Episodios
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Culture is crucial for any organization. It keeps team members in check, with their decisions and actions aligned towards reaching the company’s goals and staying true to its vision. According to David Snelson, culture is crucial because it is an agreement between members of the team that they will take deliberate actions to keep their culture robust. And he also says that culture is the reason why everybody at Waer Systems knows to do the right thing instinctually, and this includes highlighting great examples of behavior that shine the light on their culture during their core values week.
According to David, they put in the work to keep their culture and core values alive because it keeps the team connected, drives productivity, and helps them make better hiring decisions. The problem is, not all core values are well thought-out.
So how do you know that it’s time to reset your culture and redefine your core values? For Waer Systems, they re-examine their core values every year-end. They choose three of their top-performing employees and try to determine what made them stand out and used this as their basis in deciding on the changes that they will impose on their company culture and core values. It may all seem like a lot of work but the benefits of having a positive culture that espouses productivity and camaraderie are undeniable.
According to David, one of the benefits that Waer Systems enjoys as a by-product of their culture is having the advantage of having clients appreciate their core values which reassure these same clients that they will be in good hands. David also expounds that it is this positive culture in the company that also helps them attract some of the best people for their team.
David Snelson is the Managing Director of Waer Systems Limited. He leads the business development function and is primarily responsible for setting, and delivering against, the company strategy. Waer is a cloud software company behind the Warehouse Management System called WAERlinx.
If you’re someone who wants to build a strong culture in your organization that does not take the fun away from work and generates returns at a low cost but is not sure how to move forward, be sure to tune in to this episode of Culture Czars.
In this episode, of Culture Czars, Will Scott talks to David Snelson who is the Managing Director of Will’s company, Waer Systems. Tune in to gain insights on the return on culture, the importance of developing a valued organizational culture, how to maintain a positive culture, and how to have fun along the way.
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There’s never been a better time when companies needed their culture to come alive than now when the coronavirus (COVID-19) pandemic is raging. Dan Arriola knows everything about it as his company, Inktel, has had to pivot from working in an office to working from home. Inktel was not only able to avoid the downturn caused by the pandemic but turned it has also turned the situation into something positive and it has in fact increased their business.
According to Dan, the secret is being deliberate about your company’s culture and making the necessary small investments to make it come alive. But many companies focus on the features of their office rather than developing a valued culture, which is the exact opposite of what needs to be done in times of crisis. Sometimes, they do the complete opposite of what they claim to be their culture which is why, for Dan, the company culture must be memorable and actionable through their core values because this is what keeps their essence going even when things change abruptly.
So what do you do to make your core values stick and come alive? For Dan, they have an acronym for their six core values that everybody at the company knows and owns. It’s STRIVE. And so far, Dan says their investment in building a valued culture has paid off. Now that your culture is identified and embedded into every member, how then can you measure the ROI from investing in your organization’s culture?
Dan Arriola is the President of Inktel, a contact center solutions company that provides call center, email, chat, and social media support for fortune 1000 brands. They’ve been in business for over 20 years and they have seven locations throughout the U.S.
If you’re someone who wants to build a strong culture in your organization that does not take the fun away from work and generates returns at a low cost but is not sure how to move forward, be sure to tune in to this episode of Culture Czars. In this episode, you’ll glean insights on how to develop a valued organizational culture, maintain it, generate ROI, and have fun along the way.
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Businesses all over the world have been hit hard by the new coronavirus (COVID-19) pandemic. It came fast and it came so abruptly that it caught nearly everyone off guard. Today’s guest, Gino Wickman, says that this is all part of an entrepreneur’s life. The highs and lows of business are almost predictable and the only way to weather each storm is by making sure you’ve got your reserves, your wits, and your grit intact so that you can pick up the pieces and begin anew.
This is also the reason why for Gino, now is actually a pretty good time to ask yourself whether you’re meant to be an entrepreneur or not. He tackles this question and all the things that come with it in his book, The Entrepreneurial Leap. For Gino, worst-case scenarios will always play out in some form or another, what you need to do is to make sure you’ve got the things well prepared on your end so that you’re ready to push back and keep things steady.
