In this conversation, Cristina Amigoni and Alex Cullimore, co-founders of Siamo, map the full system dynamics of workplace humanity. They argue that the obvious solutions to workplace challenges often fail because they neglect the fundamental human element, leading to hidden costs and compounding issues over time. This discussion reveals that by focusing on authenticity and embracing human nature, organizations can unlock untapped energy, foster deeper connections, and achieve superior outcomes. Leaders, HR professionals, and anyone seeking to build more effective and resilient organizations should read this to understand how investing in genuine human connection, despite initial discomfort, creates a profound and lasting competitive advantage.

The Authenticity Upgrade: Why Leaning Into Humanity Unlocks Workplace Potential

In the relentless pursuit of efficiency and productivity, modern workplaces have often inadvertently stripped away the very essence that makes them thrive: humanity. We've been conditioned to believe that professionalism means suppressing emotions, masking true selves, and adhering to rigid structures, all in the name of optimal performance. Yet, as Cristina Amigoni and Alex Cullimore, co-founders of Siamo, reveal in their conversation on the Agency for Change podcast, this approach is not only counterproductive but actively detrimental. The "obvious" solutions to workplace issues--streamlining processes, implementing new technologies, or demanding more output--frequently miss the mark because they fail to acknowledge the foundational role of human nature. This oversight creates a cascade of unintended consequences, leaving organizations with more baggage than power. This discussion unpacks why embracing authenticity, even when it feels uncomfortable or less efficient in the short term, is the critical upgrade needed for sustained success and genuine human connection.

Why the Obvious Fixes Create Hidden Friction

The core premise championed by Cristina Amigoni and Alex Cullimore is deceptively simple: every workplace challenge is, at its heart, a human opportunity. Yet, this seemingly obvious insight is often overlooked, leading to a pervasive sense of burnout, disengagement, and a loss of potential within organizations. "Every workplace issue comes back to being a human opportunity," Cristina states, highlighting that when we forget to consider the human element, we lose access to power and are left only with the baggage.

This fundamental disconnect is why so many well-intentioned workplace initiatives falter. Alex elaborates on this, noting that the conventional approach often involves trying to engineer humans into fitting rigid systems, rather than designing systems that accommodate human nature. This resistance to acknowledging our inherent humanity, the "armors and shoulds and masks" we adopt, prevents individuals from showing up as their true selves. The consequence? A loss of energy, a stifling of creativity, and an inability to build genuine connections.

Cristina shares a personal anecdote that powerfully illustrates this point. Her attempt to power through a dental surgery by taking back-to-back meetings from her car, despite being in pain and anxious, exemplifies the flawed logic of prioritizing task completion over human capacity. "Just because you can do something doesn't mean that you should," she reflects. This experience, while seemingly about personal time management, reveals a deeper systemic issue: the internal pressure to maintain an idealized, always-on capacity, regardless of personal circumstances. The downstream effect is not just personal disappointment but also a diminished ability to be fully present and effective in interactions, potentially damaging relationships and outcomes. Alex reinforces this, pointing out that we are often more compassionate towards others in similar situations than we are towards ourselves, failing to grant ourselves the same grace and understanding. This lack of self-compassion, a direct consequence of neglecting our humanity, becomes a significant barrier to authentic leadership and effective collaboration.

The Pendulum Swing: From Human-Centricity to Dehumanization

The urgency of embracing human-centric approaches is amplified by the current landscape, marked by the looming presence of artificial intelligence and a concerning swing back towards dehumanizing practices. Cristina and Alex observe a pervasive feeling that more humanity in the workplace is desperately needed, a sentiment they've encountered consistently. This need has become even more acute with the rise of AI. While AI offers potential benefits, many companies are already implementing it poorly, exacerbating anxieties about job displacement and the erosion of human roles.

