Podcast appearances and mentions of daniel coyle

What does it mean to flourish? According to author Daniel Coyle, flourishing is “joyful, meaningful growth — shared.” But how do you achieve that enviable state? The answer lies in Dan's forthcoming book, “Flourish,” which you can pre-order now on Amazon, Audible, or Bookshop.org. Highlights: (5:11) Life isn't a treasure hunt; it's more like treasure creation (14:15) The $90 million deli that said no to Disney (20:40) Your brain's two attention systems (58:00) The rule of the beautiful mess (65:07) Why you should open yellow doors Sponsored By: GoDaddy | Get a domain and professional email plan for just $0.99/month at Godaddy.com/GDNOW Aura Frames | Get $35 off Aura's best-selling Carver Mat frames by using promo code IDEA at auraframes.com The Next Big Idea Club | Know someone who devours great nonfiction? Get them a year of the best new ideas and take 20% off with code PODCAST at nextbigideaclub.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Next week, Daniel Coyle will join us on the show to talk about his forthcoming book, Flourish. Today, we're revisiting our 2022 conversation with Dan about his last book, The Culture Playbook. Here's how we described the episode back then: The filmmakers at Pixar. The servers at Union Square Cafe. The badasses on SEAL Team Six. What do these super successful groups all have in common? Strong team culture. But what exactly is culture, and how do you build it? Daniel Coyle has spent the last few years searching for answers. In this episode, he shares what he's found. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of the Managing with Mind and Heart Podcast, host Ethan Nash breaks down the beginning of the book, The Culture Code, where author Daniel Coyle explores why psychological safety, rather than talent, is the foundation of great teams. By diving into some of Nash Consulting's favorite excerpts, we unpack the signals that say “you belong here” and explore best practices for leaders.  In this episode we mentioned the following episodes:  Awareness of and Moderating your Power Differential Healthy Conflict, parts one, two, three, and four  Creating Psychological Safety Best practice listening skills (episode 53 and episode 71) Mindsets for Receiving Feedback Tell Your Employees You Appreciate Them (Categories & Strategies Of Recognition) Text the word “LEADING” to 66866 to be added to Nash Consulting's monthly newsletter. Just practical management skills and tips. And just once a month. Pinky swear.

Episode Overview In this powerhouse episode that is originally streamed 7 months ago, John Kitchens, Jay Kinder, and Al Stasek dive deep into the future of real estate leadership, the evolution of brokerage models, and what the next 18 months will look like for the industry. From Keller Williams' latest strategic moves to the unstoppable rise of EXP Realty, the crew unpacks the business lessons, market realities, and leadership frameworks that define success in a rapidly changing market. This conversation isn't just about brokerage wars—it's about building a moat around your business, leading through uncertainty, and embracing innovation, data, and AI to stay relevant in the new era of real estate. What You'll Learn in This Episode The Future of Real Estate Leadership Why your moat—the defensibility of your business model—will determine survival in the next 18 months. How to think like a wartime CEO and lead through disruption. Why leadership loyalty, core values, and promoting from within build unbeatable organizations. Lessons from the Legacy Brands What Keller Williams' latest moves reveal about the state of traditional brokerages. Why culture kept KW alive—and why innovation is now leaving it behind. The pitfalls of the franchise model vs. the agility of cloud-based companies. The Rise of EXP Realty Why EXP's operational efficiency and same-day pay systems are redefining brokerage excellence. How EXP's value stack—EOS leadership training, luxury branding, and legal support—creates a true “business in a box” for agents. The next strategic move EXP is making (hint: it's about to cripple the competition). AI, Data, and the Consumer Shift The race between brokerages to own data + AI—and why that's where the real power lies. How AI will reshape not just agent operations but also the consumer buying and selling journey. Why the agents who learn to leverage AI now will dominate the next decade. Scaling, Systems, and the Right People How fast growth exposes weak talent—and why “ones and threes” matter for scaling. Why every CEO must master the cycle of clarity, constraint, and culture. What EXP's leadership lessons from Glen Sanford and Leo Pareja teach about visionary vs. wartime leadership. Resources & Mentions JohnKitchens.coach – Executive coaching for agents ready to lead like CEOs. HoneyBadgerNation.com – Community, training, and resources for top-performing agents. Working Genius by Patrick Lencioni The Ultimate Question 2.0 by Fred Reichheld The Theory of Constraints by Eliyahu Goldratt The Culture Code by Daniel Coyle   Final Takeaway The next era of real estate belongs to leaders—not just agents. Those who master adaptability, embrace AI, and lead with clarity and conviction will outlast every market shift. “The companies that win are the ones that keep adding value faster than anyone else.” - Jay Kinder Connect with Us: Instagram:  LinkedIn:  Facebook:    If you enjoyed this episode, be sure to subscribe and leave a review. Stay tuned for more insights and strategies from the top minds. See you next time!

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1831: Karl Staib offers five practical strategies to transform dull, unproductive meetings into engaging, high-value experiences. By incorporating intentional structure, fun elements, and moments for connection, he shows how leaders can boost collaboration, morale, and creativity, without sacrificing outcomes. Read along with the original article(s) here: https://digtofly.com/5-ways-to-make-meetings-more-fun-and-useful/ Quotes to ponder: "People show up more engaged when they know the meeting will be productive and even a little fun." "A short team-building game can create laughter and connection, which leads to better collaboration." "When people understand the purpose, they bring better ideas and focus to the discussion." Episode references: Positive Intelligence by Shirzad Chamine: https://www.amazon.com/Positive-Intelligence-Fit-Your-Potential/dp/1608322785 The Culture Code by Daniel Coyle: https://www.amazon.com/Culture-Code-Secrets-Highly-Successful/dp/0804176981 Drive by Daniel Pink: https://www.amazon.com/Drive-Surprising-Truth-About-Motivates/dp/1594484805 Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1831: Karl Staib offers five practical strategies to transform dull, unproductive meetings into engaging, high-value experiences. By incorporating intentional structure, fun elements, and moments for connection, he shows how leaders can boost collaboration, morale, and creativity, without sacrificing outcomes. Read along with the original article(s) here: https://digtofly.com/5-ways-to-make-meetings-more-fun-and-useful/ Quotes to ponder: "People show up more engaged when they know the meeting will be productive and even a little fun." "A short team-building game can create laughter and connection, which leads to better collaboration." "When people understand the purpose, they bring better ideas and focus to the discussion." Episode references: Positive Intelligence by Shirzad Chamine: https://www.amazon.com/Positive-Intelligence-Fit-Your-Potential/dp/1608322785 The Culture Code by Daniel Coyle: https://www.amazon.com/Culture-Code-Secrets-Highly-Successful/dp/0804176981 Drive by Daniel Pink: https://www.amazon.com/Drive-Surprising-Truth-About-Motivates/dp/1594484805 Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1831: Karl Staib offers five practical strategies to transform dull, unproductive meetings into engaging, high-value experiences. By incorporating intentional structure, fun elements, and moments for connection, he shows how leaders can boost collaboration, morale, and creativity, without sacrificing outcomes. Read along with the original article(s) here: https://digtofly.com/5-ways-to-make-meetings-more-fun-and-useful/ Quotes to ponder: "People show up more engaged when they know the meeting will be productive and even a little fun." "A short team-building game can create laughter and connection, which leads to better collaboration." "When people understand the purpose, they bring better ideas and focus to the discussion." Episode references: Positive Intelligence by Shirzad Chamine: https://www.amazon.com/Positive-Intelligence-Fit-Your-Potential/dp/1608322785 The Culture Code by Daniel Coyle: https://www.amazon.com/Culture-Code-Secrets-Highly-Successful/dp/0804176981 Drive by Daniel Pink: https://www.amazon.com/Drive-Surprising-Truth-About-Motivates/dp/1594484805 Learn more about your ad choices. Visit megaphone.fm/adchoices

BONUS: Jochen Issing on Building High-Performing Engineering Teams In this BONUS episode, we explore the fascinating journey of Jochen Issing, an engineering leader who brings unique insights from his background as a handball player and band member to building exceptional software development teams. From sports courts and music stages to engineering leadership, Jochen shares practical wisdom on psychological safety, team dynamics, and creating cultures where the best ideas win. From Sports and Music to Software Leadership "As soon as you complain about each other, you are starting to lose." Jochen's unconventional background as a handball player and band member has profoundly shaped his approach to engineering leadership. Drawing from team sports, he discovered that frustration leads to losing in both athletics and technology work. Great players in great teams optimize for the team's results, not individual glory. This translates directly to software development where great engineers slow down to make the team faster, recognizing that collective success trumps individual achievement. The lesson from the handball court is clear: when team members start blaming each other, they create a losing mindset that becomes self-fulfilling. Breaking the 10X Engineer Myth "It's not your success that makes our success, it's our success that makes your success." The mythology of the 10X engineer remains pervasive in software development, but Jochen challenges this with insights from team dynamics. The "hero culture" in companies often emerges when systems are already broken, requiring someone to step in and save the day. While we celebrate these heroes, we forget to ask the crucial question: how did we end up needing a hero in the first place? True high-performing teams don't require heroic individual efforts because they've built sustainable systems and shared knowledge. The goal isn't to eliminate talented individuals but to ensure that even the most skilled engineers can take time off without the organization grinding to a halt. Creating Psychological Safety Through Vulnerability "When psychological safety is missing, I try to ask ignorant questions - expose myself as being the least experienced person in the room." Building psychological safety requires intentional strategies that go beyond good intentions. Jochen employs a counterintuitive approach: when he senses team members hesitating to speak up, he deliberately asks "ignorant" questions to position himself as the least knowledgeable person in the room. This modeling behavior demonstrates that it's safe to admit uncertainty and ask questions. He also builds a culture of "challenging ourselves" by implementing ritualized dissent - assigning someone the specific job of finding flaws in proposed solutions. This prevents the dangerous harmony that can emerge when teams agree too quickly without proper scrutiny. The Power of the Expectation Sheet "I want people to share with me what might even drive them away from the company." Trust forms the foundation of effective team relationships, but building it requires explicit frameworks. Jochen uses an "expectation sheet" (See a prototype here Google Doc)- a document that formalizes mutual expectations between him and his team members. This tool establishes that he wants open, honest communication about everything, including situations that might drive someone to leave the company. The key principle is that he will never share confidential information or use personal disclosures against team members. This creates a relationship where he serves as both a representative of the company when necessary and a personal advocate for his team members when they need support navigating organizational challenges. Team-Centric Productivity and Collaboration "The team is the unit of productivity and delivery, not the individual." Effective engineering leadership requires balancing individual desires with team outcomes. Jochen emphasizes that while people naturally want to say "I did this," the focus must remain on team impact. This involves creating shared understanding of collective goals while still addressing individual needs and growth aspirations. Practical strategies include using on-call rotations to identify knowledge silos, implementing pair programming and mob programming to reinforce collaborative work patterns, and designing tasks that allow individuals to take ownership while remaining embedded in team efforts. The analogy to band dynamics is apt - when someone brings a song idea to the band, it evolves through collaboration into something different and usually better than the original vision. Building Sustainable High Performance "Great engineers slow down to make the team faster - which is how we get better teams." Sustainable high performance emerges when senior engineers invest in lifting the entire team rather than maximizing their individual output. This means senior staff level engineers focus less on their personal contributions and more on forming "tribes" across teams, coaching junior engineers, and building organizational capability. The measure of success shifts from individual heroics to collective achievement - if problems consistently require the same person to fix them, the team hasn't truly succeeded in building sustainable systems and shared knowledge. Recommended Resources for Further Reading Jochen recommends several foundational books for understanding team dynamics and engineering leadership. "The Culture Code" by Daniel Coyle explores the structure of high-performing teams and debunks myths about command-and-control leadership. "Product Development Flow" by Reinertsen provides the scientific foundation behind agile methodologies and explains what teams are really trying to solve. "The Culture Map" by Erin Meyer offers insights on working with diverse cultures and backgrounds to bring out the best in each team member. "Coaching Agile Teams" by Lyssa Adkins serves as a practical guide for developing coaching skills in technical environments. And our very own Scrum Master Toolbox podcast provides ongoing insights and real-world experiences from practitioners in the field. About Jochen Issing Jochen is an engineering leader who's all about building great teams and better developer experiences. From audio tech and cloud platforms to monorepos and feedback culture, he's done it all. A former bandmate and handball player, Jochen brings heart, trust, and collaboration into everything he builds with his teams. You can connect with Jochen Issing on LinkedIn and connect with Jochen Issing on Twitter.

