How to Build a World Class Culture With Pam Nemec

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[adam_hill]: want o welcome to flow over fear
i am excited about our show today because

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[adam_hill]: we’re gonna talk about something that is
very important to me and i know to

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[adam_hill]: a lot of us because if you’re
a leader one the realities that we face

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[adam_hill]: in leadership is that we are going
to face fear anxiety and uncertainty for many

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[adam_hill]: different reasons but the organizations that we
are running are also subject to that fear

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[adam_hill]: that anxiety that uncertainty whether they be
companies of five people or five fifty thousand

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[adam_hill]: people non profits any other kind of
organization we all deal with that and one

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[adam_hill]: of the most important ways are the
most one of the most critical ways that

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[adam_hill]: we can combat that is through the
culture enter my guest today pamnemic is a

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[adam_hill]: brand culture expert and speaker her thought
leadership around brand culture via human resources ommunications

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[adam_hill]: has led to recruiting retaining and caring
for over forty eight thousand employes forty eight

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[adam_hill]: thousand over the course of her twenty
year career in war she worked for a

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[adam_hill]: multi billion dollar brand that many of
you would recognize she’s been widely recognized for

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[adam_hill]: blazing a trail and social media uh
communications and human resources ways that are truly

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[adam_hill]: innovating innovative resulting in a high employe
engagement increased retention and i admired brand culture

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[adam_hill]: which we’re all striving for right under
her delage her team successfully connected brand sentiment

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[adam_hill]: with immense return on investment successfully engaging
hundreds of millions of customers and tens of

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[adam_hill]: thousands of em she’s a true pioneer
in her efforts and her initiatives and insights

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[adam_hill]: have been featured in national media outlets
such as u s a to day q

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[adam_hill]: s r and texas monthly just to
name a few today she speaks for corporations

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[adam_hill]: and consults on her method the seven
steps to constructing a world class culture and

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[adam_hill]: she brings a refreshing cutting edge actionable
perspective that results in passionate employees who deliver

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[adam_hill]: impressive performance thank you so much for
joining us pam i’m excited to talk to

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[adam_hill]: you today that is quite a resume

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[pam_nemec]: i adam thank you so much for
inviting me to be on your podcast i’m

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[pam_nemec]: excited to talk about something i’m extremely
passionate about which is company culture and

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[adam_hill]: well

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[pam_nemec]: how it affects us both personally and
professionally

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[adam_hill]: that’s amazing

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[pam_nemec]: thank you

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[adam_hill]: because yeah i know that culture is
is an important part and every leader talks

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[adam_hill]: about culture and knows its importance and
i believe that every every person who’s leading

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[adam_hill]: an organization knows that weight of it
but i don’t feel like everybody really knows

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[adam_hill]: what it means or it’s it’s kind

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[pam_nemec]: ye

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[adam_hill]: of still this ethereal concept can you
speak to that a bit before we jump

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[adam_hill]: in

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[pam_nemec]: yeah you know i got you hit
on such an important point because i think

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[pam_nemec]: that what most leaders and really everybody
out there think that culture is to a

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[pam_nemec]: leader it’s up to one or two
leaders to really establish in your company and

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[pam_nemec]: and they set the tone and i
don’t disagree with that however i think that

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[pam_nemec]: real culture that actually ends up driving
performance has to live in the heart of

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[pam_nemec]: everyone in the organization

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[adam_hill]: m

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[pam_nemec]: and

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[adam_hill]: m

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[pam_nemec]: you can have a few good leaders
but when you have an organization as large

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[pam_nemec]: as say fifty thousand people and those
people are not contained in a building and

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[pam_nemec]: potentially spread out in restaurants like in
my case in my past life

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[adam_hill]: oh

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[pam_nemec]: you have to find systems and construct

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[adam_hill]: yeah

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[pam_nemec]: the culture

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[adam_hill]: yeah

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[pam_nemec]: that you want so if you’re the
c o and you say i want to

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[pam_nemec]: build a culture of respect

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[adam_hill]: oh

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[pam_nemec]: or i want to build a culture
of integrity those are great words but what

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[pam_nemec]: you have to figure out

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[adam_hill]: oh

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[pam_nemec]: is how am i

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[adam_hill]: oh

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[pam_nemec]: actually going to make sure that i
have put processes and systems

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[adam_hill]: oh

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[pam_nemec]: into place that people follow

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[adam_hill]: i

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[pam_nemec]: that demonstrate that respect that demonstrate that
integrity that allow for that

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[adam_hill]: yah

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[pam_nemec]: and almost sad the

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[adam_hill]: yah

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[pam_nemec]: expectation for your whole organization that not
only is it okay to

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[adam_hill]: yeah

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[pam_nemec]: work with respect and integrity it’s expected

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[adam_hill]: oh

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[pam_nemec]: you know

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[adam_hill]: hm

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[pam_nemec]: and so i think that people stuff
short of it i think there’s obviously a

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[pam_nemec]: quick story a friend of mine was
tall me how she left her corporate career

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[pam_nemec]: i’m gonna start our own company and
the reason she did as she said it

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[pam_nemec]: was so she got frustrated because so
many times the leaders would stand in front

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[pam_nemec]: of the room in the meetings and
they would say all the right things they

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[pam_nemec]: would say we’re going to have a
respectful culture we’re going to do this we’re

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[pam_nemec]: going to do that and they would
talk a great game she said but then

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[pam_nemec]: i would go back

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[adam_hill]: oh

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[pam_nemec]: to my office and i would work
day to day and that

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[adam_hill]: m

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[pam_nemec]: wasn’t nothing that was actually happening in
the in the meeting rooms or in the

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[pam_nemec]: interactions was as consistent with that message

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[adam_hill]: m

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[pam_nemec]: and i think that’s where culture starts
to break down you have to commit to

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[pam_nemec]: actually building the things that are going
to give you what you say you want

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[pam_nemec]: and and that’s not easy

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[adam_hill]: hm

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[pam_nemec]: that takes a whole lot of work
and a whole lot of commitment and what

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[pam_nemec]: i’ve seen is that when you do
it and you do it consistently i mean

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[pam_nemec]: you don’t give up and you make
sure that everybody understands the expectations around that

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[pam_nemec]: type of culture you build those processes
in people start to begin to let their

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[pam_nemec]: guard down he begin to collaborate more
they begin to communicate and you the results

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[pam_nemec]: just start

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[adam_hill]: m

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[pam_nemec]: to occur because now

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[adam_hill]: no

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[pam_nemec]: you have true team work within your
company it’s not just a rally

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[adam_hill]: oh

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[pam_nemec]: cry it’s actually that’s just actually the
way you work

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[adam_hill]: a

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[pam_nemec]: and i

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[adam_hill]: hm

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[pam_nemec]: think that that is such a critical
part of building a company culture you can’t

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[pam_nemec]: just talk about it you have to
do something about it

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[adam_hill]: m

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[pam_nemec]: and that’s where the leaders do come
in and there’s a whole lot of ways

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[pam_nemec]: to do that and that’s what i
speak about but there’s there’s a whole lot

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[pam_nemec]: of ways to to start there’s a
whole lot of ways to make that work

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[pam_nemec]: but anyway i think that is an
important piece that a lot of folks forget

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[pam_nemec]: about

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[adam_hill]: yeah

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[pam_nemec]: i

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[adam_hill]: i could certainly

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[pam_nemec]: i so

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[adam_hill]: relate i mean as a co myself
it’s it’s often you know i look at

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[adam_hill]: the organization and it’s often hard to
it’s it’s it’s hard to walk the talk

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[adam_hill]: a lot times i mean

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[pam_nemec]: yeah

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[adam_hill]: and you have to be very deliberate
about that

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[pam_nemec]: s

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[adam_hill]: and i love that you explain that
in such a in such a way as

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[adam_hill]: to kind of tease it going forward
because i like to put a pin in

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[adam_hill]: that dive deeper

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[pam_nemec]: what

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[adam_hill]: into it but i like to kind
of go back and and you know talk

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[adam_hill]: a little bit about how you got
to where you’re at and on share a

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[adam_hill]: little bit of your story because you
have a powerful story

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[pam_nemec]: no

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[adam_hill]: you’ve overcome a lot and you’ve you’ve
risen above a lot of challenges and a

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[adam_hill]: lot of obstacles that you know that
i think a lot of people can relate

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[adam_hill]: to

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[pam_nemec]: yeah

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[adam_hill]: so can you kind of share maybe
you know how you grew up how you

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[adam_hill]: got into the career you got into
and

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[pam_nemec]: yeah

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[adam_hill]: and yeah

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[pam_nemec]: yeah i’ve had you know honestly i’ve
had a wonderful life in spite of the

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[pam_nemec]: times i’ve had challenges so not complaining
but it definitely i’ve had some moments right

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[pam_nemec]: where i needed a minute

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[adam_hill]: sure

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[pam_nemec]: but i i grew up in a
really small town outside of corpus christi was

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[pam_nemec]: port in texas probably had at the
time twelve thousand people in it everybody knew

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[pam_nemec]: everybody my mom was a teacher my
dad was a geologist i grew up there

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[pam_nemec]: from kinder garden all the way through
my senior year so literally grew up in

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[pam_nemec]: a small town and

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[adam_hill]: hm

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[pam_nemec]: have you know four four kids in
our family and very close in it family

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[pam_nemec]: so growing up oddly enough even though
i had all of that great family support

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[pam_nemec]: i had i was kind of bullied
i was very thin and i wasn’t very

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[pam_nemec]: cute and apparently people wanted to tell
me about that all the time

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[adam_hill]: m

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[pam_nemec]: and so that was that was

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[adam_hill]: m

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[pam_nemec]: not that was hard right i mean

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[adam_hill]: yeah

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[pam_nemec]: as a child you know you take
that stuff to heart and uh you know

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[pam_nemec]: starts to affect your self esteem um
but overcame that as i grew up and

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[pam_nemec]: i wasn’t as thin as i used
to be and all the things i stopped

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[pam_nemec]: getting bullied and i became head a
lot of ends and things were fine but

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[pam_nemec]: kind of got past that and then
went to college got married met a man

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[pam_nemec]: in college married him i was married
for about seventeen years and at that point

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[pam_nemec]: i was working for water burgher

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[adam_hill]: hm

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[pam_nemec]: and started as a marketing manager and
ended up you know about that time i

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[pam_nemec]: was probably a director we had just
re located our helm office from our original

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[pam_nemec]: home town of corpus christi to san
antonio i was at that point the group

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[pam_nemec]: director of communications so i was helping
the organist should communicate that change

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[adam_hill]: yeah

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[pam_nemec]: moving my own family all the things
and got

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[adam_hill]: i

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[pam_nemec]: moved up

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[adam_hill]: m

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[pam_nemec]: up in the new broncos area and
we were living in temporary a town home

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[pam_nemec]: while our home was under construction

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[adam_hill]: yeah

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[pam_nemec]: and then shortly after i

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[adam_hill]: oh

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[pam_nemec]: had the kids we all moved in
my husband and i moved in i found

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[pam_nemec]: out that my husband was having an
affair

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[adam_hill]: m

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[pam_nemec]: so at that point i was like
well that’s

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[adam_hill]: yeah

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[pam_nemec]: this isn’t good i just moved my
children away from the home they knew um

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[pam_nemec]: and and now now what right

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[adam_hill]: h

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[pam_nemec]: he ended up moving

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[adam_hill]: m

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[pam_nemec]: back to our home

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[adam_hill]: yeah

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[pam_nemec]: town my home town and my kids
and i of course stayed here in new

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[pam_nemec]: bronfils but during that time you know
we had just a whole lot of

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[adam_hill]: right

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[pam_nemec]: things going on a big major move
both company wise and personal i had a

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[pam_nemec]: death in my family that was unexpected

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[adam_hill]: oh

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[pam_nemec]: from a uncle we were really close
to

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[adam_hill]: hm

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[pam_nemec]: and then about a month after that
as when i found out about my now

206
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[pam_nemec]: next husband and you know i laugh

207
00:11:27,433 –> 00:11:27,637
[adam_hill]: oh

208
00:11:27,484 –> 00:11:34,015
[pam_nemec]: now i wasn’t laughing then but it
was just one thing after another and

209
00:11:33,783 –> 00:11:33,945
[adam_hill]: yeah

210
00:11:34,475 –> 00:11:44,310
[pam_nemec]: you know during those moments when you
are being just so challenged it’s hard you

211
00:11:44,370 –> 00:11:48,154
[pam_nemec]: kind of want to just throw your
hands up and say an i give up

212
00:11:48,414 –> 00:11:50,976
[pam_nemec]: i don’t i don’t deserve all this
right what did i

213
00:11:51,023 –> 00:11:51,184
[adam_hill]: yeah

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00:11:51,097 –> 00:11:59,416
[pam_nemec]: do to deserve that and what i
what i found though is um kept going

215
00:11:59,659 –> 00:12:02,176
[pam_nemec]: obviously i focused

216
00:12:01,856 –> 00:12:02,443
[adam_hill]: hm

217
00:12:02,930 –> 00:12:09,604
[pam_nemec]: on my children i focused on the
things that i could control focused on my

218
00:12:09,704 –> 00:12:16,708
[pam_nemec]: career i focused on my family and
i ended up leaving i ended up staying

219
00:12:16,768 –> 00:12:19,233
[pam_nemec]: single for another twelve years mainly

220
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[adam_hill]: hm

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00:12:19,313 –> 00:12:20,355
[pam_nemec]: because i wanted to focus on

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[adam_hill]: m

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00:12:20,415 –> 00:12:28,383
[pam_nemec]: my children in my career um and
stayed single for twelve more years and during

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[pam_nemec]: that time i ended up leaving the
company as a senior vice president of h

225
00:12:33,208 –> 00:12:39,554
[pam_nemec]: r and brand culture and so i
guess what i would encourage anybody who’s going

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[pam_nemec]: through tough times it’s very easy

227
00:12:44,983 –> 00:12:45,292
[adam_hill]: oh

228
00:12:45,300 –> 00:12:48,142
[pam_nemec]: for us to fall victim it’s very

229
00:12:47,991 –> 00:12:48,763
[adam_hill]: hm

230
00:12:48,343 –> 00:12:55,425
[pam_nemec]: easy for us to dwell in the
past and say you know you know what

231
00:12:55,646 –> 00:12:58,629
[pam_nemec]: what did i do that caused this

232
00:12:58,693 –> 00:12:58,713
[adam_hill]: m

233
00:12:59,890 –> 00:13:04,939
[pam_nemec]: what did what could i have done
differently to avoid this those types of questions

234
00:13:05,279 –> 00:13:09,166
[pam_nemec]: and that’s fine to ask yourself that
if that helps you from a growth perspective

235
00:13:09,406 –> 00:13:14,931
[pam_nemec]: and it can but when you well
there i find that it is it’s pretty

