Culture Eats Strategy

The decisions we make as leaders affect the kind of culture that we implement. Today, Dr. Ellyn Bader and Dr. Peter Pearson discuss three reasons why marriage and business fail. They talk about the different types of decisions, how they are received and what to do when faced with the need to change.

“The way that mom and dad make decisions is going to be modeled by kids and it’s also going to be modeled by people in the company.” – Dr. Ellyn Bader

Marriage and Business Guide

Drs. Bader and Pearson are the co-founders of The Couple Institute. They work closely with entrepreneurial couples throughout Silicon Valley to better understand and overcome their unique challenges in business and marriage. Their clientele includes CEOs, startup founders and small business owners.

They recently have been working with couples who are building online businesses in information and Internet marketing. With over 30 years of experience, they guide thousands of couples to build the life they want with the people they love.

They have also educated and inspired therapists around the world and have been featured on leading shows and publications, including Business Insider, CBS Early Morning News, Cosmopolitan, Good Morning America, Oprah Magazine and Today Show.

Reason #1: Failure to Learn

There are different reasons why couples fail in both business and marriage. Dr. Pearson says one reason is the failure to learn from experience.

“You can keep doing the same thing over again and expect the same result.” – Dr. Peter Pearson

The couples with ongoing arguments keep convincing each other how they are right. They learn nothing from their situation. They keep doing the same thing over again, including in their business.

Reason #2: Inability to Pivot

The unwillingness or inability to pivot is another reason for failure. Dr. Pearson explains that couples must learn to adapt accordingly to circumstances.

“Circumstances change and you have to keep pivoting.” – Dr. Peter Pearson

In business, couples must learn to adapt to the needs of the market and implement strategies that better serve their audience. The bigger the challenge or circumstance, the bigger the change that is required.

Download and listen to Why Marriage and Business Fail to learn more. Remember to let Dr. Ellyn Bader and Dr. Peter Pearson know you heard about them on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – The Couples Institute

LinkedIn @ellynbader

LinkedIn @petertpearson

Twitter @couplesinst

Facebook @couplesinstitute

Successful organizations implement good practices to maintain effective communication. Today, Phyllis Weiss Haserot tells about the challenges faced by multi-generational teams and how to overcome them. She offers well-meaning advice that spans 36 years of thought leadership, strategic consulting, facilitating and coaching.

“It is very important to know differences and similarities about generations and how they came to be.” – Phyllis Weiss Haserot

Bridging the Age Gap

Phyllis is the cross-generational voice that unites the older generation of workers to the younger ones. She urges them to know more about their peers and to learn from their differences. As she says, it is not always a generational issue; every person comes with a unique background.

She has written for Forbes, Next Avenue, LinkedIn Pulse and Legal Executive Institute on topics about intergenerational relations. She has also worked with organizations to retain top talent and clients.

Her book, You Can’t Google It! The Compelling Case for Cross-Generational Conversation at Work, unravels the dynamics of multi-generational teams.

The Need for Conversations

According to Phyllis, workplace interaction plays a crucial role in getting things done. It is a characteristic usually found in effective organizations. There are patterns in communication and trends in what people do.

“The management is usually thinking that they are articulating their expectations. But when you are talking to each other and you ask everybody else, that’s not exactly so clear.” – Phyllis Weiss Haserot

Two Words for the Teams

Phyllis tells about two significant words, namely gengagement and collaborages. Gengagement is about getting other generations to understand each person’s work and what’s really going on.

“There isn’t adequate orientation when people start to work.” – Phyllis Weiss Haserot

The second word, collaborages, is about getting all generations together to confront and combat ageism. It is an issue faced by both the young and the old generations.

Download and listen to Cross-Generational Conversation in the Workplace to learn more. Remember to let Phyllis know you heard about her on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – You Can’t Google It!

LinkedIn @pwhaserot

Twitter @phylliswhaserot

YouTube – Generational GPS

Negotiations are part of scaling a business. Today, negotiations specialist Derek Gaunt discusses how leaders can win their team to the desired result. He also shares ways to ask questions that empower teams to move.

“Anytime that you’re engaged in a conversation and you are driving for a ‘Yes’ from the other side, you are in a negotiation.” – Derek Gaunt

Ego Authority Failure

Derek is the author of the Amazon Best Seller, Ego Authority Failure. He is a 29-year law enforcement veteran who spent the majority of his career negotiating in hostage situations. People from Washington DC, metropolitan area may recognize him as one of the most respected hostage negotiation leaders.

He took his knowledge and expertise and joined Black Swan Group as trainer and negotiations coach. With over 17 years of experience, he provides negotiations and leadership training to corporate, government and law enforcement personnel around the world.

