Creating the Perfect Company

Multi-View Incorporated

This weekly (Fridays) series of messages is based on Multi-View Incorporated’s work with over 1,300 organizations, extracting 989 data-elements with 922 cross-calculations over 27 years on a monthly basis. And then “systematizing” the operational “Best-Known Success Patterns” of the 90th percentile. Our intent is to get beyond the “brag and the boast,” and simply share insights from our experience, without manipulation or coercion to sell anything except helpful ideas. MVI has helped create World-Class organizations with some of the highest levels of Quality and Economics ever known and measured. What is MVI in 177 Words… Perhaps no other organization has meticulously considered and cared enough about the Customer and Client experience to break down and systematize everything from phone and visit interactions to physical products to the economics. MVI is perhaps best known for “the Model™” – an ultra-modern management approach that creates a high-quality, predictable experience that renders phenomenal Economic results as a natural bi-product of almost unbelievable Quality. After working with over 1,300 organizations, MVI starts with Benchmarking to gain professional perspective and guides an organization through the Model® with its establishment of 1) Clear, 2) Impressive and 3) Sustainable Standards. Then via Extraordinary People Development, an organization with near-flawless quality is created, where it can go days, sometimes weeks, and even “thousands of interactions” without a single complaint, service failure or documentation/process error. Economic results are often 200-400% above the average or median. Through the Model™, this “system” approach to management, all areas of an organization operate as an integrated, coherent whole and not as “silos” creating a System of Mutual Reliance like those found in Nature.

  1. Ep. 23: Quality, Leadership, and Personal Growth Interviewed by Chris Comeaux

    12/22/2025

    Ep. 23: Quality, Leadership, and Personal Growth Interviewed by Chris Comeaux

    In close collaboration with Jeff Haffner, Chris Comeaux, and Teleios Studios Quality FIRST and ALWAYS! Stunning Economics follow. In a fast-moving crossover with Chris Comeaux and TCNTalks, Andrew, in his direct manner, affirm that Quality Comes from Within, separates Good from Bad Profits, and ties Margin to structure, intense training, and a complete COMMITMENT to Quality! They cover some of the basics of The Model (Perfect Phones, Perfect Visits + Perfect Documentation), System7, the utter importance of Benchmarking, and why great Leaders reconcile art + science. Stories range from Andrew recruiting Chris to Hendersonville to Green-Beret-influenced discipline from meetings at the Japan-House, with a simple refrain:  Our lives (and organizations) don’t just happen—they flow out of us. Chapter Markers(00:00) Why This Series  (03:10) Meet the Host & Guest — Chris Comeaux introduces Andrew; bio & backstory (12:39) Margin vs. Quality — Good profits vs. bad profits; intention over spend (15:15) Quality From Within — J-House, Special Forces influence, phones within three rings (17:26) Define Bad Profits — Slashed training, squeezed quality, sustainable standards (19:55) Beyond Budgets — Percent-based models that flex with volume and revenue (24:50) System7 & People Dev — Train to the system; art + science in care delivery (30:24) Model the Masters — Copy great teachers; humility to adapt practices (33:28) Teaching With Edge — “Perfect Visit” certification; standards with heart (41:20) Perfect Phones Matter — Two hours → big lift; win trust on first contact (46:28) Deming + Drucker — Systems and mission; both/and thinking (50:28) Final Counsel — Mirror, truth, and numbers as tools; close & bookmark TCNtalks Video Linkhttps://youtu.be/CpHQWpPsdmc?si=XzeDED214--oezTq Anatomy Of Leadership Video Linkhttps://youtu.be/k6RUs8QII94?si=m4aqTcG0LZwE4Xlx Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “Quality comes from within. Our lives don’t just happen. They flow out of us.”

