Build Better Culture
@buildbetterculture.bsky.social
Leadership whisperer and coach to managers who want to grow. Engagement Engineer. Company Culture guy and Ukulele enthusiast. Company Culture and Engagement aren't just fluffy things. They're crucial for your strategic growth. www.buildbetterculture.com
Penn Station employee quote: "Want more accountability? Look in the mirror." 💯
As leaders, we must own our teams' failures. If they didn't succeed, we didn't coach, guide, or model well enough. Holding yourself to the same (or higher!) expectations is how you build trust.
Ready to grow? Call me.
As leaders, we must own our teams' failures. If they didn't succeed, we didn't coach, guide, or model well enough. Holding yourself to the same (or higher!) expectations is how you build trust.
Ready to grow? Call me.
November 24, 2025 at 9:10 AM
Penn Station employee quote: "Want more accountability? Look in the mirror." 💯
As leaders, we must own our teams' failures. If they didn't succeed, we didn't coach, guide, or model well enough. Holding yourself to the same (or higher!) expectations is how you build trust.
Ready to grow? Call me.
As leaders, we must own our teams' failures. If they didn't succeed, we didn't coach, guide, or model well enough. Holding yourself to the same (or higher!) expectations is how you build trust.
Ready to grow? Call me.
Managers tend to value people who have the same kind of “hustle”
One thing that gets overlooked is distinguishing between someone who might be seen as complaining, vs. knowing the right words to convey challenging thought. Look for opportunities to train people up vs. dismiss them. #helpthem
One thing that gets overlooked is distinguishing between someone who might be seen as complaining, vs. knowing the right words to convey challenging thought. Look for opportunities to train people up vs. dismiss them. #helpthem
November 19, 2025 at 10:45 AM
Managers tend to value people who have the same kind of “hustle”
One thing that gets overlooked is distinguishing between someone who might be seen as complaining, vs. knowing the right words to convey challenging thought. Look for opportunities to train people up vs. dismiss them. #helpthem
One thing that gets overlooked is distinguishing between someone who might be seen as complaining, vs. knowing the right words to convey challenging thought. Look for opportunities to train people up vs. dismiss them. #helpthem
It’s hard to decide what #leadership piece to lean on. Strong Relatinoships are THE starting point.
You don’t earn that trust overnight, you earn it.
The link below is a quick example of how you can make quick, responsive asks, in part because of the Work you’ve put in.
bit.ly/3X1dLSa
You don’t earn that trust overnight, you earn it.
The link below is a quick example of how you can make quick, responsive asks, in part because of the Work you’ve put in.
bit.ly/3X1dLSa
November 17, 2025 at 2:12 PM
It’s hard to decide what #leadership piece to lean on. Strong Relatinoships are THE starting point.
You don’t earn that trust overnight, you earn it.
The link below is a quick example of how you can make quick, responsive asks, in part because of the Work you’ve put in.
bit.ly/3X1dLSa
You don’t earn that trust overnight, you earn it.
The link below is a quick example of how you can make quick, responsive asks, in part because of the Work you’ve put in.
bit.ly/3X1dLSa
It’s 100% true that most people leave a job because of a manager who leads poorly. From ill equipped, to the jerks who yell and scream.
If you’re committed to having a great culture, you should NEVER stop working on it (i.e. R&D, Sales, Process).
Leaders need to learn how to improve the culture.
If you’re committed to having a great culture, you should NEVER stop working on it (i.e. R&D, Sales, Process).
Leaders need to learn how to improve the culture.
November 14, 2025 at 10:45 AM
It’s 100% true that most people leave a job because of a manager who leads poorly. From ill equipped, to the jerks who yell and scream.
If you’re committed to having a great culture, you should NEVER stop working on it (i.e. R&D, Sales, Process).
Leaders need to learn how to improve the culture.
If you’re committed to having a great culture, you should NEVER stop working on it (i.e. R&D, Sales, Process).
Leaders need to learn how to improve the culture.
You're never going to catch up to all the messes that need a manager's attention. You have to give your mgrs better tools to be prepared for them. Mop/bucket for one, leadership skills for another. If you don't make time now, when will you?
