The Rhythm of a Great Place to Work: Drew Clancy

The Rhythm of a Great Place to Work: Drew Clancy

The Rhythm of a Great Place to Work:  Drew Clancy, President of PCI

Drew Clancy, President of Publishing Concepts (PCI), is a self-proclaimed ‘cultural enthusiast’.  His commitment to the core elements of culture has resulted in year-over-year growth and consistent recognition as a Best Place to Work.  As a third-generation leader, he has brought this near 100year-old family business solidly into the 21st Century through innovation and servant leadership. 

Season 1   |   Episode 09   |   November 12, 2019

Show Notes

 

We inspire dreams and transform lives

PCI’s Purpose

 

A Successful Third-Generation Family Business

Drew Clancy is President of PCI, a midsize, third-generation family business headquartered in Dallas, Texas.  In 2021 they will celebrate 100 years in operation, and like any company that has weathered that much time, they’ve experienced iterations and evolutions. In 1982, Jack Clancy, Drew’s father, breathed new life into the company and gave it a new name: Publishing Concepts, now best known as PCI.  They’re in the business of “helping college, university, and association clients engage their alumni and membership and raise money in order to fulfill their mission of educating our nation’s future leaders”.

Jack Clancy was a ‘dynamo’, as Drew describes in the interview and embodied many first-generation and founder qualities: charisma, high energy, generosity and a preponderance for making all the decisions, and generally keeping tight reigns on the business. These characteristics are needed at start-up but will cripple the business over the long-term.  Note:  PwC has published a very interesting survey on family businesses.  A short video summary can be found here.  

Drew entered the picture in 1995 after his father suffered a heart attack and could no longer bring his formidable energy and presence to the business.  Drew recognized the talent and capacity of the team and brought his own unique approach to leading and managing to PCI.  Essentially, he navigated the company past the ‘founder’s trap’ as described by Dr. Ichak Adizes, creator of the Adizes Corporate Lifecycle, and steered PCI toward sustainability.  And it’s working – PCI continues excellent financial performance, targeting $50M in revenue this year, doubling 2016’s performance. As you hear in the interview, Drew is a self-described “workplace culture enthusiast” and is so passionate about this that he invites anyone to reach out to him for a conversation.

Organizational Culture as a Business Strategy

We spent the bulk of our time discussing Drew’s passion: workplace culture.  He is a strong believer in Servant Leadership and sees creating a thriving workplace as a foundational business strategy.  His orientation is paying off:  PCI has appeared on both Dallas Morning News 100 Best Places to Work and Best Companies to Work for in Texas, nabbing first place in 2015 & 2016.  Even with these accolades, he doesn’t take culture for granted, claiming “you have to work for it every day”.

They have a term for the central elements of their culture, theFIVE:

  • 5 Elements of the core ideology: Purpose, Values, Vision, Goals, Commitment
  • 5 Values: Excellence, Unlock Human Potential, Act with Integrity, Innovate a Culture of Relationships & Fun, Lead with a Servant’s Heart

Structure Will Set You Free:  Rhythms, Rigor and Ritual

A best-place-to-work culture will not happen by wishing for it.  It won’t even happen if you articulate your core ideology (Jim Collins’ term for Purpose, Vision and Values) and hang posters throughout the workspace.  You have to take action.

Drew is keen on the idea that “structure sets you free”. Liberating structures are created to channel individual or group energy toward a specific goal.  James Clear’s book, Atomic Habits, guides individuals to make tiny shifts in daily behaviors that will lead to big results.

At the organizational level,  leaders use liberating structures by setting rhythmic meetings with appropriate agendas to guide actions and increase engagement. Drew outlines the meeting rhythm at PCI that has helped create their award-winning cultural.

