Brett Hoogeveen | Elevating Workplace Culture: Building Thriving Teams with the 20 Tenets
Welcome to an engaging episode of The Last 10%! Today, host Dallas Burnett is joined by Brett Hogeveen, co-founder of Better Culture, to discuss the importance of workplace culture and his innovative 20 tenets for building thriving teams. Brett shares his journey from working in a top-ranked company to creating tools for improving corporate culture from the ground up. The conversation dives into key attitudes and behaviors for employees, the role of leaders in maintaining a positive work environment, and actionable strategies for fostering an upbeat, collaborative culture. Don't miss this insightful discussion on unlocking the last 10% of your organizational culture.
Brett also offers listeners a free resource to kickstart cultural improvements in their organizations and highlights the valuable lessons learned from his father's emphasis on positive workplace environments at: www.betterculture.com/last10.
Transcript
dallas-burnett_35_05-07-2025_102841: Hey everybody.
Speaker:We've got a great guest today.
Speaker:His name is Brett Hoge.
Speaker:He's an inspiring visionary who's transforming workplaces as the
Speaker:co-founder of better Culture, from his roots in a five time number one,
Speaker:best place to work to creating the game, changing 20 tenets of culture.
Speaker:Brett has got some stories that'll spark your passion for building,
Speaker:uplifting, thriving teams.
Speaker:You don't want to miss.
Speaker:This incredible conversation.
Speaker:Welcome to the last 10%.
Speaker:Your host, Dallas Burnett, dives into incredible conversations
Speaker:that will inspire you to finish well and finish strong and strong.
Speaker:Listen, as guests share their journeys in valuable advice on living in the last 10%.
Speaker:If you are a leader, a coach.
Speaker:A business owner or someone looking to level up, you are in the right place.
Speaker:Remember, you can give 90% effort and make it a long way, but it's finding
Speaker:out how to unlock the last 10%.
Speaker:That makes all the difference in your life, your relationships, and your work.
Speaker:Now here's Dallas.
Speaker:Welcome, welcome, welcome.
Speaker:I am Dallas Burnett, sitting in my 1905 Koch Brothers barber chair.
Speaker:In Thrive Studios, but more importantly today, we have a great guest.
Speaker:He's the co-founder of Better Culture.
Speaker:He's a true champion of healthy, joyful workplace cultures, which, you know,
Speaker:we all want that here at the last 10%.
Speaker:And was it innovative?
Speaker:20 tenets of culture program.
Speaker:Brett's helping organizations empower employees and strengthen
Speaker:teams and create workplaces that.
Speaker:Feel your bucket.
Speaker:So I know that you guys are excited about this incredible conversation.
Speaker:Welcome to the show, Brett.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Hey, excited to be here.
Speaker:Thank you.
Speaker:dallas-burnett_35_05-07-2025_102841: ha.
Speaker:it's always fun to, to talk to someone that, that understands and shares the
Speaker:same values and really gets it and you do with the culture and what your
Speaker:approach is to culture and shaping culture and organizations and your experience
Speaker:about creating great places to work.
Speaker:So let's start by just sharing with the listeners, like how does one go?
Speaker:to become a culture champion and start seeing how much culture matters.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it just starts with, I'm wearing
Speaker:the t-shirt for a reason here that says Culture matters, right?
Speaker:it starts with understanding that
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Culture matters not just to business,
Speaker:but it matters to quality of life.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: for, quality of life, for employees,
Speaker:for managers, for spouses and
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and it matters for business performance.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: one of the things that I'm excited
Speaker:about coming on your podcast for is I love this concept of the last 10%,
Speaker:dallas-burnett_35_05-07-2025_102841: Mm
Speaker:brett-hoogeveen_1_05-07-2025_092839: often feel like when people don't.
Speaker:Most people don't understand how much value there really is.
Speaker:They say the word culture, but they don't really understand
Speaker:dallas-burnett_35_05-07-2025_102841: mm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it adds real value both to
Speaker:business and quality of life.
Speaker:And I think catching understanding that is how you start to
Speaker:become a culture champion,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah, I think so.
Speaker:I mean, tell us, tell us a little bit about your background and your career
Speaker:and, how you got to where you're today.
Speaker:brett-hoogeveen_1_05-07-2025_092839: shout out to my father, Dr. Kim Hoge.
Speaker:he started a company in the Omaha, Nebraska area.
Speaker:I'm from Omaha, and that organization, it was called QLI, it's a very
Speaker:specialized healthcare company.
Speaker:But year after year after year, they became, voted the number one best
Speaker:place to work in the entire city.
Speaker:dallas-burnett_35_05-07-2025_102841: Wow.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and during that time, I was in middle school,
Speaker:high school, went off to college, et cetera, and did not have an appreciation
Speaker:for really why that mattered so much until I graduated with an engineering degree,
Speaker:went off to get a job, and I realized, oh.
Speaker:The world of the real world of work is nothing like what I heard my father
Speaker:talking about for 20 years over, over the dinner table, you know, as a CEO that
Speaker:put culture as the number one priority in his business every single day.
Speaker:dallas-burnett_35_05-07-2025_102841: Wow.
Speaker:brett-hoogeveen_1_05-07-2025_092839: thought that's what every CEO
Speaker:did, what every company was like.
Speaker:I found out, holy cow, there's a big gap between what I thought was, you know, what
Speaker:work was and what mattered in companies versus what I saw in the real world.
Speaker:and I said, holy cow, we gotta close that gap.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah, no, that's, that's really good.
Speaker:I mean, I can't imagine, walking into your first engineering team meeting and going,
Speaker:wait a minute, this doesn't feel exactly like what I, what I thought it would.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and I think so many.
Speaker:Unfortunately, so many leaders inside of companies, they haven't worked
Speaker:in, in, let's just say a world class.
Speaker:Okay, that's a high level,
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: worked in a world class company
Speaker:and culture, you just don't even know what you're missing.
Speaker:You just think, oh yeah, we show up, we do work.
Speaker:We, you know, if, if someone's not meeting expectations, we yell at 'em
Speaker:a little bit and you know, we don't.
Speaker:Get to know each other and we don't.
Speaker:This isn't fun.
Speaker:This is work.
Speaker:come in and do your job and what a terrible way to spend,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: 40% of your life, in my opinion.
Speaker:dallas-burnett_35_05-07-2025_102841: I think that's a really good thing
Speaker:to say because again, if you haven't experienced what it feels like to be
Speaker:a part and be inside of a world class.
Speaker:Company culture, then really you don't even know what to compare it to.
Speaker:and you had that experience with your dad and seeing what it was like to lead
Speaker:a team that was, best in class, right?
Speaker:World class in terms of creating culture.
Speaker:But some people they get up and that, and if you had not had that experience and
Speaker:you came and you grew up and your parents were working somewhere, they were, and
Speaker:they were not happy with their culture and it was just like the way it is what
Speaker:you get up and you grumble when you go to work and you're glad to come home and you.
Speaker:You max out your vacations and you try to get off as much, as much as you can and
Speaker:you're like, you know, 'cause that's work.
Speaker:and so if that's the, if that's the mindset that you had grown up in,
Speaker:then when you went to that first job or second or third with engineering
Speaker:or whatever, you wouldn't even know that you were missing anything.
Speaker:'cause you were like, yeah, it stinks and Well, you know,
Speaker:it's 'cause it always does.
Speaker:'cause my parents said it did.
Speaker:On the flip side, you had that.
Speaker:I think, I think that's really great.
Speaker:Well, you've, you've made a comment about growing culture from the bottom up.
Speaker:I'm curious to see and hear your opinion on that because, obviously
Speaker:I agree with that a hundred percent.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Yeah.
Speaker:I wanna talk about that.
Speaker:if you don't mind, I wanna mention, you said parents,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: grow up and they learn from their parents
Speaker:or from their support systems that like work is almost like a necessary evil
Speaker:dallas-burnett_35_05-07-2025_102841: Yes,
Speaker:brett-hoogeveen_1_05-07-2025_092839: are inherently bad.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: to give you the perspective from one person.
Speaker:Who grew up being taught exactly the opposite.