November 13, 2025 at 10:45 AM
You're never going to catch up to all the messes that need a manager's attention. You have to give your mgrs better tools to be prepared for them. Mop/bucket for one, leadership skills for another. If you don't make time now, when will you?
You have an employee who’s there, reliable, working all kinds of hours, but to what level of productivity? There is a tipping point to those employees who are burning the candle at both ends - all good intentions aside.
Help your teams balance their workload, and learn how to ask for support.
Help your teams balance their workload, and learn how to ask for support.
November 10, 2025 at 9:10 AM
You have an employee who’s there, reliable, working all kinds of hours, but to what level of productivity? There is a tipping point to those employees who are burning the candle at both ends - all good intentions aside.
Help your teams balance their workload, and learn how to ask for support.
Help your teams balance their workload, and learn how to ask for support.
Experienced leaders are the engine of a successful organization, and their proficiency is a direct result of intentional growth, not just years on the job.
Need some helpful tips for them? Sign up for Leading with Sch-Influence.
buildbetterculture.com/leading-with...
Quick tips in your inbox.
Need some helpful tips for them? Sign up for Leading with Sch-Influence.
buildbetterculture.com/leading-with...
Quick tips in your inbox.
September 17, 2025 at 9:45 AM
Experienced leaders are the engine of a successful organization, and their proficiency is a direct result of intentional growth, not just years on the job.
Need some helpful tips for them? Sign up for Leading with Sch-Influence.
buildbetterculture.com/leading-with...
Quick tips in your inbox.
Need some helpful tips for them? Sign up for Leading with Sch-Influence.
buildbetterculture.com/leading-with...
Quick tips in your inbox.
Wait'll you catch the example I'm playing with today. I like to find obscure examples, but they're fun, and ALWAYS (virtually) have a tie in to an important message.
What's more important than leadership development? Lots. What else? Watch the clip. Comment too!
youtu.be/XfNLIypPsJw
What's more important than leadership development? Lots. What else? Watch the clip. Comment too!
youtu.be/XfNLIypPsJw
More and Less Important to Your Leadership Growth
Today's lesson comes to in the form of a tasty, lunch bag sized snack. I don't judge what people have on their plate. We all make hard choices about what gets done today, tomorrow, and even what…
youtu.be
September 16, 2025 at 10:15 AM
Wait'll you catch the example I'm playing with today. I like to find obscure examples, but they're fun, and ALWAYS (virtually) have a tie in to an important message.
What's more important than leadership development? Lots. What else? Watch the clip. Comment too!
youtu.be/XfNLIypPsJw
What's more important than leadership development? Lots. What else? Watch the clip. Comment too!
youtu.be/XfNLIypPsJw
You know the feeling when everyone asks you because you’re the one who typically says yes? Well, sometimes we don’t want to say yes. Sometimes, we’re busy too. We need to remind ourselves that we get to say this instead. Being a teamplayer aside,
You don't have to say yes ALL the time.
You don't have to say yes ALL the time.
September 15, 2025 at 8:10 AM
You know the feeling when everyone asks you because you’re the one who typically says yes? Well, sometimes we don’t want to say yes. Sometimes, we’re busy too. We need to remind ourselves that we get to say this instead. Being a teamplayer aside,
You don't have to say yes ALL the time.
You don't have to say yes ALL the time.
Good people leaders have the following:
Excellent Communication skills
Trustworthiness (to employees)
Do great at rewarding and recognizing employee contributions
Ability to motivate effectively and uniquely
Listening skills
Accountability
Where do they need help? I'm listening
Excellent Communication skills
Trustworthiness (to employees)
Do great at rewarding and recognizing employee contributions
Ability to motivate effectively and uniquely
Listening skills
Accountability
Where do they need help? I'm listening
September 10, 2025 at 9:45 AM
Good people leaders have the following:
Excellent Communication skills
Trustworthiness (to employees)
Do great at rewarding and recognizing employee contributions
Ability to motivate effectively and uniquely
Listening skills
Accountability
Where do they need help? I'm listening
Excellent Communication skills
Trustworthiness (to employees)
Do great at rewarding and recognizing employee contributions
Ability to motivate effectively and uniquely
Listening skills
Accountability
Where do they need help? I'm listening
Half of employees who quit think managers could have done something differently to prevent them from leaving
Think about that for a moment. You could have SAVED half that institutional knowledge and discretionary effort of a stellar employee. HALF thought it, meaning HALF might have stayed.
