Podcasts about operating principles

What if employment as we know it has already died—and we're just pretending not to notice?In Part One of this three-part series, Josh Drean—Harvard MBA, startup founder, and co-author of Employment is Dead(Harvard Business Review Press)—joins Vince to dissect the slow death of traditional work. From the failure of annual engagement surveys to the false promise of “people-first” slogans, Josh makes it clear: the current system was built for the factory floor, not the future.We trace Josh's journey from studying psychology to working in corporate consulting during the pandemic, and now building the Work3 Institute to help leaders redesign employment itself. Why is HR still feared? Why are employees called “assets” but treated like expenses? And how can new technologies like Web3 create better human systems?Part Two digs into how a cold outreach led to an HBR publishing deal—and the 10 principles Josh says every modern worker wants now.Key Highlights of Our Interview:Why Engagement Surveys Are a Broken Ritual“Surveys are the dumbest way to build a relationship. They're not designed for honesty—and most leaders don't really want the truth.”The False Math of ‘People Are Our Greatest Asset'“If people were really assets, they'd show up on the balance sheet. But they don't. They're an expense—and treated like one.”The Pandemic Wake-Up Call“I started consulting right as COVID hit. It forced companies to rethink safety, remote work, and what their employees actually needed.”The HR Dilemma: Protector of People or Risk Manager?“Most employees still associate HR with layoffs. That's a brand problem—and a system design failure.”From Assembly Lines to AI: Why Taylorism Is Still Haunting Us“Modern work still clings to an industrial-era model—check the box, don't ask questions. That doesn't fit the information age.”How Psychology Led Josh Into Web3 and DAO Culture“My reason for doing this never changed—it's about building better experiences. But tech gave me the tools to scale that.”Meet the Digital Native Workforce (a.k.a. Your Kids)“My 8-year-old builds real friendships through Fortnite. If you think digital community isn't real—you're already behind.”The 10 Operating Principles of Work3“From flexibility and autonomy to interoperability and ownership—these are the non-negotiables for the next generation of work.”Why Forcing People Back to the Office Will Backfire“Employees don't want the typewriter factory version of work. RTO is a backwards step—and they know it.”From Psychology Grad to HBR Author: Josh's Journey Begins“I didn't have a tenured chair or a best-selling track record. Just a cold outreach, a clear message—and a broken system to fix.”_________________________Connect with us:Host: Vince Chan | Guest: Josh Drean  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.18 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 1.5% Podcast.Top 10 US Business.Top 1 US Careers.>>>170,000+ are outgrowing. Act Today.

Dan talks to Matthew Newton, CEO of Leatherback Travel, about his radically unconventional approach to scaling an 8-figure business. They dive into why it's crucial to ruthlessly select your opportunities, along with key lessons learned—including when to pivot, balancing flexibility with structure, and ensuring that running a business is always engaging and fun. Lean into some of these insights as you work on your goals for 2025. Want to get in the company of other entrepreneurs to help you kickstart your 2025 goals? Submit your application to join Dynamite Circle at https://dynamitecircle.com/ Links: Leatherback Travel (https://www.leatherbacktravel.com/) Connect with us: Dan: @TropicalMBA (https://twitter.com/TropicalMBA) or dan@tropicalmba.com Ian: @AnythingIan (https://twitter.com/AnythingIan) or ian@tropicalmba.com Chapters (00:00:30) Introduction to Leatherback Travel (00:04:05) Building a House of Brands (00:05:44) Operational Philosophy and Team Dynamics (00:07:27) Scaling Challenges and Growth Management (00:10:39) The Importance of Operating Principles (00:13:23) Special Feeling: The Core Operating Principle (00:16:55) Vision and Decision-Making Frameworks (00:19:05) Navigating Political Opinions in the Workplace (00:20:39) Industry Standards and Guest Expectations (00:22:31) The K Principle: Balancing Flexibility and Policy (00:23:58) Operational Rhythm and Continuous Improvement (00:26:42) The CEO's Role: Captain of the Ship (00:31:31) Top of Funnel Strategies for Customer Acquisition (00:32:18) Finding Your Unique Selling Proposition (00:34:07) Lessons from Struggles: The Importance of Quitting (00:35:35) The Animal Zoo Principle: Making Business Fun Past guests on TMBA include Cal Newport, David Heinemeier Hannson, Seth Godin, Ricardo Semler, Noah Kagan, Rob Walling, Jay Clouse, Einar Vollset, Sam Dogan, Gino Wickam, James Clear, Jodie Cook, Mark Webster, Steph Smith, Taylor Pearson, Tommy Griffith, Justin Tan, Matt Gartland, Travis Jamison, Ayman Al-Abdullah, Tynan, Brian Balfour, Nick Huber, Mike Michalowicz, Greg Crabtree, Jordan Gal Additional episodes you might enjoy: “$1.5 Million from LinkedIn: Strategies for Building Influence and Consistent Revenue” (https://tropicalmba.com/episodes/million-from-linkedin) “It's easier to 10X than to 2X” + 8 Lessons from CEO Bootcamp (https://tropicalmba.com/episodes/easier-10x-than-2x) Building ‘Brick by Brick': Goals, Plans, Scorecards, Cadence (https://tropicalmba.com/episodes/brick-by-brick)

In this episode, we're bringing listeners into the final conversations from the pop-up podcast booth at ELC Annual 2024! Patrick sat down with a few eng leaders attending the event to discuss takeaways from ELC Annual 2024 & eng leadership insights they want to share with others in the community. He chatted with Nick Hurlburt (Executive Director of the Aselo program @ Tech Matters), Manju Abraham (Vice President of Engineering, Primary Storage @ HPE), and Bhupesh Bansal (Head of Engineering - Product Server @ Square). These leaders share some of the guiding principles of their eng leadership careers, highlights from ELC Annual 2024, advice for first timers attending these types of events, and more.ABOUT NICK HURLBURTNick Hurlburt is the Executive Director of the Aselo program at Tech Matters, a nonprofit with a mission to bring the benefits of technology to all of humanity. Aselo is an open source contact center platform used by crisis helplines in over 15 countries. After completing an MS in Computer Science at the University of Illinois, Nick began his career developing early, large-scale AI software at Amazon. He then spent six years overseas working on conflict relief efforts in Burma and South Sudan before returning to the U.S., where he managed software teams at a San Francisco machine learning startup before building the initial version of Aselo as Tech Matters' first engineer. He gets excited about systems thinking, understanding different cultures, and walking through forests reminiscent of his rural Wisconsin childhood.ABOUT MANJU ABRAHAMManju Abraham was VP of Engineering for Primary Storage products at HPE. She has over 25 years of experience leading Engineering organizations to deliver enterprise products of high quality, building, scaling and leading transformation, as an effective change catalyst, across companies like HPE, Delphix, NetApp, HP etc.ABOUT BHUPESH BANSALEntrepreneur and technical leader passionate about making a positive impact in the world. 18+ years track record of building teams, large-scale distributed systems, and consumer products scaling to 100M+ users.SHOW NOTES:Why it's important to incorporate non-eng principles into engineering (1:52)Don't run if the people can't run (4:20)The importance of iterating & identifying patterns that work (5:57)Nick's ELC Annual 2024 highlights (7:35)Advice for first-time attendees to get the most out of ELC Annual (8:10)Challenges around cultural transformations (9:33)How transformations incorporate structure & order (11:35)Manju's experience at / takeaways from ELC Annual 2024 (15:14)Advice for folks on how to get the most out of an experience like this (18:19)Bhupesh's roundtable on managing yourself & learning to let go (20:17)When Bhupesh started to embody the principle of managing yourself (21:52)Frameworks for making the shift to identifying yourself as a leader (24:17)Top ways you can invest in yourself & final takeaways (26:27)This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/

Clarity is arguably a leader's first job. Why are we here? What are we doing? How do we work?MISSION = WHYThis is why we exist—the mission. It's the guiding principle that serves as the foundation for all work. When you talk about it, you should feel your energy rise. When it gets hard, this is what gets you to the other side of the hard. The mission should be clear and have deep meaning to everyone.STRATEGY = WHATThis is the plan of action to achieve the mission. This is where analytical thinking, understanding reality, and committing resources intersect.Strategy is the high-level direction, and tactics are the specific actions. One way to think about it is like a road trip. "We're headed east" is the strategy. The turn-by-turn directions, the vehicle choice, who drives when, and keeping those fed who get hangry are the tactics.Don't fall into the trap of believing that you must have all the answers just because you are in charge. Sometimes, you must drive, navigate, pay for gas, nap, or change a tire. Your role should constantly change depending on what the team needs from you. And don't forget, if you could do this yourself, you wouldn't have a team.CULTURE = HOWThe behavior of each person as they execute the work forms your culture. This happens interaction by interaction and decision by decision. Will I say "please" and "thank you"? Will I punish someone for taking a calculated risk that failed? You need to be intentional about the behavior you expect. The values on the wall often get mocked because they aren't lived. If the values are lived, people won't laugh at them—they'll be proud of them. But if you say you want transparency but hoard information, they should make fun of you. If you say respect is a value but show up late to meetings, talk over people, and never listen, then you don't believe in respect. Remember, the more power a person has, the more impact their behavior has on shaping culture.In 2009, Reed Hastings, the founder of Netflix, published a 125-page slide deck on their values. That's right, 125 pages. It begins with:Be Clear On How - That Drives EverythingReading Scaling People by Claire Johnson, I stumbled upon Stripe's Operating Principles. They are great. Here's one I like:“Solve problems. Be a persistent force for progress. Our leaders must work with their teams and across Stripe to quickly and effectively solve problems—especially when they're hard.”Amazon's leadership principles are great, too. The original version of these was sent out by Bezos after his head of HR spent nine months interviewing people to figure out what really mattered in their culture. It has grown from 9 to 14 principles since then. Here's a favorite:“Earn Trust: Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team's body odor smells of perfume. They benchmark themselves and their teams against the best.”You can have a clear mission, strategy, and tactics, but it doesn't matter if you fail to execute. Execution is all about the "how." Be clear on the behavior you want to hire, reward, and promote. Ultimately, this will be your culture. Hastings says it best, “Values are what we value.”Here's a link to all three. They are worth a few minutes of your time.Stripe Operating PrinciplesAmazon Leadership PrinciplesNetflix Culture (2009 Version)Hit like and share it with a friend. Hope you're good. Take care, bye. -KellyFrom the Archive This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit kellyvohs.substack.com

With over 20 years' experience in responsible investment, Shami Nissan is a leader in sustainability and impact initiatives. Partner and Head of Sustainability at Actis, she's also an Advisory Board member of the World Bank/IFC's Operating Principles for Impact Management, and an Advisory Panel Member of the G7 Impact Taskforce (ITC).In this episode she discusses the crucial role of collaborative learning in the sustainability sector, the strategic importance of transitional fuels in achieving environmental goals, and the challenges of 'green hushing' within the industry. Related links: Bain - EcoVadis Joint Study: Do ESG Efforts Create Value?Grow The Pie by Professor Alex EdmansSilent Spring by Rachel CarsonClick here for the episode web page.For more insights straight to your inbox subscribe to the Future in Sight newsletter, and follow us on LinkedIn and Instagram .This podcast is brought to you by Re:Co, a tech-powered advisory company helping private market investors pursue sustainability objectives and value creation in tandem.Produced by Chris AttawayArtwork by Harriet RichardsonMusic by Cody Martin

Ignacio Otero and Antonio Martinez Leal, Bain's current and former Managing Partners of our Iberia offices, have been supporting each other throughout their careers personally and professionally. As we conclude our Operating Principles series, join us as these leaders share how the principle, "A Bainie Never Lets Another Bainie Fail," has shown up for them during their years at the firm.

Ivan Hindshaw, our Americas Regional Managing Partner, has been living our Operating Principle “Guided by True North” throughout his extensive Bain career and personal life for decades. Sharing experiences of how his career has made him have to have tough conversations in order to do the right thing, Ivan joins us as we continue our Operating Principles series and breaks down what “Guided by True North” means for our clients, people and communities.

Connie Kwok, an Expert Partner in our Singapore office, was taught practicality early on and made career decisions based on this approach. After studying at Oxford and the London School of Economics, she joined Bain as an associate consultant in 2004. She'd later gain experience outside of the firm working with world-renowned restauranteur, Alan Yau, and Amazon before returning to Bain to lead in our Retail practice. Embodying our Operating Principle, “Practical and at Cause,” Connie joins us to share how she's applied this principle throughout her career.

Melissa Artabane, Executive Vice President of Global Diversity, Equity, and Inclusion, is passionate about ensuring Bain is a place where everyone feels accepted and can be themselves. Based in our Boston office, Melissa joins us to talk about our Operating Principle, “Diverse Teams, One Bain,” and shares how her unique childhood sparked a personal interest in DEI, leading her to champion Bain's focus on diverse teams.

