Podcasts about company culture

This conversation was recorded at GOTO Copenhagen 2025.https://gotocph.comSarah Wells - Independent Consultant & Author of "Enabling Microservice Success"Patrick Kua - Founder of the Tech Lead AcademyDaniel Terhorst-North - Originator of Behavior Driven Development (BDD) & Principal at Dan North & AssociatesRESOURCESSarahhttps://bsky.app/profile/sarahjwells.bsky.socialhttps://linkedin.com/in/sarahjwells1https://www.sarahwells.devPatrickhttps://hachyderm.io/@patkuahttps://twitter.com/patkuahttps://www.linkedin.com/in/patkuahttps://github.com/thekuahttps://patkua.comDanielhttps://bsky.app/profile/tastapod.comhttps://www.linkedin.com/in/tastapodhttps://github.com/tastapodhttps://mastodon.social/@tastapodhttp://dannorth.net/blogDESCRIPTIONEngineering leadership becomes significantly more complex in times of uncertainty. This conversation highlights how leaders must shift from rigid plans to adaptable thinking—balancing delivery, team well-being, and long-term direction while navigating constant change.A key takeaway is that great leadership isn't about having all the answers, but about creating clarity, trust, and resilience within teams. The speakers emphasize communication, context-awareness, and empowering engineers as the foundation for thriving—even when everything feels unstable.RECOMMENDED BOOKSSarah Wells • Enabling Microservice Success • https://amzn.to/4aa8xrvPatrick Kua • Talking with Tech Leads • https://amzn.to/3ECO3xBPatrick Kua • The Retrospective Handbook • https://amzn.to/4jpxxQNNeal Ford, Rebecca Parsons & Patrick Kua • Building Evolutionary Architectures • https://amzn.to/42qXJV2Mary Lynn Manns & Linda Rising • Fearless Change • https://amzn.to/49uuuneMary Lynn Manns & Linda Rising • More Fearless Change • https://amzn.to/4tX6GARBlueskyInstagramLinkedInFacebookCHANNEL MEMBERSHIP BONUSJoin this channel to get early access to videos & other perks:https://www.youtube.com/channel/UCs_tLP3AiwYKwdUHpltJPuA/joinLooking for a unique learning experience?Attend the next GOTO conference near you! Get your ticket: gotopia.techSUBSCRIBE TO OUR YOUTUBE CHANNEL - new videos posted daily!

Send us Fan MailHave you ever felt like everyone is talking about marketing, sales, and scaling, yet no one is talking about the leadership challenges that come with building a business? That gap is exactly why leadership skills for female business owners deserve a much bigger conversation. Because while growth strategies matter, businesses ultimately succeed or struggle based on the people leading them.Women founders are building impactful companies while often balancing responsibilities far beyond the business itself. Yet conversations around business leadership for women frequently take a back seat to tactics and visibility. And this is where many entrepreneurs discover a hard truth: your business can only grow as far as your leadership allows.The People Side of Business was created to address that missing piece. This new chapter focuses on the human side of sustainable success, from team management strategies and business communication skills to creating trust, accountability, and alignment within your organization. Because growth is not just about systems—it is about people.As your company expands, understanding how to manage employees and team members effectively becomes essential. Strong leadership creates clarity, strengthens relationships, and supports long-term performance. Whether you are hiring your first employee or building leadership team capacity for the future, the way you lead shapes every outcome in your business.You will also hear practical conversations around building company culture, navigating team dynamics, improving communication, and creating an environment where people can do their best work. These are the leadership foundations that support a sustainable business growth strategy and help founders avoid burnout while scaling.The reality is that leadership skills for female business owners are not optional for the next stage of growth. They influence hiring, retention, culture, communication, and every decision that impacts your team. The more intentional you become as a leader, the stronger your business becomes.This podcast is a space for honest conversations, expert insights, and practical leadership development. If you have been looking for guidance on leadership skills for female business owners, support in navigating people challenges, or a community that understands the realities of entrepreneurship, you are in the right place. The future of your business will be shaped by the leader you become, and leadership skills for female business owners are at the centre of that journey.Subscribe now so you never miss an episode and join the conversation as we build stronger businesses through stronger leadership.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

Send us Fan MailHave you ever felt like everyone is talking about marketing, sales, and scaling, yet no one is talking about the leadership challenges that come with building a business? That gap is exactly why leadership skills for female business owners deserve a much bigger conversation. Because while growth strategies matter, businesses ultimately succeed or struggle based on the people leading them.Women founders are building impactful companies while often balancing responsibilities far beyond the business itself. Yet conversations around business leadership for women frequently take a back seat to tactics and visibility. And this is where many entrepreneurs discover a hard truth: your business can only grow as far as your leadership allows.The People Side of Business was created to address that missing piece. This new chapter focuses on the human side of sustainable success, from team management strategies and business communication skills to creating trust, accountability, and alignment within your organization. Because growth is not just about systems—it is about people.As your company expands, understanding how to manage employees and team members effectively becomes essential. Strong leadership creates clarity, strengthens relationships, and supports long-term performance. Whether you are hiring your first employee or building leadership team capacity for the future, the way you lead shapes every outcome in your business.You will also hear practical conversations around building company culture, navigating team dynamics, improving communication, and creating an environment where people can do their best work. These are the leadership foundations that support a sustainable business growth strategy and help founders avoid burnout while scaling.The reality is that leadership skills for female business owners are not optional for the next stage of growth. They influence hiring, retention, culture, communication, and every decision that impacts your team. The more intentional you become as a leader, the stronger your business becomes.This podcast is a space for honest conversations, expert insights, and practical leadership development. If you have been looking for guidance on leadership skills for female business owners, support in navigating people challenges, or a community that understands the realities of entrepreneurship, you are in the right place. The future of your business will be shaped by the leader you become, and leadership skills for female business owners are at the centre of that journey.Subscribe now so you never miss an episode and join the conversation as we build stronger businesses through stronger leadership.Support the showThe People Side of Business is the podcast for female founders and business owners who are leading teams and growing businesses.Hosted by Lindsay White, Leadership Coach, Team Leadership Strategist, and Fractional HR Expert, this show delivers practical leadership strategies, real-world people solutions, and honest conversations about the challenges of leading a team.From employee performance issues and difficult conversations to hiring, accountability, workplace culture, and team growth, each episode is designed to help you lead, manage, and scale your team as a founder.If you're ready to become a more confident leader, make better people decisions, and build a stronger, higher-performing team, you're in the right place.Learn more at highvoltageleadership.ca, connect on Instagram @highvoltleadership, or find Lindsay White on LinkedIn.The people side of business isn't separate from growth. The people side of business is the business.

Margins are under siege. Between tariffs, retail media costs, markdown pressure, and the explosion of e-commerce complexity, suppliers are juggling more P&L lines than ever—and the fallout doesn't stop with finance. We sit down with Dallas Counts, COO at Vendormint and former Walmart/Sam's Club leader, to explore how operational strain shows up in culture, talent decisions, and the day-to-day realities of AR, logistics, and sales teams. The conversation goes beyond buzzwords and into the mechanics of building resilient organizations when chargebacks climb and retailer policies keep changing.Dallas breaks down why deduction recovery is only half the story and how the real win comes from fixing root causes—modernizing legacy systems, aligning with retailer tech shifts, and empowering tenured teams to embrace new tools. We dig into a practical, human approach to AI: where it truly helps, how to communicate its impact without triggering panic, and why hiring for adaptability now prevents painful corrections later. You'll hear the hallmarks of healthy change management—plain language objectives, weekly reinforcement, scenario training, and anonymous feedback loops that invite candor and speed adoption.We also zoom out to strategy. From channel choices and cost-to-serve visibility to sourcing shifts and org design, agility becomes the differentiator. Dallas shares how clear decision rights cut through blame loops, why transparent goals keep people moving in the same direction, and how to structure cross-functional teams so they can act fast when policies or tariffs move overnight. If you lead HR, operations, or revenue teams in retail or adjacent industries, this playbook helps you protect margins, reduce leakage, and keep your best people engaged through change.Enjoy the episode? Subscribe, leave a review, and share it with someone navigating chargebacks or system rollouts. Your feedback helps us bring on more leaders like Dallas and keep the conversation sharp.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Why the best leaders treat uncertainty as a chance to learn, not a failure to avoid.Most companies are built to grow. Far fewer are built to stay true to their purpose as they do.Eric Ries is an entrepreneur, creator of the Lean Startup movement, and author of Incorruptible: Why Good Companies Go Bad and How Great Companies Stay Great. For Ries, innovation starts with a simple reality: nobody can predict the future. “If you're going to do something fundamentally new,” he says, “how are we supposed to forecast” what success will look like? Instead of relying on certainty, leaders should focus on learning. “If you cannot fail, you cannot learn.”In this episode of Think Fast, Talk Smart, Ries and host Matt Abrahams explore how leaders can communicate through uncertainty, turn setbacks into valuable insights, and build cultures rooted in trust. From the power of the build-measure-learn feedback loop to the importance of making “deposits” in a company's culture bank, Ries shares practical strategies for creating organizations that innovate, adapt, and stay true to their values as they grow.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Eric RiesEric's Book: IncorruptibleEp.56 Lean Messaging: How Simple Messages Really StickEp.54 Leadership and Ethics: How to Communicate Your Core Values  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (02:21) - Lean Startup Fundamentals (04:03) - Business Plans vs. Reality (06:31) - Learning from Failure (08:11) - Why Companies Go Bad (10:49) - The Culture Bank (13:51) - The Final Three Questions (22:05) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Unleash your Superhuman potential with AI that meets you where you work. Learn more at superhuman.comJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

