Podcasts about why culture

We've all heard Peter Drucker's famous quote, "Culture eats strategy for breakfast." But what does it really take to build a workplace culture that drives both people and performance? In this episode of Mission First People Always, Dr. Mike Patterson sits down with culture expert Andrea Wanerstrand to uncover the key elements of creating a thriving, human-centric workplace. Dr. Mike welcomes Andrea Wanerstrand, Founder & CEO of A3 CultureLab, a leadership speaker, coach, and consultant who helps organizations—from startups to Fortune 500 companies—design extraordinary workplace cultures. With a background in global performance management at companies like Microsoft and T-Mobile, Andrea shares insights on fostering a workplace where people feel valued, autonomous, and accountable. Andrea breaks down what it means to have a human-centric workplace, emphasizing the importance of how work gets done, how leaders make others feel, and how trust is built. She explains that culture isn't just about perks or policies—it's about how people interact, communicate, and show up every day. Throughout the conversation, Andrea offers practical advice for leaders, including how to balance empathy with authority, create autonomous teams, and encourage a culture of accountability without fear. She also shares details about her upcoming coaching program, Mindset Maven, designed to help high-achievers develop mental and physical resilience. Key Takeaways: Culture is about the "how," not just the "what"—how work is done, how people feel, and how trust is built. Human-centric leadership requires balancing empathy with authority to foster both people and performance. Autonomous teams thrive on accountability—leaders must set expectations, provide trust, and encourage transparency. Accountability isn't a bad word—it's about taking ownership, getting credit for success, and learning from setbacks. Your energy affects your leadership—Andrea recommends an energy audit to identify when you're at your best and schedule key conversations accordingly. Andrea Wanerstrand's insights remind us that leadership is about creating environments where people can thrive. Whether you're a new manager or a seasoned executive, understanding and shaping culture is key to long-term success. Hit play to hear the full episode and learn how to build a workplace culture that supports both people and performance! Links for This Episode: LinkedIn: https://www.linkedin.com/in/andreawanerstrand Company Website: http://a3culturelab.com Instagram: https://www.instagram.com/andreawanerstrand Connect with Dr. Mike:  Website: https://www.drmikepatterson.com Book: https://www.missionfirstpeoplealwaysbook.com LinkedIn: https://www.linkedin.com/in/drmichaellpatterson Instagram: https://www.instagram.com/therealdrmikepatterson Twitter: https://twitter.com/drmikepatterson Buy The Book!: Mission First People Always Episode Minute By Minute: 00:00 - Welcome and Introduction to the Episode 02:00 - Why Culture is the Driving Force Behind Organizational Success 04:02 - Defining Workplace Culture: The “How” Behind Every Organization 06:00 - Why Leaders Struggle to Build Healthy Cultures 08:06 - The Role of Emotional Awareness in Leadership 10:34 - The Shift from Individual Contributor to Leadership: What Changes? 12:48 - How to Build an Autonomous Team and Why It Matters 15:17 - Balancing Empathy and Authority as a Leader 18:00 - Overcoming Barriers to Authenticity at Work 21:09 - Why Accountability is Not a Negative Word (And How to Use It Effectively) 24:36 - The Importance of Psychological Safety in Workplace Culture 26:00 - What It Means to Have a Human-Centric Workplace 28:25 - Introducing Mindset Maven: Andrea's New Leadership Coaching Program 30:14 - Andrea's One Key Piece of Advice for Leaders 32:00 - Final Thoughts and How to Connect with Andrea

Mathias Schilling of Headline joins Nick to discuss Why Culture is King, The Role of “Founder Mode” in Building Iconic Companies, Lessons From 25 Years in the Business, and How to Make Tech a Force Multiplier Within a VC Firm. In this episode we cover: Evolution of the Venture Capital Industry Headline's Winning Strategy Global Presence and Investment Approach Navigating Market Cycles and Founder Mode Capital Efficiencies and AI's Impact Succession Planning and Leadership Future of AI and Regulation Guest Links: Mathias' LinkedIn Headline's LinkedIn Headline Website Headline Twitter The host of The Full Ratchet is Nick Moran of New Stack Ventures, a venture capital firm committed to investing in founders outside of the Bay Area. Want to keep up to date with The Full Ratchet? Follow us on social. You can learn more about New Stack Ventures by visiting our LinkedIn and Twitter. Are you a founder looking for your next investor? Visit our free tool VC-Rank and we'll send a list of potential investors right to your inbox!

Every top food and drink founder reads our Newsletter - why wouldn't you?https://hungryfeast.beehiiv.com/Watch the full shabang on Youtube - https://www.youtube.com/@HungryFMCG/videosLet's link up on LinkedIn - https://www.linkedin.com/in/daniel-pope/Stalk me on Insta- https://www.instagram.com/_hungry.pod/

