Lead the People

Joshua Berry is a world-class facilitator of change. As an author, speaker, entrepreneur, and director of Econic, Joshua has spent the last two decades evolving the what, who, and why of Fortune 500 companies and venture-backed startups. Along with his team, Joshua has sparked change in organizations like US Bank, John Deere, Procter & Gamble, Nelnet, Ameritas, Omaha Public Power District, Farm Credit Services of America, and Blue Cross Blue Shield of Nebraska, among others.  Top 3 Takeaways Get quiet. Sometimes the thoughts and voices in your head can drown out the deeper wisdom and inspiration that lies within. Take the opportunity to get still and listen. Ease up. Too often, we’re tempted to label our intuition as naive or impractical. In fact, some of the biggest breakthroughs have come from those who had a willingness to eschew conventional lines of thinking. People for the win. It’s a lot easier to say people come first than to actually operate this way. Always ensure alignment with business priorities, but after that, keep the conditionals to a minimum and give priority to people-related decisions and investments. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “It wasn't until some of the time stubbing my toes in those ways that I started to learn that this intentional desire to maybe not quiet those voices that sometimes came up in my head that others might deem as naive but actually might be coming from a deeper spot within me. Those were the things that actually made me unique and were some of the best ideas that were brought out into the world.” “There was a common pattern that a lot of those leaders told me in the interviews, ‘Uh, this might sound naive, but…”, and then they started to share an interesting idea or business philosophy or whatnot.” “Beliefs are merely a mental model. There are best guesses at how the world works, and until you can understand that, I don't think you can truly appreciate the diversity of another person's view or beliefs and that there's some validity that's coming from that too.” “Most decent organizations will say ‘we put our people first’. Or ‘people are important.’ But it almost always ends up as ‘as long as the business is successful.’ And what I challenge in that chapter, and provide some research and stories around this, is what happens when some organizations actually put the growth of their people even ahead of business growth and those goals.” “When you start to have people that you trust and they start to see, ‘Oh, if I make this decision, that actually hurts what we could do over here and that hurts this other person over here,’  you just create greater alignment in that and eventually you sometimes get business growth that comes out of that too.” Connect with Joshua Book: http://www.daretobenaive.com Website: https://www.econic.co/joshua Website: http://www.joshuaberry.com LinkedIn: https://www.linkedin.com/in/joshberrygphr/

Adam is the Chief Product Officer of The Predictive Index. He joined PI when the talent optimization leader acquired Charma where he was co-founder and CEO. Previously, Adam was part of the founding team and President/CMO of NextRoll which he helped build from 3 to over 500 employees and $0 to over $200m in revenue. Top 3 Takeaways Growing pains are real. As we find success and add more customers and employees, things get complex in a hurry. Be vigilant around breakdowns in communication and execution as you grow. Don’t make assumptions. When we promote high-potential people into management roles, we often assume they will be natural leaders. Instead, we need to give them the training, tools, and templates they need to succeed in this new people-first role. Make it easy. Being a manager is stressful. When we provide them with solutions that streamline and automate certain aspects of their role, we preserve their energy and enthusiasm to execute the strategy and engage their people. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.  From the Source “The thing that I really found challenging is that as we grew, the expectations evolved from being in that swim lane and focusing on your expertise—and I'm kind of a product minded entrepreneur—to evolving to start to manage teams and then not just manage teams, but manage managers who are managing teams. And that scaling process is pretty unnatural.” “The skillset of being a manager is that just that: it's an actual skillset and it's not just, ‘Oh, you do your regular job and then manage people on the side.’” “The skillset of being a manager is not something that's automatic. It's not something that's necessarily always obvious, and it's a place where software could play a role in guiding people to best practices and guiding them to do the things that would help them be a better manager.” “People want predictability. They want to know that these activities in terms of check-ins and, having one on ones and follow through and commitments and feedback and guidance and clarity on their objectives and priorities… Those are just universal, no matter how or where you work.” “One of our core principles is making best practices automatic. And so taking that mental overhead and friction off of doing the things that you should be doing as a manager. Having to wing it every time and feel like you're kind of entering into a freestyle rap battle, every time you go into a one on one is stressful.” Connect with Adam Website: http://www.predictiveindex.com/perform LinkedIn: https://www.linkedin.com/in/adamberke/

