Daniel Weinzveg
Inclusivity's Shadow

True inclusivity demands more than open doors; it requires the courage to delve into the complexity and intensity that diversity and divergence ignite. 

Inclusivity's Shadow
Daniel Weinzveg
To All My Teachers: A Heartfelt Thank You

This Thanksgiving, I thank all my teachers. Thank you for being my guiding lights, wise sages, and enthusiastic cheerleaders. Your impact is immeasurable, and your presence in my life is a gift I deeply cherish.

To All My Teachers: A Heartfelt Thank You
Daniel Weinzveg
Interrupting Patterns: Why Discomfort is Your ...

As philanthropic and nonprofit leaders, we are committed to a living our purpose, and driving societal impact. It's time we align our strategies and lofty ambitions with the realities we face. We can shine under the mounting pressures. Remember, diamonds are just specks of carbon that handle stress well.

Interrupting Patterns: Why Discomfort is Your Ally
Daniel Weinzveg
Measuring the Immeasurable: Quantifying Trust, ...

By regularly assessing collaboration, organizations can pinpoint areas of improvement to support their evolution towards a more aligned, inclusive, innovative, and impactful culture.

Measuring the Immeasurable: Quantifying Trust, Connection, and Belonging
Daniel Weinzveg
Belonging & Going Beyond

There is a terrifying lack of human connection. Our neighbors, friends, families and fellow citizens are lacking connection to themselves and those immediately around them. I am dedicated to changing this. 

Belonging & Going Beyond

Are you asking the right questions?

Are you asking the right questions?

Einstein said, “Problems cannot be solved with the same mindset that created them.” In other words, to solve our problems we need new questions, big questions, small questions - different questions. As our nation debates, once again, the best way to stem gun violence, reduce bipartisanship, improve immigration policies, protect women’s rights, and much more, we seem to be stuck, again, asking the wrong questions and coming up with lame solutions. What is made possible when we ask the right questions?

Got Away?

Got Away?

May was a month to be reckoned with. In that blink of a month my Grandfather died, I graduated with my Master’s, my business began gaining momentum and life’s pace reached a new velocity. I found myself needed to unplug, so my dear friend and I scheduled a two week adventure to find solitude, beauty and adventure. As a “culture-vulture” I have spent most of my vacation time traveling abroad, so this time around I chose to stay “local” and enjoy the beauty that the USA has to offer in and around her national parks.

Get the most from your Millennial workforce

Get the most from your Millennial workforce

Much has been written about the challenges my generation, millennials (ages 20–34), pose to organizations. Some say we have, what my elementary school principal dubbed, “inflated self-worth.” Some say we feel entitled. Some say we have the attention span of a fly. Regardless of the validity of these viewpoints, one thing is certain: Very soon we will be in leadership positions. Organizations need millennials to step up to the challenge, and millennials need organizations to engage them.

Debunking the Millennial Myth

Debunking the Millennial Myth

The Baby Boomers are retiring, and will continue to retire en mass for the next 15 years, so organizations are beginning to invest in Knowledge Transfer Initiatives. These initiatives are helping organizations maintain a continuity of service while helping the younger members of these organizations develop their institutional knowledge. Many of these initiatives are focusing on transferring the retiring Boomers’ knowledge to Generation X and Generation Y, the Millennials. Oddly, one of the most widely accepted generational stereotypes of Millennials is their transient approach to their careers. This being the case, organizations are also heavily investing in curbing this trend by trying to find ways to engage Millennials in their work. Given Millennials’ transient nature and Boomers’ rising retiring rates, organizations are smart to be investing in retaining both their human capital and their organizational knowledge. But do these two initiatives have to live in isolation?