Drew’s morning ritual:

Like many successful leaders, Drew has a rigorous morning ritual that he’s been practicing for seven or eight years now.  Last year, he led a book discussion at PCI on The Morning Miracle by Hal Elrod, which helped him fine-tune his own routine (this is also an example of his commitment to Unlocking Human Potential as an organizational value). Here’s his practice:

  • Wake at 5:45a or 6:00a
  • Exercise – push-ups or sit-ups
  • Meditate for 10 – 20 minutes
  • Read the Bible & pray
  • Journal – writing about the 10 personal goals he sets each year

PCI’s Organizational Rhythm:

“Try a lot of things and keep what works”.  This is the advice Drew gleaned from Jim Collins’ epic book, Built to Last.  Here’s what is working for PCI now:

  • Annual Planning – Yearly
  • Monthly Extended Leadership Meeting – Trail Blazers meeting for anyone leading a team, project, product, client relationship, etc. This meeting is focused on growth and learning.
  • Weekly – CEO Council.  This is an L-10 meeting (Level 10 from EOS)
  • Daily Huddle – 10 minutes at 8:30a, called the 10@8:30. See PCI’s agenda here

These meetings share critical information such as metrics (transparency is key), updates, and progress and also keep team members focused on ‘theFIVE’

Helpful Articles:  Discipline Sets You Free; The Right Meeting Rhythm Will Set You Free; CEO’s Roadmap to Alignment

Book:  The Power of Liberating Structures

Courage:  The Final Element

Courage is the third element for creating an enduring culture.  There are times in the life of a leader when decisions aren’t just tough, they may even have a short term negative impact – financially or otherwise.  The leader has to choose whether to take the high road and stay true to the stated values of the company or let something slip by.  These are known as leadership moments and they are opportunities to embody the values that have been espoused.  Actions speak much louder than words.  Which reminds me of the quote attributed to St. Francis of Assisi:  Preach the gospel at all times. If necessary, use words.

Drew Clancy’s actions SHOUT his commitment to the culture at PCI.

After listening to the interview and reading the notes, I wonder what your takeaway is?

Thanks for tuning in!

LeeAnn

 

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Doing Well + Doing Good: Lauren Clarke and Turn Compost

Doing Well + Doing Good: Lauren Clarke and Turn Compost

Doing Well + Doing Good:  Lauren Clarke & Turn Compost

Lauren Clarke is the founder of Turn Compost, a wildly successful social enterprise focused on reducing food waste and improving how we utilize our urban environment.  She shares alarming and exciting statistics about food waste and the blooming food waste industry.  She also gives essential advice to anyone with the vision of starting a social enterprise.

Episode 8   |   October 24, 2019

Show Notes

My passion for gardening may strike some as selfish, or merely an act of resignation in the face of overwhelming problems that beset the world. It is neither. I have found that each garden is just what Voltaire proposed in Candide: a microcosm of a just and beautiful society. 

Andrew Weil

I remember the delight I felt the first time I saw a post about Turn Compost by Bonton Farms on Instagram.  It was a colorful photo of livestock enjoying food scraps.  The vegetable scraps were bountiful and the livestock looked very satisfied.  It was very pastoral.  I had the sense that a cycle was not just being completed – it was being amplified and given new life.

A Social Enterprise Model

Turn Compost is a Social Enterprise, or Social Impact business.  In short, it’s a business that does good by addressing a social or environmental problem AND it does well by being financially self-sustaining.  Social Enterprises and Social Impact businesses may be non- or for-profit.  Turn is a for profit business.  [10:43]

The Business of Food Waste

Food Waste is a big problem in the U.S.  It makes up about 40% of our landfills and if it were a country, would be the third-largest emitter of methane gas behind the U.S.  and China. [02:38]  See these interesting statistics collected by Turn on their website.

Tackling food wastage can be a 2.5 trillion market opportunity for business according to an article by CNBC .

Turn is a private, organic waste pickup subscription service with both doorstep and drop off services. It’s a very innovate model! [05:35]

Organic waste is processed three different ways:  it’s donated to local farms and gardens, turned into small amounts of compost and delivered back to members, and finally they partner with commercial composting facilities for other post-consumer waste. [07:51]

Bonton Farms and Farmers Assisting Returning Military (F.A.R.M.) are examples of two local farms that receive Turn donations.