“Culture Eats Strategy for Breakfast.” In this kick off episode Bobby Harrington with guests Renee Sproles and Bart Shaw delve deep into the topic on disciple making culture. They discuss the need to create a culture that values Bible reading, memorization, sharing of faith, and personalized interactions. They also emphasize the important role of beliefs, behaviors, and narrative in shaping this culture. Additionally, they highlight the challenges in shifting from a consumer to a producer mindset within religious communities.  Join us at our NDMF! Watch the Video:   Key Takeaways: 10:43 Understanding the Components of Culture 18:11 Analyzing the Dominant Culture of Church in North America 23:03 The Challenge of Reversing the Consumer Mindset in the Church 23:28 The Shift from ‘Come and Watch' to ‘Come Alongside and Do' 24:13 The Role of Beliefs, Behaviors, and Narrative in Discipleship 25:08 The Impact of Consumer Culture on Discipleship 25:54 The Role of the Church in Responding to Consumer Culture 27:16 The Importance of Discipling Relationships 29:23 The Power of Changing Traditional Teaching Methods 32:03 The Importance of Developing a Disciple Maker Lifestyle 41:24 The Role of Chick-fil-A's Culture in Discipleship 42:36 The Importance of Making Disciples Yourself If you are interested in reading Discipleship.org's blog post on Why Culture of a Disciple Making Church is so important click here: https://discipleship.org/bobbys-blog/why-is-the-culture-of-a-disciple-making-church-so-important/   If you are interested in reading an article on disciple making in the Megachurch click here: https://renew.org/disciple-making-in-the-megachurch/  Finally for access to the National study on disciple making in the USA churches click this link: https://discipleship.org/shop/national-study-on-disciple-making-in-usa-churches/ Link to Disciple Making Culture Visual Guide: https://discipleship.org/shop/disciple-making-culture-visual-introduction/    Join us this May for our 2024 National Disciple Making Forum  

347: Dr. Karli Richards-How can Data reduce ACL Injuries in Women's Football?   This week's podcast chat is with Dr. Karli Richards, Podiatric Surgeon, Sports Medicine and wound Care Specialist at Richards Orthopaedic Center   You will learn: How can Data reduce ACL Injuries in Women's Football? Why Culture is Important Working in Football The Spirit of Football and Equality in the Game   This is a must-listen to learn how to work in the Football Industry.   Connect with Ed:   Connect with Ed on LinkedIn: https://www.linkedin.com/in/edbowers101/   Follow Ed on Instagram:  https://www.instagram.com/edbowers101/

In this live 55min group coaching call, Brian Cain, MPM is joined by Eastmont HS Director of Athletics Russ Waterman, MPM. Brian and Coach Waterman discuss leadership and culture in athletic administration and: Why you must love em' in order to lead em' Being a Transformational vs. Transactional Coach Principle vs. Preference based focus The Motto of “Don't Stop Believing” What Does Mental Toughness Actually Mean? Why your culture is what you accept, not what you say The importance of officials recognition The importance of taking care of yourself first. CALL RESOURCES Power Point Wildcats Today, Wildcats For Life Video Eastmond High School MVP Process How and Why Culture is King  Eastmont MVP Process "Wildcats Today Wildcats for Life"  Bag Tags Signs and Messaging Bracelets  Swag for athletes based on WILDCATS principles What you accept is the culture you have (Culture Guardrails)  Cain on Campus / Fundraiser University Group Coaching Calls  Coaches Council  1st Monday of the month with one core principle on agenda for discussion  Head Coach "Check-in All in" meetings (20 minutes max)  In season 1x a week in person or online  Out of season 1x a month in person or online  Eastmont Leadership Academy  Intentional instruction on being a responsible and accountable athlete (30 day Athletes course, MPM, Jeff Janssen) 2x a month at 7:30 am with breakfast served. WILDCATS of the Month   Athlete chosen based on exhibiting core principle and performance Mental Performance Mastery in Action  Showcase 1 MPM strategy/Pillar being used by programs  Programs responded (Boys and Girls Soccer, Volleyball, Track & Field, Cross Country, Softball, Baseball, Boys Golf, Cheer, Wrestling, Tennis, Boys Basketball)  Fundraiser University experience  explain the experience and importance  Investing in YOU - Walking the Walk Russ Waterman taking Care of Russ Waterman Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode is an interview with Juliet Flower MacCannell, Professor Emerita of Comparative Literature and English at UC Irvine, and author of The Hysteric's Guide To The Future Female Subject  (2000), The Regime of the Brother (1991), Figuring Lacan: Criticism and the Cultural Unconscious (1986 and 2014, reprinted), and with Dean MacCannell The Time of the Sign (1982), as well as of many essays.This third experiment in inviting the interviewee to discuss a work of art that profoundly moved them engages with James Joyce's story "The Dead," first published in 1914 in Dubliners. The episode focuses on the problems of sexual difference and woman that MacCannell examined in her books at the turn of the 21st century, thinking about how they resonate today. Recent essays by MacCannell mentioned in this episode:'Sexual (In)difference in Late Capitalism: "Freeing Us from Sex"' in Psychoanalysis, Gender, and Sexualities From Feminism to Trans*. Edited by Patricia Gherovici and Manya Steinkholer."Why Culture? A psychoanalytic speculation,"  in Reibung und Reizung. Psychoanalyse, Kultur und deren Wissenschaft Insa Härtel (Hg.) https://textem-verlag.de/media/publication-images/9783864852374_leseprobe_01.pdfMany thanks to Amelia Gayle and Kellen Corrallo for helping to make this episode happen.