    1 hr
  2. 12/08/2025

    Ep. 22: Directional Correctness w/ Jim Fischer

    This live-streamed Empowerment Hour from MVI Headquarters features Jim Fischer walking leaders through the core idea of Directional Correctness—choosing what’s right over what’s easy. Jim explores why aspiring is the first step toward becoming a World-Class organization, how the Three Questions reset culture, and why intention and Standards matter far more than simply adding staff or spending more money. With humor, stories, and practical anchors, Jim shows how Systems and Accountability create extraordinary results. It’s a straightforward, encouraging session for CEOs and Executive Leaders who want to break away from “average” and build an organization their community can TRUST —every visit, every call, every day! Chapter Markers(00:00) Welcome & Intent — Why these messages exist; beyond brag/boast (01:10) Live from MVI — Audience, hosts, nerves, and value of a live hour (02:21) Aspirational Hospice — Choosing greatness begins with aspiring (06:35) Today’s Frame — Right-brain focus: foundational and philosophical (08:01) Right vs. Easy — Dumbledore’s challenge; the road up the mountain (10:31) Five-Star Aim — Eschew the easy button; pursue extraordinary (11:29) Who is Jim? — Directional Correctness Encourager; why MVI (16:17) Three Questions — I am a feeling; I am a teacher; Best day of my life (24:28) Accountability — Own the day; attitude as a choice (30:41) It Matters — “Act as if what you do makes a difference” (32:29) What MVI Does — Benchmarking + Network (BKSPs/Success Patterns) (33:47) Why Benchmark — Find the elephant; see norms of quality & cost (38:55) Intention > Spend — Quality rises from structure and intent (40:31) The Model — Intentional design of every touchpoint (phones/visits/bereavement) (47:40) Perfect Visit — Make the caregiver the hero; performance energy up (51:12) What They Remember — Feeling is the takeaway (53:10) Standards & Norms — A standard is not a goal; it’s the norm (54:52) Teaching Accountability — The determinant of org success (57:09) You’re Not Alone — Do what’s right; you have friends here (01:01:43) MVI Service — Three-ring phones; invite to connect (01:03:16) Close — Thanks and next steps Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “Aspiring is the unskippable first step of becoming great.”

    1h 4m
  3. 11/24/2025

    Ep. 21: CEO Retreat - Quality Comes from “Within”!

    Andrew opens Day 1 of the CEO Retreat, attended by CEOs from across the country, by going straight to the heart of QUALITY—and where it REALLY comes from: within the Leader! He connects discipline to a Culture of Meticulousness, then ties Customer Delight (5,553 interactions without a single complaint) to phenomenal economics. CEOs are urged to defeat corporateness without lowering Standards, but INCREASING their Standards. He also urges to build Self-Regulating Systems (training + compensation), and assess leaders for Intelligence, Communication Skills, Attitude, Energy/Drive, Decisiveness, Accountability, and Confidence. The throughline: SUCCESS UNITES PEOPLE; design for incentives and disincentives; and run an “integrated, coherent organization, based on “mutual reliance” with zero silos where compensation teaches, both in monetary as well as, more importantly, non-monetary levels. Quality comes from “within!” Chapter Markers(00:12) Intro (02:56) Welcome to the J-House — Fire, resilience, and Special Forces influence (05:29) Defeat Corporateness — High standards without killing the human feel (06:12) Japan as Model — Discipline, honor, meticulousness → national performance (07:20) Quality = From Within — Vision, will, and the 50% you control (08:35) Meticulousness in Practice — “Good enough” vs “that’s it” craftsmanship (09:55) Customer Delight — Win referral sources; thousands of visits, zero complaints (11:35) Maintenance Mindset — Everything requires care; quality is ongoing work (13:50) Focus & Self-Regulation — Love → energy; leaders set the standard (16:48) Manuals & Training — Standardization, documentation, labs, and tests (17:18) Self-Regulating Orgs — Less supervision; comp + systems carry the load (22:29) Kill Meeting Hell — Design operations that don’t need endless meetings (23:30) Success as Duty — Growth, economics, mission—what the CEO must deliver (29:18) Incentives & Disincentives — Pay as teacher; include the negative (31:11) Proven Comp Systems — 2× quality, 2× productivity when pay aligns (41:06) Audit Your Leadership — Assess yourself and your lieutenants (44:17) Pipeline for Leaders — Video screens, redundancy, promotion track (47:45) Communication & Lists — Writing, public speaking, prioritization habits (49:40) Attitude & Energy — Remove poison; happiness pay; hire for drive (51:40) Decisiveness & Courage — Avoid analysis paralysis; own mistakes (54:05) Accountability Skill — Do the “pain” without losing talent (55:29) Standardization Basics — Steps, requirements, position-state of self-control (56:28) Confidence via Pay — Smoke out renters; bet on self + company (58:13) One Living System — Zero silos; comp as the glue (59:19) The Leader’s Lid — Org can’t outgrow the CEO; keep leveling up (01:00:11) Break & Close Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “The big thing that a CEO has to be about is success. That’s the job.”

