Podcasts about company culture

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com #thePOZcast is proud to welcome Dalia as our newest partner. Dalia helps employers convert more career-site traffic into qualified applicants by giving job seekers a universal candidate profile that eliminates repetitive applications and streamlines the application process. Learn more (link below) https://www.dalia.co/audit?utm_source=pos About: I'm joined by two leaders who have built careers around one simple idea: great businesses are built by great people. First is Josh Robinson, a transformational executive with more than 20 years of experience leading finance, technology, and business strategy across organizations ranging from $50 million to $7 billion in revenue. Josh is known for building high-performing teams, creating cultures that attract top talent, and helping companies think big, start small, and scale fast. Joining him is Mike Nathan, a Navy veteran, entrepreneur, investor, and startup builder who's helped launch, advise, and invest in more than a dozen companies across industries. From Search & Rescue Swimmer to founder, board member, and operator, Mike believes that business is one of the most powerful vehicles for creating meaningful impact for people and communities. Together, Josh and Mike bring an incredible combination of operational excellence, entrepreneurial grit, and people-first leadership. I'm excited to dive into their journeys, what they've learned building companies and cultures, and where they see the future of work and leadership heading next. Key Takeaways: Not every high performer should become a manager. Companies need meaningful advancement paths for strong individual contributors instead of forcing them into leadership roles they may not want or be equipped for. Leadership is less about having every answer and more about building the right team. Great leaders trust subject-matter experts, ask better questions, and create the conditions for others to execute. Authenticity builds more trust than pretending to know everything. Employees respond better to leaders who admit what they do not know and work alongside the team to find the answer. Conviction can matter as much as competency. Skills may get someone through the interview process, but genuine belief in the company's mission determines whether they will remain committed when things get difficult. A founder's ability to delegate is a critical indicator of scalability. Founders who constantly say “I,” control every decision, and cannot step away will eventually become the bottleneck in their own business. Raising capital should serve a specific goal, not someone's ego. Companies should pursue funding when it accelerates product development, sales, expansion, or a planned exit, not because announcing a major round has become a status symbol. AI is creating the rise of the “Army of One.” Individuals and small teams can now use AI, outsourcing, and personal branding to produce the output and profitability once associated with much larger organizations. Take the “Army of One” seriously, but not literally. AI can dramatically increase individual productivity, but growing companies will still need talented people when complexity, scale, and human connection demand them. Replacing employees with AI is often the wrong strategy. The greater opportunity is to give employees AI tools, remove repetitive work, and redeploy people into more valuable roles that improve service and generate revenue. The professionals who thrive will combine expertise with AI fluency. Human judgment, technical knowledge, and relationship skills will remain valuable, but people who fail to learn how to apply AI within their field risk being left behind.     Chapters 00:00 Introduction to Leadership and Impact 01:43 Personal Leadership Journeys 05:19 The Role of Individual Contributors vs. Leaders 08:12 Evolving Beliefs About Leadership 09:48 Hiring Talent vs. Building Executable Teams 12:44 Evaluating Founders and Their Potential 14:43 Post-Mortem Analysis of Failed Startups 15:52 The Right Time to Raise Capital 17:52 The Army of One Myth and AI's Role 26:51 AI's Impact on Jobs and Company Culture 32:28 The Importance of Human Expertise in a Tech-Driven World 33:16 Hiring for Heart: The Key to Successful Interviews 35:21 Assessing Compatibility: The Role of Personality in Hiring 37:49 Radical Transparency in Leadership and Its Challenges 41:33 Risky Decisions: Career Moments That Changed Everything 45:06 Debunking Business Clichés: What Needs to Die 47:40 AI: Signal or Hype? Perspectives on Job Disruption 51:57 Investing in Healthcare: The Future of Tech-Enabled Solutions 54:13 Legacy: What Do We Want to Be Remembered For? 55:36 Defining Success: Balancing Personal and Professional Life    

In fast-growing companies and competitive tech hubs, culture can quietly become the deciding factor between loyal, engaged teams and constant turnover. Today's guest, Heather Page, Culture and Experience Manager at AdvancedMD, shares how her journey from hand-coding websites in the early days of the internet to building brand and people-first initiatives prepared her to design an environment where nearly 700 team members feel connected, valued, and excited to show up on Monday. In this episode of Marketer of the Day, Heather reveals how her background in UX and digital experience naturally evolved into human experience and internal culture. She explains why the same questions you ask when designing a great product “Does this feel intuitive? Does it create connections? Does it reflect who we are?” should guide how you design your company culture. Instead of treating culture as perks and free sodas, Heather focuses on what people are really thinking and feeling on Sunday night: are they dreading Monday, or excited to plug back in? Heather walks us through her journey from web designer to culture leader, including how she volunteered for culture committees, paid attention to cross-functional teams, and ultimately had a role created specifically for her at AdvancedMD. She shares practical examples of how she and her team listen to employees through twice-yearly anonymous surveys and, crucially, act on the data instead of letting it collect dust. For Heather, people-first isn't a slogan, it's a pillar that drives decisions, programs, and daily behavior. We also dive into AdvancedMD's medical office software and how it's helping doctors reclaim their time, reduce burnout, and reconnect with the human side of healthcare. Heather explains how AI-enabled digital charting, automation, and integrated EHR/practice management tools free physicians from after-hours note-taking and clunky legacy systems. With strong onboarding and hands-on professional services, AdvancedMD doesn't just sell software; they guide practices through the change so the whole team feels supported, not overwhelmed. https://youtu.be/jzUqj0sMaTs?si=wfnr5SshZmJGn-11 Throughout the conversation, Heather emphasizes that rapport, curiosity, and genuine human connection are timeless superpowers. She encourages employees at every level to stop waiting for permission: sit with support, learn how sales thinks, understand your colleagues' worlds, and build real relationships. Promotions, opportunities, and innovation often follow the people who are genuinely interested in others, not just in climbing the ladder. If you want to: Build a culture where people feel seen, valued, and eager to stay. Reduce job-hopping by creating a true culture fit instead of surface-level perks. Use AI and better systems to give professionals (especially doctors) their time and focus back. Lead with empathy, listening, and follow-through in a way that never goes out of style; then this episode with Heather Page will give you a fresh, people-first lens on both culture and customer experience. Quotes: “Culture, to me, is a lot like a well-designed product: it's intentional, it evolves, and it's built for the people using it every day.” “If you take care of your people inside your company, they will take care of people outside your company, and that's a win-win.” “Each of us brings our own culture to the table every day, and sometimes those cultures mesh, and sometimes it's oil and vinegar.” Contact Details: Stop Letting Admin Work Slow Your Practice Down: See AdvancedMD In Action Today Connect With Heather Page On LinkedIn Follow Heather Page On Facebook Listen To The AdvancedMD Podcast On Apple Podcasts

BlackCloak collected two Inc. recognitions in 2026. The company was named to Inc.'s Best Workplaces list in June, and in August it landed on the Inc. 5000 for a second consecutive year, at a higher position than the first. Founder and CEO Chris Pierson points both at the same two groups, the people who build BlackCloak and the clients and members who rely on it. What does a second Inc. 5000 ranking confirm? Three things, according to Chris Pierson. The company is doing right by its clients and members. The product has found its market. And BlackCloak continues to fill the gap it identified in digital executive protection. He describes an environment doubling consistently year over year, and calls a repeat harder to achieve than a first appearance. The pride he describes belongs to every cloaker, the people building, running, and operating the company day to day. A great idea helps, and so does the right product and the right market, though sustained growth depends on having really amazing people. Chris Pierson ties the Best Workplaces listing to paying attention to team members, doing right by them, and keeping a solid culture and foundation in place so the company can grow. Protect your digital life is the motto, and he says it is what brings both recognitions home for employees, clients, and members alike. This is a Brand Highlight. A Brand Highlight is a ~5 minute introductory conversation designed to put a spotlight on the guest and their company. Learn more: https://www.studioc60.com/creation#highlight GUEST Chris Pierson, Founder and CEO at BlackCloak LinkedIn: https://www.linkedin.com/in/drchristopherpierson/ RESOURCES Learn more about BlackCloak: https://blackcloak.io Inc. 5000 list of America's fastest growing private companies: https://www.inc.com/inc5000/2026 Inc. Best Workplaces list: https://www.inc.com/best-workplaces/2026 Are you interested in telling your story? ▶︎ Full Length Brand Story: https://www.studioc60.com/content-creation#full ▶︎ Brand Spotlight Story: https://www.studioc60.com/content-creation#spotlight ▶︎ Brand Highlight Story: https://www.studioc60.com/content-creation#highlight KEYWORDS chris pierson, blackcloak, sean martin, brand story, brand marketing, marketing podcast, brand highlight, black hat usa 2026, inc 5000, inc best workplaces, digital executive protection, executive protection, company culture, category creation, cybersecurity growth, protecting executives and their families

