In this 3rd installment of this Compensation series, Andrew shows how a well-designed COMPENSATION SYSTEM creates CONFIDENCE, CUSTOMER DELIGHT, and a HEALTHY CULTURE that Self-Regulates with little need for supervision. Pay becomes a powerful Teacher: A System Solution, where the “System” selects for owners (not renters), “smokes out” unconfident people, removes 4 negative tasks from frontline Leaders (documentation/productivity/reviews/firing), flattens bureaucracy, and hard-wires World-Class Standards (e.g., Perfect Client Interactions, Perfect Visits and Perfect Documentation). Andrew covers 4 core elements in a well-designed Compensation System as well as an overview of the process of implementing a system, including Setting Standards, Branding of the Compensation System (SuperPay), winning over key influencers, piloting with a winner, training with System7, and use Accountability Contracts. At the core of a comp system is laser beam FOCUS on really operationalizing and strengthening Accountability.

Chapter Markers
(00:22) Intent & Context – 27 years of data; beyond brag/boast; sharing success patterns

(01:10) Back on the Mountain – Why compensation matters now; leaders arriving to train; momentum

(01:48) Confidence Engine – Comp as immediate feedback → confident people, confident service

(03:23) Customer Delight – Service obsession; managing expectations; meaning/purpose as the larger payoff

(06:49) Selection via Pay – “Bet on yourself & the company” filters; accountability vs. victimhood

(08:25) Elegant Attrition – Let the system remove poor fits; 400% production jump story

(11:06) Knock Out Slack – Comp fights complacency; formula: fewer people paid well → easier management

(13:11) Autopilot & Flat Orgs – Wiring results across areas; reduce indirects; flatten layers

(16:01) Outrageous Standards – Quality records; tie pay to perfect interactions & documentation

(17:19) Free Managers to Lead – System monitors docs/productivity/reviews/firing so managers can coach

(20:38) People System Integration – Attraction, selection, development, retention—all impacted by comp

(22:55) Myths to Kill – Pay alone won’t make a poor worker great; dangers of overpaying mediocrity

(25:26) System Overview (4 Pillars) – Self-regulation, accountability, focus on immediate manager, create owners, not renters

(34:27) Build & Brand the Model – Few standards, copy what works, brand it (SuperPay), resist dilution, win influencers, all-staff rollout, pilot with a winner, System Seven training, accountability contracts, iterate

(47:22) Close – Contact + “best day of your life” sign-off

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“The compensation system builds confidence… it actually builds confidence because confidence is built through attainment… through success and real achievement.”

Andrew continues in the DEEP philosophical explanation so often needed for Leaders and Executives to have the courage to implement creative and revolutionary Compensation Systems. Reed drives directly into a discussion of Outliers - Companies that operate with World-Class Quality and Profits - those operating in the 90th percentile statistically over extended periods of time. Reed points out that 100% of the companies MVI has measured over 27 years that operate in the 90th percentile use such methods…without a single one using traditional or average methods. Not even one!

In this episode, Reed also addresses “structuring your compensation system to flex with the fluctuations of revenue” so that a company can lock in, to a large extent, their Profit Standard. He also speaks on the creation of a “System of Mutual Reliance” where all departments and parts of the organization operate as an integrated, cohesive whole. He also shares the MVI success formula - Fewer People Paid Well – and the benefit of liberally SHARING profits with all employees and team members who are 1) Doing the Standards and are 2) Creating Value.

Chapter Markers

(00:00) Intro

(01:09) Outliers vs. The Herd – 50th percentile vs. 90th; benchmarking reality checks.

(04:35) Non-Traditional Pay – 90th-percentile orgs all use creative compensation.

(06:11) Turnarounds via Comp – Incentive + disincentive; get past the fear barrier; stop “Pampers” pay.

(07:58) Profits & Reserves – Build a fat, good bank account; value quality over speed.

(10:14) Service As Proof – Three-ring phone rule; training systems that create delight.

(11:10) Paycheck = Report Card – Compensation teaches standards every payroll.

(12:34) Meaning > Money Alone – Culture, not cash, keeps people.

(13:40) Old Options Don’t Scale – “Hard-ass” management vs. structural comp systems.

(15:20) Nature of Incentives – Organisms move toward payoffs; include non-financial rewards.

(18:14) Fairness & Flight Risk – Salary inequity drives top talent away—fix it in the system.

(26:08) Labor Logic – Labor is #1 cost → design comp first; flex costs with revenue; mutual reliance.

(32:45) Share the Wins – Fewer people paid well; comp builds confidence, signals winning.

(36:22) Plain Talk & Courage – Speak clearly, act deliberately; let the system do its work.

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“Almost every organization that’s been rescued or completely turned around… It’s come through the compensation system.”

In this episode, Andrew speaks plainly and directly to you from the Awakened Forest without any of the spectacle of a large public audience. He goes DEEP into the philosophical explanations of why Compensation IS your main System/Structure in creating a World-Class company. We live in a world of “Incentives and Disincentives”... and BOTH the Positive and Negative need to be used in a balanced system that will LAST! Emerson sets the frame, Munger lands the punch (“Show me the Incentive and I’ll show you the Result”), and Reed goes about as far as any business person or philosopher has gone on the topic. And he gets practical… REAL -REALITY- What IS! Humans seek Purpose & Meaning over Money, so this is paramount…and bad or poor cultures will drive away Top Talent no matter how much you pay them…

Chapter Markers

(00:12) Beyond the Brag: MVI data, intent, and the Awakened Forest context

(01:10) Philosophy First: Emerson on compensation; correcting “paycheck-only” thinking

(02:34) Incentives Drive Outcomes: Munger’s maxim and why comp solves real problems

(03:20) Compensation as Structure: System solution > people solution; design the behavior you need

(03:44) What's Better than the Carrot?: Use incentives and disincentives; accountability cultures feel the sting when standards aren’t met

(07:15) Everyone Seeks a Payoff: Volunteers, meaning, and why significance keeps people engaged

(09:09) Two Poles of a Magnet: Life’s duality; why practices evaporate without deep understanding

(10:51) Meaning Over Money: The ditch-digging parable; culture beats “big checks” for retention

(15:10) Two Kinds of Pay: Financial comp and atmosphere comp; the transactional world and human will

(22:25) Pain Teaches: Standards pay, the role of “sting,” risk–reward, and betting on yourself/company

(28:00) Value, Wealth, Happiness: Value as projection; wealth as luxuriating; happiness ≠ fun; include the negative side

(38:35) Origin Story & Results: From musician to CPA to comp-systems; 100% productivity/quality lift; national-stage backlash; focus for CFO/CEOs going forward

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click here to view the episode transcript.

Watch out for the next message, every two weeks on Monday @ 7:01am EST!

“The lowest form of teaching is telling people to do things rather than explaining the why behind the action.”