Podcasts about company culture

In Episode 208, I'm joined by Sam Chapman to talk about building businesses with family and long time partners and what that actually looks like behind the scenes.Sam lives in Northern Virginia and has spent the last 10+ years growing companies in the construction and insurance restoration space. After beginning his career in commercial real estate, he partnered with his brother to build Caseco into a general contracting company and later launched Merit Restorations, which now operates in multiple markets across the U.S.This episode is centered around entrepreneurial leadership.We talk about:What it really takes to build with family and friendsHow radical transparency keeps partnerships healthyThe difference between loyalty and accountabilityCulture breakdowns and the cost of avoiding hard decisionsDiversification as a long term growth strategyWhy you can't shortcut the early stages of buildingLearning to say no and protect your commitmentsSam shares openly about seasons where culture wasn't strong, where leadership decisions were delayed, and how stepping into accountability changed the trajectory of the business. If you're thinking about scale, legacy, and building something that lasts beyond you, this conversation will challenge you in the right way.Connect with Sam and his companies:Caseco Homes: https://caseco.net/ Merit Restorations: https://meritrestorations.com/Sam's Instagram: https://www.instagram.com/samchapmanco/Sam's Facebook: https://www.facebook.com/samcprojects/Connect with Builders of Authority:Website: https://buildauthority.com/FREE Facebook Group: https://www.facebook.com/groups/7685392924809322GoHighLevel Extended 30-day Free Trial w/TONS of Personal Branding Bonuses: http://gohighlevel.com/adammcchesney

In this conversation, Kevin Lim interviews Carlos Albuquerque, CEO of INFLOR, discussing his journey from computer science to forestry, the unique aspects of Brazilian forestry, and the evolution of INFLOR as a leading forest management system. They explore the integration of technology in forestry, the challenges of workforce shortages, and the future of the industry, including the impact of AI and automation. Carlos emphasizes the importance of collaboration and creating an ecosystem for innovation in forest management.Takeaways- Carlos has a background in computer science and joined INFLOR in 2008.- Brazilian forestry focuses on short cycle forests, primarily eucalyptus.- INFLOR was created to manage the entire forest chain from planting to delivery.- The company has grown to about 120 employees, primarily in Brazil.- Technology has evolved significantly in forestry, improving efficiency and data management.- AI is underutilized in forestry, with potential for greater application.- The integration of ERP systems is crucial for effective forest management.- INFLOR offers a modular approach to its forest management system.- Workforce challenges exist in Brazil, similar to other regions.- Company culture at INFLOR emphasizes employee well-being and collaboration.Chapters00:00 Introduction to Carlos Albuquerque and INFLOR03:39 Carlos's Journey into Forestry07:53 Understanding Brazilian Forestry10:54 The Evolution of INFLOR14:21 Global Perspectives on Forest Management Systems17:01 INFLOR's Growth and Workforce18:15 Key Moments in Forestry Technology22:46 The Role of Technology in Brazilian Forestry24:23 Integrating ERP with Forest Management27:09 Modular Approach to Forest Management29:40 Talent and Workforce Challenges in Forestry31:39 Company Culture at INFLOR34:53 Looking Ahead: The Future of Forestry35:22 Impact of Global Politics on Brazilian Forestry37:48 Artificial Intelligence in Forestry41:12 The Future of Automation in Forestry49:50 Advice for the Next Generation of Foresters

If you're an entrepreneur or founder who feels like you have to work twice as hard just to keep your business from spiraling, you're not alone—and your company's chaos might not just be “part of the job.”Most founders don't realize their business “vibe” is a mirror of their brain. ADHD traits like chasing dopamine, avoiding conflict, or struggling with structure aren't just personality quirks– they ripple through your team, processes, and business operations.Whether you're a founder, team lead, or anyone building something from scratch, this episode will deliver a clear framework to assess your current culture, recognize what's working (and what's not), and take the first practical steps toward building a company that truly fits and supports the neurodivergent way you do business.Organizational Psychologists Quinn & Cameron identified that 90% of companies worldwide fall into one of these four types of company cultures in their Competing Values Culture Model: Clan (Family): Collaborative, relationship-focused, but slow to make tough calls.Adhocracy (Innovators): Fast-paced, risk-taking, constant brainstorming – but often unstable and unfinished.Market (Competitors): Results-driven, clear metrics, high stakes – can burn people out.Hierarchy (Machine): Structured, predictable, rule-heavy – can stifle creativity.Most founders with ADHD unintentionally create either:“Accidental Adhocracy”: Innovative (read: scattered), chasing novelty for dopamine, team struggles with chaos and change, projects rarely get finished.“Accidental Clan”: Warm, fuzzy, avoiding confrontation, underperformers stick around, roles are blurry, you feel more like a therapist than a CEO.3-Step Plan to Build Your Business Culture on Purpose1. Honestly Assess Your Current CultureAsk tough questions—from “Who really solves problems here?” to “How many projects did we actually finish this quarter?”2. Get Real About What's Working… and What's NotList out where your accidental culture is winning—and where it's burning you or your team out.3. Pick ONE High-Leverage ChangeDon't try to overhaul it all. Make one intentional hire (like a project manager or COO) or put a single new process between your ideas and your team. Act, observe, and iterate.You get to choose your culture.The question isn't if your ADHD is shaping your business, but how.About the Host, Diann Wingert:Drawing from her experience as a psychotherapist and serial business owner and her understanding of ADHD, Diann empowers founders to understand the default culture their ADHD brain creates, and shows them how to transform it into a purpose-driven environment that supports both their goals and the well-being of their team.Sharing is CaringKnow a fellow ADHD founder who's quietly fighting fires (or fighting themselves) every day? They might need this wake-up call, too, so be a pal and share the episode.Want one-on-one support? If you're ready to intentionally design a company culture that works with your ADHD,

About Margaret Graziano: Magi has spent her life reinventing herself. From a single mother at 19 working at the first Cable TV company, to leading one of the fastest-growing consultancies and becoming a best-selling author in her field of expertise, Magi has continually taken challenges and failure as lessons, and learned to move beyond her limits (both real and perceived) to live a life that inspires and contributes. Using a unique combination of experiential coaching, science-backed development tools, and actionable strategies, Magi empowers leaders to evolve themselves and their organizational culture to meet the moment. Whether it's change initiatives, new leadership, or cultural transformation, she partners with teams to catalyze positive change.   In this episode, Dean Newlund and Margaret Graziano discuss: Defining organizational culture as the ecosystem that turns vision into reality The measurable financial impact of culture on engagement, productivity, and EBITDA (Earnings Before Interest, Taxes, Depreciation, and Amortization) How stress, distraction, and insecurity since COVID have eroded workplace performance Why outdated post-World War II workplace architecture blocks innovation and trust The real cost of meetings and how they either drain energy or inspire change   Key Takeaways: Explicitly teach self-regulation skills so employees can manage stress, fear, and emotional reactivity instead of letting it silently undermine performance. Audit meetings for cost, purpose, and energy impact, and redesign them to inspire change rather than search for blame or status updates. Hire and develop people based on competency, commitment to mission, and accountability rather than relying on goodwill or passion alone. Connect each role to a noble cause that matters beyond compensation, so employees operate from courage and belief in a positive future.   "It is the ecosystem that turns the organization's vision into reality.” — Margaret Graziano   Connect with Margaret Graziano:   Website: https://www.margaretgraziano.com/ Book: Ignite Culture: Empowering and Leading a Healthy, High-Performance Organization from the Inside Out: https://www.amazon.com/Ignite-Culture-Empowering-High-Performance-Organization-ebook/dp/B0BQCZB4HF YouTube: https://www.youtube.com/c/keenalignmentmg LinkedIn: https://www.linkedin.com/in/margaretgraziano/       See Dean's TedTalk “Why Business Needs Intuition” here: https://www.youtube.com/watch?v=EEq9IYvgV7I Connect with Dean:YouTube: https://www.youtube.com/channel/UCgqRK8GC8jBIFYPmECUCMkwWebsite: https://www.mfileadership.com/The Mission Statement E-Newsletter: https://www.mfileadership.com/blog/LinkedIn: https://www.linkedin.com/in/deannewlund/X (Twitter): https://twitter.com/deannewlundFacebook: https://www.facebook.com/MissionFacilitators/Email: dean.newlund@mfileadership.comPhone: 1-800-926-7370 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.

