Evolving Your Workplace Podcast Por Carol Schultz arte de portada

Evolving Your Workplace

Evolving Your Workplace

De: Carol Schultz
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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 Economía Gestión Gestión y Liderazgo Liderazgo Marketing Marketing y Ventas
Episodios
  • Creating Collaboration in the Workplace

    Creating Collaboration in the Workplace
    Apr 9 2026
    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 m
  • Expanding Your Company Beyond North America (International Footprint)

    Expanding Your Company Beyond North America (International Footprint)
    Apr 2 2026
    “Go global—the world is bigger than North America.” – Adnan HaroonIn this week’s episode, Carol Schultz sits down with Adnan Haroon (Founder & CEO of BIMAC Group) to break down what it actually takes to expand a business beyond North America—and why many companies never make that leap despite having the capital and capability.Adnan shares how he started his company in Canada and evolved into a multi-country operation across the Middle East, Asia, and Europe—driven not by aggressive scaling, but by opportunity, relationships, and strategic partnerships. He explains how one inbound lead in the Middle East became the catalyst for global expansion, and why regions like the UAE, Saudi Arabia, and South Asia offer significant advantages—from tax structures to growing consumer markets.We discuss the mindset gap holding North American companies back, the importance of building local partnerships instead of centralized teams, and how global expansion is less about size and more about access—access to networks, knowledge, and the right people on the ground. The episode also explores operational realities: structuring international teams, navigating cross-border finance, and why the biggest bottleneck to scaling globally is not opportunity—but finding the right partners.We conclude our conversation with practical insights on when to expand, how to think about global markets strategically, and why companies that fail to look beyond their home market risk missing the next wave of growth.TakeawaysMany North American companies have capital but lack a global perspectiveExpansion often begins through opportunity, not long-term planningOne international lead can unlock multiple marketsThe UAE serves as a strategic hub for global expansionTax advantages play a major role in international decisionsEmerging markets offer large and growing consumer basesRegions like the Middle East, India, and Southeast Asia present strong opportunitiesLocal partnerships are essential for entering new marketsStrong networks matter more than company size in global expansionDecentralized teams allow flexibility across countriesEach region requires local expertise and relationship-buildingPersonalized service can outperform large, hierarchical firmsEarly clients and referrals drive initial international growthCompanies must adapt to different financial and regulatory systemsCross-border expansion requires strong financial knowledgeFounders should not assume they can manage all functions aloneHiring experienced financial leaders improves decision-makingFractional CFO models can support growing companies globallyExpansion requires balancing growth with executionLarge M&A deals take time and require strong buyer networksStable service offerings help balance long sales cyclesGlobal networking creates unexpected business opportunitiesA single connection can lead to high-value dealsClients often expand engagement once trust is establishedThe biggest bottleneck is finding the right partnersLack of specialization can limit growth in key regionsBandwidth constraints can lead to missed opportunitiesSome markets require multiple specialists, not generalistsTravel remains important for building international relationshipsShort, strategic trips are more effective than long staysGlobal expansion requires both strategy and disciplineCompanies must think beyond domestic markets to stay competitiveDiversification across regions reduces business riskInternational markets can offer cost advantagesBuilding trust is critical in cross-border businessThe right team is more important than rapid expansionExecution becomes more important after initial growthScaling globally requires long-term thinkingCompanies that delay expansion may miss market opportunitiesChapters00:01:29 Intro: Expanding beyond North America00:01:55 What Bismarck Group does00:03:03 First international opportunity (Middle East)00:03:24 Expansion into UAE and beyond00:05:33 From Canada to global operations00:06:43 Early challenges and competition00:07:45 First clients and early traction00:08:04 Decision to expand globally00:08:40 Tax advantages in international markets00:10:12 Partner model and structure00:11:28 What makes a strong international partner00:12:55 Advice for North American companies00:13:34 Global expansion trends and examples00:13:52 Market opportunities outside North America00:14:56 Founder mindset: “Go global”00:17:25 Evolution of services and strategy00:18:05 Power of networking in global growth00:19:24 Growth bottlenecks and challenges00:20:09 Need for specialization in regions00:21:28 Opportunities in Middle East markets00:22:44 M&A and execution challenges00:23:47 Shift toward execution-focused growth00:24:08 Team structure across countries00:25:37 Fractional CFO model introduction00:27:31 Balancing expansion with execution00:28:13 Future expansion plans00:29:09 Role of travel in global business00:30:24 Importance of financial expertise00:31:05 Why ...
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    32 m
  • Creating an Autonomous Work Culture

