Podcasts about fundamentally different

They are Fundamentally Different than You The government looks at things in a completely different way than you. I want to believe that the individuals in government start with good intensions. And after they get together, they start to believe that they control everything & you need permission from them to use your own property. Never forget, you own what you produce with your mind and labor. You own your private property. It is the government that has to ask you for permission; not the other way around. The moment you start counting on the government for something you need, that is the moment you give up the rights to your labor, property and even your life. www.RealPowerFamily.com Info@ClearSkyTrainer.com 833-Be-Do-Have (833-233-6428)

These remarks were delivered to the Snohomish County Lincoln Day Dinner on May 17 2024. 

Jag Duggal is chief product officer at Nubank, a decacorn neobank founded in Brazil. It's valued at over $30 billion, is bigger than Coinbase, Robinhood, Affirm, and SoFi combined, has 100 million customers (more than Bank of America!) while only operating in three countries in Latin America, and 80% to 90% of its growth comes through word of mouth. Prior to Nubank, Jag was a director of product management at Facebook, a senior vice president at Quantcast, and a product leader at Google. In our conversation, we discuss:• How Nubank builds a fanatical user base• Tactics for driving word-of-mouth growth• Measuring customer love through the Sean Ellis score• The importance of strategic clarity• The role of category design in creating successful products• Why companies should strive to be “fundamentally different,” not “incrementally better”• Nubank's vision for an AI-powered banking future—Brought to you by:• WorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs• Mercury—The powerful and intuitive way for ambitious companies to bank• OneSchema—Import CSV data 10x faster—Find the transcript at: https://www.lennysnewsletter.com/p/be-fundamentally-different-jag-duggal—Where to find Jag Duggal:• LinkedIn: https://www.linkedin.com/in/jagduggal/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Jag's background(04:34) Nubank's remarkable achievements(06:01) Nubank's product development process(11:23) Nubank's values(12:16) Building products people love fanatically(15:21) The Sean Ellis score(21:27) An example project using the Sean Ellis score(25:07) Picking up the phone and calling customers(28:20) The importance of starting small and iterating(30:42) Pushing back effectively(34:10) Uncovering pain points through customer research(37:53) An example of setting a clear hypothesis(42:01) Developing a strategy(52:16) “Be fundamentally different, not incrementally better”(53:10) Category design(57:37) Nubank's founding story and goals for the future(01:00:46) Advice for adding new product lines(01:03:46) The future of fintech and banking(01:09:23) AI corner(01:12:34) Failure corner(01:20:24) Key takeaways(01:22:11) Lightning round—Referenced:• Nubank: https://nubank.com.br/en/• Coinbase: https://www.coinbase.com/• Robinhood: https://www.robinhood.com/• SoFi: https://www.sofi.com/• Affirm: https://www.affirm.com/• Lemonade: https://www.lemfi.com/• Bank of America: https://www.bankofamerica.com/• Nubank achieves a world record with more than 7 million people participating in NuBolão in one month: https://building.nubank.com.br/nubank-achieves-world-record-with-nubolao• Nu México carries out first financial transaction 20 meters under the depth of the sea: https://www.bnamericas.com/en/news/nu-mexico-carries-out-first-financial-transaction-20-meters-under-the-depth-of-the-sea• David Vélez on LinkedIn: https://www.linkedin.com/in/david-v%C3%A9lez-1004875• Cristina Junqueira on LinkedIn: https://www.linkedin.com/in/crisjunqueira• Edward Wible on LinkedIn: https://www.linkedin.com/in/adamedwardwible• Sequoia Capital: https://www.sequoiacap.com/• Churrascaria: https://en.wikipedia.org/wiki/Churrascaria• Nubank's real foundation: our culture and values: https://building.nubank.com.br/nubank-culture-and-values/• Working Backwards Press Release Template and Example: https://www.linkedin.com/pulse/working-backwards-press-release-template-example-ian-mcallister/• Sean Ellis test: https://productcoalition.com/using-sean-ellis-test-for-measuring-your-product-market-fit-c8ac98053c2c• How to know if you've got product-market fit: https://www.lennysnewsletter.com/p/how-to-know-if-youve-got-productmarket• Reid Hoffman on LinkedIn: https://www.linkedin.com/in/reidhoffman/• Ultravioleta: Nubank expands its premium card offer and adds new features on the product's first anniversary: https://international.nubank.com.br/company/ultravioleta-nubank-expands-its-premium-card-offer-and-adds-new-features-on-the-products-first-anniversary/• Jeff Bezos: Amazon and Blue Origin | Lex Fridman Podcast #405: https://www.youtube.com/watch?v=DcWqzZ3I2cY• The Innovation Method Behind Swiffer Madness: https://www.fastcompany.com/3006797/innovation-method-behind-swiffer-madness• Kevin Systrom on LinkedIn: https://www.linkedin.com/in/kevinsystrom/• Good Strategy, Bad Strategy | Richard Rumelt: https://www.lennysnewsletter.com/p/good-strategy-bad-strategy-richard• Good Strategy/Bad Strategy: The Difference and Why It Matters: https://www.amazon.com/Good-Strategy-Bad-Difference-Matters/dp/0307886239• The Crux: How Leaders Become Strategists: https://www.amazon.com/Crux-How-Leaders-Become-Strategists/dp/1541701240/• How to become a category pirate | Christopher Lochhead (author of Play Bigger, Niche Down, Category Pirates, more): https://www.lennysnewsletter.com/p/how-to-become-a-category-pirate-christopher• Play Bigger: How Pirates, Dreamers, and Innovators Create and Dominate Markets: https://www.amazon.com/Play-Bigger-Dreamers-Innovators-Dominate/dp/0062407619• Playing to Win: How Strategy Really Works: https://www.amazon.com/Playing-Win-Strategy-Really-Works/dp/142218739X• A framework for finding product-market fit | Todd Jackson (First Round Capital): https://www.lennysnewsletter.com/p/a-framework-for-finding-product-market• Citi: https://www.citi.com/• Santander Bank: https://www.santanderbank.com/• Fidji Sumo on LinkedIn: https://www.linkedin.com/in/fidjisimo/• Harvard Kennedy School: https://www.hks.harvard.edu/• Susan Wojcicki on LinkedIn: https://www.linkedin.com/in/susan-wojcicki-b136a99/• Coldplay—“Lost+” ft. Jay-Z: https://www.youtube.com/watch?v=PkCDRm_YRFg• Google Buys DoubleClick for $3.1 Billion: https://www.nytimes.com/2007/04/14/technology/14DoubleClick.html• Real-time bidding: https://support.google.com/authorizedbuyers/answer/6136272• From Third World to First: The Singapore Story: 1965-2000: https://www.amazon.com/Third-World-First-Singapore-1965-2000/dp/0060197765/• The Gilded Age on HBO: https://www.hbo.com/the-gilded-age• Lomi: https://lomi.com/• Nubank careers: https://international.nubank.com.br/careers/—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Our guest is David J. Friedman - Founder/CEO of CultureWise and the author of two books “Culture by Design” and “Fundamentally Different” His leadership story began in the 1980's where he cut his teeth as President of RSI, an award-winning employee benefits firm in the Philadelphia area. In 2006, RSI were the only company to win New Jersey's highest award for quality – the Governor's Award for Performance Excellence. It was their unique culture that was the foundation for their success. In 2011, David published my first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career. Since that time, he has led more than 600 workshops and taught more than 7,500 CEOs. In 2018, he published his second book, Culture by Design, which quickly became the “go to” manual for companies looking to truly operationalize their culture, and in 2021, he published its 2nd edition, updating his original work to address the challenges of the new remote workforce. With his team at High Performing Culture, he created the CultureWise® operating system which is now used by nearly one thousand companies across North America. In this episode of Scaling Culture, Ron and David discuss: How people are your most significant and sustainable competitive advantage Why defining fundamental behaviours is more important than defining core values The power of practicing blameless problem-solving Building impactful company rituals that will last How to select a good culture fit and how to properly integrate them into your business. For more information about David or his books, please go to davidjfriedman.com. To learn more about our books or our Scaling Culture Masterclass on how to build and sustain a resilient, high-performing team, please go to ScalingCulture.Org. Lastly, if you enjoyed this episode, please leave us a comment and share the podcast with one of your friends or colleagues!