In this incredibly candid conversation, Nikki Krishnamurthy (Chief People Officer at Uber) joins Jessica Neal (former Chief Talent Officer at Netflix) to discuss the high-stakes reality of leading people through crisis, transformation, and the AI revolution.Nikki opens up about the "Strategic Calmness" required to navigate Uber's most turbulent years, from handling global layoffs to dismantling a culture of leaks and entitlement. She shares the internal mechanics of her 13-year partnership with Uber CEO Dara Khosrowshahi, explaining why a Chief People Officer must act as a business leader first and why being "the mirror" for a CEO is the most important, and loneliest, part of the job.We dive deep into:The C-Suite Burden: Why the HR role has shifted into a hybrid of Chief Medical, Diversity, and AI Officer.The "Entitlement" Trap: How Uber moved from "investigating everything" back to a culture of high judgment and "doing the right thing."Managing Up: The exact moment Nikki gave Dara feedback and how that blunt honesty built a foundation of radical trust.AI vs. Innovation: Why Nikki is prioritizing "AI-native" college grads and her warning to big companies: Don't let efficiency kill your ability to invent.The Art of "Disagree and Commit": Navigating executive hires and knowing which hills are worth dying on.This is a masterclass in leadership, human psychology, and the raw reality of what happens behind the closed doors of the world's biggest tech companies.

If you're an entrepreneur or founder who feels like you have to work twice as hard just to keep your business from spiraling, you're not alone—and your company's chaos might not just be “part of the job.”Most founders don't realize their business “vibe” is a mirror of their brain. ADHD traits like chasing dopamine, avoiding conflict, or struggling with structure aren't just personality quirks– they ripple through your team, processes, and business operations.Whether you're a founder, team lead, or anyone building something from scratch, this episode will deliver a clear framework to assess your current culture, recognize what's working (and what's not), and take the first practical steps toward building a company that truly fits and supports the neurodivergent way you do business.Organizational Psychologists Quinn & Cameron identified that 90% of companies worldwide fall into one of these four types of company cultures in their Competing Values Culture Model: Clan (Family): Collaborative, relationship-focused, but slow to make tough calls.Adhocracy (Innovators): Fast-paced, risk-taking, constant brainstorming – but often unstable and unfinished.Market (Competitors): Results-driven, clear metrics, high stakes – can burn people out.Hierarchy (Machine): Structured, predictable, rule-heavy – can stifle creativity.Most founders with ADHD unintentionally create either:“Accidental Adhocracy”: Innovative (read: scattered), chasing novelty for dopamine, team struggles with chaos and change, projects rarely get finished.“Accidental Clan”: Warm, fuzzy, avoiding confrontation, underperformers stick around, roles are blurry, you feel more like a therapist than a CEO.3-Step Plan to Build Your Business Culture on Purpose1. Honestly Assess Your Current CultureAsk tough questions—from “Who really solves problems here?” to “How many projects did we actually finish this quarter?”2. Get Real About What's Working… and What's NotList out where your accidental culture is winning—and where it's burning you or your team out.3. Pick ONE High-Leverage ChangeDon't try to overhaul it all. Make one intentional hire (like a project manager or COO) or put a single new process between your ideas and your team. Act, observe, and iterate.You get to choose your culture.The question isn't if your ADHD is shaping your business, but how.About the Host, Diann Wingert:Drawing from her experience as a psychotherapist and serial business owner and her understanding of ADHD, Diann empowers founders to understand the default culture their ADHD brain creates, and shows them how to transform it into a purpose-driven environment that supports both their goals and the well-being of their team.Sharing is CaringKnow a fellow ADHD founder who's quietly fighting fires (or fighting themselves) every day? They might need this wake-up call, too, so be a pal and share the episode.Want one-on-one support? If you're ready to intentionally design a company culture that works with your ADHD,

Ben Askins is the co-founder of Gaia, a green technology company that builds online tools for companies within the environmental space. But he cut his teeth as an entrepreneur by creating a digital marketing business for luxury brands, which he scaled and successfully exited. He shares with Richard Harpin practical advice on interview techniques to hire the best candidates, building an engaged and happy workforce and how to scale a start-up with a future exit in mind. Hosted on Acast. See acast.com/privacy for more information.

On today's program, Michael Rogers talks with SBAM leader Mark Hamilton, founder of Versa Culture in Grand Rapids (He can be contacted via LinkedIn at https://www.linkedin.com/in/versa-culture, and by email at markh@versaculture.com.) His company helps small and mid-sized organizations improve execution by defining and reinforcing company culture. Hamilton emphasizes the importance of clear decision-making, especially under pressure, and the need for leaders to set boundaries and accountability. "What good looks like, what is the standard people are being held to," he says. "What do they need to achieve in their day-to day-behaviors, not just values on a wall, and how leaders reinforce those behaviors and especially accountability, so that teams can move forward without second guessing and, frankly, with as little supervision as possible." The Small Business Association of Michigan is the only statewide and state-based association that focuses solely on serving the needs of Michigan's small business community. We have been successfully serving small businesses like yours in all 83 counties of Michigan since 1969. We're located in Lansing, just one block from the Capitol. Our mission is to help Michigan small businesses succeed by promoting entrepreneurship, leveraging buying power and engaging in political advocacy. When small businesses band together through the Small Business Association of Michigan, they achieve more than they could on their own.  Our 32,000 members are as diverse as Michigan's economy. From accountants to appliance stores, manufacturers to medical, and restaurants to retailers, what unites the SBAM membership is the spirit of entrepreneurship…a spirit that drove you to start and continue to operate your own business because you believe you can do something better than anyone else is doing it! (music licensed from www.jukedeck.com)

When a company culture goes quietly toxic, founders usually don't see it in the metrics first. They see it in silence. In this episode, Alex Sheridan sits down with Sarah Mitial of People Architecture Group to break down what “toxic” actually looks like inside growing companies—and what leaders can do before it turns into churn, distrust, and stalled execution. Sarah brings 19+ years across the full HR spectrum (with deep focus on talent acquisition, talent development, and onboarding), plus experience across both profit and non-profit organisations, and her core argument is simple: retention problems aren't always “bad people.” They're often predictable outcomes of leadership habits, missing feedback loops, and inconsistent follow-through. This conversation is about the gap between what leaders think their culture is and what employees actually experience. Sarah explains why teams stop giving honest feedback, how to build trust without trying to be “liked,” and how to give tough accountability without attacking the person.Q&A-Style Takeaways with Timestamps00:00:00 Introduction00:04:50 How can a founder tell if the culture is unhealthy—even if performance looks fine?Answer: Look for what employees say when it's “anonymous”: survey results, stay interviews, exit interviews, and whether people fear retaliation when asking for help. Those signals usually show culture health before dashboards do.00:08:16 Why do employees stop being honest with leadership?Answer: If people gave feedback before and nothing changed (or leadership tried to “figure out who wrote it”), employees learn it's not safe or worth the effort. The fix is visible action + clear communication on what will (and won't) change right now.00:10:30 What's one simple meeting habit that increases real participation?Answer: Leaders have to stop filling the space. Ask the question, then wait through the silence. People need time to process—especially if the leader usually speaks first and sets the “correct” answer.00:14:18 What actually builds trust inside a scaling company?Answer: Be consistent. Do what you say you'll do, when you say you'll do it—and communicate early when you can't. Trust gets destroyed fastest when leaders take credit for team wins or dodge responsibility when things go wrong.00:24:20 Do founders need different leadership approaches for different generations?Answer: Some principles stay the same, but what people value changes by “season of life.” Benefits, flexibility, development, and incentives should match who is actually in your workforce—not what looks good on paper.00:27:00 How do you hold people accountable without creating a toxic environment?Answer: “Attack the work, not the person.”00:40:19 Why do good hires quit in the first 30 days?Answer: Because the handoff from hiring to onboarding breaks. HR can set the candidate up well, but if managers mismanage the first month, the experience collapses and the new hire walks—fast.Watch the full episode and subscribe for more authentic, no-fluff entrepreneur podcast interviews with real founder lessons.

In this episode of the HRchat Podcast, host Bill Banham is joined by Perry Timms, author of Transformational HR and founder of PTHR, to explore how HR leaders can design for constant change rather than react to it.Together, they unpack Perry's updated HR operating model — one built on product thinking, systems design, and behavioural science. You'll hear how HR teams can treat services as evolving products, hire for learning speed, and design employee experiences that adapt without burning people out.The conversation spans real-world adoption stories from charities, construction, and hospitality, showing how different sectors interpret the same principles to fit their realities. Perry also introduces the idea of the polymorphic organisation — many forms working in sync — balancing governance where it's needed with fluid networks where innovation thrives.Looking ahead to 2026, we tackle the AI question head-on. Instead of chasing shaky ROI promises, Perry proposes a sharper metric: return on usefulness. Measure time returned to people, clarity of decisions, speed of work, and the quality of human conversations that actually move the needle.We close with a leadership challenge: become incubators. Create the conditions for safe experiments, rapid learning, and scalable success.If you care about resilient teams, smarter HR design, and making technology serve people — not the other way around — this episode is for you.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Careers don't peak and fade—they evolve.In this episode of the HRchat Podcast, host Pauline James is joined by Dr. Ben Zweig, economist, data scientist, and CEO of Revelio Labs, to unpack what AI, remote work, and risk-off hiring really mean for later-career professionals.The data-driven headline may surprise you: while AI exposure is dampening demand for junior roles, experienced roles remain largely untouched. Ben explains why this shift reflects a deeper transition—from task execution to orchestration—where coordination, prioritization, and cross-functional judgment become the most valuable skills in the economy.Together, Pauline and Ben explore the difference between procedural organizations that automate easily and adaptable environments where roles evolve continuously. They discuss practical strategies like job crafting, choosing leaders who encourage experimentation, and navigating the loyalty tax without drifting into stagnation. The conversation also covers remote work's “suburban advantage,” lower job mobility in risk-off markets, and why experience is increasingly rewarded when employers prioritize near-term delivery.Ben also previews his new book, Job Architecture: Building a Language for Workforce Intelligence, showing how better job taxonomies and LLMs can bring clarity, speed, and fairness to people decisions.If you're thinking about your next career chapter—or advising others through change—this episode offers a clear, data-backed roadmap.Key topics include:Why AI is cooling entry-level hiring but sparing experienced rolesAdaptable vs. procedural organizationsOrchestration as a core human advantageJob crafting as a hedge against stagnationThe loyalty tax and mid-career earnings trade-offsRemote work trends and later-career opportunityUsing job architecture and LLMs to structure skills and rolesSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

Accountability isn't about blame or punishment. It's about learning faster than the cost of avoiding it. In this episode, we unpack why leaders drift when things go wrong, the three patterns that quietly sabotage accountability, and how to turn mistakes into meaningful progress.This is accountability as a skill, not a slogan.

