Podcasts about culture fit

Where are all the celeb redheads at?! This week we discuss potential ideas for the next season of Jury Duty, Meag's tough time at the grocery store, and how Sia keeps showing up in our lives.⁠⁠⁠Send us a voicemail! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow us on: IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@nathanforuspod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@nathanforuspodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube: ⁠⁠⁠NathanForUsPodcast⁠⁠⁠Send us an email: nathanforuspodcast@gmail.comIntro Music: What's The Angle? by Shane Ivers - https://www.silvermansound.com

High-performing teams need trust before the pressure hits. Lindsay Shookus spent 20 years at Saturday Night Live, including 10 years as a producer, where every week required a team of writers, cast members, celebrity hosts, musicians, producers, and crew to create a live show in six days. In this conversation, Lindsay joins John Kaplan and John McMahon to share what SNL taught her about building trust quickly, hiring people who elevate the room, reading talent under pressure, and creating a process that allows strong personalities to perform together. She also shares leadership lessons from Lorne Michaels, the importance of adaptability and coachability, and why authentic connection gives teams the confidence to take risks when the stakes are highest. Lindsay Shookus spent 20 years at Saturday Night Live, including 10 years as a producer, where she led talent booking, worked with celebrity hosts and musical guests, and helped scout and recruit cast members. She is a four-time Emmy Award winner, a former producer on 30 Rock, and the co-founder of Women Work Hard, a community supporting female entrepreneurs and leaders. Connect with Lindsay: Website Resources mentioned: Women Work Hard on IG Women Work Hard Website Rethinking Success by J. Douglas Holladay Key takeaways from this episode: 00:00 - Introduction 06:25 - What it really takes to build trust quickly when high-performing people have only days to align. 14:22 - Why many leaders misread talent when they rely on credentials instead of team fit, coachability, and social awareness. 07:55 - A look inside how high-pressure decisions get made when timing is tight and every stakeholder has a point of view. 11:46 - Why hiring people who can take your job quietly raises the standard for the entire organization. 37:35 - What leaders often overlook about coachability once someone has already reached the top of their field. 43:49 - Lindsay Shookus' perspective on why vulnerability creates stronger leadership connections than polished perfection. 51:36 - Why strategic absence can make a leader's presence more valuable. Hosted by five-time CRO John McMahon and Force Management Co-Founder John Kaplan, the Revenue Builders podcast goes behind the scenes with the sales leaders who have been there, done that, and seen the results. This show is brought to you by Force Management. We help companies improve sales performance, executing their growth strategy at the point of sale. Connect with Us: LinkedInYouTubeForce Management

You have a great culture. Your team would back that up. So why is it sooooo! hard to find vets and nurses who want to work there?The answer probably isn't your job ad. It's everything that didn't happen before your job ad ran.In this fifth episode of What Job Ads Were Never Built To Do, Julie South unpacks the hidden cost of episodic recruitment — the off/on/off, stop/start/stop cycle that most vet clinics have normalised without ever questioning. The ad goes up. The ad comes down. The clinic goes dark. And the next time a vacancy opens, you're starting from zero. Again.Visibility isn't about being findable by name. It's about being present in the professional world of vets and nurses who are keeping their eye out — months or years before they're ready to apply. What's more - there's a huge difference between being visible and being believed. Third-party voice carries a weight that no amount of your own content ever will.A job ad is a moment in time. Visibility is a habit.Resources mentioned:One-hour consult with Julie — julie@vetclinicjobs.comStruggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Recorded live at the PCOA25 Conference in Christchurch, this episode of The Conference Collective features inclusion strategist Joe Consedine.Joe shares his journey from traditional corporate leadership into diversity, equity and inclusion, and why he believes inclusion is not a moral add-on but a commercial imperative. From demographic change and future talent pipelines to psychological safety and innovation, this conversation explores how organisations can remain relevant in a rapidly shifting world.Libbie and Joe unpack practical ways to move beyond performative DEI, open up safe dialogue across generations, rethink recruitment from “culture fit” to “culture add,” and design events and workplaces that amplify diverse voices.About Joe Consedine Joe is one of Aotearoa New Zealand's leading voices on inclusion. A highly engaging and in-demand speaker and consultant to a range of organisations and industries in New Zealand and globally, Joe has a unique ability to unite audiences around why inclusion is such a critical capability for individuals and organisations to adopt to survive and thrive in a diverse and complex future of work.Joe is a former Director of Champions for Change with Global Women where he worked with New Zealand's leading 80 Chief Executives and Board Chairs on scaled Diversity Equity and Inclusion strategies for Aotearoa, New Zealand. Joe's LinkedIn: https://www.linkedin.com/in/joeconsedinenz/About The PCOA:The PCO Association is the leading body representing the interests of Professional Conference Organisers and Event Managers in Australia and New Zealand.The Association's objectives are to increase the standard of professionalism of its members and promote a better understanding of the roles, functions and contributions of Professional Conference Organisers and Event Managers and other practitioners in the conference and event sector.Website: www.pco.asn.auAbout Connected Event Group:Connected Event Group delivers innovative audio-visual services, event production, and digital experiences that help people and businesses connect in meaningful ways. With over two decades of experience, the team specialises in AV equipment and services, technical event production management, broadcasting, and interactive event technology across a wide range of industries.In 2026, Connected Event Group expanded its offering with the launch of Connected Apps, a dedicated branch focused on custom event apps, business platforms, fast websites, and AI-powered automation. Designed for live environments, these solutions bridge the gap between creative vision and real-world delivery, ensuring technology performs on site, on the day.Website: www.connectedeventgroup.comAbout Libbie Ray:Libbie Ray is the Director of Connected Event Group and Founder of Connected Apps. With 20 years of experience spanning marketing, events, technology, and broadcast production, Libbie brings a holistic and forward-thinking perspective to the evolving events landscape. A strong advocate for innovation, Libbie is particularly passionate about the role of digital platforms and AI in shaping the future of live and hybrid events. Libbie's LinkedIn: https://www.linkedin.com/in/libbie-ray/Send us Fan Mail

Your job ad has a requirements list. Must be a team player. Must thrive in a fast-paced environment. Must do one weekend in four. And you're hoping the right vets and nurses will read it, recognise themselves, and apply.Here's the problem. So does every other clinic's job ad. Word for word, in some cases.In this fourth episode of What Job Ads Were Never Built To Do, Julie South unpacks why requirements lists don't filter — and why vanilla clinics get vanilla applications. When every clinic looks identical, there's nothing for a vet or nurse to identify with. Nothing to recognise. Nothing that says that's my kind of clinic.The goal of a job ad isn't volume. It's resonance. One application from a vet or nurse who already knows you're their kind of clinic is worth more than fifty from people who are guessing. Most clinics are fishing with a net. This episode is about fishing with a line.Julie also introduces the concept of recognition and identification — what genuine self-selection looks like, why it doesn't travel on bullet points, and why the question worth asking about your job ad isn't "how do I make it better?" It's "is this vanilla?"Resources mentioned:One-hour consult with Julie — julie@vetclinicjobs.comStruggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Your clinic values are genuine. The team really is supportive. You really do care about animal welfare. So why is stating that in your job ad doing absolutely nothing for your recruitment?In this third episode of What Job Ads Were Never Built To Do, Julie South unpacks why values listed in a job ad are indistinguishable from values listed in every other job ad — and why that makes them wallpaper, however sincerely they're meant.The problem isn't your values. It's the tool you're using to carry them.Julie explores the difference between a value that's claimed and a value that's demonstrated, why a job ad can only ever do the former, and what demonstration looks like in practice — from verified anonymous employee reviews to a team member telling their story on a podcast.And if you're listening and wondering how to make your values fit better in a job ad — Julie has something to say about that too. It's not the question you should be asking.Resources mentioned:Cultural Visibility Stress Test — careers.vetclinicjobs.comEmail Julie — julie@vetclinicjobs.comStruggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Vikings GM Search: Top Candidates, Culture Fit, and AJ Schulte's Pick — Tyler Forness and GM-candidate expert AJ Schulte discuss the Minnesota Vikings' general manager search, focused on six external candidates with scouting backgrounds and one internal option, interim GM/cap specialist Rob Brzezinski. They examine whether Brzezinski fits best in a “triangle of authority” model and the potential trust and power-dynamics issues if he remains close to ownership. They group external long shots as Titans AGM Dave Ziegler, 49ers AGM R.J. Gillen, and Seahawks AGM Nolan Teasley, detailing concerns about Ziegler's Josh McDaniels ties and highlighting Teasley's respected scouting/pro personnel impact and Gillen's wide-ranging, NBA-to-NFL background and role in major 49ers moves. The top contenders discussed are Rams AGM John McKay, Bills AGM Terrance Gray, and Chargers AGM Chad Alexander, emphasizing culture and collaboration; Schulte's top choice is Alexander, followed by Teasley and McKay. 00:00 GM Search Overview 01:27 Rob Brzezinski Case 04:33 Triangle Authority Debate 07:10 Long Shot Candidates 07:29 Dave Ziegler Breakdown 11:40 Nolan Teasley Profile 15:19 RJ Gillen 49ers Tree 19:29 Top Three Candidates 19:56 John McKay Rams Fit 25:12 Terrance Gray Evaluation 28:32 Chad Alexander Culture 32:32 Final Picks Wrap Up 33:48 Outro And Plugs _______________________ ⭐️ Subscribe to us here! - https://www.youtube.com/@vikings1stskol92 ⭐️ Our Twitter can be found at @Vikings1stSKOL ⭐️ Our Discord at https://discord.com/invite/493z6mQXcN ⭐️ Tyler Forness can be read at A to Z Sports - https://atozsports.com/nfl/minnesota-vikings-news/ ⭐️ Submit questions: forms.gle/7LJkCAern9kdUkuD8 ⭐️ On Facebook - https://www.facebook.com/vikings1standskol ⭐️ Watch the live show here: https://youtu.be/rhqvLBa3vxs Fan With Us!!! Our guest is AJ Schulte @AJSchulteFB. Tyler Forness @TheRealForno of Vikings 1st & SKOL @Vikings1stSKOL and A to Z Sports @AtoZSportsNFL, with Dave Stefano @Luft_Krigare producing this Vikings 1st & SKOL production, the @RealFornoShow. Podcasts partnered with Fans First Sports Network @FansFirstSN. Learn more about your ad choices. Visit megaphone.fm/adchoices

