『Evolving Your Workplace』のカバーアート

Evolving Your Workplace

Evolving Your Workplace

著者： Carol Schultz
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今ならプレミアムプランが3カ月 月額99円

2026年5月12日まで。4か月目以降は月額1,500円で自動更新します。

概要

 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.Copyright 2024 Vertical Elevation マネジメント マネジメント・リーダーシップ マーケティング マーケティング・セールス リーダーシップ 経済学
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  • Splitting time between companies - is it possible to grow?

    Splitting time between companies - is it possible to grow?
    2026/04/22

    “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.

    Takeaways
    • Splitting time between companies is possible—but not without trade-offs
    • Growth stalls when the founder becomes the operational bottleneck
    • Systems and delegation are essential to avoid being the linchpin
    • One company can often grow faster with undivided focus
    • Running two businesses requires structured time blocks and communication
    • Founder-led roles (like sales) make splitting time even harder
    • Proper capitalization changes everything when managing multiple companies
    • Without systems, you’re managing chaos—not scaling businesses

    Chapters

    00:06:29 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!
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    37 分
  • Throwback Thursday: What Workplace Sexual Harassment Really Looks Like

    Throwback Thursday: What Workplace Sexual Harassment Really Looks Like
    2026/04/16

    “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.

    Takeaways
    1. Sexual harassment isn’t always “obvious”—many cases are subtle and pattern-based.
    2. Legal definitions of harassment/discrimination vary across federal, state, and city laws.
    3. Power imbalances (boss vs. employee) make reporting feel risky and unsafe.
    4. Fear of retaliation is one of the biggest reasons people stay silent.
    5. Documentation and internal complaints can significantly strengthen a case.
    6. Many companies fail by not having clear reporting policies or trusted processes.
    7. Leaders must train managers not only on behavior—but on how to respond to complaints.
    8. Discrimination can happen anywhere—industry, company size, and role don’t matter.
    9. Some terminations get “hidden” behind restructuring or reductions in force.
    10. Consulting a law firm can be a confidential way to understand your options.

    Chapters

    00:00 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!
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    29 分
  • Creating Collaboration in the Workplace

    Creating Collaboration in the Workplace
    2026/04/09
    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 world00:04:06 REDCOM’s integrated model: all teams under one roof00:05:17 Accountability and eliminating blame between departments00:06:00 Communication challenges in younger employees00:06:28 “Top-level talks”: creating offsite collaboration00:06:53 No managers, no agenda—just conversation00:07:14 Building relationships beyond work topics00:07:54 How shared experiences improve teamwork00:08:27 Creating a culture of feedback00:09:15 Encouraging openness in conversations00:09:47 Why feedback cannot be fully confidential00:10:24 Trust as the foundation of collaboration00:11:29 Challenges with management-level communication00:13:00 Personal issues affecting workplace behavior00:13:59 Breaking silos between departments00:14:39 Collaboration revealing process improvements00:15:03 Building a culture of collaboration and accountability00:15:28 Work-life balance and the “fifth day flex”00:16:33 Flexibility vs traditional corporate structures00:18:35 Collaboration as a competitive advantage00:24:52 Core values: collaboration, trust, accountability00:26:25 Reinforcing values in daily operations00:27:11 Workspace design for collaboration00:30:18 Investing in employee training and development00:31:16 Personalized training across departments00:32:15 Final thoughts on building a collaborative workplaceConnect With Host Carol SchultzFind 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!
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    30 分
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