Work For Humans

Elizabeth Anderson, a prominent philosopher from the University of Michigan, delves into the deep historical roots of our modern work ethic, revealing how it morphed into a moral obligation. She explores the Protestant Reformation's influence, contrasting theological shifts in views on labor and salvation. The discussion shines a light on how concepts from figures like Locke shaped property views and individual worth, and critiques the damaging use of the work ethic against the poor. Anderson emphasizes the need to reclaim the original purpose of work: to serve humanity.

Luke O’Mahoney is one of the leaders of the movement to reframe work as a product that every company sells to employees. In particular, Luke has gone deep into the implications of recognizing work as a subscription product, and brings an absolute wealth of ideas to bear on how to create the kind of work experience product that employees want to buy every day. People don't stay in jobs because of free snacks, ping pong tables, or flashy recruiting campaigns. They stay because work works for them.Luke is now a chief people officer - in recovery. As the founder of Sapienˣ, he helps organizations stop playing the short game and start designing work experiences that drive long-term retention and advocacy. In this episode, Dart and Luke discuss why hiring funnels are broken, what it really means to design work as a product, and how companies can build flywheels that continuously reengage employees. They also explore why transparency, not perks, keeps people invested in their roles.In this episode, Dart and Luke discuss:- Why work should be designed as a subscription product- Funnels vs. flywheels in hiring and retention- How bad recruiting leads to employee buyer’s remorse- The role of delight in keeping employees engaged- How hiring attracts more hiring and losing creates churn- Why transparency in recruiting matters more than perks- What Luke hires his job to do for him- How to build work experiences people want to subscribe to- And other topics...Luke O'Mahoney is a people strategist and founder of Sapienˣ, where he helps companies design work experiences using product-led thinking. With a background in recruitment, talent operations, and startup leadership, he applies lessons from subscription business models to hiring and retention. Previously, he led people and operations at a high-growth startup, overseeing product, marketing, and GTM strategy alongside HR. His work focuses on building sustainable people strategies that drive engagement, retention, and advocacy.Resources Mentioned:Good to Great by Jim Collins: https://www.amazon.com/Good-Great-Some-Companies-Others-ebook/dp/B0058DRUV6Built for People by Jessica Zwaan: https://www.amazon.com/Built-People-Experience-Management-Principles/dp/1398608025Connect with Luke:LinkedIn: https://www.linkedin.com/in/lukeomahoney Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what’s most important to the business. Book a call at 11fold.com.

In this engaging discussion, Alex Komoroske, a product leader and systems thinker, explores the concept of work as an ecosystem. He emphasizes the importance of creativity over rigid frameworks and reveals how product management can enhance work design. Alex shares insights on how managers should act as curators to foster innovation and empower teams rather than control them. The conversation highlights the impact of narrative in experience creation and the significance of supportive leadership in shaping employee engagement and collaboration.

Charlotte Dales, co-founder and CEO of Inclusively, passionately discusses the crucial role of personalized support at work. She reveals how silent struggles can hinder employee performance and the importance of mental health resources. Charlotte highlights Gen Z's demand for individualized accommodations and the significance of Employee Resource Groups in driving change. She emphasizes that when employees thrive through tailored solutions, businesses see substantial benefits, showcasing that understanding and addressing unique needs is a win-win for everyone.

When Josh Fryday’s wife was evacuated from Japan after the 2011 Japan disaster, he stayed behind. As a Navy officer, he joined Operation Tomodachi, one of the largest humanitarian relief efforts in history. Working alongside people who thought differently, he learned that service brings people together around a common mission to accomplish amazing things.Now, as California’s first-ever Secretary of Service, Josh is helping build the largest state-run service corps in the U.S. Through programs like College Corps and the Climate Corps, thousands of Californians are getting paid opportunities to serve their communities while gaining the critical skills and social networks they need to thrive in the workforce.In this episode, Dart and Josh discuss:- Service as the ultimate training ground for work- How College Corps is reshaping the leap from school to career- How social capital shapes careers- The soft skills crisis- The human edge AI will never replace- Fighting isolation block by block- What businesses can learn from teams with a mission- Why other states are copying California’s service model- And other topics...Josh Fryday is California’s Secretary of Service, leading the nation’s most ambitious state service initiative under Governor Gavin Newsom. He created the College Corps and Climate Action Corps, paying thousands of young people to serve their communities while gaining critical career skills. A Navy veteran and former Mayor of Novato, Josh also led efforts to expand the California Earned Income Tax Credit, helping low-income families across the state. His work bridges service, workforce development, and civic engagement.Resources Mentioned:California Volunteers: https://californiavolunteers.ca.gov/College Corps: https://www.californiavolunteers.ca.gov/californiansforall-college-corps/Neighbor-to-Neighbor Initiative: https://www.californiavolunteers.ca.gov/neighbor-to-neighbor/Bowling Alone, by Robert Putnam: https://www.amazon.com/Bowling-Alone-Collapse-American-Community/dp/0743203046Hardball: How Politics Is Played, by Chris Matthews: https://www.amazon.com/Hardball-Politics-Played-Chris-Matthews/dp/0684845598Eyes on the Prize documentary: https://www.imdb.com/title/tt0092999/Connect with Josh:LinkedIn: https://www.linkedin.com/in/josh-fryday-b9625219/Twitter: https://x.com/JoshFrydayWork with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what’s most important to the business. Book a call at 11fold.com.

