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50 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
2 episodes with culture eats strategy
Click below to join us May 2–3, 2025 at Perform Better Headquarters in Rhode Island for an exclusive 2-day event:https://www.performbetter.com/2025-Business-Secrets-for-Gym-Owners-May-2-3-2025/ In this lively and real-talk episode of Ask Vince, Leo and Vince dive deep into the nitty gritty of business ownership, culture-building, and personal growth—with some solid laughs and stories along the way (including breaking into Fenway Park!). From hiring the right team to dealing with burnout, Vince brings candid advice gym owners need to hear—especially when excuses like “the economy” creep in.This one's packed with practical mindset shifts and reminders that if your gym's struggling…it might just be you. And that's actually good news—because you can fix you. Key Topics DiscussedCulture Starts With YouYour gym's culture reflects your personal development. Improve yourself, and you'll see the culture follow.Hiring Based on Values, Not Just SkillsVince shares how hiring for relationships and cultural fit beats resumes and degrees every time.The Myth of Work-Life BalanceEspecially in the early years, balance is earned—not given. Stop pretending you can build something great working part-time.Excuses Like the Economy Are CrutchesBlaming external factors is easy. Ownership, accountability, and adaptability are what create success.Family, Kids, and the Legacy of WorkVince reflects on raising kids while growing businesses and the importance of showing your children what hard work looks like—through both presence and persistence. Click below to join us May 2–3, 2025 at Perform Better Headquarters in Rhode Island for an exclusive 2-day event:https://www.performbetter.com/2025-Business-Secrets-for-Gym-Owners-May-2-3-2025/ If you're a gym owner seeking answers on how you can grow your gym, make more money, and have more freedom to do what you love, visit www.vincegabriele.com or book a call by CLICKING HERE!
You know that culture is essential at work and on teams, but what about at home? Join me this week as I talk about three practices that will help you make your home have a healthy culture.
Send us a textPat Bailey opens up about his remarkable 42-year baseball coaching journey that culminated in two national championships at Oregon State and D3 George Fox University. With a career spanning high school, Division III, and Division I baseball, Bailey offers a treasure trove of wisdom on what truly builds consistent winners.Bailey's approach to recruiting and team-building is refreshingly countercultural. "Culture eats strategy for breakfast," he explains, detailing his three non-negotiable criteria: character, work ethic, and selflessness. This philosophy led him to prioritize high-achieving students (rarely recruiting players with GPAs below 3.5) and team-first personalities. The results speak for themselves—a whopping 813 collegiate wins and a pipeline of MLB talent including Adley Rutschman, Michael Conforto, and Stephen Kwan.For coaches, Bailey delivers practical gold on outfield development, comparing outfielders to defensive backs in football where mistakes often cost multiple bases or even games. His systematic approach includes daily route work and structured drills to develop complete outfielders. When it comes to hitting, Bailey emphasizes attitude over mechanics: "Hitting is attitude, attitude, attitude," followed by approach and strike zone management.Perhaps most compelling is Bailey's perspective on purpose. "Coaching is not about me. It's about helping other people and having an impact," he shares, explaining how he used baseball merely as a vehicle to develop young men of character. After retiring from coaching in 2020, Bailey now works with the Fellowship of Christian Athletes, continuing his life's mission outside the dugout.Whether you're coaching Little League or college baseball, Bailey's parting wisdom resonates: "Capture an athlete's heart and you capture the athlete." His legacy proves that when you focus on developing the person first, the championships often follow.Support the show Follow: Twitter | Instagram @Athlete1Podcast https://www.athlete1.net Sponsor: The Netting Professionals https://www.nettingpros.com
Transcript:Hello, this is Pastor Don Willeman of Christ Redeemer Church. Welcome to The Kingdom Perspective. Someone has well said: “Culture Eats Strategy for Lunch”. By culture we mean those shared values, truths, and ways of operating that define a group of people. Culture is something “organic”, not merely organizational. Like the “culture” in a petri dish, it has a life of its own. It's alive! It is not only a matter of structures, strategies, etc.—as important as those are—but the “feel” or “vibe” that exudes from it. CRC is a culture. We belong to Christ and are nourished by His life dwelling in us and flowing through us. But cultures are made up of individual members—giving and taking in this shared life. We are not only influenced by the culture of the church, but also contributing to it. Every thought, word, and deed that is done—or left undone—matters! In a culture, how every individual member operates plays a part in making the whole. This forces the question: If everyone in the church thought, felt, spoke, and operated the way you do (or don't do), what would the resulting culture be? 1 Corinthians 12 uses the metaphor of the human body, with of each individual member playing its peculiar part. But each member is not operating for itself, but for the “common good” of the body (1 Corinthians 12:7). How are you operating? Something to think about from The Kingdom Perspective. Now there are varieties of gifts, but the same Spirit; and there are varieties of service, but the same Lord; and there are varieties of activities, but it is the same God who empowers them all in everyone. To each is given the manifestation of the Spirit for the common good. For to one is given through the Spirit the utterance of wisdom, and to another the utterance of knowledge according to the same Spirit, to another faith by the same Spirit, to another gifts of healing by the one Spirit, to another the working of miracles, to another prophecy, to another the ability to distinguish between spirits, to another various kinds of tongues, to another the interpretation of tongues. All these are empowered by one and the same Spirit, who apportions to each one individually as he wills. For just as the body is one and has many members, and all the members of the body, though many, are one body, so it is with Christ. For in one Spirit we were all baptized into one body—Jews or Greeks, slaves or free—and all were made to drink of one Spirit. For the body does not consist of one member but of many. If the foot should say, “Because I am not a hand, I do not belong to the body,” that would not make it any less a part of the body. And if the ear should say, “Because I am not an eye, I do not belong to the body,” that would not make it any less a part of the body. If the whole body were an eye, where would be the sense of hearing? If the whole body were an ear, where would be the sense of smell? But as it is, God arranged the members in the body, each one of them, as he chose. If all were a single member, where would the body be? As it is, there are many parts, yet one body. The eye cannot say to the hand, “I have no need of you,” nor again the head to the feet, “I have no need of you.” On the contrary, the parts of the body that seem to be weaker are indispensable, and on those parts of the body that we think less honorable we bestow the greater honor, and our unpresentable parts are treated with greater modesty, which our more presentable parts do not require. But God has so composed the body, giving greater honor to the part that lacked it, that there may be no division in the body, but that the members may have the same care for one another. If one member suffers, all suffer together; if one member is honored, all rejoice together. Now you are the body of Christ and individually members of it.~1 Corinthians 12:4-27 (ESV)
Welcome back to The Navy SEAL Mindset Podcast. In this episode, we're diving deep into the power of culture, communication, and taking action like a SEAL. I'm your host, William Branum—retired Navy SEAL sniper instructor, speaker, and coach—and today I'm calling myself out and getting back to what matters: delivering the Navy SEAL mindset straight to you, no more excuses.After speaking at a Self-Storage Mastermind event and recording two back-to-back podcasts, I was reminded of the importance of consistency, leadership, and living what I preach. This episode is a wake-up call—to me and to you—about overthinking, setting the standard, and why culture always wins over strategy.Key Takeaways:Stop Making Excuses: If I can admit I was slacking, so can you. Get back on the path and keep showing up.Communication is a Lifeline: In combat and in life, the ability to clearly communicate can be the difference between chaos and mission success.Culture Eats Strategy for Breakfast: You can have the best plan in the world, but if your team (or family) lacks strong culture, it won't matter.Train Like You Fight: From the SEAL teams to everyday leadership, the way you prepare is how you'll perform under pressure.Take Care of the Team First: SEALs live by “team gear, personal gear, self.” Apply that mindset to your business, relationships, and community.Be the Culture Driver: If you're not intentionally shaping the culture in your organization, someone else is—and that's a risk you can't afford to take.Whether you're leading a business, raising a family, or trying to level up in life, this episode is your blueprint for building resilience, leading by example, and creating a culture that wins—even when the plan doesn't go perfectly.--------------WANT TO THINK LIKE A NAVY SEAL AND UNLOCK YOUR POTENTIAL? Discover the 5 SEAL Secrets to Success A short read with powerful tactical lessons to change your life https://www.5sealsecrets.com/
We've all heard Peter Drucker's famous quote, "Culture eats strategy for breakfast." But what does it really take to build a workplace culture that drives both people and performance? In this episode of Mission First People Always, Dr. Mike Patterson sits down with culture expert Andrea Wanerstrand to uncover the key elements of creating a thriving, human-centric workplace. Dr. Mike welcomes Andrea Wanerstrand, Founder & CEO of A3 CultureLab, a leadership speaker, coach, and consultant who helps organizations—from startups to Fortune 500 companies—design extraordinary workplace cultures. With a background in global performance management at companies like Microsoft and T-Mobile, Andrea shares insights on fostering a workplace where people feel valued, autonomous, and accountable. Andrea breaks down what it means to have a human-centric workplace, emphasizing the importance of how work gets done, how leaders make others feel, and how trust is built. She explains that culture isn't just about perks or policies—it's about how people interact, communicate, and show up every day. Throughout the conversation, Andrea offers practical advice for leaders, including how to balance empathy with authority, create autonomous teams, and encourage a culture of accountability without fear. She also shares details about her upcoming coaching program, Mindset Maven, designed to help high-achievers develop mental and physical resilience. Key Takeaways: Culture is about the "how," not just the "what"—how work is done, how people feel, and how trust is built. Human-centric leadership requires balancing empathy with authority to foster both people and performance. Autonomous teams thrive on accountability—leaders must set expectations, provide trust, and encourage transparency. Accountability isn't a bad word—it's about taking ownership, getting credit for success, and learning from setbacks. Your energy affects your leadership—Andrea recommends an energy audit to identify when you're at your best and schedule key conversations accordingly. Andrea Wanerstrand's insights remind us that leadership is about creating environments where people can thrive. Whether you're a new manager or a seasoned executive, understanding and shaping culture is key to long-term success. Hit play to hear the full episode and learn how to build a workplace culture that supports both people and performance! Links for This Episode: LinkedIn: https://www.linkedin.com/in/andreawanerstrand Company Website: http://a3culturelab.com Instagram: https://www.instagram.com/andreawanerstrand Connect with Dr. Mike: Website: https://www.drmikepatterson.com Book: https://www.missionfirstpeoplealwaysbook.com LinkedIn: https://www.linkedin.com/in/drmichaellpatterson Instagram: https://www.instagram.com/therealdrmikepatterson Twitter: https://twitter.com/drmikepatterson Buy The Book!: Mission First People Always Episode Minute By Minute: 00:00 - Welcome and Introduction to the Episode 02:00 - Why Culture is the Driving Force Behind Organizational Success 04:02 - Defining Workplace Culture: The “How” Behind Every Organization 06:00 - Why Leaders Struggle to Build Healthy Cultures 08:06 - The Role of Emotional Awareness in Leadership 10:34 - The Shift from Individual Contributor to Leadership: What Changes? 12:48 - How to Build an Autonomous Team and Why It Matters 15:17 - Balancing Empathy and Authority as a Leader 18:00 - Overcoming Barriers to Authenticity at Work 21:09 - Why Accountability is Not a Negative Word (And How to Use It Effectively) 24:36 - The Importance of Psychological Safety in Workplace Culture 26:00 - What It Means to Have a Human-Centric Workplace 28:25 - Introducing Mindset Maven: Andrea's New Leadership Coaching Program 30:14 - Andrea's One Key Piece of Advice for Leaders 32:00 - Final Thoughts and How to Connect with Andrea
In this episode, Dr. Wes Eggett breaks down the 5 Lies of Culture, a concept taught by Ginger Hardage, and explains why these misconceptions can hold businesses—and dental practices—back from reaching their full potential. He dives into how culture isn't just about perks or mission statements on the wall, but about the daily leadership actions that shape a thriving team.Dr. Eggett challenges the idea that culture is someone else's job, emphasizing that every team member, from the front desk to the operatory, plays a role in shaping the patient experience and work environment. He also tackles the fear that empowering employees leads to losing control—when in reality, giving people ownership within a structured framework leads to stronger teams and better results. Finally, he dispels the myth that culture is expensive, offering practical, low-cost strategies that any dental office can use to build engagement, retention, and a more positive workplace.If you've ever wondered why some workplaces thrive while others struggle with morale and turnover, this episode is for you. Tune in to learn how to cultivate a strong, values-driven culture in your dental practice—without waiting for someone else to do it.
