Creating the Perfect Company

In close collaboration with Jeff Haffner, Chris Comeaux, and Teleios StudiosQuality FIRST and ALWAYS! Stunning Economics follow. In a fast-moving crossover with Chris Comeaux and TCNTalks, Andrew, in his direct manner, affirm that Quality Comes from Within, separates Good from Bad Profits, and ties Margin to structure, intense training, and a complete COMMITMENT to Quality! They cover some of the basics of The Model (Perfect Phones, Perfect Visits + Perfect Documentation), System7, the utter importance of Benchmarking, and why great Leaders reconcile art + science. Stories range from Andrew recruiting Chris to Hendersonville to Green-Beret-influenced discipline from meetings at the Japan-House, with a simple refrain:  Our lives (and organizations) don’t just happen—they flow out of us.Chapter Markers(00:00) Why This Series (03:10) Meet the Host & Guest — Chris Comeaux introduces Andrew; bio & backstory(12:39) Margin vs. Quality — Good profits vs. bad profits; intention over spend(15:15) Quality From Within — J-House, Special Forces influence, phones within three rings(17:26) Define Bad Profits — Slashed training, squeezed quality, sustainable standards(19:55) Beyond Budgets — Percent-based models that flex with volume and revenue(24:50) System7 & People Dev — Train to the system; art + science in care delivery(30:24) Model the Masters — Copy great teachers; humility to adapt practices(33:28) Teaching With Edge — “Perfect Visit” certification; standards with heart(41:20) Perfect Phones Matter — Two hours → big lift; win trust on first contact(46:28) Deming + Drucker — Systems and mission; both/and thinking(50:28) Final Counsel — Mirror, truth, and numbers as tools; close & bookmarkTCNtalks Video Linkhttps://youtu.be/CpHQWpPsdmc?si=XzeDED214--oezTqAnatomy Of Leadership Video Linkhttps://youtu.be/k6RUs8QII94?si=m4aqTcG0LZwE4XlxSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“Quality comes from within. Our lives don’t just happen. They flow out of us.”

This live-streamed Empowerment Hour from MVI Headquarters features Jim Fischer walking leaders through the core idea of Directional Correctness—choosing what’s right over what’s easy. Jim explores why aspiring is the first step toward becoming a World-Class organization, how the Three Questions reset culture, and why intention and Standards matter far more than simply adding staff or spending more money.With humor, stories, and practical anchors, Jim shows how Systems and Accountability create extraordinary results. It’s a straightforward, encouraging session for CEOs and Executive Leaders who want to break away from “average” and build an organization their community can TRUST —every visit, every call, every day!Chapter Markers(00:00) Welcome & Intent — Why these messages exist; beyond brag/boast(01:10) Live from MVI — Audience, hosts, nerves, and value of a live hour(02:21) Aspirational Hospice — Choosing greatness begins with aspiring(06:35) Today’s Frame — Right-brain focus: foundational and philosophical(08:01) Right vs. Easy — Dumbledore’s challenge; the road up the mountain(10:31) Five-Star Aim — Eschew the easy button; pursue extraordinary(11:29) Who is Jim? — Directional Correctness Encourager; why MVI(16:17) Three Questions — I am a feeling; I am a teacher; Best day of my life(24:28) Accountability — Own the day; attitude as a choice(30:41) It Matters — “Act as if what you do makes a difference”(32:29) What MVI Does — Benchmarking + Network (BKSPs/Success Patterns)(33:47) Why Benchmark — Find the elephant; see norms of quality & cost(38:55) Intention > Spend — Quality rises from structure and intent(40:31) The Model — Intentional design of every touchpoint (phones/visits/bereavement)(47:40) Perfect Visit — Make the caregiver the hero; performance energy up(51:12) What They Remember — Feeling is the takeaway(53:10) Standards & Norms — A standard is not a goal; it’s the norm(54:52) Teaching Accountability — The determinant of org success(57:09) You’re Not Alone — Do what’s right; you have friends here(01:01:43) MVI Service — Three-ring phones; invite to connect(01:03:16) Close — Thanks and next stepsSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“Aspiring is the unskippable first step of becoming great.”

Andrew opens Day 1 of the CEO Retreat, attended by CEOs from across the country, by going straight to the heart of QUALITY—and where it REALLY comes from: within the Leader! He connects discipline to a Culture of Meticulousness, then ties Customer Delight (5,553 interactions without a single complaint) to phenomenal economics. CEOs are urged to defeat corporateness without lowering Standards, but INCREASING their Standards. He also urges to build Self-Regulating Systems (training + compensation), and assess leaders for Intelligence, Communication Skills, Attitude, Energy/Drive, Decisiveness, Accountability, and Confidence. The throughline: SUCCESS UNITES PEOPLE; design for incentives and disincentives; and run an “integrated, coherent organization, based on “mutual reliance” with zero silos where compensation teaches, both in monetary as well as, more importantly, non-monetary levels. Quality comes from “within!”Chapter Markers(00:12) Intro(02:56) Welcome to the J-House — Fire, resilience, and Special Forces influence(05:29) Defeat Corporateness — High standards without killing the human feel(06:12) Japan as Model — Discipline, honor, meticulousness → national performance(07:20) Quality = From Within — Vision, will, and the 50% you control(08:35) Meticulousness in Practice — “Good enough” vs “that’s it” craftsmanship(09:55) Customer Delight — Win referral sources; thousands of visits, zero complaints(11:35) Maintenance Mindset — Everything requires care; quality is ongoing work(13:50) Focus & Self-Regulation — Love → energy; leaders set the standard(16:48) Manuals & Training — Standardization, documentation, labs, and tests(17:18) Self-Regulating Orgs — Less supervision; comp + systems carry the load(22:29) Kill Meeting Hell — Design operations that don’t need endless meetings(23:30) Success as Duty — Growth, economics, mission—what the CEO must deliver(29:18) Incentives & Disincentives — Pay as teacher; include the negative(31:11) Proven Comp Systems — 2× quality, 2× productivity when pay aligns(41:06) Audit Your Leadership — Assess yourself and your lieutenants(44:17) Pipeline for Leaders — Video screens, redundancy, promotion track(47:45) Communication & Lists — Writing, public speaking, prioritization habits(49:40) Attitude & Energy — Remove poison; happiness pay; hire for drive(51:40) Decisiveness & Courage — Avoid analysis paralysis; own mistakes(54:05) Accountability Skill — Do the “pain” without losing talent(55:29) Standardization Basics — Steps, requirements, position-state of self-control(56:28) Confidence via Pay — Smoke out renters; bet on self + company(58:13) One Living System — Zero silos; comp as the glue(59:19) The Leader’s Lid — Org can’t outgrow the CEO; keep leveling up(01:00:11) Break & CloseSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“The big thing that a CEO has to be about is success. That’s the job.”

