Evolving Your Workplace

Carol Schultz
  • 4,8 (17)
  • ENTREPRENARIAT
  • TOUTES LES 2 SEMAINES

On this workplace podcast, your host Carol Schultz brings on experts to discuss problems many business owners face in real time. Guest experts provide context for the issue and advise those in leadership positions on best practices. Whether you are starting a company, or you lead an established organization-- the podcast is geared toward getting you helpful answers.

  1. -1 J

    Creating Ownership in your Employees

    "Don't ask what I would do. Ask what's best for the patient." – Amit Gir, MD In this week's episode, Carol Schultz sits down with Amit Gir — physician, entrepreneur, and CEO of Phox Health — to dig into one of the most underrated leadership challenges: creating a culture where employees take real ownership, instead of waiting to be told what to do. Amit shares how he built a remote-first healthcare logistics company across 12 states and two continents, almost entirely by learning when to let go — and who to let run. Amit explains why the best leaders learn every inch of the business before delegating it, how to tell the difference between micro-feedback and micromanagement, and why he has a strict rule of never taking credit for a good idea. They also get into the messier side of leadership — what happens when someone doesn't show ownership, how fear-based cultures quietly kill companies, and why giving employees "the rope" is the only way to find out who will climb and who won't. The episode closes with Amit's core belief: when the mission is bigger than the manager, ownership stops being a personality trait and starts becoming company culture. Takeaways Learn the business deeply before you hand it off — you can't manage what you don't understand.Hire people who can teach you something, not just execute your ideas.The best hires are the ones who eventually do the job better than you could.Passing ownership means giving a rough playbook — then getting out of the way.Never own a good idea. Only own the bad outcomes.Micro-feedback is about speed, not control — the faster the feedback, the faster the growth.Fear-based leadership creates silence, not performance.When the mission drives decisions — not the founder — ownership becomes instinct.A culture of feedback has to be modeled by the CEO first, every single day.Remote teams can scale — but only when built with intention, not just cost savings. Chapters 00:01 Intro: The real cost of employees who wait for permission 01:27 What Fox Health does and why it exists 02:22 From medical school to startup — Amit's founder origin story 05:20 What ownership actually looks like on Amit's team 08:35 The Atlanta hire — no resume, no healthcare background, full ownership 10:31 Giving employees the rope — risk, trust, and letting go 11:13 Why you should hire people who can replace you 12:24 The one instruction Amit gives every new hire 13:02 When ownership doesn't show up — and how to act fast 14:26 The credit rule: he never owns a good idea 15:06 Micro-feedback vs. micromanagement — where the line is 17:40 Leading by example when no one's watching 18:12 How to build a culture of feedback from the top down 19:21 Love vs. fear — which one actually builds better teams 22:08 Running a global remote team across the US, India, and Scotland 24:52 Gender dynamics in a global workforce 25:10 Why Fox Health ended up 50%+ female — by accident 28:46 Turning time zone gaps into a competitive advantage 32:35 Final thoughts: hire with purpose, not just for price Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    33 min

