Transcript

Creating a Positive Work Culture | Bred to Lead #004

From YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw · Episode page · Watch on YouTube

· 37 min · 6,509 words · 39 timestamped sections

This is the full, timestamped transcript of "Creating a Positive Work Culture | Bred to Lead #004", an episode of YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw published July 20, 2024 (37 min, about 6,509 words). It mentions 29 people, works and ideas, including Servant leadership, People-First Leadership, People First Result Second, Purpose and Impact, Purple Heart.

What is discussed, and when

  1. – 5:00: People First Result Second, People-First Leadership, Amazon
  2. – 15:00: Autonomy, Church, Ownership, Purple Heart
  3. – 20:00: Corporate America, Diversity and Inclusion, Learning and Growth, Small business
  4. – 30:00: Peer-to-Peer Recognition, Work-Life Balance
  5. – 35:00: Servant leadership, People-First Leadership, Team Channel
  6. – 37:15: Amazon, People First Result Second, Social media

Notable quotes from "Creating a Positive Work Culture | Bred to Lead #004"

  • Welcome back to bread to leave the podcast where we dive deep into the principles and practices of people first leadership I'm your host Dr J teller Jacobs and I'm thrilled to…
    about People-First Leadership · at
  • Done and can I tell you change never happens that way number three they Orient around purpose and impact in a positive culture people have a shared sense of meaning and…
    about Purpose and Impact · at
  • Dedicate their real talent to what you have going on there number four they Empower autonomy and ownership and a positive culture people have the freedom and resources to do…
    about Autonomy · at
  • And happiness and fulfillment within your organization number six they prioritize learning and growth in a positive culture people are encouraged to stretch take on new…
    about Learning and Growth · at
  • Relationships cannot be built with the mindset that has been adopted in Corporate America many leaders and professionals often feel like they have to adopt a fake personality…
    about Corporate America · at
  • Do organizing social events and team building activities encouraging and modeling healthy work life balance and boundaries celebrating Milestones like birthdays and work…
    about Work-Life Balance · at
  • Wouldn't you want somebody to celebrate you one powerful way to do this is through peer-to-peer recognition programs Empower your team to call out and celebrate each other's…
    about Peer-to-Peer Recognition · at
  • This is the last one y'all so pay attention Embrace and embody servant leadership at the heart of every thriving positive culture you'll find leaders who see their primary role as serving and empowering their teams they don't just.
    about Servant leadership · at

Who and what is mentioned in this episode?

People

Books & papers

  • People First Result Second — Book · 3 mentions · first at
    Bring out the best in our teams and organizations and if you have not went and received or got a copy of our people first result second book it is available on Amazon for those…
  • Bible — Book · 1 mention

Companies & orgs

  • Small business — Company · 1 mention · first at
    In the boardroom at healthc care facilities talking to my students or my small business clients I am 100% Dr freaking Jake Taylor Jacobs my country slain my charismatic self…
  • Six — Company · 1 mention
  • Slack — Company · 1 mention

Products & tech

  • Team Channel — Product · 1 mention · first at
    And celebrate each other's great work and culture moments in real time maybe it's through your slacker team Channel where people can give each other public Kudos or a trophy…
  • Social media — Product · 1 mention · first at
    You facing and how are you navigating them let's keep the conversation going on social media find me on LinkedIn or through the comment section or anywhere if you haven't…

Concepts & topics

Places & events

  • Church — Place · 1 mention · first at
    Bombs run through bullets for a Purple Heart rhyon what would make somebody want to join a church and give all of their free time all of their free resources all of their skill…
  • Corporate America — Place · 1 mention · first at
  • Health care facilities — Place · 1 mention
  • World — Place · 1 mention

Sponsors

  • Amazon — Sponsor · 2 mentions · first at
    And received or got a copy of our people first result second book it is available on Amazon for those of you that are listening to this podcast right now prior to June 21st…

