The Culture Kit with Jenny & Sameer

Should you bring your “whole self” to work? Why does authenticity matter for organizations? And what does being “authentic” even mean? On this episode of The Culture Kit, Jenny and Sameer sit down with their colleague Erica Bailey, whose research is changing how we think about authenticity and leadership. Bailey, an assistant professor in the Management of Organizations Group at UC Berkeley Haas, talks about why she began studying authenticity,  generational differences in attitudes about authenticity at work, and how we might preserve our human value in the age of AI. Learn more about The Culture Kit and find the full transcript: https://haas.berkeley.edu/culture/culture-kit-podcast/*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*3 main takeaways from Jenny & Sameer’s interview with Erica Bailey:Focus on your own authenticity and less on convincing others: Most people’s perception of your authenticity has more to do with their own preconceived notions and less about who you really are. Spend more energy on learning about who you are, at work and in your relationships.Leaders should seek to create a respectful environment:yLeaders foster authenticity in others by valuing their contributions and setting norms of genuine respect and engagement—rather than mandating people to be “authentic” with their managers. Find authentic peer relationships: Authenticity is best nurtured through trusted, horizontal relationships at work. Find peers who earn and nurture your vulnerability and meet you with authenticity in return. Show Links:Erica’s website: http://ericarbailey.com/“The preeminence of communality in the leadership preferences of followers,” By Rebecca Ponce de Leon and Erica Bailey, Journal of Personality and Social Psychology, 2025: https://psycnet.apa.org/record/2025-76072-001“What do workers really want in a leader?” By Erica Bailey, Haas News: https://newsroom.haas.berkeley.edu/research/what-do-workers-really-want-in-a-leader-new-study-challenges-stereotypes/“Positive—More than unbiased—Self-perceptions increase subjective authenticity.” By Erica Bailey and Sheena Iyengar, Journal of Personality and Social Psychology, 2023: https://psycnet.apa.org/record/2024-18545-001?doi=1 Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

It doesn’t matter where you work—bad meetings are a universal pain point. But they don’t have to be.Rebecca Hinds is an organizational researcher who has spent the past 15 years helping teams fix their broken meetings—and broken collaboration in general. Hinds has applied her Stanford PhD to the future of work, founding think tanks at two technology companies, and is now the author of the forthcoming book, Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done, out February 2026. Hinds joins organizational culture experts Jenny Chatman and Sameer Srivastava to discuss how bad meetings can degrade your company’s culture, the purpose meetings should actually serve, and how to start treating meetings as your most valuable product—and not an inevitable headache.Learn more about The Culture Kit and find the full transcript: https://haas.berkeley.edu/culture/culture-kit-podcast/*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*3 main takeaways from Jenny & Sameer’s interview with Rebecca Hinds:Hold a “meeting doomsday” once a year—ancel every recurring meeting from employees’ calendars for 48 hours and then add meetings in a way that is effective and essential for the current state of business. Get your communication system in order—Get everyone on the same page about where official communication takes place and what information they can rely on. This will help people evaluate when and whether a meeting should be called. Use AI–When it comes to diagnosing dysfunction in meetings and creating equilibrium in contributions, AI can be your best friend. Show Links:Rebecca Hinds’ website: https://www.rebeccahinds.com/Your Best Meeting Ever: 7 Principles for Designing Meetings that Get Things Done: https://www.simonandschuster.com/books/Your-Best-Meeting-Ever/Rebecca-Hinds/9781668067482 (launching February 3, 2025)The Simple Sabotage Field Manual: https://www.cia.gov/static/5c875f3ec660e092cf893f60b4a288df/SimpleSabotage.pdfMeeting Doomsday / Meeting Overload is a Fixable Problem (Harvard Business Review): https://hbr.org/2022/10/meeting-overload-is-a-fixable-problemThe Collaboration Cleanse / Are Collaboration Tools Overwhelming Your Team (Harvard Business Review): https://hbr.org/2023/08/are-collaboration-tools-overwhelming-your-teamThe Hidden Toll of Meeting Hangovers (Harvard Business Review): https://hbr.org/2025/02/the-hidden-toll-of-meeting-hangovers Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