  2. 14 MAI

    The Necessity of Shedding and Rethinking Your Brand

    "If you don't plan for where your customers are moving, you're not going to have a business." – Melinda Powelson In this week's episode, Carol sits down with Melinda Powelson, CEO of Match Engine, to explore what brand survival really looks like when the industry you built your business on starts disappearing beneath your feet. From a Denver recycling company founded just after the first Earth Day to one of the earliest lead generation platforms on the internet, Match Engine's story is a masterclass in knowing when to pivot — and having the courage to actually do it. Melinda breaks down why so many businesses get left behind when industries shift, why watching trends and data is non-negotiable for long-term survival, and how her company is already preparing for the decline of paper shredding by moving into medical waste, electronic recycling, and AI-powered sales tools. Carol and Melinda also dig into the tension between embracing AI and protecting the human touch in customer relationships, why office paper shipments have dropped 36% since COVID, and what the Yellow Pages and Kodak teach us about ignoring the writing on the wall. The conversation also covers family business succession, founder syndrome, why 70–80% of family-run businesses fail between the first and second generation, the real difference between wanting something and committing to it, and why hiring people with a tolerance for change may be the single most important thing a leader can do right now. Takeaways Businesses that fail to track industry trends risk becoming the next Kodak or Yellow Pages.Office paper shipments in the U.S. have dropped 36% since COVID — document-heavy industries must adapt.Medical waste and electronic recycling are growth verticals as paper shredding declines.AI search is reshaping lead generation, and businesses that ignore it will fall behind.Using AI to enhance your team's performance is fundamentally different from using it to replace people.Customers in certain demographics still strongly prefer speaking to a human over a bot.Family business succession fails 70–80% of the time between the first and second generation.The baton handoff only works when the original founder is willing to fully let go.Commitment — not just wanting — is what separates entrepreneurs who make it from those who don't.Hiring for change tolerance is as important as hiring for skill.Women leaders may have a natural advantage in delegation and trust-based team building.A subscription revenue model offers stability that a pure lead-generation model cannot. Chapters 00:00 Intro: Office paper is down 36% — is your business paying attention? 01:09 Introducing Melinda Powelson and Match Engine 01:58 How it all started: Tri Our Recycling and the first Earth Day 02:34 Building a website in 1995 before Google existed 03:38 The birth of Shred Nations and early lead generation 04:09 Why the internet business was losing $20K a month — and how they fixed it 04:46 The fundamentals of pivoting: platform economics and customer value 06:19 Advice for leaders who know they're falling behind 07:09 "Fish where the fish are" — and the fish have moved 07:32 Why AI search is the next frontier for lead generation 09:37 Defining risk: changing what works today for an uncertain tomorrow 10:26 Match Engine's AI philosophy: enhance people, don't replace them 11:31 Why boomers won't talk to bots — and why that matters 12:28 Salesforce's AI hiring reversal as a cautionary tale 13:12 The value of people and hiring for change tolerance 13:57 How Melinda entered the family business (she was an English major) 15:09 The gradual baton handoff from father to daughter 16:16 Why family business succession fails 70–80% of the time 17:16 The personal commitment that made the difference 18:48 Eight years as CEO — and the three and a half that changed everything 19:23 Why CEOs need peer groups — and how hard they are to find 22:11 Founder syndrome and why women may be better at letting go 24:24 Planning your own exit from day one 26:19 Building a new team and saying hard goodbyes 27:27 Vision first, then team, then adapt 28:26 Industry shift: paper down, medical waste and e-recycling up 30:04 The Yellow Pages and Kodak lesson 30:56 Revenue targets and the move toward a subscription model Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    33 min

  3. 7 MAI

    How to Be a Non Commodity in a Commodity Driven World

    “People don’t buy from logos—they buy from people.” – Rachel Gogos In this week’s episode, Carol Schultz sits down with Rachel Gogos, founder and director of strategy at brandiD, to unpack what it really takes to stand out in a world where nearly every business feels interchangeable. From AI-generated websites and generic branding to personal positioning and founder-led marketing, Rachel explains why businesses that feel human are winning trust while “commodity brands” are getting ignored. Rachel breaks down why so many companies fail to connect online despite spending money on websites, SEO, and content. She explains why founders themselves are often the biggest differentiator in a business, why audiences are becoming increasingly skeptical of AI-generated content, and how businesses can build stronger relationships by making customers feel seen instead of constantly talking about themselves. Carol and Rachel also discuss the growing importance of authenticity, messaging clarity, customer psychology, and why businesses must stop relying on shortcuts if they want long-term growth. The conversation also explores personal branding myths, why introverts can still build powerful brands, how LinkedIn differs from other platforms, and why consistency across websites, podcasts, social media, PR, and messaging is essential for modern businesses trying to survive in crowded markets. TakeawaysThe founder is often the strongest differentiator in a business.Customers increasingly want authentic, human brands.AI-generated branding can feel emotionally empty and mechanical.Businesses fail when they focus too much on themselves instead of customer pain points.Personal branding is not just for extroverts or influencers.Strong messaging starts with understanding the customer first.Websites alone don’t generate growth—marketing and positioning matter.Consistency across platforms builds stronger trust and authority.Many businesses abandon marketing strategies too early.SEO, copywriting, and brand positioning all work together as one ecosystem.Founder-led content performs especially well on platforms like LinkedIn.Differentiation comes from understanding what competitors are missing. Chapters00:00 Intro: Standing out in a commodity-driven world 02:35 Why founders are the biggest differentiator 03:37 Rachel Gogos on building brandiD and helping businesses grow online 04:29 Why outdated websites and weak messaging hurt brands 05:19 Budget mistakes businesses make early on 06:29 The problem with AI-generated websites and branding 07:50 Why authentic brands build stronger trust 08:12 Why founders should become the face of the business 10:38 Branding mistakes companies make too early 11:07 Why customer-focused messaging matters 11:28 The danger of constantly changing marketing strategies 12:37 Why audiences are getting tired of AI-generated content 13:39 Rachel’s entrepreneurial journey and starting brandiD 15:36 Personal branding vs. business branding 16:26 Why people buy from people 17:45 Combining founder branding with company branding 19:29 Building a full marketing ecosystem around a website 21:58 Word-of-mouth, Google, and personal branding as growth channels 23:25 Why many industries are becoming commoditized 25:53 Carol’s SEO and AEO growth strategy experience 28:02 Finding the right talent in SEO and marketing 31:38 Separating your business from competitors 32:40 How a cigar brand successfully differentiated itself 35:15 Building brand trust through consistency and community Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    35 min

