Building a flexible strategy

August 5, 2025

monday.com’s take on the latest work trends - sent on Tuesdays.

Inside this issue

Workplace trends
The AI corner
Building a flexible strategy
Water cooler chatter
Question of the week
Just for laughs
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Workplace trends

Mental Health

Workplace Mental Health Training Is Becoming a Legal Requirement

Governments are beginning to mandate suicide prevention training for public sector employees, recognizing that frontline workers across all departments encounter individuals at risk during routine interactions. Northern Ireland has proposed a Suicide Prevention Training Bill that would require all public-facing staff, from teachers to healthcare workers, to receive basic training in recognizing warning signs and guiding at-risk individuals to support resources, according to West Belfast MLA Órlaithí Flynn. The bill reflects a growing understanding that mental health crises aren't confined to healthcare settings, as people considering suicide may first encounter government workers in schools, social services, or law enforcement rather than mental health professionals. Workplace mental health experts note that such training doesn't aim to turn all employees into therapists, but rather equips them with confidence and basic skills to use appropriate language and make proper referrals.

Talent

Why India Can't Keep Its Brightest Minds at Home

India's top talent continues fleeing to Silicon Valley, with devastating consequences for the country's innovation ecosystem. A staggering 90% of the top ten students who cleared India's most competitive engineering entrance exam in 2010 had migrated abroad by 2018, primarily to the US, according to the National Bureau of Economic Research. This exodus includes future tech titans like Perplexity CEO Aravind Srinivas, whose AI search engine recently hit an $18 billion valuation. Nearly 1.9 million Indians renounced their citizenship between 2011 and 2023, representing a massive loss of human capital. While economic factors play a role, with India's per capita GDP roughly one-eighth of America's, experts point to deeper structural issues including inadequate research infrastructure, bureaucratic interference, and poor urban planning. As competition for innovation leadership intensifies, countries that cannot retain their top performers risk falling permanently behind in the global talent war.

The AI corner

Dispute

AI Implementation Is Creating New Workplace Rifts

Companies rushing to deploy AI are inadvertently widening the gap between leadership and employees, with conflicting perceptions about AI rollouts becoming a major source of workplace tension. Only 11% of employees believe their company is implementing AI effectively with clear guidelines, while 27% of business leaders think they're doing well,according to Axios. The confusion runs deeper, with nearly one-third of employees claiming their company isn't rolling out AI at all, compared to just 17% of leaders who say the same. Workplace communication experts suggest this misalignment reflects a broader trend where leadership teams operate with fundamentally different information than their workforce. As companies continue investing heavily in AI transformation, workplace analysts warn that failing to bridge these perception gaps could create lasting damage to company culture and employee engagement.

Abuse

AI Chatbots Are Becoming Dangerously Persuasive

Mental health experts report a troubling pattern where individuals with underlying conditions become convinced by chatbots' validation of delusional thinking, sometimes leading to hospitalization for manic episodes. The problem stems from AI systems designed to be agreeable and engaging, which can blur the line between reality and fantasy for susceptible users. Research suggests that even mentally healthy individuals may be vulnerable to AI sycophancy, as people naturally tend to overtrust technology and seek validation for their ideas. OpenAI has acknowledged the issue and is working to train its systems to recognize signs of psychological distress, but AI safety researchers argue that companies have prioritized shipping new models over addressing these known risks. As chatbot usage expands, mental health professionals warn that the stakes are higher than previous digital dangers because AI can provide what feels like genuine companionship while potentially reinforcing harmful delusions.

Building a flexible strategy

By monday.com

At the top of the year, companies launch their big-picture strategies, and for teams, it’s all systems go. But by the end of the second or third quarter, those strategies might change – a common event that every leader should anticipate.

When economic headwinds, new technologies, or aggressive competitor moves force businesses to shift direction, teams have to be able to pivot quickly. As a leader, it’s easy to get blindsided by changes, but your employees will look to you for stability and guidance.