The pandemic, they recall, forced a temporary pendulum swing towards greater humanity. Working from home necessitated a focus on employee health, well-being, and individual circumstances. However, this shift appears to be rapidly reversing. "It's pretty alarming how fast the pendulum is swinging back to mass layoffs, AI replacing jobs, which is actually not going to work with the strategy behind it--it's mostly missing--and just this kind of dehumanization of things," Cristina notes. This includes the push for return-to-office mandates and the uncritical adoption of AI without considering its human implications.

Alex expresses a strong hunch, shared by the entire Siamo team, that this trend will provoke a backlash. People are actively seeking authenticity and will resist the sterile, impersonal output of AI-generated content. Lynn, the podcast host, echoes this sentiment, sharing her own aversion to AI-written posts on LinkedIn, finding them uninteresting and lacking genuine connection. "I don't even want to read them anymore," she states. This suggests that while AI might be able to perform tasks, it cannot replicate the nuanced, authentic human element that resonates with people. The danger lies in companies overlooking this impending human reaction, a mistake that could lead to significant strategic missteps. Waiting for data to confirm this trend, Alex warns, might be too late; the current feeling of despair and the unsustainable energy in many workplaces serve as clear indicators that change is necessary.

The Power of Self-Awareness: The Unseen Foundation of Leadership

Central to the "Authenticity Upgrade" is the profound importance of self-awareness, particularly for leaders. Alex emphasizes that without self-awareness, all other efforts--structuring teams, implementing systems, or devising strategies--become significantly more difficult and less effective. "If you don't have self-awareness as a human and especially as a leader, you might as well not be doing anything," he asserts. This isn't merely about introspection; it's about the courage to look honestly into the mirror and act upon what is seen.

The challenge for many, as Lynn points out, is knowing how to look into that mirror effectively. Simply asking for feedback or engaging in solitary practices like journaling and meditation might not always yield the desired clarity, especially when personal circumstances--like pain or anxiety--interfere with one's capacity to show up well. Alex acknowledges that while these mindfulness-based practices are invaluable for understanding one's own thought patterns, they can sometimes lead individuals in circles.

When introspection reaches its limits, the next crucial step involves leveraging external perspectives. This can range from candid conversations with trusted friends to more structured professional engagements with coaches or therapists. These external voices can challenge ingrained patterns, help navigate emotional blocks, and provide the objective insights needed for genuine growth. Furthermore, creating a safe environment for team members to offer feedback is paramount. Alex cautions that the effectiveness of asking for feedback depends heavily on the current emotional state of the person being asked and the degree of psychological safety established within the team. The absence of feedback, he adds with a touch of wry humor, can itself be an answer, suggesting that a lack of constructive criticism doesn't necessarily imply perfection but rather a potential failure in fostering an environment where honest dialogue can occur. This focus on self-awareness, therefore, is not a solitary pursuit but a foundational element that enables authentic leadership and fosters an environment where others feel empowered to be themselves.

Building Unstoppable Forces: Creating Space for Collective Authenticity

The journey of authenticity, as outlined by Cristina and Alex, extends beyond individual self-awareness to encompass the creation of an environment where everyone can bring their authentic selves to work. This is where the true power of an organization is unleashed. When individuals feel safe and encouraged to be genuine, the friction caused by pretense, fear, and hidden agendas significantly reduces.

Cristina articulates this powerfully: "If you can create the space for everybody else to bring their own authenticity and their own authentic self, now you're creating an unstoppable force." This shift transforms the workplace from a collection of individuals performing roles into a cohesive unit where diverse strengths and perspectives can flourish. The energy that is typically spent on maintaining "armors and shoulds and masks" is instead redirected towards innovation, collaboration, and problem-solving.

The impact of this collective authenticity is palpable. Lynn describes feeling a physical lightness and a relaxation in her brain when discussing authenticity, a sensation that allows for greater creativity and openness. This is precisely because the "weight" of pretense is lifted, enabling clearer perception and better connection with others. When individuals are not burdened by the need to conform or hide, they can more readily see, hear, and engage with those around them.

