Culture Czars Podcast with Will Scott

Culture is crucial for any organization. It keeps team members in check, with their decisions and actions aligned towards reaching the company’s goals and staying true to its vision. According to David Snelson, culture is crucial because it is an agreement between members of the team that they will take deliberate actions to keep their culture robust. And he also says that culture is the reason why everybody at Waer Systems knows to do the right thing instinctually, and this includes highlighting great examples of behavior that shine the light on their culture during their core values week.  According to David, they put in the work to keep their culture and core values alive because it keeps the team connected, drives productivity, and helps them make better hiring decisions. The problem is, not all core values are well thought-out.  So how do you know that it’s time to reset your culture and redefine your core values? For Waer Systems, they re-examine their core values every year-end. They choose three of their top-performing employees and try to determine what made them stand out and used this as their basis in deciding on the changes that they will impose on their company culture and core values. It may all seem like a lot of work but the benefits of having a positive culture that espouses productivity and camaraderie are undeniable. According to David, one of the benefits that Waer Systems enjoys as a by-product of their culture is having the advantage of having clients appreciate their core values which reassure these same clients that they will be in good hands. David also expounds that it is this positive culture in the company that also helps them attract some of the best people for their team. David Snelson is the Managing Director of Waer Systems Limited. He leads the business development function and is primarily responsible for setting, and delivering against, the company strategy. Waer is a cloud software company behind the Warehouse Management System called WAERlinx.  If you’re someone who wants to build a strong culture in your organization that does not take the fun away from work and generates returns at a low cost but is not sure how to move forward, be sure to tune in to this episode of Culture Czars.  In this episode, of Culture Czars, Will Scott talks to David Snelson who is the Managing Director of Will’s company, Waer Systems. Tune in to gain insights on the return on culture, the importance of developing a valued organizational culture, how to maintain a positive culture, and how to have fun along the way.

There’s never been a better time when companies needed their culture to come alive than now when the coronavirus (COVID-19) pandemic is raging. Dan Arriola knows everything about it as his company, Inktel, has had to pivot from working in an office to working from home. Inktel was not only able to avoid the downturn caused by the pandemic but turned it has also turned the situation into something positive and it has in fact increased their business. According to Dan, the secret is being deliberate about your company’s culture and making the necessary small investments to make it come alive. But many companies focus on the features of their office rather than developing a valued culture, which is the exact opposite of what needs to be done in times of crisis. Sometimes, they do the complete opposite of what they claim to be their culture which is why, for Dan, the company culture must be memorable and actionable through their core values because this is what keeps their essence going even when things change abruptly. So what do you do to make your core values stick and come alive? For Dan, they have an acronym for their six core values that everybody at the company knows and owns. It’s STRIVE. And so far, Dan says their investment in building a valued culture has paid off. Now that your culture is identified and embedded into every member, how then can you measure the ROI from investing in your organization’s culture? Dan Arriola is the President of Inktel, a contact center solutions company that provides call center, email, chat, and social media support for fortune 1000 brands. They’ve been in business for over 20 years and they have seven locations throughout the U.S.  If you’re someone who wants to build a strong culture in your organization that does not take the fun away from work and generates returns at a low cost but is not sure how to move forward, be sure to tune in to this episode of Culture Czars. In this episode, you’ll glean insights on how to develop a valued organizational culture, maintain it, generate ROI, and have fun along the way.

Businesses all over the world have been hit hard by the new coronavirus (COVID-19) pandemic. It came fast and it came so abruptly that it caught nearly everyone off guard. Today’s guest, Gino Wickman, says that this is all part of an entrepreneur’s life. The highs and lows of business are almost predictable and the only way to weather each storm is by making sure you’ve got your reserves, your wits, and your grit intact so that you can pick up the pieces and begin anew. This is also the reason why for Gino, now is actually a pretty good time to ask yourself whether you’re meant to be an entrepreneur or not. He tackles this question and all the things that come with it in his book, The Entrepreneurial Leap. For Gino, worst-case scenarios will always play out in some form or another, what you need to do is to make sure you’ve got the things well prepared on your end so that you’re ready to push back and keep things steady. Here’s the kicker: not everyone is meant to be an entrepreneur and that’s absolutely okay. This is why Gino encourages people to take part in his 16-day Entrepreneurial Leap Challenge so that you can start charting the course of your future today. Gino Wickman is the creator of the Entrepreneurial Leap but he is best known as the Founder of the Entrepreneurial Operating System or EOS Worldwide. Gino is also the author of the best-selling book Traction, the book that popularized the business management system. He has written many other books in the series including Get A Grip, Rocket Fuel, How To Be A Great Boss, and What The Heck Is EOS? If you’re someone interested in business, if you’re just starting out as an entrepreneur, or if you’re already an entrepreneur but don’t really know how to go forward, stay tuned to this episode of Culture Czars where you can get insights and learnings that will make you think and carefully consider the choices you’ve made and will be making in the future as an entrepreneur.

