Culture By Design Transistor (https://transistor.fm) https://feeds.transistor.fm/culture-by-design-b17b7836-c436-4c02-b74e-a01065c90638 Meet business owners and executives who recognize that employee culture is too important to be left to chance. Each week, we dive into how companies like yours transform accidental norms into purposeful strategies that accelerate growth while enabling employees to thrive. If you're eager to turn culture into a competitive advantage for your small or mid-sized business, Heather Smith, CEO of Talent Elevated, will give you practical strategies for designing culture with intention and unlocking employee potential. Find the clarity, focus, and actionable insights to build a workplace where your team is invested in their work, their colleagues, and the company mission—even when business priorities feel overwhelming. © 2026 Heather Smith 32abfb9f-6b88-5a9a-b588-869b54cb36ff no Introducing Culture By Design en Thu, 01 Oct 2026 20:31:42 -0400 Thu, 01 Oct 2026 20:32:04 -0400 https://img.transistorcdn.com/005gsVKGvEH-ZGiy0Q0BD2rpFIvSCEKNT1ZLu9Gdhwk/rs:fill:0:0:1/w:1400/h:1400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9hN2Fm/OWM1MzUzMTNhMDM3/YzJiNTZlYWEwZjdj/NzFlYy5wbmc.jpg Culture By Design episodic Heather Smith Meet business owners and executives who recognize that employee culture is too important to be left to chance. Each week, we dive into how companies like yours transform accidental norms into purposeful strategies that accelerate growth while enabling employees to thrive. If you're eager to turn culture into a competitive advantage for your small or mid-sized business, Heather Smith, CEO of Talent Elevated, will give you practical strategies for designing culture with intention and unlocking employee potential. Find the clarity, focus, and actionable insights to build a workplace where your team is invested in their work, their colleagues, and the company mission—even when business priorities feel overwhelming. Meet business owners and executives who recognize that employee culture is too important to be left to chance. Heather Smith No No 20. How to Create Teams Where People Thrive with Kristen Fox 20 20 20. How to Create Teams Where People Thrive with Kristen Fox full 8a315baf-1b61-4c2c-828a-65715ed7598f https://share.transistor.fm/s/d352c80f What if creating a great culture has less to do with programs and more to do with how we lead every day?

In this conversation, I talk with Kristen Fox about what it really takes to create a workplace where people can thrive. Kristen shares why curiosity and vulnerability are such powerful leadership tools, how to build the trust needed for honest feedback, and why leaders need to take responsibility for creating the conditions for their people to succeed.


Kristen Fox is a senior human resources executive with more than 25 years of experience helping organizations navigate growth, transformation, and cultural change. Her career has spanned healthcare, higher education, and some of the world’s largest and most complex operations.

Listen to the full episode to hear:

  • How moving from “expert” to curious leader can unlock the talent around you
  • Practical ways to build trust so people feel safe giving honest feedback
  • The powerful lesson Kristen learned from her rowing coach about putting people in the right “seat”
  • How to create psychological safety by meeting your team where they are
  • Why leaders can save time by involving the people who created an outcome in solving the problem
  • How to discern between issues with performance, fit, or a lack of the right supports


Learn More About Kristen Fox:


Learn More About Heather Smith and Talent Elevated:

]]> What if creating a great culture has less to do with programs and more to do with how we lead every day?

In this conversation, I talk with Kristen Fox about what it really takes to create a workplace where people can thrive. Kristen shares why curiosity and vulnerability are such powerful leadership tools, how to build the trust needed for honest feedback, and why leaders need to take responsibility for creating the conditions for their people to succeed.


Kristen Fox is a senior human resources executive with more than 25 years of experience helping organizations navigate growth, transformation, and cultural change. Her career has spanned healthcare, higher education, and some of the world’s largest and most complex operations.

Listen to the full episode to hear:

  • How moving from “expert” to curious leader can unlock the talent around you
  • Practical ways to build trust so people feel safe giving honest feedback
  • The powerful lesson Kristen learned from her rowing coach about putting people in the right “seat”
  • How to create psychological safety by meeting your team where they are
  • Why leaders can save time by involving the people who created an outcome in solving the problem
  • How to discern between issues with performance, fit, or a lack of the right supports


Learn More About Kristen Fox:


Learn More About Heather Smith and Talent Elevated:

]]> Thu, 24 Sep 2026 03:00:00 -0400 Heather Smith Heather Smith 2850 What if creating a great culture has less to do with programs and more to do with how we lead every day?

In this conversation, I talk with Kristen Fox about what it really takes to create a workplace where people can thrive. Kristen shares why curiosity and vulnerability are such powerful leadership tools, how to build the trust needed for honest feedback, and why leaders need to take responsibility for creating the conditions for their people to succeed.


Kristen Fox is a senior human resources executive with more than 25 years of experience helping organizations navigate growth, transformation, and cultural change. Her career has spanned healthcare, higher education, and some of the world’s largest and most complex operations.

Listen to the full episode to hear:

  • How moving from “expert” to curious leader can unlock the talent around you
  • Practical ways to build trust so people feel safe giving honest feedback
  • The powerful lesson Kristen learned from her rowing coach about putting people in the right “seat”
  • How to create psychological safety by meeting your team where they are
  • Why leaders can save time by involving the people who created an outcome in solving the problem
  • How to discern between issues with performance, fit, or a lack of the right supports


Learn More About Kristen Fox:


Learn More About Heather Smith and Talent Elevated:

]]> No 19. Who Before What: Jonathan David Lewis on Why Identity Is the Leadership Challenge of Our Time 19 19 19. Who Before What: Jonathan David Lewis on Why Identity Is the Leadership Challenge of Our Time full dd68280b-edd7-41ef-bd0b-1616e490c6a1 https://share.transistor.fm/s/ff5f1b27 What does leadership require of us when the old story of work no longer works?

That’s the question I explore in this conversation with Jonathan David Lewis, president and partner at McKee Wallwork and author of The Rebuilders: Daily Foundations for the Leaders We Need.

Jonathan and I talked about how dramatically the world of work has changed and how many of the assumptions that shaped previous generations no longer resonate with today’s workforce. If we’re trying to solve new problems with an old story, we’re going to struggle to find the right solutions.

One of the ideas that really stayed with me is Jonathan’s metaphor of “getting behind the stroller.” Leadership means recognizing that we have a responsibility to the people and communities around us, even when we didn’t choose the circumstances we’re leading through.

I loved this conversation because Jonathan doesn’t pretend that the changes we’re navigating are easy. Instead, he offers a different way of looking at them: things may be crumbling, but that doesn’t mean they have to stay that way. We can rebuild.


Listen to the full episode to hear:

  • Why today’s workforce is experiencing what Jonathan calls “transactional, futureless suffering”
  • The leadership challenge of this moment
  • What leaders need to create instead of optimizing everything for efficiency
  • Why our people need a quest—a meaningful challenge and a future they can believe in
  • What organizations look like when they rediscover their identity and get their “mojo” back
  • What it means to answer the call to become a rebuilder


Mentioned:


Learn More About Jonathan David Lewis:


Learn More About Heather Smith:

]]> What does leadership require of us when the old story of work no longer works?

That’s the question I explore in this conversation with Jonathan David Lewis, president and partner at McKee Wallwork and author of The Rebuilders: Daily Foundations for the Leaders We Need.

Jonathan and I talked about how dramatically the world of work has changed and how many of the assumptions that shaped previous generations no longer resonate with today’s workforce. If we’re trying to solve new problems with an old story, we’re going to struggle to find the right solutions.

One of the ideas that really stayed with me is Jonathan’s metaphor of “getting behind the stroller.” Leadership means recognizing that we have a responsibility to the people and communities around us, even when we didn’t choose the circumstances we’re leading through.

I loved this conversation because Jonathan doesn’t pretend that the changes we’re navigating are easy. Instead, he offers a different way of looking at them: things may be crumbling, but that doesn’t mean they have to stay that way. We can rebuild.


Listen to the full episode to hear:

  • Why today’s workforce is experiencing what Jonathan calls “transactional, futureless suffering”
  • The leadership challenge of this moment
  • What leaders need to create instead of optimizing everything for efficiency
  • Why our people need a quest—a meaningful challenge and a future they can believe in
  • What organizations look like when they rediscover their identity and get their “mojo” back
  • What it means to answer the call to become a rebuilder


Mentioned:


Learn More About Jonathan David Lewis:


Learn More About Heather Smith:

]]> Thu, 10 Sep 2026 03:00:00 -0400 Heather Smith Heather Smith 2562 What does leadership require of us when the old story of work no longer works?

That’s the question I explore in this conversation with Jonathan David Lewis, president and partner at McKee Wallwork and author of The Rebuilders: Daily Foundations for the Leaders We Need.

Jonathan and I talked about how dramatically the world of work has changed and how many of the assumptions that shaped previous generations no longer resonate with today’s workforce. If we’re trying to solve new problems with an old story, we’re going to struggle to find the right solutions.

One of the ideas that really stayed with me is Jonathan’s metaphor of “getting behind the stroller.” Leadership means recognizing that we have a responsibility to the people and communities around us, even when we didn’t choose the circumstances we’re leading through.

I loved this conversation because Jonathan doesn’t pretend that the changes we’re navigating are easy. Instead, he offers a different way of looking at them: things may be crumbling, but that doesn’t mean they have to stay that way. We can rebuild.


Listen to the full episode to hear:

  • Why today’s workforce is experiencing what Jonathan calls “transactional, futureless suffering”
  • The leadership challenge of this moment
  • What leaders need to create instead of optimizing everything for efficiency
  • Why our people need a quest—a meaningful challenge and a future they can believe in
  • What organizations look like when they rediscover their identity and get their “mojo” back
  • What it means to answer the call to become a rebuilder


Mentioned:


Learn More About Jonathan David Lewis:


Learn More About Heather Smith:

]]> No 18. Mental Performance as a Competitive Advantage: Chris Carey on Building Better Workplaces 18 18 18. Mental Performance as a Competitive Advantage: Chris Carey on Building Better Workplaces full ff8cbd3e-278d-4301-825a-41d91360445f https://share.transistor.fm/s/ee0f70e9 What if employee wellbeing isn't a nice-to-have, but a fundamental part of how we create high-performing organizations?


In this episode of Culture by Design, I’m joined by Chris Carey, CEO of Calm Health, to talk about the changing relationship between mental health, wellbeing, and performance at work.


As AI takes over more of the information processing in our jobs, Chris argues that the skills that remain deeply human — decision-making, leadership, creativity, and meaningful collaboration — become even more important. And to perform at our best, we need to rethink how we approach mental wellbeing and recovery.


Chris and I talk about why organizations can't expect their people to sprint indefinitely, how leaders can model healthy habits, and why culture is built through everyday behaviors rather than words on a whiteboard.

Chris Carey, CEO of Calm Health, is an experienced leader passionate about building amazing teams striving to create healthcare tools to make the system work for everyone. At Calm Health, Chris is focused on creating a mental health platform for the world’s most trusted healthcare solutions by building and investing in simple, innovative solutions that address all dimensions of health. 


Listen to the full episode to hear:

  • How stress directly impacts our ability to engage in constructive conflict, focused ideation, and creativity
  • What organizations can learn from athletes about the importance of recovery to performance
  • Why leaders should share their personal wellness habits and goals with their teams
  • Why we need to shift mindsets about supporting mental health away from crisis management
  • The three things Chris believes employers can do to support employee mental wellbeing


Learn More About Chris Carey:


Learn More About Heather Smith:

]]> What if employee wellbeing isn't a nice-to-have, but a fundamental part of how we create high-performing organizations?


In this episode of Culture by Design, I’m joined by Chris Carey, CEO of Calm Health, to talk about the changing relationship between mental health, wellbeing, and performance at work.


As AI takes over more of the information processing in our jobs, Chris argues that the skills that remain deeply human — decision-making, leadership, creativity, and meaningful collaboration — become even more important. And to perform at our best, we need to rethink how we approach mental wellbeing and recovery.


Chris and I talk about why organizations can't expect their people to sprint indefinitely, how leaders can model healthy habits, and why culture is built through everyday behaviors rather than words on a whiteboard.

Chris Carey, CEO of Calm Health, is an experienced leader passionate about building amazing teams striving to create healthcare tools to make the system work for everyone. At Calm Health, Chris is focused on creating a mental health platform for the world’s most trusted healthcare solutions by building and investing in simple, innovative solutions that address all dimensions of health. 


