Podcast appearances and mentions of Simon Sinek

We all reach moments when we know something has to change, but we don't know what comes next. You feel it at the end of the year, when you're tired of repeating the same patterns. That's why today I'm reflecting on 2025, the last four years, 300 episodes, and what it really takes to keep going when things aren't perfect. I'm sharing how I started this podcast, why it has continued to evolve, and how I've retained my identity and growth. I'm also revealing why so many women stay stuck even when they're doing “all the right things,” and what I've learned about relaunching your life from the inside out. This episode is about who you are choosing to become. You'll hear wisdom from voices like Emily Ford, Jonelle Graziosi, Sara Jane Ho, Chef Michelle Sohan, Marie Diamond, Valerie Jones, including a rare double conversation with Simon Sinek and Seth Godin. You'll gain clarity on what's been holding you back, the types of motivation that don't work, and how to relaunch your life into greater success in 2026. If you don't want to carry the same patterns, doubts, or frustrations into another year, listen to this conversation now. So join me today in celebrating episode 300 and learn how to step into the version of you who is ready for her rich life in 2026.Connect with Hilary:Website: https://www.therelaunch.comInstagram: https://www.instagram.com/hilarydecesare/Facebook: https://www.facebook.com/TheReLaunchCoInterested in being a guest on the ReLaunch Podcast or booking Hilary as a guest? Email us at hello@therelaunch.comFind Us on Your Favorite Podcast App – https://the-silver-lined-relaunch.captivate.fm/listen

In the final days of 2025, Jen and Pete noodle on what should be the top priority to have prepared as we move in to 2026.Specifically, in this episode Jen and Pete talk about:Why is it important to have an idea of what success looks like for you?What is an outcome goal? What is a process goal?How might we measure and take an audit of our existing assets?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

In their annual tradition, Jen and Pete list their very favo(u)rite things of 2025.Specifically, in this episode Jen and Pete talk about their favo(u)rite:Fiction book.Non-fiction book.Podcast.TLATSOI episode.Thing they watched.Motto.Thing they discovered about themselves.To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Shoot us a Text.Episode #1226: We're talking rising auto prices and longer-term debt in the U.S., Kazakhstan's record-setting manufacturing momentum, and Simon Sinek's take on why Gen Z might be the most rational workforce yet.As new car prices have climbed 33% since 2020, affordability is slipping out of reach for many. Buyers are stretching loan terms to eight, nine, even ten years—trading short-term relief for long-term debt.Average new vehicle price broke $50K this fall, up from under $38K in early 2020.Monthly payments now average $760; rising prices and high interest rates are fueling defaults.One-third of buyers now take loans of at least 72 months; some exceed 100 months, especially on pickups.Automakers are lowering prices and leaning into base trims—Ford's Maverick jumped 76% in November sales.Kazakhstan's automotive sector is on a record-breaking run. Through the first 11 months of 2025, vehicle production has already topped the full-year total from 2024, signaling both rising demand and growing sophistication in local manufacturing. With nearly $4 billion in output, the industry is becoming a major economic engine.From January to November, Kazakhstan built 146,163 vehicles valued at $3.9B—a 15.7% jump from 2024.November alone set a monthly record with 22,580 units produced worth $601M, up 25.5% year-over-year.Auto manufacturing now makes up 41.7% of the country's entire machine-building sector, up from 2024.Growth was led by Allur (79K+ units) in Kostanay and Hyundai plants in Almaty and Shymkent (up 26.7%), including those operated by our friends at Astana MotorsSimon Sinek and Garry Ridge are taking aim at the "lazy Gen Z" stereotype. In a recent podcast conversation, the leadership thinkers argue that Gen Z's workplace demands are less about entitlement—and more about a rational response to broken corporate trust.On A Bit of Optimism, Sinek says Gen Z's need for upfront value stems from growing up in a world with "no loyalty from the company."Ridge, former WD-40 CEO, agrees: leaders must build trust and ditch outdated performance models.Both advocate for regular coaching check-ins over once-a-year reviews.Gen Z doesn't want delayed recognition—they want feedback, growth, and transparency now.“I don't want to wait 364 days for you to tell me what I should've done better,” said RidgeThank you to today's sponsor, Mia. Capture more revenue, protect CSI, and never miss a call or connection again with 24/7 phone coverage and texting (SMS) follow-up for sales, service, and reception. Learn more at https://www.mia.inc/0:00 Intro with Paul J Daly and Kyle Mountsier4:21 Average Monthly Payments arJoin Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

“If your company doesn't know the story that it's helping to tell, no marketing campaign is going to save you.” — Rain BennettMost businesses mistake their vision for a quarterly goal or a financial target, but that's not a story anyone wants to join.In this solo episode, Rain Bennett unpacks the critical difference between vision and mission, showing how your vision acts as the narrative North Star for your entire brand. Rain shares a clear, actionable framework based on Simon Sinek's “Just Cause” model and explains how the best visions are resilient, inclusive, and service-oriented.Through two powerful case studies—Patagonia and The People's Game—Rain illustrates how a well-crafted vision can guide every part of your business, from branding to product development to internal culture.If you've ever struggled to articulate why your company exists beyond just making money, this episode gives you the foundation to start telling a story that actually matters.In this episode, you will learn to:Define a brand vision that is resilient, inclusive, and service-orientedAlign your team and decisions around a single, powerful storyAvoid the common mistakes that make most vision statements meaninglessUse real-world case studies to guide your own storytelling strategyCraft a vision that inspires belief, not just activityFor more storytelling tips and tricks,Visit rainbennett.com or thestorytellinglabpodcast.comFollow on TikTok @chiefstorytellingofficerFollow on Twitter @rainbennettFollow on Instagram @rainbennettFollow on Facebook @thestorytellinglab Subscribe to the YouTube Channel Hosted on Acast. See acast.com/privacy for more information.

After Jesus was born in Bethlehem in Judea, during the time of King Herod, Magi[a] from the east came to Jerusalem and asked, “Where is the one who has been born king of the Jews? We saw his star when it rose and have come to worship him...” Matthew 2:1–12 Have you ever found yourself on a path you didn't expect, realizing that the journey might be just as important as the destination? Like a GPS recalculating toward hidden treasures, each twist and turn can lead you to blessings you never anticipated. Just as a star guided the Magi, sometimes our own journeys take unexpected routes, leading to greater insights and revelations. The Bible reminds us in Proverbs 3:5–6 to trust in the Lord with all our hearts and lean not on our own understanding. These wise men exemplified this trust, navigating away from King Herod and instead following a new path toward the divine (Matthew 2:1–12). In their obedience, they found not only the Savior but also a profound blessing in their detour. What blessings have you discovered this year? Perhaps it is the deepened relationships or newfound passions that have emerged from unexpected turns. Proverbs 3:5–6 says, "Trust in the Lord with all your heart and lean not on your own understanding; in all your ways submit to him, and he will make your paths straight." As Simon Sinek once said, “Direction is more valuable than speed.” Therefore, it's not about racing toward an outcome, but rather about embracing the wisdom found along the way. Each step and every detour can refine our hearts and minds, shaping our understanding of God's plan. When you pause to reflect, you may realize that the slower pace has allowed deeper growth — a treasure far greater than the quick arrival at your destination. Remember, "A heart fully invested in the search for God discovers not just the destination, but the beauty of the journey itself." Therefore, in your journey, consider the blessings that come from seeking rather than rushing. The wise men searched diligently, and their hearts were not just set on finding a child, but on discovering the very essence of divine love. In your life, the search itself is a sacred mission; every moment leads you closer to a deeper relationship with Him. Jeremiah 29:13 says, "You will seek me and find me, when you seek me with all your heart." Prayer for the Day!Heavenly Father, we thank You for the detours that guide us to unexpected blessings. Brethren, I pray that the Holy Spirit help you to embrace the wisdom in your journeys, just as the wise men did. May you seek the light that guides your path and remain steadfast in your quest for truth. In times of uncertainty, let your hearts be filled with courage, and may you find strength in community and faith. In Jesus' name, we pray, Amen.