Speaker:I mean, every single day of my life, my father would say, he would say,
Speaker:what you wanna do in your life and who you wanna associate with is
Speaker:people who say, thank God it's Monday.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:Yeah.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: the opposite of the narrative.
Speaker:And because when he was building a company, he was building a culture.
Speaker:That's what he preached.
Speaker:Like we, we want people that are excited to be here every single day.
Speaker:And there, there is a subset of people that feel that way, right?
Speaker:And
Speaker:dallas-burnett_35_05-07-2025_102841: A hundred percent.
Speaker:brett-hoogeveen_1_05-07-2025_092839: have a great culture, talk that language, look
Speaker:for those people, and help everybody else realize you don't have to hate your job.
Speaker:Like there's a totally different way to go about
Speaker:dallas-burnett_35_05-07-2025_102841: I love how you said that he preached
Speaker:that every day because that is so true and I think that if you're listening
Speaker:to this, don't miss that point.
Speaker:that the great world-class cultures don't happen on accident and
Speaker:you've got somebody at, somebody in leadership is doing exactly what you
Speaker:just said and that is preaching it.
Speaker:Every single day, because we're always needing that reminder.
Speaker:We're always needing that shape and perspective, and we're battling
Speaker:for those beliefs in ways that really shape how people think.
Speaker:and you have to, I share this example all the time.
Speaker:Ford Truck doesn't tell every 16-year-old, boy that they need to buy a pickup truck.
Speaker:And then they tell 'em when they're 16 and they never.
Speaker:See 'em again, No, they tell you every time you turn on a
Speaker:television that you gotta go buy a Ford truck or buy a Ford truck.
Speaker:So it's this shaping of your perspective.
Speaker:I think that's so critical.
Speaker:I also think that.
Speaker:it's so important too because when you talk about people loving their
Speaker:work, I mean, we believe, and when we preach this as well, and that is,
Speaker:is that we're created for a purpose.
Speaker:And if you're finding and living in that purpose and you're delivering value,
Speaker:you're gonna be so much more enthusiastic when you come to work because you feel
Speaker:like you have value, you're contributing to something that has value, and
Speaker:that is leaving a mark on the world.
Speaker:And you're doing it in a corporate team environment.
Speaker:That's fun, man.
Speaker:that should get everybody excited, you know?
Speaker:Should get everybody excited.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it should.
Speaker:sorry, I just wanted to take a call back with you right there because
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: wanna miss that.
Speaker:Right.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that it's people's perception of what work
Speaker:is that is where your culture starts.
Speaker:dallas-burnett_35_05-07-2025_102841: And, you've gotta overcome.
Speaker:It's like what you were saying, people, there are a lot of people that don't
Speaker:have that perspective because they may have not been given that idea,
Speaker:they've not been sold that vision.
Speaker:And they may have got, they may have grown up in a household where their
Speaker:mom and dad didn't like going to work.
Speaker:And so as a leader, it's not saying that.
Speaker:if they don't walk in the door and they have that understanding that
Speaker:you're like, you're outta here.
Speaker:No, it's saying we are taking that responsibility on as a leader to project
Speaker:and to infuse and everything else.
Speaker:We're gonna shape it.
Speaker:And so that's our goal.
Speaker:So I love that.
Speaker:Let's talk about that from the bottom up.
Speaker:So how do we start building and growing our company culture?
Speaker:Bottom up.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Yeah, this is the most exciting
Speaker:thing in my world here the last couple years for a decade plus.
Speaker:We've been working thinking top down in organizations.
Speaker:when a, when an organization, whether that's at a, the C-suite or the manager
Speaker:of a team, when they say, Hey, look, I know culture matters and I want to make
Speaker:improvement there, for the last decade.
Speaker:perspective has been great.
Speaker:Let's talk about what leaders need to do to make that happen, right?
Speaker:and we teach a whole curriculum.
Speaker:We have a lot of great philosophy around that.
Speaker:a few years back, probably three years ago, even with our best clients that
Speaker:we had our deepest engagement with 85, 90% of their employees, like we just
Speaker:never had a chance to make an impact on or to communicate directly with.
Speaker:We'd work with leaders and say, Hey, it's your job to now build this culture.
Speaker:we started asking the question well.
Speaker:What would it look like think about how you could help an organization
Speaker:build a healthier team and healthier culture from the bottom
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: the every employee perspective.
Speaker:Take the onus a bit off of leadership and say, how could people lead from
Speaker:any seat in the organization to create healthier teams and cultures
Speaker:dallas-burnett_35_05-07-2025_102841: I love that.
Speaker:I love that.
Speaker:brett-hoogeveen_1_05-07-2025_092839: That led to a bigger project than we expected.
Speaker:we spent probably six months, looking at best practices, research, investigating
Speaker:our best clients, trying to figure out, what is it that a superstar employee does
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: organization across the board.
Speaker:if an employee comes up, and I'm not talking technical expertise, but attitude,
Speaker:behavior, all those types of things.
Speaker:What is sort of the description of a universal star employee across industries
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: As we got closer and closer to
Speaker:figuring that out, spoiler, we ended up with 20 attitudes and
Speaker:behaviors that we call our 20 tenets.
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: When we're looking at the
Speaker:research we were finding, oh yeah.
Speaker:Like it's almost like a universal set of core values that, that
Speaker:across organizations, everybody would say, these are great things.
Speaker:What we didn't expect is that before we finalize that list, we found corresponding
Speaker:research that says if people will learn these 20 attitudes and behaviors.
Speaker:Okay.
Speaker:Which I'll share some of in a minute,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: They will be more happy and
Speaker:more successful personally.
Speaker:So forget company culture.
Speaker:Forget team health.
Speaker:We did not expect that there would be such a correlation between these
Speaker:behaviors that contribute to great, healthy, bottom up cultures and
Speaker:personal success and happiness in life.
Speaker:And
Speaker:dallas-burnett_35_05-07-2025_102841: A hundred percent.
Speaker:brett-hoogeveen_1_05-07-2025_092839: was this correlation, we said,
Speaker:okay, all 20, whatever number it comes out to be, ended up 20.
Speaker:We have to be able to say, if employees will lean into these behaviors,
Speaker:not only is it good for teams and cultures, but it's good for them.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: what has gotten me so jazzed up and excited
Speaker:about these 20 tenets that we created.
Speaker:dallas-burnett_35_05-07-2025_102841: I think that's so true.
Speaker:And you hear people say all the time, I was talking to a manager,
Speaker:a years ago and he was telling me, he was like, I don't care.
Speaker:You know what you did last night or at home.
Speaker:I don't care if your kid is sick.
Speaker:I don't care nothing.
Speaker:He said, I don't care if you're having you come into work and
Speaker:I want you to be like this.
Speaker:That's how I want you to be.
Speaker:And when you go home, you can be however you want.
Speaker:And I just was like, oh, I was just shaking my hands.
Speaker:Oh God.
Speaker:Because it's this idea of you're one person at home and
Speaker:you're one person at work.
Speaker:and I agree.
Speaker:I understand that there's pressures and challenges in both arenas.
Speaker:And I'm not saying that you're exactly the same, but I am saying that there is
Speaker:a level of integration that goes there.
Speaker:You are the same person if you're struggling at home, if you and your
Speaker:spouse are having issues, or your kid is sick, with a. chronic illness
Speaker:or something, there's no way that does not affect your performance.
Speaker:And if you're like, beat down at work or if you've got some kind of issue
Speaker:going at work and there's some massive stress going at work, there's no way
Speaker:that you're not taking that home.
Speaker:And so this integration of the two, I think that you bring your whole self
Speaker:to your work and you bring your whole self home, and we've gotta figure
Speaker:out a way that whole self is healthy.
Speaker:and thriving and living in that last 10%.
Speaker:So I love that.
Speaker:I love that idea.
Speaker:And the 20 tenants sound like really great.
Speaker:So let's talk about a couple of those.
Speaker:I wanna specifically, because I like having fun, right?
Speaker:Like this is good.
Speaker:And a lot of companies they don't know, I. They don't know
Speaker:that they're not having fun.
Speaker:they're in a grind and they think it's normal.
