While there are always opportunities to learn, the way that opportunity is presented often drastically impacts our pursuit. In this episode we talk with Damon Lembi, the CEO of LearnIt. LearnIt’s mission is to support employee and organization growth through engaging learning experiences.
Damon’s experiences in sports and the power of coaches and teammates has shaped the way that he sees culture and work. Embracing the journey of learning brings flourishing when we see our lives as an opportunity to be a better teammate. In this episode we explore the question… “how can we create a culture of learning?”
You can learn more about Damon and the team working to “upskill your workforce” at LearnIt.com
This podcast is brought to you by the team at The Cultural North. It’s produced, scored, and engineered by Ethan Gibbs. Written by Beau Walsh and Kaley Herman. You can learn more about our passion for bringing peoples about into action through web, branding, and film by visiting our website at culturalnorth.us
How can we create a culture of learning in our workplace?
Narration: This is the about page, a podcast by a group of web makers who explore the connection between what we’re about and what we do
With Kaley Herman
Kaley: So what do you guys think your superpower is
Narration: and Aaron Johnson
Aaron: I’ve got so many superpowers It’s it’s it’s hard to just talk about one
Narration: and me Beau Walsh.
Beau: Well I was a reporter kind of a photographer And out of nowhere this spider bit my hand Um and then I got really sick that day It was really weird
Narration: and in this episode we explore the question, “How can we create a culture of learning?”
Damon Lembi’s history of baseball
Narration: The internet, like most of life, shows us that there is no shortage of things in this world that we can learn. That was especially true for a man named Walter Lembi in the early nineties
Damon: And for a lot of people back then the internet was something they’ve never seen before. And their first experience was coming to learn it for a class called necessary net, where for 20 bucks you get a sandwich and you get an AOL disk and you’d log in for that noise -burrrrr.
and you’d for the first time, get to see the internet.
Narration: That’s Walter’s son, Damon Lembi and I’m the CEO of LearnIt, and Learnit is a corporate training organization, and customers turn to us when they’re looking to onboard employees, uh rollout technology and get adoption, or just build learning journeys or cultures of learning.
Damon: Yeah. So my story is I was born and raised in San Francisco bay area and, uh, specifically Burlingame, California. Uh, I had great parents. I had a Walton, Linda I’m the oldest of four siblings. And right off from an early age, I was really fortunate to grow up in a community that was really sports focused.
And around my sophomore year, I hit a home run in a, in a game and. When I was rounding the base, I was like, you know, I have much more of an, of a chance to, to make, make it in professional sports as a baseball player then than maybe a six, two guy who can’t jump in basketball.
So that’s where I, I kind of put my heavy focus onto baseball and, uh, you know, I was really fortunate and I, and I had a great high school baseball career.
And from there, it led to, I got drafted by the Atlanta Braves and I had a choice between signing with the Braves, uh, or going to Pepperdine university. My parents, which I mentioned before were awesome. They gave me the opportunity to make the choice and they were supportive of whatever I wanted to do.
And I chose to go to Pepperdine. I was a pre-season freshmen All-American. And quite honestly, when I got there, you know, the talent really levels up then, and I struggled and it was a, it was a great learning experience.
um, however, I got hurt. But I made the decision to leave. And as I left Pepperdine, you know, sure enough, they won the college world series. So that was interesting. I, I got a lot of great learning lessons from, and you’ll see this as kind of my theme. You know, I got a lot of great lessons from Andy Lopez who was a, is one of the most famous baseball coaches in college baseball history.
Narration: Damon got to play for some really great coaches.
From Pepperdine with Andy Lopez who was a three time National Coach of the Year to the college of San Mateo with John Nochi who coached there for 30 years, to his junior year at Arizona State
Damon: Uh, I won the position at first base and it was an amazing year because our coach was Jim Brock, another really famous baseball coach, coached Barry bonds, and Rick Monday and Bob Horner. And he was a tremendous, tremendous inspiration for us. And I think he liked me. I think he liked to give me a hard time, but, you know, as a transfer, you know, it was, it was a great experience.
And now that I’ve kind of bounced around from being a pre-season All-American as a freshmen to a junior college, this was my one shot. I gave myself where I said, you know, let’s give it a hundred percent, see what happens. And if it doesn’t work out, it doesn’t work. So I was always the first person on the field and the last one to leave.
And, um, I had a great fall season. And then we get into the college world series.
