Why WFH can be a hurdle for a successful career? Kim Kardashian's brand co-founder shares her growth mantra
A No-Excuses Culture for the Hungry
Remote vs. Reality: The Hybrid Work Dilemma
"If you're not in the room, you're not able to do that at an excellent level." That's how Emma Grede , the powerhouse entrepreneur behind Kim Kardashian's billion-dollar brand Skims , defines ambition in today's workplace.In a candid interview on The Skinny Confidential Him and Her podcast, Grede shared her unwavering belief in the power of proximity, stating that deeply ambitious professionals should steer clear of remote work if they want to truly excel. With a personal net worth of $405 million (as per Forbes), the CEO of Good American and founding partner of Skims has built her success by being relentlessly present.Recalling her early days in the office, Grede described how sitting next to her boss helped shape her business acumen. 'I learned from proximity,' she said. 'I'd write down every phrase that came out of her mouth.' For her, the cadence, word choice, and real-time feedback created a boot camp for excellence—one she now replicates for her own teams.At Good American, the message is clear: five days in the office, or you're not the right fit. Grede admitted she makes exceptions when needed—like supporting new mothers or employees with special circumstances—but made it clear that, for most roles, in-person presence is non-negotiable.'I think I make it quite clear that if you're a three-day-a-week person, that's totally fine—it just doesn't work here. It doesn't work for me,' she added.Apart from her leadership in Skims and Good American, Grede also co-founded the eco-conscious cleaning brand Safely and appears as a guest investor on Shark Tank.Grede's views come amid an ongoing debate over hybrid work. According to 2023 Gallup data, 76% of employees reported improved work-life balance with hybrid setups. But nearly a quarter also said they felt less connected to their teams.Lucid Software CEO Dave Grow echoed this complexity in a CNBC Make It interview, highlighting that executive dissatisfaction with remote productivity suggests we haven't yet perfected hybrid models.Yet Grede remains firm. 'We want to create conditions for ambitious people to succeed,' she said. 'But for those starting out, for most people in the company, we have to be [in person] five days a week.'Emma Grede's stance might spark debate in today's flexibility-loving workforce—but it undeniably reflects the intense drive behind her success. In an era dominated by Zoom calls and Slack channels, her message cuts through the noise: 'Show up, be seen, and learn by doing.'
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Time of India
21 hours ago
- Time of India
'Nobody wants to hire a...': Walmart HR boss reveals one big red flag that could keep you jobless
Donna Morris, the Executive Vice President and Chief People Officer at Walmart , has said that workplace negativity is a key red flag that can damage trust and stall an employee's career. She made the remarks during an interview with CNBC Make It , drawing attention to the importance of proactive behaviour in the workplace. Morris, who oversees the experience of over 2 million Walmart employees, warned employers to be cautious of workers who only highlight problems but never suggest solutions. 'Nobody wants [to hire] a Debbie Downer ,' she said. 'They're constantly negative… they bring the problem, never the solution.' Productivity Tool Zero to Hero in Microsoft Excel: Complete Excel guide By Metla Sudha Sekhar View Program Finance Introduction to Technical Analysis & Candlestick Theory By Dinesh Nagpal View Program Finance Financial Literacy i e Lets Crack the Billionaire Code By CA Rahul Gupta View Program Digital Marketing Digital Marketing Masterclass by Neil Patel By Neil Patel View Program Finance Technical Analysis Demystified- A Complete Guide to Trading By Kunal Patel View Program Productivity Tool Excel Essentials to Expert: Your Complete Guide By Study at home View Program Artificial Intelligence AI For Business Professionals Batch 2 By Ansh Mehra View Program Focus on solutions, not just problems The term 'Debbie Downer,' according to Morris, refers to employees who are not only pessimistic but also block progress. These individuals tend to reject ideas, avoid change, and discourage others from exploring new paths. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Sleep Apnea Ruined My Life – Then I Found This Simple Trick Health Insight Undo She said this type of behaviour can affect team dynamics, lower morale, and prevent professional advancement. Her remarks reflect a broader corporate focus on teamwork and constructive engagement. Avoid toxic positivity, but don't stay stuck in negativity While highlighting the risks of consistent negativity, Morris also pointed out that extreme optimism is not ideal either. 'It's unnatural and unrealistic for someone to be happy all the time,' she said. Instead, she advised employees to assess whether their current job or organisation is the right fit if they constantly feel dissatisfied. Live Events What companies value instead Morris shared examples of behaviours that companies look for in potential and current employees. 'You're better to deliver early than to deliver late, and you're better to deliver more than less,' she said. She said employees who show initiative, take on more work when needed, and ask for help early when facing challenges are often viewed positively. 'Another green flag is they're open to opportunities, and they put their hand up to take on more.... Or they bring a problem with the remedy or request help in a timely manner, as opposed to the house is on fire.' Morris joined Walmart in 2020 after spending nearly 20 years in senior roles at Adobe.