In this FINAL episode of this Compensation series, Andrew covers many of the Recommendations and Important Points When Creating Compensation Methodologies, including: bringing people Close to Revenue, getting rid of Annual Bonuses, pay Frequently & Immediately so checks teach Cause-and-Effect, wire Objectivity into the system, and keep the model Simple so it Self-Regulates. He lays out Percentage Splits that actually motivate, creates Acid Tests for ROI, eliminate COLA/Annual Raises (make it rich so no one asks), moves costs Variable from Fixed, and codifies Principles for Raises/Promotions (listen to the What Are You Willing to Throw Your Life Away On? Podcast Episode #7). He also covers Cross-Training, an Economy of Codes, Fewer Standards (five), and a warning: Overpaying DAMAGES people— as all compensation should be EARNED so people can understand their true Value in the marketplace… as well as helping a person be truly Happy and Content. Chapter Markers(00:00) Intro(01:52) Close to Revenue — Sensitize everyone to ups/downs like owners(03:52) Kill Annual Bonuses — Pay frequently so checks teach behavior(05:42) Timeliness Matters — Pay now or breed contempt(07:13) Make It Objective — Systems, not squishy relationships(08:23) Tight Accounting — Accuracy, speed, and fewer errors(09:46) Splits That Motivate — Model 50/50 vs 30/70; avoid “excessive pay”(11:07) Taxes & Reality — Company share isn’t the “whole wad”(12:03) Acid Tests for ROI — Simple unit math to cut through fuzz(15:27) Volunteers & Value — Karma dollars and executive-level leadership(16:35) No COLA, No Annual Raises — Make it rich; retention proves it(17:46) Mileage & Variability — Flex with real costs (AAA, trucking inputs)(18:58) Principles for Raises/Promotions — More value, not longevity(22:25) Risk Reversal — Proof of concept, then share in savings(24:22) Not All Paid the Same — Pay by value; everyone can learn to sell(26:05) Cross-Training (Ten-Two) — Redundancy, anti-fraud, school, documentation(29:01) Keep Codes Sparse — Eliminate discretion; complicated breaks(31:03) Pay for Result — Treat pros like pros; automate, minimize exceptions(32:32) Fewer Standards (Five) — Perfect phones, dress, visits + docs, on-time, report failures to CEO(33:58) Don’t Overpay — Earned money creates deep satisfaction(35:49) Clarifying Truths — Align with Nature; systems evolve; honor customersSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“Your compensation system is an extension of your people development or your training system, and you want them to learn from every paycheck.”

In this 5th installment on COMPENSATION from the Mountain, Andrew gets practical: the BIG THREE—a Modest Base, Standards Pay, and Individual/Unit Performance Pay—and why pay must include incentives AND disincentives to teach cause-and-effect. He shows how to build Attitude/Happiness into Standards, why hourly is the worst (time expands), and how to classify pay (hourly, salary, piecework, performance) so people can own results. Then the rollout: set a HIGH Profit Standard, vet legality, tune the Chart of Accounts, separate Performance Pay GL (based on savings), run dynamic feedback instead of budgets, expose team results on a transparent Hall of Fame/Hall of Shame report, wire EMR/ops systems for objective monitoring, move to semi-monthly, push roles exempt where legal, and stress-test the model assuming 100% hit their targets. Finish with Accountability Contracts so the system Self-Regulates—creating owners, not renters—and a culture that wins.Chapter Markers(00:18) Why Compensation Again — “All of life is compensation… two sides of the magnet.”(02:21) The Big Three — Modest Base • Standards Pay • Individual/Unit Performance Pay(03:26) Modest Base Done Right — Prevent comfort-drift; avoid “hang back and get chips”(04:25) Standards Bucket — Accountability lever; add/deduct with evolving needs(05:49) Performance/Unit Pay — Controllability → motivation; avoid slack in team pools(07:18) Attitude/Happiness — Make attitude a standard; “feel the pain” for poor attitude(09:25) Four Classifications — Hourly (worst), Salary, Piecework, Performance (MBI-ized)(11:09) Quality Records — 5,553 per 1,000 no-screw-up benchmark; customer delight(13:10) Methods Menu — Per-unit, minimums, excellence thresholds, ranges(14:43) Critical Path Rollout — Set Profit Standard (very high); legality; chart of accounts(20:09) Performance GL — Separate accounts; pay from “savings” so wins aren’t punished(22:22) Dynamic Feedback — Percent-based ops, not static budgets; three core reports(24:27) Hall of Fame/Shame — Transparent team/location report drives behavior(26:40) Wire the Systems — EMR/ops reports detect deviations; easy bonus logic(28:15) Pay Cadence — Semi-monthly; smoother financials; protect manager bonuses(30:37) Move Exempt (Legal) — Treat pros like pros; avoid time-expands trap(32:08) Set Frontline First — Then immediate managers → indirects → executives(39:47) Stress-Test 100% Win — Design so everyone hitting targets doesn’t break you(40:17) Objective Monitoring — Accountability gap is human—so make it structural(44:45) Accountability Contracts — Clear, legal, uniform commitments; standards over timeSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“If you’re paying people hourly, just realize it’s the worst way… the job will expand to fill the time allotted.”