Full transcript with timestamps

welcome back to bread to leave the podcast where we dive deep into the principles and practices of people first leadership I'm your host Dr J teller Jacobs and I'm thrilled to have you join me for another exploration of how we can bring out the best in our teams and organizations and if you have not went and received or got a copy of our people first result second book it is available on Amazon for those of you that are listening to this podcast right now prior to June 21st 2024 guess what if you're listening to this podcast before we do a full out launch on all of our platforms on our email list you can go ahead and get a copy right now on Amazon it is available and for those of you that are listening post June 21st 2024 it's it's available everywhere okay so I really want you to get that book it's that book it's really going to give you actionable steps if you think that you know this podcast is is valuable and

it's amazing just imagine what the book is going to be about because this podcast is based on the book people first result second especially talking about people first leadership and pushing the initiative of developing leadership in and and growth amongst Industries amongst departments all over the country and all over the world and for those of you that have been reaching out I do appreciate it I love all the Reach Out nuggets that you guys are sharing with us as a leader of the show and come find me on LinkedIn Dr Jake Taylor Jacobs on LinkedIn I would love for you to be my friend I would love for you to reach out and let me know that you're a leader of the show and give me some things that you want me to break down maybe talk about maybe things that you're dealing with with trying to get the most out of your team or maybe you're dealing with the difficult or you're trying to break through to the leader that that you're

subordinate to that you're just trying to build build a better relationship I would love to be able to do real life breakdowns after every show to to to give you more value and to give you more things to kind of to look at we're going to add a lot of cool stuff into the show as we continue to move forward but I just want to be this constant voice in your ear uh letting you know that you can be the leader that God called you to be and even though if you don't feel like you have all the skill sets and the tools right now let me tell you something there is a greater calling for you you just have to believe it and do the work doesn't matter where you are doesn't matter if you're not running a company if you're not over a department if you're a leader where you are in your house with your children with your family with your spouse everything will begin to sphar over in ways that you can't imagine and eventually it will

start to Echo and other areas of your life and I want you to remember something the highest paid position in the world is not CEO it's not COO it's not all these other oos and E and C sweets It's leader the highest paid position in the world is the leader remember scripture says that the greatest Among Us will be a servant of all so the goal is to figure out how you can serve how you can add value to people's lives because true leadership is not being it's not leading from the back it's not leading from the front it is guiding ing from the back but being willing to take the hits in the front if needed these are the things that we want to do you're back there getting better and developing your skills and never ever ever allowing anyone to make you feel like you are less thanin that you can't be all that you can be because you are something special there's a reason why you're here and I want you to think

about and take a look at your world right now and ask yourself am I the best leader that I can be in this world that I'm in the whatever that metal world that you're in right now whatever that space that you're in ask yourself am I being the best leader that I can be am I skating by if you're in sales in commissions am I do you have commission bre are you just teaching and training people but not leading them to become better human beings because at the end of the day the best organizations are not the people that are most techn technically sound uh the best organizations are not the people that just uh looks like they're having the most fun or the most relaxed the best organization is an organization that is cultivating the holistic version of you the the the the leader inside of you that's pushing you to be the greatest human being that you can become and let me tell you something about human beings

that are really great and that are leaders human beings that are really great and that are leaders can I tell you something they never want to let another person down and imagine an entire organization or the depart a department that thinks like a leader that that that wants to be the best at what they do because they don't want to let another human down they don't want to let their partner down and this is why Brad to lead is important because I believe that anyone can be bred to lead you just have to have the right voice in your ear and get the right trainings and tools set of tools that you need to become the greatest human being that you can become okay I'm off my soap opera my Soap Box in our last episode we talked about the foundational importance of building trust and cultivating strong relationships as a leader we explored how vulnerability and radical cander inconsistency in words and actions can

create psychological safety needed for people to thrive today we're building on that foundation and zooming out to look at the bigger picture creating a positive work culture culture is one of those words that can get thrown around a lot in the business world but what does it really mean in simple terms culture is the sum total of how people behave and interact within organization it's the unwritten rules that the the shared values the the way things get done it's what people do when no one is looking and make no mistake culture is always being created whether we are intentional about it every action and every interaction every decision every priority communicated shapes the culture in ways big and small as Leaders we have a outsize impact on culture through what we reward what we tolerate and how we show up every day so what does a positive work culture look like in my experience partnering with and learning