Creating Organizational Cultures That Actually Work In this episode, Michael and cultural anthropologist Jitske Kramer dive deep into the heart of organizational culture. Michael shares a story from a startup he supported, where a crystal clear sense of purpose created unity, loyalty, and a genuine feeling of belonging. Employees stayed because they felt connected to something bigger than a job description. Jitske expands on this by highlighting how leaders shape culture through the behaviors, values, and norms they model. She stresses that culture is never an accident. It is a series of daily choices and conversations. When leaders fail to engage with their teams or invite them into meaningful decision making, organizations lose clarity and people lose their sense of belonging. Both Michael and Jitske agree that leaders miss countless opportunities to build trust simply because they are not intentionally engaging with their people. Transformative Leadership and the Power of Human Connection Michael brings up a powerful metaphor involving an orchestra conductor to show how communication and knowledge flow can transform the relationship between leaders and their teams. When the conductor shifts from directing to connecting, the entire ensemble transforms. The energy changes. People take ownership. Collaboration becomes natural rather than forced. Jitske builds on this idea by contrasting transactional interactions with transformative ones. Transactional moments keep the lights on, but transformative moments build the future. She emphasizes the need for what she calls campfire conversations. These are the unhurried, human centered discussions where ideas form, trust deepens, and innovation actually has space to emerge. They conclude that the most successful organizations are the ones that prioritize human to human connection over rigid systems and corporate scripts. Finding Clarity in the Messy Middle of Change Jitske introduces her latest book, Tricky Times, which explores liminality. Liminality refers to the messy middle stage of change when the old story no longer works and the new story is not yet formed. She describes this phase as uncomfortable but deeply necessary. She explains that societies worldwide are wrestling with a kind of midlife crisis. People are questioning the expectation of nonstop economic growth and the conflict it creates with environmental and social realities. In these liminal spaces, power dynamics shift. Cultural identities get rewritten. Leaders are challenged to redefine what truly matters. Michael shares how timely these insights feel, especially given the current political climate in the United States and abroad. He highlights how difficult but essential conversations shape whether we move forward with intention or stay stuck in old patterns. Leading with Courage in Tricky Times Jitske describes the leadership challenges she writes about in Tricky Times. She warns against leaders who act like tricksters, constantly pushing boundaries without offering guidance or stability. True leadership requires bold honesty, grounded decision making, and the willingness to enter uncomfortable conversations. She emphasizes that balanced leadership is essential. Leaders must be willing to question assumptions, tell the truth about what is working and what is not, and invite their organizations into deeper reflection. Tricky Times has become a bestseller in the Netherlands, and Jitske is sharing its message with influential political leaders who are navigating uncertainty on a national scale. The book is available as an e-book on Amazon and offers a grounded, human centered framework for leading through cultural transformation. Jitske Kramer is a renowned Dutch corporate anthropologist who translates real-world lessons from communities around the globe into practical tools for modern workplaces.    She travels the world to learn from traditional healers, innovators, random passers-by, and everyday communities, studying how humans bond, lead, and resolve conflict — and brings those insights into the boardroom.   Her latest book, Tricky Times (a #1 Dutch bestseller), explores what it takes to lead in “the messy middle” — those uncertain in-between phases where old systems break down before new ones emerge.    With 25+ years of experience, she has shaped transformation for Nike, Unilever, Calvin Klein, and Philips, authored 9 bestselling books (150,000+ copies sold), and spoken alongside Simon Sinek, Amy Edmondson, Yuval Noah Harari on stages like TEDx and Workhuman Live.   Jitske's sharp, funny, and “aha”-filled style makes anthropology highly accessible for leaders facing change, culture challenges, and transformation.   Topics:  The messy middle: Leading effectively through uncertainty and liminal times The real drivers of company culture: Rituals, symbols, and hidden power structures How to “think like an anthropologist” to sense change and spot unseen dynamics The difference between formal power and cultural power — and why rank-awareness is critical for leaders What tribes can teach today's organizations about handling dilemmas and conflict   More about Jitske:  Founder of HumanDimensions, a pioneering training company that helps organizations strengthen teamwork and company culture.  Featured in the Patterns of Life documentary series, in which she traveled to India as an anthropologist.  Former Fellow at the Oxford Leadership Academy; holds a master's degree in cultural anthropology from Utrecht University.  Other books by Jitske: Building Tribes, Wow! What a Difference, Work Has Left the Building, Jam Cultures, andThe Corporate Tribe (which won the prestigious 2016 Management book of the Year Award). Take a look at Jitske's keynotes, other public speeches, TV appearances, and writings.    To get a sense of Jitske, here's an appearance she made on The Culture Lab podcast, talking about the making of a corporate tribe and how to effectively deal with diversity in a team. 

In today's special episode of Relaunch To a Rich Life, we're counting down the top 10 podcast episodes of 2025. These are the conversations our listeners replayed, shared, and said helped them make real changes in their lives, and they are also designed to help you relaunch your life in 2026. This episode brings together the most impactful voices of the year, including Renata Sguario, Sarah Potekhen, Emily Ford, Jonelle Graziosi, Sara Jane Ho, Chef Michelle Sohan, Marie Diamond, Lenka Latonska, Valerie Jones, and a rare double conversation with Simon Sinek and Seth Godin. You'll gain clarity on what's holding you back, inspiration to move forward with confidence, and insight into how to make meaningful change in your life in the coming year. Join us as we revisit the moments that shaped this year, reconnect with the ideas that sparked breakthroughs, and set the foundation for your next relaunch and your richest life yet.Renata Sguario's Social Media:https://www.linkedin.com/in/renata-sguario-b91b661/https://www.maxme.com.au/Sarah Potekhen's Social Media:https://www.instagram.com/energizeyourbliss/https://www.linkedin.com/in/sarahpotekhen/Emily Ford's Social Media:https://www.instagram.com/itsemily/https://www.facebook.com/itsemilymethod/https://meetemilyford.com/my-story/https://www.youtube.com/c/ITSEMILYFORDJonelle Graziosi's Social Media:https://www.linkedin.com/in/jonelle-graziosi-61a30326Sara Jane Ho's Social Media:https://www.instagram.com/sarajaneho/?hl=enMichelle Sohan's Social Media:https://www.instagram.com/weddingsbytreatz/?hl=enhttps://www.facebook.com/michelle.sohan/Marie Diamond's Social Media:https://https://www.instagram.com/mariediamondofficial/https://www.mariediamond.com/ https://www.facebook.com/mariediamondfanshttps://www.youtube.com/@mariediamondofficialLenka Lutonska's Social Media:https://www.facebook.com/Lutonska/

Seppy is back from Fight In A Box to chat about his recent adventures so this leads us to Tangent, Chat, Laugh and talk about Games and AI and why Stranger Things is the new Grease.  01:00 Kaiser Cucumber 10:15 Being No.1 in Podcasts 13:00 Mainstreaming you game for sales 23:00 Simon Sinek  30:00 Ay Eye.. 41:00 Keeping the Creative Spark going. 47:00 Barkane 49:00 Naughty or Knights 51:00 Entertainment Consumption Fatigue 01:10:00 Closing the Cardboard Drawbridge against Drawbridge. Make Sure you check out Fight in Box on Here Our Links of Note If you would like to support us then please visit and interact with the links below.  Please give us a rating or review on your podcast catcher of choice.  Also, please let someone else know about our show, as recommendations are wonderful things. OUR LINKS OF NOTES (⁠⁠https://linktr.ee/werenotwizards⁠⁠)  ⁠⁠Spotify⁠⁠ ⁠⁠Apple Podcasts⁠⁠   | ⁠⁠Website ⁠⁠ | ⁠⁠Our Blog⁠⁠ | ⁠⁠Our YouTube Channel⁠⁠ ⁠⁠Our BGG Guild⁠⁠ | ⁠⁠Board Game Geek Page⁠⁠ | ⁠⁠Facebook ⁠⁠| ⁠⁠Instagram⁠⁠ Stay Safe, Roll Sixes, Make Something Awful. Stay Spicy.   

ข้อความโพสต์จาก Simon Sinek ได้เขียนข้อความไว้ว่า "การหาข้ออ้างไม่ได้ช่วยให้สิ่งต่าง ๆ มันดีเยี่ยมขึ้น พวกเขามีเพียงแค่ข้อเสนอที่ดูมีเหตุมีผลเพื่อเลี่ยงบาลีเท่านั้นเอง" - ข้ออ้างไม่ได้ช่วยอะไรให้ชีวิตนั้นดีขึ้นได้เลย - แล้วหากว่าเราไม่สนใจความจริง เราจะไม่ได้รับอะไรอีกต่อไป - ข้อเสนอที่ดูมีเหตุมีผลนั้น ก็เป็นเพียงแค่การบ่ายเบี่ยงของวาจาแค่นั้น - ปัญหาของผู้คนส่วนใหญ่ก็คือ ไม่มีอะไรที่จะจริงเท่ากับการกระทำของเราเลย - สังเกตคนให้สังเกตที่การกระทำเป็นหลัก เพราะบางคนหาข้ออ้างมามากมายเพื่ออะไรก็ไม่รู้

Coining a new term, Jen introduces Pete to the idea of, while working on a project, considering the relative effort of both the creator and the receiver.Specifically, in this episode Jen and Pete talk about:What is relative effort? What is relative risk?How might we ship things without the pressure of absolute perfection?Why might we think about the worst case scenario or fear, in order to move a project along?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Clarity doesn't come from waiting for a lightning-bolt moment — it emerges through learning, doing, and reflecting. In this episode, Tiyana explores one of the most common questions for changemakers: How do I find clarity about my niche or purpose? Drawing on her own experience in academia and social impact practice, she unpacks two essential foundations of changemaking — knowledge and skills — and shows how the combination of these elements shapes the unique contribution each person brings to the world. She explains why your niche isn't something you design from scratch, but something that emerges from how you apply what you know and what you can do in real-world contexts.Using frameworks like Simon Sinek's “Start with Why,” Tiyana walks listeners through how to identify their purpose, understand the methods and strategies that best express it, and articulate the tangible work that brings it to life. Whether you're just beginning your journey or seeking greater alignment between your work and your deeper values, this episode offers practical tools and reflections to help you locate your place in the ecosystem of change — and to live and work with greater clarity, authenticity, and purpose.

Wenn ihr euch emotional belastet oder sehr einsam fühlt, hat das Team von "Helfen in seelischer Not" unter diesem Link neben den Gründen für eine hohe emotionale Belastung um Weihnachten herum auch Hilfsangebote zusammengestellt.Mehr zum 8-Minuten-Call findet ihr hier bei Simon Sinek oder hier bei "Psychology Today."Hier findet ihr die zwei genannten Studien zum Effekt kurzer Gespräche bzw. Telefonanrufe:https://jamanetwork.com/journals/jamapsychiatry/fullarticle/2776786?guestAccessKey=3855e7d5-6f21-4d60-bd6f-d8c524d7ad5e&utm_source=For_The_Media&utm_medium=referral&utm_campaign=ftm_links&utm_content=tfl&utm_term=022321https://journals.sagepub.com/doi/10.1177/00936502221139363 sowie erklärt hier: https://news.ku.edu/news/article/2023/02/01/just-one-quality-conversation-friend-boosts-daily-well-being-0Wenn euch dieser Podcast gefällt, teilt und abonniert ihn gerne!--Never Mind – Psychologie in 15 Minuten ist ein Podcast von Business Insider. Wir freuen uns über eure Ideen und Fragen an podcast@businessinsider.de sowie https://www.instagram.com/fannyjimenezofficial/. Oder ihr schickt uns eine Sprachnachricht an die Nummer 0170-3753084.Redaktion/Moderation: Fanny Jimenez, Recherche: Fanny Jimenez/Produktion: Sermet AgartanImpressum: https://www.businessinsider.de/informationen/impressum/Datenschutz: https://www.businessinsider.de/informationen/datenschutz/ Hosted on Acast. See acast.com/privacy for more information.