Being able to adjust your strategy on the fly is something that you can prepare for. When you build your strategy, think about possible developments, contingencies, and how you will communicate inevitable changes to your team. By being transparent and clear with your employees throughout the process, you stand to increase agility and motivation. In fact, a Gallup report found that teams with strong clarity around goals deliver 20% higher performance and experience 87% lower turnover – benefits that can be reaped as companies transform.

So how can you create an adaptable strategy that keeps your people moving forward, even as company-wide goals change?

Establish a clear purpose

Strong, resilient strategies start with a shared purpose that every team member can rally behind. Some examples of team purposes might be “To innovate new solutions to challenging problems,” or “To tell stories that inspire change.” Think of the purpose as your team’s why — the anchor that doesn’t shift even when tactics do. Always involve your team in shaping this purpose so you have their full buy‑in, then reinforce it often by weaving it into team meetings and updates. Having this solid “why” gives your people stability and direction, even when the elements of your strategy need to evolve.

Key question: “How do you rally your team around a shared purpose?”

Design with flex points

At the start of the year, you likely mapped out initiatives tied to your company’s main goals. But when those goals shift, whether due to market conditions or leadership changes, you don’t always need to start over. Instead, think about which initiatives can be reallocated or reframed to support the new priorities. For example, an initiative originally designed to boost customer retention might also support a new company goal around revenue growth. Laying out your strategy in a modular format with each desired outcome supported by flexible initiatives makes it easier to quickly adjust without losing momentum.

Key question: How can you reallocate or tweak current initiatives to support new company goals?

Build ownership

During times of change, one of the best ways to keep your team engaged is to give them a real sense of ownership. Instead of announcing a new strategy, frame it as a collaborative effort to reach the goal. Consider asking teammates to suggest new approaches and test ideas, making space for creative problem-solving. When people feel their input shapes the path forward, they’re not only more motivated but also more innovative in finding solutions.

Key question: “Where can you encourage small experiments to test new ideas?”

Set up real-time feedback loops

Communication is the cornerstone of every agile team. When a strategy changes from the original plan, your team will likely need more check-ins than usual to stay aligned and supported. Consider having extra weekly or bi-weekly conversations following a change, so employees can ask clarifying questions, share their feedback, or ask for help. When you allow your team the time and space to weigh in, they'll feel more confident moving in the new direction. Also, it will help you better course-correct the plan as it unfolds.

Key question: “Is your cadence for check-ins enough for your team?”

Manage with a people-first mindset

Even the best strategy fails if there’s no buy-in. Make sure you’re addressing not just the tactical shifts, but also the emotional impact of change. Be transparent about why changes are happening, and ask your team to share their feedback and concerns along the way. You might consider hosting short Q&A sessions, or pairing individuals with mentors to help them navigate new responsibilities. When people feel heard and supported, they’re more likely to embrace new directions instead of resisting them.

Key question: “How are you helping your team feel supported through change?”

Water cooler chatter

Microsoft cut 15,000 jobs this year while posting $75 billion in profits. CEO Satya Nadella sent a memo to employees acknowledging the incongruence of thriving financially while eliminating thousands of positions. In the memo, he explained that progress in tech requires constant adaptation and sometimes painful decisions despite strong performance. The layoffs come as Microsoft's stock hit record highs and the company invested heavily in AI capabilities.

"This is the enigma of success in an industry that has no franchise value. Progress isn't linear. It's dynamic, sometimes dissonant, and always demanding."

Satya Nadella, CEO of Microsoft

Waymo's self-driving cars are outperforming human drivers in crash prevention.

A new peer-reviewed study shows that autonomous vehicles achieved a 92% reduction in pedestrian injuries, 82% fewer cyclist injuries, and 96% fewer vehicle-to-vehicle crashes at intersections compared to human drivers.

"It's exciting to see the real positive impact that Waymo is making on the streets of America as we continue to expand. This research reinforces the growing evidence that the Waymo Driver is playing a crucial role in reducing serious crashes and protecting all road users."