If you’re looking to build a company that stays profitably in business even after you exit the daily operations, you want to pay close attention to building valued company culture across the board and taking your brand where it needs to go. So what is your company culture? Where is your brand trying to?  Scott Silver is here to help companies find out where they are going with their brand and help suggest product ideas and ways to bring them to market. Whether it be trade show giveaways, employee recognition, gifts, and custom logo merchandise.  Scott Silver is the President of Printable Promotions, an ad agency that focuses on promotional items and helping brands take their products to markets. Scott started his company over 25 years ago and the company has won industry awards for its website, marketing, use of technology, and a five-time winner of the Best Places to Work award in its industry. This week host Will Scott is joined by Scott to talk about his company, the importance of building a valued culture in his company.

When a new employee is brought in to a company, the first few days can be critical. This time can make or break the experience for both the company and employee alike. Andrew Blickstein has a very unique and effective onboarding process that is focused on getting things off to a great start. Andrew Blickstein is the Founder of Home Run Media, which helps companies utilize TV advertising to increase client acquisition by driving customers to their websites. Andrew is also an advisor for Shopping Gives, which creates a positive social impact by connecting consumers, retailers, and nonprofits for charitable donations. In this episode, host Will Scott is joined by Andrew Blickstein to talk about Corporate Culture, Home Run Media’s unique onboarding process for new employees, and getting a return on the investment into Culture.

As technology has changed, so has our culture. The result is a new breed of worker in the Millennial generation, with their own unique set of values. The traditional styles of management and employee retention are no longer useful to much of the workforce. So what are the best ways for companies to adapt to this change? Aaron Levy is here to help companies adapt to the changing times. Aaron Levy is Founder and CEO of Raise The Bar, a management training company that has set out to transform the managerial role. Aaron is also a speaker and author of the book Open, Honest, and Direct. This week host Will Scott is joined by Aaron to talk about his company, writing his new book, and the importance of a strong culture in his company. Here’s a glimpse of what you’ll learn:  [1:12] Background on Raise The Bar [4:48] How the training system at Raise The Bar works [7:54] Discussion on Aaron’s new book, Open, Honest, and Direct [10:31] Aaron’s experience defining the culture at his company [15:10] Extending the Culture of Raise The Bar to their clients’ [16:29] What are some of the Core Values at Aaron’s company? [23:09] Why “having fun” is a Core Value [31:04] An example of living the core values from Aaron’s work history Resources Mentioned on this Episode Raise The Bar Open, Honest, and Direct, by Aaron Levy LinkedIn for Aaron Connect with Will About Me Culture Czars The Culture Fix Linked In

The return on investment in Corporate Culture can be huge for a company’s bottom line. For Jaime Neely, it’s a full-time job. Jaime Neely is the Chief Culture Officer for Trend Hunter, the world’s number one largest trend-spotting platform. Trend Hunter has over 300,000 articles published, covering everything from fashion, to tech, to marketing campaigns. Trend Hunter helps powerful brands to identify new opportunities and validate successful ideas through the company’s innovative algorithm.  In this episode, Will Scott is joined by Jamie Neely to talk about how she came to be the Chief Culture Officer, the seven “Core Competencies” at Trend Hunter, and how the company maintains a successful Culture.   Here’s a glimpse of what you’ll learn:  [1:03] Background on Trend Hunter [3:01] How Jaime came to be Chief Culture Officer [4:19] Why Culture is a priority at Trend Hunter, and how Jaime defines Corporate Culture [7:55] What is the Culture like at Trend Hunter [10:00] Examples from the company’s seven Core Competencies and how Jaime applies them [16:31] Getting employees to live the Core Competencies [20:15] The reward system for employees at Trend Hunter [22:21] The interview process for onboarding new employees [26:04] The end-of-year assessment process, and reviewing performance throughout the year [30:02] Advice for companies that struggle with Corporate Culture   Resources Mentioned on this Episode Trend Hunter LinkedIn for Jaime Neely   Connect with Will About Me Culture Czars The Culture Fix Linked In  

As listeners of this podcast know, Culture is more than just words on a wall, it is lived.  Our guest this week knows how to bring it into the heart. Claude Silver is the Chief Heart Officer at VaynerMedia, a modern, full-service global agency. She is a mentor, coach, and manager, and the company’s first CHO. The position was created to help scale Gary Vee and make sure that the over 800 employees feel they have a home in the company. Join Will Scott as he welcomes Claude Silver to talk about the Culture and guiding principles of VaynerMedia, and why culture is not a ping pong table.    Here’s a glimpse of what you’ll learn:  [2:01] The Culture of VaynerMedia [10:45] Where Claude and VaynerMedia ranks Culture in the company focus [12:10] VaynerMedia lives their Core Values, not lists them [15:14] Claude’s recommendations for upcoming entrepreneurs [18:45] The Guiding Principles for VaynerMedia [25:05] Gary Vee is a very genuine guy [29:10] Valuing empathy [32:55] Culture isn’t a ping pong table [36:15] Final thoughts from Claude   Resources Mentioned on this Episode VaynerMedia Claude Silver LinkedIn for Claude   Connect with Will About Me Culture Czars The Culture Fix Linked In