from hundreds of organizations over the years I found that positive cultures all share some common traits one you know I like my numbers take your notes down take your notes get your pen in your pad one they prioritize people and relationships they prioritize people and relationships in a positive culture people feel seen valued and connected there's a sense of warmth belonging and genuine care people know they matter as human beings not just a means to an end or this result machine that's just going to produce and produce and produce and produce without actually connecting see that's the piece that completely changes the way an organization can Thrive and I'm telling you this I'm telling you this if you're a leader going into a new Department going to a new company going to a new organization don't try to get in there and change systems and structures and technology and Automation and policies too soon the very first

thing that you need to be doing as a leader going into an organization is prioritizing the people that are within the relationships are prioritizing the people that are in the spaces trying to build real relationships with the people that have been there there are so many leaders that go into new organizations can I tell you something and the first thing that they do is crap on everyone that's been there imagine someone coming into your organization and you feel like based on all the information that you have based on all the success that you've had thus far you felt like you've done great and then some big shot comes into the organization and it just makes you feel like crap makes just everything that y'all done just doesn't work everybody sucks everyone's bad it doesn't make you actually want to care for the new leader there and it also doesn't make you want to actually want to bring value in and to partner and

collaborate with the new leader why because since you have all the answers sway go ahead and do it yourself when you're going into a new organization the very first thing you need to do is connect with the people so if you're going into an organization with a company and they're telling you you need to drive results fast you need to let them know Hey listen my first 90 days is going to be connecting with the people I want to hear their concerns I want to hear what's going on I want to hear how we're seeing things and let me work on small things at a time matter of fact one of the things that we did here at six when I first came on board we siloed the first thing I will focus on which was in the sales department cleaning up our sales department and truly systematizing that and in building the sales department the first thing I did was I stripped all the extra responsibilities off everyone and I had

to master one thing why Jake they got they they got a lot yes there's a lot of stuff they could be doing but I want them to learn that mastering the one thing showing up every day and then we implemented daily meetings not weekly meetings not every two weeks daily meetings those touch points and connecting with people and then getting on the calls and asking them how grateful you know what are you grateful for and then end the call with something inspirational something training everything doesn't have to be training on technical skills you can have training on things just of how to be a better spouse better human a better a better human a better human being a better spiritual guy whatever whatever it is you you want to cultivate the things that matter to the most because guess what when they leave your organization or they leave that office the world is what they go and see and you want to know that as a

leader that you're impacting the world that they are in on a daily basis number two they Foster psychological safety y'all know we talking about this you're GNA hear me echoing the same thing over and over and over again in a positive culture people feel safe to speak up take risks and be vulnerable there's a foundation of trust and an understanding that failure is a necessary part of growth people bring their full selves to work when I know that I can be in an environment where change where mistakes where oopsies where I'm allowed to experiment and explore and be a scientist in my craft because can I tell you something true professionals and true people that love what they do they think of themselves like artists and they sensitive about they sh see that's Erica Badu you don't know nothing about that they're artists they're scientists they want to explore they want to find new things but if I feel like my job

will be at risk if I step over the line to see and take risk of innovation I'm never going to want to be Innovative I'm never going to want to be creative I'm just going to do what's been normally done and can I tell you change never happens that way number three they Orient around purpose and impact in a positive culture people have a shared sense of meaning and Direction they understand how their work connects to something bigger and feels pride in their Collective impact they're motivated more than just by a paycheck can I can I tell you something what would motivate someone to go all over the world create bombs run through bullets for a Purple Heart rhyon what would make somebody want to join a church and give all of their free time all of their free resources all of their skill sets all of their impact to a church without getting paid the Red Cross what would make people want to join the Red Cross and

never get paid but be a part of the organization 50 60 70 years what you're going to realize is that the bigger the purpose and the impact the more that people actually show up the more that people want to be there the more that they want to actually add value to the mission moving forward scripture says without Vision the people Shall Perish the scripture says without Vision the people Shall Perish and the biggest thing that you want to you got to understand is that Vision the atmology of vision I know it's it's going to sound like rudimentary rudimentary is to see if people don't know what they're looking for what you're seeing where they're going if people don't know who they're coming if people don't know where where's the direction of you as a leader or the department what will make them want to actually show up when they're not getting paid as much as they want what you got to understand is that