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To learn more about becoming a Member, click here: https://trybta.com/EP286 Take our five minute quiz and get a custom Contractor Growth Scorecard: https://trybta.com/DL286 At just 30 years old, Riley Rivers owns a $7M dollar landscaping business, pulling in $120K in profit every month.Multiple divisions.Massive contracts.Complex operations.And he does it all in less than 40 hours a week.In this episode, I'm talking to Riley to find out how he built his company, including the key decisions he made as he scaled.If you're ready to step out of the day-to-day and become a real CEO, Riley's story is a must listen.—Riley is a Breakthrough Academy Member who has worked with his coach and contractor community to build a business he loves running. To learn more about becoming a Member, click here: https://trybta.com/EP286 Learn more about Rivers Landscaping: https://www.riverslandscapingmt.com/Episode highlights:Learn which systems enabled Riley to more than double his revenue without sacrificing profitability.Get insight into Riley's hiring strategies when it comes to adding high-impact leaders into his organization.Discover how Riley built his team culture… by letting his team build his culture. Find out how he stepped back and let his people establish the company's core values and the tactics used to live them out.00:00-Intro01:55-Journey to $3 Million 07:12-Evolution of Roles 09:41-Strategy for Growth 11:49-Identifying Core Gaps 21:01-Org Structure Strategy 30:18-Cultivating Company Culture 40:22-Leadership and Management

Hello, Voices of the Bench community. This is Casey Baldwin with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS emax Zirconia, offers multiple fast-fire protocols designed to help you save valuable production time while maintaining consistent outcomes. Time is money in every lab. Don't wait. Reach out today and discover how IPS emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one. Join us at the Race For the Future 12 to raise money for the Foundation For Dental Laborary Technology. September 27th in Valley View, Texas! https://dentallabfoundation.org/news-events/race-for-the-future/ Shawn Nowak from Nowak Dental Supplies joins Elvis and Barb to talk all things NOLA LabFest October 15-17th, including the welcome addition to the speaker lineup: martial arts instructor and business coach Jude Grayson. After Jude's keynote at last year's LabFest, the response was strong enough to bring him back for another keynote and a breakout session. The conversation starts with the obvious question: what the heck does a karate instructor know about the dental laboratory industry? As Jude explains, quite a bit. Having practiced martial arts since he was five years old and built a career around teaching, competition, entrepreneurship, and business coaching, Jude draws a surprising number of parallels between martial arts and business. He talks about discipline, competition, confidence, risk, and his “five-year-old board break moment”—the idea that sometimes the ability to succeed is already inside us, and the right coach simply helps unlock it. He also explains how those lessons translate into working with business owners and helping them recognize opportunities they may not see themselves. The conversation then turns toward one of the biggest challenges facing dental laboratories today: knowing when it's time to pivot. With technology, AI, 3D printing, changing doctor workflows, and the evolving DSO landscape continuing to reshape the industry, Jude's NOLA LabFest keynote will focus on how business owners can recognize when change is necessary, decide when to act, and understand the risks that come with being an early adopter. He also shares some great perspective on failure, competition, and why making a bad business decision doesn't necessarily mean you've lost—the real loss comes when you stop competing altogether. Shawn also gives us a look at what else is happening at NOLA LabFest, including education on AI, social media marketing, employee culture, DSOs, and other topics affecting dental laboratories right now. And, of course, there's plenty of the NOLA LabFest fun mixed in, from the masquerade party and distillery tour to the return of Family Feud. It's a conversation about business, leadership, taking risks, and finding ways to keep dental laboratories moving forward—and it all starts with a karate instructor walking into a dental show.Special Guests: Jude Grayson and Shawn Nowak.

Ben Horowitz, Travis Kalanick, and Erik Torenberg take the stage at Atoms' launch event for a candid fireside conversation about entrepreneurship, company building, and why Kalanick believes the next industrial revolution will be powered by AI. They revisit pivotal moments from Uber's history, including the decision not to acquire Lyft, lessons from scaling one of the world's fastest-growing companies, and how Kalanick has evolved as a founder. The conversation also explores Atoms' vision for industrial AI, why software is moving into the physical world, what it takes to build enduring company cultures, and why Kalanick believes the biggest opportunities of the next decade lie in transforming industries like food production, mining, and manufacturing.   Resources: Follow Travis Kalanick on X: https://x.com/travisk Follow Ben Horowitz on X: https://x.com/bhorowitz Stay Updated:Find a16z on YouTube: YouTubeFind a16z on XFind a16z on LinkedInListen to the a16z Show on SpotifyListen to the a16z Show on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Mastermind Minutes, Gary sits down with Arif Abdulla, Vice President of Franchise Development at Nurse Next Door. With nearly 20 years of experience, Arif has played a pivotal role in growing the brand from a single location in Vancouver to more than 400 franchise locations across North America, the United Kingdom, and Australia.Join us as Arif shares valuable insights on:Building and scaling an international franchise systemExpanding into new markets and the lessons learned along the wayPreserving a strong organizational culture while growing across multiple countriesCreating alignment between franchisees, leadership, and company valuesDeveloping a people-first culture that drives long-term successWhat separates top-performing franchisees from the restThe key qualities he looks for when awarding new franchise opportunitiesWhy culture, leadership, and franchisee support are essential to sustainable growthWhether you're a franchisor, franchisee, or entrepreneur looking to grow a successful business, this episode is packed with practical strategies, leadership lessons, and real-world experience on scaling a franchise system without losing the culture that made it successful in the first place.Subscribe for more conversations with franchise industry leaders and business experts.For more information on expanding your brand, contact: info@frangrow.comVisit: https://franchisegrowthsolutions.com/Or Arif Abdulla Contact: https://www.nursenextdoor.com/ #MastermindMinutes #Franchising #NurseNextDoor #FranchiseDevelopment #Leadership #OrganizationalCulture #CompanyCulture #FranchiseLeadership #BusinessGrowth #FranchiseSuccess #LeadershipDevelopment #Entrepreneurship #fgs #culture #training #operation

Faith-Fueled EntrepreneurshipShe left an abusive, alcohol-fueled marriage with twin boys in tow, rebuilt her career from the ground up, and eventually grew into the owner of a boutique recruiting and staffing firm that can run without her. Mary joins us for a deeply human conversation about what it actually takes to survive big life transitions while still building a business with integrity, warmth, and staying power. If you're navigating motherhood, entrepreneurship, or both, her story hits with honesty and calm authority.We talk about faith as a real-world leadership tool, not a slogan. Mary shares how Al-Anon shaped her understanding of codependency, boundaries, and the daily choice to shift from worry to prayer. We also get specific about leadership and delegation, including the mindset that finally let her step away for weeks: building a team with trust, clarity, and decision-making power, then practicing a true disconnect.Then we go somewhere unexpected and beautiful: Mary's Camino de Santiago pilgrimage. Walking mile after mile becomes a mirror for purpose, self-talk, and slowing down, lessons she brings straight back into how she leads Advent Talent Group and how she thinks about work-life blend instead of chasing “balance.” Along the way, we touch the Enneagram, DISC, resilience through the recession and COVID-19, and why community groups matter for women business owners.If you enjoy this conversation, subscribe, share it with a friend who needs a steadier next step, and leave a quick review so more people can find stories like Mary's.Resources:WPO: Women President's OrganizationNAWBO: National Association Women Business OwnersRotary of MinnesotaAllied ExecutivesBruno PressConnect with Mary:LinkedIn: Mary Younggren & Advent Talent GroupWebsite: Advent Talent GroupContact the Host, Kelly Kirk:Email: info.ryh7@gmail.comGet Connected/Follow:The Hue Drop Newsletter: Subscribe HereIG: @ryh_pod & @thekelly.tanke.kirkFacebook: Reclaiming Your Hue Facebook PageCAKES Affiliate Link: KELLYKIRKCredits:Editor: Joseph KirkMusic: Kristofer Tanke Thanks for listening & cheers to Reclaiming Your Hue! 