Have you ever let fear stop you from taking that next big step? Maybe it’s the fear of failure, of judgment, or simply the unknown. If so, you're not alone—and today's episode is one you definitely need to hear. It is my absolute privilege to introduce you to someone who truly embodies the word "brave": Aspen Emry, founder and CEO of Bravenly Global. Aspen is a visionary, a trailblazer, and a heart-led leader who didn’t just dream of creating a company she would want to join—she made it happen. And in doing so, she’s created a ripple effect of impact that’s reached across the globe. In this episode, Aspen shares how she has faced fear head-on, pushing through challenges that might have once held her back. Her story is one of grit, grace, and incredible inspiration. Through vulnerability and courage, she’s turned obstacles into stepping stones and is now helping others do the same. If you’ve ever questioned whether you’re brave enough, strong enough, or ready enough—this conversation will light a fire within you. So grab a notebook, open your heart, and get ready for golden nuggets of wisdom from a woman who lives and breathes the mission of bravery. You’re not just going to hear Aspen’s story—you’re going to feel empowered to start your own. We’ll be talking about: ➡ [0:00] Introduction ➡ [1:41] What can I do today to be brave? ➡ [4:39] Reflecting on different growth stages ➡ [10:45] Founding Bravely Global: building a dream company ➡ [13:12] Starting from scratch—Aspen's vision for Bravely ➡ [19:30] Storytelling and authenticity in leadership ➡ [22:10] Building trust through consistency and heart ➡ [27:15] Lessons learned from failure ➡ [34:00] Encouragement for women in leadership ➡ [36:27] Advice Aspen would give her past self ➡ [37:45] Advice for facing fear: Do it scared ➡ [41:00] Final thoughts: follow your fire and gut ➡ [41:45] Book recommendation for the reading list ➡ [43:48] Aspen’s superpower revealed ➡ [48:27] Favourite quote shared by Aspen Resources Recommended Book: ➡ Atomic Habits by James Clear: https://bit.ly/3Eq3vNo ➡ The Culture Code by Daniel Coyle: https://bit.ly/470ja1R Quotes: ➡ “Leaders know how to adjust the sails” by John Maxwell ➡ ”I’d rather live with the pain of discipline than the pain of regret” by Jim Rohn About our guest: Aspen Emry is a passionate entrepreneur, speaker, and visionary leader in the Direct Selling industry. As the Founder and CEO of Bravenly Global, a fast growing health and wellness company, Aspen leads with authenticity, integrity, and a heart for helping others rise. Under her leadership, Bravenly has become a multi-million dollar, debt free company known for its life changing products, high impact compensation plan, and deeply connected community. With over two decades of experience in business and leadership, Aspen is no stranger to growth seasons and grit. She’s built Bravenly alongside her husband and COO, Brent Emry, and together they’ve created a true family legacy, working closely with their four adult sons who help lead the company and keeping their young daughter close to the heart of it all. Aspen is known for her bold vision, faith driven leadership, and her unwavering belief in people. Whether mentoring leaders, hosting global incentive trips, or casting vision for what’s next, Aspen inspires others to step fully into their calling with courage and conviction. She believes the best companies are built on trust, transparency, and timing, and she’s just getting started. Connect with Aspen Emry: ➡ Aspen Emry’s Facebook: https://www.facebook.com/aspen.emry ➡ Aspen Emry’s Instagram: https://www.instagram.com/aspenemry/?hl=en ➡ Aspen Emry’s LinkedIn: linkedin.com/in/aspen-emry-70477721 ➡ Aspen Emry’s Pinterest: https://au.pinterest.com/aspen1377/ Connect with Bravenly Global: Bravenly Global’s website: https://bravenlyglobal.com/meet-bravenly/ Bravenly Global’s LinkedIn: https://www.linkedin.com/company/braven-global-llc/ Bravenly Global’s Facebook: https://www.facebook.com/bravenlyglobal Bravenly Global’s Instagram: https://www.instagram.com/bravenlyglobal Bravenly Global’s Youtube: https://www.youtube.com/@BravenlyGlobal/ Bravenly Global’s Pinterest: https://www.pinterest.com/bravenly/ Chase Your Brave book: https://www.facebook.com/chaseyourbrave/ https://chaseyourbrave.com/ Connect with Direct Selling Accelerator: ➡ Visit our website: https://www.auxano.global/ ➡ Subscribe to Youtube: https://www.youtube.com/c/DirectSellingAccelerator ➡ Follow us on Instagram: https://www.instagram.com/auxanomarketing/ ➡ Follow us on Facebook: https://www.facebook.com/auxanomarketing/ ➡ Email us at communnity_manager@auxano.global If you have any podcast suggestions or things you’d like to learn about specifically, please send us an email at the address above. And if you liked this episode, please don’t forget to subscribe, tune in, and share this podcast. Are you ready to join the Auxano Family to get live weekly training, support and the latest proven posting strategies to get leads and sales right now - find out more here https://go.auxano.global/welcomeSee omnystudio.com/listener for privacy information.

Eva Yazhari — Managing Partner of Beyond Capital Ventures, early-stage investor, author of The Good Your Money Can Do, and advocate for conscious capitalism. Her funds have backed 50+ equity and 9 debt investments, reaching over 100 million customers across Africa and India. First and most recent dollar: First job: Working at a Staten Island bread shop. Today: Managing partner of a venture + private credit fund investing in emerging markets with LP capital. Family background & mindset: Father grew up in Tanzania; grandfather a medical doctor working with Catholic missions — early exposure shaped her view of Africa as opportunity, not risk. Parents were artists — exposure to art trained her in pattern recognition, now one of her investor superpowers. Education & mindset pivots: Started pre-med at Columbia → realized it was toxic competition. Pivoted to math, discovering both aptitude and love of problem solving. Training in mathematics = fluency in patterns, language of money, and risk analysis. Early career: VP at Entrust Capital (fund of hedge funds). Employee #2 → helped scale from $200M → $4.8B AUM. Managed relationships with activist hedge fund giants like Bill Ackman and Carl Icahn. Learned portfolio building, risk management, and fundraising skills that later became core to her VC work. Why venture capital in Africa & India? By 2050, 1 in 4 humans will be African; India today has the world's largest working-age population. 53% of the next decade's growth will come from these regions. Saw contrarian “alpha” opportunity most Western investors still dismiss. Sectors of focus: Healthcare Fintech Mobility Agtech (selectively) All are tech-enabled, solving essential problems for fast-growing middle classes. Conscious capitalism lens: Portfolio companies think beyond profits → align incentives with customers, governments, communities. Example: Rwanda's first licensed online pharmacy; startup scaling e-motorbikes after gas bikes banned. Beyond Capital gives founders a share of fund profits — equitable ownership model. Fundraising lessons: Fundraising is sales math: Eva raised her second fund after 550+ investor meetings → ~30–40 LPs. Funnel has to be very wide. Mindset matters: Rejections happen, but abundance mindset drives momentum. Referrals are gold: “Every dud knows a stud” — rejections often connect you to your best investors. Exude confidence from a clear strategy — investors back comfort + conviction. Personal insights: Considers herself an entrepreneur, not just an allocator. Believes leadership skills are as critical as financial acumen. Thinks of her fund as her “third child.” Alternate career: Pop star. Dream chat: Emma Grede (helped Kardashian brands scale). Learning style: Podcasts, audiobooks, physical books. Reading now: The Culture Code by Daniel Coyle. Her book: The Good Your Money Can Do. Pump-up song: The Rapture Pt. 3 by Black Coffee. Weakness: Moving slowly — always in motion. https://www.instagram.com/consciousinvestor/?hl=en

