation for music and a common desire for a more peaceful world.

The initiative’s Empowerment Tree fundraising model further amplifies this impact. By combining world-class cultural events with a strong mission to support nonprofit organizations, Jazz for Peace provides a powerful platform for advancing humanitarian causes. The Empowerment Tree allows nonprofits to leverage the universal appeal of music to raise funds and awareness for their efforts. The model is not only innovative but effective, as it aligns the shared goals of musicians, nonprofits, and audiences under one banner—advancing people’s potential through peace.

Rejuvenating Supporters and Expanding the Roots of Peace

A distinguishing feature of Jazz for Peace is its approach to acknowledging and uplifting its supporters. At every event, VIP guests are treated as honorees, making them feel valued and appreciated. This isn’t merely a symbolic gesture; it reflects the importance of rejuvenating those who champion causes. When individuals feel honored and connected to the mission, their support deepens, leading to sustained involvement. These VIP guests—friends, family, and community leaders—become ambassadors of the cause, helping to expand its reach.

In this sense, Jazz for Peace is much like a tree with deep roots. The event’s roots are the causes it supports, and the deeper these roots grow—through engagement and support—the more stable and widespread its impact. Outstanding causes, such as those advocating for social justice, education, and freedom of speech, are given the opportunity to share their passions with the world, creating a ripple effect that attracts even more supporters.

The Importance of Building a Strong Foundation for Growth

In any organization, growth should be built on a solid foundation. Jazz for Peace exemplifies this by meticulously planning its events, identifying key VIP supporters, and securing sponsorships at both local and national levels. The success of an event, or any initiative for that matter, lies in the careful cultivation of relationships. It’s about planting the right seeds and nurturing them over time. This foundational work enables the organization to grow sustainably, ensuring that its impact is both long-lasting and far-reaching.

A key part of this foundation is the ability to provide a platform for volunteers. Jazz for Peace doesn’t just host events; it creates environments where volunteers feel appreciated and connected to the cause. By treating volunteers as VIPs and making them an integral part of the event, the initiative ensures that volunteers return and bring others with them. This volunteer retention and recruitment strategy has been pivotal to the program’s ongoing success.

Matching Passion with Purpose: The Ikigai Approach to Volunteering

One of the standout elements of the Jazz for Peace model is its ability to match volunteers based on their passion and talent. Instead of simply filling slots on a roster, the organization adopts an approach that aligns with the Japanese concept of ikigai—the intersection of what you love, what you’re good at, and what the world needs. By engaging volunteers in roles that resonate with their passions, Jazz for Peace fosters deeper fulfillment and more meaningful contributions.

When volunteers are placed in roles that align with their skills and interests, they are more likely to stay engaged and motivated. This strategic alignment between passion and purpose results in better outcomes for both the volunteers and the organization. It is a model that any organization could learn from, especially those looking to maximize their impact through volunteer engagement.

Promoting Unity through Collaboration and Music

At the heart of the Jazz for Peace initiative is a simple yet profound idea: collaboration. Whether it’s musicians coming together to perform or volunteers working to support a cause, Jazz for Peace highlights the importance of bringing people together. This collaboration extends across borders, with musicians and supporters from various global environments uniting under the banner of peace.

The Empowerment Tree concept plays a crucial role in this effort, serving as both a fundraising model and a metaphor for growth. Like the branches of a tree, the initiative spreads outward, reaching new communities and causes, all while remaining rooted in the core principles of peace, unity, and empowerment.

Conclusion: Advancing Potential through Peace

In a world that is often divided, initiatives like Jazz for Peace remind us of the power of unity. Rick DellaRatta’s work serves as a testament to the impact that one person can have when they use their platform to advocate for causes larger than themselves. Jazz for Peace not only spreads messages of hope and humanity but also provides a tangible way to advance people’s potential by supporting nonprofits and empowering volunteers.

The fusion of music, passion, and purpose has the potential to change the world. By fostering peace and advancing human potential, Jazz for Peace exemplifies what it means to use art as a force for good, inspiring us all to contribute to a more peaceful and harmonious world.

In the modern workforce, employee dissatisfaction has emerged as a pressing concern, with many citing a lack of recognition and opportunities as reasons for their disengagement or eventual departure. This frustration stems from a deep-seated feeling of being undervalued, of not having the chance to contribute beyond the boundaries of their roles due to outdated managerial approaches. As a result, companies have seen an exodus of talent, while employees, especially in technical fields, seek environments that nurture their growth and acknowledge their contributions.

The Problem: Employee Dissatisfaction

Employee dissatisfaction, particularly around recognition and growth opportunities, has become a defining challenge for organizations. Many employees express feelings of stagnation, where their potential is not fully tapped, largely due to rigid hierarchical structures. Managerial influence, in these cases, can limit an individual’s opportunity to demonstrate their versatility. Over time, this stifles innovation and creates an atmosphere where disengagement and turnover flourish.

