Podcasts about culture first

When IBM spun off its infrastructure services business into Kyndryl, it created the largest public company spin in New York Stock Exchange history—launching with 90,000 employees and a daunting reality: 60% of customer accounts were unprofitable, and revenues were shrinking. Amid intense pressure to reset the trajectory, Kyndryl's then-CHRO Maryjo Charbonnier architected a workforce strategy that prioritized people, data, and adaptability. On the podcast this week, Maryjo shares her expertise on how to build a skills-centric enterprise ready for an AI-powered future. You will want to hear this episode if you are interested in...[04:22] Overcoming workforce skill challenges at Kyndryl[13:51] Defining company culture and values[16:45] Reducing and restructuring the workforce[24:58] Improving employee redeployment rates[31:05] Tackling vended labor challenges[38:21] Managing skills across job families[42:49] Finding allies in unexpected departments[52:10] Improving Kyndryl resource planning[53:02] Future workforce tracking challengesBuilding a Culture First, Systems SecondWhile it may be tempting for HR to leap into systems and processes, Maryjo insists that everything should begin with culture and purpose. Kyndryl first articulated the culture they wanted to be by conducting research with customers and employees to distill the company's values. These values of kinship, growth, restlessness, empathy, and devotion to shared success shaped the Kyndryl way and anchored every subsequent transformation, from talent architecture to performance management.Shaping the Workforce with Skills Data—Not Just HeadcountMaryjo describes her central CHRO responsibility as keeping as many people employed as possible through responsible enterprise stewardship. That means managing the direct workforce and aggressively addressing contractor and vended labor. Instead of allowing easy backdoor entry for outsourced services when headcount was reduced, Kyndryl prioritized retraining and reallocating internal employees—a strategy that cut the vended workforce by 50% and drove up redeployment to nearly 80%.Critical to this approach was creating a unifying global job architecture and skills taxonomy, merging inventory across employees, contractors, and service vendors. This required overcoming system fragmentation and forging new alliances with procurement, IT, and legal to track all labor, however it came in, and create transparency across all workstreams.From Data Layers to Business ImpactWhile a single-pane-of-glass HR system was the dream for Maryjo, the reality meant integrating financial, HR, procurement, and vendor management systems and building semantic layers that could track, reconcile, and translate skill data at scale. No single software suite could do it all, so success depended on building partnerships with IT and developing custom layers, predictive tools, and AI agents for matching talent to customer needs.Kyndryl anchored its use of AI in solving real business and customer problems rather than tracking individual productivity. The most important thing is to have someone ready to go with the skills that the customer needs to do that piece of work. Resources & People MentionedEightfoldSkyHiveTechWolfWorkdayDave Ulrich Connect with Guest NameMaryjo Charbonnier on LinkedIn Connect With RedThread ResearchWebsite: RedThread ResearchOn LinkedInSubscribe to WORKPLACE STORIES

Most companies talk about purpose. Patagonia builds the systems to back it up. Even when that means holding many contradictions. In this episode, Teresita Richard, Chief People Officer at Patagonia, joins Culture Amp's Justin Angsuwat to unpack how the company protects a culture built by climbers and surfers while scaling it across nearly 4,000 employees worldwide. From "liberating structures" that replace bureaucracy with just enough guardrails, to a hiring philosophy built on alignment over "fit," Teresita shares what it really takes to stay radical, human, and honest.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

