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16 results for “company culture”
Concept7 mentions across episodes
company culture
Topic5 mentions across episodes
company culture
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culture
...your culture, whether it was trauma, whether it was a experience that you had. I don't care if you're high or low scope. I respect your scope. Let's talk about work centrism. Okay? This is a value that people judge, judge, judge. I met a woman at a c
22:48 / 24:36
from transcript22:48 – 24:36
So it's a very interesting thing how the business world has entered the personal space and the psychological personal vocabulary has entered the business space. It's a form of emotional capitalism, is where they both meet. On the other hand, what is
5:52 / 7:05
from transcript5:52 – 7:05
...culture, whether it was trauma, whether it was a experience that you had. I don't care if you're high or low scope. I respect your scope. Let's talk about work centrism. Okay? This is a value that people judge, judge, judge. I met a woman at a confer
22:28 / 23:31
from transcript22:28 – 23:31
...can build itself around. We also give the example of Hobby Lobby, which really built its value system around the idea of the faith of its founders, and that has led them and attracted a a loyal client base and also probably employees who largely agre
14:14 / 15:16
from transcript14:14 – 15:16
to be able to get a different set of opinions, and they will give really fantastic advice about how to navigate through the situation and often just how to navigate through the situation and often just another perspective that clicks it in Mhmm. For
12:45 / 13:42
from transcript12:45 – 13:42
And I think it's really essential to do some sort of values clarification exercise. You can find a ton of them online. You can find a list of values and just, pull out your core values and just compare them with each other. Because when you are align
57:43 / 58:46
from transcript57:43 – 58:46
...culture and kinda how they believe in it, but also want to be part of it. You know? I remember once reading that somebody said that that culture is a cheap way of getting somebody into a cult and not giving them the pay rise that goes with it. It. I
2:14 / 3:27
from transcript2:14 – 3:27
...their company is, first of all, that they treat their employees well, which right. That's not you don't hear people talking about that so much in the impact space, right, which is an a sign that maybe the impact space is also needs to evolve. But tre
13:31 / 14:37
from transcript13:31 – 14:37
...culture and creating collaboration and learning, that's not one of the benefits. You know, you really have to get people together to be able to do that. And what's also interesting is that a lot of the more senior leaders are seeing that now. Mhmm. T
26:53 / 28:05
from transcript26:53 – 28:05
And just as a kind of an example. So talking through those core values in advance and updating them regularly even as you go down the path together is so essential, just so you know where the other person's coming from. Because the other problem is s
58:29 / 59:31
from transcript58:29 – 59:31
I would say there's a lot of similarities at this moment, but there's also very big differences. I mean, one of the interesting similarities is the crossover that has taken place recently in the last years where the language of psychology has entered
5:14 / 6:16
from transcript5:14 – 6:16
gym, entertainment, even things like religion, things you'd expect, dating, but even, like, online clubs. Right? People don't go out anymore. And so this ties to the workplace, Jeff, because what happens is if you spend all that time alone and then y
14:14 / 15:26
from transcript14:14 – 15:26
how we're working with our colleagues? So I think trust in the workplace is in one of its most complex stages in history. And the reason why is you have sort of these conflicting societal changes going on. You've got obvious things like a change in t
13:29 / 14:35
from transcript13:29 – 14:35
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