The City of Dallas does not currently compost (yet!); you can learn more about Dallas’ Comprehensive Environmental Climate Action Plan and give input at their website.  [11.56]

The Vision:  Getting Reconnected With Food

The Atlantic had an article a few years back that explains the quote, “Calories are cheap and people are picky”. The article focuses on why we waste so much food. [13:50]

There’s a cost for us with all the innovations in food delivery:  it’s getting us further disconnected from the source.  We aren’t experiencing the growth cycles, the work that goes into food production and the satisfaction of providing for ourselves.  [15:05]

Horticultural Therapy is a term being used for the therapeutic effects of gardening.  [18:25]  Bonton Farms, mentioned above, sees farming as a way to “redefine a community”.  CNN ran a story about healing with horticultural therapy.

Lauren gives some advice on starting a social impact business:  [20:33]

  • make sure it’s financially sustainable now and has future growth potential
  • assemble an advisory council of experts from various industries who will “get in your face” and tell you the truth
  • be open to listening to the advice

A Deeper Purpose

Lauren’s big WHY –  the ultimate reason she started Turn:

You know I care about my children, but I care about other children and children in all sorts of communities, wealthy and poor, and their connection with food and their understanding of it…it’s very concerning that there are children and families who are struggling to put food on their tables. [25:08]

Lauren Clarke is an exemplary leader and truly someone who is elevating her part of the world.

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Doing the Work: Michelle Kinder Leading From the Inside Out

Doing the Work: Michelle Kinder Leading From the Inside Out

Doing Her Work:  Michelle Kinder Leading From the Inside Out

Michelle Kinder is well-known in the domains of social-emotional learning, education and family counseling. She is also an authoritative voice in the discourses of leadership, stress, emotional health, trauma and parenting. Her increasing passion about historical and structural inequities has led her to make an important shift in her career, which we explore in depth in our conversation.  In the midst of her transition, Michelle has taken time to slow down and adjust her focus from striving to one of getting results with a sense of ease and groundedness.  This inside-out approach takes self-awareness, persistence and patience.  She talks honestly about her experience in this episode.

Season 1   |   Episode 7  |   October 1, 2019

Show Notes

If you have come here to help me you are wasting your time, but if you have come because your liberation is bound up with mine, then let us work together.

– Lilla Watson

Michelle Kinder is well-known in the domains of social-emotional learning, education and family counseling. She is also an authoritative voice in the discourses of leadership, stress, emotional health, trauma and parenting. Her increasing passion for the dynamics of historical and structural inequities has led her to make an important shift in her career, which we explore in-depth in our conversation. Michelle shares how growing up in Guatemala influenced her perspective on social issues and how this developed her capacity to innovate and problem-solve.  We hear her view on the destructive “us” and “them” narratives that often accompany outreach efforts and how cultural forces are counterproductive to our ability to be grounded and sensitive as individuals. We discuss the focus of Momentous Institute, her new partnership with the Stagen Leadership Academy, and her collaboration with Rex Miller, with whom she is co-authoring a book on the challenges of educators.  Michelle advises that, for us to be most effective in bringing about positive change, we need to do the required work of regulating our own nervous systems. She speaks frankly on her view about the responsibilities of the corporate and philanthropic worlds in establishing a more equitable society.

 

Shaped by her Upbringing

  • Growing up in Guatemala as a “third culture kid” shaped Michelle’s worldview and ability to innovate.
  • With parents who were missionaries and very service-oriented, she developed a deep knowing that “we belong to the community and that we’re here to serve and grow and learn”.
  • The value of exchanging the toxic “us” and “them” narratives for a genuine desire to solve problems with rather than for others.
  • A disappointing job search and a crucial positive experience at Momentous (note to hiring managers!) changed her trajectory.

How were you shaped by your upbringing?

  • There’s no getting out of being shaped by the environment of our childhood:  the where, when, and what are inextricably linked to who we are today.
  • What milestones stand out to you and what imprint was left?
  • Can you trace how your beliefs were formed?  What beliefs have changed?
  • What was normal to you then?  Is that still the case?
  • What links can you make from your upbringing to your life today?  Have you followed the path laid out for you or did you take a sharp turn somewhere?
  • Do you have a sense of what is next for you?  What is it?  What do you wonder about?