Listen to the full episode to hear:

  • How stress directly impacts our ability to engage in constructive conflict, focused ideation, and creativity
  • What organizations can learn from athletes about the importance of recovery to performance
  • Why leaders should share their personal wellness habits and goals with their teams
  • Why we need to shift mindsets about supporting mental health away from crisis management
  • The three things Chris believes employers can do to support employee mental wellbeing


Learn More About Chris Carey:


Learn More About Heather Smith:

]]> Thu, 27 Aug 2026 03:00:00 -0400 Heather Smith Heather Smith 2491 What if employee wellbeing isn't a nice-to-have, but a fundamental part of how we create high-performing organizations?


In this episode of Culture by Design, I’m joined by Chris Carey, CEO of Calm Health, to talk about the changing relationship between mental health, wellbeing, and performance at work.


As AI takes over more of the information processing in our jobs, Chris argues that the skills that remain deeply human — decision-making, leadership, creativity, and meaningful collaboration — become even more important. And to perform at our best, we need to rethink how we approach mental wellbeing and recovery.


Chris and I talk about why organizations can't expect their people to sprint indefinitely, how leaders can model healthy habits, and why culture is built through everyday behaviors rather than words on a whiteboard.

Chris Carey, CEO of Calm Health, is an experienced leader passionate about building amazing teams striving to create healthcare tools to make the system work for everyone. At Calm Health, Chris is focused on creating a mental health platform for the world’s most trusted healthcare solutions by building and investing in simple, innovative solutions that address all dimensions of health. 


Listen to the full episode to hear:

  • How stress directly impacts our ability to engage in constructive conflict, focused ideation, and creativity
  • What organizations can learn from athletes about the importance of recovery to performance
  • Why leaders should share their personal wellness habits and goals with their teams
  • Why we need to shift mindsets about supporting mental health away from crisis management
  • The three things Chris believes employers can do to support employee mental wellbeing


Learn More About Chris Carey:


Learn More About Heather Smith:

]]> No 17. From Competition to Collaboration: Patrick Payton on Leading Through Division 17 17 17. From Competition to Collaboration: Patrick Payton on Leading Through Division full cf85c883-45e5-498f-b261-53472d4f1f2d https://share.transistor.fm/s/e8f5ba32 When conflict shows up at work, our instinct is often to solve it as quickly as possible or to prove we're right. But what if the strongest leaders do something entirely different?


In this episode, I'm joined by Patrick Payton, Managing Director at Consilium Business Labs, former mayor, founding pastor, business consultant, and author. Drawing on decades of leading through uncertainty and division, Patrick shares why the best leaders choose curiosity over certainty, collaboration over competition, and purpose over polarization.


If you're leading a team through change, navigating differing opinions, or working to build a stronger culture, this conversation offers practical insights that will challenge the way you think about leadership.


Listen to the full episode to hear:

  • Why great leaders choose wisdom over simply being right.
  • How understanding another person's perspective builds trust and reduces division.
  • The shift from competing with people to collaborating alongside them.
  • Why a shared purpose is the foundation for alignment and healthy culture.
  • Questions that move difficult conversations from posturing to genuine learning.
  • How to lead teams through disagreement without becoming divisive.
  • Patrick's advice for bringing people with you instead of leaving them behind.

Learn More About Patrick Payton:


Learn More About Heather Smith:


Resources:

]]> When conflict shows up at work, our instinct is often to solve it as quickly as possible or to prove we're right. But what if the strongest leaders do something entirely different?


In this episode, I'm joined by Patrick Payton, Managing Director at Consilium Business Labs, former mayor, founding pastor, business consultant, and author. Drawing on decades of leading through uncertainty and division, Patrick shares why the best leaders choose curiosity over certainty, collaboration over competition, and purpose over polarization.


If you're leading a team through change, navigating differing opinions, or working to build a stronger culture, this conversation offers practical insights that will challenge the way you think about leadership.


Listen to the full episode to hear:

  • Why great leaders choose wisdom over simply being right.
  • How understanding another person's perspective builds trust and reduces division.
  • The shift from competing with people to collaborating alongside them.
  • Why a shared purpose is the foundation for alignment and healthy culture.
  • Questions that move difficult conversations from posturing to genuine learning.
  • How to lead teams through disagreement without becoming divisive.
  • Patrick's advice for bringing people with you instead of leaving them behind.

Learn More About Patrick Payton:


Learn More About Heather Smith:


Resources:

]]> Thu, 13 Aug 2026 03:00:00 -0400 Heather Smith Heather Smith 2572 When conflict shows up at work, our instinct is often to solve it as quickly as possible or to prove we're right. But what if the strongest leaders do something entirely different?


In this episode, I'm joined by Patrick Payton, Managing Director at Consilium Business Labs, former mayor, founding pastor, business consultant, and author. Drawing on decades of leading through uncertainty and division, Patrick shares why the best leaders choose curiosity over certainty, collaboration over competition, and purpose over polarization.


If you're leading a team through change, navigating differing opinions, or working to build a stronger culture, this conversation offers practical insights that will challenge the way you think about leadership.


Listen to the full episode to hear:

  • Why great leaders choose wisdom over simply being right.
  • How understanding another person's perspective builds trust and reduces division.
  • The shift from competing with people to collaborating alongside them.
  • Why a shared purpose is the foundation for alignment and healthy culture.
  • Questions that move difficult conversations from posturing to genuine learning.
  • How to lead teams through disagreement without becoming divisive.
  • Patrick's advice for bringing people with you instead of leaving them behind.

Learn More About Patrick Payton:


Learn More About Heather Smith:


Resources:

]]> No 16. Why Leadership Consistency Matters More Than Good Intentions 16 16 16. Why Leadership Consistency Matters More Than Good Intentions full 613307a9-741b-4826-99f3-cda117e676bc https://share.transistor.fm/s/e118da14
In this solo episode, I want to have an honest conversation about something I'm seeing in organizations everywhere and experiencing myself. 

Leaders are carrying so much that many of us are operating without any margin. And while we often talk about burnout, I think there's another consequence we don't talk about enough: exhaustion makes us unpredictable.


The challenge isn't that tired leaders suddenly become bad leaders. It's that our teams never quite know which version of us they're going to get. Even with the best intentions, that inconsistency can quietly erode trust, create unnecessary anxiety, and shape the culture we're working so hard to build.


In this episode, I explore why leadership consistency matters more than perfection, how exhaustion changes the way we show up, and what we can do to close the gap between our intentions and the experiences our teams are actually having.


Listen to the full episode to hear:

  • How inconsistency impacts trust and psychological safety
  • The difference between the leader you intend to be and the leader your team experiences
  • Four ways executive exhaustion changes organizational culture
  • Practical strategies for reducing decision fatigue and leading with greater consistency
  • Why healthy leadership starts with intentionally managing yourself


Learn More About Heather Smith:

]]>
In this solo episode, I want to have an honest conversation about something I'm seeing in organizations everywhere and experiencing myself. 

Leaders are carrying so much that many of us are operating without any margin. And while we often talk about burnout, I think there's another consequence we don't talk about enough: exhaustion makes us unpredictable.


The challenge isn't that tired leaders suddenly become bad leaders. It's that our teams never quite know which version of us they're going to get. Even with the best intentions, that inconsistency can quietly erode trust, create unnecessary anxiety, and shape the culture we're working so hard to build.


In this episode, I explore why leadership consistency matters more than perfection, how exhaustion changes the way we show up, and what we can do to close the gap between our intentions and the experiences our teams are actually having.


Listen to the full episode to hear:

  • How inconsistency impacts trust and psychological safety
  • The difference between the leader you intend to be and the leader your team experiences
  • Four ways executive exhaustion changes organizational culture
  • Practical strategies for reducing decision fatigue and leading with greater consistency
  • Why healthy leadership starts with intentionally managing yourself


Learn More About Heather Smith:

]]> Thu, 30 Jul 2026 03:00:00 -0400 Heather Smith Heather Smith 2140
In this solo episode, I want to have an honest conversation about something I'm seeing in organizations everywhere and experiencing myself. 

Leaders are carrying so much that many of us are operating without any margin. And while we often talk about burnout, I think there's another consequence we don't talk about enough: exhaustion makes us unpredictable.


The challenge isn't that tired leaders suddenly become bad leaders. It's that our teams never quite know which version of us they're going to get. Even with the best intentions, that inconsistency can quietly erode trust, create unnecessary anxiety, and shape the culture we're working so hard to build.


In this episode, I explore why leadership consistency matters more than perfection, how exhaustion changes the way we show up, and what we can do to close the gap between our intentions and the experiences our teams are actually having.


Listen to the full episode to hear:

  • How inconsistency impacts trust and psychological safety
  • The difference between the leader you intend to be and the leader your team experiences
  • Four ways executive exhaustion changes organizational culture
  • Practical strategies for reducing decision fatigue and leading with greater consistency
  • Why healthy leadership starts with intentionally managing yourself


Learn More About Heather Smith:

]]> No 15. The Hidden Systems That Are Shaping Your Culture Right Now 15 15 15. The Hidden Systems That Are Shaping Your Culture Right Now full e0c398e3-dbde-447d-8f98-eb0c438410e6 https://share.transistor.fm/s/e9d02d92 When it comes to building culture, it’s not the idea itself that is complicated or difficult. Where we often find organizational leaders struggling is in the gap between intention and the existing day-to-day reality and understanding the actions that need to be taken to bridge that gap.


Today, I want to spend some time breaking down some of the key questions that we, at Talent Elevated, get over and over again. 


How do I improve accountability? 

How do I get people engaged?

How do I improve communication?

How do I get everyone aligned?


These are consistent pain points that we see in organizations we work with. I think it’s worth digging into some of the assumptions and perspectives that leaders might bring to these questions around culture, so that together we can make good culture a reality.


Listen to the full episode to hear:

  • Questions every leader should ask before trying to transform culture
  • Why "accountability problems" are often really systems problems
  • The gap between leadership intent and employee experience—and how to close it
  • Simple ways to build culture through everyday decisions, conversations, and feedback
  • Why mindset is the essential first step in any successful culture transformation

Learn More About Heather Smith:

]]> When it comes to building culture, it’s not the idea itself that is complicated or difficult. Where we often find organizational leaders struggling is in the gap between intention and the existing day-to-day reality and understanding the actions that need to be taken to bridge that gap.


Today, I want to spend some time breaking down some of the key questions that we, at Talent Elevated, get over and over again. 


How do I improve accountability? 

How do I get people engaged?

How do I improve communication?

How do I get everyone aligned?


These are consistent pain points that we see in organizations we work with. I think it’s worth digging into some of the assumptions and perspectives that leaders might bring to these questions around culture, so that together we can make good culture a reality.


Listen to the full episode to hear:

  • Questions every leader should ask before trying to transform culture
  • Why "accountability problems" are often really systems problems
  • The gap between leadership intent and employee experience—and how to close it
  • Simple ways to build culture through everyday decisions, conversations, and feedback
  • Why mindset is the essential first step in any successful culture transformation

Learn More About Heather Smith:

]]> Thu, 16 Jul 2026 03:00:00 -0400 Heather Smith Heather Smith 1784 When it comes to building culture, it’s not the idea itself that is complicated or difficult. Where we often find organizational leaders struggling is in the gap between intention and the existing day-to-day reality and understanding the actions that need to be taken to bridge that gap.


Today, I want to spend some time breaking down some of the key questions that we, at Talent Elevated, get over and over again. 


How do I improve accountability? 

How do I get people engaged?

How do I improve communication?

How do I get everyone aligned?


These are consistent pain points that we see in organizations we work with. I think it’s worth digging into some of the assumptions and perspectives that leaders might bring to these questions around culture, so that together we can make good culture a reality.


Listen to the full episode to hear:

  • Questions every leader should ask before trying to transform culture
  • Why "accountability problems" are often really systems problems
  • The gap between leadership intent and employee experience—and how to close it
  • Simple ways to build culture through everyday decisions, conversations, and feedback
  • Why mindset is the essential first step in any successful culture transformation

Learn More About Heather Smith:

]]> No 14. Why Change Fails: Dr. Rachel Boehm on the Psychology Leaders Often Miss 14 14 14. Why Change Fails: Dr. Rachel Boehm on the Psychology Leaders Often Miss full e3f72cbc-b377-400d-8988-c97a3e11e66b https://share.transistor.fm/s/053e8e69 One of the hardest things leaders have to do is communicate change effectively to their teams. 