Life can always take a turn when you least expect it. Anthony Vidergauz had a professional law degree but was not fulfilled by the career. So when the opportunity came up to get involved with a young company he jumped at the opportunity. This week Will Scot is joined by Anthony Vidergauz who is the former owner and CEO of California Closets, which offers custom storage solutions for their closets and beyond. Anthony is an experienced advisor and has extensive experience in the franchise and home service industries. He is skilled in business development, entrepreneurship, and branding strategy, and has a professional law degree from the University of Witwatersrand in Johannesburg, South Africa. Listen in as they talk about Anthony’s decision to become CEO of California Closets, the power of Culture in the success of a business, and how major scandals have eroded trust in some large corporations.   Here’s a glimpse of what you’ll learn:  [1:35] How Anthony got involved in California Closets [7:15] California Closets needed to differentiate itself [16:40] Core Values need to be practiced [23:25] How visible were California Closets Core Values? [27:09] The Values have to be who you are, so Anthony had franchisees contribute to their creation [30:10] Recent major scandals by large corporations has led to a lack of trust in those institutions by their customer base [34:50] The Return on Investment for investing in Culture [43:48] Final thoughts and advice from Anthony   Resources Mentioned on this Episode California Closets  LinkedIn for Anthony Vidergauz   Connect with Will About Me Culture Czars The Culture Fix Linked In

A company can put Core Values on the wall, but the important question is: do they live them? So what can a company do to define their Core Values, and what are the best ways to implement them? In this episode, Will is joined by Steve Gumm, who is VP of Marketing at AssociaDirect. Steve helps organizations get from where they are to where they want to be, utilizing smart strategy and well-crafted game plans. Listen in as they talk about how Will defines Culture for new clients, some examples of bad culture, and why defining Culture makes an organization run more smoothly.  Here’s a glimpse of what you’ll learn:  [1:03] Steve Gumm asks Will for the Cliff Notes of Will’s story [3:49] Background for Steve Gumm and what he is passionate about [5:31] How Will defines Culture when he begins working with a new client [7:20] What Will looks for when he is assessing a new company and what some of Will’s red flags are [13:01] Techniques to ensure a company’s Core Values are followed through [19:32] What to do when there is a problem employee [20:45] Is a strong Culture as critical in organizations that are not businesses? [25:50] If a company has their culture defined, everything is easier [30:00] Will’s passion for building environments began in his youth Connect with Will About Me Culture Czars The Culture Fix Linked In

Will Scott has made company culture his life’s work. His book, his company, and these vlogs have shown the value and importance of having clear Core Values leads to a strong Corporate Culture.  So where did Will get the passion to take on this profession? What were the events and choices in Will’s life which led him to start Culture Czars and help people create a strong culture, so that people love where they work, and why they work? This week Will is joined by Adam Boyd, Vice President of Client Sales at Beneplace, LLC. Beneplace helps employers attract, retain and recognize their people, their most critical asset. They discuss Will’s story, including how he started his company in 1999, his time in the Royal Marines, and why he places such values in Culture.    Here’s a glimpse of what you’ll learn:  [2:48] Will's story and how he became a culture consult [6:24] Why Will became interested in core values [9:59] The lines between culture and Community can be blurred [11:30] The inspiration behind the decision to start his company in 1999 [14:48] A culture which has Trust is more productive than one with fear [17:55] Will’s time in the Royal Marines, and how his time there carried over into his professional life [25:20] Core values should be more than just words on a Wall [28:44] Why core values are sometimes ignored by employees [31:27] What companies must sacrifice in order to implement strong core values [35:25] Some employees will fear discussion about culture and feelings Resources Mentioned in this episode EOS - Entrepreneur Operating System Connect with Will About Me Culture Czars The Culture Fix Linked In

Leadership is a difficult thing to pin down, but Mel Schwartz has developed a system. He has identified three pillars of leadership which highlight key traits that are necessary to a great leader. Mel Schwartz is a psychotherapist, author, marriage counselor, speaker, and consultant. Mel works globally by Skype and locally in Westport, CT, and Manhattan.  In this episode, Mel joins Will Scott to discuss the importance of emotion on the culture of a company, the three pillars of leadership, and how thoughts can create change in people’s lives. Here’s a glimpse of what you’ll learn:  [1:20] The importance of emotion in the culture of a company [4:01] Emotional Intelligence, and why that’s the first of Mel’s Pillars of Leadership [7:57] Mel’s idea of Intellectual Intuition [9:25] Authenticity: Mel’s second Pillar of Leadership [11:49] Becoming authentic is easier for older people, and Mel’s ideas to instill authenticity in our children [15:20] What is Radical Emotional Intimacy? [20:55] Who in the world might exemplify the Three Pillars of Leadership? [23:45] The difference between defining moments and confining moments  [25:31] How we can create change in ourselves through our thoughts [31:03] Mel’s final thoughts for leaders in the corporate world Resources Mentioned in this episode Mel Schwartz’s Website The Possibility Principle Mel’s email Connect with Will About Me Culture Czars The Culture Fix Linked In  

Will Scott has made a career and reputation of helping people develop strong Core Values and Culture, as we have heard on this program. But what is his history? Will has over 20 years of experience building companies and culture, including his own Waer Systems.  In this episode, the tables are turned on Will and John Corcoran interviews him to learn more about the Values that shaped the early days of Waer Systems, what companies can do to screen new hires for culture synergy, and how the leaders of an organization can know if their Culture is working. Here’s a glimpse of what you’ll learn:  [1:59] How Will started Waer Systems [3:01] Core Values can’t just be words on a wall [4:08] The early days of Waer and how they built a strong Culture [5:39] The first Core Values of the company [9:05] How to reward employees who live the Core Values [11:15] How to screen potential hires for a good fit [12:38] How public should the Core Values be? [15:59] Will management know if the Culture of a company is strong? [17:30] When a culture goes off track [19:50] Giving a reason for work can empower employees  [21:40] Who Will thanks for his success Resources Mentioned in this episode Waer Systems Connect with Will About Me Culture Czars The Culture Fix Linked In  