Gretchen Hawley is a Doctor of Physical Therapy and a Multiple Sclerosis Certified Specialist. Dr. Hawley utilizes the concept of neuroplasticity in her online MS wellness program, The MSing Link, to help her clients reduce fatigue, get stronger, improve their balance, and walk better. Her clients feel more energized, empowered, in control over their life with MS. Dr. Hawley has been a keynote speaker at several MS conferences, lectures frequently for MS support groups, and continues to keep herself up-to-date on the newest & best MS practices by attending the MS Consortium each year. Dr. Hawley also uses social media to create more awareness around neuroplasticity exercises that can help improve the quality of life for individuals living with MS worldwide. Topics covered in this episode:Managing Multiple Sclerosis (MS)Exercise as a Therapy for MSNeuroplasticity and MSFunctional Exercises for MS PatientsThe Importance of Intention in ExerciseUsing Neuroplasticity to Improve StrengthCreating a Stronger Mind-Body ConnectionThe Five-Day MS Strength ChallengeStrategies for Staying Committed to ExerciseBuilding Consistency in Fitness RoutinesThe Impact of Low to Moderate Intensity ExerciseBalancing Restorative and High-Intensity ExerciseReal-Life Functional Goals for MS PatientsFinding Hope and Inspiration with MSStories of MS Patients' Progress and ImprovementTo learn more about Dr. Gretchen Hawley and her work, head over to https://www.doctorgretchenhawley.com/_____________________________________Happiness is now available on the go! The Happy Juice Pack is now available with MentaBiotics, Energy+ & Amare EDGE all in easy to carry stick packs. Head to http://www.lindseyelmore.com/amare to save $10 on your Amare Happy Juice Pack. _____________________________________Kids Calm is officially here and it is time to stop fighting sleep and build better relaxation and wind down routines. You can get a two pack of Kids Calm or you can check out the Laid-Back Kids Pack, which contains Kids Calm as well. Head to http://www.lindseyelmore.com/amare to save $10 on your first order!_____________________________________We hope you enjoyed this episode. Come check us out at www.lindseyelmore.com/podcast.This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5952903/advertisement

In the world of compliance, there are two main regulatory approaches: how to do things regulations and how to report things regulations. Depending on the regulation type, the compliance and implementation strategy can be dramatically different. In this episode, we explore how smart fintech companies can leverage a specific regulatory approach to grow and optimize their businesses while minimizing the burden of compliance. We'll also dive deeper into the benefits of the how to do things regulatory approach and how it can help companies optimize their processes and services. If you found value in this episode, I would really appreciate it if you could leave a review! My mission is to help and support as many FinTech startups as possible, and when you leave a positive review, more people can find this podcast and help their companies! If you are on Apple, just click here to review, select “Ratings and Reviews” and “Write a Review” and tell me what your favorite part of the podcast is.    Today's episode: [00:32] Discussion of the two main regulatory approaches: how to do things regulations and how to report things regulations. [01:49] The types of regulations that provide clarity and a level playing field for companies. [3:26] The differences between regulations on how to do things and how to report things and how companies in the compliance industry view them. [04:19] How regulations aimed at detecting and curbing unwanted behavior can be overly burdensome for companies and individuals. [05:41] Contrasting compliance regulations that offer little value to companies already doing the right thing with regulations that can help a business optimize its processes for growth.  [07:20] Tips for determining whether a regulation is helpful and minimizing compliance efforts. [08:35] An invitation to share your experiences and thoughts on the two types of regulatory approaches discussed.   Show links: Connect with me on LinkedIn here. Learn how to be valued as a FinTech compliance expert! Join our next call: https://yana-afanasieva.mykajabi.com/collective  Interested in FinTech compliance? - consider investing in the FinTech Compliance Self-Starter Package! I would love to invite you to sign up for my newsletter. If you are interested, please click here.

"You Can Learn Leadership From Anything and Anyone," w/Tom Libby --- Welcome & Introduction  - 00:23 Learning Hard Lessons From Paper Leaders - 02:40 Introducing Thomas Libby - 04:00 Leadership Consistency and Time - 05:30 This Podcast is Fundamentally Different from Anything Else Out There - 08:30 You Can Learn from Anyone - 09:30 Lawrence of Arabia, Episode #40 - 11:00 Controversy Comes When You're Inconsistent - 13:40 At Least 15% of My 26K Tweets are Objectionable - 15:00 Context Matters for Determining Leadership Truth - 16:40 Let's Leave Up Robert E. Lee's Statue - 19:30 Christopher Columbus as the Original American Start-Up Founder - 20:37 The Anti-Federalist Papers, Episode #29 - 24:50 Leadership Education - 27:00 Can You Separate Leadership From the Leader? - 30:20 Bryan Cranston, Plato, and Malcolm in the Middle - 34:00 Leadership Art and Science - 36:00 Trial By Error and Magellan's Journey - 39:00 Listener Feedback: Fitting The Round Peg into the Round Hole - 40:00 Daniel Golman and Jane Austen - 43:00 Listener Feedback: Taking Action in 2023 - 45:00 *Listener Feedback: The Leadership Lessons From the Great Books - 50:00  The Three Percent Rule - 51:00 Play it as it Lays, Episode #46 - 56:00 Three Reasons We Host This Podcast - 57:30 Books Fundamentally Ground Culture - 1:00:15 Leaders Being a Jack of All Trades - 1:02:00 Generation Z's Paralysis by Over Analysis - 1:06:00 Tom Libby's Top Five Desert Island Films - 1:10:16 Stanley Kubrick, Jordan Peele, and Not Getting "It" - 1:14:00 Jesan Sorrells's Top Five Desert Island Films - 1:21:00 Cocaine Bear Film Review - 1:35:00 Staying on the Path - 1:39:00 ---Note: *(@50:00 minute mark I misspoke Mitch Joel's name and I meant Marc Maron. My apologies.)--- Pick up your copy of 12 Rules for Leaders: The Foundation of Intentional Leadership NOW on AMAZON! Check out the 2022 Leadership Lessons From the Great Books podcast reading list! --- Check out HSCT Publishing at: https://www.hsctpublishing.com/. Check out LeadingKeys at: https://www.leadingkeys.com/ Check out Leadership ToolBox at: https://leadershiptoolbox.us/ Contact HSCT for more information at 1-833-216-8296 to schedule a full DEMO of LeadingKeys with one of our team members. --- Leadership ToolBox website: https://leadershiptoolbox.us/. Leadership ToolBox LinkedIn: https://www.linkedin.com/company/ldrshptlbx/. Leadership ToolBox YouTube: https://www.youtube.com/channel/UCJvVbIU_bSEflwYpd9lWXuA/. Leadership ToolBox Twitter: https://twitter.com/ldrshptlbx. Leadership ToolBox IG: https://www.instagram.com/leadershiptoolboxus/. Leadership ToolBox FB: https://www.facebook.com/LdrshpTlbx.

On this episode, Ami Kassar interviews David Friedman, CEO of High Performing Culture, on the new rules about corporate culture in the post-pandemic world. David is an author, speaker, CEO, and the developer of the CultureWise® operating system. His company helps organizations to create, drive, and maintain high-performing cultures, with a proven system that's straightforward, practical, and easy to use. The principles that David teaches are based on the process he developed while serving as the President of RSI, an employee benefits consulting firm headquartered in Mt. Laurel, NJ. Under his leadership and direction, RSI grew from 2 employees to a staff of more than 100 professionals and annual revenues in excess of $16 million. The firm won numerous awards including being named one of the Best Places to Work in the Philadelphia region 3 times and one of the Best Places to Work in NJ 4 times. In 2006, RSI earned the NJ Governor's Award for Performance Excellence – Gold Level, the highest award for total quality available in the state. In 2008, RSI became a division of Arthur J. Gallagher & Associates (AJG), one of the largest insurance brokers in the world. David served as the Area President for Gallagher until his retirement in July of 2010. In 2011, David published his first book, Fundamentally Different, based on the insights he learned and taught during his leadership career. His second book, Culture by Design, was published in 2018 and has already been called “the most useful book ever written on organizational culture.” In 2021, David published the 2nd edition of Culture by Design, which includes insights and strategies for managing culture in the new remote/hybrid work environment. Today, in addition to leading CultureWise, he's a frequent guest speaker and seminar leader on leadership, organizational culture, and building high-performance teams. In the last 7 years alone, he's led more than 500 workshops for more than 5,000 CEOs. In 2021, David was recognized by Vistage International as their Speaker of the Year. He also serves as a consultant to scores of companies around the country. David is a 1983 graduate of the College of William & Mary with a degree in philosophy. Recorded 08/15/2022.

Today in our continuing series on "You Are..." Pastor Mark directs our attention to this passage in 2 Corinthians. Consider with us what it means to be temples of the Holy Spirit, what it means to be "unequally yoked", and how believers are fundamentally different from unbelievers.

