What if a company did everything within its power to create the conditions for individuals to overcome their own internal barriers to change, to take stock of and transcend their own blind spots, and to see errors and weaknesses as prime opportunities for personal growth? What would it look like to “do work” in a way that enabled organizations and

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The current distributed work paradigm assumes that everyone is their own Stitch Fix expert and is able to decide for themselves how they work best — when, where, how they should be working in order to cope with the entirely different set of emotional and physical challenges posed by remote work.

RTO advocates also claim that physical presence builds culture. Culture is built through everything we do – in person or online, through both spoken and written words. The real question is what kind of culture we build. Top-down RTO mandates are more likely to communicate cultures where control is more important than trust, where obedience is more... See more