I invited Dr. Rachel Boehm today to help me uncover the key reasons why it can be such a struggle to get everyone on the same page when changes are coming. Dr. Boehm is an expert in organizational psychology and in our conversation, we unpack what might be going on with your people when announcements fall flat or motivation flags, and most importantly, what you can do to better prepare for these conversations and guide your people through organizational change more successfully. 


Dr. Rachel Boehm changes how leaders and teams thrive through chaos with customized Science-Backed, People-Proven® strategies. She holds a PhD in organizational psychology and a board certification with the National Center for Health & Wellness Coaching. RB Strategies exists to help small businesses stay in business by giving leaders and employees the skills they need to perform at their best in a high-stakes, deadline-driven, VUCA world through one-on-one and group strategic advisory and coaching. 


Listen to the full episode to hear:

  • Why good change initiatives often fail.
  • How leaders unintentionally create resistance to change.
  • What psychological safety really means and what it doesn't.
  • Why motivation is fleeting and what leaders can do instead.
  • A simple framework for communicating change more effectively.

Mentioned:


Learn More About Dr. Rachel Boehm:


Learn More About Heather Smith:

]]> One of the hardest things leaders have to do is communicate change effectively to their teams. 


I invited Dr. Rachel Boehm today to help me uncover the key reasons why it can be such a struggle to get everyone on the same page when changes are coming. Dr. Boehm is an expert in organizational psychology and in our conversation, we unpack what might be going on with your people when announcements fall flat or motivation flags, and most importantly, what you can do to better prepare for these conversations and guide your people through organizational change more successfully. 


Dr. Rachel Boehm changes how leaders and teams thrive through chaos with customized Science-Backed, People-Proven® strategies. She holds a PhD in organizational psychology and a board certification with the National Center for Health & Wellness Coaching. RB Strategies exists to help small businesses stay in business by giving leaders and employees the skills they need to perform at their best in a high-stakes, deadline-driven, VUCA world through one-on-one and group strategic advisory and coaching. 


Listen to the full episode to hear:

  • Why good change initiatives often fail.
  • How leaders unintentionally create resistance to change.
  • What psychological safety really means and what it doesn't.
  • Why motivation is fleeting and what leaders can do instead.
  • A simple framework for communicating change more effectively.

Mentioned:


Learn More About Dr. Rachel Boehm:


Learn More About Heather Smith:

]]> Thu, 02 Jul 2026 03:00:00 -0400 Heather Smith Heather Smith 2506 One of the hardest things leaders have to do is communicate change effectively to their teams. 


I invited Dr. Rachel Boehm today to help me uncover the key reasons why it can be such a struggle to get everyone on the same page when changes are coming. Dr. Boehm is an expert in organizational psychology and in our conversation, we unpack what might be going on with your people when announcements fall flat or motivation flags, and most importantly, what you can do to better prepare for these conversations and guide your people through organizational change more successfully. 


Dr. Rachel Boehm changes how leaders and teams thrive through chaos with customized Science-Backed, People-Proven® strategies. She holds a PhD in organizational psychology and a board certification with the National Center for Health & Wellness Coaching. RB Strategies exists to help small businesses stay in business by giving leaders and employees the skills they need to perform at their best in a high-stakes, deadline-driven, VUCA world through one-on-one and group strategic advisory and coaching. 


Listen to the full episode to hear:

  • Why good change initiatives often fail.
  • How leaders unintentionally create resistance to change.
  • What psychological safety really means and what it doesn't.
  • Why motivation is fleeting and what leaders can do instead.
  • A simple framework for communicating change more effectively.

Mentioned:


Learn More About Dr. Rachel Boehm:


Learn More About Heather Smith:

]]> No 13. What Makes a Business Truly Valuable? Angie Scheribel on Culture, Retention, and Legacy 13 13 13. What Makes a Business Truly Valuable? Angie Scheribel on Culture, Retention, and Legacy full 13a9e78c-edf3-4889-a9d9-0d28d4aee288 https://share.transistor.fm/s/29428bc2
What makes a business valuable? Many owners assume it's revenue, growth, or years in operation. But according to business broker and M&A advisor Angie Scheribel, the factors that drive business value are often the same factors that create a healthier, stronger company in the first place.


In this episode, I sit down with Angie to explore what buyers actually look for when evaluating a business, why owner dependency can dramatically impact value, and how culture, retention, leadership, and systems all contribute to a company's long-term worth. Angie also shares a few stories about businesses that had real heart–and one that didn’t–and how that impacted their ability to sell.

Angie Scheribel combines strategic mergers and acquisitions experience, an MBA, and bilingual fluency to help business owners across industries plan and execute successful exits. Known for her empathy and disciplined process, she consistently drives strong outcomes for her clients.


Whether you're planning to sell your business someday or simply want to build a company that can thrive beyond you, this conversation offers a fresh perspective on what makes a business truly valuable.

Listen to the full episode to hear:

  • What buyers really look for when evaluating a business
  • How culture and employee retention affect business value
  • The hidden risks of owner dependency
  • Why every business owner should think about building a sellable business even if they never plan to sell
  • How legacy-minded leaders create companies that can thrive long after they're gone


Learn More About Angie Scheribel:


Learn More About Heather Smith:


Resources:

Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink

]]>
What makes a business valuable? Many owners assume it's revenue, growth, or years in operation. But according to business broker and M&A advisor Angie Scheribel, the factors that drive business value are often the same factors that create a healthier, stronger company in the first place.


In this episode, I sit down with Angie to explore what buyers actually look for when evaluating a business, why owner dependency can dramatically impact value, and how culture, retention, leadership, and systems all contribute to a company's long-term worth. Angie also shares a few stories about businesses that had real heart–and one that didn’t–and how that impacted their ability to sell.

Angie Scheribel combines strategic mergers and acquisitions experience, an MBA, and bilingual fluency to help business owners across industries plan and execute successful exits. Known for her empathy and disciplined process, she consistently drives strong outcomes for her clients.


Whether you're planning to sell your business someday or simply want to build a company that can thrive beyond you, this conversation offers a fresh perspective on what makes a business truly valuable.

Listen to the full episode to hear:

  • What buyers really look for when evaluating a business
  • How culture and employee retention affect business value
  • The hidden risks of owner dependency
  • Why every business owner should think about building a sellable business even if they never plan to sell
  • How legacy-minded leaders create companies that can thrive long after they're gone


Learn More About Angie Scheribel:


Learn More About Heather Smith:


Resources:

Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink

]]> Thu, 18 Jun 2026 03:00:00 -0400 Heather Smith Heather Smith 2184
What makes a business valuable? Many owners assume it's revenue, growth, or years in operation. But according to business broker and M&A advisor Angie Scheribel, the factors that drive business value are often the same factors that create a healthier, stronger company in the first place.


In this episode, I sit down with Angie to explore what buyers actually look for when evaluating a business, why owner dependency can dramatically impact value, and how culture, retention, leadership, and systems all contribute to a company's long-term worth. Angie also shares a few stories about businesses that had real heart–and one that didn’t–and how that impacted their ability to sell.

Angie Scheribel combines strategic mergers and acquisitions experience, an MBA, and bilingual fluency to help business owners across industries plan and execute successful exits. Known for her empathy and disciplined process, she consistently drives strong outcomes for her clients.


Whether you're planning to sell your business someday or simply want to build a company that can thrive beyond you, this conversation offers a fresh perspective on what makes a business truly valuable.

Listen to the full episode to hear:

  • What buyers really look for when evaluating a business
  • How culture and employee retention affect business value
  • The hidden risks of owner dependency
  • Why every business owner should think about building a sellable business even if they never plan to sell
  • How legacy-minded leaders create companies that can thrive long after they're gone


Learn More About Angie Scheribel:


Learn More About Heather Smith:


Resources:

Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink

]]> No 12. Serving People to Serve the Purpose: Dave Kuhnert’s Approach to Leadership and Accountability 12 12 12. Serving People to Serve the Purpose: Dave Kuhnert’s Approach to Leadership and Accountability full 7555d1e5-5738-45ee-89d6-982e0b03a109 https://share.transistor.fm/s/c182baf1 A lot of leaders know they want and need to develop a company culture, but they struggle with where to start.


Dave Kuhnert reminds us that competence builds confidence and that clarity is the foundation of competence. In our conversation, we talk about how having clarity of your purpose and values and then bringing that clarity about who we are, what we value, and how that shows up day-to-day work to your team is what really sets the foundation for culture.


We talk about how Dave didn’t become a leader overnight, but developed those skills over decades through repetition, responsibility, and experience. And we also get into servant leadership, which can be a tricky concept to put into practice, and what that actually looks like day to day and when things get tough. Because, as Dave says, servant leadership is not just about handing out candy and being “nice.” 


Dave Kuhnert served in the Army Infantry for 23 years, where he served at every level of leadership. He retired in 2011 as a Command Sergeant Major.  He subsequently joined CrownQuest Operating in Midland, TX. The culture he helped create there was critical in taking the company from $500 million to $12 Billion in thirteen years.


Dave currently works as a leadership and business coach with numerous for-profit and not-for-profit organizations. His book, Servant Leadership, and training materials are used by numerous organizations around the world.


Listen to the full episode to hear:

  • How repetition and progressive responsibility built Dave’s competence and confidence as a leader over the course of his military service
  • Why effectively building culture starts with clarity and unity of purpose
  • How incentivization structures can help or hurt
  • The mental models that help people implement what they’ve learned
  • Why servant leadership often gets more challenging as organizations grow 


Learn More About Dave Kuhnert:


Learn More About Heather Smith:

]]> A lot of leaders know they want and need to develop a company culture, but they struggle with where to start.


Dave Kuhnert reminds us that competence builds confidence and that clarity is the foundation of competence. In our conversation, we talk about how having clarity of your purpose and values and then bringing that clarity about who we are, what we value, and how that shows up day-to-day work to your team is what really sets the foundation for culture.


We talk about how Dave didn’t become a leader overnight, but developed those skills over decades through repetition, responsibility, and experience. And we also get into servant leadership, which can be a tricky concept to put into practice, and what that actually looks like day to day and when things get tough. Because, as Dave says, servant leadership is not just about handing out candy and being “nice.” 


Dave Kuhnert served in the Army Infantry for 23 years, where he served at every level of leadership. He retired in 2011 as a Command Sergeant Major.  He subsequently joined CrownQuest Operating in Midland, TX. The culture he helped create there was critical in taking the company from $500 million to $12 Billion in thirteen years.


Dave currently works as a leadership and business coach with numerous for-profit and not-for-profit organizations. His book, Servant Leadership, and training materials are used by numerous organizations around the world.


Listen to the full episode to hear:

  • How repetition and progressive responsibility built Dave’s competence and confidence as a leader over the course of his military service
  • Why effectively building culture starts with clarity and unity of purpose
  • How incentivization structures can help or hurt
  • The mental models that help people implement what they’ve learned
  • Why servant leadership often gets more challenging as organizations grow 


Learn More About Dave Kuhnert:


Learn More About Heather Smith:

]]> Thu, 04 Jun 2026 03:00:00 -0400 Heather Smith Heather Smith 2714 A lot of leaders know they want and need to develop a company culture, but they struggle with where to start.


Dave Kuhnert reminds us that competence builds confidence and that clarity is the foundation of competence. In our conversation, we talk about how having clarity of your purpose and values and then bringing that clarity about who we are, what we value, and how that shows up day-to-day work to your team is what really sets the foundation for culture.


We talk about how Dave didn’t become a leader overnight, but developed those skills over decades through repetition, responsibility, and experience. And we also get into servant leadership, which can be a tricky concept to put into practice, and what that actually looks like day to day and when things get tough. Because, as Dave says, servant leadership is not just about handing out candy and being “nice.” 


Dave Kuhnert served in the Army Infantry for 23 years, where he served at every level of leadership. He retired in 2011 as a Command Sergeant Major.  He subsequently joined CrownQuest Operating in Midland, TX. The culture he helped create there was critical in taking the company from $500 million to $12 Billion in thirteen years.


Dave currently works as a leadership and business coach with numerous for-profit and not-for-profit organizations. His book, Servant Leadership, and training materials are used by numerous organizations around the world.


Listen to the full episode to hear:

  • How repetition and progressive responsibility built Dave’s competence and confidence as a leader over the course of his military service
  • Why effectively building culture starts with clarity and unity of purpose
  • How incentivization structures can help or hurt
  • The mental models that help people implement what they’ve learned
  • Why servant leadership often gets more challenging as organizations grow 


Learn More About Dave Kuhnert:


Learn More About Heather Smith:

]]> culture, purpose, mission No 11. Culture Under Pressure: Dr. Amy Thompson on How to Lead When Everything Feels Too Hard 11 11 11. Culture Under Pressure: Dr. Amy Thompson on How to Lead When Everything Feels Too Hard full 5034bd3c-7304-4332-bc4a-4efa2eca1f09 https://share.transistor.fm/s/4ff2c34c Taking on a leadership role is hard. There are days when the mountain just feels too high, the problems too complex, and you’re not sure if you can keep going.