Part 2 of 2: My guest today is Jason C. Foster, CEO and Executive Director of Ori Biotech. Ori is revolutionizing Cell and Gene Therapy manufacturing through the development of its proprietary platform, IRO®. By automating and standardizing Cell and Gene Therapy manufacturing, Ori and IRO® offer scientists the tools they need to streamline development and support widespread patient access to life-saving treatments. Jason's experience prior to Ori includes more than 20 years of life science leadership in operations, sales, marketing, technology, and investing, during which he developed deep expertise in commercial strategy and a thorough understanding of healthcare markets across the UK, US, and EU.
Why do some businesses flourish while others struggle, even when everything looks perfect on paper? In this episode, we sit down with Ray Kelly, Senior VP at Think2Perform, to share the decisions you can make TODAY to bring out the best in each person working in your business. KEY TOPICS Why your team's bad habits reflect your leadership. How Netflix turned a failing business into a $300 billion empire by rewriting its culture. Why “average” employees are the fastest way to sabotage your business's health. Why loyalty doesn't always belong in your company culture. MENTIONED IN THIS EPISODE Free Online Values Cards Exercise Ep.17 I Doug Lennick I Deciding to Think About What You Think About: Moral Intelligence Ep.24 I Ryan Goulart I Deciding to Live According to Your Values: The Neuroscience of Decision-Making CHAPTERS 00:00 Intro: Defeating Bad Decision-Making in Life and Business 00:49 Is Georgia a Southern State? 03:08 Meet Ray Kelly: Leadership and Culture Expert 06:23 Walking Away from Corporate Success for Family Values 08:44 The Science of Better Decisions Through Values 13:26 Can You Know If a Decision Was Right? 18:18 Are Your Values Misaligned with Your Actions? 20:38 Why It's Hard to Admit What You Truly Value 25:24 How “Permission to Lead” Drives Accountability 29:44 Why Changing Habits Feels Impossible—and How to Succeed 36:58 Turning Painful Change into Fun and Progress 39:22 “Culture Eats Strategy for Breakfast”: Leadership in Action 46:30 Netflix's Culture Shift: From Failure to $300 Billion Success 51:16 Toxic Values at Work: When Loyalty and Family Fail 57:51 Why Leaders Destroy Culture by Failing to Live It 01:01:01 Ray's Decision-Making Tip for Business Owners 01:02:28 Key Takeaways 01:03:48 Message from the Producer CONNECT WITH US www.decidedlypodcast.com Watch this episode on YouTube Subscribe on YouTube Join us on Instagram: @decidedlypodcast Join us on Facebook Shawn's Instagram: @shawn_d_smith Sanger's Instagram: @sangersmith Thank you to Shelby Peterson of Transcend Media for editing and post-production of the Decidedly podcast. SANGER'S BOOK: A Life Rich with Significance: Transforming Your Wealth to Meaningful Impact SHAWN'S BOOK: Plateau Jumping: What to Change When Change Is What You Want MAKING A FINANCIAL DECISION? At Decidedly Wealth Management, we focus on decision-making as the foundational element of success, in our effort to empower families to purposefully apply their wealth to fulfill their values and build a thriving legacy. LEARN MORE: www.decidedlywealth.com SUBSCRIBE TO THE NEWSLETTER: https://visitor.r20.constantcontact.com/manage/optin?v=001aeU_pPBHJPNJWJBdVbaci6bjGIuEJurH12xHBWDEVT_NxyCadMd7wLSZjcEZglkSjDjehuIbTHD8nABOIdV69ctfYpSzg24RCIytetBUrlIPPKgaGzjGZ8DkM0Wp1LMjbErcYUur7PbZGjeVo4gyXlz821AoJGZR CONNECT WITH RAY KELLY Website: https://mobile.think2perform.com/about-us/bios/ray-kelly Ray Kelly joined Think2Perform in 2010 after a 21-year career as a financial services executive. He spent much of his career on the sales side of the business, compiling a track record of high-performing teams. Ray spent 13 years growing and building one of the most successful sales office groups for Ameriprise Financial in the history of the company. Ray's offices were recognized annually for top sales growth, retention, client and employee satisfaction. His focus on creating a “Leaderful Culture” allowed his group to influence the national organization on major initiatives and created the opportunity for over a dozen of his leaders to be promoted to other positions across the company. Ray has a passion for helping people reach their potential and shaping cultures in which they live. He offers executive coaching/mentoring to leaders of all levels and conducts proven breakthrough leadership development training.
Which is more critical, culture or community? With the ever-evolving workplace dynamics, particularly in the era of remote and hybrid work, this episode dives into how leaders can create environments that foster true connection and belonging. Zoë is joined by Lauren Buckley, founder of The Hush Collaborative, who shares her insights on the distinctions between culture and community, and how organizations can move beyond outdated cultural models to build thriving, resilient communities. Full shownotes: The Future of Work: Culture or Community Key Topics Covered: The future of humanoid robots and their role in society. Updates on Zoë's latest projects, including her upcoming book "Power Games." The balance between autonomy and connection in the workplace. The difference between culture and community in organizational contexts. How building community can drive better business outcomes and support growth. Power dynamics, collaboration challenges, and the importance of shared leadership. Key Quotes: "Culture requests assimilation. Community requests relationship." — Lauren Buckley "Collaboration is a skill, but most organizations assume we just inherently know how to do it." — Lauren Buckley "The biggest shift we need is to move from a power-over model to a power-with model in leadership." — Zoë Routh Resources Mentioned: Culture Eats Strategy for Lunch by Kurt Coffman and Kathy Sorenson Upcoming Leadership Conclave event in Canberra on November 8th Connect with Us: Subscribe to the podcast on [iTunes/Spotify]. Visit zoerouth.com for more insights and resources. Follow Zoë on LinkedIn and Twitter. Subscribe for Exclusive Content: Sign up at zoerouth.com/podcast to receive insider access to bonus materials, implementation sheets, and discussion questions for every episode. Closing Thought: As Zoë says, "Live with grace, lead in service." Take a moment to reflect on how you can build a sense of community within your organization today. Questions Explored: What if the disjointed workplace continues into the future? How do we balance autonomy and connection in a hybrid work environment? What's the difference between building culture and building community in organizations? Take Action: Reflect on how you can foster genuine community within your organization. Consider joining our Leadership Conclave event in Canberra on November 8th for an immersive strategic experience.
In this energy-packed episode of "The Truth Is...", Tash dives deep into the heart of company culture with guest Daron Moore, a seasoned HR professional and certified coach. Digging deep into why "culture eats strategy for breakfast," join Tash and Daron as they uncover the secrets behind building a vibrant company culture that can transform any business. From chance encounters in vibey Florida bars to practical tips on building a Michelin-star company culture, this conversation is as enlightening as it is entertaining. They dive into the true essence of culture beyond the usual perks, discuss the potential pitfalls of toxic work environments, and share practical tips for leaders to cultivate a positive culture. Get ready for some food for thought and a side of fun with a round of "Would You Rather?" that reveals what truly matters in the workplace.Because the truth is...culture eats strategy for breakfast!Connect with DaronLinkedIn: https://www.linkedin.com/in/daronamoore/Connect with TashLinkedIn: https://www.linkedin.com/in/natasha-ubaldo-phr-a49b44191/Email: ttiwithtash@gmail.com Directly Message Tash Here
CEO Carolina Ruiz jumps into the ring to talk about leading cyber consultancy, the value of diverse skill sets, and how she memorized ISO 27001 in a weekend!
Finally, a feel-good story of independence and triumph! There's little more patriotic and American than the dream of starting out on your own and building a business that supports your family, serves your neighbors and builds a durable legacy. And we even have a “He left med school for this?” to pull your heart strings too. The true-life story of the rise of Summit Energy as one of the Inc 5000 fastest growing companies, now 2 years running, is a heartfelt look at how Culture truly does eat Strategy for lunch. In this episode, Summit Energy's co-founders, Eric Israelsen and Dallin Maw, share their journey from door-to-door sales to building a thriving solar business. Armed with a philosophy of continuous improvement and a desire to empower their customers and staff to be community leaders, they're giving people reasons to trust the solar industry again. Tune-in as Summit's Chief Empowerment Officer discloses how building their company helped both find fulfillment in work and life. Hope you'll take a break from ice cream and apple pie to feast on this homegrown success story. It's sure to inspire and guide any would-be solar company leader to reach new heights.Expect to learn:How Summit Energy empowers their customers and staff The leadership philosophies that have made Summit Energy a successDallin's emotional story of what he overcomes every day to be successful as an entrapreneur How Eric and Dallin foster continuous learning and growth in their businessReal-life stories of how Summit Energy's culture has impacted employees and customersReady for a solar industry story where the good guys are winning? Hit play!And, even if you're listening to this months or years from it's publishing date, Happy Independence day, #SolarWarrior!If you want to connect with today's guest, you'll find links to his contact info in the show notes on the blog at https://mysuncast.com/suncast-episodes/.SunCast is proudly supported by Trina Solar.You can learn more about all the sponsors who help make this show free for you at www.mysuncast.com/sponsors.Remember, you can always find resources, learn more about today's guest and explore recommendations, book links, and more than 650 other founder stories and startup advice at www.mysuncast.com.Subscribe to Valence, our weekly LinkedIn Newsletter, and learn the elements of compelling storytelling: https://www.linkedin.com/newsletters/valence-content-that-connects-7145928995363049472/You can connect with me, Nico Johnson, on:Twitter - https://www.twitter.com/nicomeoLinkedIn - https://www.linkedin.com/in/nickalus
Does "culture eats strategy for breakfast" apply to IT?
Culture eats strategy for breakfast: Focusing on building a high-performance, self-accountable culture will transform your business and life. In this enlightening podcast episode, co-hosts Wendy Sellers and JC are joined by guest Wayne Mullins, a marketing expert, the founder of Ugly Mug Marketing, and the author of Full Circle Marketing. Mullins brings to the forefront the pivotal role of workplace culture in determining an organization's success. Quoting famously that "culture eats strategy for breakfast", Mullins shares his regrets from the past where he once deemed culture as subsidiary, stating that this failing mindset can lead to the formation of a mediocre workplace environment. Mullins highlights the silver linings of the COVID-19 pandemic, pointing at its role in underscoring the necessity of fostering a healthy culture within teams despite the challenges. He also credits the younger generation as being instrumental in pushing for businesses that emphasize their employees' wellness as much as their client services. For new team leaders aiming to nourish a beneficial team environment, Mullins shares helpful advice in the form of four decisive questions every leader must address: 'Where are we going?', 'Why does this matter?', 'What is expected of them?', and 'How and when will you measure my performance?'. This episode serves as an insightful guide for those in managerial roles or for anyone aspiring to be an effective leader. It emphasizes the role of culture, clear vision, and employee satisfaction in carving the path to organizational success. Connect with Wayne at https://www.linkedin.com/in/fireyourself/ Connect with the hosts on LinkedIn ✷ https://www.linkedin.com/in/wendythehrlady/ ✷ https://www.linkedin.com/in/jimconnors
https://fred.stlouisfed.org/series/CIVPART https://www.forbes.com/sites/forbescoachescouncil/2018/11/20/why-does-culture-eat-strategy-for-breakfast/?sh=1d5c1841e098 https://www.thealternativeboard.com/blog/culture-eats-strategy#:~:text=The%20culture%20eats%20strategy%20for,that%20make%20all%20the%20difference In this episode, We discuss the popular slogan, “culture eats strategy for breakfast”. Our current event topic is the jobs report. It doesn't always tell you what you think it is telling you. The labor force does not seem to be growing. It underscores the need to have a culture built upon...