When Tricia Griffith joined Progressive in 1988 as an entry-level claims representative, her job often required crawling under cars to assess damage. Decades later, she remains committed to doing whatever is required as she leads one of the largest and most successful property and casualty insurers in the country. In fact, she still plays an active role in onboarding new employees at every level of the organization.rnrnProgressive's growth has been fueled not only by its recognizable brand and memorable advertising-Flo, Dr. Rick, and an additional cast of characters-but by a deeply intentional approach to company culture for which it recently earned the #1 spot on The Forbes America's Best Employers for Company Culture list. The same values that shape Progressive's public presence guide how the company recruits, develops, and empowers its people. Since 2016, Progressive has doubled its market share of the U.S. auto insurance market, growing to more than 18 percent and generating over $81 billion in earned premium, a testament to a culture that treats its workforce as a strategic advantage rather than a cost center.rnrnBefore becoming CEO, Griffith held several key executive positions including leading human resources for the insurer, giving her a leadership perspective shaped as much by talent development and organizational design as by operations and strategy. In this year's Leadership for the Greater Good forum, she joins us to reflect on what it takes to lead at scale without losing sight of the individuals who make growth possible.

Send us Fan MailWhy does work feel different than it used to?In this opening episode of Summer Series 2026, Tim Stewart welcomes Jonathan Lewis, President of McKee Wallwork and author of The Rebuilders: Daily Foundations for the Leaders We Need.Jonathan shares insights from extensive workforce research and explains why so many people today are struggling with purpose, hope, and meaning. Together, they explore what leaders can do to help people move beyond transactional relationships and toward lives marked by purpose, resilience, and growth.In this episode:• Why employees increasingly seek meaning, not just compensation• The concept of "Transactional, Futureless Suffering" (TFS)• How leaders create quests that inspire people• Why suffering can produce either hope or bitterness• The difference between control and responsibility• Excellence, grace, and healthy organizational cultures• Storytelling as a leadership tool• Why wisdom matters more than ever in a rapidly changing worldThis conversation offers practical insights for leaders, entrepreneurs, pastors, nonprofit professionals, and anyone trying to navigate an increasingly complex world with courage and purpose.

The fastest way to lose trust as a leader is to pretend you're fine when you're not. Bill Bannham sits down with leadership strategist and emotional intelligence practitioner Russell Robinson to unpack a deceptively simple idea: leadership has to be “selfish” first. Not selfish in the ego sense, but selfish in the disciplined sense of knowing your values, naming your non-negotiables, protecting your well-being, and building the self-awareness needed to show up consistently for other people. We talk about what's changing across generations and what isn't. No matter your age, people want meaningful work, to feel heard, and to operate in a psychologically safe culture where they can take smart risks. But Russell explains why Gen Z and younger Millennials are bringing more of the outside world into the workplace, and why emotionally intelligent leaders have to meet that reality with curiosity, not control. The conversation also gets practical for HR pros and talent leaders: hiring emotionally intelligent people early, building leadership development programs that strengthen self-awareness, and treating relationship-building as “personal currency,” not a soft extra. Then we go straight at uncertainty. When the world feels unstable and fear shows up, Russell shares what separates leaders who keep teams grounded from those who amplify stress. We explore decision-making without guarantees, learning loops after setbacks, and how to be realistic while still giving people confidence that the sun will come up. Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Send us Fan MailIn this solo episode of Spartan Leadership, Josh Kosnick tackles a problem that's quietly wrecking our society, our homes, and our boardrooms: the inability to hold two truths at the same time. From Memorial Day to the boardroom to your marriage, he breaks down how binary thinking masquerades as conviction while quietly destroying wisdom, trust, and culture.You'll hear why being “for” or “against” everything isn't strength, it's rigidity — and how real leaders learn to sit in tension, honor complexity, and still make clear decisions. Josh then walks through six practical disciplines you can start using this week to build the muscle of holding two truths without folding under pressure.If you're a leader at work, at home, or in your community, this episode will challenge how you think, how you decide, and how you show up when things get complex.

A Shared Goal System Turns Marriage Into A Team SportYou can love your family and love your ambition and still feel like you're failing at both when the calendar is packed and the phone never stops. That tension is exactly what we get honest about with Olivia Hornig, co-owner and leader at Lake Sotheby's International Realty, as we talk through what it really looks like to build a business with your spouse while raising kids, navigating grief, and staying grounded when the market shifts under your feet.Olivia shares her path into real estate entrepreneurship alongside her husband Jeff, including the behind-the-scenes reality of division of labor, growing pains, and the quiet leadership required to keep the “back end” of a business running. We talk about hiring help before burnout hits, why a 90-day trial can save you heartache, and how real estate leadership changes when you commit to an agent-driven culture built on kindness, responsiveness, and real support. We also dig into brand alignment and why the Sotheby's network and reach can elevate opportunity in ways people don't expect.We go personal too: matrescence and identity shifts, the control we think we have until motherhood humbles us, and how faith practices like Bible study, prayer, yoga, and meditation can become real tools for time management and peace. Olivia also shares a simple tradition that keeps their marriage aligned year after year: handwriting goals together across family, business, travel, and giving.If you're a mompreneur, a woman in real estate, or anyone building a life and a business at the same time, hit play and take notes. Subscribe, share this with a friend who needs it, and leave a quick rating and review so more women can find these conversations.Connect with Olivia:Email: Olivia.Hornig@lakesmn.comContact the Host, Kelly Kirk:Email: info.ryh7@gmail.comGet Connected/Follow:The Hue Drop Newsletter: Subscribe HereIG: @ryh_pod & @thekelly.tanke.kirkFacebook: Reclaiming Your Hue Facebook PageCAKES Affiliate Link: KELLYKIRKCredits:Editor: Joseph KirkMusic: Kristofer Tanke Thanks for listening & cheers to Reclaiming Your Hue! 

Jeff Dudan's free digital copy of his book What does it actually take to build a culture that scales - one that doesn't collapse the moment you add a new layer of management or hire your 25th employee? In this episode, Jeff Dudan sits down with Chris Dyer, bestselling author and CEO culture expert, to unpack the seven pillars of high-performance culture that work for startups and Fortune 100 companies alike. Chris shares why most founders accidentally destroy their culture by day 50, why your meetings are a direct mirror of your company's values, how to use a "cockroach meeting" to solve problems in 15 minutes or less, and the counterintuitive hiring rule he used to drive real innovation inside a 4,500-person organization. They also dig into the critical difference between mistakes and errors, why public recognition can backfire on introverts, and how the Gallup StrengthsFinder data revealed that his company was hiring the same person over and over - killing innovation from the inside out. Whether you're building your first team or scaling a franchise, this conversation gives you the frameworks, language, and tools to build a culture that attracts the right people, retains them, and makes them extraordinary. Topics covered: company culture, startup culture, employee recognition, meeting frameworks, hiring strategy, innovation, psychological safety, franchise ownership, leadership development, StrengthsFinder, remote teams, cultural uniqueness, tribal language, mistakes vs errors.  Guest: Chris Dyer  Guest YouTube: https://www.youtube.com/@ChrisDyer  Guest Website: https://chrisdyer.com/  Guest Socials: https://www.linkedin.com/in/chrisdyer7/    #CompanyCulture #LeadershipDevelopment #StartupGrowth #EmployeeEngagement #FranchiseBusiness #TeamBuilding #HiringStrategy #CultureCode #RemoteWork #BusinessLeadership #ChrisDyer #JeffDudan #WorkplaceCulture Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book What does it actually take to build a culture that scales - one that doesn't collapse the moment you add a new layer of management or hire your 25th employee? In this episode, Jeff Dudan sits down with Chris Dyer, bestselling author and CEO culture expert, to unpack the seven pillars of high-performance culture that work for startups and Fortune 100 companies alike. Chris shares why most founders accidentally destroy their culture by day 50, why your meetings are a direct mirror of your company's values, how to use a "cockroach meeting" to solve problems in 15 minutes or less, and the counterintuitive hiring rule he used to drive real innovation inside a 4,500-person organization. They also dig into the critical difference between mistakes and errors, why public recognition can backfire on introverts, and how the Gallup StrengthsFinder data revealed that his company was hiring the same person over and over - killing innovation from the inside out. Whether you're building your first team or scaling a franchise, this conversation gives you the frameworks, language, and tools to build a culture that attracts the right people, retains them, and makes them extraordinary. Topics covered: company culture, startup culture, employee recognition, meeting frameworks, hiring strategy, innovation, psychological safety, franchise ownership, leadership development, StrengthsFinder, remote teams, cultural uniqueness, tribal language, mistakes vs errors.  Guest: Chris Dyer  Guest YouTube: https://www.youtube.com/@ChrisDyer  Guest Website: https://chrisdyer.com/  Guest Socials: https://www.linkedin.com/in/chrisdyer7/    #CompanyCulture #LeadershipDevelopment #StartupGrowth #EmployeeEngagement #FranchiseBusiness #TeamBuilding #HiringStrategy #CultureCode #RemoteWork #BusinessLeadership #ChrisDyer #JeffDudan #WorkplaceCulture Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Free 15-minute call → https://calendly.com/vikram-shetty/cost-culture-fit-call

