Podcasts about tribal leadership

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

การแบ่งกลุ่มคนในองค์กรเป็นตัวช่วยหนึ่งที่สำคัญในการเริ่มต้นสร้างวัฒนธรรมองค์กร ไม่ว่าจะเป็นการแบ่งกลุ่มตามแผนก ตามสายงาน ตามอายุงาน หรือแบ่งตามรูปแบบข้อมูลอื่นๆ แต่ยังมีการแบ่งกลุ่มคนในอีกลักษณะหนึ่งที่แตกต่างออกไป0 นั่นคือ "แบ่งคนออกเป็นเผ่าต่างๆ" ซึ่งอ้างอิงมาจากหนังสือที่ชื่อว่า Tribal Leadership เรื่องราวของการแบ่งคนออกเป็นเผ่า 5 เผ่า จะมีเนื้อหาอย่างไร? ไปฟังกันได้เลยใน EP446 รับฟังเรื่องราวต่อที่ ➾ A Cup of Culture ———– วัฒนธรรมองค์กร Corporate culture Organizational culture

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.    

There are four stages to Tribal Leadership. Check yesterday's podcast for link of the article. --- Send in a voice message: https://anchor.fm/daphney-phillip/message

I had a meeting with a group that I think might be my tribe. Here is the link to check out the information about Tribal Leadership: https://fs.blog/2017/02/tribal-leadership/ --- Send in a voice message: https://anchor.fm/daphney-phillip/message

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...

