Looking for a few talking points for your interview, introduction, or upcoming chat with Josh? You’re in the right spot!

Josh-Allan-Dykstra-Landscape-Logo-Talking-Points

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QUICK BIO

Josh Allan Dykstra is a thought leader on the future of work and company culture, with articles published in Fast Company, Forbes, and The Huffington Post, among others, and is the author of an incendiary book called Igniting the Invisible Tribe: Designing An Organization That Doesn’t Suck. He’s the CEO of Strengthscope U.S., a human technology company that helps organizations and individuals do the best work of their lives (strengthscopeUS.com). He’s worked with some of the most iconic brands on earth (Apple, CHANEL, Sony, USC, Genentech, and Microsoft, among others) and is a co-founder of three other organizations that help people evolve the way they think about work and life: Dynamizer (thedynamizer.com), beForte (beForte.com), and The Work Revolution (workrevolution.org).

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FUN FACTS

  • Relocated to Denver, Colorado in January 2016 after living in Los Angeles for 10 years
  • Originally from a town of 1311 people in South Dakota
  • Classically-trained pianist, multi-instrumentalist (singer/songwriter with 2.6 albums on iTunes & Spotify)
  • Has a slight addiction to crazy socks

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TALKING POINTS

  • Josh’s book, Igniting the Invisible Tribe: Designing An Organization That Doesn’t Suck
  • Josh’s company, Strengthscope U.S., and what they do to make organizations ready for the future
  • Josh’s movement/advocacy group, The Work Revolution, and what it does to make work ‘human’ and meaningful for everyone
  • Discussion question: “Why bother with trying to revolutionize work?”
  • Discussion question: “Why should organizations switch their approach to one that utilizes energy-based strengths?”
  • Discussion question: “Why is ‘management’ a completely outdated technology?”

barA FEW LINKS

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GENERAL TOPICS OF EXPERTISE

  • The future of work — how work is evolving, and how it needs to evolve
  • Company culture (as a primary business strategy)
  • Strengths/positive psychology at work
  • Employee engagement (and why it’s still terrible after many years of discussion and measurement)
  • Self-management / Agile / Responsive / “Participation Age” organizational design

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