And so here we are in the college world series and in game one of the world series, I, uh, I’m like, I just don’t want the ball hit to me. And so sure enough, boom. They hit me a line drive. I catch it. And I was okay. And my first at-bat, I strike out.
I’m like, this is going to be miserable, but fortunately my next at out, I hit a home run. So I think my wife’s tired of hearing about it, but that was my claim to fame.
And then we get to the second to final round of the college world series. We’re playing university of Oklahoma. And by the way, my, my roommate Bucky buckles left Arizona state and was picked up by the the university of Oklahoma.
You heard that right. His name is Bucky Buckles. Full name, Brandall Buck Buckles.
And he became the premier closer in the country, the best in the country.
It’s now one-on-one in the eighth inning. And, um, or I think it was two to one, their lead. And I come up to bat. I was batting, I think third. And sure enough is on the mound, but Bucky buckles of all people.
So here we are six months later from not knowing we’re making a team to, uh, facing him on a national television and he gives me. Big smile looks at me and throws me one of the nastiest sliders I’ve ever seen. And I knew that I was done for.
And they went on to winning the college world series.
I thought at that point that, that I would, uh, get drafted. Cause that’s usually, uh, you know, I’ve already been drafted twice once by the Braves once by the Yankees. And I was really looking forward to the major league draft, which was right around that time. And I was passed over and, um, which, which happens and, you know, and it was, I think it was a little bit because I was a great hitter, but I didn’t hit enough home runs.
So it is what it is.
So I played my senior year and then after spending 22 years of my life, basically thinking that baseball was my career, uh, it ended and it was over with.
Narration: Meanwhile, while all of that was happening, Damon’s father, among his other enterprises, had started a LearnIt,
The story of starting Learnit
Damon: And the, the whole premise behind learn it was, uh, it was my dad, you know, he went and took a class at someplace and just wanted to track his real estate in Excel. And he thought the class was boring and stiff and like a lot of great entrepreneurs, he set out to solve his own challenge.
Narration: It was the early nineties, and Walter saw computers as the wave of the future. He thought “There has got to be a better way. And that computer training should be exciting, taught by individuals who are passionate about helping beginners get comfortable using new technology.”
Damon: And so that was the whole idea for LearnIt. So I started as a receptionist.
my dad was looking for a new CEO and I said, it’s only been a couple of years, but I said, Hey, look, I’ve answered more calls than anybody else.
I’ve taught classes. I help out with the it. And I do sales. I said, why don’t you give me that opportunity? And he’s like, you got it kid, you got it. So here I am CEO. And that was right in the, uh, beginning of the .com boom. And all you needed back then was a fax machine, uh, that, that worked and orders were just coming in left and right.
And then I thought, you know, I mean, I’m just a genius and sure enough, from there you know, obviously we experienced the.com bust and the heart of San Francisco. And I came down to earth really quick and learned a lot of great lessons early on.
Narration: There’s no doubt that one of the fastest ways to learn is being thrust into the ups and downs of the real world. We get to see the direct impact of our decisions which have long and short term effects in our lives and others. But other ways of learning life’s big lessons have a way of instilling their truth deeper and more ingrained into how we make decisions every day.
The Impact of Sports of sports in our work and life culture
Damon: So I would say without a doubt, sports has played a critical role in, in what I consider my success as a, uh, as a leader in sports, you learn teamwork, communication, you learn. How to be resilient, you know, keep in mind in baseball, if you succeed 30% of the time, you’re, you know, you’re pretty darn good. And that goes for any sport.
And then you also learn a lot about how to be competitive and be driven, which I think is important. And also, uh, discipline, you know, it’s it’s I looked at it like when I, when I was at Arizona state, if you weren’t 15 minutes early, you were late. And if to practice and if you were late, guess what? You had to run 10 miles before you can come back on, on the field.
And so I just think that there’s so many lessons that I’ve been able to learn, um, from, and going back to what I mentioned earlier about the great coaches I’ve had the Andy Lopez’s and the John Nochis and, and Jim Brocks, but you also, I’ve also played for some pretty bad coaches. And you also learn if not more what not to do as a leader.
And so I’ve kind of built my leadership, keep in mind, you know, I mean, it’s, I never really had it had a job. So my coaches, my managers, leaders were these pretty famous baseball coaches. And so what I’ve learned, what I’ve tried to do is not recreate the wheel, but take what they did really well and kind of avoid, which I thought were areas that, that you shouldn’t follow as a leader.