https://youtu.be/uePyn0u75sY Staff Sheehan, CEO of Project Omega, is driven by a mission to strengthen America’s energy independence and national security by rebuilding the nation’s nuclear fuel cycle and scaling a culture-first business rooted in exceptional leadership and execution. With a career spanning energy, sustainable fuels, hydrogen, and chemical physics, Staff is leading the development of technologies that transform spent nuclear fuel into long-lasting power sources while helping usher in a new era of reliable, abundant nuclear energy. We explore Staff Sheehan’s Scaling Framework — Build the Best C-Suite, Due Diligence Your Investors, Build Things, and Execute, Execute, Execute. Staff explains why exceptional leadership is the foundation of every successful company, why founders should carefully vet their investors, and why hardware startups must prioritize building real products over ambitious concepts. He also discusses how AI-driven energy demand is fueling a nuclear renaissance, why restoring the U.S. nuclear fuel cycle is essential to energy independence, and what it takes to scale both advanced nuclear technologies and a high-growth company. — Scale a Culture-First Business with Staff Sheehan  Hi, everyone. Steve Preda here with the Management Blueprint Podcast. My guest today is Staff Sheehan, the CEO of Project Omega, an advanced nuclear recycling company with a mission to rebuild America’s nuclear fuel cycle end-to-end and unlock a new era of energy abundance for the United States. Wow. What a mission. Welcome to the show, Staff.  Thanks so much for having me, Steve. Great to be here.  Wow. You really are not playing small. Rebuilding America’s nuclear fuel cycle and unlocking a new era of energy abundance. Tell me about your personal “Why.” How are you manifesting it through the business? Well, I’ve been working in the energy industry, or adjacent to the energy industry, for a long time. This is the fourth business that I’ve started. Prior to this, I was in sustainable fuels. Prior to that, I was in metals and hydrogen. Before that, I did a Ph.D. in chemical physics. And before that, I was in software, but it was in something that was energy-intensive. So I've always been focused on how we can improve the energy industry in the United States. More recently, especially, that has become more and more intertwined with national security.Share on X  So I would say that for the last 10 years, I’ve spent a lot of time focused not just on energy, but also on national security. Right at the intersection of energy and national security is the nuclear industry. Over the last year, especially since four executive orders on nuclear power were signed, I’ve been focused on the nuclear industry. This has really been the resurgence of nuclear power in the United States over the last year or so. Yeah, it’s super fascinating. So, I mean, stupid question: why is this important?  Well, now I think we’re learning—and we’re having an acute learning experience, especially in the United States—that energy is a key bottleneck. And I think the thing that woke us up to that, in a lot of ways, is AI and the need for compute. But it’s not been only AI. We’ve been exporting manufacturing. We’ve been exporting a lot of things from the United States that rely on electricity or rely on energy in one way or another. Our exporting of that has caught up to us, and we now have to reshore a lot of things that maybe in the ’80s and the ’90s we decided to export out to China, for example. Now that we’ve realized that was not the greatest idea, we now are realizing that we need the energy to power it.  And so energy has become a key talking point, and the infrastructure behind energy has become a key talking point, especially in the United States. People’s electricity prices have gone up, so it’s not just industry and not just the folks who are building AI and data centers. It’s really everybody who’s now feeling the pain of our energy crunch. It’s crunched a little bit now, and I think people see that also because of what’s going on in the Middle East and the high price of gas. But the crunch is continuing because we know we have a high energy demand for all of the AI build-out that we’ve been doing for the last handful of years. Yeah, that is so interesting. And I remember in the 1990s, there was this phenomenon that actually the energy demand was falling, at least in Europe, where I come from, and there was overcapacity, and there was approval of overbuilding capacity. And the discussion was, “Okay, why do we need this? How do we slow this down?” And now the opposite thing is happening, which is pretty fascinating.  There’s a big question as to how idle assets are used, right? Because a lot of people don’t understand how electrical grids work. Everywhere in the world, energy is pretty much generated as you use it. So the energy that we’re using to talk on this podcast is being generated, depending on where you are located in the United States. From my location, it’s probably being generated by a natural gas power plant because it’s 2:10 in the afternoon, and this is around the time when a lot of natural gas peaker plants start to get going.  Depending on where you’re calling in from, those electrons are being generated live as we’re speaking. There’s not much storage on the grid. We do have some storage on the grid. California uses pumped hydro. They’re building battery infrastructure in places like Texas, but they’re not quite there yet. Grids don’t operate by just making the energy and then using it later. No. Grids operate by putting energy into the grid as demand is increasing. So the energy that you use is being generated live. You have to think about it that way.  Historically, back in the ’80s and the ’90s, there were not a lot of sinks for that live energy that was being generated, and people were also really bad at predicting demand. Another thing that happened in the ’80s and the ’90s, as I said right before, is that we were outsourcing a lot of our manufacturing to China. So China was building energy capacity because they saw all this manufacturing demand coming in. Their cost of labor was cheaper than what you guys had in Europe and what we had in the United States.  Robotics was not a thing, so everything was pretty manual. And the energy wasn’t needed here. It was needed, but Europe and the US were outsourcing, so we didn’t have the need for the energy here because we were sending all the jobs over to the Far East. They needed the energy there, so they built a bunch of coal-fired power plants. They built a lot of energy capacity while those conversations were happening in Europe. And now I think we’ve realized that it was a mistake to outsource so many things—and, in a sense, outsource your energy generation as well.  We need to find ways of either storing energy or converting that energy and using it productively. So rather than storing it, you could convert it into chemical products. You could convert it into a variety of different things. I think we've learned a lot since the '80s and the '90s, and I think that ties into the original learning experience: don't outsource everything. You need to learn how to be self-sufficient.Share on X Yeah. Yeah, don’t outsource your key competencies and your key resources. And energy is clearly one of those. Just a quick side question: How much energy is being wasted because it’s not able to be stored?  It depends on where you are. A lot of energy gets wasted in places where you have high hydroelectric utilization. But the cost to produce it is very cheap because hydro is indirect solar. The water evaporates, comes down, and it’s very dependent on the landscape where you can deploy hydroelectric power. In other places where you have power plants that follow load, like natural gas, for example, then you’re probably not wasting quite as many electrons as you are in places where you could potentially overproduce.  But I think we’re generally pretty efficient. We don’t waste too much, and a lot of that is because of the way grids work, where we predict how much electricity is needed, and we ramp production up and down as required.  Okay. Let’s talk about frameworks that you may have in your business. This podcast is about frameworks—the processes that are maybe unique to your business or that you discovered as you were building your business. Anything come to mind that can be explained in three to five steps, or as approaches or perspectives?  Yeah, I mean, I guess the learnings that I've had over all of my businesses. I think the first learning is: hire the right people.Share on X As a CEO, you have to spend an inordinate amount of your time on hiring, recruiting, and finding the right people. It’s super important to make sure that you have the best team. So that was my number one job when I started Project Omega: to hire the best possible team that I could hire.  And that was really, like, I told my investors that your first KPI is: build the best C-suite that you can. And I think I did that. I have a really incredible team of folks at Project Omega who are subject area experts in the parts of the business that they lead, and so I’m really happy with how I did it in this business. I’ve had stumbling blocks in prior businesses, and that’s how you learn. You call them learning experiences for a reason. My biggest stumbling block in my prior company was investors.  I didn’t do proper due diligence on investors. There’s ongoing litigation that I’m a part of that has to do with investors where you may not know where their money comes from. I think the number two thing is: make sure that you do a lot of diligence on who’s backing you. Typically, investors do diligence on founders, but founders don’t do quite as much diligence on the investors. And we need to flip that narrative. It’s especially true in national security. In national security, you have to be very sensitive to foreign actors. And this, again, was the issue that I ran into in my last business.  You can’t accept money from people who have significant backing from groups that are adversarial to the United States. A lot of those groups are U.S.-based funds. They’re not foreign funds, but they just get their money from foreign sources, and you have to be very careful about that when you’re in the national security world. It may not be as important if you’re making, like, a consumer app.  But if you’re doing things in energy and you’re doing things in national security, those are places where those people could seriously cause problems for your business down the line. And it comes out years after they invest in you. It’s not like they invest in you and then middle around two days later. All of these groups, including adversaries to the United States, are playing the long game. It’s not a next-week thing. It’s a several-years-from-now thing.  Interesting. Interesting. Okay. So that’s good advice. So build the best C-suite you can, and make sure you do your due diligence on your investors. What’s the next important lesson that you learned about building a business?  Focus on execution. Execution is the challenge. I think there are a lot of businesses out there that exist on paper, and when you’re a hardware company, that’s not the way to do things. I think there are a lot of on-paper businesses that, for better or for worse, have been very successful. Some of them have had IPOs and SPACs and things like that. There are businesses that exist on paper—at least in the nuclear industry, the energy industry, and the fuels industry—that have gone very far for on-paper businesses. But I think a very large portion of those—and I haven’t done all the statistics, but I’m sure Claude or Grok or GPT could—a lot of those businesses don’t do very well because they don’t have any actual experience building things in the real world.  So I think it's extremely important to execute, to get steel in the ground, and to focus on actually building things when you're in the hardware space.Share on X Now, of course, in software, that’s a little bit different. So it depends on whether you’re running a hardware or software business. In software, you may be able to keep going for a lot longer without a product or without having things in market because you’re building something that you know is going to have a huge splash when it comes out. But that’s not necessarily the way hardware businesses are able to be put together.  So give me an example of a business that’s on paper and not in the real world. Give me a hypothetical example.  A hypothetical example would be a business that has put together a number of contracts and a number of marketing materials about what they’re going to do, but they’ve never actually gone out and done it. Whether that’s at a small scale, like the lab scale, or at a larger scale, the point is they haven’t actually built it. My business—we’re very public about this. There are photographs and things like that of our lab out there. My business is at the lab scale. We’re working on going up to the pilot scale right now.  So that’s grams and kilograms of material. We’re not recycling metric tons of nuclear material. No business is doing that in the Western world except the one in France. So no business is doing that in the United States currently. But we’re public about where we are and what scale we’re at. A lot of businesses out there say they’re going to go out and operate XYZ widget, let’s say, and get a lot of traction around that before they’ve actually operated any sort of widget. And I think hardware is different than software.  Some venture markets have learned that, and some are probably going to learn that. But it’s been my experience over the last 12 years of running hardware businesses. My prior two businesses—Catalytic Innovations and Air Company—were both hardware businesses. And before I went to college and graduate school, I was in the software world, so I’ve kind of seen it from both sides.  Yeah. That’s interesting. So I saw your LinkedIn post about these underwater unmanned vehicles—UUVs, I think you call them. Is this like an underwater drone? Yeah. So, a UUV is an unmanned underwater vehicle. If you're trying to do something underwater, like do reconnaissance or try to find out what's going on under there with your adversaryShare on X or even a neutral party using a UUV is a way to do that without putting service members in harm’s way and a way to do that in a low-cost environment. So that’s one of the major applications for UUVs. But one of the big challenges for them is: how do you power them? You could use fuel to power them, but then they could run out of fuel, and then you have a stranded asset.  You could use electricity to power them with a battery, but the battery also runs out, and once it’s gone, it’s gone. It’s very hard to recover these. You’re not going to go down to the bottom of the sea to recover your UUV. The other option is to use—and we already do this, right, with our manned underwater vehicles, or our nuclear submarines in the United States—we already use nuclear power to power those submarines. And so that’s been the way that we've historically been able to operate underwater for long periods of time, and that's the way that I think we're probably going to go for these unmanned vehicles as well.Share on X  And that’s what my business focuses on. So we not only do this for UUVs but for space applications as well as terrestrial applications by building power sources. Those power sources are made using material that we recycle from spent nuclear fuel. Those power sources are called radiovoltaics, and you could imagine them as like an AA battery that lasts 30 years. And that’s really, I would say, the next step for operational energy. So we’re focused on using those as replacements for batteries in these small applications. You could think of it as a much broader application in the future—not just operational energy for the military, but beyond that. We actually use these sorts of materials in our everyday lives.  You’re sitting in a room, I’m sitting in a room, and I’m looking up at the smoke detector in my room. You’re sitting in a room with a smoke detector in it as well, and that smoke detector has a little piece of americium-241. Americium-241 is an isotope recovered from nuclear waste. We don’t recover it in the United States because we haven’t recycled nuclear waste in probably a little north of 50 years. But you can get these isotopes from places like France, where they recycle nuclear waste today. So all of us are sitting in a room with a radioisotope-powered device. Americium-241 specifically powers the detector in your smoke detector. Americium spits out alpha particles.  Those alpha particles are little helium nuclei. They hit a detector continuously, and that generates a current. Now, if smoke goes up into your smoke detector, those alpha particles hit the smoke instead of hitting the detector, and you won’t get that same current generation in your smoke detector. So that’s how we detect smoke, and right now, nuclear waste is sitting in all of our houses, keeping us safe. But that’s not really a mainstream part of the narrative yet.  Yeah. And what about the radiation? Is it not dangerous?  No. So for americium, there are different types of radiation. Well, not all radiation is created equal. There’s alpha radiation, which is what americium-241 emits predominantly, and those are little helium nuclei. Those can’t go through a piece of paper. Alpha radiation stops very easily. Like, your skin will very easily stop alpha radiation. Beta radiation, which is different from alpha radiation, is an electron that is flung out of a nucleus. So beta radiation is also stopped relatively easily.  Like, if you ingest it, then it could cause problems, but again, your skin can stop it. Gamma radiation is the one that we’re concerned about from a health perspective. Now, gamma radiation can be used for medical treatments and is very effective when it’s used in medical treatments, like to treat cancer, but gamma radiation is generally pretty bad because it goes straight through you. Gamma rays are little photons, and they’re very high-energy photons, so they can fly through you and they can cause damage to your DNA.  A lot of the, I would say, like, negative effects of any nuclear incident are really caused by gamma radiation more than anything else. Like Chernobyl, which is the famous one, had cesium-137 polluting a lot of the countryside around Chernobyl, and cesium-137 is a very strong gamma emitter. So gamma is what we try to avoid. At Project Omega, we don’t use gamma emitters for our power sources, and so all of our power sources use the safer types of radiation. That’s fascinating. So, Staff, I’d like to switch gears here a little bit and go back to business. So what drives growth in a business like yours—or specifically, your business?  A lot of things drive growth. Our business right now works together with a lot of groups in national security.Share on X We’re driven by the growth of the United States, and we’re driven by the growth of our economy. But beyond that, the demand for nuclear electricity has been very high, and that’s driven a lot of growth for us as well. How do you generate enough electricity to power data centers and power compute? That’s a huge problem in the world right now.  A lot of people who initially invested in AI are pivoting to invest in energy, actually, because they’re realizing the bottleneck for AI is not the chips. It’s the energy that’s needed to power the chips. As people are building these new assets that require all this energy, they’re quickly realizing that nuclear is one of the best ways to fulfill all of these energy requirements. As the nuclear industry grows, we’re seeing the need to reshore and bring the nuclear fuel cycle back to the United States.  We stopped doing commercial enrichment, for example, a long time ago, and there are a lot of great companies working on commercial enrichment. We stopped doing recycling and reprocessing back in the 1970s, and we’re bringing that back. We’re one of the groups working on bringing recycling and reprocessing back to the United States in a more responsible way than we did back then because technology is undoubtedly and unarguably better today than it was in the 1960s and 1970s.  That’s fascinating. So you’re helping all these old economies, which are obviously in a new skin, recover here—manufacturing and energy. So what’s one thing that you’re trying to figure out in your business right now?  So one of the challenges that everybody in the nuclear industry faces right now is scale. There’s a whole new group of reactors called small modular reactors, and another colloquial term for those is advanced reactors. Figuring out how to scale those is one of the challenges. So we’re working right now on scale. We're focused very heavily on scaling up our process so that we're able to build these true infrastructure projects that will ensure that the United States has a domestic nuclear fuel cycle going into the future. So that's really the main focus…Share on X  Being able to not only scale our technology but also execute at the current scale that we operate. On the execution side, we work together with two really great national labs: Idaho National Laboratory and Pacific Northwest National Laboratory. Execution in the nuclear industry is historically challenging, and working together with the government and the national labs is a big value-add because those national labs have the institutional memory, and they have the experience of working with radioactive materials and nuclear materials that we’re able to piggyback off of. They also have a lot of infrastructure that we’re able to work with.  Yeah. And when you say scale, is it about scaling energy generation, energy transmission, or the manufacturing of equipment that utilizes the recovered nuclear fuel? Or is it also about scaling the organization in terms of managing the organization? All of the above. All of the above. This time last year, we were pretty much one person. Or, this time last year, we were still a concept, and we started the business in July last year. So this time last year, we were pretty much one person, and now we’re close to 20. We’ve already scaled by a lot in just the last year. But we probably need to scale by another order of magnitude by the time we get to next year. So a big part of it is managing the growth of a high-growth and rapidly moving organization.  But a big piece of it is also scaling energy in the United States—scaling transmission, scaling generation, and scaling the production of nuclear fuel. Right now, we get a lot of our nuclear fuel from overseas. Twenty percent of the United States electrical grid is nuclear. So today, we use a lot of nuclear electrons to power, as I mentioned, based on our locations, we’re probably not using too many nuclear electrons right now. Or, Steve, I don’t know where you’re calling in from.  I’m in Virginia, the capital of data centers.  I take it back. You’re actually probably using nuclear electrons as we speak. So we need to scale that generation, but we also need to scale the fuel for those reactors. The nuclear electrons that you’re using to talk with me right now are most likely coming from Russian uranium that we buy from Russia.  I think your home country and many folks in Europe have learned that relying on Russia for your energy resources is not the greatest idea. We still, to this day, rely on Russia for a lot of our commercial uranium for our commercial reactors, and that’s something that we need to change. So scaling our nuclear fuel cycle in the United States is a key aspect of what we’re doing.  So what’s really fascinating is we were on vacation in Moab, Utah, just a few weeks ago, and we noticed that there was a lot of mining of nuclear materials there. Is this something that happened in the past and essentially the industry wound down in the U.S., or is there still mining of nuclear materials here?  So there’s very little actual mining of uranium in the United States. I think something like 99% of our uranium comes from foreign sources. So there’s not a lot of uranium mining. The management of nuclear resources in the United States… There is a good amount of nuclear work that’s being done in Utah, but there are a handful of states that actually do the majority of the nuclear-material legwork. Utah is one of them, I think. Idaho is the birthplace of nuclear energy, and so Idaho is doing a lot of work on the nuclear fuel cycle and nuclear materials management.  Idaho is where all of the spent fuel from our naval fleet goes at the end of the life of aircraft carriers and submarines. That’s public knowledge. You can look it up. There’s a lot of work that’s been done to make sure all of that material is managed completely safely and very effectively. So Idaho is the birthplace of nuclear energy, and it’s also where a lot of work on the nuclear fuel cycle is happening. That’s actually the other state where we operate at Project Omega. So Idaho is, I would say, one of the leaders in the nuclear renaissance that’s happening right now.  Okay. So that’s a really good point. So you’re in Idaho. Where else are you in the United States, and what would you like our listeners to do when they hear about you? Who are the people that you would like to get in touch with you?  Well, I’m calling in from Newport, Rhode Island, right now. So Newport, Rhode Island, is our headquarters. We have a laboratory that we operate that’s down the street from here. So we have some operations in Rhode Island, and that’s our headquarters. We also have operations in Idaho, and that’s where we’re building some of our infrastructure. We have a small contingent in the DC area as well. We have other facilities as well, but we keep those confidential. Publicly, we’re headquartered in Rhode Island, and we do a lot of work in Idaho and in the DC area. That’s fascinating. So if people get interested in what you’re doing and would like to get in touch with you or learn more about Project Omega, where should they go, and where can they learn more? They would go to projectomega.com. info@projectomega.com is our main inbox. We do a pretty good job of staying up to date with it. That’s also what we use for careers and hiring. As I mentioned, hiring is one of my top jobs. So we’re always interested in finding the best candidates out there who want to revolutionize the nuclear fuel cycle in the United States. That’s fantastic. So if you’re interested in the nuclear industry, recycling nuclear fuel, and driving the UUVs of the next generation, then definitely check out the Project Omega website and reach out to Staff. And if you enjoyed this conversation, make sure you follow us and subscribe on YouTube. Stay tuned, because every week there’s an exciting entrepreneur coming on the show. Staff, thanks for coming and sharing your wisdom and unique knowledge. And thanks for listening.  Awesome. Thank you so much for having me, Steve. This was great. Important Links: Staff's LinkedIn Staff's Website Staff's email: info@projectomega.com