This is part 2 of my interview with Chris Chapo. Chris has never been a CMO but he has overseen analytics at a number of organizations including Apple Retail, JCPenny and now Amperity. In this part we explore Chris's take on analytics and what he feels CMOs need to know.This is the free edition of Marketing BS. Part 1 was available to subscribers on Wednesday.TranscriptEdward: This is part two of my interview with Chris Chapo. Today we're going to dive into his data analytics insights and how they can help CMOs. Chris, let's start with this question, is data science the future of business?Chris: I personally don't believe it is, which is kind of funny given the fact that I am a data person, and I self-proclaimed “data scientist”. I'd say taking an evidence-based approach to understanding business problems and solving business problems, to me, that's the future of business if you want to be scalable and sustainable in the future. Data science is just one of the methods you might use to achieve that vision. Edward: What's another example? What are examples of evidence that's not data science?Chris: Sometimes people look at data science as the fancy statistical model which will say let me predict the future and the outcome of what's going to happen, which could be one approach. But I'd say another simple approach to creating evidence is doing experimentation. If you've got two different potential marketing treatments that you may want to show to consumers and you're not sure which one is going to be the most effective, try it out. The confidence you'll have in that will overcome any sort of doubt you may have and a statistical model which says, well, this person should get message A with 0.76 accuracies, and this person should get message A with 0.72% accuracy. You're like, how do you interpret that? Oftentimes, experimentation is a great example of how to do that. Another one that I find really helpful is bringing consumer insights and what you would call traditional research to bear and combining that with data analytics and data science methods. An example of something where I've seen these people really successful is creating behavioral-based segmentations where you talk to your consumer base about attitudes and beliefs. But at the same time, build statistical models to predict which segment a person may be a member of. That's useful when you want to personalize two people based on their segments versus just create personas that are interesting but not necessarily actionable. Edward: Why is that not data science? Is it data science only when you look at purchase data? But as soon as you do external research data, it stops becoming data science and it starts becoming something else?Chris: I think data science by itself, honestly, is a very overloaded term. It can mean a lot of things to different people, and as such, then it means nothing per se because there's nothing that's specific. But one of the methods that I think most people traditionally think about for data science is the more purchase-based activity drives it or signals such as do I click on something, what did I do on a website? Thinking about it, more focused on propensities and predictions about activities versus understanding someone's core beliefs. One could say—and there are some examples where people I was training—try to approach and model people's emotional states and understand some of those few more “data science” methods. But it's usually not the mainstream when people talk about data science. Edward: Chris, what do you do for long feedback cycles? In short feedback cycles, you can run experiments; or you have the results, you can look at the inputs and the results, and you can run all sorts of data models. What about things that have long feedback cycles? Things around hey, I influence you now and you buy a car two years from now based on the stuff I'm doing for you now. Is there anything that data science can help in trying to understand those long feedback cycles?Chris: I'll give you a couple of thoughts. Of course, data science is not a panacea. It doesn't solve all problems. But one thought of how to approach some of those long feedback cycle problems are creating leading indicators. Actually, doing some analysis understand, yes—to your point—maybe this outcome I want to predict is something which will take a couple of years for it to play out. Customer lifetime value is a great example of that. It takes a while to actually observe it or even products where there's a long purchase cycle. But is there something where we can do an analysis first off to say, usually, people who have higher lifetime value—or in the case you just mentioned—who do go on to buy a car? These are some of the behaviors they exhibit first. While it won't necessarily be 100% predictive, but focusing on experimentation on those leading indicators and using that to help (to your point) to take your best guess using data on if I continue doing more of this thing, this will help us drive something in the future. I'll give you an example of this that wasn't a team that I lead, but it is something I learned when I was in Intuit. One of the things that they wanted to do was get people to go from trial members of QuickBooks online to full paying members. That usually takes a period of time to actually show up. It takes 30, 45, or 60 days. What the team did when they did some analysis is realize, if I can get people to do this one little action within their first seven days, that has a high correlation to someone converting to being a full paying member. They had teams who were focused on driving that little behavior, which was connecting to your bank account. Again, they would have entire teams focused on experimentation to drive that, and how can I get that rate higher? What are the things I could do? Because they knew that it would pay off in the future.Edward: Do you run into selection effect problems? You do that correlation, not causation. I imagine that 100% of people who are paying members connected it to their bank account, but that does not necessarily mean that connecting your bank account leads to payments. It could be that it's the other way around. Chris: Yeah. I think that's one of the challenges with this. This is why an example of that, the team would go back and validate that. Those people who did that action did have a higher spend than people who didn't. But to your point, the question selection buys come in. There are a couple of different methods that one could do to help address that. In this example, because we're selecting who gets this potential treatment versus those who don't because this is an online product, you can validate that in a true AB test fashion. Now, this scenario is not quite as easy. One of the things that I'd seen teams apply are things like propensity analysis where you may not necessarily be able to have a control group, but can look statistically to say this person who does an action that we hope is a positive one or experience is something different, can we find somebody who's very similar to them in terms their past purchase history and use that as a pseudo control group.But it's still not necessarily (I would say) as solid as a lot of the statisticians in the world would like. That comes to one of the pieces that back to this concept of data science is important is not getting super caught up in just the 100% accurate solution, but what is good enough to drive a better business result than we've seen in the past? And how can I make sure that this is not that we want to have random chance to spare only success measures, but how is this better than our other approaches, and can we get better over time? Those are a couple of examples. Edward: I definitely buy that. I think that a lot of the issues with academia is they're trying to get to the right answer. Whereas in a business, the right answer is not what you need. You don't need to know the exact right answer, you just need to know a better answer than what you were doing before. You spend a lot of your time in retail. Let's talk a little bit about retail loyalty. How do you measure loyalty in retail?Chris: That's a great question because most people will measure loyalty based on how much people spend or likely to spend. Honestly, I'll protect the guilty here. There's a cable company that I use, which I spend a lot of money with but I do not like the cable company. I am not loyal to them. And if I had another choice that provided the same level of service in terms of speed, bandwidth, and all those things, I would in a heartbeat choose something else. Oftentimes, how I think about loyalty—particularly in the retail sense—is when you're able to build a strong emotional connection between the consumer and the brand. That connection where people—you've heard the net promoter scores, one surrogate of an example of how to measure that. But if you're so connected, I love this brand so much. I will choose them above others. There's something specific about them that makes me want to buy from them. That to me is an example of when you've got that loyalty. The hard part is how do I measure that? How do I create a system to instrument that? But to me, if you can do that, that to me is a north star for retail analytics. Edward: The finding loyalty as a positive emotion rather than the lack of a negative, you're splitting out the loyalty that is I'm going and searching for this thing versus the loyalty that comes from lock-in. Chris: Yes. I would say it's loyalty, I'm going out to search for what I love in this thing. If I had a choice, I would choose this over others. That to me is that connection. You see it, oftentimes, anecdotally