In this 4th installment on the PROFOUND topic of Compensation from the Mountaintop, Andrew talks about how CEOs must cross the Fear Barrier, brand their proprietary Model, and sell the “Why”, because most of the battle is emotional. He lays out rebasing salary/hourly rates to make room for Standards Pay, Happiness Pay, and Individual Pay, insisting on frequent and immediate payouts so that pay teaches cause-and-effect. He shows how a simple System creates Owners who self-regulate throughout the workforce. Expect straight talk on BPUs (Business Prevention Units), why salary/hourly are GREEDY SYSTEMS, and why you must set a clear and HIGH Profit Standard. The Compensation System must STRENGTHEN Accountability to make a healthy, happy culture! A culture that WINS!Chapter Markers(00:00) Intro(01:49) Crossing the Fear Barrier — Phantom fears about quitting/mission; healthier workforce when pay rewards attainment(03:35) Emotions Over Mechanics — Most work is emotional; methods already exist across industries.(05:16) CEO Backbone & Trust — Lead from the front; be trusted; start pay changes at the top(11:59) Feel the Broken Promise — Route complaints/service failures to the CEO to motivate structural moves.(13:03) Rebase & Make Space — Lower base; add Standards Pay and Happiness Pay; design for attitude and results(15:25) Individual Upside — Big personal upside attracts talent; “blessed subtractions” for the unconfident.(17:48) Outliers vs. The Herd — Herd won’t follow; outliers act; compensation makes the impossible possible(19:30) BPUs & Momentum — Get past Business Prevention Units; don’t get bogged down—build movement(21:26) Brand & Sell the System — Name it; tie to culture/colors; pilots with winners; inspire(23:49) No Half-Standards — Set a clear profit standard; put the pedal down; avoid confusion(25:45) Salary/Hourly Are Greedy — Move upside to the frontlines; keep the system simple.(28:47) Tight Rollout & Speed — Implement without delay; keep language precise; calm star talent(34:05) Always Iterating — Expect changes and gaming; fix quickly; keep trust high.(41:47) Build It Simple, Pay It Often — Start simple; pay frequently/immediately; make winning obvious.(43:20) Create Owners, Not Renters — Ownership mentality, value focus, relentless follow-through.(45:43) System Checklist — Teach with pay, include pain for non-standards, easy to administer, fair, mutual reliance, cross-training, compelling upsideSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“Start simple and keep it simple.” 

In this 3rd installment of this Compensation series, Andrew shows how a well-designed COMPENSATION SYSTEM creates CONFIDENCE, CUSTOMER DELIGHT, and a HEALTHY CULTURE that Self-Regulates with little need for supervision. Pay becomes a powerful Teacher: A System Solution, where the “System” selects for owners (not renters), “smokes out” unconfident people, removes 4 negative tasks from frontline Leaders (documentation/productivity/reviews/firing), flattens bureaucracy, and hard-wires World-Class Standards (e.g., Perfect Client Interactions, Perfect Visits and Perfect Documentation). Andrew covers 4 core elements in a well-designed Compensation System as well as an overview of the process of implementing a system, including Setting Standards, Branding of the Compensation System (SuperPay), winning over key influencers, piloting with a winner, training with System7, and use Accountability Contracts. At the core of a comp system is laser beam FOCUS on really operationalizing and strengthening Accountability.Chapter Markers(00:22) Intent & Context – 27 years of data; beyond brag/boast; sharing success patterns(01:10) Back on the Mountain – Why compensation matters now; leaders arriving to train; momentum(01:48) Confidence Engine – Comp as immediate feedback → confident people, confident service(03:23) Customer Delight – Service obsession; managing expectations; meaning/purpose as the larger payoff(06:49) Selection via Pay – “Bet on yourself & the company” filters; accountability vs. victimhood(08:25) Elegant Attrition – Let the system remove poor fits; 400% production jump story(11:06) Knock Out Slack – Comp fights complacency; formula: fewer people paid well → easier management(13:11) Autopilot & Flat Orgs – Wiring results across areas; reduce indirects; flatten layers(16:01) Outrageous Standards – Quality records; tie pay to perfect interactions & documentation(17:19) Free Managers to Lead – System monitors docs/productivity/reviews/firing so managers can coach(20:38) People System Integration – Attraction, selection, development, retention—all impacted by comp(22:55) Myths to Kill – Pay alone won’t make a poor worker great; dangers of overpaying mediocrity(25:26) System Overview (4 Pillars) – Self-regulation, accountability, focus on immediate manager, create owners, not renters(34:27) Build & Brand the Model – Few standards, copy what works, brand it (SuperPay), resist dilution, win influencers, all-staff rollout, pilot with a winner, System Seven training, accountability contracts, iterate(47:22) Close – Contact + “best day of your life” sign-offSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“The compensation system builds confidence… it actually builds confidence because confidence is built through attainment… through success and real achievement.”

Andrew continues in the DEEP philosophical explanation so often needed for Leaders and Executives to have the courage to implement creative and revolutionary Compensation Systems. Reed drives directly into a discussion of Outliers - Companies that operate with World-Class Quality and Profits - those operating in the 90th percentile statistically over extended periods of time. Reed points out that 100% of the companies MVI has measured over 27 years that operate in the 90th percentile use such methods…without a single one using traditional or average methods. Not even one! In this episode, Reed also addresses “structuring your compensation system to flex with the fluctuations of revenue” so that a company can lock in, to a large extent, their Profit Standard. He also speaks on the creation of a “System of Mutual Reliance” where all departments and parts of the organization operate as an integrated, cohesive whole. He also shares the MVI success formula - Fewer People Paid Well – and the benefit of liberally SHARING profits with all employees and team members who are 1) Doing the Standards and are 2) Creating Value.Chapter Markers(00:00) Intro(01:09) Outliers vs. The Herd – 50th percentile vs. 90th; benchmarking reality checks.(04:35) Non-Traditional Pay – 90th-percentile orgs all use creative compensation.(06:11) Turnarounds via Comp – Incentive + disincentive; get past the fear barrier; stop “Pampers” pay.(07:58) Profits & Reserves – Build a fat, good bank account; value quality over speed.(10:14) Service As Proof – Three-ring phone rule; training systems that create delight.(11:10) Paycheck = Report Card – Compensation teaches standards every payroll.(12:34) Meaning > Money Alone – Culture, not cash, keeps people.(13:40) Old Options Don’t Scale – “Hard-ass” management vs. structural comp systems.(15:20) Nature of Incentives – Organisms move toward payoffs; include non-financial rewards.(18:14) Fairness & Flight Risk – Salary inequity drives top talent away—fix it in the system.(26:08) Labor Logic – Labor is #1 cost → design comp first; flex costs with revenue; mutual reliance.(32:45) Share the Wins – Fewer people paid well; comp builds confidence, signals winning.(36:22) Plain Talk & Courage – Speak clearly, act deliberately; let the system do its work.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“Almost every organization that’s been rescued or completely turned around… It’s come through the compensation system.”

