Podcasts about tribal leadership

Send us Fan MailEarlier this year, Soaring Bird Solutions — a name well known across Indian Country for its Tribal-focused HR consulting — joined REDW, uniting founder Karla Bylund with REDW's HR Consulting Practice Leader, Cristin Heyns. In this episode, Wes Benally sits down with Karla to trace that journey: the meaning behind her Potawatomi name, Pneshi Bmashi ("Bird Who Soars"); the gap in HR knowledge across Indian Country that led her to found Soaring Bird Solutions in 2015; and what led her, after a decade serving Tribal governments, casinos, enterprises, and nonprofits, to bring that work into REDW's broader advisory platform.The conversation turns to what's ahead: REDW's Tribal Leadership & Management (TL&M) Conference in Las Vegas — a gathering Karla co-founded to bring authentic, Tribally grounded training in leadership, governance, HR, and more to Tribal council members, administrators, and executives. Curious what expanded Tribal HR support could look like for your organization? Connect with REDW's Tribal HR Consulting team to learn more.Chapters00:00 – Introduction: Karla Bylund and the Soaring Bird Story01:14 – The Meaning Behind "Bird Who Soars" and Karla's Path into Tribal HR02:23 – Starting Soaring Bird Solutions in 2015 to Close a Gap in Tribal HR04:49 – The Toughest HR Challenges in Indian Country07:31 – Why Karla Joined REDW: Capacity, Continuity, and Shared Values09:12 – Working with an Expanded Consulting Bench13:04 – Introducing the Tribal Leadership & Management (TL&M) Conference16:03 – What Attendees Can Expect from TL&M19:00 – Closing Thoughts and the Exclusive Registration Discount for ListenersTribal HR Support, Backed by a Full Advisory Bench Whether you've worked with Karla and her team for years or you're just getting to know REDW, Tribal organizations now have access to trusted HR consulting alongside REDW's full suite of services — audit, tax, compensation, cybersecurity, and more. Learn more about REDW's Tribal HR Consulting practice, and use code REDWPOD26 to register for this year's TL&M Conference before the extended Early Bird deadline at the end of August. The 4th annual Tribal Leadership & Management Conference is October 14 – 15, 2026 | South Point Hotel & Casino | Las Vegas, NV.REGISTER BY AUG 31! ➡️ https://whova.com/portal/registration/VBG0F3LdQig8nSuY3b78/] REDW Advisors and CPAs is proud to bring you the Insight in Indian Country Podcast, covering important advisory, accounting, and finance topics that impact Tribal Nations and business affairs. Thanks for listening!

Ep 305 Peacewarts: Social Chemistry 101 - The Belonging Bond (Class 5) We explore how shared rituals trigger oxytocin to override the biological "Fight" response. Using the Freedom Songs of the 1960s and restorative justice circles as historical anchors, we discuss how synchronization and shared vessels create the "Belonging Bond" necessary for peace. Homework: Look up the role of singing in the Albany Movement (1961). Write down one question about any of this episode's topics. If you don't have a question, write 'no question.' Optional: Introduce a "Check-in Ritual" to a group meeting and observe the results. Books: If you'd like to read more on this subject, some book suggestions are Belonging: Remembering Ourselves Home by Toko-pa Turner, a profound exploration of how shared connection and community ritual restore our ancestral roots of inclusion, and Tribal Leadership by Dave Logan, John King, and Halee Fischer-Wright, an insightful work on how shared culture and language elevate group dynamics from defensive competition to collaborative fusion. Learning Topics: Oxytocin and Social Bonding; The Belonging Bond; Freedom Songs (1960s); Restorative Justice Circles; Synchronization Rituals; Shared Meals. Join the Community / Get the Books:www.AvisKalfsbeek.com· Podcast Music: Javier Peke Rodriguez “I am late, madame Curie” https://open.spotify.com/artist/3QuyqfXEKzrpUl6b12I3KW

In this episode of All My Relations, guest host Dallas Goldtooth sits down with Theresa Sheldon, citizen and elected Secretary of the Tulalip Tribes, for an unfiltered conversation about sovereignty, leadership, and the responsibilities Native nations carry today.Drawing on more than two decades of experience in tribal policy and governance, Theresa challenges conventional ideas about power and leadership. Together, they discuss tribal responses to immigration enforcement, the limits of colonial government structures, the ongoing fight for jurisdiction and sovereignty, and why elected officials are not always the same as community leaders.The conversation also explores intergenerational trauma, healing, and what it means to move beyond survival. Theresa reflects on the importance of protecting Native children, rebuilding community wellness, and a question that resonates throughout the episode:If we're all willing to die for our nations, who is living for them?This episode is a powerful reflection on Indigenous leadership, accountability, healing, and the work of building strong nations for future generations.Produced by Matika WilburHosted by Dallas GoldtoothAV Production by Pancho Francisco SánchezArtwork by Kitana ConnellySocial Media Strategy by Mandy YeahpauText us your thoughts!Support the showFollow us on Instagram @amrpodcast, or support our work on Patreon.  Show notes are published on our website, Allmyrelationspodcast.com. Matika's book Project 562: Changing the Way We See Native America is available now!  T'igwicid and Hyshqe for being on this journey with us.

In this episode, Dr. Reza Ardalan sits down with Dr. Mark Skimming, the Glasgow-based founder of Pain-Free Dentistry Group and the name that comes up more than any other when other guests on the show are asked about mentoring, coaching, or the business side of dentistry. Dr. Skimming has built a 14-practice independent group across Scotland, fully self-funded, with no bank loans and no private equity, on the back of a systems-first philosophy he learned the hard way. Most conversations about practice growth focus on the clinical or the financial. This one focuses on the operational glue that makes a multi-site group actually work. If you've ever felt like your best clinical work doesn't always translate into a great patient experience, or if you've thought about scaling beyond one location and weren't sure where to start, this is the conversation worth your hour. In this Episode How to think about the 20/80 split between clinical quality and patient experience, and where most dentists are overinvesting Why Dr. Skimming opened a "squat" practice in 2009 instead of buying in, and what the early disaster years taught him about systems The partnership model that turns A-player associates into shareholders across an entire group, not just one practice How a 14-practice independent group runs without bank loans or private equity, and what "anti-DSO" actually means in operation What goes into a 52-point document on ideal behavior, and how it changed the way Pain-Free Dentistry Group hires and promotes Why coachability matters more than clinical skill or business sense when Dr. Skimming evaluates a future partner How EOS, 90-day goals, and knowing your own Kolbe profile compensate for a founder's weaknesses The reading list that shaped a multi-site group: Traction, Radical Candor, Tribal Leadership, and Dan Sullivan's strategic-coach work What to look for when auditing your own patient journey for the friction points you've stopped noticing Why Spot On Business Mastery exists, and what kind of dentist actually benefits from coaching at this stage Dr. Mark Skimming is the founder of Pain-Free Dentistry Group, a 14-practice group based in Scotland with its flagship at Dentistry On The Square in Glasgow. He graduated from the University of Glasgow in 2005, spent his early career in NHS dentistry, and opened his first private practice in 2009 before stepping out of clinical work to focus on group leadership. Dr. Skimming was named Best Young Dentist (Scotland) at the 2012 Dentistry Awards, authored Painlessly Sell Your Dental Practice, and co-runs Spot On Business Mastery, a coaching program for dentists, alongside Andy McDougall. Find the group on Instagram at @painfreedentistrygroup and on X at @PFDgroup.