  4. 30 AVR.

    Three key tools to evolve your workplace

    “If you’re not growing, you’re dying.” – Brent W. RempeIn this week’s episode, Carol Schultz sits down with Brent Rempe (President & CEO of First Alliance Credit Union) to unpack what actually drives workplace evolution—and why most companies fail to make their values meaningful. Brent shares how his team redefined their mission, vision, and values after realizing the old ones didn’t resonate, and how simplifying them into something tangible changed the direction of the organization. Brent explains why having too many values makes them forgettable, how organizations can embed values into hiring and performance systems, and why alignment matters more than raw output. They explore how behavioral interviews reveal real character, why pairing HR with hiring managers improves decision-making, and how growth can expose weaknesses inside a team. The conversation also touches on leadership realities—like imposter syndrome—and why purpose and storytelling are critical to keeping employees engaged. The episode closes with a practical look at how companies can create workplaces where people feel connected to the impact of their work, not just the job itself. TakeawaysMission, vision, and values only work if they are simple and actionableToo many values make culture harder to understand and applyValues should be embedded into hiring, performance, and daily decisionsBehavioral interviews help uncover genuine alignment—not rehearsed answersHR involvement improves hiring consistency and reduces biasGrowth without alignment can create internal frictionEmployees stay engaged when they feel their work has real impactStorytelling helps teams connect to purpose and meaningEven experienced leaders deal with imposter syndromeStrong culture creates momentum, not just compliance Chapters00:03 Intro: What it means to evolve a workplace 04:13 Rethinking mission, vision, and values 05:14 Why simplicity in values matters 07:33 The three core tools: mission, vision, values 08:17 Embedding values into hiring and performance 09:10 How to interview for alignment 10:28 The role of HR in better hiring decisions 15:58 Defining the ideal member and growth focus 18:05 Looking beyond credit scores: human-centered decisions 20:26 Growth challenges and team development 26:19 Imposter syndrome among leaders 31:25 Purpose, storytelling, and employee motivation Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    31 min

  5. 22 AVR.

    Splitting time between companies - is it possible to grow?

