About the R Corp®

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An R Corp® is a Regenerative Corporation accountable as a legal entity, and to all stakeholders in its commitments to regenerate PEOPLE, HUMANITY & the NATURE of the WORKPLACE experience.

The concept is ancient. Our calling is to manifest it & encode into organizational DNA. The name & concept are inspired by Patagonia, B Labs (B Corp Certification®), the NeuroLeadership Institute & mentors. The entity structure will be collaboratively built by corporate signatories & peers, or embedded in an existing legal framework.

R:egenerative Corporations PERSEVERE & EMERGE STRONGER from Global Workplace Disruption because of COMMITMENT TO HUMANITY, LEADERSHIP BEHAVIOR, INGENUITY & Agile COLLABORATION across global industries.

R Corps® are better positioned to drive Engagement, Performance & Positively Impact Humanity in an era of:

  • Advances in Socio-NEUROSCIENCE (unlocking HUMAN BRAIN potential & understanding bias)

  • Global Health & Environmental Pandemics

  • Reconciling Racism & Discrimination

  • Massive Workforce Generational Shifts

  • Extreme Talent Scarcity & Abundance Swings

Gratitude

To all the organizations, mentors & work experiences that have inspired us.

For Nature & Humanity, holding us right now through the CV 19 era. Let us continue to return the favor. Promise?

A Regenerative Corporate structure merges the legal & governance accountability of B Corps with social accountability models like Business Roundtable, or the Global Happiness Council on Work & Wellbeing.

We are grateful to B Labs for inspiring us with a concept & framework to which others should be able to relate. Perhaps the intense focus on regenerating humans at work could live within an existing framework. Or, be championed by an organization like Patagonia, whose commitment to saving our home planet & creating regenerative workplaces creates enduring success.

I’m personally humbled to have worked alongside the nascent B Labs in shared office space in San Francisco ~10 years ago, and to have served a small B Corp as an interim-CEO. The joy & synergy of collaborating for good is contagious.

I was called from a 20-year career leading brands, market disruptors & business units to help people become their best selves through work. In the words of one mentor, “transform fear into discovery.” I began working with Brave New Workshop's Fortune 500 clients (HR leaders & Executives) and their pain points. I felt honored to listen, and be able to serve. And to work for an organization I had hired ~10 years earlier in grad school.

I felt called to magnify this impact & deepen my understanding of socio-neuroscience & workplace behavioral psychology. To amplify the wisdom in the field, beyond the capacity of my organization’s client-set & scope alone. In ways I have learned that I work best & in flow.

During an October 2019, NeuroLeaderhip Institute Summit Panel, I heard words from Patagonia’s people leader, Dean Carter, for what I wanted to amplify & co-create. How I wanted to next serve. Dean shared the analogy of the regenerative workplace from regenerative agriculture. In 2020, The NeuroLeadership Institute amplified this into a top trend: Regenerative Leadership.

2022 - Let Us Not Repeat the Mistakes of our Past

How might our People Leaders become stewards of organizational history? So that we never forget the catastrophic results of bias. Of fear masquerading as truth, “conflict-of-interest” or “liability exposure.” In 2022, when bias attempts to rewrite truth, what will hold us accountable to our website commitments & ancient wisdom: Leave people whole or better than we found them? How will we protect our businesses & the human experience from those who forget hard learnings?

We’ve tried posters of the golden rule. Cascading down mindset, behaviors & bias from a specific leadership team from a specific point in time.

This time, we promise, won’t our new Director of HR, an at-risk L&D budget, and a PowerPoint be all we need to flag humanity’s most critical programs & practices as essential? Or, are we willing to sanctify our words as good governance? Anchoring an organization, its Chief People Officer team & success.

By encoding our people & inclusion commitments into governance, bias cannot rewrite truths after a leadership change. Or, eliminate the anti-discrimination & coaching budget for an earnings call. Through good governance, we can sanctify triumphs of empathy, ingenuity & common sense. Updating legacy operating systems’ definitions of the core "costs of doing business" (with humans). You’ve inspired each other & a movement that supports the right thing…Let’s do this!

What’s your story? How can I serve? What can we build?

May the framework, however it iterates, uplift all the organizations new to this path, and reinforce those that have helped pave it. If you’d like to help champion, iterate or counsel, please connect!

All my best,

Adam Croan