Podcasts about berylhealth

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of purpose-driven business leaders. He is the former chief culture officer of Stericycle, the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Key Insights: 00:00 Introduction 00:50 Paul's entrepreneurial story 05:05 Building a business 08:50 Meaningful growth 13:40 How much do you care 17:39 People first 21:40 Commitment to values 27:44 Working with Jake and Gino 29:40 Benefits of being a Small Giant 35:35 Finding your reason 39:16 Shor-termism hurts 43:30 Keep reading 45:15 Wrap up Check out Paul's website: https://paulspiegelman.com/ In real estate, your network is your net worth, attend our Live Events and network with the fellow investors and professionals: https://jakeandgino.com/live-events/ About Jake & Gino Jake & Gino are multifamily investors, operators, and mentors who have created a vertically integrated real estate company that controls over $175,000,000 in assets under management. They have created the Jake & Gino community to teach others their three-step framework: Buy Right, Finance Right and Manage Right®, and to become multifamily entrepreneurs. Subscribe to this channel: https://ytube.io/3McA Sign up for free training: https://jakeandgino.mykajabi.com/freetraining The resources you need to succeed at every level of apartment investing: https://jakeandgino.com/resources/

In episode 39, Coffey talks with Andrew Pryor, CHRO at ECI Software Solutions, about building and maintaining a great company culture in a remote work environment. They talk about Andrew's initial pandemic experience; his company's continued growth throughout the pandemic; how ECI has thrived in a remote and hybrid environment over the past two years; how employee engagement actually increased during the pandemic; how they maintained their “culture of recognition” throughout the pandemic; the importance of consistent communication with employees; the value of employee engagement surveys; how ECI took their learning and development program to a remote environment; how ECI emphasized mental health in the second year of the pandemic; Andrew's appreciation of frontline workers throughout the pandemic; changing working spaces to accommodate hybrid workers; the importance of hybrid workplaces and flexibility in recruiting great employees; the changing role of talent acquisition teams; and how employee expectations differ across ECI's global footprint.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:As CHRO at ECI Software Solutions, Andrew Pryor dedicates his time to making ECI the best it can be in every aspect and works tirelessly to ensure employees are engaged and working in an optimal, enjoyable environment. His passion is  utilizing the platform of HR to help employees build strong careers for themselves and, in return, better lives for their families. Under Andrew's guidance, ECI's culture has been recognized as one of the 50 Most Engaged Companies to work for in 2016, 2017, 2018, 2019, and 2021. ECI has been Certified as a Great Place to Work in 2017, 2019, and 2020. In 2018, the International Business Awards recognized Andrew as HR Executive of the Year. That same year, his peers in the Dallas HR Association recognized him as Dallas HR Executive of the Year.Andrew joined ECI in 2015 and has more than 35 years of experience in human resources. Before ECI, he served as Chief Human Resources Officer for Anthelio Healthcare in Dallas, Vice President of Human Resources for BerylHealth, and Senior Human Resources Business Partner to Bell Helicopters Engineering Division. In addition, while serving as the Senior Human Resource Manager, Andrew was part of the original launch team that brought Nokia Mobile Phones to the United States in 2005. In 2012, he co-authored the book SMILE GUIDE Employee Perspectives on Culture, Loyalty and Profit.Upon graduating from The University of Texas at Arlington, Andrew was named a White House Intern by President George H. W. Bush. During his time at The White House, he worked on the president's Thousand Points of Light project. He is a past president of the Society for Human Resources Management's Fort Worth Chapter. Andrew married his college sweetheart, Amy. They have two children, Chloe and Elijah, and one very spoiled rescue dog, Thomas. The family loves mountain hiking and exploring Americas national parks. His long-term goal is to retire from ECI (many years from now) and become a volunteer park ranger for the National Park Service.Andrew Pryor can be reached at https://www.linkedin.com/in/andrewlpryor. About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative is included in the prestigious Best Places to Work in Texas list and has been named the Texas Association of Business' small business of the year.Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives: Understand the benefits of a culture of recognition. Modify learning and development programs for success in a remote or hybrid environment. Redesign work spaces to better accommodate a hybrid work model.

