Dr. Andrew Newberg

And usually what we do is we just send an email, a video or a telephone invite and say, okay, video call 3 p.m. tomorrow. But we don't take that step to say, hey, what would you prefer? What's best for you? And by doing that, you do two things. One, you include a whole lot more people. Maybe it's a working parent who doesn't want to have their video on because their kid is home from daycare sick.

And usually what we do is we just send an email, a video or a telephone invite and say, okay, video call 3 p.m. tomorrow. But we don't take that step to say, hey, what would you prefer? What's best for you? And by doing that, you do two things. One, you include a whole lot more people. Maybe it's a working parent who doesn't want to have their video on because their kid is home from daycare sick.

Or maybe, as I noted, someone with a certain disability or someone from a different culture. So you're able to better include them in your interactions so they don't feel as if they're a secondary party in the interaction.

Or maybe, as I noted, someone with a certain disability or someone from a different culture. So you're able to better include them in your interactions so they don't feel as if they're a secondary party in the interaction.

Or maybe, as I noted, someone with a certain disability or someone from a different culture. So you're able to better include them in your interactions so they don't feel as if they're a secondary party in the interaction.

And beyond inclusion, this is just a good strategy generally to ask people what they prefer and how they feel about things because they're going to like to interact with you a lot more. Because we all have these preferences. Maybe I really hate having my camera on, or maybe I really love it. And if someone else asks me and says, I'd love to meet with you, what mode would be best for you?

And beyond inclusion, this is just a good strategy generally to ask people what they prefer and how they feel about things because they're going to like to interact with you a lot more. Because we all have these preferences. Maybe I really hate having my camera on, or maybe I really love it. And if someone else asks me and says, I'd love to meet with you, what mode would be best for you?

And beyond inclusion, this is just a good strategy generally to ask people what they prefer and how they feel about things because they're going to like to interact with you a lot more. Because we all have these preferences. Maybe I really hate having my camera on, or maybe I really love it. And if someone else asks me and says, I'd love to meet with you, what mode would be best for you?

I'm going to be much more likely to want to interact with that person going forward because they're abiding my preferences. So this is just a good strategy overall. When you ask people what they like, they're going to be much more likely to want to interact with you.

I'm going to be much more likely to want to interact with that person going forward because they're abiding my preferences. So this is just a good strategy overall. When you ask people what they like, they're going to be much more likely to want to interact with you.

I'm going to be much more likely to want to interact with that person going forward because they're abiding my preferences. So this is just a good strategy overall. When you ask people what they like, they're going to be much more likely to want to interact with you.

When it comes to culture, I've seen a lot of weird things companies have been doing. So a big thing with return to the office, for instance, is we're going to bring everyone back to the office to improve culture. But if you were to ask me or as a consultant or professor researcher, what's the best way we can improve culture?

When it comes to culture, I've seen a lot of weird things companies have been doing. So a big thing with return to the office, for instance, is we're going to bring everyone back to the office to improve culture. But if you were to ask me or as a consultant or professor researcher, what's the best way we can improve culture?

When it comes to culture, I've seen a lot of weird things companies have been doing. So a big thing with return to the office, for instance, is we're going to bring everyone back to the office to improve culture. But if you were to ask me or as a consultant or professor researcher, what's the best way we can improve culture?

My answer for let's put everyone in a room and lock them together is probably pretty far down the list. There's actually like an old 90s movie where they locked a bunch of parents together who are divorcing to try and get them back together. And in reality, if you want to improve culture, think about, well, what's direct here? Well, we want to improve trust. What are ways we can do that?

My answer for let's put everyone in a room and lock them together is probably pretty far down the list. There's actually like an old 90s movie where they locked a bunch of parents together who are divorcing to try and get them back together. And in reality, if you want to improve culture, think about, well, what's direct here? Well, we want to improve trust. What are ways we can do that?

My answer for let's put everyone in a room and lock them together is probably pretty far down the list. There's actually like an old 90s movie where they locked a bunch of parents together who are divorcing to try and get them back together. And in reality, if you want to improve culture, think about, well, what's direct here? Well, we want to improve trust. What are ways we can do that?

Well, one, show you care about your employees. Show you care about their voice, about their preferences. That's a much more direct approach to that than just putting everyone in the same room. And if you put a bunch of people who don't like each other in the same room, it's not going to magically improve the culture.

Well, one, show you care about your employees. Show you care about their voice, about their preferences. That's a much more direct approach to that than just putting everyone in the same room. And if you put a bunch of people who don't like each other in the same room, it's not going to magically improve the culture.

Well, one, show you care about your employees. Show you care about their voice, about their preferences. That's a much more direct approach to that than just putting everyone in the same room. And if you put a bunch of people who don't like each other in the same room, it's not going to magically improve the culture.