when you connect to human beings paychecks matter yeah but they're not the number one thing on their mind they'll find other things to be able to make extra money but they will want to dedicate their real talent to what you have going on there number four they Empower autonomy and ownership and a positive culture people have the freedom and resources to do their best work micromanagement is minimal and people are trusted to make decisions and drive results in their own way accountability is high but so is support what good is it to hold people accountable to something if you also don't want to dedicate support to them think about that so so if you do chastise me and I don't do my job the right way how do I know you're going to give me the the support I need so I can do it better or are you just going to chastise me beat me up about what I did not do and then offer no other support or no other

references or no other supplemental things that you can put me in that can actually make me better that's what you got to think about when we talking about these things number five they celebrate and appreciate Cate Good Time come on they celebrate now and a positive culture wins are recognized Milestones are commemorated and people feel valued for their contributions big and small gratitude is given freely and often joy and laughter are common sounds matter of fact if you're in your organization and nobody smiling and laughing and nudging each other and ragging on each other you don't have no culture you don't have a winning organization you don't have a place where people feel free but you hear laughter and joy and people just love to come to work they're looking forward to in that space because it's just so amazing invigorated these are the things let me let me tell you something you this what I want you to do

right now if you're a leader and you have the power to do it I want you to go get a bail or horn and anytime somebody does something that's positive moving toward the vision let them go ring that Bell you would be surprised how many people start off like I am not ringing the bell I am not I that's chish and then when they see a bunch of people ringing that Bell and having a good time can I tell you something Joy is contagious laughter is contagious matter of fact have you ever just seen somebody laughing so hard have you ever seen someone laughing so hard that you start laughing with them that you start laughing with them have you ever seen someone laugh so hard that you started laughing with him like you did you trying to catch the laugh like and they laugh now you got tears in your eyes and you don't even know what they laughing for Joy is that contagious but you know what's faster that's more

contagious and faster anger Envy hate frustration all of these things are the reasons why you have to prioritize joy and happiness and fulfillment within your organization number six they prioritize learning and growth in a positive culture people are encouraged to stretch take on new challenges and develop their skills feedback is given gener ly and failures are mind for lessons there's an understanding that everyone always has room to learn and improve number seven they Embrace diversity and inclusion in a positive culture differences are welcom and celebrated as a source of strength people feel they can bring their authentic selves to work and their perspective matters Equity is commitment not just a buzzword matter of fact fact I did a post on LinkedIn I'm going off my little script right now because I really want y'all to listen to this post I did on LinkedIn and I'm and I'm pulling it up right now and then this

post on LinkedIn that I wish that you guys would follow me on I need more friends on LinkedIn in this post it says I say inauthentic professionalism is not true professionalism it's fake real relationships cannot be built with the mindset that has been adopted in Corporate America many leaders and professionals often feel like they have to adopt a fake personality or a different version of themselves that's not authentic the moment I stop Cod sing which means I'm going in and out I'm going in and out of talking proper talking list talking black talking white hey my boy talking gang when I got rid of all of that and began to just be who I thought I and I and I was just being who I thought was acceptable depending on the environment I began to connect with people more quickly see there is a difference between fake professionalism and polishing your rough edges when I'm in the boardroom at healthc care

facilities talking to my students or my small business clients I am 100% Dr freaking Jake Taylor Jacobs my country slain my charismatic self sometimes good grammar sometimes I'm polished you will know I have that doctorate and other times you'll be like how did he get that I got Sant cursing I curse sometimes I'm Bible thumping I'm humorous I'm goofy but I am me and can I tell you something it works partly because I do what I say I'm going to do and we bring Real Results the other part is that most people actually want permission to be themselves too so when you're a leader and people look up to you and you are your authentic self it allows for other people to authentically be themselves to this is what true leadership is now I'm not saying to unprofessional I'm not saying not to be polished what I am saying is to die of yourself will be dying of the thing that separates you that can make clear change in your

