Robert Glazer

And it was like, elevate yourself with others.

That was like a core thing that needed to be in a teaching hospital that they wanted to do.

And so my favorite email I got was, I said, how's it going?

It's been four months since we did this whole thing and you rolled it out.

And they said, look, it's going great.

Here's what's going on.

We just instituted behavioral-based interview questions that align to our core values.

We actually have this newsletter where we're doing core value shout-outs.

We got the HR team to incorporate these core values into the performance reviews and the conversations.

We have the first core value awards coming up next quarter.

And so this is, to me, someone who's actually taking it seriously.

Look, we're going to live by these, and these are going to be the things that people are judged by.

Well, you'll see some corporations.

I remember a fancy hotel chain years ago, and they were kind of exemplar for their values.

And the guy pulled out the card and, you know, there was a thing and it was service.

And he read the thing.

I'm like, if you need a card, you're kind of already losing.

Like in our company, everyone knew own it, embrace relationships and excel and improve.

If you were there for more than 30 days, because you heard it all the time.

And look, so we had three in our company.