Podcasts about your people like family

    In S5 E 16 I am delighted to welcome Mr Bob Chapman to the podcast. Mr Chapman "The People's CEO" is Chairman and CEO  of St. Louis, MO-based Barry-Wehmiller, a $3.6B global capital equipment and engineering solutions company with more than 12,000 team members. Mr Chapman became the senior executive of Barry- Wehmiller in 1975 at age 30 when the 90-year-old business had $20 million in revenue, outdated technology and a very weak financial position. As you will hear in this conversation despite the obstacles, Chapman applied a unique blend of strategy and culture over the next 45+ years in leading Barry-Wehmiller through more than 130 successful acquisitions.  Over the past two decades, a series of realizations led him away from traditional management practices to Truly Human Leadership--a people-centric approach where his team members feel valued, cared for and integral to the company's purpose. At Barry-Wehmiller, they have a unique measure of success: by the way they touch the lives of people.       Chapman's experiences and the transformation he championed were the inspiration behind his 2015 WSJ bestseller Everybody Matters: The Extraordinary Power of Caring for Your People Like Family. The book is co- authored by Raj Sisodia, founder and co-author of Conscious Capitalism. . In 2016, Harvard Business School released a case study featuring Barry-Wehmiller's unique approach to business, which is now taught at 70+ business schools around the world.      In 2013, Bob and his wife Cynthia launched a nonprofit, Chapman Foundation for Caring Communities, to bring the company's groundbreaking Listen Like a Leader training to communities. And, in 2015, the Chapman & Co. Leadership Institute was founded to bring Barry-Wehmiller's trademark culture transformation and leadership training to for-profit organizations.      I am joined here by special guest co-host Dr Chris Edmond ( S 5 E7) and together we have the opportunity to explore the leadership, strategy and culture which define the Chapman and Barry-Wehmiller organisational approach today. Mr Chapman himself credits his success in the face of adversity over the years to the combination of the core tenets of common sense, creativity and a positive attitude.  His story, journey and work are testament to what is possible at the intersection of great business strategy and profound care for people.  He wants everyone to see that caring for people and giving them meaning, purpose and fulfilment through their work is not in disharmony with creating value.  If the key mission and work of this podcast is to mine for the pockets of excellent leadership and practice so that we can all learn and evolve, then we have certainly struck gold again here. Thank you Mr Bob Chapman for generously sharing your time, expertise and wisdom . Links/ References:To Read https://www.barrywehmiller.com/outreach/bookTo Listen https://www.barrywehmiller.com/blogTo Learn and Support https://www.chapmancommunities.org/our-story/https://www.ccoleadership.com The Mind Full Medic Podcast is proudly sponsored by the MBA NSW-ACT Find out more about their service or donate today at www.mbansw.org.auDisclaimer: The content in this podcast is not intended to constitute or be a substitute for professional medical advice, diagnosis or treatment. Always seek the advice of your doctor or other qualified health care professional. Moreover views expressed here are our own and do not necessarily reflect those of our employers or other official organisations.

In Episode 125 of “The Trusted Advisor,” RSPA CEO Jim Roddy talks ethical capitalism and leadership with Bob Chapman, the Chairman and CEO of Barry-Wehmiller, a $3.6-billion global capital equipment and engineering solutions company. Among Chapman's accolades are being named the CEO of the Year by the Society for Human Resource Management (SHRM), the #3 CEO in the world in by Inc. Magazine, and a Top 10 Social Capital CEO by International Business Times. Chapman is author of the Wall Street Journal best-selling book Everybody Matters: The Extraordinary Power of Caring for Your People Like Family.  “The Trusted Advisor,” powered by the Retail Solutions Providers Association (RSPA), is an award-winning content series designed specifically for retail IT VARs and software providers. Our goal is to educate you on the topics of leadership, management, hiring, sales, and other small business best practices. For more insights, visit the RSPA blog at www.GoRSPA.org.  The RSPA is North America's largest community of VARs, software providers, vendors, and distributors in the retail, restaurant, grocery, and cannabis verticals. The mission of the RSPA is to accelerate the success of its members in the retail technology ecosystem by providing knowledge and connections. The organization offers member-to-member warm introductions, education, legal advice, industry advocacy, and other services to assist members with becoming and remaining successful. RSPA is most well-known for its signature events, RetailNOW and Inspire, which provide face-to-face learning and networking opportunities. Learn more by visiting www.GoRSPA.org. 

