In this episode, Rob chats with Jack Daly, legendary sales trainer, entrepreneur, author, and endurance athlete. They dive into how business owners can build a culture by design, not by default, no matter if their teams are in-office or remote. Jack shares proven strategies for creating an environment where people want to work, why playbooks are critical across the organization (not just in sales), and the three high-impact changes that help businesses scale effectively. Packed with real-world stories and Jack’s signature energy, this is a must-listen for any business owner serious about growth, alignment, and culture. Key Takeaway: A thriving company culture doesn’t happen by accident. Business owners must proactively design their culture, invest in clear communication, and build systems that scale—like playbooks, recognition programs, and robust financial plans. Whether you’re just starting or running a company for 15 years, it’s never too late to realign your business for greater impact. Questions I ask Jack Daly: 03:15 What should leaders focus on to make Culture by Design intentional rather than just letting it happen? 06:32 Where do you start to start to turn around that culture and make it more intentional? 10:11 What are some considerations that you should make to accommodate and to engage your people who are not in the office? 15:48 Company playbooks are very effective. How should business owners be thinking about playbooks throughout their organizations? 18:22 What are your thoughts about having playbooks in other parts of the organization? 22:14 What are the top three things your coaching clients do that make the biggest impact? 26:37 When we talk about a financial plan, are this KPIs, a full budget, or both revenue and expense projections? 27:00 When it comes to the products, is it just revenue that you're looking at or are there some other things to look at from time to time? More About Jack: Check out Jack Daly Sales Looking for a good read? Explore Jack’s books here Connect with Jack on LinkedIn. More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on LinkedIn . Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

In this episode, Rob sits down with Michael Deutsch, Managing Partner of The Deutsch Group and owner of Sapphire Talent. They explore the often-overlooked art (and science) of hiring. Michael shares his insights on why most small and mid-sized businesses struggle with hiring, what needs to change, and how organizations can design better hiring processes—especially in remote and hybrid environments. They also dive into broader business challenges like getting stuck despite having the “right people” and how to break through those barriers. Key Takeaway: Hiring is more than just filling a seat—it’s about building intentional processes to find and empower the right people. Companies that invest time in preparing structured, curiosity-driven interviews and create culture by design, especially in remote settings, are more likely to scale effectively and sustainably. Questions I ask Michael Deutsch: 01:46 What are most companies missing out with respect to hiring? 02:48 Where should companies start in terms of improving their hiring process? 03:35 Is it about hiring a good person or hiring the right person for a specific role? 04:38 How do you evaluate whether someone is right for the job during interviews? 06:51 What should the person hiring look for in an answer to a follow up question during an interview? 10:13 How do you assess if someone will thrive in a remote or hybrid environment? 15:47 Other than hiring, what’s the biggest challenge business owners face in getting the most out of their teams? 17:45 When a company already has the right people, where do they still get stuck? More About Michael: Check out Michael on EOS Connect with Michael on LinkedIn. More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on LinkedIn. Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

In this episode, Rob Levin is joined by Chason Hecht, CEO and founder of Retensa, a global leader in employee retention strategies. With decades of data and experience behind him, Chason dives into what really drives retention—and spoiler alert—it starts way before someone quits. From knowing why people join and stay, to the rising impact of remote work, and how culture, hiring, and feedback all play a role, this episode is packed with insights (and a few laughs) that every small and mid-sized business owner needs to hear. Key Takeaway: Retention isn’t just about keeping people—it’s about keeping the right people for your company’s culture and stage of growth. As Chason Hecht explains, most small and midsized businesses don’t have a retention problem—they have a hiring problem. When you align your hiring process with your company values, understand why employees join, stay, or leave, and create ongoing feedback loops, you build a foundation for long-term success. Especially in remote or hybrid environments, flexibility, recognition, and clear communication can be powerful (and often low-cost) retention tools that help high performers thrive and stay engaged. Questions I ask Chason Hecht: 01:41 What is the significance and importance of retention in small and mid-sized business? 06:20 What's different on the retention side, and the importance of retention in that business? 08:20 Is all retention good, or is there some retention that's not so good? 10:43 What are some of the more common challenges in small and midsized businesses when it comes to retention? 13:55 How can companies mitigate challenges like hiring mistakes or trying to "act big" before they’re ready? 14:24 Retensa is known for taking a data-driven approach to predicting and preventing turnover. What does that look like? 15:37 Give us a couple of examples of the kinds of questions you ask employees to gather meaningful feedback. 16:59 After asking those questions, are you looking at aggregate results or individual responses? 19:16 How does remote work affect retention, and what do businesses need to keep in mind? 20:55 Some companies are going back to five days a week in-office. What are the risks, and what is “coffee badging”? 23:02 What’s your message to employers—especially those with remote or hybrid teams—about these shifts in work culture? 27:10 Any final suggestions for retaining top talent? More About Chason: Check out Retensa Connect with Chason on LinkedIn . More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on LinkedIn . Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

