Andrew opens Day 1 of the CEO Retreat, attended by CEOs from across the country, by going straight to the heart of QUALITY—and where it REALLY comes from: within the Leader! He connects discipline to a Culture of Meticulousness, then ties Customer Delight (5,553 interactions without a single complaint) to phenomenal economics. CEOs are urged to defeat corporateness without lowering Standards, but INCREASING their Standards. He also urges to build Self-Regulating Systems (training + compensation), and assess leaders for Intelligence, Communication Skills, Attitude, Energy/Drive, Decisiveness, Accountability, and Confidence. The throughline: SUCCESS UNITES PEOPLE; design for incentives and disincentives; and run an “integrated, coherent organization, based on “mutual reliance” with zero silos where compensation teaches, both in monetary as well as, more importantly, non-monetary levels. Quality comes from “within!”

Chapter Markers

(00:12) Intro

(02:56) Welcome to the J-House — Fire, resilience, and Special Forces influence

(05:29) Defeat Corporateness — High standards without killing the human feel

(06:12) Japan as Model — Discipline, honor, meticulousness → national performance

(07:20) Quality = From Within — Vision, will, and the 50% you control

(08:35) Meticulousness in Practice — “Good enough” vs “that’s it” craftsmanship

(09:55) Customer Delight — Win referral sources; thousands of visits, zero complaints

(11:35) Maintenance Mindset — Everything requires care; quality is ongoing work

(13:50) Focus & Self-Regulation — Love → energy; leaders set the standard

(16:48) Manuals & Training — Standardization, documentation, labs, and tests

(17:18) Self-Regulating Orgs — Less supervision; comp + systems carry the load

(22:29) Kill Meeting Hell — Design operations that don’t need endless meetings

(23:30) Success as Duty — Growth, economics, mission—what the CEO must deliver

(29:18) Incentives & Disincentives — Pay as teacher; include the negative

(31:11) Proven Comp Systems — 2× quality, 2× productivity when pay aligns

(41:06) Audit Your Leadership — Assess yourself and your lieutenants

(44:17) Pipeline for Leaders — Video screens, redundancy, promotion track

(47:45) Communication & Lists — Writing, public speaking, prioritization habits

(49:40) Attitude & Energy — Remove poison; happiness pay; hire for drive

(51:40) Decisiveness & Courage — Avoid analysis paralysis; own mistakes

(54:05) Accountability Skill — Do the “pain” without losing talent

(55:29) Standardization Basics — Steps, requirements, position-state of self-control

(56:28) Confidence via Pay — Smoke out renters; bet on self + company

(58:13) One Living System — Zero silos; comp as the glue

(59:19) The Leader’s Lid — Org can’t outgrow the CEO; keep leveling up

(01:00:11) Break & Close

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“The big thing that a CEO has to be about is success. That’s the job.”

In this FINAL episode of this Compensation series, Andrew covers many of the Recommendations and Important Points When Creating Compensation Methodologies, including: bringing people Close to Revenue, getting rid of Annual Bonuses, pay Frequently & Immediately so checks teach Cause-and-Effect, wire Objectivity into the system, and keep the model Simple so it Self-Regulates. He lays out Percentage Splits that actually motivate, creates Acid Tests for ROI, eliminate COLA/Annual Raises (make it rich so no one asks), moves costs Variable from Fixed, and codifies Principles for Raises/Promotions (listen to the What Are You Willing to Throw Your Life Away On? Podcast Episode #7). He also covers Cross-Training, an Economy of Codes, Fewer Standards (five), and a warning: Overpaying DAMAGES people— as all compensation should be EARNED so people can understand their true Value in the marketplace… as well as helping a person be truly Happy and Content.

