The Scrimmage, LEARN TO WIN Podcast, has reached its 50th episode! To celebrate, we have made a montage to capture some of the most memorable moments and topics discussed. Tune into Part 1 of our 50th episode celebration for a look back at key insights and takeaways surrounding core values and how to make work #FUN!

  • 3:17 – How strong values set companies up for success with David Chinsky
  • 4:38 – Making core values behaviors with Lisa Mcleod
  • 5:18 – Creating a GREAT working environment with Derek Lundsten
  • 6:04 – How to create a STRONG team with Todd Staples
  • 8:08 – Connecting through shared values with Todd Staples
  • 10:35 – Giving yourself permission to play with Kathy Gruver
  • 12:10 – Loving what you do with Jon Dwoskin
  • 15:20 – Why there is no such thing as a dumb question with JT McCormick

Full Transcription:

Todd: [00:00:00] [00:00:00] so  Derek 50 episodes in the season, it’s been awesome. 


[00:00:04] Derek: [00:00:04] It flew  by Todd, 

[00:00:06] Todd: [00:00:06] right? I mean, it really did, like I remember every dozen or so checking in like, wow, we’re almost to 20. Oh my gosh 40 , it really does move fast and it’s been really fun to do this with you and.

[00:00:18] I can’t explain to people listening or watching who have never done a, an activity and exercise in creating a podcast and interviewing people. But we have met some of the most fascinating people on this journey. 

[00:00:31] Derek: [00:00:31] It’s been an amazing year in terms of the conversations we’ve had and people who had the opportunity to meet and talk with and learn about I’ve enjoyed every conversation and learned so much personally from that process.

[00:00:44]Todd: [00:00:44] So for this 50th episode, we’ve broken this into three distinct, categories reflecting on the three  topics that came up most during the show. And I thought it would be fun to see, start with [00:00:55] insights about fun and learning and core values, because that’s literally what attracted me [00:01:00] to scrimmage and to working with you in the first place Derek. And before we even dive into the insights, it’d be a good opportunity for you to share a little bit about the scrimmage core values and how they came about and what they stand for and how they’ve shown up for you during this process.

[00:01:17] Derek: [00:01:17] Sure. So my overarching building scrimmage has always been to create an environment where people want to be, where they choose to be, where they are inspired to come to work every day, to get better and to serve our clients and our partners. And that it feels alive. It feels like people are growing and it feels like there’s purpose.

[00:01:36] And I find that that’s fun and I’ve always felt it important to create an atmosphere. That is fun that people enjoy and that when they leave the virtual office that we’re now in, or what was at one time, an actual office that they go home and they feel excited to some extent, even about even when things are challenging, they’re looking forward to the next day.

[00:01:56] and even when things are challenging, they’re looking forward to tackling that and moving [00:02:00] to the next phase of whatever it is and that they enjoy working with them. The people in an organization that make it worthwhile. 

[00:02:06]Insert Todd transition

[00:02:07]Krista Gargone: [00:02:07] Hi, my name is Krista Gargone and I am an associate manager with scrimmage. I really enjoyed David Chinsky’s perspective on shared values within an organization. I love this because it makes connecting with your team more efficient and effective when everybody’s on the same, the page.

[00:02:26]David Chinsky: [00:02:26] values are incredibly important. They can amplify. The clarity of a mission and a vision statement. You have great mission vision. If your values aren’t very wholesome, then it’s not really going to create the outcome or the future that you want.

[00:02:40]. Companies organizations that have a, a strong set of shared values, outperform organizations that have weak values on profitability on, on growth. And so values are, are the hard stuff. And if we don’t get them right, we’re going to have a hard time connecting with, with [00:03:00] our, our stakeholders.

[00:03:01]Insert Todd Transition

[00:03:02]Lisa Mcleod: [00:03:02] purpose is why your organization exists. It’s the impact that you want to have on customers. Your core values are the way you behave. And one of the things I always say about core values is they shouldn’t be easy.


[00:03:17] Oftentimes we find that organizations do have already have core values.  sometimes they’re great and we don’t need to do a thing more often than not.

[00:03:27] They have eight or nine and we need to get them down to three or five. And we need to make them behaviors that’s where core values come in is they provide the behavioral templateThat’s how you create that level of personal responsibility.


[00:03:43]Derek: [00:03:43] you know, and mean from a practical business standpoint, it’s about creating a place where people can show up and be passionate, where they can be adaptable to change, where they can build efficiencies. and really just get better, right. Really improve and create a standard for accountability that people know that we’re, we’re building something excellent.