Manny Maceda, Bain's Worldwide Managing Partner, joins us to kick off a 5-part series on our Operating Principles. Like other episodes, you'll hear Manny's career journey, but you'll also hear why these core principles produce our outstanding results, empower our teams, and make us a great place to work from the voice of our global leader. Join us as we define our Operating Principles, and hear why Manny believes the principle “Passion for Results” is rooted in the success of the firm and our clients.

Are you ready to take your property management business to the next level? In this episode of the Property Management Business Podcast, Marc shares the six principles of property management. From making problems disappear to maintaining high standards for desirable tenants, Marc shares valuable insights and strategies for running a successful property management business. Tune in for expert advice and practical tips that will help you navigate the complexities of property management.    Ready to retire and looking to leave your company in the right hands. Connect with Pure Property Management and see how they can help.   In April, Marc will be in Florida for the NARPM broker-owner event on Amelia Island. Follow this link to sign up! To find out more about Marc's coaching services click here. Follow this link to spend 2 days with Marc and learn how to run a property management business This podcast is produced by Two Brothers Creative 2024.

Join Keith Bevans and Daniel Yellin for our 2023 Year-in-Review episode as they reflect on why Bain is widely recognized as a best place to work. They'll review standout topics covered last year including our unparalleled opportunities for knowledge experts, our strong culture, and how we support Bainies beyond the firm. Looking ahead, Keith shares what's in store for Beyond the Bio this year including new episodes on our Operating Principles and a new season of Whiteboard Innovators. We're happy to share that Bain has ranked #1 in the US and UK on Glassdoor's Best Place to Work 2024 lists. We've consistently been recognized as the top consulting firm in the US and are the only company to be ranked #1 six times since its inception in 2009. This is also our second consecutive year as the top ranked company in the UK. Being named one of the Best Places to Work is an honor we don't take lightly. You can learn more about this ranking and this episode by following this link: https://www.bain.com/insights/btb-best-place-to-work/

In this podcast episode, Sam Carpenter and Josh Fonger discuss the importance of taking control of your business and documenting clear General Operating Principles.  Sam shares insights from his book, Work the System: The Simple Mechanics of Making More and Working Less and highlights the simplicity and effectiveness of his methodology. If you're looking to transform your business and achieve greater freedom, this podcast provides valuable guidance and actionable steps to get you started. In this episode, we discussed:   Implementing General Operating Principles Taking control of your business The importance of courage in decision-making Creating a clear direction and structure for your team  

Les valeurs n'existent qu'à partir du moment où l'on arrive à les incarner et les faire appliquer. Chez Upflow, cela se traduit pas la mise en place d'Operating Principles. Ils font office de boussole. Dans cet épisode, Alexandre, le CEO, nous explique pourquoi il a mis en place cette méthode et comment vous pourriez vous aussi l'appliquer. Au programme :

Crystal Ung is the Founder and CEO of Bowlcut, the sauce brand named after everyone's favorite 80s haircut, building next generation Asian-American flavor. On this episode of ITS, Ali and Crystal talk about Operating Principles, leadership, and how Bowlcut is the culmination of Crystal's life and career.In the Sauce is Powered by Simplecast.

Today on our show:TikTok Shop Launches in the USShopify CEO Outlines Company Operating PrinciplesKlaviyo and Instacart IPOs Mark Their DebutHoliday Season Kicks Off In October With Big RetailersAnd finally, The Investor Minute, which contains 5 items this week from the world of venture capital, acquisitions, and IPOs.https://www.rmwcommerce.com/ecommerce-podcast-watsonweekly