On this fun Friday vibes episode Rebecca & I talk all about belief and belief systems, and how and where we believe people must have a minimal burden of proof for something to exist or not. We'll talk about my belief scale, and we will talk about people's spiritual and religious differences, and how we can respect one another without necessarily believing what other people believe. Also, we talk about all the big beliefs out there, from supernatural beings like God, angels & demons, as well as paranormal entities like ghosts & black-eyed children, as well as biological critters such as bigfoot and other cryptids like the rake, mothman, etc. At the end of the day, we try to be open-minded and respectful of everyone's differences and belief systems, but sometimes beliefs are so outrageous that we just can't follow. So, we talk about that, and how we must learn to separate our respect for someone's beliefs from respecting the person themself. Is there ever a time where it's ok to disrespect someone's beliefs?  We'll get into all of it! Such a fun episode you guys, please enjoy!Support the show

Beth Garner talks with David Friedman, founder and CEO of High Performing Culture, LLC and author of Fundamentally Different and Culture by Design: How to Build a High-Performing Culture, Even in the New Remote Work Environment. In today's episode, David shares why culture is the biggest opportunity for companies to have a competitive and sustainable edge against their competitors and explains how leaders can create and implement their culture plan.Key Takeaways:[:50] A little bit about David and his journey towards launching the CultureWise platform in 2020.[3:45] David shares his experience writing two books.[4:55] What makes culture a competitive edge?[6:40] The biggest opportunity we have for differentiation is our people. [9:15] Most CEOs nowadays agree that culture is very important but not all of them know what to do about it.[10:50] David explains how culture can be made into a core business process.[13:30] David shares why most CEOs don't have a documented culture plan.[14:40] What does a culture plan look like in the new hybrid/remote working environment?[17:50] David defines rituals and their importance in sustaining your culture.[20:05] David shares the steps for building and defining a culture. [21:25] David discusses the difference between core values and fundamentals. [27:40] How can companies introduce culture to new employees?Resources:Abandoned 401(K) Accounts and The Great ResignationERISA Center of ExcellenceEmail: bdotalkserisa@bdo.comCulturewise.comDavid on LinkedInBeth on LinkedinQuotes:“Whatever you told me that makes you special and if I were to invite your competitors in the room and ask them the same questions, they'd probably give me the same answer.”“Culture is the single biggest thing that affects how people show up and do what they do every day.”

This week on Best Before Date, "The Nightman" tells how he went from being an awkward incel to being a funny often-not-incel. Nightman and Al chat about growing up and learning to talk to women, dealing with temper issues, and what makes someone a boob or butt (or feet) person. You can find "The Nightman" performing around the city at night (no relation). He is one of the funniest people in Vancouver and a staple in the scene! Don't snooze on this dark but still laughter-filled episode! Please listen, follow, share XOXO (invite your friends to listen!) Be sure to rate Best Before Date 5-stars on Apple Podcasts. Leave a funny/dirty comment and there's a chance I'll read it on-air. Check out the things we discussed timestamped below! IN THIS EPISODE: - Dates similar to open mics (2:45) - The Nightman is single (5:08) - Saint Patrick's Day (7:02) - Fine on my own (9:52) - City planning affects people (11:35) - Nightman relationship (15:14) - Used to be an incel (17:25) - Laid because of stand up (19:09) - First time (20:46) - Big dumb-dumb (22:23) - Where it all started (25:14) - Sex with someone crazy (33:40) - Being right (35:06) - Explosive temper (36:02) - What's your type (38:38) - Tits or ass? (40:44) - Bad start (42:25) - Non-believer (47:23) - Fundamentally different (51:10) - Dating apps (52:04) - Love bombing (53:21) - Narcissist (55:11) Send us a dating question or comment on our Instagram New Episodes every Tuesday at 9pm PST!

In the first reading published Feb 19, 2022 Dr. Ehrman lists the difference and similarities between the messages of Jesus and Paul. In the second reading published Feb 10 2014 Dr. Ehrman explains how the Greek numbers were expressed as Greek letters. Join the blog at https://ehrmanb.log.org/ and read up to 6 new posts each week and every post in the archives. Your entire minimal cost of membership goes to charity. https://ehrmanblog.org/the-messages-of-jesus-and-paul-basically-the-same-or-fundamentally-different/ https://ehrmanblog.org/how-to-make-greek-numbers/

Old-school journalist and founder of Future Net Zero Sumit Bose talks about what he learned from the big guns in the 90s, journalism vs hosting, fame, and why media world is shit. Highlights: “Longer you are in media, the more you realize it's shit” Wanting to be famous is the wrong motivation to get on TV Journalism is a trade you learn by doing, not by getting a qualification (aka degree) Your job is to get the most out of a person you're interviewing, not to be a star You don't need a course to be a better presenter About Sumit Sumit Bose is editor and co-founder of Energy Live News and is founder of cross-industry platform, future Net Zero. He spent twelve years at the BBC as journalist and presenter including hosting RTS award-winning BBC One prime-time current affairs programme Inside Out and as part of the reporting team. His credits include BBC News 24, Radio 5 Live, World Service Radio, BBC World TV and Channel 5. He has narrated and presented several documentaries for both TV and radio. Sumit began his career in journalism with local newspapers in Kent and Essex, having gained an NCTJ in Journalism from Cambridge University. Upon qualifying he worked for local papers in north London and Middlesex before beginning a varied freelance print career with a variety of national newspapers and magazines. From Republican terrorism to political scandals, crime, and science he excelled in original journalism across all disciplines with a track record for breaking exclusives. Among the publications he has written for are: The Independent, Times, Daily Express, Evening Standard, Daily Mail, New Scientist, GP and NME. He joined the BBC in 1993 and soon became a well-known TV and radio presenter. His career has been spent mainly in news and current affairs. From local news reporting and presenting he joined News 24 when it launched. Sumit was the head of the BBC's first journalist DV Camera unit in BBC Science. He spent two years breaking scientific stories including an exclusive 30 minute documentary. He became one of the faces of BBC Breakfast news as a reporter between 1999 and 2001. Again Sumit broke several exclusive stories including an investigation into a hospital testing fiasco and an analysis of the Human Genome Project. He became launch presenter of a ground-breaking news service on BBC Three during which time he covered the 9/11 disaster.In 2002 Sumit was chosen to be the face of the new BBC One current affairs strand Inside Out. In 2004 he joined BBC Holiday as a regular travel reporter. His easy charm and persona have made him a popular choice for hosting corporate events, especially for energy, financial, and medical professional audiences. Find out more at https://sergey-ross-podcast.pinecast.co

What if I were to tell you that the way that you measure attribution is driving terrible business decisions and leading to huge amounts of wasted dollars? If you've been listening to this podcast for any period of time, you know that in order to make good strategic marketing decisions in 2021 and beyond, you need to fundamentally shift the way you think about attribution. Common sense would tell you that marketing attribution software can't measure word of mouth, community referrals, social media engagement, podcast listens, and more. Yet these are the things that are driving the most impact in modern marketing. In this episode, we talk about the shift in thinking you need to embrace, as well as how you can start executing better attribution techniques. Thanks to our friends at Hatch for producing this episode. Get unlimited podcast editing at usehatch.fm.

How Christian Hope is Fundamentally Different from Wishes and Hopes

This match was like pairing great wines. We love when we have a company that has a great culture paired with a company that supports great culture. This show was just that perfect match for the Culture Crush Business Podcast. Kelle and David both bring so much knowledge and expertise to the discussion around company culture. This fluid conversation took us in the direction of discussing companies with unhealthy company culture, how to deal with companies that do not have a good culture, and how to support others in leaving those companies in their search for a company with a great culture. We live in a time where there is no need to stay stuck with a company that has an unhealthy culture. Companies are hiring everywhere and many of those companies are ones with great company culture. The consensus in the discussion was to encourage people to find the best fit for them, especially if it means leaving and finding a position somewhere else. Although we discussed many situations of companies with unhealthy culture and what to do, we also discussed that there are companies with a great company culture that still might not be the right fit. If you are a person that likes flexibility then it would not make sense for you to work at a company that is very strict. If you are not an outdoors type of person then it would not make sense for you to work for a company that has a strong culture that focuses on being outdoors. Finding the right company is like finding the right soulmate online on a dating app. This conversation is yet another one that we will have to plan on doing a part two in the future. Listen to this podcast: If you are working for a company that has a good culture but is wanting to grow it better If you are working for a company with an unhealthy culture If you are thinking of leaving your company for a company with a better company culture If you are interviewing for a new position with a different company and are trying to find the right fit If you are wanting to learn more about company culture and resources to support you in this journey CultureWise offers small to medium size businesses a turnkey operating system for culture. David Friedman is an award-winning CEO, entrepreneur, author, and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career. In 2021 he published the second edition of his book, Culture by Design, the definitive “how to” manual for building a high-performance culture — even in the new remote work environment. His current company, High Performing Culture, has helped hundreds of companies throughout North America to implement his culture operating system, CultureWise®. Follow CultureWise on LinkedIn, Facebook and Twitter. ADMANITY® is the home of the innovative, breakthrough algorithm, The ADMANITY® Protocol. ADMANITY® is the first company to create an online test and predictive emotional algorithm to determine the best emotional advertising strategy for your business, in any niche.  The affordable, 5-minute true/false ADMANITY® Protocol test isolates one of 15 emotional archetypes best suited for your business. The ADMANITY® Protocol is the only algorithm that can identify your company's emotional archetype and then identify your ideal advertising strategies, tactics, formulas, and even copywriting tactics. It gives you agency-level recommendations that your business can use for years. Discover the secrets formulas billion-dollar brands use every single day. Kelle Steinecke is the Chief Marketing Officer and Partner at ADMANITY®. An accomplished Marketing Executive, her career spans decades of success and numerous milestones of personal achievement. Being an ardent creative with a competitive spirit, Kelle fast-tracked the corporate ladder, regardless of the barriers thrown her way. Kelle initially found great success in the financial sector but has proven herself equally adept in many industries, including real estate, healthcare, automotive retail, managed IT, waste management, and bank/credit union consulting. In addition to being an expert leader of marketing teams across many diverse industries, Kelle evolved into a leadership coach for both staff and C-suite teams. Kelle is a die-hard optimist who champions the kind of culture where teams don't just survive – but thrive. She sees a challenge only as a gateway to an innovative solution and her passion for helping others achieve goals previously thought impossible, is truly what fuels her entrepreneurial soul. Connect with Kelle on LinkedIn and follow ADMANMITY® on Facebook, Twitter , and Instagram.  