Traditional management uses "carrots," like bonuses, and "sticks", like Performance Improvement Plans, to motivate employees. But are humans really built that way? In this episode, Jacob Stoller and Andrew Stotz dive into the myth surrounding that approach and talk about what actually motivates people at work. TRANSCRIPT 0:00:02.7 Andrew Stotz: My name is Andrew Stotz, and I'll be your host as we dive deeper into the teachings of Dr. W. Edwards Deming. Today, I'm continuing my discussion with Jacob Stoller, Shingo-Prize winning author of The Lean CEO and Productivity Reimagined, which explores applying Lean and Deming management principles at the enterprise level. The topic for today is myth number four, the myth of sticks and carrots. Jacob, take it away.   0:00:46.2 JS: Thank you, Andrew, and great to continue our conversation. Yeah, it is widely believed that people are motivated by threats and rewards. And to demonstrate that, all you have to do is go into an HR department and look at the job descriptions and the reward programs. And it's all assumes that people are motivated by externalities, right? And that goes back, actually, it's a very, very old way of looking at the world, that there's a term, it's a bit of Latin here, homo economicus. And it's the idea that humans are sort of goal seeking creatures. They seek what's better for them, and it's all material. They'll seek their material gain, and they will behave in very predictable ways, according to that. So you can set up external motivators, mainly money, and you can regulate the way people will behave.   0:01:38.2 JS: So that's the assumption that many businesses are built on. But science has proven that that's not the way human humans work. There've been a number... And starting really in the 1950s, a number of scientists have sort of poked serious holes in that thinking. One of them is Edward Deci, who talked about motivation and did a number of experiments to see that, to find out that people, you know, their motive for doing tasks really kind of transcends rewards. Often they'll do something, for the satisfaction of doing it, in spite of the rewards being greater. We have Frederick Herzberg who developed something called Hygiene Theory. And that's really that... He determined in an organization that money can't actually be a positive motivator. It can't motivate positive behavior, but lack of money can motivate negative behavior.   0:02:49.6 JS: So, you know, and a number of experiments to support that. And then we have, Mihaly Csikszentmihalyi, hard to pronounce, who talks about joy at work and really did experiments and kind of proved that joy at work isn't just some kind of fancy idea that somebody had. But it's actually a scientifically proven principle. Whereas when people have joy at work and they're fully engaged in their work, they do much higher quality work. So that's kind of the background really here. So what we want, when we manage, is we want people to be intrinsically motivated so that they do their best work. And Deming principles are very, very, I think representative of that. I think Dr. Deming understood that people are motivated when they feel a part of something, when they contribute, when they feel that their team members around them are supporting them. And so that's what we try to do. And Lean eorld tries to do that, and we try to do that with Deming principles.   0:04:06.8 AS: You know, when I start off my discussion on this with students and people that I teach in seminars and the like, I always ask them, you know, which, do you believe in, a carrot or a stick? Do you think more people are motivated by rewards or punishments? And it's a great...   0:04:18.1 Jacob Stoller: Oh, okay.   0:04:24.1 AS: Way to kick off a conversation. But, you know, obviously we're gonna get some people that say, I want people to be feeling, you know, positive rewards and feel positive. And then you have the other people that... What I invariably find is that people who are running large companies with lots of employees, it's sticks. Yes, because...   0:04:40.4 JS: Interesting.   0:04:41.8 AS: It's overwhelming. And then when I think about where it's easiest to do joy in work, and where it's easiest to get the intrinsic motivation is, you know, smaller companies where everybody's close and they're really working together. And that's a dilemma that I never really have had a great reconciling of, but I'm interested to learn more about it from the direction that you're coming. So continue on. But that's just something I have in my mind when heard you talk about it.   0:05:13.1 JS: It's tough to do with a big company, but I wanna tell you a big company story. And actually I'm gonna read, a page or two of the book just because it's, I don't want to, it's a complicated story and I wanna make sure you get all the...   0:05:32.5 AS: Well, you've it written so well. So might as well do that.   0:05:36.1 JS: Well, like, gosh, let's hope so. Let's hope so. But, anyway, this is actually by coincidence. I just, what appeared, this morning on their podcast, so, of this company called Barry-Wehmiller. So, but the CEO of Barry-Wehmiller is a gentleman named Bob Chapman. And he's become quite well known in the Lean world and outside of the Lean world because as a pioneer of what we could call human-centric leadership. So he believes in treating people in the company like family members. But he didn't start out that way. He started with a very traditional background. He took over his father's business and he had a typical MBA background with accounting. And so he grew that company in a traditional way. You know, it started, as one company, and it started really by acquisition.   0:06:25.5 JS: He got very, very good at finding undervalued companies and developing them. So the company grew and it became a sort of a multinational, diversified manufacturer of various kinds of machinery. And so he was a huge success. I mean, he was written up in Harvard Business Review, all this kind of stuff, but he had a feeling, he was very much a family man too, and he had a feeling that something wasn't quite right in the companies that he was running. And he's a... Bob is a very... He watches people, he's very sensitive about body language. And he told me of a time he was in the cafeteria of a company, and it was sort of basketball season, you know, March Madness. That's when the university teams, you know, have their finals and all that, and everybody's betting on them, you know, it's a big deal.   0:07:21.9 JS: So he remembers being in there, and the people in the cafeteria all just having a great time and watching them chatter. And then, he watched the... When the clock sort of moved, so it's a few minutes to having to go back to work, he said the body language changed, all of a sudden they just weren't that happy. You know, it just, all the joy kind of drained out of them. And then they went off to their jobs. And Bob said, you know, this is wrong. You know, that it shouldn't be this way. And he was a family man. He said, I wouldn't want my children who I care about to be working in this kind of environment. So how can we care for the people and how can we actually make that work? So here's what I'm gonna start to read, because here's where it gets complicated.   0:08:08.6 JS: "Chapman vowed to change how people were led at Barry-Wehmiller. His business background, however, didn't provide any help for this. 'When I was in business school, I was never taught to care,' he said. 'It was about creating economic value. It was all business models, market cap, market share. I don't remember in my undergraduate in accounting or my graduate school ever learning to care or inspire the people I had the privilege to lead. And I never read, never was told, never heard that the way I would run Barry-Wehmiller would impact the way people go home and treat their families and their health. But the biggest thing we've learned is that the way we learn impacts the way people live.' Working with a group of team members from across the organization, he developed a set of principles called the Guiding Principles of Leadership, or GPL, which put caring for people as front and center to the job for all leaders in the company.   0:09:05.2 JS: "But the question remained, how do we organize the work in a way that gives workers the experience of working in a caring environment? It happened that Barry-Wehmiller had recently acquired a Baltimore based manufacturer of corrugated paper machines called MarquipWardUnited the company had implemented a number of Lean tools and practices under the leadership of Jerry Solomon, who was also the author of several books on Lean accounting. In Chapman's first meeting with Solomon, he introduced him to the Guiding Principles of Leadership and Solomon immediately saw a connection with the challenges companies face when trying to create a Lean culture. Most companies practicing Lean, he noted, never get to the culture piece. The same concern that caused the Shingo Institute to revise its model in 2008." And by the way, I have to interject here. That was covered in a previous chapter, how Shingo Institute found that they had left out the people and the caring part.   0:10:14.4 JS: And that had caused a lot of companies that had adopted Shingo principles to actually, and had won Shingo prizes to actually fall off the ladder, so to speak. But that's another story. Anyway, "Solomon," Jerry Solomon, this is the, from MarquipWardUnited "felt that what the company needed was what he called a delivery mechanism to integrate the Guiding Principles of Leadership with the company's day-to-Day operations. How, for example, does a supervisor in the shop floor interact with the people doing the work? Solomon felt that Lean and GPL were an ideal fit. Chapman was skeptical, though, 'cause he'd heard that Lean is purely about reducing waste and increasing profits, but not about leading people ... passed.   0:11:06.2 JS: And the group that was working on it, this company in Green Bay, actually was ready to report on some of their results. So they invited Bob Chapman and Jerry to come, to fly in to see the report. So what they got was a sort of a typical consultant's report. They said, well, we've implemented this thing and we've got, we've shortened the lead time, we've reduced the defects, whatever. And Chapman's reaction was actually different than what you would expect. He was very, very upset. 'Cause he said, this is supposed to be about people and Guiding Principles of Leadership. That's what you told me Lean was about. But here all I hear is a bunch of numbers. So he was quite upset. He left the room, actually. And they sort of calmed him down, and they said, Bob, please give us another chance.   0:12:03.6 JS: And it so happened that, the next morning there was going to be a report out from people that were actually on the team that had made the improvements. So Bob says, okay, I'll give you another chance, but I want the people that were actually working on that project to come and report to the presidents. So, an incredible setup. You know, you can imagine, you have these people 7 o'clock in the morning. Well, that's not hard for you to imagine, with the hours you keep. But anyway, 7 in the morning, you have all the principals, presidents of these companies, and you have, a couple of, people in the team and a guy who's never presented to a group like that, getting up in front of a whole group of CEOs. So he had some notes, and he went through his presentation, which was very sort of, you know, what you would expect.   0:12:54.2 JS: It was, yeah, we've got the, pretty much what the consultants had said the day before, right? Yeah. We cut the lead time. We did this. And, Bob listened patiently. He said he listened for about 10 minutes, and then he says, and he says, I don't know where this came from. He stood up and said, Steve, that's the name of the guy presenting. How did this change your life? And there was a silence. And you imagine, right? All the CEOs and or the presidents. And then, and this guy who has never presented to a group like that. And Steve just sort of blurted out, my wife is talking to me more. And Bob said, help me, Steve. I don't understand. Please, please explain this. And Steve then went ahead and told, what Bob said was one of the most moving stories he'd ever heard, you know, and what Steve said is, well, Bob, you know how it is.   0:13:53.9 JS: You go to work and, you know, you punch in your clock. And then they give you some things to do. They give you a list of things to do, but they don't give you any support or anything, or they don't give you the tools you need, but you sort of figure it out. You know, you get through the day and you get nine out of 10 things, right? But then maybe that 10th thing you'll run into some problem. He said, and immediately what they do, they never thank you for the things you did right. They jump on you for the problem you have, that you confronted. They tell you, you didn't do things right. And then they complain about your salary and how they have to pay overtime and all these kinds of things.   0:14:41.6 JS: And he said, you know, at the end of the day, I wasn't feeling too good about myself. And I'd go home and I think it was rubbing off on me. I wasn't being very nice to my wife and she wasn't talking to me. But he said, now with this program we have, the Guiding Principles of Leadership with Lean, people, I'm part of something. I'm part of a team. We've worked on some things and I can see the results. And when I ask questions, these engineers are answering my questions. And when I say things, they listen to me. And, you know, we've got the satisfaction of this project where we see the flow now really working out in this area. So I go home and I'm feeling better about myself. And I think I'm nicer to my wife and she's talking to me. And at that point, Bob Chapman turned to Jerry Solomon and he said, we have a new metric for Lean's success. It's going to be the reduction of the divorce rate in America.   0:15:41.7 JS: So that's, I think, very, very central. That story to everything we're talking about here with intrinsic motivation. Because it's not about money. It's, you know, you've gotta pay people decently and then they have to be able to support their families. But it's about respect. It's about seeing yourself accomplish things. And this isn't just a frill, this is a basic human need. I think Dr. Deming recognized that. And he has a wonderful diagram in The New Economics where he talks about, he calls it Forces of Destruction. You know that diagram?   0:16:23.1 AS: Yeah.   0:16:27.5 JS: Yeah. It's the... How the school system and then the job environments just basically wear a person down, wear down their will and their enthusiasm. And, you know what, another CEO pointed out to me that, very interestingly, he said, we have a crisis in this country because people don't have purpose in their work. So they go from job to job when they don't like their job. It's, he said, it's like changing an app. Something goes wrong, they change it, but they got no purpose in their work.   0:17:03.3 JS: And this company, I should I call them out, 'cause he, mention his name is Mark Borsari. And it's a company that makes wire brushes in Massachusetts. But they do, you know... He said, you really have to find the purpose in the interactions of people. It's in the people and it's in the processes. You don't get people excited about wire brushes. You get people excited about being part of a work environment where your opinion is respected and where you can make improvements. So, he said, that's what people need in the workplace right now. And he said, the result is that people, you know, we have people just depressed and upset and, you know, it's a crisis that's perhaps underestimated, but really needs to be addressed. So that's why I feel maybe so passionate about this sticks and carrots myth, because I see how destructive it is to human beings. And I've experienced some of that myself in, you know, my early days in corporate life where you're kind of blamed and evaluated for things that often you have no control over. And it's, you know, you look at something like the Red Bead Game. There are people that actually live that.   0:18:31.0 AS: Just to highlight for the listeners and the viewers, the book that Bob Chapman wrote is called Everybody Matters: The Extraordinary Power of Caring for Your People Like Family, very highly rated on Amazon. And it looks like it's also in audible form, which would be a fun one. And you also mentioned about Jerry Solomon, his book, Who's Counting is another one on the topic.   0:18:32.5 AS: But you know, I was thinking about this for a moment. And I was thinking, you know, I was kind of inoculated to this, I was vaccinated against negative thinking by two things that happened to me when I was young. The first one is, you know, I went into rehab as as a young guy with drug addiction. And I came out of that when I was almost 18. And from that point till today, I've been drug free, alcohol free. And so I had to kind of face all the demons that I had, you know, accumulated at that time, but I left it with a really positive outlook on life.   0:19:29.7 AS: Like I wanted happiness.   0:19:29.8 JS: Interesting.   0:19:29.9 AS: I wanted serenity. And then and then I went to work... I went studied, enjoyed that, I went to work for Pepsi, I really enjoyed it. And then I met Dr. Deming when I was, you know, 24. And and he told me, you know, we should have joy in work. And from that moment on, it's like, that's what I wanted in life. And so I never, I never got caught up in this idea when I worked at Big Bank, you know, Citibank and other places, I just never, nobody could ever convince me that, you know, I should be unhappy with what I'm doing.   0:20:05.5 AS: Like, I really, really enjoyed it. And then I was just thinking about how painful it is, if you haven't been inoculated from the beginning, to have to go through this, and then you end up with, you know, it's it's 9 to 5, it's painful work, it's called work for a reason, it's hard, you know. And I think that before I come to the next questions, you know, about the question we always get on the topic of carrots and sticks, what do we do instead?   0:20:30.6 AS: Before I talk about that, I think I really wanna highlight that what's important is getting your thinking right about this. Whether it's the thinking about I wanna treat people like a family, I want people to enjoy work, I want work to be a source of pride, I want people to wanna work here. You know, if you can get those thoughts right, the solutions to the carrots and sticks, and how do we evaluate and all of those questions, you know, can kind of, they wither away to some extent. What are your thoughts on that?   0:21:02.4 JS: Well, I think Jerry Solomon said it very well, actually. He said, you need a delivery mechanism. And Lean provided that, you know, it has a bunch of tools and organizing principles. So does the Deming's System of Profound Knowledge, right, and the various frameworks that Dr. Deming put together. So that provides that kind of framework. It's not easy to do. I think one of the big hurdles, and this is kind of central to my book is that you're dealing with a lot of unlearning. And they say that it's harder to unlearn something than it is to learn new skills. So we really can't afford to underestimate that.   0:21:51.1 JS: And I think when we have managers and leaders facing massive unlearning challenges, I think what's needed is compassion, you know, we shouldn't be putting them down for applying what they learned, we should be understanding about the changes. And I think Dr. Deming, you know, from the stories I've heard was very good about that.   0:22:00.0 AS: Well, he had something he would say, which was kind of one of his methods of compassions, but I remember him saying, how could they know? How could they know, you know, like, they were brought up in this system, as you've just said, and so, but it's based upon the carrot and sticks and all of these different things. But I'm curious, you know, which I think we at some point we'll get to in our discussion is the, there's listeners and viewers out there. It's like, okay, Jacob, totally agree with you. Andrew, totally agree with you. I want people to have joy in work. But you know, I'm constrained by, you know, the performance appraisals that I got to do.   0:23:07.3 AS: I'm constrained by the punishments and rewards that my company does. And or a leader of a company says, if I let these things go, we're gonna fall apart. How do you respond to that?   0:23:11.6 JS: Well, gosh, I mean, I think you have to just look at the case studies of people that have let that go. And that's why I emphasize I one of the points I emphasize in the book with advice for companies moving forward is a very first step before you do anything is go visit companies that have been successful. You know, go visit Bama Foods, where they have a great culture. Go watch how people interact with people. Go to some of the great Lean companies. All these companies understand that the best gift they can give their employees is to allow them to share what they've learned with other people. It's a great motivator for people. So it's a real win win. So I think it begins with that you've got to see it first. And then you can start to assess where you stand.   0:24:13.6 JS: But we're talking about a transformation here, as Dr. Deming said. We're not talking about implementing a few tricks that we can superimpose on our management system. You've got to manage it completely differently to actually get this kind of intrinsic motivation to be a driving force in your workplace.   0:24:19.2 AS: It just made me think that I wanna come up with the five happiest companies in Bangkok and do a tour and take my students out and my teams out and my company managers out and let's go, you know, see how they're turning on intrinsic motivation, you know. And one thing about Thailand that's interesting is that what people want from work is very different than in the West.   0:24:50.1 JS: Right.   0:24:51.2 AS: And what people want from work is good relationships, harmony.   0:24:57.6 JS: Really.   0:24:57.8 AS: They want connection. They want meaning, more meaning from their work than the typical Western.   0:25:05.8 JS: Isn't that interesting? Interesting.   0:25:05.9 AS: And so when I see and I rail sometimes on to my students about, you know, be very careful about bringing this KPI disease into Thailand, where all of a sudden, you're setting up the Thai people to go against each other, which takes away from what is a core strength is their desire and ability to get along.   0:25:33.3 JS: Isn't that interesting? Wow, so they got a head start.   0:25:42.5 AS: Yeah. My first move to Thailand in 1992, I taught an MBA class. And the first thing I did is what was done with me in my MBA class is say, all right, here's a case study, break into groups, and then, you know, and then they came back and, and then after getting to know them in my first semester that I taught, now I've been teaching for 32 years in Thailand. The first lesson I learned is Thais do not need group work. They need individual work. And because they need to kind of flex that muscle.   0:26:08.8 AS: And then I thought, well, why are we do so much group work in America? Well, because it's Americans are trained and taught from the beginning to think independently, have their own idea, watch out for themselves. And they need help in, let's say, MBA classes to work together.   0:26:26.8 JS: Isn't that interesting?   0:26:26.9 AS: And so what I just saw was a very different dynamic.   0:26:30.3 JS: Wow.   0:26:30.9 AS: And it helped me also to understand that we... The good side of the American, let's say, I know, American worker, I know Americans, just 'cause that's where I grew up. But the good side of that is that there is a lot of independent thinking, they can come up with the good systems and all of that.   0:26:47.3 JS: Sure.   0:26:48.9 AS: But the bad side is that they're oftentimes fired up to be in competition with each other. And KPIs just ignite that fire that just...   0:26:58.2 JS: They do.   0:26:58.3 AS: Really causes, you know, a lot of damage.   0:27:00.5 JS: Well, I got to ask you something, then, do you think that that East versus West kind of mindset is why Dr. Deming's ideas were taken up in Japan when they had been kind of ignored in the US?   0:27:16.9 AS: Yeah, I mean, I definitely I mean, Japan is like an extreme example of Asia and trying to have harmony and everybody, the bigger mission is the company, the bigger mission is the community, the bigger mission is the country. I would say that Japan is like the ultimate in that. Thailand is less so there's more independence and people don't have to be completely allegiant to those things. But still, that desire to be happy at work is there, you know, I think it's there more, it's more innate, for some reason in Thailand, than I saw it in America.   0:27:55.8 AS: And I always explain that, when I worked in America, I think I never went out on a weekend with my colleagues.   0:28:04.5 JS: Really. Interesting.   0:28:05.3 AS: And in Thailand is a very common thing to arrange activities together with your workmates, and go bowling and do this and do that. And I thought, I saw that everywhere. And I was pretty, you know, that just was fascinating to me. So I really, you know, this discussion is all about opening up people's minds, that carrots and sticks are not the only way. And as you said, it's a transformation, it takes time, you got to think about it, you got to reconcile it.   0:28:37.8 JS: Well, and that brings up another really important point, Andrew. And that is that teamwork, team productivity really makes the difference in a company. And when you think about it, you've got a whole bunch of individuals that productivity is very often not gonna add up for reasons, you know, that we've already talked about, you know, it's not part of the system. So team productivity becomes really, really essential. But team productivity, and Kelly Allen actually pointed this out really well to me. And I mean, I'm gonna just look in my notes here to get his words exactly, 'cause he said it so well.   0:29:21.0 JS: Let's see here. And here's Kelly, "a useful operational definition of a team is the collaborative and coordinated efforts of people working together in an atmosphere of voluntary trust." So you got to build that. And, you know, that's kind of tough to do in a lot of North American companies.   0:29:48.5 AS: Yeah. It's such a great point. And I think I've recently been teaching a corporate strategy. And I talk about Michael Porter and all the he's taught about strategy. But one of the things that he mentions towards the end of his books is the idea of fit. And he's talking about how do the pieces fit together in the company. And everybody knows that feeling when the when the process before you or the process after you in your company is being run by somebody that you have a good fit with. It's like everything comes together. And so I think what I realize now is that the power of that coordination that Kelly Allen's talking about is all about how do we get these pieces fit together, working together, coordinating together. That's the magic.   0:30:37.3 AS: Interesting. But Porter, I mean, he talked about a lot of I think, you know, it's been a long time since I've looked at his books, but a lot of his stuff was either or, right? I mean, you know, you decide, am I gonna be a price leader or am I gonna be a quality leader? And I think a lot of what he did disregarded, you know, Deming's Chain Reaction, you know, where he where you actually invest in both. So I mean, that's got a problem and with strategy people in general. Now, I know you've taught strategy. So maybe you're gonna take me apart on this one. But it seems to me that the strategy folks are really missing something.   0:31:29.1 AS: Well, I think most people are missing the type of stuff that Dr. Deming's talking about, but I use an example of McDonald's and Starbucks.   0:31:35.5 JS: Okay.   0:31:37.3 AS: You know, one is a low cost leader. And one is a premium, you know, differentiated, you know, product and service. And we all know which one's which. So which one leads to a sustainable competitive advantage? Which one is better? I always talk to my students. And I say, the fact is, is that both of them have led to a competitive advantage. So part of what, you know, I would say, when I think about corporate strategy, from my perspective, is figure out the direction that fits your DNA, and then pursue that, whether that's about making, you know, I like to tell my students that think of a company run by an engineer, who may be focused on the processes and all that, who may create a very efficient operation, versus a business, let's say run by a marketing or sales person who has a much better contacting and messaging to the customer. Those two business owners should be developing their corporate strategy around their DNA, you know, and if they do that right, that, in theory, should lead to some competitive advantage.   0:31:58.9 AS: And to me, competitive advantage is how do we make sure that our company creates a level of profitability that is higher than the industry average over a sustained period of time. If we think we're doing a corporate strategy that works, and we're making a very low amount of profitability, I think that there's enough reason to argue that that's probably not achieving a competitive advantage.   0:32:37.1 JS: Yeah. And I think we have to put the word sustainable competitive advantage. But along the McDonald's, Starbucks, though, I have a very interesting twist. And I think this was done locally in Canada. But somebody did a blind test of coffees from various outlets to see what rated the highest. And I have to tell you that McDonald's coffee rated very high, higher than Starbucks. So...   0:33:47.1 AS: But it's definitely the case in Bangkok that McDonald's coffee is fantastic.   0:33:50.8 JS: Really.   0:33:51.8 AS: I happen to know very much about that. But I highly recommend that.   0:33:55.7 JS: Yeah. Well, I think we're, you know, we are focusing in this book, essentially on, you know, productivity. Now, marketing, marketing strategy and stuff like that is yeah, I'll acknowledge that. Sure. And that's maybe, you know, I think what Michael Porter was talking about it's very true in terms of marketing. But in terms of quality, output of quality, I think that's where the Deming magic and the Lean magic all come into play.   0:34:12.2 AS: Yeah, I mean, it took me a long time to figure out that what Dr. Deming saying is, if we are continually improving our products and service and our quality, we're driving down costs, and we're making people happier, and we're bringing more value to the market. How... Shall we wrap this up? And how would you summarize what you want people to take away from this?   0:34:26.1 JS: I would say that intrinsic motivation is underestimated in workplaces, it's misunderstood. It's not reflected in the way most companies are organized or their strategies. So it's a big learning curve for companies to create the kind of environment where intrinsic motivation is connected with the workplace. But I think it's worthwhile, it's a very, very important thing. And we have a lot of unhappiness in society. And a lot of it can be traced to a lack of that. So, you know, I hope that more companies will see the importance of this.   0:35:16.6 AS: You know, it's my, my friend who never... He was helping me when I was writing my book, Transform your Business with Dr. Deming's 14 points.   0:36:02.2 JS: That's a great book.   0:36:02.7 AS: And he was editing a book.   0:36:02.8 JS: I love that book, by the way.   0:36:04.3 AS: Thank you. I was trying to make it as simple as possible for the 14 points. But my friend, as he was helping me edit it, he turned to me after many hours of working together over many weeks, he said to me, I figured it out. Dr. Deming is a humanist, he cares about people. And that was just so funny, because he thought going into it, it's all gonna be about, you know, charts and graphs and statistics. And I think that's, you know, that's the key, it's the mindset. I wanna wrap up by by just going through some of Dr. Deming's 14 points that apply to what we're talking about. And, you know...   0:36:39.2 JS: Great.   0:36:39.6 AS: The question really is, you know, when my friend said that Dr. Deming was a humanist, it's 'cause as he started working on the 14 points with me, he started to realize, just listen to these points. Here's point number eight, drive out fear. Yeah, that's critical to having a joyful workplace. Number nine, break down barriers between department. That's the source of so much trouble for people at work is that they're working in silos. Number 10, eliminate slogans and targets and exhortations. Stop focusing on pushing the workers constantly. Figure out how to improve the system.   0:37:10.2 AS: Number 11, eliminate work standards or quotas, eliminate management by objective, management by numbers, substitute leadership. And number 12, remove barriers that rob the hourly worker of the right to pride of workmanship. Remove barriers that rob people in management and engineering of their right of pride of workmanship. My goodness, from eight, nine, 10, 11, 12, all focused on this concept of intrinsic motivation. And to me, that thinking, changing that thinking is what's so critical. Anything you would add as we wrap up?   0:37:25.0 JS: Yeah, I will add one thing to that. And this is very strongly in the book. That is why the first step if you're gonna transform your company is making everybody feel safe. That's got to be the first step, even before you start training them with methods and things like that. You have to build safety, then you can build trust.   0:37:47.2 AS: Fantastic. Well, Jacob, on behalf of everyone at the Deming Institute, I wanna thank you again for this discussion. And for listeners, remember to go to deming.org to continue your journey. So much happening there. You can find Jacob's book, Productivity Reimagined at jacobstoller.com. And this is your host, Andrew Stotz. And I'll leave you with one of my favorite quotes from Dr. Deming that I just never stop talking about. And today we talked about it a lot. And that is, "People are entitled to joy in work."  