 

A Deeper Layer of Leadership Development

  • “What are the ways we can change our relationship with fear and stress and ego and show up in a more self-regulated/mutually regulated way?”
  • Michelle’s journey of shifting from striving to listening and surrendering, of calming and “clearing the vessel”.
  • There are many forces in our culture that pull us away from our grounded, sensitive selves.
  • We can become addicted, or at least very accustomed to an ‘air-traffic controller’ way of living and working.
  • There is often a need to reset our neurobiology and to build up a tolerance for the lack of activity, or busy-ness.
  • Becoming more conscious, more aware, positively affects the impact we’re able to make.

Practices for “regulating our nervous system”:

  • Mindfulness, meditation
  • Reflective Journaling
  • Guided body scan (try one of the many from Insight Timer). Becoming more familiar with where you hold stress raises your awareness of tightness in those areas.
  • Unplugging completely from: work, email, digital devices, social media.  Schedule periods of time daily. Prolonged periods that include full days or weeks can also be scheduled.
  • Regular exercise or movement
  • Consistent 7 – 9 hours of sleep
  • Time in nature. Read this Time magazine article on the benefits.
  • Eating whole, unprocessed foods
  • Regular checks for alignment with personal values

 

The Upstream of the Upstream

  • The importance of focusing on a community’s ability to create the spaces in which children can thrive.
  • There are historical structures that benefit certain groups while disabling others.
  • “How is my long straw connected to someone else’s short straw?”
  • The important role of the corporate and policy world in creating social change.
  • Can we honorably grapple with each other as we explore these questions?

 

Immediately Next for Michelle:

  • Speaking, writing, and workshops: contact her through michellekinder.com
  • Designing and leading a 52-week, practice-based program for women leading social change via Stagen Leadership Academy.
  • Co-authoring a book with Rex Miller about “what looks like teacher disengagement is actually trauma and battle fatigue”.

Here’s what else you need to know:

  • Michelle shared several important statistics from Momentous Institute’s research on the impact of their work with children of ages 3yrs old – 5th grade and their families. The focus on both academics and social-emotional health has had staggeringly positive results.
  • Watch Faith talk about the importance of breathing.

After listening to the interview and reading the notes, I wonder what your takeaway is?

 

Thanks for elevating your part of the world!

LeeAnn

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An Essential Link: Wellbeing and Leader Effectiveness

An Essential Link: Wellbeing and Leader Effectiveness

An Essential Link:  Wellbeing and Leader Effectiveness

What does wellbeing mean to you?  Are you thriving?  How would you know?  Can you see a thread that runs through your life?

Renee Moorefield is a dear friend, a spectacular creator and a wise woman.  She and business- and life- partner, David, have developed a groundbreaking assessment for wellbeing. Be Well Lead Well Pulse® is based on over thirty years of experience in the areas of wellness, change management and leadership transformation, all in the corporate world.  In this conversation, we follow the thread that began in exercise physiology, winds through Renee’s own experience as a leader and has evolved into a very integrated way to assess wellbeing.

Season 1   |   Episode 06   |   September 17, 2019

Show Notes

At the center of the Universe dwells the Great Spirit. And that center is really everywhere. It is within each of us.

– Black Elk, Lakota Medicine Man and Holy Man

 

Without a global revolution in the sphere of human consciousness, nothing will change for the better in the sphere of our being as human.

–  Vaclav Havel, former President, Czech Republic

Following A Thread

Early in the interview, Renee tells us about a thread that has run through her life – ” a deep belief in our capacity to be well and to thrive”.  Her thread runs like this:

  • The journey begins with pursuing a degree in Exercise Physiology.
  • She has a stint in a heart center working with heart patients, in which she uncovers a deeper desire to be upstream rather than downstream of an illness, so she turns her focus on wellness.
  • Working in EDS’ corporate wellness center she notices an uptick in employees experiencing stress and traces it to certain activities in the business.  Concurrently, smoking cessation programs are found to be more successful when paired with a mindfulness practice.
  • After being promoted to a leadership position she discovers her belief that a core role of leadership is to support the success and wellbeing of the team.
  • The business areas with employees feeling the most stress are those working with mergers and acquisitions.   Renee is asked to develop an approach for Change Management to help reduce stress and its effects.
  • It was a short yet crucial jump from a focus on employees facing change to the value of developing leaders across the company to take a deeper dive into how they learn, lead, create and perceive the world.   This began with the work of Peter Senge, author of The Fifth Discipline (overviewed here). 
  • The leadership transformation programs were paradigm busters and gave leaders new frameworks to build a different kind of relationship with themselves (one definition of wellbeing) and then naturally with customers, employees,  community partners and other countries in which they operated.
  • Renee ultimately founded Wisdom Works with her husband, David.  Their unique offer is the conscious evolution of leadership with the specific frame of supporting leaders in operating from a foundation of wellbeing.
  • In 2018 Renee and David packaged their collective experience in wellbeing with the Be Well Lead Well Pulse®

We all have threads, how would you trace yours?  In my view, a thread is closely tied to our life’s purpose.

Wellness or Wellbeing?

Wellness – as it is typically used in the U.S., refers to lifestyle behaviors such as nutrition, sleep, exercise, and even breath.  But early on, as Renee shares in the interview, forward thinkers such as Halbert Dunn, M.D., Ph.D. were describing wellness in ways that included the ‘spirit of man’.  I found an absolutely fascinating article written by Dr. Dunn; in it he says this about Knowing Thyself:

“Psychology tells us through laboratory demonstrations that our perceptions of the outer world are indissolubly linked with the concepts and emotions fixed in our minds and body tissues. Without a knowledge of one’s inner self, understanding of the outer world cannot have breadth and depth. A mind tortured with prejudice, hate, and fear projects itself in distorted human relationships.”

In reading about Dunn and the impact he had on the holistic wellness movement I’m reminded of all the shoulders we stand on.

It’s easy to draw a line from High-Level Wellness, as he describes, to the effectiveness and impact of a person who is leading others.

My favorite definition of wellbeing, a la Renee, is “our internal resourcefulness to meet the demands of our external world”.  She adds another aspect to include how we are in relationship with others – that we exist in relationship.   These are both in line with how Dr. Dunn considered wellness in the 1950’s!

Here’s what the Be Well Lead Well Pulse® measures.  You can see how the aspects of wellbeing we discussed, plus more, are reflected:

  • Thriving – your evaluation of your own wellbeing now, plus the optimism you hold for your future.
  • Fuel – how you energize yourself physically, mentally and emotionally; this includes diet, movement, rest + breath.
  • Flow – aka being in ‘the zone’; engagement, presence, mindfulness and the feeling of bringing value to your work.
  • Wonder – continuously evolving your worldviews and perspectives with appreciation and awe; learning and growing.
  • Wisdom – tapping into and integrating your purpose, vision, and innate genius and bringing equanimity and lightness to life.
  • Thriving Amplified – creating the conditions where others thrive; energizing and maximizing their impact and growth.

You can tell by reading the descriptors of the dimensions of the Be Well Lead Well Pulse® that this is a thorough and generous assessment

Wellbeing and the Role of a Leader:  Thriving Amplified

I can’t help but make ties to Servant Leadership in this category of wellbeing. Can you imagine the world if we all supported each other in such a fundamental, life-enhancing way?

Like the ability to empathize requires us to be aware of our own emotions, supporting others’ wellbeing requires that we are connected to our own.  We begin with ourself.

I wrote a few blog posts several years ago that sprouted from my experience cycling.  One post links engagement, a cycling team’s paceline and the concept of distributed leadership as outlined in this article by Nick Petrie of CCL (Center for Creative Leadership).  In short, employee engagement requires the effort of leaders and members of the team.

Renee speaks passionately and often about creative vs. reactive leadership:

“The Be Well Lead Well Pulse dimensions promote a generative, open, present and connected stance to leadership, rather than leading from reactivity and fear.”

The creative orientation is a characteristic of leaders who achieve sustainable results. You can learn more about this in earlier show notes from my interview with Jacqui and Renee, owners of Anytime Fitness Bishop Arts.