Join this podcast's Facebook Group: The Dental Marketer SocietyJoin my newsletter: https://thedentalmarketer.lpages.co/newsletter/[Click here to leave a review on iTunes]‍‍Guest: Yolanda MangrumBusiness Name: Fortune ManagementCheck out Yolanda's Media:Website: https://www.fortunemgmt.com/Email: yolandamangrum@fortunemgmt.comPhone: 707-478-6394‍Other Mentions and Links:CostcoUCSFHire to InspireSuperCampDDS4KidsMother Teresa‍‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:Learn what you want to do in life and shape your practice to support that!Aligning core values and designating purposeful work is essential with new hires.We don't want head bobbers with no input in our team. If they are asking questions and engaging, they will be stronger leaders for their role!Responding to angry patients with an apology and offer to help will prove much more fruitful than defensiveness.We want to support our team members in solving the problems they have rather than just solving them for them.Each team member is a leader of their role. Let them have say in the areas that they are the expert!‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: Alright, it's time to talk with our featured guest, Dr. Yolanda Mangram. Yolanda, how's it going? Excellent. Excellent. That's wonderful to hear. So if you can tell us a little bit about your past, your present, how'd you get to where you are Yolanda: today? So, uh, Post dental school. I guess we can start there.I started a dental practice after two years of being out of dental school. Immediately after dental school, I went into being hired as a educator, the a professor at U C S F. And so I was teaching, two days a week. I was associating two days a week by the time that I started my practice and I was opening my practice two days a week.it was a busy, busy time for Michael: sure. Okay. So you opened your practice two days a week and two days a week you were working and two days a week you were educating. So you had one day Yolanda: Yeah. To go to Costco to buy stuff for the practice or to go to whatever. It was an Aaron's day.that's how I got started in the practice. Fast forward, I grew that practice to be basically what I felt was like a teenager. My baby kind of grew up to be a teenager and and I'd already had at that 0.2 babies. And I shaped my practice to be. The way I wanted it for my life.And so I had the great benefit of starting my practice pretty much six months out with a coach. and, you know, the big centering point was, what do you want in life? And let's shape your practice to be that. So at different times, I wanted to be at home to be able to, breastfeed or I wanted to be able to have certain times or days off so that I could pick up the kids.So the practice was kind of shifted and shaped to support that. fast forward, we were in this having kids stage. and I had a maternity leave and basically at that point it made sense that I have an associate. So we ended up having, coverage for the first baby, and then by the second baby she became a partner.so that I could have that life balance. What I didn't plan, 'cause that seemed like a logical thing, being a mom and do that. What I didn't plan was being approached to buy another practice. And I was like, oh no, that's not my plan. My plan is this. when this came about I actually took a different trajectory and did invest in another practice and we came up with a bigger why.And that y became our 10 year mission, in growing this second practice and that y became so big that, it meant that I actually would do something that I would've never, ever thought I would do, which is sell my baby, let my baby that grew up to be a teenager. Go on and exist.In my hometown and have me move one town over and grow a multi-specialty medical and dental practice. So that's where I am today. I have a 10,600 square foot building, 16 op operatory, a med spa, dental spa, and education center. all because of my big why. that I wanted to be able to have a practice, have the passion, in my practice, and also have all this dedicated time to support my family.we had this plan for 10 years. my kids were hitting junior high to do dental missions and to travel the world and to service. and that happened pre covid, thankfully. Because if it had happened a year later my 10 year goal would not have came to a full, existence.So we traveled to probably, I. Five or more countries. and the kids were homeschooled and we did a lot of family values, time in incorporating family values into, experiences through traveling and service. Michael: So you guys still do that right now? Yolanda: they're now in high school.we did it pre covid, and we've done only one mission post covid. we basically weave in. When we do traveling, there's always a way to do some service with it. Even concierge at Nice Hotels can set up a service mission for you. They can look into some local and find ways for you to do a give back, we've done it in Jamaica, Costa Rica.And those have been more just like checking with the local concierge and asking them how can we help? The other things that we did were more with organizations and they were like planned just to go for that. But almost always especially when you're traveling to these beautiful tropical countries, there's plenty of needs in those communities.So, One day excursion being of service is been the way that we've been, bringing our children into a give Michael: back. And they appreciate that. the people appreciate it, but your children will, you know what I mean? Like, it's gonna open up their give back even more.Right. Hospitality, things like that. that's really good. If we can rewind a little bit. You were hired as an educator. but that was Yolanda: immediately after dental school. Yeah I was very active in dental school and I've always been happy sharing and teaching. so about, for about three to four years, I was I don't know what the title was, but some kind of professor, like an assistant associate or somebody about professor at U C S F.I was low on the totem pole, but yes I did some education right after dental school and was teaching things like anesthetic and being on the clinic floor and. And that type of thing. And so all those education things, I was a dental assistant before I went into dental school.I went to lab, tech school before dental school. So that really helped to have a full experience of all the different fields in dentistry before, I opened up my practice 'cause I, I literally know how. It feels to be in each position in the practice, and there are challenges. So that's what's been a key success, I think to me in 2011, I wrote a book knowing that I wanted this mission to be able to travel with my kids. it's called Hire to Inspire. I've. Updated it, but I haven't published the newer version post 10 years after that. But hired to inspire, it was two things that I realized as an employer.One, I only wanted to work with happy people, and two, I only wanted to work in partnership with them. and that meant that I needed to be surrounded by leaders, people that were working on their leadership development. And I never wanna be in a management position. When I hire people in my practice, I sit down and I have a conversation with them about purpose Ikigai is a term in Japanese that's called your reason for being.We start from the very beginning, on our onboarding, which is part of the Hire to Inspire process, which is basically to, from the beginning, make sure that we have matching core values and that we have purposeful work. And so this may be only a point in time for you as far as this leveraging you to your next place.So I always say, you know, as long as this is your happy place. To come to work, then we're in alignment. But I only wanna work with happy people. So if we get to the place where you really, find that your passion is somewhere else, then I'm gonna help you to find your happy place.And that means we'll continue our journey, but in a different way. So you will go off to be, say, a hairdresser. Which ironically yesterday, one of my former employees did. or you'll, we'll stay here and we'll continue to grow together, but ultimately we all have to be continuing to grow and.Be passionate about our work. So Hire to Inspire was a shift in 2011 for me, and I literally took each chapter and I sat down and I read it out loud with my team, many of which are still here with me. many who also have came. And I've supported to go off into other areas. So, So the idea is just to continue to inspire them to look for what their purpose is.so that's our onboarding process is to really get things straight about our core values, who we are. I have a culture handbook that we go over, and we have what's called Operating Principles. Operating principles. Are basically staying, how we do things, why we do things what our why is, is really important.And basically team members. as people, we all want to do, a good job and feel good about our work. But we often don't know how. Or what the best way for that work to show up is. So the more clarity we can have, especially onboarding people, the better. right now we have 50 something people in our practice.Between the two practices. it's always a work. I'm the culture keeper. That's my role is to just keep the culture and it's not always easy. because everybody has different beliefs and things, but. Ultimately having good communication lines and having clarity around your values and, our why is how we, continue to ha live in a happy place and have, that line when you cross over, it's showtime, we're here to serve.Michael: Interesting. So you mentioned you only hire leaders. what's your hiring process look like? How do we even find leaders in that sense, or the ad and everything like that? You know what I mean? Yolanda: Yeah. That's the irony. Everybody can be a leader everybody is a leader to some degree.It's just how well developed are they? most importantly, Do they want to be developed in that way? That's probably number one is everybody in our practice, no matter what your role is, if your role is to clean the toilets, then you are the leader of cleaning the toilets.So we will listen to you when it comes to taking care of that. It doesn't matter what it is. you know, If you are, the Hy Hygienist, you're the leader of the periodontal therapy, and when it comes to you telling us what needs to happen in that department, you're the expert, you're the person who's going off and making a hyperfocus in that area.And so we're gonna, all collaborate on things, but at the same time you're the person steering the ship on that area. As a c e o, as an owner I have to be surrounded by smart people and I want people that are thinking, I want people that are speaking their mind. I don't want people just being head bobbers.Yep yep. Oh, that's not gonna work. Yep. She's gonna fail on that. Nope. I want them to say, I like where you're going, but maybe we need to consider a different direction. Blah, blah, blah, blah, blah reasons, or have you considered this? Or, what's gonna happen with that?So I want people asking questions. Is it frustrating sometimes to be like all excited about doing something, but then have someone put all these questions around? Absolutely. So that's where I had to grow my own leadership. You know, I had to grow who I am to not have such an ego about me being all knowing, we do a collaborative process and everything is about leadership development. I personally, Don't want to be in a conversation where I'm managing something, because stressful at that point. If we're collaborating, if we're working towards brainstorming on how to make things better, then it's a very easy light energy um, process.Michael: Uhhuh, okay. So there has to be like a balance of with every person you find. Humility and confidence, basically. Right? Yeah. Because it's like you gotta be confident enough to know you're the leader for this, and you're gonna tell us how to do it. Give us instructions, manuals, things like that. SOPs, and then humble enough to, yeah, you're cleaning the toilets, but you're the leader for that right.Kind of thing. Yolanda: Whatever it is. to some degree. Um, We all have certain innate skills in certain ones and some things that we have to work on. it's progress over perfection, all the time.And then we're appreciating also that, failures lead to learning. there's um, many different keys in our development process in fact one historical thing that's shaped me and continued and those that have children highly recommend super camp. There's the eight keys of excellence.It has been a hundred percent woven into my structure of living my life. And, we actually weave it into our culture handbook. The eight Keys of Excellence with Super camp. And they have some education on bringing children and teaching children personal development skills.Early on I was a team leader, during undergrad, and so I did three or four years of that When I got out, I was really looking for that camp experience where personal development was forefront in having a team surrounding me with those kind of skillsets, communication, personal development, mindset, all of that.And so I looked and I, interviewed many different. Consultants. And I knew that I needed to have you know, this ongoing constant learning, environment. and after, probably more than a hundred different seminars of sitting in practice management, learning learning, learning what I could. I came across something called Fortune Management, and that's another part of my life now because I've been Coaching for now 10 years, but been coached for 25 years with Fortune Management and it's about extraordinary life, extraordinary practice.So that was the key thing when I had the startup. It's like, what do you want in life? Let's shape your practice to meet that. So fortune, has had a huge impact on me and my. thinking, my processing, our team development, super camp, this, personal development skills, started young.Yeah, I think that these things are a real big part of our development. The reality is, we don't get taught how to talk. We don't get taught how to have relationships, how to get through conflicts. There's a lot of conflicts that can happen in dental practices, and we need to learn how to, come out stronger on the other end.A bad review is an opportunity because it's a cry for help. It's a cry to say, Hey this happened to me. It's not easy to lean in on those things but if someone comes to you say in the office and they haven't actually sprayed it across the, Google and Yelp and all that, then they're coming to you with a concern, or you might call it a complaint, but then they're caring enough to share.So humility again, comes into the place of listening to understand. And also understanding that, we're never gonna be perfect. So if that was that one person's experience, what can we learn from that? Our team is encouraged to basically lean into issue processing, and that's a leadership skill too.Because at first a reaction would be go into defense mode. instead of just apologizing first and then, thinking them immediately for bringing the concern to you, it puts you in a different state.Now you're not in a defense state. know, I apologize for the impact that had on you. Certainly wasn't my intent. thank you for bringing this to my attention. I wanna help boom, you just say those things to anybody that is upset with you at any time. Now, what do you, how would you feel about that?Yeah. If I said that to you and you were upset with me how would you Michael: feel? I'd feel calm. I'd be like oh, oh wait. Okay. I feel, you know what? I feel heard validated like, oh, okay. You're, yes, you're listening to me. Yes. Yolanda: So part of fortune's training is to, understand that there are human needs, people have human needs, we don't know what's going on in their life.It's most likely more to do about them than it has to do with you, And to feel validated, that one, they're being seen, they're being heard and that they matter is huge. And then you get to choose from that point. How much of that is really mine and how much of it is theirs?there anything we could change in our systems or in our processes that could shift the dynamic here? 'cause we are practicing, so let's. Figure out how we can have an issue come up, but then make it better the next time, So we learn from it and we see that as an opportunity to grow.Versus when we're in a mode of defending, we're not in a mode of growing. So I highly encourage that in the leaders to be big instead of to be small. when you are, thinking small, you're in that defense mode. But when you're willing to set that aside and lean in and get curious about it and think like, how could that have happened?How could we have done better? Where did this, go to that side what's missing here? Oh, they don't really understand this part And the, key thing is, That you may get to the place where you totally understand that they don't know what they're talking about when they're talking to you, but if you shift right away into telling them something, you have to remember, are you in rapport with them now?What I said in the beginning that set the framework was to start to get rapport with you, Michael. Mm-hmm. I apologize. it's not my intention. I would never want you to feel like that. So now that was the beginning of rapport. And in our processes and fortune, there's the steps of enrollment, there's steps of getting into rapport with people. that we train, our team members to go through because rapport is everything. Rapport with your team members, rapport with your patients, rapport and influencing. You influence people all the time, getting really good at influencing it and really good at influencing yourself, like talking yourself off the ledge to be defensive.is a big deal. So those are some of the skills that we focus on in, in our leadership development. But basically everybody is in leadership development all the time. You never get out of that school. Michael: Gotcha. And you're a hundred percent right Yolanda, like when it comes to defending We've hear this all the time, they're like, it's good to apologize. It's good to say sorry. Right? It's super good to do that. But you try being the first one to do that, right? Yep. Then it becomes, oh my God. Well, If they say sorry, I can say sorry. You know what I mean? But you know, I'm the first one. I don't know. You know what I mean? Because then you start defensive mode. it takes a bigger viewpoint of there's a bigger thing happening here than just like that little, oh my gosh, we're arguing about the bad review or the defensive, or, I'm not paying you for this or that.There's a bigger picture that we gotta look into. Yeah. that's really valuable. Super camp, Yolanda: what is that? Yeah. Super camp is what's called quantum learning. And personal development. Super Camp is held on colleges all across the world. Actually. I even taught in Hong Kong. dental school got in the way, or I'd have been in many other countries, but, it's a really cool 10 day camp.It focuses on the eight keys of excellence one day, each skill is focused on, so eight keys of excellence. Is this, is it like living in the moment? I'm not gonna list all of 'em right now, but communications, speak with good purpose, failures lead to success. All amazing things to get straight in your head as you leap into the world, So basically you go through a 10 day. Personal development, but also there is these quantum learnings where you learn speed reading. different ways to look at math. s a t prep of some sort. Mm-hmm. So, it's a big impact.10 days. And I was able to be a team leader. It is not inexpensive to do that, and I certainly would've not been able to attend from a financial standpoint at that point. But as a team leader I got to absorb a lot of those teachings and I was taught to teach them. So, It was like the best of all worlds.Michael: Nice. Okay. So you were able to absorb as much and you still carry it on until today. Yeah. From what we're talking about, right? Yeah. One of the things I wanted to ask you is, it sounds like from the beginning you've had I guess like a mission or, my children.I wanna be with them. I wanna be with my family and everything like that. How did you keep that mission in front of your eyes this whole time? for example, I'm opening a practice, then you're just, that's my baby. I gotta do that practice. Then another one, oh, then we get mom guilt and stuff like that. How did you keep that mission in front of your Yolanda: eyes? Yeah, it's a daily mindset for sure. And it's what you're saying yes to, means what are you saying no to? you always have to look at your yeses and your nos.And you also have to be really focused on your, why Is it bringing you closer to your why? I certainly, I. Have made more mistakes than, it feels like anyone in making this mission come together. you know, and people think that success is just straight up, but it's like this, you know?Mm-hmm. you just dip and then you come back up and you dip and you come back up. you win, you lose, you win. You lose. it's just a matter of better the next time. And that's where leaning into issue, processing, leaning into, facing the things that didn't work.And it's about getting back on the bike and continuing to pedal. So I know that, with my kids it was definitely always the centering for me, and my why I was working and how we were developing the team members. The good thing is that I happen to be one of those people that really enjoy.Service and support, and I get a lot out of seeing people grow. More than my own successes. it gets me really excited to see someone figure something out and to have been, this little part of it, or maybe just enough to, get them to jump up.So in my lifetime in the beginning, We got a post-its and we got a big board and my husband and I boyfriend at the time, said, okay, what do we wanna accomplish with this practice? fast forward looking 10 years from now, looking 20 years from now, what do we wanna see after all of our years of work?And that's where. being in the future is really valuable because now you get your why, but then you have to come back and we have to be in now. What can we do now? What's the best resources now? Because if we're always just like dreamy, dreamy, dreamy over here, then we're not actually accomplishing things.And the other thing is, that if we're always looking back, What ifs? Should'ves. Could'ves. Wished of, you know, wished, wished, wished. If I'd only known then now we're not doing anything about the now. Things are not moving forward. They're just staying behind. So I think the present, the key, this is it, It's hugely beneficial to stay in the now. each one of those keys, the eight Keys of excellence really keeps me centered. Michael: Yeah, that's a really good point. I feel like if you stay in the, now you stop so much procrastinating 'cause of the future, right? You're like thinking of my why.Oh, I'm gonna get there. And then you eventually, you know what I mean? Or it's gonna get there. If you're in the now, you're like, okay, now I got to do this in that moment kind of thing. I only have Yolanda: now, right? Yeah. Yeah. I only have now Michael: really good. You mentioned, two words that I kind of want to ask you about issue processing.is Yolanda: that? So issue processing, this is where real leadership comes into play because, we look at, say an issue. maybe the phone's getting answered. Mm-hmm. You take an issue and we all, put our emotions aside and we at it and, how could we do that better?And if we are in a process of brainstorming with all these different people, like how can we get this better? How can we get this better? And the focus is around that one issue. Now some solutions start coming up. What I'm not a fan of is having someone hand me their monkey and then I'm supposed to put their monkey on my back.Basically, as a leader, their issues come up, but if they just wanna say, here's my problem, so I don't need people coming to me with their problems, basically, that's their monkeys, and I wanna be able to support people to figure things out. I wanna be able to support them to be making some decisions. In fact, we have a process called decision Tree.So basically my goal is to help them to know which decisions they need to just make and which decisions they need to bring to me. So in a tree, for instance, I'm the roots, you know, in the trunk, but I want my team members to make some branch decisions, or at least the leave leaf decisions.I don't want them bringing me all the leaves, I don't wanna be raking up all those leaves all the time because then that's a whole different level of energy. I want them to feel empowered to make some decisions. So when they're part of issue processing. Then they can understand like, how I'm thinking, what I'm thinking.for instance, a patient's upset and they're complaining about their crown. Maybe you don't give the entire crown away. Don't just say, we're gonna do it for free. Don't worry. I don't want you to be upset. Yeah. Maybe we come up with a better decision. So, As a leader, leading leaders, I'm careful to Squish them in a place when they've made a decision. And then I said that was a bad decision, so I have to develop them in that regard. So I want them to stay open to possibilities in that issue processing. I want them to have some. Initiative I want them to be willing to defend their decision.So why did you decide that? Why did you decide, not from a defense standpoint, but ex explain to me, help me understand. ' cause if I can understand why you did that and what you're thinking was, now I can put you on a different level of thinking because, obviously we can't give away every crown.How could I pay you? what else could have happened Is this, So now you've got that muscle built up and you're building their leadership muscles. So how we talk to them is really, really, important. Build up versus tear down. Michael: Yeah. You're teaching them basically how to make decisions, And I like that because they're not always gonna go to you and being like, what should I do? What should I do? What should I do? And then you're kind of like, man, I'm always having to tell you what to do. But I guess it comes back to us as a leader where we never help them develop that muscle, like you said.Yeah. Teach 'em to fish. Yeah. Yeah. Teaching to fish. I like that. So then if we fast forward a little bit more, you were approached to buy another practice. Yes. And your why changed? So what was your Yolanda: why before. So my why before had much to do with being able to have choice picking up my kids after school, be able to comfortably care for them as a mom, a working mom, Then when I took on the partner, I thought my why was gonna be so that I could be like p t a mom, you know, I could be very active in school and, spend a lot of volunteer hours doing things, but still make enough money and, be able to be at home. And so I was preparing for 50% work, type thing.and then this other big opportunity came up and, my knee jerk was, no, that's not my why. That would mess up that. And so then my husband and I sat down literally on the staircase up there We said, you know, what's the bigger picture here with raising these kids?You know, what do we want? What is our job as a parent? We wanna make sure that they have the values, and their own leadership to lead their own lives, if they're always dependent on us, that would be a problem. Not that I couldn't have done that as my other plan.There became this bigger opportunity because we literally have been in the same home, in the same town growing up in this little area. And we didn't really want them to just have this little microcosm of, of life. We wanted them to be have the humanity to understand the whole world and that the whole world was an opportunity for them.But how do you travel and. Expose them to things like that. in the current position I was in, even with bringing on an associate and now having that as an a partner, I was not necessarily making money unless I was there. So if I clocked out, say for a month, Then, my income stream is going way down.ultimately the idea of, go big or go home, I guess came in the thing is about being small. you either stay small or you go big and in the middle you get pounded on with all kinds of, business growth and changes. And that was something that was really clear.We were reaching the middle ground with that practice that had its own challenges, its own growth challenges. So ultimately, I. The goal of our family and the idea came into play to be able to travel with them. And for two years we did that. we homeschooled them. We traveled basically about every month. six weeks at a time was our biggest one. And then two weeks being gone was our normal time. So we'd come back, we'd go, so we were traveling a lot each place had a different perspective and a different reason for being there.But, what I needed to do for that is my team had to be able to take the reins and keep the practice going with or without me. I had to create this practice that these leaders could run the practice with me, still having my extraordinary life without them. this whole way of developing this leadership was a necessary process in order to accomplish my goal of being able to come and go as I want in my practice and have the extraordinary life or whatever life I want.Michael: that's what your why kind of evolved into. Yes. It's like I just want to do my own thing. Interesting. real quick, which place, 'cause you said each location gave you a different perspective, change your life. Which one to you was like, this one was a whole 360 Really changed my life, my perspective.Yolanda: I would say that one of my favorites was our Asian tour. I really, really love. Asia. And so that would be one of my favorites. And, post COVID, we haven't been able to get, back to Vietnam, but my plans and my involvement with d d s. Four kids.org continues.I still fundraise and do lots of things with DDS for kids. It's the number sign four. And Lon Jones, who's the founder of this, she's like a mother Theresa, x fold better. She's like this most beautiful person. And so having met her and having my kids get to know a person that's beautiful. So giving, who's, hasn't had children of her own, but she says the whole world is her children. And so she cares and loves and goes into all these different places to take care of them and make a difference. So having that impact and having my kids know.That type of person. Knowing you know, when we went to Haiti, That was a little much, that was a lot, much for me. Dr. Laurenti Barnett. He's been doing such amazing things in Haiti for so long, and I'm so grateful that we got that experience to go and do work there.there's so much going on there. Unfortunately, it's also so corrupt. and, got a lot of dangers I think for traveling. But Dr. Barnett and his, decades and decades of giving and service to Haiti and really helping has been beautiful.So, Having my kids, having had the influences of these people that do things like that, Michael: priceless. Yeah. Priceless. Yeah, man, that's beautiful. Okay. So then one of the last questions I wanted to ask you, Yolanda, is you mentioned made many mistakes, right? Yeah. So I guess from the moment you decided okay, I'm going to start my own practice, right? today, what's been some of your biggest struggles or fails or pitfalls? Yolanda: it has a lot to do with this leadership development. wasn't always as strong of a leader, I certainly had to lean in on, messing up certain relationships along the way because I wasn't, Ahead of this pre communication, I had to have things onboarded with team members, and not have it go longer term because I didn't have my vision or my communication about what I was looking to accomplish.So clearly documented, so clearly, able to reference. To where anybody walks into the practice that they can understand a direction. I think that we lost a lot of time and a lot of energy with emotions being misunderstood with different things because we didn't have those clear directions and, mistake or just journey.It was a journey. you journey through and you learn things along the way, and hopefully you don't have to keep making those mistakes over again. But I think the biggest thing is any team members, and there's been hundreds and hundreds of team members that I've had at this point.They've all taught me something. I've learned to be better because maybe I wasn't as good at the time. But how can I get better? How can I get better? Has been, definitely a support for me in this journey. Yeah, Michael: I like that. Thinking about each team member and looking at them and saying, can I learn from you?You know what I mean? Yeah. and it goes back to what you said, it's gonna be like this. Yes. sometimes right now, I know a lot of our listeners may be like, man, I'm trying to reach to that million dollars a year, mark, you're gonna get there, I feel. But then it's going to, there's still gonna be times where you're like, my team, it's worse. I'd rather sacrifice the money and, you know what I mean, Seasons. Two seasons. Yeah. Yolanda: Go through seasons learning's never out, at all.It's constantly about learning constant and never ending improvement all the time. And when you buy in and you get your team to buy into some of these belief systems, you accelerate. That was probably the smartest thing I ever did is from the beginning is, stay with a coach, keep a relationship.Have someone who's on the outside telling you, with all authenticity, then reality, you screwed up. this isn't being your best self. you're thinking small. Be big be the bigger person, apologize, 'cause team members can't do that to you, you're like, okay, you're fired. You know, it's like, it's, there's only so much that they're gonna be able to authentically be your board of directors. that's something to do easily is get a board of directors, get people, be a board of director for someone else, and, get mastermind groups together.and speak authentically to each other. you're not perfect. This could have gone better this way and recognize that when someone's giving you an opinion, there's plenty of 'em. Maybe that one is not exactly the right one too.Just because people have an opinion doesn't mean that you need to embrace that opinion too. think through it, continue to be a critical thinker. Michael: Wonderful. Yeah. Thank you so much, Yolanda, for being with us. It's been a pleasure. But before we say goodbye, can you tell our listeners where they can find you?Yolanda: You can find me Yolanda Mangram at Fortune Management, which is fortune mgmt.com. That's my email. Or you can call me on the phone seven oh seven, 4 7 8 6 3 9 4. I'm always happy to help, in any way. It's really a beautiful journey. And try to be really nice to yourself.Mm-hmm. You work really hard and your intentions are straight so, be nice to yourself. Self-talk and self-love is definitely where my focus is right now. We are type A people most of the time and we're pretty hard on ourselves. So as much as I was talking about being humble and taking on, all the learning moments, remember to also focus back on some self-love and giving yourself a lot of credit.Michael: Wonderful. Thank you so much Yolanda, for being with us guys. That's all gonna be in the show notes below, so definitely reach out to Yolanda and thank you for being with us. It's been a pleasure and we'll hear from you soon. Sounds great.‍‍‍