when people talk about their favorite brands, they talk about how it makes them feel. I'll give you an example, I used to love Virgin America. That was my favorite airline. I would choose them over others because of how they treated me as a flyer.For certain people, that emotion isn't important. They may choose something else. They may choose Southwest because they want to feel like a smart savvy flyer, not an emotional connection on what they feel when they experience the brand. To me, it's really around that emotional feeling that, quite honestly, can be difficult to measure, but it is really important, and you know when you've got it. Edward: Can you measure with the price premium? I imagine most people when they fly, find the airline that's going to take them to the place they need to go, at the time they need to go, and then they choose based on price. Whether it's $100 or $99, they end up going with the $99 one. You imagine the more they're willing to pay to go to that $100 one, $110 one, or $200 one. Is that the measurement of how much loyalty there is?Chris: It might actually broaden it. Instead of it being a price point, it's just general friction. One area of friction could be paying more. Another could be—in this example we're talking about the flights—I'm willing to take a connection even if the prices are the same. I'm willing to have a layover because I love this brand, and I want to be part of the experience. Even though I know that there is someone who flies there directly. There could be other pieces as well. You think about the friction side of things if you have a bad experience with a company. Going back to this flight example, say that your connection flight was canceled and you're sitting there at the airport. You may be more willing to forgive that bad experience if you have loyalty to the brand versus if you don't.I actually broaden it to the friction or the discretionary friction you may be able to deal with. The more you're able to deal with it potentially, the higher you have loyalty to the certain brand. Edward: Can you quantify that? Because I imagine things like willingness to do a stopover on a flight, there's a dollar value you can calculate. Someone is willing to accept that stopover versus going direct. Most of those friction things, things that you can put a dollar value on until you eventually get to the point where hey, there's a number that we can put on the loyalty of any given customer?Chris: That's an interesting question. I haven't thought about it in the macro sense. But I think in very specific examples, one could do this. I'll give you an example back in my Apple retail days. One of the big challenges that people face—particularly in the 2007–2011 timeframe—was the stores were busy and getting help could take a long time. We were able to quantify the impact that having to wait for help, whether it be the genius bar or whether it being for help to purchase, actually had on someone's—we used the net promoter score methodology—likelihood to recommend the store experience. For those people who had prior great experiences, the negative effect didn't impact as much as people who were either newer to the store experience or had prior negative experiences.Edward: First impressions matter. If you make a great first impression on your customer, that first impression can be sticky and get you through some bad experiences down the line. Chris: Oftentimes, the people remember how you ended the experience first, then how you began the experience, and then everything in between. There's some research done—and I feel bad I don't have it off the top of my head—by some folks who were studying the impact of lines and how people had the experiences. But the ending mattered more than the beginning in individual experience. Edward: In terms of multiple experiences, are you always better than to invest in those early customers rather than a customer that's been around loyally? It's almost like if a customer's loyalty, that's the one that you'd least need to invest in?Chris: I'd thought about this in three buckets. There are your best customers, your almost best, and then everyone else. Oftentimes, I advocate spending enough on the best customers to keep them there. That is because if you have enough bad experiences, they're going to fall down. We've all probably experienced things like that company used to be great, but they're not great anymore. Enough to keep in there, but it's that next year, the next best that I personally would say you should invest more in. Edward: Chris, is it the best though, or is it the new customers? Because it sounds like you're saying before is that first impression really, really matters. Chris: Next best could be (to your point) the first impression for folks. We know that based on the channel of acquisition, the profile of this customer that they are likely to be, they would be on the path toward best customers. Treat them at the very beginning really well. Or could be people who've been around with you for a while who are starting to increase their purchase frequency, but they haven't necessarily got to that loyalty phase. I wouldn't say that I would choose either over the other. Going back to this concept experimentation, to actually try it, you don't know which one you're going to have the most leverage with. Honestly, I would say—at least my experience from most retailers—you're going to need to balance the acquisition component and your first impression with customers and so forth with those who are buying from you but aren't necessarily up at the top. You'll need to invest in doing both of those. Edward: What are those key metrics? You mentioned NPS, but other metrics that retailers should be using to predict or to be optimizing against to make sure their customers are loyal?Chris: I think the net promoter score is definitely a simplistic measure to use and it's fairly effective. Particularly in driving closed-loop operational improvements around customer experience. That's definitely a key one. Another one that I am a big proponent of is predictive customer lifetime value. Although it can be difficult to understand and interpret. It's really helpful and a barometer to say here's what we think at least the future spend will be. One area that takes a little bit of time to suss out, but if you can actually—for an individual brand—understand those emotional benefits that someone gets in your brand and find a way to measure that. That's another great way to experience this. Edward: What's an example of that?Chris: An example would be—going back to my Virgin example because they're the longer around. Imagine one of their things—the emotional benefit is—makes me feel special and welcomed. Maybe that's the emotional benefit. I'm just supposing that.Edward: Is it market research then? It's a matter of asking your customers survey questions and figuring out which of those answers matter?Chris: Which are the answers that matter, and there's an approach where you can figure that quantitatively through stated importance versus derived importance on these emotional benefits. You can either ask them (to your point) on an ongoing basis or if there's a way to actually—going back to leading indicators—measure that in a different fashion. That can be interesting. The question would be I don't know necessarily how to genericize that because a lot of that has to do with each individual customer and brand. That's why I would think through that. Edward: But it's a matter of the generalized way to ask a bunch of questions, run correlations, and which of those questions end up being leading indicators of the left-hand value of success in the future and then optimizing towards those questions. Chris, this has been great. Can you talk a little bit before you go about what your quake book is and how that changed the way you thought about the world?Chris: The book that stands out for me is a book called Tribal Leadership. Why that's important is it goes back to the example I shared with JCPenney and a few other examples I've had. The team that you're working with—the tribe that's trying to drive change in a company or drive success—matters probably more than the actual strategy of what the company is, at least in my opinion. Because I'm a big believer that teams that are motivated and work well together can solve any problem. Again, that's kind of [...], to some degree. It's something that I‘ve actually experienced personally in my life. What I love about this book Tribal Leadership is it talks about different levels of organizations. Starting with what they call level one, which is like prison gangs and tribes that happen there where they say things like, all lives sucks. All the way up to the very top level words like nirvana and flow. It's that one group you work with where everybody is just completing out their sentences, understand how to work together effectively. It's that once in a lifetime opportunity. What I love about this book is it gives you concrete examples of—if you're in a level two or three group—how do you get to the next level. And what are some tips and tricks to help you as an organization grow? I read this book first when I was in Intuit, it helped me as a leader understand that the craft of my work—which is analytics and data—is important. But what was more important is how to create a tribe or team that is successful and can drive the future. That's my quake book. Edward: Thank you so much, Chris. This has been fantastic. I really appreciate your time today. Chris: You're welcome. Thank you very much too. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit marketingbs.substack.com