236
00:13:14,992 –> 00:13:22,451
[pam_nemec]: toxic and it doesn’t move you forward
um and so my advice would be acknowledge

237
00:13:22,303 –> 00:13:22,485
[adam_hill]: oh

238
00:13:23,031 –> 00:13:25,515
[pam_nemec]: that time when you know that

239
00:13:25,614 –> 00:13:25,796
[adam_hill]: yeah

240
00:13:25,656 –> 00:13:31,683
[pam_nemec]: you feel like you’re such a failure
um know that

241
00:13:31,676 –> 00:13:31,839
[adam_hill]: yeah

242
00:13:32,425 –> 00:13:33,147
[pam_nemec]: you still

243
00:13:33,284 –> 00:13:33,913
[adam_hill]: oh

244
00:13:33,528 –> 00:13:38,623
[pam_nemec]: can turn you have control over your
life and you can flip

245
00:13:38,445 –> 00:13:38,465
[adam_hill]: h

246
00:13:38,703 –> 00:13:39,387
[pam_nemec]: that script

247
00:13:39,232 –> 00:13:39,253
[adam_hill]: m

248
00:13:40,511 –> 00:13:47,916
[pam_nemec]: and you can say you know what
that disrespect that i experienced whether it’s at

249
00:13:47,976 –> 00:13:49,158
[pam_nemec]: work or whether it’s at home

250
00:13:48,913 –> 00:13:49,753
[adam_hill]: yeah

251
00:13:49,198 –> 00:13:54,167
[pam_nemec]: whatever it might be that disrespect i
experienced typically says a whole lot more about

252
00:13:54,327 –> 00:13:59,804
[pam_nemec]: the other person than it does about
you so take that

253
00:13:59,623 –> 00:14:00,733
[adam_hill]: yeah

254
00:14:00,940 –> 00:14:02,084
[pam_nemec]: you be strong

255
00:14:02,113 –> 00:14:02,354
[adam_hill]: oh

256
00:14:02,205 –> 00:14:06,630
[pam_nemec]: through it and say you know what
i’m going to focus on what’s real going

257
00:14:06,670 –> 00:14:07,131
[pam_nemec]: to focus

258
00:14:07,047 –> 00:14:07,693
[adam_hill]: hm

259
00:14:07,291 –> 00:14:14,703
[pam_nemec]: on what matters who matters and when
you do that it just tends to move

260
00:14:14,823 –> 00:14:21,900
[pam_nemec]: you forward and good things begin to
happen in your life and over time you’ll

261
00:14:21,960 –> 00:14:24,348
[pam_nemec]: find that all of a sudden you’re
like never been happier

262
00:14:25,055 –> 00:14:25,218
[adam_hill]: yeah

263
00:14:25,081 –> 00:14:26,192
[pam_nemec]: no um

264
00:14:26,143 –> 00:14:26,803
[adam_hill]: yeah

265
00:14:27,070 –> 00:14:33,741
[pam_nemec]: sometimes you know we get pushed in
the direction we should have gone maybe before

266
00:14:34,570 –> 00:14:38,276
[pam_nemec]: we just were too scared to make
that big change and sometimes

267
00:14:38,086 –> 00:14:38,653
[adam_hill]: hm

268
00:14:38,416 –> 00:14:42,723
[pam_nemec]: things the universe has to kind of
push you that way in order for you

269
00:14:42,984 –> 00:14:46,449
[pam_nemec]: to get out of a place that
maybe you felt more stuck than you real

270
00:14:46,570 –> 00:14:47,731
[pam_nemec]: iced and

271
00:14:47,664 –> 00:14:47,684
[adam_hill]: m

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00:14:48,592 –> 00:14:48,772
[pam_nemec]: so i

273
00:14:48,772 –> 00:14:48,793
[adam_hill]: m

274
00:14:48,832 –> 00:14:53,777
[pam_nemec]: think the perspective on those types of
changes is to really see the purpose in

275
00:14:53,877 –> 00:15:00,586
[pam_nemec]: it all n o learn from it
and just keep moving forward and you know

276
00:15:01,980 –> 00:15:05,923
[pam_nemec]: you know all you’re gonna have to
feel all the emotions right the

277
00:15:06,017 –> 00:15:06,217
[adam_hill]: sure

278
00:15:06,063 –> 00:15:13,644
[pam_nemec]: anger the frustration the tears will come
all of that stuff happens but you know

279
00:15:13,844 –> 00:15:18,370
[pam_nemec]: at the end of the day you
can’t change that so

280
00:15:18,508 –> 00:15:18,608
[adam_hill]: so

281
00:15:19,152 –> 00:15:20,818
[pam_nemec]: it’s just like got to keep going

282
00:15:21,373 –> 00:15:21,533
[adam_hill]: yeah

283
00:15:21,521 –> 00:15:21,541
[pam_nemec]: o

284
00:15:21,753 –> 00:15:27,323
[adam_hill]: and that’s a great perspective that you
that you hold now for for that even

285
00:15:27,403 –> 00:15:30,868
[adam_hill]: amidst those challenges which seem like boom
one after another you know you’re

286
00:15:30,612 –> 00:15:30,795
[pam_nemec]: yeah

287
00:15:30,908 –> 00:15:34,696
[adam_hill]: going through this transition phase you your
move you have a death in the family

288
00:15:35,278 –> 00:15:35,358
[adam_hill]: and

289
00:15:35,400 –> 00:15:35,561
[pam_nemec]: all

290
00:15:35,418 –> 00:15:35,679
[adam_hill]: then you

291
00:15:35,642 –> 00:15:35,702
[pam_nemec]: in

292
00:15:35,759 –> 00:15:36,000
[adam_hill]: find

293
00:15:35,763 –> 00:15:36,206
[pam_nemec]: a period

294
00:15:36,080 –> 00:15:36,160
[adam_hill]: out

295
00:15:36,286 –> 00:15:37,676
[pam_nemec]: of by the way five months

296
00:15:37,943 –> 00:15:38,664
[adam_hill]: five months

297
00:15:38,860 –> 00:15:39,041
[pam_nemec]: yeah

298
00:15:39,425 –> 00:15:39,585
[adam_hill]: yeah

299
00:15:39,626 –> 00:15:39,828
[pam_nemec]: it was

300
00:15:39,766 –> 00:15:39,846
[adam_hill]: so

301
00:15:39,908 –> 00:15:40,311
[pam_nemec]: a lot

302
00:15:40,687 –> 00:15:44,373
[adam_hill]: so you’re in this new environment i
mean and then you find out your husband

303
00:15:44,694 –> 00:15:49,722
[adam_hill]: having an affair and it’s a it’s
a it’s a great perspective to have as

304
00:15:50,063 –> 00:15:55,111
[adam_hill]: as you know knowing now that yeah
when you when you feel like you’re falling

305
00:15:55,151 –> 00:15:59,539
[adam_hill]: victim you can acknowledge it but at
that time i’m sure it didn’t feel that

306
00:15:59,599 –> 00:16:02,263
[adam_hill]: way i’m sure it was you know
painful and you

307
00:16:02,250 –> 00:16:02,412
[pam_nemec]: yeah

308
00:16:02,323 –> 00:16:08,293
[adam_hill]: didn’t and you know those feelings also
those emotions how so how did you gain

309
00:16:08,353 –> 00:16:11,198
[adam_hill]: that perspective how did you come out
of that and get

310
00:16:11,190 –> 00:16:11,210
[pam_nemec]: m

311
00:16:11,238 –> 00:16:16,291
[adam_hill]: the courage basically to say yourself that
you’re in control of your life that you

312
00:16:16,331 –> 00:16:18,859
[adam_hill]: can focus on the things that you
can control ease that’s a courageous

313
00:16:18,451 –> 00:16:18,654
[pam_nemec]: what

314
00:16:19,140 –> 00:16:19,321
[adam_hill]: act

315
00:16:19,995 –> 00:16:20,970
[pam_nemec]: hm

316
00:16:20,393 –> 00:16:21,439
[adam_hill]: how did you do that

317
00:16:22,221 –> 00:16:24,195
[pam_nemec]: no i am a talker

318
00:16:25,038 –> 00:16:25,058
[adam_hill]: m

319
00:16:25,470 –> 00:16:32,237
[pam_nemec]: and for me and a doer i
think it’s all about action and kind of

320
00:16:32,357 –> 00:16:39,581
[pam_nemec]: working through my feelings on things like
that so for me i said okay first

321
00:16:39,641 –> 00:16:42,097
[pam_nemec]: i need to get my my children
into counseling

322
00:16:42,866 –> 00:16:43,393
[adam_hill]: hm

323
00:16:43,340 –> 00:16:48,086
[pam_nemec]: and and myself too i mean but
we all at first went to see a

324
00:16:48,166 –> 00:16:53,890
[pam_nemec]: councillor and just talked through what we
were going through and all

325
00:16:53,867 –> 00:16:53,888
[adam_hill]: h

326
00:16:53,930 –> 00:16:54,591
[pam_nemec]: the emotions

327
00:16:54,622 –> 00:16:54,643
[adam_hill]: m

328
00:16:54,691 –> 00:16:59,419
[pam_nemec]: and it was interesting because the councillor
i will never forget this and it was

329
00:16:59,760 –> 00:17:05,529
[pam_nemec]: now thirteen years ago by the way
i am remarried everything is all good kid

330
00:17:05,670 –> 00:17:08,035
[pam_nemec]: are good life is good now but

331
00:17:08,374 –> 00:17:08,475
[adam_hill]: it

332
00:17:09,037 –> 00:17:14,549
[pam_nemec]: we did go to counseling and the
council told me she said in most cases

333
00:17:15,810 –> 00:17:23,222
[pam_nemec]: people will experience a major change in
their life um and it will feel like

334
00:17:23,442 –> 00:17:27,429
[pam_nemec]: things are so unstable almost like and
she drew like the stair step

335
00:17:28,419 –> 00:17:29,053
[adam_hill]: hm

336
00:17:28,590 –> 00:17:34,563
[pam_nemec]: he said in most cases you will
experience a change you will we’ll hit that

337
00:17:34,644 –> 00:17:40,655
[pam_nemec]: next level of change and then you
have a minute kind of balance yourself back

338
00:17:40,796 –> 00:17:46,036
[pam_nemec]: out again s yourself off and say
okay i’m ready to go right so and

339
00:17:46,096 –> 00:17:51,104
[pam_nemec]: in those cases it’s things like major
moves divorce and death were the three that

340
00:17:51,144 –> 00:17:51,745
[pam_nemec]: she named

341
00:17:52,366 –> 00:17:52,407
[adam_hill]: hm

342
00:17:52,426 –> 00:17:52,967
[pam_nemec]: and she said

343
00:17:53,422 –> 00:17:53,443
[adam_hill]: m

344
00:17:53,488 –> 00:17:57,757
[pam_nemec]: in your case and in the lives
of your children there is no you haven’t

345
00:17:57,877 –> 00:18:03,656
[pam_nemec]: had that level out period it’s like
every time you think that was it the

346
00:18:03,737 –> 00:18:08,066
[pam_nemec]: next step falls out and so you
feel like instead of being on a stairstep

347
00:18:08,227 –> 00:18:10,470
[pam_nemec]: you’re on a slide and

348
00:18:10,406 –> 00:18:11,113
[adam_hill]: hm

349
00:18:10,972 –> 00:18:19,960
[pam_nemec]: so that that that understanding of okay
that’s what’s happening and that’s why the i

350
00:18:20,060 –> 00:18:25,650
[pam_nemec]: feel so unstable right now because one
thing after another keeps occurring and so tall

351
00:18:25,710 –> 00:18:32,160
[pam_nemec]: king through that with one you know
a counsellor but also my sisters i have

352
00:18:32,401 –> 00:18:37,089
[pam_nemec]: two sisters and a brother and my
mom i mean i used my family had

353
00:18:37,209 –> 00:18:41,280
[pam_nemec]: i had ah now i’m like those
my poor family i bet they were like

354
00:18:41,361 –> 00:18:41,942
[pam_nemec]: if i hear this

355
00:18:42,013 –> 00:18:42,274
[adam_hill]: yeah

356
00:18:42,043 –> 00:18:44,901
[pam_nemec]: story one more time right okay

357
00:18:44,467 –> 00:18:44,669
[adam_hill]: right

358
00:18:45,282 –> 00:18:49,634
[pam_nemec]: i know what happened but it’s like
when something bad happens it’s like you have

359
00:18:49,694 –> 00:18:52,392
[pam_nemec]: to keep telling that story until

360
00:18:52,228 –> 00:18:52,269
[adam_hill]: m

361
00:18:52,713 –> 00:18:52,895
[pam_nemec]: you

362
00:18:53,122 –> 00:18:53,143
[adam_hill]: m

363
00:18:53,478 –> 00:18:58,564
[pam_nemec]: are done telling that story and and
it just is cathartic and it helps you

364
00:18:58,625 –> 00:19:00,330
[pam_nemec]: get it out and i think

365
00:19:00,153 –> 00:19:00,337
[adam_hill]: yeah

366
00:19:00,731 –> 00:19:06,160
[pam_nemec]: that was one way right to communicate
with people i trusted to really just be

367
00:19:06,300 –> 00:19:12,130
[pam_nemec]: able to either laugh cry be mad
whatever it was having those people i could

368
00:19:12,230 –> 00:19:15,233
[pam_nemec]: speak to was huge the second

369
00:19:14,986 –> 00:19:15,613
[adam_hill]: hm

370
00:19:15,313 –> 00:19:22,752
[pam_nemec]: thing though was i am a person
that says okay what am i worried about

371
00:19:22,812 –> 00:19:26,498
[pam_nemec]: i tried to figure out what is
it that has got me most unsettled and

372
00:19:26,618 –> 00:19:30,825
[pam_nemec]: in my case and in that situation
it was fear for my children i came

373
00:19:30,945 –> 00:19:36,003
[pam_nemec]: from a mom and dad who we’re
married for fifty three years until my dad

374
00:19:36,084 –> 00:19:42,452
[pam_nemec]: passed away um so long line of
marriage you know all my grandmas and grandpas

375
00:19:42,492 –> 00:19:47,823
[pam_nemec]: and aunts and uncles and so this
was such a tragedy to me right

376
00:19:48,617 –> 00:19:48,637
[adam_hill]: h

377
00:19:48,765 –> 00:19:49,466
[pam_nemec]: i never thought

378
00:19:49,432 –> 00:19:49,453
[adam_hill]: m

379
00:19:49,506 –> 00:19:55,485
[pam_nemec]: that would happen and so for me
my fear was for my children and what

380
00:19:55,545 –> 00:19:58,510
[pam_nemec]: is that going to do to them
and how is is going to affect their

381
00:19:58,630 –> 00:20:02,997
[pam_nemec]: life right they’re not going to get
the leave it to beaver life that i

