It’s no secret that the challenges we face in today’s workforce demand more than just solutions. They require a shift in how we lead, how we think, and how we listen. As leadership models evolve and old paradigms are questioned, Melinda French Gates stands out as a voice we can all learn from—especially men in leadership.
Every now and then, the sports world gifts us a performance so exceptional that it transcends the game itself. It becomes a testament to resilience, humility, and the relentless pursuit of more. This season, Saquon Barkley is giving us that performance.
We live in a world that, in many ways, hasn’t caught up with the speed of our own progress. For example, election results in the U.S. are gathered through fifty different state systems, all feeding into the Associated Press, which then calls the outcome. This approach doesn’t just feel archaic, it is—rigid and resistant to change—revealing that many structures we rely on daily are overdue for modernization.
This rigidity is a hallmark of outdated systems.
With every product it released, from Gmail to Google Maps to Chrome, Google set new standards. Its clean design and accessibility made it irresistibly “cool.” Getting an invitation to Google’s tools felt like joining an exclusive club, where using their technology was the “popular” thing to do.
But tech culture moves fast, and Google’s transformation from scrappy startup to global giant has shifted its identity: it’s now the establishment. Today, a new disruptor has emerged, and it’s OpenAI that is capturing imaginations in the way Google once did. With its ChatGPT now embedded with real-time web search, OpenAI has pulled off a strategic move that directly challenges Google’s dominance. The cool kid in town isn’t Google anymore, and the “Don’t Be Evil” empire is facing a challenger that not only competes with its technology but also with its cultural cachet and significance.
Google’s appeal in its early days was as much about what it stood for as what it did. At a time when the internet was chaotic and information was scattered, Google provided clarity, structure, and accessibility. It wasn’t just the fastest or most accurate search engine; it was a trusted guide in an unfamiliar digital landscape. “Don’t Be Evil” resonated deeply because it implied that Google would always be a force for good, a company more concerned with empowering users than exploiting them. To many, Google was the underdog, a small company with big ideals that could take on the corporate behemoths.
But as Google grew, so did its role and its reach. No longer just a search engine, it transformed into a vast ecosystem of products and services, touching nearly every corner of the digital world. Today, Google is a titan of industry, deeply entwined with advertising, data collection, and even regulatory battles. In becoming essential, Google also became less trusted. What was once seen as a benevolent guide has come to feel like a gatekeeper, one that has faced questions about privacy, antitrust issues, and monopolistic behavior. The “Don’t Be Evil” mantra now feels like a relic of the past—an idealistic slogan that no longer fits the reality of the company it has become.
While Google has grown comfortable in its role as an industry giant, OpenAI has emerged as the new disruptor, bringing with it the sense of excitement and innovation that Google once symbolized. At a recent Zendesk AI Summit, I listened to Kara Swisher say about AI,
“Most important technology I have seen.”
From one of the most respected tech journalists of our time, that’s an immensely powerful statement, no? One that almost stops you in your tracks.
OpenAI’s ChatGPT isn’t just a tool; it’s an experience. It offers something that feels more interactive, more personal, and, crucially, more aligned with the current wave of technological curiosity. With the recent integration of web search capabilities directly into ChatGPT, and the introduction of a Chrome Extension, OpenAI is staking its claim to the future of search. It’s bold move, turning ChatGPT into a true alternative to traditional search engines, and a major threat to Google (let alone the hundreds of thousands of small businesses that rely on it for Google Ads traffic).
This isn’t just about functionality; it’s about user experience. ChatGPT can provide context, summarize complex information, and engage in a conversational way that a list of links on a Google results page simply can’t. By embedding search within an AI-driven conversation, OpenAI has created the sense of wonder that’s reminiscent of Google’s early days. And unlike Google, which has sometimes been criticized for opacity, OpenAI’s commitment to transparency and open research further enhances its appeal as a company that is both cutting-edge and trustworthy.