This week on the Do Good to Lead Well podcast, I sit down with bestselling author Eric Ries for a timely and thought-provoking conversation about leadership, mission, and the growing crisis of short-term thinking in business.Eric first transformed the entrepreneurial world with The Lean Startup. In his latest book, Incorruptible, he tackles a new challenge: why so many organizations lose sight of their purpose, compromise their values, and drift away from the very mission that made them successful in the first place.Together, we explore why many traditional business “best practices” are no longer serving leaders, employees, or society — and what it takes to build organizations that can withstand the pressures of short-term performance, protect trust, and stay anchored in their values over time.Through powerful stories, real-world examples, and surprising data, listeners learn how organizations can defend their mission, outlast competitors, and resist the economic “gravity” that pulls so many companies into compromise. From redefining profit as human flourishing to making trust and love into competitive advantages, the episode offers a blueprint for building companies that not only succeed financially, but endure.Whether you're a founder determined to preserve your mission, or an executive seeking to build a culture of integrity, this episode is packed with practical guidance and inspiration. Tune in to discover what it truly means to become an incorruptible force for the good of your business and the good of humanity.What You'll Learn- The perils of “best practices.”- Corruption isn't just a crime – It's losing your purpose.- How the moral logic of capitalism has been lost.- Redefining profit: Maximizing human flourishing.- Mission (not money) makes companies endure.- Trust and love are competitive advantages.- Governance isn't boring. It's your organization's DNA.- Does growth kill mission? The risk is real. The reality does not have to be.- You can build incorruptible companies: An evidence-based business case.Podcast Timestamps(00:00) - A Special Topic and Guest(01:49) - From the Lean Start-up to Incorruptible(04:07) - Defining and Diagnosing Corruption(08:32) - The Moral Logic of Capitalism and Value Creation(13:03) - Redefining Profit and Human Flourishing(19:15) - Mission Drift and Protecting Organizational Purpose(22:01) - Outliers: Exceptional Companies and New Best Practices(25:29) - Financial Gravity, Longevity, and Employee Ownership(30:00) - Trust as Organizational Currency(34:23) - The Long Term Stock Exchange and Long-Termism(35:20) - Love, People-First Leadership, and Real Competitive Advantage(41:23) - Governance, Board Dynamics, and Creating Incorruptible Organizations(44:46) - Lessons from Case Studies: Zita Cobb and Beyond(49:16) - Closing Reflections and Practical ResourcesKEYWORDSPositive Leadership, Incorruptible, Integrity, Do Good to Lead Well, Long Term Thinking, Effective Governance, Market Reform, Lean Startup Method, Company Culture, Avoiding Short Term Thinking, Corruption, Capitalism, Value Creation, Shareholder Primacy, Business Ethics, Corporate Mission, Profit Redefinition, Human Flourishing, Stakeholder Alignment, Organizational Trust, Financial Gravity, Mission Controlled Companies, Organizational Character, CEO Success

Why “easy to work with” can become a leadership liability How small acts of avoidance create cultural drift The hidden relationship between accountability and trust Why high performers notice inconsistent standards first How unclear expectations frustrate teams over time The concept of “autopilot leadership” from Think First Learned helplessness and what it does to workplace culture The difference between Firefighter leadership and Architect leadership Why avoiding hard conversations creates bigger problems later A practical question leaders should ask themselves regularly:“Am I protecting this relationship, or avoiding discomfort?” How deliberate leaders create clarity without sacrificing compassion Why strong cultures are built through consistency, honesty, and accountability Think First

Tracey Brown of Vertafore explains that great customer experience starts with passionate people and a strong company culture, arguing that no amount of technology can replace teams who … Read More » The post Why Insurance Culture Matters More Than Technology for Customer Experience appeared first on Insurance Journal TV.

In Episode of 155 of Employer Content Marketing, Chris Le'cand-Harwood is joined by Crista and Matt Vance - co-founders of Mobrium and hosts of The Culture Profit podcast - to explore the powerful link between company culture and business performance.With global employee disengagement on the rise (as highlighted in Gallup's State of the Workplace report), organisations can no longer afford to treat culture as a “soft” topic. This conversation unpacks why culture directly impacts profitability, retention, and employer reputation - and how businesses can start taking it seriously.Crista and Matt share insights from their work helping organisations manage employee reviews and online reputation, as well as lessons from their book The Review Cycle. Together, they dive into how transparency, feedback, and employee voice shape both internal culture and external perception.In this episode, you'll learn:- Why culture has a measurable impact on profit, retention, and customer experience - How employee reviews influence hiring, turnover, and brand perception - The role of transparency in building trust with candidates and employees - Why employee voices are more credible than employer messaging - How to turn culture into compelling content that attracts the right talent - Practical ways to build feedback loops and strengthen your employer brand Key themes:- Culture vs. “soft” business thinking - The rise of employee-driven transparency - Online reviews, AI, and employer reputation - Emotional storytelling vs. data-driven proof - Building trust through authentic employee voice Crista and Matt also explain why you'll “never be better than your star ratings” and how organisations can proactively manage their reputation without manipulating the truth—by amplifying real employee experiences.About the guests:Crista and Matt Vance are the co-founders of Mobrium, a platform that helps organisations manage employee reviews and improve employer reputation across the web. They are also the hosts of The Culture Profit podcast and co-authors of The Review Cycle, a book focused on feedback, ratings, and workplace culture.Links:- Connect with Crista and Matt on LinkedIn https://www.linkedin.com/in/crista-vance/ https://www.linkedin.com/in/mattrvance/- Check out The Culture Profit podcast https://www.thecultureprofit.com/- Get the book: The Review Cycle https://www.amazon.co.uk/Review-Cycle-four-step-mastering-reviews/dp/B0B2HGHPHY- Learn more about Mobrium https://mobrium.com/If you're interested in employer branding, employee engagement, and turning culture into a competitive advantage, this episode is packed with practical insights.

Fintech Chatter is presented by www.tieronepeople.com - executive search for Fintech.In this episode Dexter chats to Jamie Twiss CEO of Beforepay Group (ASX: B4P) and Carrington Labs. Jamie joined Beforepay pre-IPO, turning them from a startup into a profitable ASX-listed fintech writing 40,000 small loans a week with a 99% repayment rate. Jamie and Dexter discuss why Beforepay is on a mission to disrupt the payday lending sector, and provide a fairer system based on advanced credit risk models.They also discuss the other business of Beforepay Group, Carrington Labs. Jamie explains their expansion into North America, supporting US lenders with the Beforepay credit risk platform, and why he believes AI will fundamentally rewire financial services.01:00 Introduction to BeforePay Group02:50 Understanding Consumer Lending and Risk Management06:13 The Role of BeforePay in Economic Challenges09:03 Product Evolution: From Pay Advances to Personal Loans12:10 Carrington Labs: Expanding into the US Market14:54 Journey into FinTech: From Big Banks to Startups17:58 Navigating Market Changes Post-IPO21:12 The Importance of a Diverse Educational Background23:50 Company Culture and Leadership Values26:59 The Future of AI in Lending30:09 Looking Ahead: What's Next for BeforePay GroupFind out more - https://www.beforepay.com.au/Send us Fan MailContact: info@tieronepeople.comConnect on with Dexter Cousins on LinkedinHire Exceptional Fintech TalentSubscribe on LinkedIn