If you've been pushing hard but feeling empty, this episode will challenge everything you believe about high performance. DJ Vanas — Air Force veteran, member of the Ottawa Nation, and author of The Warrior Within (Penguin Random House) — brings centuries of tribal wisdom into a single, urgent message: you cannot be of service to anyone when you are falling apart. DJ has spoken at Fuqua School of Business at Duke University and Yakima Tribal Jail in the same week. His work spans 574 federally recognized tribes, healthcare systems, military organizations, and Fortune-level business teams. He doesn't teach cutting-edge frameworks — he teaches ancient ones that have been proven under the worst conditions in human history. Connect with DJ Vanas ⁠nativediscovery.com⁠ ⁠Buy the Book: The Warrior Within⁠ Contact ANI ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Request A Customized Workshop For Your Company⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Kwame Christian on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠negotiateanything.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!⁠

Presented by SmartStop Self Storage, this week's episode of SheEO Lead-In, we listen to our host, Rebecca Jones, engaging in a thought-provoking discussion with Laurie Gonzalez, Tribal Councilwoman, Rincon Band. Laurie discusses her role in tribal governance, which includes administrative, executive, and judicial responsibilities. She highlights the tribe's sovereignty, population of 1,800, and 250 tribal members. The tribe operates the Rincon Casino with 1,700 employees and other businesses. Laurie shares her journey from LA to the reservation, her experiences in tribal politics, and the challenges women face in leadership. She emphasizes the importance of collaboration, safety, and addressing issues like missing and murdered indigenous people and human trafficking. Laurie also praises the impact of community initiatives and the need for continuous improvement.We want to thank our incredible sponsor, SmartStop Self Storage, a leader in self storage real estate, and a company that upholds its core principles of leading together, embracing change and enhancing everyone's journey. To learn more about SmartStop, please visit SmartStop Self Storage. Thank you for being a part of the SheEO Lead-In community!  Please be sure to share our episodes and subscribe to this storage vault of wisdom and knowledge, built by women and for women.

CBQ: How do you change someone's attitude?   Changing someone's attitude is not about force. It is about awareness, sequence, and humility. In this episode, Juan and Courtney explore why you can not skip emotional stages, why progress is often smaller than you want, and why the first attitude you must check is your own. Drawing from Tribal Leadership and Tattoos on the Heart, they unpack the five workplace "t-shirts" people wear—and why trying to yank someone from "my life sucks" to "everything is great" rarely works. HIGHLIGHTS "You can not force someone to wear your t-shirt." – Juan "Progress is progress, even if it annoys you." – Juan "Sometimes blunt honesty is what actually gets through." – Courtney "If I am at 'I'm great, you suck,' I am part of the problem." – Juan "Gratitude shifts the shirt you are wearing." – Juan   CareerBlindspot.com  LinkedIn | Instagram | Youtube Juan | Courtney  → Your listening perspective matters - 5 min survey.  

Coba perhatikan kantor Anda. Mengapa ada tim yang selalu sinis dan pasif, sementara tim lain begitu bersemangat? Mengapa ada individu 'bintang' yang hebat sendirian, namun tidak pernah bisa bekerja sama? Anda mungkin sudah mencoba segalanya—pelatihan, bonus, reorganisasi—namun "budaya" itu seolah tak bergeser. Jawabannya terletak pada sesuatu yang lebih purba dari struktur organisasi: tribal. Episode ini akan mengupas tuntas konsep "Kepemimpinan Tribal". Kita akan membongkar lima tahap budaya yang diam-diam menentukan nasib perusahaan Anda, dari "Hidup saya menyebalkan" (Tahap Dua) hingga jebakan "Saya hebat" (Tahap Tiga) yang menjerat kebanyakan profesional. Lupakan sejenak nasihat manajemen yang klise. Kepemimpinan sejati bukanlah soal menjadi individu paling karismatik di ruangan. Ia adalah soal menjadi "navigator tribal"—seseorang yang sabar merajut hubungan dan menggeser bahasa dari "Aku" menjadi "Kita". Jika Anda siap untuk berhenti mengelola individu dan mulai membangun tribal yang legendaris, episode ini adalah titik awal Anda.

Chewy's $30 Marketing Tactic: Building Lifelong Customer Loyalty.Watch on YouTubeChewy is internet-famous for their compassionate approach during the death of a pet. They offer full refunds on pet food and send flowers and a condolence card when a pet passes away (est. $30 investment once per customer). Tangible, heartfelt actions that are timely and on-brand can make a significant impact on retention and brand perception. Brand is your business's greatest asset. Almost any business can implement similar tactics to build goodwill, brand, and LTV.Think about the network effect of the free bag of dog or cat food. Similar CPG example: Two free full-size Quest bars.Chapters:(0:00) Chewy Creates Lifelong Customers with a $30 Investment(0:21) Chewy's Business Growth and Market Position $CHWY(2:08) The Emotional Impact of Losing a Pet (Grief Like a Family Member)(2:59) Chewy's Heartfelt Response to Pet Loss(3:28) Quest Protein Bars Network Effect: Give Two Free Full-Size Bars(3:53) The Power of Thoughtful Marketing(5:11) Stage 5 Tribe like Zappos ("Tribal Leadership")Links mentioned:Dr. Katie Lawlor survey on grieving pet loss: Couples' Perception of Stressfulness of Death of the Family Pet"Stage 5 Tribe" (Zappos) from book "Tribal Leadership" by Dave LoganMy podcast tools:Record on Riverside: emilybinder.com/riversideRecord / edit with AI (Descript): emilybinder.com/descriptShop my gear: beetlemoment.com/gearHire me:Speaking: emilybinder.com/speakingAdvisory Calls: emilybinder.com/callBring me into your next Zoom: thinkersone.com/emilybinderConnect:This podcast | My website | Beetle Moment Marketing | LinkedIn | X | Instagram | TikTok | YouTube | Email updates Hosted on Acast. See acast.com/privacy for more information.

In this episode, Wesley Benally interviews James Siva, Vice Chairman of the Morongo Band of Mission Indians, discussing the dual perspectives of tribal leadership and gaming advocacy. They explore the future of gaming in California, the importance of balancing community values with economic decisions, and the need for economic diversification among tribal nations. Siva emphasizes the significance of engaging younger generations in the gaming industry and the power of inter-tribal collaboration. He also shares valuable advice for future tribal leaders, encouraging them to ask questions and embrace their unique perspectives.Chapters·        00:00 - Introduction to Tribal Leadership and Gaming Advocacy·        03:09 - The Future of Gaming in California·        05:54 - Balancing Community Values and Economic Decisions·        09:09 - Economic Diversification for Tribal Nations·        11:55 - Engaging the Younger Generations in Gaming·        14:55 - Inter-Tribal Collaboration and National Impact·        20:58 - Advice for Future Tribal LeadersREDW Advisors and CPAs is proud to bring you the Insight in Indian Country Podcast, covering important advisory, accounting, and finance topics that impact Tribal Nations and business affairs. Thanks for listening!

Are in the book of Numbers. We have completed the first chapter, so obviously you are now ready for chapter two, and this chapter is going to be somewhat unique. Now, mostly we study God's Word, going through the Scripture, verse by verse, concentrating on each word and the grammatical construction. But this chapter is somewhat unique. To donate please visit us at: https://loveisrael.org/donate/ Checks may be sent to: LoveIsrael.org 6355 N Courtenay Parkway Merritt Island, FL 32953 Feel free to download our MyBibleStudy App on telephone https://get.theapp.co/yjjq we don't know how long we can post the teachings on YT https://www.instagram.com/mybiblestudyofficial/

Are in the book of Numbers. We have completed the first chapter, so obviously you are now ready for chapter two, and this chapter is going to be somewhat unique. Now, mostly we study God's Word, going through the Scripture, verse by verse, concentrating on each word and the grammatical construction. But this chapter is somewhat unique. To donate please visit us at: https://loveisrael.org/donate/ Checks may be sent to: LoveIsrael.org 6355 N Courtenay Parkway Merritt Island, FL 32953 Feel free to download our MyBibleStudy App on telephone https://get.theapp.co/yjjq we don't know how long we can post the teachings on YT https://www.instagram.com/mybiblestudyofficial/