With the majority of our waking life spent at work, conversations around mental health are crucial for a healthy workplace culture. But how do you open the conversation at work? How can leaders build the trust and psychological safety needed for these conversations? On this special episode, David Ko, CEO of the sleep and meditation app Calm and author of the book Recharge, shares his leadership journey from investment banking to purpose-driven leadership. Since 2022, he’s guided Calm’s work in over 190 countries, supporting millions of people seeking to improve their wellbeing.Ko describes “the battery check,” a simple framework for starting conversations about mental health, describes how burnout happens when leaders don’t explain the “why” behind decisions, and shares some candid personal anecdotes.The conversation is hosted by Professor Sameer Srivastava and led by UC Berkeley Haas students Avanika Lal and Esa Tilija, both MBA 26. The joint Dean’s Speaker Series and Berkeley Center for Workplace Culture and Innovation event took place at the Haas School of Business on September 30, 2025. Three main takeaways from David Ko: 1. Make mental health conversations accessible: Ask "How's your battery?" instead of "How's your mental health?" This simple reframing normalizes discussions that are otherwise difficult to start, creating psychological safety for your team.2. Stop stacking, start subtracting: Burnout happens when leaders keep adding priorities without removing anything or explaining why. When assigning new work, identify what employees should stop doing. Help them understand the "why" to create shared purpose, not just more tasks.3. Listen first, talk last: Be a "Chief Listening Officer" rather than the first voice in the room. Foster open dialogue where employees feel comfortable challenging ideas and speaking up. Learn more about The Culture Kit and find the full transcript: https://haas.berkeley.edu/culture/culture-kit-podcast/*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*Show Links:Recharge: Boosting Your Mental Battery, One Conversation at a Time by David KoThe Recharge PodcastNational Alliance of Mental Illness (NAMI)UC Berkeley Haas Dean’s Speaker Series Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Think your workplace runs on pure merit? Think again. In this season-opening episode, Berkeley Haas professor and leading sociologist Toby Stuart reveals how hidden status dynamics shape whose ideas get heard, who advances, and why meritocracies might be a “nice myth to think about” but nearly impossible to achieve in practice. But that doesn’t mean you shouldn’t try. Stuart, author of the new book Anointed: The Extraordinary Effects of Social Status in a Winner-Take-Most World, joins organizational culture experts Jenny Chatman and Sameer Srivastava to explore how social status quietly drives decisions, what functions it serves in organizations and society, and how leaders can navigate—and reshape—these hidden hierarchies. The takeaway from Jenny & Sameer’s interview with Toby Stuart:No matter how hard they’ve worked to get where they are, leaders should recognize that only part of their status was truly earned. Act with humility, acknowledge the roles that other people have played, and generously share pass along the status you hold.Show Links:Anointed: The Extraordinary Effects of Social Status in a Winner Take Most World, By Toby Stuart"AI will bring back the old boys’ club", By Toby Stuart, Boston Globe/Haas News, July 27, 2025"Could AI Destroy the Value of an Elite Education?", By Toby Stuart, U.S. News, August 27, 2025“The Philosophical Bet We All Need to Make in the Age of AI”, by Toby Stuart, Time, Sept. 29, 2025"The Matthew Effect in Science,” By Robert Merton, Science, 1968“Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians”, By Claudia Goldin, American Economic Review, 2004. Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

With so many shifting rules and cultural norms, career success can feel like mastering a complex game.Jessica Lindl, Vice President of Ecosystem Growth at Unity Technologies and a Haas MBA alum, shows how a gaming mindset can be an advantage in today’s workplace.Her new book, The Career Game Loop: Learn to Earn in the New Economy, launches April 29.  Jessica joins hosts Jenny Chatman and Sameer Srivastava in the season 3 finale of The Culture Kit to discuss the gamer mindset, strategies for job crafting, and how leaders can build game-inspired workplace cultures. 3 main takeaways from Jenny & Sameer’s interview with Jessica Lindl:Embrace chaos and uncertainty: Learn how to find opportunity in  moments of change.Build durable skills: As AI integrates into the workforce, it’s more important than ever to have durable skills such as problem-solving and collaboration that make you a fundamental asset to your organization.Look for opportunities to job craft and continually evolve your role: This can spur innovation at the company as well as new opportunities in your career.Show Links:Pre-order link for The Career Game Loop: Learn to Earn in the New EconomyJessica Lindl on LinkedInView the full transcript of this episode.For more information about this podcast and a full written transcript, please see http: haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

From ride-hailing services to warehouses to hiring platforms, algorithms are increasingly taking on the role of manager. What does this mean for worker autonomy and meaningful engagement with work? On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava interview Lindsey Cameron, assistant professor of management at the University of Pennsylvania’s Wharton School, about the research insights she gained from getting behind the wheel as a ride-hailing driver. Cameron discusses the cultural aspects of gig work, the “good bad job” paradox, and strategies for fostering equity and worker dignity in an increasingly algorithm-driven world.Main takeaway from Jenny & Sameer’s interview with Lindsey Cameron :Keep humans at the center. Rather than optimizing solely for efficiency, use human-centered design to consider worker well-being throughout their lifecycle with the company.For more information about this podcast and a full written transcript, please see http: haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*Show Links:View the full transcript of this episode.Lindsey Cameron’s website“The Making of the “Good Bad” Job: How Algorithmic Management Manufactures Consent Through Constant and Confined Choices.” By Lindsey D. Cameron, Administrative Science Quarterly, 2024.