There's a glowing quote from a team member on your careers site or in your job ad. It's positive, it's genuine — and it's doing almost nothing for your recruitment. This episode explains why, and what actually works instead.In this second episode of What Job Ads Were Never Built To Do, Julie South unpacks one of the heaviest loads clinics are asking their job ads and careers pages to carry: social proof.Specifically — the difference between a testimonial and a review. They look similar. They are not the same. And confusing the two is costing clinics vets and nurses.Julie explores why solicited quotes — however genuine — are instantly discounted by the vets and nurses reading them, why verified anonymous employee reviews carry a completely different weight, and what happens in the room when a clinic manager is first invited to let their team speak anonymously and unedited.You'll also hear what "verified" actually means, why it matters that a real human — not a bot — does the verifying, and how VetClinicJobs gives anonymous reviews their own dedicated space ahead of job ads.And at the end — a question worth sitting with. One that'll give you a more honest read of where your clinic culture sits than almost anything else.Resources mentioned:Cultural Visibility Stress Test — careers.vetclinicjobs.comEmail Julie — julie@vetclinicjobs.comStruggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

In this episode, JP sits down with Hugh Massie, a seasoned behavioral scientist, to delve into the intricacies of customer behavior. With over two decades of experience in the U.S., Hugh Massie shares his journey from being a CPA to becoming a transformative figure in wealth management, emphasizing the power of personalizing client experiences. His insights are particularly relevant for real estate agents who often struggle with clients overwhelmed by choices, helping them decode the unspoken signals that clients send. • Discover how personalizing client interactions can transform your business relationships. • Learn why simplifying complex information can lead to better client satisfaction and retention. • Understand the dynamics of decision-making in couples and how to identify the key decision-maker. • Gain insights into how behavioral awareness can lead to financial empowerment. • Explore practical strategies to prevent clients from feeling overwhelmed by too many options. If you find value in this conversation, don't forget to subscribe and share the episode with others who could benefit from these insights! ⏱ Chapters: 0:00 - Introduction 1:16 - Guest Background 2:36 - Personalizing Client Experience 4:22 - Transition to Wealth Management 6:56 - Wealth Management Insights 11:23 - Digital Scanning Process 12:42 - Profiling System Development 18:10 - Style Matching in Real Estate 23:29 - Business in Financial Services 28:15 - Winning Strategies 31:27 - Culture Fit in Hiring 38:21 - Personalization Approach --- 

How can you tell if your company has a strong culture or just generic values?Most companies don't struggle with being cult-like; they struggle with having any real culture at all. In this episode, Patrick Lencioni and Cody Thompson break down the critical differences between strong cultures and actual cult behavior, highlighting why clarity and conviction matter. You'll learn why great organizations embrace distinct values, even if it means not being the right fit for everyone.Topics explored in this episode:(00:00:00) Defining Culture vs. CultCulture is built on shared beliefs, customs, and behaviors within a group.A cult involves coercion, isolation, or dangerous practices, not just strong values.(00:03:54) Why Most Companies Lack Real CultureMany organizations operate with generic or weak cultural identities.Strong cultures naturally repel people who don't align, and that's healthy.(00:08:24) The Role of Choice vs. CoercionHealthy cultures invite people to opt in rather than forcing conformity.The difference lies in whether behaviors are celebrated or enforced.(00:13:07) Core Values vs. Generic ValuesReal core values require sacrifice and clear differentiation.Generic values like “integrity” often fail unless deeply defined and lived out.(00:22:16) Culture Fit, Growth, and Personal AlignmentStrong cultures help people grow without forcing them to change who they are.Misalignment doesn't mean rejection; it simply means the fit isn't right.This episode of At The Table with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable.Subscribe for more content from Patrick Lencioni @PatrickLencioniOfficialStay Connected with Patrick LencioniLinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealthInstagram: https://www.instagram.com/patricklencioniofficialTikTok: https://www.tiktok.com/@patricklencioniofficialX: https://x.com/patricklencioniAt The Table with Patrick LencioniApple: https://apple.co/4hJKKSLSpotify: https://spoti.fi/4l1aop0YouTube: https://bit.ly/At-The-Table-Be sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://apple.co/4iNz6Yn), Spotify (https://open.spotify.com/show/3raC053GF5mtkq6Y1klpRU), and YouTube (https://bit.ly/Working-Genius-YouTube).Let us know your feedback via podcast@tablegroup.com.This episode was produced by Story On Media: https://www.storyon.co.

Hiring in dentistry is harder than ever, especially when you hire for skill and end up firing for attitude. In this episode, Kirk Behrendt talks with coach Heather Crockett about how to hire for culture fit using a structured system, including four essential types of interview questions that reveal credentials, technical ability, experience, and behaviors tied to your core values. You'll learn how to define the role, reduce bias, avoid “least-worst” hiring decisions, and build a repeatable process that strengthens your team over time—listen to Episode 1034 of The Best Practices Show!Main Takeaways:One bad hire can erode culture, frustrate strong performers, and create turnover and management problems.Hiring for software knowledge or skill alone misses the behavioral alignment required for long-term success.A structured hiring system prevents reactive, rushed decisions and makes interviews consistent across candidates.Define the role clearly so candidates understand the expectations and you can evaluate fit accurately.Use credential questions to confirm education, licenses, and certifications relevant to the position.Use technical and experience questions to assess minimum performance standards and past responsibilities.Use behavior-based questions tied to core values to evaluate how candidates respond to feedback, stress, and leadership opportunities.Snippets:00:00 Hiring Is Harder Now01:19 Why Culture Fit Wins05:26 Core Values Over Skills07:42 Build A Hiring System10:45 Define Roles And Ads12:04 Four Interview Question Types12:50 Credentials And Technical Skills14:52 Experience And Behavior Questions20:50 Templates Video Screens And Takeaways24:55 AI Proof Your Hiring ProcessGuest Bio/Guest Resources:Heather Crockett is a Lead Practice Coach who finds joy in not only improving practices but improving the lives of those she coaches as well. With over 20 years of combined experience in assisting, office management, and clinical dental hygiene, her awareness supports many aspects of the practice setting.Heather received her dental hygiene degree from the Utah College of Dental Hygiene in 2008. Networking in the dental community comes easy to her, and she loves to connect with like-minded colleagues on social media. Heather enjoys both attending and presenting continuing education to expand her knowledge and learn from her friends and colleagues.She enjoys hanging out with her husband, three sons, and their dog, Moki, scrolling through social media, watching football, and traveling.More Helpful Links for a Better Practice & a Better Life:The Best Practices Show: https://www.actdental.com/podcast/Best Practices Association: https://www.actdental.com/bpaUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com