Sponsors: ◦ Visit Buildertrend to schedule a demo ◦ Marvin Windows and Doors ◦ Sub-Zero Wolf Cove Showroom Phoenix Connect with Josh Zolin:  ◦ https://joshzolin.com Connect with Brad Leavitt: Website | Instagram | Facebook | Houzz | Pinterest | YouTube

This week on the Discover Strength Podcast, Luke Carlson reflects on 20 of the most important business lessons he has learned over two decades of building Discover Strength. To celebrate the company's 20th anniversary, Luke steps away from exercise science and instead shares the principles that have shaped Discover Strength's culture, leadership philosophy, and long-term growth strategy.Throughout the episode, Luke breaks down practical lessons on hiring exceptional people, building a values-driven culture, creating clarity around mission and standards, focusing relentlessly on customer experience, and maintaining long-term thinking in business. Drawing inspiration from influential thinkers like Jim Collins, Luke explains how concepts such as “First Who, Then What” became foundational to the success of Discover Strength.Rather than offering trendy business hacks or fitness-industry-specific tactics, the conversation focuses on timeless principles applicable to leaders and organizations in any field. The episode is both a reflection on the journey of Discover Strength and a practical leadership guide for entrepreneurs, managers, and anyone interested in building a high-performing organization with purpose and staying power.Discover Strength offers free Introductory Workouts at any location across the United States. You can schedule your free Introductory Workout HERE !

What actually creates a great company culture?Is it the values written on the wall… or the behaviors happening behind closed doors?In this episode of Success Leaves Clues, Robin Bailey and Al McDonald sit down with Jessica Lewis from PointsBet to explore what it really takes to build high-performing teams, strong workplace cultures, and leadership environments where people genuinely thrive.Jessica shares her journey from executive assistant to senior people leader, unpacking the lessons she's learned while scaling teams in fast-paced, high-growth organizations. From mentorship and strategic hiring to difficult feedback conversations and leadership accountability, this conversation reveals why culture is never owned by one person. It's built collectively, reinforced daily, and tested most during difficult moments.This episode dives into the realities of modern leadership, including the growing role of AI in HR, the importance of trust and transparency, and why the best leaders understand that people strategy is business strategy. Jessica also shares her passion for creating more opportunities for women in leadership and building workplaces where more voices are welcomed to the table.If you've ever wondered why some organizations create loyalty, growth, and energy while others quietly lose their best people, this conversation offers a powerful look at what separates healthy cultures from performative ones.You'll hear about:Why company culture is built through everyday behavior, not mission statementsWhat leaders reveal about culture behind closed doorsThe hiring mistake that quietly damages organizations over timeWhy technical skill alone is never enough for leadership successHow mentorship changes careers and builds long-term confidenceThe importance of giving feedback early and with kindnessWhy trust and transparency are critical for strong workplace culturesHow AI is reshaping HR and the employee experienceThe role frontline managers play in reinforcing company valuesWhy creating more women leaders matters for the future of businessWe talk about:00:00 Introduction to Jessica Lewis and PointsBet02:00 From executive assistant to people leadership04:30 Why HR became Jessica's purpose and passion06:30 Staying ahead in leadership through mentorship and community08:30 The connection between leadership and company culture10:00 What actually causes workplace culture to break down11:30 Why culture is revealed behind closed doors13:00 Hiring for values, not just technical competence15:30 How fast-growing companies redefine leadership needs17:00 Giving feedback early and building accountability19:00 Technical skill vs cultural alignment, which matters more?21:30 The leadership lessons mentorship creates23:30 Building confidence as a woman in leadership25:00 Why representation and equity in leadership matter26:30 The future of workplace culture and leadershipConnect with JessicaLinkedIn: https://www.linkedin.com/in/jessica-lewis-86744352/ Website: https://on.pointsbet.ca/ Connect with UsLinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

Melissa Suchodolski told someone once that getting into construction was "absurd." That was 25 years ago. Today, she runs USC Builds, a 140-person Rochester contracting firm, and a workforce development nonprofit that Governor Hochul wants to replicate across New York State.In this episode, she gets into what it actually looks like to build a company culture most firms won't even try, what it cost to fire a client who represented a third of her annual revenue, and why the construction industry's labor crisis is a competitive advantage for anyone who started this work early.CHAPTERS00:12 Welcome and the Non-Conformist Oath01:09 How Fitz and Melissa Met at the Jewish Home of Rochester11:25 Why More Americans Should Travel Abroad12:23 Meet USC Builds: 25 Years Building People Through Construction13:31 From History Major to Construction President16:26 Why a Skilled Trade Can Never Be Taken Away19:33 What a Trauma-Informed Workplace Looks Like in Construction27:43 Why She Fired Her Second-Biggest Client Over Racism on the Job Site30:42 The Construction Labor Crisis and Who's Already Positioned to Win34:39 Ascend Workforce Solutions and the Governor's Attention41:20 Trauma as a Superpower42:51 This or ThatCONNECTUSC Builds → https://uscbuilds.comROC Vox → https://rocvox.comNew episodes every Tuesday.Recorded at ROC Vox Recording & Production in Pittsford, NY. Learn more at https://rocvox.com.

AI is moving faster than most workplaces can rewrite their playbooks, and that raises a blunt question: if machines can handle more tasks, what should people leaders double down on? We sit down with chartered psychologist and leadership coach Dr. Mary Collins to make the case that emotional intelligence, empathy, and relationship building are not “nice to have” anymore. They are the skills that keep teams healthy, productive, and connected when the pace of change keeps spiking.We get practical about what AI can and cannot replace, including a candid take on AI therapists and why deep trust still comes from human-to-human presence. From there, we zoom in on the real cost of distraction at work: weaker listening, thinner connection, and declining empathy. Mary shares why this matters for culture, mental health, and performance, plus how leaders can rebuild attention and communication habits in everyday moments like 1:1s and hard conversations.Gen Z at work is a major focus too. We unpack the strengths younger workers bring, the data on stress tolerance and wellbeing, and what leaders often miss when managing intergenerational teams. Mary also breaks down three emotional intelligence competencies she consistently sees in leaders who thrive through uncertainty: self-awareness, cognitive empathy, and adaptability. If you care about leadership development, workplace wellbeing, and building human skills in an AI-driven workplace, this one will give you clear language and smarter next steps.Subscribe for more conversations on the future of work, share this with a leader who's navigating change, and leave a review with your take: which human skill will matter most over the next decade?Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Jeff Dudan's free digital copy of his book At the end of a franchise training session, a newly minted franchise owner pulled Jeff Dudan aside and asked one question: "How do I get over my mental block about investing another $50,000?" That single question opened up a masterclass in entrepreneurial fear, belief, and capital strategy. In this Franchise Friday episode of the Unemployable Podcast, Jeff breaks down the three mental frameworks every business owner needs when facing a scary investment decision - whether it's $50,000 or $5 million. He shares the raw story of going $4 million in debt to buy out his partner at Vanguard Clean with zero franchisees, a $2 million disputed receivable, and zero certainty of outcome. What he did have was an unshakeable belief that he would never quit. You'll learn why business is an infinite game and why time is your greatest asset if you stay in it, how to reframe financial losses as tuition and extract compounding lessons from every setback, the self-liquidating investment test borrowed from direct-response marketing that tells you exactly whether your capital is working or sitting still, why your culture is just your organization's memory and how great companies institutionalize lessons to prevent repeated mistakes, and how to tell the difference between productive persistence and stubborn grinding that leads to broke and tired. Whether you're considering a franchise for the first time, scaling an existing business, or staring down a capital investment that scares you, this episode will give you the clarity, permission, and framework to make the decision with confidence.  https://www.youtube.com/@UNEMPLOYABLEWITHJEFFDUDAN  Homefront Brands: https://www.homefrontbrands.com  Jeff's Social: https://www.linkedin.com/in/jeffdudan/  Jeff's Site: https://www.jeffdudan.com  #FranchiseFriday #UnemployablePodcast #JeffDudan #HomefrontBrands #FranchiseBusiness #EntrepreneurMindset #BusinessGrowth #FranchiseOwner #SmallBusinessAdvice #InvestmentStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book At the end of a franchise training session, a newly minted franchise owner pulled Jeff Dudan aside and asked one question: "How do I get over my mental block about investing another $50,000?" That single question opened up a masterclass in entrepreneurial fear, belief, and capital strategy. In this Franchise Friday episode of the Unemployable Podcast, Jeff breaks down the three mental frameworks every business owner needs when facing a scary investment decision - whether it's $50,000 or $5 million. He shares the raw story of going $4 million in debt to buy out his partner at Vanguard Clean with zero franchisees, a $2 million disputed receivable, and zero certainty of outcome. What he did have was an unshakeable belief that he would never quit. You'll learn why business is an infinite game and why time is your greatest asset if you stay in it, how to reframe financial losses as tuition and extract compounding lessons from every setback, the self-liquidating investment test borrowed from direct-response marketing that tells you exactly whether your capital is working or sitting still, why your culture is just your organization's memory and how great companies institutionalize lessons to prevent repeated mistakes, and how to tell the difference between productive persistence and stubborn grinding that leads to broke and tired. Whether you're considering a franchise for the first time, scaling an existing business, or staring down a capital investment that scares you, this episode will give you the clarity, permission, and framework to make the decision with confidence.  https://www.youtube.com/@UNEMPLOYABLEWITHJEFFDUDAN  Homefront Brands: https://www.homefrontbrands.com  Jeff's Social: https://www.linkedin.com/in/jeffdudan/  Jeff's Site: https://www.jeffdudan.com  #FranchiseFriday #UnemployablePodcast #JeffDudan #HomefrontBrands #FranchiseBusiness #EntrepreneurMindset #BusinessGrowth #FranchiseOwner #SmallBusinessAdvice #InvestmentStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Send us Fan MailKate McKinnon is the former Head of Human Resources at Playfly Sports, a leading sports media and marketing company. There, she led the People function through a fast-paced, high-growth phase - helping the company earn recognition as both a Most Loved Workplace and one of the Best Employers in Sports. Today, she leads her own consulting practice focused on empowering organizations by prioritizing their most valuable asset: people. Her work centers on:Leadership DevelopmentHR Strategy & Culture BuildingPersonalized Career Coaching-Quick Episode Summary:Kate McKinnon shares Human Resource insights, Philly sports, and kindness stories.-

