Call for Submissions
Culturati Summit 2019 is fast approaching and we’d love your help in shaping our program.
We are delighted to accept your submissions for panels, workshops, and roundtables. None of us are as smart or as practiced as all of us.
Submissions will be accepted through September 14. We encourage you to start now, as our schedule is already filling up quickly.
Start your submission here.
While we welcome submissions on any topic, below are some of the areas we find particularly intriguing right now.
As you will see throughout the submission process we are prioritizing folks that are able and willing to get specific.
Self-serving ideas will be immediately discarded, and please know that we have a strong bias towards businesses over their consultants.
Our submission form prompts you to first express the kernel of an idea. Instead of a long-winded call-and-response process we want to optimize for dialogue between your team and ours. Let's get the conversation started.
Submissions will be accepted through September 14, and priority will be given to early submissions. The more time we have to converse about, explore, and refine ideas, the better the resulting content for our community.
If you are selected, please expect to invest time and effort in preparation for your panel or talk. Know thyself. If you are extraordinarily busy and will inevitably prepare for the Culturati Summit at the last minute despite your best intentions, please reconsider submitting. Offering clarity and preparedness to our attendees, including you, is a major priority for us.
To get you started, below are a few of the topics we’ve been obsessively reading and writing about.
Ready to submit? Click here.
The Culturati Programming Team
To Get You Thinking...
Here’s what we’re thinking about right now. Tell us what resonates and what we’re missing?
In no particular order…
Putting your money where your mouth is. It’s easy to give lip service to values, causes, and a mission. Despite genuine intentions, those often go by the wayside when financial push comes to shove. We’re looking for examples of leaders and companies standing their ground and setting the example even when it hurts the bottom line -- closing their doors, cutting ties, going against the grain.
The compensation divide. Pay gaps remain a stark reality across gender, race, education level, and more. Who is going at this divide head on, setting an example for other companies of all sizes? Who is making important, impactful decisions that level the playing field? What are the specific programs and initiatives that are empowering employees to better leverage themselves in negotiations and hold their employers more accountable?
Mindfulness in company culture. Buzzword aside, the research is increasingly pointing to mindfulness having a major impact on performance, creativity, quality of life, and more. What does this actually look like though, in practice in the corporation? One size does not fit all, so how do we determine what our specific team needs, and implement it in a way that works?
Crisis and transformation. There is a saying that bad times often breed good people. What crisis or major disruption has your team suffered through and survived? How did you lead and steer them? What were the ups and downs of the transformation that resulted? We want to go deep here, and get very honest. We’ll provide a safe venue, but we need leaders to bring their vulnerable selves. It’s the only way we’ll truly learn from each other on topics like this.
Politics in the workplace. In January we’ll all be coming off the heels of a number of significant local, regional, and national elections. Where does politics fit in our workplace? Is there a line between being a CEO and an activist? How do we articulate and take action on our values while maintaining a culture of acceptance, empathy, and care? How do we give our teams the tools to handle the often-charged passion and fervor that accompanies politics? In cultures that lean heavily in one political direction, how do you remain supportive and safe for the other?
The future of the work space. Just about every day there is a new argument for or against open offices, remote working, and how we physically collaborate and create. Physical environment can be a powerful lever for performance. On the flip side, too many companies go straight to the dream office without thinking through the impact they hope it achieves. How do we wade through all of the viewpoints and “studies” and determine what’s going to work best for our unique industry, team, and culture?
Radical candor through radical transparency. There’s feedback and critique, but what are the ways we can use transparency to demonstrate care? What executive-level information and decision-making are you sharing with your team? What has been the impact of allowing them to see under the hood and join in the process, good or bad?
What’s Your Age, Again? For the first time ever, there are five generations in the workforce. Those five generations are working side-by-side, each with radically different leadership, communication, and professional development styles. How do we create a culture that supports them all at once? How do we build one that demands respect for all ages? How do we address (and leverage or break) the age-based tribes that naturally form?
We’re all in this together. Empathy. Shared humanity. Compassion. At the end of the day, we’re all humans. We’re interested in learning from companies who have built cultures that foster the kind of courage in employees that empowers them to stand up for themselves and their fellow man, and to believe in themselves. How do we help our employees find their value and voice in ways that build each other up as opposed to stepping on and over each other?
A culture of personal development. We’re entering into an era where employees want and even expect for businesses to play a major role in their personal development. But where’s the line? How do we help our people grow while teaching self-reliance and responsibility, and respecting boundaries?
What strikes a nerve? What are we missing?
We want to hear from you. Start your submission now.