Strong, concise Core Values can help a company fulfill its vision and maintain a clear focus.  As a company grows over time, the goals, ideals, and even personnel begin to change. So it only makes sense that, in some cases, there will be a need to revisit the Core Values and make adjustments to match the dynamic needs of an organization.  So how do the leaders within a company know when to make changes This week Will Scott sits down with John Corcoran to talk about when companies need to adjust their mission and Core Values, and some examples of companies who made changes to their Core Values when circumstances called for it, as well as some who have not.  Here’s a glimpse of what you’ll learn:  [1:29] Can a company’s Core Values change? [2:34] The changes Will made in his own company’s Core Values [4:29] Many employees across all companies are disengaged at work, and why Will started Culture Czars [7:54] The changes in Core Values which Uber undertook Resources Mentioned in this episode Waer Systems Uber Connect with Will About Me Culture Czars The Culture Fix Linked In

Establishing strong Core Values can do an immense amount of good for a company or organization. Laying out clear and concise values are a proven way to get all personnel on the same page and working towards the same goals. There is a domino effect: when well-crafted Core Values are lived by the employees and management in the daily life of the organization, employee satisfaction, and productivity increases. This is usually followed by an increase in profitability. What better place to see the effects of precise, consistent Core Values then a hugely successful company like Apple? Will Scott sits down with John Corcoran to talk about the Corporate Culture of Apple, what new markets Apple might expand into, and the 7 Core Values they have stayed with throughout their existence in order to maintain the high level of success they have experienced. Here’s a glimpse of what you’ll learn:  [01:41] The Core Values for Apple have not changed very much throughout the life of their company [02:53] Apple keeps it simple [04:35] The way Apple has moved towards owning their own supply chain  [05:35] Market Strategy for Apple, and how they decide when and where to operate [06:57] Could Apple be moving into the auto industry? [08:38] Will’s thoughts on the integration and innovation of Apple’s products and how they relate to their Core Values Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In

The culture of an organization seems invisible at first glance, but when you look deeper it permeates every facet of its day-to-day life. The general mood of employees affects efficiency and productivity. Everything downstream of that is affected, especially the bottom line. When people enjoy where they work, and why they work, everything is elevated. The repercussions and reverberations positively affect the workings of the company and even into the personal lives of the customers and employees alike. It can be a true revitalization. Join Will Scott and Dr. Jeremy Weisz as they discuss the Conclusion of The Culture Fix, and go over what people and companies can do to fix the culture of their organization, including downloading the free workbook companion to Will’s book. Learn about Will’s work and examples from clients he has helped in the past. Will Scott once again sits down with Dr. Jeremy Weisz to explore Will’s new book The Culture Fix. This week they discuss the financial returns on investing in Culture, and how to quantify it, as well as some real-world examples of companies getting a positive ROI from investing in Culture. Here’s a glimpse of what you’ll learn: [01:28] What are the 9 Deeds in 90 Days? [03:48] What happens after the 90 Days: the example of SABRE [05:55] Bringing the Core Values to life and how to reward those who actively live the Core Values [06:35] The story of the $228 bonus for living the Core Values [08:20] Core Purpose: the example of Lumiere [10:07] It helps to have an outside perspective to help develop Core Values [12:00] 9 Deeds in 90 Days will lead to marked improvement in any company [13:37] Culture Czars Workbook and CultureCzars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In  

The Bottom Line. Yes, Culture can have a positive qualitative effect on a company (if done well), but can it bring a financial return? The answer is an emphatic yes. In fact, given the shockingly low initial cost, investing in the Culture of a company can bring a great return on investment. Culture is often an afterthought in the day-to-day operations of a company. For the vast majority of organizations, it is dealt with in a reactionary manner. If you don’t treat Culture in a proactive way, a default culture will inevitably arise. This default culture in counter-productive in most cases. Creating a Culture which is in harmony with the goals of a company will produce a positive impact on the bottom line, and that is good for everyone. Will Scott once again sits down with Dr. Jeremy Weisz to explore Will’s new book The Culture Fix. This week they discuss the financial returns on investing in Culture, and how to quantify it, as well as some real-world examples of companies getting a positive ROI from investing in Culture.   Here’s a glimpse of what you’ll learn:   [01:59] Corporate Culture has a low investment cost, yet very high potential for returns [02:50] Rating the health of the culture of a company once a year to measure success [03:25] How to measure the success of Culture [03:55] Measuring the financial performance of companies as they relate to culture, with real-world examples [04:45] How the successful company of SABRE measured the success of their Culture [05:28] Culture is the first priority for a successful company [06:45] What can happen when the Culture of a company is bad, even to leadership [07:55] The transformation in mentality which SABRE underwent to transform the Culture, and their ROI because of it [09:15] How to get the general employees on board with a new Culture [11:05] The free workbook which you can find on CultureCzars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In

