Leading with Mental Health in Mind featuring Dr. Wayne Chappelle

Culture, Discipline, and Leading Through Tension featuring Brian Gottlieb

In this episode of Culture From the Heart Podcast, hosts Larry Levine and Darrell Amy are joined by Brian Gottlieb, former CEO of several home improvement companies and author of Beyond the Hammer, about building high-performance, heart-centered business cultures. Gottlieb contrasts unconditional love at home with business as a team, where leaders must “prune the bush” because culture is shaped by the lowest acceptable behavior. He discusses balancing people and results through clarity and authenticity, including KPIs as a right for employees, while avoiding overly transactional leadership by focusing on how results are achieved. He describes leadership as honoring the “rubber band” tension between today’s unfiltered truth and future targets, aligning people around roles and vision, and using discipline to drive profit and consistency. He distinguishes technical fixes from adaptive mindset problems, explains culture as how people think, feel, and behave, and outlines his book’s fable-plus-action format, emphasizing leaders’ “echo,” presence, and transferable belief. KEY TAKEAWAYS * Culture is shaped by the lowest level of acceptable behavior — caring for your team means pruning when necessary * It's not either/or between people and results — great leaders pursue both simultaneously * KPIs aren't punitive; people have a right to know how their performance is measured * Chaos produces revenue; discipline produces profit * Leaders must distinguish between technical problems (fix the process) and adaptive problems (fix the thinking) * Tension between where you are and where you're going is healthy — honor it, don't eliminate it * Belief is transferable — your belief in someone can outpace their belief in themselves * Culture = how people think, feel, and behave; it's driven by how a company hires, fires, promotes, and compensates * An aligned, purpose-driven team can win in any market regardless of external headwinds QUOTES * "Culture is shaped by the lowest level of acceptable behavior." * "Chaos might produce revenue, but it's gonna take discipline to produce profit." * "It's more important to know the company we're becoming versus the amount of sales that we have." * "We have to honor that tension — that's where growth comes from." * "I didn't build my businesses. I built great teams that built great businesses." * "Discipline is doing the right things, for the right reasons, even when you don't want to." * "Belief is transferable — the belief I had in my son was stronger than what he had in himself, and it transferred to him." * "Culture mindset in business — that's the whole ballgame."Learn more about Darrell and Larry. Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/ [https://www.linkedin.com/in/darrellamy/] Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/ [https://www.linkedin.com/in/larrylevine1992/] Connect and learn more from Brian Gottlieb. https://www.linkedin.com/in/brian-gottlieb-bb66094/ [https://www.linkedin.com/in/brian-gottlieb-bb66094/] Ready to begin realizing the full potential of your sales team? Hire Great Salespeople with Confidence. SCHEDULE YOUR EXECUTIVE BRIEFING. https://sellingfromtheheart.net/hiring [https://sellingfromtheheart.net/hiring] Unlock The Power of Team Growth with Learnit’s Live Training Platform. CLAIM your 45-day trial of unlimited training now! https://www.learnit.com/lp/culture [https://www.learnit.com/lp/culture] Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople. https://hiringguide.salesindex.ai/ [https://hiringguide.salesindex.ai/]