Most entrepreneurs were trained to be great at their craft… but not trained to lead people. This series is here to bridge that gap!The #BossToLeader series is designed to help you shift from the overwhelmed, doing-everything-yourself boss… to a confident leader who knows how to delegate, create accountability, empower your team & lead with vision instead of stress. In each episode, you'll get practical tools, strategies & honest insight into the real-life obstacles entrepreneurs face like trusting your team, letting go of control & showing up as the leader your business actually needs.So, if you're ready to stop surviving in your business and start leading with clarity and confidence, this series is for you.In this episode, I'm sharing simple leadership shifts & daily actions that will help you finally get the best out of your team!    Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!  www.baproinc.com/ep185       Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact   Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com  Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO  The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!| Company Culture | Culture Building | Organizational Culture | Employee Engagement | New Leaders | Effective Leadership | Servant Leadership |baproinc.com

Ever feel like you're spinning your wheels with your team? Too much back and forth, unclear expectations, and you're wondering if it's them or if it's you? In this week's episode of the Small Business Straight Talk Podcast, I'm bringing back my conversation with Yuri Elkaim because he gets real about being the source of his own team's chaos AND explains exactly what he did to fix it. What You'll Discover In This Episode: ✔ The Two Leadership Skills That Matter Most When Building A High-Performing Team ✔ Why Your Company Culture Is A Direct Reflection Of You As The Founder ✔ How To Build Strong Team Bonds When Everyone Works 100% Remotely ✔ The Simple Tool That Turns 10 Minutes Of Clarity Into 10 Hours Saved ✔ What "Stars And Seeds" Means And How It Transforms Your Hiring Strategy ✔ So Much More! To access resources and links from this episode, visit AmberDeLaGarza.com/414 P.S. Not sure where to focus first? Take my free Next Level Business Owner Quiz to find out exactly what's holding you back and what to prioritize next. → Take the quiz at AmberDeLaGarza.com/Quiz And… If you're ready to stop being the bottleneck and start building a team that actually runs without you, I'd love to talk. Schedule your Discovery Call at AmberDeLaGarza.com/Call

Building a powerful personal brand as a leader isn't just about what you say online; it's about the culture you create within your organisation. When your team feels seen, valued, and connected to a larger purpose, that positive culture becomes your most significant competitive advantage. But how do you move from simply having values on a poster to truly living them? In this episode, I talk with my friend and best selling author of 'Culture Pays', Margaret Brown, a leadership expert with 35 years of experience, about the art and science of building a culture that pays.We explored several key areas during our conversation:✳️ The Three Pillars of Leadership: Margaret explained that successful leadership requires a balance of business acumen, technical excellence, and-the often-neglected pillar-values and behaviours. We discussed why the EQ side of leadership is the true differentiator that separates thriving organisations from the rest.✳️ The Real Cost of a Bad Culture: We looked at the hard numbers behind employee disengagement. With "quiet quitting" costing the global economy an estimated $8.9 trillion, it's clear that culture has a direct impact on the bottom line. Margaret shared a case study of how one company reduced its attrition rate from 12% to under 1% by focusing on its culture.✳️ A Framework for Transformation: Margaret introduced her "Five Ls" of leadership-Listen, Learn, Lead, Leverage, and Live by your values. This model provides a practical process for leaders who want to understand the blockers in their organisation and inspire their teams to do their best work.Here are three actions you can take this week based on our discussion:✳️ Conduct a Listening Tour: Don't wait for formal surveys. Actively seek feedback from your employees, partners, and stakeholders. Ask them what's holding them back and what they need to succeed.✳️ Practice Visible Leadership: Find small but consistent ways to connect with your team and show you care. It could be as simple as knowing the name of the person who brings the coffee or starting a "Good News Monday" meeting to celebrate weekly wins.✳️ Audit Your Values: Look at your official company values and then honestly assess whether they are reflected in the daily experiences of your team. If there's a gap, start a conversation about how to close it.More about Margaret Brown : https://www.margaretbrownconsulting.com/free-chapter/---(00:00) Introduction(01:42) Welcome Margaret Brown(03:04) Are Leaders Born or Made?(06:51) The Three Pillars of Leadership(10:07) Company Culture and Purpose(13:31) Leading with Vision and Purpose(17:10) Living Your Company Values(21:34) Belonging in a Post-Pandemic World(24:12) The Staggering Cost of 'Quiet Quitting'(28:58) The Importance of Visible Leadership(33:26) Connecting with Margaret and Her Book 'Culture Pays'(35:00) Conclusion----Get your copy of my Personal Brand Business BlueprintIt's the FREE roadmap to starting, scaling or just fixing your expert business.www.amplifyme.agency/roadmap----Subscribe to my Youtube!! Follow on Instagram and Twitter @bobgentleJoin the Amplify Insiders Facebook Community : www.amplifyme.agency/insidersPlease take a second to rate this show in Apple Podcasts. ❤ It will mean a lot to me.

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In this episode of the HRchat Podcast, Bill Banham is joined by future of work strategist Danny Stacy to unpack the growing disconnect between what employees now expect from work - flexibility, trust, and purpose — and the legacy systems many organisations still rely on.The result of that gap? Disengagement, burnout, and quiet opting out.Danny argues that the fix doesn't start with perks or platforms, but with clarity. Leaders must define what “good work” looks like today, decide how AI-driven productivity gains will be shared, and equip managers to lead with empathy and accountability.We also explore how hiring has changed. Even in slower markets, candidates are more selective, prioritising culture, adaptability, and long-term fit over pedigree. Danny explains why skills and potential now matter more than traditional credentials — and how to assess for capability without undermining fairness.Looking ahead to AI in 2026, we challenge the idea that it's simply a tech rollout. AI is a leadership decision. That means setting clear privacy guardrails, training middle managers to coach realistic use, and answering the question employees are already asking: who keeps the time AI saves?We also get practical about well-being. Perks don't fix broken work design. Real well-being shows up in workload, role clarity, trust, and manager quality. Danny shares the leadership behaviour that shifts culture fastest — empathy with accountability — and why moments of pressure reveal what organisational values are really worth.We close with one actionable move to future-proof your talent strategy: write and share your people principles before buying the next shiny tool, then align hiring, development, and performance to those commitments.In this episode, we cover:The gap between new employee expectations and old systemsWhy hiring now favours skills, adaptability, and long-term fitAI as a people decision — with clear value sharingManager readiness and practical AI enablementWell-being as an operating model, not a perkEmpathy with accountability as the leadership edgeOne action to future-proof talent strategy this yearSubscribe to the show, follow us on social media, and visit HR Gazette for more insights on the world of work.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 LinkedIn Subscribe to our newsletter Check out our in-person events