    1h 1m
  4. 11/10/2025

    Ep. 20: Compensation – The ONLY Way to World-Class (6 of 6)

    In this FINAL episode of this Compensation series, Andrew covers many of the Recommendations and Important Points When Creating Compensation Methodologies, including: bringing people Close to Revenue, getting rid of Annual Bonuses, pay Frequently & Immediately so checks teach Cause-and-Effect, wire Objectivity into the system, and keep the model Simple so it Self-Regulates. He lays out Percentage Splits that actually motivate, creates Acid Tests for ROI, eliminate COLA/Annual Raises (make it rich so no one asks), moves costs Variable from Fixed, and codifies Principles for Raises/Promotions (listen to the What Are You Willing to Throw Your Life Away On? Podcast Episode #7). He also covers Cross-Training, an Economy of Codes, Fewer Standards (five), and a warning: Overpaying DAMAGES people— as all compensation should be EARNED so people can understand their true Value in the marketplace… as well as helping a person be truly Happy and Content. Chapter Markers(00:00) Intro (01:52) Close to Revenue — Sensitize everyone to ups/downs like owners (03:52) Kill Annual Bonuses — Pay frequently so checks teach behavior (05:42) Timeliness Matters — Pay now or breed contempt (07:13) Make It Objective — Systems, not squishy relationships (08:23) Tight Accounting — Accuracy, speed, and fewer errors (09:46) Splits That Motivate — Model 50/50 vs 30/70; avoid “excessive pay” (11:07) Taxes & Reality — Company share isn’t the “whole wad” (12:03) Acid Tests for ROI — Simple unit math to cut through fuzz (15:27) Volunteers & Value — Karma dollars and executive-level leadership (16:35) No COLA, No Annual Raises — Make it rich; retention proves it (17:46) Mileage & Variability — Flex with real costs (AAA, trucking inputs) (18:58) Principles for Raises/Promotions — More value, not longevity (22:25) Risk Reversal — Proof of concept, then share in savings (24:22) Not All Paid the Same — Pay by value; everyone can learn to sell (26:05) Cross-Training (Ten-Two) — Redundancy, anti-fraud, school, documentation (29:01) Keep Codes Sparse — Eliminate discretion; complicated breaks (31:03) Pay for Result — Treat pros like pros; automate, minimize exceptions (32:32) Fewer Standards (Five) — Perfect phones, dress, visits + docs, on-time, report failures to CEO (33:58) Don’t Overpay — Earned money creates deep satisfaction (35:49) Clarifying Truths — Align with Nature; systems evolve; honor customers Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “Your compensation system is an extension of your people development or your training system, and you want them to learn from every paycheck.”