Around 70% of most change initiatives are unsuccessful in organizations around the world. How can we create organizations that have the agility to successfully create real change? Join us as Marco Blankenburgh, International Director of KnowledgeWorkx, shares his insights into how agility has shifted from sports and military roots to a key component in business leadership and development. Together, Marco and Shelley explore the significance of collaborative cultures inspired by sports teams and military units, and the journey of agility's integration into business, especially in project management and software development, while tackling the real challenges of change management in the corporate world.The conversation takes a cultural spin, navigating the complexities of implementing agile methods across diverse global landscapes. Cultural interpretations of agility can vary dramatically—sometimes even clashing with established hierarchical structures and traditional leadership roles. Dive into discussions on what truly defines a healthy organization beyond Western-centric norms, and the impact of different organizational structures on productivity and effectiveness. The episode untangles the assumptions tied to organizational health and their influence on agility implementation across various cultural contexts.In a world where organizations are increasingly global, Intercultural Agility becomes indispensable. Learn from real-world examples how businesses have adapted their processes to respect cultural nuances, ensuring global success. Marco and Shelley discuss the "two spotlights approach" for fostering agile cultures, emphasizing the need for collaboration and creating pockets of success as catalysts for broader cultural change. With insights from John King's book "Tribal Leadership," discover how transitioning from competitive to collaborative modes propels organizations to the "we" level where true agility thrives. Join us to unlock strategies for building agile, culturally aware organizations ready to conquer the global stage.| In this episode, you will learn:   -- About the linguistic and cultural issues that need to be taken into account when developing an agile environment.   -- The role of hierarchy within agile systems: directed vs directive destiny.   -- How to gauge when your organization has 'global DNA' and is ready to take on other geographies.| Learn More about:   -- Global Leadership - How to Become a Culturally Agile Leader   -- How Global is Your Company's DNA? -- Looking for a book to take your cultural agility to the next step, check out the Ultimate Intercultural Question Book brought to you by KnowledgeWorkx.com

Chapter 1:Summary of Tribal Leadership"Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization" by Dave Logan, along with co-authors John King and Halee Fischer-Wright, explores the dynamics of social tribes within organizations and how these groups can be harnessed for greater effectiveness and innovation. The book outlines a framework for understanding the five stages of tribal culture, each with distinct characteristics, challenges, and opportunities. Summary of Key Concepts:1. Tribal Culture: The authors define a tribe as a group of 20 to 150 people who share a common bond. These tribes exist within larger organizations and have their unique cultures, norms, and behaviors.2. Five Stages of Tribal Culture:- Stage 1: "Life sucks" – Members feel victimized and oppressed, leading to a culture of cynicism and disengagement.- Stage 2: "My life sucks" – Individuals see themselves as victims but recognize others may have a slightly better situation, fostering low trust and minimal collaboration.- Stage 3: "I'm great (and you're not)" – A competitive culture emerges, where individuals focus on their own successes and often criticize others, with a focus on personal achievement.- Stage 4: "We're great" – A collaborative culture begins to form, emphasizing teamwork, shared goals, and community achievement, often seen in effective teams or departments.- Stage 5: "Life is great" – The highest stage, characterized by a sense of interconnectedness and a focus on the broader impact, innovation, and global thinking.3. Tribal Leadership: The book emphasizes the role of leaders in understanding and navigating through these stages. Effective tribal leaders are those who can identify the current stage of their tribe and facilitate movement to higher stages, fostering collaboration and shared purpose.4. Language and Communication: The authors argue that the language used within each stage influences the culture. Leaders are encouraged to shift the conversation from individual to collective narratives, thus promoting healthier inter-tribal communication.5. Application to Organizations: Logan and his co-authors provide practical insights for leaders looking to enhance organizational culture, employee engagement, and overall productivity by recognizing and leveraging tribal structures.6. Real-World Examples: The book includes various case studies and real-world examples to illustrate how different organizations have successfully transformed their cultures and improved performance by applying the principles of tribal leadership.Overall, "Tribal Leadership" serves as a guide for leaders seeking to create thriving, collaborative, and innovative organizational cultures by understanding and leveraging the power of tribes.Chapter 2:The Theme of Tribal Leadership"Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization" by Dave Logan, John King, and Haley LeFever explores how organizations can cultivate and harness the power of "tribes," or natural groups of people, to enhance productivity and culture. Here are the key plot points, character development insights, and thematic ideas from the book: Key Plot Points1. Tribal Stages: The book categorizes tribes into five distinct stages, each representing different attitudes and behaviors within organizations. These stages range from "Stage 1" (life sucks) to "Stage 5" (life is great), illustrating a continuum of cultural and motivational dynamics within groups.2. Stage Identification: The authors provide tools and frameworks for identifying the stage of a tribe within an organization. They emphasize the importance of understanding where a tribe stands to effectively lead and transform it.3. Leadership Strategies: Various leadership strategies are discussed for moving tribes...

In this episode of The Lazy CEO Podcast, host Jim Schleckser, founder of The CEO Project, announces the upcoming name change of the podcast from The Lazy CEO Podcast to The CEO Project Podcast. The current episode is number 99, and the switch will happen after the 100th episode, although all past episodes will remain accessible. The guest on this episode is Don Schmincke, a researcher with a background in MIT and Johns Hopkins. He shares insights from his research on the high failure rates of management theories, revealing that they often ignore primal human decision-making factors. Schmincke's work spans across biological, physical, and business systems, blending disciplines to uncover ways to help companies grow faster than traditional methods. His research, which includes looking at human behavior and ancient training programs, has led to breakthroughs in management by focusing on altering human beliefs rather than just providing tactical tools.

(0:00) Intro.(1:03) About the podcast sponsor: The American College of Governance Counsel.(1:50) Start of interview. (2:24) Cedric's origin story.(4:30) U.S. talent management insights (cultural differences with other countries): current merit.(6:00) On his management career with HP, Visa, and Syncada from Visa (a joint venture between Visa and U.S. Bank).(8:13) His transition to Taulia, a venture-backed company, in 2013.(11:04) On managing board dynamics as CEO and Chair of Taulia as a venture-backed company. *Reference to VC-Backed Board Academy (VCBA) on Oct 29, 2024 at Nasdaq in NYC.(15:20) The role of the Chair, and challenges of managing a large board, even when the business is thriving.  "[It is] important to have a couple of directors that can anchor the entire group in addition to the chairman or the CEO."(17:32) The exit strategy behind the acquisition of Taulia by SAP in 2022 and the business of Taulia and Supply Chain Management. "[I]t's all about free cash flows and moving liquidity across the economy." "Cultural fit is one of the number one success indicators of an M&A transaction." "I think someone will write a book at some point about this M&A transaction because it has been successful on all fronts." "Taulia is managed independently and autonomously, which is not maybe a standard setup."(23:28) On transitioning from a VC-backed board to a board of a fully-owned subsidiary of SAP. Going from private to public: "[T]he first advantage is that we don't have to do capital raise anymore if we wanted to invest in some areas. If we need some capital, we have access to a line of credit that SAP can provide." "If I was spending 20% of my time on investors, capital raise, and so forth in the the past. Now I spend 20% with SAP executives, regional presidents, to make sure that we can sell Taulia to as many clients as possible."(28:56) Decision-making on exit strategies for Taulia (and in general): i.e. IPOs, SPACs, M&A, and PE.(33:50) The impact of AI in business.(37:14) On managing geopolitical risks. "Two angles: 1) customers, and 2) compliance, law, and governance."(40:53) On the current economic landscape. "The number of M&A transactions is actually picking up, especially with companies that have a good bottom line." "I think that the best companies have built agility in their financial architecture to really adjust their business profile based on what the market can cope with."(44:48) On director education for board members, particularly venture-backed companies. "I would encourage VCs to recommend [not mandate] their [portfolio] CEOs to go through a training about governance, how to manage a board, how to make the board evolve, how to recruit board members, how to interview board members."(45:39) Books that have greatly influenced his life: Tribal Leadership, by Dave Logan, John King, Halee Fischer-Wright (2008)Good to Great, by Jim Collins (2001)Sports magazines and newspapers(46:13) His mentors. (47:37) Quotes that he thinks of often or lives her life by.(50:15) An unusual habit or absurd thing that he loves: cold plunges.(53:13) The person he most admires.Cedric Bru is CEO of Taulia, a fintech provider of working capital management solutions. In March of 2022, Taulia became part of SAP. Before Taulia, Cedric served as Global Head of Sales, Marketing, and Business Development at Syncada from Visa. Cedric has over two decades of experience in financial services and software industries, including positions at Visa and Hewlett-Packard. You can follow Evan on social media at:Twitter: @evanepsteinLinkedIn: https://www.linkedin.com/in/epsteinevan/ Substack: https://evanepstein.substack.com/__You can join as a Patron of the Boardroom Governance Podcast at:Patreon: patreon.com/BoardroomGovernancePod__Music/Soundtrack (found via Free Music Archive): Seeing The Future by Dexter Britain is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License