Why Culture fails in M&A and how to address them - Podcast with Anirvan Sen Hello, and welcome to our latest video on M&A integration. Despite the potential benefits of mergers and acquisitions, a large number of companies still fail with their transactions. One of the biggest reasons why they fail is culture. In fact, there are many reasons why M&As struggle with culture. Business leaders often do not give culture the importance it deserves and consider it fluff. It is often delegated to HR instead of being led by the business leaders themselves. And more importantly, companies try to change individual behaviors and beliefs without trying to change the underlying practices and structures. But there is a solution. Organizations that have realized this anomaly and have targeted underlying structures instead of just behaviors have been able to create specific interventions that can create extraordinary growth. In this episode, Anirvan shares a framework that is exactly based on addressing the underlying structures to create growth. The framework is called PROMISE, where the acronym stands for Professional Development, Rewards and Recognition, Organization Hierarchy and Leadership Styles, Management Systems, Innovation and Critical Thinking, Strategic Future, and Employee Experience. If you're interested in learning more about how you can improve your M&A integration and create growth for your organization, listen to this episode now. ----- Anirvan Sen is the CEO and Founder of Fifth Chrome, a business strategy advisory and training company specializing in M&A Integration and business growth. Anirvan has experience across the full M&A life-cycle starting from business strategy, deal origination, due diligence, closing and post-acquisition integration. He has a strong record of advising senior business leaders on growth, M&A, and transformation initiatives. He has mentored and trained 300+ professionals, and worked in 70+ countries across the globe. His clients include General Electric, Stryker, AkzoNobel, Coca-Cola, Kuehne + Nagel, Philips, and ManpowerGroup, as well as small and medium-sized enterprises, investment firms, and private equities. Anirvan is an experienced M&A thought leader who has authored 3 books and is the host of a podcast on “Stories on M&A” by Fifth Chrome Business Insights. Additionally, Fifth Chrome offers integration design scorecards, online M&A integration training, and industry insights research on people and culture-related aspects of M&A. ------- Hosted by Anirvan Sen, CEO of Fifth Chrome, and Anahita Sen, Co-Facilitator of Fifth Chrome Podcasts ------- This interview is part of a series run by Fifth Chrome, an business strategy advisory, and training company specializing in M&A, Integration, and Business Transformations. ------ References mentioned: • PROMISE framework

Today's guest is Peter Cole, a lifelong hospitality veteran, who has parlayed his eclectic sense of curiosity into an incredible organization called Eclectic Companies (serving as their Founder). Most recently, he was the CEO of Design Hotels, a highly curated portfolio of independent, design driven hotels that function as social hubs and spaces for purposeful experiences. Prior to that he served as the Managing Director for the Marriott/Starwood integration. Additionally, he gained a deep understanding of the luxury industry and international operations during his time as the CFO of The Ritz-Carlton Hotel Company. We discuss: -Why Culture, Beliefs, and Philosophy may influence consumer decision before Location, Location, Location -How he and his wife Eva (also a hospitality veteran) came up with the concept, mission, and vision of Eclectic Companies -Building communities and creating a sense of belonging for his client's customers -The future need to identify products and service with something consumers believe in -Helping creative visionary people by bringing hospitality into other businesses -Why great people fuel great projects Peter is a graduate of the University of Wisconsin and holds an MBA from the University of Maryland. He is an avid swimmer and cyclist, and loves to travel and explore new places. He enjoys a strong espresso, a good glass of wine or a neat pour of bourbon while listening to an eclectic collection of music. More information can be found at: https://www.eclecticcompanies.com/.

The Zoe MD podcast Host: Dr. Michele Johnson Guest: Dr. Lara Hochman Lara Hochman, MD is a Family Medicine physician, and advocate for fellow doctors' wellbeing amidst rising burnout and dissatisfaction. Her own experiences led her to discover the ways physicians lost autonomy, and how to reclaim their focus on helping patients. She founded Happy Day Health, a boutique physician recruiting agency to match doctors with well run, physician-owned practices where they can return to a fulfilling career in medicine. In this episode, Dr. Lara Hochman talks about the importance of why having a happy employee can have three times your revenue growth, less turn overs, and can have a more sustainable workplace. She discusses the six (6) reasons why employees enjoy their work and why they are happy about it. Episode Timeline: [01:26] The journey on becoming to be a part of the solution, making a difference and having an impact. [04:26] Why happiness matters for the employees to stay? [05:21] What are the reasons people enjoy their work? [05:48] Why Relationships can make employees so productive? [07:42] Why Managers plays a vital role in employees' retention? [09:09] Why a highly engage employee can be a real brand ambassador for the company? [10:04] Why Purpose or meaning in our work makes us stay? [11:53] Why Career Development can ignite our big desire to keep growing and learning? [12:19] Why Culture ties everything together? [13:00] People are motivated, it's how we tap into what people are motivated about. [13:00] How to really listen to someone 101 Key Quotes: " I couldn't figure out what to do, but I knew that I had to be a part of the solution " Connect: Find | Dr. Lara Hochman Website – www.happydayhealth.co Instagram - @happydaymd Linkedin – Lara Hochman MD