In this episode Stories from the River, host Charlie Malouf welcomes back April Todd, Home Furnishings Expert & Sales Manager, for the second part of their conversation. April shares heartfelt reflections on her career and the deep sense of gratitude and fulfillment she derives from working for the River, inviting others to experience what she describes as home. Her positive influence on her community and colleagues is evident as they laud her for her kindness, generosity, and leadership. She talks about the various company events she has attended, such as soirees, summits, and purpose-driven gatherings that have filled her cup and provided her with a sense of feeling appreciated as well as renewed her spirit and mindset with inspiration and motivation.  April recounts being particularly touched by an impactful speech from Inky Johnson at Broad River's Leadership Summit in August 2018 when the Company's purpose statement ("Furnishing Life's Best Memories.") was unveiled.  She also discusses the positive impact of the Company's annual themes, which aid in centering and driving the team's focus. She highlights Broad River's commitment to fostering real human connections, standing out as a top workplace in the furniture industry due to its culture and treatment of its Memory Makers. April candidly discusses her professional journey, including how she sets sales goals that spur her to push her performance to new heights, using stories of working diligently through holiday seasons at the end of the year as examples. Her narrative also includes the personal sacrifices she's made, and she openly discusses how she's dealt with grief that she's had over the years (and how she's been able to perform at work amidst the personal struggles at home), including the fortitude she's shown during family struggles such as her husband's cancer diagnosis, and her father's passing following a terminal diagnosis.  April's generous spirit and heart of gold extend beyond work as she recounts how she's used her annual jackpot bonuses to support her community, from helping dozens of families with Christmas gifts during the holidays to giving away a car and even to aiding a homeless man.  In offering advice she would offer to new hires on the sales floor, she stresses the importance of a positive mindset, hard work, and the pursuit of continuous improvement. Even though April has been a perennial Million Dollar Memory Maker and has achieved the top levels of sales success at the Company, she has not allowed herself to become complacent towards her craft.  She has personified personal excellence and a drive to always learn and seek opportunities to improve.  Her professional mindset and serious approach to craft are exemplary examples to others on the sales floor. At Broad River Retail, there's a focus on people, innovation, and pushing boundaries, with initiatives to recognize and engage employees. Despite the fast-paced growth and the corporate backdrop, April enjoys the warm culture and the surprising close-knit feel within the Company that April believes is the same as it was when she began even though the Company has grown so much over the years.. April's story is a profound blend of personal resilience, Company pride, continual self-reflection, and the faithful belief in overcoming adversity and achieving greatness. Additional Resources:  Building a Prosperous Career from the Ground Floor with April Todd (Part One): https://www.youtube.com/watch?v=ch4bgUgsUfc   Behind the Scenes of Project Premier: Recognizing and Celebrating Broad River's Memory Makers: https://www.youtube.com/watch?v=qN5EQT9cq5g   Purpose Begins with Identity at Broad River Retail: https://www.youtube.com/watch?v=hzHUE4ub8zI   All Systems Go! Tim Sobkowiak's Journey to Success at Broad River: https://www.youtube.com/watch?v=7ZhHZY2U8F8   Inky Johnson Speaks to Broad River (recorded on August 30, 2018): https://www.youtube.com/watch?v=BNAGlW6uObg   Books Referenced:  "Everybody Matters: The Extraordinary Power of Caring for Your People Like Family:"  by Bob Chapman and Raj Sisodia: https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796   "The Power of Habit" by Charles Duhigg: https://www.amazon.com/Power-Habit-What-Life-Business/dp/081298160X   "The Power of One More" by Ed Mylett: https://www.amazon.com/Power-One-More-Ed-Mylett/dp/1119815363     This episode on YouTube:  https://youtu.be/RmHYamI-Bgc  Visit https://www.storiesfromtheriver.com for more episodes. This show is brought to you by Broad River Retail. Visit https://BroadRiverRetail.com   Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