In this episode of The Business Method Podcast, host Chris Reynolds sits down with Kenneth “Hap” Klopp, the legendary former CEO who transformed The North Face from a small outdoor brand into a globally recognized powerhouse. From his early days growing up in Spokane, Washington, to leading one of the most iconic outdoor apparel companies in the world, Hap shares the leadership philosophy that drove his success, one rooted in understanding people, building authentic culture, and balancing commercial growth with environmental responsibility. Hap opens up about how The North Face built demand rather than simply following it, the innovative branding strategies that helped define the company, and the importance of storytelling in creating lasting brand value. He also reflects on sustainability, employee engagement, and how true innovation often comes from staying focused on long-term purpose rather than short-term wins. Today, Hap continues to inspire future entrepreneurs through teaching and mentorship, sharing decades of hard-earned lessons about leadership, resilience, and building meaningful businesses. This episode is packed with insights on brand-building, sustainability, leadership, and innovation straight from one of the outdoor industry's most influential pioneers.  Episode Highlights: 00:00 Introduction to Hap Klopp and The North Face 01:27 Hap Klopp's Early Inspirations and Philosophy 03:49 Challenges and Lessons in Business 07:19 Building The North Face Brand 12:18 Environmental Commitment and Innovations 16:10 The Impact and Legacy of The North Face 19:06 Company Culture and Employee Development 23:37 Branding and Storytelling 29:54 Chapters of Growth and Survival 32:13 Maintaining Employee Engagement 35:19 Creating Demand vs. Following Demand 37:40 The Importance of Focus and Survival 43:10 Influencer Marketing Before It Was Cool 46:28 The Myth of Overnight Success 48:35 Lessons from Bucky Fuller 51:29 Connecting with Nature 01:00:05 Final Thoughts and Resources    Connect with Hap Klopp Instagram: https://www.instagram.com/hapklopp/ LinkedIn: https://www.linkedin.com/in/hap-klopp-b3b976/ Twitter (X): https://x.com/HapKlopp Facebook: https://www.facebook.com/ALMOSTbyHap/  Subscribe to The Business Method Podcast  Website: https://www.thebusinessmethod.com/  Apple Podcasts: http://bit.ly/TheBusinessMethod  Spotify: http://bit.ly/SpotifyTheBusinessMethod  Follow Chris Reynolds: Instagram, Facebook, YouTube, LinkedIn — @chrisreynoldslive  https://linktr.ee/ChrisReynoldsLive

In this conversation, we introduce a speaker and author whose journey began in a small cafe, where she learned that leadership is truly about human connections rather than just metrics. Her story offers inspiration and motivation for fostering effective interactions in the workplace that bring harmony.Lisa Even (ee-ven) is on a mission to help leaders and organizations create the ultimate ripple effect, the kind that moves people and drives impact.Better leaders. Better culture. Better results.A nationally recognized keynote speaker, best-selling author of Joy Is My Job, and host of the Have Good Ripple Effect podcast, Lisa has partnered with top organizations across the world to help teams navigate change and create remarkable performance. Through her signature S.E.A. Model (Show up, Engage, Adapt), Lisa teaches that culture and performance aren't built in meetings; they're built in the moments in between, through our attitudes, behaviors, and beliefs. She helps leaders recognize that their ripple effect, the tone they set, the energy they bring, and the example they model, has the power to shape trust, collaboration, and long-term results.Drawing on more than a decade of experience leading teams and studying what great leaders do differently, Lisa equips audiences to move from the day-to-day hustle and firefighting to captaining their own ship. Her message blends strategy, science, humor, and connection, showing that when leaders focus on creating a Good Ripple Effect, results always follow. She brings contagious energy, actionable insights, and a real-world perspective to every room. Known for making leadership practical and people-centered, she challenges leaders to think beyond daily metrics and consider the legacy their leadership leaves behind, the kind measured not just in results, but in how people feel, perform, grow, and show up because of them.Whether she's on stage, in a workshop, or hosting conversations on her podcast, Lisa reminds leaders of a simple truth: leadership isn't just an initiative, it's a performance strategy.Lisa EvenLinks: Website: https://www.lisaeven.com/ You Tube: https://www.youtube.com/@lisa_even/videos Podcast: https://podcasts.apple.com/us/podcast/have-good-ripple-effect/id1737506915Social Media:LinkedIn: https://www.linkedin.com/in/lisa-even-have-good-ripple-effect-0778b112/Facebook: https://www.facebook.com/lisaeven11 Instagram: https://www.instagram.com/lisaeven_/ Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. Remember to SUBSCRIBE so you don't miss "Information That You Can Use."

Dick Stricklen is the owner of Motor City Auto Center in Bakersfield, CA, a sprawling campus which includes a Buick/GMC dealership, a Lexus dealership, and a large used car & truck operation. Dick's team devote themselves to helping and serving their customers and providing staff with the opportunity to develop their skills and interests. Dick took over the GMC dealership at the age of 19 after his father's death and since then has followed his passion for building authentic relationships with team members and clients alike. Dick joins me on the show today to share how he started in the automotive business and why he's grateful to his late father for starting him as a porter at the dealership at a very early age, allowing him to learn from the ground up. He tells the story of how he managed to put together a proposal that saw him successfully take over one of his father's businesses, and why he walked away from a critical bank loan at the 11th hour. Dick also shares the core values of Motor City Auto Center and why promoting the company culture is so important to him as a leader. "Let's all get focused on what we have control over." - Dick Stricklen "I always get in the other person's shoes; I develop a relationship with them a personal relationship." - Dick Stricklen "Bottom line is important to manage, but that's not what we're about. The bottom line is a result of the major motive, and that is to help people get what they want, see them grow, give them opportunities." - Dick Stricklen "We are really in the people business that just happens to sell cars." – Dick Stricklen This Week on The Wow Factor: Why Dick switched his sales team from wearing suits and ties to casual wear and how that small decision impacted his business How Dick developed the core values of Motor City Auto Why the fuel shortages of the 1970s and the jump in interest rates caused Dick to think creatively about how to pull his team together Some of the things that Dick as a leader has found to be helpful in growing and developing the people in his stores How Dick felt during the recession of the late 2000s and the implications for the business Dick's philosophy on developing his team members Dick speaks to the moment in his life when he realized that making money was not his true purpose in life What inspired Dick to write down the guiding principles of his company and why he believes that those principles are at the source of his success Dick Stricklen's Words of Wisdom: Take time, either with prayer or just quiet time, analyzing yourself to figure out what gives you the greatest heartfelt satisfaction in life. Examine your motives and align your behavior as a leader with the values that are truly important to you. Connect with Dick Stricklen: Motor City GMC Website Motor City GMC on Instagram Motor City GMC on Facebook Connect with The WOW Factor: I Like Giving: The Transforming Power of a Generous Life by Brad Formsma Words of Wisdom Website Brad Formsma on LinkedIn Brad Formsma on Instagram Brad Formsma on Facebook Brad Formsma on Twitter

What does it really take to scale a business without sacrificing culture?In this episode of the Build a Vibrant Culture Podcast, Nicole Greer sits down with Dr. AJ Tremont and Taylor Plyler of Mint Hill Dentistry to unpack how intentional leadership, servant mindset, and people-first systems have helped them grow four thriving dental practices—while maintaining a five-star experience for patients and employees.From shutting down operations for culture days (yes, really!) to using EOS, core values, and powerful storytelling exercises to build trust and connection, this conversation is a masterclass in what it means to lead with heart and still win in business.You'll hear real stories about hiring for character, creating psychological safety, overcoming scarcity mindset, and why culture isn't something you hang on the wall—it's something you live every day.Vibrant Highlights:00:02:44 – Culture Always Wins: Dr. AJ Tremont explains why they willingly shut down operations and invested time and money into their people—because when culture is strong, everything else follows.00:07:20 – Core Values in Action (Not on a Wall): AJ and Taylor share how they actively use core values by nominating and recognizing team members who live them, turning values into daily behaviors instead of empty words.00:11:59 – Going Above and Beyond for Patients: A powerful story about a team member driving 25 minutes to help an elderly patient—showing what “being a difference maker” truly looks like in action.00:19:23 – The Exercise That Changed Team Relationships: The team uses a vulnerability-based storytelling exercise inspired by The Five Dysfunctions of a Team that deepened trust, empathy, and respect across roles.00:26:39 – Fail Fast and Lead with Heart: AJ and Taylor share their leadership philosophies: don't fear failure, embrace hard conversations, and remember that servant leadership fuels both performance and profit.Connect with Dr. Tremont and Taylor:LinkedIn: https://www.linkedin.com/in/aj-tremont-987115264/minthilldentistry.com (Mint Hill, NC)southerncharmdentistrync.com (Concord, NC)albemarledentistry.com (Albemarle, NC)Also mentioned on this episode:The Five Dysfunctions of a Team: https://a.co/d/0dEvm4mhAuthor Keith Cunningham: https://www.amazon.com/stores/Keith-J.-Cunningham/author/B00606AQZ2?ref=ap_…Ready to build a culture where people feel valued, energized, and committed?Bring Nicole Greer, The Vibrant Coach, to your leadership team, organization, or conference to ignite clarity, accountability, energy, and results.Visit: vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: vibrantculture.com/videos

Most leaders don't lose their integrity all at once. They lose it slowly, under pressure, through choices that feel reasonable in the moment. The uncomfortable truth is that the very things leaders use to protect their reputation often end up costing them trust. In this episode we examine the subtle ways integrity erodes, why good people justify small compromises, and how those decisions compound over time. If you've ever felt the tension between doing what's right and doing what works, this conversation is for you.