Great episode on tap here featuring Jaime Oikle of RunningRestaurants.com along with David Friedman, CEO of Culturewise and author of "Culture By Design" and "Fundamentally Different." Perhaps your restaurant has been remiss in not taking the time to talk about culture in your business. Well, this session is guaranteed to load you up with talking points and strategies for success as we hit on: Defining the behaviors / "Fundamentals" that drive success in an organization; Creating and deploying rituals to teach and practice behaviors with consistency; Engaging the workforce for maximum impact; How to roll out culture training to a restaurant; The impacts of the current hiring crisis; Keys to avoiding bad hires and more. You don't want to miss this...check it out... Find out more at https://www.culturewise.com & https://www.runningrestaurants.com.

David Friedman is an award-winning CEO, entrepreneur, author, and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career, and in 2018 he published his second book, Culture by Design, the definitive “how to” manual for building a high-performance culture. His current company, High Performing Culture, has helped hundreds of companies throughout North America to implement his culture operating system, CultureWise™.   During the show we discuss: ● What is corporate culture and how can it be operationalized in a company ● 8-step framework to create a winning culture ● How to define with crystal clear clarity what your culture should be ● The difference between values and behaviors  ● How to create behaviors that give your team clear expectations  ● Some of the most popular cultural behaviors that companies adopt  ● Explain how and why organizational culture changes. ● The bottom-line benefits of a high-performing culture ● What should every corporate culture have and not have ● The primary reasons why leaders choose to focus on their culture ● How to adopt a culture that can last forever  ● How can companies effectively manage their culture when employees are working remotely ● How different is remote culture vs traditional organizational culture ● Define the behaviors that drive success in your organization ● How to create and deploy the rituals necessary to teach and practice those behaviors with consistency ● How to engage your workforce for maximum impact   Show resources: www.culturewise.com https://www.linkedin.com/in/davidfriedman-01b38a35/

Welcome to Episode 161 of Building My Legacy.In this podcast David Friedman — award-winning CEO, entrepreneur and author — talks with us about the importance of building cultures. David believes that, as a leader, if you don't take control of your corporate culture, it will be created for you by the strongest personalities within your organization. In our discussion, he provides tips on how you can be intentional about culture and introduces us to the process his CultureWiseTM system uses to simplify the experience for you and employees at all levels of your company.David explains how to implement the culture you want by defining it clearly and introducing “rituals” to implement the needed behavior changes in a structured, systematic way. He's convinced that most employees want to do great work, but they may not understand fully what that entails and may not have the internal discipline needed to lead to success.So if you want to know:– How culture has an enormous influence over how employees do what they do– Why the CEO has to be the chief culture officer, too– What prevents leaders from being intentional about workplace culture– Why it's easier to coach someone about their behaviors than their values– Why rituals are so important in the rollout and maintenance of your desired work culture– Practical ways to measure the implementation of a cultural change About David FriedmanDavid Friedman is a CEO, entrepreneur, author and renowned public speaker. As CEO of an employee benefits consulting company, he grew the business from a few people to more than 100 employees because of the culture the company had built. After he sold that company, he wrote his first book, Fundamentally Different, based on the insights he learned by intentionally building the right culture at his former company. He followed that up with his second book, Culture by Design, a “how-to” manual for building a high-performance culture. His current company, High Performing Culture, has helped hundreds of companies throughout North America implement his culture operating system, CultureWise. More information about David and his company is available at his website, CultureWise.comAbout Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-161-david-friedman-on-building-your-workplace-culture-building-my-legacy-with-lois-sonstegard-phd

Welcome to Episode 161 of Building My Legacy.In this podcast David Friedman — award-winning CEO, entrepreneur and author — talks with us about the importance of building cultures. David believes that, as a leader, if you don't take control of your corporate culture, it will be created for you by the strongest personalities within your organization. In our discussion, he provides tips on how you can be intentional about culture and introduces us to the process his CultureWiseTM system uses to simplify the experience for you and employees at all levels of your company.David explains how to implement the culture you want by defining it clearly and introducing “rituals” to implement the needed behavior changes in a structured, systematic way. He's convinced that most employees want to do great work, but they may not understand fully what that entails and may not have the internal discipline needed to lead to success.So if you want to know:– How culture has an enormous influence over how employees do what they do– Why the CEO has to be the chief culture officer, too– What prevents leaders from being intentional about workplace culture– Why it's easier to coach someone about their behaviors than their values– Why rituals are so important in the rollout and maintenance of your desired work culture– Practical ways to measure the implementation of a cultural change About David FriedmanDavid Friedman is a CEO, entrepreneur, author and renowned public speaker. As CEO of an employee benefits consulting company, he grew the business from a few people to more than 100 employees because of the culture the company had built. After he sold that company, he wrote his first book, Fundamentally Different, based on the insights he learned by intentionally building the right culture at his former company. He followed that up with his second book, Culture by Design, a “how-to” manual for building a high-performance culture. His current company, High Performing Culture, has helped hundreds of companies throughout North America implement his culture operating system, CultureWise. More information about David and his company is available at his website, CultureWise.comAbout Lois Sonstegard, PhDWorking with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:https://build2morrow.com/Thanks for Tuning In!Thanks so much for being with us this week. Have some feedback you'd like to share? Please leave a note in the comments section below!If you enjoyed this episode, please share it with your friends by using the social media buttons you see at the bottom of the post.Don't forget to subscribe to the show on iTunes to get automatic episode updates.And, finally, please take a minute to leave us an honest review and rating on iTunes. They really help us out when it comes to the ranking of the show, and I make it a point to read every single one of the reviews we get.Please leave a review right now. Thanks for listening!Building My Legacyhttps://businessinnovatorsradio.com/building-my-legacy/Source: https://businessinnovatorsradio.com/episode-161-david-friedman-on-building-your-workplace-culture-building-my-legacy-with-lois-sonstegard-phd

Karl Popper explained that an argument never should go like: I am sure of because of all these reasons: … He explained that arguments should go like this: Here is my theory … and it has these flaws: .... Here is another theory which has less flaws so might be more useful … The problem with first way It assumes that knowledge cannot grow: that there are only a finite number of solutions and that we have to pick the right one It assumes you can proof that you are right Confirmation/ verification is impossible No authorities ...