This month, the CMS Book Club discusses "Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization." CMS works closely with healthcare organizations to help improve culture via conversations, which aligns with the thesis of this book, which is that how we talk to one another is a primary driver of culture in an organization. Can every organization achieve a top-level culture? How do you navigate moving between different work settings (floors, professions, hospitals) with drastically different work cultures? How do you protect yourself from toxic culture while still trying to make things better? How can teams, sports, and labor dynamics inform what we do to make work better for our people? www.harvardmedsim.org

On this episode of This vs. That, we have an engaging conversation with Trevin Wax. Trevin joins us to discuss the nuances between tribal leadership and multi-directional leadership. We explore the differences between leaders who align strictly with a particular group versus those who address challenges from multiple perspectives. Trevin shares insights on why multi-directional leadership is essential for the health of families, churches, and institutions. We also dive into Trevin's background, his ministry work, and the inspiration behind his book, "The Multi-Directional Leader." Join us for a vital conversation about the complexities of leadership in our cultural moment. _____ This vs. That is a podcast of Anchored Hope. Anchored Hope provides practical help to those hurting by anchoring their hope in Jesus and helping others gain a better understanding of his promises. We offer reputable, biblical counsel to those suffering or experiencing difficult seasons. Our counselors are highly trained and bring a vast experience in addressing the various issues of life. To meet with a counselor, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠anchoredhope.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and schedule an appointment today.

Quick recap Michael and Kendall discussed the complexities of the current work environment, emphasizing the importance of creating unique team building experiences, fostering open communication, and prioritizing personal well-being for a high-performing team. They also shared their experiences and observations about team dynamics in both hybrid and remote work settings, and the role of psychological safety in a healthy workplace. The conversation concluded with an agreement to continue the discussion on improving organizations and the potential benefits for society as a whole.   Summary Discussing Work Environment Complexities and Solutions Michael and Kendall discussed the complexities of the current work environment, including hybrid and remote work arrangements, communication challenges, and the overall vibe of an organization. Michael emphasized the importance of taking time to reflect amidst the fast pace of work, and encouraged Kendall to make their conversation organic and share relevant links. Kendall introduced herself as the CEO and lead facilitator of a company called Executive Offsites. Despite potential time constraints, both were committed to a fruitful discussion. Enhancing Team Building Experiences for Communication Kendall and Michael discussed the importance of creating unique, world-class team building experiences for corporate teams to improve communication and team dynamics. They agreed that such experiences, which often involve activities outside of the office, can make a significant difference. They highlighted the importance of facilitating deeper connections and understanding among team members, particularly in remote work settings, to foster a sense of belonging. Michael noted that he has observed a decline in such connections and conversations in many workplaces, emphasizing the importance of reviving these practices. Addressing Difficult Situations and Communication Michael shared his experience of returning to work after his mother's passing, noting the team's resilience and business-as-usual approach. Kendall found this situation interesting and suggested that offsite training sessions could teach employees how to better communicate their needs and offer empathetic support to their colleagues. Kendall emphasized the importance of addressing difficult situations head-on and fostering a culture of open communication to prevent awkwardness and disconnection. Michael's Comparison of Past and Present Teams Michael shared his experiences working with another organization prior to the pandemic and how the team dynamics differed from his current one. He noted that the former team, which had been working together for a long time, operated more like a family, with a unique dynamic that included backhanded compliments and sarcasm. Kendall was curious about what made the former team function so effectively, and Michael attributed it to their long-term familiarity with each other. Nurturing Team Dynamics for High Performance Michael emphasized the need for nurturing team dynamics, comparing it to the care required for a garden. Kendall suggested strategies from the book "Tribal Leadership" to develop high-performance teams, including creating trust and understanding team value. She also highlighted the importance of facilitated offsite meetings to enhance team bonding and ensure psychological safety. Both agreed on the need for continuous attention and care to foster a healthy team environment. Emphasizing Psychological Safety in Workplace Michael emphasized the importance of psychological safety in the workplace, noting that when employees feel valued, appreciated, and seen, they are more likely to work harder and contribute positively to the team. Kendall furthered this argument, stating that creating a context for people to feel valued, seen, and heard is crucial for a high-performing team. She highlighted the need for building this into company culture, whether through regular off-sites or periodic virtual connections, reinforcing the idea that human connection is essential for a thriving workplace. Prioritizing Personal Well-Being in Work Kendall and Michael discussed the importance of prioritizing personal well-being and connections amidst work demands. Michael recalled a past team meeting where they shifted the focus from project updates to checking in with each other about their personal coping mechanisms and needs during the Covid-19 pandemic. Kendall agreed, highlighting the value of debriefing sessions post-project, which allow for reflection and learning, and emphasizing the human aspect of work. Both agreed on the need to prioritize self-care and support each other, both professionally and personally. Enhancing Communication in High Performing Teams Kendall emphasized the importance of effective communication and interpersonal skills in high performing teams. She pointed out that maintaining eye contact and engaging with all members, not just the leader, is a key trait of such teams. She also stressed the value of pausing to provide feedback, both positive and negative, before delving into discussions. Michael briefly wrapped up the conversation, indicating a future discussion about the topic. Kendall provided details about how to learn more about her work, including direct contact via email and visiting executiveoffices.com or corporateoffsites.com.    

We delve into the heartbreaking and often overlooked issue of missing and murdered Indigenous people with our guest, Darlene Gomez. She shares her personal journey, starting with the disappearance of her family friend, Melissa Ann Montoya, and the systemic failures that have plagued the investigation. We discuss the broader implications of these cases, the challenges faced by Indigenous communities, and the urgent need for systemic change. This episode is a powerful call to action and a deep dive into the realities faced by many Indigenous families.Visit our website and follow along with us on Instagram, join our Silver Linings Fireside Chat Facebook group and join us on Patreon.

The Tribal Leadership Council is a board-governed not-for-profit business that proudly supports tribal leaders and executives with continuing education and provides tools to better their organizations. Intent on building capacity in Indian County, the council's primary focus is empowering leadership and promoting economic growth and prosperity for tribal communities. This episode, REDW National Tribal Practice Leader Wes Benally sits down with the organization's Chairman and Co-Founder Justin Barrett (Eastern Shawnee Tribe of Oklahoma) to talk about the council's vision, accelerating growth, and upcoming conference. Tribal leaders won't want to miss the conference taking place July 15-18! WONDR NATION and the Mashantucket Pequot Tribal Nation have created a grant funding opportunity for five Tribal Leaders to the conference. Listen in for details. Chapters00:00 - Introductions04:22 - The Importance of Tools and Knowledge for Tribal Leaders07:42 - Creating a Collaborative Network for Tribal Leaders10:04 - Tribal Leadership Conference Dates and Registration13:54 - Opportunities for Younger Leaders to Get Involved15:36 - Collaborating with Companies like Amazon and AT&T   TakeawaysThe Tribal Leadership Council Conference aims to accelerate the growth of tribal leaders and provide them with the tools and knowledge to make the most of their time in office.The conference will cover topics such as energy sovereignty, economic development, and finance, with a focus on sharing ideas and best practices among tribal leaders.Networking and collaboration are essential for tribal leaders to learn from each other and build capacity in Indian country.The conference dates are July 15th-18th, 2024, at the Morongo Casino Resort in Palm Springs. There are still seats available, and sponsorship opportunities are also available.ReferencesRegister for the Tribal Leadership Conference 2024 | July 15 - 18, Morongo Casino, Resort & SpaLearn more about the Tribal Leadership CouncilLearn more about Tribal Leadership Council Chairman and Co-Founder, Justin BarrettLearn more about the Oklahoma Native Impact ReportGet connected to expert insights for Tribal Nations. Subscribe to the Insight in Indian Country Newsletter. REDW Advisors and CPAs is proud to bring you the Insight in Indian Country Podcast, covering important advisory, accounting, and finance topics that impact Tribal Nations and business affairs. Thanks for listening!