In this episode, Andrew speaks plainly and directly to you from the Awakened Forest without any of the spectacle of a large public audience. He goes DEEP into the philosophical explanations of why Compensation IS your main System/Structure in creating a World-Class company. We live in a world of “Incentives and Disincentives”... and BOTH the Positive and Negative need to be used in a balanced system that will LAST!  Emerson sets the frame, Munger lands the punch (“Show me the Incentive and I’ll show you the Result”), and Reed goes about as far as any business person or philosopher has gone on the topic. And he gets practical… REAL -REALITY- What IS! Humans seek Purpose & Meaning over Money, so this is paramount…and bad or poor cultures will drive away Top Talent no matter how much you pay them…Chapter Markers(00:12) Beyond the Brag: MVI data, intent, and the Awakened Forest context (01:10) Philosophy First: Emerson on compensation; correcting “paycheck-only” thinking (02:34) Incentives Drive Outcomes: Munger’s maxim and why comp solves real problems (03:20) Compensation as Structure: System solution > people solution; design the behavior you need (03:44) What's Better than the Carrot?: Use incentives and disincentives; accountability cultures feel the sting when standards aren’t met (07:15) Everyone Seeks a Payoff: Volunteers, meaning, and why significance keeps people engaged (09:09) Two Poles of a Magnet: Life’s duality; why practices evaporate without deep understanding (10:51) Meaning Over Money: The ditch-digging parable; culture beats “big checks” for retention (15:10) Two Kinds of Pay: Financial comp and atmosphere comp; the transactional world and human will (22:25) Pain Teaches: Standards pay, the role of “sting,” risk–reward, and betting on yourself/company (28:00) Value, Wealth, Happiness: Value as projection; wealth as luxuriating; happiness ≠ fun; include the negative side (38:35) Origin Story & Results: From musician to CPA to comp-systems; 100% productivity/quality lift; national-stage backlash; focus for CFO/CEOs going forwardSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“The lowest form of teaching is telling people to do things rather than explaining the why behind the action.”

This is the 2nd installment from this national broadcast on the topic of Compensation. Andrew shares REALITY from his work with 38 non-healthcare companies he helped create Compensation systems for, and applies the Success Patterns to Hospice and Homecare operations. A person of Intelligence should be able to transpose the principles from this broadcast to ANY business or organization. Labor is the #1 cost in many business sectors, yet most organizations “weenie out” on Compensation systems that would revolutionize their operations and results out of irrational fear. Human behavior follows pay, in all of its forms. High-performing, World-Class organizations hard-wire Compensation to the Standards and Results they want! You’ll hear how to structure expenses to profit at both high and low revenue or census, why “less people paid well” raises quality and your ability to pay well! The playbook: set a few critical Standards (e.g., Perfect Visits + Perfect Documentation), move fast, pilot with a WINNER, train with System7, and fuse all with Accountability.Chapter Markers(00:12) Why Compensation First – MVI’s data-grounded lens; aligning pay with human behavior.(04:19) Revenue vs. Expense Reality – Census up/down isn’t talent; design to profit in any weather.(06:56) Structure Costs On Purpose – Make costs more variable; payroll is the big lever.(07:16) Proof In Practice – Activity-based comp; documentation to standard; 100% productivity lift.(14:16) Less People, Paid Well – Quality rises with meritocracy; confidence and standards over headcount.(19:44) Managers As Replicators – 70% of development, morale, retention stems from the manager relationship.(20:55) Free Managers To Lead – Systems monitor documentation/productivity/reviews; managers coach.(25:09) Meaning > Money Alone – Pay matters, but meaning and manager quality drive stickiness.(27:00) Compensation Must Teach – Every paycheck signals the standard; you are a teaching org.(30:26) The System Overview – Self-regulation, ownership, accountability, manager focus.(33:02) Set Few, Fast Standards – Perfect Visits + Perfect Documentation; move quickly, avoid committees.(37:20) Brand & Protect The Bonus – Introduce “SuperPay”; never remove the standards bonus (~5%).(40:41) Win Influencers, Reduce Fear – Show “now vs. new” pay deltas; sequence buy-in.(45:28) Pilot → Train → Contract – Pilot with a winner; train with System Seven; accountability contracts.(50:14) Iterate To ‘Best & Fairest’ – Keep tuning; focus the org on patients/families and clinical managers.(53:03–56:42) Examples & Close – Real-world SuperPay explainer; closing logistics and sign-off.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01 am EST!