Teacher: Kyle and Kendall Kaigler. Welcome to our Relate(Able) series! Discovering how your family's culture affects your kids' growth is key to helping them walk with Jesus. This week, we'll look at real-life stories to see how your home feels, values, and what you do shape your kids. We are going to check out what the Bible says about making your home a good place. We'll also chat about being humble, sticking together, and being open with your kids. Finally, we'll wrap up with a talk about tough parts of parenting and why having support matters. Let's pray and trust in God together on this journey! Enjoyed the message? Rate us ⭐⭐⭐⭐️⭐ and leave a review on Apple Podcasts. Want more information about CityBridge Community Church? DM us @citybridgecc or email us at info@citybridgechurch.org. Subscribe for free. Be the first to hear next week's message by subscribing to your favorite podcast app.
Excited to spend time with Sam Bradford who helped to build the incredible culture of Dutch Bros Coffee in Arizona. In this episode, we discuss how we as leaders can begin to craft a culture that retains employees and makes your business a talent magnet!
In this replay episode of Tech Sales Insights, Randy Seidl is joined by Peter Trizzino, President of North America Sales at Dell. Together, they delve into the pivotal role of culture in driving sales success, exploring how it transcends strategy and shapes behaviors within teams and partnerships. From personal anecdotes to actionable insights, Peter shares his journey from humble beginnings in sales to leading one of the largest sales regions at Dell. Discover how fostering trust, championing collaboration, and prioritizing outcomes can empower sales professionals to thrive in today's rapidly evolving marketplace.KEY TAKEAWAYSCulture Trumps Strategy: Explore how cultivating a culture of trust, collaboration, and customer-centricity drives long-term success in sales.Earning and Giving Trust: Learn the importance of trust-building in both internal teams and external partnerships, and how reciprocity fuels growth.Embracing Change: Understand the value of adaptability and continuous learning in navigating industry shifts and technological advancements.Balancing Work and Life: Uncover strategies for achieving a harmonious work-life blend that fosters productivity, well-being, and a winning mindset.Driving Sales Excellence: Gain actionable insights for aligning sales efforts with customer needs, leveraging partnerships, and maximizing performance.QUOTES"Culture is made up of collective mindsets and behaviors, emphasizing the 'how' over the 'what' in driving success.""The easiest way to earn trust is to give it. Trust is the foundation for high-performing teams.""In today's world, outcomes and value trump product-centric sales approaches. It's about solving customer problems."Find out more about Peter Trizzino through the links below:LinkedIn: https://www.linkedin.com/in/peter-trizzino-21791a1/This episode is sponsored by AuctusIQ, the Sales Performance Assessment sponsor of the Sales Community. AuctusIQ is a sales data and science software company, with the mission of providing the right data to solve your three biggest challenges: selecting and retaining exceptional talent, coaching to ensure readiness to meet or beat quota, and winning more deals. Please visit their website at https://auctusiq.com/
Edgar Gonzalez is an experienced and proven leader, team-builder, and collaborator with almost 20 years of experience in higher education advancement and program development. He currently serves as Vice President of University Advancement at Seattle University. Prior to joining Seattle University, Edgar held leadership roles at Oregon Health and Science University, the University of Washington, and the Alliance for Education. A native of Argentina, Edgar and his family emigrated to the US when he was 9 years old in pursuit of the American dream. After earning his bachelor's degree from the University of Washington, he has dedicated his entire career to working in higher education and ensuring that everyone has access. Edgar is passionate about the positive impact philanthropy can have on the institutions, communities, and individuals he is fortunate to serve. His career has always been focused on building institutional capacity through cultivating deep relationships, transformative philanthropy, leadership development and impactful storytelling.
Are the challenges in your nonprofit growing pains or signs of deeper issues? With a New Year, we have the opportunity to reflect on what is working and what is not! If we don't address the roots of operational dysfunction, our mission is at risk. In today's episode, we're exploring how the heart and soul of our work – our culture – plays a huge role in our success. We're discussing how nurturing the right environment can make your nonprofit more effective, scalable, and fundable.On this episode of The Small Nonprofit, we're talking with Miriam Dicks, owner of 180 Management Group. Miriam has over two decades of operational management and consulting experience. She brings her insights to the operational challenges facing our sector. From the perils of toxic workplace cultures to the smart outsourcing of HR functions, Miriam opens up about what truly can move the needle for small nonprofits.Key Episode Highlights: Mutual Accountability: Leadership isn't about overseeing; it's about being a role model. Just like any team member, Miriam emphasizes the importance of holding leaders accountable. This isn't about control; it's about everyone striving for their best.Embracing Change: Heard the phrase, "We've always done it this way"? It's a common barrier but often masks the real issue – change management. Miriam shares that recognizing the need for change is just the first step. The real game-changer is sustaining it.Culture Eats Strategy for Lunch: Change is about shifting culture. We will explore why a healthy organizational culture is non-negotiable. We will also discuss how it can make or break your strategic efforts.Smart Operations for Small Teams: Think your small team can't achieve big things? Think again! Miriam discusses how automation and strategic outsourcing can dramatically increase your capacity without expanding your team.The Long Game in Decision Making: Miriam emphasizes that strategic decisions made today will have long-term implications. She encourages nonprofit leaders to think ahead, invest in the right resources, and dare to be trailblazers. Don't forget to become a supporter of our show!Links and Resources: Connect with Miriam on LinkedIn: https://www.linkedin.com/in/miriampdicks Website: https://www.180managementgroup.com/ Connect with Maria on LinkedIn: http://www.linkedin.com/in/mariario/Support the show: https://www.buzzsprout.com/208666/supporters/newSupport the show
“Culture Eats Strategy for Breakfast.” In this kick off episode Bobby Harrington with guests Renee Sproles and Bart Shaw delve deep into the topic on disciple making culture. They discuss the need to create a culture that values Bible reading, memorization, sharing of faith, and personalized interactions. They also emphasize the important role of beliefs, behaviors, and narrative in shaping this culture. Additionally, they highlight the challenges in shifting from a consumer to a producer mindset within religious communities. Join us at our NDMF! Watch the Video: Key Takeaways: 10:43 Understanding the Components of Culture 18:11 Analyzing the Dominant Culture of Church in North America 23:03 The Challenge of Reversing the Consumer Mindset in the Church 23:28 The Shift from ‘Come and Watch' to ‘Come Alongside and Do' 24:13 The Role of Beliefs, Behaviors, and Narrative in Discipleship 25:08 The Impact of Consumer Culture on Discipleship 25:54 The Role of the Church in Responding to Consumer Culture 27:16 The Importance of Discipling Relationships 29:23 The Power of Changing Traditional Teaching Methods 32:03 The Importance of Developing a Disciple Maker Lifestyle 41:24 The Role of Chick-fil-A's Culture in Discipleship 42:36 The Importance of Making Disciples Yourself If you are interested in reading Discipleship.org's blog post on Why Culture of a Disciple Making Church is so important click here: https://discipleship.org/bobbys-blog/why-is-the-culture-of-a-disciple-making-church-so-important/ If you are interested in reading an article on disciple making in the Megachurch click here: https://renew.org/disciple-making-in-the-megachurch/ Finally for access to the National study on disciple making in the USA churches click this link: https://discipleship.org/shop/national-study-on-disciple-making-in-usa-churches/ Link to Disciple Making Culture Visual Guide: https://discipleship.org/shop/disciple-making-culture-visual-introduction/ Join us this May for our 2024 National Disciple Making Forum
“Leadership starts with you leading yourself. If you cannot lead yourself, do not dream to lead other people. If you are given a position to lead other people without leading you, you will cause more problems.” —Wale Adekanla Effective leadership is the lifeblood of any successful organization. While leadership styles may vary, truly impactful leaders share certain qualities that allow them to inspire and move their teams to higher levels of performance. At their core, great leaders understand that leadership is not about titles or positions, but rather about one's ability to consistently add value, solve problems, and empower others. This week, Wale Adekanla joins Daniel to share insights applicable to any stage of leadership. Wale is an international executive coach, business consultant, and author. He has worked with leaders across various industries, helping to develop individuals and organizations through customized mentorship programs. Join in as Daniel and Wale talk about cultivating inner confidence as a leader, creating a culture of momentum in the organization, how culture and mindset can overcome any strategy, and the effect of training and equipping new leaders coming into positions. Be Inspired! with Daniel: Website (Makings of a Millionaire Mindset) Website (Daniel Gomez Global) Facebook Facebook Group Twitter Instagram LinkedIn Pinterest YouTube Episode Highlights: 03:45 Leadership Means Self-Improvement 10:24 Invest in Training 17:15 Culture Eats Strategy 21:03 A Culture of Movement 26:54 Leadership Development and Growth 33:30 Leadership Principles 36:11 God Has Never Failed
As one of the new intake of Welsh parliamentarians who were elected in the 2021 election, Sam Rowlands MS represents a new generation of Welsh Conservatives in the Senedd and combines his role as regional MS for North Wales with a shadow ministerial brief of local government and the role of policy director for the party. In our first interview with Sam, we discuss everything from the importance of local government, Senedd reform and regional representation, trying to enact members' bills in the Senedd, and the consequences of nearly 25 years of continuous Labour-led governments. Given Sam's remit representing a sprawling constituency stretching from the broder to the sea in the North, we also discuss the ongoing issues at the Betsi Cadwaladr Health Board which appears to be struggling with strategy, delivery, and culture that has led it to be in Special Measures again. You can find Sam on X/Twitter here: https://twitter.com/SamRowlands_ You can find us @HiraethPod on most social networks and find the latest on our X-Twitter page: https://twitter.com/HiraethPod If you're enjoying the pod, please leave us a rating or review on your podcast app or on YouTube and, if you are able to do so, please consider supporting us from just £3/month: http://www.patreon.com/hiraethpod
Description: In today's rapidly evolving work environments, ensuring your leaders are equipped with the necessary skills to drive organizational success is more crucial than ever. Join us as we explore MRA's premier leadership series, PLX PLUS, designed to meet the demands of the modern workplace. Hosted by MRA's premier PLX instructors, this podcast takes you on a journey through the exciting features and enhancements of the newly updated PLX PLUS program. From essential knowledge and skills for effective people leadership to innovative learning experiences before, during, and after the classroom, we leave no stone unturned. With PLX PLUS, you'll discover how this comprehensive leadership training goes beyond the traditional approaches. By condensing classroom time to just eight power-packed sessions (alongside the option for additional electives), we prioritize efficiency without compromising the depth and breadth of learning. We're here to empower leaders like never before! Whether you're an aspiring leader, an HR professional seeking impactful training solutions, or a curious individual interested in the latest trends in leadership development, this podcast is for you. Gain insights from industry thought leaders, explore real-world success stories, and unlock the potential within your organization. Don't miss out on the opportunity to level up your leadership game and drive positive change in your workplace. Tune in to Principles of Leadership Excellence: PLUS So Much More!, and let's embark on a journey of transformation together. Resources: Register for PLX Plus! Other MRA Learning & Development Opportunities MRA Membership About MRA Let's Connect: Guest Bio - Kate Walker Guest LinkedIn Profile - Kate Walker Guest Bio - Kathy Price Guest LinkedIn Profile - Kathy Price Guest Bio - Lois Joseph Guest LinkedIn Profile - Lois Joseph Guest Bio - Janet Kloser Guest LinkedIn Profile - Janet Kloser Guest Bio - Andy Marris Guest LinkedIn Profile - Andy Marris Guest Bio - Cheryl Lucas-DeBerry Guest LinkedIn Profile - Cheryl Lucas-DeBerry Guest Bio - Michelle Hyde Guest LinkedIn Profile - Michelle Hyde Host Bio - Sophie Boler Host LinkedIn Profile - Sophie Boler Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:04 - 00:00:59:16 Unknown Now it's time to thrive. All right. Well, hello, everybody, and welcome to this episode of 30 Minute Thrive. I am so excited for this episode today because we're joined by a lot of great individuals from the learning and Development team to talk about some exciting news. That is, MRA has just launched Principles of Leadership Excellence Plus on July 13, to be exact, this new version of MRA's Leadership series really includes the essential knowledge and skills from the 12 day PLX plus plus it features to enhance the learning experience before, during and after time in the classroom. 