What happens when a philosopher walks into Wall Street? Richard Taylor, SVP of People Experience at Nasdaq, left a near-complete PhD in Buddhist studies to find out. In this episode, he joins Culture Amp's Justin Angsuwat to reveal how one of the world's most powerful financial institutions built a culture of empathy, data-driven people decisions, and radical transparency – with turnover 3x lower than the industry average.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the biggest obstacle to growth isn't failure, but the instinct to protect yourself from it?Chantal Vallée is the head coach of the University of Windsor women's basketball program, a five-time national champion, and the author of Dare to Win. Yet some of the most interesting moments in this conversation have little to do with winning. They come from the times she got it wrong, the lessons she almost missed, and the questions she continues to wrestle with after decades of coaching.As Justin and Shane quickly discover, Chantal has little interest in presenting herself as someone who has all the answers. The conversation moves easily between stories, reflection, and the realities of leading others when the outcome is uncertain. At several points, she challenges assumptions that many coaches, leaders, and parents rarely stop to question.This episode is an invitation to consider a simple but uncomfortable idea: growth often begins where certainty ends.

Hear how immersive travel experiences challenged stereotypes and deepened Marissa's commitment to community-led tourism. ============================ Get the Monday Minute my weekly email with 3 personal recs for travel, culture, and living beyond borders you can read in 60 seconds. ============================ ON THIS EPISODE Travel creator Marissa Strang shares how immersive travel experiences across Cuba, Egypt, Jordan, Iceland and India shaped her approach to culture-first travel and community-led tourism. She reflects on studying Afro-Latin dance in Cuba, taking her first solo trip through Iceland, honeymooning in Egypt, and experiencing Jordanian hospitality while challenging common Western stereotypes about the Middle East. Marissa also discusses visiting women-led businesses in India, learning about tourism as a tool for economic empowerment, and using travel storytelling to highlight local communities and underrepresented perspectives. This episode explores cross-cultural travel, women-led tourism, identity, hospitality, and the impact of intentional travel experiences on the way we understand the world. → Full show notes with direct links to everything discussed are available here. ============================ FREE RESOURCES FOR YOU: See my Top 10 Apps For Digital Nomads See my Top 10 Books For Digital Nomads See my 7 Keys For Building A Remote Business (Even in a space that's not traditionally virtual) Watch my Video Training on Stylish Minimalist Packing so you can join #TeamCarryOn See the Travel Gear I Use and Recommend See How I Produce The Maverick Show Podcast (The equipment, services & vendors I use) ============================ ENJOYING THE SHOW? Follow The Maverick Show on Instagram and DM Matt to continue the conversation Please leave a rating and review — it really helps the show and I read each one personally You can buy me a coffee — espressos help me produce significantly better podcast episodes! :)

In this special, on-location episode of Travillian Next, host Amber Buker (Chief Research Officer at Travillian) sits down with Michael Rizzo, EVP & Chief Banking Officer at Five Star Bank, for a candid, documentary-style conversation filmed inside the bank itself.Michael only half-jokingly calls Five Star "a sales organization masquerading as a bank," and that mindset runs through everything they unpack. He shares the origin story of how a single referral became a national mobile home park lending platform. He walks through Five Star's playbook for spotting opportunistic verticals, like the recent Orange County title-and-escrow build-out. And he opens up about what it takes to protect a flat, "never-quit" culture as the bank scales past 300 employees.A must-listen for community bank executives, board members, and anyone curious about how a high-performing community bank actually operates.Filmed in collaboration with John Maxfield of Maxfield on Banks.

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

What does it take to turn a simple drink into a global cultural phenomenon?This week Jim welcomes Allison Varone, the Head of Marketing at Campari America, to unpack the strategy behind one of the most impressive modern brand growth stories. From the rise of Aperol Spritz to the expansion of non-alcoholic options, the Campari Group has become one of the world's leading spirits companies, with a portfolio of more than 50 premium and super-premium brands, from aperitifs, tequila, whiskey, rum, to cognac. Campari has grown into a $9 billion global player, built on a portfolio of premium brands that have become part of many people's everyday rituals and celebrations. Allison leads marketing for the entire U.S. portfolio, including overseeing brand strategy, consumer engagement, innovation, and integrated campaigns across Campari's range of brands. She's also deeply involved in shaping how these brands show up in culture, from major moments like Coachella and the U.S. Open, to celebrating the everyday ritual of the aperitivo hour.Alison joined Campari in 2024, after nearly 12 years at LVMH, where she led marketing across some of the most admired luxury brands in the world, including Hennessy, Moët & Chandon, and Belvedere. Before that, she spent an eventful six years in the early 2000s at Martha Stewart Living Omnimedia.Tune in for a conversation with a marketing leader who showcases how she balances heritage with innovation, through shaping the future of cocktail culture, consumer connection, and brand storytelling.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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

What does it actually take to lead a major real estate network in one of Australia's most dynamic markets? Award-winning offices. A focus on people over process. And a CEO who believes trust and transparency aren't optional. On the REB Podcast, Barry Plant CEO Lisa Pennell joins deputy editor Emilie Lauer to share the story behind REB's back-to-back Major Network of the Year. Pennell reflects on the dedication and collaboration that underpin the network's success, revealing how a culture of shared achievement and ethical leadership drives both growth and resilience. She also outlines Barry Plant's strategic approach to navigating upcoming anti-money laundering (AML) compliance, rising living costs, and a rapidly evolving Victorian property market. From fostering trust in an industry where it's often in short supply to making technology work for people rather than replace them, Pennell explains how Barry Plant balances innovation with human values. She offers insights on regulatory shifts, building sustainable growth, and why a strong moral compass is the foundation of real estate leadership. Enjoy the podcast, The REB team Did you like this episode? Show your support by rating us or leaving a review on Apple Podcasts (REB Podcast Network) and by liking and following Real Estate Business on social media: Facebook, X and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend a voice to the show, email editor@realestatebusiness.com.au for more insights.

