Podcasts about best companies to work for

Forbes, America's Best large and mid-size employers is now out. Several notable Michigan companies made the list. Employees surveyed were asked if they recommend their employer to others and rate it based on a range of criteria, including salary, work environment, training programs, and opportunities to advance as well. Forbes said research has shown employees have remained relatively steadfast when asked what they care about most in an employer. www.forbes.com to see the full list.

My guest today is James Rutter, Chief Creative Officer at COOK, the pioneering frozen food company, where he oversees internal and external branding and communications. COOK is a founding UK B Corp, committed to using its business as a force for good in society, and has been ranked in the top 100 Best Companies To Work For every year since 2013. COOK's award-winning frozen meals and puddings (which are desserts, btw) are made by hand in Kent and Somerset, and sold from 98 of its own shops nationwide, in 950 concessions and through its own home delivery service. James joined COOK in 2010 after 15 years as a financial journalist and editor, and he speaks and writes regularly about purpose-driven business and brands. You should really follow him on LinkedIn! James and I talk about the glory that is a proper Fish Pie, and about citizenship and participation. James' leadership philosophy for his internal team is grounded in a sense of play and a recognition of community. He shares some of his favorite insights from Peter Block's book, "Community: The Structure of Belonging" and the deep value he's found in working with Jon Alexander on Citizenship and Participation. Jon Alexander is the author of the bestselling book, "Citizens." James references Jon Alexander's Participation Premium Equation in the opening quote. There is so much goodness in this episode! At Minute 27 James shares his community and transformation insights from Peter Block, including the essential idea that a small group, a community, is the fundamental unit of change, especially when that group is grounded in possibility. He also goes to share the impact that Block's ideas of Inversion have had on him: As James says, summarizing Block: “It's not the performer who creates the performance, but the audience… And again, in a conversation sense… it's the listener who creates the conversation whereas we often think it's the speaker who creates the conversation… it's the child who creates the parent, not the parent who creates… this is (not) some kind of answer, but… a thought to play with. What if that's the way it works? How would you approach it differently? If the audience creates the performance, then how are you seeking to bring the audience into it? How are you giving them the power?” At Minute 42 we discuss the importance of Connection over content:  “...you've got to seek to build the human bonds first before you seek to do whatever the worky thing is you want to do.” In essence, we are marinating in Danny Meyer's ideas of an Employee-First workplace, which is why we talk, at the end of the episode, about how Happy Cooks make Happy Food, referencing an earlier conversation we had.  And James insisted on talking about my Mom being on the Mike Douglas show with John Lennon, Yoko Ono and Chuck Berry in 1972, hosting a historical cooking segment -  this episode is famous because it's the first time John and Chuck met and Played together. You can see A Tiny Video Clip of my mom on TV here (most of them seem to get pulled down). At a crucial moment in the cooking segment, my mother, just 22 and not actually my mother yet (or anyone's!) realized that the studio band was playing chaotic music, and that everyone was in a chaotic space, and she announced that unless we had a calm, peaceful environment, the food would taste chaotic - our intention and our energy would flow into the food. The Host, Mike Douglas, asked the band to play something quieter and more mellow, and John Lennon, assigned to cut cabbage, began reciting the mantra he wanted to suffuse the food: “Rock n Roll…Rock n Roll…Rock n Roll” What do YOU want to suffuse your work with? Head over to theconversationfactory.com/listen for full episode transcripts, links, show notes  and more key quotes and ideas. You can also head over there and become a monthly supporter of the show for as little as $8 a month. You'll get complimentary access to exclusive workshops and resources that I only share with this circle of facilitators and leaders. Links James Rutter on LinkedIn Fish Pie Recipes! Peter Block on Community: The Structure of Belonging Jon Alexander's book Citizens Jon's Agency Equation: A Proposal Agency = Purpose + Belonging + Power Agency: the ability to shape the context of one's life Purpose: the belief that there is something beyond your immediate self that matters Belonging: the belief that there is a context to which you matter in turn Power: practical access to genuine opportunities to shape that context Exit, Voice, Loyalty: An essential book on people and organizations Finding flourishing and play at work - inspiration in https://www.punchdrunk.com/work/ Quotes no one said: “Teach Them to Yearn for the Vast and Endless Sea” Via quote investigator: https://quoteinvestigator.com/2015/08/25/sea/ Minimum Viable Transformation Matt LeMay on Agile Conversations Happy Cooks make happy food: On Daniel's Mom being on the Mike Douglas show with John Lennon, Yoko Ono and Chuck Berry Hosting a cooking segment: Context and History! Why this episode is famous - it's the first time John and Chuck met and Played together. A Tiny Video Clip of my mom on TV! (most of them seem to get pulled down)