2025.12.12 La Humilde taza de café  Nunca mires a nadie hacia abajo, a menos que sea para ayudarlos a levantarseEsta semana estamos compartiendo cinco historias de Simon Sinek que encierran profundas lecciones.Escucha esta cápsula y descubre la historia de la humilde taza de café.  #cápsulasgerenciales #capsulasgerenciales #desarrollopersonalholistico #mejorcadadia #inspiracionyexito

2025.12.11 Servir aleja el miedo“El que más sirve, más cosecha” Esta semana estamos compartiendo cinco historias de Simon Sinek que encierran profundas lecciones.Escucha esta cápsula y descubre cómo servir aleja el miedo.#cápsulasgerenciales #capsulasgerenciales #desarrollopersonalholistico #mejorcadadia #inspiracionyexito

In this episode, John sits down with CandorPath's newest advisor, Brandon Hatcher, to talk about purpose, passion, and what fulfillment really looks like; long before and long after retirement. Brandon shares his journey to CandorPath, why knowing someone's “why” matters, and how money can simply fuel the life you want to live. They also touch on family, coaching, community, and how to stay grounded in your identity as seasons change. A great conversation for anyone thinking about purpose, not just planning. 01:02 Brandon Hatcher's Background and Joining the Team 03:59 The Philosophy of Financial Advising 06:48 Building Client Relationships 14:53 Team Dynamics 20:57 Coaching Your Kids: Balancing Involvement and Engagement 23:06 The Influence of Simon Sinek's 'Start with Why' 26:13 Finding Purpose in Retirement 29:27 The Importance of Community and Routine 34:26 Your Purpose Doesn't Retire 38:03 Parting Words

Join hosts Mike and Mark in this enlightening episode of the Moonshots Podcast as they delve into the profound concepts of leadership presented in James C. Hunter's book, "The Servant." This episode not only explores the intricate details of servant leadership but also features invaluable insights from leadership guru Simon Sinek.Buy The Book on Amazon https://geni.us/TBXR8Become a Moonshot Member ⁠https://www.patreon.com/Moonshots⁠Watch this episode on YouTube  https://youtu.be/ryI9q-cW2dkSummary: ⁠https://www.apolloadvisor.com/summary-the-servant-by-james-c-hunter/⁠Segment Breakdown:INTRO: The episode starts with an inspiring introduction by James C. Hunter, providing a brief yet impactful snapshot of what constitutes excellent leadership. This sets the tone for the deep dive into servant leadership.Deep Dive into Leadership: Next, James Hunter provides an in-depth look at the characteristics of great leaders, emphasizing the concept of 'Servant Leadership.'Expert Insights: Adding to the richness of the discussion, leadership master Simon Sinek shares his expert advice on becoming an effective Servant Leader. His segment focuses on the core qualities that make a leader truly great.OUTRO: Concluding the episode, James Hunter highlights a crucial skill for personal and professional development - the need to consistently work on our behavior, likening it to a muscle that needs regular exercise.Throughout the episode, Mike and Mark engage in thought-provoking discussions, drawing on their experiences and perspectives to enrich the conversation. Whether you're a budding leader or a seasoned executive, this episode of the Moonshots Podcast offers valuable insights into the art of servant leadership and its transformative impact.Buy The Book on Amazon https://geni.us/TBXR8Become a Moonshot Member ⁠https://www.patreon.com/Moonshots⁠Watch this episode on YouTube https://youtu.be/ryI9q-cW2dkSummary: ⁠https://www.apolloadvisor.com/summary-the-servant-by-james-c-hunter/⁠Thanks to our monthly supportersMikeEdwin DeitchJamie DorwardEmily Rose BanksMalcolm MageeNatalieRyan N.Marco-Ken Möller孤鸿 月影FabianJasper VerkaartAndy PilaraolaAustin HammattZachary PhillipsMike Leigh CooperGayla SchiffLaura KERoar Nikolay Ytre-EideStefRoger von Holdtvenkata reddyIngram CaseyOlarahul groverRavi GovenderCraig LindsaySteve WoollardDeborah SpahrSamoelaJo HatchardKalman CsehBerg De BleeckerPaul AcquaahMrBonjourKonnor Ah kuoiMarjan ModaraDietmar BaurBob Nolley⁠★ Support this podcast on Patreon ★

Zoe Haseman: Talk Less, Do MoreZoe Haseman is the Head of Sustainability for Infrastructure at EQT Partners. In this episode, she joins Jenn to discuss why this moment calls for proving sustainability's value rather than talking about it, how to build relationships that embed change in portfolio companies, and why keeping things simple often delivers the best results.Useful Links:Follow Zoe on LinkedIn here. Find out more about EQT hereRead Zoe's book recommendations: Start with Why by Simon Sinek and Business as Unusual by Anita RoddickClick here for the episode web page. This episode is also available on YouTube.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

2025.12.10 Mandela y hablar de últimoEl líder es el último en hablar y el primero en actuarEsta semana estamos compartiendo cinco historias de Simon Sinek que encierran profundas lecciones.Escucha esta cápsula y descubre por qué Nelson Mandela hablaba de último.#cápsulasgerenciales #capsulasgerenciales #desarrollopersonalholistico #mejorcadadia #inspiracionyexito

In Pete's version of an episode about running, he noodles with Jen about the idea of cadence, and how to break our routines projects into smaller steps.Specifically, in this episode Jen and Pete talk about:What does "cadence" mean, and how might we apply the idea to our everyday lives?Why is it better to not rush to the finish line, either while running or working? How might we return to the basics in our work and creative processes?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

2025.12.09 La fortaleza de los Navy SealsSé tú ese cambio que quieres verEsta semana estamos compartiendo cinco historias de Simon Sinek que encierran profundas lecciones.Escucha esta cápsula y descubre cuál es la fortaleza de los Navy Seals.#cápsulasgerenciales #capsulasgerenciales #desarrollopersonalholistico #mejorcadadia #inspiracionyexito

This is the 300th episode, and they kick it off with big news worth celebrating. Nick Hopwood, CFP® and Jim Pilat, CFP® of Peak Wealth are now on WJR Detroit with Ryan Ermanni for The No Lazy Money Show every first Wednesday from 7 to 8 pm. In this special milestone conversation, Nick and Jim sit down by discussing Simon Sinek's Start With Why and share, in a warm and genuine way, what first pulled them into this work. They talk about the purpose that keeps them serving families, what motivates them on the hard days, and why helping people find clarity and peace with their money is more than a job for them. It is a chance to truly get to know who they are and the heart behind the way they lead, serve, and plan. — Peak Wealth Management is a financial planning and wealth management firm in Plymouth, MI. We believe by providing education and guidance, we inspire our clients to make great decisions so they can Retire With Peace of Mind. Stay Connected With Us: Podbean: findingtruewealth.podbean.com YouTube: / @peakwealthmgmt Apple: rb.gy/1jqp6 (Trust the Plan Podcast) Facebook: Facebook.com/PeakWealthManagement Twitter: Twitter.com/nhopwood1 www.peakwm.com  

2025.12.08 El Bagel y la filaPuedes ver a ese obstáculo como el fin del camino, o como un peldaño hacia el éxitoEsta semana estamos compartiendo cinco historias de Simon Sinek que encierran profundas lecciones.Escucha esta cápsula y descubre la historia del Bagel y la Fila, y porque debemos saber si nos estamos enfocando en la meta o el obstáculo.#cápsulasgerenciales #capsulasgerenciales #desarrollopersonalholistico #mejorcadadia #inspiracionyexito

On this episode we sat down with Curt Stedron, director of NCSL's Legislative Training Institute, to discuss a presentation he made at this year's Legislative Summit in Boston on how game theory can help legislative leaders better understand the notion of leading in an infinite game. Stedron draws on the work of game theorist James Carse and author Simon Sinek, who popularized Carse's theories. Stedron explained that the legislature, like many other areas of life, is really an infinite game, where the purpose is to perpetuate the game rather than win it. However, as Stedron explains, most people, including many of those in the legislature, actually approach their work as a finite game and that misconception can hamper their efforts to be effective leaders.ResourcesLegislative Training Institute, NCSL

What if you never had to "recruit" again? In this episode of PT Pintcast, Will Humphreys shares how physical therapy clinic owners can build teams through connection, vision, and emotion — not just job postings. You'll learn how to write job ads that feel like love letters, how to use intentional friction to filter out bad fits, and why creating safety is your most powerful leadership tool.About the Guest:Will Humphreys is a PT, entrepreneur, author, and founder of Freedom Through Profits, where he helps practice owners grow profitable businesses they love. He previously built and exited a successful clinic group and now teaches others how to scale with systems, purpose, and heart.Will's Ultimate PT OT SLP Summit: https://www.summit.virtualrockstar.com/What You'll Learn:Why hiring isn't a numbers game — it's a connection gameThe neuroscience of storytelling in businessHow to lead with authenticity and build loyaltyTools to create an emotional brand that stands out in PTLinks + Mentions:???? Will Humphreys on YouTube: https://www.youtube.com/@willhumphreys???? Reach out to Will: https://freedomthroughprofits.com???? More from PT Pintcast: https://www.ptpintcast.com???? Get Will's Free Hiring Email Template: https://freedomthroughprofits.com/hiring-letter???? Book Mention: Start With Why by Simon Sinek

Former Springbok lock Flip van der Merwe has taken the lessons of high‑performance rugby into the boardroom, now working as a strategy consultant for business leaders. Living in Biarritz, France, he is also a co‑founder of the Lekker Network, which connects South Africans wherever they are. In an interview with BizNews, van der Merwe said many South Africans abroad share “a hunger to make South Africa work” and you don't need to be an Elon Musk or Johann Rupert to make a difference. He draws on personal experiences from elite teams to guide leaders, citing role models such as Simon Sinek and Springbok coach Rassie Erasmus, whom he calls ahead of his time. Van der Merwe believes the Springboks are not only building a world‑class team but shaping great people off the field. And when it comes to rugby talent, he says, the Springboks we see winning matches today are only the tip of the iceberg, with even more talent emerging from Craven Week and the under‑21s.