What makes someone a leader? How about a Catholic leader?At Metanoia Catholic we began in response to a personal development industry that had all but removed Christ the cornerstone from the journey of growth and self-mastery. "Unless the Lord builds the house, the laborers labor in vain" (Psalm 127: 1).We can aspire to live our life according to noble principles, especially as leaders, but how do we do this while avoiding self-reliance, bootstrapping, and the alluring illusion that we can go it alone?Join us as we tee-up the next few episodes of the Catholic Coaching Podcast where we explore how Christ has designed YOU to uniquely embody the works of a Catholic leader.____________________ ► Make sure to SUBSCRIBE to the Metanoia Catholic YouTube Channel!► Find out your temperament: Take the Free Quiz► Take the Quiz: WHAT TYPE OF COACH ARE YOU?► GET THE DAILY SEVEN JOURNAL!This interactive journal will help you transform your life from the inside out by teaching you how to grow in gratitude, set healthy goals, and gain mastery over your thoughts.► JOIN THE ACADEMY!Your online resource of classes, tools, and community to ramp up your growth and really change your life. Learn from the Metanoia Catholic coaches in webinars, live coaching calls, Lectio Divina, and more with your monthly membership.____________________ ► SUBSCRIBE TO THE CATHOLIC COACHING PODCASTApple PodcastsSpotifyYouTubeGoogle PodcastsAmazon MusicCastboxStitcher____________________ ► FOLLOW THE CA...

Welcome back to another episode of Spilling the LTea! This week, Tamera is joined with Denton Aguam, the Owner/Operator of Dare Network and the Operating Principle of Keller Williams Plano. With a large team of his own, Denton gives a fresh perspective on why his team works. You won't want to miss this episode as Tamera and Denton cover why you should consider joining a team and all of the benefits that teamwork provides!

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If you don't currently have a set of Values or Operating Principles that underpin decision making and how your team show up with each other and your customers – this is the episode for you. This week on the full ScaleUps Podcast 10 Minute Thursday episodes we unpack how to develop or improve your values or operating principles. We cover questions like: XXXX - Why do having Values or Operating Principles matter so much? XXXX - Is there a difference between Values and Operating Principles? XXXX - How should you go about developing some if you don't have any? XXXX - What do well-formed ones look and sound like? XXXX - 5 words to avoid when writing yours, and XXXX - Some examples of good and BORING ones. This episode's content draws on lessons within the ScaleUps Roadmap program, due for release in 2023. Scaleups Roadmap is an exclusive cohort-based course that helps first-time Founders develop a strategy and execution plan that will enhance their growth rate, profitability, valuation & exit options. Participants walk away with a clear growth strategy for the next 3 years, a simple 12-month execution plan, a renovated and improved business model and some new business peers. If you'd like to join the waitlist for ScaleUps Roadmap – visit www.scaleupsroadmap.com.au ------------------------------------------------------ If you got value from today's episode, please remember to: 1. Rate and review us on Apple Podcasts 2. Register to be the first to know when new episodes drop and free tools are published at www.scaleupspodcast.com, or 3. Drop us a question about scaling using Speakpipe on the website, or email questions@scaleupspodcast.com. Follow us on your favourite socials: • ScaleUps Podcast on LinkedIn: https://www.linkedin.com/company/scaleupspodcast • ScaleUps Podcast on Instagram: https://www.instagram.com/scaleupspodcast/ • ScaleUps Podcast on Facebook: https://www.facebook.com/scaleupspodcast • Watch the full episode at ScaleUps Podcast on Youtube: https://www.youtube.com/channel/UCLlvcqAuqJMYBVUBoiixChQ You can connect with Sean directly via: • ScaleUps Roadmap: www.scaleupsroadmap.com.au • LinkedIn: https://www.linkedin.com/in/seansteeleprofile/ • Website: www.seansteele.com.au Links: Harvard Business Review article mentioned: https://hbr.org/2018/02/ban-these-5-words-from-your-corporate-values-statement #businesspodcast #scaleupspodcast #podcast #SeanSteele #strategy

Maybe today you are in the middle of a storm and know your life is out of rhythm. Maybe you are disappointed in your marriage because it's flawed and imperfect and can't possibly be the Operating Principle of your life. A life of rhythm – fulfilling lives and solid marriages are not built on wisdom, theology, or any other human effort. They are built on the living Jesus, alive in our hearts, living His life through us.

Qualigen Therapeutics is a biotechnology company that develops novel therapeutic products to treat adult and pediatric patients with rare cancers. A leading name in the industry, they have decided to build a therapeutics pipeline within the last few years. In this first episode of a three-part series featuring top executives of Qualigen Therapeutics, Ammon interviews Amy Broidrick, the firm's President and Chief Strategy Officer. She shares what she brings to the table in the company's transition from a preclinical stage company to a brand new business venture. She also talks about her deep love for market research, her career's pivotal and most fulfilling moments, and how she deals with negativity.

This week, join real estate leader, entrepreneur, sports momma, investor and trail blazer, Kelly Anne Harris on The Empire Builder Podcast as she sits down to discuss what it's like to be a woman in the world of entrepreneurship. From sacrifices to success, you don't want to miss this empowering conversation. – In 12 years in real estate, Kelly's been able to scale and expand companies in the Ohio/Kentucky Region. She's the founder of the VZN Real Estate Platform, the Operating Principle of Keller Williams Synergy, a network of brokerages located throughout Western Kentucky, Columbus and Southern Ohio along with a title company, property management company and a rental portfolio of 8 figures and growing. ​ Kelly has been recognized in the real estate industry for her numerous accomplishments like #1 Expansion Team by Volume & Units throughout the Ohio Valley Region in 2021, Operating Principle of the Year in 2021, #1 Keller Williams Young Professional in Ohio Valley Region, multi years, and her organizations soar in every territory she enters with her amazing teams.

Tirrell is a successful entrepreneur, leader, Rotarian and executive coach based out of San Francisco, CA. He is crushing the real estate development business with his wife. This podcast is filled with positive energy and life nuggets that will help you create a plan to turn your dream to a reality. Tirrell breaks down the importance of having SOP's Standard Operating Procedure for your business. However, the key to get yourself out your way and execute your goals is by setting LOPs Life Operating Principles. Do you have Life Operating Principles keeping you in line with your dreams and purpose? You do not want to miss this podcast. Tirrell has started multiple million dollar businesses and he discuss how he got there. The most important thing to Tirrell is his family and happiness! Facebook: @TirrellThaKernalMuhammad Instagram: @Tirrellm Website: www.weworldbuild.com

Join real estate leader, entrepreneur, sports momma, investor and trail blazer, Kelly Anne Harris on The Empire Builder Podcast as she sits down to reflect, guide, and have truly inspiring conversations on what it means to be a leader and how there's an empire builder within all of us. In 12 years in real estate, Kelly's been able to scale and expand companies in the Ohio/Kentucky Region. She's the founder of the VZN Real Estate Platform, the Operating Principle of Keller Williams Synergy, a network of brokerages located throughout Western Kentucky, Columbus and Southern Ohio along with a title company, property management company and a rental portfolio of 8 figures and growing. Kelly has been recognized in the real estate industry for her numerous accomplishments like #1 Expansion Team by Volume & Units throughout the Ohio Valley Region in 2021, Operating Principle of the Year in 2021, #1 Keller Williams Young Professional in Ohio Valley Region, multi years, and her organizations soar in every territory she enters with her amazing teams. Reach out to me on: Instagram: @kellyanne_kentuckyrealtor Tik Tok: @kellyanne_kentuckyrealtor YouTube: Kelly Anne Harris

From The Archives: Week 79 Topic: Building a Team from ScratchAshley returns to tell us how she prioritised early definition of ‘Operating Principles' for her nascent team, and how they're essentially still holding strong 4 years on.Support the show