The list highlights, purpose-driven startups and tech companies that create consistently positive employee experiences through strong leadership, thoughtful policies, and genuine care for people. The companies on the list provide workplaces where values show up in day-to-day decisions. Employees feel supported and included. And flexibility, wellbeing and growth are treated as essentials, not extras. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

While we prepare Season 16 of the podcast, Tim will be giving weekly rapid reactions to audio articles from The Fire Time Magazine. In this week's episode, Tim reacts to an article by Ryan Przybylski titled, "5 Building Blocks of a Strong Company Culture" (released in the ⁠⁠⁠⁠February 2025 issue of The Fire Time Magazine⁠⁠).⁠⁠ ------ To hear more audio articles from our magazine, subscribe to the Fire Time Magazine Podcast: ⁠⁠⁠⁠⁠⁠https://www.itsfiretime.com/magazine⁠⁠⁠⁠⁠⁠ Read The Fire Time Magazine Reader Edition online: ⁠⁠⁠⁠⁠⁠https://magazine.itsfiretime.com⁠⁠⁠⁠⁠⁠ Download The Fire Time Magazine app to get full access to the magazine (for free): ⁠⁠⁠⁠⁠⁠https://www.itsfiretime.com/app⁠⁠⁠⁠⁠⁠ Support The Fire Time Podcast financially: ⁠⁠⁠⁠⁠⁠https://www.patreon.com/itsfiretime⁠

Send a textReal CEO Confidence in Uncertain Times | Leading Through Chaos with Rome MadisonWhat does real CEO confidence look like when the pressure is high, the answers aren't clear, and uncertainty feels constant?In this episode of The Frustrated CEO Podcast, Patrick and Patsy sit down with executive coach and leadership strategist Rome Madison to unpack how today's CEOs and founders can stay grounded, decisive, and confident—even while navigating chaos, complexity, and rapid change.Rome shares a practical leadership framework built on self-acceptance, competence, and strategy, and explains why humility, customer proximity, and embracing uncertainty are not weaknesses—but competitive advantages. This conversation offers real-world guidance for leaders who feel stretched thin, stuck in complexity, or overwhelmed by constant demands.Whether you're leading a fast-growing company or steering an organization through turbulent times, this episode delivers clarity, perspective, and actionable insights for leading with confidence when certainty is off the table.

In an industry built on speed, what actually sustains long-term success. In this Industry Spotlight, Kortney Harmon sits down with Elizabeth Rosenberg to examine why trust and reputation remain recruiting's most durable advantage.Drawing on decades of experience advising executives on communication and personal brand, Elizabeth offers a grounded perspective on how credibility is built through everyday behavior. The conversation explores where transactional habits quietly undermine relationships, why visibility without intention can weaken trust, and how recruiters shape their reputations long before deals are closed. Rather than focusing on tactics, this discussion reframes personal brand as a reflection of consistency, judgment, and how leaders show up when it matters most.The conversation reveals why lasting relationships—not speed alone—define long-term success, and how investing in trust and authenticity shapes both stronger firms and more durable careers.______________________Follow Elizabeth Rosenberg on Linked: LinkedIn | ElizabethCheck out her website hereFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Purpose isn't a slogan. It's a decision system.We explore why even high-performing leaders drift under pressure and how purpose quietly breaks down when stress is high.This episode unpacks the three most common purpose failures leaders experience, often without realizing it, and introduces a practical way to use purpose as a daily decision-making guide, not an abstract ideal.It's a conversation about choosing contribution over consumption, staying aligned when tradeoffs are real, and building a purpose that actually holds when it costs you something.If leadership starts with leading yourself, this is where it begins.

Ever wonder why some companies feel magnetic while others are just…a job? If you believe company culture is fluff, this conversation will put you on your heels. Cameron Herold sits down with Amy Emberling, Managing Partner of the legendary Zingerman's Bakehouse—a $16M+ artisan bakery with a cult following and a blueprint for employee loyalty big brands envy. Together, they pull back the curtain on Zingerman's famed “Community of Businesses,” why profit isn't a dirty word, and how even a manufacturing team can become fiercely passionate.Don't settle for endless turnover, disengaged people, or another bland org chart. Discover the real-world actions and surprising rituals that transform frontline staff into owners (and skeptics into super-fans). Listen now because one insight could radically shift your retention, results, and reputation. This episode delivers the practical and emotional gut-punch you won't find anywhere else in operations podcasts.Timestamped Highlights[00:00] – Why showing vision to new hires exposes if they really want to learn (or not)[03:01] – How an Ann Arbor Deli became a multi-business giant—without franchising[07:07] – The origin myth: Saying "no" to chains and revolutionizing local growth[09:33] – Why Zingerman's refuses to franchise (and why profit wasn't the goal)[14:43] – The surprising role of vision statements and posters in a baking plant[16:10] – Handshakes over contracts—trust, ownership, and radical accountability[19:27] – Secret sauce: How weekly "appreciations" meetings melt even the toughest shells[25:43] – Culture hacks that turn hourly hires into a vibrant, all-in teamMentioned ResourcesZingerman's Community of BusinessesAri Weinzweig (Zingerman's Co-Founder)Paul Saginaw (Zingerman's Co-Founder)Zingerman's Bakehouse (Amy's business)Zing TrainZingerman's Bakehouse Book, Celebrate Every Day Book1-800-GOT-JUNK (culture reference)Great Little Box CompanyAbout the GuestAmy Emberling is Managing Partner of Zingerman's Bakehouse, Ann Arbor's nationally acclaimed artisan bakery. Leading a team of 150, she helped scale Zingerman's into a powerhouse community business known for its uncompromising...

Brett Jennings is making a big bet on peer accountability pods. A billion-dollar bet.The Owner and Founder of Real Estate Experts, Brett shares the details behind the nearly 10x growth of his hybrid teamerage (from $165M to $1.2B in sales) and the strategy to growth through acquisitions to $4B.Learn how purpose has made team agents, solo agents, and staff more productive (creating more than a dozen first-time $1M GCI producers in one year) and how purpose serves as a filter to find right-fit companies to acquire.Get proven strategies and simple tactics to grow revenue by growing your people (and why they might call themselves a Good Vibe Tribe).Watch or listen for Brett's insights into:Clarity within leadership and resilience within team membersTwo ways to test for agent grit and growth (including 1,000 calls in 10 days)What team agents and solo agents get in Brett's hybrid brokerage modelHow working with Tony Robbins and Deepak Chopra unlocked agent and team growthWhere to go next after nearly 10x sales in three yearsThe motivation and plan to grow through acquisitions to $4B and 600 agentsHow peer accountability helped create more than a dozen $1M GCI producersCharacteristics of a good acquisition targetWhy agents and staff need a bigger “why” than money alone - and how to deliverHow to create your own peer accountability pods and why Brett's betting big on themHow to increase participation in the optional pod programWhy self-discipline and self-actualization are the next iteration of conscious businessThe next steps for the Good Vibe Tribe movementAt the end, learn about expert advisors, luxury watches and refillable bottles, and two practices to revitalize your operating system. Free resources from Brett Jennings:→ https://goodvibetribeworldwide.com → https://bearealexpert.comConnect with Real Estate Team OS→ https://www.realestateteamos.com→ https://linktr.ee/realestateteamos→ https://www.instagram.com/realestateteamos/

Most entrepreneurs were trained to be great at their craft… but not trained to lead people. This series is here to bridge that gap!The #BossToLeader series is designed to help you shift from the overwhelmed, doing-everything-yourself boss… to a confident leader who knows how to delegate, create accountability, empower your team & lead with vision instead of stress. In each episode, you'll get practical tools, strategies & honest insight into the real-life obstacles entrepreneurs face like trusting your team, letting go of control & showing up as the leader your business actually needs.So, if you're ready to stop surviving in your business and start leading with clarity and confidence, this series is for you.In this episode, I'm sharing how you can lead even when emotions are high!    Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!  www.baproinc.com/ep184       Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact   Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com  Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO  The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!| Company Culture | Culture Building | Organizational Culture | Employee Engagement | New Leaders | Effective Leadership | Servant Leadership |baproinc.com

Employee Stock Ownership Plans (ESOPs) are often talked about—but rarely understood. For many business owners, they represent one of the most powerful (and misunderstood) succession and liquidity strategies available today. In this episode, Adam sits down with Kelly Finnell, one of the nation's foremost ESOP experts, to break down how ESOPs really work, why they offer unique tax advantages, and when they may outperform traditional exits like private equity or third-party sales. Whether you're a business owner thinking about succession—or an advisor guiding clients through exit planning—this conversation delivers clarity without the jargon. Episode Timestamps 00:00 – Introduction to ESOPs and Kelly Finnell's background 02:00 – What an ESOP is (and why it's both a succession strategy and a retirement plan) 05:00 – How ESOPs create liquidity and operate tax-free 07:30 – The biggest benefits of ESOPs for employees 09:00 – Owner tax advantages, including Section 1042 deferral 11:00 – Who is a good candidate for an ESOP? (financial + cultural fit) 14:30 – ESOPs vs. private equity and strategic buyers 17:00 – Common myths and misconceptions about ESOPs 19:30 – Why ESOPs are growing rapidly right now 22:00 – "Compassionate capitalism" and preserving company legacy 25:00 – Final advice for business owners and advisors considering ESOPs Key Takeaways