In this episode Stories from the River, host Charlie Malouf welcomes back April Todd, Home Furnishings Expert & Sales Manager, for the second part of their conversation. April shares heartfelt reflections on her career and the deep sense of gratitude and fulfillment she derives from working for the River, inviting others to experience what she describes as home. Her positive influence on her community and colleagues is evident as they laud her for her kindness, generosity, and leadership. She talks about the various company events she has attended, such as soirees, summits, and purpose-driven gatherings that have filled her cup and provided her with a sense of feeling appreciated as well as renewed her spirit and mindset with inspiration and motivation.  April recounts being particularly touched by an impactful speech from Inky Johnson at Broad River's Leadership Summit in August 2018 when the Company's purpose statement ("Furnishing Life's Best Memories.") was unveiled.  She also discusses the positive impact of the Company's annual themes, which aid in centering and driving the team's focus. She highlights Broad River's commitment to fostering real human connections, standing out as a top workplace in the furniture industry due to its culture and treatment of its Memory Makers. April candidly discusses her professional journey, including how she sets sales goals that spur her to push her performance to new heights, using stories of working diligently through holiday seasons at the end of the year as examples. Her narrative also includes the personal sacrifices she's made, and she openly discusses how she's dealt with grief that she's had over the years (and how she's been able to perform at work amidst the personal struggles at home), including the fortitude she's shown during family struggles such as her husband's cancer diagnosis, and her father's passing following a terminal diagnosis.  April's generous spirit and heart of gold extend beyond work as she recounts how she's used her annual jackpot bonuses to support her community, from helping dozens of families with Christmas gifts during the holidays to giving away a car and even to aiding a homeless man.  In offering advice she would offer to new hires on the sales floor, she stresses the importance of a positive mindset, hard work, and the pursuit of continuous improvement. Even though April has been a perennial Million Dollar Memory Maker and has achieved the top levels of sales success at the Company, she has not allowed herself to become complacent towards her craft.  She has personified personal excellence and a drive to always learn and seek opportunities to improve.  Her professional mindset and serious approach to craft are exemplary examples to others on the sales floor. At Broad River Retail, there's a focus on people, innovation, and pushing boundaries, with initiatives to recognize and engage employees. Despite the fast-paced growth and the corporate backdrop, April enjoys the warm culture and the surprising close-knit feel within the Company that April believes is the same as it was when she began even though the Company has grown so much over the years.. April's story is a profound blend of personal resilience, Company pride, continual self-reflection, and the faithful belief in overcoming adversity and achieving greatness. Additional Resources:  Building a Prosperous Career from the Ground Floor with April Todd (Part One): https://www.youtube.com/watch?v=ch4bgUgsUfc   Behind the Scenes of Project Premier: Recognizing and Celebrating Broad River's Memory Makers: https://www.youtube.com/watch?v=qN5EQT9cq5g   Purpose Begins with Identity at Broad River Retail: https://www.youtube.com/watch?v=hzHUE4ub8zI   All Systems Go! Tim Sobkowiak's Journey to Success at Broad River: https://www.youtube.com/watch?v=7ZhHZY2U8F8   Inky Johnson Speaks to Broad River (recorded on August 30, 2018): https://www.youtube.com/watch?v=BNAGlW6uObg   Books Referenced:  "Everybody Matters: The Extraordinary Power of Caring for Your People Like Family:"  by Bob Chapman and Raj Sisodia: https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796   "The Power of Habit" by Charles Duhigg: https://www.amazon.com/Power-Habit-What-Life-Business/dp/081298160X   "The Power of One More" by Ed Mylett: https://www.amazon.com/Power-One-More-Ed-Mylett/dp/1119815363     This episode on YouTube:  https://youtu.be/RmHYamI-Bgc  Visit https://www.storiesfromtheriver.com for more episodes. This show is brought to you by Broad River Retail. Visit https://BroadRiverRetail.com   Follow us on LinkedIn: https://www.linkedin.com/company/broad-river-retail  

Charlie discusses a week full of exciting events at the River, and takes the opportunity to reflect on how they came up with the purpose statement "Furnishing Life's Best Memories" and the importance of having clear organizational purpose. He shares the process of studying other companies' purpose statements, getting inspired by a book called "The Story of Purpose," and ultimately presenting the four-word purpose statement to his team. This episode highlights the significance of purpose in a business and how Broad River embraced their purpose statement as a guiding principle.   The Story of Purpose by Joey Reiman - https://www.amazon.com/Story-Purpose-Creating-Brighter-Greater/dp/1118443691/  The Invisible Leader: Transform Your Life, Work, and Organization with the Power of Authentic Purpose by Zach Mercurio - https://www.amazon.com/Invisible-Leader-Transform-Organization-Authentic/dp/1599328518/   Finding Purpose at Work by Davin Salvagno - https://www.amazon.com/Finding-Purpose-Work-Davin-Salvagno-ebook/dp/B08LFMSM81/   Your WHY Matters NOW: How Some Achieve More and Others Don't by Justin Peter Jones-Fosu Sr - https://www.amazon.com/Your-WHY-Matters-NOW-Achieve/dp/0983371849/  The Purpose Path: A Guide to Pursuing Your Authentic Life's Work by Dr. Nicholas Pierce - https://www.amazon.com/Purpose-Path-Guide-Pursuing-Authentic/dp/1250182174  Leading from Purpose: Clarity and the Confidence to Act When It Matters Most  by Nick Craig - https://www.amazon.com/Leading-Purpose-Clarity-Confidence-Matters/dp/031641624X/   Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman and Raj Sisodia - https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796  Furnishing life's best memories - launch video - https://www.youtube.com/watch?v=ZthccbTxtF8   Purpose Activation Committee (the PAC) - https://www.youtube.com/watch?v=doPbkhlgsJY   Justin Jones-Fosu's closing keynote talk - https://www.youtube.com/watch?v=uop2jfIhbpM   Purpose 8:28 - https://www.youtube.com/watch?v=njaJ-j9QE5s   Inky Johnson speaks to Broad River Retail - https://www.youtube.com/watch?v=BNAGlW6uObg   2019 year in review - https://www.youtube.com/watch?v=mbQU24dmaGs   Joey Reiman discusses The Story of Purpose with Broad River Retail - https://www.youtube.com/watch?v=xmABICtQLsk   2018 - Broad River Retail Leadership Summit - Joey Reiman Q & A - https://www.youtube.com/watch?v=jUTZORUZl6Q     A Hope to Dream https://www.ahopetodream.com/  St. Jude Children's Research Hospital - https://www.stjude.org/     This episode on YouTube: https://youtu.be/NC767EcwS5s  We hope you enjoy this episode, and subscribe to our podcast for a new story each week. Visit https://www.storiesfromtheriver.com for more episodes.

Charlie discusses a week full of exciting events at the River, and takes the opportunity to reflect on how they came up with the purpose statement "Furnishing Life's Best Memories" and the importance of having clear organizational purpose. He shares the process of studying other companies' purpose statements, getting inspired by a book called "The Story of Purpose," and ultimately presenting the four-word purpose statement to his team. This episode highlights the significance of purpose in a business and how Broad River embraced their purpose statement as a guiding principle.   The Story of Purpose by Joey Reiman - https://www.amazon.com/Story-Purpose-Creating-Brighter-Greater/dp/1118443691/  The Invisible Leader: Transform Your Life, Work, and Organization with the Power of Authentic Purpose by Zach Mercurio - https://www.amazon.com/Invisible-Leader-Transform-Organization-Authentic/dp/1599328518/   Finding Purpose at Work by Davin Salvagno - https://www.amazon.com/Finding-Purpose-Work-Davin-Salvagno-ebook/dp/B08LFMSM81/   Your WHY Matters NOW: How Some Achieve More and Others Don't by Justin Peter Jones-Fosu Sr - https://www.amazon.com/Your-WHY-Matters-NOW-Achieve/dp/0983371849/  The Purpose Path: A Guide to Pursuing Your Authentic Life's Work by Dr. Nicholas Pierce - https://www.amazon.com/Purpose-Path-Guide-Pursuing-Authentic/dp/1250182174  Leading from Purpose: Clarity and the Confidence to Act When It Matters Most  by Nick Craig - https://www.amazon.com/Leading-Purpose-Clarity-Confidence-Matters/dp/031641624X/   Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman and Raj Sisodia - https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796  Furnishing life's best memories - launch video - https://www.youtube.com/watch?v=ZthccbTxtF8   Purpose Activation Committee (the PAC) - https://www.youtube.com/watch?v=doPbkhlgsJY   Justin Jones-Fosu's closing keynote talk - https://www.youtube.com/watch?v=uop2jfIhbpM   Purpose 8:28 - https://www.youtube.com/watch?v=njaJ-j9QE5s   Inky Johnson speaks to Broad River Retail - https://www.youtube.com/watch?v=BNAGlW6uObg   2019 year in review - https://www.youtube.com/watch?v=mbQU24dmaGs   Joey Reiman discusses The Story of Purpose with Broad River Retail - https://www.youtube.com/watch?v=xmABICtQLsk   2018 - Broad River Retail Leadership Summit - Joey Reiman Q & A - https://www.youtube.com/watch?v=jUTZORUZl6Q     A Hope to Dream https://www.ahopetodream.com/  St. Jude Children's Research Hospital - https://www.stjude.org/     This episode on YouTube: https://youtu.be/NC767EcwS5s  We hope you enjoy this episode, and subscribe to our podcast for a new story each week. Visit https://www.storiesfromtheriver.com for more episodes.

Nick Akers had a vision for supportive, employee-first leadership. Buying a business enables him to realize this vision.Topics in Nick's interview: His background as an inventor How the TV show Succession mirrors real life Why he chose Swiss search accelerator Novastone What motivates him more than money His focus on building a positive company culture The MSP industry and its appeal for searchers His plan for bolt-ons in the MSP industry The importance of cash flow and working capital His first 2 months as CEO Why he likes having investors References and how to contact Nick: LinkedIn STL Communications Novastone Capital Advisors Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman and Raj Sisodia Start with Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek Get a complementary pre-acquisition HR & PEO review for your target business:Contact mark@aspenhr.com or visit Aspen HR Get complimentary due diligence on your acquisition's insurance & benefits program:Oberle Risk Strategies - Search Fund TeamConnect with Acquiring Minds: See past + future interviews on the YouTube channel Connect with host Will Smith on LinkedIn Follow Will on Twitter

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Rich Diviney, author of The Attributes: 25 Hidden Drivers of Optimal Performance. Rich Diviney is a retired Navy SEAL commander with 20+ years of experience as a Navy SEAL Officer, having completed more than thirteen overseas deployments, including serving as the officer in charge of training for a specialized command. During his service, Rich Diviney was intimately involved in the highly specialized SEAL selection process and spearheaded the creation of a directorate that fused physical, mental, and emotional disciplines. Since his retirement, Rich Diviney has worked as a speaker, facilitator, and consultant with the Chapman & Co. Leadership Institute and Simon Sinek Inc., teaching leadership and optimal performance for teams and organizations. Some highlights:- Rich Diviney explained the role of mindset matters and how it helped him during his Navy SEAL Trainings- How to effectively deal with uncertainty, change, challenge and stress- The difference between attributes and skills - Why understanding attributes is essential in the hiring process and putting together a high performing team- Rich Diviney on how to determine attributes in the hiring process- The role humor plays in high performing teams- Rich Diviney on how leaders and teams can nurture trust and teamwork- The concept of dynamic subordination and its importance to leadership excellence - Rich Diviney talks about Resilience vs. AntifragilityAlso mentioned in this episode:- Simon Sinek, author- Bob Johansen, renowned futurist and author (Listen to Bob's episode on Partnering Leadership Podcast) Book Recommendations:The Attributes: 25 Hidden Drivers of Optimal Performance by Rich DivineyEverybody Matters: The Extraordinary Power of Caring for Your People Like Family by  Bob Chapman and Raj Sisodia Antifragile: Things That Gain from Disorder by Nassim Nicholas TalebThe Talent Code: Greatness Isn't Born. It's Grown. Here's How by Daniel Coyles Connect with Rich Diviney:The Attributes Official WebsiteRich Diviney on LinkedInRich Diviney on InstagramRich Diviney on TwitterConnect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

It's been almost eight years since the publication of Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Raj Sisodia, one of the founders of Conscious Capitalism and Barry-Wehmiller CEO, Bob Chapman. It's the story of Bob and Barry-Wehmiller's journey from traditional business thinking to Truly Human Leadership. All these years later, people are still discovering the book and are touched by the story. Around the time of Everybody Matters' release, Bob and Raj did a number of interviews talking about why they wrote the book and what they hoped to accomplish by writing it.