REWIND EPISODE: What happens when you stop treating marketing as a transaction and start treating it as a 24/7 conversation? Katelynn Ludwig, Director of Brand Strategy at DUDE Wipes, joins the show to break down the "Life Quakes" framework—a strategy for showing up exactly when a consumer needs you most (from potty training to the college dorms). Katelynn shares the raw details of their TikTok Shop success, where top creators are driving six-figure monthly revenues, and explains why they don't look for ROI in the traditional sense when it comes to influencers. Whether you're curious about social listening, building an irreverent brand voice, or how a "Mini Pooper" stunt landed on TMZ, this episode is a masterclass in staying bold, scrappy, and unapologetically authentic.Key Takeaways:// The "Life Quakes" Framework: Identify the 3–4 pivotal transition moments in your consumer's life where your product becomes a necessity, not just a choice.// Community is a One-Man Show: You don't need a massive team to be "always on." DUDE Wipes' community engagement is driven by a single person who treats every mention as an opportunity for connection.// TikTok Shop is a "Test and Learn" Game: Scaling on TikTok Shop requires constant experimentation with affiliate commissions, live shopping agencies, and creator-led content flywheels.// The "Culture Fit" Influencer Filter: Stop looking at engagement rates. Ask: "Would I hire this person to be my right-hand woman or man?" If they don't fit the brand's soul, they won't drive long-term value.// Social Listening as Product R&D: Your next big product innovation or PR win is likely sitting in your DMs or a random mention on a show like Hard Knocks. Move fast, trust your gut, and don't wait for "perfect" data.Connect with Katelynn: LinkedIn____Join the MHH Collective! The MHH Collective is a community for marketers and business owners to connect, ask real questions, and grow their careers together. Join for access to live Q&As with industry experts, a private Slack community, and ongoing resources: https://www.marketinghappyhr.com/mhh-collectiveSay hi! DM us on Instagram and let us know what content you want to hear on the show - We can't wait to hear from you! Please also consider rating the show and leaving a review, as that helps us tremendously as we move forward in this Marketing Happy Hour journey and create more content for all of you. ⁠Join the MHH Collective: ⁠Join now⁠Get the latest marketing trends, open jobs and MHH updates, straight to your inbox: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our email list!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow MHH on Social: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ |⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture. This week we're deconstructing the "cockroaches of the employment world," exploring a new AI tool that helps you nail your next interview, and digging into the data to see if hiring for "culture fit" is actually a good idea.

What if artificial intelligence could actually make us more human at work? In Episode 253, Paul sits down with John Betancourt, Founder and CEO of Humantelligence, to explore how personalized AI coaching is reshaping leadership, hiring, collaboration, and workplace engagement. John's career spans global corporate leadership, executive search for private equity firms, and multiple startups. Through decades of observing culture fit, leadership failures, and executive misalignment, he uncovered a powerful insight: skills are commodities but psychology, culture fit, and behavior determine long-term success.  Humantelligence was  born from that realization. By combining psychometrics with AI, John is helping organizations scale leadership development and team effectiveness in ways that were previously only available to top executives. But this conversation goes deeper than business. It touches on resilience, exile, identity, spirituality, fatherhood, and what legacy truly means. This episode challenges entrepreneurs to think beyond revenue and ask a bigger question: How do we build companies that develop people, not just profits? Timestamps 00:00:00 – Introduction 00:00:59 – Career Overview and Corporate Foundations 00:02:11 – Executive Search and Culture Fit 00:03:37 – The Birth of Human Intelligence 00:06:51 – Integrating AI into Daily Workflow 00:09:57 – Driving Adoption Inside Companies 00:13:18 – AI, Innovation, and Conflict 00:15:18 – Career Risks and Global Experience 00:18:19 – Family Exile and Resilience 00:20:29 – Legacy and Spiritual Perspective 00:24:15 – Where to Connect Episode Resources Explore how Human Intelligence combines psychometrics and AI to help organizations improve hiring, leadership development, collaboration, and engagement at scale: https://humaintelligence.com   Legacy Podcast: For more information about the Legacy Podcast and its co-hosts, visit https://businesslegacypodcast.com Leave a Review: If you enjoyed the episode, leave a review and rating on your preferred podcast platform. For more information: Visit https://businesslegacypodcast.com to access the show notes and additional resources on the episode.

In episode 330 of the Glass and Out Podcast we revisit one of our favourite talks from last year's TCS Live conference. Cleveland Browns Assistant GM Catherine Hickman took to the stage to deliver a powerful keynote address: Leveraging Human Capital: The Formula to Winning in Sport. Hickman is a Canadian woman who grew up speaking French. With this in mind, and considering there are only 32 franchises in the league and limited roles available, her rise through the football ranks to become the sport's highest ranking female executive has been remarkable, and well-earned. She is originally from Montreal and practiced as a corporate tax attorney before pivoting into a career in football, her dream growing up. In 2015 she took on an internship with the CFL's Montreal Allouetes and the rest as they say is history. Prior to joining the Browns, Hickman spent 4 seasons with the Philadelphia Eagles, working under two time Super Bowl Champion and Executive of the Year, Howie Roseman. You can watch the video of her presentation now on The Coaches Site. Not a member? Start your 30 day free trial today! Listen as she shares the importance of standards over rules, the difference between culture fit vs add, and how to lead from the middle. Download the TCS app: https://www.thecoachessite.com/app Learn more about our presenting sponsors: Biosteel: BioSteelTeams.com/Glassandout Hudl: hudl.com/tcs

Send us a MessageIn this episode of Culture Change RX, host Sue Tetzlaff and guest Shannon McKay discuss the intricacies of provider recruitment in rural healthcare. They explore effective strategies for attracting providers, the importance of community fit, and the evolving expectations of healthcare professionals. The conversation highlights the significance of cultural alignment within healthcare organizations and the dual role of recruitment firms in engaging with both clients and candidates. Active sourcing is essential for successful recruitment in rural areas.Understanding the candidate's (and spouse's) lifestyle preferences is crucial for retention.Community fit is as important as practice fit in recruitment.Work-life balance expectations are changing among healthcare providers.Cultural fit can affect recruitment decisions.Recruitment firms develop relationships with both the organization and the candidates.If you'd like to connect with Shannon or learn more about Adkisson Search, you can find them here:✉️ shannon@adkissonsearch.com

If you're a leader in game dev who feels stuck, able to spot problems but struggling to make a real difference, there is a path forward that levels up your leadership and accelerates your team, game, and career. Sign up here to learn more: https://forms.gle/nqRTUvgFrtdYuCbr6 Is your "culture fit" interview actually just a trap for hiring clones? We tackle the paradox of culture in game development. While many studios are abandoning "culture fit" to avoid echo chambers and bias, ignoring it entirely can lead to toxic hires that destroy trust and decision-making. Ben breaks down the two distinct types of culture—Taste vs. Operating System—so you can hire for high-stakes collaboration without sacrificing diversity of thought. In this episode, you'll learn: Why hiring "clones" feels good short-term, but creates blind spots that stall real problem-solving How to separate Taste Culture (optional vibes) from Operating System Culture (non-negotiables that ship work) How different decision-making and feedback models work, and how to choose the right one for your studio If you're a lead or founder torn between team diversity and everyone "just getting it," this episode gives you a clear framework to balance both—protecting your team's operating system without creating an echo chamber. Connect with us:  

Salon CEO Day: https://www.laurenlappin.com.au/the-salon-ceo-dayIn this week's episode Lauren discusses the real reason that you're attracting unqualified Salon applicants, and how to improve both your Job Ads and your Position Descriptions to get the very best results from your hiring process.Clearly Define What You Want in a Candidate. (05:30). Create a Detailed Position Description. (11:45).Set a Limited Timeframe for Applications. (18:00).Post Multiple Times on Social Media. (20:00).Utilise Facebook and Community Groups for Job Postings. (22:20). Don't Even Consider Poaching Other Businesses' Staff. (26:10). Prioritise Personality and Culture Fit in Hiring. (29:30).....Rate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate the Show in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Lauren on Instagram: https://www.instagram.com/laurenlappin_Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group - https://www.jcaldigital.org/podcast-editing