Jen shares a framework with Pete for thinking about many different perspectives at once, as opposed to sticking with the first perspective you might think up.Specifically, in this episode Jen and Pete talk about:How might you choose to believe in a perspective that is most beneficial to yourself?Why is considering many different perspectives a version of sonder?How might we broaden our idea of multiple perspectives in order to increase our level of empathy for others?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Hey, humans! This episode is where we start a three-part journey that I truly believe will permanently alter your outlook, because that's what happens when you discover your "why". We all know the what and the how, but when you get clear on the purpose and the belief behind your work, everything gets easier. I'm opening up and sharing the crisis moments in my own life from sitting in Jocelyn's hospital room and my daughter's journey afterwards - that stripped away everything but what truly mattered, making my own why clearer than ever. This week, I'm giving you an assignment to start excavating your own origin story and patterns. Grab a piece of paper and block out 30 minutes to look for the themes that keep appearing in your life and work! We'll walk through the framework of Simon Sinek's Golden Circle and use the powerful format: "To blank, so that blank.". Do the work this week, because understanding your human experience is the first step to enhancing the HX of everyone around you. Bring your first draft, because next week, we're diving into Part 2: How your why transforms your approach to leading! Enjoy, Stacie More episodes at StacieBaird.com.

Is your go-to-market built around “why” or around “wow, how, now”?Many teams love Simon Sinek's Golden Circle. Others organize their marketing around buyer stages, hooks, and calls to action. Brian and Stijn think you do not have to pick one or the other, and that the real job is to raise signal and cut noise in how you lead.In this episode of B2B SaaS Marketing Snacks, host Brian Graf sits down with Kalungi founder and Chief Syntropy Officer Stijn Hendrikse to compare "Start With Why" with the "Wow, How, Now" model, and to show how both can live inside the same story, from brand to campaigns to a single email. They also walk through a very simple Google Sheet that Stijn uses with his teams to decide what work is actually worth doing.You will hear how to match your message to the state of mind your audience is in, make clearer decisions as a marketing leader, and run your team in a more syntropic way, not just a busier one.In this episode, you will learn:When to lead with mission and “why” in your storyHow wow, how, now maps to your funnel and contentWhy starting with who and what it is for changes resultsA simple sheet to score ideas on signal, shipping, and flywheel effectHow STOP turns repeated work into assets, not one offsWays to use AI with your team in a syntropic wayBy the end, you will have a clearer way to use both Golden Circle and "Wow, How, Now" together, plus a very practical tool to decide what your team should start, keep, or stop doing next. Resources shared in this episode:SaaS Content Marketing 101: A Comprehensive Introduction for SaaS FoundersBSMS 83 - Marketing during a downturnThe Foundation of a Successful SaaS GTM (Go-to-Market) Strategy T2D3 CMO MasterclassSubmit and vote on our podcast topicsABOUT B2B SAAS MARKETING SNACKSSince 2020, The B2B SaaS Marketing Snacks Podcast has offered software company founders, investors and leadership a fresh source of insights into building a complete and efficient engine for growth.Meet our Marketing Snacks Podcast Hosts: Stijn Hendrikse: Author of T2D3 Masterclass & Book, Founder of KalungiAs a serial entrepreneur and marketing leader, Stijn has contributed to the success of 20+ startups as a C-level executive, including Chief Revenue Officer of Acumatica, CEO of MightyCall, a SaaS contact center solution, and leading the initial global Go-to-Market for Atera, a B2B SaaS Unicorn. Before focusing on startups, Stijn led global SMB Marketing and B2B Product Marketing for Microsoft's Office platform.Brian Graf: CEO of KalungiAs CEO of Kalungi, Brian provides high-level strategy, tactical execution, and business leadership expertise to drive long-term growth for B2B SaaS. Brian has successfully led clients in all aspects of marketing growth, from positioning and messaging to event support, product announcements, and channel-spend optimizations, generating qualified leads and brand awareness for clients while prioritizing ROI. Before Kalungi, Brian worked in television advertising, specializing in business intelligence and campaign optimization, and earned his MBA at the University of Washington's Foster School of Business with a focus in finance and marketing.Visit Kalungi.com to learn more about growing your B2B SaaS company.

Most law firm owners don't realize the biggest bottleneck in their firm isn't hiring, revenue, or systems… It's that every challenge still runs through them.In this episode, we break down why your firm can't scale if you're the only leader and what it actually takes to develop team members who can solve problems, break bottlenecks, and lead beside you.You'll hear insights inspired by Simon Sinek's leadership principles, the “circle of safety,” and why proactively maintaining your people (not just your processes) is the key to a thriving, trustworthy team.But more importantly: you'll see why leadership isn't about being in charge… it's about taking care of those in your charge and how that shift can completely change the trajectory of your practice.If you want your team to take more ownership and you want your firm to grow without you doing everything, this is your episode.If this is something you'd like to learn more about, visit us at https://thelawfirmsecret.com

Hans Lagerweij is the author of The Why Whisperer: How to Motivate and Align Teams That Get Your Strategy Done. In this episode, Hans shares that he wrote the book after watching great strategies fail during execution. He saw a gap between understanding the importance of purpose and actually implementing it. Hans explains that you can't shout your way to purpose. Whispering requires getting close to your team and having two-way conversations. He emphasizes that leaders need to listen to personal motivations and ideas from team members. Hans presents three options when there's misalignment between personal and organizational purpose: change your personal why, take leadership to influence the organizational why, or leave. Listen to this episode to learn how to move your organization's purpose from theory into practice. You can find episode 487 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Hans Lagerweij on Three Ways to Motivate Teams and Align Strategy https://bit.ly/TLP-487 Key Takeaways [03:06] Hans reveals his first job at 15 was in a DIY store managing screws and tools, sparking his commercial curiosity. [05:04] Hans explains the "Why Whisperer" addresses the gap between Simon Sinek's purpose theory and practical implementation. [06:25] Hans attributes strategy failure to lack of discipline in communicating and aligning teams, not discipline itself. [07:06] Hans explains whispering means close two-way conversations with teams rather than top-down broadcasting. [10:37] Hans outlines three options for misaligned purposes: change your why, influence the organization's why, or leave. [15:35] Hans talks about clarifying the why and how that helps simplify decision making for leaders. [19:18] Hans recommends asking team members what makes them most proud to understand what drives them. [20:53] Hans introduces the "reverse elevator pitch" where leaders articulate direction, importance, and excitement in three minutes. [22:30] Hans explains "purpose" is universal across cultures but requires different communication approaches depending on cultural norms. [27:47] Hans challenges leaders to move "purpose" from wall posters into the organization's heartbeat. [28:50] And remember…"The louder the world becomes, the more radical it is to whisper truths. Not to be heard by all — but to be remembered by someone" - Lawrence Nault Quotable Quotes "You can't shout your way to purpose." " Whispering means you need to be so close with your team to have actually a conversation, a two way conversation and you know, to listen to ideas and personal motivations from your team. So yeah, it's really whispering to me is, you know, about getting people to own the why, not just follow it. So it is seriously going from a beautiful slogan on the wall to something that is, you know, in the hearts and minds. " "A clear purpose really helps, you know, to reduce options. Choices from a million to just a few right ones." "A clear purpose absolutely will save your time, will, you know, set your directions. As I said, it's your North Star." "Purpose is absolutely universal language, but, you know, you have to speak it in different accents." "In the end, the most powerful strategy is the one that your team believes in and that they're willing to fight for." "If there is a conflict between the two, if there's disconnect, it will always feel like misalignment. It will always feel like, you know, you're not at the place in that organization." "If you can synchronize individual and organizational purposes, you know, or wise, you know, then you create an authentic connection that really drives results." "In every culture, in every country, you know, people want to feel a sense of purpose. I think it's simply a fundamental human need." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Hans Lagerweij Website | www.hanslagerweij.com Hans Lagerweij X | @hanslagerweij Hans Lagerweij LinkedIn | www.linkedin.com/in/hanslagerweij Hans Lagerweij Instagram | @hansblagerweij

After a small existential crisis, Pete asks Jen how he might tell the difference between being competent or complacent.Specifically, in this episode Jen and Pete talk about:What is the relationship between boredom, competency, and complacency?How might the repetition of a workshop, keynote, or show create an illusion of complacency?Why is having a coach, mentor, or trusted friend important in the viewing of your own work?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

This week, Jen teaches Pete her framework of six points of focus, to help grow your career towards your goals.Specifically, in this episode Jen and Pete talk about focus in relationship to:Artistry and Inspiration.Industry Knowledge.Marketing.Mindset.Network Building.Skill and Craft.To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Natasha Bazilevych is a speaker, author and public speaking expert. She is Founder & President of ChangeView Academy, where she trains leaders to give powerful presentations.All Episodes can be found at ⁠https://www.podpage.com/speaking-podcast/ All about Roy / Brain Gym & Virtual Assistants at ⁠https://roycoughlan.com/⁠#NatashaBazilevych #ChangeViewAcademy #speakerBio of Natasha BazilevychNatasha Bazilevych is a speaker, author and public speaking expert. She is Founder & President of ChangeView Academy, where she trains leaders to give powerful presentations. Natasha holds a Bachelor's in Management of Organizations and an MBA. With nearly 20 years of experience, she has taught hundreds of students and clients globally. In 2020, she was named one of the Top 500 Entrepreneurs by Brainz Magazine along with Simon Sinek, Mel Robbins and Jim Kwik. She has also been featured at Tony Robbins' and Dean Graziosi's World Summits (2021-2022), on ABC News in Duluth, MN.What we Discussed: 00:00 Who is Natasha Bazilevych01:30 How she gopt into Marathon Running03:20 The Recovery Period after a Marathon04:35 Born in Russia and living in USA05:45 Natasha's Speaking Journey09:05 Why you should get your energy levels up before speaking10:25 How she Stopped being Shy11:45 Speaking from the Heart14:20 How she improved her Videos17:15 Having your Playful Self on your Podcast21:35 Don't try too copy people25:27 What does her company Changeview Academy offer28:28 Her book and the meaning of P.O.W.E.R.30:25 Celebrate Wins32:00 How to React when things go Wrong34:20 Improve what you are good at36:25 Why you Should Simplify Your Speech39:00 Connecting with Your Audience Online44:10 Do Not Make Assumptions with the Way the Audience SitsHow to Contact Natasha Bazilevychhttps://natashabazilevych.com/https://www.linkedin.com/in/natashabazilevych/https://www.facebook.com/nbazilevich https://www.instagram.com/natbazilevych/------------------All about Roy / Brain Gym & Virtual Assistants at ⁠https://roycoughlan.com/⁠ 