In this special episode, Jon Becker turns the tables and becomes the guest on his own show to discuss his new book "Culture First: Nine Leadership Practices That Build Elite Teams." Drawing from four decades of working with top-tier law enforcement and military units worldwide, Becker explores why some organizations consistently produce elite teams while others struggle despite having the same policies, equipment, and training. He reveals that the differentiating factor isn't tactics or gear—it's culture, which serves as the operating system for high-performance organizations across law enforcement, military, sports, and corporate environments.Buy Now

97%. That's the percentage of e.l.f. Beauty employees who say they feel passionate about the people they work with. For most leaders, that number stops them cold.In an industry defined by fierce competition and constant reinvention, e.l.f. has built something rare: a company that moves at its own category of speed without sacrificing the human connections that fuel it. So what's actually behind that?In the debut episode of Culture Leaders, host Justin Angsuwat sits down with Kerry Preston, VP of People Development at e.l.f. Beauty, to pull back the curtain on how one of the world's fastest-growing beauty brands is built to last. Kerry makes the case that boldness and kindness aren't in tension, they're the same engine running at full speed.From a CEO who writes over 600 personalized notes a year to an equity program that has generated more than $220 million in employee wealth, this episode is a masterclass in what intentional culture actually looks like in practice.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Culture First: 9 Leadership Practices That Build Elite Teams (New Book Launch) In this episode, Jon returns to the show, 60 episodes since his inaugural, to dive into the core principles of cultivating culture within organizations, emphasizing how intentional leadership and storytelling shape resilient and high-performing teams. His insights are rooted in decades of experience across elite tactical units, law enforcement, and corporate environments, offering practical guidance for leaders seeking to make a lasting impact. In this episode: - How external factors like societal shifts and crises reveal the true state of organizational culture - The role of storytelling in embedding values and creating shared purpose - The importance of intentional culture building and how it influences team effectiveness - Lessons learned from elite units that apply across industries - The necessity of humility, vulnerability, and authenticity in leadership - Strategies for creating environments where individuals and organizations thrive - The impact of media, social media, and societal narratives on collective well-being - Practical steps to assess and develop a strong, purpose-driven culture Resources & Links: Culture First: 9 Leadership Practices That Build Elite Teams (Pre-order April 1, Release May 15) Official book website with assessment tools and insights: culture-first.org

In this conversation, Rob Anderson shares his insights on the importance of company culture, customer service, and effective recruitment strategies in the home services industry. He emphasizes the need for businesses to focus on making customers happy and creating a positive work environment for employees. Rob discusses the significance of data-driven decisions, the impact of partnerships, and the challenges posed by private equity. He also highlights the importance of leadership development, emotional intelligence, and the art of storytelling in building relationships with clients and partners. Ultimately, Rob encourages a forward-looking mindset and the continuous pursuit of personal and professional growth. 00:00 The Importance of Culture in Business  05:52 Recruitment and Retention Strategies 08:55 Defining and Measuring Company Culture 15:01 Navigating the Challenges of Home Services 18:04 The Role of Partnerships in Business Growth 20:57 Giving Back to the Community 23:50 The Impact of Private Equity on Business 26:58 Leadership Development and Emotional Intelligence 30:07 The Art of Storytelling in Business 33:00 Building Relationships with Clients and Partners 35:57 The Future of Business and Personal Growth

What does it really take to build a franchise brand that thrives—not just in revenue, but in culture, leadership, and long-term growth? In this episode of The Franchise Woman Podcast, Rebecca Monet and Tracy Kawa welcome back Tatum Crews, Vice President of Sales at The Spice & Tea Exchange, for a powerful conversation on franchise development, immersive retail experiences, and people-first leadership. Tatum shares insights from her journey across both service-based and retail franchising, explaining why immersive, experience-driven retail has unique advantages—and why culture and listening to franchise owners are non-negotiable as brands scale. In this episode, you'll learn: The key differences between retail and service-based franchising Why immersive retail experiences drive stronger customer engagement How passion signals franchisee fit What "culture-first" leadership looks like in practice Why location strategy and foot traffic matter more than ever What it really means to "work for the job you want" How self-education and presence fuel long-term leadership growth This conversation is especially valuable for franchisors, franchise candidates, and leaders who care deeply about building brands with integrity, alignment, and purpose.

Guest: Erin KruegerHost: Virginia PurnellWebsites:Capture the Culture – https://capture-the-culture.com/https://erinkrueger.comWhat We Covered:Walking away from a corporate job over ethicsBuilding a real estate team from scratch in a city where she knew only five peopleForecast-based hiring vs. hiring when overwhelmedWhy culture matters more than skillThe layered interview system that ensures 100% team buy-inThe power of listening in salesHow to generate referrals without a built-in sphere of influenceRunning a championship team (not just a “family” business)When and how to let top producers goExpanding into speaking and coaching with Capture the CultureKey Leadership Insights:✔ Hire before you're desperate✔ Create tests in your interview process✔ Difficult days don't define you — your response does✔ Put goals in pen and pathways in pencil✔ People are the power behind the business vehicleErin Kruegerhttps://capture-the-culture.com/https://erinkrueger.com/meet-erin-krueger/https://www.linkedin.com/in/erinkruegermba/https://www.instagram.com/capturetheculture_/Virginia PurnellFunnel & Visibility SpecialistDistinct Digital Marketing(833) 762-5336virginia@distinctdigitalmarketing.comwww.distinctdigitalmarketing.com

Matt Peet is one of the most decorated coaches in British sport. In just three years as Wigan Warriors head coach, he's won seven major trophies including back-to-back Super League titles, the World Club Challenge, and a historic clean sweep in 2024 - all before turning 42. And he never played professional rugby league.Rising from coaching 12-year-olds on muddy fields to leading Britain's most successful club, Matt has built a dynasty through an uncompromising philosophy: culture comes first, trophies follow. At Wigan, that means aligning vision, attitude, and behaviour, and building a team where learning, honesty, and care matter as much as winning.In this episode, Matt sits down with Damian to reveal how that culture is lived every day. He shares why his most important question is always "What did we learn?" - even after victories - and how creating psychological safety allows players to challenge coaches, coaches to apologise, and everyone to grow. Matt also opens up about ownership, vulnerability, and connection. From taking full responsibility for every error on the field, to sharing his own struggles with the group - he explains how shared responsibility and mateship show up when pressure is highest.This is a masterclass in leadership beyond tactics. From a philosophy graduate who never made it as a player to the coach Sir Kevin Sinfield says he'd have "loved to play for”.Our partners: Heights

Today on The Stacks, we are joined by Emmy-nominated TV writer, former co-host of What Now? with Trevor Noah, and creator of the Pop Syllabus newsletter and podcast, Christiana Mbakwe Medina. We talk about how Christiana became a comedy writer and culture critic, the intersections of wealth and access in celebrity culture, and what we can get out of taking pop culture seriously.The Stacks Book Club pick for January is Girl on Girl: How Pop Culture Turned a Generation of Girls Against Themselves by Sophie Gilbert. We will discuss the book on Wednesday, January 28th, with Christiana Mbakwe Medina returning as our guest.You can find everything we discuss on today's show on The Stacks website: https://www.thestackspodcast.com/2026/1/7/ep-406-christiana-mbakwe-medinaConnect with Christiana: Instagram | Pop Syllabus Instagram | Substack | ThreadsConnect with The Stacks: Instagram | Threads | Shop | Patreon | Goodreads | Substack | Youtube | SubscribeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Overview: In this episode, we unpack key takeaways from Workplace Culture, a resource designed for startup founders, early-stage leaders, and forward-thinking HR professionals who recognize that scaling rapidly without a solid cultural foundation is a recipe for disaster. The message is clear: Culture is not a line item to revisit after funding, it's the operating system that determines whether your startup survives, thrives, or crashes from the inside out. As I always say, growth without culture fails. If you're tired of watching talent burn out or team energy fizzle after every sprint, this briefing is your wake-up call. Key Themes and Insights: Why Startups Get Culture Wrong (and Fast): Speed. Funding. Product. That's the holy trinity for most founders, but in chasing those, culture often gets left behind. When culture isn't intentional from day one, toxic behaviors like overwork, communication breakdowns, and "hero" leadership creep in and calcify. Big Insight: Culture is defined by what you tolerate, not by what you write on a wall. It's what happens when you're not watching. That's the truth every founder needs to confront. The 5 Culture-First Non-Negotiables: Values You Can Actually Live By: Your values should drive who you hire, promote, and let go, not just what's printed on the About page. They need to guide daily decisions. Leadership That Walks the Talk: Culture starts at the top. If your leadership team doesn't model integrity, ownership, and vulnerability, don't expect your team to either. Psychological Safety = Speed: When failure isn't punished, learning accelerates. Teams move quicker when they don't fear retribution for mistakes. Sustainable Pace Over Hustle: Growth doesn't have to mean burnout. Smart startups build in systems for clarity, rest, and reflection, so momentum doesn't cost mental health. Rituals That Reinforce Culture: Culture isn't just what's said in all-hands meetings. It's embedded in daily rhythms, standups, weekly wins, story-based onboarding,that scale better than a mission statement. Culture Health Check – Ask Yourself: What gets celebrated on your team and why? What behaviors are you tolerating that go against your values? What emotional experience does a new hire have in their first week? If your answers are vague, your culture is likely running on autopilot and that's dangerous when growth accelerates. Final Takeaway: Culture isn't the “soft stuff.” It's your infrastructure. If you're scaling, it'll either be your engine or your anchor. Make it your engine. Call to Action: Want to embed culture-first practices today? Download the Workplace Culture Blueprint for just $7, built to give you immediate traction. And for deeper support, join our monthly culture-first community where growth-minded leaders come to share, learn, and lead better.

