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Businesses that Care Podcast (formerly Mere Mortals Unite)

Mere Mortals Unite (MMU) and Businesses that Care (BTC) are two distinct series in this podcast. BTC is focused on building a business culture that allows your business to recruit and retain good talent. Our guests share ideas that work, to create a culture of engagement. On previous episodes of MMU we share superpowers that everyone has although they may not have discovered them yet, or forgotten them or given them away. Take them back, increase their use in your life. provides skills and techniques so you can discover your superpowers. The result is an increase in success and joy in your life and the lives of those that surround you. Let’s change the world one person at a time, starting with you!
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Feb 15, 2017

085: Listen Generously for Cultural Change

 

URL: http://www.julieannsullivan.com/listen-generously-cultural-change/

 

Greg Newell is the President of Nave Newell, a civil engineering firm. Greg’s company has 35 employees, and this will be the 25th year he has been in business. However, three years ago, Greg incorporated a new strategy to bring more engagement, and fun, into the workforce. What kind of benefits has he seen since incorporating these strategies? Let’s find out, on this week’s episode!

 

Key Takeaways:

*Greg dives in and explains what his company, Nave Newell, is about!

*Nave Newell has 30 fundamentals that Greg and his team stand by. It may sound long, but they are critical for Greg’s company.

*Many people aren’t aware that they’re bad listeners. This is hard, because if we don’t know this, then we can’t change it.

*There’s a big disconnection between work and home. The two need to be intertwined. When you’re happy at work, you’re happy at home, too.

*There’s just more to it than receiving a paycheck, and optimizing company systems. Your team needs to feel valued.

*Strong leaders can accept and listen to different points of view. Strong leaders want to hear your thoughts.

*Greg shares an important story about one of his staff engineers, who has been with the company for a year.

*Company culture has to be built into the fabric of the company. Fundamental principles have to be consistently implemented in order to see effective change.

*Greg thinks about ways he can reinforce and strengthen his company culture everyday.

*Greg has a ‘Director of Fun’ position, and that person is in charge of making the workforce engaging and, well, fun!

*How does Greg evaluate whether this cultural strategy is working or not?

*People want to be acknowledged, and they want to know they are valued.

 

Interview Links and Other Resources:

Nave Newell

Email Greg: gnewell@navenewell.net

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