Dr. Amy Thompson has keenly felt those moments of uncertainty over the last decade or so as she has moved from practicing pediatrician to her current role as CEO of Covenant Health.. I’ve been fortunate enough to work alongside her, and she is one of the most grounded and thoughtful leaders I’ve known.


In our conversation, we talk about how she brings purpose and intention to her work, what it means to mentor well and invest in senior leadership, the real secret sauce of successful organizations, and the quiet signs that culture is breaking down.


If you’ve ever wondered if you really have what it takes to lead, this episode will give you practical advice for carrying the weight as well as a renewed sense of what’s possible, even in the hardest seasons.


Dr. Amy Thompson M.D. F.A.A.P has been part of Covenant Health since 2009 when she

began with Covenant as the Chief of the Division of Inpatient Medicine at Covenant Children’s

Hospital. She still holds this important title as well as becoming the CEO for Covenant

Children’s Hospital in 2016, and later the Chief Executive for Covenant Health Lubbock Service

Area in 2022.


Dr. Thompson serves on the American Board of Pediatrics and has received numerous awards

and honors throughout her education and career. She is a member of the American Academy of

Pediatrics, Society of Hospital Medicine, Academic Pediatrics Association, and AAP Section on

Hospital Medicine. She serves on the Medical Executive Committee for Covenant Children’s

Hospital and the Quality Review Committee for Covenant Children’s Hospital.


Listen to the full episode to hear:

  • The keys  to her leadership development 
  • How Covenant Health fosters deeper connections to their mission and values for everyone
  • The importance of pausing to acknowledge what’s working during challenging times
  • How breakdowns in communication signal an eroding culture and what leaders can do to help reopen the channels
  • Why team leaders are the key to making people feel connected to their organization  


Learn More About Dr. Amy Thompson and Covenant Health:


Learn More About Heather Smith:

]]> Taking on a leadership role is hard. There are days when the mountain just feels too high, the problems too complex, and you’re not sure if you can keep going.


Dr. Amy Thompson has keenly felt those moments of uncertainty over the last decade or so as she has moved from practicing pediatrician to her current role as CEO of Covenant Health.. I’ve been fortunate enough to work alongside her, and she is one of the most grounded and thoughtful leaders I’ve known.


In our conversation, we talk about how she brings purpose and intention to her work, what it means to mentor well and invest in senior leadership, the real secret sauce of successful organizations, and the quiet signs that culture is breaking down.


If you’ve ever wondered if you really have what it takes to lead, this episode will give you practical advice for carrying the weight as well as a renewed sense of what’s possible, even in the hardest seasons.


Dr. Amy Thompson M.D. F.A.A.P has been part of Covenant Health since 2009 when she

began with Covenant as the Chief of the Division of Inpatient Medicine at Covenant Children’s

Hospital. She still holds this important title as well as becoming the CEO for Covenant

Children’s Hospital in 2016, and later the Chief Executive for Covenant Health Lubbock Service

Area in 2022.


Dr. Thompson serves on the American Board of Pediatrics and has received numerous awards

and honors throughout her education and career. She is a member of the American Academy of

Pediatrics, Society of Hospital Medicine, Academic Pediatrics Association, and AAP Section on

Hospital Medicine. She serves on the Medical Executive Committee for Covenant Children’s

Hospital and the Quality Review Committee for Covenant Children’s Hospital.


Listen to the full episode to hear:

  • The keys  to her leadership development 
  • How Covenant Health fosters deeper connections to their mission and values for everyone
  • The importance of pausing to acknowledge what’s working during challenging times
  • How breakdowns in communication signal an eroding culture and what leaders can do to help reopen the channels
  • Why team leaders are the key to making people feel connected to their organization  


Learn More About Dr. Amy Thompson and Covenant Health:


Learn More About Heather Smith:

]]> Thu, 21 May 2026 03:00:00 -0400 Heather Smith Heather Smith 2731 Taking on a leadership role is hard. There are days when the mountain just feels too high, the problems too complex, and you’re not sure if you can keep going.


Dr. Amy Thompson has keenly felt those moments of uncertainty over the last decade or so as she has moved from practicing pediatrician to her current role as CEO of Covenant Health.. I’ve been fortunate enough to work alongside her, and she is one of the most grounded and thoughtful leaders I’ve known.


In our conversation, we talk about how she brings purpose and intention to her work, what it means to mentor well and invest in senior leadership, the real secret sauce of successful organizations, and the quiet signs that culture is breaking down.


If you’ve ever wondered if you really have what it takes to lead, this episode will give you practical advice for carrying the weight as well as a renewed sense of what’s possible, even in the hardest seasons.


Dr. Amy Thompson M.D. F.A.A.P has been part of Covenant Health since 2009 when she

began with Covenant as the Chief of the Division of Inpatient Medicine at Covenant Children’s

Hospital. She still holds this important title as well as becoming the CEO for Covenant

Children’s Hospital in 2016, and later the Chief Executive for Covenant Health Lubbock Service

Area in 2022.


Dr. Thompson serves on the American Board of Pediatrics and has received numerous awards

and honors throughout her education and career. She is a member of the American Academy of

Pediatrics, Society of Hospital Medicine, Academic Pediatrics Association, and AAP Section on

Hospital Medicine. She serves on the Medical Executive Committee for Covenant Children’s

Hospital and the Quality Review Committee for Covenant Children’s Hospital.


Listen to the full episode to hear:

  • The keys  to her leadership development 
  • How Covenant Health fosters deeper connections to their mission and values for everyone
  • The importance of pausing to acknowledge what’s working during challenging times
  • How breakdowns in communication signal an eroding culture and what leaders can do to help reopen the channels
  • Why team leaders are the key to making people feel connected to their organization  


Learn More About Dr. Amy Thompson and Covenant Health:


Learn More About Heather Smith:

]]> No 10. From Inside Out: How Jamie Gier Links Culture, Brand, and Business Growth 10 10 10. From Inside Out: How Jamie Gier Links Culture, Brand, and Business Growth full 905672e7-29a9-4e68-80c8-44046b4f631d https://share.transistor.fm/s/601c728b Have you ever looked at your customer experience metrics and thought, something feels off, but you can’t quite put your finger on why?

Or maybe you’re trying to hire and compete for talent, and it feels like other companies just have more pull, even when you know your company offers something special.

Here’s the hard truth: Your employer brand isn’t what you say it is. It’s what your employees prove it is, every single day.

And if there’s a gap between the promise and the proof? Your customers feel it.

Today’s conversation is about real decisions leaders make every day — during growth, during change, and especially during uncertainty. Culture isn’t a “soft” thing or a nice-to-have, it’s a core part of your brand and it’s a business driver.

My guest, award-winning CMO Jamie Gier, has seen firsthand how culture and brand either accelerate growth, or quietly erode it. We talk about why your employees are actually your most credible marketers, how  to spot culture breakdowns before they show up in your numbers, and what it really takes to build a brand that attracts and retains the right people, even if you're not the biggest name in your market.

Jamie Gier is a growth-focused marketing executive with extensive experience igniting go-to-market engines for some of the world’s leading and emerging brands—from VC- and PE-backed companies to Fortune 500 enterprises—with a focus on healthcare and education. Her expertise spans brand strategy, demand generation, corporate communications, and customer advocacy, and she is known for repositioning brands to increase equity and loyalty. Most recently, she served as Chief Marketing Officer at DexCare, and previously held executive marketing leadership roles at GE Healthcare, Microsoft Health Solutions Group, Ceros, and DreamBox Learning. She is also a founding member of CMO Huddles, a peer group of senior marketing leaders.


Listen to the full episode to hear:

  • Why external brand messaging and internal company culture need to be in alignment for successful growth
  • The customer metrics that indicate an employer brand and culture that are out of sync
  • How to start building an intentional culture that has buy-in and support from all areas of a company
  • The importance of emotional equity and clear communication during periods of change
  • How a strong employer brand and mission make smaller companies more competitive against industry giants
  • Why every executive needs to take ownership of culture, not just HR or the CEO


Learn More About Jamie Gier:


Learn More About Heather Smith:

]]> Have you ever looked at your customer experience metrics and thought, something feels off, but you can’t quite put your finger on why?

Or maybe you’re trying to hire and compete for talent, and it feels like other companies just have more pull, even when you know your company offers something special.

Here’s the hard truth: Your employer brand isn’t what you say it is. It’s what your employees prove it is, every single day.

And if there’s a gap between the promise and the proof? Your customers feel it.

Today’s conversation is about real decisions leaders make every day — during growth, during change, and especially during uncertainty. Culture isn’t a “soft” thing or a nice-to-have, it’s a core part of your brand and it’s a business driver.

My guest, award-winning CMO Jamie Gier, has seen firsthand how culture and brand either accelerate growth, or quietly erode it. We talk about why your employees are actually your most credible marketers, how  to spot culture breakdowns before they show up in your numbers, and what it really takes to build a brand that attracts and retains the right people, even if you're not the biggest name in your market.

Jamie Gier is a growth-focused marketing executive with extensive experience igniting go-to-market engines for some of the world’s leading and emerging brands—from VC- and PE-backed companies to Fortune 500 enterprises—with a focus on healthcare and education. Her expertise spans brand strategy, demand generation, corporate communications, and customer advocacy, and she is known for repositioning brands to increase equity and loyalty. Most recently, she served as Chief Marketing Officer at DexCare, and previously held executive marketing leadership roles at GE Healthcare, Microsoft Health Solutions Group, Ceros, and DreamBox Learning. She is also a founding member of CMO Huddles, a peer group of senior marketing leaders.


Listen to the full episode to hear:

  • Why external brand messaging and internal company culture need to be in alignment for successful growth
  • The customer metrics that indicate an employer brand and culture that are out of sync
  • How to start building an intentional culture that has buy-in and support from all areas of a company
  • The importance of emotional equity and clear communication during periods of change
  • How a strong employer brand and mission make smaller companies more competitive against industry giants
  • Why every executive needs to take ownership of culture, not just HR or the CEO


Learn More About Jamie Gier:


Learn More About Heather Smith:

]]> Thu, 07 May 2026 03:00:00 -0400 Heather Smith Heather Smith 2622 Have you ever looked at your customer experience metrics and thought, something feels off, but you can’t quite put your finger on why?

Or maybe you’re trying to hire and compete for talent, and it feels like other companies just have more pull, even when you know your company offers something special.

Here’s the hard truth: Your employer brand isn’t what you say it is. It’s what your employees prove it is, every single day.

And if there’s a gap between the promise and the proof? Your customers feel it.

Today’s conversation is about real decisions leaders make every day — during growth, during change, and especially during uncertainty. Culture isn’t a “soft” thing or a nice-to-have, it’s a core part of your brand and it’s a business driver.

My guest, award-winning CMO Jamie Gier, has seen firsthand how culture and brand either accelerate growth, or quietly erode it. We talk about why your employees are actually your most credible marketers, how  to spot culture breakdowns before they show up in your numbers, and what it really takes to build a brand that attracts and retains the right people, even if you're not the biggest name in your market.

Jamie Gier is a growth-focused marketing executive with extensive experience igniting go-to-market engines for some of the world’s leading and emerging brands—from VC- and PE-backed companies to Fortune 500 enterprises—with a focus on healthcare and education. Her expertise spans brand strategy, demand generation, corporate communications, and customer advocacy, and she is known for repositioning brands to increase equity and loyalty. Most recently, she served as Chief Marketing Officer at DexCare, and previously held executive marketing leadership roles at GE Healthcare, Microsoft Health Solutions Group, Ceros, and DreamBox Learning. She is also a founding member of CMO Huddles, a peer group of senior marketing leaders.