    41 min
  5. 10/27/2025

    Ep. 19: Compensation – The ONLY Way to World-Class (5 of 6)

    In this 5th installment on COMPENSATION from the Mountain, Andrew gets practical: the BIG THREE—a Modest Base, Standards Pay, and Individual/Unit Performance Pay—and why pay must include incentives AND disincentives to teach cause-and-effect. He shows how to build Attitude/Happiness into Standards, why hourly is the worst (time expands), and how to classify pay (hourly, salary, piecework, performance) so people can own results. Then the rollout: set a HIGH Profit Standard, vet legality, tune the Chart of Accounts, separate Performance Pay GL (based on savings), run dynamic feedback instead of budgets, expose team results on a transparent Hall of Fame/Hall of Shame report, wire EMR/ops systems for objective monitoring, move to semi-monthly, push roles exempt where legal, and stress-test the model assuming 100% hit their targets. Finish with Accountability Contracts so the system Self-Regulates—creating owners, not renters—and a culture that wins. Chapter Markers (00:18) Why Compensation Again — “All of life is compensation… two sides of the magnet.” (02:21) The Big Three — Modest Base • Standards Pay • Individual/Unit Performance Pay (03:26) Modest Base Done Right — Prevent comfort-drift; avoid “hang back and get chips” (04:25) Standards Bucket — Accountability lever; add/deduct with evolving needs (05:49) Performance/Unit Pay — Controllability → motivation; avoid slack in team pools (07:18) Attitude/Happiness — Make attitude a standard; “feel the pain” for poor attitude (09:25) Four Classifications — Hourly (worst), Salary, Piecework, Performance (MBI-ized) (11:09) Quality Records — 5,553 per 1,000 no-screw-up benchmark; customer delight (13:10) Methods Menu — Per-unit, minimums, excellence thresholds, ranges (14:43) Critical Path Rollout — Set Profit Standard (very high); legality; chart of accounts (20:09) Performance GL — Separate accounts; pay from “savings” so wins aren’t punished (22:22) Dynamic Feedback — Percent-based ops, not static budgets; three core reports (24:27) Hall of Fame/Shame — Transparent team/location report drives behavior (26:40) Wire the Systems — EMR/ops reports detect deviations; easy bonus logic (28:15) Pay Cadence — Semi-monthly; smoother financials; protect manager bonuses (30:37) Move Exempt (Legal) — Treat pros like pros; avoid time-expands trap (32:08) Set Frontline First — Then immediate managers → indirects → executives (39:47) Stress-Test 100% Win — Design so everyone hitting targets doesn’t break you (40:17) Objective Monitoring — Accountability gap is human—so make it structural (44:45) Accountability Contracts — Clear, legal, uniform commitments; standards over time Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “If you’re paying people hourly, just realize it’s the worst way… the job will expand to fill the time allotted.”

    46 min
  6. 10/13/2025

    Ep. 18: Compensation – The ONLY Way to World-Class (4 of 6)

    In this 4th installment on the PROFOUND topic of Compensation from the Mountaintop, Andrew talks about how CEOs must cross the Fear Barrier, brand their proprietary Model, and sell the “Why”, because most of the battle is emotional. He lays out rebasing salary/hourly rates to make room for Standards Pay, Happiness Pay, and Individual Pay, insisting on frequent and immediate payouts so that pay teaches cause-and-effect. He shows how a simple System creates Owners who self-regulate throughout the workforce. Expect straight talk on BPUs (Business Prevention Units), why salary/hourly are GREEDY SYSTEMS, and why you must set a clear and HIGH Profit Standard. The Compensation System must STRENGTHEN Accountability to make a healthy, happy culture! A culture that WINS! Chapter Markers (00:00) Intro (01:49) Crossing the Fear Barrier — Phantom fears about quitting/mission; healthier workforce when pay rewards attainment (03:35) Emotions Over Mechanics — Most work is emotional; methods already exist across industries. (05:16) CEO Backbone & Trust — Lead from the front; be trusted; start pay changes at the top (11:59) Feel the Broken Promise — Route complaints/service failures to the CEO to motivate structural moves. (13:03) Rebase & Make Space — Lower base; add Standards Pay and Happiness Pay; design for attitude and results (15:25) Individual Upside — Big personal upside attracts talent; “blessed subtractions” for the unconfident. (17:48) Outliers vs. The Herd — Herd won’t follow; outliers act; compensation makes the impossible possible (19:30) BPUs & Momentum — Get past Business Prevention Units; don’t get bogged down—build movement (21:26) Brand & Sell the System — Name it; tie to culture/colors; pilots with winners; inspire (23:49) No Half-Standards — Set a clear profit standard; put the pedal down; avoid confusion (25:45) Salary/Hourly Are Greedy — Move upside to the frontlines; keep the system simple. (28:47) Tight Rollout & Speed — Implement without delay; keep language precise; calm star talent (34:05) Always Iterating — Expect changes and gaming; fix quickly; keep trust high. (41:47) Build It Simple, Pay It Often — Start simple; pay frequently/immediately; make winning obvious. (43:20) Create Owners, Not Renters — Ownership mentality, value focus, relentless follow-through. (45:43) System Checklist — Teach with pay, include pain for non-standards, easy to administer, fair, mutual reliance, cross-training, compelling upside Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “Start simple and keep it simple.”