Shawn Tierney meets up with Aaron Moncur of Pipeline Design and Engineering to discuss “The Most Underrated Skill in Automation,” as well as the upcoming Product Design Expo, and the “Being An Engineer” podcast, all in this episode of The Automation Podcast. For any links related to this episode, check out the “Show Notes” located below the video. Watch The Automation Podcast from The Automation Blog: Listen to The Automation Podcast from The Automation Blog: The Automation Podcast, Episode 243 Show Notes: Special thanks to Pipeline for sponsoring this episode so we could release it ad free on all platforms! To learn more about Pipeline, the PDExpo, and Aaron’s Podcast, see the below links: PDX: Product Design Expo, Registration Link (use coupon IIA50 to save $50!) Being An Engineer podcast The Wave (engineering community website) Aaron’s LinkedIn profile Pipeline company website Read the transcript on The Automation Blog: (automatically generated) Shawn Tierney (Host): Hey, everybody. Thank you for tuning back in to the automation podcast. This week, I meet up with Aaron Moncur from Pipeline Design and Engineering to talk about what he thinks is the most important skill to have in industrial automation. And we also talk about his upcoming event, PDX, which is, coming up just in a few weeks, and we even have a coupon if you wanna go to save you $50 off the admission price. And we also talk about his podcast. He has over 300 interviews with engineers from all kinds of backgrounds, and, I think you guys will find that interesting as well. And, we just had a great time just talking and chatting about different strategies and different challenges we’ve had over the years in the automation world. So with that said, let’s go ahead and jump right into our interview with Aaron Moncur of Pipeline Design and Engineering. I wanna welcome to the show for the first time, Aaron. And, we have a very exciting topic to talk about today. Should be very interesting to all you controls engineers and you high end electricians and technicians out there do automation. But, before we jump into the discussion, Aaron, please, tell the people a little bit about yourself. Aaron Moncur (Pipeline): Alright. Well, Shawn, thank you so much for the introduction and having me on the podcast. I’ve been excited to talk with you. I have my own podcast as well, actually. I’ll I’ll touch on that a little bit, but, I love talking about engineering and, business and automation. My company, Pipeline Design and Engineering, we’ve been around for about fifteen years now, and our focus is, industrial automation. We’re integrators. We also do a lot of, just test fixtures, you know, smaller, not necessarily automated, but manual fixtures, things like that, machine building. We even do we actually started fifteen years ago in in general, product design. And so we did a lot of medical device design, consumer products, things like that. And then about three, four years in, one of our customers asked us if we could design a test fixture for them. And we said, what’s a test fixture? Yes. And so, we figured out, you know, what that was all about and delivered it and they really liked it. And they said, this is great. We need more of this kind of thing. And so ever since then, slowly but surely, we we’ve, been moving more and more into that area of, like, fixtures. And then at some point, we started adding a little bit of motion, a motor, and a pneumatic actuator. And then at some point, we started doing full automation. And and at this point, that’s that’s kind of our focus is automation machine building, and we still do test fixtures and, a little bit of of product design as well. But I I have a degree in mechanical engineering, and I’ve been doing this, for a little over twenty years. Interesting story of getting laid off and then starting my company and, just living the dream here with a wonderful, wonderful group of people doing engineering and automation work. Shawn Tierney (Host): You know, I’ve worked with a lot of custom machine builders over the years, and a lot of what they do is test stands. And a lot of them are automated, and some of the most interesting ones I’ve seen were a lot for medical devices and whatnot. A lot of them are for things that we use every day, like the pieces that go in your door, like the door switch and the windows, you know, that send them up and down. Those things need to be not only assembled, a lot of time, pick and place type of, systems, but they have to be tested. And they’re gonna be tested a lot, like, millions of times. A lot of times, if the prototypes, they gotta go through some very rigorous testing, and there’s a lot sometimes lots of data collection that goes along with that. So I got an idea for for what you’re saying and some, you know, test stands and actually, you know, manual assemblies. Sometimes you just need a bunch of jigs and different layouts so you can put something together quickly and, you know, in manufacturing, some of that has to be done by hand as well. So very interesting stuff. And so, with that said, I know we wanted to jump into a go a couple different ways here, but I do know I before we get too far in, you do have a upcoming event. So I wanted to make sure we get the talk about that a little bit before we jump into the topic of what would, you know, the meat of what we’re gonna discuss today. Aaron Moncur (Pipeline): Yeah. Thank you. Something that’s really big for me, important for me is, building community around engineering. And, we have a few ways that we’ve done this. We have our podcast, Being an Engineer. We also have an online community called The Wave. It’s thewave. Engineer, free resources and tools, education for for engineers. And then we also have an event called PDX, and PDX stands for the Product Development Expo. It is, inclusive of all things hardware. So that includes, you know, product designers. It includes metrology folks. It includes automation experts. Basically, anyone who touches hardware developing, hard goods products would be a good fit for for this event. The, the PDX event is happening this October. That’s a Tuesday and a Wednesday just outside of Phoenix, Arizona. And, kind of the unique innovative format of this event is that it’s it’s not just like a trade show where you show up and and, you know, you get a flyer or a brochure from a vendor. The focus of this event is is training and education. It’s kind of like a two day boot camp for hardware professionals, whether they’re mechanical engineers, automation engineers, manufacturing engineers. And so we have about about 35 experts in the industry who are are gonna be there as instructors training on different topics. These include AI tools for engineering workflows, GD and T, tolerance stack, modular extrusion for machine frames, robot programming, linear motor, motion control, precision fluid dispensing, CAD data management, FEA, engineering documentation, simulation, DIY, PCB design and prototyping, three d scanning, reverse engineering. So it’s pretty extensive. There’s something for everyone there. Again, it’s a two day e event, a training boot camp, October, just outside, Phoenix, Arizona. You can go to pdexpo.engineer to learn more about the event and sign up. The cost is $295 and that’s inclusive of all the different training topics that you can choose to sign up for at the event. Shawn Tierney (Host): Yeah. That sounds like a pretty good deal too. If you have somebody junior on your staff or if you’re changed roles in your company and you’re getting more into this kind of type of product design and engineering, then, definitely check that out. You typically can’t go anywhere for two ninety five. Right? So Right. Just a walk in the door for a day is typically it’s not and and I know that the people out there, they’re probably gonna have some services that they can offer as well that some of you guys may wanna take, take advantage of. But for you folks, especially if you’re in the area or if you have a need at work for one of these things, please check it out. And, if I get it correct, it’s pdexpo.engineer? Aaron Moncur (Pipeline): That’s right. P d e x p o dot engineer. Shawn Tierney (Host): Excellent. And speaking about engineering, of course, you’re a mechanical engineer. We see a lot of mechanical engineers in automation as automation engineers when especially when it comes to, systems that have servos on them, systems that are very, you know, a lot of acceleration, a lot of mass, systems that require more than just, you know, very sequential type of logic that, you know, we have lots of parts moving around that have to be in certain places at certain times. And so, can you tell us a little bit about, you know, your journey as, the owner of a company? And I know how you came came to this conclusion about the most valuable resource in automation. We’re not gonna give the answer away yet, because then we would never show. But, in any case, can you talk a little bit about that, your journey and what you’ve gone through and the different things you ran into and learned? Aaron Moncur (Pipeline): Yeah. I I think there is a a very underrated skill in automation, and it’s not something that people talk about very often. But over twenty years in the industry, I’ve definitely seen this over and over and over. And so we’re we’re gonna talk about that today. In terms of my journey, how I got here, I worked at an engineering company twenty years ago and great company, very smart people. And in the beginning, I loved it. I got to do all the things that I enjoyed, right? CAD design and prototyping and, you know, working on a mill and a lathe to to make some parts and assembly is wonderful. Then the economy slowed down. Right? This is back in 02/1989. Mhmm. And the I’ll just call it the the fun work, the quote, unquote fun work, kind of dried up. And what our company had left was kind of a lot of documentation and and paperwork, not fun work, at least by most engineers’ standards. And, I was young and and probably, immature, and I kind of checked out mentally. You know, I’d show up every day and I’d put in the the hours, but, my heart wasn’t in it and and my mind wasn’t really in it. And the owners of the company, they were, you know, intelligent people. They could tell that my heart wasn’t really in it. And they pulled me in one day and said, hey, Aaron. Unfortunately, we we need to let some people go. And, we can tell that you’re just not very engaged right now. So you are one of the people that we’re gonna let go. And it was a a shock. It shouldn’t have been. Right? Like, looking back, hindsight is twenty twenty. I should have seen it coming, but, again, young, naive, immature, I didn’t. So it was a shock. My wife and I had, just bought our first home. We had a new child. Right? Our first kid had just been born, and so it was it was a gut punch for me, and I remember feeling physically ill for several days after that. But eventually, I I got my feet back underneath me and decided, okay. I need to figure out what’s next. You know, what am I gonna do? And the the the first thought was, well, I’ll just go out and find another engineering job. But I started thinking, and, it was true. What the statement that the owners of this company had made saying you weren’t very engaged. And I thought, you know what? They’re they’re right. I I wasn’t very engaged. Why is that? What what happened to make me disengaged? And I I thought that maybe I had fallen out of love with engineering. And so I was I had actually been doing some side hustles, but I was still employed at the company. I had started a photography company with a buddy of mine. I’d started a little web design company on my own. I was even exploring commercial real estate. So kind of very different things, right, than engineering and thinking to myself, I I I don’t know if I like engineering anymore. I think I I might just wanna do something completely different. Well, a few months into that, my father-in-law, he pulls me aside and he says, hey, what’s the plan here? Like, what what are you gonna do to he he didn’t come out and say it this way, but support my daughter and my grandchild. Right? And, he suggested that maybe I did still like engineering, and and maybe it was just the way I was doing engineering that had turned me off. And I thought, that’s that’s pretty sage advice. I’m I’m gonna take that. And so I jumped back into engineering only the way I did it differently this time was instead of going out and looking for another job, I just started doing it myself as a a freelance engineer. And I would just call companies up and say, hey. I’m I’m Aaron. I’ve got some good engineering skills. These are the things I can help with. And lo and behold, I I got a few jobs, you know, some small things. Didn’t pay well. I remember working sixty, seventy hour weeks and getting paid like $35 an hour back in the beginning. What was so interesting was that I loved it. It was so fun. You know, all of a sudden I loved engineering again. I was back in it and I, what I learned about myself back then was I really thrive on high level autonomy. When I’m given, responsibility over kind of the the entire machine as opposed to just being a cog in the machine, That’s what really lights me up and and gets me excited. So that was the start of my company, Pipeline Design and Engineering. We did, largely consumer product design back then, medical devices, things like that. And then we talked a little bit about the the test fixtures and that led into machine design and automation. And these days that is our focus. Everything from kind of desktop to standalone, you know, maybe five by five by seven, eight feet tall, something like that. That’s our sweet spot for automation and engineering. Along the way, I decided, the company where I worked before, great company, good people for sure. Right? Very grateful for the experiences I had there. Nevertheless, there were some things that I didn’t love about the culture at that company. And so I decided when I started Pipeline, I really wanted to focus on developing, a wonderful culture where people just they liked being here. They enjoyed, the camaraderie with the different team members. They enjoyed the work. They enjoyed the environment. And so, building a successful culture was really important to me. And, you might be thinking right now, okay, culture, that’s the underrated skill. Well, it is one of them, but it’s not the underrated skill that we’re going to arrive at. So so stay tuned. But but, that became a a big focus for me. And, it is to this day. And there have been a variety of things that we’ve done to to cultivate a culture where people really love being. Shawn Tierney (Host): You know, I was thinking about what you were just saying and and, you know, I was always surprised. I’m I’m thinking about it. I’m like, you know, as a parent, I was surprised how different the personalities of my children were. And I still I’m thinking as you’re talking, I’m like, man, they’re they’re they’re so different. And then when I started visiting customers after I got my college degree and got into this crazy industry and I was visiting helping customers with their PLCs and other products, I was amazed how different company cultures were. And and and some of them were definitely toxic. I mean, it came to the point where you’d be like, yeah. I’m not going there. I don’t care if they never buy anything from us again. You know? They’re just so toxic. Right? And the salesman, we used I’m the I was always a technical guy, so the salesman would have heartburn of that, but I’m like and then some places you just didn’t wanna leave. They had such camaraderie, such they worked so well together. They were they were just they you know, nobody was out trying to prove that they’re better than everybody else. They were just trying to make the customer, get them the machine or the service or, you know, make the product as good as possible. And it’s just such a a a range. And I you know, I’m sitting here. I’m thinking, why why are the cultures so vastly different than the cost leadership at each facility? You know, gen you know, promotes different types of cultures, and there’s such a age gap from boomers to, you know, now Gen z. Right? In the in in the, you know, in these facilities that you don’t even know what you’re gonna get. You could have something that feels like you’re out of the sixties or something that feels like you’re out of the twenty second century. You know? But, yes. So it it is amazing how many different cultures in, and I I guess not a lot you know, a lot of people maybe they have four or five different jobs. So they’ve probably been through four or five different cultures, and they can relate to what we’re saying there about how how how, you know, cultures can really affect not just the efficiency and the effectiveness, but also just the the the satisfaction of the employee. And I think I think in today’s world, especially in The US where people change jobs every three to five years, if you’re investing in a high-tech person, if you’re gonna invest in training, invest in education and mentoring, you you know, having a good coach is so important. Are you gonna you gonna keep having turn I and I’ve met a lot of people that are like, we just can’t keep somebody in this position. Well, it’s because you guys are a bunch of jerks. It’s not your pay. Absolutely. It’s not what they have to work on. It’s just that you guys are unpleasant to be around. I wouldn’t wanna work here. You know? And so just some random thoughts about culture as you were talking about that, but that’s that was what’s going through my head. Aaron Moncur (Pipeline): Yeah. People need a certain amount of money, right, to to Shawn Tierney (Host): pay their Aaron Moncur (Pipeline): bills and live. But but beyond that baseline, money isn’t much of a motivator. But good culture is enjoying where you work, enjoying the people with whom you work. Even though I didn’t I haven’t worked at a lot of places. I had a few internships and I had even after I started pipeline and it was just me, I worked at a a few places contract, right, for three months, six months, things like that. There’s this one place I work. It was an an automation, place here locally. I won’t say the name. Actually, I think they’re they’re gone at this point anyway. Anyway, the the owner, I think I think maybe he was bipolar is my guess. Sometimes he would be super nice. In fact, I remember, when my wife and I had our our second child, he gave me I was a contractor. Right? So I didn’t have any PTO or anything like that. He he gave me two days pay while I was, you know, just out at the hospital with my wife and son. I thought that was so kind and and generous. So he had these moments when he was just very thoughtful and then other moments where he was a tyrant. He would just he’d walk into the office, just start yelling at people, literally yelling at people. Shawn Tierney (Host): Mhmm. Aaron Moncur (Pipeline): I had never been in an environment like that before, a work environment like that. And so it was it was a shock to me. And you could see the effect on culture. You know? People were scared of him. They were not performing at their best because they didn’t know what to expect when they showed up at work. So when I started Pipeline, I I decided that I wanted to have a strong purpose and and core values. Now people talk about purpose and core values, and and I think oftentimes they end up as as platitudes on a wall that don’t really mean much. You know, they’re they’re corporate marketing bullet points, basically. I like to think that our purpose and core values are are things that have actually meaningfully contributed to the culture that we have. And and that shows up in comments from team members. I’ve been approached by team members. We do one on ones where we just, you know, create an open forum for people to talk and and share. If they have questions or concerns, they can talk to me directly. And in these one on ones, I can’t tell you the number of times where an engineer has said to me, I didn’t know it could be this way at a company. This is the best place I have ever worked. I’m not afraid to tell you what I actually think. You know? And these these comments go on and on. So the purpose that we have at Pipeline is to promote joy in the lives of our team members. Now be before you, stop listening because you’re thinking this is way too woo woo for me and and hippie dippie, I I’m telling you that a happy employee, a happy engineer is a productive and effective engineer. This this leads directly to productivity and taught in fact, one of our core values is focused on productivity. But if you ask why enough times, you know, you look at what you’re doing day to day and ask why am I doing this? Well, here’s the reason. Okay. What’s the reason for that? Why? Keep asking why. In my opinion, you ultimately end up at joy. You know? The that’s really why we do anything because we want to experience joy in our lives. I won’t get too philosophical about that, but in the doctrine of Aaron, that’s why we do pretty much everything we do to experience joy. So, that’s our purpose is to promote joy in the lives of our team members. And then we have our our four core values. We have, number one is treat the customer well, but treat your team members better. Number two is governed by productivity, not bureaucracy. Number three is suffocate chaos, promote order. And number four is prevent surprises. And we use these core values to to make decisions and to manage and govern the company. There was one example. We moved into a new building years ago. And, in this building, we had a warehouse where we’d build, you know, machines and and, automation and and things like that. And one day, an an engineer had, I can’t remember what, a drink or or maybe it was even, you know, some food or something like that in in the build area. And our our director of engineering walks in and he says, hey. You can’t have food in here. Like, we’re we’re building machines. Right? Totally reasonable statement to make. Like, it’s it’s not safe for you to have food in here. Either you’re gonna contaminate the machines or the machines are gonna contaminate your food. Either way, it’s not good for anyone. And, so we had a conversation as a team about this because while the the sentiment I agreed with wholeheartedly, it it creating a policy and just flat out saying no food in the warehouse didn’t feel like the pipeline way to me. It didn’t quite sit right with me. And I I asked myself, why is that? It’s a very reasonable request. Right? No food where you’re building machines. And, it just just the idea of adding, like, layers of policy doesn’t sit well with me. So we sat down as a team and said, hey. Core value number one is treat our customers well, but treat our team members better. How how how do we treat our team members better, in this particular situation? And what we came up with was instead of just adding a policy, we’re gonna we we do we do something called governing principles and supporting behaviors. And so the the, the governing principle is the high level, like, why. Right? Why are we doing this? Why does it matter? And then some people do like having actual rules to follow, and that’s fine. So the supporting behaviors are are kind of those rules. And we empower our team members to circumvent those supporting behaviors if it’s in support of the governing principles, which is ultimately all we care about. So for this particular situation, our governing principles are we wanna keep the human safe. We wanna keep the machines clean. We want an area that we can be proud of when our customers walk in. Right? And they’re not seeing, you know, food wrappers or things. These are the things that we actually care about. And then we have some supporting behaviors that are things like don’t keep, open beverages in the you know, that we have a perimeter where the this is the designated build area. Clean up clean up after yourself after you’re finished working in an area, things like that. And, we found that the the team really appreciated the fact that management didn’t just layer on another policy. Right? We had an open conversation about this core value number one, how can we treat the team better, and, that’s that’s worked out really well. And we use that same philosophy, the governing principles and supporting behaviors in other areas of the company as well. Shawn Tierney (Host): Yeah. You know, I yeah. As you’re as you were saying that I think back to I think it was the seven habits, by Stephen Covey. And and one of the things that he he through his research, he found was that, you know, you can’t be efficient with the people. You can only be effective with the people. And what brought my mind to that was the fact that, like you said, some people want a bunch of rigid rules, some people don’t. And in fact, every person is different. And so, you know, there are some people who you need to have meetings with often to touch base with them. And there’s other people who you don’t have to have meetings with as much because they’re much more in tune with your what you’re thinking, the way you’re doing things, and it’s kinda like you end up just having the same conversation over and over again. But there are other people who maybe not know as much as, may maybe don’t feel as in tune to this to the, to the to the system. Maybe they’re a new employee, and it can be very helpful. I it’s amazing the misunderstandings as both as a father and it being in this business that I’ve seen other people have. You know, you try to choose your language, your words, the extra words you use. I’m trying to be aware of the connotations you to attach those words with different age groups even in different areas of the country, and still people can get. And a lot of times, it’s not because of what you’re saying. It was because of something else they were thinking about when you started talking to them. And so it’s it’s very easy for people to misunderstand, and that’s why I have an open communications. You You know, those companies that have open communications like your company, I think, do very well as far as employee satisfaction because then then, you know, somebody’s not going around with a ruler in a in a pad trying to get people in trouble. People are talking to each other. They’re sharing with their ideas. They’re sharing the thoughts and and the things they’re running into. And, they get to talk through, like, you just gave in this example. They get to talk through different situations. The other thing I you know, when you as you were talking, I was thinking about too is, you know, it it’s it’s, you know, what do people want? And and a lot of people have said this a lot of different ways. You you say people want joy. I think people want to feel like they’re part of a team. That that that team and that team has a purpose, a good purpose, a purpose that they can sign up for, they can believe in. So I wanna create test stands that help my customer test their products quickly and efficiently so they’re selling products that work to their customers. And they can’t build a test stand themselves, so we build it for them. We wanna do the best job we can for them, but we don’t wanna we don’t wanna become slaves to them. We wanna we wanna be able to enjoy, you know, a a good pay, a clean work environment, you know, a happy work environment as we do this very valuable and important thing. And I think most people and I think a lot of times and, again, I you know, with my my youngest son is still in his, late twenties, but some of the jobs he’s worked at and the stories he’s told me, it’s like he’s definitely not feeling like part of a team. You know? You get a college degree. You go work as an engineer somewhere. And when you don’t feel like a part of the team, there’s really something wrong. Like, he’s had peace jobs during the summer, you know, during college where he he just worked either at a UPS facility or at a at a injection molding place just doing piece work. Right? And you really weren’t there wasn’t a big team. It was like you had to move so many boxes from here to there. Right? So it was very goal orientated and but, when you’re in an engineering role or a higher level role, management role, you’re working with the sales team or whatever it is, something above just, you know, digging a ditch or moving boxes, something where you’re doing a lot of self work. That team, they feel like you’re all pulling together on the same row. I think for most people is very important, and and that’s what I thought of when you’re talking about joy. Right? The the joy of work. Right? Is that you guys you’re all pulling for the common for a common goal, and you wanna achieve it, but you also don’t there’s no slavery involved. There’s no, we’re just gonna have to work eighty hours a week, and we’re gonna just gonna have to pay ourselves half as much as the other guy so our customer would be happy. Of course, that would be ridiculous. But in any case, so that I guess that’s kinda my reaction to what you’re saying. Do you see any of that in, in your facility, in in your business? Aaron Moncur (Pipeline): Every single day. Yeah. In fact, we had a customer walked in. This is a few years ago. Right in in the front of our office, as soon as you walk in, there’s a large mural with our core values. Right? Treat the customer well, treat the team members better, governed by productivity, not bureaucracy, etcetera, etcetera. Mhmm. And as this customer walks in and and he looks at core value number one, treat your customers well, treat your team members better. Mhmm. And he kind of cocks his head and looks at me and he says, I think you had that backwards. Shouldn’t you be treating your customers the best and then your employees? And I thought it was such an an interesting, statement to make, you know, and I explained my reasoning, which was, ultimately, we of course, we have to treat our customers exceptionally well. We need to bring, profound value to them or or they’re not gonna come back, and we understand that. The best way to accomplish that goal of of treating our customers well and getting them what they want is to treat our team members so well that they are overjoyed to be here doing this work. I mean, would you if you’re paying hundreds of thousands of dollars to have this custom machine developed, who do you want working on it? The guy who’s just showing up for a paycheck or the guy who loves being there, who who enjoys working with his team members, who feels fulfilled by the work that he does. So it it might sound backwards to some people, but, I mean, if if you flip it and think about who’s gonna be the most effective at at producing value for the end customer, it’s it’s the team members who are being treated really well and are happy there. Shawn Tierney (Host): Yeah. And I think a lot of times, we we they we’d people do think that that’s backwards because they think that, you know, this is your job, so you should be, miserable doing it. And and you should wait on your customer like they are the second coming. And it’s like, no. A better situation is the customer is overjoyed to do work with you because they know you’re gonna give them a great product, and they know your staff is exceptional and top top of the top of the industry. And so they would expect that if you wanna keep your highly talented staff that produces these phenomenal machines, then you’re gonna have to treat them extremely well. You’re gonna have to treat them more than just a customer who’s you know, buy something every once in a while. You gotta treat them like the true members of your team, your family, and that they are the they are the they’re the golden they’re the golden, they’re the goose that lays the golden egg. Right? You can have customers can come and go, but if you don’t have these people producing these awesome pieces of equipment, then what’s left for the company? And I think we I’ve seen a lot of companies over the years kinda really go down in the tubes because they were treating their people so horribly. They couldn’t get anybody good to stay with them. And that in the in the short run, the the lower price you may be charging may help business. But I think in the long run, you know, if you have just so many different issues with your production, eventually, you’re just not gonna get any more orders. And, yeah, that that’s just what I’ve seen from my experience. So we’ve talked a lot about these different topics. Right? How how does this or or does this segue us into what you think the most important thing in in in automation is? Like, what is like, if if people are looking at, like, whether you’re an OEM, an integrator, or an end user, I mean, when as we’re focusing on, you know, trying to trying to answer the question we put in the title of the podcast, Have we gotten close to that? Are we ready to talk about what you what you and your company say that is? Aaron Moncur (Pipeline): I think so. Yeah. We’re ready for the grand reveal. This is not gonna be a shock to anyone after we’ve danced around the the topic of culture. The the most underrated skill in automation, in my opinion, is is people, is making people happy and, the the soft skills. Right? It’s a lot of people you can learn the technical skills at college, but there’s there’s not really or on the job. There are not many places where you can learn the people skills. Right? How to communicate, how to get along, the soft skills of engineering, I like to call them. There’s a book called Culture Code by Daniel Coyle. And, he cites three pillars of building great culture that ultimately the purpose of culture, right? If we go back to our governing principles and supporting behavior, why do we care about culture? Who cares, right, good culture, bad culture? Well, the reason, the why is because culture leads to good people. And and that’s ultimately the objective here is is to build wonderful people who are happy about what they do and and understand, you know, how to communicate, how to get along with others. And, in in this book Culture Code, he he talks about three principles that are are most effective for establishing environments, cultures in which people can thrive. And the first one is is build safety. The second one is share vulnerability. And then the third one is establish person purpose. We’ve talked about, pipelines purpose already. By the way, on the topic of purpose, you know, again, companies some companies will have these just kind of generic, like, platitudes that don’t really mean much. Right? I think the purpose needs to be it needs to be like a just cause, I think is what Simon Sinek calls it. He’s got a couple wonderful books, The Infinite Game and and Start With Why, but he refers to purpose as as a just cause. It needs to be something that is, transcends just, you know, the the the technical side of work. And so ours promote joy in the lives of our team members. People hear that, and they’re motivated by it. I I’ve I’ve received so many applicants for jobs here who say, hey. I I read about your culture, and I I love it. I love what you’re doing there. I would love to work there. Like, it means something to people on a deep human level. It’s not just let’s go out and make money. Of course, making money is important too, but, there has to be purpose behind it. Anyway, I I had a, an example of that first principle, build safety. Right? People need to feel safe in in order to develop their their skills. And unfortunately, there was a time in the past at Pipeline, our company, where, we weren’t doing so hot. You know, there were a few reasons for this, but work was pretty slow. And, I could see the writing on the wall that, unfortunately, we’re gonna have to let some people go. And, I, this was another another kind of pivotal moment for me as, as a business owner as a because I hadn’t had to do this ever before. Right? And I thought, okay, How how do I do this? How do we do this in a a humane way for our team? And so the first thing I did was I I told the team what was happening. I said, hey. Everyone was probably aware that we’ve been slow for a while. Here are our financials. Like, I actually show them the the full p and l. Right? Like, here’s what’s going on. Unfortunately, we’re we’re we’re gonna have to we started with a few furloughs, and I said, we’re gonna have to furlough some people if this doesn’t change in the next thirty days. Mhmm. And I was really reluctant to say that because I didn’t wanna scare people. Right? I didn’t want people to think, oh, shoot. I’m gonna lose my job. I better just bail right now and go look for something new. I was really worried that that would happen. I I certainly didn’t wanna lose any of our, like, our our best core team members. But I thought, you know, core value number one, I think the right thing to do is to tell people where we are and what might happen. And, and and sure enough, things did not turn around. And we did have to furlough some people and eventually let some people go. But not a single person was upset with me when they were furloughed or or let go. In fact, I had so many people on the team contact me and say, hey. I’ve never been at a company where they were this upfront and, like, told us what’s going on. Thank you. None of the core team members left, and, you know, it it sucked that we had to lose some people. But in the end, we were we were stronger for it, and, everyone just really appreciated that that openness. Shawn Tierney (Host): Yeah. Yeah. And I I can think back to some of the great people I worked with who, you know, went through at our monthly meetings and talked about earnings before interest and taxes and, you know, revenues and, you know, really helps you I think it’s easy for somebody to just assume that this is a big company. They just make lots of money, and I just come show up eight to five, and everything’s gonna be great. And and in most cases, that’s not the case. Now the bigger the company, the less visibility you’ll have into that. But, you know, the smaller company, the more visibility you have into that. And I think that’s important. And, you know, a lot of times, you know, this this cycles to the economy. Things go up and those goes down, and people have you know? Most companies I’ve worked with, they’ve been layoffs over time. So it’s not it’s never pleasant, but it’s part of it’s part of the cyclic economy that, we’re we’re we’ve been through this this last last many decades. That said, I feel like we’ve left something out. Is there anything else you wanted to bring up before we wrap up and talk about I wanna talk about your podcast again. I wanna talk about the expo again. But, what are the things as far as, you know, people? And that that really it’s people and culture that are the most important things in in our industry today. Do you wanna Yeah. Can you expand on that at at all? Aaron Moncur (Pipeline): Yeah. Yeah. There are a couple of specific, topics or or principles that I’ve noticed, a pattern over the years with with engineers, when it comes to their nontechnical skills, right, their communication skills. One is that engineers generally don’t love asking for help. And it’s not because they’re prideful. It’s because as technical professionals, what we love doing is solving problems. Shawn Tierney (Host): Mhmm. Aaron Moncur (Pipeline): So it’s fun for us to sit and, like, work through a problem and just, you know, spend whatever time we need to solving that problem. Unfortunately, that doesn’t work so well on the commercial side of things. Right? So a skill that I try to cultivate here at Pipeline and with engineering groups that I I I speak at is, the skill of asking for help early. There there’s a a non engineering example I have. I have engineering examples as well, but, I don’t wanna throw anyone under the bus. So I’ll share a non engineering example. My team and myself, we were at a a large trade show a couple years ago, And, I had recently purchased a, a Rivian R1T truck, and I I love the Rivian. I won’t I’m not afraid to admit it. I’m a fanboy. I love the company. I love the product. I love everything about it. But it was my first EV. And, I I wasn’t super familiar with it yet. So here we are at, the hotel in the morning getting ready to leave to go to the trade show, and I could not get the charger out of the port. We’re, you know, we didn’t wanna pull too hard, of course. Yeah. And, you know, we’re engineers who are like, okay. There’s a latch in there and the mechanism’s not disengaging. How do we get it off? And, I mean, we we were starting to get to the point where, like, we’re getting flashlights and tools out. We’re about to take things apart. Right? And we probably spent, like, ten minutes trying to figure this out and and didn’t figure it out. And when I saw the toolbox come out and I was like, alright. Hold hold on, guys. Let’s let’s not do that. We just called Rivian support and we said, this is what’s happening. How do we get it out? And in five seconds, they told us how to get that charge charger out of the port. It was so simple. It was just something that I had neglected to do because I wasn’t super familiar with it. But the point is spend some time trying to figure it out on your own. Build that muscle because that is important, but don’t spend an obscene amount of time trying to figure it out yourself. Ask someone who knows how to do it. Try for whatever a reasonable period of time is, and that depends on the scope of the task. Right? Might be thirty minutes. It might be a few hours. May might be a few days, but but ask for help soon. It’s it’s okay to do that. And it it will be so much better for you and your business if you can learn to do that. Another one of these soft skills is apologizing when you’re wrong. You know, we all make mistakes. It’s understandable. It’s expected. We’re human. We make mistakes. That’s fine. Just apologize when you’ve made a mistake. Another non engineering example of this long time ago, probably twenty years ago, I was driving down the road, came to a stoplight, and it was turning red. And so I I, I I changed lanes probably kind of abruptly. I can’t remember why I didn’t change lanes, but I did. And then I stopped at the light. And all of a sudden, I see this motorcyclist come up on the side of me. And he’s yelling and he’s gesticulating and and I realize he’s he’s looking at me. Right? He’s this big dude tattooed up, like, not the kind of guy I would wanna mess with. I’m not a a big guy myself. I was like, oh, crap. What have I done? And I rolled my window down. He said, you cut me off. You almost, you know, side swiped me out of my motorcycle. You could have caused an accident here. And I realized that he was right. I I I didn’t, like, check before, not well enough. And I just said first thing I said was, I’m so sorry. You’re totally right. It’s my fault. I’m in the bad. Are are you okay? And it was amazing how this guy went from a level 10 of of anger and fury down to zero just like that. He said, I’m okay. Don’t worry about it. And that was it. Right? A simple apology. These things, they seem small, but the soft skills, they matter so so much. The last one I wanna talk about is being a a principle that that, I teach here at Pipeline called being respectfully aggressive. Now time is a big deal in our industry. We need to get things done fast. And it seems like the the the more the years march by, the the faster, our customers’ expectations are that that we can get things done. And this partially goes back to asking for help. Right? There there there’s a way to ask for things to be done more quickly and a way to to not I’m gonna go back to Rivian here, my my fanboy. So they have, mobile servicing that they’ll do for your vehicle if something’s wrong. There was something wrong with my vehicle, and I called up and said, hey. I’d love for your mobile, servicing to come out. And they said, great. We’re about a month out right now. I was like, ugh, a month. I don’t It wasn’t a critical item, so I said, okay. Fine. I’ll I’ll wait for a month. But then I thought, you know, I’d really love to get this taken care of sooner than a month. And I I called them back the next day, and I said, hey. I’m scheduled for a month from now, but is there any way we could do it, like, next week? And I was super nice about this. Right? Respectfully aggressive. And, they said, you know what? Not the mobile, but I think we might be able to get you in, like, in the shop if if you could do that. I said, that’s not ideal, but sure. I’ll do that so I can get in earlier. And, then I thought, you know, we scheduled it for, like, the the following Thursday or something. They said, next Thursday is a lot better than a a month from now, but, yeah, I sure would like to get it taken care of even earlier than that. So I I I think this time I may have texted them or something. I was like, hey. I’m scheduled for next Thursday. There’s probably no way you can do this, and I totally understand. You’ve got, you know, plenty of customers that you’re supporting. Is there any way that I could maybe get in Monday instead? And they said, you know what? We’re not sure if we can get you in Monday, but give us a few hours to look into it, and and we’ll get back to you. So this was on a, a, a Thursday that I had sent this last message. The next morning, Friday, a mobile tech shows up at my house. And he says, we had a cancellation. We saw your notes, and I’m here. So it went from a month out to next Thursday to requesting next Monday to the very next day, Friday. And so this this principle of re being respectfully aggressive, it can dramatically move the needle in your projects. I can’t tell you how many times we’ve had vendors say, it’s gonna take us three weeks to get this part to you. And I’ll be like, guys, respectfully aggressive. Call them up. Be nice about it, but let them know what we want, what we need, and and ask them not can this be done, but how can we get this part by, you know, two days from now or or or whatever it is. And it it has moved mountains, that principle being respectfully aggressive. So those are a few of the common themes that I’ve seen when it comes to, like, the soft skills of engineering and and people development. Shawn Tierney (Host): Yeah. You know, and I I would add to that too. A lot of times, it’s it’s so easy to assume the other person knows your state of mind or knows your urgency, but that’s not always true. And I’ve I’ve I know in just in my history of people upset they needed a PLC quickly, but when they called and they said, do you have that PLC? It’s like, no. They’re back ordered for a month. They just said, oh, okay. And they hung up, and then they get all mad with their with their staff. And it was like, woah. If you told me this is emergency, I mean, there’s several different things we can do. If you just want a plain Jane one off the shelf, you don’t wanna pay any special shipping or yeah. Then, yeah, they’re backed up a month. But if you have an emergency, let’s say you have to you have to bill it this week or you have to install it this weekend or, you know, you’re in a down situation. There’s like, look. You have to tell us if you’re down. If you’re down, we do anything. We’ll take it out of our out of the showroom. We’ll we’ll go to another customer who has spears and buy one back. I mean, don’t assume that the the person you talked to knows again, maybe they just get off the phone with a a family member. Maybe there’s some hardship going on in the family. Maybe somebody got hurt. Maybe somebody’s in an accident. Don’t assume that they’re a 100% dialed in. You know, if you have an urgent need, you know, be respectful like you said, but be aggressive too. Don’t settle for no right away. And, and and, you know, sometimes, no matter how how forceful you are, it doesn’t change it doesn’t change the situation. But, in any case, I agree with that. The you know, another thing too is, asking for help and then sharing sharing what you learn. Right? I think these are very important things. So I used to love going to the factory, talking to the product managers, and then coming back and sharing that with the engineers, saying, oh, there’s this new thing you could do here. You like, you’re Arabian. You may not this isn’t obvious, but you’re gonna love it because it’s gonna save you tons of time. So you go here, you do this, and then look at what that gives you. Right? And so you can always have insight into why the software is designed a certain way. But if you know of a trick or a feature or something that you can do to to make lives easier, then share it. And I know there were so many cultures that I got the experience where sharing information you know, The people always thought that I can’t share any of my secrets because when it comes time for the layoffs, you know, I gotta be show that I have value and that I know things other people don’t. And, you know, god bless you if that’s what you think, but that’s not I’ve never been that way. Share everything. Save people pain. Save people agony. Help them be more efficient. You know? Be be a true team member. Nobody wants a ball hog. I played basketball as a kid. Nobody wants a ball hog. They want people who are gonna pass it to whoever’s open. Right? That’s right. Absolutely. Attitude. But, also, you know, I have this, issue with my car. I have a I’m a Dodge Charger owner, and the damper wasn’t closing. So in the summer, it’s only 95 here in the summer, not a hundred hundred and ten. But in any case, the dampers weren’t closing, and it’s been this way for a while. And I’m like, ugh. I don’t wanna take apart all the different now I’m thinking that one of the the the the ducks is stuck and there’s maybe some leaves or something in there. And I’m like, this is gonna be nightmarish. You know, should I get one of those telescock telescoping, cameras to go through all the ducks if I could find it? And so I was really just dreading it. And then I said, I’m gonna research this. Maybe I’ll get lucky. Right? Maybe it’s in in in this in researching, I found it was a $30 part. It was actually a humidity sensor that’s mounted right on the side of my my mirror on my dashboard that stops that from closing. And I’m like, really? In literally ten minutes, I had it off and back on, And now I have cool air conditioning again. Aaron Moncur (Pipeline): Beautiful. Shawn Tierney (Host): And it’s like, if I hadn’t if I hadn’t I just imagine I could dismantle all the ducks, taking apart the dashboard. I could have done so many things. You know, wasted so much time just to find out, you know, just with the you know, hey. I and then a lot of times, you don’t have luck when you search on these things. You don’t find the answer you’re looking for. I know it’s frustrating, but, you know, if you know somebody, you can call them and ask them. I think that’s when humans are best is when we’re working with each other, helping each other, and and also educating each other on these type of things. So just a couple stories to add to what you are talking about. Aaron Moncur (Pipeline): I love it. Thank you for adding, though, Shawn. Yeah. Shawn Tierney (Host): Now I wanna make sure as we come to the end of the show, I do wanna make sure we cover, the expo again. So let’s go through that, and then we’ll talk a little bit about your podcast before we close out. So, give us all the details again. If somebody just tuned in or maybe didn’t have a pen when we talked about it earlier, now they’re they’re ready to text themselves, so they got a pen to write this down on. Tell us the details about the expo one more time. Aaron Moncur (Pipeline): Yeah. The the innovative format that we’re doing here is, again, you’re not showing up and just getting a a brochure or, a flyer from a vendor. You’re receiving meaningful training on technical topics. Right? So I talked a little bit about there’s like FEA and, PCB design and programming robots and motion control, linear motors, GD and T, all these different things. We we have we have, I think, 35 instructors, and some of these instructors are actually teaching two topics. So there are, call it, I don’t know, 35 plus, maybe 40 ish different, training topics that you can sign up for. There’s a event website. And once you register for the event, you have access to the event website where you can see all of the different training sessions. You can see the training sessions even before you register, of course, but you can see the time slots where all those different training sessions are scheduled. You sign up for as many as you want. Conceivably, you could do up to a dozen. It’s a two day event, six hours per day, and each of these training sessions is thirty to sixty minutes. So it’s kind of a crash course. Some of them are are more basic one zero one type courses. Others are more advanced, you know, graduate level, call it, courses for the, academic analogy. And and and that’s it. So, just outside of Phoenix, Arizona, October, that’s a Tuesday and a Wednesday, show up, and and we’re gonna have a good time in person. It’s all about learning and education, connecting with other like minded engineers. The focus is really on on really truly practical information and knowledge that that you can go back to work and start using right away and sharing with with your team members. Many of the, exhibitors are are gonna be giving away, tools or materials that you can take back and and share with your team so that you’re not the only one who benefits from this training. Shawn Tierney (Host): Yeah. And so, give us the website again. Aaron Moncur (Pipeline): Pdexpo.engineer. So pdexp0.engineer. Shawn Tierney (Host): And, guys, I will try to get that in the show notes. So wherever you’re watching or listening, whether it be YouTube or Spotify, iTunes, the automation blog, you’ll have access to those links so you don’t have to write all that down. But I did want you to go through it. A lot of people do listen or they’re walking the dog or mowing the grass or whatever. And so I wanted to make sure we gave that out. Very easy to remember, folks. But please check that out. So valuable training. I think you said it was, $2.95. It’s very difficult to find at that price point. And check out the website and see if there’s something either for yourself or maybe for one of your junior people that would make sense, especially if you’re in driving distance. But even for that price, it’s, and, typically, the hotels in that area are fairly reasonable because of where it’s located. It sound like you’re, you know, New York City. Right? Aaron Moncur (Pipeline): Or Right. Shawn Tierney (Host): You know, downtown. Right? So in any case, check it out and, let if you do attend or you have somebody attend, let us know. We want your feedback. I know we got a several weeks here before it actually takes, takes off, but I will remember that we had this podcast. So please feel free to come back to the show on any platform and leave your comments. Let me know what you think. And, you know, if I was in the area, I’d definitely be checking it out. With that said, let’s talk a little bit about your podcast before we end here. So you you mentioned it earlier. What is it’s an engineering podcast. So tell us a little bit about what is the podcast, what’s it called, what do you cover, and where can people tune in? Aaron Moncur (Pipeline): It’s called being an engineer, and you can find it on all the major podcast platforms, Apple, Spotify, etcetera, etcetera. And this this whole thing started, over five years ago. So we’re in season six right now. We have over 300 episodes that are out there. We release a new episode every week, and we just interview engineers, largely senior level engineers, but sometimes we’ll have newer engineers in there as well. And we ask them about how they do their work. You know, what are some pro tips, some insights that you can share with us to help us work better, to help us become better at, this this profession of engineering. And, there’s some some really cool episodes out there. There’s, we have the the founder of SolidWorks, John Hirschdick. He was a guest. We had, the, the flight director for the Mars Curiosity Mission, David Oh, from, JPL, the Jet Propulsion Lab. He had some really cool stories about, you know, being the first person to see this, rover land on on Mars and living on Martian time for, like, six weeks as as the, rocket flew up there. Yeah. So, anyway, lots of episodes out there. We don’t we don’t get super technical. Occasionally, we will go into a a technical topic and talk about it a little bit, but it’s it’s it’s more along the lines of, how do you do your work and and what are some pro tips that you can share with the rest of us. Shawn Tierney (Host): That’s awesome. That’s great. So, guys, check that out. I know I only do a podcast. We we don’t we don’t do one every day of the week. So, I love having other podcasters on to talk about what they have because I know most of us have 10 commutes per week we need to fill up with a podcast or 10 you know, five days or seven days a week we had to walk the dog or whatever you do when you do your podcast. But in any case, Aaron, I wanna thank you so much for coming on, and I wanna wish you a lot of, success with the event. And I would love to have you back on in the future to talk about, you know, what you’ve learned over the coming months and what happened at the event and also, talk more about your podcast and maybe start go over some of your favorite episodes with other different engineers. But for now, I think we’re gonna wrap it up. I’m looking at the time. Aaron, thank you again for coming on the automation podcast. Aaron Moncur (Pipeline): Thank you so much, Shawn. I appreciate you having me on. Shawn Tierney (Host): Well, I hope you guys enjoyed our conversation. I know I enjoyed talking to Aaron about all those different topics. And I also wanna thank Pipeline for sponsoring this episode so we could release it to you completely ad free. Thank you, Pipeline. We really appreciate your support. Also, don’t forget there’s a $50 off coupon on your screen now. If you wanna go to the PDXpo, check it out. You don’t find many, two day training sessions that cost just $295. Also, don’t forget to check out Aaron’s podcast and tell him we sent you. He has a lot of great guests that have been on. He has over 300 episodes. And, it may be something you guys enjoy watching or listening to. And with that, I just wanna thank you guys again for tuning in. I wanna wish you all good health and happiness. And until next time, my friends, peace. Until next time, Peace ✌️  If you enjoyed this content, please give it a Like, and consider Sharing a link to it as that is the best way for us to grow our audience, which in turn allows us to produce more content