Beau: so uh uh let’s name each person’s uh sports backgrounds So why don’t you go first
Kaley: Okay So I played uh soccer hockey ran track all growing up and then once I got to college I didn’t play sports anymore
Aaron: Um I actually grew up playing hockey uh being in Northern Minnesota It’s kind of a thing to do. I played hockey all the way through high school I played football all the way through college, and then I did track and field um all the way through college as well so been a pretty high level uh athlete all growing up and everything. So I definitely resonated with what he said about the different character qualities that you develop as an athlete
Beau: and me middle school soccer And that’s it
Aaron: Yeah So uh it Beau definitely is the the non Long-term sports person out of the three of us but
Beau: Well you know I beg to differ with my hacky sack uh skills
Aaron: You are very prolific at hacky sack
Beau: Um but I still totally understand the mentality of um the team and how that translates into um a team at work. I think that there’s a lot of lessons that we can learn beyond just beyond just the teamwork side of things too.
Aaron: One of the things that stood above above the rest was how Damon remembered everyone’s names how he when he talks about people he actually talks about them by name and like the influential people in his life He knows their name and he knows who they are and actually speaks to them in in a way that’s very encouraging and affirming. Like he pays attention to the names people have. Um and he shares that you know even when he was talking about his former coaches, he doesn’t just say I had great former coaches. He actually named all three of them which is to me that’s a big deal Because if you can if you can be specific about what you are actually formed by it lends it more credibility.
Beau: Do you think there’s this this is kind of silly Do you think that there’s this aspect of cherishing people that comes from collecting baseball cards
When you look at a card and you have like you know you you have each card and you’ve got Your favorite player and you look at their picture and you look at their stats and you look at you know their name just all the time I wonder if it starts to just develop this this care for people Uh and and it seems like Damon is kind of a collector of people Um and and he’s constantly looking at their stats and cherishing them and you know like takes care of them I don’t know It seems like maybe he didn’t collect baseball cards but uh I think it’s an interesting metaphor
Aaron: No that is an interesting metaphor of and I like the way that you talk about collecting people into your life. You know when you look at their stats and you memorize their stats while we do that with people too in their character qualities
So I guess my question is who have been some influential people in your life and do you actually remember them by name
Kaley: I had a feeling you would ask this question So it was while I was driving here I was actually thinking about it Um
Beau: you have a cool coach right
Kaley: yeah Yeah So uh my track coach in high school We all called him Sanders And even like even in class we couldn’t call him Mr Sanders who was always Sanders Um and he like legitimately changed my life and has had such a huge influence on me like to this day Um one of the things that I say all the time is would you talk to your friend the way that you’re talking to yourself right now And that’s actually from him And that was something where it was the first time that it was verbalized I can see what you’re doing internally and you need to keep an eye on that
Aaron: That’s really powerful
Beau: was there something inherently better and more profound in your life Because he was a coach in the sport
Kaley: I think he had a really strong mission. When he was coaching, He wasn’t just thinking of oh I’m coaching track It’s like these are people these are individuals who all come with their own things going on or you know and I think that had a huge influence on what he talked about and how he really saw people
we did hurdles and so that was even more metaphorical So when he when he’s you know teaching us how to do hurdles there’s so many nuggets of wisdom and and it’s um think my favorite is we overcome obstacles with speed and grace and look towards the next race
Aaron: That’s cool Yeah that’s really good I think sports does provide that platform as a window into a lot of things that people are experiencing uniquely Um because it even if I think back through my my career and and you know I have track experience as well It’s like nothing else really puts you on that platform to either succeed or fail And it’s on display for everyone to see And if you start to Like Sanders was was seeing in you a potential to like really internalize and get down on yourself as opposed to be encouraging to be able to call that out I think is such a valuable thing for all of us to process because sports uniquely does that Where a lot of times you can suffer in silence and nobody’s even going to know you can put a mask on you can um you can you can hide from the world really what’s going on inside of you but if you’re competing and if you’re actually putting yourself out there for people to see all of a sudden your mask comes off And in my opinion I think sports does that more than other things. Well I should say performance right So if if you’re in theater right you can you can have a situation where your performance is affected by your mood and the way that you are putting yourself out there Music is the same thing You can transfer something from Your personal experience into the music and that can come through And so your your performance from day to day can be different. Um so I think anything that someone else is observing you do can highlight what your experience is.
