The core values of an organization are not what's on the wall.

It's what they reward both implicitly or explicitly.

So at the time that Enron spectacularly went out of business, their core values were respect,

integrity, and honesty or whatever.

This is in Patty McCord's culture deck.

Truthfully, what they were rewarding was probably like be aggressive, take oversized risk, don't ask for

permission. So that was actually the behavior that was getting rewarded.

Good morning, everybody. I'm Guy Kawasaki. It's a Monday morning in Santa Cruz, California, and we have another remarkable guest for you.

His name is Robert Glazer, and he is a leadership expert. He's an entrepreneur, and he's a best-selling author.

It's like an all-around winner to me. And so he's known for helping people and organizations reach their full

potential. And his latest book, which I have right here, is called The Compass Within and he lays

out a framework for aligning your personal values with professional goals and the organizations you work

for. So it's full of practical insights and real

world examples. It's kind of written a nonfiction novelist kind of way. It's quite an interesting,

so it will help you make your decisions and make your path more clear. So welcome to the show,

Robert Glazer. Guys, thanks for having me. First slot on a

Monday morning. We want to make sure you have your coffee. Yeah. I do have my coffee or I did have

my coffee. Because you're a little bit earlier than I am. So we got eight o'clock there. Yeah,

I must confess that I had coffee, but I did not have milk or cream in the house.

So I was looking all over us.

Well, why don't we try this experiment?

And I put whipping cream.

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