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Bruce Temkin
Human experience visionary, dynamic keynote speaker and executive advisor who helps organizations better understand and cater to human beings in ways that drive success and improve humanity
Bruce Temkin is a renowned figure in the field of customer experience and experience management. He is currently the Chief Humanity@Scale Officer at temkinsight, a role that aligns with his mission to promote the positive evolution of human engagement through mindsets and systems.14 Known as the "Godfather of Customer Experience," Temkin has been instrumental in shaping the customer experience (CX) industry.56
Background and Career
- Education: Temkin holds a B.S. in Mechanical Engineering from Union College and an SM in Management from the MIT Sloan School of Management. He also studied at London Business School as part of an international exchange program.19
- Early Career: Initially, Temkin worked as an engineer in submarine missile systems and later led Six Sigma projects at GE. His career took a pivotal turn when he joined Forrester Research, where he became a leading analyst in customer experience, publishing influential reports like "Forget About CRM, Focus on Customer Experience".8
- Forrester Research: At Forrester, he established the company's customer experience practice and was the most-read analyst for 13 consecutive quarters.19
- Temkin Group: He founded Temkin Group, which focused on customer experience research, consulting, and training. The company was acquired by Qualtrics in 2018.9
- Qualtrics XM Institute: Temkin led the Qualtrics XM Institute, where he built a global community of experience management professionals and developed comprehensive resources for the field.89
- Customer Experience Professionals Association (CXPA): He co-founded and served as Chairman Emeritus of the CXPA, a global non-profit dedicated to advancing customer experience management.9
Current Work and Recognition
- Humanity@Scale: Temkin is now focused on Humanity@Scale, a movement aimed at enhancing human engagement through technology and organizational systems.14
- Lifetime Achievement Award: Recently, he received a Lifetime Achievement Award at the International Customer Experience Awards for his contributions to the CX industry.6
Temkin is also a dynamic keynote speaker and executive advisor, known for his insights on AI, human engagement, and experience management.37 His LinkedIn profile reflects his ongoing engagement with these topics and his role as a visionary in the human experience space.29
Highlights
What Can We Learn From The Death of #DEI?
I feel compelled to share my thoughts on this well-intentioned movement, which unfortunately made the same mistakes shared by many other transformational efforts.
First of all, let me say that every organization should strive for a diverse workforce, where all employees are treated equitably and work within an inclusive environment that gives them a strong sense of belonging. Not just because I think it’s the right thing to do, but because I think it is the best way for an organization to optimize its human capital and therefore the most productive approach for achieving its overall goals.
So, if #diversity, #equity, and #inclusion is so valuable, why has the DEI movement seemingly stalled?
It’s easy to blame the death of DEI on the ultra-conservative push to shut down efforts like DEI that they characterize as being “too woke.” But the problem wasn't politics, it was the approach. Instead of linking DEI to driving business success and integrating it into existing operations, many efforts focused on adding tasks – like training and reporting – to already overloaded employees.
As a result, DEI lacked the true executive commitment and operational stickiness required to weather any significant headwinds. Since it was just something happening alongside the business, it could easily be scrapped when times got tough. And times ALWAYS get tough.
This problem mirrors what I've seen in many transformational efforts such as #digitaltransformation, #customerexperience, #employeeexperience, and #experiencemanagement.
Here some ways that transformational efforts can avoid the fate of DEI:
Connect Change with Value: Focus all efforts on achieving key objectives (profits, growth, etc.) with clearly defined metrics.
Help Employees Thrive Through Change. Educate and train employees on how they can capitalize on the changes to better achieve their goals.
Design Fewer, More Integrated Changes: Instead of creating new tasks, integrate changes into existing systems and workflows.
Update Leadership Competency Models: Ensure leader expectations, training, and incentives align with the desired changes.
Hopefully the fall of DEI as a movement will be followed by more integrated approaches for capturing the value from diversity, equity, and inclusion.
Hello to all of my friends in #SouthAfrica. I am planning my first-ever trip to your country next February. I'm looking forward to it!
While I'm there, I will be available for a small number of speaking events or advisory sessions -- without having to pay for my travel expenses!
Let me know if you'd like to schedule something with me before or after my trip, which is scheduled from 26 February to 10 March 2025.