Here’s the kicker: not everyone is meant to be an entrepreneur and that’s absolutely okay. This is why Gino encourages people to take part in his 16-day Entrepreneurial Leap Challenge so that you can start charting the course of your future today.
Gino Wickman is the creator of the Entrepreneurial Leap but he is best known as the Founder of the Entrepreneurial Operating System or EOS Worldwide. Gino is also the author of the best-selling book Traction, the book that popularized the business management system. He has written many other books in the series including Get A Grip, Rocket Fuel, How To Be A Great Boss, and What The Heck Is EOS?
If you’re someone interested in business, if you’re just starting out as an entrepreneur, or if you’re already an entrepreneur but don’t really know how to go forward, stay tuned to this episode of Culture Czars where you can get insights and learnings that will make you think and carefully consider the choices you’ve made and will be making in the future as an entrepreneur.
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If you’re looking to build a company that stays profitably in business even after you exit the daily operations, you want to pay close attention to building valued company culture across the board and taking your brand where it needs to go. So what is your company culture? Where is your brand trying to?
Scott Silver is here to help companies find out where they are going with their brand and help suggest product ideas and ways to bring them to market. Whether it be trade show giveaways, employee recognition, gifts, and custom logo merchandise.
Scott Silver is the President of Printable Promotions, an ad agency that focuses on promotional items and helping brands take their products to markets. Scott started his company over 25 years ago and the company has won industry awards for its website, marketing, use of technology, and a five-time winner of the Best Places to Work award in its industry. This week host Will Scott is joined by Scott to talk about his company, the importance of building a valued culture in his company.
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When a new employee is brought in to a company, the first few days can be critical. This time can make or break the experience for both the company and employee alike. Andrew Blickstein has a very unique and effective onboarding process that is focused on getting things off to a great start.
Andrew Blickstein is the Founder of Home Run Media, which helps companies utilize TV advertising to increase client acquisition by driving customers to their websites. Andrew is also an advisor for Shopping Gives, which creates a positive social impact by connecting consumers, retailers, and nonprofits for charitable donations.
In this episode, host Will Scott is joined by Andrew Blickstein to talk about Corporate Culture, Home Run Media’s unique onboarding process for new employees, and getting a return on the investment into Culture.
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As technology has changed, so has our culture. The result is a new breed of worker in the Millennial generation, with their own unique set of values. The traditional styles of management and employee retention are no longer useful to much of the workforce. So what are the best ways for companies to adapt to this change?
Aaron Levy is here to help companies adapt to the changing times.
Aaron Levy is Founder and CEO of Raise The Bar, a management training company that has set out to transform the managerial role. Aaron is also a speaker and author of the book Open, Honest, and Direct. This week host Will Scott is joined by Aaron to talk about his company, writing his new book, and the importance of a strong culture in his company.
Here’s a glimpse of what you’ll learn:[1:12] Background on Raise The Bar
[4:48] How the training system at Raise The Bar works
[7:54] Discussion on Aaron’s new book, Open, Honest, and Direct
[10:31] Aaron’s experience defining the culture at his company
[15:10] Extending the Culture of Raise The Bar to their clients’
[16:29] What are some of the Core Values at Aaron’s company?
[23:09] Why “having fun” is a Core Value
[31:04] An example of living the core values from Aaron’s work history
Resources Mentioned on this EpisodeRaise The Bar
Open, Honest, and Direct, by Aaron Levy
LinkedIn for Aaron
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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The return on investment in Corporate Culture can be huge for a company’s bottom line.
For Jaime Neely, it’s a full-time job.
Jaime Neely is the Chief Culture Officer for Trend Hunter, the world’s number one largest trend-spotting platform. Trend Hunter has over 300,000 articles published, covering everything from fashion, to tech, to marketing campaigns. Trend Hunter helps powerful brands to identify new opportunities and validate successful ideas through the company’s innovative algorithm.
In this episode, Will Scott is joined by Jamie Neely to talk about how she came to be the Chief Culture Officer, the seven “Core Competencies” at Trend Hunter, and how the company maintains a successful Culture.