Listen to the full episode to hear:

  • Why external brand messaging and internal company culture need to be in alignment for successful growth
  • The customer metrics that indicate an employer brand and culture that are out of sync
  • How to start building an intentional culture that has buy-in and support from all areas of a company
  • The importance of emotional equity and clear communication during periods of change
  • How a strong employer brand and mission make smaller companies more competitive against industry giants
  • Why every executive needs to take ownership of culture, not just HR or the CEO


Learn More About Jamie Gier:


Learn More About Heather Smith:

]]> No 09. Leading with Urgency, Winning with Culture: Matt Kane on Scaling Teams That Last 9 9 09. Leading with Urgency, Winning with Culture: Matt Kane on Scaling Teams That Last full f304ac42-d3e3-4feb-b84f-efc703bfaf7a https://share.transistor.fm/s/781be724 Business leaders often feel that everything is urgent in their business. The challenge is that when everything is urgent, team members are confused, important work doesn’t get done, and real priorities get lost in the shuffle.


My guest today shares a take on approaching urgency in a way that supports progress and forward momentum.


When Matt Kane describes the kind of urgency that benefits growth, he’s not focused on speed of action. Instead, he talks of clear, strategic and precise action focused on the ultimate goals of the business. 


In our conversation, Matt brings decades of experience scaling revenue teams to focus on the questions that matter most: How do you build a culture that holds under pressure? How do you lead with urgency without sacrificing precision? And what does it really take to scale a team without losing the people at the heart of it?


Matt Kane is the Chief Revenue Officer at Navigate360, the leading provider of safety and well-being solutions for schools. As CRO, he is responsible for the company’s revenue-generation strategy. Over his 30+ year career, he has successfully driven companies to grow their revenue by as much as 81%, significantly expand their market share, and achieve a successful public offering.h


Listen to the full episode to hear:

  • Why urgency doesn't mean speed — and what it actually means to move with urgency and precision
  • How the culture you build internally is the single biggest driver of what your customers experience externally
  • What most leaders get wrong about hiring during periods of rapid growth — and how to get ahead of it
  • How to lead through mergers and acquisitions without losing the cultural DNA that made the acquired company worth buying
  • What "leading from the front" really looks like across a multifaceted leadership team

Learn More About Matt Kane:


Resources:


Learn More About Heather Smith:


]]> Business leaders often feel that everything is urgent in their business. The challenge is that when everything is urgent, team members are confused, important work doesn’t get done, and real priorities get lost in the shuffle.


My guest today shares a take on approaching urgency in a way that supports progress and forward momentum.


When Matt Kane describes the kind of urgency that benefits growth, he’s not focused on speed of action. Instead, he talks of clear, strategic and precise action focused on the ultimate goals of the business. 


In our conversation, Matt brings decades of experience scaling revenue teams to focus on the questions that matter most: How do you build a culture that holds under pressure? How do you lead with urgency without sacrificing precision? And what does it really take to scale a team without losing the people at the heart of it?


Matt Kane is the Chief Revenue Officer at Navigate360, the leading provider of safety and well-being solutions for schools. As CRO, he is responsible for the company’s revenue-generation strategy. Over his 30+ year career, he has successfully driven companies to grow their revenue by as much as 81%, significantly expand their market share, and achieve a successful public offering.h


Listen to the full episode to hear:

  • Why urgency doesn't mean speed — and what it actually means to move with urgency and precision
  • How the culture you build internally is the single biggest driver of what your customers experience externally
  • What most leaders get wrong about hiring during periods of rapid growth — and how to get ahead of it
  • How to lead through mergers and acquisitions without losing the cultural DNA that made the acquired company worth buying
  • What "leading from the front" really looks like across a multifaceted leadership team

Learn More About Matt Kane:


Resources:


Learn More About Heather Smith:


]]> Thu, 16 Apr 2026 03:00:00 -0400 Heather Smith Heather Smith 2600 Business leaders often feel that everything is urgent in their business. The challenge is that when everything is urgent, team members are confused, important work doesn’t get done, and real priorities get lost in the shuffle.


My guest today shares a take on approaching urgency in a way that supports progress and forward momentum.


When Matt Kane describes the kind of urgency that benefits growth, he’s not focused on speed of action. Instead, he talks of clear, strategic and precise action focused on the ultimate goals of the business. 


In our conversation, Matt brings decades of experience scaling revenue teams to focus on the questions that matter most: How do you build a culture that holds under pressure? How do you lead with urgency without sacrificing precision? And what does it really take to scale a team without losing the people at the heart of it?


Matt Kane is the Chief Revenue Officer at Navigate360, the leading provider of safety and well-being solutions for schools. As CRO, he is responsible for the company’s revenue-generation strategy. Over his 30+ year career, he has successfully driven companies to grow their revenue by as much as 81%, significantly expand their market share, and achieve a successful public offering.h


Listen to the full episode to hear:

  • Why urgency doesn't mean speed — and what it actually means to move with urgency and precision
  • How the culture you build internally is the single biggest driver of what your customers experience externally
  • What most leaders get wrong about hiring during periods of rapid growth — and how to get ahead of it
  • How to lead through mergers and acquisitions without losing the cultural DNA that made the acquired company worth buying
  • What "leading from the front" really looks like across a multifaceted leadership team

Learn More About Matt Kane:


Resources:


Learn More About Heather Smith:


]]> No 08. The Hidden Engine of Growth: Mike Ware on Culture as Strategy 8 8 08. The Hidden Engine of Growth: Mike Ware on Culture as Strategy full 67603e8a-c7b8-4ddd-978c-ed9a17210b3f https://share.transistor.fm/s/885107a6 When a leader is tasked with creating a major turnaround in a business, or even getting out of a plateau, culture might be the last thing on their mind. But being intentional about culture as a strategy that supports the bottom line can create outcomes and momentum that they never dreamed of.


Mike Ware lived this when he was put at the helm of a 40-year-old organization that was literally days from going under and brought them to the healthiest financial position they’ve ever been in. And the culture within that company was instrumental to that success. In our conversation, Mike shares practical advice and key takeaways for leaders in the thick of challenging times. We also talk about how, in his current role as a strategist and executive coach, he guides business owners to get clear about the why behind our work more than the how and how that influences culture.


Mike Ware is a proven strategist and executive coach specializing in helping owner-operated businesses break through growth plateaus. As Founder and CEO of MAMCO, he provides hands-on strategic implementation services. His Five Factors approach has enabled clients to rethink their business models and achieve nearly 300% revenue growth through innovative diversification and enhanced engagement.


Listen to the full episode to hear:

  • Key indicators other than your P&L that your business isn’t where it needs to be
  • How clarity and transparency build trust and calm in an organization
  • How clear, strategic quarterly goals set up teams for success
  • The top three areas to assess to decide if you’re ready to diversify revenue 
  • Why perks and benefits don’t solve culture problems, and what leaders need to focus on instead


Learn More About Mike Ware:


Learn More About Heather Smith:


Resources:

]]> When a leader is tasked with creating a major turnaround in a business, or even getting out of a plateau, culture might be the last thing on their mind. But being intentional about culture as a strategy that supports the bottom line can create outcomes and momentum that they never dreamed of.


Mike Ware lived this when he was put at the helm of a 40-year-old organization that was literally days from going under and brought them to the healthiest financial position they’ve ever been in. And the culture within that company was instrumental to that success. In our conversation, Mike shares practical advice and key takeaways for leaders in the thick of challenging times. We also talk about how, in his current role as a strategist and executive coach, he guides business owners to get clear about the why behind our work more than the how and how that influences culture.


Mike Ware is a proven strategist and executive coach specializing in helping owner-operated businesses break through growth plateaus. As Founder and CEO of MAMCO, he provides hands-on strategic implementation services. His Five Factors approach has enabled clients to rethink their business models and achieve nearly 300% revenue growth through innovative diversification and enhanced engagement.


Listen to the full episode to hear:

  • Key indicators other than your P&L that your business isn’t where it needs to be
  • How clarity and transparency build trust and calm in an organization
  • How clear, strategic quarterly goals set up teams for success
  • The top three areas to assess to decide if you’re ready to diversify revenue 
  • Why perks and benefits don’t solve culture problems, and what leaders need to focus on instead


Learn More About Mike Ware:


Learn More About Heather Smith:


Resources:

]]> Thu, 02 Apr 2026 03:00:00 -0400 Heather Smith Heather Smith 2827 When a leader is tasked with creating a major turnaround in a business, or even getting out of a plateau, culture might be the last thing on their mind. But being intentional about culture as a strategy that supports the bottom line can create outcomes and momentum that they never dreamed of.


Mike Ware lived this when he was put at the helm of a 40-year-old organization that was literally days from going under and brought them to the healthiest financial position they’ve ever been in. And the culture within that company was instrumental to that success. In our conversation, Mike shares practical advice and key takeaways for leaders in the thick of challenging times. We also talk about how, in his current role as a strategist and executive coach, he guides business owners to get clear about the why behind our work more than the how and how that influences culture.


Mike Ware is a proven strategist and executive coach specializing in helping owner-operated businesses break through growth plateaus. As Founder and CEO of MAMCO, he provides hands-on strategic implementation services. His Five Factors approach has enabled clients to rethink their business models and achieve nearly 300% revenue growth through innovative diversification and enhanced engagement.


Listen to the full episode to hear:

  • Key indicators other than your P&L that your business isn’t where it needs to be
  • How clarity and transparency build trust and calm in an organization
  • How clear, strategic quarterly goals set up teams for success
  • The top three areas to assess to decide if you’re ready to diversify revenue 
  • Why perks and benefits don’t solve culture problems, and what leaders need to focus on instead


Learn More About Mike Ware:


Learn More About Heather Smith:


Resources:

]]> No 07. Response-Ability in Action: How Self-Aware Leaders Build Stronger Cultures with Diana Lowe 7 7 07. Response-Ability in Action: How Self-Aware Leaders Build Stronger Cultures with Diana Lowe full 575c1904-6e52-4e43-a329-1810aeda19d9 https://share.transistor.fm/s/2b7b9f7f In this episode of Culture by Design, I’m joined by executive coach Diana Lowe for a thoughtful conversation about the inner work of leadership. Diana blends positive psychology with cognitive behavioral coaching to help leaders uncover the beliefs and patterns that shape how they show up at work.

We explore why self-awareness is such a critical leadership skill, how outdated leadership paradigms are shifting, and why leaders need a “village” of support to grow and thrive.

Diana also shares how hidden beliefs that are often formed early in life, can influence leadership behavior, and how developing greater awareness can help leaders build healthier cultures, stronger teams, and more sustainable success.

Diana Lowe is an executive coach, speaker, and the Founder and CEO of Blue Light Leadership, where she helps organizations retain top talent by transforming how leaders show up. Diana has experienced firsthand the emotional toll of working under technically brilliant but emotionally unskilled leaders—an experience that shaped her mission to change workplaces from the inside out.


With a Master of Science in Positive Psychology and Coaching Psychology and credentials as an ICF Professional Certified Coach (PCC), Diana blends research-based coaching, Positive Psychology, Neuro-Linguistic Programming, and Mental & Emotional Release (MER) to address one of the most pressing challenges in business today: the human cost of bad leadership. She has coached leaders from many Fortune 500 organizations and is the bestselling author of Hard to Handle: A High Performer Paradox, a practical and compassionate guide for HR leaders and executives navigating difficult leadership dynamics while striving to protect culture and performance. 


Listen to the full episode to hear:

  • Why self-awareness is the foundation of effective leadership
  • How unconscious beliefs can shape leadership behaviors like micromanagement
  • Why today’s leaders need to break away from the “know everything” leadership model
  • The role of feedback, vulnerability, and reflection in modern leadership
  • How energy management and personal values impact leadership effectiveness

Learn More About Diana Lowe:


Learn More About Heather Smith:

]]> In this episode of Culture by Design, I’m joined by executive coach Diana Lowe for a thoughtful conversation about the inner work of leadership. Diana blends positive psychology with cognitive behavioral coaching to help leaders uncover the beliefs and patterns that shape how they show up at work.

We explore why self-awareness is such a critical leadership skill, how outdated leadership paradigms are shifting, and why leaders need a “village” of support to grow and thrive.

Diana also shares how hidden beliefs that are often formed early in life, can influence leadership behavior, and how developing greater awareness can help leaders build healthier cultures, stronger teams, and more sustainable success.

Diana Lowe is an executive coach, speaker, and the Founder and CEO of Blue Light Leadership, where she helps organizations retain top talent by transforming how leaders show up. Diana has experienced firsthand the emotional toll of working under technically brilliant but emotionally unskilled leaders—an experience that shaped her mission to change workplaces from the inside out.


With a Master of Science in Positive Psychology and Coaching Psychology and credentials as an ICF Professional Certified Coach (PCC), Diana blends research-based coaching, Positive Psychology, Neuro-Linguistic Programming, and Mental & Emotional Release (MER) to address one of the most pressing challenges in business today: the human cost of bad leadership. She has coached leaders from many Fortune 500 organizations and is the bestselling author of Hard to Handle: A High Performer Paradox, a practical and compassionate guide for HR leaders and executives navigating difficult leadership dynamics while striving to protect culture and performance. 