In this episode, discover how to optimize your Amazon listings this holiday season, and our guest shares her FILTER framework and why the human touch still beats AI in driving conversions.   Unlock the secrets of e-commerce success this holiday season by mastering the art of Amazon listing optimization with Karyn Thomas, our seasoned guest with a knack for turning Amazon product pages into sales powerhouses. Journey through her inspiring transition from a marketing professional to a listing optimization guru, and discover the innovative FILTR framework that transforms ordinary product listings into irresistible offers. This episode offers a ton of strategies and insights that have propelled Karyn to the forefront of the e-commerce world, setting up your listings for stellar conversion rates and category rankings.   Dive deep into the FILTER framework, where each element, plays a pivotal role in capturing the attention and hearts of customers. Harness the power of "why" from Simon Sinek's philosophy to engage shoppers on an emotional level, and learn practical ways to apply these concepts to your listings. Karyn also unveils the critical importance of visuals in product listings, exploring the use of advanced AI tools to enhance image analysis and storytelling that resonates with your target demographic.   As the digital landscape evolves, so must your strategies. Explore the latest trends in video content and AI integration for Amazon and beyond. Karyn discusses the growing potential of platforms like TikTok Shop and shares insights on maintaining a human touch amidst technological advancements. This conversation is packed with actionable tips to optimize your listings continuously, ensuring they remain competitive and compelling. Join us and embrace the exciting future of e-commerce with confidence and creativity.   In episode 473 of the AM/PM Podcast, Kevin and Karyn discuss: 00:00 - Listing Optimization Strategies for Amazon Sales 10:08 - Key Factors in Amazon Sales Success 11:28 - Listing Optimization Framework 18:17 - The Power of Storytelling in Sales 22:21 - Optimizing Amazon Listings With Images 29:01 - Amazon Listing Optimization Strategies 32:09 - Video Creation for Advertising and Listings 35:30 - Differentiating Product Positioning for Listings 41:20 - Effective Amazon Listing Design Strategies 45:26 - Importance of Design in Amazon Sales 47:37 - Human Touch in E-Commerce 55:50 - Human Touch in AI Marketing

Zach Mercurio, Ph.D., is a researcher, author, and speaker who specializes in purposeful leadership, mattering, meaningful work, and positive organizational psychology.He wrote "The Invisible Leader: Transform Your Life, Work, and Organization with the Power of Authentic Purpose." His forthcoming book, "The Power of Mattering: How Leaders Can Create a Culture of Significance," will be released by Harvard Business Review Press in 2025.Zach works with hundreds of organizations worldwide to forge purposeful leaders who enable mattering, motivation, well-being, and performance. Some of his clients include the U.S. Army, USA Wrestling, J.P. Morgan Chase, Delta Airlines, Marriott International, The Government of Canada, and The National Park Service. He also serves as one of author Simon Sinek's “Optimist Instructors.”Zach earned his Ph.D. in organizational development from Colorado State University where he serves as a Research and Teaching Fellow in the Department of Psychology's Center for Meaning and Purpose and as an Instructor in the Organizational Learning, Performance, and Change program.His research on meaningful work has been awarded by The Association for Talent Development, The Academy of Management, and The Academy of Human Resource Development.Zach lives in Fort Collins, CO with his wife, two sons, and two adopted dogs.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.

This episode comes from one of RENEW.org's National Gatherings. Interested in joining one of our events? Check out upcoming events here: https://renew.org/resources/events/  Get early access to all of the 2025 RENEW Gathering Breakout Tracks: https://reallifetheologypodcast.supercast.com/  Visit RENEW.org for great resources on Disciple Making and Theology: https://renew.org/  The Power of 'Why': Renewing Our Focus on Discipleship and Church Planting In this episode, we explore the crucial questions of 'What, How, and Why' for organizational effectiveness, drawing insights from Simon Sinek's 'Start with Why'. The episode delves into historical examples like Samuel Pierpont Langley and the Wright Brothers to illustrate the importance of having a clear ‘why'. The central message emphasizes that churches should focus on disciple-making, following Jesus' Great Commission. It discusses the importance of unity, momentum, and maintaining the core mission of making disciples who make disciples, ultimately leading to church planting movements. It underlines the importance of aligning with biblical teachings and values while stressing the urgency of reaching the lost, reflecting the heart of God. Key Takeaways  00:00 Introduction: The Three Essential Questions 00:32 Simon Sinek's 'Why': A Tale of Two Teams 04:05 The Core Mission: Disciple Making and Church Planting 07:06 The Importance of Obedience and Unity 09:51 Momentum and Alignment in Church Growth 12:15 Guardrails and the Heart of God 17:18 Urgency in Disciple Making 22:37 Conclusion: Embracing God's Heart

Join us for Episode 64, where Dave sits down with Davy Maddox, a seasoned leader in the pharmaceutical industry with nearly two decades of experience. Davy's leadership philosophy is inspired by thought leaders like Simon Sinek, author of “Leaders Eat Last,” and Adam Grant, known for “Think Again.” Also, it will be crystal clear how important family is to Davy as she balances a successful professional career and personal life.In this episode, Dave and Davy will explore the traits that enable successful individuals to thrive, the principles of selfless leadership, effective time management, the importance of accountability, and the art of active listening. Plus, they will touch on the influence of Coach Tal. Don't miss this enlightening conversation!#winthe16#leadership#ironman

A few months ago, our friend Simon Sinek visited our BW Papersystems location in Phillips, WI to record an episode of his "A Bit of Optimism" podcast with Barry-Wehmiller Chairman Bob Chapman. It wasn't the first time Simon had been to Phillips, WI, as you'll soon hear, and for his podcast, Simon not only wanted to talk to his good friend Bob, but other BW teammates in Phillips, some he had met almost 15 years ago. That episode of Simon's podcast is out now. I highly encourage you to listen to it or watch the video version on You Tube, which is almost a mini documentary. You can find this and all things Simon at his website SimonSinek.com On this episode of our podcast, we want to bring you something special. While in Phillips to record, Simon and Bob held a Town Hall for the team members there as a thank you and to recognize them for the inspiration they have been, not only to Simon but countless others. We're going to bring you that Town Hall, which is a great dialogue between Bob and Simon, but also includes a couple questions from the audience, including the high school aged son of one of our team members that is a big fan of Simon's and was very excited to talk to him. Also, Simon and Bob talk about the 10th anniversary revised and expanded edition of Bob and Raj Sisodia's book, Everybody Matters: The Extraordinary Power of Caring for Your People Like Family, which is available now. Find out more about that at everybodymattersbook.com. So, here is a companion piece to Simon Sinek's A Bit of Optimism podcast featuring Bob Chapman and Barry-Wehmiller. Here's a Town Hall with Simon Sinek and Bob Chapman.  