Paul Spiegelman is the co-founder of the Small Giants Community and the co-owner of the Wine Gallery Laguna Beach. He is also the former chief culture officer of Stericycle and the founder of BerylHealth and The Beryl Institute. Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a sought-after speaker and author on leadership, employee engagement, entrepreneurship, corporate culture, and customer relationships. He makes frequent radio and TV appearances and his views have been featured in the Wall Street Journal and Inc. Magazine. Paul practiced law for two years prior to founding BerylHealth. He holds a bachelor’s degree in history from UCLA and a law degree from Southwestern University. To learn more about Paul, please visit Connect with Paul Spieglemen Website: www.paulspiegelman.com LinkedIn: https://www.linkedin.com/in/paulspiegelman/ Twitter: @paulspiegelman Instagram: https://www.instagram.com/paulspiegelman/ Facebook: https://www.facebook.com/paulspiegelman Connect with Jon Dwoskin: Website: http://jondwoskin.com/ Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/Thejondwoskinexperience/ LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com    

On a very special episode of the Growing with Purpose podcast, the tables are turned and host Paul Spiegelman is in the hot seat. Small Giants Leadership Academy graduate Travis Slisher interviews Paul about his life journey and shares with Paul the impact of the Small Giants Scholarship Fund, which allowed him to embark on a journey to grow as a leader. Travis has a story that many emerging leaders can identify with: he believes in a different, more purposeful style of leadership but he often feels isolated in his beliefs. Where could he find training and mentorship that aligned with his values and would give him the tools to grow himself and his organization? "Then I discovered this community that I didn't know existed in Small Giants," says Travis. "I found what I was looking for here, and then Paul invested in me personally through the Small Giants Scholarship Fund. I want to thank him from the bottom of my heart." Travis is the inaugural recipient of the Small Giants Scholarship Fund, which connects emerging leaders to the funds they need to complete the Small Giants Leadership Academy and become certified Small Giant leaders. As Travis' graduation approached, he asked for the opportunity to interview Paul — who seeded the Scholarship Fund — about his own leadership beliefs and lessons learned. This episode is a rare opportunity to hear directly from our co-founder about his early days building a business with his brothers, which eventually became BerylHealth, why he started the Small Giants Community, and the endeavors that give him a sense of purpose today. Paul also shares formative family stories — like his father's experience leaving Poland right before Hitler invaded — and his urgent advice to people of all ages: if you're not fulfilled by the life you're in right now, do not settle.  In this episode, Travis has the opportunity to talk to the person who founded the Community that is impacting his life today and ask anything he wants. They cover everything from mindfulness to firing clients to the current movement for racial justice.

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of purpose-driven business leaders. He is the former chief culture officer of Stericycle, the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a sought-after speaker and author on leadership, employee engagement, entrepreneurship, culture, and leading a purpose-driven life. He has made many radios and TV appearances and his views have been featured in the Wall Street Journal, Inc. Magazine and he is currently a columnist for Forbes.com. Paul practiced law for two years prior to starting BerylHealth. He holds a bachelor’s degree in history from UCLA and a law degree from Southwestern University. What you’ll learn about in this episode: How Paul became aware that culture and engagement were important to a successful organization Why creating a powerful culture helped grow Paul’s business and allowed him to hire great employees How Paul demonstrates the importance of culture to the leadership he works with How Paul uses indicators like the link between employee and customer satisfaction to show a tangible return on investment Why it’s sometimes difficult to overcome the “command and control” leadership style ingrained in many companies Why the mission, vision and values of an organization need to go beyond a plaque on the wall and become a commitment How having an atmosphere of fun in the workplace can benefit the culture of the organization Why an organization should have a caring attitude toward its employees and community Why Paul believes that every employee wants purpose, appreciation, and the opportunity to learn and grow How to benefit your own organization’s culture by assessing where it is now and being honest about where you want it to go How to contact Paul Spiegelman: Website: www.paulspiegelman.com Website: www.smallgiants.org