"We live in a world of Incentives and Disincentives."And if we are intelligent, we can solve most of our organizations problems and frustrations by aligning our compensation systems with the results we want to achieve. In MVI's measurements, NO ORGANIZATION HAS EVER ACHIEVED AND MAINTAINED WORLD-CLASS QUALITY AND ECONOMICS WITHOUT ADDRESSING THEIR COMPENSATION SYSTEMS.In this powerful opening to a 4-part series, Andrew Reed explores the most misunderstood aspects in creating a World-Class organization: Compensation. Drawing on over three decades of strategic consulting and firsthand experience with high-performing, award-winning companies, Andrew dissects how Compensation shapes human behavior, and ultimately builds or breaks the quality of an organization.Learn how most organizations unconsciously reward mediocrity while expecting greatness (and are thus frustrated). Remember, Compensation is not just defined in terms of money, as the environment, as well as how to live life well, are perhaps even more important!Chapter Markers(00:00) – The Hidden Starting Point of Excellence Why all world-class organizations actually begin with compensation—not culture, mission, or vision.(03:45) – What Your Pay System Really Says About You How compensation reveals your organization's true values, regardless of what’s written on the wall.(07:33) – When Fairness Backfires The consequences of paying everyone equally—and how it unintentionally crushes performance.(13:50) – Culture Follows Pay, Not the Other Way Around The myth of culture-first organizations and why compensation ultimately drives beliefs and behavior.(20:10) – Creating Space for Excellence How bold pay structures raise the ceiling on human potential and help high performers rise.(25:55) – Compensation as a Moral Act Pay isn’t just economic—it’s ethical and spiritual. What you reward reveals your leadership soul.(33:12) – Vision Boards, Values, and the Value of Risk Why inspiring words fall flat without a comp system that aligns with responsibility and risk-taking.(42:41) – Rethinking Fairness and Scarcity Breaking out of poverty mindsets and learning to reward courage, not conformity.(53:18) – Reward Systems Already Exist—Good or Bad Every organization already has a comp system; the question is whether it builds or breaks greatness.(01:02:21) – Designing Pay to Inspire the Exceptional Practical reflections on redesigning compensation to cultivate strength, character, and excellence.(01:06:00) – Closing Reflections & Challenge to Leaders A call to confront how your compensation choices are shaping your people—and your legacy.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!"Compensation is not just economics. It’s a moral issue. It’s a spiritual issue."

This episode completes the 2nd process, People Selection, and continues a dive into the remaining 2 processes of a World-Class People System, 3) People Development and 4) People Retention. A company’s Quality is “no more or less” than the Quality of its People Systems. The processes in these systems dictate exactly the Quality of the organization’s products and services. Most organizations only use methods and practices of the 50th percentile…that is….mediocre and average. And wonder why this is so and are often frustrated that they are still get regular complaints, have screw-ups, service failure and an overall loss of reputation/value of the enterprise.    This episode draws on the professional insights from the organizational experts at Multi-View Incorporated and assembles the Best-Known Success Patterns/Practices in this CORE area of FOCUS for any World-Class enterprise. Based on over 27 years of experience with more than 1,300 organizations, this message will inspire and help give the listener a VISION of how to create such a People System. The 4 Processes in a World-Class People System:People AttractionPeople SelectionPeople DevelopmentPeople RetentionSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:00am EST!

Every company says, “People are our greatest asset”…BUT…most have very little insight how to actually find, select, and develop employees, let alone, retain them!  Otherwise, the turnover of employees would be a nonissue as it RARELY would happen and quality would be measured in terms of  “thousands of interactions” without a single screw up or complaint. In this episode, Andrew Reed breaks open the blueprint for building a People System that actually functions—where the ability to attract talented employees normally increases 200-500%… and where the Talent Selection process leaves only “fertile” ground to till to grow human potential rather than investing ENORMOUS time and money into people who will NEVER work out in your culture. You’ll hear how most companies rely on borrowed language, vague HR strategies, or unverified “best practices”—and why this leads to mediocrity at best, disaster at worst. Andrew covers 2 of the 4 processes that are part of the intelligent design of People Systems:Talent AttractionTalent SelectionTalent DevelopmentTalent RetentionThis is something to STUDY and not just listen.  Chapter Markers(00:00) Introduction & Framing the Conversation (03:44) The Centrality of People Development (11:27) What Motivates People to Grow (19:52) Understanding Job Fit and Talent (27:38) The Importance of Self-Assessment (36:15) Systematic Approaches to People Development (44:03) Designing for Cultural Fit (51:08) Talent Screening and Early Assessment Techniques (59:12) Interview Dynamics & Teaching as a Skill (01:06:17) Performance-Based Compensation & Organizational IntegritySong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:00am EST!“Measurement and accountability aren’t micromanagement. They’re the path to mastery.”

In this “DYNAMIC” episode, Andrew Reed, speaking to hundreds of CEOs and Senior Executives in a national broadcast, makes a compelling case: Your Company’s Quality is No More or Less than the Quality of your People Development System!  Hard-earned lessons, through blood experience and insights, are shared as Andrew INTRODUCES the utterly important of this topic that 90% of companies MISS and thus become average, mediocre - the 50th percentile.Background: Take it from experience… MVI goes THOUSANDS of phone interactions and averages 2 ½ YEARS without a single call not answered within 3 rings by a competent, intelligent person. Or how MVI goes more than 8 months between even a single service failure or complaint from a client. There is zero BS here! This all comes from FOCUS, something any organization can do if it truly wants to, on a creating a  “culture” super-soaked in High Standards fused with DEEP Meaning & Purpose and PROFOUND emphasis on teaching Accountability – and how it is LIFE-CHANGING!This podcast is the Beginning of this journey! And as the Beatles sang… We all need or could benefit “With a little bit of help from our Friends!”Chapter Markers(00:00) Intro(01:11) People Development Is the Center of the Universe(03:13) Four Pillars: Attraction, Selection, Development, Retention(04:30) Designing a Transformative People Development System(06:01) Awakening and Internal Work: Where It All Starts(08:01) Benchmarking and Data Extraction for World-Class Insight(09:59) Excellence Begins with Human Beings(12:45) Reality vs Academic Theory: What Actually Works(14:18) Focus as the Root of Quality(17:18) Sequencing, Manuals & Training: Teaching with Intention(20:38) Self-Reliance and Ownership: A Mature Organization(22:19) Preparedness and the Power to Help Others(25:18) Linking Cause and Effect for Cultural Impact(26:30) The Model vs Traditional Management(29:05) Fixing Hiring & Retention via People Systems(30:23) Suspend Beliefs to Learn: Everything Is Alive(33:13) We Don’t Know How We Learn—Only That We Can(35:00) The Gardener’s Role: Creating the Conditions(37:25) Intentional Culture Design: Liberation of Potential(39:05) Consciousness and Standards: The Hard Work of Quality(41:03) Why Quality Is Always Equal to People System Strength(42:48) First-Day Signaling: Creating a High-Standard Environment(45:00) The Attraction of High Standards(46:43) ClosingSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“All topics are infinite… the only path to true excellence is through the development of human beings.”