When Dr. Tamara Yuill Proctor began researching curriculum integration at secondary level, she quickly discovered that successful change wasn't really about curriculum at all. It was about understanding the character and culture of the school first: the people, their capacity, the school's history, and what the community actually needs. In this conversation, Tam shares findings from her doctoral research into how schools create meaningful change, focusing on a New Zealand school that hadn't changed its timetable in 25 years yet managed to transform its approach to learning. You'll learn why every change initiative Tam has led takes exactly six months for teachers to build the relational trust needed to collaborate effectively, how to balance being adaptable with staying mission-focused, and why "pockets of change" work better than whole-school transformation. Tam explains the critical role of middle leaders as conduits between vision and classroom practice, shares practical advice on giving teachers space to be frustrated during change, and reveals why clear learning outcomes matter more than rigid plans. If you're leading any kind of school change - whether curriculum redesign, new systems, or pedagogical shifts - this episode will help you understand why the human elements matter most. Resources & Links Mentioned:Tam on LinkedInUWC Changshu China Episode PartnersInternational Centre for Coaching in Education (Use discount code SHANE5 for 5% off)International Curriculum AssociationJoin Shane's Intensive Leadership Programme at educationleaders.co/intensiveShane Leaning, an organisational coach based in Shanghai, supports school leaders globally. Passionate about empowment, he is the author of the best-selling 'Change Starts Here.' Shane is a leading educational voice in the UK, Asia and around the world.You can find Shane on LinkedIn and Bluesky. or shaneleaning.com Hosted on Acast. See acast.com/privacy for more information.

I'm thrilled to share some incredible insights from my latest podcast episode with Tim Bello, Managing Partner of Merchant Investment Management. Tim's journey in the wealth and asset management industry is nothing short of inspiring, and I can't wait for you to dive into our conversation.Here are some key takeaways and intriguing points we covered:Key Lessons and Ideas:  • Early Career Insights: Tim started at Permal, a hedge fund of funds, where he learned that hard work and people always matter. Fun fact: he initially thought a hedge fund was a shrubbery company!  • Skybridge Capital Transformation: Tim played a pivotal role in transforming Skybridge into a democratized hedge fund of funds operation, emphasizing the importance of strategic acquisitions and partnerships.  • The Birth of Merchant: Inspired by Cheryl Penny's vision for independent wealth management, Tim co-founded Merchant to offer a unique minority, non-controlling capital partnership model. This approach aligns capital with culture and long-term enterprise value.  • Leadership Through Volatility: Tim shared valuable leadership lessons, emphasizing the power of fear, the importance of not getting drunk on your own Kool-Aid, and the need for leaders to let their teams breathe and operate independently.  • Capital Partnership Philosophy: Merchant focuses on alignment over control, offering equity capital partnerships, custom credit solutions, essential business services, and alternative investment solutions. This holistic approach ensures businesses can grow multigenerationally while maintaining their identity.  • People Over Capital: Tim stressed that in evaluating partnerships, people matter more than the capital itself. Understanding the management team, their commitment, and their culture is crucial for long-term success.  • Culture as a Non-Negotiable: Ignoring culture in partnerships can lead to misery. Tim highlighted the importance of understanding the energy and culture of potential partners to predict future success.  • Personal Definition of Success: For Tim, success is about family, health, and having a real purpose in life. Money is secondary to the love and engagement with his family.Curiosities and Fun Facts:  • Tim's journey from thinking hedge funds were shrubbery companies to leading a firm with over 120 partnerships across six countries.  • The importance of not rushing to judgment and avoiding emotional reactions in leadership.  • The role of capitalism and free enterprise in enabling opportunities and achievements.  • Tim's personal mantra: “Pay attention to the little things, for one day you'll realize they were the big things.”I hope these highlights spark your curiosity and entice you to listen to the full episode. Tim's insights are not only valuable for those in the wealth management industry but for anyone looking to build meaningful, long-lasting partnerships and lead with purpose.Tune in to the episode here: https://www.capitalistculture.com/ and let me know what you think!Stay curious and keep learning,Send us a textConnect with Kip on LinkedInhttps://www.linkedin.com/in/kipknippel/Watch Bite-Sized Clips on YouTubehttps://www.youtube.com/@capitalistculture/shorts

Why you should listenGemma shares how she turned a £7 million stack of paper inquiries into a thriving HubSpot consultancy—proof that seeing inefficiency others ignore can become your biggest opportunity.Understand why narrowing your focus during uncertainty can accelerate growth faster than diversifying.Discover how building a culture focused on psychological safety helped HubGem become one of the world's happiest workplaces—and why that's their competitive advantage against bigger agencies.How do you compete with bigger agencies when you can't match their salaries? In this episode, I sit down with Gemma Price, founder of HubGem, who built a 20-person HubSpot consultancy focused exclusively on the education sector. Gemma shares the moment she discovered millions of pounds worth of leads sitting in a colleague's bottom drawer on paper, and how that frustration sparked her entrepreneurial journey. We dive into why she resisted the urge to diversify during COVID, the change management principles that make tech adoption actually stick, and how prioritizing human connection over perks created a culture that retains talent. Plus, Gemma's take on where AI meets CRM and why the future belongs to those who don't sacrifice humanity for efficiency.About Gemma PriceGemma Price is an entrepreneur and award-winning CEO recognised for building one of the world's happiest workplaces. She scaled HubGem to become a Top 3% global HubSpot partner by vertically specialising in education and leading with a culture-first approach. Gemma helps founders harness AI, experience the power of intuitive psychology coaching, and embrace human-centred leadership to build scalable businesses without the burnout.Resources and LinksHubgem.co.uk Gemma's LinkedIn profile642 - Stop Being a Platform Expert - Why Business Growth Advisors Win in the AI Era with Sarah McDevittWhy Culture Is the Real Competitive Advantage in the AI EraPrevious episode: 651 - Platform-Agnostic Consulting: Why SaaS Partners Are Making the Switch to AI with Leandra NisbetCheck out more episodes of the Paul Higgins PodcastSubscribe to our YouTube channel: @PaulHigginsMentoringJoin our newsletterSuggested resourcesGemma offers transformational 1:1 and group Intuitive Psychology Coaching and also consults with leaders on building happier workplaces. Learn more about the different ways you can work with Gemma at Intuitive.co

You know what's more expensive than a bad hire? A great hire you set up to fail. Welcome, Pivoter! In Part 2 of this series, April dives into the five most common reasons new hires fail in small businesses — and, more importantly, how to stop repeating those mistakes. Drawing from Who, Topgrading, and real small-business case studies, she unpacks what actually derails your new hires: lack of clarity, rushed processes, weak onboarding, and the avoidance of tough calls. This episode is your small-business hiring playbook — practical, tough-love, and designed to help you build a team that performs, grows, and sticks around. Key Takeaways 1️⃣ No Clear Role or Scorecard Most small businesses hire for a vague "we need help" problem. Without a clear scorecard—outcomes and success metrics—your hire has no idea what winning looks like. 2️⃣ Culture Misfit In lean teams, one bad attitude can tank culture faster than any skill gap. Hire for values first, skills second. 3️⃣ Rushed or Poor Hiring Process Reactive hiring ("we need someone now") leads to "warm body" hires. Structure your process. Use reference checks, repeatable interview questions, and patience. 4️⃣ Lack of Onboarding & Milestones Even great hires fail without structure. 30/60/90-day milestones and regular check-ins are your early warning system. 5️⃣ Owner Avoidance of Tough Decisions Hanging onto a bad fit because of time or money invested only drains morale and momentum. Move on fast — sunk costs are still costs. The Pivot Playbook: How to Prevent Failures ✅ Build a Scorecard Before You Hire Define outcomes and success metrics before posting the job. ✅ Hire for Culture First, Skills Second A bad attitude sinks ships — values alignment keeps them sailing. ✅ Use a Structured Hiring Process Consistency beats gut feeling every time. ✅ Onboard With Milestones Weekly check-ins, clear feedback, and 90-day checkpoints create accountability. ✅ Fire Fast When It's Not Working Courage now prevents chaos later. Quotes "Good people want to know what it means to be good in your organization." "A-players crave clarity. If you don't define success, you can't expect them to deliver it." "The cost of keeping the wrong person is always higher than the cost of letting them go." Conclusion Bad hires aren't random — they're predictable. And if they're predictable, they're preventable. Define success. Protect your culture. Stay disciplined. That's how small businesses attract A-players and keep them.

What if the key to preventing drug diversion isn't more policies—but more trust?In this episode of Rxpert Solutions, I talk with Shealee Mitchell, M.Jur., BSN, RN, a diversion specialist who's transforming how healthcare organizations approach drug diversion prevention through a relationship-first model.With experience as a pharmacy tech, nurse, and Chief Experience Officer, Shealee explains why focusing on culture before compliance leads to stronger, more sustainable results.We discuss:- How building trust reduced missing medications- Why “face time” beats email in prevention- How collaboration with HR and legal strengthens accountability- The power of celebrating wins to reinforce positive cultureThis conversation challenges traditional compliance models and proves that culture—not fear—is the foundation of effective diversion prevention.More from Rxpert Solutions: https://www.rxpert.solutions/?utm_source=spotify&utm_medium=insights&utm_campaign=shealee

How do you grow from a single taco joint to a 50+ location brand without losing the soul of your company? For Joe Kahn and Chris Artinian of Condado Tacos, the answer is simple: QUESO. In this episode, Founder Joe Kahn and CEO Chris Artinian share the origin story of Condado Tacos, built on the principle of creating a restaurant where people would want to work forever. They detail their unique "QUESO" framework—Quality, Unique, Empowered, Service, and Opportunity—that serves as the lens for every business decision. From making tough calls on ingredient quality to fostering a pipeline of internal talent (with 66% of promotions from within), they provide a masterclass in scaling a people-first culture in the face of rapid expansion.Key TakeawaysCulture as a Foundation: Learn how Condado Tacos was founded with the mission to correct the "injustice" of the restaurant industry by creating a respectful and opportunity-rich environment.Codifying Your Values: Discover the "QUESO" (Quality, Unique, Empowered, Service, Opportunity) framework and how it provides a clear guide for decision-making across the organization.Values-Driven Decisions: Hear real-world examples of how their values led them to absorb costs rather than compromise on quality, mirroring the famous "In-N-Out" philosophy.Scaling Culture: Understand the challenges of maintaining a strong culture during rapid growth and the strategies they use, including a focus on internal promotion and robust communication.Hiring for Heart: Find out what Condado looks for in new hires, prioritizing friendliness, integrity, and a desire to make a difference above all else.Resources MentionedCondado Tacos: https://condadotacos.com/Feeding America: https://www.feedingamerica.org/Send us a text

Culture-first crypto is here.