David Friedman is an award-winning CEO, entrepreneur, author and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career. And in 2018, he published his second book, Culture by Design, the definitive “how to” manual for building a high-performance culture.   His current company, High Performing Culture has helped hundreds of companies throughout North America to implement its culture operating system, CultureWiseä.   Questions   Can you share with us a little bit about your journey? How it is that you got to where you are today. We like to always ask our guests in their own words, if they can just share with us a little bit about who they are and how it is that they got to where they are today. So your first book that you wrote Fundamentals, you had mentioned that one of your fundamentals is quick response time. Could you share with our listeners what are some of the other things that is the core of your fundamental practices? Do you see any emerging trends in relation to things that leaders in organizations need to focus on more, even more now than before the pandemic probably for the next two or three years? Can you share with us if you have an app, a tool or a website that you absolutely can't live without in your business? Can you share with us one or two books that have had the biggest impact on you? You mentioned one earlier The Effortless Experience, but maybe any others - it could have been a book that you read a very long time ago or even one that you read recently, but it really has impacted you. What is something that you are really excited about - one thing that's going on in your life right now that you're really excited about, it could be something that you're working on to develop yourself or your people. Can you share with us where listeners can find you online? Do you have a quote or saying that during times of adversity or challenge, you will revert to this quote, it kind of helps to get you refocus, maybe because you got derailed or you just got off track? And so this quote kind of just brings you back to centre to focus on what's really important.   Highlights   David's Journey   David shared that he lives in the Philadelphia area, he spent 27 years as the CEO of an employee benefits consulting company. And he grew that company from a couple of people to a little bit over 100 people and during the years that he was growing that company, they were very, very successful in almost every dimension you can look at, but the foundation of all of their success. Everything that made them successful was the culture that they had created in that company. And as the CEO of that company, he did a lot of things in a very intentional way to make that culture happen. He eventually sold the company to a large multi-billion-dollar company, ended up retiring from that industry. And he wrote his first book, which was called Fundamentally Different which was referred to before. And it was a book about the things he had done in his career that made them so successful, specifically around culture. And what ended up happening is people started reading that book and getting a lot of value from it and they started asking him if he would come to speak to their organizations about the things about which he had written. And so, next thing he knew he was travelling around the country giving talks to CEOs and people started hiring him to help them and next thing he knew he was in a new career. And so, over the last seven or eight years, he has given more than 500 workshops on this material, typically to CEOs and other leaders, worked with hundreds and hundreds of companies helping them do it. And has written three books on the topic. And so, it all comes from the experience that he had leading a company himself, and what he learned and what he now teaches people.    Other Core Fundamental Practices    Me: So your first book that you wrote Fundamentals, I know at the beginning of the conversation, you had mentioned that one of your fundamentals is quick response time, which was music to my ears. Could you share with our listeners what are some of the other things that is the core of your fundamental practices?   David stated that what he teaches people is that in any organization, he doesn't care of organization it is, the culture in that organization has an enormous influence over everything that happens from customer service to everything else that takes place.   And so, as leaders, we should be intentional about creating the culture that we want to have. One of the important elements and probably the most important element in creating a really great culture or any culture for that matter, is being clear about what are the behaviours that you say, “Boy, if we could get all of our people living to these behaviours, this is the kind of organization I want to have.” And he gives those behaviours a name, it's just his nomenclature, he calls them fundamentals because he thinks they're fundamental to success.   So they help organizations define their culture in terms of a set of very specific behaviours. In his particular company, and this is his company, it doesn't have to be the same for a different company. But in his company, some of their fundamentals, the one you're asking about a moment ago, is one that we called Be a Fanatic About Response Time. Some of the others that he teaches in his own company are things like Honour commitments, Practice Blameless Problem Solving, Get Clear on Expectations, Be a Generous Listener, these are actions, they're things that people do, and you get people doing these kinds of things, you create a very different kind of organization. So those are just some samples of the fundamentals he teaches in his own company.   Me: Great. So, those are also in the book, right? Could you share with us why you think those things are critical to creating a culture where customer experience, of course, is at its utmost best because clearly, a lot of organizations have many challenges in trying to get their customer experience to be consistent. How is it that you go into these organizations, I'm sure a lot of their issues is everybody's not doing what they're supposed to be doing, how do we get people to be passionate? How do we get them to operate like how we do? I wish I could clone myself and have 100 of me, but the reality is you can't. So how do we get everybody on the same page?   David shared that the foundation of the system that he teaches is, there eight steps to it, but let's just boil it down to its essence.   There are two things that are critical for success. And this is true, whether we're talking about customer experience, or we're talking about innovation, or we're talking about anything, even a sports team, a family, you want to get a group of people to be consistent so that you can clone yourself, there are two things that are critical. The first is what we were just talking about, we have to be crystal clear about the expectations. So frequently, he hears leaders frustrated that people aren't being the way they want them to be but they haven't been clear enough about what they expect, they're just annoyed that people haven't somehow, miraculously by osmosis figured it out themselves.   So the first step is absolute clarity about what is it that we expect of people. And when we talk about that clarity, one of the ways that companies try to do that and fail, is that the typical way of doing that is they create a list of core values and they look wonderful on the website, except most of the time, they're so broad, and so nebulous that they don't really bring enough clarity.   He makes a big deal about the difference between what he calls values and what he calls behaviours.   So a value is an abstract idea, quality, integrity, loyalty, service, teamwork, those are wonderful words, but they mean so many different things to different people, that they're very difficult to operationalize.   Behaviours are actions, they're things people do and because they're action oriented, they're a lot easier to be coaching people about, it's very difficult to coach somebody about their values, it's a lot easier to coach them about their behaviours.   So the first step is this defining with way more clarity, exactly what we expect, in terms of a set of behaviours or as he noted a moment ago, he calls fundamentals.   Now, once we have that, it's great to have them listed and have more clarity. But here's the real key step. And this is so simple. He calls it creating rituals.   So a ritual is a routine, a habit, something that we do all the time and the reason that rituals are so important, is that most people and you've seen this, most people aren't very good at sticking with things. We come up with all kinds of wonderful ideas. And then we get busy and life gets in the way and they fall by the wayside, so the company comes up with the big new programme and for three months or even three weeks, everybody's all excited about the new programme and then they fall by the wayside.   When something becomes a ritual or routine, it's not difficult to continue, it's just part of our routine. So he'll give a simple example in another area and then take us back to this topic of service and business.   You wake up in the morning, you brush your teeth, before a ballgame in the States the do the national anthem, there are just routines about how you operate. Some people before a meal, they say a prayer. When something is a routine like that, it's not hard to do. So the way we use that simple concept is we take these fundamentals as he calls them and they begin to focus on one fundamental every week through a series of rituals.   So week number one, everybody in the company all week long is thinking about working on focusing on fundamental number one, the week after that everybody in the company is on number two, and the week after that three, and they keep cycling through them.   So giving one simple example of a ritual to illustrate it for the listeners. So one of the rituals that he practices in his company, and all of their clients do this as well, is that every time they have a meeting in their company, whether it's a project team meeting, a department meeting, a virtual meeting, if they have a meeting in their company this week, every single one of those meetings, the first agenda item of the meeting is the fundamental of the week. And they spend the first few minutes of the meeting talking about this week's fundamental and what it means.   So his company's fundamental this week, he mentioned it before actually is called Practice Blameless Problem Solving. So every time they have a meeting anywhere in their company this week, the first agenda item is going to be a three or four-minute discussion about practicing blameless problem solving.   That gets them lots of chances to teach and teach and teach and teach. So if they start by defining really clearly the behaviours that are important in their organization, and then they have a structured systematic way to teach those behaviours over and over and over and over again, sooner or later, those behaviours are going to become internalized in their people and that's how you get yourself cloned. What most people do is they again, either aren't clear enough, or they put stuff out there and then they figure, “Okay, I talked about it once or it's on the wall, or it's on the website, how come everybody doesn't do it?” You need repetition, without repetition, we don't learn anything.   Me: That is so true. I say it in training so many times. When you're teaching children ABC, you don't just go to school one day and the teacher says, okay, this is the alphabet, ABCDEFG to Z and then they never say it again. It's like constantly being reinforced with the kids; they sing to it. They sing ABC songs to them, they read to them about ABC, they talk to them about ABC, they have pictures. So it's constantly being reinforced and as you mentioned, repetition and adults learn just like children.   David agreed that we do, it's how humans work. And yet somehow in most organizations, we think that people are just going to magically figure it out without that repetition. He'll give a very good example of actually where he learned all of this originally, and it relates very directly to customer service.   So, one of the organizations that is world renowned for incredible customer service experiences is the Ritz Carlton Hotel chain. If there ever was an icon for extraordinary customer experiences, it would probably be Ritz Carlton. And many years ago, he had an experience at where he brought his company to a Ritz Carlton for a day of brainstorming about great service and knowing how great they were, he asked them if they could share during their lunch with them some of the things that they do, and they do a very specific thing that really became the foundation for the concept behind what he teaches.   At Ritz Carlton, they have 20 behaviours that they have articulated about delivering great customer experiences. And these behaviours are called their basics. The Ritz Carlton basics, and there are 20 of these.   And every day they have a ritual that's called the daily lineup and a daily lineup, what happens is in every Ritz Carlton property in the world, in every department and in every shift, the team members get together at the beginning of the shift, and they gather around for a 10 or 12-minute meeting known as the daily lineup. And the first thing they do in their daily lineup is they talk about the basic of the day.   So if today were day number one in every department, every shift people would be getting together and kicking off their shift with a brief meeting and they start the meeting talking about basic number one. Tomorrow, everybody would be on number two and the next day number three, and so on.   And at the end of 20 days, they go back to the beginning and they do it over and over and over again, every day of their entire career. And that's how they get people to absorb and internalize the things that lead to extraordinary experience. They don't do it by just hoping they're going to get really nice people and it will all work out, they teach these things every single day with repetition. Makes sense.   Me: And you're right. Ritz Carlton, that's the gold standard that everybody's aiming to achieve and sometimes people think, is it that they got really amazing people, but they probably have the same level or standard of people in terms of their recruitment. But as you said, their technique and their strategy in terms of what they're doing, it makes sense because it's being repeated, it's being reinforced, people are being held accountable and now it becomes almost a part of your DNA. Because if you're doing something over and over again, it becomes so a part of you. I remember when I went to high school, I went to a Catholic High School, we were not allowed to walk on the grass, it was completely forbidden. And I recently went on vacation with my daughter to Airbnb in Ocho Rios and she just walked across the grass and I had to walk on the path and go around. And the little light bulb went off in my head, and I said, “Yanique, why don't you walk on the grass?” And I said, “Because it's not allowed.” But it's something that I had to do for 7 years. And so, it actually became a part of me, I think it was like an unconscious behaviour because it was after I thought about what I did, that I was able to dissect and say, “Okay, that's the reason why I did it.”   David agreed and stated that to take that same thought and now let's apply that same exact thinking to customer service or any kind of thing that we're trying to get in our culture. If we want our people to be so unconscious, so automatic about how they deliver fantastic service, well, we have to tell them.   What are the behaviours, that if you were doing these things every day that would create amazing service experiences? We have to be crystal clear about them. And then just like the way you learn not to walk on the grass, we have to teach those things over and over and over and over again, with enough repetition so that they become internalized by our people. And once they become internalized by our people, well, that's just the way we do things around here. It starts to happen and it's such a simple idea.   Me: Simple, yet profound, yet many people are not doing it.   Trends Organizations Need to Focus On   Me: You're in this industry teaching about culture, you're teaching about behaviours. Can you share with us maybe one or two things, trends that you see emerging? We're coming out of a pandemic, not sure if you've noticed anything in the States where you are from in your neighbourhood, if you've noticed anything that's different in terms of people's behaviours, have you found that customers have become more heightened to the quality of experience that they're expecting especially seeing that safety is now the new buzzword in terms of how safe you make your customers feel? Do you see any emerging trends in relation to things that leaders in organizations need to focus on more, even more now than before the pandemic probably for the next two or three years?   David stated that the first thing he would say that's very related to the pandemic is obviously, we have gone to people working remotely in a way that didn't exist before. And even as vaccines become more prevalent and the pandemic gets behind us. Certainly, almost everybody recognizes that we will continue to have a high number of people, never more than ever before that will continue to work remotely.   So some people will be back at the office, but there will be many, many people who will forever work remotely or in some hybrid kind of environment where some are in person and some are working remotely.   And that has enormous impacts, specifically as it relates to culture. That if your culture was mostly a function of people being together everyday, and somehow by example, your were people were figuring out, I guess this is how things happen around here. But there was no overt methodology for teaching, it was just leadership by example. “Well, if I'm not seeing you anymore because we're not physically together. Well, then you're going to have some real struggles if there's no other structured way to convey culture.”   And so, it's become more important than it ever used to be to be systematic about how we create our culture, because we can't rely on people being together anymore and he thinks that's a significant shift.   He would say the second shift that I see and he doesn't know that this is so much a function of the pandemic, as much as it is just a general societal business trend is certainly there's a trend toward more self-service, where there are many clients and many buyers who want to be able to access tools and resources on their own.   So the definition of what is great service means has changed, great service used to mean very high touch personal interaction and so in some cases, that's still true. But there are many other people, especially the younger generation, who their attitude about services, “Just give me the tools to do it myself, I don't want somebody pestering me, I don't want this intense personal relationship.”   And again, obviously, this varies with the person and the product. But in many things, especially the younger generation, “Just give me the tools to go online and do it myself and I'm a happy camper, I don't need anybody to be talking to me. In fact, I don't even want to talk to somebody, I just want to be able to do it.”   And so, he thinks that the implication of that trend is that businesses need to be able to provide multiple ways for people to get the service that they need. If I'm a customer that wants high touch, then I'm going to be frustrated if I can't find anybody to talk to. And so, you need to be able to provide that for me. But if I'm a customer who doesn't want to talk to somebody, you need to provide me with avenues to do self-service. So, he thinks responding to the variety of ways in which people want to receive service, companies need to have a number of different methods.   Me: Those are really, really good points. And you are right, self-service is definitely something that people want. I definitely have seen that as a higher emergence. As a matter of fact, locally, when I tried to reach out to my utility companies, I find I get through to them much quicker through the chatbots that they have on their websites than actually calling them on the telephone, you get through much quicker. You sit there on the phone for 56 minutes, 70 odd minutes, some ridiculous times, just listening to this awful music or recording that they have going on over and over again, but you go online and it's like there's more response, the response time is much faster and the person online is in a better position to assist you.   David shared that there's a great book called The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon. And that's a great book. And one of the points they make in that book is that the challenge is mostly there are these different ways that people want to access service and the problem comes if the way that I want to do it doesn't work, if I have to switch methods. So if I want to call somebody and I can't get through because I'm on hold for 45 minutes, I'm going to be really frustrated. If I want to be able to go online and do it myself and I try it and it's too confusing and I have to give up and pick up the phone and call somebody, then I'm going to be frustrated too. So I need to have different methods to respond to different customers' desires and each of them has to work well. If the way that I tried to get my service doesn't work and I have to switch to method number two, that's where you really frustrate your customers and they leave.   App, Website or Tool that David Absolutely Can't Live Without in His Business   When asked an online resource that he cannot live without in his business, David shared that he has found that in his whole career, that being well organized is an absolutely critical element of success, that if you don't have good systems for keeping on top of everything you need to do, things fall through the cracks and it's extraordinarily difficult to deliver great service to people. It's hard to honour your commitments if you don't have a good way to track all your commitments. It's hard to be a fanatic about response time if things slip through the cracks because you didn't keep track of at all. So systems to keep track of everything you need to do are critical to him. There's a system that he uses many years ago that was back then and then there's an updated version. But back then, he was a big Franklin planner user and a software version of the Franklin planner. A number of years ago switched to an Apple environment from a PC environment, Franklin planner never came out with an Apple version but there's a different company that created a product that is almost identical to what Franklin planner software was. And it's called Opus One and it's basically a planning tool to allow you to keep track of task management, everything you need to accomplish in your life. And how does he keep track of it? How does he prioritize it? How does he make sure nothing is ever forgotten? And he can't imagine how he would function without that, everything he needs to do in his life is there, he looks at it every day. And it's scary to think about what life would be like if he didn't have a tool like that.   Books That Have Had the Greatest Impact on David   When asked about books that have had an impact, David shared that The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon was certainly one of them. He would say a book that he just finished rereading or actually more accurately listening to. He read it years ago and he just re-listened to it is Malcolm Gladwell's The Tipping Point: How Little Things Can Make a Big Difference. He read that when it came out, it came out like 2002 and for some reason it just came across his attention recently and he listened to it on Audible. And he really thinks it's a fascinating book and it gives him pause to think a lot about the things that they're doing. And for those listeners who may not have read or heard The Tipping Point, Malcolm Gladwell, the author looks at social epidemics, how does an idea all of a sudden take off and spread, whether it's a fashion, whether it's a product, whether it's a service, and all of a sudden something goes from nobody knows about this? And then at a certain point, everywhere you look people are talking about that or reading about it or heard of it. And how does that actually take place? Where's the tipping point where all of a sudden, it goes viral? And why does that happen? What are the factors that contribute to something going viral? It's a fascinating book, highly recommend it.   What David is Really Excited About Now!   David stated that the biggest thing he's excited about is the opportunity to scale what they're doing. And what he means by that is that the concepts that he teaches as you've heard, even just in a cursory way in this podcast, the idea that if we really want to drive the culture in an organization, it really comes down to two very simple things, define really clearly the behaviours that drive success and then create this structured systematic way to teach those over and over and over again. And if you do that, you're going to be really successful and he calls that whole concept, he calls it the Power of Fundamentals, that when we have a set of fundamentals that driver our success and then we can have a way to teach it, it has an unbelievable impact. So the Power of the Fundamentals is just such a powerful idea and such an impactful idea and he's really excited and enthusiastic about the work that they're doing in their company to spread that idea so that not just hundreds or 1000s of people but ultimately millions of people can leverage those concepts and apply that to improve their families, their children, their companies, their sports teams, their churches, it applies in every walk of life. And so, the opportunity to spread those ideas and give people tools that enable them to be more successful is just a very exciting and rewarding challenge.   Where Can We Find David Online   Website – www.culturewise.com   David shared that on the website are lots of simple videos that explain the concepts, really easy to understand material there. There's also links there to his books and you can also get them on Amazon or Audible. The most recent book, which was published this spring is an updated version of his original book called Culture by Design.   Culture by Design: How to Build a High-Performing Culture, Even in the New Remote Work Environment (Fundamentals Series Book 2) by David Friedman   Quote or Saying that During Times of Adversity David Uses   When asked about quote or saying that he tends to revert to, David shared that he's going to broaden that. And so yes, and it's a quote that is more related to organisations, but it's equally important individually. So for organizations as it relates to culture, the quote that he says often and really centres him is he says that, “Good companies have good cultures by chance. But world class companies have world class cultures by design.” And what he means by that is that when he looks at those companies and those individuals who are most successful, they don't do anything that's so incredibly unusual, he sometimes says they do ordinary things with extraordinary consistency. They just are very purposeful about everything they do that reasonably moderately successful people naturally are gifted and they do a lot of things successful just almost by accident. But the most successful people, the most successful companies, it's by design, they're incredibly intentional about everything they do. So if he looks at his own work, it's about not just relying on instincts, but being really systematic and really intentional about practicing day after day after day, the things that lead to success.   Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest   Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners   Links   Fundamentally Different by David J. Friedman The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon The Tipping Point: How Little Things Can Make a Big Difference by Malcolm Gladwell Culture by Design by David Friedman Culture by Design: How to Build a High-Performing Culture, Even in the New Remote Work Environment (Fundamentals Series Book 2)   The ABC's of a Fantastic Customer Experience   Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.”   The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!