Tiff and Kristy spell out what it takes to onboard to the best of your ability. They touch on the questions a hiring manager should be asking themself during interviews, how an applicant will be learning about your practice, the appropriate vibes to give out for your business, and more.   Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I am here with you again today with my fave podcaster I'm sorry rest of the team. She's got that title right now. She's got the crown Miss Kristy is here with me today And this one we had to talk about it beforehand and I'm excited. I'm now excited for this We had to brainstorm a little bit before recording this podcast to ensure we were on the right track and like minded on this which I think speaks volume to the   you know, podcast topic, but also to how well our team works together and how well our team really is bonded. And Kristy, before we get into today's topic, first of all, welcome. Thank you so much for giving me, it's Monday today, so giving me your Monday afternoon so we could record a couple of podcasts. How are you?   DAT Kristy (00:50) Good, I always look forward to my Mondays when I get to spend them with you.   The Dental A Team (00:54) Thank you. I used to do these on Fridays, which was like, it's a fun way to end of the week. But I was like, I think it's a fun way to start the week too, because we get time together. And then I just like them better on Mondays. So hopefully you guys do too.   DAT Kristy (01:08) I agree.   The Dental A Team (01:10) So today's podcast, you guys, if you're subscribed to our newsletters, you know that our podcasts kind of follow the same topic and genre of our newsletters. If you're not subscribed to our newsletters, hop over to TheDentalATeam.com, hit subscribe because there's actually, I mean, we follow the same cadence and the same topics, but they're gonna be a little bit different. So if you're looking for more information, a lot of times they have downloads in them too. So if you're not subscribed, go do that.   Our marketing team would love me for that little plug, but truly if you're not getting those yet, you should be, so go grab them. ⁓ Today's topic may be, I think today's topic on podcast might be a little bit different than topic by newsletter. And Kristy and I wanted to take a stab at really kind of switching the mindset on this space. And Kristy, think I'm gonna like boost our egos. I think you and I actually do really, really well.   at seeing something and flipping it and being like, well, what if we looked at it from this angle instead of that one? I think you and I actually do really, really well at that. So thank you for working together with me on that. Today, you guys, your newsletter coming through, like I said, it's gonna be a little bit different. Today's podcast, we're really gonna be talking about not off-boarding, like what to do, how to let someone go, because we're really not here for that. Like the consulting team is here for...   doing everything we can to hire the right person and to make sure that there's complete clarity around everything that each individual is doing, that the path is set and you actually have no questions about keeping them on or off boarding them. Like that's in your court, that is not in our court. So we thought it would be more beneficial and more fun for the two of us to really talk about onboarding correctly and like even before you're onboarding, what that looks like.   Kristy, I think this might actually be fun. I'm just spinning us a little bit, but I kind of want to talk about us attracting you into the Dental A Team because you haven't always been here, right? We have met you, Kiera, I have met you a long time ago, but you haven't been with the Dental A Team forever, even though to us and likely to all of our listeners, it does feel like you have been a part of this team since   DAT Kristy (03:20) No.   The Dental A Team (03:33) the very beginning, which I think also speaks volumes to our topic today because that goes right along with what we're thinking. Now, how did that happen, Kristy? Like, how did Dental A Team, how did we attract you? You found us. ⁓ We are so thankful for it. But how did we attract you, who fit so seamlessly into the dynamics of our team, our goals?   you literally like consult just like we do like everything about you embodies who we are. How is that possible? How did we do that?   DAT Kristy (04:11) Yeah, you know, with every place you go, there's little things that may change a little bit, but the heart of things don't change. And so you're right, if we align not only in process, but also culture. so ⁓ when it came time for my journey to shift and change, it was important to find the like minded space and people. ⁓   not only for me to help them grow, but for you guys to help me grow, right? Like they say, look around who you surround yourself with because you're kind of like the top five people you hang around, right? And so ⁓ it was really important for me to find that culture and process both, you know, and I'll make sure we were aligned.   The Dental A Team (05:05) Yeah, thank you. I think if you guys can hear what she's saying, right, Kristy's saying that she was able to see that she was in alignment with who we are as humans, that our goals, our vision, our company standards really aligned with Kristy. While there might be some caveats and some spaces of learning or some spaces where it's like, okay, I thought it would look like this, but let's try this or and let's try and let's create this. ⁓   DAT Kristy (05:07) Yeah.   The Dental A Team (05:34) That's massive because offboarding, offboarding does, it's not easy, you guys. It's not, there's not an easy peasy process that takes emotions out and just makes it to where you're the robot that can easily just fire people whenever you want. What I do instead is I try to make sure that I'm representing our company to the best that I possibly can in everything that I do. So when I'm going through, I'm the hiring manager for our consulting team.   When I'm going through, I'm doing the same thing Kristy said she's doing. I'm looking to see, does this candidate align with who we are? the response is coming back in alignment with how we speak to each other or how we speak to clients. Is it in alignment with what I would love to see a timeline as, right? Like I've gotten, I've had candidates where I'm like, my gosh, their resume is fantastic. This is the experience that I want, spot on.   I'm gonna reach out to them and I don't hear from them for like a week. I'm like, well, that's not in alignment with us. And so ensuring that on both sides, we're taking a step back and we're questioning the alignment of those pieces, I think is a huge, huge reason why it's been successful. Now, in order to do that, this is a caveat, you guys. You can't just show up and just,   expect everyone to know how to show up, right? You've got to really lead by example. And in my opinion, we are leading by core values, mission and vision. We are driven by the why of this company. And that is what attracts people. That's what attracted Kristy. Kristy was attracted to the why of our company, our mission, our vision.   and how we show up, which are our core values. I show up in our core values, Kiera does, Britt does. When Kristy came to the interview, she was like, okay, got it. I can see it in real life. So Kristy, as an outsider, you're applying for a job. In what ways were you able to see that we did have an alignment or at least enough alignment to say, let's explore this in that... ⁓   hiring process, like in the application process, you're sending your resume outside of listening to us on on podcasts, I'm thinking how can offices kind of emanate and represent that in a space where like minded people can find them?   DAT Kristy (08:06) Yeah, if I'm understanding you correctly, think it's truly... ⁓   You have to make sure you're painting clarity for people on, you have to speak your culture. Like for instance, how many times do we talk to our own clients and say, do you have a mission statement? Do you have core values? And they'll be like, yeah, we do, somewhere. You know what I mean? You have to live it and you can't just say, yes, I have it. You have to show that you have it and you use it and it means something.   The Dental A Team (08:37) Mm-hmm.   DAT Kristy (08:47) Right? And so when I found you guys, you could recite it. You lived it. You wove it into your process. Right? And it told me that it means something to you and you live by it. Like it's our code of conduct, if you will. Right? And it can't just be put in a drawer. You have to keep it alive in order for it to serve the ultimate goal and mission, if you will.   The Dental A Team (09:15) Mm hmm. Yeah, I totally agree. And it's just a it's a rep an outward representation. And so I think even in our job ads, right, and I know I work a lot with clients on this. I know I see you guys doing it, too. I know Monica just helped a client last week with some job ads. But making sure those job ads speak to you because I can write a job ad. But if you copy and paste the job that I wrote, even writing it for you, even my clients that I've worked with for seven plus years,   DAT Kristy (09:16) Thank   The Dental A Team (09:44) I can write it for you and I know you, but unless you go in and speak some of yourself into that ad, it's not gonna hit, it just doesn't resonate. And so a lot of practices too are very different than who I am. So if I write your ad and I attract me to your practice and your practice doesn't, you're not me, that person is likely not gonna be a good fit.   DAT Kristy (09:51) Mm-hmm.   Right.   The Dental A Team (10:13) Right?   It's just, she could or he could for sure for the, maybe for the long run, but attracting that like-minded person takes really being able to know who you are and who you want to show up as and then doing that every single day. It makes me think of like, if I went and applied at Chick-fil-A, I know exactly how I'm supposed to show up. If I apply at Target, if I apply at Starbucks, I know exactly how I'm supposed to show up.   Dutch Bros. I wouldn't apply at Dutch Bros because it's too much energy output. I know that, right? But if I can go to Starbucks where it's still energy output, but not quite as much, it's a little tamer of a coffee process, I really want to be a barista one day. That's why I'm saying these. I would love to be a barista. ⁓ But I'm going to judge it. I'm going to judge where I'm applying based on those aspects. My son did the same thing. His first job even, he's looking at, is this a company I want to work for?   Is this a company that I can represent and be happy at? Because no matter what he understood as an employee, he's walking in as a representation of that facility. And if it's not a company that he is in alignment with, either what they're doing, he doesn't understand what they're doing, or he's not excited to be there himself, he knows that he's not gonna be able to represent that and he's gonna be a really just angry human.   And if they're not happy, that's where off-boarding comes in, right? Like now you're into the space of like this kid, dang it Brody, like you suck. He's like, yeah, cause I hate working here. Got it. Right. Or he sees like team members, employees that are like not loving life. Like he's judging these entry level positions based off of that. So to be in a position where we're high level, we're getting paid way better. We've got some schooling behind us.   DAT Kristy (11:48) See you.   The Dental A Team (12:07) Most of us at least see ease at least some sort of knowledge base or trying to get our foot into dental We're looking at those things as well Like how are people showing up and Kristy as I'm saying that I'm like that might be something that even is lost in the old like drop your resume off at the front desk like used to be able to drop it off and see what it was like to be like, ⁓ This is a place. I want to go or ⁓ okay, like   DAT Kristy (12:26) Yeah.   Mmm.   The Dental A Team (12:32) on and jot that down.   Yeah, so we lose some of that like visibility. But I do think this day and age people are looking at social media, people are looking at websites and people are researching. I know when we get when we get finally to the interview process, if I'm talking to a person who hasn't researched us, and they don't know who we are, they don't know how we show up, they haven't looked at the website, I'm like, well, that might not be a great fit. Because for our culture,   You've already done that. You know you fit and you're excited to work with us. You know?   DAT Kristy (13:04) I agree with you,   Tiff, so much. And I love that you use Dutch Bros. Hopefully everybody, even if you don't drink coffee, they have other things. But ⁓ I'm with you. I couldn't work at Dutch Bros. I appreciate what they do. But it's funny how many times that situation happens in practices and we want to make the employee wrong. And truly it was our process because we attracted the wrong person. I mean, if Dutch Bros. was attracting an introvert,   The Dental A Team (13:26) Hmm.   DAT Kristy (13:33) they'd be off boarding a lot of people, right? And so instead of, I mean, I like to say, I mean, when you and I looked at this topic, I literally was like, well, heck, if we're off boarding that many people, we've got to take some ownership on that side. You know, just like our patients, if there's attrition, we have natural attrition, they move away or death, that's gonna happen with employees too. But if we're having to off board a lot of employees, I think it's time that we take a step back.   The Dental A Team (13:36) Agreed.   DAT Kristy (14:01) and go, how are we attracting and who are we attracting? ⁓ One of the things with, we spoke about core values and our mission statement. I also think like, it's just not our why. And you made mention of this. It's also how we behave and how we show up. It's the why, the what and the how. And we get commitments around that. And if we're not getting that,   I'm always about extreme ownership. So how can I take a step back and attract the right person, attract the extrovert to Dutch brothers, not the introvert to, right? Because we're ultimately setting ourselves up for failure and for the person too. We didn't do right by them if we hired the introvert at Dutch brothers.   The Dental A Team (14:39) correct. Yeah.   I agree. And I think something you said there,   that's the like Simon Sinek, like what, what, how and why, right? And I think something that most practices nail is the what. We know what position we need to hire. We don't nail the how that position shows up for our company. So what, what is the how behind how that position contributes to our team? How do they show up for our team? And how do they show up for the patients? Meaning what is the job?   DAT Kristy (15:03) Thank   The Dental A Team (15:19) that they're doing and what are the metrics that tell us they are doing that job or not? Because oftentimes we also get stuck in the ⁓ mundane like feelings and emotions. And I'm not here to say that a stellar person, know, somebody, I've seen it. I've seen a manager who had stellar collections and like top-notch collections but couldn't communicate with the team. That's an issue, but that's a metric too. Like are we,   You know, how can we tie those things to the metrics? So if we can say your extreme ownership is massive, because if we can say as a leadership team or as an owner, I've done everything I can, they have complete clarity, I've had the conversations, offboarding then is much easier. Offboarding is difficult when there's still confusion, when either that person is gonna be confused because you let them go because they had no idea they did anything wrong.   or if you're confused because you can't even pinpoint why this person doesn't work with your team, you just know they don't work. That's the confusion. the what and the why. So what is the position? Why do you need it? And then how do we show up for that position? And what's the clarity around what that person's supposed to be doing?   DAT Kristy (16:41) I love that you say that, Tiff, because how many times do we even identify, let's just take an easy one. I need to hire a greeter, right? And they need to smile and they have to be able to answer the phone too, but it isn't just answering the phone. It's hearing the warm smile and we do it this way. How much of that did you portray? And even how much of that did you include in your interview process?   The Dental A Team (17:07) ⁓ uh-huh.   DAT Kristy (17:08) you know   what I mean? Did you have them answer a phone? This is really ⁓ a different way of looking at things, but I learned a different process when I was in practice where ⁓ at the end of the applying, it says, do not submit your resume. And we wanted somebody with detail. And so the people that submitted their resumes, mean, some of were great, but we threw it out, right? And we never ever   We also took bias, like people bias out of it. And so our first interview was always over the phone without seeing them. And we would instruct them to call at a certain time and how to handle the call. Like you're gonna schedule me an appointment for, and we wanted to hear, like we gave them specifics and hear how they deliver. Can you see how that then starts to align with our how and why? We painted the clarity of what to do.   and then listened for the results and saw how naturally they fit, if you will. It's a different strategy, but.   The Dental A Team (18:11) Absolutely, we used,   it totally is. used to do, ⁓ what's your favorite, respond to this with your favorite ice cream in the subject line or your favorite candy or your favorite baseball team. I've got offices that are in Chicago and you know, there's the Cubs and the White Sox are both Chicago. So it's like, what's your favorite ⁓ baseball team? Not to say, I love that baseball team too or yes, Sprinkles ice cream is the best, but to say, you caught that detail.   in there and I love that you said that, Kristy. used to, Kiera and I once upon a time had a recruiting company. We are not doing that anymore, everyone, and it is hard. I hated it. It was a long time ago. We don't need to go back there, but that's how I used to schedule the interviews. I would say, awesome. I will chat with you on Tuesday at 2 p.m. You call me. So if they didn't call me, if they missed that interview, they were out. It was an automatic out for me, or if they called late, but I do agree.   with getting the preliminary done, not having a face-to-face for the first time, listen for the details of what you need for that position. So if you're hiring a billing rep and you get someone you're like, I didn't love her on the phone, well, she's not talking to you, she's talking to insurance companies. So that might be okay. But if you're hiring a greeter that you're like, she was super shy, she didn't really, like she wasn't super forthcoming, she didn't have any questions for me, it wasn't engaging, is your patient gonna enjoy talking to that person on the other side? But then flip side of that, Kristy, I think you mentioned   something really, really beautiful you said, if we're hiring a greeter and we want that smiley personality, we want that bubbly person, like you're hiring for those things, but I've also seen practices, and this drives me a little nuts, I've seen practices that are like, I want the bubbly person who's building relationships with the patients, they're smiling, they're making eye contact, and they're excited to see the patients as soon as they walk through the door, they also answer the calls and they can pass it off. You find that person.   DAT Kristy (19:52) You   The Dental A Team (20:08) Right? And then they're like, her details suck and she can't multitask. Well, guess what? Those are two very differing personalities and you got to choose your heart. If she's stellar at building the relationships and your patients are fine waiting five minutes in the front lobby because she's sitting there talking to them and they're not angry when they go to the back, might be okay that she didn't call the insurance company for whatever, you know, whatever detail was.   miss, like then at that point it's do we have clarification of roles and are the duties in the right seat? Because personality will make a massive difference to the results that you want and you've got to figure out the type of person that you want in those seats as well.   DAT Kristy (20:46) Okay.   Yeah. The other factor in that too, Tiff, and I think in a way you touched on it was, it a skill thing or a will thing? You know, we've got to understand and also set benchmarks for time, right? I literally was talking to a practice last week and I just kept hearing, don't have time and we don't have time. And I'm just thinking, you know, we can always say, well, when I learned back in 19, whatever,   The Dental A Team (21:04) Yeah.   DAT Kristy (21:24) go there, but you know, we were just thrown in and that doesn't mean it's the right way. It doesn't mean it's the right way. And you know, we owe it to people to give them the time to onboard them and show them what we want. And it goes back to how you said, choose your heart. The time we spend early will reap rewards.   The Dental A Team (21:48) Totally agree. I think that's brilliant. we have worked so hard on our onboarding process to match it with our expectations and to match it with our core values and our mission and our vision because we want our team to be onboarded correctly, not willy-nilly. It was kind of like haphazard. honestly, we've hired a lot of amazing people and a lot of people who   They were, they are amazing humans. We've not hired anyone who's not an amazing human. I have loved everyone that we hired, but they may not have been the right fit for us, either at that time or just in general. It doesn't mean that they're not a good person. It just means that it didn't fit. And I am a firm believer in any aspect of life. If it's not fitting for me, it's not fitting for them either. It's not, there's no way.   we can coexist with one of us not working out and the other one working out. It just doesn't work that way. So this was so much more fun than the original topic we looked at. Thank you for taking that.   DAT Kristy (22:53) Yeah, agree, agree. Yeah, I'm with you   Tiff. mean, if we're off boarding so many people, let's just take a step back and focus on our onboarding and how we can choose differently. So, cause it's not fun off boarding. It isn't.   The Dental A Team (23:08) No, no,   and I don't want that to be like, eventually that is gonna be a conversation. It is a protocol that you do need to have in place. It should be very simple. There should be no questions asked and the person should be like, yep, got it, okay. They might still be angry, that's fine. That's an emotional situation, but there shouldn't be questions around it. And if you need help building that, fine. We've got references, we've got information, we've got documents we can help you with, but realistically,   take a step back and say, how can I prevent the need to off board someone? I want everyone here forever. having that protocol, sure, got it in our back pocket for if it is necessary, but how do I prevent that need? I don't want that at all. So go back through your hiring process and look at the team members that hired well. Like I'll look at Kristy and say, how did I attract Kristy to my team? How did I attract Trish to my team? Like Monica, to my team, Monica was a   referral from Trish because Trish knew that this was a fit for Monica. Trish knew it was a fit for us for the same reasons Kristy did. I actually, we didn't even realize until after Trish started the hiring process, she knew me previously, didn't even realize because it was a different space of life that we were connected. She applied to our company because she wanted to work with our company, not because of me. So it's just really cool to watch those things happen. So moving forward with hiring, I look at   DAT Kristy (24:28) Yeah.   The Dental A Team (24:34) the consultants that I have, Dana, and I say, what attracted this human, this perfect specimen of a consultant to our company? And how do I emanate that in the information I'm putting outward? Like the podcast, the job ads, those pieces, how do I make sure that I recruit those people again?   DAT Kristy (24:54) I agree with you. And you mentioned this early on too. One of my biggest tips would be make sure you're speaking to that employee in the beginning of your ad. So many times people write it about themselves. This is why, you know, but they're buying into what it's an emotional thing that it's going to bring to them. So make sure you're speaking to that, you know, on the onset of your.   The Dental A Team (25:20) I totally agree with you. That is a massive point. We get caught up in wanting people to want us. We want people to want to work with us. And I do want people to want to work with us, but I want people to first see themselves in the job, in the person that I'm describing. I want them to be able to check, check, check, say, yes, that's me, yes, that's me, yes, I want this, yes, I want to work with this company.   DAT Kristy (25:43) 100%. Yeah.   The Dental A Team (25:45) Awesome. All right, guys, I hope this was beneficial. think biggest takeaways, biggest action items, make sure number one, we talk about this all the time, you guys, core values, mission, vision, job descriptions are in alignment. We preach on this because you guys, it is the core of your company. So if those things, your org chart, those pieces are out of alignment, they're not solid yet, reach out, Hello@TheDentalATeam.com We can get on a call, kind of figure out what needs to happen. If you are our client, reach out to your consultant.   Easy peasy. Okay, don't reach out to hello. That gets a little confusing when things like that come through. So if you have a consultant on your team already on your side, reach out to your consultant. ⁓ Secondary to that, check and see like what's working, what's not working, and how can you duplicate what's working? How can you duplicate that higher and keep people for the long haul? I would love if every time we quote unquote off boarded someone, it was truly because they had a life change, not because   it was the wrong place for either of us. And sometimes we do outgrow each other. I do have to put that out there. If you're a team of seven today, and in a year and a half, you're a team of 13, 14, sometimes those team of seven team members need a team of seven. And that's okay too. That's an out, that's a life change. That's a, this space is no longer working for me. That's a life change. It's a growth space. That's okay too. It doesn't mean that there was something wrong. It just means that we're in a new space. So go check those pieces. If you're in the hiring world right now,   Check your ads, make sure your ads are speaking to you, and then check the kind of applicants that you're getting to your ads. Is there a trend in the type of applicants you're getting? Are they all wrong? Are they all right? Are they mediocre? Kind of check that and then revamp your ad to fit to attract someone different if you're not getting the right people. Kristy, thank you so much. This one was, like I said, this was really fun. At first I think we both were like, wow, that's a little wild. ⁓   DAT Kristy (27:39) What?   The Dental A Team (27:42) But I had a lot of fun with this one. So thank you for taking that journey with me, Kristy.   DAT Kristy (27:46) Yeah, absolutely. Thank you. Always a pleasure.   The Dental A Team (27:49) Thank you. Awesome. All right, guys, go drop us a five star review because you know this one was amazing. This was super fun for us. And also let us know what you loved. Let us know if there's anything we can do to help you. Again, if you're not yet a client, Hello@TheDentalATeam.com is a really easy space to reach us at. If you are a current client that we love and adore, we love and adore you on a consultant basis. So reach out to your consultant. She is here waiting to help you. All right, everyone, we'll catch you next time.  