For today's essential Heretics 101 feature, Kelli and Nolan talk to Culture Amp CEO Didier Elzinga, revealing data-driven insights on building culture-first companies, balancing psychological safety with accountability, and prioritizing growth as engagement's foundation.Support our Sponsors:Ethena is the compliance training platform built for modern workplaces. Visit goethena.com/heretics and get 10% off your first year.Metaview is the AI platform built for recruiting. Check it out: https://www.metaview.ai/heretics* Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.* Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.* It only takes minutes to get up and running.KEEP UP WITH DIDIER, NOLAN + KELLI ON LINKEDINDidier: https://www.linkedin.com/in/didierelzinga/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—LINKS:Culture Amp: https://www.cultureamp.com/For coaching and advising inquire at https://kellidragovich.com/—TIMESTAMPS:(00:00) Intro(00:01) The Origin Story: Why People and Culture Matter Most(00:02) What Makes a Culture-First Company?(00:03) The Coherency Matrix: Trust vs. Mission Orientation(00:04) Why Top Performance is Unstable (And That's OK)(00:05) The Data That Never Changes: Growth Drives Everything(00:06) Shocking Data: Leaders Matter More Than Managers(00:07) The Heretical Answer: Stop Trying to Convince People(00:08) Gender Gap Data: How Structured Reviews Change Everything(00:09) Sponsors: Ethena | Metaview(00:13) Esther Perel's Challenge: Leaders Don't Know How to Say No(00:14) The Engagement Survey Mistake Most CPOs Make(00:15) “Feedback Is Not a Gift, It's a Workout”(00:16) Running Culture Amp: Vulnerability and Accountability(00:18) Growth Philosophy: Betting on Internal Potential(00:19) You Can't Be Everything for Everyone(00:20) The Most Important Leadership Skill(00:22) The Origin Story Framework That Closes Deals(00:23) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

We discuss Michael's book Workplace Culture, and discuss  contemporary organizations are facing a "culture shortage," not merely a "labor shortage." The source emphasizes that talent retention and attraction hinge on cultivating a positive workplace environment rather than solely relying on financial incentives. It outlines five essential strategies for leaders to adopt, including fostering trust and psychological safety, embracing workplace flexibility, prioritizing mental health and preventing burnout, investing in employee growth and career mobility, and implementing personalized recognition. Ultimately, the piece asserts that businesses prioritizing a strong culture will be the ones to thrive in the evolving landscape of work.  

I'm thrilled to share some exciting insights from Episode 4 of our podcast series, where we dive deep into the transformative world of culture-first leadership. This episode is all about understanding why cultural alignment is crucial for executive success and how traditional hiring methods often miss the mark.Here's a sneak peek into what we discussed:The Devastating Impact of Cultural Misalignment68% of executive failures are due to poor cultural fit (Harvard Business Review).Misaligned executives often last less than 18 months, causing major disruptions.The financial toll? Three to five times the executive's annual salary.Why Traditional Hiring Falls ShortResume-Centric Focus: Overemphasis on skills and past achievements.Superficial Assessments: Interviews and references often miss true cultural compatibility.Misaligned Recruiter Incentives: Quick hires over long-term fit. Introducing "The Arena"A revolutionary platform that prioritizes cultural alignment.Belief: Skills can be taught, but values alignment cannot.Focuses on how leaders achieve results, not just what they have achieved.The Science of Cultural AlignmentNeurological Impact: Values-aligned decision-making reduces cognitive load.Psychological Safety: A supportive culture enhances performance.From Culture Fit to Culture Add: Embraces diversity while maintaining core values.Moving Beyond CredentialsDecision-Making Style: Consensus, directive decisions, and risk approach.Communication Approach: Transparency and clarity.Response to Failure: Resilience and learning from setbacks.Team Development Philosophy: Track record in building and nurturing teams.Alignment of Personal Purpose and Organizational Mission: Deep resonance with company goals.Real-World ExamplesOverqualified executives thriving in startups due to cultural synchronicity.Leaders from non-traditional backgrounds succeeding by aligning with company values.Predictive Power of Cultural AlignmentLonger Tenure: Values-aligned leaders stay longer and perform better.Faster Effectiveness: Reduced ramp-up time.Resilience: Shared purpose helps navigate challenges.Financial Benefits: Reduced turnover costs and enhanced productivity.Culture as a Competitive AdvantageConsistent execution reflecting organizational values.Authentic representation of the company mission.Attracting clients, partners, and talent who share the organization's values.Building a strong cultural reputation.Tune In and Transform Your Leadership Approach!This episode is packed with insights that can revolutionize how you view leadership and hiring. By prioritizing cultural alignment, we can build leadership teams that not only succeed but also sustain success over time.Thank you for being part of this journey. Stay tuned for more episodes where we continue to explore the elite executive ecosystem we call "The Arena."Send us a textConnect with Kip on LinkedInhttps://www.linkedin.com/in/kipknippel/Watch Bite-Sized Clips on YouTubehttps://www.youtube.com/@capitalistculture/shorts

Flint-born mower jockey Sam Gembel went from nights-and-weekends side hustle to founding Atlas Outdoor—a 110-person, two-branch landscape + snow powerhouse now adding a million in revenue each year. In his first Boardroom Buzz appearance, Sam sits down with the Blue-Collar Twins to unpack: Grass-Cutting Genesis – quitting high school, banging stripes, and learning his real job was “making crew leaders,” not mowing lawns.Rapid Ramp – $300 k ➜ $1 M ➜ $3 M in four seasons, then stalling at $5 M until a coach killed the “sell-more” dopamine loop.Pandemic Reset – why losing seven crew leaders on Day 1 of 2020 became the filter that left Atlas with A-players only.Culture Proof – six values, weekly L10s, and year-round salaries that drive a 93 % retention rate despite brutal Michigan winters.Seasonality Hacks – stacking deer control, 55 % commercial mix, and ice contracts that keep 26 trucks rolling when the air hurts your face.Significance over Success – turning deposits into payroll, mentoring operators through the Culture Proof podcast, and building opportunity “big enough for everyone's dreams.” Stick around for Sam's take on staying calm in chaos, why A-players force owners to level up, and how Shawshank Redemption explains entrepreneurial self-sabotage. From PE Teachers to Pest Control Owners: The Julio Twins Share Their POTOMAC Experience https://youtu.be/HAx9noqsqTo https://www.linkedin.com/in/paulgiannamore www.potomaccompany.com https://bluecollartwins.com Produced by: www.verbell.ltd Timestamps (podcast.co-ready) 00:00 – Cold-open: “We self-sabotage the second life gets uncomfortable.” Buzz EP 213 Sam Gembel … 00:35 – Intros: Sam's Atlas Outdoor story & Culture Proof podcast debut Buzz EP 213 Sam Gembel … 02:00 – High-school dropout to zero-turn crew leader; first taste of leadership Buzz EP 213 Sam Gembel … 06:50 – Learning his real role: create crew leaders, not stripes Buzz EP 213 Sam Gembel … 09:00 – Side-yard hustle becomes Atlas Outdoor; origin of the name & logo Buzz EP 213 Sam Gembel … 13:30 – Year-one $300 k, Year-two $1 M; growth by Facebook & word-of-mouth Buzz EP 213 Sam Gembel … 18:15 – Cash-flow cracks at $5 M: deposits as payroll and the first business coach Buzz EP 213 Sam Gembel … 24:20 – Mentor Blake Crawford's quiet $14 M shop and 22 % margins Buzz EP 213 Sam Gembel … 30:10 – Hiring A-players vs. settling for Bs & Cs; institutionalized mindsets Buzz EP 213 Sam Gembel … 38:30 – Pandemic purge: seven crew leaders quit; culture reset & surge ahead Buzz EP 213 Sam Gembel … 41:00 – Year-round salaries for crew leaders; 93 % retention win Buzz EP 213 Sam Gembel … 45:00 – Snow & ice division: 26 rigs, “air hurts your face” winters, profit center Buzz EP 213 Sam Gembel … 50:00 – Vision + culture are the only non-delegables; calm-captain leadership model Buzz EP 213 Sam Gembel … 54:30 – Next chapter: five Michigan hubs, million-a-year organic growth, significance over success Buzz EP 213 Sam Gembel … 57:00 – Rapid-fire round: mantra under stress, lessons from Tommy Mello, habit for focus Buzz EP 213 Sam Gembel … 1:00:00 – Outro, Potomac Masterclass CTA, and Sam's invite to audit your own attachment rate

Liz Richardson, co-founder of Indigo Inc., shares her journey from geography and floral design to 20+ years of sustainable printing and culture-first leadership.