    Creating an Autonomous Work Culture
    Mar 26 2026

    “If you're going to lead and grow a company and scale it, you can't be in the middle of everything.”

    In this week’s episode, Carol Schultz sits down with Jasen Gundersen (Founder & CEO of CardioOne) to unpack what it actually takes to build an autonomous work culture—and why most leaders unknowingly become the biggest bottleneck to their company’s growth.

    Jasen explains why micromanagement isn’t just inefficient—it’s a direct path to failure when trying to scale. Drawing from his own leadership journey, he shares how working under both empowering and controlling leaders shaped his philosophy: hire strong people, give them ownership, and get out of their way. The conversation dives into how autonomy drives retention, attracts top talent, and allows companies to operate at speed without constant oversight. They also explore why many founders struggle to let go, how “founder syndrome” limits growth, and what it really means to build a team that can function without you. The episode closes with practical insights on hiring for ownership, encouraging open dialogue, and creating a culture where people step up without being asked.

    Takeaways

    Autonomy is required for scale—not just a leadership preference.

    Micromanagement is one of the fastest ways to kill growth.

    Leaders who stay involved in everything become bottlenecks.

    Retention improves when employees feel trusted and empowered.

    Autonomous teams move faster and solve problems independently.

    Hiring should focus on ownership, not just skill sets.

    Strong teams don’t wait for instructions—they take initiative.

    Open communication and questioning improve decision-making.

    Silence inside teams is often a warning sign.

    Founder syndrome limits company growth and scalability.

    Leaders should aim to build teams that don’t depend on them.

    Delegation is essential for long-term success.

    Culture is a major driver of performance and growth.

    High-performing environments attract top-tier talent.

    Early hires should be versatile and capable of handling multiple roles.

    Trust enables teams to “lean in” without being asked.

    Growth accelerates when responsibility is distributed.

    The best leaders create systems, not dependency.

    Empowered teams create momentum inside organizations.

    Letting go is not a weakness—it’s a requirement for scaling.

    Chapters

    00:00 Intro: Why leaders feel they must control everything

    00:43 The core problem: “If I want it done right, I’ll do it myself”

    01:24 What Cardio One does and the problem it solves

    03:23 Growth of the company and early traction

    05:28 Loss of autonomy in traditional systems

    07:22 Jasen’s leadership philosophy

    07:31 Leading how you want to be led

    08:00 Why micromanagement fails

    08:31 Building a company that runs without the founder

    09:24 Founder syndrome and control issues

    10:21 Communication as the foundation of scaling

    11:21 Encouraging team feedback and pushback

    12:12 Hiring people who thrive in autonomy

    13:10 Benefits of autonomous teams

    13:21 Retention and scalability advantages

    14:35 How autonomy attracts better talent

    15:14 The danger of being the only decision-maker

    16:10 Early leadership lessons and delegation

    16:39 Hiring your replacement mindset

    17:27 The origin story behind Cardio One

    20:16 Simplicity vs complexity in business building

    22:27 How the company evolved over time

    25:19 Trusting teams to execute independently

    28:57 Growth bottlenecks and risk-taking

    29:11 Fear vs entrepreneurship mindset

    31:05 Teams taking initiative without leadership

    33:34 Changing mindset of modern professionals

    36:07 Mission-driven work and culture

    39:38 Final thoughts on empowering teams

    Connect With Host Carol Schultz

    Find more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, 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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    35 m
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