Listen to the full episode to hear:

  • Why self-awareness is the foundation of effective leadership
  • How unconscious beliefs can shape leadership behaviors like micromanagement
  • Why today’s leaders need to break away from the “know everything” leadership model
  • The role of feedback, vulnerability, and reflection in modern leadership
  • How energy management and personal values impact leadership effectiveness

Learn More About Diana Lowe:


Learn More About Heather Smith:

]]> Thu, 19 Mar 2026 03:00:00 -0400 Heather Smith Heather Smith 2318 In this episode of Culture by Design, I’m joined by executive coach Diana Lowe for a thoughtful conversation about the inner work of leadership. Diana blends positive psychology with cognitive behavioral coaching to help leaders uncover the beliefs and patterns that shape how they show up at work.

We explore why self-awareness is such a critical leadership skill, how outdated leadership paradigms are shifting, and why leaders need a “village” of support to grow and thrive.

Diana also shares how hidden beliefs that are often formed early in life, can influence leadership behavior, and how developing greater awareness can help leaders build healthier cultures, stronger teams, and more sustainable success.

Diana Lowe is an executive coach, speaker, and the Founder and CEO of Blue Light Leadership, where she helps organizations retain top talent by transforming how leaders show up. Diana has experienced firsthand the emotional toll of working under technically brilliant but emotionally unskilled leaders—an experience that shaped her mission to change workplaces from the inside out.


With a Master of Science in Positive Psychology and Coaching Psychology and credentials as an ICF Professional Certified Coach (PCC), Diana blends research-based coaching, Positive Psychology, Neuro-Linguistic Programming, and Mental & Emotional Release (MER) to address one of the most pressing challenges in business today: the human cost of bad leadership. She has coached leaders from many Fortune 500 organizations and is the bestselling author of Hard to Handle: A High Performer Paradox, a practical and compassionate guide for HR leaders and executives navigating difficult leadership dynamics while striving to protect culture and performance. 


Listen to the full episode to hear:

  • Why self-awareness is the foundation of effective leadership
  • How unconscious beliefs can shape leadership behaviors like micromanagement
  • Why today’s leaders need to break away from the “know everything” leadership model
  • The role of feedback, vulnerability, and reflection in modern leadership
  • How energy management and personal values impact leadership effectiveness

Learn More About Diana Lowe:


Learn More About Heather Smith:

]]> No 06. “Nice” Leaders Don’t Build Great Companies: Chris Seegers on Standards That Grow Teams 6 6 06. “Nice” Leaders Don’t Build Great Companies: Chris Seegers on Standards That Grow Teams full be8ca30b-f935-4f0b-8e5a-44a2a40ca8d3 https://share.transistor.fm/s/3000e85f Business owners often look to optimize systems and processes to achieve big goals. 


But as my guest today can attest, without a solid foundation in culture, systems and processes will only take you so far. 

Chris Seegers is a long-time owner of multiple businesses that he has stewarded through major transitions and growth. In this conversation, we talk about how people, processes, and profitability are critical pillars to the value of a business and how intentionally designing systems to reinforce culture over time is key for long-term sustainability and success.


Chris Seegers is a business owner with a long track record of starting and buying companies and building them into successful, self-governed entities. He founded the Exceptional Companies family office and is an active owner in many different businesses and part of leadership teams that have raised and deployed over $650 million in investor dollars. Chris is a self-proclaimed “capitalist missionary”, and his heart is activating and equipping others to live exceptional lives. He has written two books, Buying Main Street and Selling Main Street, aimed at equipping ordinary people in the complex space of business transitions.


Listen to the full episode to hear:

  • How systems reflect and support instilling and sustaining values and culture across organizations
  • Why values need to be clearly defined and implemented with concrete benchmarks
  • How the core pillars of people, processes, and profitability translate into a company’s valuation
  • Why leaders need the humility to be wanted, but not needed in their businesses
  • How clear expectations and processes for accountability drive results while maintaining relationships and building trust


Learn More About Chris Seegers:


Learn More About Heather Smith:

]]> Business owners often look to optimize systems and processes to achieve big goals. 


But as my guest today can attest, without a solid foundation in culture, systems and processes will only take you so far. 

Chris Seegers is a long-time owner of multiple businesses that he has stewarded through major transitions and growth. In this conversation, we talk about how people, processes, and profitability are critical pillars to the value of a business and how intentionally designing systems to reinforce culture over time is key for long-term sustainability and success.


Chris Seegers is a business owner with a long track record of starting and buying companies and building them into successful, self-governed entities. He founded the Exceptional Companies family office and is an active owner in many different businesses and part of leadership teams that have raised and deployed over $650 million in investor dollars. Chris is a self-proclaimed “capitalist missionary”, and his heart is activating and equipping others to live exceptional lives. He has written two books, Buying Main Street and Selling Main Street, aimed at equipping ordinary people in the complex space of business transitions.


Listen to the full episode to hear:

  • How systems reflect and support instilling and sustaining values and culture across organizations
  • Why values need to be clearly defined and implemented with concrete benchmarks
  • How the core pillars of people, processes, and profitability translate into a company’s valuation
  • Why leaders need the humility to be wanted, but not needed in their businesses
  • How clear expectations and processes for accountability drive results while maintaining relationships and building trust


Learn More About Chris Seegers:


Learn More About Heather Smith:

]]> Thu, 05 Mar 2026 03:00:00 -0500 Heather Smith Heather Smith 2970 Business owners often look to optimize systems and processes to achieve big goals. 


But as my guest today can attest, without a solid foundation in culture, systems and processes will only take you so far. 

Chris Seegers is a long-time owner of multiple businesses that he has stewarded through major transitions and growth. In this conversation, we talk about how people, processes, and profitability are critical pillars to the value of a business and how intentionally designing systems to reinforce culture over time is key for long-term sustainability and success.


Chris Seegers is a business owner with a long track record of starting and buying companies and building them into successful, self-governed entities. He founded the Exceptional Companies family office and is an active owner in many different businesses and part of leadership teams that have raised and deployed over $650 million in investor dollars. Chris is a self-proclaimed “capitalist missionary”, and his heart is activating and equipping others to live exceptional lives. He has written two books, Buying Main Street and Selling Main Street, aimed at equipping ordinary people in the complex space of business transitions.


Listen to the full episode to hear:

  • How systems reflect and support instilling and sustaining values and culture across organizations
  • Why values need to be clearly defined and implemented with concrete benchmarks
  • How the core pillars of people, processes, and profitability translate into a company’s valuation
  • Why leaders need the humility to be wanted, but not needed in their businesses
  • How clear expectations and processes for accountability drive results while maintaining relationships and building trust


Learn More About Chris Seegers:


Learn More About Heather Smith:

]]> No 05: From $500K to $40M: How Culture Fueled 19 Years of Growth with Stephanie Henderson 5 5 05: From $500K to $40M: How Culture Fueled 19 Years of Growth with Stephanie Henderson full 405ceb0d-26ce-4807-a803-934da8910e5c https://share.transistor.fm/s/0880d288 Our approach to company culture inevitably has to make some shifts when experiencing significant growth. What works for twenty employees in one location doesn’t have the same impact when it’s spread across multiple cities and hundreds of employees. 


My guest today, Stephanie Henderson, has been through exactly that experience over her nineteen years at her former customer-service based company and now leads her own company, Impact Driven Partners, to help other businesses scale up with culture at their core.


She’s sharing how she navigated setting the foundations of company values and culture while scaling way up. Stephanie also has some unique insights about hiring for culture in a college town, where employees are younger and turnover is consistent, and how helping front-line staff think like their customers creates positive experiences for both customers and employees.


Stephanie Henderson is a seasoned executive, business strategist, and culture transformation expert with more than two decades of leadership experience, including serving as CEO of Carpet Tech, where she helped scale the company to a multi-million dollar success. 


As the founder of Impact Driven Partners, she combines executive coaching with strategic advisory work to help organizations strengthen leadership, elevate culture, and scale with clarity and confidence. Known for her relational approach, operational depth, and passion for helping organizations grow, Stephanie specializes in taking a leader’s vision and turning it into a clear, actionable reality. She equips teams and organizations to thrive with purpose, alignment, and measurable impact.


Listen to the full episode to hear:

  • How company culture was reflected in the customer experience and feedback
  • How an unexpected interview question was a great predictor for culture fit
  • How metrics like customer retention and crew expenses became clear signs of culture at work location by location
  • Why clarity about roles, processes, values, and culture is essential to scaling up 
  • How values and culture inform decision-making from process changes to staffing to entering new markets
  • Why leaders need to let go of the “family feel” mindset and build compassionate teams


Learn More About Stephanie Henderson:


Learn More About Heather Smith:


Resources:

]]> Our approach to company culture inevitably has to make some shifts when experiencing significant growth. What works for twenty employees in one location doesn’t have the same impact when it’s spread across multiple cities and hundreds of employees. 


My guest today, Stephanie Henderson, has been through exactly that experience over her nineteen years at her former customer-service based company and now leads her own company, Impact Driven Partners, to help other businesses scale up with culture at their core.


She’s sharing how she navigated setting the foundations of company values and culture while scaling way up. Stephanie also has some unique insights about hiring for culture in a college town, where employees are younger and turnover is consistent, and how helping front-line staff think like their customers creates positive experiences for both customers and employees.


Stephanie Henderson is a seasoned executive, business strategist, and culture transformation expert with more than two decades of leadership experience, including serving as CEO of Carpet Tech, where she helped scale the company to a multi-million dollar success. 


As the founder of Impact Driven Partners, she combines executive coaching with strategic advisory work to help organizations strengthen leadership, elevate culture, and scale with clarity and confidence. Known for her relational approach, operational depth, and passion for helping organizations grow, Stephanie specializes in taking a leader’s vision and turning it into a clear, actionable reality. She equips teams and organizations to thrive with purpose, alignment, and measurable impact.


Listen to the full episode to hear:

  • How company culture was reflected in the customer experience and feedback
  • How an unexpected interview question was a great predictor for culture fit
  • How metrics like customer retention and crew expenses became clear signs of culture at work location by location
  • Why clarity about roles, processes, values, and culture is essential to scaling up 
  • How values and culture inform decision-making from process changes to staffing to entering new markets
  • Why leaders need to let go of the “family feel” mindset and build compassionate teams


Learn More About Stephanie Henderson:


Learn More About Heather Smith:


Resources:

]]> Thu, 19 Feb 2026 03:00:00 -0500 Heather Smith Heather Smith 2711 Our approach to company culture inevitably has to make some shifts when experiencing significant growth. What works for twenty employees in one location doesn’t have the same impact when it’s spread across multiple cities and hundreds of employees. 


My guest today, Stephanie Henderson, has been through exactly that experience over her nineteen years at her former customer-service based company and now leads her own company, Impact Driven Partners, to help other businesses scale up with culture at their core.


She’s sharing how she navigated setting the foundations of company values and culture while scaling way up. Stephanie also has some unique insights about hiring for culture in a college town, where employees are younger and turnover is consistent, and how helping front-line staff think like their customers creates positive experiences for both customers and employees.


Stephanie Henderson is a seasoned executive, business strategist, and culture transformation expert with more than two decades of leadership experience, including serving as CEO of Carpet Tech, where she helped scale the company to a multi-million dollar success. 


As the founder of Impact Driven Partners, she combines executive coaching with strategic advisory work to help organizations strengthen leadership, elevate culture, and scale with clarity and confidence. Known for her relational approach, operational depth, and passion for helping organizations grow, Stephanie specializes in taking a leader’s vision and turning it into a clear, actionable reality. She equips teams and organizations to thrive with purpose, alignment, and measurable impact.


Listen to the full episode to hear:

  • How company culture was reflected in the customer experience and feedback
  • How an unexpected interview question was a great predictor for culture fit
  • How metrics like customer retention and crew expenses became clear signs of culture at work location by location
  • Why clarity about roles, processes, values, and culture is essential to scaling up 
  • How values and culture inform decision-making from process changes to staffing to entering new markets
  • Why leaders need to let go of the “family feel” mindset and build compassionate teams


Learn More About Stephanie Henderson:


Learn More About Heather Smith:


Resources:

]]> No 04: Soft Skills, Hard Results: Why Stuart Oertli Says Culture Drives Financials 4 4 04: Soft Skills, Hard Results: Why Stuart Oertli Says Culture Drives Financials full 875721e6-9568-45b0-af7d-b80860fdd9d3 https://share.transistor.fm/s/62b48dff When companies achieve significant growth, a strong cultural foundation is key to the long-term success and sustainability of that scale.