Fluent Fiction - Swedish: Trust Falls and Rising Bonds: A Team's Island Retreat Find the full episode transcript, vocabulary words, and more:fluentfiction.com/sv/episode/2026-05-13-07-38-20-sv Story Transcript:Sv: Solen glittrade på vattnet som omringade ön i den svenska skärgården.En: The sun glistened on the water surrounding the island in the svenska skärgården.Sv: Det var vår, och de första knopparna sprack ut från trädens grenar.En: It was spring, and the first buds burst out from the branches of the trees.Sv: Gruppen från företaget hade anlitat stugorna bland tallarna för en retreat. En team-building-helg utan datorer och kontorsstress.En: The group from the company had rented the cottages among the pines for a retreat— a team-building weekend without computers and office stress.Sv: Siv, gruppens ledare, kände vinden i sitt hår och suckade lätt.En: Siv, the group's leader, felt the wind in her hair and sighed slightly.Sv: Hon tänkte på alla uppgifter som lagt på hög inne på kontoret.En: She thought of all the tasks piling up at the office.Sv: "Det här är bara slöseri med tid," tänkte hon medan hon släntrade efter sina kollegor längs den smala skogsstigen.En: "This is just a waste of time," she thought as she strolled after her colleagues along the narrow forest path.Sv: Magnus gick bredvid henne, alltid full av energi.En: Magnus walked beside her, always full of energy.Sv: Hans ögon lyste av entusiasm.En: His eyes gleamed with enthusiasm.Sv: "Det här kommer bli fantastiskt, Siv! Vi kommer verkligen lära känna varandra nu," sa han uppmuntrande.En: "This is going to be fantastic, Siv! We're really going to get to know each other now," he said encouragingly.Sv: Elin, ny i teamet, kände sig kluven.En: Elin, new to the team, felt torn.Sv: Hon ville hitta sin plats men visste inte riktigt vilken fot hon skulle stå på – följa Siv eller Magnus?En: She wanted to find her place but wasn't quite sure which way to go—follow Siv or Magnus?Sv: Hon valde till slut att gå vid Magnus sida, hans entusiasm smittade av sig.En: She eventually chose to walk by Magnus' side, his enthusiasm was contagious.Sv: Den första dagen fylldes med isbrytande lekar och samarbetsövningar.En: The first day was filled with ice-breaking games and cooperative exercises.Sv: Siv deltog, men höll fortfarande distans.En: Siv participated but still kept her distance.Sv: På kvällarna satt de runt lägerelden, och stämningen blev allt mer avslappnad.En: In the evenings, they sat around the campfire, and the atmosphere became increasingly relaxed.Sv: Det var något speciellt med att höra havet så nära, dessutom fanns en värme i sällskapet som Elin inte hade känt på kontoret.En: There was something special about hearing the sea so close, and there was also a warmth in the company that Elin hadn't felt at the office.Sv: Den sista dagen hade de en avslutande aktivitet – en övning i förtroende.En: On the last day, they had a closing activity—a trust exercise.Sv: Alla skulle turas om att falla bakåt, uppfångade av sina kollegor.En: Everyone would take turns falling backward, caught by their colleagues.Sv: Siv tveklade.En: Siv hesitated.Sv: Men det var nu eller aldrig.En: But it was now or never.Sv: Elin och Magnus stod bakom henne, deras blickar fulla av stöd.En: Elin and Magnus stood behind her, their gazes full of support.Sv: "Vi fångar dig, Siv," sa Magnus, hans röst stadig.En: "We've got you, Siv," said Magnus, his voice steady.Sv: Siv lutade sig försiktigt bakåt.En: Siv leaned cautiously backward.Sv: Hon kände först en våg av oro, men när hon landade säkert i deras armar, kände hon en plötslig lättnad.En: She first felt a wave of anxiety, but when she landed safely in their arms, she felt a sudden relief.Sv: Elin log varmt mot Siv.En: Elin smiled warmly at Siv.Sv: "Det känns bra med tillit," kommenterade Elin mjukt.En: "It feels good to trust," Elin commented softly.Sv: När alla satt samlade efteråt, diskuterade de övningarna och helgens insikter.En: When everyone sat gathered afterward, they discussed the exercises and the weekend's insights.Sv: Siv kände sig förändrad.En: Siv felt changed.Sv: "Jag måste erkänna," sa hon med ett leende, "det här har varit mer givande än jag trodde."En: "I have to admit," she said with a smile, "this has been more rewarding than I thought."Sv: Magnus nickade nöjt.En: Magnus nodded with satisfaction.Sv: "Vi har blivit en bättre team," konstaterade han.En: "We've become a better team," he stated.Sv: Elin lade till, "Jag känner mig verkligen som en del av gruppen nu."En: Elin added, "I really feel like part of the group now."Sv: Solen började sänka sig bakom horisonten, och Siv visste att när de återvände till kontoret, skulle de vara starkare, mer sammansvetsade.En: The sun began to set behind the horizon, and Siv knew that when they returned to the office, they would be stronger, more united.Sv: Hon hade lärt sig vikten av att öppna sig, att ibland sätta trovärdighet framför effektivitet.En: She had learned the importance of opening up, of sometimes putting trust before efficiency.Sv: Som vågor som konstant krockar mot klipporna, hade hennes barriärer också börjat brytas ner.En: Like waves constantly crashing against the rocks, her barriers had also begun to break down. Vocabulary Words:glistened: glittradesurrounding: omringadeisland: önbuds: knopparnaburst: sprackcottages: stugornapines: tallarnasigh: suckadestrolled: släntradenarrow: smalaforest: skogsstigenenthusiasm: entusiasmencouragingly: uppmuntrandetorn: kluvencontagious: smittadeice-breaking: isbrytandecooperative: samarbetsövningarcampfire: lägereldenrelaxed: avslappnadwarmth: värmetrust: förtroendegazes: blickaranxiety: ororelief: lättnadrewarding: givandeunited: sammansvetsadebarriers: barriärerinsights: insikterefficiency: effektivitetconstantly: konstant