The Value of the Be Well Lead Well Pulse® Assessment

I’m a believer in a good assessment and this certainly is one.  Seeing my collective answers to their well-crafted questions reflected back to me gave me a perspective I could not have arrived at on my own.  The combination of elements are unique to anything I have ever encountered and I was able to make connections that I would not have otherwise made.

Based on the report, I was able to see that although I was feeling a bit shaky and unsure in my current situation, I did have an optimistic view of my future.  Life can be challenging and some days I feel swallowed by uncertainty and even fear.  But when asked, I honestly feel optimistic that I am evolving and that something good is cooking within me.  I lean on this feedback when my energy and mood are low.

I’ll close with a quote by Warren Buffett that sums up the link between wellbeing and leadership:

The process of becoming a leader is much the same as the process of becoming an integrated human being

Thanks for reading, and remember…Elevate Your Part of the World!

 

LeeAnn

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How To: Build a High-Performing Culture and a Thriving Business

How To: Build a High-Performing Culture and a Thriving Business

How To:  Build a High-Performing Culture and a Thriving Business

Anytime Fitness Bishop Arts is in the 97th percentile of clubs in the Anytime Fitness (AF) franchise systen and quite easily achieved status as a Platinum Club.   Several metrics combine for this designation:  member retention, financial results, team member retention, and their PLEASE scores, which are based on the club’s alignment with corporate values.  Owners Jacqui Bliss and Renee Reed have a lot to be proud of and they are getting exactly what they worked hard for and thus deserve.

Season 1   |   Episode 5   |   September 5, 2019

Show Notes

Culture Eats Strategy for lunch.

 – Peter Drucker

Anytime Fitness Bishop Arts is in the 97th percentile of clubs (of 2,475 clubs) in the Anytime Fitness franchise system and quite easily achieved status as a Platinum Club.   Several metrics combine for this designation:  member retention, financial results, team member retention, and their PLEASE scores, which are based on the club’s alignment with corporate values.

I have a colleague who likes to say, leaders get the organizations they deserve.  Owners Jacqui Bliss and Renee Reed have a lot to be proud of and they are getting exactly what they worked hard for and thus deserve.

The Platinum Club accolade does not surprise me one bit.  I’ve been a member of AF BAD (Anytime Fitness Bishop Arts District) for two years and from the moment I walked in I could feel the culture.  My experience and their offer continues to improve, so I conclude that I was not shown dogs and ponies.  It’s also an easy place to be; the community is friendly and eagerly supports your goals.  Even with the neighborly atmosphere, the sweat pours, heart rates rise and strength is built.

The Big Ideas of this Podcast:

  • How to achieve a High-Performing Culture
  • Ways to stay relevant in the changing world of fitness (or any industry!)
  • How business partners navigate difficult times by staying focused on the future and leaning on each other’s strengths

A Culture that Works at Anytime Fitness Bishop Arts

Jacqui and Renee are doing so many things right, but I’m highlighting a few of the ones that stand out the most in this interview.

Establish and Keep Rhythms 

Experts on business execution and operational excellence agree on the value of setting and keeping rhythmsThe right amount of structure will set an organization free.  Here’s how:

  • Rhythms cut down on reactivity. The organization is constantly updating and reporting on important information rather than responding to last-minute, ad hoc requests. Keeping on top of strategies and initiatives reduces fire drills.
  • Honored rhythms build trust. When meetings with employees are given priority rather than scheduled over, the leader is sending the message that the employee, and the team, are valuable and key to the organization’s success.
  • Regular meetings give team members a reliable communication channel to discuss issues that impact them.
  • Team members share knowledge such as successes that can be amplified, and mistakes so they avoid being repeated.
  • Meeting rhythms cut down on last-minute and ad hoc meetings so that more focused time can be devoted to the most important work.

The AF BAD club’s meeting rhythm includes weekly meetings with the entire team to cover general updates and operational topics.  They discuss the successes and challenges they observe with individual members and check in on the PLEASE values set by Corporate, focusing on how the values are being implemented at their location, with their members.