Show Notes: Allain Roy shares that he left Harvard to become a professional hockey player, signing his first NHL contract out of college. He recalls winning the national championship in 1989 and the team's tradition of reuniting every 10 years. Al mentions attending Coach Clear's 90th birthday celebration and running into former teammates, Tim Burke, Kevin Sneddon, Rich DeFreitas, Brian McCormack and Greg Hess, along with Chuck Hughes at Harvard games. Participating in the 1994 Olympics Al discusses turning down an offer to play in Moscow before graduation and signing with the Winnipeg Jets. He played for the Canadian national team in the 1993-1994 season, traveling the world and participating in the 1994 Olympics. Al describes his experience at the Olympics, including the silver medal loss to Sweden in a shootout. He explains his decision to move on from professional hockey after a player strike and his involvement in various businesses with his ex-father-in-law. Working for the NHL Al talks about missing the game of hockey and deciding to get back into the sport either as a front office executive or an agent. He met Dennis Polanich, an agent, during an alumni game, leading to his purchase of a small agency in 2000. Al grew the agency into RSG Hockey and became an NHL certified agent for 26 years. He explains the services his firm provides, emphasizing the importance of hockey expertise and personalized services.   The Success of the NRX Hockey Model Al details the services offered by RSG Hockey, including tax advice, estate planning, investment management, and concierge services. He discusses the NRX Hockey platform, which provides holistic solutions for athletes outside of contract negotiations and endorsements. Al explains the integration of North Rock Partners' services into the NRX Hockey platform to create a comprehensive system for athletes. He highlights the success of the NRX Hockey model and its potential to expand to other sports. Financial Challenges Faced by Professional Athletes Al addresses the financial challenges faced by professional athletes, emphasizing the importance of financial literacy and pro habits. He provides an example of an average NHL salary and the need for athletes to plan for their post-career financial stability. Al explains the role of his firm in helping athletes manage their finances, including reviewing cash flow statements and planning for retirement. He discusses the psychological and emotional challenges of retirement for athletes and the importance of planning ahead. Culture Fit and Team Work Al talks about the importance of culture fit and teamwork in his firm, moving away from a traditional compensation system to a team-based approach. He describes the growth of his agency from two employees to nearly 20 in North America, with partners in Europe. Al emphasizes the need for deep hockey knowledge among his employees to better serve clients. He highlights the benefits of a team-oriented culture, including regular team calls and constant communication. The Impact of NIL Legislation Al discusses the impact of the National Image and Likeness (NIL) legislation on college sports, turning it into a de facto professional league. He explains the challenges of the open portal system, allowing athletes to switch schools without penalties. Al also talks about pay-to-play schemes and the need for better governance of NIL deals. He describes the role of his firm in advising athletes on fair market value and potential pitfalls in NIL contracts. Addressing Stigma and Anxiety Al shares his enjoyment of returning to campus, including attending Harvard-Dartmouth games and visiting Pinocchio's pizza. He mentions his two children, both graduates of TCU, and his workaholic lifestyle, including traveling for the Olympics. Al discusses his firm's mental health initiative, addressing the stigma and anxiety faced by athletes. He emphasizes the importance of mental health conversations and support for athletes transitioning to post-career life. Harvard Reflections Al reflects on his favorite classes at Harvard, including astronomy with Dr. Latham and Dr. Gingrich, and the History of Genocide. He shares the impact of hearing personal stories from professors who lived through significant historical events, including working on The Manhattan Project, and guest speakers who worked on the first atomic bomb and saw the testing, and from a former concentration camp prisoner who testified at Nuremberg trials. Al appreciates the passion and unique experiences of his professors, which made their classes memorable. He also mentions the excitement of attending classes by notable figures like Spike Lee. Timestamps: 00:02: Journey from Harvard to Professional Hockey  01:10: Early Professional Hockey Career  04:37: Transition to Agency Work 06:41: RSG Hockey Services and NRX Hockey Platform  11:18: Financial Management for Athletes  32:20: Building a Team Culture  36:30: Impact of NIL on College Sports  40:21: Personal Reflections and Mental Health Initiatives  43:23: Memorable Harvard Classes  Links: RSG Hockey: https://rsghockey.com/ Northrock: https://www.northrock-x.com/ Featured Non-profit: The featured non-profit of this week's is brought to you by Bill Cheng who reports: "Hi. I'm Bill Cheng, class of 1992. The featured nonprofit of this episode of The 92 report is Team Rubicon. Team Rubicon is a veteran led organization that provides disaster aid all around the world. It was started in 2010 by a Marine veteran who is spurred by the devastation of the Haiti earthquake to bring a team of seven for hands-on support, and has since grown to become a major global relief organization. I first learned about it from my best friend who served in the Army and have donated annually in his honor. You can learn more about their work at Team Rubicon usa.org, and now here's Will Bachman with this week's episode." To learn more about their work, visit: TeamRubiconUSA.org.  This episode on The 92 Report: https://92report.com/?post_type=podcast&p=1893&preview=true *AI generated show notes and transcript  

In this episode of The LinkedIn Marketer I chat to Ian Hamilton about his approach to LinkedIn - from clarity of purpose to showing up consistently on LinkedIn.For my listeners I want you to hear from thought leaders like Ian, who are confidently navigating LinkedIn. It is my hope that Ian's story will inspire you to take action on LinkedIn - wherever you are on your LinkedIn journey.Ian is a culture-fit recruitment leader who has led Carroll Consulting for nearly three decades. His focus is helping organisations align values, culture, and people to drive long-term performance and minimise the risk of poor hires.Guided by Stoic philosophy, Ian combines strategic insight with practical experience, developing Carroll Consulting's unique Culture-Fit methodology and leading a specialist team of trusted advisors. His contributions are recognised globally, including Platinum Recruiter status in NPAworldwide, awarded to the top 3% of recruiters worldwide.In this episode we explore Ian's love-hate relationship with LinkedIn, and how he manages to consistently show up on with thought provoking insights - and videos - about what he's observing.Connect with Ian on LinkedIn at https://www.linkedin.com/in/brisbaneexecutiverecruimentian/Resources:Sign up to my newsletter (sent via Hubspot) and get your free LinkedIn Profile Checklist https://thinkbespoke.com.au/linkedin-profile-checklist-3/Follow me on LinkedIn https://www.linkedin.com/in/karenhollenbach/Think Bespoke's Knowledge Basehttps://thinkbespoke.com.au/insights-blog-2/Elevate with KPH (Substack) https://thelinkedinmarketer.substack.com/

Roku's John Rogers reveals how daily rigor, culture fit and a new programmatic playbook are shaping the future of CTV advertising.

Sharon Van Zeeland, Vice President of Strategy and Corporate Development at Rockwell Automation Sharon brings a unique engineer's perspective to the softest parts of M&A. In this episode, Sharon reveals how Rockwell developed a systematic scoring system for evaluating culture fit during due diligence—complete with numerical rankings across key dimensions like decision-making authority, adaptability, and mission alignment. She also shares unconventional tactics for getting deals across the finish line, from negotiating hunting rights to sponsoring 4th of July parades, and explains why marrying your diligence and integration teams early is the secret to accelerating post-deal value creation. Things You'll Learn How to build a numerical scoring system for culture assessment Why marrying your diligence and integration leaders from day one eliminates knowledge chasms, captures integration costs in your deal model, and helps you reach steady state faster than traditional handoffs Creative negotiation tactics beyond price and terms  ____________________ This episode is brought to you by S&P Global. Today's episode of M&A Science is brought to you by S&P Global Market Intelligence. If you're in corp dev or PE, you know the pain — good private company data is hard to come by. Everyone's still chasing clean, reliable, up-to-date data. I started out using CapIQ Pro for public comps, but didn't realize until recently how deep their private company coverage has gotten. Over 58 million private companies, global reach, and actually usable for real deal work.  This isn't surface-level. You get real metrics — ownership, financials, funding rounds, even asset-level insights. So if you're still toggling between a dozen tools trying to piece together the picture, maybe it's time to stop guessing and start sourcing better.  Learn More Here: https://www.spglobal.com/market-intelligence/en/solutions/products/private-company-data?utm_source=podcast&utm_medium=video&utm_campaign=MAScienceH225  __________________ Buyer-Led M&A™: The Framework is Now Available Traditional M&A is broken. Buyers chase auctions. Sellers control the process. It's reactive, inefficient, and exhausting. After 300+ episodes of M&A Science, I've taken insights from the world's top corp dev leaders and distilled them into a practical framework for taking control of your M&A pipeline—how to source deals directly, build relationships earlier, and stop being auction-chasers. If you'd like to build a proactive M&A program that founders actually want to engage with, you can grab your copy. https://dealroom.net/resources/ebooks/buyer-led-m-a-tm-the-framework _________________ Everything You Need to Learn Modern M&A — In One Membership Access proven templates, frameworks, and real operator insights — all designed to help you learn faster, make smarter decisions, and run Buyer-Led M&A with confidence. Sign up now with promo code "FOUNDER" for 50% off at checkout.  https://www.mascience.com/membership __________________ Episode Chapters [00:02:30] From Engineering to Corp Dev – How Sharon's electrical engineering background shaped her analytical approach to evaluating all deal variables, including the unexpected correlation between employee retention and new product introductions. [00:05:30] Owning the Full Lifecycle – Why Rockwell expanded Sharon's role to include strategy, M&A, integration, and venture investing, creating an enterprise-wide view with quarterly reviews and closed-loop learning. [00:08:30] The Cultural Wake-Up Call – The story of how Rockwell acquired a small software company and nearly derailed a customer's drug development timeline because they missed evaluating decision-making authority during diligence. [00:12:00] Building a Culture Scoring System – How Rockwell uses a 50-item survey to create numerical rankings (0-5 scale) across cultural dimensions, then visualizes gaps and similarities in graphs that are "worth a thousand words." [00:19:00] Integration Playbooks by Company Size – Why Rockwell developed separate playbooks for small, mid-size, and large acquisitions, and how they determine whether to leave companies alone, partially integrate, or fully absorb. [00:27:00] Getting Deals Actionable – Sharon's unconventional negotiation stories: securing hunting land rights for a Texas seller, letting an owner keep his beloved company truck, and guaranteeing 4th of July parade sponsorships. [00:38:30] Marrying Diligence and Integration – The shift from waiting until closing to starting integration planning before LOI, including how Rockwell pairs each integration leader with a corresponding person on the target side. [00:46:00] Continuous Learning Through Retrospectives – How Rockwell conducts retrospectives after every deal phase—not immediately after closing, but six months to a year later when they can truly assess what worked. [00:49:00] AI's Impact on M&A – Sharon's perspective on how AI is changing deal flow and diligence processes, plus a cautionary tale about AI hallucinations incorrectly identifying a public company as private. [00:52:00] Data Beyond Financials – Why corp dev leaders should track employee retention rates, promotion rates, new product introduction velocity, and customer complaints as cultural success indicators. Questions, comments, concerns?Follow Kison Patel for behind-the-scenes insights on modern M&A.