Beau: which then gives that coach insights into the deeper aspects of your life That’s interesting
Kaley: well especially because for most of my life my ability to like continue to push forward and keep going and have that sort of view on what excellence was and what I needed to do in order to make that happen. For most people that looked really good on the outside where it’s like doing well in school doing well in sports, but it was just such an extent that he was able to really recognize that and be like there there’s a darker side of where this is coming from And I see that and I don’t think most people can see some of those like oh you have a good outcome but how you get there that’s where we really need to work on.
How we can operate in the workplace as a team rather than a family
Damon: you know, a lot of people say, Hey, learn. It’s like a family. I kind of prefer the approach. It’s more like a team, you know? Uh, and if you look at, I think her name’s Patty McCoy, she wrote a book, uh, she was an HR manager at Netflix and she talked a lot about that, where you can never, you know, get rid of your family, you know, but there are times, uh, at work where maybe people have hit their ceiling with their, with their talent or, or maybe that they’re beyond LearnIt, maybe, you know?
And so I think that that’s important and I’ve, uh, it’s worked both ways. Sure. Is it frustrating sometimes? You invest in people and they leave. But most of the time, no. I mean, most of the time I’ve got so many success stories. So I’m, uh, I’ve helped quite a few team members in the past, even negotiate their salaries for help, help them negotiate their salaries elsewhere. Um, and in return they keep feeding talent into LearnIt, and we’re learning a development company.
So we, we spend a lot of time and effort developing our own team. And with that being said, we’ve had, we have our core groups been at LearnIt 14 plus years and they’re awesome. So it works both ways, you know? And so, um, you just, you just have to understand that nobody, including myself, is irreplaceable.
And so once you know that, you know, you build the workflows and the processes and you build the values that you you’ve spoke about earlier, about and in, in, in the organization that kind of run kind of runs itself that way.
It’s all about the people, you know, it’s all about, it’s all about the people you have on your team. And, I don’t have any super powers, but the one thing that I’ve been good at is surrounding myself with “A” players. And, and one piece of advice that I have for anybody who’s a manager is you need to hire people who are better than you.
Aaron: (click) Team versus family I I love the I love the concept of it being a team Um I’ve operated my entire life in the idea that uh everyone that I work with is a member of the team. That’s why I if you know anything about me like if the uh if the person refers to their team as staff I have a very visceral reaction to that because staff is an infection it’s not a person Right And so if you refer to your your team as a staff it’s like okay well staff infects and kills people Like that’s not good Let’s let’s talk about team members.
I think I learned that when I was at target because they refer to their All of their employees as team members Like if you’re at target your team member um from the CEO to the person that’s unloading a truck at a store like everyone is a team member because I like the implications of that Like everybody has a place and a role to play on the team and yes you have to be self-sufficient because you have a specific role and responsibility but you also have the role of you know being part of the community. So you’re interdependent on each other as well Um because if I don’t do my role correctly then someone else has to fill in the gap for me. And so it’s this this juxtaposition between self-sufficiency and team player and I like working on part of a team But I also love that you can’t get rid of family members. Like I think that’s such a that’s such a critical component for business Like if you treat them like family well you can’t choose your family Like that’s a bad place to be
Kaley: yeah Well and even thinking about what it means when a workplace calls employees a family
I think at some point what happens is but we’re a family this is what we do here And that sort of culture has a lot of potential to be unhealthy when you’re framing it that way rather than as a team when you’re framing it say there’s a particularly stressful time that you’re going through As you know as a team. Everyone is rallying together everyone is doing their role There are boundaries you know the the goalie isn’t going to leave the net and you know do whatever they’re going to they’re going to stay in their role but help out in the way they should. Whereas a family I think it there’s more potential for different people whether it’s in leadership or you know in a different role to not really have that clarity on what is my responsibility, how do I operate within that for the good of everyone else, Has the potential to not that it automatically means that it’s not going to work
Beau: I think my distinction between a team and a family um is a team is where you’re you’re out throughout the week and you’re working hard for goals and um whatever that may be And then once a week I go to my parents’ house and we just have a Sunday evening meal together and catch up on the week And so for me and I understand that families are very very different for everybody Um but for me the family is the is that kind of retreat space uh where it’s kind of more about kind of having a status quo and you know debriefing and then kind of going back out again later And so
Aaron: you’re not really advancing or or seeking after something together
Beau: Yeah It’s just kind of coming together to share a meal together um catch up and then go back out Um so that’s the role that family plays with for me And if I had to go back to work every day with a family where there is that kind of mentality of we’re just kind of existing together to empathize with each other and not really work towards a goal As soon as you start to lose that goal I think you start to turn your attention towards each other in a negative way maybe And so I think having a goal is what what energizes teams to move forward in a healthy way
Aaron: Cause what is the goal of family
Beau: I think it’s to support each other you know it’s more to like the goal like that’s what it should be where it often isn’t Um but having that support network of of people and it doesn’t have to be your direct relatives Like your family can be your friends or your church or whatever but everybody I think needs some sort of family module in their lives and then a team module
Kaley: And I think it provides a lot of fulfillment when you have both and your family isn’t your team and your team isn’t your family or or at least you have the this is family time versus team time that sort of thing And having that distinction gives the greatest fulfillment for both roles
Know it all vs. learn it all
Narration: we believe a company’s website is an extension of the organization itself. Often what you find in their content and imagery is a taste of the tone and manner in which they will carry themselves. And LearnIt’s website makes it very clear just how thoroughly they immerse themselves in the philosophy of learning.