Hey friends! Recently, we had the pleasure of chatting with Lloyd Fobi, a senior technology leader and former soccer coach. Lloyd brings a wealth of insight on building empathy and trust within teams. We kick things off talking about Lloyd's leadership approach - caring for people while still holding them to high standards. He shares a story from his first week leading a new team, using engaging questions to break down assumptions and get to know them as human beings. The heart of our conversation explores how to practically build empathy on a daily basis. Lloyd stresses understanding each person's strengths so you can elevate them, not trying to change people to fit some predefined box. We also discuss the importance of selflessness and serving your team, whether through difficult conversations or even just taking support calls to understand people's day-to-day reality. Other gems Lloyd shares: looking for teammates based on how they treat each other rather than pure skill, the power of hope and trust emerging through shared hardship, and how to keep showing appreciation after the honeymoon phase ends. If you lead people, or simply want to lead with more empathy, don't miss this chat!“Practicing empathy does more for the person giving than the person receiving, which is a strikingly interesting feeling to go through.” - Lloyd FobiKey Takeaways:(00:00:57) - Introduction and Background to Llyod Fobi(00:01:49) - Building Amazing Teams through Empathy and Care(00:04:51) - Building Trust in a New Environment (00:09:48) - Lloyd's Transformation of His Coaching Philosophy (00:14:29) - Bringing the Intensity of the Sports World to the Business World(00:16:46) - Selflessness and Team Success (00:18:22) - Motivation and Continuous Improvement (00:22:13) - Managing Weaknesses and Leveraging Strengths (00:27:27) - The Power of Empathy and Giving (00:29:11) - Giving Tacos (00:35:13) - Conclusion and GratitudeMentions:Read the book Tribal Leadership to learn about the five stages of team development and how to build an amazing team.Check out the book Legacy by Steve Kerr to understand the principles of building a successful team, as exemplified by the All Blacks.Consider reading the book The Go-Giver for insights on the principles that make a great leader and team member.Connect with Lloyd:LinkedIn: https://www.linkedin.com/in/lloyd-fobi/Build Stronger, Connected, More Engaged Teams:Start now at https://heytaco.com/Use Coupon Code: AMAZINGTEAMS for 15% off for the first 3 months.About the Amazing Teams PodcastWe started this podcast because we love teams, especially amazing ones. Michael Jordan said it best, "Talent wins games, but teamwork and intelligence win championships." This is what we're all about!Our mission is to help others build amazing teams by having authentic conversations with remarkable people who are building amazing teams. We will explore the tactics, strategies, and frameworks that have helped them succeed.The Amazing Teams Podcast is produced by HeyTaco. Please share your feedback with us here: https://amazingteams.com/feedback.

"Leveraging Natural Groups to Build a Thriving Organization"

In this week's episode, I had the pleasure of sitting down with Deidra Viney, the proud owner, and franchisee of Express Employment Professionals in Jersey City and Edison, New Jersey. This was a follow-up episode to our previous conversation in episode number 31, where we delved into her story. In this episode, we discussed what Deirdre has been up to, how she was able to expand her business after the pandemic, and how she navigated her business through the pandemic. We also talked about her experience as a mother and entrepreneur. Additionally, we discussed a few books that we found helpful, such as Atomic Habits by James Clear, The 17 Indisputable Laws of Teamwork by John C. Maxwell, The Five Dysfunctions of a Team by Patrick Lencioni, and Tribal Leadership by David Logan. --- Support this podcast: https://podcasters.spotify.com/pod/show/hforhustle/support

In this episode, I talk a little about the book, Tribal Leadership and how it applies to or reflects BNI.  The book is being recommended on the new Member Success program 2.0.  I would love to hear what you think about the parallels. 

How would you describe your company's culture? How would your employees and customers describe it? Does your company culture facilitate incredible growth, or has it become more of a liability than an asset? Dave Logan, author of Tribal Leadership and cofounder of CultureSync, dives into the topic of tribes, and the five stages of culture those tribes are sorted into. When you learn how to elevate the culture of each tribe by at least one level each, Dave explains, you can improve production by 300%-500%! MagneticMarketing.com NoBSLetter.com

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Dr. Robert Morrison is the founder and owner of Morrison Dental Group which is a regional mid market DSO. They are solely owned with no partners and no private equity. They start in 2011 and currently have 10 locations.Dr. Morrison explains how playing the infinite game, meaning he plans on keeping the business in his family indefinitely, has lead to decision making processes that always focus on the long term results. Book recommendations: Tribal Leadership, Leaders Eat Last, Podcast recommendations: Dental Entrepreneur, Dental Economics, Get in touch: morrisondentalgroup.com rmorrison@morrisondentalgroup.com If you need help finding the perfect location or your ready to invest in commercial real estate, email us at podcast@leadersre.com. Sign up for a FREE vulnerability analysis and lease renewal services View our library on apple podcasts or REUniversity.org. Connect on Facebook. Commercial Real Estate Secrets is ranked in the top 50 podcasts on real estate

On this episode, hosts Peter Ravella and Tyler Buckingham speak with Brad Warren a new program of Global Ocean Health, Building Tribal Leadership in Carbon Removal. To start, the new program has launched an Intertribal Working Group with participants representing a diverse set of Tribal Nations. The working group will assess the research, policy, and emergence of carbon dioxide and other greenhouse gas removal strategies, in order to advance promising solutions to address climate change.

Citizenship is one of the keystones of sovereignty for every tribe. And it's absolute: you're either a tribal citizen through lineal descendancy, blood quantum, or another agreed-up measurement, or you're not. But Native identity sometimes extends beyond citizenship and there's little agreement about those boundaries. Today on Native America Calling, at a time of increasing scrutiny of those who claim—and build careers on—Native identity, Shawn Spruce gets the perspectives from tribal leaders on what makes identity and why it's so important to get it right with Cathy Chavers, chairwoman of the Bois Forte Band of Chippewa Indians and the president of the Minnesota Chippewa Tribe; Dr. Aaron Payment, former chairman of the Sault Ste. Marie Tribe of Chippewa Indians; Nathan McCowan (Tlingit and Haida), president and CEO of St. George Tanaq Corporation; Patt Iron Cloud AKA “GrandmaPatt”, councilwoman for the Fort Peck Tribes; and Harold “Buster” Hatcher, chief of the Waccamaw Indian People.

Tribal leaders make major decisions about finances, public safety, and societal well being. They need vision, dedication, and a thick skin. Wednesday on Native America Calling, in the latest conversation of our tribal leadership series, Shawn Spruce talks with tribal president Kevin Killer (Oglala Sioux), Chairman Jordan Dresser (Northern Arapaho), and Tribal Chief Mike Williams Sr. (Yupiit Nation) about what drives them to be in a position of authority and how they prepare for inevitable criticisms.