organization number seven these organizations that have great culture they Embrace diversity they embrace it and I said that already but I'm G say it again in a positive culture differences are welcomed they're celebrated as a source of strength why are you reading seven again Jake because this brings everything home people feel their authentic selves when you are your authentic self if everyone looks like you talks like you acts like you come from where you come from have the same background played in the same sport what type of diversity is that there's no spread there's no range you need creativity you need you need shrewd people that are like the Scrooge you need people that why because this is The Melting Pot this are all the things and attributes that make us different imagine if we went into a world and all the fruit were the same all the vegetables were the same all the trees were the same all the animals were the

same we would hate to be in a world like that we will hate to be involved and not look at the diversity and the beauty in all things shakes inside when you walk into an organization with this kind of thriving positive culture you can feel the difference immediately there's an energy a buzz a sense of shared purpose and joy people smile at each other in the hallway laughter rings out in the cafeteria winds are celebrated with gusto and failures are met with what did we learn instead of finger pointing in Anger this kind of culture doesn't happen by accident it takes intentionality it takes consistent effort from leaders at all levels so how do we actually go from creating and sustaining a postive work culture here are a few key practices I've seen make meaningful differences y'all know I like my numbers write it down number one here two key practices number one Define and live your core values core values are the heart of any

strong culture they're The Guiding principles that dictate how you show up as an organization how you treat each other how you serve your customer how you make tough decisions when clearly defined and continuously reinforced core values create a common language in North Star for Behavior the key word here is live it's not not enough to just have the nice sounding set of values plastered on the walls like we typically see we are a organization of integrity and fond but when I'm going in the organization it's opposite of what's plasted on the wall leaders need to be living breathing embodiment of these values every single day when I think about my faith and I look at that Bible the question that I ask myself is when somebody looks at me do they see the Bible if they never read the Bible and they just read my acction do they see the God I serve that's what the Living Word is are you the Living Word are you the living

example of what your organization wants to exude and can I tell you something you being a leader a culture changer an environment shifter your environment your feelings your culture you are the thermostat you are not the thermometer you you you create that you create the temperature you create the environment you don't let any person stop you from let that light shine so bright through you that it can't help but make the person that wants to hate you love you like okay I guess I want to laugh they need they need to hire for them you need to promote for them make decisions by your values and most importantly call out and correct when they're violated see see you meet you meet when you have the core values that you're creating in the culture you sniff that out heart bow not when they make mistakes when they break the core value that keeps the culture strong that's when you operate like a swift army knife everything else

you just allow it to grow the minute a leader allows a core value to be compromised it sends a signal that they're just empty words for an example let's say one of your core values is Embrace feedback and as a leader that means that you need to be proactively soliciting input from your team even in especially when it's challenging to hear it means highlighting and rewarding people who give constructive feedback of the chain and it means swiftly addressing situations where people are punished and or retaliated against for speaking up you got to address that you got to nip that in the bud when you're clear on your core values and you live them consistently it creates a massive ripple effect on culture people understand what it what's expected and feel proud to be a part of a place that stands for something meaningful and they often go out of their way to uphold and enforce the values themselves creating a

positive cycle of culture building let me tell you something it takes 90 days to set the temperature of a new culture it takes a year for people to feel comfortable in the new culture it takes 16 to 18 months for people to be efficient in that culture and it takes 24 months for people to fully adopt that culture so don't think something overnight it's a 90 12 16 18 24 month run but these are this is what it takes to turn that tide around and connect with humans number two make space for authentic human connection positive cultures are built on a foundation of strong trusting relationships but in our always but but in our always on hyper busy world it's easy for work to become purely transactional listen to what I said make space for authentic human connection because in our hyper busy world it's easy for work to become purely transactional we jump from meeting to meeting firing off emails and slacks and barely pausing to

take a breath and connect on a human level we literally operate like AI leaders need to be intentional about carving out time and space for people to truly see and know each other beyond their job titles this can look like building and buffer time at the start of a meeting for personal check-ins like we do organizing social events and team building activities encouraging and modeling healthy work life balance and boundaries celebrating Milestones like birthdays and work anniversary kicking making people take vacation sometimes you have to force your top people to take a vacation please for me take a vacation if that we burn down when you gone I guess we just G you gonna come back and we're going have to build it up together the key is to make relationship building a priority not an afterthought one practice I love is hosting regular like what we call huddles like timeouts with team members

