Culture That Fuels Revenue - Chris Dyer
episodePreviously titled “Culture That Fuels Revenue” — renamed by the publisher on Aug 4, 2026
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Welcome to the I am Charles Schwartz show. In this episode, we explore the foundational elements of building exceptional company culture with Chris. As a seasoned entrepreneur and culture expert, Chris shares hard earned lessons from managing thousands of employees and reshaping workplaces into thriving hubs of collaboration and productivity. From ditching outdated annual surveys to implementing weekly one-question check-ins, Chris uncovers actionable steps leaders can take to foster a workplace where employees feel heard, valued, and inspired. We delve into the science-backed framework of the seven pillars of culture, transparency, positive leadership, recognition, and more that drive profitability, innovation, and employee engagement. If you've ever wondered how to align your team, amplify productivity, and unlock the full potential of your workforce, this conversation is for you.
Be prepared to challenge conventional thinking about leadership and discover strategies that transform workplaces from the ground up. Grab a notebook because you'll want to revisit these insights long after the episode ends. The show starts now. Welcome to the I Am Charles Schwartz Show, where we don't just discuss success, we show you how to create it. On every episode, we uncover the strategies and tactics that turn everyday entrepreneurs into unstoppable powerhouses in their businesses and their lives. Whether your goal is to transform your life or hit that elusive seven, eight, or nine figure mark, we've got the blueprint to get you there. The show starts now. Hi, everybody. Welcome back to the show.
Chris, I'm ecstatic for you to be here with me. Thank you so much for joining. Hey, thanks for having me, man. Absolutely. So we were talking about a couple of different things about businesses and how to scale them. But one of the things you do better than everybody else is culture. So for the people who don't know you, which I can't imagine there's many that don't, for those who don't know you, can you give us a little bit of debrief on who you are and what you do better than everyone else?
I'm a serial entrepreneur who had a big company that I sold at the end of 2021. Along the way, during my journey in managing thousands of people, I realized I was a crap boss and doing culture totally wrong. I had to figure out what we were actually supposed to do. I thought I was doing it great. Then one day you look in the mirror and you're like... It's like saying, oh, I'm really healthy. And then you look in the mirror and you're fat. And it's like, huh, what I'm saying and what I'm doing are two different things. And so I realized I needed to change culture. And we did it. We did it really successfully. I worked with a lot of other big organizations to take it to them. And now I spend my time speaking and writing and helping companies make work not suck for people.
So when you go into that and people, hey, I'm actually not as healthy as I am. I shouldn't probably be eating McDonald's and fast food. What are some of the things in culture that are the McDonald's fast food version of that? It's just catastrophic mistakes that people are making.
Yeah, I mean, one of their really big mistakes that they make is that, first of all, believing they have good culture just because they say so. That's not how it works. You can't manifest a great culture. You can manifest many things in our lives, but I think you have to be far more intentional about culture. That's the first one. The second one is that they believe that if they just tell people... That is enough. We need people to be a part of this process. It's great for the CEO or the senior leaders to create the vision and to ultimately say, people like us do things like this and don't do things like that. What was it? Google's theme used to be, don't be evil. That was sort of like a baseline thing. Yeah.
But beyond that, we need like our people to be a part of that process. And so usually companies leave them out. Right. They completely ignore it. They just say, this is what our culture is and you are lucky to be here. And that doesn't work.
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