    “If you’re the linchpin… it gets really hard.” – Greg Moore In this week’s episode, Carol Schultz sits down with Greg Moore (Founder & CEO of Fit3D and WAIR) to unpack the reality of running two companies at the same time—and whether it’s actually possible to grow both without becoming the bottleneck. Greg explains how his businesses operate under one umbrella but function as completely separate entities, each demanding different teams, strategies, and attention. He breaks down the core challenge founders face when splitting time: growth slows the moment you become the center of every decision (“linchpin”). The conversation explores why building systems, delegating responsibility, and structuring time intentionally are critical if you want both companies to scale. They also dive into the trade-offs most founders ignore—how dividing attention can limit growth, why one company could flourish faster with full focus, and why Greg admits he wouldn’t start two companies at once again unless they were properly capitalized. The episode closes with a practical look at how he manages both today through time blocking, communication systems, and separating strategy from execution roles. TakeawaysSplitting time between companies is possible—but not without trade-offsGrowth stalls when the founder becomes the operational bottleneckSystems and delegation are essential to avoid being the linchpinOne company can often grow faster with undivided focusRunning two businesses requires structured time blocks and communicationFounder-led roles (like sales) make splitting time even harderProper capitalization changes everything when managing multiple companiesWithout systems, you’re managing chaos—not scaling businesses Chapters00:06:29 The core challenge: leading two companies under one umbrella 00:06:57 Can you split time without teams competing for attention? 00:07:17 Adapting leadership: companies adjust to limited founder time 00:07:55 The reality: planning, communication, and constant coordination 00:08:13 Why your time is always split—and never enough 00:12:04 Founder lesson: why Greg wouldn’t start two companies again 00:12:44 The linchpin problem—and how it limits growth 00:13:05 When companies depend on each other financially 00:13:21 The 3 conditions required to run multiple companies successfully 00:21:54 Weekly workflow: balancing strategy vs execution across both companies 00:24:07 Working “in” vs working “on” the business Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    37 min

  6. 16 AVR.

    Throwback Thursday: What Workplace Sexual Harassment Really Looks Like

    “If something feels wrong, trust your gut.” – Brittany Stevens In this week’s episode, Carol Schultz sits down with employment attorney Brittany Stevens (Partner at Phillips & Associates) to unpack the realities of sexual harassment, workplace discrimination, and power dynamics—and what leaders can do to create workplaces where people feel safe speaking up. Brittany explains how harassment is defined under the law (and why it often differs from what people assume), why so many cases come down to evidence and “totality of circumstances,” and how fear of retaliation keeps employees silent—especially when the harasser holds power. They discuss what strong workplace policies and training should actually include, why some organizations make it hard to report, and how employees can protect themselves when a company is focused on protecting itself. The episode closes with practical guidance for both leaders and employees on building safer systems, documenting issues, and knowing when to seek confidential legal advice. TakeawaysSexual harassment isn’t always “obvious”—many cases are subtle and pattern-based.Legal definitions of harassment/discrimination vary across federal, state, and city laws.Power imbalances (boss vs. employee) make reporting feel risky and unsafe.Fear of retaliation is one of the biggest reasons people stay silent.Documentation and internal complaints can significantly strengthen a case.Many companies fail by not having clear reporting policies or trusted processes.Leaders must train managers not only on behavior—but on how to respond to complaints.Discrimination can happen anywhere—industry, company size, and role don’t matter.Some terminations get “hidden” behind restructuring or reductions in force.Consulting a law firm can be a confidential way to understand your options. Chapters00:00 Intro: The taboo topic—sexual harassment & workplace safety 00:49 What Brittany’s firm does (employee-side discrimination law) 02:19 Why the firm was founded & what motivates this work 02:50 Defining harassment vs. what people think harassment is 04:28 Harassment isn’t always sexual: hostile work environments & protected classes 05:15 Evidence, documentation, and why cases are fact-dependent 06:16 Power dynamics: why “just say no” isn’t realistic 07:43 What victims can do when they fear repercussions 08:25 Why policies and reporting systems often fail (or don’t exist) 10:40 Vetting employers: red flags, lawsuits, and research before accepting jobs 11:13 DEI changes and what may shift over time 12:01 Discrimination happens everywhere (yes—even “good” companies) 13:00 What leaders should do: training, reporting, investigations, real support 15:54 Women vs. men: patterns Brittany sees in harassment and discrimination cases 16:46 Disability/medical termination & “restructuring” as a cover 18:35 How Phillips & Associates evolved and expanded over time 20:05 Growth bottlenecks: why jurisdiction/laws matter 21:21 Why expand into less employee-friendly states like Florida 22:58 Client trust: the importance of fast support and connection 23:54 Internal training: listening, empathy, and handling emotional calls 26:10 Choosing a path: quiet resolution vs. litigation 27:03 How to find the firm & their contingency model 29:24 Final thoughts: protecting yourself when the company protects itself Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    29 min

  7. 9 AVR.