After losing his daughter in a tragic accident where he was just five minutes too late, Deepak Arora vowed to ensure no other family endures that pain. In this emotional and inspiring episode, the Founder and CEO of Wearable Technologies Inc. reveals how he turned personal grief into a revolutionary AI startup dedicated to saving lives. Deepak discusses the creation of Wearable Technologies Inc, a screen-free wearable device designed to predict hazards and prevent accidents for vulnerable populations like toddlers and the elderly. From leveraging his experience at IBM Watson to building the "Mahi" AI engine named after his late daughter, this is a story of resilience, innovation, and the relentless drive to protect our loved ones. Tune in to learn how this technology is monitoring safety, detecting falls, and providing peace of mind to caregivers across the nation. Chapters 00:00 Introduction and Background 04:51 Personal Tragedy and Motivation 10:55 Technology Development and Features 16:39 User Experience and Safety Features 19:19 Building a Reliable Product with Expert Guidance 21:16 Pivoting to Serve the Elderly Population 23:38 Gaining Traction and Funding Challenges 26:37 Distribution Strategies for Market Entry 28:16 Pricing Model and Device Adoption 30:26 Future Innovations and Roadmap 33:14 Navigating Regulatory Approvals 34:20 Hiring for Company Culture and Growth 38:23 Legacy and Purpose Behind the Product Host: Jake Aaron Villarreal, leads the top AI Recruitment Firm in Silicon Valley www.matchrelevant.com, uncovering stories of funded startups and goes behinds to scenes to tell their founders journey. If you are growing AI Startup or have a great storytelling, email us at: jake.villarreal@matchrelevant.com

In this episode of THE MENTORS RADIO, Host Tom Loarie talks with Ashley Goodall, former Cisco executive and co-author of Nine Lies About Work, about lies we are told about work. For example, we are told that the best companies cascade goals and the best people are well-rounded. We are told that people leave because of ‘culture’ and that feedback is a gift. But what if every one of those statements is a lie?! In this episode, often-repeated work ‘dogmas’ will be dismantled—including the myth of “Company Culture” and the trap of “Work-Life Balance”. Ashley Goodall culls from two decades working in leadership and human resources as a consultant, Fortune 50 executive, speaker, researcher and writer. You’ll learn the Nine Lies About Work and why they are lies. You’ll learn how to genuinely and effectively manage and lead teams in any field. You’ll learn the myths of management. And most importantly, you’ll learn what truly does help teams thrive in the real world… (it’s not what you’ve probably heard in the workplace!) If you lead or want to lead, you cannot afford to miss this episode! LISTEN TO the radio broadcast live on iHeart Radio, or to “THE MENTORS RADIO” podcast any time, anywhere, on any podcast platform – subscribe here and don't miss an episode! SHOW NOTES: ASHLEY GOODALL: BIO: BOOKS: Nine Lies About Work: A Freethinking Leader’s Guide to the Real World, by Marcus Buckingham and Ashley Goodall The Problem with Change: And the Essential Nature of Human Performance, by Ashley Goodall ASHLEY’S SUBSTACK: https://ashleygoodall.substack.com/ WEBSITE: https://ashleygoodall.com/

Want a clear view of where HR in Ireland is heading and how to prepare your team for what's next? Bill Banham sits down with Alison Hodgson, Market Director at CIPD Ireland, to map the practical priorities that will define people leadership in 2026: target operating models tuned to strategy, a smarter approach to productivity in hybrid work, cultures that enable creativity, and talent systems built on lifelong learning.Alison shares why operating models belong at the top of every HR agenda, walking through how structure, role design, skills, and workflows must link to the “book of work.” We dive into the messy middle of performance and productivity, where outcomes matter more than presenteeism and thoughtful in-person moments can supercharge collaboration. We also dig into Ireland's unique context—an agile, open economy balancing flexible work with rising commute costs—and how that shapes retention, skills development, and the everyday realities of leading teams.A major focus is capability building beyond HR. With a vast population of non-HR people managers in SMEs, CIPD's group affiliate access and AI-powered resource hub equip managers with templates, playbooks, and just-in-time guidance for performance reviews, tough conversations, and change. We spotlight the Feb 13th CIPD HR Awards in Ireland, where standout entries demonstrate data-driven baselines, measurable impact, and sustained outcomes—and note the streamlined pathway to the global People Management Awards. Plus, we preview the April conference on people, purpose, and performance, featuring case studies, international voices, and practical tools you can put to work.If you care about building resilient teams, narrowing skills gaps, and turning culture into a real performance advantage, you'll find tactics and examples you can use today. Subscribe, share with your HR peers, and leave a review with your biggest takeaway—what's your top HR priority for 2026?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 LinkedIn Subscribe to our newsletter Check out our in-person events

“Culture… is a critical part of driving growth for your company.” — Marti NymanIn this episode of Evolving Your Workplace, Carol Schultz sits down with Marti Nyman, President and CEO of New Wave Design, to unpack a practical question most leaders face while scaling: how do you keep culture strong, consistent, and real—without turning it into a slogan?Marti explains why culture is more than “values on a wall.” It's a growth engine that affects how teams collaborate, solve problems, and attract top talent. He shares how culture can quietly weaken during expansion if leaders don't intentionally reinforce it—especially when priorities shift to hiring, delivery, and day-to-day execution.The conversation gets tactical. Marti breaks down a simple operating rhythm his leadership team uses to keep culture front-and-center, plus an “S-curve” way of thinking about culture initiatives: early momentum, inevitable plateau, then a deliberate reset to keep the culture alive. They also discuss how leadership handles uncertainty, how slow procurement cycles can become a real growth constraint, and what “speed of execution” looks like inside a complex industry.They close with the CEO-level levers Marti focused on early: building predictability, creating scalable systems, and strengthening data-driven decision-making (including a risk-adjusted scorecard). Marti also shares what employees really want from work—being of value, being valued, and being part of something bigger—and why a real culture of feedback starts at the top.Connect With Host Carol SchultzFind more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, and Instagram.Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information.And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

The hidden cost of untreated menopause in the workplace isn't just personal discomfort—it's lost productivity, stalled careers, and organisations quietly losing experienced talent.In this episode of the HRchat Podcast, host Pauline James sits down with Dr Woganee Filate, respirologist, sleep medicine physician, and co-founder of Loom Women's Health, to unpack how menopause directly affects performance, retention, and workplace culture.As many as 1 in 10 women leave the workforce due to unmanaged menopausal symptoms, including brain fog, hot flashes, heavy bleeding, mood changes, and chronic sleep disruption—often at the peak of their careers. Dr Filate explains why menopause is a workplace issue, not a private health matter, and why silence costs employers far more than support ever will.This conversation bridges medicine and management, covering:The real workplace impact and economic cost of untreated menopauseThe most disruptive menopausal symptoms at work—and why they matterEvidence-based treatments, including hormone and non-hormonal optionsSleep, mental health, and lifestyle strategies that restore focus and performanceLow-cost workplace accommodations employers can implement quicklyHow education, formal menopause policies, and internal champions reduce stigmaSafer disclosure paths and better support for midlife women at workWhy menopause care is a long-term performance and retention strategyDr Filate also shares her own mid-career pivot into entrepreneurship, challenging outdated ideas about career peaks and reminding leaders that purpose, flexibility, and support are powerful retention tools.If you lead people, manage benefits, or care about inclusion, wellbeing, and keeping experienced talent thriving through every stage of life, this episode provides practical insights and clear first steps.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Most entrepreneurs were trained to be great at their craft… but not trained to lead people. This series is here to bridge that gap!The #BossToLeader series is designed to help you shift from the overwhelmed, doing-everything-yourself boss… to a confident leader who knows how to delegate, create accountability, empower your team & lead with vision instead of stress.In each episode, you'll get practical tools, strategies & honest insight into the real-life obstacles entrepreneurs face like trusting your team, letting go of control & showing up as the leader your business actually needs.So, if you're ready to stop surviving in your business and start leading with clarity and confidence, this series is for you.In this episode, I'm sharing how you can get results from your team without babysitting them!    Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!  www.baproinc.com/ep183       Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact   Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com  Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO  The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!| Company Culture | Culture Building | Organizational Culture | Employee Engagement | New Leaders | Effective Leadership | Servant Leadership |baproinc.com

