Robert Glazer

If you're not someone who likes to look for improvement efficiency and you like to drag, you're not going to like working for me.

Like that's a fair thing to say.

Yeah, values, they need to be in harmony.

They don't need to be in unison and they can't be in opposition.

So if you have someone on your team who is the direct opposite of five, like if they're the opposite of efficiency, I call that a danger area.

This is the same as a relationship.

We can dance around that.

We know Charles is going to come in with the efficiency play and I'm the slow guy play, but it works.

It balances it out.

But if we have four more of those...

One is like Charles is like spend freely and this person is like save it.

It's going to be too much energy consumed.

So we are looking for things that can exist in harmony.

But it's okay if an organization has a few non-negotiables, right?

And any organization you're leading is probably going to have something around efficiency or problem solving.

And if you're not a problem solver, if you're a problem creator –

You're not going to survive.

And the best thing I could do is tell you that and go direct you to another place where you will be happier.

I don't think there are absolutely good or bad cultures.

I think it's very much like schools.