Jenn Pryce (@JennPryce) is President and CEO of Calvert Impact Capital, a global investment firm investing in communities, people, and businesses that are overlooked by traditional finance in the United States and in over 100 other countries. Essentially, they're putting their money where banks won't.Jenn learned the power of community at the start of her career working in the Peace Corps in Africa teaching math in Gabon. She then worked as an equity research analyst for Neuberger Berman before making her way to the investment banking team at Morgan Stanley's London office and then went on to help raise financial support for The Public Theater in New York City. Facing several challenges in this endeavor, she stumbled upon a Community Development Financial Institution where she began to understand the importance of community investing. During a stint at the Nonprofit Finance Fund in Washington D.C., she learned about the value of driving financial support to community businesses after which she landed at Calvert Impact Capital where she later became the CEO. During Jenn's tenure at Calvert, she has expanded the sectors they work in and developed new products and services to ensure that impact investing is accessible from institutional to small retail investors. Since Calvert Impact Capital's founding, the company has worked with nearly 20,000 individuals, institutions, and advisors to raise nearly $3.5 billion. Jenn studied engineering at Union College and holds an MBA from Columbia University. She serves as a Forbes contributor, a lecturer at Oxford Saïd School of Business, a board member of UNICEF USA Impact Fund for Children, the Advisory Board Chair of Quantified Ventures, and as a member of the Advisory Board of Ecofin and Operating Principles for Impact Management.Show notes: https://sri360.com/podcast/jenn-pryce/SELECTED LINKS FROM THIS EPISODE: Connect with Jenn Pryce: Twitter | LinkedIN  Calvert Impact CapitalCalvert Community Impact Investment NoteCommunity Development Financial InstitutionsIncapital/InspereXJonathan Rose FundsNeuberger BermanNon-Profit Finance Fund (NFF)Seychelles Blue BondSunFunderThe Public TheaterPEOPLE :Harold Newman, Financial AdvisorJohn G. Guffey, Jr., Director Emeritus and Founder of CalvertJoseph Papp, NYC Theatrical Producer & DirectorWayne Silby, Director Emeritus and Founder of Calvert

We discuss operational & organizational innovation with Zhichun Li (Director of Engineering @ Scale AI)! We explore the early days of Rapid at Scale AI, different organizational design experiments Zhi's tested, and many of the principles behind their operational practices. You'll hear about merging engineering & ops, designing orgs for autonomy, scaling into multiple products, and leveraging different org structures for innovation.ABOUT ZHICHUN LIZhichun Li (@zhichun_li) is Director of Engineering @ Scale AI. She built the Rapid team from scratch with a focus on providing the fastest way to production-level quality labels within a day, with no data minimums. As an early employee of the company, she built up the infrastructure for Scale's supply ops system and scaled up Scale's 3D Sensor Fusion product.Before Scale, Zhi worked at Lightspeed China Partners, Facebook, Microsoft and Airbnb with roles in investment and software engineering. She was a producer of VC Pulse, a podcast spotlighting venture capitalists in China. Zhichun was the youngest ever admit to the Yale MBA program, and studied computer science at CMU."We tried to basically brand it as like black ops, i.e. the special kind of ops where you get to do 10x work and build a lot of product out of it. And that actually, in a lot of ways attracted very entrepreneurial individuals to want to join. So I think a lot of it is shaping the brand of the program, helping people understand how important it is and the things that I'll learn.- Zhichun Li This episode is brought to you by PlusPlusPlusPlus is an all-in-one technical onboarding and internal knowledge platform that fast-tracks productivity.Learn more & sign up at plusplus.co/elcCheck out our friends at Shortcut!Shortcut is an issue tracker that offers all the functionality, without most of the complexity making it easier for you to plan, collaborate, build, and measure success. Right now, listeners of our show can get 2-months free on any paid plan.Learn more & sign up at shortcut.com/elcSHOW NOTES:The early days of scale & why engineering runs operations (1:44)What is ops engineering (3:48)Why engineering first got involved in ops (6:29)How to brand ops engineering to attract top engineers (8:51)Merging ops & engineering to eliminate silos (10:07)How to merge ops & engineering for the first time (11:39)How team composition evolved at Rapid (12:46)Designing your org for autonomy & customer empathy (17:07)Rapid's operating principles (18:53)Generating Rapid's operating principles (23:18)Painful short-term decisions that yielded better long-term outcomes (24:57)Scale AI's evolution into multiple products (28:04)Behind the scenes of Scale's multi-product moment (31:04)Leveraging general managers & org structures to drive product innovation (32:43)When to invest in, or shut down a project (36:21)Rapid Fire Questions (37:47)Takeaways (40:41)

Ed Roshitsh is the CEO of Brightfin, one of the fastest growing Inc 5000 companies. Ed is also the author of Leadership book Solid Handshake and created an increase of 3 billion in shareholder value for multiple PE Portfolio Companies including  Blackbaud, Vertafore and PointClickCare. Brightfin were put together by a private equity firm out of Chicago in the peak of the Pandemic. They had a hypothesis about the market and put three separate companies together to create Brightfin who now hold a revenue between 32 and 36 million. KEY TAKEAWAYS Brightfin are an IT expense management system, they've created just one platform to manage your mobile, telecom and cloud investments. Brightfin are the only company in the world that offers company expense management built on top of the service/workflow architecture. Word of mouth, client referrals and unique products are what Brightfin rely on to market themselves, they are solution led. Frequently referrals turn into clients and their great product almost sells itself too. A multi-fronted marketing approach that is measurable is essential to building a predictable revenue. If you collect data accurately, focus on the right metrics and reverse engineer, then you can start to build a predictable revenue path. The world of marketing has changed. You didn't have all the tools and sophistication of today 20 years ago but you were able to simply call people and reach them. Brightfin have 10 operating principles that their team all adhere to. This helps create a team that is aligned and working towards the same goals and aspirations. Resource is a challenge in every company. You don't have enough resources to do and fix everything you want to. It's about prioritising what matters right now in the business and focusing on that to drive you forward.   BEST MOMENTS  “You can build a pretty good and predictable revenue path by reverse engineering how much you need of x, y and z” “Right now the hardest work is to cut through the noise on your website digitally” “Collaboration and consensus building is what helps us get to the best decisions” “Bad news should travel faster than good so we can fix it”   Do You Want The Closing Secrets That Helped Close Over $125 Million in New Business for Free?"  Grab them HERE: https://www.whalesellingsystem.com/closingsecrets   Ryan Staley Founder and CEO Whale Boss 312-848-7443 ryan@whalesellingsystem.com www.ryanstaley.io  Saas, Saas growth, Scale, Business Growth, B2b Saas, Saas Sales, Enterprise Saas, Business growth strategy   EPISODE RESOURCES https://www.linkedin.com/in/roshitsh/ https://www.brightfin.com/resources/team_member/ed-roshitsh/   ABOUT THE SHOW How do you grow like a VC backed company without taking on investors? Do you want to create a lifestyle business, a performance business or an empire? How do you scale to an exit without losing your freedom? Join the host Ryan Staley every Monday and Wednesday for conversations with the brightest and best Founders, CEO's and Entrepreneurs to crack the code on repeatable revenue growth, leadership, lifestyle freedom and mindset. This show has featured Startup and Billion Dollar Founders, Best Selling Authors, and the World's Top Sales and Marketing Experts like Terry Jones (Founder of Travelocity and Chairman of Kayak), Andrew Gazdecki (Founder of Micro Acquire), Harpaul Sambhi (Founder of Magical with a previous exit to Linkedin) and many more. This is where Scaling and Sales are made simple in 25 minutes or less. © PLEASE NOTE: This communication and any attachments is the copyright of the sender and contains information which is confidential and for the exclusive use of the intended recipient(s). The sender does not accept responsibility for any loss or damage resulting directly or indirectly from the use of this e-mail or its contents or any attachments. All communications and the contents and attachments of this email are herein are made WITHOUT PREJUDICE and without liability on the sender or Progressive Property Ventures LLP nor is any liability accepted for the consequences of any action taken on the basis of information provided in this message or its attachments. The contents of this message also may not be used for any legal purpose or as evidence in legal proceedings without the express written consent of a partner of Progressive Property Ventures LLP.   Any views or opinions presented in this e-mail are solely those of the author and do not represent those of Progressive Property Ventures LLP.   Progressive Property Ventures LLP  Company Number OC361197, VAT number: 110742655 Registered office: Unit 10, Office Village, Hampton, Peterborough PE7 8GX. Support the show: https://www.linkedin.com/in/ryan-staley/ See omnystudio.com/listener for privacy information.

The Burning Platform Team The second phase is to build the team that is going to support the change. Having your people involved will ensure better thinking and commitment to make it happen. If you have few employees, they will be part of the Guiding Coalition and Action Teams. If you are alone - then you have the load. The steps don't change, just the dynamics. Topics: Creating Guiding Team Who should be on the team What is their role How will they operate Developing the Change Vision Impact on the company's Vision - what modifications are required - if any Impact on the company's Mission - what modifications are required - if any Impact on the company's Values or Operating Principles - what modifications are required - if any Developing the Change Strategy ​What are the company's Aspirations (Initiatives) for the change? If the Aspirations are obtained, what are Results (Goals) for the change? If the Results are achieved, what are the Activities (Objectives) for the change?

Rick Bosley, Head Coach for 3L Coaching at Keller Williams Realty discussed the Real Estate market data in Orlando, FL - BY THE NUMBERS with Operating Principle, Ray Lopez.   For more questions, Call or text Rick at 321.277.5791

Rick Bosley, Head Coach for 3L Coaching at Keller Williams Realty discussed the Real Estate market data in Orlando, FL - BY THE NUMBERS with Operating Principle, Ray Lopez.  For more questions, Call or text Rick at 321.277.5791

What makes a robust and effective team? How do you rally everyone around the same vision and goals? How do you ensure that everyone exhibits the company's values and meets expectations around how to communicate and behave on the team? To answer these questions and more, you need to draft "Team Operating Principles." Developing team operating principles is the topic of this week's episode on Reflect Forward: Advice From a CEO. I was inspired to draft them after I read the CEO Test: Master the Challenges That Make or Break Leaders by Adam Bryant and Kevin Sharer. The CEO Test is part manual, part experiencing sharing. The authors line out seven tests that examine what makes CEOs excel and what traps they can fall into that cause failure. The tests involve developing a simple strategic plan, creating culture, building teams, leading transformation, developing listening skills, handling a crisis, and managing the conflicting demands placed on and within leaders. My favorite section of the book was Test #3: Can You Build True Teams. I spend a lot of time developing my executive team, and Kevin's story of creating leadership operating principles at his company, Amgen, was inspiring. And I read it right when a key employee left the senior management team, and I was focused on hiring the right person for our company culture. So, I worked with my team to create our operating principles, and it was incredibly eye-opening and motivating. Having this clarity is helpful for current team cohesiveness, but just as importantly, it clearly defines expectations for future executive team members. During the episode, I discuss how we created our operating principles and the benefit we've received from having a clearly defined team vision, purpose, mission and articulated behaviors outlining how we work together as a team. Question of the Week Someone on LinkedIn asked this week's question after reading something I posted about meeting my publisher. She asked, "Why did you decide to go with a hybrid publisher? And what does that mean?" During the episode, I share the difference between self, hybrid and traditional publishing and explain why I chose to go with a hybrid publisher for my upcoming book. Thanks for listening, and please like, share, rate, write a review and/or subscribe to my podcast. It always helps with the algorithms.

For this episode of Sales Beast, we invited the CEO of Keller Mortgage Canada, Stacy Charron. Leveraging her passion for real estate and innate empathetic approach to the needs of real estate professionals, she strategically discovered and attracted talented individuals to join the Keller Williams family of agents. Listen to this episode to find out how Keller Williams changed her life in the real estate business. We had an amazing conversation with her as she broke down the best methods for her team and how it helped them achieve their goals and reach the top. *******************************************************************************************Stacy began her 15-year tenure with Keller Williams in Canada as a member of the leadership team for an Ontario Market Centre. After obtaining her real estate license, she held a critical role responsible for Market Centre growth and expansion. With integrity and adaptability, she developed her recruitment skills. Even at the start of her recruiting journey, her philosophy was embedded in being where the people are. Where each Saturday, she would stand in hallways of the real estate college and deliver the gift of Keller Williams to up-and-coming agents. Over the years, she has been committed to those agents, participating in direct training, coaching, and leadership programs. She is truly privileged to have watched those agents evolve into Operating Principles and Mega Agents, and is honoured to have had a role in their success.Here is a quick summary of our episode with Stacy:15 Years Journey on How did she start the business:She started having no idea about the business until she received training, mentorship and leadership from Keller Williams. Her advice: “Stick to it and keep going”Teams are not for everyone. Building a team for the right reason is about leading and maintaining your people. A team should give back to its team members.“ I believe that Keller Williams is absolutely the best place for any realtor in the world. And it's because this company didn't care about my status. They didn't care that I was a receptionist. They poured into me, they cared about me, they wanted to make me better. And they did. And again, I don't think there is any other company out there that comes close to being able to lift people up”Align yourself to people with the same culture and core values. You're the average of the people that you give your time to or that you spend time with.Where are you noticing the development of this business? Is this something that's operational today or something that's in the works? “Keller mortgage in the US has been around for several years now. And we really wanted to emulate them as much as possible. And the gradual rollout allows us to provide the best possible experience, no matter what our volume levels are across Canada.”What is the goal of Keller Williams? To protect Keller Williams agents' value proposition for their clients and to help grow their business. “The goal of keeping the realtor, the superhero of the real estate transaction. We're the supporting role that keeps you at the centre of your clients lives and makes you look like a superhero. That's our drive for Keller Williams agents.”