Think about that for a moment. You could have SAVED half that institutional knowledge and discretionary effort of a stellar employee. HALF thought it, meaning HALF might have stayed.
September 9, 2025 at 10:15 AM
Half of employees who quit think managers could have done something differently to prevent them from leaving
Think about that for a moment. You could have SAVED half that institutional knowledge and discretionary effort of a stellar employee. HALF thought it, meaning HALF might have stayed.
Think about that for a moment. You could have SAVED half that institutional knowledge and discretionary effort of a stellar employee. HALF thought it, meaning HALF might have stayed.
How do your managers create GREAT new hire experiences? I'm not talking about what you do FOR them, it's what do THEY do? Do you know? Wouldn't you like to? Want your managers to excel here and elsewhere? Let's talk about #leadershipdevelopment training and see how they can flourish even more!
September 8, 2025 at 8:10 AM
How do your managers create GREAT new hire experiences? I'm not talking about what you do FOR them, it's what do THEY do? Do you know? Wouldn't you like to? Want your managers to excel here and elsewhere? Let's talk about #leadershipdevelopment training and see how they can flourish even more!
Isn't this exactly what we're aiming for? Leaders who possess the drive and enthusiasm to propel things forward? Let's explore methods to enhance your manager's leadership skills to enrich your culture and elevate the entire organization. What's first?
September 4, 2025 at 12:14 PM
Isn't this exactly what we're aiming for? Leaders who possess the drive and enthusiasm to propel things forward? Let's explore methods to enhance your manager's leadership skills to enrich your culture and elevate the entire organization. What's first?
Many leaders start strong with new initiatives, only to see them fizzle out due to a lack of sustained effort. I've seen countless "culture shifts" that lasted a few weeks before reverting to old patterns.
You have to get your hands in there. Dig in. REPEATEDLY.
Own it like there's no tomorrow
You have to get your hands in there. Dig in. REPEATEDLY.
Own it like there's no tomorrow
September 3, 2025 at 9:45 AM
Many leaders start strong with new initiatives, only to see them fizzle out due to a lack of sustained effort. I've seen countless "culture shifts" that lasted a few weeks before reverting to old patterns.
You have to get your hands in there. Dig in. REPEATEDLY.
Own it like there's no tomorrow
You have to get your hands in there. Dig in. REPEATEDLY.
Own it like there's no tomorrow
You can’t be the leader who constantly complains about deadlines and avoiding challenging tasks, but expect your team to perform flawlessly.
Why not?
Your employees follow your lead (good AND bad). MORE - your top performers won't put up with it. They'll bolt. Can you afford that risk?
#lead
Why not?
Your employees follow your lead (good AND bad). MORE - your top performers won't put up with it. They'll bolt. Can you afford that risk?
#lead
September 2, 2025 at 10:15 AM
You can’t be the leader who constantly complains about deadlines and avoiding challenging tasks, but expect your team to perform flawlessly.
Why not?
Your employees follow your lead (good AND bad). MORE - your top performers won't put up with it. They'll bolt. Can you afford that risk?
#lead
Why not?
Your employees follow your lead (good AND bad). MORE - your top performers won't put up with it. They'll bolt. Can you afford that risk?
#lead
Sometimes we, as leaders, need #help.
It might not be completely clear to us, but we feel it.
Is asking for help a sign of weakness?
Does anyone really have the time to help?
Is the right help in the building?
Will I shine a spotlight on myself by asking for help?
It's ok to ask for help
It might not be completely clear to us, but we feel it.
Is asking for help a sign of weakness?
Does anyone really have the time to help?
Is the right help in the building?
Will I shine a spotlight on myself by asking for help?