Этот выпуск в YouTube: https://youtu.be/o0y4iPGYe6s Дима и Вячеслав проводят ретроспективу первого сезона Biweekly и делятся планами на свое подкастерское будущее. * Первый эпизод Biweekly вышел 24 февраля 2016 года (https://sonar.one/biweekly/1) * Другиe Димины подкасты * Доброе утро, Индия! (https://sonar.one/good-morning-india) * Not Invented Here (https://sonar.one/podcasts/not-invented-here) * Подкаст Biweekly начался с идеи "Английский – в широкие айтишные массы!" * Славу привел к подкастам Дима, а Дима как-то сам до этого дошел * Почему только у недавних эпизодов понятные названия? * Слава с особой теплотой вспоминает эпизоды посвященные темам * 126: Good Year (https://sonar.one/biweekly/126) * 127: Год равномерного распределения эфира (https://sonar.one/biweekly/127) * 143: Retro themes (https://sonar.one/biweekly/143b) * 152: Отчетно-выборное заседание (https://sonar.one/biweekly/152) * 171: Темы на 2020 (https://sonar.one/biweekly/171) * 206: Темы 2021 (https://sonar.one/biweekly/206) * 232: Прогресс по темам 2021 (https://sonar.one/biweekly/232) * 241: Снова темы (https://sonar.one/biweekly/241) * The Theme System (https://www.themesystem.com) from CGP Grey and Myke Hurley * Книжный клуб Biweekly * 39: Литературный piece (https://sonar.one/biweekly/39) * 141: Пш., скрщ. (https://sonar.one/biweekly/141) * 197: Современная практика стоицизма (https://sonar.one/biweekly/197) * 235: Humankind: A Hopeful History (https://sonar.one/biweekly/235) * 266: Tribal Leadership (https://sonar.one/biweekly/266) Выпуски с гостями * 46: Соединенные треугольники успеха (https://sonar.one/biweekly/46) c Димой Миндрой * 55: Пожизненная Холакратия (https://sonar.one/biweekly/55) с Артемом Сердюком * 64: Выявить метапрограмму (https://sonar.one/biweekly/64) c Аней Стеценко * 86: Спина верблюда (https://sonar.one/biweekly/86) c Мариной Зайцевой * 122: Саппортная труба (https://sonar.one/biweekly/122) с Надей Новицкой * 137: Кто сидел в кубикле? (https://sonar.one/biweekly/137) с Андреем Кривцуном * 145: Душевные противотанковые ежи (https://sonar.one/biweekly/145) с Володей Недогодой * 217: Ком'юніті та їх децентралізація (https://sonar.one/biweekly/217) з Анною Головченко * This Week Planner (https://www.etsy.com/shop/thisweek) * Неизвестная история заставки для видео к 217-му выпуску * Другие памятные эпизоды * 37 Это не называется дебатами (https://sonar.one/biweekly/37) про ...дебаты * 70: Маленькие саботажики (https://sonar.one/biweekly/70) про методичку ЦРУ * 79: “Out of the box” thinking (https://sonar.one/biweekly/79) – первый англоязычный * 125: Live (https://www.youtube.com/watch?v=BNHfeO1kjFY) – первый живой и единственный записанный с ведущими в одной комнате * 157: 5 столпов бизнеса (https://sonar.one/biweekly/157) – c Диминой идеей устройства бизнеса * 265: Коллекция инструментов (https://sonar.one/biweekly/265) – венец эволюции первого сезона * Какие уроки Дима и Слава вынесли из первого сезона * Будущий новый формат Спасибо всем слушателям, которые прошли этот путь с нами!

Этот выпуск в YouTube: https://youtu.be/o0y4iPGYe6sДима и Вячеслав проводят ретроспективу первого сезона Biweekly и делятся планами на свое подкастерское будущее.* Первый эпизод Biweekly вышел 24 февраля 2016 года (https://sonar.one/biweekly/1)* Другиe Димины подкасты * Доброе утро, Индия! (https://sonar.one/good-morning-india) * Not Invented Here (https://sonar.one/podcasts/not-invented-here)* Подкаст Biweekly начался с идеи "Английский – в широкие айтишные массы!"* Славу привел к подкастам Дима, а Дима как-то сам до этого дошел* Почему только у недавних эпизодов понятные названия?* Слава с особой теплотой вспоминает эпизоды посвященные темам * 126: Good Year (https://sonar.one/biweekly/126) * 127: Год равномерного распределения эфира (https://sonar.one/biweekly/127) * 143: Retro themes (https://sonar.one/biweekly/143b) * 152: Отчетно-выборное заседание (https://sonar.one/biweekly/152) * 171: Темы на 2020 (https://sonar.one/biweekly/171) * 206: Темы 2021 (https://sonar.one/biweekly/206) * 232: Прогресс по темам 2021 (https://sonar.one/biweekly/232) * 241: Снова темы (https://sonar.one/biweekly/241)* The Theme System (https://www.themesystem.com) from CGP Grey and Myke Hurley* Книжный клуб Biweekly * 39: Литературный piece (https://sonar.one/biweekly/39) * 141: Пш., скрщ. (https://sonar.one/biweekly/141) * 197: Современная практика стоицизма (https://sonar.one/biweekly/197) * 235: Humankind: A Hopeful History (https://sonar.one/biweekly/235) * 266: Tribal Leadership (https://sonar.one/biweekly/266)Выпуски с гостями * 46: Соединенные треугольники успеха (https://sonar.one/biweekly/46) c Димой Миндрой * 55: Пожизненная Холакратия (https://sonar.one/biweekly/55) с Артемом Сердюком * 64: Выявить метапрограмму (https://sonar.one/biweekly/64) c Аней Стеценко * 86: Спина верблюда (https://sonar.one/biweekly/86) c Мариной Зайцевой * 122: Саппортная труба (https://sonar.one/biweekly/122) с Надей Новицкой * 137: Кто сидел в кубикле? (https://sonar.one/biweekly/137) с Андреем Кривцуном * 145: Душевные противотанковые ежи (https://sonar.one/biweekly/145) с Володей Недогодой * 217: Ком'юніті та їх децентралізація (https://sonar.one/biweekly/217) з Анною Головченко* This Week Planner (https://www.etsy.com/shop/thisweek)* Неизвестная история заставки для видео к 217-му выпуску* Другие памятные эпизоды * 37 Это не называется дебатами (https://sonar.one/biweekly/37) про ...дебаты * 70: Маленькие саботажики (https://sonar.one/biweekly/70) про методичку ЦРУ * 79: “Out of the box” thinking (https://sonar.one/biweekly/79) – первый англоязычный * 125: Live (https://www.youtube.com/watch?v=BNHfeO1kjFY) – первый живой и единственный записанный с ведущими в одной комнате * 157: 5 столпов бизнеса (https://sonar.one/biweekly/157) – c Диминой идеей устройства бизнеса * 265: Коллекция инструментов (https://sonar.one/biweekly/265) – венец эволюции первого сезона* Какие уроки Дима и Слава вынесли из первого сезона* Будущий новый форматСпасибо всем слушателям, которые прошли этот путь с нами!

The mass adoption and proliferation of new technologies during the global pandemic has helped to spark the evolution of healthcare and opened the doors for future disruptions, however, many believe that we've only scratched the surface with regards to the people-centric digitalization of the industry. As with many cycles of innovation, creating the future often starts with considering the past. This episode takes a deeper look into some of the early-adopters of technologies that are helping to define expectations of the future. Other topics range from how healthcare can be more like Amazon to how the book, Tribal Leadership, helped to create a winning culture to why Uber-like disruptions are important in pushing the boundaries of the status-quo. This episodes guest is Dr. Jonathan Baktari, whose expertise spans over 25 years as a clinician, educator, thought leader, entrepreneur, and speaker in the specialty of pulmonary and critical care. He is the Founder and CEO of e7 Health, whose mission is to revolutionize health care by challenging the status quo of medicine, and applying business and commerce practices and technology to medical care, all in hopes to deliver the best patient experience while providing the highest quality and service at affordable prices. For more details visit TechLink Health @ https://www.techlink.health or connect with Dr. Baktari @ https://jonathanbaktarimd.com/. This episode was hosted by Justine Reiss. The episode unpacked many concepts related to a people-first approach to healthcare and also includes a reading list recommendation for the book Tribal Leadership, and how improving organizational culture can also help to improve health processes, which ultimately contributes to better health outcomes. Check out a couple useful links below:

How do we think about leadership in Customer Education? In previous episodes of the CELab Podcast, we have talked about next generation of leaders and what they need to do up to set the stage...

How do we think about leadership in Customer Education? In previous episodes of the CELab Podcast, we have talked about next generation of leaders and what they need to do up to set the stage...

David Logan talks about the five kinds of tribes that humans naturally form -- in schools, workplaces, even the driver's license bureau. By understanding our shared tribal tendencies, we can help lead each other to become better individuals.

