Oct 27, 2026 · 20 min · 10 segments
In this episode of Research Reverb, Elizabeth Luckman explains how seeing workplaces as complex adaptive systems changes a leader’s role. Trust, employee autonomy, and opportunities to learn can help…
And a lot of pixels get spilled on places like LinkedIn about how to implement a good culture.
But Luckman's argument is that organizations have to pay close attention to how they design the conditions for a great culture to emerge.
Professor Kerry Keating and I always like to laugh and say, if we could do one thing and magically we would just create trust dust and we would sprinkle it all over everybody and it would also get rid of our jobs.
But how are you creating trust? And what is more importantly, what's undermining trust? So just thinking about in this in this decision, like this interaction I'm having with you right now, am I doing things to facilitate trust or not? If that's all I'm focusing on, that's probably going to get us.
If all you pay attention to is one rule and you say, the only thing that matters to me is respect.
And you just start to think about that because that's all your brain can handle right now.
You don't need to have like a 16 point plan about how you're going to shape culture.
Just pick a few things that are really valuable and important to you in terms of how you work.
So what does that look like? Well, if I'm thinking innovatively, then probably coming in and being like, John, don't do that is not creative.
And a lot of pixels get spilled on places like LinkedIn about how to implement a good culture.
But Luckman's argument is that organizations have to pay close attention to how they design the conditions for a great culture to emerge.
Professor Kerry Keating and I always like to laugh and say, if we could do one thing and magically we would just create trust dust and we would sprinkle it all over everybody and it would also get rid of our jobs.
But how are you creating trust? And what is more importantly, what's undermining trust? So just thinking about in this in this decision, like this interaction I'm having with you right now, am I doing things to facilitate trust or not? If that's all I'm focusing on, that's probably going to get us.
If all you pay attention to is one rule and you say, the only thing that matters to me is respect.
And you just start to think about that because that's all your brain can handle right now.
You don't need to have like a 16 point plan about how you're going to shape culture.
Just pick a few things that are really valuable and important to you in terms of how you work.
So what does that look like? Well, if I'm thinking innovatively, then probably coming in and being like, John, don't do that is not creative.
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