Bringing a purpose to a team can bring them new vitality. When they know where they work and why they work, they can deliver the Core Values of an organization to the daily life of the company and even out into the world. So what is the best way to streamline the implementation of Core Values to a company? The Core Chart is an excellent visual representation of the Core Elements which can bring the Core Values into a single place for team members to see. The Core Values, the Core Purpose, and the Core Workflow can all be brought together with clarity, represented visually. Employees can know exactly what they are doing and why with respect to the Core Values of a company. This week Will Scott joins Jeremy again to discuss the ins and outs of Will’s book The Culture Fix. They discuss how to deliver your Core Values to your team and the daily life of a company, the example of Improve It!, and the useful tool Will created to help any organization develop their Core Values. Here’s a glimpse of what you’ll learn:   [01:41] Bringing a purpose to a company so that people love where they work, and why they work [03:09] The example of Improve It! And how they help people find better versions of themselves [04:30] How you can find the essense of a Core Value within the daily activities of a company through the example of Improve It! [06:45] How improving a culture can have a positive impact on the personal lives of the people in a company [07:30] The Core Chart: why Will likes to bring a visual element to communicating Core Values [09:00] Real-world examples of the Core Chart from Will’s clients [10:30] The Core Values Workbook: what is contained in the workbook which is free from cultureczars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In

The Core Values and Culture of an organization is about more than just the interpersonal interactions of the people who work there. The ultimate value of a healthy Corporate Culture is how it positively affects the bottom line. After finding the Values for a company and bringing them to life, how do they add value to an organization? Company managers can use Core Values for devising hiring processes and internal workflows which can streamline internal processes and increase the overall productivity of an organization. The first step in bringing Core Values to life is to hire candidates who have shown to exemplify them naturally in their past. In this episode, Will Scott once again sits down with Jeremy to discuss Will’s book The Culture Fix. This week they discuss devising interview questions which can naturally screen candidates to see if they fit the company culture, as well as devising internal workflow systems to streamline tasks and increase efficiency. Here’s a glimpse of what you’ll learn: [01:47] What does it mean to Devise, and why don’t Will’s clients want him to share his examples? [02:55] How to hire for a Cultural Fit [04:26] An example of how to screen potential candidates to see if there is a Cultural Fit [05:32] How to find the clues in an interview which [05:58] How Matrix 4 Devised their core hiring processes and core workflows for their company [07:30] Will’s advice for company managers on how to develop internal core workflows Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In  

Finding Core Values is obviously an important step in the process, and bringing them to life is equally so. The next obstacle is getting the employees to bring them to life and live them in their daily routines. So what are the best ways to encourage members of an organization to continue living the Core Values in Company Culture? Part of the idea of bringing Core Values to life is finding an ideal way of communicating them to the employees and members of the company. There are many possibilities for announcing Core Values, and one of the best is to throw a Launch Party. Will Scott joins Dr. Jeremy Weisz to talk about his new book The Culture Fix. Join Will and Jeremy while they talk about how to unveil new Core Values to a company, and how to make sure they are lived in the daily life of a company. Here’s a glimpse of what you’ll learn: [01:40] Decree: The story of the Core Values launch party for SABRE [03:15] The 228 Award: Using the the story of the start of SABRE to reward employees who live the Core Values [04:10] How to integrate the Core Values into the daily life of a company, and how to get employees to live the Core Values [06:12] How to incorporate the Company Vision into the daily routines of the employees [07:41] Dictating: the importance of giving a Core Values speech at the launch party [09:44] What happens when someone is not excited by the implementation of new values, and why it is a good thing if someone quits because of Core Values [11:28] And of course, what did software look like 20 years ago? Resources Mentioned on this episode The Culture Fix Connect with Will About Me Culture Czars Linked In

After finding a suite of Core Values appropriate to a unique organization, and taking some time to properly describe them, the next step is to give them some life in multiple dimensions. Or, to put it another way, to bring them to life...literally. Each company will be slightly different depending on their culture, and that’s okay! Most of the time this means giving them an allegorical or literal representation in the real world. This is Postering at its best. Archetypes, real-world examples, and even award trophies are examples of ways to get this done. The important thing is that the Core Values come alive and inspire the people that makeup and drive a company. Join Dr. Jeremy Weisz once again as he sits down with Will Scott to explore his new book The Culture Fix. Listen in while they explore how to design Core Values in order to bring them to life. Here’s a glimpse of what you’ll learn: [01:49] Designing Core Values: the example of Vircom [04:40] How Vircom brings Core Values to life by showcasing employees who live the values in the daily life of the company [05:30] Using music to give life to Core Values: the example of SABRE [07:00] Postering: Using imagery, and posters to help bring Core Values to life [08:50] The benefits of rewarding employees for live the Core Values [12:05] How the implementation of Core Values benefits a company overall Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In