My guest today, WoundCentrics COO Stuart Oertli, saw culture eroding after significant company growth. As WoundCentrics expanded, they also saw employee turnover rise to over 50%, and that churn was eating into energy and resources, negatively impacting the culture and morale of their teams.


Over the last few years, Stuart has focused on developing a strong company culture that will set the foundation for continued growth. He has found that while culture might seem like a soft skill, it is absolutely connected to and significantly impacts the bottom line.


Today, we’re talking about the systems he has put in place to improve communication throughout the company, gather better-quality feedback, and a surprising process from hospital settings that they’ve adapted across all their teams.


After receiving his undergraduate degree from the University of Texas Medical Branch, Stuart Oertli spent ten years at M.D. Anderson Cancer Center in progressive rehabilitation leadership roles. Upon completing his graduate degree in clinical practice management, he left the Texas Medical Center to experience a variety of acute and post-acute care leadership roles including Director of Rehabilitation at Blessing Hospital in affiliation with the Rehabilitation Institute of Chicago, as a regional manager for HCR ManorCare, in rehabilitation leadership at St. David's HealthCare and as Executive Director of Post-Acute Services for Covenant Health. Stuart joined WoundCentrics in 2015 as Chief Operating Officer, leading expansion into 12 states, more than 100 facilities, and 400 employees, including 65 medical providers.


Listen to the full episode to hear:

  • The direct impacts of cultural problems on finances and operations
  • How the Influencers Council has positively shifted decision-making and communication processes away from a top-down mentality
  • Why turnover rate is a key metric of the success of cultural changes
  • How town halls and specific training for more effective staff meetings have improved internal communications
  • How “hospital rounds” have been adapted for all staff for check-ins, feedback, and recognition
  • The impact on team members of receiving simple but personal thank yous from leadership
  • The biggest trap for implementing cultural changes that a leader can fall into


Learn More About Stuart Oertli:


Learn More About Heather Smith:


Resources:

]]> When companies achieve significant growth, a strong cultural foundation is key to the long-term success and sustainability of that scale.


My guest today, WoundCentrics COO Stuart Oertli, saw culture eroding after significant company growth. As WoundCentrics expanded, they also saw employee turnover rise to over 50%, and that churn was eating into energy and resources, negatively impacting the culture and morale of their teams.


Over the last few years, Stuart has focused on developing a strong company culture that will set the foundation for continued growth. He has found that while culture might seem like a soft skill, it is absolutely connected to and significantly impacts the bottom line.


Today, we’re talking about the systems he has put in place to improve communication throughout the company, gather better-quality feedback, and a surprising process from hospital settings that they’ve adapted across all their teams.


After receiving his undergraduate degree from the University of Texas Medical Branch, Stuart Oertli spent ten years at M.D. Anderson Cancer Center in progressive rehabilitation leadership roles. Upon completing his graduate degree in clinical practice management, he left the Texas Medical Center to experience a variety of acute and post-acute care leadership roles including Director of Rehabilitation at Blessing Hospital in affiliation with the Rehabilitation Institute of Chicago, as a regional manager for HCR ManorCare, in rehabilitation leadership at St. David's HealthCare and as Executive Director of Post-Acute Services for Covenant Health. Stuart joined WoundCentrics in 2015 as Chief Operating Officer, leading expansion into 12 states, more than 100 facilities, and 400 employees, including 65 medical providers.


Listen to the full episode to hear:

  • The direct impacts of cultural problems on finances and operations
  • How the Influencers Council has positively shifted decision-making and communication processes away from a top-down mentality
  • Why turnover rate is a key metric of the success of cultural changes
  • How town halls and specific training for more effective staff meetings have improved internal communications
  • How “hospital rounds” have been adapted for all staff for check-ins, feedback, and recognition
  • The impact on team members of receiving simple but personal thank yous from leadership
  • The biggest trap for implementing cultural changes that a leader can fall into


Learn More About Stuart Oertli:


Learn More About Heather Smith:


Resources:

]]> Thu, 05 Feb 2026 03:00:00 -0500 Heather Smith Heather Smith 2970 When companies achieve significant growth, a strong cultural foundation is key to the long-term success and sustainability of that scale.


My guest today, WoundCentrics COO Stuart Oertli, saw culture eroding after significant company growth. As WoundCentrics expanded, they also saw employee turnover rise to over 50%, and that churn was eating into energy and resources, negatively impacting the culture and morale of their teams.


Over the last few years, Stuart has focused on developing a strong company culture that will set the foundation for continued growth. He has found that while culture might seem like a soft skill, it is absolutely connected to and significantly impacts the bottom line.


Today, we’re talking about the systems he has put in place to improve communication throughout the company, gather better-quality feedback, and a surprising process from hospital settings that they’ve adapted across all their teams.


After receiving his undergraduate degree from the University of Texas Medical Branch, Stuart Oertli spent ten years at M.D. Anderson Cancer Center in progressive rehabilitation leadership roles. Upon completing his graduate degree in clinical practice management, he left the Texas Medical Center to experience a variety of acute and post-acute care leadership roles including Director of Rehabilitation at Blessing Hospital in affiliation with the Rehabilitation Institute of Chicago, as a regional manager for HCR ManorCare, in rehabilitation leadership at St. David's HealthCare and as Executive Director of Post-Acute Services for Covenant Health. Stuart joined WoundCentrics in 2015 as Chief Operating Officer, leading expansion into 12 states, more than 100 facilities, and 400 employees, including 65 medical providers.


Listen to the full episode to hear:

  • The direct impacts of cultural problems on finances and operations
  • How the Influencers Council has positively shifted decision-making and communication processes away from a top-down mentality
  • Why turnover rate is a key metric of the success of cultural changes
  • How town halls and specific training for more effective staff meetings have improved internal communications
  • How “hospital rounds” have been adapted for all staff for check-ins, feedback, and recognition
  • The impact on team members of receiving simple but personal thank yous from leadership
  • The biggest trap for implementing cultural changes that a leader can fall into


Learn More About Stuart Oertli:


Learn More About Heather Smith:


Resources:

]]> No 03: Building Culture That Breathes Life Into Strategy with Kathy Crockett 3 3 03: Building Culture That Breathes Life Into Strategy with Kathy Crockett full 8db1910f-a5c8-40c1-97de-6060f85565fd https://share.transistor.fm/s/fe8c03c5 Many people talk about and recognize the importance of employee culture. But when it comes to identifying and defining what employee culture is, a lot of people struggle.


At Talent Elevated, we define culture as shared attitudes, norms, behaviors, and beliefs. This is a broad definition, but it covers the many ways we bump into each other within organizations.


As my guest today, executive coach Dr. Kathy Crockett shares, the teams she works with will describe issues in relationships or in character or misalignments between people, but don’t necessarily describe those in terms of employee culture.


In our conversation, we’ll talk about why fostering an employee culture that supports strategic goals is vital to success and sustainability, how respect and trust lay the foundation for relationships at work, and how executives can empower their teams to take individual action towards intentional culture.


Dr. Kathy Crockett is an executive coach and partners with organizations in customized strategic planning, employee leadership development, speaking and training. She has served as a university professor in business for over 25 years. She also served as Interim President for an organization that had an unexpected crisis and worked to transition the organization to new leadership. Kathy is chair of the board for the Pure Hope Foundation and an executive board member for Parkridge Medical Clinic and Mission Lazarus.


Listen to the full episode to hear:

  • Why culture is at the core of sustainable results, even through challenging times
  • How intentional culture supports strategic decision-making throughout an organization
  • Why organizations need to be able to document culture as well as performance
  • How executive fatigue and overpacked schedules get in the way of culture building
  • How trust, or lack thereof, impacts leaders and organizations
  • How leaders can facilitate productively considering strategy and culture together


Learn More About Dr. Kathy Crockett:


Learn More About Heather Smith:


Resources:

]]> Many people talk about and recognize the importance of employee culture. But when it comes to identifying and defining what employee culture is, a lot of people struggle.


At Talent Elevated, we define culture as shared attitudes, norms, behaviors, and beliefs. This is a broad definition, but it covers the many ways we bump into each other within organizations.


As my guest today, executive coach Dr. Kathy Crockett shares, the teams she works with will describe issues in relationships or in character or misalignments between people, but don’t necessarily describe those in terms of employee culture.


In our conversation, we’ll talk about why fostering an employee culture that supports strategic goals is vital to success and sustainability, how respect and trust lay the foundation for relationships at work, and how executives can empower their teams to take individual action towards intentional culture.


Dr. Kathy Crockett is an executive coach and partners with organizations in customized strategic planning, employee leadership development, speaking and training. She has served as a university professor in business for over 25 years. She also served as Interim President for an organization that had an unexpected crisis and worked to transition the organization to new leadership. Kathy is chair of the board for the Pure Hope Foundation and an executive board member for Parkridge Medical Clinic and Mission Lazarus.


Listen to the full episode to hear:

  • Why culture is at the core of sustainable results, even through challenging times
  • How intentional culture supports strategic decision-making throughout an organization
  • Why organizations need to be able to document culture as well as performance
  • How executive fatigue and overpacked schedules get in the way of culture building
  • How trust, or lack thereof, impacts leaders and organizations
  • How leaders can facilitate productively considering strategy and culture together


Learn More About Dr. Kathy Crockett:


Learn More About Heather Smith:


Resources:

]]> Thu, 22 Jan 2026 03:00:00 -0500 Heather Smith Heather Smith 3228 Many people talk about and recognize the importance of employee culture. But when it comes to identifying and defining what employee culture is, a lot of people struggle.


At Talent Elevated, we define culture as shared attitudes, norms, behaviors, and beliefs. This is a broad definition, but it covers the many ways we bump into each other within organizations.


As my guest today, executive coach Dr. Kathy Crockett shares, the teams she works with will describe issues in relationships or in character or misalignments between people, but don’t necessarily describe those in terms of employee culture.


In our conversation, we’ll talk about why fostering an employee culture that supports strategic goals is vital to success and sustainability, how respect and trust lay the foundation for relationships at work, and how executives can empower their teams to take individual action towards intentional culture.


Dr. Kathy Crockett is an executive coach and partners with organizations in customized strategic planning, employee leadership development, speaking and training. She has served as a university professor in business for over 25 years. She also served as Interim President for an organization that had an unexpected crisis and worked to transition the organization to new leadership. Kathy is chair of the board for the Pure Hope Foundation and an executive board member for Parkridge Medical Clinic and Mission Lazarus.


Listen to the full episode to hear:

  • Why culture is at the core of sustainable results, even through challenging times
  • How intentional culture supports strategic decision-making throughout an organization
  • Why organizations need to be able to document culture as well as performance
  • How executive fatigue and overpacked schedules get in the way of culture building
  • How trust, or lack thereof, impacts leaders and organizations
  • How leaders can facilitate productively considering strategy and culture together


Learn More About Dr. Kathy Crockett:


Learn More About Heather Smith:


Resources:

]]> No 02: From 50% Turnover to Thriving Teams: One CEO's Honest Look at Culture Transformation with Adam Roberts 2 2 02: From 50% Turnover to Thriving Teams: One CEO's Honest Look at Culture Transformation with Adam Roberts full 6bb61496-e76b-446b-85fa-68025a023e3c https://share.transistor.fm/s/7fc65baf How do we successfully shift workplace cultures away from being driven by toxicity and fear?


Reshaping company culture is never an overnight project. It requires an investment of time and resources and there is always a messy middle that leaders have to persevere through, even when it feels like team members are resisting change.


But the outcomes of committing to culture change are absolutely worth it, as today’s guest, Adam Roberts, President and CEO of Diversus Health, can attest. When Adam started in 2019 as CEO of Diversus, a community mental health care provider based in Colorado Springs, he recognized the impacts of a toxic culture–turnover was near 50%–and that it had to change.


In this conversation, you’ll hear us talk about the very practical upsides of investing in positive culture, navigating the messy middle of behavior change in organizations, and why defining company values is more than a corporate exercise.