Here’s a glimpse of what you’ll learn:[1:03] Background on Trend Hunter
[3:01] How Jaime came to be Chief Culture Officer
[4:19] Why Culture is a priority at Trend Hunter, and how Jaime defines Corporate Culture
[7:55] What is the Culture like at Trend Hunter
[10:00] Examples from the company’s seven Core Competencies and how Jaime applies them
[16:31] Getting employees to live the Core Competencies
[20:15] The reward system for employees at Trend Hunter
[22:21] The interview process for onboarding new employees
[26:04] The end-of-year assessment process, and reviewing performance throughout the year
[30:02] Advice for companies that struggle with Corporate Culture
Resources Mentioned on this EpisodeTrend Hunter
LinkedIn for Jaime Neely
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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As listeners of this podcast know, Culture is more than just words on a wall, it is lived.
Our guest this week knows how to bring it into the heart.
Claude Silver is the Chief Heart Officer at VaynerMedia, a modern, full-service global agency. She is a mentor, coach, and manager, and the company’s first CHO. The position was created to help scale Gary Vee and make sure that the over 800 employees feel they have a home in the company.
Join Will Scott as he welcomes Claude Silver to talk about the Culture and guiding principles of VaynerMedia, and why culture is not a ping pong table.
Here’s a glimpse of what you’ll learn:[2:01] The Culture of VaynerMedia
[10:45] Where Claude and VaynerMedia ranks Culture in the company focus
[12:10] VaynerMedia lives their Core Values, not lists them
[15:14] Claude’s recommendations for upcoming entrepreneurs
[18:45] The Guiding Principles for VaynerMedia
[25:05] Gary Vee is a very genuine guy
[29:10] Valuing empathy
[32:55] Culture isn’t a ping pong table
[36:15] Final thoughts from Claude
Resources Mentioned on this EpisodeVaynerMedia
Claude Silver
LinkedIn for Claude
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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Life can always take a turn when you least expect it.
Anthony Vidergauz had a professional law degree but was not fulfilled by the career. So when the opportunity came up to get involved with a young company he jumped at the opportunity.
This week Will Scot is joined by Anthony Vidergauz who is the former owner and CEO of California Closets, which offers custom storage solutions for their closets and beyond. Anthony is an experienced advisor and has extensive experience in the franchise and home service industries. He is skilled in business development, entrepreneurship, and branding strategy, and has a professional law degree from the University of Witwatersrand in Johannesburg, South Africa.
Listen in as they talk about Anthony’s decision to become CEO of California Closets, the power of Culture in the success of a business, and how major scandals have eroded trust in some large corporations.
Here’s a glimpse of what you’ll learn:[1:35] How Anthony got involved in California Closets
[7:15] California Closets needed to differentiate itself
[16:40] Core Values need to be practiced
[23:25] How visible were California Closets Core Values?
[27:09] The Values have to be who you are, so Anthony had franchisees contribute to their creation
[30:10] Recent major scandals by large corporations has led to a lack of trust in those institutions by their customer base
[34:50] The Return on Investment for investing in Culture
[43:48] Final thoughts and advice from Anthony
Resources Mentioned on this EpisodeCalifornia Closets
LinkedIn for Anthony Vidergauz
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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A company can put Core Values on the wall, but the important question is: do they live them?
So what can a company do to define their Core Values, and what are the best ways to implement them?
In this episode, Will is joined by Steve Gumm, who is VP of Marketing at AssociaDirect. Steve helps organizations get from where they are to where they want to be, utilizing smart strategy and well-crafted game plans. Listen in as they talk about how Will defines Culture for new clients, some examples of bad culture, and why defining Culture makes an organization run more smoothly.
Here’s a glimpse of what you’ll learn:[1:03] Steve Gumm asks Will for the Cliff Notes of Will’s story
[3:49] Background for Steve Gumm and what he is passionate about
[5:31] How Will defines Culture when he begins working with a new client
[7:20] What Will looks for when he is assessing a new company and what some of Will’s red flags are
[13:01] Techniques to ensure a company’s Core Values are followed through
[19:32] What to do when there is a problem employee
[20:45] Is a strong Culture as critical in organizations that are not businesses?
