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Rodney Evans and Sam Spurlin have helped teams around the world adopt more modern ways of working and on At Work with The Ready they’re sharing the inside scoop with you, too. Whether you’re struggling with a carousel of ineffective meetings, annual strategy sessions that go nowhere, or decision-making churn that never ceases, they’ve seen it all and are here to help. In each episode, they'll break down common workplace challenges and show you the moves—both big and small—to start making real, lasting change. (Formerly “Brave New Work” with Aaron Dignan and Rodney Evans)
Unknown Host hosts At Work with The Ready.
Most organizations run on two default modes of deciding: build consensus until everyone's exhausted, or debate until the boss makes the call. Both feel normal and both quietly stall the work, so how do you introduce some
Hard truth time: your executive team sets the ceiling on how fast everything below it can move and most of them aren't built for that job. Decisions pile up on the CEO's desk because nobody's clear who owns them. Board p
Sam Altman and Elon Musk built some of the most valuable companies on the planet while doing nearly everything we would advise against. So a listener wants to know: if ego and raw self-belief keep landing people at the t
If you hired a chief of staff to be your leadership team’s star athlete, don’t let them languish on the bench. At many organizations, chiefs of staff are meant to execute high-wire strategic work. But the job is often re
Volatility is just the new normal, and it's crushed everyone's appetite for complexity at the exact moment complexity demands attention. Executives who used to love a whiteboard now say "just tell me the answer." Five-ye
You can see it clearly: the project is FUBAR, the reporting is rosy, and the people with the power to do something about it are several levels above you. But sending a flare up the chain feels risky—especially when your
Everyone tells you leaving a job is a math problem: runway, comp, the next offer, the spreadsheet that finally tips. But most people who ask "how do I know when it's time?" have already answered the question. They just h
Everyone tells you leaving a job is a math problem: runway, comp, the next offer, the spreadsheet that finally tips. But most people who ask "how do I know when it's time?" have already answered the question. They just h
Plenty of companies make the move to employee ownership—ESOPs, EOTs, buyouts—and then wonder why nothing really changes. The shares transfer, the announcement goes out, and then... people still feel like employees. The o
Plenty of companies make the move to employee ownership—ESOPs, EOTs, buyouts—and then wonder why nothing really changes. The shares transfer, the announcement goes out, and then... people still feel like employees. The o
Fifteen years ago, the future of work seemed inevitable: bureaucracy was crumbling, adaptive organizations were the next default, and a whole movement of practitioners was going to get us there. That future never arrived
Most of the conversation about the future of work is aimed squarely at the corporate sector—growth engines, dual transformation, quarterly targets. But what if your organization exists to regulate, administer, and serve
![Traditional Consulting Sold You a Great Idea. Now What? [Rebroadcast] episode artwork](https://megaphone.imgix.net/podcasts/ecb8d656-5d78-11f1-9069-c3a2325c31eb/image/ee8057a4d62e569b9ca1ab58ad91612c.jpg?ixlib=rails-4.3.1&max-w=3000&max-h=3000&fit=crop&auto=format,compress)
Producer's Note: It’s been two years since this episode first aired, and it’s every bit as relevant today. We’ve got some exciting things on these themes coming really soon, so revisit this one and we'll see in two weeks
Your company announced a shiny new transformation, set to herald a new era of possibility. But a few weeks in, it's starting to feel a lot more like a top-down cost-cutting exercise with a nicer label—and people are afra
You've built the asset. You've done the comms. You even held office hours (that no one came to). And still…nothing changes. Sound familiar? These moves are still everyone’s go-to plays for substantial transitions in the
The higher up you go, the more everyone expects you to have the answers. Your team wants reassurance about AI. Your peers want to know what other companies are doing. Leadership wants confidence you're not sure you have.
Office politics doesn't happen because people are scheming. It happens because no one wrote anything down. In the absence of clear ways of working, the preferences of the most powerful people fill the vacuum and suddenly
Every HR team is getting the same ask right now: rewrite our job descriptions to reflect AI. It sounds reasonable—until you realize you're being asked to update a document that was already a little broken for a world tha
Everyone talks about slaying bureaucracy and cutting organizational sludge but there's an equally pernicious force that doesn't get nearly enough airtime: the organizational debt created by too little structure. The chao
As AI handles more and more of the actual work, a genuinely hard question emerges: how do you maintain shared purpose when there's no single organization anchoring it? In this mini AUA, Rodney and Sam argue that more aut
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