Steven

Und dann drückst. Ja.

Eins, zwei, Mitte der Hülle. Also aufheben. Ja. Ja, ja. Und brechen. Ja, jetzt drücken die Beine auf den Boden, als du sie brechen. Aufheben. Sprechen, rechnen.

Eins, zwei, Mitte der Hülle. Also aufheben. Ja. Ja, ja. Und brechen. Ja, jetzt drücken die Beine auf den Boden, als du sie brechen. Aufheben. Sprechen, rechnen.

This was one of my favorite business conversations that I've ever had on the Diary of a CEO podcast, and it's frankly set the bar for every CEO or co-founder that I ever interview. Brian taught me, more so than any other guest I've ever had on the show, how important hiring, culture, and team building is. The reality of running a small business is that switching off is never really an option.

This was one of my favorite business conversations that I've ever had on the Diary of a CEO podcast, and it's frankly set the bar for every CEO or co-founder that I ever interview. Brian taught me, more so than any other guest I've ever had on the show, how important hiring, culture, and team building is. The reality of running a small business is that switching off is never really an option.

Even when you try, the ideas, the excitement and all the responsibility is always there. And because you're always switched on, it's only fair that your hiring partner should be too. LinkedIn Jobs, who are the sponsor of this moment's episode, has been that hiring partner for me and for years because it's always working away in the background.

Even when you try, the ideas, the excitement and all the responsibility is always there. And because you're always switched on, it's only fair that your hiring partner should be too. LinkedIn Jobs, who are the sponsor of this moment's episode, has been that hiring partner for me and for years because it's always working away in the background.

My team can post our jobs for free, share them with our networks and reach top talent all in the same place. So let's get into today's conversation. At the very beginning, I saw this email, which I think is really important because maybe it's the most important thing because there are going to be people starting companies now that are getting a lot of emails like that.

My team can post our jobs for free, share them with our networks and reach top talent all in the same place. So let's get into today's conversation. At the very beginning, I saw this email, which I think is really important because maybe it's the most important thing because there are going to be people starting companies now that are getting a lot of emails like that.

I'll give you that right now.

I'll give you that right now.

So powerful, Brian. It made me think about what Steve Jobs did leave behind. And that's maybe where the word culture comes in. Because I would have bet against Apple surviving and flourishing in the wake of Steve Jobs' passing because Steve was so, so special. But he clearly left a set of enduring principles behind. You know, I spoke to Daniel, as you said, as a friend of yours.

So powerful, Brian. It made me think about what Steve Jobs did leave behind. And that's maybe where the word culture comes in. Because I would have bet against Apple surviving and flourishing in the wake of Steve Jobs' passing because Steve was so, so special. But he clearly left a set of enduring principles behind. You know, I spoke to Daniel, as you said, as a friend of yours.

He said to me, 20 years old, didn't care about culture. 30 years old, didn't know what it was. At 40 years old, I think company culture and team culture is the most important thing. When you think about culture, How important is that? What is it? How does one go about creating it?

He said to me, 20 years old, didn't care about culture. 30 years old, didn't know what it was. At 40 years old, I think company culture and team culture is the most important thing. When you think about culture, How important is that? What is it? How does one go about creating it?

What a privilege.

What a privilege.

It's so incredible. It's so incredible because yeah, the greatest leaders that I've met all arrive at the same conclusion about culture. Even if it takes them 10 years or 20 years or whatever, they arrive there. The question though, because so many CEOs could send that email, right? Everyone could just, you know, they just heard Brian say it, so they copy and paste and send it to their team.

It's so incredible. It's so incredible because yeah, the greatest leaders that I've met all arrive at the same conclusion about culture. Even if it takes them 10 years or 20 years or whatever, they arrive there. The question though, because so many CEOs could send that email, right? Everyone could just, you know, they just heard Brian say it, so they copy and paste and send it to their team.

The question is how do you actually create that?