Recorded in the Japan House overlooking the middle pond in the Awakened Forest with a group of CEOs and Chief Educational Officers, Andrew Reed merely “scratches” the surface of MVI’s meticulous work on Extraordinary People Development Systems, explaining “The 3 Questions” used to start meetings to help create a mature, healthy and life-changing culture!  People Development is Profound and Transformational! Reed references  Workbook #13 (1 of 20 manuals), a 722-page comprehensive manual, that goes DEEP into this #1 Strategic Area.ALL OF YOUR QUALITY WILL COME FROM THE QUALITY OF YOUR PEOPLE DEVELOPMENT SYSTEMS, NO MORE, NO LESS… Most companies are DELUSIONAL about their level of quality.Chapter Markers(00:00) Patterns in Nature & the Intelligence of Systems(06:37) Why We Must Emphasize the Negative(11:19) People Systems Over People Solutions(17:19) Teaching, Sales, and Accountability in Learning(23:11) The Bar for Quality Is Your People System(28:57) The Three Questions That Start Every Meeting(31:10) Memory, Emotion, and Teaching Effectiveness(34:11) Calling on People: Engagement Through Expectation(36:33) "What Day Is It?" and Training for Positivity(38:13) The Subtle Power of Daily AccountabilitySong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every two weeks on Monday @ 7:01am EST!“The truth about quality is that an organization can have no more or less quality than the quality of its people development system.”

In this fourth and final installment, Andrew Reed talks about Standardization, how to run Meetings, and also covers a lot of way to view Leadership to make it better(or easier!). This isn’t a motivational pep talk. It’s the final reality check in a series that dismantles surface-level Leadership theory. Reed pulls no punches as he describes the emotional isolation, the burden of clarity, and the cost of consistency. If you want to build something that actually works — and lasts — this is the kind of leadership you’ll need.Chapter Markers(00:12) – Welcome & Series Context (05:43) – The Importance of Maintenance Why organizations decline after early success, and how maintenance and accountability preserve excellence.(10:44) – Standardization A breakdown of the essential steps to create and sustain operational standards that drive performance.(15:43) – Authority to Act on Standards Employees must have the right to correct missteps — an example from Powell’s fast food illustrates this principle.(20:41) – Professional Judgment in Action Lessons from a United Airlines incident: how leadership decisions affect perception, equity, and outcomes.(25:52) – The Importance of Communication Why strong leaders must master various forms of communication and prioritize clarity across all channels.(31:34) – How to Run a Meeting That Matters Andrew critiques committees and outlines how to lead focused, mission-centered, high-accountability meetings.(34:43) – Managing Your Emotional Energy Accountability starts with mindset — and your ability to choose how you respond shapes your impact.(38:47) – Pain, Growth, and Leadership A story-driven segment about how accountability, discomfort, and responsibility create personal and organizational growth.(44:39) – 8 Types of Leadership From project-based to standards-based leadership, Andrew breaks down the archetypes every organization needs.(49:40) – Closing Message Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every Monday @ 7:01AM!“You're pressing them to go beyond their normal comfort zones. And that in doing that, they're going to have a better life. And they're going to realize how strong they are.”

“Leadership isn’t about control — it’s about creating the 'Conditions for Success'.”In this third installment, Andrew Reed goes into the Burden of Leadership, the aspects of Leadership that are unconsidered with pedestrian views of the topic. Reed strips away the polish and dives into REALITY. It’s not about charisma or command — it’s about clarity, Standards, and the willingness to do what others won’t.Whether you're building a company or leading a team, this episode is a practical and deeply human reminder that real Leadership is built in the hard and difficult times — through hard decisions, Accountability, and seeing what others don't. Chapter Markers(00:00) – Intro & The Burden of Leadership(03:27) – Self-Evaluation & Organizational Value(05:13) – Growing Out of Your Role(07:18) – High Standards & Internal Drive(08:35) – Leading from the Front(09:22) – Accountability Without Losing Talent(10:19) – Trust and the Pain of Disappointment(12:42) – Strategic Thinking & Pattern Anticipation(17:07) – Unpopular Decisions & Cultural Resistance(22:03) – Leadership Revealed in Crisis(25:15) – Firing Fast, Not Foolish(28:13) – Conditions for Success(35:54) – Inspiring Through Accountability(37:58) – Confidence Through Practice(39:30) – Final Thoughts: Intentional Cultures WinSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every Monday @ 7:01AM!

In Part 2 of this powerful series on leadership, Andrew Reed turns the spotlight on the Seldom Spoken Aspects of Leadership — the stuff you won't find in standard training manuals. From the illusion of control to the pursuit of self-mastery, this episode dives deep into the emotional, psychological, and spiritual strength required to truly lead. Drawing from decades of REAL-WORLD experience, Andrew challenges leaders to stop managing outcomes and start cultivating "conditions for success". With themes ranging from emotional regulation to visionary clarity, this session reveals how Leadership is less about command and more about character. It’s about modeling excellence, inspiring trust, managing energy, and creating a standard-driven culture. Reed’s message is clear: you can’t ask others to grow unless you’re willing to evolve first.If Part 1 was a wake-up call, Part 2 is a guide for building internal strength and external systems that reinforce real results.Chapter Markers(00:00) – Intro(01:55) – Humans Can’t Be Controlled(03:49) – Moving Beyond Title Power(06:23) – Everyone Wants to Work With a Winner(08:32) – The Importance of Clarity and Results(12:07) – Incentives and Disincentives(15:33) – Vision Shapes the Leader(18:32) – The Goal: Personal Liberation Through Leadership(21:05) – Turnover Is a Leadership Issue(26:41) – Trust Comes From Shared Experience(28:46) – The Acid Test of Trust(29:30) – What Employees Evaluate in Leaders(32:13) – Self-Control Is the Superpower(36:20) – Emotional Regulation in Leadership(39:13) – Designing Self-Control Into the SystemSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every Friday @ 7:01AM EST (US)!