Ready to discover how venture capital can drive real impact for emerging markets—and what true leadership looks like in the investment world? In this episode of Female VC Lab, host Barbara Bickham sits down with Eva Yazhari, Managing Partner at Beyond Capital Ventures, for an unfiltered conversation on building a mission-driven VC fund, why conscious leadership matters, and how investing in Africa and India’s rising middle classes creates incredible opportunities for transformation. Tune in to hear Eva share how she moved from finance into venture capital, her relational approach to due diligence, why formalizing informal markets like smallholder farming is a game-changing thesis, and how she’s fostering community and alignment by giving GP carry to all team members—and even founders. Whether you’re an aspiring investor, a founder in emerging markets, or simply passionate about sustainable growth, you’ll walk away inspired and equipped with fresh insights into where VC is headed next. Guest Information Guest Name: Eva Yazhari Bio: Eva Yazhari is the Managing Partner of Beyond Capital Ventures, a purpose-driven venture capital firm investing in seed to Series A rounds across Africa and India. With roots in institutional finance, Eva brings a wealth of experience in fund management, deep due diligence, and impact investing, focusing on technologies and services that uplift the “need to haves” through conscious leadership and stakeholder alignment. Links: Beyond Capital Ventures LinkedIn – Eva Yazhari Instagram – @consciousinvestor The Good Your Money Can Do (Book) Episode Outline How Eva Yazhari Entered VC & Built Beyond Capital Ventures Hear Eva’s unconventional journey from math major to fund-of-funds to founding her own emerging markets VC, and the unique skill set she carried into her new role. Resource: Beyond Capital Ventures Team Formalizing Informal Markets in Emerging Economies Explore “formalizing the informal,” and learn how Beyond Capital Ventures invests in businesses that empower smallholder farmers and aggregate resources for scalable, sustainable impact, featuring a spotlight on agritech company Cinch. Resource: Portfolio Companies Conscious Leadership & Redefining VC Alignment Gain insight into Eva’s approach to authentic, stakeholder-centered leadership, including her innovative decision to share GP carry with both her team and portfolio founders—creating alignment and community while driving results. Resource: The Good Your Money Can Do Related Episodes & Additional Resources Book Recommendation: The Culture Code by Daniel Coyle – Eva’s pick for building strong, collaborative cultures Host & Show Info Host Name: Barbara Bickham About the Host: Barbara Bickham is the founder and Managing Partner of Trailyn Ventures, technology executive, and passionate advocate for diversity and innovation in venture capital. Podcast Website: femalevclab.com Community & Calls to Action Primary CTA: Rate & Review on Apple Podcasts – This is the most impactful way to support the show. https://taplink.cc/femalevclab Follow us on social media: X (formerly Twitter): @FemaleVCLab Instagram: @femalevclab Comment on LinkedIn, send us a message at femalevclab@trailyn.com, or share your key takeaways using #FemaleVCLab. Share this episode with a friend! If you enjoyed it, tag us on social media and let us know your favorite takeaway.