Check out the Impact Investor platform here.Thanks to all the Causeartist Partners - Check them out here.----------------------------------------In episode 40 of the Investing in Impact podcast, I speak with Rekha Unnithan, Managing Director and Co-Head of Private Equity Impact Investing at Nuveen, on deploying over a billion dollars in capital to address income inequality and climate change.Rekha is the Co-Head of Private Impact Investing. Rekha was an early visionary and established the intentional and leadership impact investing platform for TIAA, and is responsible for executing Nuveen's private equity impact investing across Inclusive Growth and Resource Efficiency.Prior to joining Nuveen in 2012, she worked for Bank of America Merrill Lynch as a vice president in the Institutional Investment Group. She has also held various positions at Merrill Lynch in Institutional Investments, and Investment Oversight and Risk Management.Rekha graduated with a B.A. in Economics from Yale University and an M.B.A. with a specialization in Financial Instruments and Markets and Social Innovation and Impact from New York University's Stern School of Business. She holds the CFA designation. Rekha is a board member of Aeris, a non-profit organization that helps investors make and monitor mission investments.Rekha is also on the Advisory Board of the Operating Principles for Impact Management and serves as the Chair of the Emerging Markets Private Equity Association's Impact Council.Nuveen, a leading global investment manager with over $1.3 trillion of assets under management, recently announced the final close of the Nuveen Global Impact Fund, LP and affiliated entities (the “Fund”). The Fund, which is the first private equity impact fund raised by Nuveen, has secured a total of $218M from a diverse mix of global investors, with the aim of generating strong financial returns and addressing two of the greatest sustainable development challenges: climate change and inequality.Additional information about Nuveen's first two deals out of the Nuveen Global Impact Fund can be found here: Annapurna and Advanced Battery Concepts.Nuveen made its first impact investment in the 1980s and has since invested over $500 million in direct and indirect private equity capital across over 200 portfolio companies in alignment with the United Nations Sustainable Development Goals. Today, Nuveen manages over $5.8 billion across all of its public and private markets impact investing strategies.----------------------------------------Check out the Impact Investor platform here.Thanks to all the Causeartist Partners - Check them out here.

Selling real estate is like an extremely strong contact sport. You need to go out there, talk to people, establish rapport, and build relationships with your contacts.   And the more contacts you make, the better chance you have for a successful business. For Gaurav Gambhir, making it in real estate proved to be more challenging. He was an immigrant who didn't know many people at that time and English was his second language so he didn't feel confident speaking in front of crowds. Yet, he found a way to grow his clientele by managing people's assets.  He figured that if he can maintain a relationship with them, then he will be the top choice to get the opportunity once they decide to sell or rent their property.  Join Brian Charlesworth and Gaurav Gambhir, Co-Founder and Owner at The Condo Shop / TCS MGT / Rentphilly.com / Mega Realty / Go Commercial and Partner at Keller Williams Center City, as they talk about Gaurav's journey from starting a small team of 4 agents up to now where he has 60 agents doing 1500 transactions and $365 million in volume.    Top Takeaways: 03:38 How Gaurav ended up in real estate 10:37 The competition you really need to worry about 12:35 Why would a team owner want to get into property management?  17:27 Gaurav's plan to provide a “solution in a box” 21:45 Why you should always focus on providing a better experience to your clients  24:29 What does “serial entrepreneur” mean? 25:24  An overview of Gaurav's team structure 27:27 Why Gaurav prefers to automate as much as he can 35:25  The importance of building an ISA team 39:25 The things you should focus on now to stay ahead of the curve 43:41 Why you shouldn't look at teams as someone who takes things away  44:50 Why percentage means nothing   Get in touch with Gaurav Gambhir LinkedIn: https://www.linkedin.com/in/ggambhir/ Facebook: https://www.facebook.com/ggambhir1 Instagram: https://www.instagram.com/ggambhir1/ About the guest: Gaurav Gambhir comes from a family of entrepreneurs. He's been doing support businesses on the side since he was 15 years old.  So when he started working as an IT professional for a real estate company, he decided to try real estate during weekends to earn some extra money. In 2007, he took a leap of faith, went into real estate full-time, and joined Keller-Williams as his first brokerage company.  Eventually, he and a friend decided to start a new brokerage company and a property management division along with it.  They were able to grow the company towards 70 agents in about 18 months.  Two years later, Gaurav had the opportunity to buy a company called the Condo Shop in Philadelphia. He then built TCS Group which services real estate investments, renovations, and property management. Today. Gaurav is a partner and Operating Principle of Keller Williams Philadelphia. In total, he oversees 600+ agents and employees. His team is currently the ninth-largest Keller Williams team in the country.  

For further information go to: www.jenniferjhammond.com Macarena Rose is a Certified International Property Specialist (CIPS), Accredited Buyers Representative (ABR), International Real Estate & Relocation Consultant, an Ordained Minister, inventor of the Prop-Up Pillow, cancer survivor and a Master in the Healing Arts. After raising her 8 children in St Petersburg, Florida, she picked up and moved to Belize. Moving to Belize in 2004 she has never looked back or regretted her decision. She is loving Belize and its wonderful people! Macarena is the owner of Rainforest Realty in Belize, developing it into one of the leading real estate agencies in Central America. She remains a vital presence in the Central America real estate industry, maintaining an ongoing leadership role. She has a busy schedule that includes creating the International radio shows “Belize Talk Radio” , “International Real Estate Talk” and her newest show “Tuesdays with Morey Tax Tips“, filming her 6th HGTV House Hunters International program in Belize, speaking as an International Real Estate Consultant in various forums and serving on the board of many community organizations in Belize. Macaren's lasted adventures includes the first Belize filming of HGTV's Show called Off the Grid. Additionally she is now the Operating Principle of Keller Williams Belize. Keller Williams Belize is the 13th country that Keller Williams World Wide has launched in its goal to expand throughout the world. Columbia and the Shanghai, China Region were also launched at Keller Williams Realty Mega Camp 2015.

For further information go to: www.jenniferjhammond.com Macarena Rose is a Certified International Property Specialist (CIPS), Accredited Buyers Representative (ABR), International Real Estate & Relocation Consultant, an Ordained Minister, inventor of the Prop-Up Pillow, cancer survivor and a Master in the Healing Arts. After raising her 8 children in St Petersburg, Florida, she picked up and moved to Belize. Moving to Belize in 2004 she has never looked back or regretted her decision. She is loving Belize and its wonderful people! Macarena is the owner of Rainforest Realty in Belize, developing it into one of the leading real estate agencies in Central America. She remains a vital presence in the Central America real estate industry, maintaining an ongoing leadership role. She has a busy schedule that includes creating the International radio shows “Belize Talk Radio” , “International Real Estate Talk” and her newest show “Tuesdays with Morey Tax Tips“, filming her 6th HGTV House Hunters International program in Belize, speaking as an International Real Estate Consultant in various forums and serving on the board of many community organizations in Belize. Macaren's lasted adventures includes the first Belize filming of HGTV's Show called Off the Grid. Additionally she is now the Operating Principle of Keller Williams Belize. Keller Williams Belize is the 13th country that Keller Williams World Wide has launched in its goal to expand throughout the world. Columbia and the Shanghai, China Region were also launched at Keller Williams Realty Mega Camp 2015.

Operating rhythms – the reoccurring processes you do with your team, like daily stand-ups or project retros – are a proven way to improve the efficiency and effectiveness of your team. But can they also help scale your company culture?Join host Christine Dela Rosa and debaters Marshall Walker Lee and Kelvin Yap as they debate if you can operationalize something as complex as culture. In this episode, you'll hear Dr. Tina Shah talk about the power of strong operating rhythms in preventing burnout, and LaunchDarkly's Jonathan Nolen shares how operating rhythms allow his company to live their values in their day to day. You'll also hear from LinkedIn's People Science Team's Tom Nolan about why people trump process in shaping culture, and Indiana University's Dr. Erik Gonzalez-Mulé about the health risks when employees have low levels of autonomy at work. For the transcript and downloadable takeaways, visit https://www.atlassian.com/blog/podcast/work-check.

Astor Perkin's panel on Sustainability & IFC's Operating Principles for Impact Management.

We chat with industry legend Margaret McGuckin, Co-founder and Principal of i3 Ignite and leader of the Middle School Coalition that saved Camelback Mountain. We talk about how mission/vision/values are not enough, what operating principles are and how to strategically and effectively scale your practice.

As identical twins, we understand the value of harnessing our unique strengths and abilities to increase both exposure and opportunities for success.  In today's fast-paced environment, a "do-it-alone" approach is not the best strategy for growth.  Collaboration and strategic partnerships between complementary businesses are fundamental to improving business outcomes. We are pleased to have a thought leader who specializes in consulting businesses on building successful partnerships.  Vincent Menzione is the Founder of Ultimate Partnerships and is the Host of the Ultimate Guide to Partnering podcast, where he spotlights leadership and partnership principles.     Vince shares with us what his principles are for building successful partnerships.  His 8 Operating Principles to Successful Partnerships include: Growth Mindset, Shared vision, Extreme Commitment, Consistent communication, Maniacal focus, Shared vision, Brand elevation, Results-orientation and Agility.  If you are wondering why Trust is not one of his principles, Vince makes the point that "trust is not one of them [principles], because trust is in all of them".    He also shares what he sees as some of the greatest points of failure in developing partnerships.  These include: not having the right mindset, not having a strong communication strategy and a lack of clarity around mutual goals. There may be times when organizations need to fix or repair their strained or unbalanced partnership.  They need to move from a "transaction relationship to a transparent one".  Remember, that we are better together than to try and go it alone.     Vince believes that partnerships can be the key to organizations achieving their greatest results.  Is it time for you to engage in building strategic partnerships?  Is it time for you to strengthen and leverage your existing partnerships?  Let's build successful partnerships.      For more information about Vince and Ultimate Partnerships, visit https://ultimateguidetopartnering.com/     Be sure to Support and Follow us by Subscribing & Downloading.   ----more----     If you are looking to learn the art of audience engagement while listening for methods to conquer speaking anxiety, deliver persuasive presentations, and close more deals, then this is the podcast for you. Twins Talk it Up is a podcast where identical twin brothers Danny Suk Brown and David Suk Brown discuss leadership communication strategies to support professionals who believe in the power of their own authentic voice.  Together, we will explore tips and tools to increase both your influence and value.  Along the way, let's crush some goals, deliver winning sales pitches, and enjoy some laughs. Danny Suk Brown and David Suk Brown train on speaking and presentation skills.  They also share from their keynote entitled, “Identically Opposite: the Pursuit of Identity”.   Support and Follow us: YouTube: youtube.com/channel/UCL18KYXdzVdzEwMH8uwLf6g Instagram: @twinstalkitup Instagram:  @dsbleadershipgroup Twitter:  @dsbleadership LinkedIn: linkedin.com/company/twins-talk-it-up/ LinkedIn:  linkedin.com/company/dsbleadershipgroup/ Facebook: facebook.com/TwinsTalkitUp Facebook: facebook.com/dsbleadership/ Website: dsbleadershipgroup.com/TwinsTalkitUp

As identical twins, we understand the value of harnessing our unique strengths and abilities to increase both exposure and opportunities for success.  In today's fast-paced environment, a "do-it-alone" approach is not the best strategy for growth.  Collaboration and strategic partnerships between complementary businesses are fundamental to improving business outcomes. We are pleased to have a thought leader who specializes in consulting businesses on building successful partnerships.  Vincent Menzione is the Founder of Ultimate Partnerships and is the Host of the Ultimate Guide to Partnering podcast, where he spotlights leadership and partnership principles.     Vince shares with us what his principles are for building successful partnerships.  His 8 Operating Principles to Successful Partnerships include: Growth Mindset, Shared vision, Extreme Commitment, Consistent communication, Maniacal focus, Shared vision, Brand elevation, Results-orientation and Agility.  If you are wondering why Trust is not one of his principles, Vince makes the point that "trust is not one of them [principles], because trust is in all of them".    He also shares what he sees as some of the greatest points of failure in developing partnerships.  These include: not having the right mindset, not having a strong communication strategy and a lack of clarity around mutual goals. There may be times when organizations need to fix or repair their strained or unbalanced partnership.  They need to move from a "transaction relationship to a transparent one".  Remember, that we are better together than to try and go it alone.     Vince believes that partnerships can be the key to organizations achieving their greatest results.  Is it time for you to engage in building strategic partnerships?  Is it time for you to strengthen and leverage your existing partnerships?  Let's build successful partnerships.      For more information about Vince and Ultimate Partnerships, visit https://ultimateguidetopartnering.com/     Be sure to Support and Follow us by Subscribing & Downloading.   ----more----     If you are looking to learn the art of audience engagement while listening for methods to conquer speaking anxiety, deliver persuasive presentations, and close more deals, then this is the podcast for you. Twins Talk it Up is a podcast where identical twin brothers Danny Suk Brown and David Suk Brown discuss leadership communication strategies to support professionals who believe in the power of their own authentic voice.  Together, we will explore tips and tools to increase both your influence and value.  Along the way, let's crush some goals, deliver winning sales pitches, and enjoy some laughs. Danny Suk Brown and David Suk Brown train on speaking and presentation skills.  They also share from their keynote entitled, “Identically Opposite: the Pursuit of Identity”.   Support and Follow us: YouTube: youtube.com/channel/UCL18KYXdzVdzEwMH8uwLf6g Instagram: @twinstalkitup Instagram:  @dsbleadershipgroup Twitter:  @dsbleadership LinkedIn: linkedin.com/company/twins-talk-it-up/ LinkedIn:  linkedin.com/company/dsbleadershipgroup/ Facebook: facebook.com/TwinsTalkitUp Facebook: facebook.com/dsbleadership/ Website: dsbleadershipgroup.com/TwinsTalkitUp