    49 min
  7. 09/29/2025

    Ep. 17: Compensation – The ONLY Way to World-Class (3 of 6)

    In this 3rd installment of this Compensation series, Andrew shows how a well-designed COMPENSATION SYSTEM creates CONFIDENCE, CUSTOMER DELIGHT, and a HEALTHY CULTURE that Self-Regulates with little need for supervision. Pay becomes a powerful Teacher: A System Solution, where the “System” selects for owners (not renters), “smokes out” unconfident people, removes 4 negative tasks from frontline Leaders (documentation/productivity/reviews/firing), flattens bureaucracy, and hard-wires World-Class Standards (e.g., Perfect Client Interactions, Perfect Visits and Perfect Documentation). Andrew covers 4 core elements in a well-designed Compensation System as well as an overview of the process of implementing a system, including Setting Standards, Branding of the Compensation System (SuperPay), winning over key influencers, piloting with a winner, training with System7, and use Accountability Contracts. At the core of a comp system is laser beam FOCUS on really operationalizing and strengthening Accountability. Chapter Markers(00:22) Intent & Context – 27 years of data; beyond brag/boast; sharing success patterns (01:10) Back on the Mountain – Why compensation matters now; leaders arriving to train; momentum (01:48) Confidence Engine – Comp as immediate feedback → confident people, confident service (03:23) Customer Delight – Service obsession; managing expectations; meaning/purpose as the larger payoff (06:49) Selection via Pay – “Bet on yourself & the company” filters; accountability vs. victimhood (08:25) Elegant Attrition – Let the system remove poor fits; 400% production jump story (11:06) Knock Out Slack – Comp fights complacency; formula: fewer people paid well → easier management (13:11) Autopilot & Flat Orgs – Wiring results across areas; reduce indirects; flatten layers (16:01) Outrageous Standards – Quality records; tie pay to perfect interactions & documentation (17:19) Free Managers to Lead – System monitors docs/productivity/reviews/firing so managers can coach (20:38) People System Integration – Attraction, selection, development, retention—all impacted by comp (22:55) Myths to Kill – Pay alone won’t make a poor worker great; dangers of overpaying mediocrity (25:26) System Overview (4 Pillars) – Self-regulation, accountability, focus on immediate manager, create owners, not renters (34:27) Build & Brand the Model – Few standards, copy what works, brand it (SuperPay), resist dilution, win influencers, all-staff rollout, pilot with a winner, System Seven training, accountability contracts, iterate (47:22) Close – Contact + “best day of your life” sign-off Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “The compensation system builds confidence… it actually builds confidence because confidence is built through attainment… through success and real achievement.”