Negotiation Practices for Business

Interpersonal communication has been a big part of Derek’s career as negotiations specialist. According to him, hostage negotiations are probably the most difficult conversations on the planet. It requires the skill of talking with people and moving them to the desired direction.

“The practices in hostage situations can be applied to almost every difficult conversation.” – Derek Gaunt

What if you handled the other side with the same level of deference and self-subordination to a hostage-taker? Derek asks this question when entering a difficult conversation. The same is applicable to business.

Tips for Negotiating a Buy-in

Derek emphasizes the need for leaders to engage with their teams. A successful buy-in encourages a team to move to change.

“Any person on the planet will do anything for you if they feel like it.” – Derek Gaunt

The challenge for the leader is in making their teams feel like surrendering to the cause. Asking the right questions can be a good start.

Download and listen to How to Negotiate a Buy-in for Change to learn more. Remember to let Derek know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – The Black Swan Group, Ltd.

Twitter @DerekGaunt

LinkedIn @derek-gaunt-2943a824

Book – Ego Authority Failure on Amazon

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A Harvard study revealed that positive culture increases a company’s profit by 756 percent — a sure win. Gary Wilbers shares how this is possible and what you can do to improve your business even before you start hiring a new worker.

“When people are engaged, performance goes up and profits increase.” – Gary Wilbers

Positive Culture Wins

Gary has been a successful entrepreneur his entire life. He helps individuals and organizations achieve their prime through coaching, training and speaking. 

He is also the author of three books Positive Culture Wins, 21 Ways to Attract, Retain & Engage Millennials and The High Achiever Leadership Formula.

All about Relationships

Gary believes that culture is about relationships. It is manifested in everything that we do, including those little things. Some call it customer service. 

“Business and life go together.” – Gary Wilbers

He dives into this further in his book Positive Culture Wins and poses the question “What are you missing?” He shares that people sometimes leave other things behind in the pursuit of success. 

They think that they are achieving success, but little did they know that it is hurting their family. It is hurting their relationships. The good news is they don’t have to let go of their business in order to restore balance and happiness in their personal lives. 

Achieve Life Balance

One’s personal life is often taken for granted in the corporate world. Change starts by changing perspective.  

“Positive culture really has to start with that mindset. What are we willing to change and are we willing to break that paradigm?” – Gary Wilbers

The daily activities keep people from seeing the other vision. It makes them accept things simply as a part of life. The challenge is for them to succeed without having to give up everything they cherish.

Download and listen to How to Win Through Positive Culture to learn more. Remember to let Gary know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – Ascend Business Strategies

Twitter @GaryWilbers

Twitter @Ascend_Business

Facebook @gary.wilbers.3

LinkedIn @garywilbers

Book – Positive Culture Wins

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Culture doesn’t have to be constrained to an office. In today’s episode, entrepreneur Mario Nawfal talks about how much he values having virtual assistants, how he deals with communication and how he was able to manage different companies remotely.

“Culture could be anything as long as it’s not a negative culture, as long as it’s not toxic and as long as it’s right for the team members that you need in the company.” – Mario Nawfal

Froothie International

Mario enjoys the challenge of building businesses that scale globally. He launched first venture, Froothie International, at the age of 21 with less than $500 in the bank. It grew to 7 figures within 12 months and 8 figures within 2 years.

He is also the founder of Athena Group of Companies, a business conglomerate that operates in more than 40 countries. Other companies that he partnered and founded are: International Blockchain Legal LLP, CEO of IBC Group, and IBA Group, IBI Ventures and IGC Group.

Dealing with Communication

A lot of people like to have an open office where they can communicate with everyone. Some find it difficult and don’t know how to start.

Mario said that their basis of communication is by empowering his people to speak. He doesn’t want to waste someone’s time if that person doesn’t have to be there.

“When communicating, keep it on a need-to-know basis, keep the communication sharp, and keep an agenda there. The fewer people involved, the better.” – Mario Nawfal

Culture in Managing Different Companies

A culture can be built in so many ways. According to Mario, everyone should know the importance of delegating and having the right people to delegate it to.

He believes that a culture is about building relationships. Having a personal connection to your people means that you respect and trust them.  

“Delegating is a skill. You have to master that skill to be able to scale.” – Mario Nawfal

He values having virtual assistants and believes that they can change your business if you train and manage them right.

Download and listen to How Communication Affects One’s Culture to learn more. Remember to let Mario know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

LinkedIn @MarioNawfal

Instagram @marionawfal

Youtube @MarioNawfal

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Today, the serial entrepreneur and expert in remote hiring Nathan Hirsch sits with us. From a broke college kid, he tells us about how he uses his failures to succeed in eCommerce. Listen to know more about FreeeUp and their hiring/outsourcing process.