"The Culture Code" karya Daniel Coyle mengungkap rahasia di balik kelompok-kelompok yang sangat sukses. Buku ini mendefinisikan budaya sebagai seperangkat kebiasaan kolektif yang memupuk rasa aman, mempromosikan kerentanan, dan membangun tujuan bersama. Fondasinya terletak pada tiga keterampilan inti: Membangun Keamanan (Build Safety) dengan menciptakan lingkungan yang aman secara psikologis; Berbagi Kerentanan (Share Vulnerability) untuk mendorong kepercayaan dan kolaborasi; dan Menetapkan Tujuan (Establish Purpose) untuk menyelaraskan upaya menuju visi yang jelas. Pentingnya budaya yang kuat dalam sebuah organisasi tidak dapat diremehkan. Budaya yang sehat, seperti yang diuraikan Coyle, mendorong komunikasi terbuka, memungkinkan pengambilan keputusan yang cepat, dan memfasilitasi pemecahan masalah secara kolektif. Sebaliknya, budaya yang lemah menyebabkan ketidakamanan, sikap defensif, dan kegagalan dalam mengidentifikasi serta memperbaiki masalah, yang pada akhirnya menghambat inovasi dan pertumbuhan. Dengan memprioritaskan keamanan psikologis, mendorong keterbukaan, dan menyelaraskan setiap individu dengan misi organisasi, kelompok dapat membuka potensi penuh mereka dan mencapai kinerja yang luar biasa. Membangun dan menerapkan "Culture Code" melibatkan langkah-langkah praktis. Untuk "Membangun Keamanan," organisasi harus memprioritaskan sinyal rasa memiliki melalui mendengarkan secara aktif, menunjukkan apresiasi, dan memastikan keadilan. "Berbagi Kerentanan" dicapai dengan pemimpin yang mencontohkan keterbukaan, mendorong umpan balik yang jujur, dan mengakui kesalahan. Akhirnya, "Menetapkan Tujuan" memerlukan artikulasi yang jelas mengenai nilai-nilai, tujuan yang terarah, dan narasi yang kuat yang menginspirasi tindakan. Dengan mengintegrasikan prinsip-prinsip ini ke dalam operasi sehari-hari, organisasi dapat menumbuhkan lingkungan di mana kepercayaan berkembang, kolaborasi menjadi otomatis, dan kinerja kolektif mencapai tingkat yang luar biasa, mengubah kelompok biasa menjadi tim yang berkinerja tinggi.

Unlocking the Secret of Skill in Sports, Art, Music, Math, and Just About Anything.Get all the news you need by listening to WBZ - Boston's News Radio on the free #iHeartRadio app!

Today's wisdom comes from The Talent Code by Daniel Coyle.   If you're loving Heroic Wisdom Daily, be sure to subscribe to the emails at heroic.us/wisdom-daily.   And… Imagine unlocking access to the distilled wisdom form 700+ of the greatest books ever written.   That's what Heroic Premium offers: Unlimited access to every Philosopher's Note. Daily inspiration and actionable tools to optimize your energy, work, and love. Personalized coaching features to help you stay consistent and focused   Upgrade to Heroic Premium →   Know someone who'd love this? Share Heroic Wisdom Daily with them, and let's grow together in 2025!   Share Heroic Wisdom Daily →