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of purpose-driven business leaders. He is the former chief culture officer of Stericycle, the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a sought-after speaker and author on leadership, employee engagement, entrepreneurship, culture, and leading a purpose-driven life. He has made many radio and TV appearances and his views have been featured in the Wall Street Journal, Inc. Magazine, and he is currently a columnist for Forbes.com. Paul practiced law for two years prior to starting BerylHealth. He holds a bachelor’s degree in history from UCLA and a law degree from Southwestern University. What you'll learn about in this episode: The Small Giants community that was formed by Paul after reading a book of the same name by Bo Burlingham, what makes the community so important, and how it is used to teach others how to run their business like a small giant The fairly new idea of the Small Giants philosophy of leadership for business owners that focuses on the collaborative nature of businesses and encourages it even though it is not the most prominent form today The Small Giants offerings of a leadership certification program that details what it is but also how to sustain it for the future People focused culture: one of the key components of success with this type of leadership The definition of a Small Giant leader that surrounds true leadership with values where those core values are the crux of how decisions are made The way to differentiate in the market through not selling on what the company can do but by selling based on who the company is, how they treat employees, and how they treat customers Putting employees first and the impact that has on a company A focus on employees that is proven to drive sales and company success Why it is easier to make employees the focus if it is ingrained in the culture but why culture can also be changed to make employees a focus Ways to contact Paul: Website: smallgiants.org Website: paulspiegelman.com

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of businesses focused on culture and servant leadership. He is the former chief culture officer of Stericycle, the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. He is co-owner of the restaurant, Wine Gallery, in Laguna Beach, CA. Paul is a sought-after speaker and author on leadership, employee engagement, entrepreneurship, culture, and leading a purpose-driven life. He has made many radio and TV appearances and his views have been featured in the Wall Street Journal, Inc. Magazine, and he is currently a columnist for Forbes.com. Paul practiced law for two years prior to starting BerylHealth. He holds a bachelor’s degree in history from UCLA and a law degree from Southwestern University. What you’ll learn about in this episode: How Paul used to get annoyed when he’d hear others speaking of being “mindful” and now with his own meditation practice is more present and aware – referring to “mindful” as these powers that he realized we all have The important lesson Paul learned from his Dad: always be kind. He would say in his early years, “Always be nice, never burn a bridge, and treat people with respect.” Why most of us that start businesses just dive in and work hard and just try to survive How like many people in business, we typically have these events that changed the course of our business that we really didn’t expect or in some ways can’t control. Why some of our best ideas in business come from listening to our customers – this is how Beryl became a call center for hospitals Creating a recurring revenue business and using that to scale your profitability How Paul and his brothers moved from Los Angeles and opened a call center in an old Wal-Mart Space How sending a handwritten note card to a prospect helped them win a huge deal Why being nice and treating people with respect and caring about people is not only the right thing to do — it’s also good for business Showing your employees gratitude, treating them with respect, developing them over time, and making life as good for them as you can Stepping outside of your comfort zone, reading books, working with mentors, and really trying to soak in as much information as you can because there is so much to learn How Paul met his wife (hint: while traveling…) The anxiety a lot of business owners have over planning everything, why some things are better out of our control and learning to let things come to us Why he titled his best selling book, “Why is Everyone Smiling” How and why the book, “Small Giants,” inspired him. And, the blind email he sent to the author, Bo Burlingham The importance of having conversations when people approach you, just talking to people, and building relationships Why you never know what’s going to happen Why Paul — after walking away from an offer from a private equity company — maxed out his line of credit and reduced profitability to go “all in” How his strong culture led to selling the company at 22 times multiple! How a simple conversation led to Paul becoming a 50/50 partner in the Wine Gallery in Laguna Beach, CA How Paul feels when his restaurant receives a poor review on Yelp Why Paul feels there is value in taking a silent meditation retreat and his story about the “lonely tree” that really isn’t lonely after all Ways to contact Paul: Twitter: @paulspiegelman Website: paulspiegelman.com Books: paulspiegelman.com/books Resources: Website: www.smallgiants.org Website: winegallerylaguna.com LinkedIn: www.linkedin.com/company/small-giants-community Facebook: www.facebook.com/smallgiantsbuzz Twitter: @smallgiantsbuzz

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of purpose-driven business leaders. He is the former chief culture officer of Stericycle, the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. He’s a New York Times bestselling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a columnist for Forbes.com and has been featured in the Wall Street Journal and Inc. Magazine. What you'll learn about in this episode: How the Small Giants community got its start The impact that accepting outside capital can have on your business How to measure the ROI of your business’ culture How to create a values and purpose-driven business that is sustainable The three things that every team member wants The power of focusing not just on your company’s vision, but on every employee’s vision How to approach having tough conversations with your employees The value of having a mentor as an entrepreneur Why you shouldn’t underestimate what your gut is telling you Why you need to pay attention to how you spend your time and prioritize your work Ways to contact Paul: Website: paulspiegelman.com Website: smallgiants.org