Weekly one-on-one meetings are also held with every team member.  Anything is open for discussion at these meetings: personal/professional development, career goals, personal check-ins, individual projects and initiatives, complaints, requests and so on.

A Creative vs Reactive Orientation

Jacqui and Renee articulated over and over what they cared about and what they want to bring into being during our conversation.  This way of thinking is called a Creative Orientation.  Quite simply, keeping your sights on goals, vision, values, and purpose results in more passion and less drama; more sustainable results and fewer rollercoaster rides.  Leaders who lead this way build motivated, inspired and high-achieving organizations.

A Focus on the People

Jacqui and Renee keep a larger than normal staff so that 1) members have consistent access to trainers and the club manager when they have questions, and 2) so that the team members have colleagues working with them most of the time.  As they say in the interview, it’s no fun being the only employee at work!  While one can argue this has a short-term negative impact to the bottom line, it results in long term employee and member retention.

An Inclusive Environment

Inclusion and diversity are powerful words these days. The AF BAD club is a microcosm of Oak Cliff, with all the shapes, sizes, ages, races, gay, straight, trans, and decorated people you can imagine.  If you’re not comfortable with all that, this probably isn’t the place for you.  Lately, the most impressive form of diversity I’ve experienced are folks coming in that are highly ‘deconditioned’, meaning significantly out of shape.  The story I tell myself is that they have been made to feel welcome here.  Both Renee and Jacqui have shared that the stories they’re hearing about the visions people want for themselves and their lives has been touching and inspiring.

Inclusion is good for business and good for humankind.

Staying Relevant

Most industries have experienced significant shifts in the past decade or so – just look at the retail, taxi, and news industries as proof.  The fitness industry is no exception.  Any business wanting to thrive in today’s environment must innovate and find ways to stay fresh and exciting.

Renee and Jacqui  stay relevant by:

  • Investing in leadership and organizational development. An organizational coach taught them about meeting rhythms and tracking and communicating metrics.
  • Committing wholeheartedly to their decisions. I see many individuals and organizations who invest money for development but then either don’t stick with it or they improv.  Improvising means that they implement only part of the recommendation, or they combine advice from several experts rather than stick with one approach.  Renee talks in the interview about burning the ships – giving themselves no way out except through to completion.  100% Commitment.
  • Employing new technology that gamifies working out with friendly competition and reports meaningful statistics to the users.
  • Updating equipment and renovating the space.
  • Always researching and learning. “Jacqui is the gas”, says Renee.  They, and most people on their team, have advanced degrees and are continual learners.  Each team member has a history as a college athlete or a story of personal transformation.  Jacqui and Renee have built a fantastic, high-performing team.
  • Using Social Media in positive ways to tell good stories.

If you want to make it in today’s world it requires constant evolution.

Navigating Partnerships 

Many small, independent businesses are run by owners who are also life partners.  The current statistics on divorce rates hover somewhere around 50%, which poses an additional test for these business and life pairings.  What happens to the business when the personal relationship falters (and vice versa)?

Renee and Jacqui beautifully illustrate a new composition.  With the same dedication and commitment with which they seem to run the rest of their life, they have made their way to a very positive and respectful business collaboration.  They are also parents to an exceptional son and they’re doing a fantastic job in their shared parenting – vacationing and spending holidays together as a family.

Based on the success Jacqui and Renee have experienced in their situation, here are a few questions to consider if you find yourself in one that is similar:

  • Re-assess your vision for the business. Do you still feel strongly about it and want it to succeed?  Do you want to continue to be a part of it?
  • When the emotional dust particles settle, is your business partner someone who you respect and who you feel has a similar work ethic? Was the business partnership working, even if the life partnership wasn’t? Are you a good team?
  • Are you willing to ‘do your work’ and learn about your contributions to the breakdown and declare to improve in those areas?
  • Can you move past the hurt and work without resentment?
  • Can you (eventually) be ‘all in’ again?

I’m not an expert in this matter, but it seems if you can answer ‘yes’ to these questions you have a good starting point for the next iteration of your evolving business.

I’m glad you’re here, and always remember… Elevate Your Part of the World!

 

LeeAnn

 

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