00:00:59:18 - 00:01:17:21 Unknown So I don't want to go into too much detail because I'll leave that up to the experts here from the L&D team to give you all that good information. So, Cheryl, do you want to kind of kick us off and give us an overview on what MRA's PLX Plus series is and what the new version really looks like? 00:01:17:23 - 00:01:47:08 Unknown Yes, absolutely something. What I'd like to do is give you some history about the leadership series overall. So MRA's flagship leadership program, which was formerly called The Principles of Management, began in the 1980s, in the early 1980s. It was designed to assist managers with day to day management of their direct reports, also to work effectively with their managers as well as their internal and external peers. 00:01:47:10 - 00:02:14:11 Unknown The series consisted of ten full days of classes that focused on key leadership skills that managers would need to know and to practice. Some of those included understanding how sometimes you have to be a manager and sometimes you have to be a leader. And also the other sessions explored effective communication skills how to handle conflict effectively, managing performance expectations and so much more. 00:02:14:13 - 00:02:48:08 Unknown So here's a quote from one of our principles of management participants. They said, and I quote MRA's Principles of Management series prepared me to deal with differing work styles, communication styles and personalities. It also taught me how to deal with morale problems and to find ways to motivate people throughout our organization. It's great to get theory, but it's application of real practical people skills that makes a great leader. 00:02:48:10 - 00:03:23:17 Unknown Thanks, MRA. And this comes from Barry, who has a 2009 graduate. So in 2015, MRA decided that the series needed to be enhanced to meet the changing needs of leaders in the 21st century. The name was then changed from principles of management to principles of leadership excellence, also known as. The core tenets of the original series was kept and additional topics were added, such as managing generational differences. 00:03:23:19 - 00:03:58:01 Unknown New activities were also implemented to enhance learning and to give participants more opportunities to practice the skills in a safer environment. But don't take our word for it. Let's hear from some of the participants themselves who completed the series. One participant says the PLX series is a must have for any leader. Another one says the entire PLX series helps to deal with real life work situations and dealing with being a new leader. 00:03:58:03 - 00:04:29:03 Unknown I can apply what I have learned every day. Finally, another participant says The PLX series has provided so many tools to use in my role. It has helped me to continue to grow. I really enjoyed the classes and look forward to applying it to my job. The new version of the series is eight full days plus one elective, which could be either a full day of training or two half days. 00:04:29:05 - 00:04:57:10 Unknown The participants will have various topics to select from and that would be based on their both needs and interests. Another key feature of our new series is the peer Learning Circles. So we don't just drop you. After three months, participants can come to the peer learning circles and then again after six months. So the learning will continue after the initial series has been completed. 00:04:57:12 - 00:05:24:06 Unknown Thank you, Cheryl, for that history and overview. Very interesting. Kathy, we know that MRA already had a program, so how did the team really determine that it was time for a refresh? Businesses always continue to evolve, and especially coming off the last three years, businesses have had businesses and are the people who make up our businesses have had to deal with more than ever. 00:05:24:08 - 00:06:14:13 Unknown So if 2015 was eight years ago, so lots has changed in those eight years, but we always want to listen to our members, to our participants, and they were saying several things to us. And as Cheryl said, we added new topics when we went to Principles of Leadership Excellence for Principles of Leadership, Leadership Excellence. Plus we've added additional content around emotional intelligence and around resilience and around diversity, equity and inclusion, around conflict management, all the kinds of things that people are living day to day, not only in their businesses, but in their lives. 00:06:14:15 - 00:06:36:03 Unknown So we heard loud and clear from our members and our participants what their leaders need now. So, Andy, kind of going off of that, we know there's so many different highlights of the series and we've kind of touched on them briefly, but what are some of the benefits of the new and improved PLX plus that you want to talk about? 00:06:36:05 - 00:07:05:04 Unknown Well, it's all about being sticky and so making what is learned applicable has always been a target of ours. But I think we've got some additional things that are going to make it even better. And one of the things I'm really excited about is we now have a 45 minute manager overview and what that is, is the manager of the participants who are also either aspiring or current managers are going to be there to guide them along the way, be that support and really check in how they're doing beforehand. 00:07:05:10 - 00:07:27:22 Unknown Look at what are they going to be going to training on and then afterwards following up, what are you going to apply, How are you going to make that part of your daily life? And so I think that's really exciting. There are only 45 minutes there live online, but we're getting those managers to come. They find out what to expect, and then we even introduce them to another thing I'm really excited about, and that is our PLX Plus coaching guide. 00:07:27:24 - 00:07:43:18 Unknown What they're going to get with that is a guide that actually gives them all the questions to ask their participants. And so they don't have to come up with these things on their own. We've made it as easy and as quick as possible so they get the coaching experience without having to take a lot of time out of their day. 00:07:43:20 - 00:08:13:18 Unknown And so we're really excited about that. Janet, Looks like you want to add something as well. Yeah, I just wanted to say if the leader does not have the ability, we know the leaders impact on the the participant is the highest, but if they don't have the ability to take time out for that, the participant could also identify a mentor that could come to that manager overview and be their key person to help them and use that coaching guide to hold them accountable and help them as they go through the program. 00:08:13:20 - 00:08:40:02 Unknown It's a great idea if you have an accountability partner of a sponsor, someone though, that's going to hold your feet to the fire a little bit and say, I'm going to apply what I'm learning because that's really what it's all about. We know you're going to have a lot of fun. We call ourselves agitators. It's it's a it's a really good time when you come, but it really isn't worth what we do very much if we don't have people applying what they learn so that their companies get results and thrive and that that's really what we're all about. 00:08:40:04 - 00:09:09:24 Unknown And so that's another thing I'm really excited about. In addition to that, we have a new 360. Traditionally we've had a 360 where they're finding out what their manager, what their peers, what their direct reports think of how they're doing in a litany of different areas. And we've got an enhanced one. It's called the Star 360 Leadership Survey, and that will be even more so tied to the content and they'll really be able to go, okay, this is something that people told me I need to work on or This is something that I think I can make a superpower because I know I'm good at it. 00:09:09:24 - 00:09:30:20 Unknown People are confirming that. And why not take it to an even higher level? And so I think that's something that is going to be really great as well. And then it's just also a great time to be able to have what Sheryl mentioned, these these peer learning circles. It's a chance to come back with the people in your cohort. 00:09:30:22 - 00:09:51:14 Unknown Talk about what you've learned six months and three months and actually six months after the the training is over, after they graduate, continue the networking and really dive into what have you been applying, how's it been working for you? And then even looking for maybe even additional help to get those results from there? People Yeah, absolutely. Thank you, Andy. 00:09:51:16 - 00:10:16:14 Unknown And I just have to add to a huge differentiator. And in MRA's PLX program compared to other leadership programs is our instructors. So the folks that we have on here today and they all really have the real world experience, a variety of credentials and have held numerous positions, including executive roles. I mean, some are consultants, coaches, entrepreneurs and some even have their own companies. 00:10:16:14 - 00:10:45:09 Unknown So I'm going to turn it to our instructors now. This is a nine day program. Can you talk about what's included in these nine days? And we'll start with module one. So Janet, do you want to kind of explain some of the core modules or core initiatives in this module? One? Absolutely. So if you Thank you. So the first module is building trust and relationships and we know that relationships are the basis for the foundation for all of our success. 00:10:45:09 - 00:11:14:16 Unknown So we will continue to explore the differences between managing and leading. And when do you wear this hat versus when do you wear that hat so that you can be successful for all situations? We also dive into effective uses of both influential and positional power. We look at some different best practices for workplace interactions and relationships going up the ladder, down the ladder and with your peers that you don't have any positional power over. 00:11:14:16 - 00:11:35:22 Unknown So what are the things that we need to do to be highly successful with all of those? And they'll also be assessing their own relationships and figuring out what's a game plan, What am I missing? What do I need to do? We will dive into emotional intelligence, as Kathy said earlier, and also look at building trust. So it's a little bit of an outline. 00:11:35:22 - 00:12:03:15 Unknown So in the new PLX plus version, we've done a few things to really maximize the time in the learning. So we've taken this series introduction out of the first day. It's all stuff that's necessary and people want to know. So they're kind of like, What am I in for? But they do it on demand as blended learning outside before they start the series so that we can protect that in classroom time for the most meaningful interactions with other people while we're exploring the content. 00:12:03:21 - 00:12:28:15 Unknown But they can come confident that I know what I'm in for, right? We've also increased our activities and our discussions around emotional intelligence. So this is a thread throughout the whole series and it has been because it's everything that we do as a leader, but we are going to get more specific and dive in there. We've also expanded our exploration into trust. 00:12:28:17 - 00:12:53:08 Unknown Previously we had a trust model based really on the 1 to 1 interactions and building trust that way. And now we're introducing a second model that we've been given permission to share, and it's all about building team trust. So we're very excited about it includes things like growing connections and fostering safety in a team environment and creating a meaningful future for your team members. 00:12:53:08 - 00:13:26:00 Unknown A lot of things that are really top of mind and hot buttons in today's world. So we're very excited about module one and back to you. Sophie Awesome. Thank you. Janet. I'm going to pass it right along to Michelle, who's going to talk about module two to right. Excellent. So after we build this foundation of our leadership series discussing trust and relationships, we're going to move on to module two, day one, where we focus on communicating clearly for results, and we're going to do a deep dive into the ways that we communicate. 00:13:26:01 - 00:14:00:10 Unknown And that includes not just our words but nonverbal aspects of communication, things like tone, things like body language. We're going to spend some time on active listening, asking the right questions, and then the best way to deliver feedback, which is such an important part of being a leader. We have also kept one of our signature elements of pledge, which is the dis communication skills assessment, and this valuable tool gives us insight into our communication style preferences as well as how to most effectively communicate with those that we work with. 00:14:00:12 - 00:14:24:00 Unknown We have found the risk assessment to be a real game changer for the folks who participate in politics. And we're thrilled to move this up to the second day of the series. We will have two outside of class e-learning, similar to what Janet was just talking about that you're going to watch on your own and we'll discuss. As a group in class, one learning is going to focus on the modes of communication. 00:14:24:02 - 00:14:46:22 Unknown So diving into all the different modes we use like email, phone videos, meetings, instant messaging, things like that. And one is going to focus on characteristics of different generations in today's workplace to and then because module two is so chock full of information, we give you a second day to the module and that's going to focus on navigating conflicts in the workplace. 