Today on the Bouncebackability Podcast we speak to James Rutter, Chief Creative Officer at a pioneering frozen food company COOK. James joined COOK in 2010 after 15 years as a financial journalist and editor. He now oversees internal and external branding and communications across the organisation. COOK is a founding UK B Corp, committed to using its business as a force for good in society and has been ranked in the ‘Top 100 Best Companies To Work For' every year since 2013.Today's episode explores how they have earned that accolade by shining a light on the significance of community resilience and the role businesses must play in contributing to the well-being of the communities they operate in. We discussed the virtuous cycle of businesses supporting resilient communities and the positive impact this has on both the business and the community.In this episode:04:58 Thriving shops build resilient, community-based economies.08:31 Relationships are crucial for organisational success.15:56 Four-day week boosts productivity and connections.20:23 Empower elders in the evolving workplace environment.44:01 Incredible stories of support and personal growth.47:44 Encouraging radical transparency and openness at work.51:25 Focusing on gatherings for more energy.You can connect with James Rutter here:https://www.linkedin.com/in/james-rutter-8972079/Please like, subscribe or follow, so you're notified of any new episodes coming up, and if you're keen to reach Rusty or Simon with any suggestions, feedback or comments, you can contact them via the show's LinkedIn page here: https://www.linkedin.com/company/the-bouncebackability-podcast/

3 am. Wide awake.Even at £100 million turnover, the sleepless nights never go away.Ed Perry founder of COOK struggles and suffers.I bloody love COOK.COOK coalesced through my childhoodSpag bowls, Fish Pies, LasagneWarm hugs in cold freezers.Palaver of a Day - Choccy pud pud melts the stress awayEd's built a marvellous mensch of a business:* For the last 9 years, COOK's featured in the top 100 Best Companies To Work For list.* 2021 ranked as the #1 Food & Drink Company To Work For.* + £100 million, 1600 employees, 90 stores, 900 concessionsWhisked and folded in all of COOK's success is thick lashings of grit, graft and resilience.ON THE MENU:1. Why the first year's is Meant To Be Hard - Hang in There + Show Up Everyday2. Why you *DON'T NEED* Market Research to Create Insane Products - Have a Panel of 5 Believable People3. Why COOK Said NO to Supermarkets and The Best Brands Define Themselves by what they say No To4. Why you MUST have a Healthy Paranoia About Your product - Never Cut Corners to Unlock more Customers5. Why Pricing is an Art Not a Science - Customers Don't Shop with an Excel Spread Sheet

This year Salesforce has been recognized on the FORTUNE “100 Best Companies To Work For®” list for the 14th year in a row. With philosophies such as “we don't define family for you” and “success from anywhere”, they are driving business success while supporting the wellbeing of 80,000 employees across the globe. This episode gives you a peek inside one of Salesforce's many employee benefits - parenting support (and a whole lot of it). Guest, Karen Schwarzbach, serves as the Global Program Manager for Wellbeing and Life Stages at Salesforce. Her work at Salesforce encompasses the full life cycle from family forming through elder care support. Previously, Karen worked as a National Workforce Health Consultant at Kaiser Permanente and as a Health Improvement Strategist at Cigna, in addition to owning and operating her family wellbeing consulting practice for over 15 years.  In this interview, Karen talks about her role at Salesforce and the drivers behind the focus on parents. She explains some of the inventive resources she offers the 80,000 employees across the world and how she determines what to offer. If you're worried this interview doesn't apply to you because you don't work in big tech, fear not, Karen offers wonderful advice for any organization wanting to support working parents. To learn more about my new program, visit: https://everydayresilience.co/resilience-for-self-leadership/

In the wake of the overturning of Roe v Wade, several companies with presences in Austin have announced that they'll cover travel costs for employees seeking abortion care. Travis County DA Jose Garza has announced that his office will not prosecute abortion-related cases, and Austin City Council Member Chito Vela is spearheading a resolution discouraging Austin police from investigating allegations concerning abortion. The decision has also prompted an increase of interest in vasectomies and tubal ligation procedures. A city-commissioned consumer advocate team is warning that proposed utility price hikes from Austin Energy will present significant challenges to lower-income Austinites. The downtown building housing Vince Young Steakhouse, dating back to 1912, is facing demolition. The Harry Ransom Center at UT is creating a new endowment named for actor Robert De Niro, who is set to host a 65th anniversary gala for the Ransom Center in September. Six Austin companies have made a new ranking of the "Best Companies To Work For". Hoffbrau Steaks, one of Austin's oldest restaurants, has closed down again - this time because it's just too hot. The last two Blues On The Green shows for the year will feature Shinyribs on July 19 and Black Joe Lewis on July 20. Good and bad news with the weather: we've officially set a new record for 100-degree days in June - but wasn't that rain nice yesterday? There's a chance we'll see more this week, and slightly cooler temps - we may not hit 100 again until after the July 4 holiday.