Charlie is joined by Melanie Maldonado, Broad River's Associate Manager of Retail Operations for East Region. She shares some gems from the last Thrive and Purpose event in 2022, using self-compassion to stay grounded and reset.    While on a completely different life track when she was in college, Melanie shares how she was able to break out of a potential career in medicine as it no longer resonated with her life goals. Joining Broad River in 2020, Melanie started in sales, then pivoted to Retail Operations and quickly ascended to her current position.  Melanie is one of Broad River's recipients of the Founders Scholarship Fund for continued education. She talks about how she felt when she learned she received this award, and what is her long-term plan.    This episode on YouTube: https://youtu.be/64LvLHG1lZM   Episode Resources:  Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman - https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796   RISE Science - https://www.risescience.com/   Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear - https://www.amazon.com/Atomic-Habits-Proven-Build-Break/dp/0735211299   Win the Day: 7 Daily Habits to Help You Stress Less & Accomplish More by Mark Batterson - https://www.amazon.com/Win-Day-Habits-Stress-Accomplish/dp/0593192761   The Body Keeps the Score: Brain, Mind, and Body in the Healing of Trauma by Bessel van der Kolk M.D. - https://www.amazon.com/Body-Keeps-Score-Healing-Trauma/dp/0670785938   Big Conversations with Haley Hoffman Smith - https://podcasts.apple.com/us/podcast/big-conversations-with-haley-hoffman-smith/id1494643478   Web based design service - https://Beautiful.ai    The alarm clock - https://www.hatch.co/restore  We hope you enjoy this episode, and subscribe to our podcast for a new story each week.  Visit  https://www.storiesfromtheriver.com for more episodes.

Charlie is joined by Melanie Maldonado, Broad River's Associate Manager of Retail Operations for East Region. She shares some gems from the last Thrive and Purpose event in 2022, using self-compassion to stay grounded and reset.    While on a completely different life track when she was in college, Melanie shares how she was able to break out of a potential career in medicine as it no longer resonated with her life goals. Joining Broad River in 2020, Melanie started in sales, then pivoted to Retail Operations and quickly ascended to her current position.  Melanie is one of Broad River's recipients of the Founders Scholarship Fund for continued education. She talks about how she felt when she learned she received this award, and what is her long-term plan.    This episode on YouTube: https://youtu.be/64LvLHG1lZM   Episode Resources:  Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman - https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796   RISE Science - https://www.risescience.com/   Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear - https://www.amazon.com/Atomic-Habits-Proven-Build-Break/dp/0735211299   Win the Day: 7 Daily Habits to Help You Stress Less & Accomplish More by Mark Batterson - https://www.amazon.com/Win-Day-Habits-Stress-Accomplish/dp/0593192761   The Body Keeps the Score: Brain, Mind, and Body in the Healing of Trauma by Bessel van der Kolk M.D. - https://www.amazon.com/Body-Keeps-Score-Healing-Trauma/dp/0670785938   Big Conversations with Haley Hoffman Smith - https://podcasts.apple.com/us/podcast/big-conversations-with-haley-hoffman-smith/id1494643478   Web based design service - https://Beautiful.ai    The alarm clock - https://www.hatch.co/restore  We hope you enjoy this episode, and subscribe to our podcast for a new story each week.  Visit  https://www.storiesfromtheriver.com for more episodes.

Kellie Jones, Manager of Retail Operations at Broad River Retail, joins Charlie for a conversation. Kellie discusses her favorite memories with her team, including her most memorable year (2018) when her store became known as "The Lake," formed a book club, bonded like family, achieved an upgraded store designation (going from Silver to Gold status), having seven Million Dollar Writers, and having both the GM of the Year as well as the REM of the Year. Kellie talks about her proudest moment to date with the Company - when she received the Cross Collaborator Award.  Kellie discusses strategies her team and she implemented during the pandemic to prevent cancellations through Project Breakwater and how she keeps her team engaged, positive, and continuing to thrive.  She unpacks the meaning and significance of the Gandalf Award given to the REM of the Month based on operational metrics as well as the importance of inventory management and Net Promoter Score (NPS).   There are so many other great stories, encouragement, and insights into the River shared during this conversation with Kellie. Episode Resources:  Kellie's book recommendation: "Believe IT: How to Go from Underestimated to Unstoppable" by Jamie Kern Lima - believeit.com  Kellie's favorite podcasts:  ""Office Ladies"" - https://officeladies.com/  "Off the Beat with Brian Baumgartner" - https://podcasts.apple.com/us/podcast/off-the-beat-with-brian-baumgartner/id1550331348  Additional Episode Resources:    Qualtrics (Leading Experience Management Software that we use for NPS surveys): https://www.qualtrics.com STORIS (Software Solutions for Home Furnishings Retailers that we use for our ERP system): https://www.storis.com Microsoft Teams (for group video chat and remote team connectivity): https://www.microsoft.com/en-us/microsoft-teams/group-chat-software ZOOM (Video Conferencing & Virtual Event software that we use for our Town Halls): https://zoom.us "Everybody Matters: The Extraordinary Power of Caring for Your People Like Family" by Bob Chapman and Raj Sisodia - https://www.barrywehmiller.com/outreach/book  Craig Groeschel Leadership Podcast Q&A with Jamie Kern Lima: Leading with Authenticity - https://podcasts.apple.com/us/podcast/craig-groeschel-leadership-podcast/id1070649025?i=1000552806642  Maxwell Leadership Podcast: Believe IT with Jamie Kern Lima - https://podcasts.apple.com/us/podcast/maxwell-leadership-podcast/id1416206538?i=1000513379085  This episode on Youtube: https://youtu.be/EaSBNMycKnE  We hope you enjoy this episode, and subscribe to our podcast for a new story each week. Visit www.storiesfromtheriver.com for more episodes.

Kellie Jones, Manager of Retail Operations at Broad River Retail, joins Charlie for a conversation. Kellie discusses her favorite memories with her team, including her most memorable year (2018) when her store became known as "The Lake," formed a book club, bonded like family, achieved an upgraded store designation (going from Silver to Gold status), having seven Million Dollar Writers, and having both the GM of the Year as well as the REM of the Year. Kellie talks about her proudest moment to date with the Company - when she received the Cross Collaborator Award.  Kellie discusses strategies her team and she implemented during the pandemic to prevent cancellations through Project Breakwater and how she keeps her team engaged, positive, and continuing to thrive.  She unpacks the meaning and significance of the Gandalf Award given to the REM of the Month based on operational metrics as well as the importance of inventory management and Net Promoter Score (NPS).   There are so many other great stories, encouragement, and insights into the River shared during this conversation with Kellie. Episode Resources:  Kellie's book recommendation: "Believe IT: How to Go from Underestimated to Unstoppable" by Jamie Kern Lima - believeit.com  Kellie's favorite podcasts:  ""Office Ladies"" - https://officeladies.com/  "Off the Beat with Brian Baumgartner" - https://podcasts.apple.com/us/podcast/off-the-beat-with-brian-baumgartner/id1550331348  Additional Episode Resources:    Qualtrics (Leading Experience Management Software that we use for NPS surveys): https://www.qualtrics.com STORIS (Software Solutions for Home Furnishings Retailers that we use for our ERP system): https://www.storis.com Microsoft Teams (for group video chat and remote team connectivity): https://www.microsoft.com/en-us/microsoft-teams/group-chat-software ZOOM (Video Conferencing & Virtual Event software that we use for our Town Halls): https://zoom.us "Everybody Matters: The Extraordinary Power of Caring for Your People Like Family" by Bob Chapman and Raj Sisodia - https://www.barrywehmiller.com/outreach/book  Craig Groeschel Leadership Podcast Q&A with Jamie Kern Lima: Leading with Authenticity - https://podcasts.apple.com/us/podcast/craig-groeschel-leadership-podcast/id1070649025?i=1000552806642  Maxwell Leadership Podcast: Believe IT with Jamie Kern Lima - https://podcasts.apple.com/us/podcast/maxwell-leadership-podcast/id1416206538?i=1000513379085  This episode on Youtube: https://youtu.be/EaSBNMycKnE  We hope you enjoy this episode, and subscribe to our podcast for a new story each week. Visit www.storiesfromtheriver.com for more episodes.

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Rich Diviney, author of The Attributes: 25 Hidden Drivers of Optimal Performance. Rich Diviney is a retired Navy SEAL commander with 20+ years of experience as a Navy SEAL Officer, having completed more than thirteen overseas deployments, including serving as the officer in charge of training for a specialized command. During his service, Rich Diviney was intimately involved in the highly specialized SEAL selection process and spearheaded the creation of a directorate that fused physical, mental, and emotional disciplines. Since his retirement, Rich Diviney has worked as a speaker, facilitator, and consultant with the Chapman & Co. Leadership Institute and Simon Sinek Inc., teaching leadership and optimal performance for teams and organizations. Some highlights:- Rich Diviney explained the role of mindset matters and how it helped him during his Navy SEAL Trainings- How to effectively deal with uncertainty, change, challenge and stress- The difference between attributes and skills - Why understanding attributes is essential in the hiring process and putting together a high performing team- Rich Diviney on how to determine attributes in the hiring process- The role humor plays in high performing teams- Rich Diviney on how leaders and teams can nurture trust and teamwork- The concept of dynamic subordination and its importance to leadership excellence - Rich Diviney talks about Resilience vs. AntifragilityAlso mentioned in this episode:- Simon Sinek, author- Bob Johansen, renowned futurist and author (Listen to Bob's episode on Partnering Leadership Podcast)Book Recommendations:The Attributes: 25 Hidden Drivers of Optimal Performance by Rich DivineyEverybody Matters: The Extraordinary Power of Caring for Your People Like Family by  Bob Chapman and Raj Sisodia Antifragile: Things That Gain from Disorder by Nassim Nicholas TalebThe Talent Code: Greatness Isn't Born. It's Grown. Here's How by Daniel Coyles Connect with Rich Diviney:The Attributes Official WebsiteRich Diviney on LinkedInRich Diviney on InstagramRich Diviney on TwitterConnect with Mahan Tavakoli:MahanTavakoli.comMore information and resources available at the Partnering Leadership Podcast website: PartneringLeadership.com

This week Clint has a conversation with Bob Chapman, the CEO of manufacturing technology supplier, Barry-Wehmiller, and the author of the bestseller Everybody Matters: The Extraordinary Power of Caring for Your People Like Family. In part one, Bob discusses the privilege of leadership and how he realized that business could be the most powerful force for good in the world.