In this clip, David Hassell, co-founder of 15Five, breaks down why hiring someone who's not aligned with your culture – even if they check every box on the skills side – is a ticking time bomb.  He shares how culture shapes behavior more than we think, why execs especially need to embody company values, and how even small misalignments can kill trust inside a team.  He also talks about the mistakes they made scaling from 70 to 200 people in a year and how those lessons led to a values-first hiring system every founder should be thinking about. Enjoyed this clip? Check out our full interview with David: https://youtu.be/pcZg3i1o3PI

SummaryIn this episode of the Inorganic Podcast, co-hosts Ayelet Shipley and Christian Hassold welcome Brian Burt, founder & CEO of Canopy Management. In this episode, we discuss Brian's entrepreneurial journey, with an emphasis on his principles for building the business and expanding through highly accretive tuck-in M&A transactions. Brian also shares the importance of cultural fit in successful integrations. He then discusses the challenges and opportunities presented by AI in the retail media space, emphasizing the need for omnichannel marketing strategies. The conversation underscores the importance of momentum in business and the role of performance-based incentives in sustaining an entrepreneurial spirit within acquired teams.TakeawaysCanopy Management has grown without external investment, focusing on mergers and acquisitions for expansion.The need for operational efficiency and scalability drove the first acquisition.Cultural fit and shared values are crucial in successful acquisitions.Integrating new teams requires clear communication and defined outcomes.Performance-based incentives help maintain entrepreneurial spirit in acquired teams.AI presents both a threat and an opportunity for the agency space.Omnichannel marketing is essential for modern e-commerce success.Building a strong personal brand aids in building an acquisition funnelMomentum in business is key to successful integration and growth.?Chapters00:26 Brian Burt's Background 02:38 Growing through M&A 12:31 Culture Fit and Founder Alignment13:09 Integrating the First Acquisition16:36 Defining and Executing Acquihires20:45 Evolving the Playbook23:46 Incentives Pods, and Integration Strategy27:44 Scale Synergy and Sustainable Growth31:28 Market Outlook: Retail Media Omnichannel and AI37:14 Closing Thoughts and TakeawaysConnect with Christian and AyeletAyelet's LinkedIn: https://www.linkedin.com/in/ayelet-shipley-b16330149/Christian's LinkedIn: https://www.linkedin.com/in/hassold/Web: https://www.inorganicpodcast.coIn/organic on YouTube: https://www.youtube.com/@InorganicPodcast/featuredConnect with guest Brian Burthttps://www.linkedin.com/in/brianburt1/ Hosted on Acast. See acast.com/privacy for more information.

According to today's guest, most hires don't fail because they can't do the work, they fail because their mindset clashes with how the work gets done. In this HRchat episode, Bill Bnaham sits down with New York Times best‑selling author Mark Murphy, founder of Leadership IQ, to unpack why attitude, not technical skill, is the main reason good resumes turn into bad hires, and how to fix the interview process without adding complexity or bloat.Mark breaks down the traps that sink interviews: stock questions that beg for canned responses, interviewers who talk too much, and prompts that accidentally coach candidates toward a “success story.” He offers a simple, repeatable structure: define the few core attitudes your team truly needs, ask targeted behavioral questions tied to those attitudes, then leave the question hanging so candidates reveal how they think under light pressure. We explore what humility looks like in real answers and why growth after mistakes is a universal green flag.Mark also tackles a timely question: where does AI help, and where does it fall short? Automation already shines at scheduling and screening, but trained interviewers still catch evasive language, tense shifts, and non‑answers that slip past machine analysis. We compare in‑person and video formats, explain why asynchronous recordings reward scripts over substance, and show how to separate the assessment from the culture pitch so candidates still get a rich view of your team, values, and expectations.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this special episode of Change Wired, I sit down with Claude Silver, the world's first Chief Heart Officer at VaynerX, to celebrate the launch of her new book, Be Yourself at Work: The Groundbreaking Power of Showing Up, Standing Out, and Leading from the Heart.Together, Angela and Claude unpack how to build cultures of belonging -where people don't just fit in, they flourish. 

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Dave Vu, co-founder of Ribbon, an AI voice interviewing platform. They discuss Dave's immigrant background and the work ethic instilled in him by his parents, his journey into talent acquisition, and the differences in hiring strategies between early-stage startups and scaling companies. The conversation also touches on the importance of culture add over culture fit, the role of recruiters as marketers, and the impact of AI on recruitment processes. Dave shares insights on compliance and bias reduction in AI, the challenges of being a founder, and his definition of success.Takeaways- Hard work is a core value instilled by immigrant parents.- Recruiters must tell a compelling story to attract talent.- Culture fit is outdated; culture add is essential for diversity.- Recruiters are marketers and represent the company's brand.- AI can enhance recruitment but should not replace human interaction.- Compliance in AI recruitment is crucial to avoid bias.- Founders need to be patient and resilient in their journey.- Communication is key for effective leadership.- Success is about building something meaningful and lasting.- The future of recruitment will leverage AI to improve efficiency.Chapters00:00 Introduction to Dave Vu and His Journey03:06 The Immigrant Work Ethic and Its Impact05:51 Transitioning into Talent Acquisition09:04 Hiring Strategies: Early Stage vs. Scaling12:12 Culture Fit vs. Culture Add14:46 Recruiters as Marketers18:11 The Birth of Ribbon and AI in Recruitment20:55 Compliance and Bias in AI Recruitment22:55 The Founder Journey: From People Ops to HR Tech24:45 Building Trust: The Foundation of Co-Founder Relationships27:39 The Human Element in AI Recruiting29:56 The Future of Recruiting: Empowering Everyone32:50 Navigating Challenges: Lessons in Leadership35:52 Defining Success: Building a Legacy 

"When you have trust, sky's the limit. When you have trust, that's when you're gonna build resiliency."In this episode, Bradley Hamner sits down with Claude Silver, the world's first Chief Heart Officer and the number two executive at VaynerX to Gary Vaynerchuk. Claude shares her unconventional journey from New York to Santa Fe to San Francisco, London, and back to New York, and how these experiences shaped her approach to leadership and human-centered business culture.As the author of the forthcoming book "Be Yourself at Work: The Groundbreaking Power of Showing Up, Standing Out, and Leading from the Heart," Claude debunks the myth that authenticity is a weakness in the workplace and shares practical insights on building psychologically safe, high-performing teams.Key Topics Discussed:Claude's Origin Story.Building Authentic Workplace Culture.Leadership and Vulnerability.Hiring for Culture Fit.Performance and Empathy.Remote and Hybrid Work Considerations.Connect With Claude SilverGet your copy of Claude's new book, "Be Yourself At Work: The Groundbreaking Power of Showing Up, Standing Out, and Leading from the Heart" at https://beyourselfbook.com/Email: claude@claudesilver.comWebsite: ClaudeSilver.comConnect With UsGet the newsletter every Friday: https://BlueprintOS.com/assets Subscribe on YouTube for video episodes: https://www.youtube.com/@_abovethebusiness New episodes drop every Monday & Friday.If you found value in this episode, share it with just one other business owner who might benefit. Remember—building a community happens one person at a time. Subscribe, like, and comment with your biggest takeaway from this episode!Thanks to our sponsors...BlueprintOS equips business owners to design and install an operating system that runs like clockwork. Through BlueprintOS, you will grow and develop your leadership, clarify your culture and business game plan, align your operations with your KPIs, develop a team of A-Players, and execute your playbooks. Register to join us at an upcoming WebClass when you visit www.blueprintos.com!Coach P found great success as an insurance agent and agency owner. He leads a large, stable team of professionals who are at the top of their game year after year. Now he shares the systems, processes, delegation, and specialization he developed along the way. Gain access to weekly training calls and mentoring at www.coachpconsulting.com. Be sure to mention the Above The Business Podcast when you get in touch.Club Capital is the ultimate partner for financial management and marketing services, designed specifically for insurance agencies, fitness franchises, and youth soccer organizations. As the nation's largest accounting and financial advisory firm for insurance agencies, Club Capital proudly serves over 1,000 agency locations across the country—and we're just getting started. With Club Capital, you get more than just services; you get a dedicated account manager backed by a team of specialists committed to your success. From monthly accounting and tax preparation to CFO services and innovative digital marketing, we've got you covered. Ready to experience the transformative power of Club Capital? Schedule your free demo today at club.capital and see the difference firsthand. Make sure you mention you heard about us on the Above The Business podcast to get 50% off your one time onboarding fee!Autopilot Recruiting helps small business owners solve their staffing challenges by taking the stress out of hiring. Their dedicated recruiters work on your behalf every single business day - optimizing your applicant tracking system, posting job listings, and sourcing candidates through social media...