Chapter Markers
(00:00) Intro

(01:52) Close to Revenue — Sensitize everyone to ups/downs like owners

(03:52) Kill Annual Bonuses — Pay frequently so checks teach behavior

(05:42) Timeliness Matters — Pay now or breed contempt

(07:13) Make It Objective — Systems, not squishy relationships

(08:23) Tight Accounting — Accuracy, speed, and fewer errors

(09:46) Splits That Motivate — Model 50/50 vs 30/70; avoid “excessive pay”

(11:07) Taxes & Reality — Company share isn’t the “whole wad”

(12:03) Acid Tests for ROI — Simple unit math to cut through fuzz

(15:27) Volunteers & Value — Karma dollars and executive-level leadership

(16:35) No COLA, No Annual Raises — Make it rich; retention proves it

(17:46) Mileage & Variability — Flex with real costs (AAA, trucking inputs)

(18:58) Principles for Raises/Promotions — More value, not longevity

(22:25) Risk Reversal — Proof of concept, then share in savings

(24:22) Not All Paid the Same — Pay by value; everyone can learn to sell

(26:05) Cross-Training (Ten-Two) — Redundancy, anti-fraud, school, documentation

(29:01) Keep Codes Sparse — Eliminate discretion; complicated breaks

(31:03) Pay for Result — Treat pros like pros; automate, minimize exceptions

(32:32) Fewer Standards (Five) — Perfect phones, dress, visits + docs, on-time, report failures to CEO

(33:58) Don’t Overpay — Earned money creates deep satisfaction

(35:49) Clarifying Truths — Align with Nature; systems evolve; honor customers

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“Your compensation system is an extension of your people development or your training system, and you want them to learn from every paycheck.”

In this 5th installment on COMPENSATION from the Mountain, Andrew gets practical: the BIG THREE—a Modest Base, Standards Pay, and Individual/Unit Performance Pay—and why pay must include incentives AND disincentives to teach cause-and-effect. He shows how to build Attitude/Happiness into Standards, why hourly is the worst (time expands), and how to classify pay (hourly, salary, piecework, performance) so people can own results. Then the rollout: set a HIGH Profit Standard, vet legality, tune the Chart of Accounts, separate Performance Pay GL (based on savings), run dynamic feedback instead of budgets, expose team results on a transparent Hall of Fame/Hall of Shame report, wire EMR/ops systems for objective monitoring, move to semi-monthly, push roles exempt where legal, and stress-test the model assuming 100% hit their targets. Finish with Accountability Contracts so the system Self-Regulates—creating owners, not renters—and a culture that wins.

Chapter Markers

(00:18) Why Compensation Again — “All of life is compensation… two sides of the magnet.”

(02:21) The Big Three — Modest Base • Standards Pay • Individual/Unit Performance Pay

(03:26) Modest Base Done Right — Prevent comfort-drift; avoid “hang back and get chips”

(04:25) Standards Bucket — Accountability lever; add/deduct with evolving needs

(05:49) Performance/Unit Pay — Controllability → motivation; avoid slack in team pools

(07:18) Attitude/Happiness — Make attitude a standard; “feel the pain” for poor attitude

(09:25) Four Classifications — Hourly (worst), Salary, Piecework, Performance (MBI-ized)

(11:09) Quality Records — 5,553 per 1,000 no-screw-up benchmark; customer delight

(13:10) Methods Menu — Per-unit, minimums, excellence thresholds, ranges

(14:43) Critical Path Rollout — Set Profit Standard (very high); legality; chart of accounts

(20:09) Performance GL — Separate accounts; pay from “savings” so wins aren’t punished

(22:22) Dynamic Feedback — Percent-based ops, not static budgets; three core reports

(24:27) Hall of Fame/Shame — Transparent team/location report drives behavior

(26:40) Wire the Systems — EMR/ops reports detect deviations; easy bonus logic

(28:15) Pay Cadence — Semi-monthly; smoother financials; protect manager bonuses

(30:37) Move Exempt (Legal) — Treat pros like pros; avoid time-expands trap

(32:08) Set Frontline First — Then immediate managers → indirects → executives

(39:47) Stress-Test 100% Win — Design so everyone hitting targets doesn’t break you

(40:17) Objective Monitoring — Accountability gap is human—so make it structural

(44:45) Accountability Contracts — Clear, legal, uniform commitments; standards over time

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“If you’re paying people hourly, just realize it’s the worst way… the job will expand to fill the time allotted.”