The National is here. There's already been a ton ground covered on the show so Brett discusses the importance of giving yourself some Hobby operating principles and the direction that it can provide. Sign up for the Stacking Slabs Weekly Rip Newsletter using this linkSign up for Card Ladder and show your support for the show by using this linkFollow Stacking Slabs: | Twitter | Instagram | Facebook | Tiktok

Adrian Sabatino is a great example of an entrepreneur who understands diversification and creating multiple streams of income. He also practices what he preaches when it comes to balancing and leading by example. Adrian has over 20 years of real estate experience in the Southwest Florida area. He owns and operates multiple businesses, including The Summit Group, is the Operating Principle of the Keller Williams Naples and Marco Island Market Centers, has personally flipped over 100 homes, and builds single-family homes and investment properties. Here's What We Cover in This Episode How financial stress can lead to other issues Being a good salesperson is important in the growth of any business 3 pillars of building wealth How information is more valuable than money Limiting beliefs around deals in today's market Getting things done now so you can have what you want later Make a plan that is important to you, put it on paper, and share it with others Saying yes to everything is the worst advice to follow You are going to mess up…and that is ok! Connect with Adrian https://www.linkedin.com/in/adrian-sabatino-b3a059149/ (LinkedIn) https://www.freefloridahomesearch.com/ (Website) https://www.instagram.com/adriansabatno/ (Instagram) https://www.facebook.com/adrian.sabatino.1 (Facebook)

Week 79 Topic: Building a Team from ScratchAshley returns to tell us how she prioritised early definition of ‘Operating Principles' for her nascent team, and how they're essentially still holding strong 4 years on.Support the show (https://www.patreon.com/user?u=28654526)

On the show today I have Christina Leijonhufvud, she's the CEO of BlueMark, a company founded by the impact investment consultancy Tideline. Now BlueMark has a very specific focus, and that's to provide third-party verification of the impact investment practices and performance of the world's leading impact practitioners. There's a dizzying array of impact frameworks available today, and more seem to pop-up everyday. This is progress, but as impact investment pushes into the mainstream, we face the paradox of success, it's the challenge of maintaining impact with integrity and pushing-back against impact washing. And this is where independent verification comes in. When the IFC launched the Operating Principles for Impact Management, they were well aware of this, and one of their 9 principles is actually a requirement for investors to undergo third-party verification. And so far, the large bulk of the signatories to the Impact Principles have gone to BlueMark for their impact audit. And with this rich source of impact data, Christina and her team have aggregated the results, and they've begun work on a Benchmark, for what the best Impact Investment methodologies look like and where there's area for improvement. You can find all the show notes on my website at www.johntreadgold.com Enjoy

In this episode, Lisa Bly-Jones, Ed.D. speaks with the Social Equity Committee of Keller Williams Realty Signature in Illinois and Wisconsin. This rock-star team making equity strides in the real estate industry consists of Toni VanderHayden, the Operating Principle for Keller Williams Realty Signature. She, alongside a fantastic board of leaders and real estate agents, have realized the founding vision of their launch in 2008 to be a real estate company where all real estate agents can learn to build wealth, so they can turn around and help the next person do the same; Nastasia 'Staci' Brown, Realtor and Chair of Social Equity Committee, Lead Buyer Specialist, and Lifetime Nomination as Cultural Ambassador of the entire Keller Williams region; Joey Krutza, who focuses on social equity training, education and development; and Bryant Chandler, who leads the mentorship aspect of this work.   Keller Williams Realty Signature is hosting a Social Equity Wine & Cheese night on Thursday, June 10 from 6 p.m. to 7:30 p.m. at their Loves Park address. You are invited to a gathering of highly successful professionals to discuss a strategy to promote and ensure social equity in our local business community. Your ideas and input are welcome while we enjoy a wine tasting with Artale Wines and plentiful charcuterie boards!

Zu Gast in unserem heutigen Podcast ist der Mensch, der die Welt bewegt. Oder zumindest die Menschen in Europa und Lateinamerika. Was als ursprünglich als Taxi-Vermittlungsgeschäft begann, ist inzwischen zu einem der größten Mobilitätsanbieter gewachsen.

At this week's virtual CID Speaker Series event we are joined by Neil Gregory, Chief Thought Leadership Officer of the International Finance Corporation or the private investment arm of the World Bank Group for a discussion moderated by Shawn Cole, a professor in the Finance Unit at Harvard Business School, where he teaches and conducts research on financial services, social enterprise, and impact investing. // Recorded virtually October 23, 2020. Impact investing in private markets could be as large as $2.1 trillion in assets under management, but only a quarter of that, $505 billion, is clearly measured for its impact, both for development impact and financial returns, according to the report Growing Impact—New Insights into the Practice of Impact Investing. Impact investing can be defined as “investments made into companies or organizations with the intent to contribute to measurable positive social or environmental impact, alongside financial returns.” This week's speaker is Neil Gregory, Chief Thought Leadership Officer of the International Finance Corporation, the private investment arm of the World Bank Group. The conversation moderator is Shawn Cole, a professor in the Finance Unit at Harvard Business School, where he teaches and conducts research on financial services, social enterprise, and impact investing. Neil is going to speak on The Operating Principles for Impact Management, launched in April 2019 to provide a framework for investors to ensure that impact considerations are purposefully integrated throughout the investment life cycle. The Impact Principles bring greater discipline and transparency to the impact investing market, requiring annual disclosure statements and independent verification of Signatories' impact management systems and processes. As the number of Signatories continues to grow, these asset managers, asset owners, Multilateral Development Banks and Development Finance Institutions have become a collaborative community, working together to shape the future of impact investing. Neil Gregory is Chief Thought Leadership Officer of the International Finance Corporation, the private investment arm of the World Bank Group. He has held a range of senior strategy and management roles at IFC, including research, business planning, investment and advisory functions. He was previously Adviser to the UK Executive Director of the World Bank and International Monetary Fund, and an Economic Adviser to the UK Government. He has extensive work experience in South Asia, China, Africa and the Caribbean. A British national, Neil has MA and MSc degrees in Economics from Cambridge and Oxford and an MBA from Georgetown.

Our world has turned upside down in a matter of weeks due to the outbreak of COVID-19 and business are being forced to reposition their business strategies, adopt remote working models and maintain connection with their staff through a time of anxiety and uncertainty. In this podcast Apricot Consulting's head of Transformation, Avril Gaughan shares some of her change operating principles to help business leaders support their employees as they adopt a new way of working.

Ep. 35 "Long-Termism" as an Operating Principle by BFS

A simple way to radically improve the quality of your life is to embrace “Long-Termism” as an operating principle in your life. In this episode, Rick explains the idea of “Long-Termism”, and how moving your mindset to focus on decades into the future can impact the decisions you make today. He uses the example of marriage. If you want a long-term marriage, write down a description of your relationship 10 years in the future, 20 years into the future, and 30 years, etc. When you think about the big picture with a long-term mindset, you are more easily able to identify the things in front of you right now that are definitely not going to help you get there. None of us want to look back and wish we would have made better choices. They say hindsight is 20/20. Making a commitment now to put the principle of long-termism into operation in your life, in all areas, will instantly increase the odds you end up where you want to be.

Taylor Pearson is an investor and writer. Your life is highly controlled by your values and principles, even if you haven't written them down, or even know what they are. I fell in love with Taylor's blog post on this topic at the start of 2020 and just had to bring him on to discuss it. Expect to learn why defining your values & principles can change your life, the importance of aligning your intentions with your actions, how values & principles relate and differ, how to identify & create your own list and much more... Sponsor: Shop Eleiko’s full range at https://www.shop.eleiko.com (enter code MW15 for 15% off everything) Extra Stuff: Taylor's Core Value List - https://taylorpearson.me/core-values-list/ Taylor's General Operating Principles - https://taylorpearson.me/principles/ Follow Taylor on Twitter - https://twitter.com/taylorpearsonme Get my free Ultimate Life Hacks List to 10x your daily productivity → https://chriswillx.com/lifehacks/ To support me on Patreon (thank you): https://www.patreon.com/modernwisdom - Get in touch. Join the discussion with me and other like minded listeners in the episode comments on the MW YouTube Channel or message me... Instagram: https://www.instagram.com/chriswillx Twitter: https://www.twitter.com/chriswillx YouTube: https://www.youtube.com/ModernWisdomPodcast Email: modernwisdompodcast@gmail.com

Our guest on this episode is Diane Damskey, Head of the Secretariat of the IFC’s Operating Principles for Impact Management. Diane is a senior member of the team that developed the Operating Principles for Impact Management that established a framework to bring greater discipline and transparency to the impact investing market. Prior to joining IFC, Diane was an Adviser to the Managing Director and Chief Financial Officer of the World Bank Group.  Michael Torrance leads a conversation with Diane on today’s episode about the differences between impact investing and traditional investing, and how impact investing fits into the broader sustainability ecosystem. 

On setting goals, defining principles, embodying your vision, and keeping it all agile. Michal's Operating Principles: https://bit.ly/2ZmYy18

In episode #4, Eran Aloni (COO of Gong.io) shares tips on how to get your team aligned and why accountability is critical to leading teams. We also talked about how Gong.io uses operating principles to guide their team and what signals you can watch for to know you’re ready to implement them in your company. Eran has over 20 years of experience building and scaling enterprise solutions. Previously, he was COO and VP of Product at Adobe EchoSign, VP of Product at Influitive, and VP of Product Marketing at Clarizen. Tune in to hear all about Eran’s leadership journey and lessons learned along the way! Enjoyed this episode? Be sure to leave a review and share the podcast with your colleagues.

Our world has turned upside down in a matter of weeks due to the outbreak of COVID-19 and business are being forced to reposition their business strategies, adopt remote working models and maintain connection with their staff through a time of anxiety and uncertainty. In this podcast Apricot Consulting’s head of Transformation, Avril Gaughan shares some of her change operating principles to help business leaders support their employees as they adopt a new way of working.

2020: fresh starts, new beginnings, and second chances What if we could begin 2020 with a clearer vision of God's grace, that is, His accepting love in the midst of our messy lives? In this series we will discover that God's grace offers us a chance to change, a chance to thrive, a chance to be challenged, a chance to start over, and a chance to forgive.  He is the God of fresh starts, new beginnings, and second chances. John 1:14-18, Pastor John

This episode is a Sneak Peak into what you'll be receiving when you sign up for Real Estate Investing for Women EXTRA! Head to www.realestateinvestingforwomenextra.com to sign up and dive deep on how to grow your Real Estate Business. Linda McKissack is an entrepreneur, best-selling author, business coach, trainer and highly regarded speaker. Her greatest passion is helping the successful but overworked entrepreneur understand the power of leverage and passive income in their lives. Linda is the Operating Principle for the Ohio Valley Region for Keller Williams International and owns multiple Keller Williams franchises. Her career in real estate began in the early ‘80s with a rocky start. Through her experiences, Linda has developed an understanding of business that she shares with other entrepreneurs and business owners around the country. Her results-driven personality continually helps push successful people to the next level in both their lives and careers. In the EXTRA portion of this show we talked about: - How to use leverage in your real estate business - money & people.  - Steps on how she invests:   1) finding money (Book recommedation: Total Money Makeover)   2) finding properties - the 4 D's for finding properties   3) Components for doing a deal To get your free gift, text  freedomnumber to 33444 Also, visit Linda at LindaMcKissack.com ______________________ Subscribe to EXTRA content: www.realestateinvestingforwomenextra.com  ______________________ Learn how to create wealth blissfully only working 5-10 hours a MONTH at blissfulinvestor.com

Leadership Integrity: A Collection of Personal Habits, Operating Principles and Boundaries that Allow a Leader to Function as Purposed by God Without Collapsing in Response to Internal or External Pressures, Forces or Influences.