00:14:46:24 - 00:15:10:10 Unknown And the main thing that's changing about this module and plus is where it falls in the order of classes. So in pure class, this module has been moved closer to the communication module because navigating conflict is so intertwined with communication. And in this day of the module we're going to provide you with a six step process to manage and resolve conflict respectfully. 00:15:10:12 - 00:15:46:03 Unknown And we're going to talk about the different ways we respond to conflict and when each response is appropriate. Data, as Andy mentioned, is also the day we're going to share out the results from those Starr 360 assessments that you your direct reports, your peers and your leadership will all fill out. And Andy mentioned that there's going to be some enhancements within that 360 report and one of the things we're really excited about is the ability for respondents to add comments throughout that just to give you sort of a more robust picture of your strengths and opportunities as well. 00:15:46:05 - 00:16:06:24 Unknown Put simply, module two is powerhouse. We're really excited for it. Oh yeah, I'm excited for it. Thank you, Michelle. Andy, you want to take module three? Well, I agree that module two is a powerhouse, but those that know me know that I have always thought the module three is my favorite. And so thank you for giving me the opportunity to talk about that one. 00:16:07:01 - 00:16:35:16 Unknown And the late Peter Drucker once said Culture Eats Strategy for lunch. The baseball rule books this thick right? And yet there's unwritten rules everywhere, including in baseball, that aren't in the rulebook. And people need to know that. So we will work on how do you understand your culture? How do you how do you debunk some of the motivational myths that people believe very strongly and we're really pretty sure don't work all that well anymore and instead work within your culture and then also look for ways to engage your people. 00:16:35:16 - 00:16:54:19 Unknown We've got a great new enhanced assessment, nine motivators under three major categories that people are going to get into, be able to not have to test the win. What what are you motivated by? And of course, if you ask them, they'll say, show me the money. Well, it gives you eight other things that people could be motivated by. 00:16:54:21 - 00:17:16:11 Unknown And so we've got a new nine motivation model, and we're also going to still continue to look at praise and consequences and where those are appropriate to get results. And so the thing that I'm really most excited about is really looking at how your own company culture is different than maybe others and how to help people fit within them. 00:17:16:11 - 00:17:39:07 Unknown We're going to look at four different companies that are models of different types of cultures and really help people understand there's more than just yours. And as I said, we're going to have this nine this nine motivator model is based on the research of Dan Pink in the three areas that he thinks we're all motivated by, but then broken up into different categories. 00:17:39:08 - 00:17:59:20 Unknown We've got the information from Yale and Harvard Gallup Organization, amongst others, and I think it's just a great way to find out what people are really motivated by, really exciting, really cutting edge stuff. Probably the most so of we've got principles, right? Some of the stuff is thousands of years old, and yet human motivation is a moving target and we're trying to hit the bullseye. 00:17:59:22 - 00:18:24:15 Unknown Kathy do you want to add something? What I would add is that as the leader of the instructor team, I use that model with them to know what motivates them. And you would think, Oh, they're all instructors there. They would all be motivated by the same thing. Every single one of them is different. So I like to use the tools that we put out there for folks. 00:18:24:15 - 00:18:49:20 Unknown I would say this one in particular has huge value for you and your teams. Thank you. Kathy and Andy, how about moving on to module four? Cheryl All right, so module four is all about performance management. And so we've given folks a model of the steps that they need to take in order to have and do performance management. 00:18:49:24 - 00:19:22:24 Unknown The right way. So looking at the job descriptions and understanding what is it that people are doing, how managers need to take a look at and observe and then do some tracking performance behaviors and also looking at both positive as well as opportunities for development. Because sometimes managers will just look at the the negative things. And so we want to give a more balanced type of opportunity for them to look at it both and then give them some tools to do that. 00:19:23:01 - 00:19:46:23 Unknown And one of the tools that we will provide in this session is about smart goals and having them identify the smart goals. And here we go using our blended learning again where they will do something prior to coming to class, watch a webinar around smart goals and it gives them all the components and then they will come to class and be prepared to share that. 00:19:47:00 - 00:20:10:09 Unknown And then we move in to one of the key things that we all love about the MRA series is the diagnostic direction, and you learn what your leadership styles are. So participants will learn what their leadership styles are, but also more importantly, what do they need to do to adjust their leadership style. So it's not a one size fits all? 00:20:10:12 - 00:20:31:10 Unknown What do they need to adjust their leadership style for the people on their team? And then also looking at what is the aptitude of their direct reports? So what is that people already know? And then also looking at the appeal kind of where where do they want to go? How excited are they? Are they about doing certain activities? 00:20:31:15 - 00:20:56:01 Unknown Then we move into talking about delegation, which many managers don't like to do. Now I can do a better myself. I can do it all myself. Yes, you can. But do you really want to? And more importantly, do you really need to? So giving them some really good tools about delegation and determining who needs to be delegated to and and how and who should not be delegated to. 00:20:56:06 - 00:21:23:10 Unknown And then we talk about document ation in real estate. We say location, location, location and leadership. We talk about document, document, document, really, really key and giving them some some tools and resources that they can help to be able to track that documentation. And then finally, we talk about discipline management just don't like to discipline. So we go through what are the key steps in discipline. 00:21:23:10 - 00:21:47:16 Unknown And finally, rounding out module four with performance reviews, giving them the tools and resources, then we talk about performance reviews should just be that a review. So you want to spend more time on coming up with the goals for the report scoring going forward and not spending as much time on what they did throughout the year because the key is regular feedback. 00:21:47:16 - 00:22:18:04 Unknown You talk to them all year, so spend more time about being what are they going to do going forward. So that's model for and we're excited to offer it. All right. Well, that sounds like a whole lot of fun. Cheryl, Lois, did you have anything to add about coaching in the module for coaching such a key essential part of it for us to be able to put what we learn into practice and be able to make it hit the ground and be realistic. 00:22:18:06 - 00:22:41:20 Unknown So it's so important that we listen to that, that portion of it and practice it. Because I always say once I learned how to coach, I lowered my stress level quite a bit. Absolutely. Thanks, Lois. Janet, do you want to give an overview of what module five looks like? Sure. So module five is creating collaboration and effective teams. 00:22:41:22 - 00:23:10:06 Unknown So in module five, we look at the difference between groups and teams and different types of teams that we really put a big stress on the value of teams, right? Having diversity of thought, diversity of perspectives, getting people to weigh in so that we can make better decisions, create innovation and engage the people that we're interacting with as well as take care of the people that we serve, regardless of what product or service a company has. 00:23:10:08 - 00:23:32:06 Unknown So in this module, they're going to get some guidelines and practice determining how far can we allow the team to get involved without the risk being too high when we are making decisions so that we drive engagement. And again get the best possible results for any decision that we need to be making. We look at the stages of team development. 00:23:32:12 - 00:24:09:03 Unknown We also have an MRA team effectiveness model and participants use it with their own team so they can go back and assess what's the status of my team and what do I need to do differently. So they can plan for success. In the previous refresh, we had a lot of senior managers out in the community voice that we needed to add something, so we did about helping departmental managers understand their responsibility to align the departmental goals, activities, actions and purpose with that of the company vision, mission, goals and strategy. 00:24:09:03 - 00:24:33:21 Unknown And so we did this and we've we created a template for that leader to create a team purpose statement and it's become quite popular. So we continue to use that as they learn ways to talk about aligning all of their action and work and integrating goals and vision and mission together. So that's the module in general, things that are kind of new and different. 00:24:33:21 - 00:24:59:07 Unknown We put another little spin on consensus building, so when we learn these consensus building activities, we have a new tool to introduce, to share with people as they do a fun practice. For that, we've modified some of the activities around the stages of team development to help aid, engagement and retention of that knowledge. We have some case studies and we have practice scenarios throughout the whole series. 00:24:59:12 - 00:25:23:16 Unknown In module five, we have case studies based on manufacturing and office work and we've added a nonprofit case study to that. So we're excited to be able to speak more to those audiences and give people more of an opportunity when we are doing practice situations to choose what do they best relate to, whether it's hybrid work or office work or whatever it might be. 00:25:23:16 - 00:25:52:09 Unknown So trying to be very cognizant of that. We've also moved our mission and vision work along with that ever popular purpose statement into this module is to be in a different place. But we thought that combining this with all of the rest of the team activities really makes it a power packed day with a lot of tools, tips and techniques that people can walk away regardless of what type of team they have in person remote, and they'll just have a lot of tools to use. 00:25:52:09 - 00:26:27:01 Unknown So it's very exciting and they'll get lots of practice. As always. Yeah, sounds like a great module. Thank you, Janet. It's want to kind of bring us home today with module six. Absolutely. So module six is leading and thriving through change and we purposely end with change as our last module because all of those skills that all my colleagues have talked about, you need those to be able to be an effective change agent to as a, as a leader, you need to be able to communicate, understand other people's personal kitties, all that emotional intelligence. 00:26:27:03 - 00:26:49:15 Unknown But what I'm excited about for the new module is that we are going to look at the individual and human components of it. We're going to look at the team components of it, and then some technical tools and skills in the in the session, because we all know for change to be successful, each individual has to make input and make the change. 00:26:49:17 - 00:27:20:22 Unknown Otherwise it gets stale and just stalls out. So, you know, we've all been through change before and as change is happening, we see a lot of people running around, very busy making new processes, making those new systems, even training for those new behaviors. But sometimes what I think we forget about when all that stuff is going on is that what's happening to each person, Each person individually is going through emotional reactions, internal transitions regarding the change. 00:27:21:03 - 00:27:47:13 Unknown And we need our leaders to be aware of that. Not only so they can understand what they're going through, but also their team and their organization to help that. So we talk quite a bit about the emotional stages that the individuals go through during change and actually to bring it to life. We do a quick activity pretty early on in the session and some of them experience some of those emotional changes right then and there. 00:27:47:18 - 00:28:19:21 Unknown And we use that throughout the whole session to say, See, we were just doing this for fun and practice and look at how emotional some people got and look at how laid back other people were about it. So by making those leaders aware of these emotions, first of all, we're doing one of the things that Kathy talked about implementing better emotional intelligence in our leaders, because they're recognizing for themselves, for their team, and then we're also equipping them with skills of how they can help their teams through each of these emotional stages. 00:28:19:23 - 00:28:51:19 Unknown And not to mention there's also three transitional stages that individual goes through. Boy, a lot of stuff going on. And we're again helping them understand what those are talking about, the characteristics of each of those of those phases and how they can help the people as they go through each other. How can they say goodbye to that all the way, figure out how the new way is going to be, and then start being proactive about about their new beginning as they're going forward. 