After completing his first triathlon, Pete shares with Jen some learning that he found in training, and while swimming, biking, and running.Specifically, in this episode Jen and Pete talk about:Why is there power in acting as if?How might we more actively encourage and appreciate each other?What does it mean to taper?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Resilience Is A Muscle To Be Developed Join me and my guests Marc and Craig Kielburger, co-founders of Legacy+ (legacyplus.org), a foundry of strategists, designers, creators, storytellers and innovators that brings purpose to life for companies, foundations and individuals by building real movements and legacy projects with real impacts. We discuss their newest book What is My Legacy?: Realizing a New Dream of Connection, Love, and Fulfillment. The book was co-authored with Martin Luther King III and Arndrea Waters King and features a foreword by His Holiness the Dalai Lama and contributions from luminaries like Simon Sinek, Jay Shetty, Julia Roberts, Pete Carroll and Melinda French Gates, among many others.  SHOW NOTES SPONSORED BY: Power of You! Find out more at https://leader.blainebartlett.com/power-of-you Summary In this engaging conversation, Blaine hosts Marc and Craig Kielburger, exploring themes of leadership, resilience, and the evolution of their philanthropic work. They discuss the importance of spiritual foundations in business, the journey from We Charity to Legacy +, and the essence of true leadership beyond titles. The conversation emphasizes the need for personal growth, connection, and embracing change in a rapidly evolving world. Takeaways Leadership is about connection and compassion. Resilience is developed through experience and connection. The evolution of organizations reflects their core values. True leadership transcends titles and roles. Embracing change is essential for growth. Personal well-being is crucial for effective leadership. Legacy Plus aims to create large-scale change. The importance of mentorship in leadership development. Spiritual foundations are vital for business success. Change is constant; adaptability is key. Learn more about your ad choices. Visit megaphone.fm/adchoices

You may have heard Simon Sinek's recent "A Bit of Optimism" podcast that featured Barry-Wehmiller Chairman Bob Chapman and a number of BW team member from our BW Papersystems company in Phillips, WI.  One particular team member that was interviewed was Randall Fleming, who was a welder when we aquired (or adopted) Marquip, the company that would become BW Papersystems.  While presenting our message of Truly Human Leadership, our CEO Bob Chapman is often asked: What about the people who don't get it? What about the people who actively work against positive change? Barry-Wehmiller has adopted more than 150 companies and as Bob once wrote: We realize that when we acquire a company, the people within that company are a product of their experiences. They may have experienced great leaders in their past or, more likely, they have had some negative experiences. Consequently, some have difficulty trusting our leadership message. That's okay. We're all at a different point on this journey, and we have to be patient and trust that the skeptics will eventually see the transformative power it can have—on both their work lives and their personal lives. On this podcast, you'll hear the story of Randall Fleming, who was one of those people who resisted change at first, but then experienced a radical transformation. He told Simon a part of his story, but we wanted to give you a deeper dive. This episode is Randall's story, told by Randall. It also features BW team members Ken Coppens and Maureen Schloskey. Randall's story is testament to the life-changing power of meaningful work and the power of what happens when people care in business. It's what happens when you establish a workplace culture of empathy and shared purpose as opposed to the "command and control" atmosphere of most traditional management environments. Randall's story is an illustration of when we say that the way we lead impacts the way people live. He not only found more fulfillment in his work, his whole life completely changed. And Randall then became a leader, mentor and inspiration to others.