382
00:20:03,258 –> 00:20:03,919
[pam_nemec]: had right

383
00:20:04,524 –> 00:20:04,746
[adam_hill]: right

384
00:20:04,866 –> 00:20:10,797
[pam_nemec]: and so i really turned my attention
on to them and um and then i

385
00:20:10,897 –> 00:20:14,924
[pam_nemec]: said okay what do i need to
do and one of the first steps was

386
00:20:15,084 –> 00:20:20,413
[pam_nemec]: to speak to my my boss at
the time as a co his name is

387
00:20:20,473 –> 00:20:23,699
[pam_nemec]: preston he was a great guy and
s a great guy still to stay in

388
00:20:23,759 –> 00:20:27,986
[pam_nemec]: touch and i had to tell him
what was happening you know which is you

389
00:20:28,046 –> 00:20:29,288
[pam_nemec]: know very personal but

390
00:20:29,703 –> 00:20:29,886
[adam_hill]: sure

391
00:20:29,709 –> 00:20:32,491
[pam_nemec]: you know he was end too and
so i was able to sit down and

392
00:20:32,551 –> 00:20:37,215
[pam_nemec]: say hey this is everything that is
going on right now in my life and

393
00:20:37,295 –> 00:20:42,460
[pam_nemec]: i know that i just got promoted
to this new role of group director which

394
00:20:42,500 –> 00:20:46,446
[pam_nemec]: was like a senior director in the
company um and i don’t want you to

395
00:20:46,486 –> 00:20:50,513
[pam_nemec]: think that i’m not going to be
focused on my job but i might not

396
00:20:50,573 –> 00:20:51,415
[pam_nemec]: be focused on my

397
00:20:51,523 –> 00:20:52,333
[adam_hill]: yeah

398
00:20:51,535 –> 00:20:52,737
[pam_nemec]: job sometimes right

399
00:20:52,754 –> 00:20:52,936
[adam_hill]: sure

400
00:20:53,338 –> 00:20:58,947
[pam_nemec]: and because i had i have to
be there for my kids and he thankfully

401
00:20:59,268 –> 00:21:04,056
[pam_nemec]: and i’m so grateful for it was
just nothing but supportive and he wasn’t just

402
00:21:04,116 –> 00:21:08,343
[pam_nemec]: supportive on that day that i talked
to him he was supported for the next

403
00:21:08,523 –> 00:21:09,846
[pam_nemec]: twelve years when

404
00:21:09,943 –> 00:21:09,963
[adam_hill]: m

405
00:21:09,966 –> 00:21:10,767
[pam_nemec]: i still

406
00:21:11,362 –> 00:21:11,383
[adam_hill]: m

407
00:21:11,449 –> 00:21:15,436
[pam_nemec]: had to be that single mom and
you know i joke i said if you

408
00:21:15,916 –> 00:21:22,387
[pam_nemec]: if you would have seen me some
days right i was like basically sweat forming

409
00:21:22,488 –> 00:21:27,736
[pam_nemec]: on my lip high heel shoes in
my hand running down the hallway because i

410
00:21:27,816 –> 00:21:27,977
[pam_nemec]: had

411
00:21:27,823 –> 00:21:27,987
[adam_hill]: yeah

412
00:21:28,037 –> 00:21:32,586
[pam_nemec]: to get to my daughter’s basketball games
or my son’s pull vault meats or whatever

413
00:21:32,646 –> 00:21:36,674
[pam_nemec]: and i knew traffic was going to
be insane and so it was just the

414
00:21:36,794 –> 00:21:41,873
[pam_nemec]: stress of making sure you are there
for your kids and you know i never

415
00:21:41,973 –> 00:21:45,539
[pam_nemec]: wanted my children to look up into
the stands and not see me

416
00:21:46,586 –> 00:21:46,831
[adam_hill]: right

417
00:21:46,740 –> 00:21:52,789
[pam_nemec]: no i think that’s important to kids
and so that was one of my nonnegotiables

418
00:21:53,460 –> 00:21:53,840
[pam_nemec]: i wasn’t

419
00:21:53,603 –> 00:21:53,744
[adam_hill]: yeah

420
00:21:53,920 –> 00:21:59,830
[pam_nemec]: in the miss their their stuff whatever
stuff that was right so that was just

421
00:21:59,910 –> 00:22:05,780
[pam_nemec]: for me that was important to me
and so i made sure that you know

422
00:22:05,840 –> 00:22:08,705
[pam_nemec]: i said i’m going to take my
kids to school i don’t want them to

423
00:22:09,266 –> 00:22:12,872
[pam_nemec]: have to hitch a ride or be
stressed about where how they’re going to get

424
00:22:12,912 –> 00:22:15,897
[pam_nemec]: there i’m goin a do that may
make me a little late but that’s what

425
00:22:15,937 –> 00:22:16,218
[pam_nemec]: i’m going

426
00:22:16,153 –> 00:22:16,397
[adam_hill]: oh

427
00:22:16,278 –> 00:22:17,891
[pam_nemec]: to do and as

428
00:22:17,910 –> 00:22:18,463
[adam_hill]: hm

429
00:22:17,991 –> 00:22:21,298
[pam_nemec]: far as there games i’m gonna sometimes
i’m gonna have to leave a little early

430
00:22:22,240 –> 00:22:26,783
[pam_nemec]: they have to take a meeting from
from the on the phone or whatever and

431
00:22:26,844 –> 00:22:31,467
[pam_nemec]: it was just like having that kind
of culture that truly cared about me and

432
00:22:31,508 –> 00:22:36,671
[pam_nemec]: what i was dealing with in my
life helped me be a better mom and

433
00:22:36,832 –> 00:22:41,751
[pam_nemec]: helped me feel fulfilled both at work
and at home i don’t

434
00:22:41,689 –> 00:22:42,343
[adam_hill]: hm

435
00:22:41,811 –> 00:22:45,024
[pam_nemec]: think i would have ever ended up
as as a senior vice president of this

436
00:22:45,245 –> 00:22:49,810
[pam_nemec]: of this company had they not allowed
that because

437
00:22:49,804 –> 00:22:49,968
[adam_hill]: yeah

438
00:22:49,850 –> 00:22:57,470
[pam_nemec]: when when when you make your or
inadvertently or advertently make your people choose between

439
00:22:57,530 –> 00:23:04,202
[pam_nemec]: their children or their family and their
work works typically going to lose may not

440
00:23:04,186 –> 00:23:04,813
[adam_hill]: hm

441
00:23:04,322 –> 00:23:08,825
[pam_nemec]: lose it first over time they’re going
to lose right and so you’ll end up

442
00:23:08,926 –> 00:23:10,328
[pam_nemec]: losing a pretty good employee

443
00:23:11,473 –> 00:23:12,583
[adam_hill]: yeah

444
00:23:11,701 –> 00:23:15,207
[pam_nemec]: over something that really wasn’t that big
a deal i mean if you went but

445
00:23:15,247 –> 00:23:19,254
[pam_nemec]: i can ask every but nobody remembers
that i left the meeting thirty minutes early

446
00:23:19,273 –> 00:23:20,113
[adam_hill]: yeah

447
00:23:19,334 –> 00:23:20,216
[pam_nemec]: so i could make a

448
00:23:20,203 –> 00:23:20,893
[adam_hill]: yeah

449
00:23:20,456 –> 00:23:21,879
[pam_nemec]: basketball game right

450
00:23:21,713 –> 00:23:22,819
[adam_hill]: yeah right right

451
00:23:22,905 –> 00:23:24,800
[pam_nemec]: my kids do and

452
00:23:24,723 –> 00:23:24,885
[adam_hill]: yeah

453
00:23:24,860 –> 00:23:29,811
[pam_nemec]: that’s the stuff that matters in understanding
that and saying look these are my priorities

454
00:23:30,653 –> 00:23:33,118
[pam_nemec]: and these are the nonnegotiables for me

455
00:23:34,329 –> 00:23:34,903
[adam_hill]: hm

456
00:23:34,391 –> 00:23:39,955
[pam_nemec]: and in finding a company culture that
understands that and not just doesn’t get it

457
00:23:40,016 –> 00:23:45,196
[pam_nemec]: just lip service but really walks the
walks to talk right

458
00:23:45,273 –> 00:23:48,558
[adam_hill]: that kind of a kind of reiterates
what you said at the beginning which is

459
00:23:48,999 –> 00:23:52,885
[adam_hill]: you know that culture was led by
the c o and it wasn’t just saying

460
00:23:52,966 –> 00:23:54,929
[adam_hill]: to you oh yeah yeah i understand

461
00:23:54,861 –> 00:23:55,023
[pam_nemec]: yeah

462
00:23:54,989 –> 00:23:57,834
[adam_hill]: you need to and then like saying
no this project needs to be on this

463
00:23:57,914 –> 00:23:58,094
[adam_hill]: week

464
00:23:58,132 –> 00:23:58,215
[pam_nemec]: ah

465
00:23:58,154 –> 00:24:03,844
[adam_hill]: and now it’s you know really living
that and and so that’s a that’s a

466
00:24:04,024 –> 00:24:07,830
[adam_hill]: powerful story of how that impacted you
as an employe but there’s also a lot

467
00:24:07,890 –> 00:24:13,279
[adam_hill]: in there too of you know the
challenges just don’t don’t just end at you

468
00:24:13,340 –> 00:24:17,206
[adam_hill]: know that that part because still you’re
a working mom you know

469
00:24:17,210 –> 00:24:17,352
[pam_nemec]: yeah

470
00:24:17,266 –> 00:24:21,032
[adam_hill]: you’re you’re a single parent you you’re
running to basketball games that creates a lot

471
00:24:21,072 –> 00:24:24,035
[adam_hill]: of stress and i know that there’s
a lot of people out there that can

472
00:24:24,135 –> 00:24:28,259
[adam_hill]: resonate with that you know that that
are single parents

473
00:24:28,640 –> 00:24:28,802
[pam_nemec]: yeah

474
00:24:28,799 –> 00:24:31,662
[adam_hill]: how did you find that balance of
being able to do all that

475
00:24:32,190 –> 00:24:35,454
[pam_nemec]: well you know some days i was
better at it than others

476
00:24:35,923 –> 00:24:36,165
[adam_hill]: uh

477
00:24:36,656 –> 00:24:36,896
[pam_nemec]: but

478
00:24:37,012 –> 00:24:37,033
[adam_hill]: h

479
00:24:37,677 –> 00:24:46,171
[pam_nemec]: i think i just i just made
sure that i was there and

480
00:24:46,087 –> 00:24:46,108
[adam_hill]: h

481
00:24:46,794 –> 00:24:46,854
[pam_nemec]: you

482
00:24:46,882 –> 00:24:46,903
[adam_hill]: m

483
00:24:46,914 –> 00:24:51,365
[pam_nemec]: know there were other things that didn’t
get done like the laundry house didn’t get

484
00:24:51,446 –> 00:24:53,681
[pam_nemec]: cleaned until the weekend know

485
00:24:53,605 –> 00:24:53,645
[adam_hill]: hm

486
00:24:54,403 –> 00:24:54,644
[pam_nemec]: um

487
00:24:54,532 –> 00:24:54,553
[adam_hill]: m

488
00:24:55,849 –> 00:25:00,122
[pam_nemec]: i did i let other things go
so that i could do the things that

489
00:25:00,162 –> 00:25:04,830
[pam_nemec]: mattered to me because i think that
when you strive for this perfection like oh

490
00:25:04,890 –> 00:25:07,694
[pam_nemec]: my goodness my daughter is a new
mom right now and

491
00:25:07,935 –> 00:25:07,956
[adam_hill]: m

492
00:25:08,576 –> 00:25:13,264
[pam_nemec]: the pressure on these poor mom s
to be perfect and all the

493
00:25:13,264 –> 00:25:13,404
[adam_hill]: yeah

494
00:25:13,304 –> 00:25:17,511
[pam_nemec]: things all the advice all the do
this for your baby don’t do that i

495
00:25:17,611 –> 00:25:21,157
[pam_nemec]: just feel for them because i thankfully
i didn’t have all of that advice i

496
00:25:21,237 –> 00:25:21,958
[pam_nemec]: just had my mom

497
00:25:21,913 –> 00:25:22,176
[adam_hill]: oh

498
00:25:24,000 –> 00:25:30,996
[pam_nemec]: but you know i think i think
that you’re just striving for perfection

499
00:25:30,794 –> 00:25:30,959
[adam_hill]: yeah

500
00:25:31,356 –> 00:25:32,639
[pam_nemec]: as a as a parent

501
00:25:33,073 –> 00:25:33,295
[adam_hill]: yah

502
00:25:33,581 –> 00:25:34,866
[pam_nemec]: a is an unattainable

503
00:25:34,552 –> 00:25:34,573
[adam_hill]: h

504
00:25:34,946 –> 00:25:35,187
[pam_nemec]: goal

505
00:25:36,155 –> 00:25:36,883
[adam_hill]: hm

506
00:25:36,570 –> 00:25:40,690
[pam_nemec]: all i tried to do was know
that my children i loved him i was

507
00:25:40,730 –> 00:25:46,374
[pam_nemec]: going to be there for them they
were my priority and but you know they

508
00:25:46,494 –> 00:25:46,714
[pam_nemec]: also

509
00:25:46,744 –> 00:25:46,844
[adam_hill]: oh

510
00:25:46,914 –> 00:25:47,536
[pam_nemec]: now my

511
00:25:47,772 –> 00:25:47,893
[adam_hill]: right

512
00:25:47,816 –> 00:25:53,726
[pam_nemec]: my daughter is twenty six new mom
my son is twenty two he’s about to

513
00:25:53,724 –> 00:25:53,886
[adam_hill]: yeh

514
00:25:53,746 –> 00:25:54,748
[pam_nemec]: graduate from texas and

515
00:25:56,002 –> 00:25:56,023
[adam_hill]: m

516
00:25:56,843 –> 00:25:58,830
[pam_nemec]: now it’s funny i had

517
00:25:58,783 –> 00:25:59,003
[adam_hill]: yeah

518
00:25:58,870 –> 00:26:01,173
[pam_nemec]: a conversation just the other day with
my daughter and i was like you know

519
00:26:01,233 –> 00:26:02,815
[pam_nemec]: i feel so bad because sometimes i
didn’t get

520
00:26:02,743 –> 00:26:02,946
[adam_hill]: oh

521
00:26:02,895 –> 00:26:05,177
[pam_nemec]: home and i wasn’t able to make

522
00:26:05,233 –> 00:26:05,833
[adam_hill]: yeah

523
00:26:05,258 –> 00:26:09,093
[pam_nemec]: you guys dinner and she goes listen
she you can say that all

524
00:26:09,103 –> 00:26:09,405
[adam_hill]: oh

525
00:26:09,113 –> 00:26:12,358
[pam_nemec]: the time she goes you are such
a good mom she goes