In this 4th installment on the PROFOUND topic of Compensation from the Mountaintop, Andrew talks about how CEOs must cross the Fear Barrier, brand their proprietary Model, and sell the “Why”, because most of the battle is emotional. He lays out rebasing salary/hourly rates to make room for Standards Pay, Happiness Pay, and Individual Pay, insisting on frequent and immediate payouts so that pay teaches cause-and-effect. He shows how a simple System creates Owners who self-regulate throughout the workforce. Expect straight talk on BPUs (Business Prevention Units), why salary/hourly are GREEDY SYSTEMS, and why you must set a clear and HIGH Profit Standard. The Compensation System must STRENGTHEN Accountability to make a healthy, happy culture! A culture that WINS!

Chapter Markers

(00:00) Intro

(01:49) Crossing the Fear Barrier — Phantom fears about quitting/mission; healthier workforce when pay rewards attainment

(03:35) Emotions Over Mechanics — Most work is emotional; methods already exist across industries.

(05:16) CEO Backbone & Trust — Lead from the front; be trusted; start pay changes at the top

(11:59) Feel the Broken Promise — Route complaints/service failures to the CEO to motivate structural moves.

(13:03) Rebase & Make Space — Lower base; add Standards Pay and Happiness Pay; design for attitude and results

(15:25) Individual Upside — Big personal upside attracts talent; “blessed subtractions” for the unconfident.

(17:48) Outliers vs. The Herd — Herd won’t follow; outliers act; compensation makes the impossible possible

(19:30) BPUs & Momentum — Get past Business Prevention Units; don’t get bogged down—build movement

(21:26) Brand & Sell the System — Name it; tie to culture/colors; pilots with winners; inspire

(23:49) No Half-Standards — Set a clear profit standard; put the pedal down; avoid confusion

(25:45) Salary/Hourly Are Greedy — Move upside to the frontlines; keep the system simple.

(28:47) Tight Rollout & Speed — Implement without delay; keep language precise; calm star talent

(34:05) Always Iterating — Expect changes and gaming; fix quickly; keep trust high.

(41:47) Build It Simple, Pay It Often — Start simple; pay frequently/immediately; make winning obvious.

(43:20) Create Owners, Not Renters — Ownership mentality, value focus, relentless follow-through.

(45:43) System Checklist — Teach with pay, include pain for non-standards, easy to administer, fair, mutual reliance, cross-training, compelling upside

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“Start simple and keep it simple.” 

In this 3rd installment of this Compensation series, Andrew shows how a well-designed COMPENSATION SYSTEM creates CONFIDENCE, CUSTOMER DELIGHT, and a HEALTHY CULTURE that Self-Regulates with little need for supervision. Pay becomes a powerful Teacher: A System Solution, where the “System” selects for owners (not renters), “smokes out” unconfident people, removes 4 negative tasks from frontline Leaders (documentation/productivity/reviews/firing), flattens bureaucracy, and hard-wires World-Class Standards (e.g., Perfect Client Interactions, Perfect Visits and Perfect Documentation). Andrew covers 4 core elements in a well-designed Compensation System as well as an overview of the process of implementing a system, including Setting Standards, Branding of the Compensation System (SuperPay), winning over key influencers, piloting with a winner, training with System7, and use Accountability Contracts. At the core of a comp system is laser beam FOCUS on really operationalizing and strengthening Accountability.