Empathy as Leadership Tool featuring Marina Ivanov

In this episode of Culture From the Heart Podcast, hosts Larry Levine and Darrell Amy are joined by Marina Ivanov, CEO and co-founder of Apex Transit and Logistics. Marina explains leading from the heart as leading from one’s true self, shaped by witnessing both good and bad leadership, and emphasizes empathy as understanding others’ complex situations through curiosity while maintaining boundaries. Describing Apex’s culture, she highlights respect—especially for drivers—and ownership, aiming to change industry bias and create a safe, non-aggressive workplace through clear communication standards and accountability that build credibility. Marina also discusses intuition as a learnable muscle guiding hiring and culture decisions, sharing her growth in confidence as a young woman in a male-dominated industry and the importance of inner work, compassion, and not taking things personally. KEY TAKEAWAYS * Leading from the heart means leading from your authentic self — not following a script or policy, but genuinely understanding the human in front of you. * Empathy is a superpower, not a weakness — when properly harnessed with boundaries, it becomes a magnetic leadership quality that builds deep loyalty. * Respect is the foundation of culture — especially in industries where frontline workers (like truck drivers) are often overlooked or undervalued. * Intuition is a muscle — the more leaders listen to their gut, the stronger and more trustworthy it becomes in hiring, culture, and decision-making. * Credibility is built 360° — it's not just what you say to people's faces, but who you are when no one's watching. * Inner work fuels outer leadership — overcoming limiting beliefs about yourself directly impacts how your team and company show up. * When you pour into others, they pour back — a culture of genuine care creates teams that go above and beyond, even in crisis. * One person can create a ripple — cultural change starts with a single committed leader modeling the behavior they want to see. QUOTES * "Leading from the heart is finding out who you are authentically and then leading from that space." — Marina Ivanov * "It's never gonna be black and white. The heart means you understand the human standing in front of you." * "Empathy to me is leading with curiosity — I know there's more, so I'm curious." * "You can't fake energy. If you show up to them with disrespect, even if your words say one thing, your energy will say something different." * "Intuition is a muscle. The more we listen to it, the stronger it becomes." * "You don't have to wait for anyone to believe in you. You start believing that — and it just ripples." * "When you pour into others, they will pour into you in return." * "Pour into your people. I promise you this — they'll run through brick walls for you." Learn more about Darrell and Larry. Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/ [https://www.linkedin.com/in/darrellamy/] Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/ [https://www.linkedin.com/in/larrylevine1992/] Connect and learn more from Marina Ivanov. https://www.linkedin.com/in/marina-ivanov-4a9144194/ [https://www.linkedin.com/in/marina-ivanov-4a9144194/] Ready to begin realizing the full potential of your sales team? Hire Great Salespeople with Confidence. SCHEDULE YOUR EXECUTIVE BRIEFING. https://sellingfromtheheart.net/hiring [https://sellingfromtheheart.net/hiring] Unlock The Power of Team Growth with Learnit’s Live Training Platform. CLAIM your 45-day trial of unlimited training now! https://www.learnit.com/lp/culture [https://www.learnit.com/lp/culture] Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople. https://hiringguide.salesindex.ai/ [https://hiringguide.salesindex.ai/]

Values as Verbs and Operation Gratitude’s Shift to a Virtual FOB featuring Emily Schwartz