526
00:26:12,593 –> 00:26:13,183
[adam_hill]: hm

527
00:26:12,859 –> 00:26:16,686
[pam_nemec]: who cares she goes i mean if
you brought home fried chicken whatever you know

528
00:26:17,126 –> 00:26:21,574
[pam_nemec]: and i was like yeah it’s okay
it’s okay that i just stopped and got

529
00:26:21,634 –> 00:26:23,978
[pam_nemec]: some chicken and brought it home right
i

530
00:26:24,033 –> 00:26:24,194
[adam_hill]: yeah

531
00:26:24,058 –> 00:26:26,923
[pam_nemec]: always had this guilt around not being
able to prepare them this

532
00:26:27,052 –> 00:26:27,073
[adam_hill]: m

533
00:26:27,223 –> 00:26:31,891
[pam_nemec]: beautiful meal like my mom was able
to and and you you hang on to

534
00:26:31,951 –> 00:26:35,096
[pam_nemec]: these things and you feel like you’re
bad mom because you didn’t do that and

535
00:26:35,457 –> 00:26:38,021
[pam_nemec]: and now my kids are older they’re
like what are you talking

536
00:26:38,083 –> 00:26:38,103
[adam_hill]: m

537
00:26:38,101 –> 00:26:39,524
[pam_nemec]: about you gave us a great

538
00:26:39,412 –> 00:26:39,432
[adam_hill]: m

539
00:26:39,624 –> 00:26:41,126
[pam_nemec]: life you know nd

540
00:26:41,002 –> 00:26:41,023
[adam_hill]: m

541
00:26:41,427 –> 00:26:47,277
[pam_nemec]: they’re very proud of that way i
was able to succeed in my career but

542
00:26:47,377 –> 00:26:50,161
[pam_nemec]: also be you now good mom to
them i’m

543
00:26:50,205 –> 00:26:50,348
[adam_hill]: yeah

544
00:26:50,221 –> 00:26:54,328
[pam_nemec]: not the best mom not perfect mom
by any stretch you know but i mean

545
00:26:54,529 –> 00:26:57,899
[pam_nemec]: i just i just think you got
to love your kids you got to show

546
00:26:57,999 –> 00:26:59,805
[pam_nemec]: them that they matter to you

547
00:27:00,065 –> 00:27:00,105
[adam_hill]: hm

548
00:27:00,206 –> 00:27:04,448
[pam_nemec]: and sometimes that means not doing other
things you know

549
00:27:05,263 –> 00:27:09,049
[adam_hill]: i really like that the idea of
you know not being perfect and it’s a

550
00:27:09,089 –> 00:27:13,076
[adam_hill]: recurring theme that’s come up in a
series of interviews here where

551
00:27:13,127 –> 00:27:13,680
[pam_nemec]: hm

552
00:27:13,196 –> 00:27:15,700
[adam_hill]: you know we talk about what we’re
afraid of and a lot of that is

553
00:27:15,760 –> 00:27:16,962
[adam_hill]: just like not being perfect

554
00:27:17,450 –> 00:27:17,634
[pam_nemec]: yeah

555
00:27:17,463 –> 00:27:19,425
[adam_hill]: not getting that not not being that
and then

556
00:27:19,370 –> 00:27:19,551
[pam_nemec]: right

557
00:27:20,126 –> 00:27:23,911
[adam_hill]: that that re occurring theme of like
what the solution is there we’re giving ourselves

558
00:27:24,031 –> 00:27:24,392
[adam_hill]: grace

559
00:27:25,091 –> 00:27:25,296
[pam_nemec]: yes

560
00:27:25,233 –> 00:27:32,845
[adam_hill]: grace to be imperfect and i love
that perspective on balance because having that perspective

561
00:27:33,547 –> 00:27:36,471
[adam_hill]: gave you the freedom to do both
to be a great parent

562
00:27:37,060 –> 00:27:37,202
[pam_nemec]: yeah

563
00:27:37,253 –> 00:27:39,781
[adam_hill]: and to be a great executive

564
00:27:40,730 –> 00:27:40,870
[pam_nemec]: yeah

565
00:27:40,794 –> 00:27:40,955
[adam_hill]: and

566
00:27:41,431 –> 00:27:45,156
[pam_nemec]: i’ll say this to you know a
lot of times i think executives worry that

567
00:27:45,196 –> 00:27:48,432
[pam_nemec]: if they give their employes too much
grace

568
00:27:48,763 –> 00:27:50,212
[adam_hill]: yeah

569
00:27:49,210 –> 00:27:50,001
[pam_nemec]: o much leeway

570
00:27:50,964 –> 00:27:51,044
[adam_hill]: hm

571
00:27:50,981 –> 00:27:56,825
[pam_nemec]: they’re to take advantage of them in
my case that was the furthest thing from

572
00:27:56,885 –> 00:28:02,995
[pam_nemec]: the truth i appreciated it so much
it made me extremely loyal and very hard

573
00:28:03,056 –> 00:28:06,782
[pam_nemec]: working and so my kids might go
to bed but i would stay up and

574
00:28:06,882 –> 00:28:10,648
[pam_nemec]: make sure i got my whatever i
needed to get done done you know

575
00:28:10,888 –> 00:28:11,563
[adam_hill]: hm

576
00:28:11,850 –> 00:28:15,677
[pam_nemec]: i was there for the company just
like i was there for the for my

577
00:28:15,757 –> 00:28:20,540
[pam_nemec]: kids because i didn’t want to lose
that job i

578
00:28:20,573 –> 00:28:20,714
[adam_hill]: yeah

579
00:28:20,680 –> 00:28:24,787
[pam_nemec]: love it you know i love the
people i worked with i loved the culture

580
00:28:26,750 –> 00:28:35,342
[pam_nemec]: i appreciated the the family feel of
it and and so yeah i am it

581
00:28:35,423 –> 00:28:40,248
[pam_nemec]: made me work harder not not at
all take it for granted

582
00:28:40,914 –> 00:28:41,098
[adam_hill]: yeah

583
00:28:40,928 –> 00:28:45,144
[pam_nemec]: and and and i saw that not
just in me that i mean that’s my

584
00:28:45,745 –> 00:28:50,073
[pam_nemec]: my one story but out of fifty
thousand people at in the company and as

585
00:28:50,173 –> 00:28:54,059
[pam_nemec]: a person that was in p r
communications h r all the things

586
00:28:53,996 –> 00:28:54,078
[adam_hill]: oh

587
00:28:54,180 –> 00:28:57,686
[pam_nemec]: yeah the stories that i heard of
others

588
00:28:57,382 –> 00:28:57,403
[adam_hill]: m

589
00:28:58,470 –> 00:29:02,978
[pam_nemec]: the things that the company was doing
for others in the same manner

590
00:29:03,343 –> 00:29:03,586
[adam_hill]: oh

591
00:29:03,720 –> 00:29:05,926
[pam_nemec]: as incredible and when you do those
things

592
00:29:05,893 –> 00:29:06,673
[adam_hill]: yeah

593
00:29:06,026 –> 00:29:08,613
[pam_nemec]: consistently throughout your organization the loyalty

594
00:29:08,383 –> 00:29:08,624
[adam_hill]: oh

595
00:29:08,694 –> 00:29:14,316
[pam_nemec]: that is built over time people begin
to say they don’t just say this they

596
00:29:14,537 –> 00:29:15,098
[pam_nemec]: actually

597
00:29:14,788 –> 00:29:15,463
[adam_hill]: hm

598
00:29:16,510 –> 00:29:23,099
[pam_nemec]: have this way they really care when
that happens it drives performance

599
00:29:23,773 –> 00:29:23,793
[adam_hill]: m

600
00:29:24,521 –> 00:29:24,941
[pam_nemec]: because

601
00:29:24,922 –> 00:29:24,943
[adam_hill]: m

602
00:29:25,262 –> 00:29:31,933
[pam_nemec]: that that culture is now shared beyond
the four walls of your company it’s now

603
00:29:32,053 –> 00:29:37,322
[pam_nemec]: shared with your clients or your customers
or your suppliers franchise ease or whatever the

604
00:29:37,362 –> 00:29:45,473
[pam_nemec]: structure of your organization is it starts
to permeate beyond that one home office right

605
00:29:46,450 –> 00:29:50,326
[pam_nemec]: um because people say that’s something special

606
00:29:50,191 –> 00:29:50,293
[adam_hill]: yeah

607
00:29:50,687 –> 00:29:53,320
[pam_nemec]: and i want to do that for
others i

608
00:29:53,306 –> 00:29:53,326
[adam_hill]: m

609
00:29:53,420 –> 00:29:54,902
[pam_nemec]: want to be that kind of leader

610
00:29:55,552 –> 00:29:55,573
[adam_hill]: m

611
00:29:55,563 –> 00:29:59,550
[pam_nemec]: i want to do that for my
customers or my clients and i don’t i

612
00:29:59,590 –> 00:30:04,057
[pam_nemec]: don’t want to be the the person
that’s banging my fist on a desk and

613
00:30:04,357 –> 00:30:08,100
[pam_nemec]: demanding that you do better you know

614
00:30:08,259 –> 00:30:08,893
[adam_hill]: hm

615
00:30:08,261 –> 00:30:11,207
[pam_nemec]: that’s not the kind of leader i
want to be and i think i would

616
00:30:11,348 –> 00:30:16,519
[pam_nemec]: say that in ninety nine percent of
the cases nobody gets up and says i

617
00:30:16,600 –> 00:30:18,504
[pam_nemec]: want to be the kind of leader
that bangs my fist

618
00:30:18,583 –> 00:30:18,932
[adam_hill]: oh

619
00:30:18,624 –> 00:30:20,228
[pam_nemec]: on a desk today right

620
00:30:20,273 –> 00:30:20,415
[adam_hill]: yeah

621
00:30:20,930 –> 00:30:20,970
[pam_nemec]: i

622
00:30:20,962 –> 00:30:21,185
[adam_hill]: right

623
00:30:21,010 –> 00:30:27,063
[pam_nemec]: think when they’re in people’s even in
their stressful moments nobody likes to act in

624
00:30:27,123 –> 00:30:29,908
[pam_nemec]: a way that is counter to who
they are

625
00:30:30,894 –> 00:30:31,117
[adam_hill]: right

626
00:30:31,340 –> 00:30:39,204
[pam_nemec]: and so providing a place you can
be your best as a human being not

627
00:30:39,284 –> 00:30:43,589
[pam_nemec]: just as an executive or a performer
or a leader but just as a human

628
00:30:43,649 –> 00:30:45,483
[pam_nemec]: being that feels

629
00:30:45,196 –> 00:30:45,237
[adam_hill]: m

630
00:30:45,584 –> 00:30:46,247
[pam_nemec]: good to people

631
00:30:45,952 –> 00:30:45,973
[adam_hill]: m

632
00:30:46,960 –> 00:30:54,121
[pam_nemec]: and when you can provide that kind
of environment and culture more and more people

633
00:30:54,382 –> 00:30:57,687
[pam_nemec]: want to be part of it and
more and more people want to stay and

634
00:30:57,968 –> 00:31:01,614
[pam_nemec]: more and more people want they start
to care about the success of your company

635
00:31:02,115 –> 00:31:02,455
[pam_nemec]: they start

636
00:31:02,425 –> 00:31:02,465
[adam_hill]: hm

637
00:31:02,535 –> 00:31:03,277
[pam_nemec]: to care about your

638
00:31:03,352 –> 00:31:03,373
[adam_hill]: m

639
00:31:03,357 –> 00:31:11,220
[pam_nemec]: brands reputation they start to care about
the little things that others just now in

640
00:31:11,481 –> 00:31:17,250
[pam_nemec]: an organization that’s completely focused on hitting
the financials for example and they never care

641
00:31:17,330 –> 00:31:21,718
[pam_nemec]: about that impact on people that impact
on customers that impact on the systems of

642
00:31:21,758 –> 00:31:25,689
[pam_nemec]: the organization that a greek havoc or
how it’s going to be led how it’s

643
00:31:25,709 –> 00:31:30,684
[pam_nemec]: going to be communicated when none of
that is considered it only matters that you

644
00:31:30,785 –> 00:31:37,097
[pam_nemec]: hit that number are going to eventually
your road that performance

645
00:31:36,802 –> 00:31:36,823
[adam_hill]: m

646
00:31:37,550 –> 00:31:38,233
[pam_nemec]: because people

647
00:31:38,055 –> 00:31:38,096
[adam_hill]: hm

648
00:31:38,293 –> 00:31:39,297
[pam_nemec]: will give up on you

649
00:31:39,832 –> 00:31:39,853
[adam_hill]: m

650
00:31:39,940 –> 00:31:40,562
[pam_nemec]: because they know

651
00:31:40,404 –> 00:31:40,444
[adam_hill]: m

652
00:31:40,683 –> 00:31:41,144
[pam_nemec]: you don’t

653
00:31:41,032 –> 00:31:41,053
[adam_hill]: m

654
00:31:41,205 –> 00:31:43,290
[pam_nemec]: have their back and

655
00:31:43,424 –> 00:31:43,445
[adam_hill]: m

656
00:31:43,530 –> 00:31:47,936
[pam_nemec]: and that’s my biggest message to leaders
is to say look i know i’ve been

657
00:31:47,976 –> 00:31:52,786
[pam_nemec]: at a senior level i understand all
the pressures i get it i know that

658
00:31:52,846 –> 00:31:59,971
[pam_nemec]: that there’s a lot that that is
that is all required of a leader certainly

659
00:32:00,031 –> 00:32:07,534
[pam_nemec]: at a co level but what i
would say is you can achieve all of

660
00:32:07,615 –> 00:32:07,856
[pam_nemec]: that

661
00:32:07,933 –> 00:32:08,158
[adam_hill]: oh

662
00:32:08,900 –> 00:32:11,107
[pam_nemec]: but you can achieve it and more

663
00:32:10,873 –> 00:32:11,093
[adam_hill]: oh

664
00:32:12,170 –> 00:32:14,735
[pam_nemec]: you can achieve it all and you
can feel so

665
00:32:14,722 –> 00:32:14,743
[adam_hill]: m

666
00:32:14,856 –> 00:32:16,078
[pam_nemec]: good about the kind of

667
00:32:16,093 –> 00:32:16,296
[adam_hill]: oh

668
00:32:16,139 –> 00:32:17,562
[pam_nemec]: organization you’ve created

669
00:32:17,443 –> 00:32:17,665
[adam_hill]: oh

670
00:32:17,822 –> 00:32:23,553
[pam_nemec]: if you if you truly construct it
and you and you build it like you

671
00:32:23,654 –> 00:32:28,241
[pam_nemec]: would a strategy to grow your company
you build your strategy