How much trust should employers place in psychometric assessments?In this episode of the HRchat Podcast, host Bill Banham is joined by Paula Baetu, Psychometric Specialist, Business Psychologist, and Executive Coach at Awemetrics / Pawsometrics, to demystify workplace assessments and explore how HR leaders can make better, more evidence-based talent decisions.With extensive experience evaluating and implementing psychometric assessments for recruitment, leadership development, internal mobility, and organizational development, Paula explains what psychometric assessments really measure—and why they're about far more than personality tests.Together, Bill and Paula discuss why HR and talent acquisition teams are increasingly turning to assessments to improve hiring quality and objectivity, while also highlighting the risks of relying on tools that lack independent validation or transparency. Paula explains why every HR professional should ask vendors for a technical manual, how to determine whether an assessment is fit for purpose, and why organizations often continue using legacy tools simply because "that's what we've always used."The conversation also explores some of the most common mistakes organizations make—from hiring based on a single assessment score to benchmarking against outdated norm groups—and why psychometric results should always inform decisions rather than make them.Finally, Bill and Paula examine the growing impact of artificial intelligence on workplace assessments. They discuss AI-generated tests, candidates using AI during assessments, skills-based hiring, and the practical steps employers are taking to AI-proof recruitment processes while maintaining fairness and validity.Whether you're an HR leader, recruiter, talent acquisition specialist, people manager, or organizational psychologist, this episode offers practical guidance for selecting better assessment tools and making smarter hiring decisions.In this episode, you'll learn about:What psychometric assessments really measure—and why they're more than personality testsWhy independent validation and technical documentation matter when selecting assessment toolsHow to evaluate psychometric vendors and choose assessments that are fit for purposeCommon mistakes organizations make when interpreting assessment resultsWhy skills-based hiring is changing assessment strategiesHow AI is transforming candidate assessment and recruitmentPractical ways to improve fairness, validity, and transparency in hiring decisionsBest practices for using psychometrics in recruitment, promotion, and leadership developmentIf you enjoy this episode, subscribe to the HRchat Podcast, leave a review, and share it with colleagues working in HR, talent acquisition, leadership development, and organizational psychology.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Connect With ChazChris Dyer ran PeopleG2, a human capital company with 4,500 employees and thousands of clients. He managed that team through the 2008 financial crisis without a single layoff. He built a culture that earned best-places-to-work awards for 15 consecutive years. And when he finally stepped away from the CEO role, he described it as an elephant getting up off his chest.Now he speaks and consults on culture, remote work, and leadership, and his message to business owners is direct: the reason remote work is not working in your business is not remote work. It is your culture.In this conversation with Chaz Wolfe, Chris covers what actually separates leaders who make remote work a lightning bolt for their organization versus those who burn it down. He also breaks down why accountability and tough conversations are the foundation of any culture, how to stop micromanaging and start building top performers, and why the question every leader needs to ask themselves before any difficult conversation is not what do I think but do I want to be right or do I want to be effective.Key Takeaways:Remote work is not the problem. Leaders who cannot define success clearly, have tough conversations honestly, or give genuine autonomy will fail with remote teams. The same failures happen in the office. They are just easier to hide there.If you count keystrokes, require Teams status to always be green, and micromanage output instead of results, do not adopt remote work. You are not ready and you will blame the model instead of yourself.The companies pulling people back to office are not failing because of remote work. They are failing because their culture is broken. A tiny startup with remote culture is eating their lunch the same way they once ate bigger companies' lunch.Accountability does not disappear with friendship. Chris had 15 years of award-winning culture and still had to walk up to a 10-year friend and say: I told the client we would have this. You said you would deliver. That conversation has to happen whether or not you see each other at the holiday party.Do you want to be right or do you want to be effective? That question changes every leadership interaction. Winning an argument at the expense of a relationship or an outcome is not leadership. It is ego.Micromanagement does not fix underperformance. The answer to someone not performing is not more hands-on management. It is getting curious about why, having an honest conversation, and giving them the clarity and tools they need to succeed.Remote work gives employees their humanity back. Requiring someone to burn an entire vacation day for a 30-minute doctor's appointment is not a policy. It is a choice that communicates your real values.When you find something that works, lean into it. Stop overthinking, stop experimenting, and go hard. Chris wears white glasses because people love them. That is a business principle dressed up as an eyewear story.The same cash flow problem exists at 2 employees and at 4,500. The scale changes. The stress of keeping people whole does not.Losing 40 percent of your clients because they were all in one industry is a lesson you only pay for once. Diversify before you have to.If you are a contractor business owner doing $1M+ and you feel stuck in the day-to-day, we built GTK for you.Through peer mastermind and 1:1 coaching, we help you:increase profitinstall real systemsbuild a team that runs the businessget your time backVisit www.gatheringthekings.com for information on how to apply.Connect with Chaz Wolfe (Host):WebsiteFacebookInstagramLinkedInYouTubeProfit Starts with Better Books!Clean books. Clear reports. Monthly bookkeeping built by business owners, for business owners.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showLike what you heard? Share this episode with a friend and leave us a review on Apple Podcasts or Spotify! Join the conversation by visiting GatheringTheKings.com and apply to connect with other high-performing entrepreneurs and their families.

Boston Duck Tours has built a brand that has become part of Boston's identity. For millions of visitors, it's their introduction to the city. For locals, it's part of the celebrations that define it. What began as a small local business grew into a city icon, forever tied to the championship parades that have defined Boston's sports over the last quarter century.On this episode of Brand Slam, hosts Steve Rosa and Joe Kayata sit down with Cindy Brown, CEO of Boston Duck Tours, to explore how one of New England's most recognizable brands became part of the fabric of the community.Cindy has been with Boston Duck Tours since its earliest days in 1994, helping grow the company from a small operation into a beloved Boston institution known by locals and tourists alike. What started as a unique way to see the city has become a rolling and floating symbol of Boston storytelling, civic pride and shared celebration.The conversation looks at how Boston Duck Tours built emotional connection, created a consistent experience through its ConDUCKtors and scaled without losing the personality that made people love the brand in the first place. Cindy also shares what happens behind the scenes when New England wins big and the Duck Boats become the center of the city's championship parade tradition. For the last quarter century, “Cue the Duck Boats” has become synonymous with Boston's championship moments. For marketers and brand leaders, this episode offers a look at how a local business becomes part of a city's culture. It explores experience design, community trust, operational readiness and storytelling. Most of all, it shows how lasting loyalty is earned by showing up, year after year, in the moments people remember.Have an idea for a guest? Reach out at brandslam@addventures.com.

I swear every company says culture matters... right up until someone has to make an actual decision.  The reason decisions don't get made quickly enough is because of the whole "culture is everyone's job" mentality, and I think it's time for a little more nuance! Dani Herrera and I get into why culture isn't your values page or your CEO's favorite buzzword, but instead, the behaviors your policies reward every single day.  We also unpack why HR has way more influence than we give ourselves credit for, why "best practices" is a cringey concept, and why AI is about to amplify every good (and bad) decision we've already made. --- With Shapes, people management looks completely different. Think AI agents handling the routine, a secure HR core, and the ability to build any people tool your org needs, just by describing it in plain english in their built in Shapes Vibe studio. If your systems feel stuck in 2015, go check out Shapes at ⁠https://shapes.co/⁠ --- If you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. ⁠⁠⁠⁠⁠⁠https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/⁠⁠⁠⁠⁠⁠ And if you love the podcast, be sure to check out⁠⁠⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here⁠⁠⁠⁠⁠⁠ for even more exclusive insider content! --- Follow Hebba YouTube:⁠⁠⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here/videos⁠⁠⁠⁠⁠⁠ LinkedIn:⁠⁠⁠⁠⁠⁠ https://linkedin.com/in/hebba-youssef⁠⁠⁠⁠⁠⁠ Twitter:⁠⁠⁠⁠⁠⁠ https://twitter.com/hebbamyoussef⁠⁠⁠ Come join Hebba at Safe Space Summit 2026 in Huntington Beach, CA! To learn more, check out:⁠ https://www.safespacesummit.com/

Great client experiences don't happen by accident. They're built through dozens of intentional decisions before, during, and after every project.This week, Kyle sits down with Darin Kuns of DK Construction to share how his team has intentionally designed an experience that stands out. From customer confidence checkups and post-project interviews to thoughtful job site standards and small gestures that make clients feel valued, Darin explains how the little details create lasting trust.If you're looking for practical ideas on building a company people can't wait to recommend, this episode is packed with ideas you can start using right away.Want to keep in touch with past clients and prospects without the hassle of writing content yourself? That's exactly what Remodelers AutoPilot does — each month you get a done-for-you email newsletter and social media posts, ready to send.Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights!Key TakeawaysFix pre-construction bottlenecksImprove planning before productionDelegate to increase capacityTrack client confidenceCreate memorable client experiencesGather post-project feedbackSet clear job-site standardsRecognize and support employeesChapters00:00 Introduction and Episode Context00:33 Celebrating 400 Episodes and Guest Suggestions01:02 Highlighting Todd DeWalt and Construction Leading Edge01:48 DK Construction's Market and Business Focus02:11 Identifying Business Heartburns and Bottlenecks03:07 Addressing Capacity and Process Challenges04:22 Strategies for Smoother Project Handoffs05:15 Handling Change Orders and Project Variances06:04 Time Management and Capacity Planning07:11 Setting Small Wins in Project Selection07:53 Focusing on Capacity and Focused Work08:56 Company History and Market Overview11:01 Developing Client Relationships and Expectations12:06 The Three Uniques of DK Construction14:48 Employee Recruitment and Incentives20:08 Client Experience and Customer Confidence24:58 Enhancing Client Delight and Little Things30:12 Implementing Client Feedback and Post-Project Surveys34:50 Company Culture and Employee Recognition39:58 Team Communication and Meeting Optimization44:52 Signage and Job Site Respect50:03 Letting Go of Control and Delegation51:52 Building a High-Performance Team55:00 Final Thoughts on Customer Service and Business Growth