News18
a day ago
- News18
‘Nobody Will Hire...': Walmart Executive Reveals Red Flag That Might Cost You The Job
Last Updated: Donna Morris shared why certain behaviours are big red flags for leaders and how being the wrong kind of teammate can limit your progress at work. A negative attitude at work might not seem like a big deal at first, but according to one top executive, it could be the very thing that is stopping you from growing in your career, no matter how skilled or hardworking you are. Donna Morris, Executive Vice President and Chief People Officer at Walmart, believes that mindset and attitude often matter just as much as performance. In a conversation with CNBC Make It, she shared why certain behaviours are big red flags for leaders and how being the wrong kind of teammate can limit your progress at work. 'Nobody Wants A Debbie Downer' Morris, who has been with Walmart since 2020 and previously spent 17 years at Adobe, said, 'Nobody wants [to hire] a Debbie Downer," adding that this kind of person is 'constantly negative." A 'Debbie Downer" is someone who often says no to new ideas, puts down others' suggestions, or blocks progress on new projects. This kind of attitude can make it harder for them to build strong relationships at work or earn the trust of their managers for future opportunities. 'You know they're going to show up [and] they're going to bring the problem, never the solution. I like people who bring the problem and a suggestion for how they might resolve it," Dorris continued. Always saying no or focusing on the negatives doesn't just slow down your own progress; it can affect the team's energy as well. Juliette Han, a Harvard-trained neuroscientist, explained to CNBC Make It that people with this trait are 'only going to support you to a restricted limit." 'They need you to stay within a short leash, and might discourage you from meeting new people in the company or going after new projects if it doesn't benefit them directly," Han told the publication in 2023. Of course, this doesn't mean you should ignore your concerns or pretend to be happy all the time, even when your team is actually going through some difficulties. Morris pointed out the other side, too, saying it is 'unnatural and unrealistic" for someone to always be positive. Similarly, if negativity becomes a pattern, it might be a sign that the person is in the wrong role or at the wrong company. What Managers Actually Look For So what kind of behaviour helps you stand out in the workplace? According to Morris, reliability goes a long way. 'Deliver what you are expecting at the time that you're expecting. You're better to deliver early than to deliver late, and you're better to deliver more than less," she explained. She also appreciates people who are 'open to opportunities, and they put their hand up to take on more." 'Or they bring a problem with the remedy or request help in a timely manner, as opposed to the house is on fire," Morris added. According to her, one way to show you are a team player is by taking initiative, like helping out without being asked, volunteering to guide a new intern or sharing a useful idea that could solve a problem your manager is facing. Curiosity And Team Support Make A Big Difference Being curious and eager to learn is another sign that someone can grow in the long run. Michael Ramlet, CEO of global data intelligence firm Morning Consult, told CNBC Make It that researching new AI tools or sharing useful insights with your manager shows that you are not just doing your job but are also thinking ahead. Morris also shared that it is a big positive when someone supports their teammates. She added that people who actively help others are 'a total green flag." About the Author Buzz Staff A team of writers at bring you stories on what's creating the buzz on the Internet while exploring science, cricket, tech, gender, Bollywood, and culture. First Published: Disclaimer: Comments reflect users' views, not News18's. Please keep discussions respectful and constructive. Abusive, defamatory, or illegal comments will be removed. News18 may disable any comment at its discretion. By posting, you agree to our Terms of Use and Privacy Policy.