672
00:32:28,152 –> 00:32:28,333
[adam_hill]: yeah

673
00:32:28,301 –> 00:32:29,924
[pam_nemec]: to grow your culture and you’ve

674
00:32:29,989 –> 00:32:30,029
[adam_hill]: m

675
00:32:30,345 –> 00:32:36,079
[pam_nemec]: struck it very carefully and intentionally and
then you have your performance and you have

676
00:32:36,199 –> 00:32:42,769
[pam_nemec]: something that you’re super proud of because
of the way you’re able to lead in

677
00:32:42,830 –> 00:32:49,154
[pam_nemec]: the way others are able to lead
your organization to me that’s true that’s true

678
00:32:49,275 –> 00:32:50,737
[pam_nemec]: profit right everybody

679
00:32:50,614 –> 00:32:51,097
[adam_hill]: absolutely

680
00:32:50,797 –> 00:32:56,727
[pam_nemec]: talks about buda and profit and all
of this but you know re defining profit

681
00:32:56,807 –> 00:33:00,567
[pam_nemec]: in your own mind might be a
good exercise

682
00:33:01,195 –> 00:33:01,378
[adam_hill]: yeah

683
00:33:01,351 –> 00:33:03,377
[pam_nemec]: i it’s truly profitable

684
00:33:04,204 –> 00:33:04,366
[adam_hill]: yeah

685
00:33:04,782 –> 00:33:05,366
[pam_nemec]: there’s money

686
00:33:05,174 –> 00:33:05,356
[adam_hill]: that’s

687
00:33:06,180 –> 00:33:06,300
[pam_nemec]: but

688
00:33:06,337 –> 00:33:06,378
[adam_hill]: m

689
00:33:06,861 –> 00:33:10,548
[pam_nemec]: there’s other things that that also can
be profit to you in your life and

690
00:33:11,231 –> 00:33:11,413
[pam_nemec]: what do

691
00:33:11,440 –> 00:33:11,480
[adam_hill]: m

692
00:33:11,474 –> 00:33:12,142
[pam_nemec]: you want that to be

693
00:33:12,112 –> 00:33:18,962
[adam_hill]: m ah that’s a great segued into
the culture discussion because when we’re talking about

694
00:33:19,002 –> 00:33:23,930
[adam_hill]: a lot of that that’s that’s the
fulfillment aspect and i know that when if

695
00:33:23,991 –> 00:33:26,935
[adam_hill]: a company is fully s focused on
financials and

696
00:33:26,822 –> 00:33:26,925
[pam_nemec]: so

697
00:33:27,216 –> 00:33:34,188
[adam_hill]: the employee doesn’t feel that you know
they’re put first before those those financials or

698
00:33:34,268 –> 00:33:38,495
[adam_hill]: that bit then that fear starts to
come into play and that fear

699
00:33:38,542 –> 00:33:38,563
[pam_nemec]: a

700
00:33:38,575 –> 00:33:41,460
[adam_hill]: starts coming to play it’s like then
the anger starts to come into play where

701
00:33:41,480 –> 00:33:43,543
[adam_hill]: you’re angry and there’s misalignment

702
00:33:44,206 –> 00:33:44,226
[pam_nemec]: s

703
00:33:44,244 –> 00:33:49,716
[adam_hill]: um so do is it fair to
say that that you know with guard to

704
00:33:50,400 –> 00:33:50,663
[pam_nemec]: yeah

705
00:33:51,273 –> 00:33:55,600
[adam_hill]: you know the people in your organization
and building that trust building that building that

706
00:33:55,700 –> 00:34:00,728
[adam_hill]: strong culture that that and the kind
of culture that where the c o is

707
00:34:01,029 –> 00:34:02,792
[adam_hill]: is giving you the grace to

708
00:34:02,833 –> 00:34:03,360
[pam_nemec]: hm

709
00:34:02,892 –> 00:34:06,176
[adam_hill]: say hey i trust you to get
your job done but

710
00:34:06,077 –> 00:34:06,630
[pam_nemec]: hm

711
00:34:06,256 –> 00:34:07,898
[adam_hill]: also take care of your family first

712
00:34:08,230 –> 00:34:08,394
[pam_nemec]: yeah

713
00:34:08,959 –> 00:34:11,142
[adam_hill]: how is that alignment created

714
00:34:12,420 –> 00:34:16,807
[pam_nemec]: well i’ll tell you some of it
is so it’s very tactical in some cases

715
00:34:16,428 –> 00:34:17,023
[adam_hill]: hm

716
00:34:16,887 –> 00:34:20,897
[pam_nemec]: you know so when one of the
things that i hear from a lot of

717
00:34:20,937 –> 00:34:27,676
[pam_nemec]: people is how rustrating it can be
it’s not about first of all be back

718
00:34:27,776 –> 00:34:32,844
[pam_nemec]: up it’s not about parties perks ping
pong tables in your break room

719
00:34:32,833 –> 00:34:33,943
[adam_hill]: yeah

720
00:34:33,285 –> 00:34:38,213
[pam_nemec]: a lot of times that used to
be what culture kind of represented um that’s

721
00:34:38,434 –> 00:34:42,601
[pam_nemec]: not what i’m talking about and i
don’t think that’s what employes are talking about

722
00:34:42,681 –> 00:34:44,063
[pam_nemec]: based on the research i’ve read

723
00:34:44,653 –> 00:34:44,673
[adam_hill]: m

724
00:34:44,724 –> 00:34:45,405
[pam_nemec]: um toxic

725
00:34:45,442 –> 00:34:45,463
[adam_hill]: m

726
00:34:45,505 –> 00:34:54,466
[pam_nemec]: cultures and things that create um poor
performance in an organization is more about lack

727
00:34:54,526 –> 00:35:03,851
[pam_nemec]: of communication lack of respect as it
relates to they’re working environment so people want

728
00:35:04,151 –> 00:35:11,439
[pam_nemec]: to know when a new product is
rolling out they want to know when a

729
00:35:11,500 –> 00:35:16,443
[pam_nemec]: new service is going to be provided
now you know this as seems so simple

730
00:35:16,544 –> 00:35:17,445
[pam_nemec]: right but it’s

731
00:35:17,406 –> 00:35:17,607
[adam_hill]: right

732
00:35:17,485 –> 00:35:21,091
[pam_nemec]: like well of course you know i
have a say i’m leading a team and

733
00:35:21,052 –> 00:35:21,073
[adam_hill]: m

734
00:35:21,151 –> 00:35:23,295
[pam_nemec]: i have a team of you know
at one point i had a team of

735
00:35:23,335 –> 00:35:23,976
[pam_nemec]: two undred people

736
00:35:24,202 –> 00:35:24,223
[adam_hill]: m

737
00:35:24,417 –> 00:35:26,820
[pam_nemec]: so i have two der people on
my team well

738
00:35:26,885 –> 00:35:27,553
[adam_hill]: hm

739
00:35:27,381 –> 00:35:29,542
[pam_nemec]: every single group i mean i had
everything

740
00:35:29,323 –> 00:35:29,444
[adam_hill]: ye

741
00:35:29,622 –> 00:35:34,206
[pam_nemec]: from social media to h r right
i mean i was running kind of communications

742
00:35:34,346 –> 00:35:39,511
[pam_nemec]: and h r so every one of
those groups needed something

743
00:35:39,455 –> 00:35:39,931
[adam_hill]: yes

744
00:35:39,551 –> 00:35:40,072
[pam_nemec]: a little

745
00:35:40,214 –> 00:35:40,316
[adam_hill]: oh

746
00:35:40,372 –> 00:35:45,779
[pam_nemec]: different from an information standpoint in order
to insure they were best prepared to support

747
00:35:47,404 –> 00:35:47,987
[pam_nemec]: the change

748
00:35:49,213 –> 00:35:49,942
[adam_hill]: yeah

749
00:35:49,990 –> 00:35:54,594
[pam_nemec]: now that wasn’t easy it because okay
i have to think about okay what do

750
00:35:54,715 –> 00:35:57,640
[pam_nemec]: i need to tell the social media
team what do i need to tell my

751
00:35:57,760 –> 00:36:00,726
[pam_nemec]: p r team what do i need
to tell pay role what

752
00:36:00,613 –> 00:36:01,213
[adam_hill]: oh

753
00:36:00,786 –> 00:36:07,946
[pam_nemec]: do i need to tell you know
the r services group everybody had a piece

754
00:36:08,247 –> 00:36:16,013
[pam_nemec]: of that change and so it would
be easier if i just

755
00:36:15,955 –> 00:36:15,975
[adam_hill]: i

756
00:36:16,154 –> 00:36:17,320
[pam_nemec]: said we’re going to

757
00:36:17,293 –> 00:36:17,575
[adam_hill]: yeah

758
00:36:17,381 –> 00:36:19,945
[pam_nemec]: change this it’s happening

759
00:36:19,513 –> 00:36:20,803
[adam_hill]: yeah

760
00:36:20,367 –> 00:36:21,716
[pam_nemec]: on december the fifth

761
00:36:22,845 –> 00:36:22,927
[adam_hill]: oh

762
00:36:23,070 –> 00:36:25,618
[pam_nemec]: and so you guys be ready

763
00:36:26,233 –> 00:36:26,495
[adam_hill]: oh

764
00:36:26,900 –> 00:36:29,183
[pam_nemec]: what does that exactly me right

765
00:36:29,792 –> 00:36:29,974
[adam_hill]: right

766
00:36:30,165 –> 00:36:36,596
[pam_nemec]: and so there are processes and systems
and and even meeting cadences and things that

767
00:36:36,656 –> 00:36:40,323
[pam_nemec]: you can put into place it might
be a simple as have a one on

768
00:36:40,483 –> 00:36:44,763
[pam_nemec]: one meeting with each of the leaders
of those different functions that you have a

769
00:36:44,884 –> 00:36:49,923
[pam_nemec]: minute to say okay this is what’s
happening this is the change that’s occurring and

770
00:36:49,983 –> 00:36:54,531
[pam_nemec]: hear i think through what how it
might impact you and let’s have another conversation

771
00:36:55,031 –> 00:36:55,532
[pam_nemec]: about what we

772
00:36:55,479 –> 00:36:55,520
[adam_hill]: m

773
00:36:55,592 –> 00:37:00,180
[pam_nemec]: need to do to get you ready
and get the team ready and as a

774
00:37:00,280 –> 00:37:05,465
[pam_nemec]: leader i used to tell folks as
i you know raised rising i guests in

775
00:37:05,505 –> 00:37:10,351
[pam_nemec]: the ranks my job i used to
do the work i learned

776
00:37:10,064 –> 00:37:10,084
[adam_hill]: i

777
00:37:10,412 –> 00:37:14,826
[pam_nemec]: that my job was more about clearing
the obstacles so my team could do their

778
00:37:15,027 –> 00:37:15,368
[pam_nemec]: job

779
00:37:16,156 –> 00:37:16,783
[adam_hill]: hm

780
00:37:16,220 –> 00:37:22,887
[pam_nemec]: and sometimes that meant running interference with
another leader or going and having a conversation

781
00:37:22,967 –> 00:37:26,986
[pam_nemec]: to say hey this isn’t clear what
do we want to do about that and

782
00:37:27,107 –> 00:37:32,844
[pam_nemec]: working that out on behalf of my
team those are the times where people feel

783
00:37:32,944 –> 00:37:39,213
[pam_nemec]: like okay she took the time go
and find out for me how i’m supposed

784
00:37:39,273 –> 00:37:44,739
[pam_nemec]: to navigate that political weird situation so
that it wasn’t political and weird

785
00:37:45,768 –> 00:37:46,737
[adam_hill]: m oh

786
00:37:46,680 –> 00:37:51,071
[pam_nemec]: no and there’s times you have to
have those conversations at are that your team

787
00:37:51,171 –> 00:37:55,860
[pam_nemec]: can’t have right like maybe it’s just
something that they can’t go to the c

788
00:37:56,181 –> 00:38:00,489
[pam_nemec]: o and say hey if we do
this it’s going to break these five things

789
00:38:00,984 –> 00:38:01,186
[adam_hill]: sure

790
00:38:01,701 –> 00:38:05,385
[pam_nemec]: i could go and say hey it’s
going to beak five things here’s what we’re

791
00:38:05,426 –> 00:38:09,215
[pam_nemec]: goin a do about it are you
good with that you know i just think

792
00:38:09,296 –> 00:38:17,978
[pam_nemec]: that communication the systems around it and
can cure a lot of cultural problems

793
00:38:18,635 –> 00:38:18,655
[adam_hill]: m

794
00:38:18,851 –> 00:38:19,740
[pam_nemec]: um

795
00:38:19,342 –> 00:38:19,363
[adam_hill]: m

796
00:38:19,790 –> 00:38:26,911
[pam_nemec]: because but it takes time and a
lot of times we as leaders myself included

797
00:38:27,051 –> 00:38:32,387
[pam_nemec]: we want to hurry up and go
we don’t have time for all that nonsense

798
00:38:33,949 –> 00:38:34,192
[adam_hill]: right

799
00:38:34,221 –> 00:38:35,583
[pam_nemec]: we all need to figure it out

800
00:38:36,185 –> 00:38:36,928
[adam_hill]: right yeah

801
00:38:37,286 –> 00:38:39,710
[pam_nemec]: and i know there’s days you feel
like that right and

802
00:38:39,853 –> 00:38:40,417
[adam_hill]: absolutely

803
00:38:40,191 –> 00:38:42,695
[pam_nemec]: i’ve felt that way too there’s times
i was just like oh my gosh i

804
00:38:42,775 –> 00:38:46,322
[pam_nemec]: can’t communicate any more i need you
to just figure it out but

805
00:38:46,205 –> 00:38:46,410
[adam_hill]: right

806
00:38:47,023 –> 00:38:50,974
[pam_nemec]: but i think what i’m getting at
is when you’re when you’ve got an organization

807
00:38:51,415 –> 00:38:59,211
[pam_nemec]: that’s that’s growing um and that has
people kind of scattered about you have to

808
00:38:59,471 –> 00:39:04,199
[pam_nemec]: be intentional about how you’re going to
communicate the different changes that are going on

809
00:39:04,299 –> 00:39:09,849
[pam_nemec]: in the company through processes like how
you collaborate how you goin to make decisions

810
00:39:10,169 –> 00:39:13,661
[pam_nemec]: how you going to communicate how are
you going to lead it how is this

811
00:39:13,701 –> 00:39:13,841
[pam_nemec]: going

812
00:39:13,756 –> 00:39:14,323
[adam_hill]: hm

813
00:39:13,862 –> 00:39:17,273
[pam_nemec]: to affect your people how is it
going affect the systems in the company how

814
00:39:17,333 –> 00:39:22,096
[pam_nemec]: is it going to impact customers and
at the very end of all of that