The About Page of their site lists their core values as Lifelong learning, embrace change, accountability, resilience, “not yet”, innovation, and teamwork.
Defining the one called “Not yet,” they say “With a growth mindset, anything is possible. It’s all about “not yet” and the potential for continual improvement. Recognize and embrace this journey and results will take care of themselves.”
Damon: every person you meet, everybody, you work with, knows something better than you do. They’re there, they’re more of an expert at something than you are. You have, you can learn from everybody you interact with. Right. you know, just speaking to the people at the front desk, what are you seeing out there? You know, talking to our instructors, talking to the people in the field, there’s just so much you can learn from, from different individuals. And I always enjoy that. You know, I think, uh, being a good listener is a tough skill to learn, but it’s, Everything can be a learning opportunity. If you go about things right way. I can’t stand people who are shut off and thinks they know it all are just, oh, you know,
Narration: So Damon presents an alternative. Rather than being the typical “know it all” what if we tried to be “learn it alls”. What kind of world would that start to build around us?
Damon: A learn it all as open-minded and, and understand that every situation or individual is, um, uh, an opportunity to learn from and a know it all is somebody that when you’re talking to them, they’re already thinking about their response or just not paying attention.
Uh, learn at all, has a growth mindset. In, in, in many cases, resilient a know it all has a fixed mindset and stuck in their ways.
You know, a know it all says. Oh, we’ve always done it this way, you know? Oh, I know this is not right. I’m right. You know, I’ll, I’ll learn it all. I was like, okay, Hey, you know, I think this is the best way to go about it, but maybe it’s not. What do you think? You know, how do you, you know, it helped me understand, let me, let me see your side of the perspective on things.
And I learn it all as also someone who, when the facts change are not afraid to say, you know what? I changed my opinion.
Aaron: I want to be a Learnit all. Some of the the context of know at all it’s like Ooh that’s not good Um especially when he talks about like when you learn new facts being able to change
And if you’re a know it all you’re locked into your position and that’s just an uncomfortable place to be
Kaley: That was definitely what stood out the most to me was when you get new information the ability to change your mind and to admit that you’re wrong rather than just doubling down on whatever position you had Because well I know this I know this is true and there are things Art that you know
Aaron: that’s what I was going to say There are things that are our absolute truth though
Kaley: But personal opinions or uh you know information that we have on a more interpersonal level um Like those are the things where if you’re not able to be flexible there it’s going to be really destructive.
Beau: one of my biggest pet peeves is talking to somebody who every new thing I say, everything I say, uh they nod like they know it or they go they start rolling their eyes like oh yeah Been there done that. And every no matter what I say they have that response and it’s so off-putting it’s not because uh I think that when we live curiously and we live with this idea that that there’s knowledge out there that I don’t have uh we become a more interesting person and we become a better person to talk to because when I when I interact with people I want to I want to learn from them and learn from their responses Um and and even just kind of poke more into it And I think it can really deflate a conversation when every answer that they give is “oh yeah, been there!”