Today's podcast guest is Tammy Routh, Senior Vice President, Global Sales at Marriott International. Her success is the result of hard work and eagerness to learn. She confidently contributes to any conversation while always remaining humble in her approach. Tammy believes in Family, Culture, and Laughter. She is a passionate advocate for strategic account management and leading winning sales teams. Her entire career has been with Marriott International which is annually honored as one of the "World's Most Admired Companies" and "100 Best Companies To Work For" by Fortune magazine. She views her role in leading a Global Sales Team as a huge PRIVILEGE. Tammy sets the standards to exceed the expectations of their internal stakeholders and customers' through a deep understanding of their needs, innovation, and strong business acumen.

Tom Mendoza, former CEO, President and SVP of Sales at NetApp, shares stories about building a Forbes ‘100 Best Companies To Work For'. I had the privilege of working in Tom's organization for five years. He and I went on a couple of amazing sales calls together where I learned so much about Tom's preparation and approach. In this fast-paced 23 minute conversation, Tom describes the people, culture and pivots it took to build NetApp and more. With each segment of this interview, you can literally hear the enthusiasm in Tom's voice as he shares challenges overcome and his trademark career long commitment to making an impact. Tom gives examples of the balance between supporting when things need improving and injecting tension when things are going well, something he learned from Don Valentine, Founder of Sequoia Capital. Hear the story of how Tom figured out a way to Make An Impact by providing pizzas to engineers working past midnight or travelling around the world to see customers. With all the definitions of culture, learn Tom's point of view: the behavior you witness when you walk into a room. Listen and learn what Tom is up to now and how he is still making an impact in many places. Hear what's next for Tom and the entire 23 minute podcast on What's Next Now! #TomMendoza #Leadership #Forbes --- Send in a voice message: https://anchor.fm/gary437/message

On this morning's Business Beat, Jeff discusses Fortune's recently released 100 Best Companies to Work For, which includes a local Detroit business in the top five! Tune in to the Business Beat to find out which businesses made the list of Fortune Magazine's List of Best Companies to Work For.

Thomas Mendoza joined NetApp in 1994 as Vice President of North America sales. He served as its President from 2000 until 2008, when he became Vice Chairman.   He helped establish the culture that allowed NetApp to be ranked #1 in Fortune Magazine’s "100 Best Companies To Work For" in 2009, as well as being a co-recipient with NetApp CEO, Dan Warmenhoven of the Morgan Stanley Leadership Award for Global Commerce —the first time the award had been co-presented to two individuals.   Mendoza retired from NetApp in 2019 and currently serves on the Boards of VAST Data, UiPath, Varonis, ServiceSource, and Arxan. He previously served on the Boards of Infoblox, NetScreen (acquired by Juniper Networks), and Rhapsody Networks (acquired by Brocade). Mr. Mendoza also serves on the Justin Tuck RUSH Foundation for Children's Literacy.   Mendoza frequently speaks on corporate culture and leadership to a wide variety of audiences which have included major Universities such as Stanford University (where he has been a guest lecturer since 1997), Notre Dame, Harvard and United States Military Academy as well as to diverse groups such as the  United States Marine Corps, keynotes at Oracle World and numerous other industry events.   Charities that Mr. Mendoza has been significantly involved with include the Pat Tillman Foundation, St. Baldrick’s Foundation, the Navy SEAL Foundation and Justin Tuck’s RUSH Foundation for Children’s literacy.   Mendoza holds a BA from Notre Dame and is an alumnus of the Stanford Executive Program (SEP). In September 2000 Notre Dame named (was not named before) their business school the Mendoza College of Business after an endowment from Tom and Kathy Mendoza.