Send us Fan MailWhat really separates a good pool company from a great one?This week, Natalie Hood sits down with Leslie Elliott, Founder and CEO of Poolie, one of the fastest-growing pool service companies in Texas. Leslie's journey into the industry didn't begin with decades of pool experience—it began with a green pool, poor customer service, and the realization that the industry had room to improve.Together, Natalie and Leslie tackle some of the biggest myths surrounding pool service businesses, leadership, customer service, company culture, growth, technology, and artificial intelligence. Whether you're an owner, manager, technician, or someone thinking about starting a pool company, this conversation offers practical lessons that apply far beyond the swimming pool industry.In this episode:How a green swimming pool launched one of Texas' fastest-growing pool service companies.Why customer service is often a bigger competitive advantage than technical expertise.The difference between running a pool route and building a scalable business.Why growth creates as many challenges as it solves.The importance of systems, standard operating procedures, and consistency.Why not every customer is worth keeping.Protecting employees while maintaining company values.Leadership lessons from growing from one route to more than 4,500 customers.The importance of training, mentorship, and creating career paths for technicians.Why people—not pools—are often the biggest challenge in business.How AI is changing customer service, operations, scheduling, and business management.Why the pool industry still has opportunities to modernize through technology and professional development.Building a company culture that employees actually want to be part of.Why success doesn't make leadership easier—it simply changes the challenges.Key TakeawaysGreat pool companies are built on leadership and customer experience—not just chemistry knowledge.Growth without systems creates chaos.Company culture is demonstrated through daily actions, not mission statements.Investing in employee training pays dividends in customer satisfaction and retention.AI should be viewed as a productivity tool that frees people to focus on higher-value work.Consistency is often more valuable than constant innovation.The future of the pool industry depends on raising professional standards together.Featured GuestLeslie ElliottFounder & CEO, PoolieLeslie shares how her background in management consulting and business operations helped her build Poolie into a multi-market service company focused on exceptional customer service, scalable systems, and investing in people.Hosted ByNatalie HoodDirector of Education & Events, The Grit GameSponsored ByBlueRay XLUnited ChemicalLaMotte CompanyRevdUp ApparelAqua Comfort Water GroupConnectLearn more about Poolie at Poolie.com and follow their continued growth on social media.If you enjoyed this episode, subscribe to the Talking Pools Podcast, leave us a review, and share it with another pool professional who's committed to raising the bar for our industry. Support the showThank you so much for listening! You can find us on social media:FacebookInstagramTik TokEmail us: talkingpools@gmail.com

Adarsh Pandit (founder of Cylinder Digital, ex-Thoughtbot, ex-McKinsey) met Àlex 12 years ago in San Francisco when MarsBased was just getting off the ground. They catch up on a decade of building software agencies, navigating career shifts, and managing team dynamics.Adarsh shares the story behind firing a high-profile client who was verbally abusing his team, the panic of dropping a production database on Heroku, and how applying systems thinking changes how you look at code, sales, and business operations. They also touch on how AI and vibe coding are reshaping agency pricing, the return of fixed-bid contracts, and why human trust remains the most critical asset in tech.Support the show

Culture rot is the gradual erosion of norms, trust, and standards that sets in when small problems go unaddressed — and if it persists, it's because someone who was supposed to own it didn't. In this episode, Dr. Timothy R. Clark and Tim Clark Jr. break down how to spot culture rot fast and who has to fix it.Their starting point: culture is the way we interact. Values on the wall, engagement surveys, and mission statements are ancillary — the truth shows up at the human interface. Watch who's talking, and watch the two seconds after someone disagrees. That moment of truth reveals the norms, and 15 minutes in one meeting tells you almost everything about a culture's health. And the stakes are measurable: MIT Sloan found toxic culture predicts attrition roughly 10x more strongly than compensation, and SHRM put culture-linked turnover at $223 billion over five years.When cultures rot, they fail in one of two patterns: pathological conflict, or the quieter and more dangerous one — pathological compliance, where teams fall silent, stop thinking divergently, and lose the ability to adapt. That's why culture rot is a tax on adaptation: stable markets let rotten cultures win for a while, but the moment the environment shifts, the bill comes due.So who owns it? Ownership is nested, not divided — it rolls up to the CEO as chief cultural architect, and it can't be delegated. Each leader is accountable for their span of control through two levers: modeling and holding others accountable. Run culture like a P&L — coach to acts of vulnerability with the LIVE model (Look, Identify, Validate, Encourage), patrol the boundaries of respect, and remember: you get what you tolerate.

Are your organization's wellbeing initiatives making a real difference—or simply creating the appearance of caring?In this episode of the HRchat Podcast, host Bill Banham sits down with Dr. Paul Jones, Associate Dean for Postgraduate Education and Student Experience at Aston Business School and upcoming DisruptHR Birmingham speaker, to explore the difference between genuine workplace wellbeing and what Paul calls "well branding"—highly visible wellbeing initiatives that fail to address the root causes of employee stress, burnout, and disengagement.The conversation then shifts to evidence-based recruitment, where Paul explains why better hiring decisions don't come from adding more interviews or assessments, but from collecting the right evidence. He shares practical insights into structured interviews, psychometric assessments, ability testing, and why many hiring processes unknowingly measure the same qualities multiple times while overlooking the capabilities that truly predict success.Bill and Paul also discuss bias in recruitment and the growing role of AI in hiring. They explore why bias begins long before interviews take place, how AI can unintentionally reinforce poor decision-making, and why human judgment remains essential throughout the recruitment process.Whether you're an HR leader, recruiter, hiring manager, or organizational psychologist, this episode offers practical strategies to improve employee wellbeing and make smarter, more evidence-based hiring decisions.In this episode, you'll learn about:Why workplace wellbeing initiatives sometimes become "well branding"Addressing the root causes of burnout instead of treating symptomsThe value of structured interviews and evidence-based recruitmentHow psychometric and ability assessments improve hiring qualityWhy more recruitment stages don't always produce better hiring decisionsThe "bananas, raspberries and strawberries" framework for evaluating recruitment evidenceRecognizing and reducing bias throughout the hiring processUsing AI responsibly to support—not replace—human decision-makingIf you enjoy this episode, subscribe to the HRchat Podcast, leave us a review, and share it with colleagues working in HR, talent acquisition, and people leadership.Connect with Paul: https://www.linkedin.com/in/paulmjones/Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Hey there Voices of the Bench community, this is Trish Jones with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS Emax Zirconia offers multiple fast-fire protocols designed to help save you valuable production time while maintaining consistent results. Time is money in every lab. Don't wait. Reach out to your local Ivoclar rep today and discover how IPS Emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one.Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. But this conversation goes far beyond Matt's career. His book, The Invisible Profession, explores how the dental laboratory industry arrived at a place where technicians and laboratories are often undervalued, pushed into price competition, and expected to simply keep their heads down and produce. Matt shares his thoughts on the "million little things" that shaped the industry, the danger of becoming a "busy fool," and why laboratories need to stop competing solely on price and start becoming known for the value, expertise, and partnership they bring to the dental team. Elvis, Barb, and Matt also talk about the changing landscape of digital dentistry, AI, 3D printing, speed, service, and why the labs that embrace change and remain agile will be the ones positioned for the future. It's an honest, thought-provoking, and ultimately optimistic conversation about where the dental laboratory profession has been, where it is today, and where it can go next.Special Guest: Matt Everatt.

It's easy to assume that writing a mission statement, hanging a manifesto in the breakroom, or hosting a casual Friday is enough to establish a strong company culture. However, true culture is much harder to define—it's both an identity and a set of shared practices built on daily actions, stories, and genuine interactions.In this episode, Abbie Fink and Dr. Adrian McIntyre discuss what culture actually looks like in a business setting. Inspired by a recent cruise vacation, Abbie shares how observing a ship's crew—where every employee acted as a dedicated brand ambassador focused on the customer's experience—perfectly illustrated culture in action. Adrian draws on his academic background in anthropology to explain that culture is fundamentally a set of linguistic practices. He notes that top-down directives rarely work; instead, leaders must rely on the stories they tell and the language they use to build a sense of identity and belonging among their team.Abbie and Adrian also discuss how a strong culture naturally boosts employer branding, attracting top talent simply because the team looks like they genuinely enjoy working together. Ultimately, they stress that while a great culture won't prevent crises from happening, it will entirely transform how an organization reacts to them.Read the transcript and notes for this episode on the Copper State of Mind podcast website.Key TakeawaysCompany culture cannot be mandated by a manifesto; it is demonstrated through everyday actions, communication, and mutual respect.Every employee, regardless of their specific job title, should feel empowered as a brand ambassador who is ultimately responsible for the customer's experience.Culture plays a central role in employer branding—top talent is drawn to organizations where employees share a sense of belonging and visibly enjoy their work.To effectively teach and embed values within a team, leaders should rely on storytelling that shows values in practice, rather than just stating the rules.Small shifts in language—such as emphasizing partnership and introducing a subordinate as a "coworker"—can have a profound, positive impact on an employee's sense of inclusion.Follow the podcastIf you enjoyed this episode, please follow Copper State of Mind in Apple Podcasts, Spotify, or any other podcast app. We publish new episodes every other Friday. Just pick your preferred podcast player from this link, open the app, and click the button to “Follow” the show: https://copperstateofmind.show/listen Need to hire a PR firm? We demystify the process and give you some helpful advice in Episode 19: "How to Hire a Public Relations Agency in Arizona: Insider Tips for Executives and Marketing Directors." CreditsCopper State of Mind, hosted by Abbie Fink and Dr. Adrian McIntyre, is brought to you by HMA Public Relations, a full-service public relations firm in Phoenix, AZ.The show is recorded and produced by the team at Speed of Story, a strategic communications consultancy for PR agencies and marketing firms, and distributed by PHX.fm, the leading independent B2B podcast network in Arizona.If you like this podcast, you might also enjoy PRGN Presents: PR News & Views from the Public Relations Global Network, featuring conversations about strategic communications, marketing, and PR from PRGN, "the world's local public relations agency.”