In this episode of Culture From the Heart Podcast, hosts Larry Levine and Darrell Amy are joined by Emily Schwartz, president and executive director of Operation Gratitude. Emily says leadership is a privilege focused on taking care of people, and that culture is what leaders practice and reward—values should be written as verbs like “tell the truth,” “do the right thing,” and “find a new way to solve a problem.” She describes Operation Gratitude’s origin in 2003 when founder Carolyn Blashek began sending care packages after hearing a service member felt no one cared, and notes the organization has since sent over 4.5 million packages. Emily shares her connection through her brother’s Marine enlistment, her 2019 breast cancer diagnosis, and how it amplified her values. She explains the organization’s transition from a single California warehouse to a virtual “FOB” with tools like a zip-code hero lookup to expand nationwide participation and build a gratitude movement. KEY TAKEAWAYS * Values only become culture when written as verbs (behaviors), not nouns — "tell the truth," not "honesty" * Culture is not what you say; it's what you practice and reward * Leadership is a privilege — it's about taking care of the people in your charge, not being in charge * Personal adversity doesn't change your values; it amplifies them and clarifies what truly matters * Heart-centered culture doesn't mean soft — it means anchored: in mission, values, and the dignity of people * Leaders don't need to be the smartest in the room; they need to know how to get the smartest people in the room * Community involvement is not optional for leaders — it's how your company earns the right to stand for something * Gratitude is everyone's responsibility — not just one organization's QUOTES * "Leadership is not about being in charge, it's about taking care of the people in your charge." * "Culture is not about what you say, it's about what you practice and what you reward." * "Values are the words you put on a wall. Behaviors are what people actually practice." * "My values didn't change going through cancer — they got louder." * "I don't want people to think I'm the smartest person in the room. I want them to think I know how to get the smartest people in the room." * "Heart-centered doesn't mean soft. It means anchored." * "There's nothing more powerful than being seen in a community." * "When your company stands for something, people send that fish hook out and latch onto it — give them something worth latching onto." Learn more about Darrell and Larry. Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/ [https://www.linkedin.com/in/darrellamy/] Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/ [https://www.linkedin.com/in/larrylevine1992/] Connect and learn more from Emily Schwartz. https://www.linkedin.com/in/emilyrich1/ [https://www.linkedin.com/in/emilyrich1/] Ready to begin realizing the full potential of your sales team? Hire Great Salespeople with Confidence. SCHEDULE YOUR EXECUTIVE BRIEFING. https://sellingfromtheheart.net/hiring [https://sellingfromtheheart.net/hiring] Unlock The Power of Team Growth with Learnit’s Live Training Platform. CLAIM your 45-day trial of unlimited training now! https://www.learnit.com/lp/culture [https://www.learnit.com/lp/culture] Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople. https://hiringguide.salesindex.ai/ [https://hiringguide.salesindex.ai/]

Leading Virtual Team Culture with Emotional Intelligence featuring Hugo E. Gomez

In this episode of Culture From the Heart Podcast, hosts Larry Levine and Darrell Amy are joined by Hugo E. Gomez, founder and CEO of HispanicMarketing.com, about “culture from the heart” as leading with emotional intelligence. Hugo explains that in a mostly remote company this means being present digitally, reading tone and body language, and regularly checking alignment with the company mission while recognizing whether team members are emotionally capable of handling small-business “valleys.” He describes hiring for resilience and lived adversity, filtering for comfort with failure and autonomy through questions about failed projects, and operating a performance-based, data-oriented culture using EOS-style scorecards. For virtual teams, he recommends intentional in-person gatherings, building trust through stronger screening, and using objective accountability systems with measurable metrics, response-time expectations, and meeting readiness as indicators for when someone may be struggling, followed by empathetic check-ins. KEY TAKEAWAYS * Emotional intelligence is the foundation of leadership — it's not about making people happy, but ensuring they're aligned with the company's mission. * Emotional capability matters more than credentials — the ability to handle failure and adversity is a better hiring indicator than an Ivy League degree. * Hire for resilience, not pedigree — candidates who've faced and overcome hardship bring the grit small businesses actually need. * Failure is built into growth — 90% of experiments will fail; a leader's job is to find the 10% breakthrough and double down on it. * Remote culture demands intentional in-person connection — virtual teams must schedule regular gatherings (at least annually) to sustain real culture. * Trust + accountability systems = remote success — metrics, scorecards, and red/green/yellow dashboards replace the visibility you lose in a physical office. * Autonomy to fail is a cultural asset — empowering team members to make decisions and fail independently is undervalued in small businesses. * Before assuming disengagement, ask questions — a culture-from-the-heart leader checks in on the person behind the performance. QUOTES * "People are your biggest leverage in a business. If you know how to work with people on the people level, you're going to get the most out of them." * "All the lights on the dashboard have to be green — stable income, predictable days, good relationships at home. You have to remove as much dissonance from your life to be a high performer." * "Our job is not to make sure they're happy — it's to make sure their version of peace is aligned with the mission of our company." * "Have you seen the worst happen, and have you come out on the other side? If the answer is yes, then we really need to talk." * "Getting punched in the face is when you learn the most." * "If you can't measure it, you can't manage to it." * "You could still have a great culture even if your employees aren't connected every day. You just have to work harder on it." Learn more about Darrell and Larry. Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/ [https://www.linkedin.com/in/darrellamy/] Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/ [https://www.linkedin.com/in/larrylevine1992/] Connect and learn more from Hugo E. Gomez. https://www.linkedin.com/in/bilingualmarketing/ [https://www.linkedin.com/in/bilingualmarketing/] Ready to begin realizing the full potential of your sales team? Hire Great Salespeople with Confidence. SCHEDULE YOUR EXECUTIVE BRIEFING. https://sellingfromtheheart.net/hiring [https://sellingfromtheheart.net/hiring] Unlock The Power of Team Growth with Learnit’s Live Training Platform. CLAIM your 45-day trial of unlimited training now! https://www.learnit.com/lp/culture [https://www.learnit.com/lp/culture] Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople. https://hiringguide.salesindex.ai/ [https://hiringguide.salesindex.ai/]