It is all to common for the Core Values of a company to be dry and cliche, and not relatable to the unique culture found in each individual organization. After you have taken a look into the inherent culture of a company and discerned the values which have organically developed, the next step is to bring them to life.   The best Core Values, however, are ones that pop. They are more descriptive and actionable and relate to the people who are tasked with living them (see Chapter 2). The goal, in the end, is to have Core Values become second nature, and become an inherent part of the culture of a business or organization.   Dr. Jeremy Weisz once again sits down with Will Scott to explore his new book The Culture Fix. Listen in while they discuss how to bring Core Values to life, using the great example of Lumiere Children’s Therapy.   Here’s a glimpse of what you’ll learn: [01:50] The case study in developing Core Values: Lumiere Children’s Therapy [03:05] Core Values are most effective when they become second nature [05:52] An active Core Value example: “Evolve and Solve” [07:45] How long does it take to develop Core Values? [09:58] Where to start when crafting Core Values   Resources Mentioned on this episode The Culture Fix   Connect with Will About Me Culture Czars Linked In  

Developing Core Values is an incredibly important step in building a successful company, as listeners and readers here well know. But what is the best way to go about creating them? It is tempting to throw together some inspirational quotes and archetypal motivational cliches, but those don’t speak directly to the particular culture and people who make up each individual organization. Indeed it is that localized culture from which Core Values should grow. Chapter 2 of The Culture Fix explores how companies can look to their best talent to discern their Core Values. Dr. Jeremy Weisz sits down once again with Will Scott to discuss Will’s new book The Culture Fix. Join them as they discuss how to develop the Core Values of an organization, using as an example the company SABRE and Fred the Lumberjack. Here’s a glimpse of what you’ll learn: [01:45] What does Will mean by “Discern”? [02:42] Why it’s important to have descriptive Core Values: the example at SABRE with Fred the Lumberjack [06:30] Discerning Core Values by finding the great aspects of the culture which already exists in your best employees Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In  

Dr. Jeremy Weisz sits down once again with Will Scott to discuss the origins and inspiration for Will’s new book The Culture Fix. In this episode, Will and Jeremy highlight some bad examples of Corporate Culture, as well as discuss the importance of keeping your list of Values short and to the point. They also show that even families can benefit from Core Values!   Here’s a glimpse of what you’ll learn: [02:00] Core Values gone wrong: The example of Wells Fargo [04:40] Leadership is required to truly implement Core Values [06:15] Core Values need to be succinct [07:50] Even families can benefit from Core Values [09:20] The cautionary tale of Uber [10:49] How Lyft has built a better Culture [13:41] Culture can give meaning not only to employees but even to management   Resources Mentioned in this episode The Culture Fix   Connect with Will About Me Culture Czars Linked In

In this episode, Dr. Jeremy Weisz sits down with Will Scott to discuss the origins and inspiration for his new book The Culture Fix. Join them as they go over what Will means by bringing Core Values to “life”, how his upbringing influenced his career choices, and how the implementation of well-crafted Core Values can affect current employees. Here’s a glimpse of what you’ll learn: [01:29] What Inspired Will to dedicate his life to Corporate Culture [03:50] How growing up in Zambia shaped Will’s life [04:40] Will remembers when the implementation of Core Values let to an employee self-selecting for termination [06:50] Bringing Core Values to “life” Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In  

Today’s topic will make us realize why a valued culture is more impacting in the lives of the employees in relation to how they live up to the company's culture. Companies as an entity can survive with having core values alone but why is it that valued culture must play an important role in shaking the companies to their roots?   Our guest in today’s show will bring us this enlightenment as she defines corporate culture in a whole new level. Let us all welcome Kitsa Antonopoulos, the successful founder and CEO of Lumiere Children’s Therapy. Let us all be inspired by this leader’s heartwarming success story from starting out a small company and turned it big, simply by being guided by the core values of the company she has established.   Being in the company of children led her to the decision to choose core values that would make every person inside the company be as free spirited and fun loving like kids. She will share with us the different set of core values their company believes in that makes it different from other child care companies and how they managed to sustain it through the years. Let us all be guided with the beautiful advices she will be sharing with us that are quite on point and outright sensible.   In this episode, you will learn: 1:35 – How Lumiere started out as a company 3:50 – What is corporate culture 5:58 – The culture in Lumiere – positive, happy, collaborative, upbeat, busy 8:59 – Lumiere’s core values – Believe, Connect, Teach and Learn, Have Fun 10:10 – How Lumiere arrived with their core values 21:50 – Kitsa shares her personal experience about a culture that doesn’t fit her personality and its impact on her 26:18 – Kitsa’s favorite story about the practice of core values 28:46 – Advice to listeners   Resources: LumiereChild.com CultureCzars.com   Connect with Kitsa: Facebook Instagram Website   Connect with Will: LinkedIn Website

Dan Heurtz is CEO of HiRise Hospitality, a hospitality company which brings hotels to smaller, developing towns in the Midwest. A true, lifelong entrepreneur, Dan has been self-employed since he was 18.   Dan is also a certified EOS Implementer with around 20 clients. Dan helps his clients achieve the vision they seek for their company through a proven roadmap to success.   Here’s a glimpse of what you’ll learn:   [03:42] What does Culture mean to Dan? [13:51] Speak your Truth and other Core Values [30:20] What to do when someone does not fit the Core Values   Resources Mentioned on this episode Dan Heurtz EOS Process   Connect with Will About Me Culture Czars Linked In  