Send us Fan MailMost conversations about Vortex Optics focus on the products. This one is about the people and the principles behind the glass.In this Spartan Leadership episode, Joe Hamilton, CEO of Vortex Optics, gives an inside look at what truly drives the brand — from his father's original vision to the employee‑owners in Barneveld who show up like it's their company, and the front‑line team that lives out “we'll take care of you” every single day.We go deep on:Why Vortex once refused to let a flattering article run because it focused too much on the Hamilton family and not enough on staff and customersHow the “About You” core value (instead of “About Us”) became the lens for every decision they makeThe story behind CARE — Create A Rare Experience — and how they build systems that let humans serve humans, not hide behind policiesWhat it actually looks like to empower front‑line team members to solve problems without a scriptWhy Joe believes scale and efficiency are NOT the ultimate thing, and how that conviction shapes the way they treat one customer at a timeThe weight of being trusted with a 10‑year, life‑and‑death U.S. Army contract — and what that does to the standards inside the buildingHow legacy, stewardship, and his dad's example keep Joe grounded as a leaderThis is not a product review, a brand commercial, or a highlight reel. It's a behind‑the‑scenes look at how Vortex thinks, what it expects from its people, and why the culture feels different when you walk through the doors.If you've ever wondered, “What actually makes Vortex Vortex?” — this is the episode.Chapters:00:00 – Why this isn't a typical CEO interview02:00 – The article Vortex refused and what it revealed03:00 – “About You,” Joe's dad, and customer‑first values07:00 – CARE: Create A Rare Experience12:30 – A binocular, a son, and a rare experience in real life15:00 – Why scale and efficiency aren't the ultimate thing20:00 – VIP Warranty and empowering the team to do what's right27:00 – Inside the Army contract and raising the bar internally40:00 – Developing leaders and protecting the culture55:00 – Legacy, stewardship, and the future of VortexLearn more about Vortex Optics: https://vortexoptics.com/Connect with Josh Kosnick: joshkosnick.comFollow Joe Hamilton on Social Media: https://www.instagram.com/joehamiltonlive/#leadership #VortexOptics #companyculture #business #entrepreneurship #servantleadership #legacy #brandbuilding #customerobsession #customerservice #SpartanLeadership #podcast #businessleadership #mindset #highperformance #employeeowned #culturematterSupport the showCONNECT WITH ME HERE:FacebookInstagramLinkedInTwitterTikTokYouTubeSUBSCRIBE TO THE PODCAST HERE:Apple PodcastsSpotifyYouTube

Andrew McNamara, Director of Applied Machine Learning @ Shopify, joins the ELC podcast to share insights on building agentic platforms at scale, like Sidekick, that must keep reliability for its users at the forefront. Andrew describes the building philosophy behind Shopify and what it means to cultivate a culture of prototype-first while prioritizing hiring early-stage talent. We cover Sidekick's development journey and how user feedback impacted its product vision, why evaluation is so important for determining ground truth sets, and the benefit of user-driven use cases. Andrew also dissects how they went about making product design decisions, such as building proactive agents and identifying subagent specializations.   ABOUT ANDREW MCNAMARA Andrew McNamara is Director of Applied Machine Learning at Shopify, where he leads the team behind Shopify Sidekick, an AI co-founder that gives merchants access to the e-commerce expertise they need to run and grow their business. With 16 years of experience building AI assistants, he brings a rare combination of applied research depth and production-scale thinking to some of the hardest problems in AI: getting systems to work reliably for people who depend on them. Andrew's work pushes Shopify to measure AI quality by whether it achieves what the user set out to do, a core standard in building AI that merchants trust. Outside Shopify, he runs Setting North, a small Canadian maple syrup brand built on the same platform he helps make for everyone else.   Unblocked: The context engine your coding agents are missing. Give your coding agents the context your best engineers have. Your agents can read code, but they don't know how your team works. Rules and MCPs give access to information but not understanding. That's why you still have to tell them where to look and what to look for. Unblocked gives your agents the history, conventions, and decisions behind your code so they generate mergeable output without the back and forth. It automatically surfaces the right context for every task, so agents stay on track without the set up tax or the correction loops. getunblocked.com/elc   SHOW NOTES: How Shopify utilizes reflexive AI & Andrew's building philosophy (2:38) Developing a prototype-first company culture (5:07) Andrew's reflections on building AI-enabled projects like Sidekick at scale (7:25) Translating customer surveys into Sidekick's product vision (9:34) Key inflection points while scaling out Sidekick (11:23) Strategies for evaluation / building a ground truth set (13:26) Analyzing the good & bad within ground truth sets (15:27) Shopify's system openness model to drive user-discovered use cases (17:47) How subagents fit into the Sidekick's model (19:55) Prioritization conversations around subagent specializations (23:06) Designing an agent with high-impact prompt optimization (27:22) Considerations for building highly reliable systems (29:40) Andrew's perspective on latency (31:24) Rapid fire questions (33:49)   LINKS AND RESOURCES Cradle - a New York Times best-selling series from Will Wight following a character's growth as he goes from one of the weakest users of his world's magic to among the strongest. The series features an original magic system inspired by Chinese cultivation and martial arts novels, with a heavy emphasis on anime-style super-powered battles.   This episode wouldn't have been possible without the help of our incredible production team: Patrick Gallagher - Producer & Co-Host Jerry Li - Co-Host Noah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/ Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/ Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Workplace bullying isn't rare — it's a persistent, under-recognised business risk that quietly erodes culture, trust, and retention.In this episode of the HRchat Podcast, host Bill Banham speaks with Mary Cullen, Founder and Managing Director at Insight HR and host of The HR Room, to unpack the findings from the Insight HR Irish Workplace Bullying Report 2026.Together, they explore what workplace bullying really means in practice — and why the legal definition often clashes with employee expectations. Mary shares patterns she sees time and again: complaints most frequently involve managers, the emotional toll affects both the accuser and accused, and unresolved issues often lead to exits, damaged trust, and long-term cultural harm.The conversation goes beyond definitions to tackle what organisations get wrong. Many companies have policies, but far fewer invest in meaningful training, conflict resolution skills, or investigation capability. Bill and Mary also challenge the idea of “zero tolerance,” particularly when high performers are protected despite poor behaviour.You'll learn why complaints can spike during restructuring or performance management cycles, why malicious complaints are less common than assumed, and the single most effective step organisations can take to reduce risk quickly: train managers properly.In this episode: What the latest Irish data reveals about bullying complaints  The difference between bullying and poor management behaviour  Why legal thresholds create confusion in real workplaces  The impact on mental health, performance, and retention  Where most organisations fall short (even with policies in place)  Why “zero tolerance” often fails in practice  How to reduce risk quickly with limited budget If you care about psychological safety, employee relations, and building a culture where people actually want to stay — this episode is essential listening.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

In this episode of The Steward Chair, Garry Ridge, Culture Coach and Former Chairman and CEO of WD-40 Company, shares their journey of transitioning from a "command and control" leader to a servant leader, exploring how "the will of the people" drives meaningful, long-term success. We discuss the specific algorithm Garry used to grow WD-40's market cap from $300M to $3.5B, the defining moments of cultural safety during global crises, and why a leader's number one responsibility is to be a learner and a teacher. This conversation provides actionable takeaways for leaders committed to stewardship, integrity, and impact. Key Takeaways The Algorithm for Culture: Sustainable success is built through the formula of Values + Behavior x Consistency. Consistency is the "magic word" that prevents cultural toxins from eroding the organization. Profit as Applause: Shift the focus from the bottom line to the people; profit is the natural "applause" that follows when employees feel safe, seen, and empowered to do their best work. Leading Like a "Donkey": Effective stewardship requires the humility and reliability of a donkey—carrying the load and helping others reach their destination rather than seeking the spotlight. Resources Mentioned Visit https://thelearningmoment.net/ Follow The Learning Moment on LinkedIn: https://www.linkedin.com/company/the-learning-moment/ Visit https://www.wd40.com/ Follow WD-40 on LinkedIn: https://www.linkedin.com/company/wd-40-company/ Follow Garry Ridge on LinkedIn https://www.linkedin.com/in/garryridge/ Join the ConversationThe Steward Chair is about equipping and inspiring business leaders to build organizations that stand the test of time. If this episode resonated with you, share your biggest takeaway and tag us on LinkedIn: Chat With Leaders Media https://www.linkedin.com/company/chatwithleaders/ and End of the Line Productions https://www.linkedin.com/company/end-of-the-line-productions/. Elevate your podcast, company meeting, or industry event strategies to better engage stakeholders and drive meaningful growth! Visit ChatWithLeaders.com to learn more about how we can help.See omnystudio.com/listener for privacy information.