Culture in a People-First AI Organization featuring Rob Levin

In this episode of Culture From the Heart Podcast, hosts Larry Levine and Darrell Amy are joined by Rob Levin, chairman and co-founder of Work Better Now, about building “culture from the heart” through values-led leadership in a fully remote company spanning two continents and 15+ countries. Rob explains that their culture reflects the shared values of the founders, including putting talent first, pursuit of excellence, transparency and integrity, and an ownership mentality, and notes they plan to reexamine values this year. He describes reinforcing values through weekly meetings and peer-nominated “W awards,” plus operational structure via EOS, L10 meetings, KPIs, rocks, and a focus on creating “wow experiences.” Rob also outlines Work Better Now’s move to become AI-first while staying people-first, positioning AI as a multiplier that frees time, requires human oversight, and is supported by training, experimentation, and clear communication to reduce fear. KEY TAKEAWAYS * Culture starts with core values — and those values must be lived daily, not just posted on a wall * In a remote, distributed team, over-communication is not optional — it's the glue that holds culture together * Clarity is the operating system of culture: articulate what "good" looks like so people can deliver it * Going AI-first doesn't mean people-last — AI is a people multiplier, freeing humans for higher-order thinking * Leaders must personally build something with AI to truly understand its potential and lead transformation * Recognize and reinforce values publicly — programs like "W Awards" make culture visible and repeatable * Core values should be revisited periodically as the company evolves — what fit five years ago may need updating QUOTES * "AI is a people multiplier — it's not about putting AI before people, it's about leveraging AI so people can contribute more." — Rob Levin * "Core values are there to help you make a decision when the decision is not clear." — Rob Levin * "Whether somebody's in Peru or Peoria, it's the Work Better Now culture that matters." — Rob Levin * "Every CEO needs to build something with AI — not just use it — to unleash what's possible in their mind." — Rob Levin * "Technology today becomes the bridge builder to culture." — Larry Levine * "Culture is the heartbeat of every organization." — Darrell Lambe Learn more about Darrell and Larry. Darrell's LinkedIn: https://www.linkedin.com/in/darrellamy/ [https://www.linkedin.com/in/darrellamy/] Larry's LinkedIn: https://www.linkedin.com/in/larrylevine1992/ [https://www.linkedin.com/in/larrylevine1992/] Connect and learn more from Rob Levin. https://www.linkedin.com/in/robertslevin/ [https://www.linkedin.com/in/robertslevin/] Ready to begin realizing the full potential of your sales team? Hire Great Salespeople with Confidence. SCHEDULE YOUR EXECUTIVE BRIEFING. https://sellingfromtheheart.net/hiring [https://sellingfromtheheart.net/hiring] Unlock The Power of Team Growth with Learnit’s Live Training Platform. CLAIM your 45-day trial of unlimited training now! https://www.learnit.com/lp/culture [https://www.learnit.com/lp/culture] Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople. https://hiringguide.salesindex.ai/ [https://hiringguide.salesindex.ai/]