Speaker:You're an engineer.
Speaker:I'm a chemist.
Speaker:We know this.
Speaker:You go in the room, you're like,
Speaker:brett-hoogeveen_1_05-07-2025_092839: well
Speaker:dallas-burnett_35_05-07-2025_102841: my gosh, is this a morgue
Speaker:or is this a business?
Speaker:what are we doing here?
Speaker:And so I. if we're having a good time and we're enjoying our work, it's
Speaker:gonna be something that comes out.
Speaker:It's gonna just become something that comes out.
Speaker:So you've said in uplifting work culture is really critical and
Speaker:you know who doesn't wanna work?
Speaker:who wants to work somewhere that doesn't fill your bucket and you've got a couple
Speaker:of tenants like upbeat and saying thanks.
Speaker:how would you talk about the importance of that idea in filling your bucket at work?
Speaker:brett-hoogeveen_1_05-07-2025_092839: Well, so you mentioned upbeat,
Speaker:you mentioned, saying thanks.
Speaker:the 20th one.
Speaker:And it does, it's not a tag, we don't mean it as a throw on, but our last
Speaker:one is called Laughing matter too,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: at work.
Speaker:Right.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: being upbeat in general, I have come just
Speaker:personally to value this trait in people.
Speaker:the further I go in life and the more people that I meet.
Speaker:I don't wanna spend time with somebody that's in a bad mood.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so take this outside of work, right?
Speaker:Let's
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: about your personal life.
Speaker:Why the heck would I wanna spend my time
Speaker:gripe and complain?
Speaker:I have no interest in that.
Speaker:dallas-burnett_35_05-07-2025_102841: No.
Speaker:brett-hoogeveen_1_05-07-2025_092839: up call for people, right?
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: if you think that
Speaker:complaining is conversation.
Speaker:not to me.
Speaker:It's not right.
Speaker:And so, uh, I just have no interest in that.
Speaker:It's just a drain on my time and resources.
Speaker:I'm just sitting there trying to say, can I help you?
Speaker:Would you like me to solve these problems?
Speaker:Oh, you don't want any helpful advice?
Speaker:Okay, great.
Speaker:Go talk to somebody else.
Speaker:Right?
Speaker:And that's just in your personal life and relationships.
Speaker:It's draining to be a glass, half empty kind of person
Speaker:versus a glass half full person.
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: It's good for you to be more upbeat because
Speaker:it becomes a self-fulfilling prophecy when you say, I mean, I'm not big into
Speaker:manifesting and things like that's
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:Yeah, yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: exactly,
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: do think what you talk about,
Speaker:what you notice, it becomes reality and affects your mood.
Speaker:It affects, you
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: overall quality of life.
Speaker:I think when people aren't getting coaching to be a little bit more upbeat,
Speaker:to smile a little more often, to have
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: don't take yourself so seriously.
Speaker:people in.
Speaker:All across the world.
Speaker:But in, in North America, there's a lot of data that shows people are
Speaker:more stressed than they've ever been.
Speaker:people have more anxiety, more
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: et cetera.
Speaker:There's all kinds of complicated reasons for that.
Speaker:But if you can get at just generally being more upbeat,
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it's right on the nose of
Speaker:improvements in quality of life if you're genuinely more upbeat.
Speaker:And I think we should be talking to people about that in the workplace.
Speaker:Like your mood affects everybody else.
Speaker:Your vibe affects the tribe, right.
Speaker:dallas-burnett_35_05-07-2025_102841: yeah, the vibe affects the tribe.
Speaker:I like that.
Speaker:I like that.
Speaker:I'm writing that down.
Speaker:It's good the.
Speaker:brett-hoogeveen_1_05-07-2025_092839: show up and be a little more upbeat.
Speaker:And, the clients that I've worked with that have the healthiest cultures,
Speaker:like I have one client, they have three core values, one of them is positive.
Speaker:I. They mean it.
Speaker:if you don't show up and you're not positive, they coach you about it.
Speaker:give you some grace.
Speaker:they'll try to, to help you move along.
Speaker:But ultimately, if you're like IOR showing up to work and you're just, you know,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: oh, woe is me all the time.
Speaker:They're gonna say, look,
Speaker:dallas-burnett_35_05-07-2025_102841: You don't fit here.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: you here.
Speaker:You know, like we want people who are positive, and be real.
Speaker:if you're having a rough day, great, no
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: But every day can't be a rough day,
Speaker:dallas-burnett_35_05-07-2025_102841: exactly.
Speaker:I like that.
Speaker:I like the vibe.
Speaker:Affects the tribe.
Speaker:I like that.
Speaker:I like that saying a lot.
Speaker:Tell me, have you seen, speaking of this kind of upbeat and having
Speaker:fun, with the companies and examples that you've got, do you have.
Speaker:Some specific examples and it might be so specific because it's in a certain
Speaker:company or a certain office or whatever, but you have some specific ideas of
Speaker:some things that you've seen companies do that help them have a good time,
Speaker:that has really worked well for them.
Speaker:brett-hoogeveen_1_05-07-2025_092839: You know, I'm a big believer
Speaker:in like decentralizing fun,
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: don't, it depends on the
Speaker:size of the company, right?
Speaker:If you're an entrepreneur, entrepreneurial startup or whatever, like I guess the big.
Speaker:Point for me is I'm not great at planning a party
Speaker:dallas-burnett_35_05-07-2025_102841: Right, right.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: And so you can think of that every day being
Speaker:fun or a quarterly offsite or whatever.
Speaker:I just know that's not my strength.
Speaker:And
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: what I will do as a leader or as a manager,
Speaker:is I will specifically tell my fun people
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Please do that.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: the fun.
Speaker:Please make every team meeting more enjoyable.
Speaker:Please, find something entertaining for us to do at our offsite, you know, et cetera.
Speaker:What you will find is in any good sized team, there are there,
Speaker:there's a few people that are just naturally enjoyable, entertaining.
Speaker:People gravitate toward them.
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: ask those people in a normal work setting,
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: tell a joke, when they have
Speaker:some fun, they say, do you think your company appreciates that?
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: those folks will go, ah, I don't think so.
Speaker:I think my boss thinks it's a distraction.
Speaker:I think my company thinks, if you're, if somebody's laughing,
Speaker:then we're not working.
Speaker:those kinds of things.
Speaker:And so as a manager or as a business owner, unless you explicitly say, I. we
Speaker:value fun and we value our fun people, and we even ask them to try to make, every
Speaker:day just a little bit more enjoyable.
Speaker:They will tend to think they're not supposed to do that.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and that's a travesty, honestly.
Speaker:dallas-burnett_35_05-07-2025_102841: I think that's great.
Speaker:I got, there's so many things that come off of that when you say that
Speaker:because I, I agree that you need to find your fun people and give them the
Speaker:freedom to be fun and have fun, and then infuse that fun in other places.
Speaker:Because if they're naturally fun, but they feel like that, just like what
Speaker:you said, they feel like they're look down on for having fun, then that
Speaker:is not gonna be contagious because they're gonna always be restrained.
Speaker:So what you're saying is, I think the two things that I'm taking away is number one.
Speaker:Delegate.
Speaker:don't be afraid to delegate.
Speaker:And by the way, if you wanna book on that, there's a new book
Speaker:out called Caveman Delegation.
Speaker:It just released in March, and it's by yours truly.
Speaker:So, uh, delegate the fun to someone who is fun.
Speaker:And number two, give them the freedom to do that, in a way that can be contagious.
Speaker:You wanna unlock the contagion?
Speaker:let it out.
Speaker:Let it out.
Speaker:I think I've got a couple examples I'll share, and I'm gonna totally
Speaker:steal this from a, a friend of mine who gave me this example.
Speaker:Actually, I think he was a part of both of these.
Speaker:His, I'm not even gonna say his name, but his initials are kb. So KB man, if
Speaker:you're listening, appreciate this content.
Speaker:But when he was working at a technical service organization, they were going
Speaker:out in the field and they were doing this real technical task and they were
Speaker:taking these measurements in these rooms.
Speaker:And what him and his, his, team members would do is they created something
Speaker:that was, like essentially a golf game.