“You can always make more money, but you can’t get your time back.” – Nathan Hirsch

Failures to Millions

Nathan is a 28-year-old serial entrepreneur and expert in remote hiring and eCommerce. He started his first eCommerce company out of his college dorm room selling on Amazon.com, where he had sold over $25 million worth of product online.

He started buying and selling textbooks. It wasn’t until he bridged out of his comfort zone and found the baby industry product that made his business boom. Nathan may have failed a lot of times, but that doesn’t stop him from reaching his dreams.

FreeeUp

What he loves about his job is he gets to interact with all business owners in different industries and help people. Nathan has experienced good to bad hires from different platforms that is why he decided to create his own called FreeeUp.

They pre-vet their VAs for attitude, skills and communication then only allows the top 1% as they are focused on speed and quality.

“Having a culture when you have 3 VAs is a lot easier than when you have 50 VAs so I’m really keeping that.” – Nathan Hirsch

Hiring and Outsourcing

According to Nathan, they wanted to change the way they hire people. 20 years ago, the hiring process was totally in a different way until marketplace and the remote hire came around. He would ask himself, “How much money did we make?

How aggressive do I want to be?” Once he gets all the numbers, he then can decide whether to hire or not. Challenges would always be there as people can easily come and go.

“Don’t give up if you’re hiring. Just keep focusing on what you can control and improving the aspects of your business. You’ll eventually make some really great hires.” – Nathan Hirsch

Download and listen to How to Sell Millions After Failures to learn more. Remember to let Nathan know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – NathanHirsch.com

Facebook @Nathan.Hirsch

Twitter @realnatehirsch

LinkedIn @NathanHirsch

Instagram @realnatehirsch

In today’s episode, the executive coach, speaker and host Andy Storch sits with us. The best way to live life is with intention and that is what he believes in. Listen as he tells you how focused he is in developing the people and their talent in working closely to culture.

“Leadership is highly contextual which means it is different in every company, different in every culture.” – Andy Storch

Live Life Intentionally

Andy is an executive coach; consultant, speaker and host of The Talent Development Hot Seat and The Andy Storch Show. He is a proud husband and a father of two kids who is dedicated to living a happy, healthy lifestyle, getting the absolute most out of life and inspiring others to do the same.

He believes that the best way to live life is with intention so you can pursue your dreams and fulfill your true potential. Andy also helps leaders accelerate and grow their success through measurable improvements in their careers and business.

Advantage Performance Group

Advantage Performance Group is a small company with 25 partners or consultants around the country. They work with clients to connect them with great experiential learning programs to help them turn strategy into action and get their people doing the best work of their lives.

They ran training and development programs at big companies in areas like leadership development, sales training, business acumen and innovations.

“If you have the wrong solution, it doesn’t matter how you negotiate it as it comes down to asking questions.” – Andy Storch

Accelerating Results

According to Andy, he normally starts a conversation by asking a lot of questions. He will then explore possibilities in figuring out what recommendations and solutions he can offer to a client. He found out that having negotiations and a very strategic conversation will help in accelerating results.

“Giving people the ability to speak up and not punishing them for speaking their minds, for sharing ideas, for trying new things is so critical in culture today especially if you want to be seen as an innovative company”. – Andy Storch

Download and listen to How to Turn Strategy into Action and Get Results to learn more. Remember to let Andy know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – AndyStorch.com

LinkedIn @ AndyStorch

Instagram @andy_storch

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Balancing behavior and addressing lines at work might be difficult for others. In today’s episode, Mike Michalowicz sits with us to share how he did it. He also tells us the steps on how to make your business run itself.

“Life is meant to be enjoyed, and I hope that business and employment in a business facilitate that enjoyment of life.” – Mike Michalowicz

Profit First

Mike is the author of Profit First, Surge, The Pumpkin Plan, and his newest release Clockwork. He is a former business columnist for The Wall Street Journal and a business makeover specialist on MSNBC. He also founded and sold two companies — one to private equity and another to a Fortune 500.

Over the years, Mike has traveled the globe speaking with thousands of entrepreneurs. Today, he is running his third multi-million dollar venture, the Profit First Professionals.

Balancing Behavior towards Success

Most of the entrepreneurs focused on productivity and it’s interesting how Mike found joking around important. For him, his people found it as the grease for gears in their organization. It builds this great bond by letting them to be themselves.

As business owners, paying for a significant amount of time and effort in knowing and in allowing people to be people are important. Mike is now focused on the human side and that balance increases the productivity, happiness and enjoyment of his people.

