Do you need to repaint the walls, or do you need to reevaluate whether the they should even exist at all? This is an analogy we use at the beginning of our work with organizations and it gets us far. One is iterative; you adjust a process, update a policy, refine a structure and keep moving. The other is transformational. With the “walls”, you’re dealing with how someone or a group of folks fundamentally sees the world and what they think is even possible.

There's a scenario I've seen repeat itself. A leader sits across from me, they’re accomplished, driven, often successful by every external measure, and says some version of the same thing: "I don't even recognize myself anymore." They're missing was clarity on who they wanted to be and a real, workable answer to the question of how to bring that to life daily and when things get hard. That's where values really kick in.

Organizations that want to understand what’s really happening inside their culture often discover that listening well isn’t just about collecting feedback. There are a few key principles that shape whether the process leads to real insights or simply produces more noise. At Ember, these principles guide our REVEAL work, but they apply to any organization that wants to listen meaningfully.​​​​​

Organizations that want to understand what’s really happening inside their culture often discover that listening well isn’t just about collecting feedback. There are a few key principles that shape whether the process leads to real insights or simply produces more noise. At Ember, these principles guide our REVEAL work, but they apply to any organization that wants to listen meaningfully.​​​​​

Reflections from Ember collaborators to offer a glimpse into how Ember’s values show up day to day, in real conversations and in work.

An Ember Experience customer success story on rebuilding culture from the inside out.

An Ember Experience customer success story on rebuilding culture from the inside out.

An Ember Experience customer success story on rebuilding culture from the inside out.

Each of our values is written as an action, not a single word. They’re meant to describe how we show up every day, in real situations, with real people. They remind us that culture is built through continual practice, not just intentions.

In the workplaces I get to work with, the leaders who are making the biggest impact don’t always have the kind of charisma we’re used to celebrating. They aren’t the loud, showy kind that fills a room. But they bring something else rooted in emotional intelligence. And that’s what’s really changing how teams connect and communicate.

Ember Experience hosted a conversation about how our ideas about masculinity are negatively impacting men's mental health, and what actually needs to shift.

Productivity isn't just about getting more done in less time, it's about impact the connection to doing things that matter.

When we discuss boundaries, we can often conflate them with rigidity. But, these are separate concepts that are important to understand.

As leaders, it’s our responsibility to foster psychologically safe environments where employees feel valued and supported.

I am on two social media platforms. One of them, I created over 10 years ago and is collecting inches of dust. The other I started so...

Human beings make mistakes. And unless you live alone on an island, your mistakes are likely to hurt the feelings of another person (and...

You may have missed the post announcement from Merriam-Webster naming ‘Authentic' as the word of the year for 2023. I have been...

In my business coaching, leadership, and life, I operationalize many of the skills I learned during my master's program. Part of my...

Over the last several years I have had the pleasure of working with some incredibly impactful and talented leaders. I have observed an...

Contributors: Nicole Stibbe, Norah Marsh, and Aishwarya Jayaprakash Opening and closing remarks by: Jesse Adams As a leader and as a...