Time of India
2 days ago
- Time of India
Forget coding: Autodesk CEO pitches 'total systems thinking' as your ultimate shield against the AI takeover
The Rise of the Creative Orchestrator Coding Isn't Dead, But It's No Longer Elite From Four Roles to Two The Soft Skills AI Still Can't Touch A Leadership Wake-Up Call You Might Also Like: AI can't steal this one human skill, and it could be your ticket to career success before it catches up In a world racing to keep up with artificial intelligence , simply knowing how to code might no longer be the edge it once was. According to Autodesk CEO Andrew Anagnost, the skill that may truly help future-proof your career is something deeper, broader, and far more human: total systems thinking In an interview with Business Insider, Anagnost emphasized that as AI models become increasingly capable of writing code independently, the most valuable human contributions will come not from technical repetition, but from interdisciplinary insight. 'If the coding models are going to be doing the code for you, what's more important is that you understand this whole notion of systems-level and interdisciplinary thinking,' he who holds a Ph.D. in aeronautical engineering and computer science, is a strong advocate of breaking out of traditional disciplinary silos. He believes future job roles won't necessarily go to those who go deep into one niche area, unless they're aiming for research careers. Instead, the next big value-add will come from individuals who can connect the dots across different fields — and creatively manage the output of AI systems.'Humans will need to take the role of creative orchestrators,' Anagnost said, adding that it's not just about what is made but how it all fits together. In other words, those who can understand the broader picture of how a product is designed, built, and delivered — and how AI fits into that lifecycle — will be in shift in thinking is already playing out in workplaces as tools like GitHub Copilot and OpenAI's Codex automate increasingly complex coding tasks. 'There will be more people generating code than ever before,' Anagnost said. 'And many of them won't have backgrounds in computer science.'Rather than making coding obsolete, this democratization means that coding becomes just another tool — and not necessarily a distinguishing to Anagnost, a typical software company today employs a team that includes a product manager, designer, engineer, and quality assurance tester. But that's changing fast. In a near-future setup, he envisions a leaner model where a product designer collaborates directly with an AI coding assistant to handle both development and ties this streamlined workflow together? 'Total systems thinking,' he said. It's about knowing how the entire machine works — from vision to execution — and not just being a cog in the message aligns closely with Wharton professor Ethan Mollick, author of Co-Intelligence: Living and Working with AI. In a recent interview with CNBC Make It, Mollick argued that the safest roles in an AI-driven world aren't necessarily the most technical — they're the most complex.'AI may outperform you in one or two things,' Mollick said, 'but if your job requires five or six of them, it's a lot harder to replace.'He advises professionals to gravitate toward 'bundled roles' — jobs that blend empathy, judgment, creativity, and domain expertise. These roles are harder to automate, and more importantly, make room for humans to collaborate with AI rather than be replaced by unintended consequence of this shift could be the loss of traditional entry-level roles. As AI handles more of the repeatable grunt work, young professionals may have fewer chances to learn by doing. Without that foundational experience, Mollick warns, the pipeline for future leaders could be at and Anagnost agree on one thing: the real problem isn't AI — it's leadership lag. Companies must rethink hiring, training, and education models to adapt to this new world. The future belongs to those who can think broadly, manage complexity, and orchestrate outcomes with the help of intelligent you're planning your next career move — or even your college major — consider this: it's no longer just about learning to code. It's about understanding how systems connect, how humans and machines can co-create, and how creativity still holds the power to Anagnost's words, the future may hold fewer traditional computer science grads in software firms, 'but there'll probably be more people creating product than ever before.'