Tony Mirchandani is CEO of RTM Associates, an engineering consulting firm with licenses in all 50 states. Tony has 15 years of experience in management while working in the field of engineering consulting. He has been honored for his work on multiple occasions, including making the cover of Inc. magazine and was listed as one of the Who’s Who of Executives and Professionals in Lexington.   RTM Associates is a company which relies on a strong set of core values which works in conjunction with the culture of the company to provide a customer focused approach to company practices.   Here’s a glimpse of what you’ll learn:   [02:08] The environment of Corporate Culture [08:11] The implementation of RTM Associates’ core values [19:06] The benefits of a strong Corporate Culture   Resources Mentioned on this episode Tony Mirchandani Linkedin RTM Associates   Connect with Will About Me Culture Czars Linked In  

Bejan Douraghy is the founder and CEO of Artisan Talent, a staffing agency which Bejan started in the Chicago area in 1988 when he was 25. The company tripled in size in just three years, and was recognized by Inc. magazine as one of the fasted growing magazines in America at the time. Artisan Talent went on to be recognized by a myriad of awards and publications including Forbes and Entrepreneur. In 2018 Artisan Talent made the lists of Best Talent Satisfaction and Best Client Satisfaction from Inavero & Career Builders.   Here’s a glimpse of what you’ll learn: [01:28] What is Artisan Talent? [10:53] What it means to “Inspire Better Lives” [26:39] How culture affects the bottom line   Resources Mentioned on this episode About Bejan Artisan Talent Bejan Douraghy   Connect with Will About Me Culture Czars Linked In  

Dee Robinson is the founder, CEO, and President of Robinson Hill, a concession management company based in Chicago. Dee Robinson is a leader in the Chicago business community, and has been honored with the 2017 Business Leader of Color award. Robinson Hill is a culture development company which aims to elevate the top brands in the dining and retail environments with a focus on a superior customer experience at the point of sale. Robinson Hill is named in honor of Dee’s mother, Helen Hill, whom Dee Robinson has looked to as an inspiration for her life and work ethic.   Resources Mentioned on this episode Robinson Hill Linkedin Connect with Will About Me Culture Czars Linked In

  Linda Maclachlan is the CEO of Entara, a successful IT support firm. Entara was originally named YJT Solutions, and operated for 17 years under that name. Expanded services for the company led to a rebranding with an attention on the future of the IT industry. Linda also serves on the Board of Directors for the Chicagoland Chamber of Commerce. Previously Linda had served as owner and CEO of Bracken Resources, LLC.   Here’s a glimpse of what you’ll learn: [07:30] The 4 Core Values of Entara [16:08] Measuring employee fulfillment of the Core Values [37:05] Linda gives advice for adopting culture to lead a company   Resources Mentioned on this episode Linda Maclachlan Entara EO   Connect with Will About Me Culture Czars Linked In

Sonny Balani is the CEO of Balani Custom Clothing, a family clothing business which he inherited from his father. Sonny originally went to school for Finance at Michigan State University before growing into the family business working with his father. Sonny also is a member of the Board of Directors for Accelerated Growth Advisors, which provides consulting services for entrepreneurial companies looking to develop and sustain growth.   Here’s a glimpse of what you’ll learn:   [01:33] Where does Balani Custom Clothing come from? [10:56] Core Values translate beyond employees to customers [22:47] Culture grows from the team to the rest of the company   Resources Mentioned on this episode Sonny Balani Balani Custom Clothing   Connect with Will About Me Culture Czars Linked In  

David Nance is the CEO and President of SABRE, a world-class personal safety company specializing in providing top-quality pepper spray products to law enforcement organizations and civilians around the world. Since becoming the CEO in 1997, David has developed multiple safety programs such as the Law Enforcement Training Department, the Civilian Safety Awareness Program, and the College Safety Program to help citizens and officials better understand personal safety and the operation of SABRE’s products.   Here’s a glimpse of what you’ll learn:   [01:00] What is SABRE? [12:12] Empowering employees to live the core values of SABRE [24:08] The cost benefits of having a great culture   Resources Mentioned on this episode YPO David Nance SABRE   Connect with Will About Will Culture Czars Linked In

Todd Smart is the CEO and founder of Chicago Traction Center, a company which helps entrepreneurs and their company leadership conceive and develop core values which encourage healthy culture within the organization. Todd is a lifelong entrepreneur who started his first business in 1991, when he was only 23 years old. He has started many other businesses since then including EO Accelerator, an entrepreneur training company.   Here’s a glimpse of what you’ll learn:   [2:50] What corporate culture is to Todd [14:50] Trust is at the core of core values [25:48] Client success as a metric for measuring the quality of culture   Resources Mentioned on this episode Todd Smart 5 Dysfunctions of a Team (book) Mastering the Rockefeller Habits (book)   Connect with Will About Me Culture Czars Linked In

Julie Mitchell is the CEO and founder of Torq Ride, which began operations in 2016. She is also the founder of Parcel Design, located in Toronto, Ontario. Parcel Design is a brand design firm which helps companies find an identity and brand for which they can grow around. Torq Ride is an indoor cycling studio with a focus on culture and rapport. The relationship with the customer is built with the same dynamic as Julie looks for in her staff.   Here’s a glimpse of what you’ll learn:   [2:35] What is corporate culture? [19:02] Mistakes are okay if you learn [22:34] Julie gives advice for the Culture Czars community   Resources Mentioned on this episode https://www.torqride.com