Chapter Markers
(00:22) Intent & Context – 27 years of data; beyond brag/boast; sharing success patterns

(01:10) Back on the Mountain – Why compensation matters now; leaders arriving to train; momentum

(01:48) Confidence Engine – Comp as immediate feedback → confident people, confident service

(03:23) Customer Delight – Service obsession; managing expectations; meaning/purpose as the larger payoff

(06:49) Selection via Pay – “Bet on yourself & the company” filters; accountability vs. victimhood

(08:25) Elegant Attrition – Let the system remove poor fits; 400% production jump story

(11:06) Knock Out Slack – Comp fights complacency; formula: fewer people paid well → easier management

(13:11) Autopilot & Flat Orgs – Wiring results across areas; reduce indirects; flatten layers

(16:01) Outrageous Standards – Quality records; tie pay to perfect interactions & documentation

(17:19) Free Managers to Lead – System monitors docs/productivity/reviews/firing so managers can coach

(20:38) People System Integration – Attraction, selection, development, retention—all impacted by comp

(22:55) Myths to Kill – Pay alone won’t make a poor worker great; dangers of overpaying mediocrity

(25:26) System Overview (4 Pillars) – Self-regulation, accountability, focus on immediate manager, create owners, not renters

(34:27) Build & Brand the Model – Few standards, copy what works, brand it (SuperPay), resist dilution, win influencers, all-staff rollout, pilot with a winner, System Seven training, accountability contracts, iterate

(47:22) Close – Contact + “best day of your life” sign-off

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“The compensation system builds confidence… it actually builds confidence because confidence is built through attainment… through success and real achievement.”

Andrew continues in the DEEP philosophical explanation so often needed for Leaders and Executives to have the courage to implement creative and revolutionary Compensation Systems. Reed drives directly into a discussion of Outliers - Companies that operate with World-Class Quality and Profits - those operating in the 90th percentile statistically over extended periods of time. Reed points out that 100% of the companies MVI has measured over 27 years that operate in the 90th percentile use such methods…without a single one using traditional or average methods. Not even one!

In this episode, Reed also addresses “structuring your compensation system to flex with the fluctuations of revenue” so that a company can lock in, to a large extent, their Profit Standard. He also speaks on the creation of a “System of Mutual Reliance” where all departments and parts of the organization operate as an integrated, cohesive whole. He also shares the MVI success formula - Fewer People Paid Well – and the benefit of liberally SHARING profits with all employees and team members who are 1) Doing the Standards and are 2) Creating Value.

Chapter Markers

(00:00) Intro

(01:09) Outliers vs. The Herd – 50th percentile vs. 90th; benchmarking reality checks.

(04:35) Non-Traditional Pay – 90th-percentile orgs all use creative compensation.

(06:11) Turnarounds via Comp – Incentive + disincentive; get past the fear barrier; stop “Pampers” pay.

(07:58) Profits & Reserves – Build a fat, good bank account; value quality over speed.

(10:14) Service As Proof – Three-ring phone rule; training systems that create delight.

(11:10) Paycheck = Report Card – Compensation teaches standards every payroll.

(12:34) Meaning > Money Alone – Culture, not cash, keeps people.

(13:40) Old Options Don’t Scale – “Hard-ass” management vs. structural comp systems.

(15:20) Nature of Incentives – Organisms move toward payoffs; include non-financial rewards.

(18:14) Fairness & Flight Risk – Salary inequity drives top talent away—fix it in the system.

(26:08) Labor Logic – Labor is #1 cost → design comp first; flex costs with revenue; mutual reliance.

(32:45) Share the Wins – Fewer people paid well; comp builds confidence, signals winning.

(36:22) Plain Talk & Courage – Speak clearly, act deliberately; let the system do its work.

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“Almost every organization that’s been rescued or completely turned around… It’s come through the compensation system.”