Paul Spiegelman is the co-founder of the Small Giants Community, a peer-group of purpose-driven business leaders.  He is the former chief culture officer of Stericycle (https://www.stericycle.com/) , the co-founder and former CEO of BerylHealth and the founder and chairman of The Beryl Institute. We discuss: What it takes to build recurring revenue in different kinds of businesses How to determine the differentiated value you offer to your customers How to measure how aspects of your culture relate to your ROI How to tap into the knowledge of those around you Why being part of a community of peers is so powerful How solopreneurs can avoid being perceived as a commodity Paul is a New York Times best-selling author and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a sought-after speaker and author on leadership, employee engagement, entrepreneurship, culture, and leading a purpose-driven life. He has made many radio and TV appearances and his views have been featured in the Wall Street Journal, Forbes.com (http://www.forbes.com/sites/paulspiegelman/#1ad3c82d666d) . Paul practiced law for two years prior to starting BerylHealth. He holds a bachelor’s degree in history from UCLA and a law degree from Southwestern University. Learn more about Paul at Facebook (https://www.facebook.com/smallgiantsbuzz/) . (http://www.stitcher.com/podcast/smashing-the-plateau) Facebook Twitter LinkedIn 0Shares

Paul Spiegelman and his two brothers started BerylHealth in the mid-80’s and grew it from just the three of them to over 400 employees and nearly $40 million in annual revenue. Paul believes that the company’s secret sauce was its unique company culture. That is the focus of today’s episode: workplace culture and its importance in helping you grow your business. Paul joins us to share his insight on how leaders can focus on creating an employee-first, culture-focused company.   What You’ll Learn in this Episode: Why establishing an employee-focused culture is good for business How Paul decided that creating a workplace where employees woke up excited to go to work would help business in the long run What the Circle of Growth philosophy is and why you should know about it What is company culture anyways? How can a new business owner establish their company culture when it’s still one person Why it’s important to relay your company culture to your customer because that becomes your differentiating factor The specific process that Paul used to preserve the company culture as business grows from 1 or 2 employees to hundreds of employees Who, in your company, will require the most attention to get them to “buy into” company culture The connection between company culture and business profitability How the method of leadership that is the most effective has evolved the past 10 years What Paul’s Small Giants Community does and what it has to offer small business owners Resources: Books - Patients Come Second by Paul Spiegelman Firms of Endearment by Rajendra Sisodia  Good to Great by Jim Collins Small Giants by Bo Burlingham  Small Giants Community Growing With Purpose Podcast Contact Information: www.paulspiegelman.com Thanks for Checking Out the Show Notes and for Listening! I really hope you enjoyed this episode. I would really appreciate it if you shared this show with a friend who could benefit from listening to this particular episode. Please don't forget to SUBSCRIBE so you can get each new episode delivered directly to you when it’s ready. You can find the show in Apple Podcasts, Stitcher Radio, and Google Play.  Leaders sure do love company so be sure to get social with me:  Instagram: https://www.instagram.com/nic_abboud/ Facebook: https://www.facebook.com/nicolejabboud/ Twitter: https://twitter.com/nicoleabboud Or email me at nicole[at]nicoleabboud[dot]com 