00:28:51:21 - 00:29:25:18 Unknown But we don't stop there because then we go into some technical tools, we go into the cats, a step change model and prophesies and car models. And you may be thinking, why would you give them two different models? Well, both of these models give a holistic approach to the change itself and how they engage with the workforce during the change process and by giving them to models that are just a little bit different and complement each other, it helps them determine what's best for my company or what's best for this change right now that we're going through. 00:29:25:20 - 00:29:48:07 Unknown And not only do we talk about these models, but we have them practice it through a case study. It just says Jan. And the same we have case studies throughout through all these topics. We're equipping the leaders with skills and tools of how to make an impact, to help with the change and to be a huge part of it is communication, communicating openly, often being transparent. 00:29:48:09 - 00:30:19:14 Unknown That means giving them the good, the bad and the ugly. All at one time. Because recognizing the difficulties of change and showing appreciation for it is huge. Kathy also talked about resiliency. We spend quite a bit of time on resiliency because it's a topic that we need to get better at. And as we unders Dan to resiliency, we're talking about how can you as an individual become more resilient and what are you doing as a leader? 00:30:19:17 - 00:31:00:19 Unknown Are you helping your team be more resilient? Are you helping them be more resilient? Are you defeating them because your culture of the organization can build our defeat resiliency? You know, Sophie, because change is constant and it will continue to happen at a faster pace. I think we're really providing tools so we can thrive through the change. I was saying I love, I love that thrives in the title, not just because this podcast is called 30 Minute Drive, but thank you all for highlighting each enhanced module of X Plus. 00:31:00:21 - 00:31:26:22 Unknown So we kind of gave that overview of what the series looks like. But now I'm curious who should be attending PLX Plus and Sylvia, take that one. So leaders that have some experience of being a people managers are the ones that we would really like to see in PLX. Plus they can have, you know, one or two years experience all the way up to several years of experience. 00:31:27:03 - 00:31:59:06 Unknown And their reason that it's such a large range is because of the depth and practice that we go into each of the topics. And so the participants back away with more experience under their belt. I do think Sophie, with the right mentors that high Potentials and brand new leaders can also benefit. One of the best things about the PLX cohort is that we do have that range of experience. 00:31:59:12 - 00:32:27:01 Unknown We have the range of industries, we have the range of job titles. It's a real a lot of companies want to send their folks to the public programs rather than bring them on site to their company because they want those different perspectives. Now, if they want to bring it to their company to enhance the team building activities, we can do that as well here at Emory. 00:32:27:03 - 00:32:55:05 Unknown So just kind of as we wrap up here, let's do a quick little rapid fire. I want to know what what are you most excited about with this launch? And maybe give me one or two words that kind of describes the series and your excitement so anyone can kind of speak out at this time. Interactive engagement, impactful, let's say applicability, manager involvement, real world opportunity. 00:32:55:11 - 00:33:22:22 Unknown Well, we are also joined by a recent PLX graduate, Sarah Benjamin. So, Sarah, I'm curious to hear your firsthand experience. How has PLX really impacted you and what are some of your key takeaways from the series? I feel like PLX had a pretty significant impact on me. I don't think I fully grasp the skills needed to be an effective leader before I took the series. 00:33:22:24 - 00:33:57:06 Unknown Now that I've taken the series, I now know that leadership is an endless journey and you never really stop building on your leadership skills. The series has provided me with invaluable insights and practical tools to become a more effective leader. If I could give future participants one piece of advice it is application is key. You really have to hold yourself accountable and get out there every day and actively practice the concepts you learned in class very well. 00:33:57:06 - 00:34:16:07 Unknown Let's end with the most important question here, and that is how can you register for PLX Plus Kate I'll give I'll give this one to you. Thanks, Sophie. We are so excited to share that we've got a hand registration system to improve your experience. We're going to make it even easier for you. You're going to love the new system. 00:34:16:07 - 00:34:32:23 Unknown It's going to be like a shopping cart experience. How you buy other things now, you'll be able to purchase our classes and training just as you do other things. So you'll just go to mranet.org and click on the learning tab and I'll walk you through what you need to do when you select your location or if you're going to be online. 00:34:33:00 - 00:34:47:03 Unknown One thing to keep in mind if you aren't a member, please take a look at the cost difference because you could probably saved almost as much of the membership by joining MRA, so we'd be happy to talk to you about that too. That might be worth it for you to consider, and we'd love to have you as a member. 00:34:47:03 - 00:35:10:16 Unknown If you're not, you have any questions about registering or if you'd like to have us come on to your company's site, provide the PLX for your team, we can do that as well. So there are a lot of different options that we provide and we're happy to help you. So thank you. Thank you, Kate. Well, I want to thank this whole group for being on 30 minute Thrive today and sharing this exciting update with our listeners and members. 00:35:10:16 - 00:35:30:18 Unknown And I just want to say congrats to to this team for all the hard work you've put into creating a fantastic schedule and series. And it's definitely a successful and beneficial program. So kudos to you all, to our listeners. Just before we go, I would just urge you to comment what you're most excited about with this new version of PLX. 00:35:30:24 - 00:35:51:10 Unknown Don't forget to share the episode and consider joining MRA. If you are a member already. Like Kate said, we've got all the resources of the show notes below, including the resources to get you registered for PLX Plus, so take a look at those. Otherwise, thanks again group and we will see you next week. And that wraps up our content for this episode. 00:35:51:12 - 00:36:09:18 Unknown Be sure to reference the show notes where you can sign them to connect for more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.
Have you ever heard this catchy phrase: culture eats strategy for breakfast? So what does it mean? Does it apply to your workplace? Does it apply to your church? Join Kevin as we dissect this interesting phrase and whether or not your workplace or church is more of a cultural obstacle to great stewardship or more of an active facilitator of strategies that cause great enterprises to flourish. // Download this episode's Application & Action questions and PDF transcript at whitestone.org.
Guest: Robin Lennon Bylenga, Information Security Awareness, Education and Communications Lead at DWS Group [@DWS_Group]On LinkedIn | https://www.linkedin.com/in/robinlbylenga/On Twitter | https://twitter.com/pedalchic____________________________Hosts:Sean Martin, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining CyberSecurity Podcast [@RedefiningCyber]On ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/sean-martinMarco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society PodcastOn ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelli____________________________This Episode's SponsorsPentera | https://itspm.ag/penteri67aSemperis | https://itspm.ag/semperis-1roo✨ ➤ Sponsorship Signup Is Now Open — And Yes, Space Is Limited!____________________________Episode NotesIn this Chats on the Road to Infosecurity Europe Conference podcast episode, In this episode of ITSPmagazine, hosts, Sean Martin and Marco Ciappelli, invite Robin Lennon Bylenga, a human factors expert, to discuss the impact of culture on cybersecurity.The conversation emphasizes the importance of involving humans in cybersecurity instead of just relying on technology. Robin advocates building a cybersecurity awareness culture by making cybersecurity relevant to individuals' daily routines. Robin shares valuable insights on folding security into an organization's culture, making it relevant to employees, and using storytelling to build a security culture.Sean and Marco highlight the significance of Robin's upcoming keynote speech at Infosecurity Europe, where she will explain the importance of a good security culture using stories. The conversation also touches upon GDPR and avoiding over-reliance on technology while making metrics to measure success.The conversation provides an holistic perspective on how the culture of an organization influences cybersecurity, as cybersecurity is not just about technology, but it's also about the way people make sense of it.____________________________ResourcesLearn more, explore the programme, and register for Infosecurity Europe: https://itspm.ag/iseu23Catch Robin's session: ‘Culture Eats Strategy for Breakfast' - Building a Strong Cyber Security Awareness CultureBe sure to tune in to all of our Infosecurity Europe 2023 conference coverage: https://www.itspmagazine.com/infosecurity-europe-2023-infosec-london-cybersecurity-event-coverageCatch the full Infosecurity Europe 2023 YouTube playlist: https://www.youtube.com/playlist?list=PLnYu0psdcllTOeLEfCLJlToZIoJtNJB6B____________________________If you are a cybersecurity vendor with a story to share, you can book your pre-event video podcast briefing here (https://itspm.ag/iseu23tsv) and your on-location audio podcast briefing here (https://itspm.ag/iseu23tsp).Explore the full conference coverage sponsorship bundle here: https://itspm.ag/iseu23bndlFor more ITSPmagazine advertising and sponsorship opportunities:
Guest: Robin Lennon Bylenga, Information Security Awareness, Education and Communications Lead at DWS Group [@DWS_Group]On LinkedIn | https://www.linkedin.com/in/robinlbylenga/On Twitter | https://twitter.com/pedalchic____________________________Hosts:Sean Martin, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining CyberSecurity Podcast [@RedefiningCyber]On ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/sean-martinMarco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society PodcastOn ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelli____________________________This Episode's SponsorsPentera | https://itspm.ag/penteri67aSemperis | https://itspm.ag/semperis-1roo✨ ➤ Sponsorship Signup Is Now Open — And Yes, Space Is Limited!____________________________Episode NotesIn this Chats on the Road to Infosecurity Europe Conference podcast episode, In this episode of ITSPmagazine, hosts, Sean Martin and Marco Ciappelli, invite Robin Lennon Bylenga, a human factors expert, to discuss the impact of culture on cybersecurity.The conversation emphasizes the importance of involving humans in cybersecurity instead of just relying on technology. Robin advocates building a cybersecurity awareness culture by making cybersecurity relevant to individuals' daily routines. Robin shares valuable insights on folding security into an organization's culture, making it relevant to employees, and using storytelling to build a security culture.Sean and Marco highlight the significance of Robin's upcoming keynote speech at Infosecurity Europe, where she will explain the importance of a good security culture using stories. The conversation also touches upon GDPR and avoiding over-reliance on technology while making metrics to measure success.The conversation provides an holistic perspective on how the culture of an organization influences cybersecurity, as cybersecurity is not just about technology, but it's also about the way people make sense of it.____________________________ResourcesLearn more, explore the programme, and register for Infosecurity Europe: https://itspm.ag/iseu23Catch Robin's session: ‘Culture Eats Strategy for Breakfast' - Building a Strong Cyber Security Awareness CultureBe sure to tune in to all of our Infosecurity Europe 2023 conference coverage: https://www.itspmagazine.com/infosecurity-europe-2023-infosec-london-cybersecurity-event-coverageCatch the full Infosecurity Europe 2023 YouTube playlist: https://www.youtube.com/playlist?list=PLnYu0psdcllTOeLEfCLJlToZIoJtNJB6B____________________________If you are a cybersecurity vendor with a story to share, you can book your pre-event video podcast briefing here (https://itspm.ag/iseu23tsv) and your on-location audio podcast briefing here (https://itspm.ag/iseu23tsp).Explore the full conference coverage sponsorship bundle here: https://itspm.ag/iseu23bndlFor more ITSPmagazine advertising and sponsorship opportunities:
Linda is joined by Dave Hancin, a leadership speaker who talks about culture and the importance of leading like it's your own business. Dave has held senior leadership positions in several US and Canadian medical, dental, industrial supply and building materials companies since he graduated with an MBA from Western Michigan University. He is currently the President Americas, and V.P. Global Business Platform for Ensmile Aligners. Dave Hancin - https://www.linkedin.com/in/dave-hancin/ Ensmile Aligners - https://ensmile.com/
Cyrus Jaffery, our host was interviewed by our two co-hosts Jason Kilgo & Benito Ortiz to talk about why he joined the insurance industry. Cyrus talked about why he transitioned to the independent side, why team culture is so important to him and his agency, and most of all how he wins his day!