    Creating Collaboration in the Workplace

    In this week’s episode, Carol Schultz sits down with Ryan Teicher (CEO of REDCOM Design and Construction) to unpack what it actually takes to create real collaboration in today’s workplace—especially in an era where technology is increasing isolation and younger employees struggle with in-person communication. Ryan explains how REDCOM has built collaboration into its operating model by bringing all departments under one roof—eliminating silos, increasing accountability, and forcing teams to work together from start to finish. He shares the company’s “top-level talks” initiative, where employees from different departments meet offsite without managers or agendas, creating authentic conversations that later translate into stronger working relationships back in the office. They also discuss why collaboration isn’t just about people—it’s about systems, trust, and culture. From breaking down communication barriers to designing workspaces and training programs that encourage interaction, the episode highlights how organizations can move beyond surface-level teamwork and build environments where collaboration happens naturally. The conversation closes with practical insights on feedback culture, work-life balance, and why investing in people is critical for long-term success. 🔑 TakeawaysCollaboration doesn’t happen by accident—it must be intentionally designedPhysical proximity (working under one roof) improves accountability and teamworkDepartments working in silos are one of the biggest barriers to collaborationInformal, offsite conversations can break down communication barriersShared personal connections make professional collaboration easierYounger employees often struggle with in-person communication post-COVIDLeaders must actively create opportunities for employees to interactTrust is the foundation of any collaborative cultureOpen feedback systems cannot exist without transparencyCollaboration reveals both people issues and process inefficienciesCross-department interaction helps identify operational bottlenecksWorkspace design can directly impact how teams collaborateLeadership must model collaboration, not just talk about itWork-life balance plays a key role in employee engagementFlexibility increases trust and productivityCulture is built through consistent actions, not just stated valuesCore values must be reinforced regularly to stay meaningfulPersonalized training is more effective than generic programsInvesting in employee development strengthens retentionCollaboration is both a cultural mindset and a structural system ⏱️ Chapters00:03:15 Intro: The challenge of collaboration in an increasingly isolated world 00:04:06 REDCOM’s integrated model: all teams under one roof 00:05:17 Accountability and eliminating blame between departments 00:06:00 Communication challenges in younger employees 00:06:28 “Top-level talks”: creating offsite collaboration 00:06:53 No managers, no agenda—just conversation 00:07:14 Building relationships beyond work topics 00:07:54 How shared experiences improve teamwork 00:08:27 Creating a culture of feedback 00:09:15 Encouraging openness in conversations 00:09:47 Why feedback cannot be fully confidential 00:10:24 Trust as the foundation of collaboration 00:11:29 Challenges with management-level communication 00:13:00 Personal issues affecting workplace behavior 00:13:59 Breaking silos between departments 00:14:39 Collaboration revealing process improvements 00:15:03 Building a culture of collaboration and accountability 00:15:28 Work-life balance and the “fifth day flex” 00:16:33 Flexibility vs traditional corporate structures 00:18:35 Collaboration as a competitive advantage 00:24:52 Core values: collaboration, trust, accountability 00:26:25 Reinforcing values in daily operations 00:27:11 Workspace design for collaboration 00:30:18 Investing in employee training and development 00:31:16 Personalized training across departments 00:32:15 Final thoughts on building a collaborative workplace Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    30 min

  8. 2 AVR.

    Expanding Your Company Beyond North America (International Footprint)