Thank you for joining us for another episode of Building the Premier Accounting Firm. Today you'll discover how to build a self-sustaining accounting firm that thrives without your constant presence. Roger Knecht and guest Dr. Ruth Mannschreck share a five-part framework for creating robust systems, fostering a magnetic company culture, and hiring for long-term success. In This Episode: 02:34 The Catalyst for Business Transformation 06:16 Collaborative Problem Solving and Systems 10:05 Communication and The Warm Handoff 17:27 Hiring for Soft Skills 23:06 Defining Culture through Behavior 28:10 Effective Leadership Styles 34:37 Redefining Success Beyond Busy Work Key Takeaways: Standardize your client journey using video-based SOPs to ensure consistency. Implement a culture of leadership where every team member is empowered to take initiative. Prioritize soft skills during the hiring process to ensure long-term cultural fit. Shift your mindset from being "busy" to being "effective" to reclaim your personal time. Featured Quotes: "I'd like to get people out of their office and back into their lives and have their practice support their life instead of the other way around." — Dr. Ruth Mannschreck "If they can't make decisions, if they can't move forward without stopping by your office to ask a question, you've missed a big piece there." — Dr. Ruth Mannschreck Conclusion: Thank you for joining us for another episode of Building the Premier Accounting Firm with Roger Knecht. For more information on how you can establish your own accounting firm and take control of your time and income, call 435-344-2060 or schedule an appointment to connect with Roger's team here. Sponsors: Universal Accounting Center Helping accounting professionals confidently and competently offer quality accounting services to get paid what they are worth.   Offers: Get access to the 'Self-Propelled Business Framework' at www.WorkFewerHours.com  Special Offers for our Podcast Listeners, CLICK HERE to take advantage of them today! Remember this: Accounting Success IS Universal. Be sure to listen to our next episode and subscribe.   Also, let us know what you think of the podcast and please share any suggestions you may have.  We look forward to your input: Podcast Feedback   For more information on how you can apply these principles to start and build your bookkeeping, accounting, & tax business, please visit us at www.universalaccountingschool.com or call us at 801-265-3777.  And know that if it's about accounting, it's Universal.

Send us Fan MailWhen your customer is known as The Warfighter, it's safe to say your company culture could use a dose of whimsy.That's why you'll frequently find Michaela Flatau, Chief People Officer at Defense Unicorns, in a unicorn costume. As the defense technology company has grown to 200, it's become more by-the-book with organization and transparency, but fun traditions keep morale high. Team rituals centered around giving and honest communication strengthen workplace trust. After all, if you want to say you hire the very best, you have to treat them as such.“If you've already gone too far down the [corporate] path, you can't turn it around by suddenly having fun logos or costumes and things like that. You have to earn your employees' trust as well.” – Michaela FlatauKey TakeawaysRevisiting and revising company culture is essential as teams grow.Leaders who value and protect the culture are a huge contributor to its success.Work-life balance and camaraderie help retain talent in stressful or heavy roles.Trusting employees with recognition is as key as trusting them to do a good job.Team rituals and social Slack channels drive participation and engagement on remote teams.Timestamps2:54 The Mission: About Defense Unicorns6:54 The Evolution of Whimsy at Work13:12 Introducing Transparency15:26 Leadership's Role in Company Culture21:11 What's With the Costume?22:53 Tacopocalypse & Team Rituals26:50 Building Authentic Workplace Trust29:52 Five Tacos to ShareKey Topics DiscussedAmazing Teams, Una Japundza, Michaela Flatau, Defense Unicorns, HeyTaco, company culture, workplace trust, peer recognitionMentionsWebsite: https://defenseunicorns.com/LinkedIn: https://www.linkedin.com/in/michaela-flatau

AI is about to make your organization legible — and that changes what every leader does next. For the first time in history, an organization can see itself: who creates value, who's hiding, and where the free-rider problem has been quietly draining performance.Business has always been a semi-transparent, at best opaque, performance environment. The free-rider and principal-agent problems survived for one reason: monitoring cost more than it was worth, so we shrugged and called opacity "fine." AI collapses that monitoring cost toward zero. Drawing on Mancur Olson's Logic of Collective Action, the power law of contribution, and the hard truth that only ~20% of employees are engaged worldwide, Junior and Tim make the case that legibility is the real shift underneath the AI conversation — the "eye in the sky that never lies."The implications are big. When the organization holds itself accountable, the manager is no longer the mechanism of accountability — leaders move up the stack to objective-setting, alignment, judgment, and coaching. Pay starts to track the value people actually create. A players lean in (they love to be measured); everyone else feels the fog lift. And the very purpose of the organization comes back into question: not just shareholder value, but developing humans while you create it.

This interview was recorded for the GOTO Book Club.http://gotopia.tech/bookclubElisabeth Hendrickson - Advisor, Coach, Speaker & Co-Author of "Signals & Levers"Joel Tosi - Co-Founder & CTO at Dojo & Co & Co-Author of "Signals & Levers"Charles Humble - Freelance Techie, Podcaster, Editor, Author & ConsultantCheck out more here:https://gotopia.tech/episodes/448RESOURCESElisabethhttps://ruby.social/@testobsessedhttps://github.com/testobsessedhttps://www.linkedin.com/in/testobsessedhttps://curiousduck.ioJoelhttps://mastodon.social/@joeltosihttps://www.linkedin.com/in/joel-tosi-531a3bCharleshttps://bsky.app/profile/charleshumble.bsky.socialhttps://linkedin.com/in/charleshumblehttps://mastodon.social/@charleshumblehttps://conissaunce.comLinkshttps://ruthmalan.comhttp://www.ask-force.org/web/Discourse/Rittel-Dilemmas-General-Theory-Planning-1973.pdfDESCRIPTIONElisabeth Hendrickson and Joel Tosi open by explaining why systems thinking is having a moment right now: organizations that went all-in on Agile and DevOps are finding those returns plateauing, and the rise of AI is forcing engineering teams to reexamine where their real bottlenecks are. The book, Signals & Levers, gives software engineers a practical vocabulary and toolkit for that examination. A core insight is that most organizational dysfunction isn't caused by bad people or bad intentions, but by systems that produce bad outcomes predictably and structurally. The named archetypes in the book — over 20 of them, covering patterns like escalating technical debt, the "fixes that fail" loop, and the boiling frog — give teams a shared language to recognize and reason about those patterns without having to discover them from scratch.The most practically actionable section of the conversation covers signals versus levers: understanding the difference between information (a signal) and an intervention point (a lever) is the foundation for making changes that actually work rather than changes that feel productive and achieve nothing. On AI, both authors are cautious in the right ways: Elisabeth uses it daily as a thinking partner but keeps herself firmly at the steering wheel. Joel's warning is starker — AI amplifies whatever is already true about your organization, including dysfunction, and if it lets you ship faster than you can learn, the consequences may be severe. The book closes with an exercise for the reader: if AI doubles your delivery speed, what happens when you can ship faster than you can adapt?RECOMMENDED BOOKSElisabeth Hendrickson & Joel Tosi • Signals & Levers • https://amzn.to/4g6Fb3CDiana Montalion • Learning Systems Thinking • https://amzn.to/3ZpycdJDon Norman • The Design of Everyday Things • https://amzn.to/4fV6QVlGene Kim • The Unicorn Project • https://amzn.to/3woXQDzGene Kim, Kevin Behr & George Spafford • The Phoenix Project • https://amzn.to/3X9cYxaPeter Degrace & Leslie Hulet Stahl • Wicked Problems, Righteous Solutions • https://amzn.to/3ScP0D9Frederick Brooks Jr. • The Mythical Man-Month • https://amzn.to/4gd10OVGerald Weinberg • An Introduction to General Systems Thinking • https://amzn.to/4dZCsaODonella H. Meadows • Thinking in Systems • https://amzn.to/3XtqYCVBlueskyInstagramLinkedInFacebookCHANNEL MEMBERSHIP BONUSJoin this channel to get early access to videos & other perks:https://www.youtube.com/channel/UCs_tLP3AiwYKwdUHpltJPuA/joinLooking for a unique learning experience?Attend the next GOTO conference near you! Get your ticket: gotopia.techSUBSCRIBE TO OUR YOUTUBE CHANNEL - new videos posted daily!