On today's episode of the Enrollment Edge Jay, once again, talks to Dave Quick, executive coach, speaker, and corporate consultant to over 300 companies. Dave was a guest on the Edge more than a year ago (which we dropped as a repeat bonus episode earlier this week) about the topic of hiring and retaining the right team. We thought we should continue that theme and talk about ways higher ed leaders can successfully build a productive, effective, and innovative team. Dave brings the model of “Tribal Leadership” into his consulting with corporation executives. The New York Times Best Selling Book, “Tribal Leadership” is at the core of our conversation – you can find it on your favorite book selling sites. There has never been a more important moment in higher education to embrace new models of providing degree attainment that are affordable and meaningful. In other words, the most rigid and formatted industry in our society, higher education, must innovate to survive!  About Our GuestDavid Quick is committed to “helping bulls thrive in china shops” by helping leaders transition their lives to becoming more significant. He is also an executive coach, speaker and change agent that can help your admissions department run more effectively. David also helps schools with VP and Dean of Enrollment placement services.After receiving his BS in mathematics from the United States Naval Academy, David served eight years active duty as a Surface Warfare Officer, including a tour as an Instructor at the United States Naval Academy. Mike and David were shipmates as young Naval Officers on their first ship out of college.With over 20 years of sales and marketing experience, he has broad experience in both small and large organizations. David also holds a MA in Education from Loyola University Maryland and attended the London Business School Executive Leadership Program.He has volunteered as a Court Appointed Special Advocate for Abused and Neglected Children and as math/GED tutor, including work in the prison system.Dave lives in Bloomington, IN with his wife and family.

Welcome back to another episode of The Unlimited Potential Show! This episode is our last in a  three-part series on Phil Jackson's “Eleven Rings the Soul To Success”. Phil Jackson is one of the most impactful coaches and players of all time. He has coached prolific teams like the Chicago Bulls and the Los Angeles Lakers to multiple NBA championships.  With nine championship rings for coaching and two as a player under his belt, it's safe to say he's figured out the winning strategies it takes to get your team to the top. There were many things that influenced Phil's time as a coach but one of the biggest influences was the book “Tribal Leadership”. Join us as we dive deeper into the “Eleven Rings” mentality by taking a look at a foundational piece of leadership used by Phil Jackson. It all comes down to culture, More than your strategies, more than your systems and processes, more than the structure of the business. Because without a strong culture those areas will never reach their full potential.  Listen in as we talk about the influence that culture has both inside and outside of work, the five stages of tribal leadership to be aware of, and the role as your tribe's leader. Learn from some of the best out there like Pixar, Viome, and the legendary Chicago Bulls of ‘96 on how you can grow a culture that leads to inevitable success. For more resources or to get in contact with us, check out the links below!   More Of What's Inside: How 10 minutes of breathing has affected our everyday lives The five stages of tribal leadership  The role of culture within your business Why your strategy cannot win without culture What happens when the world sucks The danger of victim mentality Creating a group identity instead of a singular identity The motivation of stage 5 and its power How to cultivate endless motivation The greatest team Phil Jackson has ever coached And much more!   LINKS:  https://www.amazon.com/Eleven-Rings-Success-Phil-Jackson/dp/0143125346 https://www.amazon.com/Tribal-Leadership-Leveraging-Thriving-Organization/dp/0061251321 https://simonsinek.com/discover/great-leaders-organizations-advance-a-just-cause/ https://www.viome.com/ https://www.garyvaynerchuk.com/ https://www.triballeadership.net/ https://www.headspace.com/ https://en.wikipedia.org/wiki/Andy_Puddicombe https://www.amgen.com/ Private Facebook Community:  www.facebook.com/groups/unlimitedpotentialpodcast  Personal Websites:  morrellfirm.com  ramcheruvu.wixsite.com/doctorram    Youtube Channel:  www.youtube.com/channel/UCtSIgawdfsNk0bk4Rwotz7w  Social Media:  www.linkedin.com/in/doctorram  https://www.linkedin.com/in/christopher-morrell    Episode Minute By Minute:  0:02 - A peek into the episode 0:54 - What we cover today 2:02 - Integrating new habits into our lives 6:02 - The book that influenced Phil Jackson 7:41 -  Topics conversation starts 13:11 - How Tribal leadership upgrades companies 15:36 - The issue of the “The world sucks” mindset 20:51 - Why the victim mentality hurts you 23:30 - Doing away with ego in the workplace 29:31 - Cultivating tribal pride in your team 35:54 - How stage four protects you from burnout 37:21 - Finding a bigger cause for your tribe 42:27 - The difference between stage four and stage five 48:13 - Focusing on the reality you're trying to create 51:50 - The role of the tribal leader 58:46 - Closing thoughts

In this episode Karen interviews Halee Fischer-Wright about a book she co-authored titled "Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization."  Halee Fischer-Wright, MD is the President and CEO of the Medical Group Management Association (MGMA), a national organization that has been leading change in the business of healthcare and medical practice management since 1926. Representing more than 55,000 members across the nation, MGMA helps its members improve profitability and sustainability, develops new business solutions, and advocates on their behalf regarding regulatory and policy issues. She is also the author of Back to Balance: The Art, Science, and Business of Medicine. Be sure to connect with Halee on LinkedIn and grab your copy of her book "Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization."  Also, be sure to connect with host Karen Zeigler on LinkedIn where she talks about the future of leadership - leading by design. Learn to use the innovative leadership principles of design thinking to transform the future of how your company works. You can also check out more of her content on her website and her Youtube channel.    

MYOB: S1, E3: Mind Your Own Business Podcast, Episode 3 with Business Valuation Expert and Author Dave Bookbinder and Career Strategy Expert and Host Elizabeth Upton  Description: If you want to figure out what your business, your intellectual property, or your intangible assets are worth, Dave Bookbinder is your guy. Join us as we see how Shark Tank made the word “valuation” sexy. Hear important advice for early business owners. Understand why employees are considered intangible assets. Discover why trust and mood are just as important as high performance and come to understand your valuation needs. Our conversation is at the intersection of Finance, Accounting, and Human Resources. Welcome to the show!     Highlights:  See how Shark Tank made the word “valuation” sexy Advice for early business owners Learn about why employees are considered intangible assets  Discover why trust and mood are just as important as high performance Learn how to understand your valuation needs Show Notes: S1, E3: 00:00 - Intro  02:25  - Shark Tank made the word “valuation” sexy  Definition of valuation : To figure out what your business is worth or your intellectual property or your intangible assets (human capital) are worth 02:34 The distinction of people as intangible assets 03:05 Employee engagement 03:30 People really are an organization's most valuable asset 05:12 Why is it that human capital and employee engagement have not been considered a return on investment?  05:31 What some CEOs are really thinking. Is there a shift happening? 06:05 Working from home 11:25 Gallop publishes employee engagement surveys - every year it is roughly 30-33% - if people are engaged that is what drives business innovation, discretionary effort, and ultimately in my unique lens drives business valuation.  Analogy : Think of your business as a lifeboat - 10 people in the boat - 3 in front rowing to safety - 4 in middle looking at icebergs - 3 in back trying to sink you.  12:11 *Study on how the FBI hires people* High performance individuals - trust and mood - *this article describes that trust and mood are just as important as high performance* 13:30 Among CEOs there has been an important theme with hiring people that are aligned with your mission. 16:25 How one company gave their employees a folded booklet of their guided principles so that the team is accountable. 18:25 *Start with Why: People don't buy what you do, they buy why you do it” - Simon Sinek How great leaders inspire action book 21:36 At what point in business do you need to understand your valuation needs? 21:57 Unfortunately, business owners rely on two valuation methods:  Back of the napkin method   Back of the envelope method   Neither one is a legitimate valuation method. 25:48 Advice for early business owners: Hire where you are lacking, don't go it alone try and find others who can help you and will support you. 25:50 An overview of valuation methodologies: Market based approach Income based approach Valuation is about the future not necessarily as much about the past - projecting the future benefit stream and bringing it back to today's dollars in an appropriate rate of return and risk rate.   ---------------------------------------------------------------------------- Resources: 9.17 Tribal Leadership by Dave Logan and John King: Discusses energy of individuals and how it contributes to the energy as a whole. How one employee that is not engaged can bring down the morale of the entire team and the culture in general. 18.00 Start with why: How great leaders inspire action by Simon Sinek   ---------------------------------------------------------------------------- Quotes: “Every CEO on the planet has pounded the table and said ‘our people are this company's most valuable asset'... and what they really think is: ‘our people are this company's largest expense and how do we reduce that'.” - Dave Bookbinder “Mood is contagious.” - Dave Bookbinder “People don't buy what you do they buy why you do it.” - Simon Simek “I think people want to be a part of something bigger.”  - Dave Bookbinder   Contact Info: Guest: Dave Bookbinder (LinkedIn, Facebook, & Twitter) www.newroi.com Behind the Numbers Podcast LinkedIn Group: The NEW ROI: Return On Individuals - At the intersection of Finance, Accounting, and Human Resources     Host: Elizabeth Upton (Instagram, Facebook, & LinkedIn)  www.elizabethupton.com @myobpodcast  @elizabethuptoncoaching https://linktr.ee/MYOBsocial Email us to be a guest on the show: myobpodcast.show@gmail.com  Discuss your business strategy 1:1 with Elizabeth: https://calendly.com/elizabethupton/strategy-call   PA/Admin Support: Yasmin Senouci (IG) @yasminsenouci     Original music by Adrian Vaca (Instagram & Facebook)  www.adrianvaca.com IG: @adrianvaca   Duration : 36 minutes #myobpodcast #podcast #podcastersofinstagram #podcasts #host #businesstips #businessstrategy #strategyactionresults #thankyou #podcastshow #youtubechannel #applepodcasts #reviewproduct #share #listen #watch #elizabethupton #tips #market #organize #action #entrepreneurlife #mindsetiseverything #systems #structure #declutter #newroi #davebookbinder

