{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"Behind the Armor","title":"Creating a Culture Everyone wants to be Part Of, with Chris Dyer ","html":"","width":"100%","height":180,"duration":3236,"description":"Former CEO turned keynote speaker and remote work expert, Chris Dyer knows a thing or two when it comes to creating a company culture that everyone (actually) wants to be part of. On today’s episode of Behind the Armor, Judd sits down with Chris to get to the heart of doing just that: crafting a work environment where your employees aren’t only set up to win, but also making work a place where everyone feels like they belong. Lessons from the Episode: Hire for Skills over Qualifications: Building a great company culture starts with who you’re employing. Instead of hiring based on a bunch of check-box qualifications (think degrees, certifications, etc.), hire the person who demonstrates the skills and strengths you’re looking for. Work to Improve your Strengths, not your Weaknesses: So often we’re told to work on our weaknesses in order to make those areas better, but what if they’re weaknesses for a reason? Instead of wasting time working on things we’re not inherently good at, let’s spend time instead on improving the areas where we’re already naturally gifted. Know Who you are as an Organization: Don’t try to be a company that you’re not. When organizations tout that they’re one thing but then end up being another, employees come back unsatisfied and confused. Be who you are as an organization and be that authentically. Those individuals who are drawn to your authentic culture will show up, and help make it even better. Embrace Mistakes: Employees are often afraid to make mistakes—so afraid that it creates a toxic, inauthentic culture. Learn to celebrate mistakes as a leader and help guide your people through “failing forward.” Figure out what your People Really Want: As leaders it’s sometimes easy to think we know what our employees want out of working for our company, but have we actually asked them? Maybe we think they want a better benefits package, when in reality our people would actually be more satisfied with a few extra days of PTO. Figure out what...","thumbnail_url":"https://img.transistorcdn.com/tr9Q96z1rZopXCilUbX8sIY0yjNN2bmoGksGjvnwyUQ/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS84Mzc4/MDFhYmNjMmQ3Mjg5/MzNlNjY1YzFlNzE5/N2RkOS5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}