Most companies talk about purpose. Patagonia builds the systems to back it up. Even when that means holding many contradictions. In this episode, Teresita Richard, Chief People Officer at Patagonia, joins Culture Amp's Justin Angsuwat to unpack how the company protects a culture built by climbers and surfers while scaling it across nearly 4,000 employees worldwide. From "liberating structures" that replace bureaucracy with just enough guardrails, to a hiring philosophy built on alignment over "fit," Teresita shares what it really takes to stay radical, human, and honest.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

AI is commoditizing specialization — and the move isn't to specialize harder. It's to elevate. AI is running the 250-year division of labor in reverse, collapsing roles that used to be separate into one.Since Adam Smith's pin factory in 1776, progress meant slicing work into ever-narrower specialties — Babbage extended it to cognitive work, Coase explained why firms hoard coordination to make it pay. Junior and Dr. Tim Clark argue AI has flipped the whole arc. When the cost of coordination falls toward zero and deep expertise gets commoditized by "computational cognition," labor stops dividing and starts converging. At LeaderFactor, three roles that once had nothing to do with each other are merging into one, and the org chart no longer looks conventional.So what do you actually do about it? The episode gives leaders and L&D a practical filter. Every task sorts into what AI can do autonomously, what needs a human in the loop, and what has to stay uniquely human. That maps onto two algorithms: the AI algorithm — process information, identify patterns, generate outputs — and the human algorithm — assign value, exercise judgment, bear responsibility. The instruction is direct: cede the AI algorithm's ground, elevate into the human one, and stop binding your identity to a role that's now perishable. The scarce trait is no longer domain expertise. It's high agency.Chapters00:00 — Is AI reversing the division of labor?01:36 — Adam Smith, the pin factory, and 250 years of specialization04:23 — Babbage brings the division of labor to cognitive work06:22 — Coase: why firms exist and what falling coordination costs change07:46 — When agents talk to agents, coordination cost goes to zero08:18 — The Grand Convergence: how LeaderFactor's org chart changed12:36 — Marginalization forces a choice: elevate or be displaced13:49 — Why "upskilling" is dead — it's access vs. motivation now15:26 — High agency beats domain expertise16:14 — The AI algorithm: process, pattern, generate18:49 — Don't trust the insulation: step changes are coming19:35 — The human algorithm: assign value, judge, bear responsibility20:11 — The practical move: objective → responsibilities → roles23:00 — Filtering roles: autonomous, augmented, uniquely human24:49 — The psychology of a role that keeps changing26:37 — Bind yourself to value creation, not a title28:19 — Recap and final thoughts29:29 — Read Leading Through AI + free skill previewsReady for more? Take a look at our resources below. 

Part 2 of 2. In Part 1 we walked the road from 2011 — three companies, an investor ultimatum, and the capital it took to build. Part 2 is the mind. Saahil Goel starts with what, given hindsight, he'd do differently, then the first principles he runs Shiprocket on (distribution beats product), the two or three metrics he genuinely obsesses over, his bet on applied AI, why he believes you can't actually manage people, who does and doesn't survive at the company, the guitar he still plays, his dog, and the question Rohin closes every episode with, which Saahil answers with a single number.Chapters1:02  With hindsight, what he'd do differently2:10  “A paisa of every transaction in India”5:23  First principles: distribution beats product11:32  The metrics he obsesses over17:22  Betting on applied AI29:33  “You can't manage people”31:45  Who doesn't survive at Shiprocket42:05  The guitar, Pink Floyd, and Bruno the CHO58:28  The book he forgets — and how he reflects1:00:50  Rating his life an 8This episode was produced by Rohin Dharmakumar and mixed and mastered by Rajiv CN.Write to us at fp@the-ken.com with your feedback, suggestions, and guests you would want to see on First Principles.If you enjoyed this episode, please help us spread the word by sharing and gifting it to your friends and family.

Jenny Catalano, founder and CEO of Impact Events Collective, joins the show to share how she transformed years of corporate leadership experience into a mission-driven business focused on building stronger workplace cultures through community impact. After witnessing the gap between the values companies promote and what employees actually experience, Jenny created a unique approach that brings teams together through meaningful volunteer projects. She shares the inspiring story behind her first large-scale impact event, where 150 conference attendees assembled 51 Cozy Coupe cars for children in need, proving that purpose-driven experiences can create lasting connections within organizations. In this conversation, Jenny discusses why authentic leadership, shared service, and intentional company culture matter more than ever. She also opens up about the realities of building a business from the ground up, the importance of networking, and the mindset shifts that helped her keep moving forward through uncertainty. Whether you're a business leader looking to strengthen your team, an entrepreneur navigating growth, or someone passionate about making a difference, this episode offers practical insights and inspiring reminders that meaningful impact starts with people. Connect with Jenny:Website: www.impacteventscollective.com LinkedIn: Jenny Catalano Instagram: @impacteventscollective Let's keep the conversation going!Website: www.martaspirk.com Instagram: @martaspirk Facebook: Marta Spirk Want to be my next guest on The Empowered Woman Podcast?Apply here: www.martaspirk.com/podcastguest  Watch my TEDx talk: www.martaspirk.com/Speaking Burnout doesn't just exhaust you. It silently erodes your most important relationships. Aurora Method Coaching helps high-achieving women uncover the root beliefs driving their relationship conflicts and burnout, moving them from emotional reactivity to calm, clarity, and confidence. Ready to restore connection? Book your FREE consultation at meetwithtracy.coach  

Jaeden and Conor dig into Microsoft's $2.5B AI investment and its new 6,000-person implementation unit, and Conor shares his spicy take on why throwing money and systems at AI often misses the real problem. They break down why most AI pilots fail to drive adoption, why resistance to change (not the technology) is the real bottleneck, and how leaders can actually ignite enthusiasm and get people using AI at the individual level.Watch on YouTube: https://youtu.be/57ATwMDuaMgGet the top 80+ AI Models for $8.99 at AI Box: https://aibox.aiConor's AI Course: https://www.ai-mindset.ai/coursesJaeden's AI Business Community: https://www.skool.com/aihustleChapters00:00 Microsoft's $2.5B AI Investment and Industry Trends00:34 Conor's Spicy Take: Is Microsoft's Approach a Mistake?01:08 What AI Implementation Units Are Trying to Achieve02:06 The Common Pitfall: Blaming Systems, Not People03:30 Why AI Pilots Often Fail to Drive Adoption04:19 The Real Problem: Resistance to Change, Not Technology06:05 Igniting the Spark: Getting People Excited About AI09:22 Driving AI Use at the Individual Level12:11 Company Culture and Leadership13:23 The Bubble We Live In: AI Adoption Gaps See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailWhy do great strategies so often fail in execution?In this episode of The Frustrated CEO, Patrick and Patsy uncover the hidden dynamics that quietly derail teams, damage culture, and prevent organizations from achieving their goals. While many execution problems are blamed on processes or strategy, the real obstacles are often rooted in human behavior.They explore how both intentional and unintentional behaviors can undermine trust, weaken relationships, and create cultural patterns that make effective execution nearly impossible when left unaddressed. Patrick also shares why leadership begins with genuine care and concern for people—and how leaders who recognize and manage these hidden behaviors create healthier, higher-performing teams.You'll also hear why periods of growth don't create new problems—they expose the ones that have always been there, making self-awareness and intentional leadership more important than ever.In this episode, you'll learn:-Why execution problems often start with hidden team dynamics-How unmanaged behaviors quietly erode culture and performance-The leadership mindset that builds trust and accountability-Why growth exposes existing organizational issues-Practical insights for creating teams that execute with excellenceIf you're a CEO, business owner, or leader looking to improve execution and build a stronger culture, this episode is for you.

What if the next big innovation in real estate marketing isn't another website or virtual tour, but a drone flying through your building? In Part 1, CEO Zach Dulla shares how a COVID side project became one of the leading drone content companies in commercial real estate. He breaks down why companies, universities, and sports teams are embracing drone tours, the power of storytelling through physical spaces, and the entrepreneurial journey of building a business in an entirely new category. Plus, hear the behind-the-scenes stories, lessons learned, and why great content starts with great people. Connect with Zach Dulla: https://www.linkedin.com/in/zacharydulla/ If you need branded solutions for your events, giveaways and employee engagement, check out Club Colors: https://www.clubcolors.com

In this episode of Supply Chain Connections, Brian Glick speaks with Pavel Kveten, CEO at Girteka Logistics, to dig into what it really takes to build and sustain culture at a major European asset-based trucking company. Pavel is one of those rare executives who spent his entire career at one company, and he has a lot to say about what that vantage point makes possible.Key topics discussed include: Why the gap between well-capitalized carriers and smaller operators is getting wider What the best supply chains do differently with carrier relationships, and why switching on price tends to backfire Girteka's operating model: control, discipline, and scale, and why scale alone isn't a competitive advantage Why culture is harder to fake in logistics than almost any other industry Brian's theory on what AI should actually change about shipment management, and whether Pavel agrees What Pavel says he's most afraid of (it's not making mistakes)Pavel Kveten is CEO of Girteka Logistics, a major European asset-based trucking and logistics company, with operations across the continent. He joined Girteka in 2011 and spent his entire logistics career there, moving through roles including COO and Chief Commercial Officer before becoming CEO in 2025. His focus today is on combining operational discipline with emerging technology to drive performance at scale.Discover Girteka LogisticsConnect with BrianFollow Chain.io on LinkedIn