If you got the culture right, everything else will follow. That line captures the core of today’s episode. It is my honor to have Rachel Nielsen as a guest, the founder, and CEO of Result Drivers. The company designed to train leaders how to be result oriented. Rachel Nielsen will remind us of one of Newton’s laws: Cause and Effect. We will talk about how one person’s actions create impact and why results matter. We will also discuss the importance of having fun at work and with the people you work with an amazing realization. I had an amazing realization. The company’s core values must be an essential aspect of an everyday operation. This important reminder resulted from a story Rachel will be sharing with us. There was an instance in the early stage of the company when the core values were not practiced. What happened to the employees involved and to the company itself? What relevant lesson did Rachel learn because of that? Let’s all tune in and find out together.   “We are people first. So, we have to treat one another as people.”   - Rachel Nielsen     Want to hear more from Will? Subscribe on iTunes Listen on Spotify     In this episode, you will learn: 1:21 – What Result Drivers as a company does and its background 3:37 –  The culture in Result Drivers and what is unique about its language 8:05 – Personal perspective about what culture is 8:52 – An example from personal experience of a toxic culture 13:47 – The process that brought about the culture in Result Drivers 14:55 – Employee awareness about the company’s culture and core values, and the practices that showcase these values 17:45 – A big mistake from the past and the lesson that came with it 20:25 – An event that resulted from violating the culture of Result Drivers and the realizations that came with it 26:40 – Rachel’s advice to the audience in managing culture as a leader – the importance of soft skills and EQ   Resources: Result Drivers Cultureczars.com   Connect with Rachel: Email: Request@ResultDrivers.com Website   Connect with Will:  LinkedIn Website    

Creating a culture where people feel safe and free to be vulnerable is by far one of the most challenging tasks any leader of a company can perform. Given that, it can also be very fulfilling. Truly that it is a leader’s responsibility to create a home for its employees where they can be themselves, free to make mistakes, start all over and do better. All these can take into place when there is a solid culture anyone can turn to for guidance and direction. Not everyone is perfect, I think nobody is. But anyone can try, give it their best shot, and try again. We will come to realize just how relevant having a good set of culture can make or break a company. Today, our guest, Tim Padgett, will introduce to us the two faces of culture: the bad and the good. In this episode, we will have a clearer picture of how a bad culture looks like and what damage it can do not only to the morale of its employees but also its impact on the business as a whole. Tim Padgett is the CEO of The Pepper Group company who, having been inspired by the bad experience he had from a company that’s founded on bad culture, established his own company and ensured that the core values governing his company reflects none of the cultures he and his colleagues had to embody from their previous company. Let’s all set into the journey of realization that the core of culture is just the regular things we do every day and know that through education, we can deal with win won negotiations and utilize our mistakes as a strong foundation for success.   “It doesn’t matter what we teach. All knowledge can be a leverage later.” -Tim Padgett   In this episode, you will learn: 1:45 – Introduction to The Pepper Group company 3:45 – Personal definition and perspective about culture 5:55 – A program called "Kick Ass" 10:40 – The process of creating the core values of The Pepper Group 12:15 – Frameworks of the company’s culture 26:00 – A powerful recruiting message 32:00 – The dynamics that make people move 34:45 – Philosophy Tim got from other companies 35:28 – 2 main job responsibilities in the company 40:18 – Examples of a bad culture experienced: culture of family, culture of pride 46:05 – How to build a culture of joy   Resources: PepperGroup.com CultureCzars.com   Connect with Tim: Facebook Twitter LinkedIn Website   Connect with Will: LinkedIn Website

What happens when a company’s culture is set on default and not really carefully and thoughtfully chosen nor aligned with the profile of the company? That’s a question we will come to unwrap the answer today. Having been a firm believer that leaders should not be leading the company and focus on leading the culture, we will come to realize the cost of not having a culture we can all go back to every time a certain company faces struggles and is threatened to go down the brink. Brian Waspi, the CEO of Clear Water Outdoors which is one of the leading companies that sells everything that supports outdoor activities, will be joining us today and will share his insights about good culture versus bad culture, the experiences that helped him start over after losing what he initially built due to misguided culture, and teach us a lesson or two about the value of doing things right the first time, with the help of carefully drafted set of core values. We will also learn how a company’s core value helped in the selection and hiring process and in determining the most fitting profile to fill up a post.   “A goal will push you but a vision pulls you. Money follows value.” -Brian Waspi   In this episode, you will learn: 1:35 – Background of Clear Water Outdoor 3:20 – The foundation of the company’s culture based on people’s emotion 3:50 – The 2 fronts of culture Clear Water Outdoor is built upon – internal and client-side 8:10 – Bad experience on bad culture Brian Waspi has encountered, its impact, and outcome 11:25 – Core values of Clear Water Outdoor - Be awesome. 13:35 – The process that came up with the core values of the company 15:38 – How all employees are “living and breathing” the core values of the company 20:15 – Job hiring interviews based on core values 20:30 – An interesting story based on personal experience showcasing the culture of being awesome 26:30 – How the business started all over again after losing it the first time 28:25 – Brian’s advice around culture 34:32 – How culture influence growing profit and turnover Resources: ClearWaterOutdoor.com CultureCzars.com   Connect with Brian: Facebook Instagram LinkedIn Website   Connect with Will: LinkedIn Website