At eight years old, Kate Griggs sat in a parent-teacher meeting and heard the words, “She’s not very bright.” The school had already written her off. But she wasn’t struggling because she lacked intelligence. She was struggling because the system wasn’t designed for the way she thinks. Today, she’s proving that dyslexia isn’t a disadvantage, but a superpower that the world is only beginning to understand.As the founder of Made By Dyslexia, Kate is leading a global movement to challenge outdated perceptions and redefine dyslexia as a valuable way of thinking. Through education, advocacy, and corporate training, she’s proving that dyslexic thinking fuels creativity, problem-solving, and big-picture vision—skills that businesses need to thrive.In this episode, Dart and Kate discuss:- The myth that dyslexia is a disability- Why dyslexic thinking is critical for the future of work- The link between dyslexia and entrepreneurship- How schools fail dyslexic students- Dyslexic strengths in problem-solving- The dyslexic skills AI can’t replace- The viral Dyslexic Sperm Bank campaign- Rethinking intelligence beyond spelling- How hiring filters out dyslexic talent- 4 workplace fixes for neurodiversity- Changing education to unlock dyslexic potential- And other topics…Kate Griggs is the founder and CEO of Made By Dyslexia, a global charity dedicated to redefining how dyslexia is perceived and valued. She is an author, advocate, and thought leader in neurodiversity, working to ensure that every school and workplace recognizes and empowers dyslexic thinking. Her initiatives include free global training for educators and employers, high-impact awareness campaigns, and partnerships with major organizations like Microsoft and LinkedIn. She is also the author of This Is Dyslexia and hosts the Lessons in Dyslexic Thinking podcast.Resources Mentioned: This Is Dyslexia, by Kate Griggs: https://www.amazon.com/This-Dyslexia-Kate-Griggs/dp/1529149266Lessons in Dyslexic Thinking Podcast: https://podcasts.apple.com/gb/podcast/lessons-in-dyslexic-thinking/id1695867325Made By Dyslexia: https://madebydyslexia.orgFree Microsoft Training, Empower Dyslexic Thinking in Schools: https://learn.microsoft.com/en-us/training/modules/empower-dyslexic-thinking-schoolsFree LinkedIn Course, Empowering Dyslexic Thinking at Work: https://www.linkedin.com/learning/empowering-dyslexic-thinking-at-workConnect with Kate:LinkedIn: https://www.linkedin.com/in/kate-griggs-81797b16Twitter: https://x.com/kate_griggsInstagram: https://www.instagram.com/kategriggs_dyslexicthinking/ Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what’s most important to the business. Book a call at 11fold.com.