Speaker:Like if you could take this measurement and you did it the
Speaker:first time, that was like a birdie.
Speaker:If you had to take it twice before you made the adjustment and got it right.
Speaker:It's par if you did it three times as a buggy.
Speaker:the better the score, the faster you were moving, but you had to get it right.
Speaker:So they set up this whole game.
Speaker:Now this was not company sanction, they're just going out there and
Speaker:every day it's for bragging rights of who's doing this, activity.
Speaker:And, and they did it in their job just having a game.
Speaker:They were just making it fun.
Speaker:And it was just technical.
Speaker:Kind of could be seen as monotonous and they turned it into something.
Speaker:they're, laughing and, whatever, but they're doing it in a way
Speaker:that's actually making them.
Speaker:They were one of the most productive teams out there.
Speaker:And so the other thing I think is,
Speaker:brett-hoogeveen_1_05-07-2025_092839: are.
Speaker:I
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: I can't cite a very, a specific study
Speaker:off the top of my head, but I will tell you that there is this misconception
Speaker:that, if we're laughing and having a good time, we must not be working.
Speaker:I. That is absolutely incorrect.
Speaker:The
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that are having the most fun, that
Speaker:are laughing, that you know that who are really enjoying each other's time
Speaker:are often the most productive teams.
Speaker:There is an absolute correlation between enjoyment, laughter,
Speaker:fun, and productivity.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: is not the other way around.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah, well, I mean, you look at any
Speaker:sports team out there, either football or basketball, and you got one team
Speaker:that's, high fiving and slapping each other on the back and they're putting
Speaker:their hands up, making shots or scoring touchdowns and they're having a good time.
Speaker:Or you look at the other team and they're all tense and they're like
Speaker:trying, they're all just, yeah, it's like it's night and day difference and
Speaker:who's gonna score and win the most, the people that are most having the most
Speaker:fun that are in the flow, you know?
Speaker:'cause you can just kinda get in the flow and you can perform at
Speaker:that level when you're having fun.
Speaker:I think another thing that he did.
Speaker:there was a Christmas party and it was just like, you know, we're gonna,
Speaker:we're gonna do, it was a Christmas party and it was just like, we're
Speaker:gonna work in the background and we're gonna give a couple awards.
Speaker:And it was like, that was it,
Speaker:brett-hoogeveen_1_05-07-2025_092839: Mm-hmm.
Speaker:dallas-burnett_35_05-07-2025_102841: and it's fine.
Speaker:Look, had the dinner, got the award been done, it was fine.
Speaker:How.
Speaker:Ever, Mr. Fun, Mr. Kb comes up and is Hey, I got this idea.
Speaker:And it's what?
Speaker:He's I think we should do the 12 days of Christmas.
Speaker:We'll steal the microphone from the band.
Speaker:We'll get like 12 of us.
Speaker:We'll rewrite it and we'll write each one Punking, somebody in our
Speaker:team like just, you know, It's just fun, you know, fun gesture.
Speaker:But we're gonna say just something fun about him.
Speaker:And, I said, bro, that sounds awesome.
Speaker:And so he, sure enough, he goes and gets a couple guys.
Speaker:They come back with the 12 days of Christmas rendition for this
Speaker:company, with the team that's in the room for the Christmas.
Speaker:It turned out to be so hilarious.
Speaker:Somebody videotaped it and the company put it on their front TV and played it after
Speaker:Christmas for like a year, just on repeat in the lobby because it was hilarious.
Speaker:And so that's just somebody, it's exactly to your point, it's delegating
Speaker:fun to somebody who knows how to have a good time and freeing them up
Speaker:to be themselves and be contagious.
Speaker:And I think your point is so spot on and it's, it can be in the mundane and it can
Speaker:be in the moments like a Christmas party that you should like, make it special.
Speaker:take this, take the mundane and make it fun, and take the, take special
Speaker:moments and you can make those fun too.
Speaker:And I think those are memories, So both times I think you can increase funds.
Speaker:So I love your idea.
Speaker:I love the te about having fun and, I think that's great.
Speaker:Really good stuff.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it's simple, but it's
Speaker:dallas-burnett_35_05-07-2025_102841: yeah, simple.
Speaker:let's talk about some more.
Speaker:I'm interested because your 20 tenants kind of want to create, a common language.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Mm-hmm.
Speaker:dallas-burnett_35_05-07-2025_102841: have you seen instances where people are buying
Speaker:that in and they're using that, in their company where it helps them give them a
Speaker:basis to, to grow and shift the culture?
Speaker:brett-hoogeveen_1_05-07-2025_092839: I have.
Speaker:Yeah.
Speaker:in order to answer that, I want explain, the way I think about these
Speaker:20 tenets is really on three levels.
Speaker:Okay.
Speaker:And the first is just a, it's a philosophy.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: philosophy that says it is
Speaker:possible to build healthier teams and cultures from the bottom up.
Speaker:And that means any and every employee can and should do these things to lead from
Speaker:their position, to build healthier teams.
Speaker:To build themselves, right?
Speaker:So
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: philosophy piece.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: level above that is that what we've
Speaker:built with 20 tenants is a set of tools.
Speaker:there's a, there's an assessment video for
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: There's a coaching video for each
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: there are discussion exercises.
Speaker:There are like all kinds of things that you can use as a set of
Speaker:tools to encourage growth along these 20 employee attitudes and
Speaker:dallas-burnett_35_05-07-2025_102841: Ah, okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: The third level is, this is only for
Speaker:like our enterprise clients, but we built it into a software like if you
Speaker:wanna operationalize this and not have any administrative overhead, and just
Speaker:make sure that there's some continuous coaching happening inside a system.
Speaker:You know this, you have a great
Speaker:a coaching product
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Software can take the lift off
Speaker:of managers and everybody else to make sure that people are doing
Speaker:these things consistently over
Speaker:dallas-burnett_35_05-07-2025_102841: yes, a hundred percent.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so I wanted to mention that because, there's
Speaker:this idea, right, that, yeah, if we invest in our people and their individual skills
Speaker:in the right direction, it builds culture.
Speaker:And then there's like the tool piece, the level two, which
Speaker:is, okay, so how do you do it?
Speaker:Right?
Speaker:And what I have found is Let's correlate this to core values, okay.
Speaker:In an organization, many organizations have core values,
Speaker:dallas-burnett_35_05-07-2025_102841: Oh
Speaker:brett-hoogeveen_1_05-07-2025_092839: those core values are somewhat similar
Speaker:to our 20 tenants usually, right?
Speaker:It
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: something that is, it's a desired
Speaker:attitude or behavior, hopefully for employees to show up and do,
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: But they don't get a lot of value from those
Speaker:core values because they don't do a few obvious things that, when we re-looked
Speaker:at this and we said, how do you build a healthier culture from the bottom up?
Speaker:We said, well, first you gotta identify the right behaviors.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: And we did that with these 20 things.
Speaker:Maybe you've done it with your core
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: What's the step after that?
Speaker:Well, here's what most teams and organizations miss, have
Speaker:you adequately assessed?
Speaker:of your employees are excelling on these core values and which are not?
Speaker:where do people currently stand?
Speaker:Right?
Speaker:So you know where you want to go, but you don't know where you are, right?
Speaker:So there's an assessment piece.
Speaker:There's a, we gotta have conversations about are we living these values or not.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: thing that we do, and we help our organizations
Speaker:suggest is we have 20 of these things.
Speaker:We just think since it's in people's self-interest to get better at
Speaker:these, we ask people to pick two.
Speaker:they get to pick which two of these do you wanna work on?
Speaker:Which
Speaker:wanna make progress on?
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: for your own benefit, right?
Speaker:in addition to the team's benefit.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: we try to give coaching content,
Speaker:suggestions, discussion, activities, all sorts of ways that people can make
Speaker:progress hopefully over the course of a year on the things they wanna work on.
Speaker:And so
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: to get more specific, but I first wanted
Speaker:to paint that sort of framework for you
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: we conceptualize like.
Speaker:if you have clarity on these attitudes and behaviors, what does it actually take to
Speaker:drive steady and continuous improvement?