This week, Jen and Pete noodle on the question, what if every week was Shark Week (i.e. what if we stopped tying conventional constraints to enjoying the things we love or want to accomplish)?Specifically, in this episode Jen and Pete talk about:Why might we link certain constraints to tasks we want to accomplish?How might we commit to our goals in non-traditional ways?What is Jen going to do more of, regardless of the time of year? And Pete?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

In today's episode of Stories from the River, the host becomes the guest. That's right, Broad River's CEO and Stories from the River's host becomes the main conversation topic, as Josh Hatchell, Broad River's Senior Retail Experience Manager, along with a room full of Retail Opertions Memory Makers, ask meaningful and insightful questions into Charlie's past, present, and Broad River's future.  This episode was recorded on September 18, 2025, from Broad River's Fort Mill, South Carolina, campus, during a session with Retail Ops called "Get To Know You" with a leader from Broad River Retail. For this session, the Retail Ops Leaders asked Charlie if he would be interviewed for this Q&A session.  During this part one of a two-part series, we see Charlie candidly reflect on his personal and professional journey, sharing stories from his earliest jobs, the lessons learned along the way, and his philosophy about company culture. If you've been a long term listener, you'll already know Broad River prides itself on the culture they've built, and in this episode, you get a glimpse into its early creation.  Charlie emphasizes how Broad River's culture is rooted in recognizing unique contributions of Memory Makers, building identities, and helping furnish life's best memories. He discusses his inspirations, touching on books, podcasts, and personal interests, and provides insights into the company's growth strategy and vision for the future.  Enjoy this honest and open conversation between Charlie and the entire Retail Ops team and come back for part 2!  Books: Everybody Matters by Bob Chapman and Raj Sisodia - https://www.amazon.com/dp/1591847796  A Million Little Miracles by Mark Batterson - https://www.amazon.com/Million-Little-Miracles-Rediscover-Bigger/dp/B0CXJJPSVK  Win the Day by Mark Batterson - https://www.amazon.com/Win-Day-Habits-Stress-Accomplish/dp/B08B6DJXPZ  Do It For a Day by Mark Batterson - https://www.amazon.com/Do-Day-Make-Break-Habit/dp/B08ZQMN8BS  Podcasts: Truly Human Leadership Podcast https://www.barrywehmiller.com/blog/podcasts  Acquired https://www.acquired.fm/  The Knowledge Project https://www.youtube.com/@tkppodcast  No Mercy, No Malice (by Scott Galloway) https://www.profgalloway.com/  A Little Bit of Optimism (by Simon Sinek) https://simonsinek.com/podcast/   This video on Youtube:  https://youtu.be/jsYEZf2xDO8    Visit https://www.storiesfromtheriver.com  for more episodes.   Broad River Retail brought this show to you. Visit https://BroadRiverRetail.com       Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail     

Zach Mercurio is a researcher, and optimist instructor who specializes in purposeful leadership and meaningful work. He is the author of "The Power of Mattering: How Leaders Can Create a Culture of Significance," that reveals the psychological foundation that drives human energy and performance in organizations. Zach addresses why 60% of employees don't feel cared for at work and how this creates a mattering deficit leading to quiet quitting or toxic behaviors. He discusses the Optimism course he created with Simon Sinek, which focuses on developing human skills that show people their significance so they believe they can improve any situation. Zach reveals the three essential dimensions people need: feeling noticed (seen and heard), affirmed (their uniqueness makes a difference), and needed (relied upon and indispensable). He explains how organizations can maintain purpose as "the invisible leader" despite quarterly pressures, emphasizing that people won't contribute to bigger purposes until they first believe they're worthy of having one. Listen to discover why the age of AI makes human connection skills irreplaceable and learn the counterintuitive truth that people must feel valued before they can add value. You can find episode 483 on YouTube, or wherever you get your podcasts! Watch this Episode on YouTube | Zach Mercurio on People Must Feel Valued Before They Can Add Value https://bit.ly/TLP-483 Key Takeaways [05:59] Zach defines mattering as feeling significant through being valued and adding unique value. [08:05] Zach explains human energy comes from knowing we matter, with research showing lower cortisol in those who feel significant. [11:15] Zach describes the "mattering wheel" where feeling valued builds confidence to add value. [13:56] Zach notes 40% of feedback fails because people don't feel cared for by the giver. [18:54] Zach outlines "wise feedback": express belief, reaffirm capabilities, offer support. [22:12] Zach defines optimism as believing you can improve moments and explains how digital communication created human skills gaps. [29:22] Zach emphasizes only humans take moral responsibility while noting only 40% feel cared for at work. [33:22] Zach positions matter as a prerequisite to purpose - people must feel cared for before caring about work. [36:12] Zach advises asking "When you feel you matter to me, what am I doing?" and outlines three practices: noticed, affirmed, needed. [38:08] Zach states "hurry and care cannot coexist" and suggests using meetings for relationships, not information exchange. [42:17] Zach explains these "soft" skills need rigorous practice as attention spans dropped to 47 seconds and leadership requires separate human skills. [46:19] Zach challenges leaders to master human skills because leadership is a separate occupation requiring separate skills. [48:20] And remember…"The business of business is relationships; the business of life is human connection." - Robin S. Sharma Quotable Quotes "It's almost impossible for anything to matter to someone who doesn't first believe that they matter." "All human energy is an outcome of knowing that we matter." "The ultimate energizer is knowing that you and your life and your work are worthy of your energy." "We don't build confidence on our own. We build true confidence when we know someone has our back." "People need to be valued to add value." "Feeling valued gives us the confidence we need to add value. The more we add value, the more we see the evidence of our significance, the more we feel valued." "Hurry and care cannot coexist." "When leaders can't connect, they usually try to control. We try to control what we don't understand." "Loneliness is not the outcome of being alone. Loneliness is the outcome of feeling that you don't matter." "It's the quality of the interaction that matters, not the quantity when it comes to loneliness." "People will not care until they feel cared for." "Leadership is a separate occupation. It is a separate occupation that requires a separate set of skills." "Optimism is the belief that the future can be better and that I have what it takes to make it better." "AI will take your job if you do not master the human skills to cultivate trust and care." "The heart of leadership is to inspire." "Feedback without a relationship comes across as aggression." These are the books mentioned in this episode Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Zach Mercurio Website | www.zachmercurio.com Zach Mercurio Facebook | www.facebook.com/ZMercurio Zach Mercurio LinkedIn | www.linkedin.com/in/zachmercurio Zach Mercurio Instagram | @zachmercurio Essential Skills to Create a Culture of Mattering - Zach Mercurio

Organizations that successfully earn and keep the trust of their customers, employees, and partners experience better business outcomes, more engagement, and competitive differentiation. But what does that trust look like and who's responsible for building and maintaining that trust? Jeff Pollard, Vice-President, Principal Analyst on the Security and Risk Team at Forrester Research, joins Business Security Weekly to discuss the emergence of the Chief Trust Officer. For organizations that refuse to leave trust to chance, chief trust officers have emerged as the role responsible for shaping their firm's destiny. Jeff will explain why the role has emerged and details its responsibilities, organizational structures, and measures for success. In the leadership and communications segment, Why must CISOs slay a cyber dragon to earn business respect?, Simon Sinek says the most successful people in the world ‘hit zero' or came close to it: Failure is ‘the gift', The Remote Leadership Paradox: Why Your Team Feels Micromanaged AND Abandoned (And How to Fix It), and more! Visit https://www.securityweekly.com/bsw for all the latest episodes! Show Notes: https://securityweekly.com/bsw-419

This week, Jen and Pete noodle on the negative aspects of being collegial, and how they might favor challenge instead.Specifically, in this episode Jen and Pete talk about:How might teams align on their why and their goals?What tools might we utilize to introduce more coaching into our work environments?How might feedback be utilized as a way to challenge and brainstorm and fight against FOPO?To hear all episodes and read full transcripts, visit The Long and The Short Of It website: https://thelongandtheshortpodcast.com/.You can subscribe to our Box O' Goodies here (https://thelongandtheshortpodcast.com/) and receive a weekly email full of book and podcast recommendations, quotes, videos, and other interesting things that Jen and Pete are noodling on. To get in touch, send an email to: hello@thelongandtheshortpodcast.com.Learn more about Pete's work here (https://humanperiscope.com/) and Jen's work here (https://jenwaldman.com/).

Author and inspirational speaker Simon Sinek joins Rob Lowe to discuss pursuing risk, what they would tell young people about the future of higher education, whether product placement actually works, how to survive in a post-AI economy, and much more. Make sure to subscribe to the show on YouTube at YouTube.com/@LiterallyWithRobLowe! Got a question for Rob? Call our voicemail at 323-570-4551. Your question could get featured on the show! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.