It's ok to ask for help
August 26, 2025 at 10:15 AM
Sometimes we, as leaders, need #help.
It might not be completely clear to us, but we feel it.
Is asking for help a sign of weakness?
Does anyone really have the time to help?
Is the right help in the building?
Will I shine a spotlight on myself by asking for help?
It's ok to ask for help
It might not be completely clear to us, but we feel it.
Is asking for help a sign of weakness?
Does anyone really have the time to help?
Is the right help in the building?
Will I shine a spotlight on myself by asking for help?
It's ok to ask for help
How do you get ee's more engaged at work?
• Define engagement for your team: Discuss what it means to be truly engaged i& a baby step to that end
• Help your team members see how their daily tasks (even one) contribute to the organization's larger mission.
• Foster enthusiasm
small steps=results
• Define engagement for your team: Discuss what it means to be truly engaged i& a baby step to that end
• Help your team members see how their daily tasks (even one) contribute to the organization's larger mission.
• Foster enthusiasm
small steps=results
August 13, 2025 at 5:04 PM
How do you get ee's more engaged at work?
• Define engagement for your team: Discuss what it means to be truly engaged i& a baby step to that end
• Help your team members see how their daily tasks (even one) contribute to the organization's larger mission.
• Foster enthusiasm
small steps=results
• Define engagement for your team: Discuss what it means to be truly engaged i& a baby step to that end
• Help your team members see how their daily tasks (even one) contribute to the organization's larger mission.
• Foster enthusiasm
small steps=results
Employee engagement hovering around a dismal 33%. The cost of a disengaged employee can be as high as 30% of their salary, negatively impacting productivity, customer satisfaction, and even creating negative morale, which ultimately drags down your company culture.
What are you doing about it?
What are you doing about it?
August 11, 2025 at 2:03 PM
Employee engagement hovering around a dismal 33%. The cost of a disengaged employee can be as high as 30% of their salary, negatively impacting productivity, customer satisfaction, and even creating negative morale, which ultimately drags down your company culture.
What are you doing about it?
What are you doing about it?
Today - more of a poll
What's one Leadership Lesson that's resonating for you these days?
Who taught it to you and why is it meaningful?
I have these moments that pop up from time to time. Sometimes it's a teacher, a friend, loved one, etc. Sometimes, it's your team. Be open to learning
What's one Leadership Lesson that's resonating for you these days?
Who taught it to you and why is it meaningful?
I have these moments that pop up from time to time. Sometimes it's a teacher, a friend, loved one, etc. Sometimes, it's your team. Be open to learning
July 30, 2025 at 9:45 AM
Today - more of a poll
What's one Leadership Lesson that's resonating for you these days?
Who taught it to you and why is it meaningful?
I have these moments that pop up from time to time. Sometimes it's a teacher, a friend, loved one, etc. Sometimes, it's your team. Be open to learning
What's one Leadership Lesson that's resonating for you these days?
Who taught it to you and why is it meaningful?
I have these moments that pop up from time to time. Sometimes it's a teacher, a friend, loved one, etc. Sometimes, it's your team. Be open to learning
Was trying to find the right leadership caption for this image from the Museum of Natural History.
What's your fav? (Or offer one)
- Take a BITE out of your learning playbook.
- Chew on a good lesson from LinkedIn, HBR or elsewhere
- Stare that leadership challenge in the face
What's your fav? (Or offer one)
- Take a BITE out of your learning playbook.
- Chew on a good lesson from LinkedIn, HBR or elsewhere
- Stare that leadership challenge in the face
July 29, 2025 at 10:15 AM
Was trying to find the right leadership caption for this image from the Museum of Natural History.
What's your fav? (Or offer one)
- Take a BITE out of your learning playbook.
- Chew on a good lesson from LinkedIn, HBR or elsewhere
- Stare that leadership challenge in the face
What's your fav? (Or offer one)
- Take a BITE out of your learning playbook.
- Chew on a good lesson from LinkedIn, HBR or elsewhere
- Stare that leadership challenge in the face
A single negative influence can poison a positive team
This isn't about personality clashes; it's about persistent behaviors that undermine morale and productivity.