Charlie Bigham's meals ALWAYS put a humungous smile on my face.  I was fizzing with nerves before interviewing Charlie for the HUNGRY. podcast. Our conversation provides a smorgasbord of delicious insights into how to build a juggernaut food and drink brand.  ON TODAY'S MENU 1. WHY SCALING AND EXITING A BUSINESS FAST IS UTTERLY FLOORED AND WHAT TO DO ABOUT IT2. PLAY THE LONG GAME: 1% BETTER EACH DAY, EACH MONTH, EACH YEAR + TIME = GREAT BUSINESS. 3. OBSESS OVER THE DETAIL - HOW YOU DO ONE THING IS HOW YOU DO EVERYTHING.4. CONSTANTLY LOOK FOR NEGATIVE FEEDBACK. NEGATIVE FEEDBACK + TINKERING = RAPID IMPROVEMENT.5. WHY CULTURE, PEOPLE, AND PRODUCT MUST BE BUILT ON CORE PRINCIPLES6. BE MASOCHISTIC ABOUT THE BAD TIMES: "YOU CAN'T SAY YOU'LL *ONLY* HAVE THE GOOD BITS IN LIFE" Want more Content?  Follow  on LinkedIn and Instagram 

Hi and a warm welcome to Episode #37 of The Elevate Business Podcast. We have the pleasure of introducing you to Kathy Enros, a global human resource leader who has experience in developing healthy cultures and seeing organizations through rapid global expansion in software, consulting, alcohol beverage, and retail industries.She brings her diverse Human Resource experience as Vice President of People at Klue, leading the growth of their team and developing a culture that values communication and radical transparency.For more on Kathy: https://www.linkedin.com/in/kathy-enros-5b95812/More on Klue: https://www.linkedin.com/company/klue/

What You Will Learn: What considerations seven-figure business owners should make toward their marketing efforts, and what commonalities Nancie sees in businesses in this bracket Why a consistent message is key especially for anyone in a sales role, and why spreading your marketing efforts too thin is a common pain point Why “brand purpose” is the first and most important thing an organization needs to identify and clarify, and why having a clear brand purpose can help both internally and externally Why understanding your value offering and defining the “who, when, what, and how” come after you've defined your brand purpose or your “why” Why partnering with a market research expert or conducting your own market research can help you best identify your target audience and what they're looking for Why building out your internal marketing team and expanding your research can help you identify thought leadership opportunities to expand within your space Why difficult times like these should be exactly when you dial up your research, sales and marketing, even as you cut back in other areas How studies have shown that 70% of US consumers want and expect to hear from the brands they care about during the global pandemic, and why nailing your messaging is crucial What common denominators Nancie has seen in businesses that successfully made the jump from small entrepreneurial efforts to well-marketed organizations Why Culture and Brand are two incredibly important sides of the same coin, and why it is important to recognize and address your company's cultural challenges About Nancie McDonnell Ruder Nancie McDonnell Ruder's 25-year career began at the Leo Burnett Company where she worked in account management and strategy for Procter & Gamble, Eli Lilly, The Gap, Lexmark Computers and Hoerchst Marion Rousseau. Nancie founded Noetic Consultants in 2002 with the goal of becoming an effective extension of their clients' teams. The word “noetic” is related to one's intellect and thinking, and Nancie chose this name for the company because it reflects the team's commitment to helping clients strategically think through their challenges so that, together, Noetic and their clients can take the actions necessary to get to the best possible outcomes. Noetic's clients have included Samsung, PepsiCo, Nike, Marriott, Mayo Clinic and Discovery, Inc. Nancie is also the author of Jack and Jill Went Up the Hill: How Senior Marketers Scale the Heights Through Art and Science, and the creator of the Noetic Art & Science Assessment™. Nancie is actively involved in many industry, education and community endeavors. Resources: Jack and Jill Went Up The Hill by Nancie McDonnell Ruder: https://amzn.to/3qX1HPU Website: www.noeticconsultants.com LinkedIn: www.linkedin.com/in/nancieatnoetic/ LinkedIn: www.linkedin.com/company/noetic-consultants Facebook: www.facebook.com/noeticconsultants/ Twitter: @nancieruder Twitter: @NoeticConsults Additional Resources: Elite Business Health Assessment: https://growwithelite.com/health Email: info@GrowWithElite.com Website: https://growwithelite.com/

Join Adam & Jeff as we chat with father, elementary school principal and DBC author of Lead With Culture, Jay Billy! Jay is an elementary principal in Lawrenceville, New Jersey. He received his master's degree in educational leadership from The College of New Jersey in 1997. He first served as supervisor of behavior at the high school before moving to the principal of the Joseph Cappello School in 2000. Other Takeaways from our chat with Jay: Former Wrestling coach Heart for Special needs kids Went from High school to elementary in his professional career Leading with Culture Podcast Speaker Author - Book: Lead with Culture Story behind the book Why Culture? "Just say what you think." Get out in front - lead with transparency Be open and honest - Culture "Culture is something you build or break every 30 seconds" "Trust is the oxygen" Power of Social Media “Best when I'm knee-deep with kids” COVID - how to find ways to make kids still feel the love