[25:50] If a company has their culture defined, everything is easier
[30:00] Will’s passion for building environments began in his youth
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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Will Scott has made company culture his life’s work. His book, his company, and these vlogs have shown the value and importance of having clear Core Values leads to a strong Corporate Culture.
So where did Will get the passion to take on this profession? What were the events and choices in Will’s life which led him to start Culture Czars and help people create a strong culture, so that people love where they work, and why they work?
This week Will is joined by Adam Boyd, Vice President of Client Sales at Beneplace, LLC. Beneplace helps employers attract, retain and recognize their people, their most critical asset. They discuss Will’s story, including how he started his company in 1999, his time in the Royal Marines, and why he places such values in Culture.
Here’s a glimpse of what you’ll learn:[2:48] Will's story and how he became a culture consult
[6:24] Why Will became interested in core values
[9:59] The lines between culture and Community can be blurred
[11:30] The inspiration behind the decision to start his company in 1999
[14:48] A culture which has Trust is more productive than one with fear
[17:55] Will’s time in the Royal Marines, and how his time there carried over into his professional life
[25:20] Core values should be more than just words on a Wall
[28:44] Why core values are sometimes ignored by employees
[31:27] What companies must sacrifice in order to implement strong core values
[35:25] Some employees will fear discussion about culture and feelings
Resources Mentioned in this episodeEOS - Entrepreneur Operating System
Connect with WillAbout Me
Culture Czars
The Culture Fix
Linked In
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Leadership is a difficult thing to pin down, but Mel Schwartz has developed a system. He has identified three pillars of leadership which highlight key traits that are necessary to a great leader.
Mel Schwartz is a psychotherapist, author, marriage counselor, speaker, and consultant. Mel works globally by Skype and locally in Westport, CT, and Manhattan.
In this episode, Mel joins Will Scott to discuss the importance of emotion on the culture of a company, the three pillars of leadership, and how thoughts can create change in people’s lives.
Here’s a glimpse of what you’ll learn: [1:20] The importance of emotion in the culture of a company [4:01] Emotional Intelligence, and why that’s the first of Mel’s Pillars of Leadership [7:57] Mel’s idea of Intellectual Intuition [9:25] Authenticity: Mel’s second Pillar of Leadership [11:49] Becoming authentic is easier for older people, and Mel’s ideas to instill authenticity in our children [15:20] What is Radical Emotional Intimacy? [20:55] Who in the world might exemplify the Three Pillars of Leadership? [23:45] The difference between defining moments and confining moments [25:31] How we can create change in ourselves through our thoughts [31:03] Mel’s final thoughts for leaders in the corporate world Resources Mentioned in this episode Mel Schwartz’s Website The Possibility Principle Mel’s email Connect with Will About Me Culture Czars The Culture Fix Linked In -
Will Scott has made a career and reputation of helping people develop strong Core Values and Culture, as we have heard on this program. But what is his history?
Will has over 20 years of experience building companies and culture, including his own Waer Systems.
In this episode, the tables are turned on Will and John Corcoran interviews him to learn more about the Values that shaped the early days of Waer Systems, what companies can do to screen new hires for culture synergy, and how the leaders of an organization can know if their Culture is working.
Here’s a glimpse of what you’ll learn: [1:59] How Will started Waer Systems [3:01] Core Values can’t just be words on a wall [4:08] The early days of Waer and how they built a strong Culture [5:39] The first Core Values of the company [9:05] How to reward employees who live the Core Values [11:15] How to screen potential hires for a good fit [12:38] How public should the Core Values be? [15:59] Will management know if the Culture of a company is strong? [17:30] When a culture goes off track [19:50] Giving a reason for work can empower employees [21:40] Who Will thanks for his success Resources Mentioned in this episode Waer Systems Connect with Will About Me Culture Czars The Culture Fix Linked In -
Strong, concise Core Values can help a company fulfill its vision and maintain a clear focus.
As a company grows over time, the goals, ideals, and even personnel begin to change. So it only makes sense that, in some cases, there will be a need to revisit the Core Values and make adjustments to match the dynamic needs of an organization.
So how do the leaders within a company know when to make changes
This week Will Scott sits down with John Corcoran to talk about when companies need to adjust their mission and Core Values, and some examples of companies who made changes to their Core Values when circumstances called for it, as well as some who have not.