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?

In part 2 of this two part interview, Bill Starnes, Vice President SIBF talks to John King, author of Tribal Leadership and founder of The Cultural Hero Project. We look at John's background and his discovery of Tribal Leadership, the stages of Tribal Leadership and the critical components of character for success. Leap Forward: The Global Podcast is on a mission to capture inspiring, impactful stories of growth and transformation by leaders from around the world. Hosted by the SEALA, CELA, Mela and SIBF leadership networks.

In part 1 of this two part interview, Bill Starnes, Vice President SIBF talks to John King, author of Tribal Leadership and founder of The Cultural Hero Project. We look at John's background and his discovery of Tribal Leadership, the stages of Tribal Leadership and the critical components of character for success. Lead Forward: The Global Podcast is on a mission to capture inspiring, impactful stories of growth and transformation by leaders from around the world. Hosted by the SEALA, CELA, Mela and SIBF leadership networks.

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.

This one's about: Motorcycle gang morality, software taste testing, and Apple evangelism. Is culture more impactful than company strategy? How can you find what truly holds meaning for consumers? Today, Steve, Emily, and Matt discuss the consumer journey to tribal devotion.Resources mentioned in this episode:Delivering Happiness by Tony HsiehTribal Marketing, Tribal Branding by Brendan RichardsonSlack's $25 Billion Dollar Secret Sauce by Andrew WilkensonHow I Built This with Guy Raz: Slack & Flickr, Stewart ButterfieldTribal Leadership by Dave Logan, John King, and Halee Fischer-WrightStages of Tribal Leadership cheat sheetNielsen Norman Group: Don Norman See acast.com/privacy for privacy and opt-out information.

Recently, I had the pleasure of speaking with Ben Kovacs who I'm gonna call an actualizer-extraordinaire. Ben is a good old-fashioned renaissance man. In addition to working his day job at Twitter, Ben just founded Guardian Gym which aims to help urban populations and at-risk youth via martial arts. Ben also is co-founder of a marijuana accessory and lifestyle company called Myster. How's that for diversity? In addition to practical tips about how he's been able to cultivate success in his life, Ben has an especially refreshing perspective on work, life, helping others and synthesizing all of those thing together. Things Discussed In This Episode The genesis and mission behind Guardian Gym The importance of martial arts Being humble and developing confidence Having a purpose in life beyond making money Working at Twitter Ben's relationship with marijuana The future of marijuana (normalization) The benefits of microdosing LSD Yoga and marijuana How to cultivate happiness The practical benefits of following your passion and doing what you love Follow Ben on Twitter here (@moobypong) Subscribe to Synchronicity aqui. And don't forget to rate on iTunes and Stitcher. This week's book giveaway is "Tribal Leadership" by Dave Logan, John King and Halee Fischer-Wright. To enter the contest join the Synchronicity community here. That's it!