[00:03:59] meaningful, [00:04:00] something that they can be proud of, showing up and doing their best, but also that they know they’re celebrated and are having a good time. And that’s really what I’ve always wanted to be a part of and the environment that I’ve really tried to help create. And, I’ve been fortunate that we’ve had great team members and great partners and, people on this journey with us.

[00:04:16] And so I think the podcast has just been. The external example of what we’ve always been building here at this company. And so that’s been really, really cool. 

[00:04:27] Todd: [00:04:27] Yeah. And I got to tip my hat to you, even though you’re the one with the hat today that you I’ve done such a great job of attracting those type of people.

[00:04:36] And I think there’s a few different approaches to that. Like you have, probably one of the most well known. Books around this is Jim Collins, good degree. And he talks about getting the right people on the bus, and then you figure out what to do. but even before that, you can either ,choose I’m going to pick and set in stone, all the core values of the company.

[00:04:56] And then pick the right people that match those values and then let them make decisions [00:05:00] or it can be a little more organic. And then once you get this, this group together that do share some values, then you decide, what are we going to build? Where are we going to? Where are we going to point the boat?

[00:05:10] Right. So you’ve done a great job with that. And one of the things I have always. Seen and experienced myself that when you create those strong core values and you step up and you share them every single day and every meeting and every all hands get together, they’d be great. I’m so ingrained in everybody’s mind and in their actions that the core values make the difficult decisions at the company.

[00:05:33] So if there is challenge times, maybe COVID-19 comes up and you have some really difficult decisions to make. You can rely on the core values. And kind of, you know, cut away the external stressors and you just say, well, this is a value. So what is the decision we should make based on these values, not based on what we feel right now for frantic and maybe worried.

[00:05:57] so you’re doing a great job with that. So I think that has [00:06:00] attracted the right client, the right people on the team and the right people to the podcast. 

[00:06:06] Yeah, man, I thank you for the feedback and, and, you know, again, it goes back to the whole team. That’s I think the whole effort is that we’ve everybody shows up and they live them.

[00:06:14] Right. And I think that’s really what the draw is, is when you have a group of people that are. Insane and going in the same direction with those values, that’s how you change the world. Right? And I’m one of those crazy people that thinks we can change the world for the better. 

[00:06:27] So I love it. I love it. And that’s it nicely dovetails it to the guests.

[00:06:32] we didn’t share this at the beginning of the podcast process, but when we were prepping and laying the foundation. We sat down and we reviewed the core values. And then we reviewed a bit about our, market that we want to be more focused on and just more engaged.

[00:06:48] And we put together a two part email campaign. They’d specifically targeted the types of people who were in the right role and in the right industry, but more so than that, that [00:07:00] they had three or more shared core values. And we kind of sniff that out based on their social profiles and some other technical ways of doing that.

[00:07:10] But when we did the outreach, the response was outrageous. We had 82 people book interviews in the first week and it was just overwhelming. Yeah. So, and that’s why every single guest that we’ve had on the show, even the ones that we thought might not be a fit at first 

[00:07:28] were spectacular. They were 

[00:07:29] really amazing how much of a fit they were with the way that we see the world and the vision we have for the future of learning and having fun at work and mobile and remote training.

[00:07:40] I mean all this great stuff. so just reflecting on the process itself. It has been such a great journey. And we now have, we have strategic partners, who’ve come out of it. We have potential clients. We have, made more of an impact on our current client base and been able to share great information with them.

[00:07:58] That’s relevant. so [00:08:00] let’s dive in and maybe you can comment on a few of your favorites. Moments from the show. 

[00:08:05] Derek: [00:08:05] so I don’t even know where to begin on a favorite moments. I mean, we’ve had so many great guests, I mean, truly, and, and, and so over so many different segments, right? To your point, there’s overlap in different areas, right?

[00:08:15] From the corporate side to the academics, to the personal coaches, to corporate leaders. I mean, it’s been, it’s been over the map and I just think that each one of them has brought, their own life experiences, their own business experiences, their own personalities to the conversation. [00:08:30] I mean, I come back to a couple back to the idea of fun.

[00:08:33] Right. We’ve had a couple that were really fun. So, I mean, I think back to. Um, to Cathy, you know, that was up Kathy Glover was just on a couple of weeks ago. We talked about improv, right. And the idea of, the, our work being a stage and being able to, you know, improv it at work and have fun with just trying new things and making adjustments ended up the community and the relationships that, I mean, that’s, that’s one that’s come up for me.

[00:08:53]Todd: [00:08:53] let’s jump into Kathy groovers quote and hear what she has to say about having fun at work and not taking yourself so seriously. [00:09:00]

[00:09:01]Kathy Gruver: [00:09:01] one of the things that that I do is I teach improv skills and to me, I, you know, turn it if I’ve got 10 minutes in between clients and I want to just relax for a second, because I think as much as we concentrate, we also have to decent trait.