Comment Vérifier Le Culture Fit - Camille Colbus (ex. Too Good To Go) by Paumé.e.s

Send us a text Struggling with autistic adulting literacy blocks? In this episode of Adulting with Autism, host April (autistic OT) chats with educator Lois Letchford on busting myths and hacks for struggling readers. Lois, a 20+ year literacy specialist (Master's from SUNY Albany, Australian PE teacher turned specialist), shares her son's journey from first-grade failure (learning disability echoing dyslexia/autism) to Oxford PhD—using poetry, story acting, and cultural rewrites over failed programs. Discover why labels blame kids (not systems), how engagement trumps phonics fire-hoses, and practical tips like rewriting stories in the child's words for confident adulting. For autistic young adults, parents, or creators with reading/executive function hurdles, this is your 'hooked, that's it' roadmap—no more trauma, just empowered learning. Timestamps:  0:00 - Intro & Lois's Background  2:30 - Son's Failure Story & Myths Busted  8:45 - Poetry & Engagement Hacks  15:20 - Rewriting for Culture Fit  22:10 - Global Advice for Parents  30:00 - Hope & Future Goals  40:00 - Outro Sub on Apple Podcasts or Spotify for unmasked tips—reviews fuel the fire! Linktree for full eps, Lois's memoir Reversed (Amazon), website (LoisLetchford.com—connect for support), and Adulting with Autism merch: 'Dynamite' tees for literacy breakthroughs or 'Magic Shop' hoodies for squad resilience. Your biggest reading myth? Comment! Follow @adultingautismbts on TikTok for clips. #AutisticAdultingTips #LiteracyAutism #UnmaskedLearning #NeurodivergentEducation #TeachingStrugglingReaders #AdultingWithAutism #BTSNeurodivergent #DyslexiaHacks #OTTips #ReversedMemoir https://linktr.ee/adultingwithautism | https://podcasts.apple.com/us/podcast/adulting-with-autism/id1726252789 | https://open.spotify.com/show/3x5XAhD6vUr9vyxwo7PUrn | https://www.loisletchford.com/| https://amzn.to/4pSN5zW Autistic adulting chaos? My MFish Dragon Charger slays—sleek, bold design with soul (no Apple boredom!), powers phone/laptop through BTS sessions. Daily obsession for my neurodivergent brain—ordering more! Quick pre-roll from Adulting with Autism. Affiliate link below (I earn from purchases—thanks!) Get fierce for fall with the Empowerment Collection and Power in the Frequency! Bold colors, ultimate comfort, and designs made for neurodivergent pride. Shop now to support the show and join the Alliance—find your new favorite at the link in show notes. mfish: Organize. Simplify. Win Eco-friendly, high-quality tech tool to simplify school, work and life Find Your Fierce This Fall: Empowerment Shop now to support the show and join the Alliance—find your new favorite at the link in show notes. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you. Support the show @adulting_autism adultingwithautism.podcast@outlook.com Hosted on Acast. See acast.com/privacy for more information.

SummaryThis conversation explores the insights and experiences gained at DealCon, an event focused on agency founders and owners looking to grow through mergers and acquisitions (M&A). The speakers discuss the importance of understanding the intricacies of deal-making, the role of capital in acquisitions, and the dynamics of cultural integration. They also touch on the common feelings of imposter syndrome among those in the M&A space and the various paths to success in this field.TakeawaysDealCon is a platform for agency founders to learn about M&A.Many agency founders are interested in inorganic growth.Understanding market multiples is crucial for agency exits.Cultural fit is essential in M&A success.Pressure testing cultural alignment can prevent future conflicts.Access to capital is vital for agency acquisitions.Risk-taking is inherent in entrepreneurship and M&A.Imposter syndrome is common among M&A practitioners.There are alternative paths to success in M&A.The human element in M&A is often more challenging than the financial aspects.Chapters00:43 Opening & DealCon Overview01:37 Why Founders Are Chasing Acquisitions02:42 The Backstory: How DealCon Began05:14 Access to Capital & Funding Options07:37 Challenges of M&A08:24 Culture Fit: The Real Test of M&A13:47 Risk-Taking Founders vs. Cautious Teams16:16 Non-traditional Paths & Beating Imposter Syndrome19:57 Deal Math vs. The Human Element20:28 Wrapping Up Connect with Christian and AyeletAyelet's LinkedIn: https://www.linkedin.com/in/ayelet-shipley-b16330149/Christian's LinkedIn: https://www.linkedin.com/in/hassold/Web: https://www.inorganicpodcast.coIn/organic on YouTube: https://www.youtube.com/@InorganicPodcast/featured Hosted on Acast. See acast.com/privacy for more information.

In this energizing episode, Jeff Mains sits down with Ryan Hogan—an entrepreneurial powerhouse known for turning murder mystery games into a global business and now shaking up the recruiting world through his company, Talent Harbor. Together, they explore the underappreciated but foundational role of company culture in scaling SaaS organizations, why hiring for values trumps hiring for resumes, and how onboarding, leadership, and learning from failures build resilient, thriving teams.You'll hear battle-tested tips on establishing and living real core values (not just slogans), fixing broken cultures, running stellar onboarding programs, mistakes most founders make when hiring, and how to create pathways for growth that keep your best talent around for the long haul. Packed with practical examples and actionable advice, this is an episode every founder, leader, and hiring manager should bookmark.Key Takeaways00:00 "Core Values and Culture Fit"04:47 Measuring Success: Consumer Signals09:18 "Identify Core Behaviors First"12:10 Defining Startup Culture Evolution13:34 Core Values Alignment in Leadership16:56 Core Values in Daily Life19:32 "Brand Values in Customer Experience"25:13 "Why Companies Lose Talent"28:26 "Evolving Workplace Culture Issues"29:22 "Prioritizing Culture Fit in Startups"33:51 "First 72: Critical Onboarding"37:19 Effective Onboarding and Support Strategy40:50 Inspiring Growth with Care44:29 "Leadership Beyond Individual Success"47:54 Entrepreneurship: Finding Product-Market Fit51:17 AI Revolutionizes Culture with Ask AuraTweetable QuotesThe Truth About Business Culture: "Not the fluffy feel good posters on the wall version, but the real gritty, foundational stuff that drives how your team thinks, works and wins." — Ryan Hogan "Culture Fit matters more than a perfect resume, especially in the early stages, and how adaptable hires often outperform the most qualified ones when the market inevitably shifts." — Ryan HoganThe Art of Scaling a Brand: "founders have to learn to let go in order to scale effectively." — Ryan Hogan Viral Topic: The Impact of Leadership Authenticity on Workplace Culture: "You know, you said it was going to be this, and what I'm seeing is something else. And I think there's a kind of a disharmony there. And I wanted to be a part of this movement, but it's not what I thought it was going to be. Wasn't what I was sold." — Ryan HoganViral Topic: Leadership Integrity and Core Values: "the minute you say, we're committed to these things and someone makes a decision that's not in line with those core values, you've destroyed it." — Jeff Mains"Most people put their core values on the wall. You're trying to take those words from the wall and you're trying to make that connection of how do these show up on a daily basis." — Jeff MainsQuote: "You can create all this inspiration, but if people don't feel supported, that can become a huge issue for the enterprise." — Jeff Mains SaaS Leadership LessonsDefine and Reinforce Core ValuesBefore hiring, know the core behaviors your company needs to succeed and reinforce them consistently.Hire for Culture Fit—But Don't Neglect SkillsIn startups, prioritize values and adaptability slightly more than experience, but remember both matter.Transparent, Aligned Recruiting Models WinChallenge industry norms—flat, transparent fees and partnership drive better results than traditional commissions.Onboarding Shapes Long-Term SuccessInvest in scripting the...