A candidate can look perfect on paper and still become the person who damages your culture, erodes trust, or puts your employer brand at risk with a single post.In this episode of the HRchat Podcast, host Bill Banham speaks with Ben Mones, founder and CEO of Fama, about how “people risk” has evolved in a world where work and behaviour increasingly play out online.With up to six generations now sharing the workforce and hybrid work pushing more interaction into platforms like LinkedIn, Reddit, and Discord — the line between “online” and “at work” is disappearing. HR leaders must now rethink how they identify, assess, and manage risk in a way that is ethical, compliant, and fair.Ben explains why regulators are starting to treat online behaviour as workplace conduct, how public posts can amplify organisational risk, and what HR teams can do to stay ahead — without turning hiring into surveillance.What You'll Learn: Why people risk is increasingly visible in digital spaces  How online behaviour can impact culture, trust, and employer brand  The growing role of regulation in workplace conduct beyond the office  Why intent and patterns matter more than one-off mistakes  How to build a meaningful, modern code of conduct  Ethical AI in hiring: moving beyond black-box decision-making  The importance of consent, transparency, and public-only data  Why AI should support — not replace — human hiring decisions  A future-facing take: why employers may soon encourage candidates to use AI Key Takeaway: The risks aren't new — but where and how they show up has changed. HR leaders who adapt their approach to people risk in digital environments will be better positioned to protect culture, trust, and brand.About the Guest: Ben Mones is the Founder and CEO of Fama, an AI-powered platform that helps organisations identify job-relevant insights from candidates' public online presence while flagging potential misconduct risks. His work focuses on ethical AI, workplace safety, and the future of hiring.Call to Action: If you care about ethical AI, safer hiring, and protecting workplace culture, follow HRchat, share this episode with a colleague, and leave a review to help others discover the show.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

You know how every company says the same thing? “Fast-paced.”, “Dynamic.” “We’re like a family.” A family where no one talks, everyone’s tired, and there’s that one uncle who replies-all to every email. But seriously… if I stopped you right now and said: what is your company culture? Could you actually answer? Some people work in places where culture is supportive, collaborative, growing…Others? It’s survival of the fittest with a Slack channel. So here’s the real question: What’s the actual culture at your job and is it matching what they sold you in the interview? Hang out with Anele and The Club on 947 every weekday morning. Popular radio hosts Anele Mdoda, Frankie du Toit, Thembekile Mrototo, and Cindy Poluta take fun to the next level with the biggest guests, hottest conversations, feel-good vibes, and the best music to get you going! Kick-start your day with the most enjoyable way to wake up in Joburg. Connect with Anele and The Club on 947 via WhatsApp at 084 000 0947 or call the studio on 011 88 38 947Thank you for listening to the Anele and the Club podcast..Listen live on Primedia+ weekdays from 06:00 to 09:00 to Anele and the Club broadcast on 947 https://buff.ly/y34dh8Y For more from the show go to https://buff.ly/gyWKIkl or find all the catch-up podcasts here https://buff.ly/K59GRzu Subscribe to the 947s Weekly Newsletter https://buff.ly/hf9IuR9 Follow us on social media:947 on Facebook: https://www.facebook.com/947Joburg/ 947 on TikTok: https://www.tiktok.com/@947joburg947 on Instagram: https://www.instagram.com/947joburg947 on X: www.x.com/947 947 on YouTube: https://www.youtube.com/@947JoburgSee omnystudio.com/listener for privacy information.

In the latest episode of The Science of Personality, Ryne and Blake are joined by author Gustavo Razzetti, who has written multiple best-selling books, including Remote Not Distant: Design a Company Culture to Thrive in a Hybrid Workplace, Stretch for Change: How to Improve Your Change Fitness and Thrive in Life, and his latest book, Forward Talk: The Bold New Method for Getting Teams Unstuck, hits shelves and online stores today on May 5th. In this episode, we talk with Gustavo about courageous conversations people must have in the workplace to avoid team derailment and to help teams thrive through productive conflict. This is at the core of his new book and we're thrilled to have him on the podcast to discuss this very important topic.Buy Forward Talk: The Bold New Method for Getting Teams Unstuck

AI is forcing a question many leaders would rather avoid: are we improving work — or quietly deleting it?In this episode of the HRchat Podcast, Bill Banham is joined by Kevin Oakes, CEO and co-founder of the Institute for Corporate Productivity and author of Culture Renovation, to cut through the hype and explore what's actually changing inside organisations right now.Together, they compare the current AI moment to the early internet era — but with one critical difference: speed. Kevin explains why many organisations start with efficiency and ROI conversations before addressing workforce design, and why that sequence is starting to break down as AI reshapes roles, entry-level pathways, and management structures.The conversation also explores emerging use cases such as digital twins, the growing importance of skills readiness, and why HR is increasingly stepping into a central role in shaping AI strategy. With examples from companies like ServiceNow and IBM, Kevin outlines how leading organisations are approaching workforce redesign, internal mobility, and culture in a more intentional, data-driven way.What You'll Learn: Why AI adoption is moving faster than the early internet — and catching companies off guard  How AI is reshaping jobs, entry-level roles, and organisational structures  Why organisations default to efficiency conversations before workforce design  The emerging role of digital twins in HR, coaching, and decision-making  Why HR is becoming the architect of the future of work  How leading companies approach skills readiness and workforce planning  The importance of mapping human vs AI tasks across roles  Why internal talent mobility is critical for reskilling at scale  How culture health and change readiness are becoming board-level priorities Key Takeaway: AI isn't just a technology shift — it's a work design challenge. Organisations that rethink skills, structure, and culture together will be best positioned to adapt.About the Guest: Kevin Oakes is the CEO and co-founder of the Institute for Corporate Productivity, a research organisation focused on the practices of high-performance companies. He is also the author of Culture Renovation, a widely cited book on building and sustaining high-performance workplace cultures.Call to Action: Subscribe to HRchat, share this episode with an Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

What if the culture that makes your company feel like home is the exact thing keeping the right people from ever walking through the door? In this episode, Melissa Franks — founder of On Call COO and 25-year operator — tackles one of the most under-examined growth levers in small business: company culture. Drawing on real client work, her own corporate-turned-startup experience, and lessons from companies like Hobby Lobby and Ben & Jerry's, Melissa makes the case that the culture that got you to your first ten employees is rarely the one that will carry you to your first hundred. You'll hear the two truths every founder has to hold in tension, why a strong culture can quietly become an exclusionary one without anyone meaning for it to, and the three reasons homogeneous cultures cost more than founders realize, in talent math, legal exposure, and slower, worse decision-making. Then Melissa walks you through her 8-step Culture Audit, the same framework she uses with fractional COO clients, so you can honestly assess whether your culture is an asset or a ceiling, and decide exactly what to keep, evolve, or let go. Free Download: The Culture Audit WorksheetWant to run the full 8-step audit on your own company? Download the free Culture Audit Worksheet, the same framework Melissa uses with her fractional COO clientshttps://oncallcoo.myflodesk.com/cultureaudit Work With MelissaIf you're not sure whether your culture is an asset or a ceiling, that's exactly the kind of thing On Call COO helps founders figure out. A culture audit is one of the first things Melissa runs when she steps in as a fractional COO. Book a free 30-minute consultation and she'll tell you honestly whether your culture is going to get you where you're going. Book your free consultation: https://www.melissafranks.com/fractionalcooservicesConnect with Melissa:Watch the Episodes on YoutubeInstagram: instagram.com/melissa_franks Schedule a call: melissafranks.com 

Dan Paulson, Author of “Escape the Owner's Trap,” joins us to tackle one of the biggest challenges shop owners face—being stuck in the middle of everything. We break down how to build accountability without micromanaging, fix communication gaps, and create processes your team will actually use. If your shop depends on you to function, this episode shows you how to change that.Watch the video podcast on YouTubeAbout the EpisodeHost: Jay Goninen, WrenchWay, jayg@wrenchway.comGuest: Dan Paulson, dan@invisionbusinessdevelopment.comLinks & ResourcesGet notified of new episodes --> Join our email listEscape the Owner's TrapJoin the ASE Connects CommunityASE Connects brings shops, dealerships, and schools together in one structured network to strengthen the technician pipeline. By making it easier to connect, collaborate, and support students through job shadows, internships, and classroom engagement, ASE Connects helps schools build stronger programs and helps shops develop a more consistent, local source of future technicians. Learn more:ASE Connects Memberships for Shops & DealersASE Connects Memberships for Schools (Free!)Connect with us on social:FacebookInstagramXLinkedInYouTubeTikTok