[00:09:14] And I think we forget to do that. We forget to. Put the work aside for a second, I’m very type a, East coast or go, go, go driven person. So I have to remind myself to play. I turned on whose line is it? Anyway, you know, to me, that is the most fun and it’s great communication skills.

[00:09:29] It’s that? Yes. And it’s that building? It’s that reincorporation. So I’ve taught people in corporations how to work better in the corporate culture with that kind of play. [00:09:38] we so often think of work as this very serious thing. And we forget that it doesn’t have to be that weighty. We forget that we can lighten up a little bit at the office and, and, just relax into what we’re doing. 

[00:09:49]Kathy Gruver: [00:09:49] And. I think it’s about giving ourselves permission to do that because other people look at play as, Oh, you’re wasting time. What are you getting done today? [00:10:00] And I think we have to let that judgment and that input from other people go and just, just be, you just do what you need to do to take care of yourself.

[00:10:06]Derek: [00:10:06] John Dwoskin, we talked about purpose. I think that goes back to, 

[00:10:10] Derek: [00:10:10] The same thing when you’re doing purpose aligned work, it’s a lot of fun. You feel fulfillment that it’s fun to be fulfilled doing, knowing that you’re doing something aligned with that. I think that that was a key piece that came through through that is that when people are doing work, that they’re excited about it’s not quote, you know, you’re never working a day in your life.

[00:10:26] Right. And I think that that’s something that a lot of our guests have resonated with throughout, the 50 episodes that, that we’ve done. 

[00:10:34] Jon Dwoskin: [00:10:34] [00:10:39] for those who are listening, you know, do your best to determine what you’re good at? I think to have fun at work, you really just gotta be able to have your voice and do something that you love.

[00:10:50] And if you don’t love what you do,  find what you love. And some people will say, well, I need the money. I need the security, I need this, but that’s, that’s true. [00:11:00] But You can also continue to stay on a path to find what you really love and, and, and you, and you deserve that for yourself.

[00:11:06]Derek: [00:11:06] I loved the episode with JT   mcCormick, I mean, he’s got an amazing story. That guy just there’s this energy.

[00:11:12] I mean, and he’s now working, helping people to amplify their stories. I mean, that guy story alone is just fascinating. I received a ton of value just from him as a leader in terms of how he shows up in the same level around his values and the way that they’ve used that and the subtlety of that and the specific things that he does and the way that he communicate.

[00:11:30] those have been, there’s been a huge,

[00:11:31]Todd: [00:11:31] Let’s definitely listen to some wisdom from JT, because if you haven’t listened to that episode, JT McCormick was the son of a pimp and had I believe 25 siblings, if you can even fathom that. So listen to what JT has to say about having fun at work and really stepping into your authentic self.

[00:11:53]JT McCormick:

[00:11:55] I’ll give you an example with us internally. One of our company principles is [00:12:00] ask questions. Why that one is so near and dear to me, because I’m the one that added it to there. I have built a career out of asking questions to this day. I will sit in meetings and again, I’m sitting in rooms with people that have gone to Harvard and again, all the, all the credentials.

[00:12:20] And so they’re the writers I’m around a bunch of creatives and intellects. They’ll use vocabulary words that I have no clue what they’re saying. It’s all like, wait a minute. Timeout. What’s that mean? And I do for two reasons. One, because I don’t know what the hell they’re talking about because I want people in the room to see that’s what I mean by ask questions.

[00:12:41] Someone challenged me on this. They said, I put in there, there is no such thing as a dumb or stupid question. Shout out to mrs. D deck. My third grade teacher who taught me that, but someone challenged me and they said, JT, that’s not true. And I go, okay, how so? They said, what about the [00:13:00] person who asked the same question over and over and over?

[00:13:03] I said, The dumb or stupid person is the person who keeps answering the same question over and over and over. Because obviously you’re not explaining yourself this person’s not getting it, or they just don’t care either way. It’s not the person asking the question over and over. That’s dumb or stupid.

[00:13:20] It’s the person who’s answering it. So to your point, I’m big on asking questions. Something I do believe has to come early. In in life where we express to our children, the youth in school, no question is dumb. You know, with our organization, people come on their first week of onboarding. This is, this is factual.

[00:13:45] Most companies, we all know this. You can get higher for asking too many questions. I expressed to people in their first day, you can get fired here for not asking enough questions. If you make a mistake, because you’re so [00:14:00] prideful that you didn’t want to look dumb, you can’t be a part of this tribe. You gotta go.

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