Want to know how to build and maintain a strong culture? This week, our guest is Monty Moran, former co-CEO of Chipotle Grill and a previous lawyer and managing partner of a law firm. Monty was integral to the massive popularity explosion of Chipotle across the United States in the late 2000’s. Currently, he is a chairman on many corporate boards, an advisor to many start-ups, and a new author. His new book, Love is Free. Guac is Extra. is released October 20. In today’s episode, we have a lot to cover - so much so that we’ve made this a two-part episode! We will start off our conversation with Monty today by hearing his early career journey and how he ended up at Chipotle after being a lawyer for 10 years. We will then dig deeper into his best strategies for creating a great culture, nuances in communication, and hear his fascinating stories of interacting with people from all walks of life.    Links:    Follow YAP on IG: www.instagram.com/youngandprofiting Reach out to Hala directly at Hala@YoungandProfiting.com Follow Hala on Linkedin: www.linkedin.com/in/htaha/ Follow Hala on Instagram: www.instagram.com/yapwithhala Check out our website to meet the team, view show notes and transcripts: www.youngandprofiting.com   Timestamps:   00:55 - Monty’s Career Path Thus Far  03:00 - How He Built Trusting Relationships With Employees 13:05 - Where Monty Got His Confidence 16:51 - The Best Strategy to Succeed 19:19 - Why Monty Went Undercover at Chipotle 28:30 - Monty’s Definition of Leadership 31:03 - Why Culture is So Critical 40:39 - Monty’s Learnings from Raw, Honest Conversations 45:26 - Importance of Curiosity and Vulnerability  51:40 - Body Language Tips 58:09 - Characteristics of Looking for Talent 1:06:52 - Advice for Promoting a Mission 1:18:00 - Quick Phrase Explanations 1:24:24 - Monty’s Secret to Profiting in Life   Resources:   Monty’s Website: https://montyfmoran.com/ Monty’s Book, Love is Free. Guac is Extra: https://montyfmoran.com/pre-order-book/ Monty’s LinkedIn: https://www.linkedin.com/in/montyfmoran/

Want to know how to build and maintain a strong culture? This week, our guest is Monty Moran, former co-CEO of Chipotle Grill and a previous lawyer and managing partner of a law firm. Monty was integral to the massive popularity explosion of Chipotle across the United States in the late 2000’s. Currently, he is a chairman on many corporate boards, an advisor to many start-ups, and a new author. His new book, Love is Free. Guac is Extra. is released October 20. In today’s episode, we have a lot to cover - so much so that we’ve made this a two-part episode! We will start off our conversation with Monty today by hearing his early career journey and how he ended up at Chipotle after being a lawyer for 10 years. We will then dig deeper into his best strategies for creating a great culture, nuances in communication, and hear his fascinating stories of interacting with people from all walks of life.    Links:    Follow YAP on IG: www.instagram.com/youngandprofiting Reach out to Hala directly at Hala@YoungandProfiting.com Follow Hala on Linkedin: www.linkedin.com/in/htaha/ Follow Hala on Instagram: www.instagram.com/yapwithhala Check out our website to meet the team, view show notes and transcripts: www.youngandprofiting.com   Timestamps:   00:55 - Monty’s Career Path Thus Far  03:00 - How He Built Trusting Relationships With Employees 13:05 - Where Monty Got His Confidence 16:51 - The Best Strategy to Succeed 19:19 - Why Monty Went Undercover at Chipotle 28:30 - Monty’s Definition of Leadership 31:03 - Why Culture is So Critical 40:39 - Monty’s Learnings from Raw, Honest Conversations 45:26 - Importance of Curiosity and Vulnerability  51:40 - Body Language Tips 58:09 - Characteristics of Looking for Talent 1:06:52 - Advice for Promoting a Mission 1:18:00 - Quick Phrase Explanations 1:24:24 - Monty’s Secret to Profiting in Life   Resources:   Monty’s Website: https://montyfmoran.com/ Monty’s Book, Love is Free. Guac is Extra: https://montyfmoran.com/pre-order-book/ Monty’s LinkedIn: https://www.linkedin.com/in/montyfmoran/

What does company culture have to do with business results? At 15five, we see an incredibly strong link between the two. So does today’s guest who has used culture and values to build a pool of enthusiastic employees who are motivated to do their best work every day.   About Steve Zahm Steve Zahm is the president and Chief Culture Officer of Procore where he’s responsible for human resources, learning, development, and facilities and real estate. Steve is focused on the creation and scaling of positive workplace culture as a sustainable competitive advantage for achieving superior business results.   Why Culture is a Strategic Advantage for Business As the Chief Culture Officer, Steve works to make his company’s culture one of its greatest assets. He sees an undeniable connection between the culture of a company and its success. Good workplace culture pays back in so many ways. It attracts the best and most enthusiastic talent. When a company has a positive culture, employees are easier to attract, maintain high levels of engagement, and create a competitive advantage.   Putting Your Values Into Action Stating your values isn’t enough. You need to take deliberate action to ensure that your stated values prosper within your company. You have to hire and fire according to your values. When managing your employees, put the language of your workplace culture front and center. Ultimately, training in accordance with your values ensures that everyone knows how to do their best work in alignment with the company’s vision. When your workplace culture is able to do this, your people will become strong advocates of your values. This naturally leads to a strengthening of these values into something larger than the founders could have done on their own.   In This Episode The role and value of Chief Culture Officers [0:50] Signs that your culture is working [7:23] The attributes of a positive culture [9:18] Intentionally setting up company values to be acted upon [13:08] The dangers of not operating according to your stated values [20:08] How founders impart their personal values to their company [21:50 How workplace culture can evolve for the better as a company scales up [27:07] The power of strong workplace culture to respond to crisis [28:56] Practical steps to creating an inclusive work environment [33:33]   Quotes “People don’t realize that businesses invest in culture because culture improves the business.” [1:56] “With culture, not only do you have to speak the language, you have to do the language. You have to do things that are in accordance with your values.” [21:07] “A crisis is a horrible time to find out what your values are as a company. It’s a great time to have your values as a company.” [30:06] “One of the goals to enable the success of the business has to be letting my people do their best work. Every single day I should be pushing to get every employee that can into that state of flow.” [36:30]   Key Takeaways 1. Having a clear company vision will lead to a more engaged and motivated workforce. 2. A strong company culture will differentiate your company and make it more robust when there is a crisis.   Links & Resources Find Steve Zahm online at Procore Check out Procore’s free courses Learn about Procore’s social impact work   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin   Links & Resources    