In this episode of A Productive Conversation, I sit down with Anders Indset, the renowned business philosopher and author of The Viking Code: The Art and Science of Norwegian Success. Known for his profound insights into leadership and technology, Anders shares a compelling exploration of how modern Vikings channel timeless values like collectivism and creativity to achieve high-performance outcomes.We dive into what makes Norwegian success so unique, why micro-ambitions are key to long-term achievements, and how balancing timely and timeless approaches can transform both personal and professional growth. Anders' expertise in bridging philosophy and leadership offers a refreshing take on thriving in a fast-paced, tech-driven world.Key Discussion Points What modern Viking culture teaches us about collectivism and creativity. The role of micro-ambitions in achieving long-term success. How values like "tugnad" (effort for others) are deeply embedded in Norwegian culture. The interplay between finite and infinite games in life and business. The dangers of prioritizing timely distractions over timeless principles. Anders' perspective on AI's potential to foster depth in our lives. Anders' insights are both timely and timeless, offering listeners tools to rethink their approach to leadership, progress, and collective well-being. I know you'll enjoy this productive conversation.Links Worth Exploring Connect with Anders: Website | LinkedIn | X/Twitter | Instagram | Facebook Get the book we discuss: The Viking Code: The Art and Science of Norwegian Success Get Anders' other book that he mentions: The Quantum Economy - Saving the Mensch with Humanistic Capitalism Get James P. Carse's book: Finite and Infinite Games Get the book I mention: Time and The Art of Living by Robert Grudin Another reading recommendation: Amusing Ourselves to Death: Public Discourse in the Age of Show Business Check out The Singularity Paradox Read this: Law of Jante, a Scandinavian Code of Conduct Watch This is Pop: Click here and choose the episode "Stockholm Syndrome" Related Conversation: Episode 420: Daniel Coyle talks about The Culture Playbook Related Blog Post: The 3 Cs: How They Impact Your To Do List Thanks to all of the sponsors of this episode. You can find all of the sponsors you heard me mention on this episode on our Podcast Sponsors page.Want to support the podcast? Beyond checking out our sponsors, you can subscribe to the show wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts. Not using either of those to get your podcasts? Just click on this link and then paste the podcast feed into your podcast app of choice.Thanks again for listening to A Productive Conversation. See you later.Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of A Productive Conversation, I sit down with Anders Indset, the renowned business philosopher and author of The Viking Code: The Art and Science of Norwegian Success. Known for his profound insights into leadership and technology, Anders shares a compelling exploration of how modern Vikings channel timeless values like collectivism and creativity to achieve high-performance outcomes. We dive into what makes Norwegian success so unique, why micro-ambitions are key to long-term achievements, and how balancing timely and timeless approaches can transform both personal and professional growth. Anders' expertise in bridging philosophy and leadership offers a refreshing take on thriving in a fast-paced, tech-driven world. Key Discussion Points What modern Viking culture teaches us about collectivism and creativity. The role of micro-ambitions in achieving long-term success. How values like "tugnad" (effort for others) are deeply embedded in Norwegian culture. The interplay between finite and infinite games in life and business. The dangers of prioritizing timely distractions over timeless principles. Anders' perspective on AI's potential to foster depth in our lives. Anders' insights are both timely and timeless, offering listeners tools to rethink their approach to leadership, progress, and collective well-being. I know you'll enjoy this productive conversation. Links Worth Exploring Connect with Anders: Website | LinkedIn | X/Twitter | Instagram | Facebook Get the book we discuss: The Viking Code: The Art and Science of Norwegian Success Get Anders' other book that he mentions: The Quantum Economy - Saving the Mensch with Humanistic Capitalism Get James P. Carse's book: Finite and Infinite Games Get the book I mention: Time and The Art of Living by Robert Grudin Another reading recommendation: Amusing Ourselves to Death: Public Discourse in the Age of Show Business Check out The Singularity Paradox Read this: Law of Jante, a Scandinavian Code of Conduct Watch This is Pop: Click here and choose the episode "Stockholm Syndrome" Related Conversation: Episode 420: Daniel Coyle talks about The Culture Playbook Related Blog Post: The 3 Cs: How They Impact Your To Do List Thanks to all of the sponsors of this episode. You can find all of the sponsors you heard me mention on this episode on our Podcast Sponsors page. Want to support the podcast? Beyond checking out our sponsors, you can subscribe to the show wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts. Not using either of those to get your podcasts? Just click on this link and then paste the podcast feed into your podcast app of choice. Thanks again for listening to A Productive Conversation. See you later. Learn more about your ad choices. Visit megaphone.fm/adchoices

I have used stories in leadership for some time now and have found them to be such a powerful way to engage people as well as a means to appeal to people's heads and hearts. Years ago, I started studying how other speakers I followed used stories and I took notes.   As I've learned more about the power of storytelling from a theoretical perspective, so much has clicked for me in terms of how to use storytelling as a leadership tool and strategy. There is no doubt that stories drive authentic leadership, allowing you to humanize yourself and display vulnerability in front of those you lead. This can be pivotal in building trusting relationships. If you're looking to build trust, cultivate vulnerability, and build team relationships on a foundation of psychological safety, start telling stories.  Daniel Coyle, author of The Culture Code, reminds those leading others through change, “Stories are not just stories; they are the best invention ever created for delivering mental models that drive behavior.” In the vulnerable space of a story is an opportunity to create a connection. Connections pave the way for relationships. Relationships become the platform for which we can show our full range of humanity and hold space for other's full range of humanity. Stories can be used to inspire, motivate, build trust & rapport, model humanity, humility, vulnerability, imperfection, instruct, demonstrate, teach, mentor, celebrate, and advance organizational culture.  I often have the opportunity to teach leaders how to use stories during leadership training I facilitate. It is one of my favorite activities to facilitate and to observe. Most leaders walk away feeling a sense of lightness in their leadership they couldn't previously find. For many, this lightness is a gratitude for the permission to share parts of themselves that are imperfect, goofy, messy, soft, sensitive, joyful, and playful.   In this episode, we will talk through how to use stories, as well as tips for telling impactful stories.   Links mentioned: Book: The Culture Code by Daniel Coyle Check out my other podcast: The Shameless Mom Academy Learn about my speaking, training, and coaching: saradean.com Connect with me on LinkedIn: saradean.com/linkedin We love the sponsors that make this show possible! You can always find all the special deals and codes for all our current sponsors on our website: https://shamelessleadership.com/sponsor Interested in becoming a sponsor of the Shameless Mom Academy? Email our sales team at sales@adalystmedia.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Unlocking Team Success: Insights from 'Culture Code' by Daniel CoyleChapter 1:Summary of Culture Code"The Culture Code: The Secrets of Highly Successful Groups" by Daniel Coyle explores the dynamics of successful group cultures and what makes them thrive. Coyle identifies three key skills that contribute to creating a strong culture:1. Build Safety: Successful groups foster a sense of belonging and psychological safety where members feel valued, secure, and free to share ideas without fear of judgment. This is cultivated through openness, support, and mutual respect, promoting trust and collaboration.2. Share Vulnerability: High-performing teams engage in sharing vulnerability to strengthen bonds among members. This involves being open about mistakes and weaknesses, which fosters a culture of honesty and encourages others to do the same, leading to increased creativity and problem-solving.3. Establish Purpose: Successful groups have a clear shared purpose that inspires and motivates members. This common goal creates alignment and a sense of direction, empowering individuals to contribute meaningfully to the group's objectives.Coyle illustrates these principles through various real-world examples from diverse settings, such as sports teams, businesses, and schools. He emphasizes that cultivating a strong culture is an ongoing process that requires continuous effort and engagement from all members. The book offers practical insights and actionable strategies for leaders and team members seeking to enhance their group's culture and effectiveness.Chapter 2:The Theme of Culture Code"Culture Code: The Secrets of Highly Successful Groups" by Daniel Coyle explores how group dynamics contribute to the success of organizations. While the book doesn't follow a traditional narrative structure with characters and plot points, it emphasizes key concepts through real-world examples and case studies across various fields, such as sports teams, businesses, and educational environments. Here's an overview of some key concepts and themes: Key Plot Points and Examples1. Safety: The first drive of a successful culture is creating a safe environment. Coyle discusses how groups that make members feel safe foster openness and psychological safety. Examples include the U.S. Navy SEALs, where trust is critical for operations.2. Vulnerability: Successful groups demonstrate a willingness to be vulnerable. Coyle illustrates this through case studies, such as the practices of Pixar, where sharing and discussing weaknesses leads to innovation and creativity.3. Purpose: Groups with a clear, compelling purpose are more cohesive. Coyle highlights organizations that align their mission with the personal values of their members, creating intrinsic motivation.4. Belonging: The sense of belonging is crucial for group cohesion. The author provides examples from the sports world, including how coaches create cultures where all team members feel they are valued contributors, regardless of their role.5. Storytelling: Coyle emphasizes storytelling as a tool for sharing culture. Successful groups often have a set of shared stories that reinforce their values and vision, which helps in stitching the fabric of the group. Character DevelopmentWhile "Culture Code" doesn't have characters in the traditional sense, it portrays leaders and organizations as central figures in developing culture. Key "characters" or archetypes include:- Leaders and Coaches: Individuals like John Wooden or Ed Catmull (of Pixar) serve as models for how effective leaders build a culture of safety, belonging, and vulnerability.- Team Members: The individuals within those groups are often depicted as learners and contributors who grow and evolve as part of the cultural framework established by their...

In 1982, Ari Weinzweig, along with his partner Paul Saginaw, founded Zingerman's Delicatessen in Ann Arbor with a $20,000 bank loan, a Russian History degree from the University of Michigan, four years of experience washing dishes, cooking and managing in restaurant kitchens and chutzpah from his hometown of Chicago. They opened the doors with 2 employees, a small selection of specialty foods, and exceptional sandwiches.rnrnToday, Zingerman's Delicatessen is a nationally renowned food icon and the Zingerman's Community of Businesses has grown to 11 businesses with over 750 employees and over $65 million in annual revenue. Ari Weinzweig is also a prolific writer. His most recent publications are the first four of his six book series Zingerman's Guide to Good Leading.rnrnThe conversation will be moderated by New York Times bestselling author Daniel Coyle. Coyle's book The Culture Code was named Best Business Book of the Year by Bloomberg, BookPal, and Business Insider. Coyle has served as an advisor to many high-performing organizations, including the Navy SEALs, Microsoft, Google, and the Cleveland Guardians.

John continues his conversation with Dr. Amber Selking about the power of changing your mindset, how it can rewire your brain and help you think in more positive ways. Dr. Selking also discusses her book, Winning the Mental Game. In Part 1, Dr. Selking shared her journey from being a college athlete to finding her calling in helping people improve their mindsets and leadership. She also discussed how the brain works and the importance of managing our thoughts to improve performance and wellbeing. Listen to this episode to learn more: [00:00] - Recap of Part 1 [01:32] - Being a professional speaker and Dr. Selking's diverse client base [03:19] - The science of gratitude and how it rewires our brains [04:37] - Dr. Selking's plans on writing a book about organizational high performance [07:00] - John's upcoming book, The F6 Secrets of Relationships [10:18] - Building Championship Mindsets podcast [12:00] - Best way to reach out to Dr. Selking [12:43] - Children's books written by Dr. Selking [15:12] - How Dr. Selking builds and maintains her significant relationships [17:35] - Finding ways to connect with her spouse amid a busy schedule [20:55] - Encouragement for men to put effort into dating [22:53] - Impact of Dr. Selking's faith in her business [24:42] - Dr. Selking's definition of success [25:21] - Traits of a great leader [27:21] - How Dr. Selking invests in her personal growth [32:03] - Book recommendations [34:30] - Wrap-up NOTABLE QUOTES: “You can literally rewire your brain … when you start thinking about what you're grateful for, it starts to rewire your brain.” “Winning is important, and we can do that in ways that are aligned with who we've been created to be in the world.” “Success is showing up as the person you intend to be and accomplishing what you intend to accomplish at the moment.” “Clear vision, clear results. Fuzzy vision, fuzzy results.” “Your excellence will permit you to stand before kings.” “The most important thing in a relationship is selection … I'm grateful we both waited for each other and found each other.” BOOKS MENTIONED: The Talent Code: Greatness Isn't Born. It's Grown. Here's How by Daniel Coyle (https://a.co/d/bPBstVK) Alive at Work: The Neuroscience of Helping Your People Love What They Do by Daniel M. Cable (https://a.co/d/69lO6YK) Social: Why Our Brains Are Wired to Connect by Matthew D. Lieberman (https://a.co/d/7a9lrpk) In a Pit with a Lion on a Snowy Day: How to Survive and Thrive When Opportunity Roars by Mark Batterson (https://a.co/d/hrPzTwq) Wide Awake: The Future Is Waiting Within You by Erwin Raphael McManus (https://a.co/d/3hKY0Dn) The Last Arrow: Save Nothing for the Next Life by Erwin Raphael McManus (https://a.co/d/8n8LHES) Brain Rules: 12 Principles for Surviving and Thriving at Work, Home, and School by John Medina (https://a.co/d/1G2Sl1c) USEFUL RESOURCES: https://selkingperformance.com/  https://www.linkedin.com/in/amberlattner/  https://www.instagram.com/drselking/  https://x.com/ChampMindsets  https://x.com/DrSelking  https://www.facebook.com/selkingperformancegroup/  https://www.facebook.com/alattner  "Winning the Mental Game: The Playbook for Building Championship Mindsets" (https://a.co/d/7dpSpIA) "A Dream Come True: The Buzz on Greatness (Zip the Bee Book 1)" (https://a.co/d/eoKIwQw) "Winner's Circle (Zip the Bee Book 2)" (https://a.co/d/ep26gs1)  CONNECT WITH JOHN Website - https://thejohnhulen.com  Instagram - https://www.instagram.com/johnhulen  Facebook - https://www.facebook.com/johnhulen  Twitter - https://www.twitter.com/johnhulen   LinkedIn - https://www.linkedin.com/in/johnhulen     YouTube - https://www.youtube.com/channel/UCLX_NchE8lisC4NL2GciIWA  EPISODE CREDITS Intro and Outro music provided by Jeff Scheetz - https://jeffscheetz.com/ 

Have you ever been part of a team or an organization that accomplished amazing things? What is it about the culture in some organizations that makes them toxic and why does the culture in other groups lead to happiness and success? For the answers to those questions, we turn to bestselling author Daniel Coyle who's written, "The Culture Playbook" and "The Culture Code: The Secrets of Highly Successful Groups", among other books.  You can learn more about him and his work on his website http://danielcoyle.com/. Ritual's clinically-backed Essential For Women 18+ multivitamin has high-quality, traceable key ingredients in clean, bioavailable forms.  It's gentle on an empty stomach with a minty essence that helps make taking your multi-vitamin enjoyable. Our Nobody Told Me listeners! Get 25% off your first month at ritual.com/NTM.  Start Ritual or add Essential for Women 18+ to your subscription today. Thinking about starting your own business?  Already have one?  Shopify is the all-in-one commerce platform that makes it simple for anyone to start, run and grow your own successful business.  With Shopify's single dashboard, you can manage orders, shipping and payments from anywhere.  Businesses that sell more, sell on Shopify!  Sign up for your one-dollar-per-month trial period at shopify.com/nobody  