informal 30 minute conversations with No Agenda other than to get to know each other better we might chat about weekend plans swap book recommendations or dig into big picture life goals sometimes important work topics surface organically but the primary primary focus is human connection that's it these interactions may seem small and nuanced but they add up to create a culture of warmth belonging and genuine care and that becomes a huge Competitive Edge in a world where so many people are craving deeper meaning and connection in their work lives number three y'all communicate communicate communicate positive cultures thrive in open frequent communication people feel engaged and invested when they understand the big picture and how their work fits in they feel valued when they're when they're kept in the loop and invited to weigh in on decisions that affect them conversely cultures turn toxic quickly when communication is

sparse inconsistent or reserved only for p of the privileged few or when problems arise leaders need to ER on the side of overc communicating especially during times of change and uncertainty this means regularly sharing updates on company goals and priorities and performances being transparent about challenges and setbacks reiterating the why behind key decisions and creating plenty of opportunities for two-way dialogue and feedback communication is one area where the medium can be as impactful as the message relying solely on email or formal presentations can feel cold and detached leaders need to mix it up with informal face-to-face touch points like Town Halls picking up the phone and actually calling somebody the more we can put a human face in a voice to our Communications the more they'll resonate and create the sense of warmth and connection and can I tell y'all something meeting dayto day and

talking about problems isn't about being one up on somebody you know what it's about it's about saying Hey listen we're going to argue about three to four to maybe five points three to four to five points a day so let's do the math three let's say four points a day times 300 days in a in a work year we're going to argue 1,00 times about what's right and what's wrong think about that so do I want to spend time out of 1,00 times a year arguing about what's right or what's wrong or am I going to say sometimes I'mma Be Right sometimes I'mma be wrong but who gives a damn who cares the only thing I care about is can we get it right as a leader I also challenged myself to regularly ask what aren't I sharing that I could be it's easy to just get focused on a day-to-day execution that we forget to zoom out and communicate the bigger picture but taking that bird's eye view and inviting others into it is so

critical for engagement and Alignment number four we want to magnify magnify and multiply multiply what's working so often in leadership and management our default is to focus on just problems and gaps we put our energy into fixing things that will forever be wrong have you not noticed there's always something to fix versus focusing on what is working and if the Gap from what is working over overextends or by a landslide overcomes the little small little Nuance thing that's not working if we just pay attention to the positive culture of what's working maybe just maybe if you think about it you can actually grow your organization and then and then grow it so much that you can hire people that can actually deal with the holes that you can't fix right now positive cultures take different approaches they intentionally look forward and magnify what's going wrong they put the spotlight on people who are living their

values making a difference for customers or going the extra mile to support their colleagues they celebrate wins they cheer each other on when it's somebody else's cing for a promotion you clap them up you celebrate them because wouldn't you want somebody to celebrate you one powerful way to do this is through peer-to-peer recognition programs Empower your team to call out and celebrate each other's great work and culture moments in real time maybe it's through your slacker team Channel where people can give each other public Kudos or a trophy that gets passed around to a different culture champion each week go and get you a little wrestlers belt and the person on your team that killed it that we give them the wrestlers belt I know it sounds corny and childish but all of us got that kid in US think about when you with your girlfriends or with your got friends think about when you with your

partners or with your homies y'all some kids and we all are big kids with mustaches and makeup let's be clear we all child y'all I am two every day okay y'all hear Dr Jake on here all professionals and talk y'all I am two years old and I beg everyone that worked to me to come down to their age four five six seven and eight I can't hang out with 12 year olds because two year olds and 12 year olds can't hang out right we want to bring out that child like not childish childish has no off button they have no professionalism they have no exit point they have no they have no killing but childlike are people who actually can change things in a major way as a leader you can do regular call outs culture call outs call outs of course at Team meetings sharing specific examples of how people are living the values or making the culture stronger or host lunch and learns where High performers teach their secrets and successes to

others the key is to make amplifying positive culture a regular expected part of how you operate of course this doesn't mean ignoring problems or being crazy about real issues or or not addressing real issues that need to be addressed but it is about intentionally Shifting the balance so that people feel seen and appreciated for what they're doing well not just constantly reminded of where they're falling short five now this is the last one y'all so pay attention Embrace and embody servant leadership at the heart of every thriving positive culture you'll find leaders who see their primary role as serving and empowering their teams they don't just talk about people being their most important asset they show it through their everyday actions and interactions servant leaders put their people's needs ahead of their own they remove obstacles and provide resources to help their team succeed they invest heavily in growth