“The more that we allow people to be people, the more relaxed they are with their work.” – Mike Michalowicz

Addressing Lines

According to Mike, we should inspire all to have more kindness. Sometimes, other people may take advantage of what we show them. If things went a little too far, we need to be in the position to call it out by using the correct wording in what we want to say.

“The reward and recognition went to the effort, not the result.” – Mike Michalowicz

Download and listen to Turn a Profit Through Clockwork to learn more. Remember to let Mike know you heard about him on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – MikeMichalowicz.com

Facebook @MikeMichalowiczFanPage

Twitter @MikeMichalowicz

Instagram @mikemichalowicz

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Relationship has a big impact whether you’re just starting or someone who has a successful business. In this episode, Leigh Ann Rodgers talks about how assessment helps leaders in building a highly productive team by using the five components that she has created.

“If people aren’t happy and the relationships aren’t there, it doesn’t matter how hard they’re working, it’s not sustainable.  In order to have a good long term company and a team that is working well, you’ve got to have both.” – Leigh Ann Rodgers

IAF Certified Professional Facilitator

With over 20 years of experience in the human development field, Leigh Ann is a skilled meeting facilitator, trainer, and coach working across the globe to help leaders cultivate cultures that are both highly productive and positive.

Motivated to provide solutions for the common challenges of leaders and organizations, she then channeled her passions into creating the Better Team Model and Assessment with five components.

She has also developed Team Building In-A-Box, a self-guided workshop for leaders based on DISC communications.

Working with Teams

Every team has a different need and expectation. One of the things she found really helpful is to use a broad assessment to let the team assess themselves and then decide where they work well, where they want to continue and what the opportunities are.

According to Leigh Ann, they would normally start by doing some exercises to warm things up to get people talking, their communications style, what they like and what they don’t. The team gets to figure out what they think. They’re unpacking it, as they are part of the process in figuring out the opportunities.

“The ultimate goal is to have a clear action step that people can be held accountable to as a team.” – Leigh Ann Rodgers

Using the Five Components

Leigh Ann has worked with teams that were really resistant, coming in with very low trust levels and not working well. Through the process of asking them and letting them talked about it, they became the owners of it and got empowered by the process.

“If you want to get buy-in, I think the secret is it has to come from the people on the team, not from the leader, not from a consultant or a facilitator or a human resource person coming in; it comes from them.” – Leigh Ann Rodgers

Download and listen to How Assessment Helps Leaders in Building a Highly Productive Team to learn more. Remember to let Leigh Ann know you heard about her on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – Better TeamsFacebook @betterteams

Twitter @betterteams_co

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Culture impacts the members of a company individually and as a whole. Today, Tevis Trower talks about corporate mindfulness, relationship strategy and how culture affects you as a person.

“Culture is conversation, literally. You don’t shape culture through programs and policies. You express culture, you don’t fix it.” – Tevis Trower

Corporate Mindfulness Guru for the New Millenium

Tevis is a pioneer in optimizing corporate cultures. Heralded in bestselling Megatrends 2010 as “Corporate Mindfulness Guru for the new Millenium”, she has assisted various powerful organizations in optimizing their most precious assets: human beings.

She has also created and facilitated global executive immersions for different prestigious organizations across multiple industries.

Strategy in Improving Culture

For over 17 years, Tevis stayed motivated and focused in helping people to improve their culture.

“Culture is a word that expresses the rules of the game – rules of how are we going to interact, of what we talked about and what we don’t, how we stay safe, how we belong and how we succeed.” – Tevis Trower

According to Tevis, we are afraid of our own needs and messiness. She would like to know when was the last time that we really held up a mirror, looked into our own eyes and held them?

These self-inquiries ‘Who am I?’ and ‘How am I behaving every day?’ scare her especially when adding money and tribal fears around safety and survival. It also affects when they are subjected to the optics of leadership to operate at that level of transparency, that few of us have seen modeled before.

The Role of Leaders

We are creating a corporate infrastructure, an organizational infrastructure. And it is not just corporate America, these are non-profits and political structures.

“The fish rots from the top, we don’t have an employee engagement problem, we have a leader problem.” – Tevis Trower

It is anywhere that more than zero human beings are present in the room – this is YOU alone in the room. You are accountable for what you are bringing to a culture.

Download and listen to Why Culture is Important to Strategy to learn more. Remember to let Tevis know you heard about her on Culture Eats Strategy with Jaime Jay!

Connect through the links below:

Website – Balance Integration Corporation

LinkedIn @balance-integration-corporation

Facebook @BalanceIntegration

Twitter @balanceinteg

Book – Tevis on SoundCloud

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