815
00:39:22,770 –> 00:39:23,997
[pam_nemec]: what does that do to the numbers

816
00:39:24,985 –> 00:39:25,005
[adam_hill]: m

817
00:39:25,870 –> 00:39:25,990
[pam_nemec]: but

818
00:39:26,192 –> 00:39:26,353
[adam_hill]: where

819
00:39:26,330 –> 00:39:30,436
[pam_nemec]: it’s putting finance like the only consideration
there’s a whole lot of other things

820
00:39:30,343 –> 00:39:30,608
[adam_hill]: oh

821
00:39:30,496 –> 00:39:32,559
[pam_nemec]: to think about before you ever think
about the numbers

822
00:39:33,023 –> 00:39:33,664
[adam_hill]: right right

823
00:39:33,673 –> 00:39:34,015
[pam_nemec]: right now

824
00:39:33,984 –> 00:39:34,245
[adam_hill]: so for

825
00:39:34,196 –> 00:39:34,277
[pam_nemec]: so

826
00:39:34,305 –> 00:39:34,425
[adam_hill]: what

827
00:39:34,498 –> 00:39:34,639
[pam_nemec]: what

828
00:39:34,525 –> 00:39:34,625
[adam_hill]: for

829
00:39:34,760 –> 00:39:34,881
[pam_nemec]: for

830
00:39:35,046 –> 00:39:38,091
[adam_hill]: company that hasn’t thought about culture yet
really hasn’t

831
00:39:38,006 –> 00:39:38,520
[pam_nemec]: hm

832
00:39:38,171 –> 00:39:41,136
[adam_hill]: put that deep of a thought or
hasn’t put those systems or communications in a

833
00:39:41,156 –> 00:39:44,762
[adam_hill]: place where do they start how how
do you start that process

834
00:39:45,981 –> 00:39:49,828
[pam_nemec]: i would i would start here i
would say you know one of the things

835
00:39:49,868 –> 00:39:55,097
[pam_nemec]: that i also think we forget about
is we’re not intentional about what it is

836
00:39:55,217 –> 00:39:56,159
[pam_nemec]: we want to create

837
00:39:56,905 –> 00:39:56,925
[adam_hill]: h

838
00:39:57,441 –> 00:39:57,501
[pam_nemec]: if

839
00:39:57,652 –> 00:39:57,673
[adam_hill]: m

840
00:39:57,761 –> 00:40:04,036
[pam_nemec]: you are at a place where either
you really haven’t thought about culture you’re just

841
00:40:04,076 –> 00:40:07,384
[pam_nemec]: kind of letting it happen which is
normal right

842
00:40:07,924 –> 00:40:08,107
[adam_hill]: right

843
00:40:08,470 –> 00:40:14,341
[pam_nemec]: or your culture is happening but you
don’t like what you’re seeing i would say

844
00:40:15,102 –> 00:40:19,930
[pam_nemec]: go back to my very step first
step in my process is you’ve got to

845
00:40:20,531 –> 00:40:23,676
[pam_nemec]: start creating your own story what is

846
00:40:23,939 –> 00:40:24,493
[adam_hill]: hm

847
00:40:24,117 –> 00:40:28,432
[pam_nemec]: what is the culture you want what
is the story that you need to tell

848
00:40:28,673 –> 00:40:34,774
[pam_nemec]: in order to start um making it
making it so right bringing it to life

849
00:40:35,355 –> 00:40:38,438
[pam_nemec]: and so going back on that you
start to say

850
00:40:38,443 –> 00:40:39,313
[adam_hill]: yeah

851
00:40:38,518 –> 00:40:42,938
[pam_nemec]: okay let’s talk about the history of
the company

852
00:40:43,585 –> 00:40:43,787
[adam_hill]: right

853
00:40:45,074 –> 00:40:51,685
[pam_nemec]: why did you start the company in
the first place what what was the purpose

854
00:40:52,046 –> 00:40:59,092
[pam_nemec]: when it first began who started it
what did those folks care about what is

855
00:40:59,253 –> 00:41:05,968
[pam_nemec]: the story behind brand that you are
now building

856
00:41:06,583 –> 00:41:06,767
[adam_hill]: oh

857
00:41:07,001 –> 00:41:13,804
[pam_nemec]: and get in really dig in and
understand what is our story and then from

858
00:41:13,924 –> 00:41:17,732
[pam_nemec]: there you’ll start to see and there’s
a list of

859
00:41:17,704 –> 00:41:19,003
[adam_hill]: yeah

860
00:41:17,792 –> 00:41:21,636
[pam_nemec]: questions right that i can i can
provide but there’s a you

861
00:41:21,652 –> 00:41:21,673
[adam_hill]: m

862
00:41:21,736 –> 00:41:24,839
[pam_nemec]: start to understand like well there’s a
really special story here

863
00:41:25,796 –> 00:41:26,443
[adam_hill]: hm

864
00:41:25,990 –> 00:41:29,880
[pam_nemec]: we’ve kind of lost that maybe maybe
you’re in organization kind of lost our way

865
00:41:30,381 –> 00:41:35,211
[pam_nemec]: maybe we haven’t really been talking about
the founders so how do we get back

866
00:41:35,312 –> 00:41:40,077
[pam_nemec]: to that and how do we build
this on purpose like what is the purpose

867
00:41:40,138 –> 00:41:42,090
[pam_nemec]: behind what we do what is

868
00:41:42,133 –> 00:41:42,853
[adam_hill]: yeah

869
00:41:42,150 –> 00:41:48,766
[pam_nemec]: the true impact our organization has on
people on the employes on customers on community

870
00:41:49,026 –> 00:41:55,404
[pam_nemec]: on the country if you’re a larger
brand um and then when you get there

871
00:41:55,485 –> 00:41:58,575
[pam_nemec]: then you can start to say okay
now what is the

872
00:41:59,542 –> 00:41:59,563
[adam_hill]: m

873
00:42:00,280 –> 00:42:01,587
[pam_nemec]: kind of culture you want to create

874
00:42:02,173 –> 00:42:02,193
[adam_hill]: m

875
00:42:02,522 –> 00:42:03,734
[pam_nemec]: or based on that story

876
00:42:03,562 –> 00:42:03,583
[adam_hill]: m

877
00:42:04,350 –> 00:42:09,016
[pam_nemec]: what kind of culture should come out
of that is it one that is you

878
00:42:09,076 –> 00:42:16,677
[pam_nemec]: know this the founding family or the
founding person really care deeply about the community

879
00:42:17,930 –> 00:42:18,251
[pam_nemec]: then that

880
00:42:18,245 –> 00:42:18,305
[adam_hill]: hm

881
00:42:18,291 –> 00:42:25,106
[pam_nemec]: should become a component of your culture
now if that if the family cared you

882
00:42:25,166 –> 00:42:32,290
[pam_nemec]: know deeply about um and really lived
by this idea of respect for all that

883
00:42:32,330 –> 00:42:34,376
[pam_nemec]: should become a component of your culture

884
00:42:34,983 –> 00:42:35,125
[adam_hill]: yeah

885
00:42:35,138 –> 00:42:41,781
[pam_nemec]: and and really getting down to okay
in a few sentences state what kind of

886
00:42:41,821 –> 00:42:44,085
[pam_nemec]: culture do you want to create and
it doesn’t

887
00:42:43,959 –> 00:42:43,979
[adam_hill]: h

888
00:42:44,245 –> 00:42:44,646
[pam_nemec]: need to

889
00:42:44,632 –> 00:42:44,653
[adam_hill]: m

890
00:42:44,866 –> 00:42:52,140
[pam_nemec]: sound like corporate speak one of the
one of the statements i saw and i

891
00:42:52,180 –> 00:42:54,987
[pam_nemec]: don’t know if you’ve heard about the
savanna bananas you heard about this

892
00:42:54,953 –> 00:42:55,716
[adam_hill]: i haven’t heard of that

893
00:42:56,060 –> 00:42:57,464
[pam_nemec]: oh man it’s a minor league

894
00:42:57,461 –> 00:42:57,642
[adam_hill]: oh

895
00:42:57,545 –> 00:42:58,026
[pam_nemec]: baseball

896
00:42:57,943 –> 00:42:58,063
[adam_hill]: yeah

897
00:42:58,086 –> 00:42:58,307
[pam_nemec]: team

898
00:42:58,124 –> 00:42:59,669
[adam_hill]: i did i did hear about that
yeah

899
00:43:00,110 –> 00:43:03,937
[pam_nemec]: they i did my did some research
on the because i kept hearing about them

900
00:43:04,699 –> 00:43:11,183
[pam_nemec]: and i just i love what they’re
doing and they’ve basically changed the their whole

901
00:43:11,223 –> 00:43:13,162
[pam_nemec]: approach to baseball they

902
00:43:13,125 –> 00:43:13,146
[adam_hill]: m

903
00:43:13,262 –> 00:43:14,267
[pam_nemec]: want to make baseball

904
00:43:13,822 –> 00:43:13,843
[adam_hill]: m

905
00:43:14,388 –> 00:43:20,927
[pam_nemec]: fun and so this couple purchased a
stadium that was pretty much it sounded like

906
00:43:20,967 –> 00:43:25,134
[pam_nemec]: it was pretty run down and dilapidated
and everyone might have thought they were crazy

907
00:43:25,234 –> 00:43:27,958
[pam_nemec]: because other people had come along and
said we’re just going to tear it down

908
00:43:27,998 –> 00:43:30,903
[pam_nemec]: and start over and they were like
no no no it’s a really big part

909
00:43:30,923 –> 00:43:36,793
[pam_nemec]: of the community so they salvaged this
stadium and then they bring in this team

910
00:43:37,574 –> 00:43:42,690
[pam_nemec]: and they decide to name the team
and then they do a contest everyone is

911
00:43:43,052 –> 00:43:46,097
[pam_nemec]: really not supportive at this point

912
00:43:46,856 –> 00:43:47,503
[adam_hill]: hm

913
00:43:47,201 –> 00:43:51,956
[pam_nemec]: but they get the few fans they
have and they name the team the savanna

914
00:43:52,036 –> 00:43:57,714
[pam_nemec]: bananas and everybody’s like the savanna bananas
and you know giving them hard time about

915
00:43:57,754 –> 00:44:03,151
[pam_nemec]: that but what they did i said
we want a culture of fun they now

916
00:44:03,712 –> 00:44:10,303
[pam_nemec]: have they’re wildly popular people love going
to their games their ticket prices include all

917
00:44:10,363 –> 00:44:15,571
[pam_nemec]: concessions they have a mascot that’s that
banana obviously

918
00:44:15,253 –> 00:44:16,358
[adam_hill]: uh

919
00:44:15,971 –> 00:44:17,593
[pam_nemec]: and his name is split which

920
00:44:17,503 –> 00:44:17,668
[adam_hill]: ye

921
00:44:17,653 –> 00:44:28,228
[pam_nemec]: is fun they they have group of
dancing um women aged over sixty five that

922
00:44:28,368 –> 00:44:33,614
[pam_nemec]: dance at every game and they’re called
the they’re the savanna nanas

923
00:44:34,153 –> 00:44:34,454
[adam_hill]: oh

924
00:44:34,810 –> 00:44:39,534
[pam_nemec]: it’s like everything is like just built
around this idea

925
00:44:39,283 –> 00:44:40,123
[adam_hill]: yeah

926
00:44:39,614 –> 00:44:44,678
[pam_nemec]: of fun and so what that what
happens is now people are lined up to

927
00:44:44,798 –> 00:44:50,666
[pam_nemec]: experience what they have created and if
you go to their website there is their

928
00:44:50,786 –> 00:44:56,206
[pam_nemec]: statement is this it says it in
a way that is fun

929
00:44:57,106 –> 00:44:57,126
[adam_hill]: m

930
00:44:57,261 –> 00:44:57,445
[pam_nemec]: right

931
00:44:58,132 –> 00:44:58,153
[adam_hill]: m

932
00:44:58,230 –> 00:45:03,405
[pam_nemec]: o it’s like you’ve got to unearth
your own personality as a company and a

933
00:45:03,465 –> 00:45:06,838
[pam_nemec]: brand and stop trying to be like
everybody else

934
00:45:07,433 –> 00:45:07,597
[adam_hill]: yeah

935
00:45:07,600 –> 00:45:10,710
[pam_nemec]: like really who are you and

936
00:45:10,603 –> 00:45:10,746
[adam_hill]: yeah

937
00:45:11,091 –> 00:45:16,842
[pam_nemec]: uh and make that real and authentic
so that people can say hey you know

938
00:45:16,922 –> 00:45:20,626
[pam_nemec]: what i want to be part of
that and some people say no i don’t

939
00:45:20,646 –> 00:45:24,273
[pam_nemec]: want to be part of that and
that is okay too it

940
00:45:24,344 –> 00:45:29,913
[adam_hill]: so yeah i think and it’s and
you know to that end with with regard

941
00:45:29,953 –> 00:45:33,118
[adam_hill]: to that when you i think there’s
a lot of fear around that from from

942
00:45:33,178 –> 00:45:34,080
[adam_hill]: a leadership position

943
00:45:34,360 –> 00:45:34,522
[pam_nemec]: yeah

944
00:45:34,460 –> 00:45:35,943
[adam_hill]: to even take that step because

945
00:45:35,942 –> 00:45:36,105
[pam_nemec]: yeah

946
00:45:36,624 –> 00:45:40,450
[adam_hill]: you know whether they like it or
not they’ve created a culture and if they

947
00:45:40,491 –> 00:45:43,676
[adam_hill]: haven’t paid attention to it well now
you have people in here that aren’t aligned

948
00:45:43,736 –> 00:45:48,283
[adam_hill]: with whatever vision you have there’s there’s
misalignment there’s all these things and making a

949
00:45:48,423 –> 00:45:52,547
[adam_hill]: bold statement whether it be fun or
you know serious

950
00:45:52,261 –> 00:45:52,383
[pam_nemec]: yes

951
00:45:52,607 –> 00:45:53,388
[adam_hill]: or whatever the culture

952
00:45:53,391 –> 00:45:53,654
[pam_nemec]: yes

953
00:45:53,428 –> 00:45:57,992
[adam_hill]: represents by making a bold statement you’re
going to alienate people right

954
00:45:58,653 –> 00:45:59,160
[pam_nemec]: hm

955
00:45:59,273 –> 00:46:03,400
[adam_hill]: that’s and and there’s a fear in
that from a leadership standpoint and from an

956
00:46:03,440 –> 00:46:08,949
[adam_hill]: employee standpoint ultimately i mean it feels
like that’s even though that’s the right direction

957
00:46:09,009 –> 00:46:09,570
[adam_hill]: that’s a fear

958
00:46:09,440 –> 00:46:09,582
[pam_nemec]: yeah

959
00:46:09,690 –> 00:46:11,072
[adam_hill]: that maybe leaders have

960
00:46:11,411 –> 00:46:11,573
[pam_nemec]: yeah

961
00:46:11,453 –> 00:46:13,617
[adam_hill]: how do we get beyond that and

962
00:46:13,630 –> 00:46:14,093
[pam_nemec]: i’m really

963
00:46:13,938 –> 00:46:14,138
[adam_hill]: and how

964
00:46:14,173 –> 00:46:14,556
[pam_nemec]: glad

965
00:46:14,199 –> 00:46:14,900
[adam_hill]: do we face that

966
00:46:15,280 –> 00:46:18,903
[pam_nemec]: i’m so glad you asked that question
because i think that a lot of times