AmberLyn Bryant is a passionate advocate for transforming workplaces into havens where employees are not just heard, but truly valued and empowered. Drawing from her personal journey navigating toxic and thriving work environments, she is on a mission to guide businesses in creating intentional employee experiences that fuel growth, engagement, and loyalty. Top 3 Takeaways Know thyself. Self awareness is a gift. Ensure that you’re creating a culture where workers want to learn about their natural tendencies and potential snags. Slow down to go fast. When welcoming a new hire or standing up a new team, resist the urge to dive right into the work. Take a few minutes to learn about one another to accelerate long-term performance and cohesion. Partner up. Optimal organizations get that way due to a strong partnership between line of business leaders and HR partners. People dynamics are too complex to leave to chance, so work together to help one another succeed. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “I had my fair share of working in those toxic environments and trying to push through and find your way in life and that passion that really fulfills you.” “What really works, at least for us, is that we really start to understand who a person is. And so then that helps you to be able to approach any one on one meeting, any conflict, any just regular hangout sesh with being able to really personalize information to people, at least for me in an HR way. But then in a meeting situation, it's great because it helps to really understand the whole person.” “I had an employee that worked at a different position, moved over to another one, and now is partnered with somebody who would be a new manager. And the very first thing I did was get into the PI, talk about the data, and it's really been actually mind blowing… The development has just been so much quicker and they’re so much more on the same page and they know what the other one needs. It's just more clear.” “The first thing I do is build relationships and make sure that these managers know that they can trust me and that I'm here to help them move forward.” Connect with AmberLyn LinkedIn: www.linkedin.com/in/amberlyn-bryant-54178840 Website: www.amberlynsolutions.com

Leveraging two decades of expertise in coaching, talent development, and people operations, Akkshada Maniyan leads Learning and Organizational Development for Innova Solutions, a global digital transformation solutions provider. Akkshada has worked with renowned global firms including IBM, GlobalFoundries, Amazon, and Deloitte driving talent programs for over 50,000 employees. She has optimized her background as a Columbia University Certified Executive Coach and mastery in incorporating various personality assessment tools to impact over 10,000 leaders and learners. A published author, she regularly shares her wisdom on leadership, change, and curiosity with followers across various platforms. Top 3 Takeaways Seek agility. The future is uncertain, so we need to be flexible. Embrace a culture of testing and iteration that builds on established principles and practices without being constrained by them. Will over have. When building a team, don’t get too hung up on demonstrated experience. High potential performers who have the will to do the job will adapt and persevere when given the chance. Get down to business. As a support function leader, you likely find your work very interesting. Ensure that you can draw a thick line to how what you do drives business results. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “in a company that's not that well established or that is growing, there's much more of a starter mindset. Amazon in particular I want to call out as they have a Day One mindset. Every day is Day One. They like to keep their founder’s mindset and attitude.” “Companies that tend to go above and beyond to look at learning in a less established way and more of an experimental manner? It tends to be a lot more fun.” “I chose people not necessarily strong with a learning background, but more of a sociology background, anthropology, or somebody who was interested in learning. People who are passionate about really making a difference in somebody's life. That's all we really looked for.” “There are no set learning skills. Maybe instructional design. Yes. Right. Maybe some specialized skills within L&D/OD. Yes. But you can coach people. You can really empower your team members to get better.” “The real magic is finding the will. If anybody who has the will to want to do more, they'll always find a way, and our job is only to enable them.” “I've implemented a QBR system so each learning business partner, along with the learning delivery lead or the facilitator, they present results on a quarterly basis to the business teams using a dashboard. So we're very metrics driven.” Connect with Akkshada Book: https://www.amazon.com/Serial-Influencer-Akkshada-Maniyan-ebook/dp/B0CW2WX86M LinkedIn: https://www.linkedin.com/in/akkshadamaniyan/