SUMMARY: In this episode, Aaron and Terryn dive deep into the recruiting process—sharing the exact steps The Collab Team uses to help businesses find and hire the right people. From writing job descriptions and setting clear role expectations, to fishing in the right talent pools, to using tests and live-fire scenarios, they reveal the “secret sauce” of effective recruiting. The conversation also covers how to avoid common hiring mistakes, the importance of cultural fit, and how onboarding can make or break a new hire. Whether you're looking to make your first key hire or scale your operations with the right talent, this episode gives you a practical roadmap for successful recruiting.   Minute by Minute: 00:00 — Introduction 02:00 — Why Recruiting Matters for Scaling Businesses 03:41 — Defining the Role and Building a Strong Job Description 07:00 — Posting the Role: Where and How to Find Candidates 08:01 — Budget, Titles, and Attracting the Right Applicants 11:00 — Vetting Candidates: Interviews, Testing, and Live Scenarios 16:00 — The Challenges of Recruiting (and How CoLab Helps) 18:02 — Culture Fit, Kolbe Scores, and Avoiding Hiring Mistakes 20:00 — Keys to Effective Onboarding and Shadowing 23:18 — Buying Back Your Time: The ROI of the Right Hire

from microsoft to $700 million in real estate Feras Moussa's Syndication Journey How does someone go from a Microsoft engineer to managing over $700 million in multifamily real estate? On this episode of Unemployable with Jeff Dudan, we sit down with Feras Moussa, co-founder of Disrupt Equity, who shares his incredible journey from tech to becoming a real estate syndication powerhouse. Jeff and Feras talk about: Why real estate isn't just for the rich—and how anyone can start The real reason most real estate investors fail Systems thinking, KPIs, and what it takes to scale a company fast EOS, hiring strategy, and building elite teams What operators get wrong about property management How to evaluate risk-adjusted returns and avoid analysis paralysis Why GSD (“Get Sh*t Done”) is Feras' #1 core value Whether you're a small business owner sitting on cash flow or an aspiring investor, this episode is a masterclass in wealth creation, risk management, and scaling high-performing teams.

from microsoft to $700 million in real estate Feras Moussa's Syndication Journey How does someone go from a Microsoft engineer to managing over $700 million in multifamily real estate? On this episode of Unemployable with Jeff Dudan, we sit down with Feras Moussa, co-founder of Disrupt Equity, who shares his incredible journey from tech to becoming a real estate syndication powerhouse. Jeff and Feras talk about: Why real estate isn't just for the rich—and how anyone can start The real reason most real estate investors fail Systems thinking, KPIs, and what it takes to scale a company fast EOS, hiring strategy, and building elite teams What operators get wrong about property management How to evaluate risk-adjusted returns and avoid analysis paralysis Why GSD (“Get Sh*t Done”) is Feras' #1 core value Whether you're a small business owner sitting on cash flow or an aspiring investor, this episode is a masterclass in wealth creation, risk management, and scaling high-performing teams.

Episode NotesWhy autonomy, mastery, and purpose still matterHow ego ruins teams (and what to do about it)The myth of the high-performing “lone genius”Culture fit vs. culture add — and why diversity of thought is often overlookedHow to manufacture intentional team connection across remote healthcare settingsThe Halloween video that caused controversy… and paved the way for a teamWhy humility is Matt's secret leadership weaponFeedback delivery, building trust, and managing strong individual performersWhy “empowered” is the word Matt wants on his leadership tombstone www.YourHealth.Org

Annual reviews are broken, and leadership coach Mike Goldman, author of “The Strength of Talent” has a different way to think about performance management that puts people growth at the heart of profit growth.    Joining Sarah Lockwood in this episode, Mike questions why so many organizations still rely on outdated HR metrics and rigid systems like annual reviews or quarterly reviews when so few leaders believe they make a real impact. He introduces the idea of “talent density,” a measure of the gap between high and low performers, and explains why it's a sharper way to understand organizational health. He walks through his five-step framework that calls for clear expectations, honest assessments done as a team, real leadership accountability, and a balance between productivity and culture fit.    How often do we keep a top producer who quietly undermines the culture? Where is “good enough” quietly slowing the roles that drive a company forward? Mike shares strategies leaders can start using right away, even without company-wide adoption, and explains why a slow, thoughtful rollout builds trust and lasting results. This episode challenges the way performance management is typically done and offers a grounded approach to helping both people and the business grow stronger.   Episode Breakdown: 00:00 Talent Density Explained 01:51 People Growth Drives Profit 03:55 Assessing Performance Beyond Annual Reviews 06:25 Leadership Accountability for People Growth 08:01 Broken Performance Management System 09:17 Quarterly Talent Assessment Meeting (QTAM) 11:14 Talent Density Indicator (TDI) Overview 14:40 Culture Fit as a Performance Metric 18:45 Roles Where Good Enough Fails 23:06 Applying the System as a Middle Manager 29:01 Change Management and Rollout Strategy   Connect with Mike Goldman: Website Book: “The Strength of Talent”  LinkedIn   Connect with Sarah Lockwood: Website LinkedIn Connect with The Conscious Entrepreneur: Website  LinkedIn  Instagram  YouTube   HiveCast.fm is a proud sponsor of The Conscious Entrepreneur Podcast. Podcast production and show notes provided by HiveCast.fm

Rhea Allen is the President and CEO of Pepper Shock Media, host of The Marketing Expedition Podcast, and a branding expert who helps businesses build unforgettable brands from the inside out. In this episode, she dives deep into the connection between culture and branding — and why your internal team is the foundation of how the world sees your business. Discover practical strategies for aligning HR and marketing, fostering employee buy-in, and using storytelling to shape a culture that truly represents your brand. Today we discussed: 00:00:00 Start 00:00:52 Introducing Rhea Allen 00:01:39 Culture vs. Brand 00:02:45 Hiring for Culture Fit 00:03:46 Culture & Brand Camp 00:05:27 Team Buy-In Through Values 00:06:29 Storytelling in Culture 00:07:47 Storytelling in Marketing 00:08:31 Rise of Authentic Stories 00:10:28 Authenticity vs. AI 00:13:19 Fun & Engagement in Culture 00:18:21 Culture ROI: Retention & Happiness 00:19:52 Final Thoughts 00:21:36 Closing & Contact Info Rate, Review, & Follow If you liked this episode, please rate and review the show. Let us know what you loved most about the episode. Struggling with strategy? Unlock your free AI-powered prompts now and start building a winning strategy today!

Many law firm owners want to foster inclusive workplaces—but aren't sure how to do it without missteps or performative gestures. Professor Tanya Hernandez of Fordham Law School joins Stephanie Everett to unpack what DEI really means, where it comes from legally, and how small firms can approach it with clarity and intention.  The conversation explores how unconscious bias shows up in hiring and evaluation, why culture fit can be a red flag, and how to implement practical guardrails that promote fairness without needing a big HR department. Tanya also clears up legal misconceptions about DEI post–Supreme Court ruling and offers smart, research-backed tips for making firms more equitable—without making a scene.  This episode is a thoughtful guide for law firm leaders who want to build stronger, fairer teams—one intentional decision at a time.   Listen to our other episodes on DEI & Belonging:  #450: The Power of Building Belonging, with Dr. Terrell Strayhorn Apple | Spotify | Lawyerist   #105: How Small Firms Can Promote Diversity, with Dr. Heather Hackman Apple | Lawyerist  #242: Brave, Not Perfect, with Reshma Saujani Apple | Lawyerist  Have thoughts about today's episode? Join the conversation on LinkedIn, Facebook, Instagram, and X!   If today's podcast resonates with you and you haven't read The Small Firm Roadmap Revisited yet, get the first chapter right now for free! Looking for help beyond the book? See if our coaching community is right for you.  Access more resources from Lawyerist at lawyerist.com.  Chapters/Timestamps:  2:09 – Meet Professor Tanya Hernandez: DEI Legal Scholar  2:44 – What DEI Really Means: The Civil Rights Foundation  6:41 – Why Small Firms Should Care: The High Stakes of Small Teams  9:46 – Culture Fit or Bias? Rethinking How We Hire  17:04 – Guardrails: Tools to Catch Your Own Bias  22:07 – Is Your Culture Inclusive? Rethinking Team Bonding  24:04 – Where to Start: Learning from the Next Generation  26:14 – Asking the Right Questions: Curiosity Without Burden  28:27 – DEI Is Not Illegal: Clarifying Misconceptions  30:54 – Skip the Slogans: Doing the Real Work Without Performative DEI 