David Friedman is an award-winning CEO, entrepreneur, author, and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career, and in 2018 he published his second book, Culture by Design, the definitive how-to manual for building a high-performance culture. His current company, High Performing Culture, has helped hundreds of companies throughout North America to implement his culture operating system, CultureWise™. What you'll learn about in this episode: David shares how he started as a college philosophy major before moving into the business world, and he shares how he realized the importance of intentional culture Why culture has an enormous impact on everything in your organization, and why getting intentional allows you control over your culture Why leaders automatically emerge in every group, and why those strong personalities will fill a culture vacuum by creating a culture with our without your influence Why too many businesses will plan finances, their sales goals, their business growth and every other aspect of the business but neglect doing work to create an intentional culture David shares his Eight Step Framework for “operationalizing” your business culture so that you can intentionally design it to serve your organization Why the two most important steps are to completely define the culture you want and create rituals that make your culture sustainable, and how the other six steps support that How most businesses articulate their “vision, mission and values” without giving enough clarity, and how David differentiates between core values and behaviors Why creating rituals is crucial for success by helping create regular, repeatable, second-nature habits What David's rituals look like, and how David and his team repeatedly go back to and practice those rituals until they become habits Resources: Learn more about creating an intentional culture at David's website Email: david@culturewise.com LinkedIn: www.linkedin.com/in/david-friedman-01b38a35/ LinkedIn: www.linkedin.com/company/high-performing-culture/ Facebook: www.facebook.com/MyCultureWise Twitter: @CultureWiseUSA   Additional Resources: Free Executive Leadership Summary report from Predictive ROI: https://predictiveroi.com/research Sell With Authority by Drew McLellan and Stephen Woessner: https://amzn.to/39y7x13 Predictive ROI Free Resource Library: https://predictiveroi.com/resources/ Stephen Woessner's LinkedIn: www.linkedin.com/in/stephenwoessner/