With a career in a stable industry and a solid plan for retirement, Matthew Rutledge’s father expected to retire on his own terms. But when he was suddenly laid off at 59, the financial impact was crushing. Watching his father struggle to bounce back at that stage of life made Matt realize how fragile retirement security really is, even for those who plan ahead. Now, he researches why millions of people are working longer but still struggling to retire and what we can do to fix it.Matthew Rutledge is a leading researcher on labor markets and retirement security at the Center for Retirement Research at Boston College. His work examines how automation, job loss, and shifts in economic policy affect financial stability for older workers.In this episode, Dart and Matt discuss:- The job loss that shook Matt’s father- How pensions disappeared and left workers exposed- Are 401(k)s a risky bet or a safety net?- The brutal financial shock of widowhood- The long-term care crisis no one sees coming- Why Social Security won’t be enough- Job benefits that keep workers stuck- What Europe does right about retirement- How career loyalty no longer pays off- How to safeguard your retirement savings- And other topics…Matthew S. Rutledge is an economist at the Center for Retirement Research at Boston College, where he focuses on retirement security and the shifting realities of work in the modern economy. His research has shed light on the long-term effects of economic downturns on Social Security and older workers, revealing hidden vulnerabilities in the retirement system. He has also explored how automation is pushing older workers into non-traditional jobs and reshaping career trajectories. Matt’s work frequently appears in academic journals, policy reports, and media discussions on the future of retirement.Resources Mentioned:Nomadland: Surviving America in the Twenty-First Century, by Jessica Bruder: https://www.amazon.com/Nomadland-Surviving-America-Twenty-First-Century/dp/039324931XNomadland, directed by Chloé Zhao: https://www.imdb.com/title/tt9770150/Connect with Matt:LinkedIn: https://www.linkedin.com/in/matt-rutledge-84a4964/Twitter: https://twitter.com/matt_rutledge/Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what’s most important to the business. Book a call at 11fold.com.

Howard Behar barely graduated high school and spent just two years in community college. Yet, he became a key leader at Starbucks soon after joining the company. From the start, he saw that Starbucks was not just about coffee but about people. With no formal business degree or global experience, he relied on persistence and a deep belief in servant leadership to guide him. He rose to president of Starbucks International and helped transform the brand from a small regional chain into a global powerhouse while ensuring its people-first culture remained at its core.Howard Behar is a longtime advocate of values-driven leadership. His book, It’s Not About the Coffee, explores the principles that helped build Starbucks into a people-first company. He is also a sought-after speaker and mentor, helping leaders develop cultures of trust, integrity, and purpose.In this episode, Dart and Howard discuss:- How Starbucks scaled while staying true to its values- Servant leadership in action- Why leaders must listen to employees at every level- Persistence over credentials in leadership- Hardest lessons from leading an international brand- Why Howard rejects the word "customers"- The business case for dignity and respect- What companies get wrong about inclusion- And other topics…Howard Behar is a leadership expert, former Starbucks president, and a champion of servant leadership. Serving as president of Starbucks North America and Starbucks International, he played a key role in expanding Starbucks beyond the U.S., leading its first global expansion into Japan and later into Europe and Asia. His leadership was rooted in a deep belief that business is about serving people first. He wrote It’s Not About the Coffee to share his insights on leadership, culture, and values-driven business. After retiring, he has dedicated his time to mentoring, public speaking, and serving on nonprofit and corporate boards.Resources Mentioned:It’s Not About the Coffee, by Howard Behar: https://www.amazon.com/Its-Not-About-Coffee-Starbucks/dp/1591842727The Magic Cup, by Howard Behar: https://www.amazon.com/Magic-Cup-Business-Parable-Putting/dp/1455538973Servant Leadership, by Robert Greenleaf: https://www.amazon.com/Servant-Leadership-Legitimate-Greatness-Anniversary/dp/0809105543Good to Great, by Jim Collins: https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0066620996The Seven Habits of Highly Effective People by Stephen Covey: https://www.amazon.com/Habits-Highly-Effective-People-Powerful/dp/0743269519Built to Last by Jim Collins: https://www.amazon.com/Built-Last-Successful-Visionary-Essentials/dp/0060516402The Experience Economy by Joseph Pine and James GilmoreLeading Through by Kim Clark, Jonathan Clark, and Erin ClarkConnect with Howard:Phone: 206-972-7776Email: hb@howardbehar.comWork with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what’s most important to the business. Book a call at 11fold.com.

Cameron Kober, a Senior Manager at the Partnership for Public Service and former middle school teacher, discusses the often-overlooked impact of federal employees. He highlights how mission-driven work enhances engagement, despite challenges like leadership turnover and political transitions. Kober underscores the significance of initiatives like the Best Places to Work rankings to foster better workplace cultures. He also shares insights on building trust, recognizing public service contributions, and the essential role of effective leadership in government.

Sam Schlimper, Managing Director at Randstad and a talent acquisition expert with over two decades of experience, shares insights on transforming workplaces. She challenges the zero-sum mindset in leadership, advocating for a system where all stakeholders thrive. Topics include the need for purpose-driven work, the importance of neurodiversity, and leveraging AI in talent acquisition. Schlimper emphasizes understanding employees' intrinsic motivations and designing roles that foster joy and engagement, encouraging a holistic approach to work.