In this episode of Great Talent Great Business, Rob Levin chats with Mark Taylor—CEO coach, entrepreneur, and leadership expert—on what truly separates great leaders from the rest. They dive into why leadership development is often overlooked, the power of CEO peer groups, and how Positive Intelligence helps leaders manage stress, build resilience, and stop self-sabotage. Key Takeaway: Great leadership isn’t just about strategy—it’s about mindset, and that has a critical effect on the success of small and mid-sized businesses. Through CEO peer groups, leaders can gain valuable insights and uncover blind spots that hinder progress. Positive Intelligence is a powerful tool for managing stress, building resilience, and shifting from self-sabotage to success. By identifying personal saboteurs (like the hyper-achiever mindset) and strengthening mental fitness, leaders can create a more engaged, high-performing team while improving their own decision-making and well-being. Questions I ask Mark: [2:04] What’s the best advice you can give small and mid-size business owners to spot and grow strong leaders? [3:26] What traits have you seen work really well when it comes to spotting potential leaders? [4:08] Why should a business owner consider joining a CEO peer group? [5:46] Can you tell us more about Positive Intelligence and why it’s important for business owners? [7:45] How does Positive Intelligence help business owners shift their mindset and build more resilience? [12:58] What percentage of your Positive Intelligence clients that go through the program, roll this out to some of the members of their team? [15:11] What are the strongest leadership characteristics you’ve seen in the most successful businesses? More About Mark Taylor: Check out Mark Taylor Connect with Mark on LinkedIn . More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our channel! Follow Rob Levin on LinkedIn. Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

On this episode of Great Talent Great Business, Rob Levin interviews Bob Borcherdt, Founder and CEO of IN2GREAT and discuss how you can unlock the hidden potential within your organization. Bob delves into the root causes, emphasizing the critical role of leadership development and the creation of cultures of clarity. Learn how fostering better leaders and clearer expectations can drive employee engagement, boost productivity, and ultimately impact your bottom line. Key Takeaway: Leadership development isn’t the job of HR, consultants, or training programs—it’s yours. To unlock your team’s full potential, drive engagement, and boost profitability, it must be intentional, ongoing, and embedded in daily work. It starts with creating a culture of clarity—where expectations are clear and feedback flows both ways. People know exactly what’s expected of them and are set up to win. Without that, businesses operate with unused human capacity that directly impacts productivity and retention. The best way to develop your people? Meaningful one-on-one interactions that focus on their unique strengths. When your people win, your business wins. Questions I ask Bob Borcherdt: [02:40] Tell us about this concept of the unused human capacity that exists in every organization, and what does that mean to businesses? [08:20] Could you provide some examples of what this unused human capacity might look like in a typical small to mid-sized business? [10:01] Can you elaborate on what culture of clarity means? [12:27] Is it critical for a company to have clarity on its goals at all levels to avoid this unused human capacity? [13:46] When working with businesses to tap into their unused human capacity, what is your initial approach? [15:37] How does the Predictive Index work, and how does it help identify and reduce unused human capacity? [17:23] How does data from the Predictive Index improve communication and operational clarity? [20:38] What major workplace culture shifts have you seen, especially with Gen Z and millennials, and how should companies adapt? More About Bob: Check out IN2GREAT Connect with Bob on LinkedIn. More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

In this episode of Great Talent Great Business, Rob Levin interviews Jade Green, an expert in company culture. Jade emphasizes that company culture is "caught, not taught," and that businesses should focus on modeling the values they want to instill in their employees. Jade explains that businesses have a responsibility to care for their employees to create a positive and productive work environment. Key Takeaway: Company culture isn’t just about words on a wall—it’s shaped by how leaders and employees consistently model the desired behaviors, influencing the culture more than stated values ever could. Small actions matter. The way a sales manager handles deals or how leaders embody company values directly impacts trust, integrity, and team morale within the organization. Investing in employee growth, removing roadblocks to happiness, and leading by example ensures that your team truly embodies the company culture. Questions I ask Jade: [02:33] - When it comes to company culture, what should small and midsize businesses be doing? [15:47] - If someone has been doing business a certain way for a while and wants to change their company culture, what's the first thing they need to do? [08:09] - What are some of the simple ways that businesses can boost employee happiness and then experience the results? [12:36] - What can businesses do these days to attract top talent when there's just not enough of it to go around? [13:52] - Give me some examples of what providing learning opportunities might look like. [16:08] - What should companies be doing when it comes to onboarding? [18:27] - What are some of the things you need to do to make employees productive? More About Jade Green: Check out Väre Effect Connect with Jade on LinkedIn. More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on LinkedIn . If you are looking to integrate Outstanding Talent from Latin America into your business, Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