In this episode, we discuss differences between the two confessions and whether they are fundamentally different from one another. The post PB| Are The 1644 and 1689 Baptist Confessions of Faith Fundamentally Different? appeared first on Society of Reformed Podcasters.

In this episode, we discuss differences between the two confessions and whether they are fundamentally different from one another. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/the-particular-baptist/support

The topic of culture is certainly a hot topic, but what does it mean and how do you create it? Are your company values enough?  Today's guest, David Friedman answers these questions and more!Learn more about David's company CultureWise = CLICK HERE.Get a copy of David's book, "Culture by Design"  = CLICK HERE.If you are ready to franchise your business or take it to the next level = CLICK HERE.Prior to founding CultureWise, David was the President of RSI, an award-winning employee benefits brokerage and consulting firm that grew to become one of the largest and most successful independently-owned agencies in the country. RSI was named one of the Best Places to Work in the region seven times, and was four times named one of the Fastest Growing companies. In2006, RSI was the only company of any size in any industry to win New Jersey’s highest award for quality – the Governor’s Award for Performance Excellence – Gold Level.In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career, and in 2021 he published the 2nd Edition of his book, Culture by Design, the definitive “how to” manual for building a high-performance culture.Today, in addition to leading CultureWise, David does more than 100 workshops and Keynote talks per year, sharing his experiences and wisdom with thousands of leaders across the country.

Organizational InclusionIn this episode, herdacious host Lorelei chats with Rose Saenz about the importance of organizational inclusion at all levels of an organization. Unfortunately, it can be easy for workplace hierarchies to let employees feel overlooked. However, Rose urges us to realize that we are not just a number in the masses. With 20 years of management experience, Rose teaches us how to recognize the worth in our contributions while encouraging company leaders to remind their employees of their own value. From seeking out the frontline perspectives to aligning in our common goals, Rose guides us toward building an inclusive workplace culture that celebrates the impactful work we all do. Whether we’re executives, administrators, or frontline staff, never forget that we each have a role to play — all of which is equally worthy!  Host: Lorelei GonzalezCo-host: Rose SaenzRose M. Saenz's 20+ year career is centered around serving our seniors in various senior living roles from nursing care to operations to new developments. Rose is currently President and Operations Specialist for RevealSol, LLC, a consulting company and the Vice President of Workforce Development for Texas Assisted Living Association. Rose is passionate about educating and supporting community leaders in how care is approached, ensuring independence, autonomy and dignity of senior adults is of highest regard through day-to-day operational practices, programming and community design.Things you will learn in this episode (chapter markers available):  Hierarchy of Hinderance 3:25From old school to new school 6:12Execute inclusion 9:18Action steps for improved culture 14:20Creating a safe space 20:50Empowered employees empower employees 22:20Femme fact: Wilhelmina Cole Holladay 30:55Resources mentioned in this episode:  Start with Why by Simon Sinek (book) Smarp blog (employee advocacy)Fundamentally Different by David Friedman (book)Harvard Business Review article Simon Sinek TED TalkEpisode sponsors:  HERdacity   Moonray  Looking for additional resources on this topic? Check out our blog “Why it’s Important to Have an Inclusive Workplace and How to Get There”Loved what you heard on herdacious and want to share with friends? Tag us and connect with HERdacity on social media:Twitter: @herdacityFacebook: @HERdacity Instagram: @herdacityLinkedIn: HERdacity Email: herdacious@herdacity(dot)orgFor up to date information on HERdacity events, webinars, podcasts, and community activities, join our newsletter here.  Disclaimer: While we appreciate our sponsors' support in making this show possible, herdacious content is curated with integrity and honesty.Support the show (http://herdacity.org/donate/)

Last week I was hanging out with family and I was unceremoniously outed as a Pokemon investor/collector and then was proceeded to be ridiculed. Ughhh....at some point we've all been there and was put in a position, to "defend" our purchases even though the people we're talking to won't be convinced otherwise. So today, I decided to take that incredibly annoying conversation into a learning opportunity for any of us who maybe sometimes have moments of doubt with Pokemon.

The appeal to "cooperate" or "to do this together" is often coercive: it's a way to ensure everyone aligns to what you want. Real cooperation is different. Real cooperation = distributing autonomy + seeking consent around a new idea = not forcing everyone on 1 line It is impossible to get everyone on 1 line before starting something, and it is impossible to do that at every step of the way. So you need not want that Everyone has different ideas about how to realise something, the act of forcing that to 1 given idea you have is not effective. It works better the other way around : seek for the idea that gathers more people around it, by evolving it into an ever better explanation. By letting the idea evolution free instead of fixed on beforehand

David Friedman is an award-winning CEO, entrepreneur, author, and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career, and in 2018 he published his second book, Culture by Design, the definitive “how to” manual for building a high-performance culture. His current company, High Performing Culture, has helped hundreds of companies throughout North America to implement his culture operating system, CultureWise™.

Our special guest on Rising Tide Startups is David Friedman.  David is an award-winning CEO, entrepreneur, author, and renowned public speaker. In 2011, he published his first book, Fundamentally Different, which is based on the insights he learned and taught throughout his leadership career, and in 2018 he published his second book, Culture by Design, […] The post 5.14 – David Friedman – CultureWise appeared first on Rising Tide Startups.

OUR YOUTUBE LIVE EPISODE ON APRIL 17 - 7 PM CET!Euro Pudding is a podcast by SEAN.It's created and hosted by Pierre Puget and co-produced and co-hosted by Philipp Scherzer.Visit our website www.europudding.com!Please write to us at info@europudding.com with questions, feedback, topics you want us to cover, etc.Find us on Instagram, Twitter or Facebook.Our sponsors are C21 and Paper to Film.To learn more about the Serial Eyes programme.Musics by Rafaël Leloup.Visual by Katharina Bobeth.THE EPISODEBIG LIGHT, Frank's production companyLeonardo starts airing on March 23rd on Rai Uno in Italia, soon on Starz, ZDF and France Télévisions.You can find This is Us  on different platform and networks. The Boyz is an Amazon original.

In the first reading (post published Mar 7, 2021) Dr. Erhman continues a thread on the Trinity. In the second reading (post published Mar 14, 2016) Dr. Ehrmam discusses student debates and the religious views of Paul and Jesus. Join the blog at https://ehrmanblog.org/ and read up to 6 new posts each week and every post in the archives. Your entire minimal cost of membership goes to charity. https://ehrmanblog.org/the-doctrine-of-the-trinity-where-we-are-so-far/ https://ehrmanblog.org/do-paul-and-jesus-represent-fundamentally-different-religions/

https://lifemathmoney.com/there-is-no-getting-back-to-normal-a-fundamentally-different-world/ Life Math Money Narrated by Harsh Strongman

Our debate format returns! Divya & Feross take the “Nope” side while Amal & Nick represent the “Yep”s. Whose side will you take?