Paul Spiegelman founded BerylHealth and eventually sold to Stericycle, a global services organization with 25,000+ employees. He was able to take his most favorite part of his job and transition into the role of Chief Culture Officer at Stericycle in hopes of scaling the culture he built and cherished at his first company. If you listen, you will learn: How culture can impact business Three things every employee wants out of their company and culture Processes to implement and measure culture Challenges and rewards of transitioning out of a business that is a reflection of yourself Business Beginnings Paul's first business was a medical alerts company he started with his two brothers. Within a year of starting the company, a hospital contacted the brothers in need of someone to handle physician referrals and their core business changed. They ultimately became an outsourced provider of call-center services for hospitals across the country taking calls and tracking patients into hospital systems. A call-center operation can easily become a commodity business but Paul wanted to create value for their customers. They ended up building a great brand around their unique internal culture that drove customer loyalty and profitability. This created extreme value when they eventually decided to exit the company in 2012. Organizations Are a Reflection of the Leader Paul explains a few different definitions of culture. “Culture is the extent to which team members or employees will do work beyond what is expected of them as well as the vibe that you feel when you walk through the doors of that business.” “Culture and leadership are really the same thing and as leaders we have to make choices on how we lead. Culture and treating people well is not only the right thing to do, it is good for business. There is an ROI to it. It is as important of a process in our business than any other process we have. Not every company works this way,” explains Paul. Paul helped create a brand around their culture that not only drove employee loyalty, but that drove customer loyalty. The culture allowed them to sustain and grow. A call-center is a tough place to work but they made it fun for their employees who they cared about, rewarded, and let them be themselves. Scaling Culture Paul and his brother that was still involved in the business didn't have any intention of selling but knew it would come at some point. “All I wanted to do was build a great business and sustain it for as long as possible.” An offer for the business did come up in 2010 and during due diligence, they walked away from the deal to protect their team members. It just wasn't the right fit. A year later they were approached by Stericycle to become a part of their family, and it was a better fit for their company and culture. Paul was curious to determine if his current company culture could scale to a bigger company like Stericycle which had been around for 25 years with 25,000 employees in 18 countries. He became Chief Culture Officer of Stericycle after the sale in 2012 with this goal in mind. After some work and overcoming challenges with management, Paul was successfully able to bring his company’s culture and vibe over to Stericycle. The transition to life after business for Paul was pretty smooth as he felt good about the company taking over his business and he could continue to do the part of the work he lo

Paul Spiegelman founded BerylHealth and eventually sold to Stericycle, a global services organization with 25,000+ employees. He was able to take his most favorite part of his job and transition into the role of Chief Culture Officer at Stericycle in hopes of scaling the culture he built and cherished at his first company. If you listen, you will learn: How culture can impact business Three things every employee wants out of their company and culture Processes to implement and measure culture Challenges and rewards of transitioning out of a business that is a reflection of yourself Business Beginnings Paul’s first business was a medical alerts company he started with his two brothers. Within a year of starting the company, a hospital contacted the brothers in need of someone to handle physician referrals and their core business changed. They ultimately became an outsourced provider of call-center services for hospitals across the country taking calls and tracking patients into hospital systems. A call-center operation can easily become a commodity business but Paul wanted to create value for their customers. They ended up building a great brand around their unique internal culture that drove customer loyalty and profitability. This created extreme value when they eventually decided to exit the company in 2012. Organizations Are a Reflection of the Leader Paul explains a few different definitions of culture. “Culture is the extent to which team members or employees will do work beyond what is expected of them as well as the vibe that you feel when you walk through the doors of that business.” “Culture and leadership are really the same thing and as leaders we have to make choices on how we lead. Culture and treating people well is not only the right thing to do, it is good for business. There is an ROI to it. It is as important of a process in our business than any other process we have. Not every company works this way,” explains Paul. Paul helped create a brand around their culture that not only drove employee loyalty, but that drove customer loyalty. The culture allowed them to sustain and grow. A call-center is a tough place to work but they made it fun for their employees who they cared about, rewarded, and let them be themselves. Scaling Culture Paul and his brother that was still involved in the business didn’t have any intention of selling but knew it would come at some point. “All I wanted to do was build a great business and sustain it for as long as possible.” An offer for the business did come up in 2010 and during due diligence, they walked away from the deal to protect their team members. It just wasn’t the right fit. A year later they were approached by Stericycle to become a part of their family, and it was a better fit for their company and culture. Paul was curious to determine if his current company culture could scale to a bigger company like Stericycle which had been around for 25 years with 25,000 employees in 18 countries. He became Chief Culture Officer of Stericycle after the sale in 2012 with this goal in mind. After some work and overcoming challenges with management, Paul was successfully able to bring his company’s culture and vibe over to Stericycle. The transition to life after business for Paul was pretty smooth as he felt good about the company taking over his business and he could continue to do the part of the work he lo