What OpenAI threatens isn’t just Google’s market share—it’s Google’s cultural relevance. For a new generation of users, Google is no longer the upstart company with a mission to change the world; it’s the establishment, akin to how Gen X viewed Microsoft in its heyday, the predictable, corporate giant that many see as more focused on ad revenue than on innovation. OpenAI, on the other hand, has the appeal of the Rebel Alliance, a company willing to experiment and to push the boundaries in a way that feels genuine and forward-thinking. OpenAI’s products are the ones tech enthusiasts and early adopters are talking about, and that shift in attention signals a deeper shift in the tech landscape.
This “coolness gap” between Google and OpenAI has significant implications. While Google may still be an indispensable tool, it increasingly feels like a utility—reliable but uninspiring. OpenAI, however, brings an excitement that signals new possibilities – “an abundance of intelligence at your fingertips.”
As OpenAI develops new capabilities, it’s not just building a product; it’s building a community – leaders who are harnessing its intelligence to be more productive, more useful, more adaptable, more nimble … simply more. That is the essence of AI’s promise – helping humans become more.
Users are drawn to OpenAI not only because of its technology but also because of the sense that it represents the future —a future that is here now.
Google now faces a dual challenge. It’s not just about matching OpenAI’s technology; it’s about reclaiming the cultural relevance it once owned.
OpenAI’s search integration signals a seismic shift: one that turns search from a task into an interaction, a conversational experience.
Rather than sifting through ads and links, ChatGPT users are getting direct, conversational responses, redefining what users expect from a search experience. OpenAI’s “search land grab” isn’t about claiming more market share—it’s about setting a new standard for how information is delivered and consumed.
For Google, reclaiming its status as an innovative leader will require more than technological upgrades. It will require a return to the values that made it beloved in the first place: transparency, trust, and a genuine commitment to empowering users. Google must confront its identity as the “Don’t Be Evil” Empire and ask itself whether it can still be the company people want to root for or become a relic we remember fondly as the one that once was.
In the meantime, OpenAI continues to rise, carrying with it the spirit that once defined Google. The battle between these two giants isn’t just about algorithms or AI; it’s a contest for the soul of technology itself. Will Google find a way to reawaken the excitement and trust it once inspired? Or will OpenAI continue to capture the imaginations of those seeking something new, something hopeful, something that feels like the future?
Only time will tell, but for now, the “Don’t Be Evil” empire stands at a crossroads, watching as a bold challenger rewrites the rules of the game.
It’s an incredible time to be human.
Image Credit Mirko Toller Jedi – Star Wars – Some Rights Reserved
What if the most profound shifts shaping the future of work were already in motion, hidden in plain sight? As we approach 2025, five tectonic forces are quietly transforming everything we know about leadership, productivity, and organizational success. As the Chief Customer Office of Noom, these are my five predictions for the next decade— how will these forces collide? And who will emerge as the true leaders of this new era? Keep reading to uncover the interconnected changes that will define the next decade of work—and what you can do to thrive in it.
As we approach 2025, the workplace is on the brink of transformational change, driven by forces beyond technological advancement alone. Trends like remote work, the gig economy, and the push for diversity may seem isolated, but together they form the foundation of a seismic shift that will reshape how work is done, how it integrates with life, and how organizations lead in the coming decade.
These five tectonic shifts are not independent phenomena; they are deeply interconnected, each amplifying the impact of the other. Together, they represent a fundamental transformation in the balance of power between employer and employee, the role of gig workers, the need to rethink work-life balance (adding family), and the redefinition of leadership.
For leaders who grasp this holistic view, the opportunities are vast. For those stuck in siloed thinking and rigid bias, the risks are significant. Here’s how these five shifts, when considered together, will shape the future of work over the next decade—and why it’s critical to understand their interconnected nature.
Over the past decade, we’ve seen a growing emphasis on employee empowerment, as workers demand greater flexibility, purpose, and alignment with their personal values. Publications like Harvard Business Review and Gartner have highlighted how Gen Y and Gen Z are fundamentally changing the employee-employer relationship. This isn’t a temporary shift—prediction—by 2035, the balance of power will have permanently shifted toward employees.