The Leadership Operating System Every leader develops an internal operating system. It's built from experience, reinforced by success, and often becomes invisible to the person running it. In this episode, Allison explores: Why the habits that created success may eventually create limitations How early-stage leadership instincts differ from scaling-stage leadership needs The hidden ways leaders become organizational bottlenecks Why recurring problems are often systemic rather than isolated The challenge of recognizing your own leadership patterns How authority limits honest feedback Why perspective is often more valuable than advice The role trusted peers play in helping leaders see blind spots How leaders can upgrade their operating system as they grow Key Question: What recurring pattern in your organization might be connected to how you operate as a leader? Resources: Think First: Stop Being the Bottleneck, Start Building Thinkers Deliberate Directions Executive Coaching & Leadership Development Think First

AI didn't just change how we work — it raised everyone's vulnerability at the same time. In this episode, Junior and Dr. Tim Clark introduce "universal vulnerability": the reason psychological safety is surging back onto the executive agenda in 2026.Six years after The 4 Stages of Psychological Safety, organizations are coming back with a different problem statement. AI isn't a niche disruption that hits one industry at a time — it touches every role, unpredictably, all at once. And the deepest threat isn't technical, it's about identity: "Who am I now that machines can think?"Junior and Tim break down why psychological safety is the cultural precondition for AI adoption, why most organizations skip straight to workflow and miss the human impact, and how leaders can respond using the AI Readiness Hierarchy and the LIVE model. Even executive teams aren't immune — no one is.If you lead people through change, this is the conversation your AI strategy is missing.Chapters00:00 The "RIF culture" and a new wave of change00:53 Six years since The 4 Stages of Psychological Safety02:32 What "universal vulnerability" actually means03:19 Psychological safety as an individual journey03:50 How AI adds a universal layer of vulnerability04:56 Why every role gets touched — and why it's unpredictable08:26 The real threat: identity disruption, not technical disruption10:00 The AI Readiness Hierarchy (from Chapter 5)11:09 Measuring vulnerability with the PS Index12:50 Psychological safety: the cultural precondition for AI adoption13:22 The "leapfrog to workflow" mistake14:12 The LIVE model: Look, Identify, Validate, Encourage15:18 Why the sequence matters18:26 Why executive teams aren't immune either19:41 Naming the exhaustion — and giving people permission to feel it20:22 Where to go next: the book and course previewsResources

Want to build a business that employees and clients are excited to be part of? It starts with a strong company culture. But what, exactly, does that look like? Today's guest, podcast host, keynote speaker and author TJ Sweet, is here to tell you what makes a great culture and how to leverage it to give your business an unshakeable foundation. This conversation is all about leadership, the privilege of pressure and the willingness to learn. Listen in and find out why an authentic culture is the secret sauce to successful organizations and profitable businesses.Website: https://tjsweet.com/

"You want to own the message and your narrative."Strong communication is about more than delivering a message—it's about building trust over time. As Zoom's Chief Marketing Officer, Kim Storin has helped shape communication at one of the world's most recognizable brands, balancing empathy, transparency, and consistency in an era of rapid technological change. In this episode of Think Fast, Talk Smart, Storin joins Matt Abrahams to discuss how leaders can communicate with authenticity, navigate crises with clarity, and build cultures rooted in transparency. They explore the art and science of shaping perception, maintaining connection in hybrid workplaces, and creating messages that solve problems—not just capture attention.Key Takeaways:Lead with authenticity and transparency. Clear, honest communication builds trust—especially during periods of change or crisis.Own your narrative. Consistent messaging and a clear story shape how others understand your brand, team, or ideas.Activity:Before your next team update or difficult conversation, ask yourself: "What information can I share that will build trust?" Include one additional point of context or reasoning that helps your audience better understand the decision.Printable Expanded Takeaways & ActivitiesEpisode Reference Links:Kim StorinEp.82 It's Not About You: Why Effective Communicators Put Others FirstConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:37) - Leading Through a Global Crisis (03:36) - Changing Brand Perception (06:50) - Building Culture at Scale (09:00) - Virtual Communication Gains & Losses (11:24) - Creating Meaningful Moments (12:34) - Communicating Through Difficulty (16:03) - The Final Three Questions (21:33) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Most Work Platforms Help People Communicate.  Some help you organize, but Zoom turns conversations into outcomes. Try Zoom Mate today

Most companies recruit interns to take work off someone's plate. Your Health does the opposite — and it's why several of its current executives, including a Chief Information Officer, first walked in the door as interns. In this episode, Jamie sits down with Heather Bower, Director of Experiential Learning, who has taken the reins of Your Health's internship, mentorship, preceptorship, and apprenticeship programs. Heather shares how a long-standing program is being rebuilt with structure, data, and intention — organized into semester cohorts, anchored by a four-day all-company orientation, and designed so every intern owns a project with genuine stakes. In this conversation, you'll hear: Why "get interns because they're cheap" is exactly the wrong spirit — and what replaces it How one MBA intern's shadowing experience redirected him toward nursing school The "spreadsheet whisperer" intern who taught regional leadership to pull data faster What surprises interns most once they're inside healthcare: the human complexity How Your Health uses feedback loops to move interns toward roles where they'll actually shine If you're early in your career and unsure where you fit, this episode is a map to possibilities you may not know exist. Press play and rethink what an internship can really be. www.YourHealth.Org

Culture Isn't an HR Program—It's Leadership in Action How to Build an Intentional Workplace Culture Episode 312 (Michael is based in Ontario, Canada, repeat of #162) In this conversation with Michael Grochmal we explore: why every organization already has a culture the difference between intentional and accidental culture how everyday behaviors define organizational values building customer service into company culture recognizing employees in meaningful ways creating belonging for remote employees using handwritten notes to strengthen relationships learning from other successful organizations why leaders should experience their own customer journey how culture books reinforce organizational identity creating accountability through agreement why people need to understand the purpose behind expectations building a learning organization making culture part of everyday leadership ----- About our guest Michael Grochmal: Michael is Director of Culture for CEO Global Network. He's been a member for 14 years.  Before selling the company. he was President of AtlasCare for 12 years. Learn more about CEO Global Network  https://ceoglobalnetwork.com/ ----- Key points from this conversation: Company culture exists whether you intentionally create it or not. Culture is simply an agreed set of behaviors and expectations. Leaders should build culture by design rather than by accident. Every action communicates a message to employees, customers and suppliers. Small, consistent behaviors reinforce organizational values. Employee recognition becomes meaningful when it is personal. Leaders should regularly experience their business as customers. Culture grows stronger when people understand the "why" behind expectations. Remote employees require intentional efforts to feel connected. Learning organizations create stronger leaders and stronger cultures. Company culture belongs to everyone, not only the CEO. Celebrating success reminds people that their work matters. Accountability begins with shared agreement rather than imposed control. Great cultures continuously evolve through observation, learning and refinement. ---- ----more---- Your Intended Message is the podcast about how you can boost your career and business success by honing your communication skills. We'll examine the aspects of how we communicate one-to-one, one to few and one to many – plus that important conversation, one to self. In these interviews we will explore presentation skills, public speaking, conversation, persuasion, negotiation, sales conversations, marketing, team meetings, social media, branding, self talk and more.   Your host is George Torok George is a specialist in communication skills. Especially presentation. He's fascinated by the links between communication and influencing behaviors. He delivers training and coaching programs to help leaders and promising professionals deliver the intended message for greater success.   Connect with George www.SpeechCoachforExecutives.com https://superiorpresentations.net/ https://www.linkedin.com/in/georgetorokpresentations/ https://www.youtube.com/user/presentationskill