"I just don’t want to work here anymore.” After a 25-year career in which he worked his way up from social worker to the Senior Vice President at Park Ridge Hospital, Tom Brady's impulsively blurted out the words that had been brewing inside him for months. Tom was in the middle of a performance review when his boss had asked Tom why it seemed like he had lost a bit of his passion. It was this comment that triggered Tom’s stifled passion to re-emerge in his emphatic and decisive declaration. Reckless? Courageous? Irresponsible? Inspirational? Which descriptor would you use to describe a 49-year-old family man that abruptly left a successful career to “follow his passion” despite having 2 daughters heading for college and a 7-year old son at home? No matter your adjectives of choice, few would dispute that this was an audacious move…and an idealistic one. And so The XLR8 Team was born. Tune in to this episode to learn how Tom found the courage to make the leap and how he went on to create and deliver Wegmans Leadership University to over 300 senior leaders at Wegmans, which Danny Wegman credits as "one of the reasons we made it to #1" on Fortune's Best Companies to Work For! [0:30] The story of the founding of the XLR8 Team [2:00] Figuring out what was next after taking the leap [3:25] How the "Unique Ability" gave Tom the courage to start his own company [6:30] The early years of XLR8 [10:30] Creating the leadership program that came to be known as "Wegmans Leadership University" [14:10] An overview of the EVOLutionary Leadership Process (known as Wegmans Leadership University inside Wegmans) [15:50] The feeling of getting a testimonial from Danny Wegman: "One of the reasons we made it to #1 (on Fortune's Best Places To Work) was our work with The XLR8 Team" [18:30] Teaching leaders to be great coaches [21:50] "Hiring" his wife Elaine as an XLR8 Coach [25:30] Discovering Conscious Capitalism and having Andrew join The XLR8 Team [30:45] Creating companies where people care about more than just a paycheck "You gotta love what you do and then find people that you can serve in doing what you love to do" [32:15] How companies that practice Conscious Capitalism tap into our deepest motivations [33:30] The barriers that keep more companies from adopting Conscious Capitalism "There are now more businesses satisfying business needs and satisfying human needs" [39:10] How to start your Conscious Capitalism journey with the Conscious Capitalism Activator and Conscious Capitalism Field Guide [46:00] Recommended books on Conscious Capitalism [47:00] The Conscious Capitalism ROC Chapter www.ConsciousCapitalism.org www.ConsciousCapitalismROC.org [48:40] The future of Conscious Capitalism - collaborating with B corps, Best Places to Work, ESOP to grow the movement both locally and internationally [51:50] A legacy project to bring the Inner Compass, which is at the core of the EVOLutionary Leadership process, to a wider audience through the Inner Compass Online Course https://andrew-brady.mykajabi.com/inner-compass Learn more about Tom and The XLR8 Team at: www.TheXLR8Team.com

DHG was recently certified as a Great Place to Work®. In this episode, we talk with Tony Bond, Chief Innovation Officer at Great Place to Work (GPTW), the global authority on building, sustaining, and recognizing high-trust, high-performing workplace cultures. Tony shares with us what makes an organization a great place to work and points out several key aspects of DHG’s culture and programs that are truly special.  Tony helps organizations achieve desired business outcomes while developing and sustaining strong workplace culture. GPTW's culture transformation services are rooted in 25 years of research into exceptional organizations, refreshed annually through Best Companies To Work For competitions in 45 countries (ie. annual FORTUNE 100 Best Companies to Work For in America). www.greatplacetowork.com

Since the Declaration of Independence, Americans have been free to pursue happiness, but there's no guarantee we'll achieve it, the secret is knowing where to look. Building on this great heritage, experts Nadler and Greenberg share exciting news on the state of the art about “the science of happiness” and how it impacts our emotional and social intelligence. New insights include how we can choose to joyfully respond to such factors as money or consumptive happiness, the genetics of adventure and their long term effects on daring, immigration, creativity and innovation and how our need for “doing” vs “being” can decrease empathy while increasing pessimism. Tune in to tune up your chances for more states of happiness with tools and tips from Greenberg's new leading edge e-book “Top Secrets of The Best Companies To Work For” and take a deeper dive into Nadler's “Leadership Keys Field Guide” in today's show to be free to be happier.