In the future, top talent will no longer tolerate rigid work structures or hierarchical decision-making that limits their autonomy. Instead, they will gravitate toward companies that offer purpose-driven environments, flexibility, and alignment with personal values. The companies that succeed will be those that adapt quickly, building cultures where employees feel connected to the mission—not just the paycheck.This shift is not occurring in isolation; it is reinforced by the rise of the gig economy, which provides employees with alternative forms of employment, and the growing demand for work-life integration. Together, these trends empower employees to prioritize their well-being and values over traditional job security.
The gig economy has transformed industries over the past decade, offering flexibility and scalability to businesses. However, the next decade will see an even deeper integration of gig workers into the core of organizational strategy. Prediction—by 2035, gig workers won’t just fill temporary needs—they will be integral contributors to long-term goals and company culture.
Organizations will need to evolve their workforce models, blending permanent employees with highly skilled gig workers. This hybrid model will offer the agility needed to respond to rapid market changes while maintaining a deep pool of talent. Companies that treat gig workers as temporary labor will fall behind, while those that build long-term relationships with their freelance talent will thrive.
The rise of the gig economy is deeply connected to the shifting power dynamics we see between employers and employees. As more people seek flexible work options, companies must rethink their labor structures, aligning them with the work-life integration that gig work often provides. [Here’s a role we’ve introduced at Noom – Become a Noom Mindset Coach.]
For years, we’ve heard about the importance of work-life balance, but as the pandemic accelerated, it became clear that work and life are no longer separate. Both the World Economic Forum and Harvard Business Review have discussed how the lines between personal and professional life have blurred. In the next decade, work-life integration will evolve into a core metric of productivity.
Prediction—by 2035, the most successful organizations will be those that embrace flexible, hybrid work environments, where employees’ well-being is prioritized alongside business outcomes. Mental health support, flexible schedules, and family-oriented benefits will no longer be perks but essential components of work culture. Leaders who understand that personal well-being and professional performance are inseparable will create more engaged, productive teams.
This shift is closely tied to the rise of human-centric leadership. Leaders must design systems that prioritize employee well-being, empowering teams to bring their whole selves to work. The redefinition of productivity will be driven by employee empowerment, work-life integration, and the rise of the gig economy. Leaders who recognize these interdependencies will create organizations where both people and businesses thrive.
The conversation around gender parity and equal pay in leadership has been ongoing for decades, yet progress remains slow. Prediction—by 2035, companies will be held accountable for achieving gender parity and equal pay, not as a goal but as a benchmark of organizational success.
However, achieving gender parity and equal pay isn’t just about putting more women in leadership; it requires addressing systemic barriers like the “invisible boys’ network”—informal male-dominated networks that control career advancement, and the “broken rung” at the entry level of management. Companies that are bold enough to tackle these barriers head-on, by not only promoting women but eliminating the gender pay gap, will find themselves with stronger, more innovative teams.
Organizations that prioritize equal pay for equal work and eliminate the broken rung will have a competitive advantage. This message will resonate with top female talent seeking fair compensation and equal opportunities to lead.
This push toward gender parity and pay equity will not only enhance the diversity of thought in organizations but will also be closely tied to other shifts like work-life integration and human-centric leadership.
Human-centric leadership goes beyond empathy and emotional intelligence; it’s about actively dismantling structures that hold women back from leadership positions, such as the “invisible boys’ network”—informal male-dominated systems that limit opportunities for women to advance. True human-centric leaders will break down these networks and build inclusive cultures that support fair access to opportunities for all employees. As organizations embrace these inclusive practices, they will create more diverse, innovative, and successful teams in the coming decade.