and development and look for every opportunity to give people stretch opportunities and visibility they build people up they nurture their potential even if it means they outgrow their current role or team or the leader loses them servant leadership true people first leadership is about more than what you do it's about how you show up as a human being it's about embodying empathy compassion humility and generosity in all of your dealings big and small it's about leading with both heart and backbone caring deeply for your people while also challenging them directly to be their best when you have servant leaders at every level of the organization it creates an incredibly magnetic and energizing culture people feel supported to excel not just in their work but in their lives they feel inspired to pay that service forward to their colleagues and customers in a positive uplifting flywheel gets put

into motion that builds on itself over time of course servant leadership is easier said than done especially in the organizations that have historically being very hierarchical or command and control do as I say it requires a significant mindset shift and a willingness to let go of ego and Empower others to lead but in today's increasing complex and interconnected world it's becoming a necessity not just a nice nice to have the organizations that will thrive in the future are those that harness the full energy and the talent of their people by creating an environment where everyone has the context and freedom to lead from where they are so as a leader looking to build a positive culture I encourage you to get curious about how you can make fully you can make more fully embrace you can make and fully Embrace a model of servant leadership in your context what would it look like to truly put your people first and how you

show up each day how can you Empower and Inspire them to be leaders in their own right how will you know you're making progress remember culture building is not a one-time event or initiative it's a daily practice and a way of being it requires consistency self-awareness and deep commitment to growth both your own and your teams there will be missteps failures along the way the key is to own them learn from them and keep putting one foot in front of the other the payoff of investing in a positive culture is immense for your people your customers your organizations and society as a whole when people feel fulfilled and energized by their work they bring their best selves not just to the office but to every area of their lives they have more to give to their families and communities and they become a Force for positive change in the world so keep showing up as a beacon of the culture you wish to create keep shining a light

on what's working and nudging your organization to be a little bit better each day keep empowering your people to lead and make more make a more meaningful difference because at the end of the day a positive culture is one of the greatest legacies we can leave thank you so much for being a part of this journey with me exploring how we can create thriving workplaces where everyone has the opportunity to grow and do their best work I hope this conversation has sparked some new ideas and Inspirations for you for how you'll lead your culture moving forward I love to hear your stories on positive culture building in action what's working in your organization what challenges are you facing and how are you navigating them let's keep the conversation going on social media find me on LinkedIn or through the comment section or anywhere if you haven't already go and get the book people first result second on

Amazon go and get that book get the book for you and your colleague and your team y'all go through the book together listen to this to this podcast Embrace start the conversation about how we can actually change and I promise you your life won't be the same until next time keep bleeding with your heart and putting people first remember your leadership matters more than you know let's go create a little more positive change in the world today and don't forget I love you there's absolutely nothing you can do about it peace

Questions about this episode

What is discussed in "Creating a Positive Work Culture | Bred to Lead #004"?

In order: 0:00 People First Result Second, People-First Leadership, Amazon; 10:00 Autonomy, Church, Ownership, Purple Heart; 15:00 Corporate America, Diversity and Inclusion, Learning and Growth, Small business; 25:00 Peer-to-Peer Recognition, Work-Life Balance; 30:00 Servant leadership, People-First Leadership, Team Channel; 35:00 Amazon, People First Result Second, Social media.

What is mentioned in this YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw episode?

29 people, works and ideas are mentioned, including Servant leadership, People-First Leadership, People First Result Second, Purpose and Impact, Purple Heart, Church. Each one on this page links to its own page with every episode that mentions it.

How long is "Creating a Positive Work Culture | Bred to Lead #004"?

The episode runs 37 min; the transcript is about 6,509 words in 39 timestamped sections.

More from YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw

About this transcript: the episode's spoken words as captioned on YouTube, split into timestamped sections. Reclip.Me locates every person, work and idea in the text, keeps the time it is first named, and quotes the words around it verbatim. Last updated November 19, 2025.