Overlooking it can destroy team trust in leadership. Are your managers equipped to SEE and HAVE the hard conversations?
This isn't about personality clashes; it's about persistent behaviors that undermine morale and productivity.
Overlooking it can destroy team trust in leadership. Are your managers equipped to SEE and HAVE the hard conversations?
July 28, 2025 at 8:10 AM
A single negative influence can poison a positive team
This isn't about personality clashes; it's about persistent behaviors that undermine morale and productivity.
Overlooking it can destroy team trust in leadership. Are your managers equipped to SEE and HAVE the hard conversations?
This isn't about personality clashes; it's about persistent behaviors that undermine morale and productivity.
Overlooking it can destroy team trust in leadership. Are your managers equipped to SEE and HAVE the hard conversations?
One thing
What’s ONE thing you want to get better at?
What’s ONE thing you’re holding back on trying?
Sometimes, it just takes ONE step to move you forward.
THIS is what I lean into DAILY. For myself, my clients, my network. Just ONE.
If you’re ready for ONE conversation, let’s get started.
What’s ONE thing you want to get better at?
What’s ONE thing you’re holding back on trying?
Sometimes, it just takes ONE step to move you forward.
THIS is what I lean into DAILY. For myself, my clients, my network. Just ONE.
If you’re ready for ONE conversation, let’s get started.
July 23, 2025 at 9:45 AM
One thing
What’s ONE thing you want to get better at?
What’s ONE thing you’re holding back on trying?
Sometimes, it just takes ONE step to move you forward.
THIS is what I lean into DAILY. For myself, my clients, my network. Just ONE.
If you’re ready for ONE conversation, let’s get started.
What’s ONE thing you want to get better at?
What’s ONE thing you’re holding back on trying?
Sometimes, it just takes ONE step to move you forward.
THIS is what I lean into DAILY. For myself, my clients, my network. Just ONE.
If you’re ready for ONE conversation, let’s get started.
When people look for feedback, it tends to be generic.
Why? We’re wired to be nice.
Then you have managers who are the opposite. Their level of “NICE” is minimal. They operate in a matter of fact way - it’s how things get done.
Can you have both? Yup
How? well, you have to call for that one. 😜
Why? We’re wired to be nice.
Then you have managers who are the opposite. Their level of “NICE” is minimal. They operate in a matter of fact way - it’s how things get done.
Can you have both? Yup
How? well, you have to call for that one. 😜
July 22, 2025 at 10:15 AM
When people look for feedback, it tends to be generic.
Why? We’re wired to be nice.
Then you have managers who are the opposite. Their level of “NICE” is minimal. They operate in a matter of fact way - it’s how things get done.
Can you have both? Yup
How? well, you have to call for that one. 😜
Why? We’re wired to be nice.
Then you have managers who are the opposite. Their level of “NICE” is minimal. They operate in a matter of fact way - it’s how things get done.
Can you have both? Yup
How? well, you have to call for that one. 😜
When companies preach professional development but offer no real pathways, that leads to disengagement and departures.
There are better ways, like If you ever had a true leader who made you NEVER think twice about staying. If you're not being that for your team, time to step up and help them learn
There are better ways, like If you ever had a true leader who made you NEVER think twice about staying. If you're not being that for your team, time to step up and help them learn
July 21, 2025 at 8:10 AM
When companies preach professional development but offer no real pathways, that leads to disengagement and departures.
There are better ways, like If you ever had a true leader who made you NEVER think twice about staying. If you're not being that for your team, time to step up and help them learn
There are better ways, like If you ever had a true leader who made you NEVER think twice about staying. If you're not being that for your team, time to step up and help them learn
Suggestion boxes are all well and good, but if your teams don't see you doing something with the suggestions, it's a wasted effort. How are you fostering connection and empowerment in your teams? #leadership
July 18, 2025 at 7:40 AM
Suggestion boxes are all well and good, but if your teams don't see you doing something with the suggestions, it's a wasted effort. How are you fostering connection and empowerment in your teams? #leadership