“How Microchoices and Games Motivate Gig Workers,” By Lindsey D. Cameron, Harvard Business Review, 2024“‘Making Out’ While Driving: Relational and Efficiency Games in the Gig Economy,” by Lindsey D. Cameron, Organization Science, 2021.“Expanding the Locus of Resistance: The Constitution of Control and Resistance in the Gig Economy,”  By Lindsey D. Cameron, & Hatim Rahman. Organization Science, 2022.“Heroes from Above But Not (Always) From Within: Gig Workers Responses to the Public Moralization of their Work During the COVID-19 Pandemic,” By Lindsey D. Cameron, Curtis K. Chan, and Michel Anteby. Organizational Behavior and Human Decision Processes, 2022.“Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s-2000s.” By Arne L. Kalleberg, 2011.“Manufacturing Consent: Changes in the Labor Process Under Monopoly Capitalism,” By Michael Burawoy, 1982.“A Numbers Game: Quantification of Work, Auto-Gamification, and Worker Productivity,” by Aruna Ranganathan and Alan Benson, American Sociological Review, 2020“Where Platform Capitalism and Racial Capitalism Meet: The Sociology of Race and Racism in the Digital Society”, by Tressie McMillan Cottom, Sociology of Race and Ethnicity, 2020.Own This! How Platform Cooperatives Help Workers Build a Democratic Internet, by R. Trebor Scholz, Penguin Random House, 2023.Hustle and Gig: Struggling and Surviving in the Sharing Economy, by Alexandrea J. Ravenelle, University of California Press, 2019. Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why do some workplaces enforce strict rules while others never seem to start a meeting on time? What happens when a rule-following “Order Muppet”—think Kermit the Frog—pairs up with a “Chaos Muppet” like Cookie Monster? And what does how you load the dishwasher reveal about your cultural mindset?In this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava welcome Dr. Michele Gelfand, a professor at Stanford’s Graduate School of Business and pioneer of the “tight-loose” framework for analyzing culture. Gelfand, a cross-cultural psychologist, reveals how invisible cultural forces shape behavior across nations, organizations, and even households, offering a powerful lens to understand why some groups thrive with structure while others flourish with freedom. The conversation unpacks how companies navigate cultural challenges during crises like the pandemic, mergers, and the remote work revolution. Gelfand shares tools for leaders to identify when their organization has become too rigid or too lax, and strategies for achieving “tight-loose ambidexterity—a balance of accountability and empowerment that drives success.3 main takeaways from Jenny & Sameer’s interview with Michele Gelfand:Cultural tightness and looseness exist on a spectrum. This pattern appears at all levels from nations to organizations to families, often developing in response to external threats or coordination needs.Both extremes can be problematic for organizations. Companies that become too tight risk stifling creativity and adaptability, while those that become too loose might lack accountability and coordination. “Tight-loose ambidexterity” balances empowerment with accountability for sustainable success.Leaders can strategically adjust cultural tightness.  By identifying which specific domains need structure versus flexibility, organizations can adapt to changing circumstances. This includes using "flexible tightness" in safety-critical areas while maintaining looseness in creative domains, or implementing the "tight-loose-tight" model with clear expectations, freedom in execution, and accountability for results.Show Links:View the full transcript of this episode.Michele Gelfand's website“Rule Makers, Rule Breakers: How Tight and Loose Cultures Wire Our World,” By Michele Gelfand, 2018.“The relationship between cultural tightness–looseness and COVID-19 cases and deaths: a global analysis.” By Michele Gelfand, et al. The Lancet Planetary Health, 2021“Organizational Culture and Firm Performance Under Environmental Volatility: The Case of the COVID-19 Pandemic.” By Jennifer Chatman, Michele Gelfand, et al. 2024“One Reason Mergers Fail: The Two Cultures Aren’t Compatible.” By Michele Gelfand, et al. Harvard Business Review, 2022.Michele Gelfand’s tight-loose mindset quiz“Duality in Diversity: How Intrapersonal and Interpersonal Cultural Heterogeneity Relate to Firm Performance,” by Matthew Corritore, Amir Goldberg, and Sameer Srivastava. Administrative Science Quarterly, 2019.Learn more about the Berkeley Center for Workplace Culture and Innovation. Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