Chris Voss excelled as a lead FBI international kidnapping negotiator. At the start of his career, he thought it was all about being tough and direct. But over time, he discovered the secret to cracking negotiations—tactical empathy. Today, he teaches business leaders how to read emotions, build trust, and avoid leaving money on the table. In this episode, Chris explains why empathy is a world-changing skill and shares tactics for getting what you want in business and life. Chris Voss is a former FBI hostage negotiator with over two decades of experience in high-stakes crisis negotiations. He's the CEO of Black Swan Group and author of Never Split the Difference.  In this episode, Ilana and Chris will discuss: - How Chris became an FBI hostage negotiator - Why empathy is the secret weapon in business and life - Turning a “no” into a powerful negotiation tool - Why decision-making is emotional - The surprising power of vulnerability in negotiations - “It's not what you say, it's how you say it” - Why a positive frame of mind makes you 31% smarter - How to get your boss to pay you more - And other topics…   Chris Voss is a former FBI lead international kidnapping negotiator and expert in high-stakes negotiations. He is also the CEO of Black Swan Group and author of Never Split the Difference. With over 24 years of experience at the FBI, Chris negotiated some of the most challenging hostage situations. He represented the U.S. at G8-sponsored international conferences on kidnapping. Chris has received prestigious awards, including the Attorney General's Award for Excellence in Law Enforcement. He has also taught negotiation in top MBA programs at USC, Georgetown, and Harvard, as well as lecturing globally.  Connect with Chris: Chris's LinkedIn: https://www.linkedin.com/in/christophervoss/   Chris's Twitter: https://twitter.com/fbinegotiator Resources Mentioned: Chris's Book, Never Split the Difference: Negotiating As If Your Life Depended On It: https://www.amazon.com/Never-Split-Difference-Negotiating-Depended/dp/0062407805  Chris's Documentary, Tactical Empathy: https://www.imdb.com/title/tt21383310/  Chris's YouTube: https://www.youtube.com/channel/UCk7jHqdlFFDBhC1QIFqi54w   Negotiation Mastery Newsletter: https://www.linkedin.com/newsletters/negotiation-mastery-6998634991547006976/  Shawn Achor's TED Talk, “The Happy Secret to Better Work”: https://www.youtube.com/watch?v=fLJsdqxnZb0  The Talent Code: Greatness Isn't Born. It's Grown. Here's How. by Daniel Coyle: https://www.amazon.com/Talent-Code-Greatness-Born-Grown/dp/055380684X  In the Presence of My Enemies by Gracia Burnham and Dean Merrill: https://www.amazon.com/Presence-My-Enemies-Gracia-Burnham/dp/0842381392 

Today we welcome Dr Eve Purdy to talk about teamwork in emergent situations in critical care. Teamwork is an essential aspect of all areas of health care and we loved gaining an understanding about what makes teams function effectively.   Readings as recommended by Eve include The Culture Code by Daniel Coyle https://danielcoyle.com/the-culture-code/ and Teams that Work by Edwardo Salas https://www.teamsthatwork.com/  

En el panorama empresarial moderno, la noción de "culture fit" —la idea de que los nuevos empleados deben encajar en una cultura corporativa preexistente— ha sido la norma durante décadas. Sin embargo, Daniel Coyle, experto en dinámicas de equipo y autoridad en cultura organizacional, nos propone un cambio paradigmático hacia lo que él denomina "Culture Growther".Atrévete a cambiar el futuro de Talento Humano en Hispanoamérica en la Academia Hackers del Talento Latam, aplica ahora acá: www.hackersdeltalento.com/academia-hackers-del-talentoAcá puedes conocer más sobre Hackers del Talento y Ricardo Pineda¿Quieres estar a la vanguardia en temas de Talento? --> ¿Quieres estar a la vanguardia en temas de Talento? --> Suscríbete a nuestro newsletter Cartas al Talento donde reflexionamos sobre Talento Humano, el futuro del trabajo y la humanización

Have a guest recommendation? Let us know!Welcome to the first episode of Beyond the Measure - Season 2!Many of us get so caught up in creating music that we forget that we are actually creating leaders. Student leadership and connection is the foundation of everything else we do in the classroom, and our success as a group depends on it. The goal, therefore, is to make the group greater than the sum of its parts. Teaching the music is easy, but having the students work well together is hard. So how do we do it?We are so excited to welcome our very first guest of the season, Mr. Mike Lunney, who is a retired band director that now spends his time mentoring music teachers. In this episode, Mike emphasizes the importance of connecting students together regardless of background, and how it makes the difference between "average" and "extraordinary."Download the show notes for this episode HERE. Follow our official Instagram page and become a part of the community!Connect with Mike on Facebook: https://www.facebook.com/mike.lunney.9Listen to the "Ask Mike" podcast: https://ntunemusic.com/askmike/N-Tune Music: https://ntunemusic.com/Culture Code, by Daniel Coyle: https://www.amazon.com/Culture-Code-Secrets-Highly-Successful/dp/0804176981/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=&sr=Atomic Habits, by James Clear: https://www.amazon.com/Atomic-Habits-Proven-Build-Break/dp/0735211299Want a free piece of music for your ensemble to perform? Join Christian's mailing list!https://www.christianfortnermusic.com/mailings

Watch the YouTube version of this episode HEREAre you a law firm owner who is looking to scale and market your firm? In this episode of the Maximum Lawyer Podcast, hosts Jim Hacking and Tyson Mutrux interview Steve Mehr, co-founder of Sweet James Accident Attorneys. Steve shares insights into the rapid growth of his firm and the challenges of managing multiple offices.Steve provides some insight on how to scale a firm. Scaling a firm and managing growth includes knowing when it is time to hire more staff and build up a team. This might involve investing money now to hire in order to be ready for scaling in the near future. Investing in people can pay off for a firm if there is traction with clients and connections are being made to bring in more business.Steve shares the marketing strategies that have worked for his firm. It is important to ensure marketing involves a mix of showing audience results as well as focusing on a few key figures of a firm so clients can match a face to the business. Sweet James Accident Attorneys takes advantage of marketing through traditional media, such as radio and TV commercials to get clients. Credibility on traditional forms of media is a great way to increase business for a law firm.Take a listen to learn more!Jim's Hack: Read the book “The Talent Code” by Daniel Coyle.Steve Tip: Read the book “Scaling Up” by Verne Harnish and to use AI in the mail room to effectively track and manage mail that goes through a firm.Tyson's Tip: Focus on conversion when redesigning your website. Clients need to know how to contact your firm.8:45 Insights on investing in people and the challenges of scaling11:03 Discussion of the need for technological advancements13:35 The challenges of managing growth15:55 The marketing strategies for a large firmConnect with Steve:Website  Instagram Tune in to today's episode and checkout the full show notes here. 

In this episode of Unmistakable Creative, we delve into the mind of Daniel Coyle, a renowned author and culture expert. Coyle has spent a significant amount of time infiltrating some of the world's most prolific and powerful organizations, including Pixar and the U.S Navy's SEAL Team 6. His mission? To uncover the secret sauce that makes these teams tick and thrive.Daniel Coyle is not just an observer; he's a decoder of cultures. In this episode, he breaks down the culture code, demystifying the process of building a thriving culture. His insights are not just for entrepreneurs and creatives but for anyone seeking to replicate the success of high-performing teams. Coyle's approach is all about understanding the key elements that foster trust and vulnerability within teams, which he believes are the bedrock of successful cultures.But this episode goes beyond just understanding the culture code. It's about learning how to create your own culture playbook. Coyle shares real, actionable steps that listeners can take to cultivate a culture that not only succeeds but also thrives. From the importance of purpose to the power of shared vulnerability, Coyle's insights offer a roadmap for building a culture that can weather any storm.Incogni Personal Information: Removal ServiceIn today's digital world, your personal information can be more exposed than you think. Data brokers collect and sell your personal details, putting you at risk of scams, identity theft, and online harassment. But there's a solution: Incogni. Incogni is a service that works tirelessly to protect your personal information. They reach out to data brokers on your behalf, request the removal of your personal data, and handle any objections. This means you can enjoy peace of mind, knowing your personal information is being kept private and secure.As a listener of our show, we have a special offer for you.Use the code UNMISTAKABLE at the link here to get an exclusive 60% off an annual Incogni plan: https://incogni.com/unmistakableJoin us for our Life of Purpose series this month as we revisit some of our most impactful episodes. Dive deep into expert insights and practical strategies on health, performance, and community, helping you achieve personal and professional fulfillment. Subscribe for ad-free interviews and bonus episodes https://plus.acast.com/s/the-unmistakable-creative-podcast. Hosted on Acast. See acast.com/privacy for more information.

Our guest on this classic episode of the Elevate Podcast is bestselling author, Daniel Coyle. Daniel has looked inside some of the world's highest performing groups, including U.S. Navy SEAL Team Six, Pixar and the San Antonio Spurs, and lays out what their success has in common in his newest book, The Culture Code. Daniel is also the New York Times bestselling author of The Talent Code, The Little Book of Talent and The Secret Race, a book he co-authored with former professional road bicycle racer, Tyler Hamilton. Coyle and Hamilton also won the William Hill Sports Book of the Year Prize in 2012. When he's not churning out award-winning, best-selling books, he is a contributing editor for Outside Magazine and works as a special advisor to the Cleveland Indians. Learn more about your ad choices. Visit megaphone.fm/adchoices

The first day of Jumping is done in Paris!  We dive into the highs and lows, featuring all the twists and turns of this Team Qualifier.

In Episode 150, Jessica Hain, Founder of The Fulcrum Center and former Head Coach of Liberty University Women's Soccer, mother, and wife, talks with Phil and Paul about insights from coaching at the collegiate level to international experiences, the significance of faith integration in coaching, and the importance of building trust and relationships within teams. She talks about personal stories of impactful moments and practical advice for coaches looking to make disciples through their coaching. Additionally, Jessica discusses her research, experiences, and how soccer can serve as a tool for personal and spiritual development. Specifically, Jessica discusses: ·      Her story and athletic journey, including how she developed her faith and her passion for soccer, leadership, coaching (3:48) ·      Her personal why/life purpose and how she is living it out (11:50) ·      The importance of women coaching women (12:55) ·      Her work with the Fulcrum Center and North American Sport Movement, her Ph.D., and how they all work together (18:58) ·      The integration of faith and coaching (23:43) ·      The need for the “coffee shop” and the “library” in our coaching (28:08) ·      The relationship between empathy and Soccer IQ (32:38) ·      The importance of a training environment that reinforces the lessons you want your players to learn and live out (37:44) ·      Defining Moments in her soccer career and the life lessons she learned from them (41:29) ·      Her most impactful coach and what set him apart from the rest (44:15) ·      A life and leadership lesson she learned directly from playing the beautiful game (49:48) ·      Things she has read that impacted her thinking on how soccer explains life and leadership (50:53) Resources and Links from this Episode ·      Video of the Episode ·      HSEL Facebook Group ·      Warrior Way Soccer ·      Providence World (Donations to HSEL Podcast) ·      Coaching the Bigger Game Program ·      Phil's email for DISC Training ·      The Talent Code: Greatness Isn't Born. It's Grown. Here's How, Daniel Coyle ·      The Culture Code: The Secrets of Highly Successful Groups, Daniel Coyle

Guest: Andrew Bialecki, CEO of KlaviyoWhenever the marketing platform Klaviyo is hiring, says CEO Andrew Bialecki, “we sort of don't care so much what skills you have.” Instead, the company looks for “high slope” individuals who are curious and able to continually learn new things. “A big turnoff for me is [when] somebody says, ‘Oh, well, I was never good at that when I was growing up,'” Andrew explains. “You know, ‘I'm not a good writer' or ‘I'm not good with numbers.' And it's like, well, OK, but anybody can learn anything.”In this episode, Andrew and Joubin discuss WeCrashed, Paul Graham, vertical integration, automating sales, Ed Hallen, The Talent Code by Daniel Coyle, child prodigies, interview questions, public speaking and decompression, taking ownership, hiring engineers, burnout, and productivity habits.Chapters:(00:51) - Klaviyo's office (02:36) - Attention to detail (06:32) - Big decisions (12:23) - What Klaviyo does (14:50) - Its 2023 IPO (20:35) - The founding story (25:06) - Nature or nurture? (28:47) - Science and hockey (31:02) - Hiring for slope (33:57) - Extroversion (37:00) - Culture as product (39:53) - Owning your success (46:24) - “The algorithms of humanity” (50:55) - Why Andrew runs (52:35) - Sports psychology for startups (55:34) - Richard Feynman (58:27) - Who Klaviyo is hiring (59:20) - What “grit” means to Andrew Links:Connect with AndrewTwitterLinkedInConnect with JoubinTwitterLinkedInEmail: grit@kleinerperkins.com Learn more about Kleiner PerkinsThis episode was edited by Eric Johnson from LightningPod.fm

I have used stories in leadership for some time now and have found them to be such a powerful way to engage people as well as a means to appeal to people's heads and hearts. Years ago, I started studying how other speakers I followed used stories and I took notes. As I've learned more about the power of storytelling from a theoretical perspective, so much has clicked for me in terms of how to use storytelling as a leadership tool and strategy. There is no doubt that stories drive authentic leadership, allowing you to humanize yourself and display vulnerability in front of those you lead. This can be pivotal in building trusting relationships. If you're looking to build trust, cultivate vulnerability, and build team relationships on a foundation of psychological safety, start telling stories. Daniel Coyle, author of The Culture Code, reminds those leading others through change, “Stories are not just stories; they are the best invention ever created for delivering mental models that drive behavior.”In the vulnerable space of a story is an opportunity to create a connection. Connections pave the way for relationships. Relationships become the platform for which we can show our full range of humanity and hold space for other's full range of humanity.Stories can be used to inspire, motivate, build trust & rapport, model humanity, humility, vulnerability, &imperfection, instruct, demonstrate, teach, mentor, celebrate, and advance organizational culture. I often have the opportunity to teach leaders how to use stories during leadership trainings I facilitate. It is one of my favorite activities to facilitate and to observe. Most leaders walk away feeling a sense of lightness in their leadership they couldn't previously find. For many, this lightness is a gratitude for the permission to share parts of themselves that are imperfect, goofy, messy, soft, sensitive, joyful, and playful. In this episode, we will talk through how to use stories, as well as tips for telling impactful stories. Links Mentioned:Book: The Culture Code by Daniel CoyleCheck out my other podcast: The Shameless Mom AcademyLearn about my speaking, training, and coaching: saradean.comConnect with me on LinkedIn: saradean.com/linkedin

Join host Ashley Oldacre and guests Mat Velloso, VP of ML developer products at Google, and Logan Kilpatrick, Product Lead for Google AI, for a special episode on the latest on AI, recorded right from Google I/O. Resources: Top AI developer news from Google IO 2024 → https://goo.gle/3VZhwry Google I/O 2024 recap → https://goo.gle/3RL8Pyi Project Astr →: https://goo.gle/3W2rloI Google AI Studio → https://goo.gle/4eCP6e5 Colab → https://goo.gle/3VJ421P Kaggle → https://goo.gle/3RKKZ65 Anders Hejlsberg → https://goo.gle/3VYolcE The Culture Code by Daniel Coyle → https://goo.gle/45IWbWh Jaron Lanier → https://goo.gle/3xpjW9r Range by David Epstein → https://goo.gle/45J3zkP  Games: Flappy Bird Game → https://goo.gle/4bqTcD7 

In this episode of the Leading in Dentistry Podcast, Dr. Wes Eggett concludes his review of the top 10 underrated leadership books, picking up from where he left off in the previous episode. Dr. Eggett discusses "The Culture Code" by Daniel Coyle, highlighting its insights on creating and maintaining effective workplace cultures through building safety, sharing vulnerability, and establishing purpose. He emphasizes the importance of values in team building over individual talent, illustrating how commitment-based hiring practices lead to higher success rates in businesses.The episode continues with "Dare to Lead" by Brené Brown, which focuses on applying soft skills like vulnerability and understanding personal value to leadership. Dr. Eggett shares impactful quotes and discusses how leaders can better manage team members' need for validation and recognition. The show also touches on "Unreasonable Hospitality" by Will Guidara, "The Power of Habit" by Charles Duhigg, and concludes with "Be The One" by Justin Prince, each book offering unique strategies for improving both personal and organizational leadership. Dr. Eggett wraps up by encouraging listeners to implement the lessons from these books in their daily practice, promoting a culture of continuous learning and leadership development.=== Affiliate Links ===The Culture Code by Daniel CoyleDare to Lead by Brené BrownUnreasonable Hospitality by Will GuidaraThe Power of Habit by Charles DuhiggBe the One by Justin PrinceMusic from #Uppbeat (free for Creators!): https://uppbeat.io/t/matrika/funk-style - License code: KUYOIZCBFCF1FOMP https://uppbeat.io/t/roo-walker/bolt - License code: RS1AU6Y5DGD5A3H8.

