{
    "format_version": "1.0",
    "entity": {
        "@type": "Person",
        "@id": "https://erictermuende.com/#srl-entity",
        "name": "Eric Termuende",
        "url": "https://erictermuende.com/about/",
        "description": "Eric Termuende is a keynote speaker, author, and researcher whose work explores leadership, uncertainty, workplace culture, and the future of work.",
        "sameAs": [
            "https://www.linkedin.com/in/erictermuende/",
            "https://www.instagram.com/termuende/",
            "https://x.com/termuende",
            "https://www.youtube.com/channel/UCQF79Z2oL9TPSCmAKDPQvSg"
        ]
    },
    "record": {
        "source_id": 467,
        "title": "The Book - Rethink Work",
        "kind": "Book",
        "source_url": "https://erictermuende.com/the-book-rethink-work/",
        "reference_url": "https://erictermuende.com/reference-library/records/467/",
        "modified": "2026-09-22T23:36:02+00:00",
        "passages": [
            {
                "heading": "Most books on the FUTURE OF WORK tell you what is changing. This one tells you what to build.",
                "text": "The insight behind Rethink Work began with a straightforward question: why do smart, well-resourced organizations with talented, motivated people keep watching those people leave — and keep being surprised by it?"
            },
            {
                "heading": "Most books on the FUTURE OF WORK tell you what is changing. This one tells you what to build.",
                "text": "Eric Termuende spent nearly a decade finding the answer. He surveyed tens of thousands of employees. He spent time inside the organizations that kept their best people and the ones that kept losing them. He looked for the variable that explained the difference. He expected to find something sophisticated. What he found was structural."
            },
            {
                "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                "text": "The reason the programs keep failing is not that the people running them are bad at their jobs. It is that they are solving the wrong problem."
            },
            {
                "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                "text": "Disengagement, burnout, and turnover are not people problems. They are design problems. Part One makes the case for this, with research and with the specific patterns Eric found across hundreds of organizations. By the end of this section, the reader cannot unsee the architectural nature of what is happening on their team."
            },
            {
                "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                "text": "Not the inspirational kind. The operational kind. Part Two establishes what trust is in an organizational context, how it is built through specific, repeatable behaviors, what erodes it faster than anything else, and why it is the load-bearing wall that everything else in The Blueprint rests on. Leaders leave this section with a trust audit they can run on their team immediately."
            }
        ],
        "topics": {
            "leadership": [
                {
                    "heading": "BUILT FOR LEADERS WHO ARE DONE WITH THEORY.",
                    "text": "Rethink Work is available for bulk orders for conferences, leadership programs, and organizational initiatives. Packages are available that pair the book with a keynote engagement — so your audience leaves with both the live experience and the full written architecture to take it further."
                },
                {
                    "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                    "text": "Friction is invisible until someone names it. Part Three gives leaders the language, the diagnostic tool, and the methodology to identify and eliminate the accumulated processes, ambiguities, and structural failures that drain their team’s energy before anyone gets to the actual work. This is the section leaders most often say transforms how they think about their team’s problems."
                }
            ],
            "motivation": [
                {
                    "heading": "BUILT FOR LEADERS WHO ARE DONE WITH THEORY.",
                    "text": "Rethink Work is available for bulk orders for conferences, leadership programs, and organizational initiatives. Packages are available that pair the book with a keynote engagement — so your audience leaves with both the live experience and the full written architecture to take it further."
                },
                {
                    "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                    "text": "The three questions that replace every generational strategy, every persona framework, and every engagement initiative that treats people as categories rather than individuals. Part Four shows how to understand what every specific person on your team needs to do their best work — and how to build a culture where that understanding is the norm, not the exception."
                }
            ],
            "burnout": [
                {
                    "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                    "text": "Disengagement, burnout, and turnover are not people problems. They are design problems. Part One makes the case for this, with research and with the specific patterns Eric found across hundreds of organizations. By the end of this section, the reader cannot unsee the architectural nature of what is happening on their team."
                }
            ],
            "generational-workforces": [
                {
                    "heading": "THE ARCHITECTURE, SECTION BY SECTION.",
                    "text": "The three questions that replace every generational strategy, every persona framework, and every engagement initiative that treats people as categories rather than individuals. Part Four shows how to understand what every specific person on your team needs to do their best work — and how to build a culture where that understanding is the norm, not the exception."
                }
            ],
            "workplace-culture": [
                {
                    "heading": "BUILT FOR LEADERS WHO ARE DONE WITH THEORY.",
                    "text": "CEOs and senior leaders who understand that engagement, retention, and team resilience are not HR metrics — they are the financial metrics that will determine whether their strategy succeeds or fails"
                }
            ],
            "resilience": [
                {
                    "heading": "BUILT FOR LEADERS WHO ARE DONE WITH THEORY.",
                    "text": "CEOs and senior leaders who understand that engagement, retention, and team resilience are not HR metrics — they are the financial metrics that will determine whether their strategy succeeds or fails"
                }
            ]
        }
    }
}