    “Go global—the world is bigger than North America.” – Adnan Haroon In this week’s episode, Carol Schultz sits down with Adnan Haroon (Founder & CEO of BIMAC Group) to break down what it actually takes to expand a business beyond North America—and why many companies never make that leap despite having the capital and capability. Adnan shares how he started his company in Canada and evolved into a multi-country operation across the Middle East, Asia, and Europe—driven not by aggressive scaling, but by opportunity, relationships, and strategic partnerships. He explains how one inbound lead in the Middle East became the catalyst for global expansion, and why regions like the UAE, Saudi Arabia, and South Asia offer significant advantages—from tax structures to growing consumer markets. We discuss the mindset gap holding North American companies back, the importance of building local partnerships instead of centralized teams, and how global expansion is less about size and more about access—access to networks, knowledge, and the right people on the ground. The episode also explores operational realities: structuring international teams, navigating cross-border finance, and why the biggest bottleneck to scaling globally is not opportunity—but finding the right partners. We conclude our conversation with practical insights on when to expand, how to think about global markets strategically, and why companies that fail to look beyond their home market risk missing the next wave of growth. TakeawaysMany North American companies have capital but lack a global perspectiveExpansion often begins through opportunity, not long-term planningOne international lead can unlock multiple marketsThe UAE serves as a strategic hub for global expansionTax advantages play a major role in international decisionsEmerging markets offer large and growing consumer basesRegions like the Middle East, India, and Southeast Asia present strong opportunitiesLocal partnerships are essential for entering new marketsStrong networks matter more than company size in global expansionDecentralized teams allow flexibility across countriesEach region requires local expertise and relationship-buildingPersonalized service can outperform large, hierarchical firmsEarly clients and referrals drive initial international growthCompanies must adapt to different financial and regulatory systemsCross-border expansion requires strong financial knowledgeFounders should not assume they can manage all functions aloneHiring experienced financial leaders improves decision-makingFractional CFO models can support growing companies globallyExpansion requires balancing growth with executionLarge M&A deals take time and require strong buyer networksStable service offerings help balance long sales cyclesGlobal networking creates unexpected business opportunitiesA single connection can lead to high-value dealsClients often expand engagement once trust is establishedThe biggest bottleneck is finding the right partnersLack of specialization can limit growth in key regionsBandwidth constraints can lead to missed opportunitiesSome markets require multiple specialists, not generalistsTravel remains important for building international relationshipsShort, strategic trips are more effective than long staysGlobal expansion requires both strategy and disciplineCompanies must think beyond domestic markets to stay competitiveDiversification across regions reduces business riskInternational markets can offer cost advantagesBuilding trust is critical in cross-border businessThe right team is more important than rapid expansionExecution becomes more important after initial growthScaling globally requires long-term thinkingCompanies that delay expansion may miss market opportunities Chapters00:01:29 Intro: Expanding beyond North America 00:01:55 What Bismarck Group does 00:03:03 First international opportunity (Middle East) 00:03:24 Expansion into UAE and beyond 00:05:33 From Canada to global operations 00:06:43 Early challenges and competition 00:07:45 First clients and early traction 00:08:04 Decision to expand globally 00:08:40 Tax advantages in international markets 00:10:12 Partner model and structure 00:11:28 What makes a strong international partner 00:12:55 Advice for North American companies 00:13:34 Global expansion trends and examples 00:13:52 Market opportunities outside North America 00:14:56 Founder mindset: “Go global” 00:17:25 Evolution of services and strategy 00:18:05 Power of networking in global growth 00:19:24 Growth bottlenecks and challenges 00:20:09 Need for specialization in regions 00:21:28 Opportunities in Middle East markets 00:22:44 M&A and execution challenges 00:23:47 Shift toward execution-focused growth 00:24:08 Team structure across countries 00:25:37 Fractional CFO model introduction 00:27:31 Balancing expansion with execution 00:28:13 Future expansion plans 00:29:09 Role of travel in global business 00:30:24 Importance of financial expertise 00:31:05 Why companies must think globally 00:31:41 Tax and diversification strategies 00:32:01 How to connect with Adnan Connect With Host Carol Schultz Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram. Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information. And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

    32 min
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À propos

On this workplace podcast, your host Carol Schultz brings on experts to discuss problems many business owners face in real time. Guest experts provide context for the issue and advise those in leadership positions on best practices. Whether you are starting a company, or you lead an established organization-- the podcast is geared toward getting you helpful answers.

Informations

  • Création
    Carol Schultz
  • Années d’activité
    2021 - 2026
  • Épisodes
    200
  • Classification
    Contenu explicite
  • Copyright
    © Copyright 2024 Vertical Elevation
  • Site web de l’émission
    Evolving Your Workplace