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah, I think that's a great thing.
Speaker:I like several things that you said about that.
Speaker:Number one, just identifying clarity is fundamental and key.
Speaker:And I think you're so right.
Speaker:And I've had this experience as, as well.
Speaker:When you go into a company and they've got organizational values or company
Speaker:values on the wall, and then you go to the first office to the left and you say,
Speaker:all right, can you tell me those, Five values out on the wall, and they're like,
Speaker:oh, well, and they might get one or two, you know, and you can tell that, that
Speaker:it's not saying that they don't believe that or if they don't want that, it might
Speaker:be aspirational, it might be actually lived, but it might just be aspirational.
Speaker:And the problem is when you point to that and you say, if your value
Speaker:is this, tell me three examples of how you live that value.
Speaker:Every single, and whether you ask the CEO or whether you ask an employee if they
Speaker:can't, if they don't have some things that they're intentionally driving or
Speaker:intentionally how they've structured certain things, like if you, if one
Speaker:of your own values is developing your employees and you don't even have a.
Speaker:A, a learning or coaching system in your organization, then then you may
Speaker:not value that might be aspirational.
Speaker:So you, if you want to value that, then you've got to figure
Speaker:out how you're gonna integrate activities into your organization
Speaker:and individuals, like you said.
Speaker:Which I think the second thing is really focusing on one or
Speaker:two things to, to improve.
Speaker:Because again, I love the 20.
Speaker:Tenets, but you can't eat the elephant in one bite.
Speaker:So I love how you say, Hey, look, we're gonna take it back.
Speaker:We're gonna say, I need to focus.
Speaker:What's gonna be most meaningful to me in our organization is if I focus
Speaker:on these one or two things, and I'm gonna get better at these when I get re
Speaker:when I really perfect this, then we're gonna move forward and do the next two.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so like you give the example, you go
Speaker:down the hall, you pop into an office.
Speaker:Let's say you talk to some employee named Bill in some
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Okay?
Speaker:And you say, bill, what are the core values?
Speaker:And Bill, bill scratches his head and says, ah, I have,
Speaker:maybe there's one or two.
Speaker:He can kind of sort of name.
Speaker:Here's the question.
Speaker:I'm a big believer in continuous improvement across all different
Speaker:aspects of business and culture should be no exception.
Speaker:And so here's the question.
Speaker:Does that company, even if they have great core values, even if they would
Speaker:be valuable, if people embrace them, do they have a plan to make sure Bill is
Speaker:getting better on any of those values?
Speaker:dallas-burnett_35_05-07-2025_102841: Exactly.
Speaker:brett-hoogeveen_1_05-07-2025_092839: is no, they don't.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: how hard would it be to say, bill, what's
Speaker:your strongest core value of ours?
Speaker:Which one are you best at?
Speaker:Which one are you worst at?
Speaker:And which one do you wanna work on?
Speaker:And then actually to give him some content to say, how could
Speaker:I get better at those things?
Speaker:How could I make progress on the one that I wanna work on?
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: teams and companies, cultures aren't
Speaker:getting any better is 'cause they actually don't have a plan for improvement.
Speaker:dallas-burnett_35_05-07-2025_102841: Right.
Speaker:brett-hoogeveen_1_05-07-2025_092839: And so that's what we've tried to
Speaker:build with this 20 tenets is like
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: identify what a star employee
Speaker:would look like, and then.
Speaker:Build a process that actually helps coach people
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: everybody to get better and
Speaker:dallas-burnett_35_05-07-2025_102841: I love that.
Speaker:I love that.
Speaker:I think that's really great.
Speaker:I love the system, systematic approach you take to it, because I think sometimes
Speaker:people, when they hear the word culture, it really almost feels ethereal.
Speaker:Like they, they don't, it sounds like a touchy feely, it sounds like.
Speaker:Something that is a feelgood thing, but yeah, that's not how we do it around here.
Speaker:That's not gonna make me money, you know?
Speaker:Or that's not gonna make us our product any better.
Speaker:It's just something that, yeah, we just, we have a great culture quo.
Speaker:I think what you're saying is with the 20 tenets is, we're gonna land the
Speaker:plane and a great culture starts with.
Speaker:At minimum, at least these 20 things we say, you need to integrate these
Speaker:things into your organization.
Speaker:If you do that, you're gonna have it.
Speaker:So it's not ethereal, it's not unknowable, it's very straightforward.
Speaker:It's just intentional.
Speaker:brett-hoogeveen_1_05-07-2025_092839: It's intentional, it's baby steps and it's
Speaker:giving, it's not launching some initiative that everybody has to fall in line on.
Speaker:It's really letting people decide where they want to invest in their growth.
Speaker:And so 20 sounds like a lot, but when you think of it that way, I
Speaker:just want everybody to at least grab onto two and they're gonna hear
Speaker:conversations about all of them.
Speaker:dallas-burnett_35_05-07-2025_102841: Sure.
Speaker:brett-hoogeveen_1_05-07-2025_092839: maybe, you know, the first
Speaker:one is be more coachable,
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm
Speaker:brett-hoogeveen_1_05-07-2025_092839: Understand that you want to be
Speaker:the person that gets coached if
Speaker:long-term successful in anything in life.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and coaching is in your benefit, right?
Speaker:It's in your interest.
Speaker:dallas-burnett_35_05-07-2025_102841: Right.
Speaker:brett-hoogeveen_1_05-07-2025_092839: most people, most employees, resent
Speaker:getting feedback and getting coached,
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: right?
Speaker:hey, my boss has some feedback for me.
Speaker:Oh, perform like when you hear negative or feedback that is meant
Speaker:to, help you be more successful.
Speaker:you want to be more successful, your perspective should be awesome.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: thank you for taking the
Speaker:time to share that with me.
Speaker:I'm gonna consider it, I'm gonna work on it, et cetera.
Speaker:And don't understand why employees don't get this more naturally, but
Speaker:take it outside of I. You know, if you wanna be a better golfer,
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: I can promise you the ones who are
Speaker:coachable, who are asking for feedback, who are getting lessons, who play
Speaker:with better players, and actually ask them, Hey, anything I could do
Speaker:to eliminate the slice, or anything I could do to, the people that are
Speaker:actually working on something and are coachable, they're gonna get better.
Speaker:And the people that just think, oh, I'm gonna show up and just do what I do all
Speaker:the time, they're gonna be the same,
Speaker:dallas-burnett_35_05-07-2025_102841: There.
Speaker:Yeah.
Speaker:His Groundhog Day.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: being coachable is extremely valuable, right?
Speaker:dallas-burnett_35_05-07-2025_102841: I think I love that.
Speaker:And I wanna ask you this, of the 20 tenants that you guys have created.
Speaker:Do you see one or two that seem to be the ones that either organizations miss the
Speaker:most or have the hardest time integrating into their fabric in your experience,
Speaker:if you were to look at that list of 20 and say, okay, we've got these 20.
Speaker:Who, which ones of those were in your experience, it is man, we
Speaker:can't, this just doesn't work or it's just been really hard to integrate.
Speaker:I know that's a tough one, but,
Speaker:brett-hoogeveen_1_05-07-2025_092839: looking at my list.
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: list, but,
Speaker:dallas-burnett_35_05-07-2025_102841: Ah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: I'll give you a couple that come to mind.
Speaker:Okay.
Speaker:dallas-burnett_35_05-07-2025_102841: okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that are the biggest misses,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that are the organizations
Speaker:just miss these by a mile.
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: One of them is, we, 10 14.
Speaker:I'll give you my numbers.
Speaker:Not that it
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it's called All Aboard,
Speaker:dallas-burnett_35_05-07-2025_102841: All on board.
Speaker:brett-hoogeveen_1_05-07-2025_092839: And the idea here is when your team, when your
Speaker:company like, makes a decision, it's okay to have discussion and even disagreement
Speaker:prior to that making of a decision.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: But what a great employee does is
Speaker:they, even if you think it's the wrong direction or the wrong way
Speaker:to go, or it wasn't your idea.
Speaker:quickly as possible after a team or a company makes that decision.