Kaley: Yeah So Beau what you’re saying is that all the movies and music and TV shows that I don’t know it actually makes me more
Beau: Yes Yes
Kaley: Good to know
Beau: It makes it more engaging conversation and it it thrills all of us in the office when we get to go oh never heard of it.We have to get over a moment of shock first and then get excited about the
Aaron: we get to say all of our favorite things about this again
Beau: it’s a regular occurrence lately where uh we go oh I’m so excited that you get to experience this for the first time
Aaron: yeah I would say that is one area that um as as Amy and I have gotten a little bit older Amy’s my wife Um as we’ve gotten a little bit older uh where we have processed through things extensively in the course of our marriage we’ve been married for almost 20 years It’ll be 19 years this year
And uh so we’ve processed through things extensively together and we’re in a very different place than we were when we were originally married. The hardest part about that is to interact with other couples and be like oh yeah you ha you don’t have 20 years of experience behind you. You don’t have all of this. And of course you’re not in the same place as us like w with with things. And you know people talk about that in their faith journey as well of I’ve learned these things and I’ve applied them to my life, how come you haven’t. And it’s just because we’re not in the same place. And I think that can sometimes come off as that no at all if you actually step back and say oh this person’s on their own journey Maybe they’ll eventually get to the same place as we are on on these things Maybe not if it’s a universal truth you can point them in that direction, but the hardest part is to not assume that they’re at that point
Beau: Well and I just I you know I’ve got a two year old almost um So suddenly having a kid in my life and then talking to other people who are you know slightly further back in that process, I already see in myself this this tendency when they say you know like well they’re not sleeping well and I go oh yeah been there and then they just go okay. And it deflates the conversation Whereas if we just like say tell me about that What’s that like for
Aaron: to be curious Yeah
Beau: Because otherwise we’re gonna just be a mood killer and uh not allow them to experience something for themselves and ask questions better. And so I’ve had to kind of smush that out of my own life um where because I know I’ve I’ve received it from others and I don’t want to do that to others.
Kaley: Well especially When you’re able to allow someone to say how it affects them rather than assuming based on your own experience it has that richness of bringing them into that conversation rather than shutting them down
A good culture is a lot of work
Beau: A team is made up of unique people who all have different things they are learning or have learned. And bringing all of those personalities, workflows, communication styles, know it alls and learn it alls into one organization can be just as challenging as the work you set out to do together.
Damon: Well, it’s a lot of work, first of all right. You know, and it’s not all roses and chocolate either. I don’t know if that’s even a saying, but it’s constant work. It’s constant work, you know, because there are, you do have your good days and you do have your bad days.
You know, our new COO attended, uh, a sales meeting that Aaron ran the other day. And he, I heard him mentioned this to about a dozen people. He was like, I couldn’t believe how open everybody was with each other and providing feedback.
And there wasn’t any defensiveness he’s like, it’s amazing. It’s like you only, I didn’t even think that those kinds of cultures even existed, you know? And so it was a situation where somebody would pull up a recorded sales call on chorus and we would critique each other, but we critique each other with.
With the goal of, in the mindset of improving and learning instead of pointing fingers or making fun of. And so I’m, you know, I mean, I’m thrilled with the culture we have and, and I think you, you, in order to continue that you need to keep up communication and it needs to spread out. You just need to have strong leaders and you need to have open, open communication.
And it takes a lot of effort, you know, and, and it, and sometimes it gets exhausting, but at the end of the day, it’s very rewarding.
And I love going to work. I love going to work if you, you may not be able to tell, but I, I love going to work and I, and I love interacting with my, my team. So it’s a lot of fun.
Narration: This philosophies of continuous improvement and lifelong learning are so powerful, and it’s clear to see how values like those can spread from the work place to each person’s home. But that “not yet” mentality can be especially challenging when the work just needs to be done and the dishes need to be cleaned.
Because in stressful situations, our default may be to reach for the nearest low-hanging fruit of an emotional response. It’s the least amount of effort to grasp at but it doesn’t greatly improve the issue at hand. But if we look just above the frustration and laziness, we can see things like clarity and intentionality. Responses that lead to a more flourishing culture. Because they’re worth the reach.
And like athletes we can go to work every day as a team, do our stretches and warm ups, play hard, learning together how to make a culture that is fulfilling and uplifting.
Narration: You can learn more about Damon and the team working to “Upskill your workforce” at LearnIt.com
This show is brought to you by the team at the cultural north, a design agency in Duluth, Minnesota.
It’s produced an engineered and scored by Ethan Gibbs and written by Beau Walsh and Kaley Herman. You can learn more about our passion for bringing peoples about into action through web branding and film by visiting our website at culturalnorth.us.
And thank you for listening!
We’re still a very new podcast. So any amount of sharing, reviewing, and rating of our show, wherever is convenient, goes an extremely long way for us. You can also learn more at theabout.page.