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Mike talks with Kurt Defenbaugh about why culture is not a slogan or a perks program, but the lived DNA of a clinic that either gets designed on purpose or assigned by default. We walk through a concrete method for defining core values, then use those values to hire better, develop staff, align physicians, and build a team that trusts leadership.

• culture as alignment rather than happiness
• defining core values by identifying real role models and extracting shared behaviors
• narrowing values to a small set people can remember and use
• hard work authentic care innovation as an example of values that guide decisions
• hiring for values alignment using behavior-based questions and process signals
• moving fast on fit issues while staying compassionate and consistent
• addressing physician outliers by involving doctors early and connecting values to staff treatment
• revisiting values as the business changes rather than clinging to outdated language
• psychological safety as the foundation for growth learning and innovation
• coaching and parenting parallels including trust empowerment and meeting people where they are

Find Kurt on LinkedIn here - https://www.linkedin.com/in/leaderkurt/

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