Speaker:if you wanna be a rockstar employee, it's your job to get
Speaker:on board to be supportive, right?
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and I think the opposite of that is
Speaker:someone who even five years later, is just hoping it doesn't work
Speaker:out so they can say, told you so.
Speaker:Right.
Speaker:And there's a lot of people that deep down, they're holding onto,
Speaker:eh, not the way I would've done it.
Speaker:I don't think this is the right thing.
Speaker:I don't think this is the right metric to track.
Speaker:I don't think this is.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: and that really holds back momentum, right?
Speaker:dallas-burnett_35_05-07-2025_102841: Agreed.
Speaker:brett-hoogeveen_1_05-07-2025_092839: seeking as alignment and buy-in
Speaker:dallas-burnett_35_05-07-2025_102841: That's it.
Speaker:brett-hoogeveen_1_05-07-2025_092839: in big systems, especially.
Speaker:You just see a lot of people who aren't all aboard, who aren't all in.
Speaker:You know that they resent what they're being asked to do or what
Speaker:the team decided or what, et cetera.
Speaker:And I'm telling you, that is just an invisible, An anvil that,
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: around when people don't understand.
Speaker:we want you to be all aboard.
Speaker:we want you to have your own opinions.
Speaker:We want those to be voiced.
Speaker:We want to have another one of our tenants friendly friction.
Speaker:Like we want
Speaker:open disagreement, we
Speaker:able to really contest ideas, but when we make a decision, we
Speaker:need you to be on board, right?
Speaker:And to support it and be part of the team.
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so that would be one of 'em.
Speaker:Another one I'm just gonna share, this is an odd one.
Speaker:When people see our list, they often point to this one right away.
Speaker:and it's called no gossip,
Speaker:dallas-burnett_35_05-07-2025_102841: Mm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: gossip, and.
Speaker:Gossip does nobody any good.
Speaker:You know, saying hurtful, harmful, spiteful things about people that you
Speaker:work with, is just nothing but negative.
Speaker:There's just no upside to talking behind people's back.
Speaker:questioning people's motives, personal drama, whatever it is
Speaker:there, there's just no upside to
Speaker:dallas-burnett_35_05-07-2025_102841: no upside to that.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: humans are just drawn to it.
Speaker:we're just drawn to oh, what's the scoop?
Speaker:Or what, oh yeah, she said that.
Speaker:in so many work settings, you just see a lot of gossip
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: just not productive.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that was one of the things.
Speaker:When I, worked at a previous company that had a phenomenal culture that
Speaker:I mentioned in the introduction,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: one of the biggest, most noticeable things you
Speaker:just don't see is people don't, they don't talk bad about each other, like ever.
Speaker:And if you do, other people say, what are you doing?
Speaker:we don't do that here.
Speaker:she's great.
Speaker:what are you talking?
Speaker:they make someone who's gossiping feel very uncomfortable of
Speaker:like, why do you say that?
Speaker:dallas-burnett_35_05-07-2025_102841: Oh wow.
Speaker:brett-hoogeveen_1_05-07-2025_092839: great, whatever.
Speaker:And it's like there's antibodies in the system
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: these toxic things, right?
Speaker:dallas-burnett_35_05-07-2025_102841: I love that.
Speaker:brett-hoogeveen_1_05-07-2025_092839: get to the highest level of some
Speaker:of these cultural, perspectives, they become self-sustaining.
Speaker:'cause it's no, this is who we are, this is how we work.
Speaker:dallas-burnett_35_05-07-2025_102841: I think that's, I love
Speaker:both of those examples.
Speaker:'cause number one, with the gossip, I just look at gossip and
Speaker:I say gossip equals distraction.
Speaker:because there's so much.
Speaker:There's so much there.
Speaker:If you're talking about this over here, then all of a sudden you create drama
Speaker:and now there's a whole two or three people, and now they're, now we're
Speaker:focused on resolving this issue of he said, she said blah, blah, blah, blah.
Speaker:And what we're not focused on is great customer service, is quality
Speaker:and excellence in our manufacturing or delivery of that service to the
Speaker:customer, what the customer thinks.
Speaker:We're just focused on the drama and whatever time we're focused
Speaker:on that is a distraction.
Speaker:So I think that's really great.
Speaker:I think the getting on board thing is so true.
Speaker:I think there's so many reasons that can go off track, because there's
Speaker:personal pride involved, right?
Speaker:If we have an idea and everybody doesn't see that, and we get, we kinda
Speaker:get hurt and oh, a little pity party a little bit, which is, hey, we're all
Speaker:susceptible that I'm not throwing shade.
Speaker:I'm just saying, like you said, the faster we can snap outta that because.
Speaker:Really, it's seeing the bigger picture.
Speaker:I may be in sales and the company may make a decision and it may negatively
Speaker:impact my team, but the great there, the reason is there's a greater good.
Speaker:And so if I can pull myself back and see it from other people's perspective
Speaker:and organization, it may help me realign my vision and say, oh, okay.
Speaker:it doesn't help me, but the pain that I'm feeling.
Speaker:is the sacrifice and contribution I'm making to make the team win.
Speaker:And sometimes it's so hard to get over that hurdle, right?
Speaker:It's just so hard to, it's hard to take that bitter pill.
Speaker:But I think that to your point is that if you can move through that
Speaker:and get on board, that alignment is gonna keep the momentum going.
Speaker:And I think it's, like you were saying, if you're pulling a weight, even if you are
Speaker:doing it, but you're not all in, you're never gonna be doing it as well as you
Speaker:could if you're enthusiastic and engaged and you really care and you wanna do that.
Speaker:So it's, a lot of this stuff is a mental game.
Speaker:we're trying to shift our mental, trying to say, how are we perceive these things?
Speaker:brett-hoogeveen_1_05-07-2025_092839: and I would say at an individual contributor
Speaker:level, it's very understandable.
Speaker:let's say you're a sales producer, and a change gets made that's gonna affect
Speaker:your commission schedule, or it's gonna affect some, it's understandable
Speaker:to say, I don't support the decision.
Speaker:I don't,
Speaker:because it goes against my self-interest and it's not helpful.
Speaker:an individual contributor level.
Speaker:If people feel that way, and that's why we're coaching these 2010, it's like,
Speaker:no, I want you to try to understand and get on board and support it,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: least understandable at an
Speaker:individual contributor level how they might not able to get fully on
Speaker:dallas-burnett_35_05-07-2025_102841: Sure.
Speaker:brett-hoogeveen_1_05-07-2025_092839: leadership level.
Speaker:If you're the sales director or the sales leader, that is your responsibility
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: for the company, right?
Speaker:dallas-burnett_35_05-07-2025_102841: that's right.
Speaker:brett-hoogeveen_1_05-07-2025_092839: a leader is saying, Hey, look.
Speaker:I know this affects my team and my division, but I'm a leader in this
Speaker:organization, which means the company is who I'm ultimately, working for, right?
Speaker:dallas-burnett_35_05-07-2025_102841: And
Speaker:brett-hoogeveen_1_05-07-2025_092839: gotta get on board and be
Speaker:dallas-burnett_35_05-07-2025_102841: you better.
Speaker:And just think about that.
Speaker:And that's what we're talking about momentum, because you
Speaker:mentioned two different scenarios.
Speaker:If you've got a team you're leading and the first person says, this is really
Speaker:hurting us and this is making my job harder, and they're an individual person.
Speaker:Their team member, they don't see the whole picture.
Speaker:They see the work in front of 'em.
Speaker:Now, if you're the leader and you go, I'm not in it either.
Speaker:You know what?
Speaker:I think it was a stupid decision.
Speaker:I can't believe.
Speaker:All of a sudden now that has spread through that whole team and that whole
Speaker:team now is like, and they're gonna be slower and they're not gonna be.
Speaker:You as the leader, it's so important.
Speaker:'cause now you've got to not only say I, I am in it.
Speaker:I'm doing it for me.
Speaker:You've gotta be able to sell it to those people and say, no.
Speaker:I know it's harder.
Speaker:I know it's I, but listen, it's gonna help.
Speaker:We've gotta do this for the team.