    48 min
  8. 09/15/2025

    Ep. 16: Compensation – The ONLY Way to World-Class (2 of 6)

    Andrew continues in the DEEP philosophical explanation so often needed for Leaders and Executives to have the courage to implement creative and revolutionary Compensation Systems. Reed drives directly into a discussion of Outliers - Companies that operate with World-Class Quality and Profits - those operating in the 90th percentile statistically over extended periods of time. Reed points out that 100% of the companies MVI has measured over 27 years that operate in the 90th percentile use such methods…without a single one using traditional or average methods. Not even one!   In this episode, Reed also addresses “structuring your compensation system to flex with the fluctuations of revenue” so that a company can lock in, to a large extent, their Profit Standard. He also speaks on the creation of a “System of Mutual Reliance” where all departments and parts of the organization operate as an integrated, cohesive whole. He also shares the MVI success formula - Fewer People Paid Well – and the benefit of liberally SHARING profits with all employees and team members who are 1) Doing the Standards and are 2) Creating Value. Chapter Markers (00:00) Intro (01:09) Outliers vs. The Herd – 50th percentile vs. 90th; benchmarking reality checks. (04:35) Non-Traditional Pay – 90th-percentile orgs all use creative compensation. (06:11) Turnarounds via Comp – Incentive + disincentive; get past the fear barrier; stop “Pampers” pay. (07:58) Profits & Reserves – Build a fat, good bank account; value quality over speed. (10:14) Service As Proof – Three-ring phone rule; training systems that create delight. (11:10) Paycheck = Report Card – Compensation teaches standards every payroll. (12:34) Meaning > Money Alone – Culture, not cash, keeps people. (13:40) Old Options Don’t Scale – “Hard-ass” management vs. structural comp systems. (15:20) Nature of Incentives – Organisms move toward payoffs; include non-financial rewards. (18:14) Fairness & Flight Risk – Salary inequity drives top talent away—fix it in the system. (26:08) Labor Logic – Labor is #1 cost → design comp first; flex costs with revenue; mutual reliance. (32:45) Share the Wins – Fewer people paid well; comp builds confidence, signals winning. (36:22) Plain Talk & Courage – Speak clearly, act deliberately; let the system do its work. Song: If All the World Were Right - andrew reed & the liberation Album: If All the World Were Right (Trilogy II Album 1) Social Media Links www.mvi.life Official Website: www.multiviewinc.com YouTube: https://www.youtube.com/user/mvimedia LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true Facebook: https://www.facebook.com/multiview.incorporated Instagram: https://www.instagram.com/multi.viewinc/?hl=en MVI Phone #: (828) 698-5885 Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST! “Almost every organization that’s been rescued or completely turned around… It’s come through the compensation system.”

    38 min

Ratings & Reviews

5
out of 5
2 Ratings

About

This weekly (Fridays) series of messages is based on Multi-View Incorporated’s work with over 1,300 organizations, extracting 989 data-elements with 922 cross-calculations over 27 years on a monthly basis. And then “systematizing” the operational “Best-Known Success Patterns” of the 90th percentile. Our intent is to get beyond the “brag and the boast,” and simply share insights from our experience, without manipulation or coercion to sell anything except helpful ideas. MVI has helped create World-Class organizations with some of the highest levels of Quality and Economics ever known and measured. What is MVI in 177 Words… Perhaps no other organization has meticulously considered and cared enough about the Customer and Client experience to break down and systematize everything from phone and visit interactions to physical products to the economics. MVI is perhaps best known for “the Model™” – an ultra-modern management approach that creates a high-quality, predictable experience that renders phenomenal Economic results as a natural bi-product of almost unbelievable Quality. After working with over 1,300 organizations, MVI starts with Benchmarking to gain professional perspective and guides an organization through the Model® with its establishment of 1) Clear, 2) Impressive and 3) Sustainable Standards. Then via Extraordinary People Development, an organization with near-flawless quality is created, where it can go days, sometimes weeks, and even “thousands of interactions” without a single complaint, service failure or documentation/process error. Economic results are often 200-400% above the average or median. Through the Model™, this “system” approach to management, all areas of an organization operate as an integrated, coherent whole and not as “silos” creating a System of Mutual Reliance like those found in Nature.