ServiceNow’s Kelley Steven-Waiss emphasizes that organizations must look beyond traditional career ladders and provide employees with opportunities to expand their skills. Companies that fail to recognize and reward contributions risk losing talented individuals, and more importantly, miss out on the creative potential and problem-solving capacity that comes with empowered teams.

Talent Mobility: The Catalyst for Growth

In response to the dissatisfaction surrounding recognition and growth, talent mobility has emerged as a powerful tool to foster skill development and adaptability. The concept is simple yet transformative: allow employees the flexibility to explore various roles within the organization, thereby broadening their skill set. By contributing to different functions, employees become more agile and versatile, which not only benefits their personal development but also drives organizational success.

Talent mobility aligns with the notion of “portfolio careers,” a concept that reflects the modern reality of work. In a rapidly evolving landscape, individuals need to continuously upskill and reskill. The opportunity to work across multiple domains within an organization enables employees to stay relevant, develop new competencies, and respond effectively to the ever-changing demands of the market.

Organizations like ServiceNow have been early adopters of this approach, recognizing that a workforce equipped with a diverse skill set is more resilient and capable of adapting to future challenges. Encouraging employees to navigate various roles leads to the creation of a flexible, dynamic workforce, which, in turn, drives innovation and growth.

Career Advancement Through the Jungle Gym Model

Traditional career paths often resemble ladders—employees climb upward, one promotion at a time. However, this model is increasingly being replaced by a “jungle gym” approach to career development. This approach emphasizes lateral moves that offer new challenges and learning opportunities, rather than just upward mobility.

The jungle gym career model allows employees to explore different roles within the organization, fostering a culture of continuous learning and growth. This broadening of experience enables individuals to become more well-rounded leaders. It’s no longer just about climbing to the top; it’s about gaining a variety of experiences that can later be applied in leadership roles.

ServiceNow has championed this model by creating career paths that encourage employees to make lateral moves, not just for advancement but for skill development. As leaders navigate this “jungle gym” of opportunities, they amass experiences that make them more adaptable and better equipped to lead diverse teams. In today’s work environment, the breadth of experience is just as critical as depth, and ServiceNow’s approach empowers its employees to explore and evolve in ways that traditional career ladders do not.

The Future of Work: Empowering Employees

The shift in the balance of power from employers to employees is a defining feature of the future of work. As workers gain more control over their careers, they demand greater agency and flexibility. Kelley Steven-Waiss argues that organizations must treat employees like consumers, offering personalized experiences that resonate with their individual aspirations and values.

This personalized approach isn’t just a trend—it’s an imperative for engaging and retaining top talent. Employees today expect more than a paycheck. They seek meaningful work, opportunities for growth, and a work-life balance that allows them to thrive both personally and professionally.

The future of work is about creating environments where employees have the freedom to chart their career paths. Organizations that support this autonomy are better positioned to attract and retain top talent. ServiceNow’s commitment to this philosophy is a testament to its understanding of the modern workforce’s needs. By offering employees the tools and opportunities to steer their own careers, ServiceNow fosters a culture of engagement and satisfaction.

Rethinking Leadership and Technology for the Modern Workforce

As the employer-employee relationship evolves, so too must leadership. Leaders of tomorrow will need to be adaptable, empathetic, and skilled in communication. The ability to connect with employees from diverse backgrounds, many of whom bring non-traditional skills to the table, will be critical.

Technology plays a central role in this transformation. Organizations must reimagine how technology is used to engage the workforce and make work more intuitive. It’s no longer enough to rely on hierarchical structures or traditional recognition programs. Today’s workforce thrives on team-based incentives, where collaboration and collective achievement are celebrated.

ServiceNow is at the forefront of rethinking these systems. By leveraging technology to create seamless, personalized employee experiences, ServiceNow ensures that its workforce feels valued and empowered. This shift from a hierarchical to a team-based recognition model is particularly important for organizations looking to attract and retain top talent in a highly competitive market.

Rethinking HR: A Fluid Pool of Talent

The changing workforce also requires a reevaluation of HR models. The traditional concept of shared services, where HR operates as a distinct, centralized function, may no longer be effective in the current environment. Instead, organizations must adopt more fluid, decentralized approaches to talent management, aligning resources with the ever-changing needs of the business.

ServiceNow’s HR strategy emphasizes flexibility, treating shared services as a dynamic pool of talent that can be mobilized quickly and efficiently based on organizational requirements. This fluid model allows for greater agility in managing talent, ensuring that the right people are in the right roles at the right time.

Conclusion: Leadership for the Future

Leadership, as we know it, is changing. To thrive in this new era, leaders must embrace adaptability and continuous learning. The ability to pivot, reimagine oneself, and lead teams from diverse and non-traditional backgrounds will define the leaders of tomorrow. ServiceNow’s Kelley Steven-Waiss has been a trailblazer in this area, highlighting the need for organizations to shift their approach to leadership development and employee engagement.

The DNA of leadership is being rewritten, and those organizations that embrace this change will not only survive but thrive in the future of work. By fostering a culture of agility, recognition, and autonomy, ServiceNow is setting the stage for a new generation of leaders who will drive innovation and success.