Prediction—by 2035, companies that prioritize empathy, creativity, and emotional intelligence will be at the forefront of innovation. As AI takes on more tasks, the value of human connection and ingenuity will rise, and leaders who excel in these areas will guide their teams to greater success. The companies that rely solely on technology will struggle to compete with those that balance technological advancement with human potential.
Humans are the most advanced species ever to walk the earth. With all-knowing intelligence at our fingertips, the possibilities for innovation and transformation in leadership and the future of work are limitless.
These five predictions are not isolated events; they are interconnected shifts that, together, will fundamentally transform the workplace over the next decade. It is their collective force that will drive the most profound changes. And the leaders who are able to synthesize and process these interconnected shifts will not only guide their organizations through disruption but also unlock new levels of innovation, resilience, and growth. The organizations that thrive in the future will be those that embrace these shifts holistically, recognizing that the future of work depends on balancing power, flexibility, well-being, and human-centric leadership.
In this new world, success will come from building organizations that are resilient, inclusive, and aligned with the needs of the people they employ. Leaders must stop seeing these shifts as separate initiatives and begin to understand that they are part of a broader transformation—one that demands a new kind of leadership, one that values both human potential and organizational success.
The future isn’t just about more technology or more profits—it’s about becoming more. And it’s the interconnected nature of these shifts that will drive us toward that future.
When I first started exploring the concept of Better as a leader and coach, it felt like a natural mindset for guiding teams and individuals. The idea of Better was clear and actionable: How do we improve the way we work, lead, and contribute? Whether on the field or in the workplace, it made sense to focus on continuous improvement—on being just a little better in every decision, every interaction. Better was the driving force behind how I encouraged those around me to grow.
But over time, I began to realize that Better wasn’t enough. It focused on incremental gains and refinements to what already existed but didn’t challenge us to go beyond the present. That’s when the concept of More emerged for me, both as a leader and a coach. More isn’t just about doing things better; it’s about unlocking deeper potential—in ourselves, in those we guide, and the community at large that we belong to.
As a leader and coach, embracing More means creating environments where individuals can expand their capacity—not just improve on what they already know, but grow in ways they never imagined. It’s about breaking through limitations—whether that’s overcoming fear, challenging traditional ways of thinking, or encouraging bold experimentation. The pursuit of More isn’t just about incremental change; it’s about seeking transformative growth – both personally and professionally.
The idea of a growth mindset—introduced by psychologist Carol Dweck—helps frame the pursuit of More. Dweck’s work, especially her studies of children and students, shows us that intelligence and talent aren’t fixed traits. Instead, they can be developed through hard work, desire, and perseverance. It’s an idea that has transformed the way we think about potential in education, leadership, and personal growth.
Yet, as much as I believe in the growth mindset, there’s a nuance that’s important to acknowledge. The growth mindset focuses on improving what we already have—our existing talents, intelligence, and skills. But More is not just about refining the talents or knowledge we possess today. It’s about gaining new perspectives, expanding our horizons, and ultimately, Becoming More than we thought we could be. This mindset invites us to step into the unknown and unlock potential we may not even realize is there – in ourselves and those we lead.
Where a growth mindset helps us get better at what we already do, the philosophy of More takes us further—it’s about growing in ways we haven’t yet imagined. More asks us to consider not just who we are, but who we can become.
At its core, More is a philosophy of potential and possibility. It’s about continuously unlocking new layers of ourselves and encouraging those around us to do the same. It’s not about doing More for the sake of it. Instead, it’s about becoming More—more intentional, more present, more human.
In your daily life, think of More as an invitation to explore beyond what’s immediately visible. It’s about going deeper—whether that’s in the way we connect with others or in how we challenge ourselves to grow. In the professional world, More means looking at how we can elevate those around us, helping others find their unique strengths and contributions. It’s not transactional—it’s transformative.
Think of a moment in your life when you felt challenged to go beyond your comfort zone—when you discovered something about yourself that you hadn’t seen before. That’s More in action. It’s about pushing past the surface to tap into your deeper potential.