Speaker:And you're bringing everybody back.
Speaker:That's worlds apart.
Speaker:That's worlds apart based on the leader's response to that.
Speaker:So I think that's a really great point.
Speaker:I think that's a really great point.
Speaker:brett-hoogeveen_1_05-07-2025_092839: that leads me into my number one of all
Speaker:the 20 tenets, the number one that I
Speaker:dallas-burnett_35_05-07-2025_102841: Oh,
Speaker:brett-hoogeveen_1_05-07-2025_092839: the most things.
Speaker:dallas-burnett_35_05-07-2025_102841: okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it,
Speaker:dallas-burnett_35_05-07-2025_102841: Let's hear it.
Speaker:Let's go.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it's number three, and it's simple words.
Speaker:Simple to say, hard to do, but it's assume positive intent.
Speaker:Okay?
Speaker:Learn to assume positive intent from other people.
Speaker:All right, so let's keep that scenario going.
Speaker:If you're the sales director, if you're the, you know, et cetera.
Speaker:I, if you're feeling like, Hey, this decision doesn't make any sense, I don't
Speaker:like it, et cetera, that is stemming from.
Speaker:Deep down some perspective of not assuming that whoever made that decision is trying
Speaker:to make the best decision for the company,
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:Yes.
Speaker:Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: If you start from a perspective of,
Speaker:you know what I assume positive intent
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: the people that are leading this
Speaker:organization or the people that are leading the division, et
Speaker:cetera, and that doesn't come.
Speaker:Easily
Speaker:of
Speaker:dallas-burnett_35_05-07-2025_102841: no.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so part of the job of leaders is to
Speaker:make sure that we are communicating, sharing stories, doing PR for other
Speaker:department heads, other like people that have to make these tough decisions.
Speaker:can't just snap your fingers and say, okay, assume positive intent tomorrow.
Speaker:But over time, if we're running a high integrity team, an organization, and
Speaker:if you're working for good people that are trying their best to build a good
Speaker:company, it should be an obligation of everybody to work really hard.
Speaker:to build one another's reputations in a way that you can assume positive intent.
Speaker:a decision gets made, you don't have the info.
Speaker:It's okay, I assume.
Speaker:Positive intent, right?
Speaker:And that affects so many things, right?
Speaker:And even just think about inter interpersonal communications
Speaker:between employees, right?
Speaker:the conflicts, the things that pop up.
Speaker:Ultimately, it's usually can be stemmed back to somebody's not
Speaker:assuming that the other person had good intent when they said what they
Speaker:said or when they did what they did.
Speaker:they assume they meant to hurt me or to insult me, And that just leads to so
Speaker:many, unfortunate dramas and conflicts in
Speaker:dallas-burnett_35_05-07-2025_102841: I think you're so spot on with that.
Speaker:And I think that as humans, it's really human nature to fill in the gaps
Speaker:that we don't know with a negative.
Speaker:you, I know any listener listening to the last 10%, naturally
Speaker:has not known something and they've jumped to a conclusion.
Speaker:That was negative.
Speaker:Like you don't have the report, the, somebody didn't call you in time,
Speaker:but the doctor doesn't call you with your, you know, your medical.
Speaker:You're like, oh my God, probably have this on and I'm losing my, and we just always
Speaker:tend to go to the worst case scenario.
Speaker:Some people have that.
Speaker:More than others, but I think it's a human condition and I think so
Speaker:you have to really intentional, like you said, because, and I think
Speaker:this is a challenge to businesses as well, I think you said that.
Speaker:businesses have to be in the business of communicating.
Speaker:And if you're not communicating with your team members, all
Speaker:you're doing is stressing that.
Speaker:Number three, point your number three point, assume the
Speaker:positive intent as a business.
Speaker:I want you to have to assume.
Speaker:As little as possible.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Yeah.
Speaker:Overcommunicate.
Speaker:Yeah.
Speaker:dallas-burnett_35_05-07-2025_102841: I wanna over communicate, so you don't have
Speaker:to, but in the situations that you do, I want you to know that we're working,
Speaker:we're working very hard and you're part of the team and you can assume the best,
Speaker:but hopefully you don't have to do that.
Speaker:We don't wanna lean on that one.
Speaker:As an organization is we're not gonna tell anybody anything.
Speaker:We're just hope.
Speaker:They'll assume the best,
Speaker:brett-hoogeveen_1_05-07-2025_092839: lean on it, but if I could
Speaker:go a little deeper here.
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: these things, they're good for
Speaker:your company and your team, but they're good for you personally.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: a perfect leader.
Speaker:I have all sorts of things that I'm working on.
Speaker:of all 20 of these things.
Speaker:I will tell you this one is like my superpower.
Speaker:Okay?
Speaker:I am really good at assuming positive intent.
Speaker:When
Speaker:dallas-burnett_35_05-07-2025_102841: That's awesome.
Speaker:brett-hoogeveen_1_05-07-2025_092839: off in traffic, I just think, man,
Speaker:they must have somewhere to go.
Speaker:if I come outside, I'm not kidding.
Speaker:I
Speaker:dallas-burnett_35_05-07-2025_102841: That's awesome.
Speaker:brett-hoogeveen_1_05-07-2025_092839: It drives my wife nuts, but like
Speaker:I'll come outside and if somebody's walked their dog and there's somebody
Speaker:left, a left some poo in my front
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah, yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: a lot of people would walk
Speaker:outside and they would go, oh my gosh, what a jerk, et cetera.
Speaker:dallas-burnett_35_05-07-2025_102841: yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: will walk outside and I'll go, oh
Speaker:man, I bet they felt really bad.
Speaker:They must have forgot to bring a bag.
Speaker:and I will, and I mean it.
Speaker:Like I
Speaker:dallas-burnett_35_05-07-2025_102841: yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: good at this.
Speaker:And what I will tell you is I. don't get upset.
Speaker:I don't
Speaker:dallas-burnett_35_05-07-2025_102841: yeah, yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: I'm happy all the time\
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: I am so good at assuming positive
Speaker:intent from other people.
Speaker:in my own self-interest.
Speaker:dallas-burnett_35_05-07-2025_102841: It is.
Speaker:brett-hoogeveen_1_05-07-2025_092839: am happier because of it.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: so it's good for teams and cultures,
Speaker:obviously, if people can assume positive intent from one another.
Speaker:And what I have seen so many people destroy relationships because.
Speaker:They can't do this.
Speaker:they assume the worst and then they don't talk about it and
Speaker:aspire and oh my goodness.
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: start telling yourself, oh, I'm sure
Speaker:they didn't mean it that way, and move on, you will be so much happier.
Speaker:dallas-burnett_35_05-07-2025_102841: I love it.
Speaker:Listen, listeners of the last 10%, take it from Brett.
Speaker:Assume positive intent.
Speaker:You guys gotta be like Brett on this one 'cause he has a superpower of that.
Speaker:That's a great story and I think it's so true when you do it well.
Speaker:I. All you're doing is helping yourself.
Speaker:you're essentially eliminating just a lot of negative energy and a lot
Speaker:of just stress and anxiety, which is, putting cortisol on your body.
Speaker:And we all know the negative effects of that.
Speaker:And so I just, I think that's really great and, and I think that's true.
Speaker:I love all of your tendencies are great.
Speaker:I'll ask you one more question then we'll go.
Speaker:If your dad was to give, now you made a comment earlier of him being
Speaker:able to preach of culture, but if your dad was on the show today and
Speaker:he said, all right, there's one thing, remember this one thing.
Speaker:Remember the movie scene one, there's this one thing.
Speaker:If he was to say there was one piece of advice that he would give organizations
Speaker:that were looking to move into the last 10% of organizational world-class
Speaker:culture, what do you think he would say to the organizational leaders?
Speaker:brett-hoogeveen_1_05-07-2025_092839: He says a lot of things.
Speaker:All right.
Speaker:dallas-burnett_35_05-07-2025_102841: Yes.
Speaker:brett-hoogeveen_1_05-07-2025_092839: on the day, you might get a
Speaker:different piece of advice.
Speaker:But I'll share
Speaker:that we believe at better culture.