What does it take to build a company that runs itself? In this episode, Rob Levin and Chris Beer dive into the real challenges behind business growth—hint: it’s not just about hiring an integrator. Chris explains how leaders can create clarity, delegate effectively, and build a culture of ownership. They explore the roles of visionaries and integrators, the power of letting go, and how the right compensation and incentives drive engagement. From fostering a strong team culture to navigating transitions with confidence, this episode is packed with insights for leaders looking to scale without micromanaging. Key Takeaway: Chris Beer shares valuable insights for business owners facing challenges like role confusion and lack of process documentation. Many think they need an integrator, but the real issue is missing clarity and structure. She explains how the EOS framework helps define roles, with the Integrator partnering with the Visionary (CEO), and LMA (Leading, Managing, and Holding Accountable) shaping leadership. Delegation is key to success, along with a shared understanding of the company’s vision and values. Financial transparency and performance incentives boost engagement, while clear roles and processes foster ownership. Creating a positive, joyful work environment and taking ownership during tough times empowers teams to succeed. Questions I ask Chris: [01:36] – Is the stated problem different from the real problem? [03:59] – What are the roles of an Integrator and LMA in a company? [05:58] – How can owners do a better job in terms of making their dreams come true, making their goals a reality or set another way? [07:32] – What are people missing when it comes to readiness? [11:11] – How should companies approach compensation and incentives? [12:24] – How can leaders foster ownership within their teams? [13:41] – Does an ownership mentality start at the top, or can it be nurtured at all levels? [17:19] – What strategies help manage transitions effectively? More About Chris Beer: Check out Wizard of Ops® . Connect with Chris on LinkedIn . More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel ! Follow Rob Levin on LinkedIn. Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

On this episode of Great Talent Great Business, Rob Levin chats with Alyssa Gelbard, founder and CEO of Point Road Group, about the power of employee branding. Alyssa breaks it down, explaining that employee branding is all about how a company’s people represent and promote the brand in everything they do—whether they’re interacting with clients, networking, or even just posting on LinkedIn. Key Takeaway: Employee branding isn’t rocket science, but it has a big impact. Alyssa Gelbard breaks it down—how your team represents your brand in emails, meetings, and LinkedIn matters more than you think. Small details, like response times and online presence, can influence hiring, client deals, and referrals. Employee branding is part of employer branding, and it starts at the top—if leadership doesn’t prioritize it, no one else will. The fix? Awareness, audits, and consistency. Strong LinkedIn profiles, clear communication standards, and a solid brand foundation help ensure your team is representing the company well. Questions I ask Alyssa: •[01:47] What does the term employee brand mean? And why is it important? •[03:41] What are some subtle elements that constitute an employee brand? •[04:49] What is the difference between employer brand and employee brand? •[05:58] What actions and considerations should business owners take to enhance their employee brand company-wide? • [14:15] When a client needs help with their employee brand, where do you start? What steps do they have to go through? •[16:09] What guidelines should companies provide regarding employee LinkedIn content? •[18:52] How can people find out more about Alyssa and her company? More About Alyssa Gelbard: Check out Point Road Group . Connect with Alyssa on LinkedIn . More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on LinkedIn . Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…

In this episode of Great Talent, Great Business, Rob Levin sits down with Jon Sheppard to dive into the realities of generational differences in the workplace. They explore how each generation brings unique strengths, challenges, and expectations—and why these differences sometimes create tension. Key Takeaway: One of the biggest takeaways from this episode is that generational clashes in the workplace are often fueled by assumptions rather than real conflicts. Each generation has different values, communication styles, and work expectations, but these differences don’t have to be a source of frustration. When we take the time to understand where others are coming from—rather than judging or resisting change—we open the door to stronger collaboration, more effective communication, and a workplace culture that benefits from diverse perspectives. Embracing these differences isn’t just about avoiding tension; it’s about unlocking new ideas, innovation, and growth. Questions I ask Jon: •[01:53] What is generationality and when did you identify it? •[05:13] Is the pandemic the main reason for generational issues at work? •[07:24] Give examples of generational conflict in the workplace. •[10:16] Is setting expectations a big part of solving generational issues? •[12:00] Is this issue prevalent with fewer generations at work? •[14:02] Is the "lazy" stereotype about younger generations accurate? •[15:40] How can businesses turn generational challenges into opportunities? •[18:08] Should businesses ask younger generations what they want? •[20:13] What do younger generations offer that older generations do not? •[22:55] What does "work-life rhythm" mean for different generations? More About Jon Sheppard: Check out J.Sheppard Associates . Connect with Jon on LinkedIn . More About Rob Levin & WorkBetterNow: Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on Linkedin . Visit WorkBetterNow.com 📥 Download the free worksheet for this episode HERE and subscribe so you never miss an episode!…