What happens when a philosopher walks into Wall Street? Richard Taylor, SVP of People Experience at Nasdaq, left a near-complete PhD in Buddhist studies to find out. In this episode, he joins Culture Amp's Justin Angsuwat to reveal how one of the world's most powerful financial institutions built a culture of empathy, data-driven people decisions, and radical transparency – with turnover 3x lower than the industry average.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailWhat does it really look like to go from a $2,500 bet to a 9‑figure beverage brand?In this episode of Spartan Leadership, Josh Kosnick sits down with Adam Kroener, co‑founder and president of Carbliss, to break down how he went from putting a drink “in a can” and “selling the shit out of it” to building a massive ready‑to‑drink cocktail company.  Adam shares how a backyard idea turned into a real business, why his wife's 25 “better questions” became their first business plan, and how they ended up doing the exact opposite of what was on that plan once they got into the real world.Adam pulls back the curtain on formulation, distribution, culture, and the realities of scaling, including flying to California to dial in flavor because he didn't know how to describe what he was tasting, honoring his late best friend through the parent company name, and learning to ask experts better questions instead of pretending to know it all.You'll hear the unpolished story behind Carbliss, from early fears and $2,500 on the line to navigating explosive growth, hiring, and building a team that can sell “the shit out of it” without losing who they are.In this episode:• The $2,500 down-payment story and the “put it in a can” moment with his wife• How a non-beverage guy learned to talk to beverage experts and dial in flavor• Turning 25 questions into a business plan they eventually did the opposite of• Honoring a best friend through the parent company behind Carbliss• What it really takes to scale from an idea to a 9-figure brandConnect with Adam Kroener | adamkroener.comDrink Carbliss | https://drinkcarbliss.comFollow Josh Kosnick | joshkosnick.comTimestamps: 00:00 Cold open – “Put it in a can and sell the shit out of it”  00:57 Welcome back + who Adam is and why his story matters  02:23 Army deployment to Iraq and how it shaped his leadership  04:11 From factory floor to leading 1,000+ people in manufacturing  07:41 Early failed business, delusional confidence, and what he learned  10:22 The $2,500 bet and the origin story of Carbliss  12:32 Visionary vs. integrator – building the business with his wife  13:54 Why Carbliss tastes like the name on the can (product and flavor philosophy)39:57 Family, staying grounded, and building a life around the business  01:08:01 Legacy, the real American Dream, and Adam's final leadership lesson#SpartanLeadership #AdamKroener #Carbliss #Entrepreneurship #StartupStory #BusinessPodcast #Founders #Leadership #BeverageIndustry #CPG #DrinkBusiness #SmallBusiness #BusinessGrowth #VeteranOwned #HusbandAndWifeTeamSupport the showCONNECT WITH ME HERE:FacebookInstagramLinkedInTwitterTikTokYouTubeSUBSCRIBE TO THE PODCAST HERE:Apple PodcastsSpotifyYouTube

Why Your Team Stops Telling You the Truth As companies grow, leaders often face an invisible challenge: they hear less of what's really happening. This isn't because employees are dishonest. It's because people naturally filter information when speaking to someone who holds authority over their career, compensation, and future opportunities. In this episode, Allison explores: How growth changes a leader's information environment Why teams begin filtering information The role power plays in workplace communication How leadership blind spots are created Why people stop raising concerns The hidden cost of operating on incomplete information Why asking for honesty isn't enough How to create psychological safety inside organizations The importance of trusted peers outside your business Key Question: When your team gives you an update, do you believe you're getting the full picture? If not, what have you done to make honesty truly safe? Resources: Think First: Stop Being the Bottleneck, Start Building Thinkers Deliberate Directions Leadership Development & Executive Coaching Think First

When Dr. Timothy R. Clark sat down with executive teams of the Fortune 500, he didn't expect them to resonate with these 4 principles. What he assumed was basic fact actually became organizational phenomena that changed how these leaders thought about the business. 

What if the biggest thing holding your business back isn't your marketing, pricing, or competition, but your leadership?In this episode of Conversations with Rich Bennett, Rich sits down with business growth strategist Todd Krause, founder of Silver Sun Consulting and owner of one of the most successful Cleaning Authority franchises in the country. Todd shares how transforming company culture helped him more than double revenue, reduce operating costs, build an award-winning workplace, and create a business that doesn't rely on constant owner intervention.Whether you're a business owner, entrepreneur, manager, or aspiring leader, you'll walk away with practical strategies you can start using immediately.In this episode, you'll discover: Why leadership and business growth require different skill sets  The powerful LEAD Framework that helps businesses scale  How building trust creates stronger teams and happier customers  Why employee culture directly impacts profitability  Practical ways to improve communication and retention Learn more about Todd Krause and Silver Sun Consulting: https://silversunconsulting.comA special thanks to our sponsor, American Auto Repair Sales & Service, for supporting Conversations with Rich Bennett.If you enjoyed this episode, please subscribe, leave a review, and share it with another business owner who could benefit. To learn more about the podcast and all of our guests, visit ConversationsWithRichBennett.com and join the conversation.Send us Fan MailCelebrate the Magic of Words in Bel Air, Maryland!https://bookfairatbelair.org/American Auto Repair Sales & ServicesAmerican Auto Repair & Performance was founded on the basic idea that everyone deserves respect. It Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showRate & Review on Apple Podcasts Follow the Conversations with Rich Bennett podcast on Social Media:Facebook – Conversations with Rich Bennett Facebook Group (Join the conversation) – Conversations with Rich Bennett podcast group | FacebookTwitter – Conversations with Rich Bennett Instagram – @conversationswithrichbennettTikTok – CWRB (@conversationsrichbennett) | TikTokSponsors, Affiliates, and ways we pay the bills:Hosted on BuzzsproutSquadCastSubscribe by Email

Most leaders say culture matters. Far fewer can explain how it's actually built. Mike Schroepfer spent more than a decade helping build Facebook's engineering organization during some of its fastest—and messiest—years of growth. As CTO, he helped shape a culture built around learning, experimentation, and moving quickly. In this episode, Mike discusses why great cultures aren't created through values decks or mission statements, how leaders teach people what matters through their behavior, and why the difference between a learning culture and a blame culture can determine an organization's success. If culture is what happens when something goes wrong, this conversation is about how to build one that gets stronger under pressure.Featured guestFollow Mike Schroepfer on LinkedInLearn more about Gigascale CapitalConnect with the teamFollow Molly on Instagram, LinkedIn, and at glueclub.com/Subscribe to Molly's Substack LessonWatch WorkLife videos on YouTube at TEDAudioCollectiveFollow TED on X, Instagram, Facebook, LinkedIn, and TikTokFor the full text transcript, visit https://www.ted.com/podcasts/worklife-transcripts Hosted on Acast. See acast.com/privacy for more information.

Ryan Pineda sits down with Austin Boyd to explore how Austin built a $5M+ custom apparel business from his parents' garage through faith, relentless sales, networking, and strategic growth, while sharing the lessons that helped him scale.⁣⁣Connect with Austin - ⁣https://www.instagram.com/austinboydlasvegas/⁣https://aliveprintshop.com/⁣⁣__________⁣If you'd like my team to run your marketing & sales department to scale your business apply here https://www.pinedapartners.com⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Want to be featured on the Wealthy Way Podcast? Apply here https://www.wealthyway.com⁣⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣Tired of paying so much in taxes every year? We'll give you strategy, tax prep, and accounting all in one place. https://www.taylor-tax.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣⁣Dad Built is all about helping fathers lead their families with purpose while looking great doing it. Whether you're at the gym, on the golf course, or spending time with your kids, they've got premium hats and apparel built for dads. Check out the latest collection and current offers at https://www.dadbuilt.co⁣__________⁣⁣Chapters:⁣00:00 - $5M Print Business⁣1:05 - From High School Hustle⁣7:01 - Leaving College to Build⁣13:28 - First Shop & Breakthrough⁣16:28 - Learning Sales & Scaling⁣19:31 - Surviving the COVID Crash⁣21:21 - Growing to 40 Employees⁣23:50 - Networking Over Cold Calling⁣25:00 - How M19 Began⁣34:42 - Craziest Client Projects⁣38:20 - Building a National Print Company⁣43:15 - Leadership & Company Culture⁣48:10 - Hiring, Systems & Delegation⁣54:05 - Faith, Business & Purpose⁣1:00:45 - Final Entrepreneur Advice

Today we're talking about the future of healthcare with a visionary leader who spent decades at the center of its transformation. Bill Miller is CEO of Wellsky, the global technology powerhouse connecting providers, caregivers, and communities across the continuum of care. Over the course of his rich career, his groundbreaking growth strategies have been the secret weapon behind the industry's most influential businesses. Not only transforming the marketplace, but driving innovation and improving outcomes for missions of people around the world.Website: https://wellsky.com/ Check out the conversation on YouTube: https://youtu.be/Q9Ei-mjFsy0

Why the best leaders treat uncertainty as a chance to learn, not a failure to avoid.Most companies are built to grow. Far fewer are built to stay true to their purpose as they do.Eric Ries is an entrepreneur, creator of the Lean Startup movement, and author of Incorruptible: Why Good Companies Go Bad and How Great Companies Stay Great. For Ries, innovation starts with a simple reality: nobody can predict the future. “If you're going to do something fundamentally new,” he says, “how are we supposed to forecast” what success will look like? Instead of relying on certainty, leaders should focus on learning. “If you cannot fail, you cannot learn.”In this episode of Think Fast, Talk Smart, Ries and host Matt Abrahams explore how leaders can communicate through uncertainty, turn setbacks into valuable insights, and build cultures rooted in trust. From the power of the build-measure-learn feedback loop to the importance of making “deposits” in a company's culture bank, Ries shares practical strategies for creating organizations that innovate, adapt, and stay true to their values as they grow.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Eric RiesEric's Book: IncorruptibleEp.56 Lean Messaging: How Simple Messages Really StickEp.54 Leadership and Ethics: How to Communicate Your Core Values  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedIn Chapters:(00:00) - Introduction (02:21) - Lean Startup Fundamentals (04:03) - Business Plans vs. Reality (06:31) - Learning from Failure (08:11) - Why Companies Go Bad (10:49) - The Culture Bank (13:51) - The Final Three Questions (22:05) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Unleash your Superhuman potential with AI that meets you where you work. Learn more at superhuman.comJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be.