Today's +1 features wisdom from Deion Sanders, Ralph Waldo Emerson, and Daniel Coyle.   Heroic: https://heroic.us ← "Heroic is the best self-development platform in the world." — John Mackey, co-founder & former CEO of Whole Foods Market   Want access to more wisdom in time? Get access to over 1,500 +1's (just like this!) and 650+ Philosopher's Notes (distilling life-changing big ideas from the best self-development books ever written) and a LOT more with our Heroic Premium membership. Learn more and get 30 days free at https://heroic.us

Join us as we dive into the newly announced Irish Olympic show jumping team and unpack the excitement surrounding their preparation and selections. Hosts Charlotte and Diarm discuss the standout choices of Daniel Coyle, Cian O'Connor, and Shane Sweetnam, alongside the thrilling inclusion of Bertram Allen and Pacino Amiro. With three of the most in-form horses globally and a team brimming with potential, could this be the year Ireland clinches their first Olympic team medal? Tune in for expert analysis, behind-the-scenes insights, and bold predictions as we gear up for the 2024 Paris Olympics. Don't miss this chance to get the latest on Team Ireland's journey to the top!

Travis breaks down science of how to master any skill based on the research of Daniel Coyle and his book “The Talent Code”In this episode, you'll learn about:Hotbeds of Talent Throughout the WorldHow to Build Skill Like You Build MuscleMyelin and the Role it Plays in Skill MasteringThe Benefits of Deep Practice and How to Do It

What's the difference between activity and actual accomplishment? And, how do we go about making sure that we don't fall in to the trap of mistaking one for the other? Check out this Agility Challenge Tip, pulled from Daniel Coyle's Little Book of Talent, with Daisy Peel! Never miss an episode by subscribing via iTunes, Spotify or by RSS Help improve the show by leaving a Rating & Review in iTunes (Here's How) Join the discussion for this episode in the comments section at the website for this show

We've been talking about hard skills and soft skills as though they're entirely separate, but in reality, most talents are not exclusively one or the other. They're some combination of the two. You have to have the hard skill of good front cross footwork and the soft skill of knowing when to start that footwork in relation to your dog on course to successfully execute a front cross, for example. However, in his book the Little Book of Talent, author Daniel Coyle suggests we prioritize the hard skills, because in the long run, they're more important to developing your talent. Never miss an episode by subscribing via iTunes, Spotify or by RSS Help improve the show by leaving a Rating & Review in iTunes (Here's How) Join the discussion for this episode in the comments section at the website for this show

The first step toward building a skill is to figure out exactly what type of skill you're building. Every skill falls into one of two categories: hard skills and soft skills. This tip comes from Daniel Coyle's The Little Book Of Talent, and is adapted for use by us agility handlers! Never miss an episode by subscribing via iTunes, Spotify or by RSS Help improve the show by leaving a Rating & Review in iTunes (Here's How) Join the discussion for this episode in the comments section at the website for this show

Have you ever been part of a team or an organization that accomplished amazing things? What is it about the culture in some organizations that makes them toxic and why does the culture in other groups lead to happiness and success? For the answers to those questions, we turn to bestselling author Daniel Coyle who's written, "The Culture Playbook" and "The Culture Code: The Secrets of Highly Successful Groups", among other books.  You can learn more about him and his work on his website http://danielcoyle.com/.

In this episode of the Unseen Leadership Podcast, Chandler Vannoy and Dan Iten are joined by Spence Shelton, the lead pastor of Mercy Church in Charlotte, North Carolina. Shelton discusses the challenges and mistakes he has made as a church planter and shares valuable insights and advice for leaders in the church and ministry context. He emphasizes the importance of humility, courage, and listening to others in leadership, drawing on his background in the business world to inform his approach to ministry. QUOTES FROM EPISODE 82 “Working in the marketplace really helped me to not only know the experience but also think well through the programming of our church and how are we equipping the saints for ministry where they are.” – Spence Shelton “There is a level of professionalism that I want to bring to our ministry, but not for the sake of looking polished. Rather, I want them to feel like they can trust their church and there's a level of professionalism that communicates trust.” – Spence Shelton “Find a relationship where there's somebody who's got some experience and let them call out what they see God doing in your life.” – Spence Shelton “One of the biggest lessons I've had to learn in my leadership as well as my character development is having to take my hands off of more and more things and trust the people that God has called into leading alongside me and under my leadership.” – Spence Shelton “Your job is to equip the saints for ministry and if you try and control the saints instead of equip them, that vision is never going to become a reality.” – Spence Shelton If I don't keep my fingers off what my staff is doing, they're going to feel like they're being micromanaged, and they can't lead. Plus, young leaders can't be developed if old leaders are gripping their ministry.” – Spence Shelton “Empower your people, equip them, and release them for ministry. Don't try and micromanage them and control them.” – Spence Shelton “A little bit of experience is way worse than no experience. A little bit of experience is way more dangerous than no experience.” – Spence Shelton “Be willing to fail because if you don't, you're not going to risk anything. People need vision and vision is a risk so be willing to fail. But, in all things, have humility.” – Spence Shelton “If you have humility, then you will take courageous risks that will be surrounded by wisdom because you'll be listening to others and everything else.” – Spence Shelton The biggest misconception I had about leadership was that my ideas would be enough. If I just had good ideas, that'd be enough. Now, ideas are important. Vision is important. But relationships matter. You will not get far just on an idea. Especially in ministry, you're not going to get far as a leader unless you're a servant leader.” – Spence Shelton RECOMMENDED RESOURCES The Emotionally Healthy Leader: How Transforming Your Inner Life Will Deeply Transform Your Church, Team, and the World by Peter Scazzero The Reformed Pastor: The Duties and Methods of Labors for the Souls of Men by Richard Baxter The Art of War by Sun Tzu The Rise and Triumph of the Modern Self: Cultural Amnesia, Expressive Individualism, and the Road to Sexual Revolution by Carl R. Trueman Dangerous Calling: Confronting the Unique Challenges of Pastoral Ministry by Paul David Tripp The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle

Do you know what every great slugger in the Baseball Hall of Fame in Cooperstown had in common? They all had hitting coaches. Today we have an abundance of riches in the form of internet videos to teach almost any skill, but at some point most everyone will benefit from the feedback of a skilled coach. In this episode Mike and Jim explore the value of coaching in skill building and team leadership.   Whether its an athlete of the conventional sports kind or the tactical variety found on a SWAT team or military base, there's a tremendous value to be gained from a good coach. How can you spot a good coach? More importantly, what are the indicators of a bad one? How can you be a good coach for the people who look up to you? Listen in and find out! Links: The Inner Game of Tennis by W. Timothy Gallwey - https://amzn.to/463pWQZ The Talent Code by Daniel Coyle - https://amzn.to/46qviWA The Art of Learning by Joshua Waitzkin - https://amzn.to/3RAEP93 With Winning in Mind by Lanny Bassham - https://amzn.to/3RzwEtC   Find us on social media (Facebook/Twitter/Instagram/YouTube) @TacTangents You can join the conversation in our Facebook Discussion Group. Find all of our episodes, articles, some reading list ideas, and more on our website www.tacticaltangents.com Like what we're doing? Head over to Patreon and give us a buck for each new episode. You can also make a one-time contribution at GoFundMe. Intro music credit Bensound.com

In the past few episodes, I've talked about what it takes for teens to create talent, to get better at anything. According to Daniel Coyle's "The Talent Code," we just need to develop thicker myelin around our neural pathways. To do that, we just need to engage in "deep practice." But... how do you keep doing that? Deep practice is hard. According to Coyle, and I agree, you need ignition. In this episode, I break down the three ingredients teens need to create ignition in their lives so they can stick with the hours it takes to develop talent.--My new gamified mindset training app for teens, Sidekick to Hero, is available on desktop now! Go to www.sidekicktohero.com on a laptop or computer to sign up now (it's not live on mobile yet)--Follow me on Instagram! www.instagram.com/sidekicktohero

Last week, we talked about how talent can be created by strengthening the myelin in your brain. This week, I go more into detail about what Deep Practice, according to Daniel Coyle, author of the Talent Code, looks like for teens.--My new gamified mindset training app for teens, Sidekick to Hero, is available on desktop now! Go to www.sidekicktohero.com on a laptop or computer to sign up now (it's not live on mobile yet)--I have a YouTube channel now! Subscribe for shorter, video versions of my podcast episodes https://www.youtube.com/@sidekicktohero--Follow me on Instagram! www.instagram.com/sidekicktohero

You don't have to be born with talent. You can create it. I summarize some key concepts from Daniel Coyle's book, The Talent Code, and talk about how teens can use "science and faith" to develop habits of deep practice to increase their talent in any area of their life.--Get my FREE Live Your Own Life Challenge, a short, high-energy video designed to motivate teens to put down their screens and get into the real world. www.joeymascio.com/challenge--My new gamified mindset training app for teens, Sidekick to Hero, is available on desktop now! Go to www.sidekicktohero.com on a laptop or computer to sign up now (it's not live on mobile yet)--Follow me on Instagram! www.instagram.com/sidekicktohero

Today's Flashback Friday is from episode 587, published last Oct 29, 2015. Jason does a solo episode on today's show and has a number of thoughts he'd like to share with the audience. Jason emphasizes the importance of leveraging not only our investments, but our business, and our biology too. He believes leverage is the key to success and talks on why leverage is so important. Jason also talks on Tony Robbins and his philosophy after attending his seminar last week.   Key Takeaways: 2:43 Today Jason will be diving into more general topics not necessarily related to investing. 3:53 What kind of resources does Jason read? 8:46 Books are too long! 10:06 Jason believes the three most important things in life are our business, biology, and investments. 12:36 Walking 10,000 steps is a pretty big accomplishment. 13:16 The focus of the Creating Wealth show is to gain leverage on our investments. 15:11 The self-driving car could change the location, location, location motto in real estate investing. 19:26 Jason talks about Tony Robbins. 23:11 Can you really decide to be happy? 25:36 What are we really focused on? 30:21 Jason shares his thoughts about the book Talent Code by Daniel Coyle. 32:41 The best way to learn how to be a real estate investor? Buy property! 35:31 Jason shares his thoughts on the book Disrupt Yourself by Jay Samit. 37:56 There's a website that can tell you if you're house is haunted. 41:21 Marijuana and Denver real estate. 43:41 Check out Jason's next events via his website. P.S The Orlando property tour is almost full.   Mentioned In This Episode: http://www.jasonhartman.com/ Tough Times Never Last, But Tough People Do! by Robert H. Schuller Talent Code by Daniel Coyle The Organized Mind by Daniel Levitin. Disrupt Yourself by Jay Samit. http://www.diedinhouse.com/ http://www.newser.com/story/214744/marijuana-having-big-impact-on-denver-real-estate.html   Follow Jason on TWITTER, INSTAGRAM & LINKEDIN Twitter.com/JasonHartmanROI Instagram.com/jasonhartman1/ Linkedin.com/in/jasonhartmaninvestor/ Call our Investment Counselors at: 1-800-HARTMAN (US) or visit: https://www.jasonhartman.com/ Free Class:  Easily get up to $250,000 in funding for real estate, business or anything else: http://JasonHartman.com/Fund CYA Protect Your Assets, Save Taxes & Estate Planning: http://JasonHartman.com/Protect Get wholesale real estate deals for investment or build a great business – Free Course: https://www.jasonhartman.com/deals Special Offer from Ron LeGrand: https://JasonHartman.com/Ron Free Mini-Book on Pandemic Investing: https://www.PandemicInvesting.com

Do you want to optimize your skills and unlock your full potential?  Daniel Coyle's "The Little Book of Talent" gives us a roadmap to nurturing and enhancing our innate abilities. This book isn't about the theory of talent. Instead, it's a highly practical guide on how to nurture and hone your abilities to reach new levels of achievement. In this podcast, I'm sharing my top 10 insights from the book.  “Can you recommend a book for…?” “What are you reading right now?” “What are your favorite books?” I get asked those types of questions a lot and, as an avid reader and all-around bibliophile, I'm always happy to oblige. I also like to encourage people to read as much as possible because knowledge benefits you much like compound interest. The more you learn, the more you know; the more you know, the more you can do; the more you can do, the more opportunities you have to succeed. On the flip side, I also believe there's little hope for people who aren't perpetual learners. Life is overwhelmingly complex and chaotic, and it slowly suffocates and devours the lazy and ignorant. So, if you're a bookworm on the lookout for good reads, or if you'd like to get into the habit of reading, this book club for you. The idea here is simple: Every month, I'll share a book that I've particularly liked, why I liked it, and several of my key takeaways from it. I'll also keep things short and sweet so you can quickly decide whether the book is likely to be up your alley or not. Alright, let's get to the takeaways. Timestamps: 0:00 - Please leave a review of the show wherever you listen to podcasts and make sure to subscribe and leave a comment! 1:57 - Talent begin ignition 2:16 - Steal it! 3:01 - Key to practice and the concept of reach 4:08 - Engraving the blueprint of the skill on your mind 4:49 - Daily Practice snacks vs weekly practice 5:06 - Slow practice and the magnifying glass 5:19 - The first perfect rep 5:47 - Exhaustion is the enemy 6:08 - Exaggerate it! 6:35 - Solo practice and the sweet spot 7:02 - The Little Black Book of Workout Motivation: https://legionathletics.com/products/books/the-little-black-book-of-workout-motivation/ Mentioned on the Show: The Little Black Book of Workout Motivation is a bestselling fitness book that helps you overcome the mental blocks that are keeping you unmotivated, unhappy, and unhealthy: https://legionathletics.com/products/books/the-little-black-book-of-workout-motivation/