967
00:46:18,963 –> 00:46:23,627
[pam_nemec]: too people think when you talk about
culture they immediately think diversity equity inclusion

968
00:46:24,043 –> 00:46:24,063
[adam_hill]: m

969
00:46:24,067 –> 00:46:24,687
[pam_nemec]: and that’s not

970
00:46:25,012 –> 00:46:25,033
[adam_hill]: m

971
00:46:25,308 –> 00:46:32,058
[pam_nemec]: that’s not the only thing about culture
right culture is all about how you behave

972
00:46:32,139 –> 00:46:35,545
[pam_nemec]: on a day to day based is
how you work with one another what kind

973
00:46:35,585 –> 00:46:41,385
[pam_nemec]: of environment are you creating people have
to basically live in right so i don’t

974
00:46:41,425 –> 00:46:44,610
[pam_nemec]: want people to think it’s just do
that’s just one

975
00:46:44,517 –> 00:46:44,557
[adam_hill]: h

976
00:46:44,731 –> 00:46:45,271
[pam_nemec]: piece of it

977
00:46:45,352 –> 00:46:45,373
[adam_hill]: m

978
00:46:45,492 –> 00:46:50,640
[pam_nemec]: right i think people equate that and
that is potentially causing some fee because you

979
00:46:50,721 –> 00:46:54,767
[pam_nemec]: can do it wrong and i think
in that case people do need to seek

980
00:46:54,887 –> 00:46:58,874
[pam_nemec]: out the advice of di experts that
really live in that space

981
00:46:58,723 –> 00:46:59,413
[adam_hill]: yeah

982
00:46:59,375 –> 00:47:04,670
[pam_nemec]: but what i’m talking about is the
culture i’m talking about the place what is

983
00:47:04,710 –> 00:47:10,520
[pam_nemec]: going to be like to work at
your company in giving that promise to your

984
00:47:10,560 –> 00:47:14,086
[pam_nemec]: employees to say this is what we
strive to and i used to

985
00:47:14,026 –> 00:47:14,653
[adam_hill]: hm

986
00:47:14,126 –> 00:47:18,170
[pam_nemec]: have leaders that would be concerned to
like they would say well i want to

987
00:47:18,210 –> 00:47:21,056
[pam_nemec]: say that because we’re not going to
always do that i mean what if we

988
00:47:21,116 –> 00:47:24,803
[pam_nemec]: have a bad day or what if
we can’t do that i’m like that’s okay

989
00:47:24,943 –> 00:47:26,066
[pam_nemec]: you guys it’s an

990
00:47:26,175 –> 00:47:26,257
[adam_hill]: ah

991
00:47:26,206 –> 00:47:28,780
[pam_nemec]: aspirational statement okay

992
00:47:28,779 –> 00:47:29,473
[adam_hill]: hm

993
00:47:29,361 –> 00:47:33,088
[pam_nemec]: you’re setting you’re setting a stake in
the sand to say this is where i

994
00:47:33,228 –> 00:47:36,875
[pam_nemec]: want to be and you say that
to your team you say you guys i’m

995
00:47:37,035 –> 00:47:41,828
[pam_nemec]: not going to be we’re not going
to be this every day maybe days we

996
00:47:41,949 –> 00:47:46,543
[pam_nemec]: fall down this is the aspiration this
is where we want to go this is

997
00:47:46,663 –> 00:47:48,465
[pam_nemec]: who we want to be but

998
00:47:48,613 –> 00:47:48,633
[adam_hill]: m

999
00:47:49,026 –> 00:47:51,108
[pam_nemec]: you be vulnerable a little bit and
you

1000
00:47:51,013 –> 00:47:51,195
[adam_hill]: oh

1001
00:47:51,168 –> 00:47:53,246
[pam_nemec]: say but i need your help right

1002
00:47:53,153 –> 00:47:53,376
[adam_hill]: right

1003
00:47:54,140 –> 00:47:58,104
[pam_nemec]: and in order to really make this
come to life it has to be part

1004
00:47:58,164 –> 00:48:01,567
[pam_nemec]: of what you do to i don’t
think it’s up to just the c o

1005
00:48:01,667 –> 00:48:06,622
[pam_nemec]: and i think everybody thinks that and
i’m like no it isn’t you know the

1006
00:48:06,702 –> 00:48:11,908
[pam_nemec]: co can only do so much and
even their leadership team under them can only

1007
00:48:12,008 –> 00:48:17,926
[pam_nemec]: do so much you have to put
it as part of the whole ecosystem of

1008
00:48:17,966 –> 00:48:24,537
[pam_nemec]: your company so that everyone feels responsible
for living out this environment this culture

1009
00:48:24,433 –> 00:48:24,655
[adam_hill]: oh

1010
00:48:24,657 –> 00:48:30,027
[pam_nemec]: this collaboration this team work this environment
that you want in your company it has

1011
00:48:30,087 –> 00:48:31,570
[pam_nemec]: to be in the hands of everyone

1012
00:48:32,203 –> 00:48:33,103
[adam_hill]: mhm

1013
00:48:32,211 –> 00:48:38,203
[pam_nemec]: and in order to do that you
can set the statement then you shortly after

1014
00:48:38,263 –> 00:48:42,022
[pam_nemec]: that you start constructing it it doesn’t
have

1015
00:48:41,895 –> 00:48:41,915
[adam_hill]: h

1016
00:48:42,102 –> 00:48:43,186
[pam_nemec]: to be overnight

1017
00:48:42,682 –> 00:48:42,703
[adam_hill]: m

1018
00:48:43,246 –> 00:48:48,252
[pam_nemec]: okay i’m going to put it in
everything right but maybe you say okay i

1019
00:48:48,332 –> 00:48:51,462
[pam_nemec]: have it now i know who i
want to be i know what i want

1020
00:48:51,482 –> 00:48:56,860
[pam_nemec]: to encourage our company to become i’m
going to set up a communication team and

1021
00:48:56,940 –> 00:49:01,007
[pam_nemec]: in that communication team we’re going to
set up the platforms we’re going to dentify

1022
00:49:01,087 –> 00:49:05,795
[pam_nemec]: the audiences we’re going to understand the
sources of all the information that our people

1023
00:49:05,893 –> 00:49:06,158
[adam_hill]: oh

1024
00:49:05,915 –> 00:49:10,827
[pam_nemec]: need and we’re going a commit to
commune nicating better in our organization

1025
00:49:11,353 –> 00:49:12,463
[adam_hill]: mhm

1026
00:49:11,901 –> 00:49:20,127
[pam_nemec]: it alone helps your culture now just
having a structure having a reliable communication system

1027
00:49:20,167 –> 00:49:25,120
[pam_nemec]: that everybody can count on that’s that’s
a commitment to culture right

1028
00:49:24,913 –> 00:49:25,844
[adam_hill]: nice yeah

1029
00:49:25,701 –> 00:49:29,526
[pam_nemec]: um and you can also take that
same thing and say okay i need to

1030
00:49:29,646 –> 00:49:37,380
[pam_nemec]: incorporate culture and to how i recruit
how i how i interview and hire i

1031
00:49:37,601 –> 00:49:43,763
[pam_nemec]: orient people to the company those types
of things is like putting that into the

1032
00:49:43,824 –> 00:49:50,169
[pam_nemec]: culture into the those systems now it
becomes not just what the co said at

1033
00:49:50,229 –> 00:49:53,760
[pam_nemec]: a meeting it becomes the way you
operate it’s an

1034
00:49:53,896 –> 00:49:53,916
[adam_hill]: h

1035
00:49:53,940 –> 00:49:54,822
[pam_nemec]: operational

1036
00:49:54,622 –> 00:49:54,643
[adam_hill]: m

1037
00:49:55,002 –> 00:50:04,267
[pam_nemec]: model that you form over time that
is almost you can’t penetrate it right it’s

1038
00:50:04,327 –> 00:50:04,607
[pam_nemec]: just the

1039
00:50:04,555 –> 00:50:04,776
[adam_hill]: right

1040
00:50:04,868 –> 00:50:06,581
[pam_nemec]: way it is and

1041
00:50:06,659 –> 00:50:07,333
[adam_hill]: hm

1042
00:50:08,331 –> 00:50:13,178
[pam_nemec]: and it’s it’s it’s hard to explain
i’ve seen it and i’ve done it so

1043
00:50:13,278 –> 00:50:20,517
[pam_nemec]: i know it works um and i
think that i think that why leaders are

1044
00:50:20,617 –> 00:50:25,082
[pam_nemec]: always kind of fearful of it is
because they are just saying it they don’t

1045
00:50:25,162 –> 00:50:29,211
[pam_nemec]: have any way of actually insuring it
occurs and

1046
00:50:29,139 –> 00:50:29,159
[adam_hill]: h

1047
00:50:29,332 –> 00:50:30,076
[pam_nemec]: what i’m saying

1048
00:50:29,932 –> 00:50:29,953
[adam_hill]: m

1049
00:50:30,156 –> 00:50:35,693
[pam_nemec]: is you can insure it occurs by
putting it in the ecosystem of your your

1050
00:50:35,834 –> 00:50:41,947
[pam_nemec]: organization and also setting the expectation right
from the beginning to say this is the

1051
00:50:41,987 –> 00:50:47,416
[pam_nemec]: kind of culture that the leadership team
and all of us we’ve surveyed have agreed

1052
00:50:47,456 –> 00:50:49,891
[pam_nemec]: that we want to create in our
organization o

1053
00:50:49,948 –> 00:50:50,563
[adam_hill]: h m

1054
00:50:51,110 –> 00:50:54,238
[pam_nemec]: that’s what that is what we’ve all
agreed to now let’s get started

1055
00:50:55,505 –> 00:50:56,810
[adam_hill]: so communicate and

1056
00:50:56,840 –> 00:50:57,184
[pam_nemec]: yes

1057
00:50:56,950 –> 00:50:57,693
[adam_hill]: systematize

1058
00:50:58,140 –> 00:50:58,460
[pam_nemec]: yes

1059
00:50:58,617 –> 00:50:58,758
[adam_hill]: yeah

1060
00:50:59,081 –> 00:51:04,670
[pam_nemec]: communicate and then systematize how you’re going
to actually bring it to life and people

1061
00:51:04,731 –> 00:51:07,876
[pam_nemec]: will get excited about that and then
you’re going to have people come to you

1062
00:51:07,916 –> 00:51:11,233
[pam_nemec]: and say well i think we should
do this so i think we should

1063
00:51:11,170 –> 00:51:11,743
[adam_hill]: hm

1064
00:51:11,294 –> 00:51:15,075
[pam_nemec]: do that and they’re going to be
very excited and there may be ideas that

1065
00:51:15,115 –> 00:51:21,184
[pam_nemec]: you say not right now but thank
you just not right now we’ll do that

1066
00:51:21,264 –> 00:51:24,389
[pam_nemec]: but maybe some other at some other
point it’s okay to say no

1067
00:51:25,153 –> 00:51:25,316
[adam_hill]: yeah

1068
00:51:25,350 –> 00:51:27,275
[pam_nemec]: well as it’s being it’s respectful you
know

1069
00:51:27,554 –> 00:51:27,735
[adam_hill]: sure

1070
00:51:29,230 –> 00:51:36,851
[pam_nemec]: so i think that that leaders have
to be okay with making a promise understanding

1071
00:51:36,891 –> 00:51:42,846
[pam_nemec]: that you’re going to fail some days
and then and then just continuously working against

1072
00:51:42,946 –> 00:51:45,851
[pam_nemec]: that over time it

1073
00:51:45,616 –> 00:51:46,303
[adam_hill]: hm

1074
00:51:46,031 –> 00:51:53,131
[pam_nemec]: really does work but you have to
be willing to stick with it you know

1075
00:51:53,193 –> 00:51:53,335
[adam_hill]: yeah

1076
00:51:53,252 –> 00:51:58,557
[pam_nemec]: it’s it’s like you know anything that
you strive to do like say you you

1077
00:51:58,717 –> 00:52:00,399
[pam_nemec]: you part you were part of the
iron man

1078
00:52:01,063 –> 00:52:01,504
[adam_hill]: absolutely

1079
00:52:01,454 –> 00:52:01,474
[pam_nemec]: a

1080
00:52:01,544 –> 00:52:02,146
[adam_hill]: yeah yeah

1081
00:52:02,221 –> 00:52:02,362
[pam_nemec]: it

1082
00:52:02,226 –> 00:52:04,131
[adam_hill]: did i mention that i don’t know
if i’ve talked about

1083
00:52:04,010 –> 00:52:04,332
[pam_nemec]: i read

1084
00:52:04,171 –> 00:52:04,332
[adam_hill]: that

1085
00:52:04,413 –> 00:52:04,816
[pam_nemec]: about you

1086
00:52:06,478 –> 00:52:06,698
[adam_hill]: okay

1087
00:52:07,104 –> 00:52:09,573
[pam_nemec]: um so you know when you said
okay i want

1088
00:52:09,463 –> 00:52:10,393
[adam_hill]: yeah

1089
00:52:09,633 –> 00:52:13,442
[pam_nemec]: to i want to be part of
that i’m sure there were days that you

1090
00:52:13,482 –> 00:52:16,787
[pam_nemec]: didn’t feel like getting up and working
out and doing all the things you had

1091
00:52:16,847 –> 00:52:18,884
[pam_nemec]: to do to prepare but you did

1092
00:52:18,898 –> 00:52:18,918
[adam_hill]: h

1093
00:52:18,965 –> 00:52:19,025
[pam_nemec]: it

1094
00:52:19,672 –> 00:52:19,693
[adam_hill]: m

1095
00:52:19,790 –> 00:52:24,397
[pam_nemec]: because you knew that the ultimate goal
was was to be part of the iron

1096
00:52:24,437 –> 00:52:25,198
[pam_nemec]: man so

1097
00:52:25,476 –> 00:52:26,143
[adam_hill]: hm

1098
00:52:26,600 –> 00:52:32,245
[pam_nemec]: same thing in culture if you know
your ultimate goal is to create a certain

1099
00:52:32,305 –> 00:52:35,831
[pam_nemec]: type of culture and a certain type
of environment and to gain a certain type

1100
00:52:35,911 –> 00:52:41,581
[pam_nemec]: of performance which you will far exceed
anything you’ll ever do pounding on the desk

1101
00:52:41,642 –> 00:52:45,690
[pam_nemec]: with your fist about numbers it’s worth
it it’s