Adapted from MVI’s Empowerment Hour: The COMPLETE Seldom Spoken Aspects of LeadershipIn the first installment of this four-part series, Andrew Reed strips leadership down to its raw, unsanitized truth. Recorded live during Multi-View Inc.’s Empowerment Hour, this episode focuses on the often-unspoken REALITIES of Leadership — the kind of insight you won’t find in books or on stage. With decades of experience helping organizations place and grow real Leaders, Andrew speaks candidly about Courage, Risk Tolerance, Humility, Failure, and the Burden of Responsibility.This episode unpacks the intangible — and essential — traits that separate true Leadership from title-holding. From overcoming imposter syndrome to demanding Accountability, from recognizing Intelligence to assessing real readiness, it’s a no-fluff guide for those called to lead. If you’re in a Leadership role — or preparing to become one — this message is both a wake-up call and a toolkit. "A must or required listening for Executives and Managers of ALL areas and business sectors!"Chapter Markers(00:00) – Intro(01:33) – Reproducing Great Leaders(04:05) – Humility Is the Foundation(05:04) – Failure > Success(07:27) – Imposter Syndrome Is Normal(09:49) – Leadership Is Not Technical Promotion(13:13) – Leadership Requires Heavy Lifting(17:41) – The Fast Track to Leadership(21:18) – Pattern Recognition = Intelligence(24:59) – The Five Essentials of Leadership Systems(27:21) – Leadership Hubs Create Generational Talent(30:34) – Muddling Forward with Courage(33:35) – Identifying Emerging Leaders(38:13) – True Accountability & Standardization(42:24) – Confidence: Will They Bet on Themselves?(43:10) – Leadership as Horizon-Bearer(43:55) – A Leader Is a Truth SeekerSong: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.mvi.lifeOfficial Website: www.multiviewinc.comYouTube: https://www.youtube.com/user/mvimediaLinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=trueFacebook: https://www.facebook.com/multiview.incorporatedInstagram: https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every Friday @ 7:01AM!

VISION!!! Often seen as “squishy” -  a waste of time, especially if you’ve sat through “Vision Statement Creating” meetings. However, Vision is, in fact, one of the most VALUABLE things a person, as well as an organization, can make! Why? A great Vision can change your LIFE! Literally! It seems that Human beings need a “Bright Horizon” to look forward to! Without a Life-Giving Vision, people perish!In this episode, Andrew Reed dives into one of the most misunderstood — yet essential — elements of building a great organization: Vision. Far from being corporate fluff or an exercise in branding, Vision is described here as the foundational force that creates FOCUS. Without it, individuals lose direction, teams lose energy, and entire companies drift. Broadcasting from a mountaintop in the Awakened Forest, Andrew shares how a compelling vision transforms not only organizations, but people. It sharpens decision-making, boosts morale, and fosters the kind of culture that outperforms competitors. From startups to M&A transitions, this episode explains how Vision informs Design, Culture, Leadership Development, Compensation, and Accountability — and how to build one that actually motivates real advancement.Chapter Markers(00:00) – Intro(01:09) – The Power of Focus A compelling vision cuts through distraction and drives discipline.(03:32) – Vision and Human Psychology Why people need a horizon to avoid despair — in life and business.(06:55) – Visions that Break Addictions Stories of personal transformation through bright, motivating goals.(08:15) – Vision Informs the Leader The clearer the vision, the more it shapes who the leader must become.(13:13) – Courage Before Clarity Vision often demands risk — clarity comes only after action.(17:03) – The Studio That Started With a Vision A personal story of grief, insight, and an improbable success.(19:47) – Vision at Every Level of an Organization Departmental, site, and team-level vision matters just as much as company-wide purpose.(24:13) – M&A Success Depends on Vision Why 75% of acquisitions fail — and how vision flips that script.(26:50) – Culture, Empowerment & Spiritual DNA How MultiView’s vision-centered model transforms organizations from the inside out.(29:21) – Vision vs. Committees Committees kill clarity — vision must be owned and accountable.(31:52) – Building Around the Vision From recruiting to measurement: design backward from the outcome.(36:55) – Accountability & Quantification Vision is empty without standards, data, and meaningful consequences.(38:44) – Outro & Next Steps Encouragement to craft a vision that motivates, aligns, and delivers results.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.multiviewinc.comhttps://www.youtube.com/user/mvimedia https://www.linkedin.com/company/mviteachers/?viewAsMember=true https://www.facebook.com/multiview.incorporated https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript. Watch out for the next message, every Friday.