Many law firm owners want to foster inclusive workplaces—but aren't sure how to do it without missteps or performative gestures. Professor Tanya Hernandez of Fordham Law School joins Stephanie Everett to unpack what DEI really means, where it comes from legally, and how small firms can approach it with clarity and intention.  The conversation explores how unconscious bias shows up in hiring and evaluation, why culture fit can be a red flag, and how to implement practical guardrails that promote fairness without needing a big HR department. Tanya also clears up legal misconceptions about DEI post–Supreme Court ruling and offers smart, research-backed tips for making firms more equitable—without making a scene.  This episode is a thoughtful guide for law firm leaders who want to build stronger, fairer teams—one intentional decision at a time.   Listen to our other episodes on DEI & Belonging:  #450: The Power of Building Belonging, with Dr. Terrell Strayhorn Apple | Spotify | Lawyerist   #105: How Small Firms Can Promote Diversity, with Dr. Heather Hackman Apple | Lawyerist  #242: Brave, Not Perfect, with Reshma Saujani Apple | Lawyerist  Have thoughts about today's episode? Join the conversation on LinkedIn, Facebook, Instagram, and X!   If today's podcast resonates with you and you haven't read The Small Firm Roadmap Revisited yet, get the first chapter right now for free! Looking for help beyond the book? See if our coaching community is right for you.  Access more resources from Lawyerist at lawyerist.com.  Chapters/Timestamps:  2:09 – Meet Professor Tanya Hernandez: DEI Legal Scholar  2:44 – What DEI Really Means: The Civil Rights Foundation  6:41 – Why Small Firms Should Care: The High Stakes of Small Teams  9:46 – Culture Fit or Bias? Rethinking How We Hire  17:04 – Guardrails: Tools to Catch Your Own Bias  22:07 – Is Your Culture Inclusive? Rethinking Team Bonding  24:04 – Where to Start: Learning from the Next Generation  26:14 – Asking the Right Questions: Curiosity Without Burden  28:27 – DEI Is Not Illegal: Clarifying Misconceptions  30:54 – Skip the Slogans: Doing the Real Work Without Performative DEI  Learn more about your ad choices. Visit megaphone.fm/adchoices

Are your hires too safe? Too familiar?If your team keeps “getting along” but missing deadlines, it's time to stop hiring for sameness. In this episode, Rhamy Alejeal busts the myth of culture fit—and shows you how to hire smarter using culture add.What You'll Learn:• Why “fit” is often just bias in disguise• The real reason your interviews aren't working• How to define your company culture in behavior terms• The 4 most common hiring mistakes HR leaders makeHire smarter with 6 proven questions, a scoring rubric, and a guide to identifying high-impact candidates. Download the Culture Add Interview Guide now!Want to improve your hiring fast? Book a free 30-minute consultation with Rhamy Alejeal. Exclusively for U.S.-based businesses with 10+ employees.https://youtu.be/reiaJbsgAdQ

What Makes a Workplace Truly Attractional? What sets apart the organizations top talent lines up to join and what makes others struggle to attract anyone at all? In this episode, we sit down with Eric Albert, Senior Executive Search Consultant at Vanderbloemen, to talk about what really makes a workplace stand out. Spoiler alert: it's not the stocked snack fridge or the trendy job title. We explore what makes a culture truly attractional, the hidden factors that push candidates away, and why mission statements don't mean much without action. Eric shares practical ways leaders can create a healthier workplace culture and tells a powerful story of a church that recognized its unhealthy staff environment and turned things around. Whether you're hiring now or preparing for the future, this conversation is full of insights on how to build a team people want to join and stay on.

Nathan brings Mac Prichard back to discuss the evolving landscape of workplace culture, particularly in the context of remote work and AI. Mac emphasizes the need for clear communication of mission and values during recruitment and the significance of investing in management training to foster a healthy team culture. The conversation also touches on the challenges faced by startups in building teams and the impact of AI on job roles.   

Ever hired someone who looked great on paper but just didn't work out? In this episode, we dive into how DISC personality styles can help you hire the right fit—not just the right resume.Joel Fortner, our team's president and hiring expert, is joining me to walk through how personality profiles help you go deeper than resumes and interviews, and avoid costly mis-hires.Learn how to match the right person to the right role, avoid cultural misfits, and improve your hiring process with practical, proven strategies.

Episode Highlight: On this episode of the Embracing "Only" podcast, we delve into navigating transition and finding alignment. Discover the challenges and triumphs of transitioning from corporate life to entrepreneurship, and hear personal stories and strategies for finding alignment and maintaining clarity during significant life changes.Olivia also makes a very exciting announcement in this episode. Tune in to find out more.Key Discussion Points:01:23 The Value of Alignment: The market does not define you. If you are in alignment, abundance will come.04:20 Understanding Your Passions, Values & Priorities: Understanding your passions, values, and priorities is key to making any successful career transition.12:35 The Importance of a Support Network: It's easy to miss patterns in our own behavior. This is why surrounding yourself with people who will tell you the truth is so important.16:05 Creating a Financial Safety Net: Operating from a place of desperation eliminates creativity and innovation. A financial safety net makes pivoting easier.19:54 Culture Fit and Workplace Values: The longer you stay in an environment that is misaligned with your core values, the more you will become a shadow of your former self.24:02 Taking Control of Your Life: We have to take a proactive approach with our careers and lives. Do not give your power to anyone else.32:24 Debunking the ‘Growth at All Costs' Myth: Check in to make sure that whatever you are pursuing right now is in alignment with your larger mission and that you will not be sacrificing that mission for a short-term achievement.In Summary: Olivia and Archita emphasise the value of understanding your passions, values, and priorities and aligning with them before you make any transitions. They encourage us to take control of our lives and ensure that are actions are in alignment with our long-term mission.Resources from this episode:The 5 Book by Dan Zadra and Kristel WillsCareless People by Sarah Wynn-WilliamsIf you happen to be a woman of color and you are looking for a community of like minded women, join Olivia here: https://www.mysistersshoulders.com/.Connect with your hosts:Follow Archita on Linkedin or check out her website.Follow Olivia on Linkedin or check out her website.Follow Embracing Only on Linkedin, Instagram, and Facebook, or check out the website._________Produced by IdeablossomsReady to make a change?→ Struggling with your corporate career but have big goals? Reach out to Olivia on LinkedIn or visit oliviacream.com.→ Ready to leave corporate or start a side venture? Archita can guide your next steps.Reach out to her on LinkedIn or visit architafritz.com.

Unlock fresh perspectives on modern executive search operations in this can't-miss episode of The Full Desk Experience. Designed for executive search leaders, owners, and director-level decision makers, this conversation with Vaughn Emery, VP of Revenue Growth at Duffy Group, dives deep into the strategies powering next-level growth in today's recruiting landscape.Key insights include:The Duffy Group's unique, research-driven executive search model that builds deep, mission-aligned partnerships with clients.Transforming sales and process frameworks to balance consistency with flexibility, while keeping teams accountable—without micromanaging.The essential role of technology and AI in modern search, and why the human touch remains irreplaceable for quality outcomes.Tracking overlooked KPIs, like cost-to-hire and post-placement success, for smarter, client-focused results.Executive-level approaches to succession planning and long-term client value creation.Are you future-proofing your processes, or has your tried-and-true approach hit its ceiling? How much will AI truly change the game for executive search, and where is the human element irreplaceable?Press play now to hear first-hand strategies and practical wisdom you can use to elevate your search firm's success._________________Tools mentioned in this episode:Crelate – Mentioned as both the company the host is from (Kortney Harmon, Director of Industry Relations at Crelate) and the platform behind the podcast.Crelate Copilot – Crelate's AI assistant (“Copilot brings you recruiter intelligence…”)._________________Follow Vaughn on LinkedIn: https://www.linkedin.com/in/vaughnemery1/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

That "pretty good" hire you just made? It could be costing you 3X their salary in hidden losses. April reveals why most businesses accidentally hire for failure, and the exact framework she uses to build teams that 10X company value. Key Insights:

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=15773&preview=true)You might be willing to accept any position offered to you, but that can often lead to a poor fit within a company. Find Your Dream Job guest Jessica Conn says fitting into the culture of a workplace is crucial to your future with that employer. Your values, beliefs, and actions need to align with those of the environment. Jessica suggests doing enough research before an interview to ask clarifying questions of the hiring manager. Don't go against your values for a paycheck, or you could find yourself back in the job search sooner than you hoped. About Our Guest:Jessica Conn is the human resources manager at Oregon AFSCME Council 75. Resources in This Episode: Learn more about Jessica by visiting Oregon AFSCME Council 75. Connect with Jessica on LinkedIn.  Learn more about your ad choices. Visit megaphone.fm/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Many workplaces hire, reward and promote on culture fit. But that can come with real costs to individuals and organizations. In this episode, Adam dives into the evidence on why overemphasizing fit can overlook promising people — and shows how organizations can fight conformity and support self-expression. Guests include Ellevest founder Sallie Krawcheck, IDEO innovators Jim Yurchenco and Diego Rodriguez, and organizational behavior expert Patricia Hewlin.Available transcripts for WorkLife can be found at go.ted.com/WLtranscripts