IBM Senior Vice President and Chief Human Resources Officer Nickle LaMoreaux is helping to steer the tech giant through the fastest change she’s seen in her two-decade career. In this interview with UC Berkeley Haas professors Jenny Chatman and Sameer Srivastava, she shares how IBM’s bold shift to AI-powered HR helped free up her human team to better support the company’s 275,000 global employees. IBM’s digital AI agent now handles 11 million interactions annually with a 94% resolution rate, and employee satisfaction has soared. LaMoreaux makes the case that this digital transformation has enabled her team to focus on high-value work like leadership coaching and complex problem-solving. She discusses how domain expertise has become more important than ever.3 main takeaways from Jenny & Sameer’s interview with Nickle LaMoreaux:HR should lead by example before asking others to change. Leaders create a lot more credibility by transforming their own function first.Be intentional about AI adoption: What works for another company might not fit your culture or business needs. Focus on solving real problems rather than following trends.HR is uniquely positioned to guide organizations through AI integration, balancing business goals with employee readiness. It’s critical for HR to make sure employees are prepared while maintaining cultural values.View the full transcript of this episode.Show Links:Nickle LaMoreauxHow AI agents could transform your business in 2025, LinkedIn article by Nickle LaMoreaux, Jan. 15, 2025Berkeley Culture Connect Conference Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How can leaders put AI to work without stifling human creativity and innovation? Berkeley Haas organizational culture experts Jenny Chatman and Sameer Srivastava are back for season 3 of The Culture Kit! The season kicks off with Hila Lifshitz, a Professor of Management at Warwick Business School and head of The Artificial Intelligence Innovation Network. She’s also a visiting faculty member at Harvard University’s Lab for Innovation Science (LISH). Jenny, Sameer, and Hila dive into her pioneering research on open innovation at NASA, revealing how they transitioned to an open innovation model and the significant cultural shift it required. They also discuss new research with fashion company H&M that revealed a common pitfall when implementing AI, and how to avoid it. 3 main takeaways from Jenny & Sameer’s interview with Hila LifshitzThink like a scientist and use an experimental mindset rather than an optimization mindset. Managers should understand that we’re still in the early days of AI and be flexible to how these tools might fit into their organizations.Keep pushing on the expertise of your people: Ask them what they are good at, what they want to be good at, and how the organization can set them up for success.Allocate resources for this expertise: How can the organization lean on these areas of expertise to push the boundaries of innovation even further—while using AI for lower-level tasks?Show LinksView Transcript for "How to Cultivate the Human-AI Sweetspot"Hila Lifshitz on LinkedinDismantling Knowledge Boundaries at NASA: The Critical Role of Professional Identity in Open Innovation, by Hila Lifshitz, Administrative Science QuarterlyNavigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of AI on Knowledge Worker Productivity and Quality, by Fabrizio Dell'Acqua, Saran Rajendran, Edward McFowland III, Lisa Krayer, Ethan Mollick, François Candelon, Hila Lifshitz, Karim R. Lakhani, and Katherine C. Kellogg.More research by Hila LIfshitzThe Artificial Intelligence Innovation Network | Warwick Business SchoolLaboratory for Innovation Science at Harvard  Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How can artistic thinking and practices foster a healthier and more effective organizational culture?On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava host a panel of four experts to discuss using art in the workplace to unleash a team’s creativity and innovation—regardless of the industry. From Google’s art-infused Quantum AI Computing Lab to new methods of teaching, the discussion revolves around the profound impact of integrating art into business, the role of AI in creative processes, and practical advice for overcoming resistance from those who don’t understand the value of the sometimes-messy creative process.Panelists:Erik Lucero leads the Google AI Quantum lab. He believes in the deep relationship between art, beauty, and the ability to innovate. Erik brought art into his new lab for the sole purpose of inspiring creativity in the team.Forest Stearns is the Principal Artist and co-founder of the Artist-in-Residence program at the Google AI Quantum project.Nir Hindie founded The Artian, a training company committed to nurturing an artistic mindset in the business environment. He’s a relentless advocate for the connections between artistic talent and business entrepreneurship as two areas that fuel each other.Léo Boussioux is an assistant professor of Information Systems at the University of Washington’s Foster School of Business. He’s passionate about the transformative power of AI in art and creativity, and believes that we all have an artist within waiting to be unleashed.This episode is based on the CultureXChange forum “Finding the Synergy between Art, Creativity, and Innovation” held on December 2, 2024 by the Berkeley Center for Workplace Culture and Innovation. Learn more.Show Links:Why Google transformed a quantum computing lab into an artistic oasis, by Mike Cerre, PBS News, January 10, 2024: https://www.pbs.org/newshour/show/why-google-transformed-a-quantum-computing-lab-into-an-artistic-oasisDRAWEVERYWHERE PRESENTS: Quantum A.I. Artist in Residence, video by Filmmaker in Residence J.D.Brynn / Cinedata (YouTube): https://www.youtube.com/watch?v=GCWTO8YX2uQQuantum Computing Inches Closer to Reality with Another Google Breakthrough, The New York Times, December 9, 2024: https://www.nytimes.com/2024/12/09/technology/google-quantum-computing.htmlForest Stearns - DRAWEVERYWHERE: https://www.draweverywhere.com/Léo Boussioux’s website: https://www.leobix.us/The Artian website: https://theartian.com/Full Episode Transcript Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit. *The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.