Operating an organization as an “integrated, coherent whole” is something most CEOs aspire to have… But it is RARELY accomplished. Not achieving this level of integration causes disfunction, waste and creates a miserable work atmosphere of frustration. It is disheartening… and, like a Natural system, like a human body, it is not healthy.What does it look like when a company functions like a living organism — where every department, system, and person operates in mutual support of the whole? In this dense, highly practical episode, Andrew Reed unpacks the architecture of a truly integrated organization. Drawing from Multi-View’s work with over 1,300 companies, he reveals how high-functioning organizations rely less on talent and more on system design — using compensation, standards, and culture to wire the business together like a central nervous system.This is a masterclass in systems thinking, focused on one foundational truth: fragmentation kills excellence. Reed explains how to build a culture where every action is aligned with purpose, financial health, and long-term quality. From compensation structures to people development and the groundbreaking Multi-View org chart, this episode lays out a blueprint for leaders serious about coherence, accountability, and lasting impact.Chapter Markers(00:00) – Intro (03:34) – What Nature Teaches Organizations Translating natural intelligence into organizational structure and interdependence.(04:58) – The Multi-View Model Defined Dynamic, behavior-based, and results-driven — how MBI redefines quality and performance.(08:38) – Selling Certainty, Not Just Services Why predictable experiences matter more than perfection.(12:07) – Purpose + Financial Reality = Sustainable Culture Why leading with meaning drives the best economic outcomes.(14:37) – System Over Star Talent The most successful companies invest in design, not heroics.(17:43) – Compensation as the Great Teacher How to wire accountability, harmony, and learning directly into pay systems.(23:37) – The War Against Siloing Disconnected departments = a sick system. Alignment is non-negotiable.(28:59) – Rethinking the Org Chart Putting clients at the top, leaders in service, and people development at the center.(36:08) – Objective Monitoring & Radical Transparency Data-driven feedback that eliminates subjectivity and transforms management.(40:26) – The Ten-Two Redundancy System A powerful cross-training model that builds flexibility and prevents fraud.(44:23) – Direct Accountability is Non-Negotiable Why success or failure always comes down to clear lines of ownership.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.multiviewinc.comhttps://www.youtube.com/user/mvimedia https://www.linkedin.com/company/mviteachers/?viewAsMember=true https://www.facebook.com/multiview.incorporated https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript.

What separates the 90th percentile from the rest? In this episode, Andrew Reed explores what it truly means to be an Outlier — not by personality, pedigree, or raw talent, but by the consistent application of what MVI calls the “Best-Known Success Patterns.” These are not theories or trends, but proven behaviors and structures observed in elite individuals and organizations over decades of research and practice.Best-Know Success Pattern (BKSPs) is what MVI is about! We measure 989 data-elements, with 922 cross-calcuations from 1,000 companies on a monthly basis! Then, FOCUS on the 90th percentile to see WHO is operating at the highest levels…then we study, document and communicate this to our clients! BKSPs are always accomplished by a minority of companies statistically and by definition. They are OUTLIERS, living in the extremity of the normally distributed Bell-Curve. The practices can be radically different or subtle. However, they are NEVER popular…at least at first… So being an Outliner is a lonely place! It takes courage! But this is the PRICE of accomplishment and being a real Leader!This message isn’t about shortcuts — it’s about learning to recognize the "patterns" that work and aligning your life and company with them.Chapter Markers(00:00) – Intro (01:09) – What Is an Outlier? Why humans crave uniqueness — and how to aim beyond average.(02:00) – Patterns Over Randomness Nature doesn’t operate randomly — and neither do great companies.(04:06) – Pattern Recognition = Intelligence Learning to read the rhythms of success to make better decisions.(06:44) – The 3 Traits of 90th Percentile Organizations People development, meaning, and compensation done differently.(10:18) – The Bell Curve & The Will to Lead Why average is always crowded — and how to move to the edges.(12:22) – The Three Phases of Innovation Ridicule. Contempt. Acceptance. Why most best practices get rejected before embraced.(17:34) – Why We Resist What Works Unfamiliarity, fear, energy, and the ego — the enemies of adoption.(21:15) – Success Isn’t Permanent Even great systems erode without constant reinforcement and clarity of purpose.(24:56) – MVI Magic Services & Practical Accountability How Multi-View helps embed best practices into organizational DNA.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.multiviewinc.comhttps://www.youtube.com/user/mvimedia https://www.linkedin.com/company/mviteachers/?viewAsMember=true https://www.facebook.com/multiview.incorporated https://www.instagram.com/multi.viewinc/?hl=enMVI Phone #: (828) 698-5885Click here to view the episode transcript.

In the premiere episode, Andrew Reed — founder of Multi-View Incorporated — offers a foundational blueprint for designing an organization that balances profit and purpose. From the tranquil mountaintop retreat known as the Awakened Forest, Reed draws on over 27 years of system-based research across 1,300 companies to illuminate the “best known success patterns” of top-performing businesses. This isn’t just theory; it’s a pragmatic deep dive into what separates the 90th percentile from the rest, from systems thinking to standardization and intelligent compensation.What makes this episode compelling is its refusal to sell anything but ideas. With a philosophical tone and no-fluff delivery, Reed argues that exceptional results are structurally dictated — not magically willed into existence. Listeners will walk away with a broader understanding of how organizational intelligence, data-informed decision-making, and leadership humility create the conditions for excellence. This episode sets the tone for a series dedicated to directionally correct thinking for real-world transformation.00:00 – Intro 01:08 – Meet Andrew Reed Broadcasting from the Awakened Forest, Andrew introduces himself and the podcast’s foundation.02:03 – Best Known Success Patterns Why “best practices” are limited and what defines success patterns rooted in real-world data.07:17 – Purpose, Profit & the 90th Percentile How MultiView measures operational excellence and the value of aiming for the top 10%.10:05 – Systems Over Talent Results come from structure, not just people — introducing the philosophy of “system solutions.”13:14 – Numbers Don’t Lie On the blunt truths that data reveals about your organization — and why emotional honesty is key.16:35 – Standardization & Accountability Essential components of organizational integrity: setting, measuring, and enforcing standards.18:33 – Compensation & Coherence The underestimated power of compensation design and unifying departments to act as one.21:22 – People Development as DNA Outlining the four key people systems: attract, select, develop, and retain.25:36 – Serving at the End of Life How hospice and high-stakes work shaped MultiView’s uncompromising quality standards.28:31 – Truth, Humility & Algorithms Rejecting ego, fluff, and social validation — focusing on truth, humility, and value delivery.33:17 – Pain, Doubt & Directional Correctness Concluding with a call for humility, pattern awareness, and the courage to move toward better.Song: If All the World Were Right - andrew reed & the liberationAlbum: If All the World Were Right (Trilogy II Album 1)Social Media Linkswww.multiviewinc.comhttps://www.youtube.com/user/mvimedia https://www.linkedin.com/company/mviteachers/?viewAsMember=true https://www.facebook.com/multiview.incorporated https://www.instagram.com/multi.viewinc/?hl=en