Jason Richmond Culture Spark: A Model for Culture Change  Jason Richmond is President/CEO and Chief Culture Officer for Ideal Outcomes, Inc., and author of Culture Spark: 5 Steps to Ignite and Sustain Organizational Growth.  An in-demand keynote speaker, he is an authoritative culture change consultant who has helped companies build strong, sustained revenue growth by empowering their employees and developing energizing office cultures. During his career of more than twenty years, Jason has partnered with numerous start-up companies to help build solid foundations that have enabled them to become noted industry leaders. He has worked closely with established Fortune 100 companies to create Leadership Development Journeys. And he has provided thought leadership and innovative consulting services to a wide range of mid-size companies.  In this conversation he will share: Why Culture is Important - The ImpactMyths about CultureQualities of a High-Performance CultureCommon Culture Mistakes & How to Overcome Them  Find JasonRichmond online: Twitter | LinkedIn | Facebook  

1. Recap 2. The friendship spot 3. Observe & Report 4. Black History Fact 5. 1 song, 1 album 6. On the last note The Why Culture article: https://www.thewhyculture.com/lifestyle/friendship-conversation/ Download the News Break app for all your corona virus updates: https://apps.apple.com/us/app/news-break-local-breaking/id1132762804 Follow TheGoodSearch on: Instagram- https://instagram.com/thegoodsearchpod?igshid=1cbc3cq06vyzi Twitter- https://twitter.com/TheGoodSearch1/status/1217134631461326849?s=20 Or email questions to: thegoodsearch@yahoo.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

If you've been looking for an inside look at Silicon Valley, look no further! This episode will be helpful to you if you're curious about the following: Jeremy Rossmann Before Make School How Make School initially started out Why Culture and Networks Matter So Much in Success In this episode, Make School cofounder Jeremy Rossmann opens up about growing up in East Palo Alto, otherwise known as "the richest zip code in the U.S.". The son of two Apple employees who worked on the Macintosh, Rossmann delves into the  culture,  engineering experiences,  and friendships  which led him to cofound Make School (https://www.makeschool.com), a new college that's disrupting CS education and traditional education financing, based in San Francisco at 555 Post St.  After listening to this episode, don't forget to answer the Question of the Day: Jeremy asks you:  "What is the tech trend you feel Make School is behind on?" Let Jeremy know your thoughts! Email your answers to jeremy@makeschool.com, and CC precious@makeschool.com. RELATED RESOURCES: Paul Graham essay, "The Lesson to Unlearn", Dec. 2019 - http://paulgraham.com/lesson.html --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/maker-nation/message Support this podcast: https://anchor.fm/maker-nation/support

The return on investment in Corporate Culture can be huge for a company’s bottom line. For Jaime Neely, it’s a full-time job. Jaime Neely is the Chief Culture Officer for Trend Hunter, the world’s number one largest trend-spotting platform. Trend Hunter has over 300,000 articles published, covering everything from fashion, to tech, to marketing campaigns. Trend Hunter helps powerful brands to identify new opportunities and validate successful ideas through the company’s innovative algorithm.  In this episode, Will Scott is joined by Jamie Neely to talk about how she came to be the Chief Culture Officer, the seven “Core Competencies” at Trend Hunter, and how the company maintains a successful Culture.   Here’s a glimpse of what you’ll learn:  [1:03] Background on Trend Hunter [3:01] How Jaime came to be Chief Culture Officer [4:19] Why Culture is a priority at Trend Hunter, and how Jaime defines Corporate Culture [7:55] What is the Culture like at Trend Hunter [10:00] Examples from the company’s seven Core Competencies and how Jaime applies them [16:31] Getting employees to live the Core Competencies [20:15] The reward system for employees at Trend Hunter [22:21] The interview process for onboarding new employees [26:04] The end-of-year assessment process, and reviewing performance throughout the year [30:02] Advice for companies that struggle with Corporate Culture   Resources Mentioned on this Episode Trend Hunter LinkedIn for Jaime Neely   Connect with Will About Me Culture Czars The Culture Fix Linked In  