Our debate format returns! Divya & Feross take the “Nope” side while Amal & Nick represent the “Yep”s. Whose side will you take?

There have been concerned attempts to link the Anti-CAA protests of December 2019 to the Anti Farmer Bill protests of December 2020....both protests aimed at forcing the Govt to take back a bad bill and both that had its epicenter in the National Capital. Despite a lot of common elements between the two (including the tricks to suppress them) the Farmer Protest is fundamentally different - enabling it to force the Govt to the negotiating table and even reject the concessions granted by the Govt. The Deshbhakt teams up with Punster (@Pun_Starr on twitter) to take a deep dive into both the protests and why the Govt is listening more to the Farmers than Anti-CAA protestors. *** Subscribe to #TheDeshBhakt to unlock Discord / Exclusive Chats / Content *** PATREON MEMBERSHIP - https://www.patreon.com/thedeshbhakt (International Credit Card / Debit Card) JOIN MEMBERSHIP ON YOUTUBE - https://www.youtube.com/thedeshbhakt/JOIN (Digital Wallets/ G pay) INSTAMOJO - https://imjo.in/XU5arJ (Phone Pe / G Pay / PayTM / BHIM / CC / DC / Netbanking) PAYPAL - https://www.paypal.me/thedeshbhakt ****** Get the New DeshBhakt Merch! ******* India Shipping Only - https://kadakmerch.com/thedeshbhakt *********Follow us on ************ YouTube: - https://youtube.com/thedeshbhakt Twitter :- https://twitter.com/thedeshbhakt Instagram :- https://instagram.com/akashbanerjee.in Facebook :- https://www.facebook.com/akashbanerjee.in SoundCloud :- https://soundcloud.com/thedeshbhakt ********** More DeshBhakt Videos:************ The Deshbhakt Episodes: https://bit.ly/3eLgvLv EMERGENCY: https://bit.ly/3dM4Bj8 Bhakt Banerjee Rocks: https://bit.ly/2VuFQlf B&D Media and the Public: https://bit.ly/389jjzw India explained with TheDeshbhakt: https://bit.ly/2ZjNVKD Akash-Vaani: https://bit.ly/3eKvN3h ****** Credits ******* Writer : Punster Editor : Tushar --- Send in a voice message: https://anchor.fm/thedeshbhakt/message Support this podcast: https://anchor.fm/thedeshbhakt/support

Night School #192: "Comparing People's Faces & Fundamentally Different Realities" by Every Night's A School Night

are talking about the fundamental difference between an ecommerce site selling its own brand products, and one selling other people's products. There's a huge difference, and you need to act and change the website accordingly. Watch our latest case study video here - https://go.hammersleys.co.uk/get-started/

The road to becoming a Thought Leader is seldom a straight one. Our guest this week built a thriving business from a book that was meant to close that chapter of his career. David Friedman is the Founder and CEO of High Performing Culture, author of Fundamentally Different and Culture by Design.  Now David is bringing culture to the palm of your hand with the mobile app CultureWise. David and Peter discuss the process of writing a book to leave a legacy and how that turned into speaking gigs, engagements, then a whole new career. We explore the process for turning a speaking hobby into a business model that would not solely rely on having David in the room.   Last we finish up by finding the things you do instinctively that need to be codified if you want others to be able to teach your method. David specializes in helping companies design world-class culture. We have some thoughts for Changing a Company's Culture.

#63 Rest in peace sir.You can find me, Werner Puchert on LinkedIn and Twitter.

In this solo episode, James shares the 29th fundamental from David J. Friedman's book "Fundamentally Different."

In this episode of The Six Figure Home Studio, Chris rants about irresponsible business partners and contractors. Brian brings the discussion around to talk about the three business beliefs that can make or break your business.   Listen to the episode to hear Chris and Brian discuss the ways that you can nurture or kill your business.   In this episode you’ll discover: What you can learn from John D. Rockefeller’s business model Why you need to keep your word and be trustworthy Why the end doesn’t always justify the means How random outcomes can affect your decisions Why cause and effect can mess you up Why you should under-promise and over-deliver How adding value affects your relationships What you can do to turn customers into evangelists For full show notes, go to www.thesixfigurehomestudio.com/56 If you want to suggest a guest, an idea for the podcast, or you have some general feedback, then you can submit that via email to podcast@thesixfigurehomestudio.com

Fundamentals generally win out, but that doesn't mean price and investor sentiment don't matter. Help support the Silver Fortune Channel through my sponsor, SD Bullion - 10 oz. Silver Bar at Spot! https://sdbullion.com/sf Support Silver Fortune through Patreon: https://www.patreon.com/silverfortune Any content within this video or any other video by the Silver Fortune channel is merely one man's opinion, commentary, and analysis, or actual information obtained from elsewhere, and should not be constituted as legal, investment, or financial advice. Make your own financial decisions, or consult a professional if you'd prefer to go that route. The Silver Fortune channel disclaims any liability for legal, financial, or investment decisions made. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/silver-fortune/support

message, communication, messaging, simplification   Episode Title: Simplify Your Message for Successful Communication - David Friedman URL: http://julieannsullivan.com/simplify-message-successful-communication-david-friedman   Have you given much thought to the way we communicate? If what we say or write isn’t understood, then what does it accomplish? My guest today can help! David Friedman is the author of Fundamentally Different. He runs High Performing Culture, which helps CEO’s be more intentional in their communication and simplification skills. He’s here to teach us about communication skills and how simplification might just be the key to getting your message across. Join us for this exciting episode! You won't want to miss it!   David’s Bio: David Friedman is the Founder and CEO of High Performing Culture, LLC (HPC). His company helps organizations to create, drive, and maintain high performing cultures, with a proven system that’s straightforward, practical, and easy to use. In the last 4 years alone, he’s led more than 200 workshops for more than 2500 CEOs. He also serves as a consultant to dozens of companies around the country.     What you’ll hear in this episode: David’s superpower: the ability to simplify complex topics so people can understand and use them Why do we communicate? To be understood How David tries to make things simple How to be better at simplification: Look at the world from another perspective Give information and explain how to “file” it The curse of knowledge (from Lee LeFever’s book) Taking the big picture view Rituals that can increase our simplification Why you need an intense awareness of how you communicate through writing and speaking How to use clear communication to build trust and increase sales         Interview Links & Other Resources   www.highperformingculture.com   Connect on Twitter Connect on LinkedIn Connect on Facebook Fundamentally Different - David's Book Additional Resources: David's Article on Culture By Design   David Recommends: The Art of Explanation   iTunes - Subscribe, Rate & Review  

Attitude, Business, Culture, Listening, Gratitude   Summary   On this episode of Mere Mortals Unite, we interview Gregory Newell, President of Nave Newell, Inc., a land development consulting services firm. Since founding Nave Newell in 1992, Greg’s philosophy has remained: strive for the extraordinary as both a standard in design and service to clients. Greg’s enthusiasm has evolved into the Nave Newell Way. It has become his passion to coach and teach his staff, and anyone else, how these fundamentals impact everything in your work and home life in a positive way. Greg shares how you can implement them in your own life as well.   You’ll discover:   Why attitude is such an important factor in creating a culture for your company or organization. How Gregory’s attention to his own behavior and demeanor has positively affected his company’s culture. How the Nave Newell Way program has been helpful in retaining and recruiting employees, as well as developing a base of enthusiastic clients. Why a focus on attitude and relationships is relatively rare in his industry. The two reasons why he puts so much focus on listening to others. Why you shouldn’t be distracted by things over which you don’t have control. Why focusing on the simple things can produce such big results. How Gregory serves his competitors by sharing what he has learned. Why his company created a “gratitude wall” and how it has affected his team. Why his company is getting construction projects that no other companies their size are getting. What it means to practice “blameless problem-solving” and how it has helped grow his company.   Interview Links & Other Resources   NaveNewell.com Fundamentally Different by David J. Friedman Connect with Gregory by phone: (610) 265-8323 Connect with Gregory Newell on LinkedIn Connect with Gregory Newell on Twitter MereMortalsUnite.com

David Friedman is a speaker and teacher to CEOs on how to intentionally build high performing cultures in their businesses. David has also authored the book, Fundamentally Difference, which is a collection of principles that he say can be applied in every organization across America and can also serve as a guidebook for life. 

Is organizational culture just a New Age obsession that distracts us from the real work of business? What role do values play in organizational success? David discusses his new book Fundamentally Different.

Is organizational culture just a New Age obsession that distracts us from the real work of business? What role do values play in organizational success? David discusses his new book Fundamentally Different.