Krishna Rajagopal served as the Chief Operating Officer and managing partner of a small manufacturing company in the Chicago land area. Now he provides strategic vision, direction, and corporate governance that helps other manufacturers achieve aggressive growth while maintaining profitability. He’s the Chief Facilitator of Great Outcomes at Narish International Top 3 Takeaways Rise up. While it can be tempting to spend all your time solving day-to-day problems, your role as a business owner is at another level. Make time to work on your business and not just in it. Seek advice. When you spend nearly all your time inside your own four walls, you may lose perspective. It’s very likely that the problems you’re facing have already been solved by somebody else. This is where an outside consultant can help. Play the long game. Manufacturers should emphasize the long-term prospects employees can expect. For the right candidate, stability and consistency are exactly what they want most. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “In small businesses especially, owners tend to be in the weed. So they're constantly working in the business as opposed to on the business.” “It's really important for business owners and managers to remember that almost everything doesn't have to be invented from scratch.” “When you're a CEO or president of a company, you tend to think that you're alone. So it's really important to reach out and walk through and talk through processes and ask for help, and if you do not know something, say you do not know.” “The biggest challenge that I think we have around us is to find the right people to do the right job.” “For me, it's all about, it's all about making sure we understand the person and making sure we provide the environment that makes them successful.” Connect with Krishna LinkedIn: https://www.linkedin.com/in/krishnarajagopal/ Website: http://www.narishintl.com

Phil Wesbury is Vice President at Builtech Services, LLC focusing on business development. He leads Builtech’s business development initiatives across the country with an emphasis on delivering sustained growth across all of Builtech’s key verticals and areas of operation. Phil works with local, regional, and national clientele specializing in Retail, Multifamily, Education, Office, Hospitality, and Industrial development. He thrives on Builtech’s entrepreneurial spirit and dedication to doing what’s right. Top 3 Takeaways Awareness opens doors. Where we lack self-awareness, we invite confusion and frustration. Tools like those from The Predictive Index raise understanding and open dialogue. Hit the pause button. When friction arises, call time out. Ask yourself what’s really contributing to the escalation. Competing styles and goals are often the culprits. Look at all sides. An investment in talent optimization produces a hard return in the form of performance and reduced turnover but don’t sleep on the so-called “soft” benefits of a better working experience for all. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more about Builtech's journey at predictiveindex.com. From the Source “If you're okay with being self aware, and you can kind of make fun of yourself a little bit, no matter what PI profile you have, in different situations, you're going to have strengths and weaknesses.” “When there's a pinch point, and we're having friction, and we're like, ‘My gosh, why aren't we getting along right now?’ then you can kind of point to the fact that, ‘Hey, you're detailed. I'm not.’ And you acknowledging it goes a really long way.” “We had these flashpoints of stress. Our business cycles really quick, sometimes it can be really slow, and there are so many competing dynamics that affect my world and every other department.” “If you can drop your unplanned attrition, if you can cut that in half…that’s a pure return.” “‘Hey, does it feel like we're getting along better?’ Put whatever dollar value you want on it. It's a lot easier to go to work and be productive when you're not stressed through your eyeballs because you're dreading having to battle through a challenge with somebody who doesn't see the world the same as you. And I think that's worth a heck of a lot of money.” Connect with Phil Website: http://www.builtechllc.com LinkedIn: https://www.linkedin.com/in/philipwesbury