Send us a textIn this episode, Mel Vandevort dives into a captivating discussion with Katie Kinder and Dr. Darrin Peppard about their book "Culture First Classrooms" and their extensive experience as education consultants and speakers. The book, originally conceived as a guide to classroom management, evolved into a comprehensive exploration of fostering positive classroom cultures. With insights from 24 educators, Katie and Darrin explore essential topics such as leadership, relationship-building, and effective teaching practices that enhance student engagement and trust. They also share practical strategies for new teachers and insights into transitioning from classroom roles to successful educational consulting careers. Don't miss out on this insightful conversation that promises to empower educators at all career stages!Key Takeaways:Strategies for building a positive classroom cultureImportance of student engagement and trust-buildingPractical tips for new teachers and those transitioning into consulting rolesTopics Covered:Evolution of the book from classroom management to culture-focusedInsights into effective leadership and inclusive environmentsStrategies for enhancing student engagement and supporting new teachersCulture First Classrooms: Leadership, Relationships, and Practices that Transform SchoolsKatie KinderKatie Kinder WebsiteLinkedInDr. Darrin PeppardRoad to AwesomeLinkedInInnovative Schools SummitEmpowered Educator CommunityCalling All Educators! I started a community with resources, courses, articles, networking, and more. I am looking for members to help me build it with the most valuable resources. I would really appreciate your input as a teacher, leader, administrator, or consultant. --> You can find it here: Empowered Educator CommunityBook: Educator to Entrepreneur: IGNITE Your Path to Freelance SuccessLet me help you determine the next steps in your career!Grab a complimentary POWER SessionWith Rubi.ai, you'll experience cutting-edge technology, research-driven insights, and efficient content delivery.email: melinda@empowereducator.com

Send us a textIn this episode, Mel Vandevort dives into a captivating discussion with Katie Kinder and Dr. Darrin Peppard about their book "Culture First Classrooms" and their extensive experience as education consultants and speakers. The book, originally conceived as a guide to classroom management, evolved into a comprehensive exploration of fostering positive classroom cultures. With insights from 24 educators, Katie and Darrin explore essential topics such as leadership, relationship-building, and effective teaching practices that enhance student engagement and trust. They also share practical strategies for new teachers and insights into transitioning from classroom roles to successful educational consulting careers. Don't miss out on this insightful conversation that promises to empower educators at all career stages!Key Takeaways:Strategies for building a positive classroom cultureImportance of student engagement and trust-buildingPractical tips for new teachers and those transitioning into consulting rolesTopics Covered:Evolution of the book from classroom management to culture-focusedInsights into effective leadership and inclusive environmentsStrategies for enhancing student engagement and supporting new teachersCulture First Classrooms: Leadership, Relationships, and Practices that Transform SchoolsKatie KinderKatie Kinder WebsiteLinkedInDr. Darrin PeppardRoad to AwesomeLinkedInInnovative Schools SummitEmpowered Educator CommunityCalling All Educators! I started a community with resources, courses, articles, networking, and more. I am looking for members to help me build it with the most valuable resources. I would really appreciate your input as a teacher, leader, administrator, or consultant. --> You can find it here: Empowered Educator CommunityBook: Educator to Entrepreneur: IGNITE Your Path to Freelance SuccessLet me help you determine the next steps in your career!Grab a complimentary POWER SessionWith Rubi.ai, you'll experience cutting-edge technology, research-driven insights, and efficient content delivery.email: melinda@empowereducator.com

In this episode of Jackson Walker Fast Takes, Bridgette McNulty Stahlman, Chief of Partner Recruiting and Integration, and Liz Gilman, Director of Lateral PartnerRecruiting, provide an inside look at the firm's approach to recruiting and integrating lateral partners.For additional JW Fast Takes podcasts and webinars, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠JW.com/Fast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Follow Jackson Walker LLP on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter "X"⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.The music is by ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eve Searls⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.The opinions expressed do not necessarily reflect the views of the firm, its clients, or any of its or their respective affiliates. This article is for informational purposes onlyand does not constitute legal advice.

What happens when educators put classroom culture at the center of everything they do? In this engaging episode, I sit down with authors Katie Kinder and Darrin Peppard to explore their bold new book, Culture First Classroom. We unpack the mindset shifts teachers and leaders must make to prioritize culture over compliance, why laughter and relationships are essential to learning, and how the fusion of creativity and strategy can transform any classroom. Katie and Darrin share real-world examples, powerful takeaways, and small, actionable steps to help educators start building a thriving learning environment—one rooted in joy, connection, and purpose. Whether you're a classroom teacher, building leader, or passionate about improving school climate, this episode will equip you with the tools to lead with culture and create classrooms that inspire. About Darrin Peppard Darrin Peppard is a keynote speaker, author, publisher and consultant focused on what matters most in leadership. Darrin is an expert in school culture and climate as well as coaching and growing emerging leaders. He is known for his keen insight, culture-first leadership style, and dynamic personality. In 2016, Darrin was named Wyoming Secondary School Principal of the Year by WASSP/NASSP and was the 2015 Jostens Renaissance Educator of the Year. In 2017, Darrin earned his Doctorate Degree in Educational Leadership from the University of Wyoming. In the summer of 2019, Darrin was inducted into the Jostens Renaissance Hall of Fame.  Darrin shares his experiences from over 25 years in education, specifically those learned as an education leader during the past 13 years. As a ‘recovering' high school principal, Darrin talks about lessons learned and effective strategies to help leaders of all experience levels become more effective at their craft. Follow Darrin Peppard Website: www.darrinmpeppard.com & www.roadtoawesome.net Twitter: @DarrinMPeppard  Instagram: darrinmpeppard Facebook: Darrin M Peppard & Road to Awesome, LLC (page)  Linkedin: Darrin M Peppard YouTube: Darrin M Peppard About Katie Kinder Katie Kinder, author of Untold Teaching Truths,Hallway Leadership, and Culture First Classrooms, is a highly sought after professional learning facilitator and speaker; she has been an educator since 2006. She brings her message of hope, fun, and real strategies to educators all over the nation.  She believes that life is fun, and learning should most definitely be fun. Known for her signature teal glasses, Katie is an Education Award Winner, Speaker, Author, Professional Development Leader, a Mom, a Wife, and a Fierce Advocate for Education. She has learned a trick or two in the classroom, so come on in, and have some fun, and hook your students from day one! Follow Katie Kinder Website: www.katie-kinder.com 

 Most cancer drugs fail. Not because the science is wrong—because we're solving the wrong problems.The cost? Over $2 billion per failure. And for the patient waiting on a miracle—there's no second chance.Behind the headlines of “precision medicine,” there's a deeper story nobody's telling. Until now. 

Hey everyone, Chris here. In this latest episode of Head, Heart, and Boots, Brandon and I had the absolute pleasure of sitting down with Alexus from Thomasville Restoration. She blew us away with her insights on reshaping recruitment and branding in the restoration industry. Trust me, this is an episode that truly revolutionizes how you think about team building and company identity. Here's Why We Love This Episode: Innovative Recruitment Ideas: Alexus shares how Thomasville uses their branding strategies not just externally but as a core part of their recruitment. This approach attracts top talent and creates a workplace where everyone wants to be. Building a Magnetic Culture: We dive deep into how Thomasville integrates their brand values throughout every employee interaction, transforming their workplace culture into something genuinely inviting and cohesive. Engaging and Retaining Talent: Discover the creative and effective methods Thomasville employs to keep employee engagement high and loyalty even higher. Their approach makes the company's brand a living part of their employees' lives. Thank you sponsors! Liftify is for restorers who are looking to accelerate their online reviews. Consistent and fresh Google Reviews are critical to growing your online presence and establishing trust with your brand. Don't leave it to chance, partner with Liftify and let them capture the feedback your team has earned. https://www.liftify.com/floodlight AnswerForce transforms the restoration industry by providing round-the-clock answering solutions. Their skilled team ensures no call goes unanswered, capturing and qualifying leads, scheduling appointments, and enhancing customer satisfaction. Benefit from industry expertise, scalability, and customized scripting while saving costs compared to in-house solutions. With AnswerForce, your business growth potential becomes limitless. https://www.answerforce.com/floodlight C&R Magazine is the industry's oldest and longest-running media outlet. The team brings restorers all the current news, developments, education and resources that impact our business and the teams we lead. From print media to podcasts, C&R ensures the industry news you need is accessible from anywhere. https://candrmagazine.com Actionable Insights. The Actionable Xactimate Profile by Actionable Insights offers live guidance for more accurate and complete estimates in Xactimate, preventing costly errors and improving your team's workflow. It's an essential upgrade for enhanced estimating accuracy and efficiency. https://getinsights.org/floodlight Did you know... Only 30% of businesses listed for sale actually find a buyer? Even more striking, just 10% of those sell for the price their owners anticipated or higher, meaning only 3% of all business owners achieve their desired sale price. By focusing on understanding and enhancing your enterprise value, you can significantly boost your chances of joining that successful 3%. Business Health & Value Assessment Start Assessment Know Your Enterprise Value. See Your Potential Gaps. Complete this assessment in less than 15 minutes and receive a free assessment for your business that includes: A Lite Valuation Of Your Business Your Value Multiplier Per Your Industry Health Assessment Per Our PYB Methodology Business Value & Growth Roadmap Tailored For You Value Acceleration Strategies

In this episode, returning guest Katie Kinder joins Dr. Darrin Peppard for a behind-the-scenes look at their upcoming book, Culture First Classrooms: Leadership, Relationships, and Practices that Transform Schools. They dive into the journey of co-authoring a book, the power of classroom culture, and how fostering strong relationships transformsschools.Katie and Darrin share personal stories about their paths as educators, what led them to co-write this book, and how they selected 21 amazing contributors to share their insights. They also explore why great teaching is an art, not a formula, and how school leaders can support teachers in building a culture-first approach to education.Key Takeaways:✅ Culture comes first—without strong relationships and a supportive environment, no initiative will thrive.✅ Teaching is artistry—there's no single way to be effective, and great educators bring energy, fun, and connection to their work.✅ Leadership impacts everything—when educators feel empowered and valued, they take more risks and push students to succeed.✅ This book is a lifeline—it's filled with real, actionable insights from educators leading the way in post-pandemic classrooms.About Katie Kinder:Katie Kinder, author of Untold Teaching Truths and Hallway Leadership, is a passionate professional learning facilitator and education advocate. With nearly two decades in education, she inspires and equips teachers with real strategies to hook students from day one. A former Teacher of the Year and Top Five District Finalist, Katie brings energy, authenticity, and a deep love for educators everywhere.Connect with Katie Kinder:

In this solo episode, I'm pulling back the curtain on the journey of writing Culture First Classrooms: Leadership, Relationships, and Practices that Transform Schools, my upcoming book co-authored with Katie Kinder!We dive into:✅ The writing process—what it's like to co-author a book and how it differs from writing solo✅ How we identified the 21 incredible educators who contributed their insights✅ The highs, lows, and unexpected moments in bringing this book to life✅ What Culture First Classrooms truly means and why this book is so important for educatorsThis is an episode for anyone curious about the book-writing process, thinking about writing their own, or simply wanting a deeper look into what's coming in March! Plus, I share a few sneak peeks from some of the powerful stories inside the book.