What if the biggest AI disruption isn't at the entry level, but right in the middle of your org chart? Bill Banham sits down with Brian Kropp, VP of Global Insights at Heidrick and Struggles, to explore why the winners are treating AI as a people and change problem, not a tech project—and how that shift rewrites HR's mandate.We start with speed. Startups jump from idea to pilot in 30 days; large enterprises often take 270. Training alone won't fix that gap. Brian lays out a concrete path: give teams specific tasks and roles to experiment with, shrink approvals, and track learning as a real return. He makes a sharp case for “R before ROI,” arguing that early value shows up as capability, not neat cost savings, and that CHROs should design experiments that surface where returns exist before scaling investment.Then we tackle the middle manager shakeup. Scheduling, approvals, status updates, and first-line coaching are ripe for automation or AI agents. That could remove 30 to 50 percent of a manager's workload, forcing a choice: fewer managers or a redesigned role focused on judgment, sensemaking, escalation, and culture. Brian Kropp warns that without a plan, finance will default to cuts that hurt long-term capacity. He also maps where job evolution is most visible—from call centers and finance ops to diagnostic work—and why liberal arts and market insight skills may surge as tech meets cultural change to create breakthrough opportunities.The conversation closes with two pivotal moves: setting an explicit formula to split AI savings between margin and reinvestment in people, and standing up a new role—VP of AI Workforce Transformation. This team would own task design for automation vs augmentation, agent selection and “performance management,” and the operating system for fast, safe experimentation at scale. If you're a CHRO, HR leader, or curious operator, this is a pragmatic playbook for turning demos into durable advantage.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Send us a textLeadership isn't something you're born with — it's something you grow into. Andrew Poles knows this well. He's a three-time founder and executive coach who has spent over 20 years helping entrepreneurs and executives worldwide understand the gap to gain mindset so they can move from operator to leader.In this episode of Starter Girlz, Jennifer Loehding sits down with Andrew to hear about his journey from founder to executive coach, working with over 10,000 leaders, including teams at NASA, Dell, Netflix, and Epic Games. Andrew shares the lessons he's learned about leadership, influence, delegation, and culture, and how he helps entrepreneurs grow their businesses while maintaining balance and focus.This conversation dives into the realities of leadership, the mindset shifts required to grow as a leader, and the personal insights Andrew has gained along the way. You'll hear discussion-based insights on confidence, empathy, influence, building culture, and the gap and gain mindset that transforms leadership.⭐ What You'll Learn in This Episode✅ Leadership is a learned skill, not innate✅ Growth is about becoming a different kind of leader✅ Building a business requires more than just hard work✅ Confidence and presence are key leadership qualities✅ Empathy is crucial for effective leadership✅ Influence is about understanding others' perspectives✅ Leadership involves continuous learning and adaptation✅ The gap and gain mindset can transform leadership✅ Effective leaders empower others✅ Personal stories illustrate powerful leadership lessons

In this episode of Disruption/Interruption, KJ sits down with Joey Coleman, two-time Wall Street Journal bestselling author and expert in experience design and retention strategy. Joey reveals the shocking truth about employee turnover—costing businesses a trillion dollars annually—and shares his proven framework for transforming the first 100 days of any relationship. From his background as a criminal defense attorney and White House advisor to consulting with NASA, Volkswagen, and Zappos, Joey brings unique insights into why companies lose employees and customers, and more importantly, how to keep them. Four Key Takeaways The First Day Crisis (10:25) 4% of all new hires quit after their first day of work globally, and by day 45, that number jumps to 22%. By the one-year mark, 40% of employees have left—costing U.S. businesses approximately $1 trillion annually. The True Cost of Turnover (13:00) Replacing an employee costs between 100-300% of their annual salary just to get someone new into the seat—not including their actual salary and benefits. For a $50,000 employee, you're looking at $50,000-$150,000 in replacement costs alone. HR's Shift from Culture to Compliance (27:00) Over the past 50 years, HR departments have shifted focus from creating great workplace cultures to managing compliance, documentation, and litigation prevention—leaving no one responsible for making the workplace the best it can be. The Remarkable Organization Test (35:31) "The way you know you're running a remarkable organization is if you announce you're hiring and your existing employees immediately recommend amazing people they want to work with. In most organizations, internal referral candidates measure close to zero." Quote of the Show (28:12):"There is no one who wakes up in the morning, looks in the mirror and says, 'My primary job when I get to work today is to make sure that this is the best place that any of these people have ever worked.'" – Joey Coleman Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Joey Coleman: LinkedIn: https://www.linkedin.com/in/joeycoleman1/ How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlDSee omnystudio.com/listener for privacy information.

Send us a textIn this episode of The Frustrated CEO Podcast, hosts Patrick Lyons and Patsy Feeman sit down with Mohammad Anwar, CEO of Softway and co-founder of Culture+, for a candid conversation on leadership, company culture, and business transformation.Mohammad shares his powerful origin story, how rapid success left him “power drunk,” and how Softway's once-strong culture turned toxic—nearly driving the company into bankruptcy. He reveals the pivotal turning point that sparked Softway's turnaround: hearing a coach describe the company's comeback as being driven by love as a business strategy.In this episode, you'll learn what love in leadership really means (and why it's neither romantic nor soft), why behaviors—not values—define culture, how to build change-ready organizations, and why sustainable culture change requires leaders to own mistakes, apologize, and seek forgiveness, not just roll out new policies or processes.This conversation is a must-listen for CEOs, founders, and leaders navigating culture change, leadership burnout, and the real work of building resilient, human-centered organizations.

Grab Jeff Dudan's book Discernment → https://podcast.homefrontbrands.com/en-us/discernment What if the real business superpower isn't charisma, hustle, or being “the smartest in the room”… but being coachable? In this episode, Jeff sits down with Dustin Hillis (author of Capacity) to talk about: Why coachability separates high performers from everyone else The Chick-fil-A hiring “tests” that reveal humility (and why it works) How to reverse-engineer growth: revenue → people → activity → daily execution Delegation the right way (the “99% rule”) The hidden cost of “low-value” tasks when your goals demand higher leverage Building big without losing what matters most: boundaries, family, and mission-first leadership What Dustin's building now in AI safety + defense-tech (and why it's purpose-driven) Want more conversations like this? Subscribe and share this with a business owner who's ready to scale with systems, not stress. Download Discernment here → https://podcast.homefrontbrands.com/en-us/discernment Links (resources + guests) Learn more about Jeff Dudan: https://jeffdudan.com Dustin Hillis: https://dustinhillis.com/ Capacity (Amazon): https://www.amazon.com/Capacity-Building-Your-Business-Bigger/dp/1637748035 Capacity book page: https://capacity.dustinhillis.com/ SafeSpace Global: https://safespaceglobal.ai/ Tough Stump Technologies: https://toughstump.com/  #Unemployable #JeffDudan #BusinessLeadership #Entrepreneurship #Scaling #Delegation #Systems #CompanyCulture #Coachability #ChickfilA #AI #SafetyTech #BusinessGrowth #LeadershipDevelopment #MissionDriven Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Grab Jeff Dudan's book Discernment → https://podcast.homefrontbrands.com/en-us/discernment What if the real business superpower isn't charisma, hustle, or being “the smartest in the room”… but being coachable? In this episode, Jeff sits down with Dustin Hillis (author of Capacity) to talk about: Why coachability separates high performers from everyone else The Chick-fil-A hiring “tests” that reveal humility (and why it works) How to reverse-engineer growth: revenue → people → activity → daily execution Delegation the right way (the “99% rule”) The hidden cost of “low-value” tasks when your goals demand higher leverage Building big without losing what matters most: boundaries, family, and mission-first leadership What Dustin's building now in AI safety + defense-tech (and why it's purpose-driven) Want more conversations like this? Subscribe and share this with a business owner who's ready to scale with systems, not stress. Download Discernment here → https://podcast.homefrontbrands.com/en-us/discernment Links (resources + guests) Learn more about Jeff Dudan: https://jeffdudan.com Dustin Hillis: https://dustinhillis.com/ Capacity (Amazon): https://www.amazon.com/Capacity-Building-Your-Business-Bigger/dp/1637748035 Capacity book page: https://capacity.dustinhillis.com/ SafeSpace Global: https://safespaceglobal.ai/ Tough Stump Technologies: https://toughstump.com/  #Unemployable #JeffDudan #BusinessLeadership #Entrepreneurship #Scaling #Delegation #Systems #CompanyCulture #Coachability #ChickfilA #AI #SafetyTech #BusinessGrowth #LeadershipDevelopment #MissionDriven Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Most entrepreneurs were trained to be great at their craft… but not trained to lead people. This series is here to bridge that gap!The #BossToLeader series is designed to help you shift from the overwhelmed, doing-everything-yourself boss… to a confident leader who knows how to delegate, create accountability, empower your team & lead with vision instead of stress.In each episode, you'll get practical tools, strategies & honest insight into the real-life obstacles entrepreneurs face like trusting your team, letting go of control & showing up as the leader your business actually needs. So, if you're ready to stop surviving in your business and start leading with clarity and confidence, this series is for you.In this episode, I'm sharing actionable steps on how you can finally stop doing it all by yourself!    Need one-on-one help with navigating being a new leader? Schedule your complimentary clarity call with me here!  www.baproinc.com/ep182       Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support!https://baproinc.com/newleaderbigimpact   Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com  Let's chat about this episode on “X”: @BAPROINC or IG: @CultureBuildingPRO  The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today!| Company Culture | Culture Building | Organizational Culture | Employee Engagement | New Leaders | Effective Leadership | Servant Leadership |baproinc.com