During Julie's time as business-to-business marketer, she devoutly believed if you over-worked, put in the long hours, followed someone else's agenda, and consistently over delivered on everything… well, then people would notice, the fulfillment would flourish, and success would eventually come. The false hope was so real it was intoxicating. But she felt like a big-time imposter and failure in her heart! She had no idea why, until she slowed down and began to cut through the chaos and the noise. That’s when she started to notice a pattern. A pattern of “success” paired with the feeling that she didn’t deserve it. Why? Because she didn’t earn it… she just followed the rules. Anyone can do that. Everything changed when she stopped being a robot and started listening to and trusting her gut. Now, Julie started intentionally honoring her values and is true to who she is at the core, which has propelled her into a world of more connection. It’s absolutely counter intuitive from the rules she used to follow. The healthier, happier, and more mindful she is the more fulfillment and success is invited into her life, her career, and her relationships. Tina's journey began with her personal life "falling apart." Having all known structures crumble is a huge gift from the soul, as a clear-seeing emerges about what truly matters. A no bullcrap way of living permeates all aspects of life: all love, no more fear. One of the things she could now see clearly is that she's not here to force change upon anyone. Much of her corporate job consisted of being a change agent for people and groups who did not believe in the changes that were being made. Add this energy to a fear-based culture and the dissonance was deafening. This inspired Tina to set forth on a vision of bringing love to corporate culture. The energy of love is what opens the doors to true creation, innovation, care, compassion, and a sense of purposeful connecting living. We spend more hours per day with our co-workers than our families and friends, why do we continue tolerating fear, toxicity, and chronic stress as a way of living this one precious life? CORELEMENT is here to catalyze change through your only true competitive advantage: your people. We each had 15+ year, highly-successful corporate careers, and chose to leave. Why? Culture cancer. We each experienced the pain, chronic stress, and disconnection created by fear-based cultures and a definition of achievement that left out what truly mattered to us. Contact them at tina@corelementpartners.com  Listen as we talk about: The big visions I’ve downloaded from my soul...how much grip and fear do you have for those goals? I only need a vision, I don't need the intermediary stuff What is your mission, what are your values...people will step into their own zones of genius I'm here to create a world of truth, cause through truth there is so much freedom We are asked to live in scarcity and fear, and it's not truth Being aware and noticing new things everyday Taking me back to the pure, blissful child inside   Resources mentioned: www.youtube.com/watch www.amazon.com/Theory-Everything www.amazon.com/Allegory-Cave     Sign up or hear more about our Path to Purpose course here   Join our purpose seeking podcast community at...   Facebook   Instagram   YouTube Channel   Facebook Group - Purpose Seekers     Sign up for the Bi-Weekly Newsletter by emailing: peopleofpurposepodcast@gmail.com   Help More Find Their Purpose by Donating to the Podcast  

In this episode, Stephanie tackles her approach to leadership in business and the non-profit world. Starting nearly a decade ago as the only local RMHC employee, she has built a $1M+ organization with a staff of nearly 30. She is a trusted member of the NWA community and is in expert in management, culture, and impact. Connect with Stephanie: stephanie@rmhcarkhoma.org Relevant Timestamps:10:45 - Starting a Non-Profit or Business16:45 - The Fear Cure24:18 - Why Non-Profits Struggle with a Business Mentality43:05 - Hire Slow, Fire Fast and Why Culture is the Secret Sauce for Successful Businesses49:15 - (Continued) Letting People Go With Dignity, and Why You Have to Invest in Front Line People59:48 - Why Ronald McDonald House Revamped Around Recognition1:25:41 - Imposter Syndrome and How to Own Your Power

Culture impacts the members of a company individually and as a whole. Today, Tevis Trower talks about corporate mindfulness, relationship strategy and how culture affects you as a person. “Culture is conversation, literally. You don’t shape culture through programs and policies. You express culture, you don’t fix it.” – Tevis Trower Corporate Mindfulness Guru for… The post Why Culture is Important in Strategy | Tevis Trower 030 appeared first on Culture Eats Strategy.

Why Culture in the Craft Podcast was created? We give you a taster of what to expect from the podcast and a bit about our origin story. We want you to follow, share and join the conversation where diversity meets creativity.

Business Owner Freedom coaches, educates and inspires CEO's, Executives and Business Owners to achieve freedom of time, money and purpose, while removing chaos and overwhelm from your business. We do this together through focus and clarity on the priorities of a highly developed Vision Story and Strategy. Together, we will build an incredible culture, dynamic leaders and powerful teams. We also systematize the business through processes to create sustainability. The end result is a predictable and growing business with a lifestyle you desire.  If you have specific questions, please reach out to us at askgreg@gregorygray.com.   Defining Culture When defining culture, Gregory looks at it from the employees and customers perspective as they are defined differently.  Culture encompasses relationships within a business. From the leadership perspective, Gregory challenges the leader by asking if they are intentional about the culture in their business.  He also asks if you talk about the culture and do you have a clear list of values and a vision story that articulates what culture you want for your business. “Culture is the conscious of your business.” – Gregory Gray   Why Culture is the Big Differentiator Greg explains through visual examples to show that people and processes are key instruments in your business.  They must work congruently together and both must move in the same direction. As they work together it affects your purpose in business.  Purpose leads to profits and performance. “You will not achieve your purpose unless your people and processes are working congruently together.” – Gregory Gray   Building an Intentional Culture Business Owner Freedom focuses on being introspective as a leader.  You can change the culture of any business by setting your vision story and asking your team to uncover your blind spots as their leader.  Gregory also challenges listeners to take action by asking yourself as a leader the following questions: Do you have regularly established meetings? Have you asked your people about the culture of your business? If Gregory Gray were to walk into your business, what do you think he would garner about the culture? “You’re gonna have a culture whether you work on it or not so you might as well spend a little bit of time and intentional effort and have a great culture.” – Gregory Gray To hear more about Business Owner Freedom and to join other small business owners on their journey, download and listen to the episode!   Connect with Business Owner Freedom: Website LinkedIn Facebook   If you truly enjoyed the show, don't forget to leave a positive rating and review on iTunes.  We have prepared more episodes for the upcoming weeks, so come by again next week! Thank you for tuning in to the Business Owner Freedom Podcast! Copyright © 2018 BOFP

If you have a desire to be mightily used of God in this generation and beyond... If your heart beats for Nations and Generations... If you want to UNDERSTAND and wield KINGDOM INFLUENCE... If you want to CHART A COURSE for coming generations... This message is for you. HERE'S A SNAPSHOT OF WHAT I'D SHARE...