In this episode, Andrew speaks plainly and directly to you from the Awakened Forest without any of the spectacle of a large public audience. He goes DEEP into the philosophical explanations of why Compensation IS your main System/Structure in creating a World-Class company. We live in a world of “Incentives and Disincentives”... and BOTH the Positive and Negative need to be used in a balanced system that will LAST!  Emerson sets the frame, Munger lands the punch (“Show me the Incentive and I’ll show you the Result”), and Reed goes about as far as any business person or philosopher has gone on the topic. And he gets practical… REAL -REALITY- What IS! Humans seek Purpose & Meaning over Money, so this is paramount…and bad or poor cultures will drive away Top Talent no matter how much you pay them…

Chapter Markers

(00:12) Beyond the Brag: MVI data, intent, and the Awakened Forest context 

(01:10) Philosophy First: Emerson on compensation; correcting “paycheck-only” thinking 

(02:34) Incentives Drive Outcomes: Munger’s maxim and why comp solves real problems 

(03:20) Compensation as Structure: System solution > people solution; design the behavior you need 

(03:44) What's Better than the Carrot?: Use incentives and disincentives; accountability cultures feel the sting when standards aren’t met 

(07:15) Everyone Seeks a Payoff: Volunteers, meaning, and why significance keeps people engaged 

(09:09) Two Poles of a Magnet: Life’s duality; why practices evaporate without deep understanding 

(10:51) Meaning Over Money: The ditch-digging parable; culture beats “big checks” for retention 

(15:10) Two Kinds of Pay: Financial comp and atmosphere comp; the transactional world and human will 

(22:25) Pain Teaches: Standards pay, the role of “sting,” risk–reward, and betting on yourself/company 

(28:00) Value, Wealth, Happiness: Value as projection; wealth as luxuriating; happiness ≠ fun; include the negative side 

(38:35) Origin Story & Results: From musician to CPA to comp-systems; 100% productivity/quality lift; national-stage backlash; focus for CFO/CEOs going forward

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“The lowest form of teaching is telling people to do things rather than explaining the why behind the action.”

This is the 2nd installment from this national broadcast on the topic of Compensation. Andrew shares REALITY from his work with 38 non-healthcare companies he helped create Compensation systems for, and applies the Success Patterns to Hospice and Homecare operations. A person of Intelligence should be able to transpose the principles from this broadcast to ANY business or organization.

Labor is the #1 cost in many business sectors, yet most organizations “weenie out” on Compensation systems that would revolutionize their operations and results out of irrational fear. Human behavior follows pay, in all of its forms. High-performing, World-Class organizations hard-wire Compensation to the Standards and Results they want! You’ll hear how to structure expenses to profit at both high and low revenue or census, why “less people paid well” raises quality and your ability to pay well! The playbook: set a few critical Standards (e.g., Perfect Visits + Perfect Documentation), move fast, pilot with a WINNER, train with System7, and fuse all with Accountability.

Chapter Markers

(00:12) Why Compensation First – MVI’s data-grounded lens; aligning pay with human behavior.

(04:19) Revenue vs. Expense Reality – Census up/down isn’t talent; design to profit in any weather.

(06:56) Structure Costs On Purpose – Make costs more variable; payroll is the big lever.

(07:16) Proof In Practice – Activity-based comp; documentation to standard; 100% productivity lift.

(14:16) Less People, Paid Well – Quality rises with meritocracy; confidence and standards over headcount.

(19:44) Managers As Replicators – 70% of development, morale, retention stems from the manager relationship.

(20:55) Free Managers To Lead – Systems monitor documentation/productivity/reviews; managers coach.

(25:09) Meaning > Money Alone – Pay matters, but meaning and manager quality drive stickiness.

(27:00) Compensation Must Teach – Every paycheck signals the standard; you are a teaching org.

(30:26) The System Overview – Self-regulation, ownership, accountability, manager focus.

(33:02) Set Few, Fast Standards – Perfect Visits + Perfect Documentation; move quickly, avoid committees.

(37:20) Brand & Protect The Bonus – Introduce “SuperPay”; never remove the standards bonus (~5%).

