People will forget what you made, people will forget what you sold, but people will never forget how you made them feel at the weekly team meeting. Read this blog for tips to make your meetings unforgettable.

Setting your OKRs is one achievement. But how do you turn skeptical faces into nodding heads? Getting your team on the OKR bandwagon is not a sprint, it’s more like a delightful marathon.

Team alignment is one of the key pillars of your company’s Operating System (cOS), and is essential to the foundation of your company’s strategy and growth. The 2Ps framework is your go-to for quick and efficient weekly check-ins.

At The Future Kind, we’re all about AI and human collaboration over human replacement. In this blog, we’re going to focus on how embracing AI can be a game-changer for your company culture.

To thrive as we grow, we need a systematic approach that enables us to maximise our potential whilst minimising mishaps - enabling true teamwork, and unlocking our biggest competitive advantage - our culture.

“How to operationalise your company values?” Let’s get stuck straight in to how you can design questions that ensure that you’re hiring for values-fit and culture add…

Values are who you are as a company; they’re what you believe in, how you show up and what you do. That’s why it’s super important that you and your employees are living them every day, and to support them in doing this your values should be demonstrated and reinforced through key moments across your employee experience.

Great leadership relies on our ability to regularly self-reflect and adapt to ever changing situations. It also helps us to hone in on our strengths and identify our growth opportunities so that we can take action to develop our skills.

To understand and visualise how you are doing in each of the 8 pillars of wellbeing, and to identify which areas need more attention.

“How to end meetings on a high?” Ending our meetings on a high note is just as important as starting them well.

Employee experiences need to be designed. This is because company cultures are complex, nuanced and contextual. The conditions are constantly changing, and the needs of those who are a part of the culture are diverse, dynamic and often unpredictable.

Apply the framework when aiming to streamline communication and involvement levels in your team, ensuring that each decision aligns with appropriate leadership engagement based on its urgency and impact.

To provide a time and space to reflect on your work or a project and capture what you've learnt, and what you're going to apply to improve things as a team.

Nowadays, it can feel like the conversation around wellbeing is pretty embedded, but actually its entry into the workplace is still a fairly new concept.

Defining a culture within the communities we build is so important, but it can be tricky to strike a balance between your perspective as a leader of the community and the perspectives of your community members.

When you need to provide critical feedback to a team mate or client, and to support you in challenging conversations. This is particularly helpful if you’ve observed somebody undermining your company values.

“Can culture be designed?” Yes! Here’s three ways to approach your culture design.

When someone new joins your team, when you start a new project with new team mates and/or new clients to get to know them better. It’s also useful to review user manuals before giving feedback to a team mate.

“How do you bring play into culture design?” We love it when teams want to build fun into the work that they do, because we know that when you build play into your day you get employees that stay.

“If you want to win at anything, ignore rest entirely,” said no one, ever. In reality, work and rest are partners.They go hand-in-hand.