A lot of people have tried to kill political correctness. Mostly, they do this by just saying racist, sexist, offensive generalizations. That's not really killing it. That's just ignoring it. To actually kill it, you have to find political correctnesses vulnerabilities and attack those. That's what this episode of The Bryan Callen show does with the help of probably two of the only men on the planet who could do it, Richard Nisbett and Joe Henrich. Though, by the end of this episode, you'll be able to do it too. To be fair though, kill is such an aggressive, violent word and Richard and Joe are both intelligent, sophisticated individuals. So, while Hunter tries to kill it, Professors Nisbett and Henrich gently euthanize it. Political correctness was a well-intentioned idea but it's well past its prime. And that gets to the heart of the true nature of culture. Culture is simply a tool that people develop to survive and thrive in different environments but it is not who we are. Humans are infinitely adaptable and when we move from place to place we change clothing, diet, building styles and as we have moved into the modern world cultures have been quick to embrace technologies like cellphones and cars that give people greater control over their lives. However, when it comes to belief, we have all been guilty of confusing tools with innate qualities of both ourselves and others. The result has been that humanity has gone back and forth between trying to destroy people who have certain ideas and being so appalled by that that we've decided to simply not have an opinion on cultures. In the wake of the Holocaust, it's understandable that political correctness developed. If noticing cultural differences and thinking that they matter a lot leads to genocide, then let's just pretend that culture doesn't matter. Of course, culture does matter. And it turns out it matters a heck of a lot. Actually, the ability to acquire culture is what allows us to adapt to literally any environment on the planet. And when we only talk about technology and institutions we're leaving out a huge piece of the puzzle. Beliefs matter. And in a world where we can't agree on global warming, gun control, abortion or where prosperity comes from that has become increasingly obvious. Islamic terrorism has made that blindingly obvious. While we could have had a nuanced conversation about the effect of cultural differences, intellectual elites have instead poured scorn on anyone who dared to say that culture matters and that some of those cultures might need to change. With the rise of far right parties like Golden Dawn in Greece, the National Front in France and Trump's version of the Republican Party, we are seeing the consequences of that. Ironically, political correctness was designed to prevent fascism and yet it has pretty much brought us back to a significant part of the population getting behind the same xenophobic attitudes. Whether you fear the rise of the far right or you are someone who is fed up with political correctness, we need a new way of talking about culture that talks about specific beliefs, understands why they evolved and recognizes that you don't need to throw out or kill the person to get rid of unhelpful beliefs. In essence, the message of Henrich and Nisbett's work comes down to a very simple idea. Cultures aren't better or worse but they are adaptive. They help individuals thrive in different environments. Of course, the environment of the modern world is radically different from the world that most cultures evolved in with the result that many traits no longer make sense in the modern world. As Professor Nisbett has shown honor cultures are and were adaptive in herding environments with unstable property rights but lead to higher murder rates in the US South (and this interviewer would argue jihadism). On the other hand, the holistic thinking that predominates in Eastern cultures and the analytic thinking that predominates in Western cultures both have benefits and costs. Western thinking gave rise to science but unfettered individualism is unrealistic and impractical when, in reality, besides being individuals we are part of a larger society and share a planet and that in thinking purely selfishly we can end up destroying the system that helps individuals generate wealth. We would do well as individuals and as a society to learn to use both modes of thought. And, finally, as listeners of this podcast know, one of the best examples of a specific cultural trait that needs to be changed is what people believe about intelligence. The belief that intelligence is fixed (as Carol Dweck has shown) is incredibly harmful (and not supported by the latest neuroscience). Furthermore, the whole world would benefit from embracing mistakes more as cultures like Silicon Valley and organizations like the FAA do. We did the whole fascism thing once. It didn't work out well. But the antidote to that is not political correctness. It's honesty. Culture is not who we are. It's a set of tools we use to survive and thrive in different environments. Some of those tools served us in the past and no longer serve us now. It's time we learned to talk about that without threatening to kick out or ban entire groups or flipping out reflexively when someone even dares to suggest that cultural differences might be behind our different outcomes. Culture matters and some traits are more adaptive in certain environments than others. Beliefs are tools. And although they are inside of us, they are not who we are. We can choose the best tool for the job and we should. Actually, we need to. Because, currently, we're very often not using the best tools available. We all need to improve aspects of our cultures. But to do that we need to stop making it or taking it as a personal attack. Guest Promo The Secret of Our Success: How Culture Is Driving Human Evolution, Domesticating Our Species, and Making Us Smarter The Geography of Thought: How Asians and Westerners Think Differently...and Why Culture of Honor: The Psychology of Violence in the South