This creates a virtuous cycle. As individuals experience the benefits of being accepted for who they are, they become more inclined to extend that same acceptance to others. This fosters a culture of trust and psychological safety, where vulnerability is not a weakness but a strength. The result is an organization that is not only more resilient and adaptable but also more dynamic and innovative. As Alex notes, when people realize they are accepted for their true selves, they are liberated to contribute more fully, leading to a surge in engagement and productivity that far surpasses what can be achieved through traditional, more rigid management styles.

The Long Game: Competitive Advantage Forged in Difficulty

The insights from Cristina and Alex consistently point towards a counterintuitive truth: the most durable competitive advantages are often forged through approaches that require immediate discomfort or delayed gratification. In a world that prizes quick wins and immediate solutions, the willingness to embrace difficulty is precisely what creates separation.

Cristina and Alex emphasize that their work is not about offering a one-size-fits-all framework but about tailoring solutions to unique organizational needs. This bespoke approach, while requiring more upfront effort and potentially encountering resistance, leads to more profound and lasting change. Alex’s observation that "every workplace obstacle ends up becoming a human opportunity" underscores this. Instead of seeking to eliminate obstacles, they advocate for understanding them as manifestations of human dynamics that can be addressed and leveraged. This requires patience and a commitment to understanding the deeper system, rather than applying superficial fixes.

The concept of "The Authenticity Upgrade" itself is an example of this principle. Encouraging authenticity might initially feel disruptive or inefficient. It requires leaders to be more vulnerable, to engage in difficult conversations, and to potentially cede some control. However, as Cristina explains, authenticity is an "energy retriever." By shedding the burden of pretense, individuals and organizations can access a deeper wellspring of energy, creativity, and resilience. This sustained energy is a powerful, albeit delayed, payoff that competitors who opt for faster, less human-centric solutions will struggle to match.

Furthermore, the deliberate choice to focus on human opportunities, even when they seem complex or messy, positions organizations for long-term success. Alex notes that they sometimes have a hard time defining their next steps because they "see human problems everywhere." This isn't a sign of indecision but of a deep understanding that the core of most workplace friction lies in human dynamics. By addressing these root causes, rather than just the symptoms, they help organizations build a foundation that is robust against the ever-changing external landscape, including the rise of AI. The message is clear: the most valuable work is often the hardest, requiring patience and a commitment to navigating complexity, but it is precisely this commitment that yields the most significant and sustainable advantages.

Key Action Items

• Prioritize Self-Awareness Practices: Dedicate time daily for mindfulness, journaling, or meditation to understand your own thought patterns and emotional states. Over the next quarter, aim to integrate these practices consistently, even for 10-15 minutes daily.
• Seek and Offer Honest Feedback Safely: Actively solicit feedback from trusted colleagues and team members. Simultaneously, cultivate an environment where others feel safe to provide you with candid insights. This is an ongoing investment, but aim to initiate one structured feedback conversation per month.
• Embrace Discomfort for Long-Term Gain: Identify one area where leaning into authenticity--yours or your team's--might cause short-term discomfort but promises long-term benefits. This could involve addressing a difficult topic directly or allowing for more vulnerability. Commit to taking this step within the next two months.
• Design for Human Nature, Not Against It: When implementing new processes or technologies (including AI), critically assess how they align with human needs and capabilities. Ask: "Does this support or hinder our humanity?" This requires a shift in perspective that should be applied to all new initiatives moving forward.
• Create Space for Others' Authenticity: Consciously work to create an environment where colleagues feel empowered to bring their whole selves to work. This involves active listening, empathy, and a willingness to accept diverse perspectives without immediate judgment. Begin by practicing this in your immediate team interactions.
• Invest in Human Connection Over Immediate Efficiency: Recognize that building genuine relationships and fostering trust takes time and may sometimes appear less efficient in the short term. Prioritize these connections, understanding that they are the bedrock of resilience and innovation. This is a strategic investment that pays off over 12-18 months and beyond.
• Reframe Workplace Obstacles as Human Opportunities: When challenges arise, resist the urge for quick fixes. Instead, explore the underlying human dynamics at play. This reframing is a continuous practice that will unlock deeper solutions and foster a more adaptable organizational culture.