Thank you for listening.  To reach out to the host, Rick Bosley, please email me: Rick@RickBosley.com or call 407-815-2020.Our guest, Ashley Lunn, is an Operating Principle and Market Center owner of a Keller Williams franchise in San Diego, CA. as well as a Mastery Level MAPS coach.  She can be contacted at AshleyLunnKW@gmail.com.If I can ever serve you with any Real Estate needs in Central Florida, or with my network of professionals out of Central Florida, please don't hesitate to connect.Please comment and subscribe to automatically download the next episode; and thank you again for listing... -Rick

Thank you for listening.  To reach out to the host, Rick Bosley, please email me: Rick@RickBosley.com or call 407-815-2020.Our guest, Ashley Lunn, is an Operating Principle and Market Center owner of a Keller Williams franchise in San Diego, CA. as well as a Mastery Level MAPS coach.  She can be contacted at AshleyLunnKW@gmail.com.If I can ever serve you with any Real Estate needs in Central Florida, or with my network of professionals out of Central Florida, please don't hesitate to connect.Please comment and subscribe to automatically download the next episode; and thank you again for listing... -Rick

Organizations rely on operating principles to put their values into practice and get things done efficiently. While this is a typical process in the corporate world, what would happen if you applied this framework to yourself?    Today's episode is all about standardizing YOUR standards, and communicating expectations from the start to avoid challenges in the long run.    Lauren shares strategies for getting clear on your must-haves and deal-breakers, and prompts to help you develop a structure for showing up as your strongest SpitFire self.    Download Worksheet   

The Operating Principle of Karma | Ness Cannon by

In this episode, I explain the Theory of Enchantment's first Operating Principle as well as how it applies to certain pop cultural phenomenon, like the Netflix series, 'When They See Us,' and David Letterman's recent interview with Kanye West. Online Course: theory-of-enchantment.teachable.com COUPON: SPIKECOHEN --- Support this podcast: https://anchor.fm/chloe76/support

Linda McKissack is an entrepreneur, best-selling author, business coach, trainer and highly regarded speaker. Her greatest passion is helping the successful but overworked entrepreneur understand the power of leverage and passive income in their lives. Linda is the Operating Principle for the Ohio Valley Region for Keller Williams International and owns multiple Keller Williams franchises. Her career in real estate began in the early ‘80s with a rocky start. Through her experiences, Linda has developed an understanding of business that she shares with other entrepreneurs and business owners around the country. Her results-driven personality continually helps push successful people to the next level in both their lives and careers. In this episode, we talk about: Why you should step up What are you choices while investing Why its investing not speculating To get your free gift, text  freedomnumber to 33444 Also, visit Linda at LindaMcKissack.com

People often let ego guide them into expansion prematurely. There are several things that need to be considered when growing a successful and profitable business that has room to expand. How do we hire people who are capable of handling business growth? How do we know when our business can expand successfully? How do we grow and maintain our profit margins? In this episode, Aaron Rian shares his knowledge of and experience in expanding his real estate business. It doesn’t make sense to go into another market until every market that you’re in is running tight, making the margin, and is profitable. –Aaron Rian Three Takeaways Hire people based on where you see your business going Hire staff who have the capacity to deal with where you want your business to go, not where you’re at today. When you hire people to deal with your current capacity only, they often can’t keep up when growth starts to happen. The most important thing to look for in people is who can handle the growth and leadership of the business into the new markets as you expand. How to know when expanding is a good idea Expansion should only be a consideration when you have a consistent 55-65% profit margin for at least 12 months. You must know your numbers, from your top agent to your newest hire, and keep track of what’s being brought in and what you’re paying to support your employees. If you’re not meeting that margin or paying attention to your balance sheet, you won’t be able to expand successfully and run a profitable model. How to grow your profit margin When your profit margin is not hitting the mark, you need to decrease your expenses. Examine your numbers carefully, see where you’re bleeding money and either try to get that back or lose that part of your business. You should also know where your ROIs are and focus on what’s bringing in the best return. Don’t make the mistake of trying to expand when your main hub isn’t profitable to the level that it makes sense to operate as a business.    Expansion is a tough but rewarding game to play. It starts with having a healthy business and then figuring out which parts of it are reproducible in other places. It forces us to pay attention to systems in our business and to look inward and consider the construction of our team. To expand and be profitable, our business must have people who can grow with it and a profit margin that enables successful expansion. Guest Bio Aaron is the Founder and Operating Principle of The Brokerage House, home to a multi-million-dollar team and currently expanding cross-country. The company is currently the number one real estate team by sold volume and number of transactions in the local market, as reported by the Wall Street Journal. In Aaron’s seven plus years as a real estate agent, he has been a Top One Percent Metro Realtor and a Multi-Million Dollar Sales Producer. Aaron also won back-to-back-to-back “Top Real Estate Agent” awards from the Portland Monthly magazine in 2011, 2012, 2013, 2014, 2015, 2016 and 2017 and was recently added to the “Registry of Business Excellence™” by America’s Registry of Outstanding Professionals organization. He has appeared in national publications such as “USA Today” and “The Wall Street Journal”, and was recently featured in “Top Agent Magazine”. Aaron is a regular expert on KATU’s AM Northwest Talk Show and has appeared on several television networks including HGTV, CNBC, CNN and Bravo. His first book, “Out Front: The Art of Closing a Deal”, was sold on Amazon.com and made the best-selling authors list. Aaron and his team are on track to close over 650 transactions with a value of nearly 250 million dollars in volume in 2018. For more information visit https://www.thebrokeragerealtors.com or email info@thebrokeragerealtors.com. You can also connect with Aaron on LinkedIn https://www.linkedin.com/in/aaronrian/.   Rockstar Agent Marketing Toolkit - Featuring our favorite scripts, tutorials and quickstart guides to marketing strategies like Facebook Live, door-knocking, remarketing advertising, open houses and referrals. Get actionable ideas and tactics you can use in your career right NOW.

Although this reads for the new company, the intent is your phoenix rising from the ashes - the company built on the same ground as the old. There 4 Operating Principles that provide the foundation for success and growth: Accountability Feedback on Results Peer Support Planning as the CEO’s (you the business owner) Job 1 Why? Over my 4 decades of business consulting with the large and the small plus years of researching organizational excellence, these 4 were found in every success story.

Although this reads for the new company, the intent is your phoenix rising from the ashes - the company built on the same ground as the old. There 4 Operating Principles that provide the foundation for success and growth: Accountability Feedback on Results Peer Support Planning as the CEO’s (you the business owner) Job 1 Why? Over my 4 decades of business consulting with the large and the small plus years of researching organizational excellence, these 4 were found in every success story.

That’s a little quote from Tyler Babin and I’m now adding it to my list of 2019 Operating Principles.   PS: Note the irony of today’s subject & the new title clip.

Linda McKissack - Secrets of Leverage and Passive Income Revealed: 5 Minute Success- The Podcast, Episode 112 Linda McKissack is an entrepreneur, best-selling author, business coach, trainer and highly regarded speaker. Her greatest passion is helping the successful but overworked entrepreneur understand the power of leverage and passive income in their lives. Linda is the Operating Principle for the Ohio Valley Region for Keller Williams International and owns multiple Keller Williams franchises. Her career in real estate began in the early ‘80s with a rocky start. Through her experiences, Linda has developed an understanding of business that she shares with other entrepreneurs and business owners around the country. Her results-driven personality continually helps push successful people to the next level in both their lives and careers.   Linda has taken her success and graciously shares it with others through her writing and speaking. In 2013, Linda was co-author of the national best-seller HOLD – How to find, buy and rent homes to build wealth.  She has been a guest speaker at the Colorado Association of Realtors, Hawaii Association of Realtors, National Association of Realtors, CRS, Keller Williams University and a regular speaker at Howard Brinton Star Powers Seminars. Recently, Linda was featured on one of the top ten business blogs, Entrepreneur on Fire. Her authenticity makes you believe if she can do it then so can I.    In this episode, Karen and Linda discuss: Success Story of Linda Commit to Get Leads Look for opportunities, you won’t find something if you aren’t looking for it. Consult to Sell Look for what value your customer needs and what you can help them get. Connect to Build and Grow Look for the next big commitment that has your name on it and have the courage to take advantage of it. Success Thinking, Activities and Vision Never stop learning. Seek out other successful people and learn from them. Sweet Spot of Success   "A person is more effective if you stay within the arena of what you’ve already had those 10,000 hours on."- Linda McKissack   *5 Minute Success - Listener Giveaway* Text “mentors” to 33444 and you will receive a FREE Scorecard that will help you grow your mindset to a better future!   Connect with Linda McKissack: Website: LindaMcKissack.com Email:  mckissack@kw.com Book: HOLD: How to Find, Buy, and Rent Houses for Wealth      About the Podcast Join host Karen Briscoe each week to learn how you can achieve success at a higher level by investing just 5 minutes a day! Tune in to hear powerful, inspirational success stories and expert insights from entrepreneurs, business owners, industry leaders, and real estate agents that will transform your business and life. Karen shares a-ha moments that have shaped her career and discusses key concepts from her book Real Estate Success in 5 Minutes a Day: Secrets of a Top Agent Revealed.   Here’s to your success in business and in life!   Connect with Karen Briscoe: Twitter: @5MinuteSuccess Facebook: 5MinuteSuccess Website: 5MinuteSuccess.com Email: Karen@5MinuteSuccess.com   5 Minute Success Links Learn more about Karen’s book, Real Estate Success in 5 Minutes a Day Subscribe to 5 Minute Success Podcast   Spread the love and share the secrets of 5 Minute Success with your friends and colleagues!     Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

“Ich hatte schon im Studium die Motivation, ein sehr cooles Unternehmen aufzubauen, wirklich ein Unternehmen, in dem ich selber gerne arbeiten würde.” Loving HR - Der Podcast zu aktuellen Themen und Trends im Bereich Personal News: www.lovinghr.de Podcast: www.lovinghr.de/podcast Newsletter: www.lovinghr.de/newsletter-anmeldung/ Kontakt: hallo@lovinghr.de “Ich hatte schon im Studium die Motivation, ein sehr cooles Unternehmen aufzubauen - wirklich ein Unternehmen, in dem ich selber gerne arbeiten würde.” Hanno Renner ist Gründer und CEO von Personio - dem “HR-Betriebssystem”. Das Startup hat sich schon früh mit der Gestaltung des `Warum´ und des `Wie´ auseinandergesetzt, und legt trotz starken Wachstums großen Wert auf den kulturellen Fit eines jeden Kandidaten. Darüber, aber auch über OKRs, das Onboarding und Mitarbeiterbindung haben wir uns unterhalten. Vorstellung von Hanno Renner und Personio (ab 00:29) Core Purpose, Strategic Vision und BHAG bei (ab 04:32) Maßnahmen zur Vermittlung des “Warum” (ab 09:20) Core Values und Operating Principles (ab 10:54) Mitarbeitergespräche (ab 13:24) Mission-based Teams (ab 14:11) OKRs (Objectives and Key Results) (ab 17:25) Individuelle Zielvereinbarungen? (ab 22:03) Die Mission vom HR-Team (ab 23:04) Mitarbeiterwachstum bei Personio (ab 24:36) Recruiting-Instrumente (ab 26:03) Qualität der Bewerber vs. Bereiche (ab 28:16) Bewerbungsprozess bei Personio (ab 29:44) Value-Interview (ab 33:47) Onboarding-Prozess (ab 37:56) Fluktuation bei Personio (ab 41:35) Maßnahmen zur Mitarbeiterbindung (ab 43:22) Tools in der täglichen (HR-)Arbeit (ab 46:13) Employee Engagement Survey (ab 48:09) Was hat Personio in diesem Jahr vor? (ab 51:18) Loving HR@Social Media: Facebook: www.facebook.com/Loving-HR-535439940181338 Instagram: www.instagram.com/loving__hr Twitter: twitter.com/https://twitter.com/JensKollmann Google+: plus.google.com/b/106699679140789…99679140789367499 LinkedIn: www.linkedin.com/company/11303445/ Youtube: www.youtube.com/channel/UCMB9tfe4EmTpemdzAUfjwyA XING: www.xing.com/xbp/pages/loving-hr-gmbh Soundcloud: https://soundcloud.com/loving-hr

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In this Episode 05, Kev talks about Success In Business. We are creating your own business principles to set you up for success! ★☆★ VIEW THE BLOG POST: ★☆★ http://www.lifesuccessengineer.com/

My business partners and I recently had an owners retreat to reflect on 2016 and plan for 2017. One of the key things we focused on was defining the core operating principles for The Marketing Squad. During this podcast, I share some insights on the importance of developing core operating principles for your organization. I also share a special announcement about Louisville Dream Funders.

There is no first here, you can start with the brand externally or with the brand internal. However both have to be done early and compatible. The brand inside means what are your mission, vision, and values (operating principles) for the company. These govern behavior and make it easily to build a world class organization, and must be compatible with branding in the marketplace. Otherwise your company is promising something it can't deliver.