Speaker:And this is aspirational, okay?
Speaker:dallas-burnett_35_05-07-2025_102841: right.
Speaker:Yeah.
Speaker:Yeah.
Speaker:brett-hoogeveen_1_05-07-2025_092839: But if you want to have a
Speaker:healthy team and culture, if you will, make it your goal, okay?
Speaker:Now, be careful about this.
Speaker:Don't,
Speaker:dallas-burnett_35_05-07-2025_102841: Mm-hmm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: it out loud right away, but if
Speaker:you will make it your goal that every employee in your company will
Speaker:report to a world class manager.
Speaker:That's a game changer, right?
Speaker:So because you're acknowledging culture matters, people's work experience matters.
Speaker:And about 50 to 70% data shows of how an employee feels about their
Speaker:whole company is related to the relationship they have with their boss
Speaker:and their team, but their boss largely.
Speaker:If you tell me culture matters.
Speaker:are not putting the right people in management roles, you're not
Speaker:dallas-burnett_35_05-07-2025_102841: Hmm,
Speaker:brett-hoogeveen_1_05-07-2025_092839: the way that they lead people.
Speaker:then I'm gonna tell you, you're giving lip service to this idea
Speaker:that culture matters, right?
Speaker:dallas-burnett_35_05-07-2025_102841: man.
Speaker:brett-hoogeveen_1_05-07-2025_092839: you just, if you have a team, a company
Speaker:of a hundred people, and you got 15 managers, and you wanna move the needle
Speaker:on culture, those 15 managers are where you need to look, put the right
Speaker:people in the right places and train 'em how to be more effective leaders.
Speaker:And, so I think that would be the number one thing is.
Speaker:You've gotta put the right people in those roles and you gotta train
Speaker:'em and teach 'em what, how to lead.
Speaker:dallas-burnett_35_05-07-2025_102841: Couldn't agree with you more.
Speaker:You, your leaders are gonna determine your culture and they're gonna
Speaker:drive and they're gonna drive.
Speaker:That initiatives.
Speaker:Those initiatives, those values, those 20 tenets are all gonna be driven.
Speaker:By organizational leaders in your company.
Speaker:And if you don't have the right people there, the rest of
Speaker:it's not really gonna matter.
Speaker:you can have fired up employees, but they won't be for long if you
Speaker:got leaders throwing buckets of cold water, on their efforts, so yeah.
Speaker:No, I love that.
Speaker:I love that.
Speaker:I think that's really great.
Speaker:That's great advice, and I think it's a call to organizations.
Speaker:It's a call to leaders that are listening to the last 10% to ask themselves.
Speaker:It's time of a little self-reflection.
Speaker:Are you the leader that's moving the ball forward?
Speaker:Are you helping not only are you assuming positive intent, but are
Speaker:you helping your teams do that?
Speaker:are you on board with company initiatives?
Speaker:Are you driving those things forward?
Speaker:Are you allowing gossip in your organization?
Speaker:What are the things that you need to be better at as a leader?
Speaker:Because if you're driving culture forward, you are the
Speaker:one, you're the culture keeper.
Speaker:I think that's really great advice.
Speaker:You made a comment earlier that really stuck to me.
Speaker:You said it was like antibodies.
Speaker:I think that's a sign of a really strong culture is a self-policing culture is when
Speaker:you walk into an organization and like you said, somebody starts sharing gossip
Speaker:and they're like, what are you doing?
Speaker:that's not, she's great, just fine.
Speaker:You know that right there that those antibodies.
Speaker:Are built up over time and they're throughout the system and it's
Speaker:not just localized antibodies, it's the whole body is protected.
Speaker:And I think that's really a great analogy that you said.
Speaker:And so as we're trying to build those culture antibodies in our
Speaker:organizations, if somebody wanted to learn more about you and your.
Speaker:better culture and just all the things that you guys are into your
Speaker:20 tenants, how can they, how can they get more information about
Speaker:them and find out more about you?
Speaker:brett-hoogeveen_1_05-07-2025_092839: Yeah, you can find me, Brett Hoge
Speaker:on LinkedIn or you can go to better culture.com, our general website.
Speaker:But what I really want your listeners to do, is I'm gonna.
Speaker:I'm gonna make a free resource available to you guys if you'll go
Speaker:to better culture.com/last 10 and
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: 10, not the word 10, but just,
Speaker:dallas-burnett_35_05-07-2025_102841: Yeah,
Speaker:brett-hoogeveen_1_05-07-2025_092839: 10
Speaker:dallas-burnett_35_05-07-2025_102841: last in.
Speaker:brett-hoogeveen_1_05-07-2025_092839: I'm gonna give, a free, what we
Speaker:call our culture Kickstarter pack.
Speaker:And
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:brett-hoogeveen_1_05-07-2025_092839: this is we've taken two of these 20
Speaker:tenets and we've, we're just giving away all of our resources completely
Speaker:for free, that any leader can use.
Speaker:To help build a better team from the bottom up.
Speaker:And so that's a self-assessment you could do with all your employees.
Speaker:That's a coaching video, content that's discussion.
Speaker:It's a, it's like a team building activity.
Speaker:it's a whole bunch of stuff that you could do to start pushing and
Speaker:coaching people to live these values.
Speaker:That'll make a big difference.
Speaker:and we just released it and it's, I
Speaker:dallas-burnett_35_05-07-2025_102841: Wow.
Speaker:brett-hoogeveen_1_05-07-2025_092839: the best resource that we're
Speaker:ever, we've given away for free.
Speaker:And I just wanna put tools in the hands of leaders or culture champions
Speaker:and say, grab this and try it.
Speaker:dallas-burnett_35_05-07-2025_102841: Mm mm.
Speaker:brett-hoogeveen_1_05-07-2025_092839: one.
Speaker:dallas-burnett_35_05-07-2025_102841: Okay.
Speaker:All right.
Speaker:Well this is fantastic.
Speaker:So listeners, you got a free tool from Brett and we are going to, we'll add
Speaker:that if you're driving right now, don't worry, we'll add it to the show notes.
Speaker:But, please visit that and get your free tool and we'll put it out there
Speaker:so that you guys can download that and get some great information On
Speaker:culture, you get two of the 20 tenants.
Speaker:That's awesome.
Speaker:That's really great.
Speaker:I appreciate that.
Speaker:For our listeners, that's really gonna be, that's good.
Speaker:I'll check it out myself.
Speaker:That sounds, it sounds amazing.
Speaker:Sounds amazing.
Speaker:brett-hoogeveen_1_05-07-2025_092839: tool.
Speaker:dallas-burnett_35_05-07-2025_102841: All right, well listen, we always ask a
Speaker:guest on the last 10%, if they were to have someone that they wanted to listen
Speaker:to on the last 10%, who would they share as a name of a guest they would
Speaker:like to see or hear on the last 10%?
Speaker:brett-hoogeveen_1_05-07-2025_092839: Yeah.
Speaker:Well, well, I think I'll do a shout out to, one of my friends who, is a speaker,
Speaker:has built a really cool business.
Speaker:his name's Paul Epstein, um, runs a company called, a
Speaker:brand called win monday.com.
Speaker:And it's really about, you know, how do you, how do you figure out, how
Speaker:to be motivated and how to get going, whatever career path you're on in life.
Speaker:And I think Paul's a really motivating, interesting guy.
Speaker:dallas-burnett_35_05-07-2025_102841: I like that.
Speaker:I like win Monday.
Speaker:Paul, we'll have to reach out to Paul and see if he'd be interested
Speaker:in coming on the last 10%.
Speaker:we definitely like winning on Monday 'cause it, you can't win it.
Speaker:We, you can't win every day if you don't win Monday.
Speaker:so that's good.
Speaker:That's good.
Speaker:Well, Brett, thank you for being on the last 10%.
Speaker:Thank you for sharing your 20 tenets and some wisdom as it relates to culture.
Speaker:I think the listeners had a great time listening to, the conversation today.
Speaker:We just appreciate you being here.
Speaker:brett-hoogeveen_1_05-07-2025_092839: Cool.
Speaker:Absolutely.
Speaker:Thanks for having me.