Today I am interviewing Paul Speigelman, the chief culture officer for Stericycle, a globally traded public company with over 25,000 employees. Prior to that, he was the founder & CEO of BerylHealth, a company that won nine awards as a best place to work. Paul is a New York Times bestselling author of three books about culture and employee engagement, and he speaks often on the topic to convince other businesses about the power of values-driven leadership and the ROI of culture. He also acts as CEO of the Small Giants Community, a membership organization of small-business leaders who believe that as a business you don’t have to be big to have a big impact. Paul says the relationship between culture and building a great business has become a passion for him, discussing his journey from leaving a career at a law firm to collaborate with his two brothers to create a revolutionary new company. He reflects on the values his parents instilled in him and his brothers, and how it renders them kind, caring people with good core values and a strong potential for leadership. Paul genuinely believes culture lies in both the grassroots origins and the outreach strategies of the business. He also feels companies flourish by selling who they are, not what they do. This episode is full of endearing lessons about family, teamwork, and genuine leadership that everybody will appreciate. Enjoy this interview with Paul Spiegelman. Listen to this and more episodes of the Built On Purpose Podcast at yscouts.com/podcast.

Co-hosts Jan Rutherford and Jim Vaselopulos interview Paul Spiegelman, Chief Culture Officer of Stericycle, a NASDAQ listed global services organization, with more than 25 thousand employees. Jan and Jim talk with Paul about his journey from starting a small company, exiting, and taking on a C-suite role. They also discuss The Small Giants community, Paul’s three books, and the reality that the problem is not change, but a lack of transparency. Listen in to learn how culture is truly about leader engagement throughout the organization.   Key Takeaways [4:27] If you create an environment in which people love the work and feel cared for personally; if you help them achieve their personal vision, as well as the company vision, they perform better. [7:48] What was the intention of founding the Small Giants community? [10:06] Paul and his brothers started their business based on their Dad’s saying, “Always be nice; treat people with respect; and don’t burn bridges.” [10:55] ‘Command and Control’ leaders need to acquire new skills for a collaborative culture. [15:02] Leadership balance is a promise to provide an environment in which leaders care as much about employees and their personal growth, as leaders expect employees to care about the organization and its growth. Responsibility and accountability is required on both sides. [18:52] Respect and trust at the highest level can cascade to the rest of the organization, which takes time. [29:03] Change becomes problematic when there is no transparency, when employee buy-in is not sought. Leaders lose trust when they don’t communicate the ‘why.’ [30:06] People adjust willingly, as long as you keep them in the loop with what’s going on. [37:26] Paul recommends reading business books, and seeking mentors to learn and grow. And, as a leader, mentor other people, and master the art of storytelling. [45:02] Paul’s message is to lead with your heart, and allow people to be themselves.  Culture then becomes the driving force of the success.   Quotable Quotes "When the kids knew that you cared about them, they performed better, and they took feedback better." “We sold, not what we did as a business, but who we are -- who we were, as a company.” “I became passionate about this idea of people being the driver for business success.” “We all want to grow our businesses, but they wanted to grow with purpose. They wanted to lead with values.” “You not only have to perform, but you also have to have the engagement and respect of your team.”     Books Mentioned on the Show Small Giants: Companies That Choose to Be Great, Instead of Big, by Bo Burlingham Good to Great: Why Some Companies Make the Leap...And Others Don't, by Jim Collins Why Is Everyone Smiling?: The Secret Behind Passion, Productivity, and Profit, by Paul Spiegelman Smile Guide: Employee Perspectives on Culture, Loyalty and Profit, by Paul Spiegelman Patients Come Second: Leading Change by Changing the Way You Lead, by Britt Berrett, ‎Paul Spiegelman   Bio Paul Spiegelman is the founder of BerylHealth, the Beryl Institute, and the Small Giants community. Paul is a New York Times bestselling author, and has been honored with the Ernst & Young Entrepreneur of the Year award. Paul is a sought-after speaker, and author on leadership, employee engagement, entrepreneurship, corporate culture, and customer relationships. He makes frequent radio and TV appearances, his views have been featured in the Wall Street Journal, and Inc. Magazine, and he’s currently a columnist for Forbes.com. Paul’s passion is to make culture into a core competency of an organization, not just an accident of leadership.   Website: SmallGiants.com