Getting your employees excited about making an impact is one of the best ways of creating a good working environment and company culture. However, not many organizations take advantage of employee engagement techniques -- especially during COVID-19 -- and are suffering as a result. An engaged employee feels like they're being heard and they're making a difference, making them happier. Happy employees tend to result in improved production and lower turnover. Jason Magidson joins Jennifer to discuss the merits of employee engagement and what you can do as a business owner or supervisor to cultivate it. Jason is currently a leader at AmeriHealth Caritas and is the author of several books, including his latest work “Engaged.” Act 1: Before the pandemic Jason Magidson introduction and background (0:50) Jennifer introduces Jason, touching on a few of the books he's published, where he's worked, and several of the companies he's impacted. Jason shares some of the important projects he's worked on throughout his career. Rapid deployment and setup (4:19) Jason shares one project he worked on at GlaxoSmithKline where they were able to set up a research and development space within just five weeks. He discusses the importance of the quick turnaround and the impact it has, especially in a crisis like the coronavirus pandemic. What was Jason doing at the start of the pandemic? (6:11) In March of 2020, Jason was working with vulnerable groups, promoting health equity for minority populations at AmeriHealth Caritas. Addressing employee engagement before the pandemic (8:31) The pandemic brought to light many of the issues Jason and his team were trying to address. Jason explains how the company had begun and accelerated an initiative to engage employees to help create ideas to boost efficiency as well as cultural characteristic to improve empowerment internally. Act 2: Employee engagement during COVID-19 The importance of employee engagement (11:43) As Jason notes, employees that aren't engaged tend to be less productive. But when you create opportunities for them to make an impact, they thrive. Combatting company disengagement through difficult times (13:02) When going through a crisis, it can be difficult to find the time to improve employee engagement when it's needed the most. However, Jason believes that by making staff more enthused to give their ideas and by making them a part of the solution, companies can boost enthusiasm and energy. How the shift to remote work has changed company dynamics (14:09) The pandemic has meant more people, and whole companies in some instances, have moved to remote working. Jason details how he's seen those changes impact company dynamics. Fostering employee engagement (15:30) If you haven't been promoting employee engagement at your company previously, now is the best time to start. If you're just starting a company, plan your processes with employee engagement in mind. Jason shares some ways you and your company can do this, like capturing employee ideas and using tribal leadership to improve cross-collaboration. Leveraging tribal leadership to boost employee engagement (19:00) Using Dave Logan's “Tribal Leadership” idea, Jason discusses the five stages of engagement and collaboration, and the impact the fifth and final stage can have on an organization. Act 3: Maintaining employee engagement when you go digital Biggest surprises (21:46) Jason shares what he's been most surprised by as companies have moved to more virtual workplaces, including the technology and the ability for employees to connect in a different way. Ensuring productivity doesn't slip with virtual employees (23:45) Jason details some of the things companies need to keep in mind with their remote staff in order to ensure they keep a high level of employee engagement and productivity. Leveraging people's expertise (24:59) It can be easy to fall into a pattern of having a go-to team...

Our guest today is Kevin Cox, Chief Human Resources Officer for General Electric, a role he assumed in February 2019. He is responsible for leading GE's global HR organization, including Talent Management, Leadership Development and Learning, Compensation and Benefits, Employee Relations and Security.Kevin has been an HR leader for nearly three decades. With a distinct focus on leadership, his areas of expertise include developing top talent, succession planning for critical roles, helping organizations thrive in dynamic conditions and leading large-scale complex change.Prior to joining GE, Kevin served as the CHRO at American Express for 14 years, and before that he spent 16 years at Pepsi-Cola and the Pepsi Bottling CompanyIn this episode, Kevin talks to us what he's doing in his global organization to help lessen the stress and anxiety that a truly unprecedented 2020 heaped upon us.We hope that the time you spend with us will help to remove the stigma of anxiety and mental health in the workplace and your personal life. With experts in the world of work and life we want to give you ideas and most importantly the tools to deal with anxiety in your world Until next week, we hope you can find some peace and calm in a world that often is a sea of anxiety.###Adrian Gostick and Chester Elton have spent more than two decades helping clients around the world engage their employees on strategy, vision and values. They provide real solutions for leaders looking to manage change, drive innovation and build high performance cultures and teams. Their work is supported by research with more than a million working adults across the globe.They are authors of multiple award-winning Wall Street Journal and New York Times bestsellers All In, The Carrot Principle, Leading with Gratitude, and Anxiety at Work. Their books have been translated into 30 languages and have sold more than 1.5 million copies. They have been called “fascinating” by Fortune and “creative and refreshing” by The New York Times. Gostick & Elton have appeared on NBC's Today Show, CBS 60 Minutes, and are often quoted in Fast Company, Newsweek and the Wall Street JournalGostick & Elton are members of Marshall Goldsmith's 100 Coaches pay-it-forward project and in 2020, both were ranked in the top 10 Global Gurus in Leadership and Organizational Culture.  Learn more about their speaking, courses, and executive coaching practice at The Culture Works.###If you love this podcast, please share and give It a 5 star rating! If you feel inspired, we invite you to come on over to our CultureWorks Community,  We Thrive. We have created this space for you to feel safe to talk about anxiety and mental health at work and at home.

In this episode of TBFG, Jim Kilgore talks with Dustin Knoedler of Kemper Health about some challenges in the healthcare industry, some products Kemper Health has to address the gaps, and Tribal Leadership, a book Jim and Dustin are both reading. #TBFG #money #financialplanning #wealth #healthcare --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/jim-kilgore/support

In leading change and in building diverse teams, you will be challenged to think and operate outside the box. In this episode, we are laying out a blueprint as per Tribal Leadership and Remember the Titans. And the big question we are asking is, How do you transform a dysfunctional team that seeks the elevation of self at the expense of others and entity, to a functional team that is selfless that lives for the elevation of others and entity?

We tackle the topic of customer service again!!Because its really not about the customer its really about YOU. How you are as an employee or business owner is what you reflect in your job or your business.The saying "happy employee equals happy customers Cannot be more that right on this.Its not just about saying you have great customer service but of having great culture. We are products of our environment. So if you want to have great service in your business or job....you have to attach culture. The number 1 priority is not customer service then its company culture.