Adam Roberts, has been the President and CEO of Diversus Health, a leading community mental health center in El Paso, Park, and Teller Counties since May 2019. Under his leadership, he rapidly shifted the organization to a telehealth model during the COVID-19 pandemic, transformed the organization's culture to be client-centric, and oversaw a comprehensive organizational rebrand from AspenPointe to Diversus Health. Previously, Roberts served as COO of Valley-Wide Health Systems, and as a senior staff member with the Veterans Health Administration health care system. Mr. Roberts is a Colorado native and enjoys spending time with his wife and two children and also enjoys trail running, golfing, wood carving, and competitive axe throwing at logger competitions.


Listen to the full episode to hear:

  • How Adam realized that culture had to be a top priority in order for any strategic plans to succeed
  • How introducing metrics to the clinical process with a solutions-oriented mindset has empowered teams and improved care
  • How committing to their company values has implicitly and explicitly impacted day-to-day operations
  • The challenges of invisible resistance to behavior change when shifting company culture
  • The question leaders need to start with when something isn’t working


Learn More About Adam Roberts:


Learn More About Heather Smith:

]]> How do we successfully shift workplace cultures away from being driven by toxicity and fear?


Reshaping company culture is never an overnight project. It requires an investment of time and resources and there is always a messy middle that leaders have to persevere through, even when it feels like team members are resisting change.


But the outcomes of committing to culture change are absolutely worth it, as today’s guest, Adam Roberts, President and CEO of Diversus Health, can attest. When Adam started in 2019 as CEO of Diversus, a community mental health care provider based in Colorado Springs, he recognized the impacts of a toxic culture–turnover was near 50%–and that it had to change.


In this conversation, you’ll hear us talk about the very practical upsides of investing in positive culture, navigating the messy middle of behavior change in organizations, and why defining company values is more than a corporate exercise.


Adam Roberts, has been the President and CEO of Diversus Health, a leading community mental health center in El Paso, Park, and Teller Counties since May 2019. Under his leadership, he rapidly shifted the organization to a telehealth model during the COVID-19 pandemic, transformed the organization's culture to be client-centric, and oversaw a comprehensive organizational rebrand from AspenPointe to Diversus Health. Previously, Roberts served as COO of Valley-Wide Health Systems, and as a senior staff member with the Veterans Health Administration health care system. Mr. Roberts is a Colorado native and enjoys spending time with his wife and two children and also enjoys trail running, golfing, wood carving, and competitive axe throwing at logger competitions.


Listen to the full episode to hear:

  • How Adam realized that culture had to be a top priority in order for any strategic plans to succeed
  • How introducing metrics to the clinical process with a solutions-oriented mindset has empowered teams and improved care
  • How committing to their company values has implicitly and explicitly impacted day-to-day operations
  • The challenges of invisible resistance to behavior change when shifting company culture
  • The question leaders need to start with when something isn’t working


Learn More About Adam Roberts:


Learn More About Heather Smith:

]]> Thu, 08 Jan 2026 03:05:00 -0500 Heather Smith Heather Smith 2964 How do we successfully shift workplace cultures away from being driven by toxicity and fear?


Reshaping company culture is never an overnight project. It requires an investment of time and resources and there is always a messy middle that leaders have to persevere through, even when it feels like team members are resisting change.


But the outcomes of committing to culture change are absolutely worth it, as today’s guest, Adam Roberts, President and CEO of Diversus Health, can attest. When Adam started in 2019 as CEO of Diversus, a community mental health care provider based in Colorado Springs, he recognized the impacts of a toxic culture–turnover was near 50%–and that it had to change.


In this conversation, you’ll hear us talk about the very practical upsides of investing in positive culture, navigating the messy middle of behavior change in organizations, and why defining company values is more than a corporate exercise.


Adam Roberts, has been the President and CEO of Diversus Health, a leading community mental health center in El Paso, Park, and Teller Counties since May 2019. Under his leadership, he rapidly shifted the organization to a telehealth model during the COVID-19 pandemic, transformed the organization's culture to be client-centric, and oversaw a comprehensive organizational rebrand from AspenPointe to Diversus Health. Previously, Roberts served as COO of Valley-Wide Health Systems, and as a senior staff member with the Veterans Health Administration health care system. Mr. Roberts is a Colorado native and enjoys spending time with his wife and two children and also enjoys trail running, golfing, wood carving, and competitive axe throwing at logger competitions.


Listen to the full episode to hear:

  • How Adam realized that culture had to be a top priority in order for any strategic plans to succeed
  • How introducing metrics to the clinical process with a solutions-oriented mindset has empowered teams and improved care
  • How committing to their company values has implicitly and explicitly impacted day-to-day operations
  • The challenges of invisible resistance to behavior change when shifting company culture
  • The question leaders need to start with when something isn’t working


Learn More About Adam Roberts:


Learn More About Heather Smith:

]]> No 01. Culture as a Competitive Advantage: How to Build Culture from Day One with Stephanie Smith 1 1 01. Culture as a Competitive Advantage: How to Build Culture from Day One with Stephanie Smith full ddc3c350-8fc6-412f-b03a-f5821d035c2c https://share.transistor.fm/s/f86166c2 Most often, clients come to Talent Elevated when they haven’t been paying attention to their culture and have reached the point of needing a total overhaul.

So when founders come to us with an eye on proactively developing their company culture from the ground up, it’s an ideal scenario.

For my guest today, building culture into the roots of the company has yielded tremendous success in employee retention and satisfaction, even through the struggles of COVID and shifting to a remote workforce.

Stephanie Smith is the co-founder and former COO of Eolian, an energy investment and infrastructure company, who also happens to be my sister. In our conversation, she shares why she knew culture had to be a priority from the beginning; how Eolian took the leap and built a connected, collaborative remote workplace; and their unique approach to employee management and feedback.

Stephanie is a Senior Advisor to American Clean Power while she takes a career break to travel and recharge.  She is the co-founder and former Chief Operating Officer of Eolian, an innovative energy investor and energy storage company.  Prior to Eolian, she was an executive coach and the founder of Smith Strategic, as well as the COO of two other energy companies, Greencastle, and Sol Systems.

Outside of the office, Ms. Smith loves to sail, travel, host dinner parties, and mentor women in the energy sector.  She also serves on the board of Real Options for City Kids

Listen to the full episode to hear:

  • Why prioritizing culture can be challenging for startups to mid-size companies, and why it’s as vital as your revenue plan
  • The key factors that drove Eolian’s commitment to a remote workforce, and how they’ve structured a culture that supports collaboration and connection even with distance
  • Why culture has to be an ongoing, dynamic project 
  • How Eolian implemented conversation days to generate valuable, honest feedback between employees and management
  • Why making people feel seen and that their work matters is a key piece of sustaining a supportive culture  


Learn More About Stephanie Smith:


Learn More About Heather Smith:


Resources:

]]> Most often, clients come to Talent Elevated when they haven’t been paying attention to their culture and have reached the point of needing a total overhaul.

So when founders come to us with an eye on proactively developing their company culture from the ground up, it’s an ideal scenario.

For my guest today, building culture into the roots of the company has yielded tremendous success in employee retention and satisfaction, even through the struggles of COVID and shifting to a remote workforce.

Stephanie Smith is the co-founder and former COO of Eolian, an energy investment and infrastructure company, who also happens to be my sister. In our conversation, she shares why she knew culture had to be a priority from the beginning; how Eolian took the leap and built a connected, collaborative remote workplace; and their unique approach to employee management and feedback.

Stephanie is a Senior Advisor to American Clean Power while she takes a career break to travel and recharge.  She is the co-founder and former Chief Operating Officer of Eolian, an innovative energy investor and energy storage company.  Prior to Eolian, she was an executive coach and the founder of Smith Strategic, as well as the COO of two other energy companies, Greencastle, and Sol Systems.

Outside of the office, Ms. Smith loves to sail, travel, host dinner parties, and mentor women in the energy sector.  She also serves on the board of Real Options for City Kids

Listen to the full episode to hear:

  • Why prioritizing culture can be challenging for startups to mid-size companies, and why it’s as vital as your revenue plan
  • The key factors that drove Eolian’s commitment to a remote workforce, and how they’ve structured a culture that supports collaboration and connection even with distance
  • Why culture has to be an ongoing, dynamic project 
  • How Eolian implemented conversation days to generate valuable, honest feedback between employees and management
  • Why making people feel seen and that their work matters is a key piece of sustaining a supportive culture  


Learn More About Stephanie Smith:


Learn More About Heather Smith:


Resources:

]]> Thu, 08 Jan 2026 03:00:00 -0500 Heather Smith Heather Smith 2995 Most often, clients come to Talent Elevated when they haven’t been paying attention to their culture and have reached the point of needing a total overhaul.

So when founders come to us with an eye on proactively developing their company culture from the ground up, it’s an ideal scenario.

For my guest today, building culture into the roots of the company has yielded tremendous success in employee retention and satisfaction, even through the struggles of COVID and shifting to a remote workforce.

Stephanie Smith is the co-founder and former COO of Eolian, an energy investment and infrastructure company, who also happens to be my sister. In our conversation, she shares why she knew culture had to be a priority from the beginning; how Eolian took the leap and built a connected, collaborative remote workplace; and their unique approach to employee management and feedback.

Stephanie is a Senior Advisor to American Clean Power while she takes a career break to travel and recharge.  She is the co-founder and former Chief Operating Officer of Eolian, an innovative energy investor and energy storage company.  Prior to Eolian, she was an executive coach and the founder of Smith Strategic, as well as the COO of two other energy companies, Greencastle, and Sol Systems.

Outside of the office, Ms. Smith loves to sail, travel, host dinner parties, and mentor women in the energy sector.  She also serves on the board of Real Options for City Kids

Listen to the full episode to hear:

  • Why prioritizing culture can be challenging for startups to mid-size companies, and why it’s as vital as your revenue plan
  • The key factors that drove Eolian’s commitment to a remote workforce, and how they’ve structured a culture that supports collaboration and connection even with distance
  • Why culture has to be an ongoing, dynamic project 
  • How Eolian implemented conversation days to generate valuable, honest feedback between employees and management
  • Why making people feel seen and that their work matters is a key piece of sustaining a supportive culture  


Learn More About Stephanie Smith:


Learn More About Heather Smith:


Resources:

]]> No Introducing Culture By Design Introducing Culture By Design trailer 386db563-3d67-495d-8f76-dd368769a6af https://share.transistor.fm/s/0f44ac37 At too many companies, employee culture just sort of happens—shaped by haphazard norms and one-off events that don't create lasting impact. But culture is too important to be left to chance.

Culture By Design is the podcast that makes employee culture a competitive advantage. As CEO of Talent Elevated, host Heather Smith helps leaders at small and mid-sized companies design intentional cultures that accelerate growth while enabling employees to thrive.

In this podcast, you'll learn why great company culture develops by design, not by accident, and how intentional culture becomes a strategic advantage in today's market.

Each episode features conversations with CEOs, leaders, and experts about practical strategies and real-world applications for proactively building culture—whether you're just beginning or need a complete overhaul.

Your business and your people deserve culture by design. 

Subscribe now and turn intentional employee culture into a leverage point for innovation, adaptation, and growth.


]]> At too many companies, employee culture just sort of happens—shaped by haphazard norms and one-off events that don't create lasting impact. But culture is too important to be left to chance.

Culture By Design is the podcast that makes employee culture a competitive advantage. As CEO of Talent Elevated, host Heather Smith helps leaders at small and mid-sized companies design intentional cultures that accelerate growth while enabling employees to thrive.

In this podcast, you'll learn why great company culture develops by design, not by accident, and how intentional culture becomes a strategic advantage in today's market.

Each episode features conversations with CEOs, leaders, and experts about practical strategies and real-world applications for proactively building culture—whether you're just beginning or need a complete overhaul.

Your business and your people deserve culture by design. 

Subscribe now and turn intentional employee culture into a leverage point for innovation, adaptation, and growth.


]]> Wed, 26 Nov 2025 10:08:17 -0500 Heather Smith Heather Smith 169 At too many companies, employee culture just sort of happens—shaped by haphazard norms and one-off events that don't create lasting impact. But culture is too important to be left to chance.

Culture By Design is the podcast that makes employee culture a competitive advantage. As CEO of Talent Elevated, host Heather Smith helps leaders at small and mid-sized companies design intentional cultures that accelerate growth while enabling employees to thrive.

In this podcast, you'll learn why great company culture develops by design, not by accident, and how intentional culture becomes a strategic advantage in today's market.

Each episode features conversations with CEOs, leaders, and experts about practical strategies and real-world applications for proactively building culture—whether you're just beginning or need a complete overhaul.

Your business and your people deserve culture by design. 

Subscribe now and turn intentional employee culture into a leverage point for innovation, adaptation, and growth.


]]> No