What does it take to lead the people strategy for one of the most iconic and scrutinized sporting brands in the world? Toni Grimshaw, Chief People, Safety, and Wellbeing Officer at New Zealand Rugby, joins us to go behind the curtains of the All Blacks and Black Ferns. She reveals the "Operator's Playbook" for building a culture that thrives under the weight of a nation's expectations.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the reason your strategy isn't getting executed has nothing to do with the strategy and everything to do with the model you're using to run your organization?In Part 1 of Shedding the Corporate Bitch, host Bernadette Boas sits down with Norman Wolfe, executive consultant, author, and founder of the Living Organization Framework, to challenge one of the most deeply embedded assumptions in business: that organizations are machines to be optimized. Drawing on his own early career experience at Pratt & Whitney and Hewlett Packard, Norman unpacks why 70% of companies fail to execute their strategies, what organizational maturity really means and why it's the dimension most leaders never measure, and how the leader's role must fundamentally shift from 'plan, organize, lead, and control' to something far more human.What You'll Learn in Part 1:•       Why the machine paradigm of leadership is the root cause of disengagement •       The critical difference between a machine, a living system, and a living organization, and why only one truly reflects how people work•       What the 'execution gap' is and why closing it requires changing how leaders think about their role, not adding more process•       The three dimensions of organizational maturity; dealing with complexity, navigating diverse relationships, and self-reflective growth, and why skills alone will never be enough•       Why 'commitment not compliance' is the operating principle that separates thriving organizations from stagnant ones•       Why leaders who struggle with control are often controlling at the wrong level, and what to do instead Key Timestamps[00:00] — Introduction: The Living Organization Framework and what this episode is about[02:00] — Norman's background: Pratt & Whitney, Hewlett Packard, and what corporate life really taught him[08:00] — Machine vs. living system vs. living organization: breaking down the paradigms[13:00] — Why leaders aren't bad people,they're just unconsciously operating from a limiting narrative[16:00] — Commitment vs. compliance: the paradigm shift in one sentence[23:00] — Defining the execution gap and why KPIs alone will never close it[25:00] — Organizational maturity: the three dimensions and why they matter more than skills[29:00] — Fear of the unknown: the real reason leaders resist the shift[00:32] — Preview of Part 2: The four skills of the Living Organization Framework About the GuestNorman Wolfe is the founder of Quantum Leaders and creator of the Living Organization Framework. He is the author of The Living Organization, available as a free download, and is releasing his second book, Leading a Living Organization, in September 2026. Resources & Links Mentioned•       thelivingorganization.com — Norman's primary hub for the Living Organization Framework•       thelivingorganization.com/book1— Free copy of The Living Organization (Norman's first book)•       quantumleaders.com — Norman's consulting and advisory platformDON'T MISS PART 2 - DROPPING MAY 12TH - Subscribe & Follow - https://pod.link/shedthecorporatebitchSupport the show

TOPIC: Company Culture PANEL: Jan Griffiths, AutoCulture 2.0; Jackie Charniga, Detroit Free Press; Gary Vasilash, shinymetalboxes.net; John McElroy, Autoline.tv

"What if you train them and they leave?" It's the fear that quietly keeps most healthcare leaders from investing in their people. Matt Staub — CEO of Your Health — wants you to sit with the question his mentor once asked in return: What if you don't train them, and they stay? In this episode, Matt joins Jamie Preston for a conversation about why workforce education isn't a perk at Your Health — it's the culture. From nationally accredited apprenticeships, to a training pipeline built out of a licensing crisis, to the real people behind the success stories, this is a blueprint for leaders who want to grow something that lasts. Key topics covered: The lumberjack story: why sharpening your axe beats swinging harder every time How a shortage of licensed administrators became the catalyst for Your Health's training engine The shift from "education happens on your own time" to "this is how we behave" Real success stories — Olivia, Kristin, Taylor, McKinsey, Rebecca — and what they share Matt's three challenges for anyone ready to grow: show up, find your who, take your shot If you've ever wondered whether developing your people is worth the cost, this episode will change the math. Press play — then look around, and ask yourself who's looking at you.

SUMMARY: Aaron, Terryn, and recruiting specialist Taylor Longden pull back the curtain on what a real recruiting process looks like from start to finish. From crafting the right job post and filtering through hundreds of applicants to asking the questions that actually reveal whether someone is the right fit, they break down every step The Collab Team uses to take the guesswork out of hiring. They also get honest about the mistakes visionaries make most often, hiring on gut instinct, stretching one role too thin, and posting in a way that quietly repels great candidates before they even apply. Grab the free job post template and interview questions at recruiting.opsexpertsacademy.com.   Minute By Minute: 00:00 Introduction to Terryn's Adventures 02:54 The Challenges of Recruiting 05:34 Crafting Job Descriptions and Posts 08:26 Navigating Applicant Selection 11:20 Interviewing Candidates Effectively 14:04 Understanding Tech Stacks in Recruitment 16:50 Budgeting and Industry Standards 19:29 The Importance of Company Culture

In this episode of Zero to CEO, I speak with award-winning healthcare CEO Dr. Julie Wilson about how entrepreneurs can scale a service-based business without burning out their teams or losing their core values. Julie shares how she grew Terra Nova Medical Clinics from a single practice into a 30-location healthcare network, all while maintaining quality, culture, and purpose in one of the hardest industries to scale. We discuss values-based leadership, smart growth systems, and how technology and delegation can help founders grow sustainably while staying human.

How does a global phenomenon like Canva scale a "family feeling" across 5,500 people in eight countries while maintaining its soul? Jennie Rogerson, Global Head of People at Canva, joins host Justin Angsuwat to discuss her unconventional journey from hospitality and executive support to the C-suite in under three years.In this episode of Culture Leaders, Jennie pulls back the curtain on the operator's playbook that keeps Canva agile. She reveals how "crazy big goals," radical transparency, and treating kindness as a competitive advantage fuel a culture where every employee is an active contributor, not just an observer.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Building an outstanding company that promises a lot and delivers even more… and makes the jump to $10MM+, it all starts with mindset, and the mindset Rich wants to share with you today has to do with demanding excellence and casting out fear. Demanding excellence is something that Level 10 Leaders should be consciously baking into the culture of the company… and on the podcast, Rich will give you several examples of how that looks in practice. Then he shifts gears and talks about the biggest hindrance to excellence, which is almost always fear-based. This is a short message, but there is a ton packed in here.

In this episode of Zero to CEO, I speak with leading CEO advisor Jason Baumgarten about the most common ways CEOs and founders fail — and how entrepreneurs can avoid those traps early. Drawing from years of advising top executives, Jason breaks down leadership blind spots, hiring mistakes, and scaling challenges that quietly derail companies. We discuss how teams can actually make leaders better, what founders misunderstand about growth, and the decisions that separate effective CEOs from struggling ones. If you're building, scaling, or leading a company, this episode will help you recognize failure patterns before they cost you everything.

Marcus Aurelius Anderson sits down for a return visit with J. Jason Hicks — author, technologist, and storyteller — to dig into his new nonfiction book The War of Leadership: Hard Lessons and Practical Truths for Surviving In and Beyond Leadership. Drawing from 30 years in the corporate world, Jason unpacks the uncomfortable truths that no one tells new leaders: the manipulation, the blind spots, the politics, and the quiet treachery of organizational life. Marcus and Jason explore why awareness of dark leadership tactics doesn't make you a bad leader — it makes you a prepared one. They also cover the craft of writing, the role of AI in creative work, and why the human element in art, music, and literature will never be replaceable. EPISODE HIGHLIGHTS The Dark Side of Leadership — 2:16 Jason reads the defining passage from the book: "You'll be misled. You will be asked to mislead..." — a raw, unflinching look at how leadership corrupts incrementally, and how good people get drawn into cycles they never intended to be part of. The Blame Game & Double-Edged Sword — 6:23 Marcus and Jason break down how leaders attack their predecessors while their own teams are quietly building a case against them. Leadership blind spots, self-preservation, and the vicious cycle of blame are all on the table. The Message in a Bottle — 12:05 Jason reveals who he really wrote this book for: the bright-eyed, naive young professional walking into the arena with no idea what's coming. This is the intel he wishes someone had given him early in his career. Agreeable and Wrong vs. Disagreeable and Right — 17:57 One of the most quotable moments of the episode: Jason drops the line "It's better to be agreeable and wrong than disagreeable and right — you'll be remembered for being disagreeable, not for being right." Marcus and Jason unpack the tactical wisdom of knowing when to push back and when to let the dust settle. Jason Hicks was born in Deerfield, Illinois, raised in New Berlin, Wisconsin, and graduated from the University of Wisconsin Oshkosh where he studied English literature, religions, and early Christianity. While attending a television screenwriting course, he won the department's screenwriting award for a Star Trek: The Next Generation script — then spent the next 30 years successfully avoiding writing while building a career in technology. Upon leaving that career, he returned to his first love and penned Ruin Waters: Bane Book One of the Annals of the Last Emissary, followed by the second book in the series, The Earth, My War. His debut nonfiction, The War of Leadership: Hard Lessons and Practical Truths for Surviving In and Beyond Leadership, draws directly from his three decades in the corporate world. He currently lives in Tucson, Arizona, where he writes, speaks, and coaches on leadership. Find him at linktr.ee/jjasonhicks and on social media @jjasonhicks. Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

What if the business you're building today… isn't actually sellable? In this episode of the Jake & Gino Podcast, Gino Barbaro sits down with Brian T. Franco — founder & CEO of Meritage Partners — who has guided over $2 billion in business sales. Brian breaks down a hard truth: 

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