According to my guest on today's episode, the largest crisis we currently face has nothing to do with the economy or politics - it's a crisis at the very heart of how we define leadership. Today a huge 88% of people do not feel like their work is valued by their employers. As a result, 75% of people would take another job if it came along, a level of disengagement estimated to cost companies over half a trillion dollars every year. This number does not include the impact it has on people's personal lives: from addictions to broken relationships.My guest on today's podcast asks the question. How can we lead like everybody matters?We give so much of ourselves and our lives to our jobs, so it's strange that success is defined only in dollars and not in its impact on human lives.Sitting with his morning coffee in the cafeteria of a company he had just acquired, Bob Chapman saw the joy of the workers slowly disappear as the work day started. This moment became the seed that eventually shifted his entire organisation from a ‘me-centric' approach to leadership to ‘we-centric'. A decision that eventually enabled them to not only survive, but thrive through some of the largest economic downturns of our time.This episode is about his incredible journey into the power and potentially world changing impact of truly human leadership.Today's Guest Bob ChapmanBob Chapman is the CEO of Barry-Wehmiller - a $3 billion global capital equipment business with more than 12,000 team members. He was also recently named the #3 CEO in the world by Inc. magazine and Top 10 Social Capital CEO by International Business.Bob became the senior executive of this private company in 1975 at the age of 30, after his father unexpectedly passed away. As an 80-year-old business with $20 million in revenue, outdated technology and a very weak financial position, it wasn't long before the banks literally flew in to call in debts. Despite the obstacles, and there have been many since, Bob applied a unique blend of strategy and culture over the next 40 years to lead Barry-Wehmiller through more than 100 successful acquisitions. As well as successfully navigating the GFC and, more recently, COVID-19.Over the past two decades, a series of realizations led Bob away from what he describes as the traditional management practices he learnt at university, to what he calls Truly Human Leadership. Where his employees feel valued, cared for and an integral part of the company's purpose. At Barry-Wehmiller, they have a unique measure of success: by the way they touch the lives of people. The transformational impact of this approach also became the inspiration behind his recent Wallstreet Journal bestseller ‘Everybody Matters: The Extraordinary Power of Caring for Your People Like Family'. Co-authored by Raj Sisodia, founder of Conscious Capitalism. “Business can be the most powerful force of good in the world, if we simply taught our leaders to care for the people they have the privilege of leading.”“You cannot ask people to care as leaders, you have to teach them how to care.”“We measure success by the way we touch the lives of people.”Blog Website: http://www.trulyhumanleadership.com/Company Website: http://www.barrywehmiller.com/ Twitter: https://twitter.com/barrywehmillerLinkedIn: https://www.linkedin.com/in/bob-chapman-89b936b8/You'll learnThat there is currently a ‘crisis' in leadership – with disengagement in the workplace costing ½ trillion dollars every year.The fundamental difference between management and leadership Bob's own personal journey from the me-centric approach he had been taught at university - to a ‘we-centric' approach that became the key to their success.What happens if you dare to treat every life you encounter (and employ) as your own precious child – because let's be honest, they are somebody's precious child. The most underutilised tool in leadership – the bravery to listen to how people feel. The two of the most powerful questions a leader can ask: ‘How does that affect your life?' and ‘What did that feel like?'How and why he went on to develop the GPO - the guiding principles of leadership – within Barry Wehmiller and how it went on to have more impact than he ever could have imagined. Why trust is not a result, it is an outcome.How good leadership needs to be taught, but the capacity to care is innate.The moment Bob realised that one of the biggest indicators of the success of his organisation (and the Nation), wasn't its financial position - but the marriage survival rates of its people.References and links mentionedBob's book was co-written with Raj Sisodia, author of Conscious Capitalism: Everybody Matters.Bob's TED Talk: Truly Human LeadershipImpressions of Truly Human Leadership https://www.bing.com/videos/search?q=impressions+of+truly+human+leadership&docid=608007660873673207&mid=8AB5EFCC225876871B638AB5EFCC225876871B63&view=detail&FORM=VIREBob's video messages https://www.bobchapman.co/Bob's International Business Times article https://www.ibtimes.com/profile/bob-chapmanBob's vision of the power of business for good! https://urldefense.proofpoint.com/v2/url?u=https-3A__medium.com_jacob-2Dmorgan_4-2Dways-2Dleaders-2Dcan-2Dcreate-2Da-2Dbetter-2Dworld-2Dfrom-2Dbarry-2Dwehmiller-2Dceo-2Dbob-2Dchapman-2D75f4ec768043&d=DwMGaQ&c=nQOnw6HHAeKBNxj23OXhOw&r=2RFcSZ1TO913_bzN6KowXG0kP853a4wHV3pgummyZkA&m=u5qCoPXJv_DNOUAYoORaCiqlGgKWKwIHvmzNYZVp9e0&s=mbCqxGP4oTfz9UeMwCmwZokfaUivvXvuNPVaTmJbeKc&e=Bob's Profile https://shinesummit.hsph.harvard.edu/people/bob-chapmanBarry-Wehmiller Documentary https://www.bing.com/videos/search?q=Every+Matters+documentary+trailer&docid=608041367780993219&mid=E3BDBD7B69903C19104FE3BDBD7B69903C19104F&view=detail&FORM=VIREMy new ebook The Influencer CodeIf you liked this episode, you might also enjoyBenjamin Zander – The power of standing in possibility: Leadership and the transformative role of music Hamish Thomson – Why it's not always right to be right and other hard won leadership lessonsJames Kerr – Leading at speed: How to move like the All Blacks without burning out Jim Tamm – The keys to Radical CollaborationFrances Frei – Unleashing and repairing trust as a leaderSubscribe to and Review the Inside Influence PodcastThanks for tuning into this week's episode of the Inside Influence Podcast! If the information in my conversations and interviews have helped you in your business journey, please head over to iTunes, subscribe to the show, and leave an honest review. Your reviews and feedback will not only help us continue to deliver great, helpful content, but it will also help us reach even more amazing people just like you!Also, don't forget to hop on my website juliemasters.com and download my new ebook The Influencer Code See acast.com/privacy for privacy and opt-out information.

In today’s episode, I am joined by Dave Kievet, the president and COO of The Boldt Company. He has been in the industry for more than thirty years. He and I discuss why being too tactical in business is not advisable, how relationships affect your construction company, and how your professional and personal life interact. This episode will be very insightful for many leaders at all stages of their careers. So, tune in now and learn important notes to hone your leadership skills. What’s Discussed in This Episode: Dave’s definition of leadership Instilling hope and courage to others Using a check-in sheet Defining quality time Lack of leadership in the construction industry linked to being too tactical  Embrace failures and learn from it Power of relationships Importance of feedback or mentoring Observing other leaders in the industry Shifting from being too tactical to being more strategic Practice of self-reflection How to spend more time with your feet up on the desk Allow others to be successful Understanding how to deal with problems Insights to effective delegation of responsibilities or tasks Importance of a well-structured background Learning trigger points and keeping a cool head Advice to leaders about role delegation and responsibilities Advantages of the new generation Struggles of new leaders Learnings from the new generation of leaders How to deal with different generations in the business Dealing with challenges with your own motivations Detecting red flags of burn out in leaders Dave’s personal experience and professional notes About the Guest: Dave Kievet is the president and chief operating officer of The Boldt Company, one of the leading construction firms in the country. He has over thrity years of experience in the field not only as an engineer but also as a leader. He specializes in business development and lean construction. As of now, he supervises all operating groups throughout the country.  Resources: Dave Kievet Website (https://www.theboldtcompany.com/) Dave’s restaurant recommendation: Silver Coach Restaurant (https://www.silvercoachrestaurant.net/)  Books mentioned in this episode: Think and Grow Rich by Napoleon Hill (https://www.amazon.com/Think-Grow-Rich-Publication-Foundation-ebook/dp/B07P896HSJ/) Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman and Raj Sisodia (https://www.amazon.com/Everybody-Matters-Extraordinary-Caring-People/dp/1591847796) The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues by Patrick M. Lencioni (https://www.amazon.com/Ideal-Team-Player-Recognize-Cultivate/dp/1119209595)  Connect with me on LinkedIn. For more podcast episodes, you may also visit my website. Tune in and subscribe to the Construction Genius: A Leadership Master-Class Podcast on Apple Podcasts, Spotify, and Stitcher. Thank you for tuning in! 

This is episode #53 of "Classroom Matters" by Educate.Today. We are a program dedicated to speaking with some of the most outstanding educators in the nation, covering different topics in the world of teaching and learning.On today’s episode I will be sitting down with Bob Chapman, Chairman and CEO of St. Louis based Barry-Wehmiller. Over the last two decades Bob has dedicated his work and life to creating an environment where people feel truly valued and cared for. In his book Everybody Matters: The Extraordinary Power of Caring for Your People Like Family, Bob writes about his journey to find his true calling, going behind the scenes as his team tackles real-world challenges with caring, empathy, and inspiration.During this conversation we will be discussing the challenges that educators face in leadership positions and how the truly human leadership approach can turn disgruntled, burned out teachers into high-performing teams. Classroom Matters Host - Kristy HoulePodcast Producers - Jessica Pierce and Kristy HoulePodcast Audio Editing - Jessica PierceEducate.Today Executive Director - Tim Gore

Our work environment heavily impacts our health more than we ever know. When we are not taking care of ourselves, we are more prone to burn out, stress, and sickness.  If you are not in your top condition, you’re more absent and disengaged at work. But when you’re in a space that empowers you to be healthy and happy, it’ll reflect on your work! Join me in this episode as we talk about how to create safe spaces and build accountability connections within your organizations with Emily Elrod! She is an experienced corporate consultant and the President of Workzbe, a company with a mission to creating environments where people can have accountability, long-lasting connections, and favorable results. Find out how you can create wise work that your people need as Emily shares her knowledge and expertise so you have a culture that empowers people to show up, contribute, collaborate, and have fun in what they do! In this episode, you will learn about: Creating safe spaces or accountability connection Building through trust Implementing programs and processes that’ll make your people’s lives better Why information is not always power Why it’s important to have a conversation about stress The ideal work environment Why you should help yourself first to help others Why you should strive to know your people first before you start allocating your resources Connect with Emily: Workzbe LinkedIn Instagram @emmyelrod Facebook Mentioned in this episode: Watch Brandon's guest appearance on Emily's podcast How to Say Anything to Anyone: A Guide to Building Business Relationships That Really Work by Shari Harley Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman What did you think of this episode? Give us a 5-star rating and write a review on Apple Podcasts, or take our survey. Contact Brandon: Email Brandon.Laws@xeniumhr.com or connect on LinkedIn, Twitter or Instagram Learn more about Xenium HR at xeniumhr.com Follow Xenium on Twitter, Instagram, or LinkedIn.

Top Takeaways:-      You don’t need to have an out-of-the-ordinary or “exceptional” background to do exceptional things in business and your life. -      Business has the potential to be the most powerful force for good in the world. It begins with companies truly caring about their people. -      The most important thing for any business is to develop a sustainable business model in which people feel valued. -      Many businesses make the mistake of only caring about numbers. Leaders instead should care about their people, making them the number one priority. -      Create a work environment where people feel safe and valued. Give them hope for the future. That will make them feel engaged and give them the desire to contribute. -      A leader’s job should be to help the people they have the privilege of leading grow and develop in line with the company’s vision. -      Customers ultimately benefit from the good treatment of employees. If you take care of your employees, they will take care of their customers. -      Find ways to make work fun. Fun is an excellent motivator that increases employee engagement and productivity. -      The way employees are treated at work affects their behavior outside of work. Therefore, it is a leader’s responsibility to take the best care of the people within their stewardship. This has the potential to make the entire world a better place. -      For more from Bob Chapman, check out his appearance on Shep’s TV show, Be Amazing or Go Home. Quote:“Business could be the most powerful force for good in the world if we simply cared about the people we have the privilege of leading.” About:Bob Chapman is the Chairman and CEO of Barry-Wehmiller. He developed management practices known as “Truly Human Leadership” and co-wrote Everybody Matters: The Extraordinary Power of Caring for Your People Like Family. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bob Chapman, Chairman & CEORecently named the #3 CEO in the world by Inc., Bob Chapman is very intentional about using his platform as a business leader to build a better world.Chapman is Chairman and CEO of St. Louis, MO-based Barry-Wehmiller, a $3B global manufacturing business with almost 12,000 team members. The company began as a small pasteurizing and bottle washer business in 1885 and, through acquisition and organic growth, has grown into 12 business units serving primarily the packaging, paper converting, sheeting and corrugating industries. Chapman became the senior executive of this private company in 1975 at age 30 when the 80-year-old business had $20 million in revenue, outdated technology and a very weak financial position. Despite the obstacles, Chapman applied a unique blend of strategy and culture over the next 40 years in leading Barry-Wehmiller through more than 100 successful acquisitions.Over the past two decades, a series of realizations led him away from traditional management practices to what he now calls Truly Human Leadership--a people-centric approach where his employees feel valued, cared for, and an integral part of the company’s purpose. At Barry-Wehmiller, they have a unique measure of success: by the way they touch the lives of people.Chapman’s experiences and the transformation he championed were the inspiration behind his 2015 WSJ bestseller Everybody Matters: The Extraordinary Power of Caring for Your People Like Family. The book is co-authored by Raj Sisodia, founder and co-author of Conscious Capitalism.Chapman regularly writes about the powerful intersection of people-centric leadership and good business strategy on his blog, TrulyHumanLeadership.com, and on LinkedIn, where he is an Editor’s pick. In 2016, Harvard Business School released a case study featuring Barry-Wehmiller’s unique approach to business.Chapman’s list of speaking engagements include the Aspen Ideas Festival, Conscious Capitalism events, Fortune Scale Up Summit, TEDxScottAFB, the 2016 US Congressional Retreat, WorldBlu, CEO Global Leaders Forum, International City Managers Association, the AME International Conference, Institute for Healthcare Consumerism Forum, Shingo Prize for Manufacturing Excellence Conference, HERO Forum for Employee Health Management, and numerous others.Chapman shares his leadership journey and the story of Barry-Wehmiller whenever he can as it is an example of the way businesses and organizations should be: focused on creating value for all stakeholders—team members, customers, communities and shareholders. Not only is it the right thing to do, it creates meaning and fulfillment for team members.Chapman has a BA from Indiana University and an MBA from Michigan. He spent his early career as an accountant with Price Waterhouse.For more info about Bob, please contact mary.rudder@barry-wehmiller.com