Stoyan Kenderov and I had a truly rich and candid conversation about the evolution of banking innovation and regulation, and though he appears ten episodes into Barefoot Innovation, it was Stoyan who first suggested I record our thought-provoking discussions and offer them as a series of podcasts. Thank you, Stoyan, for your encouragement! In this interview, we travel everywhere from communist Bulgaria to the emerging coding culture of mid-1990s Germany to today’s nucleus of innovation, Silicon Valley. In his current capacity, Stoyan leads Business Development and inorganic growth partnerships at Intuit’s Consumer Ecosystem Group and its product brands Mint, Mint Bills, and Quicken. As a child who literally disintegrated every toy he and his brother were ever given, Stoyan was born a natural disruptor. His vast curiosity has already taken him half way across the world, and he is ready to pass on his vision and wisdom to the new generation of financial consumers. (It was a real treat to hear how an innovator is teaching his young daughters about financial responsibility!) Stoyan and Intuit incorporate cutting edge behavioral research to create products that are simple, easy-to-use, and shorten the learning curve of traditional financial instruments. Year after year, Intuit is recognized as one of Fortune’s “100 Best Companies To Work For” and Fortune World’s “Most Admired Software Companies.” With the acquisition of Check, and the creation of Mint Bills, the company now offers users a way to search for and set up bill reminders, see what bills are due and pay them with a single click so that they never miss a payment. Wired.com agrees that getting started with Mint Bills is easy; maybe Mint Bills can even help consumers forget that “bills are the worst!” Prior to Intuit, Stoyan held executive positions at payments, telecommunications, and mobile companies such as Amdocs, XACCT Technologies, KPN-Qwest and pioneering German, Dutch and Austrian Internet service providers. He co-founded two start-ups and participated in four successful exits. He is an advisor and mentor at Village Capital – the financial services accelerator and impact investor, and he also invests personally in early stage financial services start-ups in Europe, India and the US. I so enjoyed this conversation with Stoyan, and I hope you are as Intuit as I am. And, finally, here’s a bit more to exercise your financial (and listening!) skills: Pop quiz! One of the following is not a startup mentioned in this episode: Vouch, Digit, Even, Gather, Sweep, SavedPlus, Float, Simple, Karma, Acorns, Robinhood, and Coinye.    See my previous blog post for more on serving the “underestimated” consumer and how behaviors can change under conditions caused by shortages of a key resource like money, time, or food. Professor BJ Fogg of Stanford’s behavior model and how to motivate and trigger responsible consumption. The CFPB’s Project Catalyst. The Center for Financial Services Innovation’s brief on household cash flow challenges. You can subscribe to the podcast at iTunes HERE or open your favorite podcast app and search for Jo Ann Barefoot.

Since the Declaration of Independence, Americans have been free to pursue happiness, but there's no guarantee we'll achieve it, the secret is knowing where to look. Building on this great heritage, experts Nadler and Greenberg share exciting news on the state of the art about “the science of happiness” and how it impacts our emotional and social intelligence. New insights include how we can choose to joyfully respond to such factors as money or consumptive happiness, the genetics of adventure and their long term effects on daring, immigration, creativity and innovation and how our need for “doing” vs “being” can decrease empathy while increasing pessimism. Tune in to tune up your chances for more states of happiness with tools and tips from Greenberg's new leading edge e-book “Top Secrets of The Best Companies To Work For” and take a deeper dive into Nadler's “Leadership Keys Field Guide” in today's show to be free to be happier.

Since the Declaration of Independence, Americans have been free to pursue happiness, but there's no guarantee we'll achieve it, the secret is knowing where to look. Building on this great heritage, experts Nadler and Greenberg share exciting news on the state of the art about “the science of happiness” and how it impacts our emotional and social intelligence. New insights include how we can choose to joyfully respond to such factors as money or consumptive happiness, the genetics of adventure and their long term effects on daring, immigration, creativity and innovation and how our need for “doing” vs “being” can decrease empathy while increasing pessimism. Tune in to tune up your chances for more states of happiness with tools and tips from Greenberg's new leading edge e-book “Top Secrets of The Best Companies To Work For” and take a deeper dive into Nadler's “Leadership Keys Field Guide” in today's show to be free to be happier.

Since the Declaration of Independence, Americans have been free to pursue happiness, but there's no guarantee we'll achieve it, the secret is knowing where to look. Building on this great heritage, experts Nadler and Greenberg share exciting news on the state of the art about “the science of happiness” and how it impacts our emotional and social intelligence. New insights include how we can choose to joyfully respond to such factors as money or consumptive happiness, the genetics of adventure and their long term effects on daring, immigration, creativity and innovation and how our need for “doing” vs “being” can decrease empathy while increasing pessimism. Tune in to tune up your chances for more states of happiness with tools and tips from Greenberg's new leading edge e-book “Top Secrets of The Best Companies To Work For” and take a deeper dive into Nadler's “Leadership Keys Field Guide” in today's show to be free to be happier.