Dr. Steven G. Rogelberg, an organizational psychologist, holds the title of Chancellors Professor at UNC Charlotte for distinguished national, international and interdisciplinary contributions. He is an award-winning teacher, has over 200 publications, been cited well-over 10,000 times in the academic literature, and was recipient of the very prestigious Humboldt Award for his research on meetings. Adam Grant has called Steven the world’s leading expert on how to fix meetings. Dr. Rogelberg's previous book, The Surprising Science of Meetings: How You Can Lead Your Team to Peak Performance (Oxford) has been on over 25 best of lists including being recognized by the Washington Post as the #1 leadership book to watch for, His new book, Glad We Met: The Art and Science of 1:1 Meetings came out in January and is already receiving tremendous praise including a SHRM Top 12 Workplace books recognition. He was the inaugural winner of the Society for Industrial and Organizational Psychology (SIOP) Humanitarian Award and just finished his term as President of SIOP, the largest professional organization in the world for organizational psychology. Top 3 Takeaways Make the time. 1:1 meetings are too often an afterthought. This is a miss since these meetings offer a unique opportunity to boost employee performance and commitment while helping the manager exercise their personal values. Open the door. While the manager should own the meeting cadence, the direct report should be allowed to own the meeting agenda. You can get a status update whenever you like, but the 1:1 offers a unique opportunity for a direct report to have their needs met. Get it in writing. When you document your discussion notes and action items, you’re doing more than practicing good meeting hygiene. You’re demonstrating to your direct report that you sincerely care about their perspective and welfare. From our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “As an organizational psychologist, I'm just drawn to study pain at work and try to identify science that can help rectify it. And clearly, meetings are a fabulous target when it comes to pain.” “When I'm talking about a one on one meeting, what I'm talking about is a regular recurring meeting between a manager and their directs that's orchestrated and facilitated by the manager, but it's not for them. It's for their directs.” “When you do these right, employees are more engaged. They're more successful. They're more aligned. They thrive more. They're good for you! They're really good for managers because when their people are successful, that's a direct reflection on the manager.” “It often comes from these that the manager says, ‘okay, I'll do X, Y, and Z.’ And the employee says, ‘I'll do X, Y, and Z.’ And then there's just clarity around that handshake of sorts of commitments. And then ideally you take notes, because you want to capture the conversation, but also note taking is a really great signal. When an employee sees you taking notes physically with your hand on a piece of paper, they think that you really cared about that conversation.” Connect with Steven Glad We Met (book): https://www.amazon.com/Glad-We-Met-Science-Meetings/dp/0197641873/ Website: http://www.stevenrogelberg.com LinkedIn: http://www.linkedin.com/in/rogelberg  

Before navigating the intricacies of the real estate sector, Andrew made his mark in the legislative landscape, contributing to homeland security-related legislation while working for Congress at the Committee on Homeland Security in Washington D.C and clerking in the judicial system for the Supreme Court in New York. Since graduating law school, and thereafter obtaining a Masters of Laws in real estate he has worked with companies from all parts of the globe adding to his diverse knowledge of workplace meets the workforce dynamics. This unique background equipped him with a multifaceted skill set, laying the foundation for a career where adaptability is paramount. Top 3 Takeaways Location, location, location. Many companies have begun to return to the office, but we need to ensure that we’re asking WHY workers want to come back and HOW they want to do their work. Make room for HR. While CEOs and CFOs once managed real estate transactions, our people leaders now need to weigh in. The workplace needs to reflect your intentional culture and the needs of your workforce more than ever. Make it count. If you’re counting on collaboration, innovation, and efficiency, your real estate had better be up to the task. While we don’t always run the people-intensive numbers, they show up on our bottom lines all the same. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “Real estate was booming in 2018, 2019. It was the era I call the flexible workspace era. There's a place for everybody to go to work. You know, WeWork became the largest occupier of real estate in Manhattan at that time, and then we kicked off what was called Hudson Yards, right? It sold out faster than a Taylor Swift concert.” "We've finally entered the rebuild where—’Who wants to come back to work?’. It's been answered the WHY they want to come back to work has been established but not implemented fully and the HOW, right? That’s now at the real estate forefront. How do we get them back to work?” “If you're going to be on ten different floors when you could be on one or two floors, you might as well be remote. You might as well do everything over zoom or over phone, right? You want to have the ability to interact and be on one floor and see results.” Connect with Andrew LinkedIn: https://www.linkedin.com/in/andrew-zang-esq-38023b25/ Website: https://www.savills.us/