(40:41) Win Influencers, Reduce Fear – Show “now vs. new” pay deltas; sequence buy-in.

(45:28) Pilot → Train → Contract – Pilot with a winner; train with System Seven; accountability contracts.

(50:14) Iterate To ‘Best & Fairest’ – Keep tuning; focus the org on patients/families and clinical managers.

(53:03–56:42) Examples & Close – Real-world SuperPay explainer; closing logistics and sign-off.

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01 am EST!

"We live in a world of Incentives and Disincentives."

And if we are intelligent, we can solve most of our organizations problems and frustrations by aligning our compensation systems with the results we want to achieve. In MVI's measurements, NO ORGANIZATION HAS EVER ACHIEVED AND MAINTAINED WORLD-CLASS QUALITY AND ECONOMICS WITHOUT ADDRESSING THEIR COMPENSATION SYSTEMS.

In this powerful opening to a 4-part series, Andrew Reed explores the most misunderstood aspects in creating a World-Class organization: Compensation. Drawing on over three decades of strategic consulting and firsthand experience with high-performing, award-winning companies, Andrew dissects how Compensation shapes human behavior, and ultimately builds or breaks the quality of an organization.

Learn how most organizations unconsciously reward mediocrity while expecting greatness (and are thus frustrated).

Remember, Compensation is not just defined in terms of money, as the environment, as well as how to live life well, are perhaps even more important!

Chapter Markers

(00:00) – The Hidden Starting Point of Excellence
Why all world-class organizations actually begin with compensation—not culture, mission, or vision.

(03:45) – What Your Pay System Really Says About You
How compensation reveals your organization's true values, regardless of what’s written on the wall.

(07:33) – When Fairness Backfires
The consequences of paying everyone equally—and how it unintentionally crushes performance.

(13:50) – Culture Follows Pay, Not the Other Way Around
The myth of culture-first organizations and why compensation ultimately drives beliefs and behavior.

(20:10) – Creating Space for Excellence
How bold pay structures raise the ceiling on human potential and help high performers rise.

(25:55) – Compensation as a Moral Act
Pay isn’t just economic—it’s ethical and spiritual. What you reward reveals your leadership soul.

(33:12) – Vision Boards, Values, and the Value of Risk
Why inspiring words fall flat without a comp system that aligns with responsibility and risk-taking.

(42:41) – Rethinking Fairness and Scarcity
Breaking out of poverty mindsets and learning to reward courage, not conformity.

(53:18) – Reward Systems Already Exist—Good or Bad
Every organization already has a comp system; the question is whether it builds or breaks greatness.

(01:02:21) – Designing Pay to Inspire the Exceptional
Practical reflections on redesigning compensation to cultivate strength, character, and excellence.

(01:06:00) – Closing Reflections & Challenge to Leaders
A call to confront how your compensation choices are shaping your people—and your legacy.

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

"Compensation is not just economics. It’s a moral issue. It’s a spiritual issue."

This episode completes the 2nd process, People Selection, and continues a dive into the remaining 2 processes of a World-Class People System, 3) People Development and 4) People Retention.

A company’s Quality is “no more or less” than the Quality of its People Systems. The processes in these systems dictate exactly the Quality of the organization’s products and services. Most organizations only use methods and practices of the 50th percentile…that is….mediocre and average. And wonder why this is so and are often frustrated that they are still get regular complaints, have screw-ups, service failure and an overall loss of reputation/value of the enterprise.   

This episode draws on the professional insights from the organizational experts at Multi-View Incorporated and assembles the Best-Known Success Patterns/Practices in this CORE area of FOCUS for any World-Class enterprise. Based on over 27 years of experience with more than 1,300 organizations, this message will inspire and help give the listener a VISION of how to create such a People System.

The 4 Processes in a World-Class People System:

1. People Attraction
2. People Selection
3. People Development
4. People Retention

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:00am EST!