This is part two of our leadership series, where we bring you insights, tips, and stories from three social impact leaders who have made their mark in the business and nonprofit sectors.Artis Stevens, President & CEO of Big Brothers Big Sisters of America Kevin Martinez, VP of Corporate Citizenship at ESPN Julie Breckenkamp, Vice President of National Strategic Partnerships at CMN HospitalsEach of these leaders offers their advice, shares mistakes they've made, discuss how they take care of their well-being and support their teams, and what's on the horizon in our field.In today's episode, EFG's Alli Murphy speaks with Kevin Martinez. As VP of Corporate Citizenship, he oversees all aspects of the company's citizenship initiatives, including corporate giving, volunteerism, cause marketing, and sustainability.As an industry veteran, Kevin is responsible for ESPN's strategic programs that enable both greater access to sports and leadership through sports. He leads ESPN's sponsorship of Special Olympics, which has helped more than 1.6 million athletes, teammates and coaches join the Unified Sports movement.He also manages ESPN's ongoing collaboration and fundraising efforts with the V Foundation, which have generated nearly $100 million toward cancer research programs.Additionally, Kevin and ESPN received the 2023 Golden Halo Award for business, our highest honor for companies and causes engaged in activities that build a better world and the bottom line.This episode is packed with valuable insights and tips for anyone interested in leadership and social impact; and you'll learn a lot about Kevin's leadership journey and the impact of his work at ESPN.In today's episode, we'll explore:What Kevin has learned along his leadership journey How he focuses on his well-being How he took traits that could have held him back and turned them into strengths Why culture eats strategy for lunch The trends CSR and social impact pros should be paying attention to His advice for those looking to grow in their careers What he'll be talking about at #EFG202And so much more! Links & NotesKevin Martinez LinkedInESPN Corporate CitizenshipESPN InstagramDune Litany Against FearEFG Conference May 16 - 18, 2023Elevate Your Social ImpactCheck out our annual conference!Sign up for Engage for Good's newsletterCheck out past podcast episodesAccess free resourcesCheck out our monthly webinarsLet Alli know what you think of the show! (00:00) - Welcome to Engage for Good (01:02) - Introducing Kevin Martinez (07:46) - Favorite Mistakes (11:10) - Gaining Leadership Buyin (14:41) - Big Objectives for 2023 (17:59) - The Golden Halo (19:37) - Making Well-Being a Priority (23:43) - "Culture Eats Strategy for Lunch" (28:47) - Trends in CSR and Social Impact (40:08) - Learn More
Today Cheree and Lisa give an overview of the culture of Newport Church and the why we do what we do. Throughout this year we want to dive deeper into our heart for worship, five fold ministry gifts in the church, missions and much more. ResourcesNewport ChurchCredits:https://newportchurch.nethttps://doveusa.orghttps://dcfi.orgIntro/Exit Music Source Credit: https://www.bensound.com
Kim McMahon is the President of McMahon's Best-One Tire, which has five locations, one distribution center and one retread facility. She is one of just a few top female executives at tire dealerships in North America and recently won the Humanitarian of the Year award from Tire Business Magazine. She has a banking and financial background and believes culture is more valuable for a company than strategy. In this episode… What's your strategy when your business is expanding, adding locations and entering new markets? What about your strategy when it comes to implementing new services? Is strategy the most important thing, or could the culture of your company trump your strategy? For some great insight on this topic and more, check out this episode of Gain Traction! According to Kim McMahon from McMahon's Best-One Tire, getting your team members to buy into what you're doing is more important than strategy. She has a sign in her office that states, “Culture eats strategy for lunch.” The executive committee at McMahon's Best-One Tire, Kim says, is committed to getting the right culture for the company before it worries about anything else. On this episode of Gain Traction, Kim joins Mike Edge for a wide-ranging discussion about being a female working as a top executive in the male-dominated tire industry. She talks about her transition to a family-owned tire shop after 17 years in corporate banking, the obstacles she has faced, and the importance of building the right culture in your organization. When it comes to strategy, Kim says, “if you don't have the people that buy into what you're doing, it's not worth anything.” Don't miss it! Here's a glimpse of what you'll learn: Where Kim McMahon went to school and why she chose to study finance and banking The learning curve that comes with transitioning from working at a corporate bank to managing a family business Why the entrepreneurial spirit of her father-in-law caught Kim off guard when she started working for him at McMahon's Best-One Tire What Kim likes most about working in the tire industry The biggest hurdles Kim has faced while working in the tire industry Why Kim believes that in business, “culture eats strategy for lunch” Resources mentioned in this episode: Kim McMahon on LinkedIn McMahon's Best-One Tire Right to Repair Mike Edge on LinkedIn Tread Partners Sponsor for this episode... This episode is brought to you by Tread Partners. At Tread Partners, we provide digital marketing for multi-location tire dealers and auto repair shops. By using our strategy, branding, and marketing services, we help shops sell more tires and put more cars in bays. We've helped companies like Action Gator Tire, Colony Tire and Service, and Ulmer's Auto Care Center bring extreme growth in paid leads, ROI, and searches. So, what are you waiting for? Visit www.treadpartners.com or email info@treadpartners.com to learn more.
With all the emphasis on hard metrics and financials, it's often easy to overlook the culture of companies and the role it plays in their success (or failure). (Repeat)
Marty McNair and Andrew Isaacs sit down with Dr. Valentine and Dr. Holland for part 1 of the season finale to describe how the toxic culture, inside of a football program contributed to the death of Marty's son, Jordan, who suffered a heat stroke during team conditioning activities. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
Dr. Lisa Mathew interviews Dr. Vasu Appaleneni, a practicing gastroenterologist at Dayton Gastroenterology, and executive vice president of clinical innovation at One GI, a physician-led managed services organization. Dr. Appalaneni knew she would become a physician from an early age, and her entrepreneurial spirit led her to private practice gastroenterology, where she enjoys being able to care for patients, being a business owner, and providing employment opportunities in her community. Her interest in the business of healthcare led to her involvement in mergers with other local GI groups, and eventually being a part of the team that led the process of Dayton Gastroenterology joining One GI. Join Dr. Mathew and Dr. Appalaneni to hear how these experiences influenced Dr. Appalaneni's decision to pursue an executive MBA at the Kellogg School of Management at Northwestern University and why she thinks a business degree is something independent GI physicians should consider. Produced by Andrew Sousa and Hayden Margolis for Steadfast Collaborative, LLC Original score by Hayden Margolis Gastro Broadcast, Episode 42
Show Notes: Grant is a graduate of Brown University and is finishing his executive program at Harvard Business School. He is a Young President's Organization (YPO) Member. He is the managing director of Benevolent Capital. Montgomery Securities – Institutional sales program First non-MBA member to be hired in the program. “Sometimes it is about timing. Sometimes it is about who you know more than anything else!” Grant has his securities licenses and his series 7, 79, 63, and 24 as a financial banker. Venture Capital is for very early-stage companies to help them get off the ground. Private Equity is generally for later-stage companies looking to grow or transition. Grant became a “Sherpa” at Montgomery Securities (9:00) One of his first tests early in his career was to see if he had the ability to tell people that he didn't know the answer. Always tell the truth and be honest. Don't be afraid to apply for jobs where you don't have all the skills. Skills can be taught. Hiring managers are looking for character, integrity, honesty, interpersonal skills, and communication skills. (12:45) Grant highlights a learning experience as the captain of his crew team when he lost a position in the first boat. “Sometimes out of the bad comes the great!” You really learn about yourself and life when things go wrong. Covid presented a learning and growing opportunity for us all. (17:45) Why is tenacity so important? Why did Montgomery Securities start by only hiring Athletes? (24:00) When Warren Buffet is wrong he is barely wrong but when he is right BIG and for a long time. Why did Grant leave Greenwich, Connecticut, and New York City? Wanted a state with no state income tax A friend told him to check out Baylor School in Chattanooga, TN Chattanooga was voted “Best small town” in America twice. (34:45) Grant's advice to his daughters “Free to be you, free to be me.” (40:00) “Our country needs the ability to have more debate.” (43:10) “You feel like we are fighting and arguing and I feel like we are finally communicating.” Grant uses a quote from the movie Jerry McGuire to help demonstrate a point on modern-day politics. Do we believe in free speech and diversity and inclusion or do we not? Today many only believe in this as long as you agree with them. (54:00) How to build a company with a billion in revenue? The importance of a robust board Your customers are raving evangelists for your product or service “Culture Eats Strategy for Breakfast.” – Peter Drucker (55:00) How is Grant training his daughters to have success in life? Mixed Martial Arts Best Day Brewing – Non-Alcoholic Beer and Athletic Brewing – Are two of the companies that Grant's firm has invested in. An SPV – Special Purpose Vehicle for each investment in Benevolent Capital They charge NO management fees for the investments in their fund. (The Traditional "2 and 20")... Plus they give all investors a 100% preferred return before they get paid. This is very different from most investment firms. For us to make an investment in a company we need to believe in the company and we have to want to be an evangelist for the product or service. Brett Johnson was running the family business (Targus Computer Accessory Company) and during that time frame after working with PE firms they decided when it was time for them to start their own investment firm they would do it differently. “We don't need the management fees to be motivated to be successful.” Why did they invest in Orua Ring? How do they do due diligence in companies they invest in? Believe in the product – Great Products Teams when championships. Who is the management team? Is this in an A or C industry? What is the exit? How so you exit the investment? Either a big company needs to buy the product or they are buying it so it doesn't fall into the hands of their competitor. Many times the price they will pay to prevent their competitor from getting it is higher than if they just want it for themselves. (1:26:30) How did Grant and Brett Johnson get involved in Professional Soccer in the United States and Great Britain? How has the Ted Lasso show helped Professional Soccer? Best Day Brewing is an official sponsor of Professional Pickle Ball! (1:38:00) Grant Johnson's State of the Union Address to the American People “Good, Better, Best. Never let it rest until your good is your better and your better is your best!” Book Recommendation Who Not How: The Formula to Achieve Bigger Goals Through Accelerating Teamwork – Dan Sullivan Blueprint to a Billion: 7 Essentials to Achieve Exponential Growth – David Thomson Follow Bob Dickie on Twitter @RobertDickieFollow "Taking the Leap Podcast" on Youtube.com
Implicit Bias and Bourbon to boot!Join the Krewe as we go down the @rabbithole again and serve it up as a meal.Why, because our “culture eats strategy for breakfast”We'll talk behavior to pastry history this week! Join us wherever you find #podcast or at 10am Saturdays on @kpelnews
We welcome Michael Flinner and Jack Tucker, co-owners of Seamless Logistics.And we start with their genesis story, how they came together to create Seamless Logistics. The lightbulb of a business idea happens anywhere, so pay attention and act on it.What is a 3PL? A 3PL (third-party logistics) provider offers outsourced logistics services, which encompass anything that involves the management of one or more facets of procurement and fulfillment activities. In business, 3PL has a broad meaning that applies to any service contract that involves storing or shipping items.So, you call them to get something shipped!Other topics we cover, and you can learn from...How important was it for them to continue to bootstrap in the early stages?When did they start to see it being profitable?How did they get their wives to "buy in" into this venture?How long did it take to quit "the day job"?What did it mean to build a team, and what has it done for them? We love the quote "Culture Eats Strategy."When did you start to build the business, rather than do business?Did you have a specific mentor or group of mentors?What are you good at, your superpower?What advice would you give to your younger selves?What are some of the benefits of your partnership with each other? And the key thing that makes it work?What is the end game?Find out more about them, and Seamless Logistics at www.shipseamless.com/Running a business doesn't have to run your life.Without a business partner who holds you accountable, it's easy to be so busy ‘doing' business that you don't have the right strategy to grow your business.Stop letting your business run you. At Harper & Co CPA Plus, we know that you want to be empowered to build the lifestyle you envision. In order to do that you need a clear path to follow for successOur clients enjoy a proactive partnership with us. Schedule a consultation with us today.Download our free guide - Entrepreneurial Success Formula: How to Avoid Managing Your Business From Your Bank Account.Copyright 2022 Glenn Harper