In this episode, ⁠Adam Torres⁠ and ⁠George Essex⁠, Senior Vice President at BRANDED, talk about building strong company culture while scaling U.S. operations. George shares lessons on leadership under pressure, hiring with values, and why consistent, human-led branding is essential for long-term success. About ⁠BRANDED⁠ BRANDED is a brand creation and implementation agency. The company invents and grows brands through bright ideas that are brilliantly executed, driving tangible efficiencies and meaningful change for its clients. Offering services across Brand Creation (Innovation / Strategy / Visual Identity), Brand Implementation (Packaging Design / Imagery / Artwork Production), and Brand Management (Technology / Brand Compliance / Sustainability), BRANDED provides an end-to-end offering that is truly connected. Follow Adam on Instagram at ⁠https://www.instagram.com/askadamtorres/⁠ for up to date information on book releases and tour schedule. Apply to be a guest on our podcast: ⁠https://missionmatters.lpages.co/podcastguest/⁠ Visit our website: ⁠https://missionmatters.com/⁠ More FREE content from Mission Matters here: ⁠https://linktr.ee/missionmattersmedia⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

We're stepping into 2026 and it's time to talk about real change. Resolutions come and go, but growth that lasts comes from building a consistent, generous culture at work. Forget starting over every January. Let's focus on the habits and systems that make people feel valued, productive, and excited to contribute. I break down how simple acts of generosity can shift your workplace from competitive to collaborative and from results-driven to purpose-driven. When one person feels joyful and confident in their work, it spreads through the entire team. That's how positive culture takes root. You'll also hear how to focus on daily actions instead of lucky breaks, why humble leadership matters more than flashy performance, and how giving people what they need fuels trust and success. It's not about titles or rewards. It's about people. If you want your organization to grow and feel stronger this year, this episode will show you how to make it happen. If you haven't joined my free 7-day Feeling Generous email course yet, now's the time. It's quick, practical, and a great way to live and lead generosity every day. *Enroll in the "Feeling Generous" Email course

 This week on the Oakley Podcast, host Jeremy Kellett is joined by ops managers Nick Dulaney and Jason Webb to review Oakley Trucking's milestones and challenges in 2025 and look ahead to 2026. Topics include overcoming a tough freight market, the impact of tariffs, equipment and trailer updates, and maintaining high safety and service standards. The discussion highlights proactive strategies for customer retention, operational improvements using data and AI, fostering company culture, annual bonuses, and the significance of the new St. Louis terminal. Key takeaways are Oakley's commitment to its drivers, adaptability in changing markets, positive outlooks for growth and efficiency in 2026, and so much more. Key topics in today's conversation include:Welcome to New Episodes for 2026 (0:52)Studio Updates and Appreciation for Team and Sponsors (2:16)Reflecting on 2025 Freight Market Challenges and Customer Relations (6:16)Proactive Freight Strategies and New Customer Opportunities (8:33)Impact of Tariffs on the Scrap Industry and Operations (10:26)Safety Initiatives and Driver Performance Improvements (13:47)Trailer Turnover Costs and Lessons Learned (16:57)Operational Efficiency, Data Reporting, and Role of Technology (21:09)Company Culture, Camaraderie, and Remembering Drivers (23:50)Annual Bonuses, Equipment, and Trailer Purchases and Sales (25:21)Podcast Success, Guest Highlights, and Retirements (28:37)Looking Ahead: Expanding Operations and the New St. Louis Terminal (32:05)Recruiting, Retention, and Maintaining High Standards (35:19)The Role of English Proficiency in Industry Changes (39:18)Owning Service and Company Reputation in 2026 (40:13)Holiday Stories and Family Reflections (42:02)Parting Thoughts and Optimism for 2026 (43:28)Oakley Trucking is a family-owned and operated trucking company headquartered in North Little Rock, Arkansas. For more information, check out our show website: podcast.bruceoakley.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

For over 10 years we've been running team retreats. All of the leaders in the company get together and brainstorm what makes a "perfect company" and plan for the upcoming year.In this episode, Josh, Dylan, and Rob talk about this year's team retreat and how we structure it. This is a valuable piece of our company culture that has built The Ecommerce Alley to what it is today. -=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-► Visit Our Website For Training and Resources ► Leave Us An Honest Rating, Email An Image Of Your Rating To team@theecommercealley.com, We'll Send You A $10 Amazon Gift Card As An Appreciation Gift!► Learn About Our Mentorship Program For Ecom Brands Making Over $10k/month ► Checkout Our Upcoming Software, Breezeway - Never Second-Guess Your Meta Ads Again ► Follow Josh on social media: YouTube | Instagram | Facebook | TikTok |

In this **Jeep Talk Show** interview episode, host Tony sits down with Ryan, the passionate founder of **Combat Off-Road**, for an inspiring deep dive into his lifelong love for building, fixing, and flipping vehicles—from living in a tent and trailer behind his parents' garden center as a teen, selling hundreds of Volvos in high school, to running multiple off-road shops, and now creating top-tier aftermarket parts for the Jeep community.  @Combat.Offroad  Ryan shares wild stories from his early days (including custom sidecars, crazy customer requests, and building cars while playing college hockey), his transition from shop owner to manufacturer, and why he launched Combat Off-Road as a true enthusiast project focused on **durability, quality, and lifetime warranties**. Highlights include: - Why Combat Off-Road uses **stamped aluminum** (not plastic) for armored tail lights that can take a beating off-road - The modular design that lets you replace individual lenses easily - Popular billet hood latches, tube doors for that open-air feel with extra protection, aluminum fenders, and more - Ryan's take on EVs, keeping the ICE culture alive, open trails, and passing the gearhead passion to the next generation (including his 10-year-old daughter who already drives and knows her cars!) If you're into real off-road builds, self-reliance, or just love hearing how passion turns into a business, this conversation is packed with motivation, laughs, and practical insights. Check out Combat Off-Road's durable, enthusiast-designed products today at: **https://combat-offroad.com** Follow Combat Off-Road: Instagram: @combatoffroad Facebook: Combat Off-Road YouTube: Combat Off-Road Thanks for watching! Drop a like, subscribe to Jeep Talk Show for more interviews with the off-road community, and let us know in the comments: What's your favorite Combat Off-Road product? Merry Christmas, happy holidays, and here's to an awesome 2026 full of trails and builds!

Ric Elias - The Art of Living Well - [Invest Like The Best, CLASSICS] Welcome to this classic episode. Classics are my favorite episodes from the past 10 years, published once a month. These are N of 1 conversations with N of 1 people. Ric Elias is the CEO and co-founder of Red Ventures, which has a portfolio of fast-growing digital businesses like Lonely Planet, The Points Guy, Bankrate, and large investments in a variety of other businesses across industries. He began the business in 2000 and has grown it to now a global company with thousands of employees. Ric walks us through the early struggles that have led to what is now a flourishing investing platform, but mostly this episode is a masterclass on cultural values and philosophies that transcend mere financial gain. We discuss the difference between living good and well, the power of forgiveness, and compounding more than just your capital. Ric's story is one of resilience, humility, and grace. His story about being in the front row of the plane that Captain Sully landed in the Hudson is singular and very moving. Please enjoy my conversation with Ric Elias. For the full show notes, transcript, and links to mentioned content, check out the episode page here. ----- This episode is brought to you by WorkOS. WorkOS is a developer platform that enables SaaS companies to quickly add enterprise features to their applications. With a single API, developers can implement essential enterprise capabilities that typically require months of engineering work. By handling the complex infrastructure of enterprise features, WorkOS allows developers to focus on their core product while meeting the security and compliance requirements of Fortune 500 companies. Visit WorkOS to Transform your application into an enterprise-ready solution in minutes, not months. ----- Invest Like the Best is a property of Colossus, LLC. For more episodes of Invest Like the Best, visit joincolossus.com/episodes.  Stay up to date on all our podcasts by signing up to Colossus Weekly, our quick dive every Sunday highlighting the top business and investing concepts from our podcasts and the best of what we read that week. Sign up here. Follow us on Twitter: @patrick_oshag | @joincolossus ----- Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Timestamps: (00:00:00) Welcome to Invest Like the Best (00:02:00) Meet Ric Elias (00:02:49) Chasing the Big Dream (00:05:38) Understanding Red Ventures: Origin and Evolution (00:10:25) Operational Success and Company Culture (00:25:30) Reflections on Money and Personal Well-being (00:28:49) The Difference between Good and Well (00:32:55) The Hudson River Plane Crash Experience (00:42:37) Reconnecting with Puerto Rico and Reviving the Basketball Team (00:45:07) Underdogs to Champions (00:48:09) How to Build Trust and Culture (00:52:29) Reflections on Leadership (00:56:12) The Role of Confidence and Courage (00:59:38) The Value of Family and Friendships (01:01:57) The Pursuit of Purpose Over Profit (01:06:52) Recruitment and Company Culture (01:10:07) Reflecting on Success (01:14:33) The Importance of Pace and Speed (01:16:23) Other Business Philosophies (01:23:17) The Kindest Thing