Jonathan Raymond (@JonathanRaymond) is an author, coach, consultant, and CEO of Refound, working with business leaders and managers to install better workplace habits and company culture, including mentoring. Over the years, he’s seen numerous workplace dynamics, not just within the creative fields, and shares some of his patterns with us.
In this conversation, we search for definitions of culture, discuss the differences between mentoring and simply bossing, and offer some advice for both the employee and the manager to build better relationships and in turn, a better team.
Jonathan’s book, Good Authority, released in late 2016, explores workplace leadership and how we can change the status quo toward more effective, more compassionate culture and work.
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- Download The Busy Creator Podcast, Episode 81 (MP3, 52:36, 25.4 MB)
- Download The Busy Creator Podcast, Episode 81 (OGG, 52:36, 28.7 MB)
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Show Notes & Links
- Jonathan “helps managers become mentors”
- Many companies talk about innovation, but a “gap” appears when they don’t build the conditions
“Culture is 'This is how we do it here.'”
- Gallop says “7/10 employees are actively disengaged from their job”
- Jeff Goins appeared on The Busy Creator Podcast
“Culture is Context.”
- The First Rule of Fight Club
“The First Rule of Culture Change is not to talk about it.”
“We over-rely on our strengths. We default to the things we're good at.”
“You're not on the same team; You own the company.”
“You can't afford not to invest time into you (your people).”
“If you invest in someone, they might leave. If you don't invest in someone, they'll definitely leave.”
- Jonathan was the Chief Brand Officer of E-Myth
“When creative people go off the rails, they hold the rest of the team hostage.”
- Studio culture is fundamentally about experimentation
- Agile methodology
“Freedom's just another word for nothing left to lose.”
“More Yoda, less Superman.”
“95% of the work in any business is identical.”
“The bad thing isn't the hierarchy; it's abusive people in a hierarchy.”
“Write drunk, edit sober.”
- Break away from the victim mindset; share what you’re working on and struggling with
- Make bold requests — to attend conferences, meetings, etc.
- Be a Mensch, make that connection
- Practice being loose, unfinished
- Take steps in the other person’s direction before discussing tension or issues
- Give your creative team room to be creative (so they don’t turn into administrators)
- Create some distance to reinforce the idea of being a “boss”
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