Addressing Provider Wellness and Resilience   Evaluation and Credit: https://www.surveymonkey.com/r/MedChat8   Target Audience             This activity is targeted toward internal medicine, family medicine and all specialties.   Statement of Need A 2015 Mayo Clinic study found that more than half of U.S. doctors experience at least one symptom of burnout, and dissatisfaction has significantly worsened in recent years. Physician stress and burnout can impact the quality of patient care as well as a physicians' own health and well-being. It is important for physicians to recognize the symptoms of burnout and to identify strategies/habits to promote resilience and work-life balance. Objectives At the conclusion of this offering, the participant will be able to: Discuss the contributing factors and symptoms of burnout. Describe strategies / resources to address clinician burnout and resilience.   Moderator James Jennings, M.D. Executive Medical Director, Adult Primary Care Director, Provider Wellbeing Norton Healthcare   Speaker Paul F. DeChant, M.D., MBA, FAAFP Deputy Chief Health Officer IBM Watson Health   Moderator, Speaker and Planner Disclosures  The moderator, speaker and planners for this activity have no potential or actual conflicts of interest to disclose.   Commercial Support  This activity has not received commercial support.     Physician Credits   American Medical Association Accreditation Norton Healthcare is accredited by the Kentucky Medical Association to provide continuing medical education for physicians.   Designation Norton Healthcare designates this enduring material for a maximum of .50 AMA PRA Category 1 Credits™. Physicians should claim only the credit commensurate with the extent of their participation in the activity.     Date of Original Release | November 2019 Course Termination Date | December 2020 Contact Information | Center for Continuing Medical Education; (502) 446-5955 or cme@nortonhealthcare.org   Resources for Additional Study     Paul DeChant, Diane W. Shannon, Preventing Physician Burnout: Curing the Chaos and Returning Joy to the Practice of Medicine, CreateSpace Indepdent Publishing Platform, 2016, http://www.pauldechantmd.com/preventing-physician-burnout/   Bob Chapman and Raj Sisodia, Everybody Matters:  The Extraordinary Power of Caring for Your People Like Family, Penguin Random House LLC, 2015, https://www.everybodymattersbook.com/   Brenda K. Wiederhold, et. al., Intervention for Physician Burnout:  A Systematic Review, De Gruyter, Open Med. 2018; 13:  253-263   Hilary McClaffety, M.D., FAAO, et. al. Physician Health and Wellness, American Academy of Pediatrics, Volume 134, Number 4, October 2014, pp. 830-835   Mark Linzer, M.D., et. al., 10 Bold Steps to Prevent Burnout in General Internal Medicine, J Gen Intern Med 29(1):18–20, DOI: 10.1007/s11606-013-2597-8   P. West, et. al., Physician Burnout: Contributors, Consequences and Solutions, Journal of Internal Medicine, Journal of Internal Medicine, 2018, 283; 516–529    

Episode #23: The Power of Moments - Part 2 School is back in session and there’s plenty of good stuff going on. In this episode, the Johns talk about what’s happening at school and finish their conversation about The Power of Moments by Chip Heath and Dan Heath. Check out the resources below that were mentioned in the episode: The Power of Moments: Why Certain Experiences Have Extraordinary Impact The Danger of a Single Story by Chimamanda Ngozi Adichie The Transformation of Sister Isabella Sawubona, a Zulu greeting The Book Whisperer: Awakening the Inner Reader in Every Child by Donalyn Miller Marathon Training for All Skill Levels - Hal Higdon   Shout Outs to my Running PLN Kristi Dawes Holly King Mike Earnshaw   Book Recommendations Fostering Resilient Learners: Strategies for Creating a Trauma-Sensitive Classroom by Kristin Souers and Pete Hall Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman and Raj Sisodia The Time Trap: The Classic Book on Time Management by Alec Mackenzie and Pat Nickerson  Performing Under Pressure: The Science of Doing Your Best When It Matters Most by  Hendrie Weisinger and J. P. Pawliw-Fry   Podcast Recommendation The BeerEdu Podcast with Kyle Anderson and Ben Dickson   Please rate and review us on iTunes, that helps others find out about our podcast.  Connect with us on Twitter @staumont and @jmartinez727 and check out our website betweenthejohns.com We are elementary school principals in Rowland Unified School District in Southern California. We have launched this podcast as part of our inquiry to learn, share and apply effective leadership practice. Join our Personal Learning Network as we learn, grow, and connect with others.  ------------------ Energy Theme Music by Bensound.com

The Ambassador of JOY, Barry Shore, brings You Raj Sisodia, one of the most articulate, aware and persuasive advocates of the bedrock of our economy. This is a segment YOU will want to Listen to and Share because this affects Your very livelihood and Your future. Barry will be asking Raj pointed questions about the current state of Capitalism and what the Conscious aspect brings to the process. Hey, it's about Money. Your Money. And that should move You to tune in. Download, Listen and Share with EVERYONE You care about. Raj has written eleven books and over 100 academic articles. He is the co-author (with John Mackey, co-founder of Whole Foods Market) of Conscious Capitalism: Liberating the Heroic Spirit of Business , a New York Times and Wall Street Journal bestseller. He is also co-author of the Wall Street Journal bestseller Everybody Matters: The Extraordinary Power of Caring for Your People Like Family named as the Best Leadership and Management book of 2015.

Scaling a craft brand isn’t easy, not only on manufacturing, but company values and ethos. Alex Matisse's company East Fork is producing traditional pottery that’s distinctly modern while forging a big, ambitious path forward. East Fork makes sought-after stoneware using clays from the Blue Ridge Mountains of North Carolina. Their minimalist mug is so popular that it sells out in minutes. East Fork plates and bowls come in seasonal glazes that mirror the energy of a family kitchen and the blanket warmth of a cup of cocoa. Co-founders Alex Matisse, his wife Connie Matisse, and friend John Vigeland are craftspeople at their core, but now they’re bringing their art to the masses by turning their simple handmade forms into scalable production methods. On this episode, Alex shares how East Fork is growing big but staying small. Alex talks about the turning point when they bought a gas kiln from the Netherlands (7:30). He shares the insistent design process of The Mug (9:29). He gets real about the blunt impact he felt as the CEO when East Fork grew to 50 employees (10:39). He talks about keeping rituals like their bi-weekly team lunches (16:30). Alex discusses his high aspirations to grow beyond Heath and into the realm of Homer and Laughlin (18:22). He talks about why they started hiring photography and marketing roles in-house (30:02). Alex talks about standing on his own in spite of the expectations and legacy of his family name (32:25). Also mentioned on the show: Heath Ceramics The Homer Laughlin China Company Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman Well Made Episode 45 with Helen Rice: Breathing Life into Brands The cut-outs by Henri Matisse Why funky ’70s-style fonts are popping up on brands like Chobani and Glossier by Eliza Brooke Link and images can be found on the Lumi Blog.

3 Invaluable Lessons from Faith Varwig Developing matrixes of responsibilities for IT departments is critically important. Listen to your IT specialist and believe that they know what they’re talking about. Making the right decision is better than making a fast decision.   This week, host Sue Dyer speaks with Faith Varwig about some of the insights and secrets of how to make IT successful on projects. Welcome to Construction Dream Team Podcast where Sue Dyer interviews industry leaders and experts so you can learn about the people side of construction and build your construction dream team based on OPE, Other People’s Experiences.  Accelerate your success by learned from those who have already been there and done that. Please join the Construction Dream Team LinkedIn Group to ask question and have a dialogue with the experts we have featured on the Construction Dream Team Podcast and with each other.  Visit CDTlinekedin.com to join. About Guest Faith Varwig (2:05) Faith Varwig is the Principle and Founder of The Faith Group. The Faith Group LLC was established in 2004 as a full-service consulting and engineering firm specializing in the planning and design of security, IT, safety, operational and MEP and FP systems for aviation, transportation, healthcare, federal, government, large campus environments, and critical infrastructure clients.   Faith’s Journey to Becoming the Founder of The Faith Group (3:10) Faith spent more than 20 years working for several architectural engineering firms in the St. Louis region (3:34) She wanted to support not only the tech but the operations and business systems of her clients (3:45) She cares about the culture of her company; she makes work fun and upholds company values (4:00)   Faith’s Strengths as a Leader and How She Creates and Leads a Great Culture (4:48)   She loves communicating and working with her clients and staff on a personal level (4:55) She’s accessible as a leader - no matter your role, people should be able to come in and talk to you about anything (5:28) She wants to share with her team her more than 35 years of experience (5:55) She empowers her team to think outside of the box and come up with new ideas and approaches that set a different standard (6:15) She’s not afraid to try new things, take some risks, and experiment (6:40)   Why Do the IT Components on So Many Projects Still Fail? (7:55) IT needs to be there at the very beginning, many companies wait to include it the end of the project (9:07) There are problems assigning an appropriate budget for IT (9:26) The IT disciplines are lumped under the prime electrical contractor who doesn’t have the skill-set to manage them (10:00)   How to Implement Technology into the Construction Process (11:20) You have to start thinking of technology infrastructure as the fifth utility of the building (11:28) Start with the stakeholders during the early stages of the planning process to develop goals, objectives, and detailed design documents (11:55) Have a liaison between the stakeholders, the planning and development group, and the general contractor to help deliver a program that’s on time and in budget and meets all the goals and objectives of the end stakeholders (12:55)   How Do You Implement Technology When You Have a CM That Thinks It’s Their Role? (13:50) A technology rollout is completely different than construction management. The key difference is that in many cases the IT department of the company plays a key role in implementation. These IT teams generally have no experience in construction, so there has to be flexibility in budget and tools to ensure that the department delivers on time.   How to Get the IT Department On Board (17:10) Work hard with IT departments to help them understand where they fit in (17:58) Create schedules and develop matrixes that assign responsibilities (18:05) Realize that the internal IT department has no contractual obligation to the contractor (19:00)   What is the Barrier to Creating a Strong Tech Implementation for Extraordinary Results (21:10) Get the owners and the contractors to understand the value of up-front planning, along with the need for future growth. Everyone has to understand that there will be risks and there need to be people on staff who are strictly focused on managing the IT program. IT is complicated and the approach to delivering the project needs to be flexible because the process and technology will change.   What You Need to Do to Truly Implement Technology on Your Project (23:40)   Understand the true scope of the project up-front (24:13) Budget appropriately for the full scope of the work (24:32) Have the right combination of the right consulting team early on (26:40)   A Big Challenge Faith Has Faced (27:20)   Professionally, being on the wrong side of a political decision of an organization.  We did our job and doing everything right, be we were on the wrong side of the political environment.   Personally, making the decision 15 years ago to start her own company was a challenge. She was under the safety umbrella of a large organization and then was compelled to step out and put her own ideas into action. It takes about five years to prove to people that you’re going to stick around. She now has a great client base and multiple offices.   The Very Best Advice Faith Has Ever Gotten (30:20) Remain calm, don’t overreact to anything. Developing relationships and partnerships with companies is the most important thing you can do.   Resources for Listeners (35:53)   Scaling Up: How a Few Companies Make It and Why the Rest Don’t by Verne Harnish Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman Airport Consultants Council Young Professional Group   Faith’s Favorite Personal Piece of Tech (37:32) Microsoft Teams and GoToMeetings are the platforms the Faith Group is moving to instead of Skype.   Contact Faith Email Faith Faith@FaithGroupllc.com   Faith’s Parting Advice (43:10) Be nice to people, everyone is in a program or project to be successful (43:20) Create a culture of inclusion (43:40)   Construction Nation! Dream Teams don’t just happen they are built one step at a time. Why not send out this episode to your team, so they can help you. Don’t forget to subscribe to the Construction Dream Team Podcast on iTunes, Stitcher, Google Play, or Spotify!  If you have an iPhone, you can say, “Hey Siri subscribe to Construction Dream Team Podcast” and it will happen.  Also, please give us a five-star rating. Remember…Construction Dream Team drops every Monday morning at 4 am PST. Please join us next week when Sue will interview another industry leader or expert so you can learn how to create your Construction Dream Team!