In this episode of the Culture First podcast, host Damon Klotz speaks with Bob Sutton, an organizational psychologist, Stanford management professor, and New York Times best-selling author. They discuss the negative impacts of power differences within organizations, the concept of destructive and constructive friction, and the critical role of leadership in mitigating such friction. The episode delves into Bob Sutton's latest work on 'The Friction Project' and explores how effective leaders can navigate cultural challenges. Additionally, they discuss Bob's famous 'No Asshole Rule,' exploring the detrimental effects of toxic behaviors in the workplace and the importance of building supportive and psychologically safe work environments. The conversation is enriched with real-life examples from companies like Google, Microsoft, and Pixar, along with valuable insights and actionable advice for transforming workplace culture.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Want a HIGH-PERFORMING Team? Watch This Now Building a team that excels in both culture and performance is no easy task, but it's the key to scaling a successful business. In this episode, Chris and I dive deep into strategies for hiring A-players, identifying team members who are holding your business back, and making the tough decisions that ultimately lead to growth. We'll share actionable tips like: Identify the four quadrants of employees: high performers vs. high culture.  Why culture should come first when hiring. The importance of documenting performance to make difficult conversations easier.  Proven ways to recruit young talent from trade schools, high schools, and beyond. If you're tired of settling for mediocre performance or struggling with low-culture team members, this episode is for you. Learn how to create a winning team that drives your business forward. 00:00 Introduction: The Importance of Culture and Performance 00:45 Hiring and Retaining Good Employees 01:01 Insights from Brian Gottlieb's Book 01:49 The Four Quadrants of Employees 02:37 Documenting Performance Issues 04:33 High Performers with Low Culture 06:58 Hiring Based on Culture First 11:33 Finding High Culture Fits in Schools 14:21 Interview Techniques and Team Feedback   Join our Boardroom Elite —an exclusive group designed for blue-collar entrepreneurs who are ready to scale. Access weekly Zoom calls, personalized advice from Chris and Kevin, and a network of outstanding entrepreneurs. Learn strategies that work, hear real success stories, and build the business you've always dreamed of.

In this episode of the Culture First podcast, host Damon Klotz, along with co-hosts Fresia Jackson, Director of People Science at Culture Amp, and Justin Angsuwat, Chief People Officer at Culture Amp, delve into the trends shaping the future of work in 2025. They discuss the implications of AI on job roles, the evolving dynamics between employees and employers, and the declining favorability of do-it-all leadership. The episode is packed with research data, including insights from over 1.3 billion data points and input from thousands of employees, shedding light on the current workplace landscape. Key trends like team-focused performance reviews, decision intelligence, and leadership strategies are explored, offering listeners valuable perspectives on navigating the complexities of the modern workplace.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Lead Culture Podcast, Jenni Catron discusses the importance of leadership and organizational culture. She emphasizes the urgency of seizing opportunities, the power of culture in achieving organizational missions, and the necessity of intentionality in building a strong team culture. Jenni shares insights from her upcoming book, 'Culture Matters', and outlines the key components of her leadership framework. The episode serves as a call to action for leaders to prioritize culture as a critical element of organizational success.We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!

On this episode of Risk Management: Brick by Brick, Jason Reichl is joined by Brian Fielkow, Executive Vice President of Risk Resources, and David Weinstein, Head of Risk in Claims for the Western Region at Acrisure. Together, they explore how organizational culture impacts risk management, the importance of regional expertise in risk assessment, and the evolution of technology in the insurance industry.

In this episode of the Culture First podcast, our host Damon Klotz invited Didier Elzinga, the CEO of Culture Amp, to step into the interview seat and speak with Esther Perel, a renowned psychotherapist and pioneering voice in understanding modern relationships and workplace dynamics. Together, Didier and Esther discuss the importance of relational dynamics and the power of storytelling in solving conflicts and creating meaningful connections. The conversation touches on the complexities of today's workplace cultures, such as how to bridge cultural differences, build trust in remote work environments, and find the right balance between empathy and accountability in leadership roles. Some of the key takeaways from this episode include managing expectations, fostering psychological safety, and responding to the changing values of different generations. Listen to this insightful discussion to gain practical strategies for enhancing leadership skills and boosting organizational potential by focusing on building quality relationships and practising compassionate communication. Show notes: Esther's original Culture First Podcast Episode with Damon KlotzEsther's websiteWhere Should We Begin? The gameEsther's podcast, Where Should We Begin?Key Takeaways: Effective leaders balance empathy and accountability:Leaders need to be empathic and care about their employees' personal challenges and emotions, but they must also hold them accountable for their responsibilities. This balance ensures that employees feel supported yet understand the importance of meeting expectations and fulfilling their roles within the organization.The importance of in-person interactions:Although remote work offers convenience, it lacks the richness of in-person interactions essential for building relationships, trust, and effective collaboration. Leaders should treat in-person interactions as valuable resources and use them for activities that significantly benefit from face-to-face engagement, such as brainstorming sessions, mentorship, and fostering team cohesion.Explicit communication of expectations is key:Unstated expectations often lead to resentment and misunderstandings. By clearly articulating what they expect from their team members, leaders can ensure that team members understand their roles and responsibilities. This approach promotes accountability and reduces the potential for conflicts arising from unmet, unspoken expectations.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Culture First podcast, Damon Klotz interviews Dr. Marcus Collins, professor and best-selling author of For the Culture: The Power Behind What We Buy, What We Do, and Who We Want to Be. Together, they discuss the profound impact of culture on brand and organizational success. They delve into the definitions and misconceptions surrounding culture. They explore how brands like Patagonia and e.l.f. Beauty authentically maintain consistency between their external and internal cultures. They also touch upon how culture can be leveraged as a competitive advantage and the role of storytelling in creating authentic connections. A highlighted conversation stems from Collins' insights into pragmatic cultural transformation and maintaining authenticity within brands.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the Culture First podcast, Damon Klotz interviews Shane Battier. Shane is a two-time NBA champion and former player for the Miami Heat. He was recognized as a scholar-athlete at Duke University, earning accolades such as the National Player of the Year before being drafted sixth overall in the 2001 NBA Draft. Beyond basketball, Battier is committed to philanthropy through his foundation, which focuses on educational resources for underserved youth. In this episode, Damon talks with Shane about the role data plays in decision making and the importance of teammate-ship over leadership. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Tonight I am joined by two special guests from "across the pond" with a pretty unique perspective on culture. Fred and Richard Fairbrass, better known as Right Said Fred (RightSaidFred.com), were a viral pop act back when it wasn't called "viral". Best known for their single "I'm Too Sexy", The Freds are still making music, still touring, still producing, and now they have become a bit of a political firebrand when they're not on stage. We talk about censorship, intellectual rebellion, the media, Brexit, Trump/Biden/Harris, migration, the WEF, the state of western culture, and much more. After the interview ends we'll cut to the Biden address to the nation to see if it's really him. Watch the full rerun here: https://share-link.pilled.net/topic-detail/959521 Proudly Sponsored By: Blue Monster Prep: An Online Superstore for Emergency Preparedness Gear (Storable Food, Water, Filters, Radios, MEDICAL SUPPLIES, and so much more). Use code 'FRANKLY' for Free Shipping on every purchase you make @ https://bluemonsterprep.com/ SUPPORT Quite Frankly: Official Merch: https://tinyurl.com/f3kbkr4s Official Coffee: https://tinyurl.com/2p9m8ndb Sponsor QF Monthly Through: QFTV: https://www.quitefrankly.tv/sponsor SubscribeStar: https://www.subscribestar.com/quitefrankly Patreon: https://www.patreon.com/QuiteFrankly One-Time Tip: http://www.paypal.me/QuiteFranklyLive Sign up for the Free Mailing List: https://bit.ly/3frUdOj Send Crypto: BTC: 1EafWUDPHY6y6HQNBjZ4kLWzQJFnE5k9PK LTC: LRs6my7scMxpTD5j7i8WkgBgxpbjXABYXX ETH: 0x80cd26f708815003F11Bd99310a47069320641fC FULL Episodes On Demand: Spotify: https://spoti.fi/301gcES iTunes: http://apple.co/2dMURMq Amazon: https://amzn.to/3afgEXZ SoundCloud: http://bit.ly/2dTMD13 Google Play: https://bit.ly/2SMi1SF BitChute: https://bit.ly/2vNSMFq Rumble: https://bit.ly/31h2HUg Streaming Live On: QuiteFrankly.tv (Powered by Foxhole) DLive: https://bit.ly/2In9ipw Rokfin: https://bit.ly/3rjrh4q Twitch: https://bit.ly/2TGAeB6 YouTube: https://bit.ly/2exPzj4 Rumble: https://bit.ly/31h2HUg How Else to Find Us: Official WebSite: http://www.QuiteFrankly.tv Official Forum: https://bit.ly/3SToJFJ Official Telegram: https://t.me/quitefranklytv GUILDED Hangout: https://bit.ly/3SmpV4G Discord Hangout: https://discord.gg/4R6bkxqb Twitter: @PoliticalOrgy Gab: @QuiteFrankly Truth Social: @QuiteFrankly GETTR: @QuiteFrankly MINDS: @QuiteFrankly