1102
00:52:45,753 –> 00:52:45,894
[adam_hill]: yeah

1103
00:52:45,830 –> 00:52:52,302
[pam_nemec]: worth those early mornings those late nights
that those hard conversations it’s worth it because

1104
00:52:52,442 –> 00:52:57,330
[pam_nemec]: you know that once you get there
it will be amazing and

1105
00:52:57,315 –> 00:52:57,396
[adam_hill]: oh

1106
00:52:57,691 –> 00:53:00,796
[pam_nemec]: that’s i guess the way you have
to look at it it’s just like no

1107
00:53:00,956 –> 00:53:03,560
[pam_nemec]: it’s some days it’s not it’s not
going to be something you feel like is

1108
00:53:03,620 –> 00:53:08,168
[pam_nemec]: the priority but you’ve got to make
it a priority because it is that important

1109
00:53:08,408 –> 00:53:10,096
[pam_nemec]: to your perform it’s of your organization

1110
00:53:10,843 –> 00:53:14,288
[adam_hill]: ah well culture is such a big
big topic and

1111
00:53:14,462 –> 00:53:14,788
[pam_nemec]: yes

1112
00:53:14,809 –> 00:53:19,096
[adam_hill]: such a such a big topic to
fit into you know under an hour but

1113
00:53:19,778 –> 00:53:23,308
[adam_hill]: but you are the expert fan on
this and i’m so grateful

1114
00:53:23,494 –> 00:53:23,655
[pam_nemec]: well

1115
00:53:23,590 –> 00:53:23,953
[adam_hill]: you really

1116
00:53:24,016 –> 00:53:24,237
[pam_nemec]: maybe

1117
00:53:24,054 –> 00:53:24,175
[adam_hill]: are

1118
00:53:24,457 –> 00:53:25,601
[pam_nemec]: one of them there’s plenty

1119
00:53:25,493 –> 00:53:25,656
[adam_hill]: yeah

1120
00:53:25,681 –> 00:53:27,327
[pam_nemec]: out here but yes i appreciate that

1121
00:53:27,733 –> 00:53:31,960
[adam_hill]: sir but yeah i mean i mean
you are absolutely an authority on this because

1122
00:53:32,060 –> 00:53:35,145
[adam_hill]: you you you’ve done it at a
at a large scale

1123
00:53:35,823 –> 00:53:36,390
[pam_nemec]: hm

1124
00:53:35,866 –> 00:53:41,637
[adam_hill]: and you know with with a organization
in the tens thousands of people and you

1125
00:53:41,633 –> 00:53:42,300
[pam_nemec]: hm

1126
00:53:41,657 –> 00:53:47,571
[adam_hill]: know i read running organization with over
a hundred people and that’s you know so

1127
00:53:47,631 –> 00:53:51,378
[adam_hill]: it’s so it’s not nearly that big
but still challenging i know a lot of

1128
00:53:51,418 –> 00:53:51,578
[adam_hill]: people

1129
00:53:51,510 –> 00:53:51,716
[pam_nemec]: yeah

1130
00:53:51,658 –> 00:53:52,559
[adam_hill]: have those challenges

1131
00:53:53,113 –> 00:53:53,700
[pam_nemec]: hm

1132
00:53:53,401 –> 00:53:58,990
[adam_hill]: and so i know your passion brought
you into you know brought you out of

1133
00:53:59,050 –> 00:54:04,356
[adam_hill]: the corporate world and in you you
know consulting and speaking on this subject

1134
00:54:04,020 –> 00:54:04,040
[pam_nemec]: m

1135
00:54:05,517 –> 00:54:09,741
[adam_hill]: so what’s next for you at are
you working through now to move that message

1136
00:54:09,781 –> 00:54:10,082
[adam_hill]: forward

1137
00:54:10,870 –> 00:54:17,722
[pam_nemec]: so yeah when i left my after
twenty years i was ready to move on

1138
00:54:17,922 –> 00:54:22,450
[pam_nemec]: and try my hand something a little
new but really a passion of mine i

1139
00:54:22,510 –> 00:54:27,879
[pam_nemec]: was to say you know i had
been part of a really special organization and

1140
00:54:28,219 –> 00:54:32,707
[pam_nemec]: i had been fortunate to i mean
we weren’t perfect either like i said there’s

1141
00:54:32,807 –> 00:54:36,454
[pam_nemec]: gonna be days you’re just not at
your bed but we were we did pretty

1142
00:54:36,514 –> 00:54:37,797
[pam_nemec]: darn good and

1143
00:54:37,693 –> 00:54:37,713
[adam_hill]: m

1144
00:54:38,118 –> 00:54:45,500
[pam_nemec]: our performance was awesome um and so
i thought you know i could help other

1145
00:54:45,561 –> 00:54:55,425
[pam_nemec]: organizations other women other men other leaders
understand that there’s another way to get the

1146
00:54:55,465 –> 00:54:56,787
[pam_nemec]: performance that you’re after

1147
00:54:57,013 –> 00:54:57,033
[adam_hill]: m

1148
00:54:57,468 –> 00:54:58,069
[pam_nemec]: and in

1149
00:54:58,033 –> 00:54:58,234
[adam_hill]: oh

1150
00:54:59,040 –> 00:55:04,170
[pam_nemec]: i just felt very strongly about doing
that and so i’ve like i said i’ve

1151
00:55:04,250 –> 00:55:07,456
[pam_nemec]: since i’ve got a website that has
all this information on it but i do

1152
00:55:07,596 –> 00:55:13,126
[pam_nemec]: work shops to kind of get people
started and really just to get in there

1153
00:55:13,186 –> 00:55:18,575
[pam_nemec]: and help them build out like okay
let’s talk about your history let’s talk about

1154
00:55:18,675 –> 00:55:22,041
[pam_nemec]: what kind of culture you want to
create and let’s really define that okay

1155
00:55:22,114 –> 00:55:24,013
[adam_hill]: okay

1156
00:55:22,141 –> 00:55:26,351
[pam_nemec]: now let’s talk about how we’re going
to start constructing it now let’s talk about

1157
00:55:26,391 –> 00:55:31,059
[pam_nemec]: the principles that all of your leadership
team is going to live by let’s

1158
00:55:30,897 –> 00:55:31,423
[adam_hill]: hm

1159
00:55:31,219 –> 00:55:36,648
[pam_nemec]: work through those things together because it’s
not a one size fits all right there’s

1160
00:55:36,688 –> 00:55:42,762
[pam_nemec]: a model that used to kind of
guide people through these different steps but i

1161
00:55:42,882 –> 00:55:47,352
[pam_nemec]: know that every single company is different
every single company has

1162
00:55:47,233 –> 00:55:47,893
[adam_hill]: yeah

1163
00:55:47,412 –> 00:55:52,200
[pam_nemec]: different challenges and that they’re facing and
so i try to listen and really understand

1164
00:55:52,300 –> 00:55:59,552
[pam_nemec]: where you’re at um and understand like
okay now kind of see where where your

1165
00:55:59,612 –> 00:56:05,442
[pam_nemec]: struggle is so let’s start with i
might say let’s start with step five you

1166
00:56:05,462 –> 00:56:05,642
[pam_nemec]: know

1167
00:56:05,647 –> 00:56:06,313
[adam_hill]: hm

1168
00:56:06,163 –> 00:56:10,010
[pam_nemec]: you’ve got the you’ve already done step
one and two we just need to we

1169
00:56:10,070 –> 00:56:13,133
[pam_nemec]: need to jump over here to communication
and i think that’s where you need to

1170
00:56:13,193 –> 00:56:15,915
[pam_nemec]: be let’s set that up let’s help
set that up for you

1171
00:56:16,697 –> 00:56:16,737
[adam_hill]: hm

1172
00:56:16,716 –> 00:56:17,877
[pam_nemec]: so these workshops kind of

1173
00:56:17,872 –> 00:56:17,893
[adam_hill]: m

1174
00:56:17,917 –> 00:56:23,422
[pam_nemec]: help people get started in that um
m or i can just come and speak

1175
00:56:23,462 –> 00:56:26,647
[pam_nemec]: to the to your organization just about
culture and the importance of it and how

1176
00:56:26,727 –> 00:56:31,014
[pam_nemec]: it drives performance and so both in
both of those areas and then you know

1177
00:56:31,115 –> 00:56:37,365
[pam_nemec]: if executives just need some coaching now
virtually or otherwise i do that as well

1178
00:56:38,687 –> 00:56:43,555
[pam_nemec]: just to kind of keep people moving
forward right

1179
00:56:43,410 –> 00:56:44,023
[adam_hill]: hm

1180
00:56:43,636 –> 00:56:48,211
[pam_nemec]: because to your point you put the
steak in the sand and you’re like okay

1181
00:56:48,311 –> 00:56:50,651
[pam_nemec]: now i said it pam but now

1182
00:56:50,713 –> 00:56:50,873
[adam_hill]: right

1183
00:56:51,131 –> 00:56:51,392
[pam_nemec]: you know

1184
00:56:52,318 –> 00:56:52,458
[adam_hill]: yeah

1185
00:56:52,333 –> 00:56:55,939
[pam_nemec]: what do i do now i can
i can help with that because we’ve we’ve

1186
00:56:55,980 –> 00:57:02,210
[pam_nemec]: done that and you know i’ve written
the statements i’ve i’ve built the systems help

1187
00:57:02,310 –> 00:57:07,338
[pam_nemec]: with the processes i’ve had the conversations
i’ve i’ve had the p r you know

1188
00:57:07,399 –> 00:57:10,844
[pam_nemec]: because i ran p r so there’s
you know when the things come up in

1189
00:57:11,425 –> 00:57:14,673
[pam_nemec]: the general public and you have to
respond to that all

1190
00:57:14,706 –> 00:57:15,313
[adam_hill]: hm

1191
00:57:14,753 –> 00:57:16,747
[pam_nemec]: of that is culture right

1192
00:57:16,854 –> 00:57:17,659
[adam_hill]: hm right

1193
00:57:18,163 –> 00:57:22,780
[pam_nemec]: you know it’s not just your employe
how you’re treating your employes it’s

1194
00:57:22,893 –> 00:57:23,036
[adam_hill]: yeah

1195
00:57:23,060 –> 00:57:29,150
[pam_nemec]: also how you’re treating your customers your
community everything plays into your brand and into

1196
00:57:29,191 –> 00:57:36,583
[pam_nemec]: your culture and i just think that
having that perspective of how that um eventually

1197
00:57:37,124 –> 00:57:44,336
[pam_nemec]: build your brand and build your performance
makes it makes the hard work very important

1198
00:57:45,578 –> 00:57:48,748
[pam_nemec]: to me and it should be very
important to other leaders

1199
00:57:49,689 –> 00:57:49,730
[adam_hill]: h

1200
00:57:50,190 –> 00:57:50,391
[pam_nemec]: because

1201
00:57:50,362 –> 00:57:50,383
[adam_hill]: m

1202
00:57:50,471 –> 00:57:55,277
[pam_nemec]: i’m not talking about ping pong party
being on tables and parties that’s just that’s

1203
00:57:55,337 –> 00:57:59,727
[pam_nemec]: another piece of it but that’s not
going to get you were where you need

1204
00:57:59,767 –> 00:57:59,968
[pam_nemec]: to be

1205
00:58:00,523 –> 00:58:02,064
[adam_hill]: yeah i think the probably

1206
00:58:01,890 –> 00:58:02,272
[pam_nemec]: probably

1207
00:58:02,104 –> 00:58:02,484
[adam_hill]: the most

1208
00:58:02,312 –> 00:58:02,392
[pam_nemec]: the

1209
00:58:02,985 –> 00:58:03,105
[adam_hill]: the

1210
00:58:03,177 –> 00:58:03,317
[pam_nemec]: thing

1211
00:58:03,225 –> 00:58:08,289
[adam_hill]: most culturally driven organizations probably do not
have ping pong tables

1212
00:58:09,832 –> 00:58:10,975
[pam_nemec]: exactly that’s

1213
00:58:10,972 –> 00:58:11,112
[adam_hill]: yeah

1214
00:58:11,035 –> 00:58:11,797
[pam_nemec]: exactly right

1215
00:58:12,283 –> 00:58:18,990
[adam_hill]: yeah so and that’s hugely valuable because
the work that you’re doing is hugely valuable

1216
00:58:19,531 –> 00:58:24,018
[adam_hill]: because culture really defines who we are
and there’s a lot of fear in that

1217
00:58:24,058 –> 00:58:28,505
[adam_hill]: and i think that if any if
any of you listening are leaders and you’re

1218
00:58:28,565 –> 00:58:33,854
[adam_hill]: experiencing that fear within your organization you’re
you’re afraid and you’re feeling that frequent basis

1219
00:58:33,954 –> 00:58:40,024
[adam_hill]: or your your employes are afraid whether
you have two or two hundred thousand employes

1220
00:58:40,826 –> 00:58:44,372
[adam_hill]: the culture is vastly important and the
better that you can define that the better

1221
00:58:44,412 –> 00:58:47,637
[adam_hill]: you can get it handle on fear
and rise above it and learn to dance

1222
00:58:47,697 –> 00:58:49,220
[adam_hill]: with it better as an organization

1223
00:58:49,530 –> 00:58:49,550
[pam_nemec]: m

1224
00:58:49,620 –> 00:58:54,328
[adam_hill]: we don’t just feel it individually we
feel it as groups and the best way

1225
00:58:54,388 –> 00:58:57,213
[adam_hill]: to do that the best way to
start is to articulate our vow used to

1226
00:58:57,273 –> 00:59:03,123
[adam_hill]: articulate what our culture is pam is
a huge resource at that a wonderful resource

1227
00:59:03,183 –> 00:59:07,670
[adam_hill]: at that and has experienced it has
gone through it and as you’ve heard today

1228
00:59:08,251 –> 00:59:13,380
[adam_hill]: has risen up a lot of challenges
to achieve what she’s achieved pan where can

1229
00:59:13,420 –> 00:59:14,082
[adam_hill]: people find you

1230
00:59:15,211 –> 00:59:22,563
[pam_nemec]: um well i’m on all the usual
places linked in instagram facebook have website pandemic

1231
00:59:22,683 –> 00:59:26,999
[pam_nemec]: dot com but yeah i need those
places you can read out to me

1232
00:59:27,613 –> 00:59:28,815
[adam_hill]: excellent we’ll reach out to her

1233
00:59:29,392 –> 00:59:29,473
[pam_nemec]: oh

1234
00:59:29,636 –> 00:59:34,745
[adam_hill]: and look for connect with her and
in the meantime thank you so much for

1235
00:59:34,965 –> 00:59:39,814
[adam_hill]: joining us today pam and thank you
to the audience for joining us on this

1236
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[adam_hill]: episode i hope you got a lot
of value from it we’ll see you next

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[adam_hill]: time thanks