Here’s a glimpse of what you’ll learn: [1:29] Can a company’s Core Values change? [2:34] The changes Will made in his own company’s Core Values [4:29] Many employees across all companies are disengaged at work, and why Will started Culture Czars [7:54] The changes in Core Values which Uber undertook Resources Mentioned in this episode Waer Systems Uber Connect with Will About Me Culture Czars The Culture Fix Linked In -
Establishing strong Core Values can do an immense amount of good for a company or organization. Laying out clear and concise values are a proven way to get all personnel on the same page and working towards the same goals.
There is a domino effect: when well-crafted Core Values are lived by the employees and management in the daily life of the organization, employee satisfaction, and productivity increases. This is usually followed by an increase in profitability.
What better place to see the effects of precise, consistent Core Values then a hugely successful company like Apple?
Will Scott sits down with John Corcoran to talk about the Corporate Culture of Apple, what new markets Apple might expand into, and the 7 Core Values they have stayed with throughout their existence in order to maintain the high level of success they have experienced.
Here’s a glimpse of what you’ll learn: [01:41] The Core Values for Apple have not changed very much throughout the life of their company [02:53] Apple keeps it simple [04:35] The way Apple has moved towards owning their own supply chain [05:35] Market Strategy for Apple, and how they decide when and where to operate [06:57] Could Apple be moving into the auto industry? [08:38] Will’s thoughts on the integration and innovation of Apple’s products and how they relate to their Core Values Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In -
The culture of an organization seems invisible at first glance, but when you look deeper it permeates every facet of its day-to-day life. The general mood of employees affects efficiency and productivity. Everything downstream of that is affected, especially the bottom line.
When people enjoy where they work, and why they work, everything is elevated. The repercussions and reverberations positively affect the workings of the company and even into the personal lives of the customers and employees alike. It can be a true revitalization.
Join Will Scott and Dr. Jeremy Weisz as they discuss the Conclusion of The Culture Fix, and go over what people and companies can do to fix the culture of their organization, including downloading the free workbook companion to Will’s book. Learn about Will’s work and examples from clients he has helped in the past.
Will Scott once again sits down with Dr. Jeremy Weisz to explore Will’s new book The Culture Fix. This week they discuss the financial returns on investing in Culture, and how to quantify it, as well as some real-world examples of companies getting a positive ROI from investing in Culture.
Here’s a glimpse of what you’ll learn: [01:28] What are the 9 Deeds in 90 Days? [03:48] What happens after the 90 Days: the example of SABRE [05:55] Bringing the Core Values to life and how to reward those who actively live the Core Values [06:35] The story of the $228 bonus for living the Core Values [08:20] Core Purpose: the example of Lumiere [10:07] It helps to have an outside perspective to help develop Core Values [12:00] 9 Deeds in 90 Days will lead to marked improvement in any company [13:37] Culture Czars Workbook and CultureCzars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In -
The Bottom Line. Yes, Culture can have a positive qualitative effect on a company (if done well), but can it bring a financial return? The answer is an emphatic yes. In fact, given the shockingly low initial cost, investing in the Culture of a company can bring a great return on investment.
Culture is often an afterthought in the day-to-day operations of a company. For the vast majority of organizations, it is dealt with in a reactionary manner. If you don’t treat Culture in a proactive way, a default culture will inevitably arise. This default culture in counter-productive in most cases. Creating a Culture which is in harmony with the goals of a company will produce a positive impact on the bottom line, and that is good for everyone.
Will Scott once again sits down with Dr. Jeremy Weisz to explore Will’s new book The Culture Fix. This week they discuss the financial returns on investing in Culture, and how to quantify it, as well as some real-world examples of companies getting a positive ROI from investing in Culture.