In leadership, More might mean asking yourself: How can I help my team unlock their potential? How can I create an environment where they feel empowered to bring their full selves to the table? In your personal life, More might mean cultivating deeper relationships—being more present, more intentional, and more empathetic.
More is about showing up fully and committing to growth not just for yourself, but for the benefit of everyone around you.
In an age where technology and artificial intelligence are reshaping our lives, the pursuit of More takes on even greater significance. While technology can help us achieve efficiency, it cannot replicate the uniquely human traits that allow us to Become More—traits like courage, hope, optimism, gratitude, and kindness.
As I’ve often said, AI can assist us, but it cannot replace the uniquely human qualities that enable us to reflect, persevere, and create deep connections with others. These are the traits that allow us to navigate the complexities of life and help others unlock their potential, too.
The key to unlocking More is self-reflection. I love this quote from Socrates (said almost 2,500 years ago), “The unexamined life is not worth living.”
When we take the time to examine our lives—our strengths, our challenges, and our growth—we gain the clarity needed to push beyond our limits.
Take a moment to reflect:
Self-reflection is not just about personal growth. It’s about understanding how you can serve others more fully—whether that’s your team, your family, or your community. When we unlock More in ourselves, we create the space for others to do the same.
As a futurist, I often think in terms of decades, even centuries from now. And when I consider the pace at which technology is advancing—think of Moore’s Law, where computing power doubles roughly every two years—it’s astonishing how far we’ve come. We can now walk around with a terabyte of storage on a phone. Artificial intelligence is becoming increasingly powerful, imagine its intelligence doubling every two years- able to simulate many aspects of human behavior and decision-making.
But with all this advancement comes a challenge: If we don’t act now to preserve the uniquely human traits that define us—our intuition, our empathy, our kindness—we could risk losing something essential. It’s not difficult to envision a future where these qualities are overshadowed, where technology progresses so rapidly that we forget what it means to be human.
The danger isn’t just that we lose these traits within ourselves, but that we lose them in our communities. Human connection is built on more than efficiency; it’s built on trust, empathy, and shared understanding. If we allow technology to replace these values, we could face a future where community itself is lost.
That’s why I believe the endurance of human existence depends on More. The philosophy of More is a call to action—a reminder that as we embrace technological progress, we must also cultivate and protect the uniquely human traits that cannot be replicated. These are the traits that bind us together and enable us to create meaning, purpose, and connection in an increasingly complex world—what I call “potentiality.”
More is not a solo pursuit. It’s something we achieve together. We’re all on this journey to unlock our full potential—personally and as a community. When we commit to unlocking More for ourselves, we naturally help those around us grow, too.
At the heart of this philosophy is the belief that by helping others unlock their potential, we become More ourselves. And in doing so, we create a culture of abundance—where growth, opportunity, and connection thrive.
In the weeks to come, we’ll continue to explore what More means in practice. Through stories, insights, and tools, we’ll dive into the traits that define us as human beings—the traits that AI cannot replicate. We’ll explore how to cultivate resilience, emotional intelligence, and empathy. And we’ll challenge ourselves to be more present, more intentional, and more reflective in all that we do.
Until then, take a moment to ask yourself: How can I be More this week? How can I help someone else unlock More in themselves?
Let’s unlock More, together.
Be well.
-Jeremy
Achievement knows no gender. — Jeremy Victor — First in 1963, and again in 1974, women were promised equality in the workplace. Yet decades later, women are still waiting. In this article, I dive into the staggering realities of gender parity and explore why corporate America continues to fail women.
Return To Work Mandates Expose Rigid Thinking About the Modern Workforce. The future of work, specifically the parameters companies set where their employees do their best work for themselves AND the organization, are still being defined. The future lies in finding the balance between yesterday and tomorrow.
The future of work isn’t about rigid policies and clocking in from 9 to 5. It’s about understanding that work, life, and family are no longer separate compartments of our lives. They are interconnected, and companies that embrace this reality will not only retain talent but also create happier, more engaged high performance teams.