David Lahey’s academic background includes an MBA graduate from the Smith School of Business at Queen’s University, Graduate coursework at Harvard University and Graduate Adult Education coursework at the University of Toronto. David has been specializing in predictive leadership development, talent acquisition, change management and productivity with analytics with an improvement for over 25 years across a variety of industries. Under David’s leadership, Predictive Success was awarded to three-time Profit 500 company status. His company was also named to The Globe and Mail’s Fastest Top 400 Growing Companies List in 2019. Top 3 Takeaways Faith dispels fear. Whether launching a new venture or deciding to advocate for yourself, the best way to push past your fears is by believing in yourself and the positive future you’re building. Build the right team. You may be starting from scratch or you may have inherited a team. Ensure that their natural and potential abilities are a match for what you’ll be asking them to do. Get it in gear. Pit Grit is the tenacity and skill to get an organization moving at top speed. This requires attention to orchestration, communication, and a willingness to do the hard work quickly. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “One of the risks was the fear of the unknown, but I've always said ‘faith versus fear.’ I had faith in the software, faith in my own abilities, and faith in what I saw was the future of predictive analytics.” “I have ridiculously high expectations and they keep exceeding them every year. But we also celebrate success.” “I was looking at my team, and I said, ‘All of my doctors are wonderful people, but they are process and precision people, very detailed, very sequential. They're not innovators.’ And I needed an innovative solution to come in and take over because I wasn't going to live.” “Pit Grit means that you have a team around you that can get you into the race quickly, because we know from my experience that in the business world today, the race is lost in the corners.” “Do you have a process? Do people have confidence in the role? Do they drop match to the job model and then in certain roles, do they have the tenacity and assertiveness needed to get things done in the, in the scheduled time.” “Leaders today must act more like scientists. Scientists would only do work after they've got the research done and leaders today are running so fast. They don't have time to hire a chief analytics officer, but they will make time for software that will enhance their decisions and bring the data to them so they can be a scientist of people to execute on what they need done.” “America is full of great companies as is Canada, but I am worried about the lack of managers that have the training and analytic leadership. Gartner says that analytic training is a top five skill for the next five years. How many companies out there are not aware of that, and they're not training up to that.” “I always say every year, ‘You're going to ask your manager and leaders for more in the year ahead. That's great. So now what are you going to do to equip them to be able to execute on that?’ If the answer is nothing, then shame on you as a business owner. So that concerns me is that people forget that. That in the future, there's more information that needs to be harnessed, and that information needs to be at the fingertips of your people managers, not just in the HR area.” Connect with David Website: www.predictivesuccess.com From Hire to Inspire (book): https://www.amazon.com/Hire-Inspire-Become-Best-Boss/dp/1770414878/ LinkedIn: https://www.linkedin.com/in/davelahey/  

Dean Wegner graduated from West Point in 1993 and served 7 years in the Army as a helicopter pilot and Army Ranger. After the Army, the majority of Dean’s business career was spent in business development, marketing, and strategy with Procter & Gamble and Mars. In 2017, Dean founded Authentically American, a Veteran owned, American made premium apparel brand. Dean is active in his church and serves on the board of several for-profit and non-profit companies and organizations. Dean and Authentically American are riding a wave of national media exposure having been featured in Forbes, Inc. Magazine, FOX News, MSNBC, Nasdaq, Newsmax TV, and SiriusXM Radio. Dean and his bride Kelly have been married for 29 years and they have 4 children, with the youngest being adopted from Ethiopia. Top 3 Takeaways Get to the point. Your mission statement and sentiment aren’t nice to have. Top talent and customers are looking to work with organizations they find meaningful. Emphasize the point your organization exists and distill this into a clear and compelling mission. Get real. If your mission statement is only going to amount to empty words, don’t bother taking the time to create it. Make sure your mission is authentic, tangible, and apparent in all that you do. Share the wealth. Manifesting and reinforcing an organization’s mission isn’t the sole responsibility of the CEO or the executive team. Leaders at every level honor the mission through their decisions, attitude, and actions. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. From the Source “One of the recruiting posters they sent me at West Point said ‘Much of the history we teach was made by people we taught’ and had pictures of Eisenhower and Grant and Lee, and that really struck home. Just thinking, ‘Wow. I'm walking through the same hallowed halls as former presidents and generals.’” “As I built this vision over five years, it was really grounded in ‘How do we change an industry? How do we make a difference?’” “You want it to be real. You just don't want it to be those nice, fancy, pretty posters on the wall.” “How can you take the context of your current business, your product, or service, and see how you can go ahead and think creatively? Because especially in today's digital age with social media, the power of story, the power of giving back is so impactful.” “I think the way to [reinforce mission] is not start from the top. I think you turn that pyramid upside down and you say, ‘You know what?’—whether you get a focus group or you have a big town hall, I think you really start to have discussions with your team, with your employees, and understand—‘What is really our culture all about? What do our employees really value?’” Connect with Dean Website: http://www.authenticallyamerican.us LinkedIn: https://www.linkedin.com/in/deanwegner93/