Here’s a glimpse of what you’ll learn: [01:59] Corporate Culture has a low investment cost, yet very high potential for returns [02:50] Rating the health of the culture of a company once a year to measure success [03:25] How to measure the success of Culture [03:55] Measuring the financial performance of companies as they relate to culture, with real-world examples [04:45] How the successful company of SABRE measured the success of their Culture [05:28] Culture is the first priority for a successful company [06:45] What can happen when the Culture of a company is bad, even to leadership [07:55] The transformation in mentality which SABRE underwent to transform the Culture, and their ROI because of it [09:15] How to get the general employees on board with a new Culture [11:05] The free workbook which you can find on CultureCzars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In -
Bringing a purpose to a team can bring them new vitality. When they know where they work and why they work, they can deliver the Core Values of an organization to the daily life of the company and even out into the world. So what is the best way to streamline the implementation of Core Values to a company?
The Core Chart is an excellent visual representation of the Core Elements which can bring the Core Values into a single place for team members to see. The Core Values, the Core Purpose, and the Core Workflow can all be brought together with clarity, represented visually. Employees can know exactly what they are doing and why with respect to the Core Values of a company.
This week Will Scott joins Jeremy again to discuss the ins and outs of Will’s book The Culture Fix. They discuss how to deliver your Core Values to your team and the daily life of a company, the example of Improve It!, and the useful tool Will created to help any organization develop their Core Values.
Here’s a glimpse of what you’ll learn:
[01:41] Bringing a purpose to a company so that people love where they work, and why they work [03:09] The example of Improve It! And how they help people find better versions of themselves [04:30] How you can find the essense of a Core Value within the daily activities of a company through the example of Improve It! [06:45] How improving a culture can have a positive impact on the personal lives of the people in a company [07:30] The Core Chart: why Will likes to bring a visual element to communicating Core Values [09:00] Real-world examples of the Core Chart from Will’s clients [10:30] The Core Values Workbook: what is contained in the workbook which is free from cultureczars.com Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In
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The Core Values and Culture of an organization is about more than just the interpersonal interactions of the people who work there. The ultimate value of a healthy Corporate Culture is how it positively affects the bottom line. After finding the Values for a company and bringing them to life, how do they add value to an organization?
Company managers can use Core Values for devising hiring processes and internal workflows which can streamline internal processes and increase the overall productivity of an organization. The first step in bringing Core Values to life is to hire candidates who have shown to exemplify them naturally in their past.
In this episode, Will Scott once again sits down with Jeremy to discuss Will’s book The Culture Fix. This week they discuss devising interview questions which can naturally screen candidates to see if they fit the company culture, as well as devising internal workflow systems to streamline tasks and increase efficiency.
Here’s a glimpse of what you’ll learn: [01:47] What does it mean to Devise, and why don’t Will’s clients want him to share his examples? [02:55] How to hire for a Cultural Fit [04:26] An example of how to screen potential candidates to see if there is a Cultural Fit [05:32] How to find the clues in an interview which [05:58] How Matrix 4 Devised their core hiring processes and core workflows for their company [07:30] Will’s advice for company managers on how to develop internal core workflows Resources Mentioned in this episode The Culture Fix Connect with Will About Me Culture Czars Linked In -
Finding Core Values is obviously an important step in the process, and bringing them to life is equally so. The next obstacle is getting the employees to bring them to life and live them in their daily routines. So what are the best ways to encourage members of an organization to continue living the Core Values in Company Culture?
Part of the idea of bringing Core Values to life is finding an ideal way of communicating them to the employees and members of the company. There are many possibilities for announcing Core Values, and one of the best is to throw a Launch Party.
Will Scott joins Dr. Jeremy Weisz to talk about his new book The Culture Fix. Join Will and Jeremy while they talk about how to unveil new Core Values to a company, and how to make sure they are lived in the daily life of a company.
Here’s a glimpse of what you’ll learn: [01:40] Decree: The story of the Core Values launch party for SABRE [03:15] The 228 Award: Using the the story of the start of SABRE to reward employees who live the Core Values [04:10] How to integrate the Core Values into the daily life of a company, and how to get employees to live the Core Values [06:12] How to incorporate the Company Vision into the daily routines of the employees [07:41] Dictating: the importance of giving a Core Values speech at the launch party [09:44] What happens when someone is not excited by the implementation of new values, and why it is a good thing if someone quits because of Core Values [11:28] And of course, what did software look like 20 years ago? Resources Mentioned on this episode The Culture Fix Connect with Will About Me Culture Czars Linked In - Mostrar más