Dr. Ivan Misner, founder and Chief Visionary Officer of BNI, the world's largest business networking organization. Founded in 1985, today, there are over 10,700 chapters in 76 countries throughout the populated continent of the WORLD. It's incredible to read that BNI generated 12.4 MILLION referrals resulting in more than 18.6 billion dollars worth of business for the members. Dr. Misner is the author of 27 (yes, 27 books), including the latest book - Who's in Your Room? Also, be sure to look for his column on Entrepreneur.com. Listen to this gold mine of ideas on the Work Positive podcast episode with Dr. Ivan Misner, who has shared many ways to increase productivity, Learn the meaning behind these words of wisdom from Dr. Ivan Misner Ignorance on Fire, Knowledge on Fire & Fire in the Belly. Treat Loyalty like Royalty Losing Sleep on People I Keep Both Sides of Accountability and Recognition Coach People Up or Coach People Out Delegation with Responsibility and Authority Connect with Dr. Misner Links Mentioned: www.ivanmisner.com and www.bni.com BOOKS Infinite Giving, The Seven Principles of Givers Gain Givers Gain - The BNI Story - Guest Contact Info: Facebook: @IvanMisner.BNIFounder / https://www.facebook.com/ivan.misner Instagram: https://www.instagram.com/drivanmisner/ LinkedIn: https://www.linkedin.com/in/ivanmisner Twitter: @IvanMisner Learn more about your ad choices. Visit megaphone.fm/adchoices
Become a Culture AdvocateCulture Eats Strategy for Breakfast - Matthew Kelly - Floyd ConsultingHow Healthy is Your Culture at Work? Take this free Culture Assessment and let's find out. You will receive a customized report and action plan in your email box minutes after you complete this short assessment. https://www.floydconsulting.com/culture This Series is based on the book THE CULTURE SOLUTION by NEW YORK TIMES bestselling author and founder of FLOYD CONSULTING Matthew Kelly. If you are looking for a life-coach, a business coach, or an executive coach, contact Floyd today: https://www.FloydConsulting.com/coaching To order a copy of THE CULTURE SOLUTION click here: https://amzn.to/3zRz2Ak If you have not read LIFE IS MESSY, order your copy today: https://amzn.to/2TTgZKn Subscribe to Matthew's YouTube Channel today! https://www.youtube.com/c/MatthewKellyAuthor/featured?sub_confirmation=1https://www.matthewkelly.comGet Matthew's 60 Second Wisdom delivered to your inbox: https://www.matthewkelly.com/subscribe The Best Version of Yourself and 60 Second Wisdom are registered trademarks. #MatthewKelly #BestVersionOfYourself #BestVersion
As Satya prepares for some of Microsoft's most ambitious launches yet, the CEO finds a new set of challenges and pressures waiting for him, both in and out of the office.To listen to Business Movers ad-free, join Wondery+ in the Wondery App. Click here to download the app: https://wondery.app.link/businessmoversPlease support us by supporting our sponsors!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Is a great work culture all about perks and goodies? Free lunches, nap rooms, and onsite chefs? Nope. Studies show that perks don't result in a better work culture, and they don't create peak performers. If you've got too much drama and negativity in your workplace…you're not alone. In this episode, Kelly shows you what works and what doesn't when it comes to creating a happier and more productive work team. This is part one in the three-part Business Trinity series (Culture, Training, Hiring). If you're not sure how to build an amazing culture in your business, this episode gives you answers.Here's the Implementation assignment Kelly gave you in this episode: "Culture is not values or mission statements; those are ideals, not disciplines. Culture is how we treat each other, how we talk to each other, whether or not we trust each other, and how we handle conflict. Culture is about accountability, measuring, a bias for urgency, a focus on solutions, calling it tight - saying what needs to be said - being kind and generous, acknowledging one another, and expressing appreciation." ~ from The Road Less Stupid by Keith CunninghamWhat does the culture in your business look like today? How are you treating each other? How is conflict being handled? How is accountability being handled? What are you tolerating?Define where you are on a scale of one to 10 on adding value to your clients and your customers. Are you at a 10, giving massive, massive value? Or are you at a two?What you want your company culture to look like? Answer:How will we treat each other? How will we handle conflict? What do you need to get courageous about not tolerating? Decide on one to two things that need to go right away so you can develop the quality culture that you deserve in your business.===RESOURCES MENTIONED: The Reality-Based Rules of the Workplace by Cy WakemanReality-Based Leadership by Cy WakemanThe Road Less Stupid by Keith CunninghamGOT BUSINESS OR LEGAL QUESTIONS YOU'D LIKE KELLY TO ANSWER ON THE PODCAST? CALL AND LET HER KNOW: 951-406-0444WATCH ON YOUTUBE: Kelly Bennett, Esq.FOLLOW US ON INSTAGRAM: Instagram.com/kellybennett_esqJOIN THE CONVERSATION ON FACEBOOK: Facebook.com/kellybennettesqGET YOURSELF AN AMAZING LAWYER: Bennett Law CorporationGET KELLY'S BOOK: Victim Is Not Your Name: Remembering Your True Identity In the Midst of Life Challenges
Meet Mike Mussallem:Mike Mussallem is the Chairman and CEO of Edwards Lifesciences. Prior to Edwards, he was at Baxter International. Currently, Mike serves on the board of the Advanced Medical Technology Association (AdvaMed) and is an advisory board member for the Leonard D. Schaeffer Center for Health Policy & Economics at the University of Southern California. He is a trustee of the University of California, Irvine Foundation and the Rose-Hulman Institute of Technology. Mike received a Bachelor's in Chemical Engineering from the Rose-Hulman Institute of Technology.Key Insights:For Mike Mussallem, Edwards Lifesciences has a responsibility to the patients they serve. That mission is baked into their technology, culture, supply chain, and strategy.Culture of Innovation. Mike emphasizes the importance of culture. Edwards, like many medical technology companies, wants a culture of innovation. To achieve that requires rewarding true innovation, not just increases in sales, as well as creating an environment where employees can admit failure and build off of it. (19:12)Supply Chain Resiliency. The pandemic had a limited impact on Edwards due to built-in redundancy. Edwards has multiple production plants and suppliers, with facilities around the globe that support their specific geographic area. Effective strategy combined with strong culture helped Edwards tremendously during the pandemic. (24:42)Culture Eats Strategy. Another fundamental aspect of Edwards' culture is its dedication to helping patients. The company brings that element to life through storytelling. Conferences or other events often showcase short films about how their technology directly impacts patients. When asked, 90% of Edwards employees think about patients each day when they make decisions. (29:36)Relevant Links:Learn more about Edwards LifesciencesRead “Edwards Lifesciences CEO Mike Mussallem on balancing innovation, ethics and resilience”
I tend to shy away from podcasts about culture and leadership as they drift into soft and fuzzy feelings and are light on facts and practicality. So for those reasons, I was hesitant to interview Michael Kiolbassa, President of Kiolbassa Smoked Meats, about this topic. I am not too proud to admit that I was dead wrong! What you are about to hear is one man's personal journey into vulnerability, humility, and fear of failure which in turn created a profound and transformational moment throughout his company that catapulted Kiolbassa into 4X growth. Get ready. Origin story Business model - club and retail He sensed he could be a better leader Value-based leadership - Charlie Luck - https://www.kenan-flagler.unc.edu/news/values-based-leadership-in-family-business/ Ken Blanchard program - https://www.kenblanchard.com/ Great game of business - Jack Stack https://www.amazon.com/Great-Game-Business-Expanded-Updated/dp/0385348339 The scariest moment created the pivot point Daring Greatly - Brene Brown https://brenebrown.com/book/daring-greatly/ Discovering WHY Employees decided to solve the problems for him! Links of love program - a tradition of giving https://kiolbassa.com/links-of-love/ Top grading https://topgrading.com/resources/topgrading-ebook/ "Culture Eats Strategy for Breakfast" is a Peter Druker quote https://strategiesforinfluence.com/peter-drucker-coaching-tips/ Connect with Michael Kiolbassa on LinkedIn: https://www.linkedin.com/in/michael-kiolbassa-666037a/ Kiolbassa: https://kiolbassa.com/ About your Host Tony Moore and the Winning at Work podcast: Are you looking for a fun and light-hearted podcast to stay current on the trends shaping the $1.6 trillion food and beverage industry? My totally awesome brands featured here take us deep into the world of sustainability, plant-based, food tech, CBD, and good for you. Want to learn how to grow a brand? Scale a brand? I've got you covered. Join me on my mission to discover what makes these companies different, better, and special. Episode 124 is sponsored by: Timpl Search - National Food and Beverage headhunters for sales, marketing, innovation, and operations. https://www.joynussearch.com/ Contact: Tony Moore. 404-904-9235. Follow me on LinkedIn: https://www.linkedin.com/in/differentbetterspecialbrands/ Music from Uppbeat: https://uppbeat.io/t/soundroll/get-the-funk-in License code: SF3WUKBUJQULFHXE
As an author and founder of “Speaking of Strategy,” Larry Mietus helps businesses eliminate the excuses that hinder progress and profit, while building focused cultures, and driving wild success! Ricky and JC sit down with Larry to discuss the importance of culture in today's workforce and what business leaders need to do to keep employees engaged. Want to find out more about Larry? Go to www.speakingofstrategy.org
Gary Calega is our guest this week. Gary is the Founder and Co-CEO of Revel One, a specialized marketing, recruiting and strategy firm based in Denver. Prior to starting Revel One, Gary has a wide range of experiences in e-commerce and marketing, holding senior your roles at Craftsy, Coupons.com, and E-Bay. Hosts Chris and Adam reveal some positive signals about Denver's tech ecosystem with Gary, who shares some personal experience on how he implemented his biggest lesson.Learn more about what we're up to at Range.vc Connect with hosts and the Range VC team on LinkedInSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
“The world is a very uncertain place at the moment, in many respects, and managing the risk that goes with that is paramount.” – Grahame MillwaterIn this episode, your host, John Pelle, is joined by Grahame Millwater, Acrisure's President of Global Insurance, who dives right into the importance of a strong company culture and engaging with the incredibly talented people within the world of Acrisure. What does it take to stay ahead of trends in an increasingly “risky'' environment? It all starts with curiosity… tune in to find out more.Key Takeaways:[0:57] Grahame shares his perspective on the famous business quote: “Culture eats strategy for breakfast.”[2:57] Grahame explains why he thinks that execution also eats strategy for breakfast.[3:38] “We must make one and one equal three.” Grahame speaks about the meaning of this phrase for him.[5:15] What are the trends that Grahame sees in the marketplace that show that Acrisure is in the right areas with the right talent to achieve success?[7:46] Grahame suggests how to stay on top of industry trends, and how it starts with curiosity.[9:12] Grahame speaks to the value of peer-to-peer communication. [12:23] What is Grahame's sales pitch for a career in insurance today?[14:07] Grahame shares his suggestions about talent and young leadership programs.[18:05] Working for the best boss is fundamental to Grahame; he openly talks about his experiences with different bosses during his career.[20:43] What does limitless possibilities mean to Grahame?Further Reading:Acrisure.comAcrisure on LinkedInAcrisure on InstagramLearn more about Grahame MIllwaterNotable Quotes:“Culture is incredibly important; if you don't get the culture right you will never get the organization right.” — Grahame Millwater“A team growing in the same direction is what makes an organization successful.” — Grahame Millwater“The world is getting riskier; the more solutions we can provide, the better.” — Grahame Millwater“The best team is made up of different types of skilled people.” — Grahame Millwater
It's safe to say that people are quick to believe the bad things they hear about good people. Most gossip, is envy in disguise. In business, the impact of culture on a companies' success, is only as good as its strategy is sound. One of the biggest downfalls, is gossip amongst its employees. Gossip leads to negativity, negativity leads to contempt, and contempt leads to floor of an organization falling out from beneath it. Focus on the good, the clean, and the pure for your employees, and gossip will find its way out the front door. Thank you for listening! If you feel like we've added value to your lives, please share with a friend and subscribe to receive updates when a new episode is released! We hope you leave inspired and motivated and we hope to expand the mission of Randy Detrick: Add value to people's lives.
On the first ever Lev & Marques Show special episode, Leverett and Marques are joined by Tim Ingle, the Senior Vice President at Red Gold. Among other topics, Tim discusses his background, the ways in which Red Gold has evolved over the years, and how workplace culture can impact an organization.
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