Bob Chapman turned a small, teetering 19th century manufacturing company that served the beer industry, into a 2.5 billion dollar enterprise. He owes his success to a traumatic experience, which forced him to find value that others couldn't see. He figured out how to protect thousands of American jobs, rejecting the option of cheap, foreign labor. And he developed a new way of leading – focused on empathetic listening -- that he believes can help businesses, families, and our nation thrive. His journey as the Chairman of the Barry-Wehmiller companies is worth hearing and sharing.  So is his book, "Everybody Matters:  The Extraordinary Power of Caring for Your People Like Family."

Bob Chapman turned a small, teetering 19th century manufacturing company that served the beer industry, into a 2.5 billion dollar enterprise. He owes his success to a traumatic experience, which forced him to find value that others couldn’t see. He figured out how to protect thousands of American jobs, rejecting the option of cheap, foreign labor. And he developed a new way of leading – focused on empathetic listening -- that he believes can help businesses, families, and our nation thrive. His journey as the Chairman of the Barry-Wehmiller companies is worth hearing and sharing.  So is his book, "Everybody Matters:  The Extraordinary Power of Caring for Your People Like Family."

085: Listen Generously for Cultural Change   URL: http://www.julieannsullivan.com/listen-generously-cultural-change/   Greg Newell is the President of Nave Newell, a civil engineering firm. Greg’s company has 35 employees, and this will be the 25th year he has been in business. However, three years ago, Greg incorporated a new strategy to bring more engagement, and fun, into the workforce. What kind of benefits has he seen since incorporating these strategies? Let’s find out, on this week’s episode!   Key Takeaways: *Greg dives in and explains what his company, Nave Newell, is about! *Nave Newell has 30 fundamentals that Greg and his team stand by. It may sound long, but they are critical for Greg’s company. *Many people aren’t aware that they’re bad listeners. This is hard, because if we don’t know this, then we can’t change it. *There’s a big disconnection between work and home. The two need to be intertwined. When you’re happy at work, you’re happy at home, too. *There’s just more to it than receiving a paycheck, and optimizing company systems. Your team needs to feel valued. *Strong leaders can accept and listen to different points of view. Strong leaders want to hear your thoughts. *Greg shares an important story about one of his staff engineers, who has been with the company for a year. *Company culture has to be built into the fabric of the company. Fundamental principles have to be consistently implemented in order to see effective change. *Greg thinks about ways he can reinforce and strengthen his company culture everyday. *Greg has a ‘Director of Fun’ position, and that person is in charge of making the workforce engaging and, well, fun! *How does Greg evaluate whether this cultural strategy is working or not? *People want to be acknowledged, and they want to know they are valued.   Interview Links and Other Resources: Nave Newell Email Greg: gnewell@navenewell.net C-Suite Network iTunes - Subscribe, Rate & Review Everybody Matters: The Extraordinary Power of Caring for Your PEOPLE Like FAMILY, by Robert Chapman

Twenty-five years ago, two mates took a bunch of friends and an ex-council truck from Australia and travelled throughout Africa. This was the germination of Intrepid Travel, a responsible travel business that now has six specialist tour operators and 17 destination-management companies employing more than 1500 staff in 25 offices around the world. Each year, they take over 250,000 travellers to more than 100 countries on all seven continents. My guest today is Geoff Manchester, one of the two mates who co-founded Intrepid Travel with the aim of creating experiences that benefit all stakeholders: travellers, staff, communities and the environment. The conversation starts with Geoff explaining why Conscious Capitalism and becoming a certified B Corp is important to him and Intrepid Travel. From there, we go on to discuss: How Intrepid Travel got started and what pivoted them towards responsible travelling The four pillars of conscious capitalism: Purpose beyond profit Stakeholder orientation Conscious Leadership: Leading from behind Culture: “Culture eats strategy for breakfast” Managing people from different countries with different cultures within the Conscious Capitalism framework Recruiting for culture versus recruiting for skill Choosing which social projects to support Partnerships The three main hurdles Intrepid Travel has faced Geoff’s tips for people wanting to start their business as a responsible entity Quotes “The four pillars of conscious capitalism really reflect our business.” @GeoffManchester “Companies will need to become B Corporations because B Corp certification will assist the consumer to decide who they want to spend their money with.” – @GeoffManchester “Conscious leadership is much more about leading from behind.” – @GeoffManchester “Give people the understanding that they can think for themselves.” @GeoffManchester “Be focused on getting culturally correct people because you can teach them the skills you need.” @GeoffManchester “Keeping up with the technology involves a huge investment all the time, and it never seems to stop.” @GeoffManchester “It’s not a matter of going to new countries but a matter of doing new styles of travel.” @GeoffManchester Episode Resources Intrepid Travel Twitter @GeoffManchester Twitter @Intrepid_Travel Instagram, Facebook, and Pinterest Intrepid Foundation Conscious Capitalism B Corporation free assessment tool Firms of Endearment by Raj Sisodia Everybody Matters: The Extraordinary Power of Caring for Your People Like Family by Bob Chapman & Raj Sisodia The B Corp Handbook: How to Use Business as a Force for Good by Ryan Honeyman Seven Women The skincare social enterprise mentioned – Metta Natural Skincare. Hacks and Insights Culture eats strategy for breakfast: if you haven’t got your culture right, you have no hope of implementing your strategy. Think long term – and don’t compromise for the short-term gain. When taking on partnerships, pay attention to the culture and make sure your values are aligned. And finally I really love the research, outlined in book Firms of Endearment, that found conscious businesses significantly outlast and outperform those that don’t adopt these philosophies.  my email contact hello[at]thetoxicfox.com  Gratitude – I am very grateful to… Music: Sung by Vince Jones   Old Mother Earth Knows  Modern Folk  link  Written by Horace Silver support team: Tim Hallowell

Raj Sisodia is one of the thought leaders of the Conscious Capitalism movement. His books Firms of Endearment and Conscious Capitalism were major influences on my thinking about social entrepreneurship. They are part of the reason that I produce Social Entrepreneur today. In this interview, Raj describes the research he conducted and how he began to understand that there was a better way of doing business – a more conscious form of capitalism. He also talks about his new book Shakti Leadership: Embracing Feminine and Masculine Power in Business. Social Entrepreneurship Quotes from Raj Sisodia: “Joseph Campbell talked about, you need to find your bliss, and you can also follow your heartbreak.” “It felt like we were spending more and getting less [from marketing].” “If you look at the overall impact of about a trillion dollars of spending on marketing, on the lives of customers, and the performance of companies as well as generally on society, I found that there was not a strong positive impact. In fact there were in many ways negative impacts.” “The paradox of profit is, if you pursue profit resolutely with a single-minded focus, you will do things that will harm your ability to generate surplus in the long term.” “Profits cannot be pursued. Profits ensue. They are the outcome.” “This views business as an interconnected, interdependent living system.” “A conscious business calls for a different kind of leader with different motivations.” “The way we lead impact the way people live.” “These companies tend to reflect a lot more of the so-called feminine energy.” “There’s a lot more talk about caring and compassion and nurturing and relationships.” “Many of these companies talk openly about building a business on love.” “After the 19th Century we ended slavery, in the 20th we ended totalitarianism. I think in this century we end the oppression and suppression of women and the feminine.” “Articulate what you stand for and make it explicit.” “Keep in mind that we are also citizens.” Social Entrepreneurship Resources: Raj Sisodia: http://rajsisodia.com Twitter: https://twitter.com/RajSisodiaCC Conscious Capitalism, Inc. http://www.consciouscapitalism.org Book: Shakti Leadership: Embracing Feminine and Masculine Power in Business: http://amzn.to/1S1k9h1 Book: Everybody Matters: The Extraordinary Power of Caring for Your People Like Family: http://amzn.to/1VwlIZI Book: Conscious Capitalism: http://amzn.to/1VwlXUB Book: Firms of Endearment: How World-Class Companies Profit from Passion and Purpose: http://amzn.to/1Vwmi9U eBook: Five Key Traits of Successful Social Entrepreneurs: http://tonyloyd.com/socent Try Audible and Receive Two Free Audiobooks: http://tonyloyd.com/books

Dr. Raj Sisodia is one of the thought leaders of the Conscious Capitalism movement globally. His book Firms of Endearment: How World Class Companies Profit from Passion and Purpose is considered a foundational work in explaining the precepts and performance implications of pursuing a conscious approach to business. It was named one of the best business books of 2007 by several organizations, including Amazon.com. Sisodia has an MBA in Marketing from the Bajaj Institute of Management Studies in Mumba, India, and a Ph. D. in Marketing & Business Policy from Columbia University. In 2003, he was cited as one of “50 Leading Marketing Thinkers” and named to the “Guru Gallery” by the Chartered Institute of Marketing. Bentley University honored him with the Award for Excellence in Scholarship in 2007 and the Innovation in Teaching Award in 2008. He was recently chosen as one of ten “Outstanding Trailblazers of 2010” by Good Business International, and one of 2010’s “Top 100 Thought Leaders in Trustworthy Business Behavior” by Trust Across America. Dr. Sisodia has published eight books and over 100 academic articles. His latest book Everybody Matters: The Extraordinary Power of Caring for Your People Like Family written with Bob Chapman was released in October 2015. His book The Rule of Three: How Competition Shapes Markets was a finalist for the 2004 Best Marketing Book Award from the American Marketing Association. His work has been featured in the Wall Street Journal, The New York Times, Fortune, Financial Times, The Washington Post, The Boston Globe, CNBC and numerous other media outlets worldwide. Dr. Sisodia was Chairman and Co-Founder of adAlive, Inc., a VC-financed company in Waltham, MA. He has consulted and taught executive programs for numerous companies, including AT&T, Nokia, Walmart, POSCO, McDonalds, Ericsson, Siemens, Sprint, Tata, Kotak Mahindra Bank, Volvo, KPMG, IBM, Price Waterhouse, Ernst & Young, and Southern California Edison. A frequent and popular keynote speaker, Dr. Sisodia has made nearly 300 presentations on Conscious Capitalism at leading universities, corporations, non-profits and other organizations around the world. He currently serves as a member of the Board of Directors at Mastek, a publicly traded IT services company based in Mumbai, India. Listen to more episodes at yscouts.com/podcast