--- title: Our Company description: The story of how we’ve come to see emotional intelligence and the science of choice as fundamental catalysts in promoting well-being in the workplace. --- [![IMG_5058-compressed](https://www.culturesmithinc.com/hs-fs/hubfs/IMG_5058-compressed.jpeg?width=1638&height=1638&name=IMG_5058-compressed.jpeg) ![IMG_5060-compressed](https://www.culturesmithinc.com/hs-fs/hubfs/IMG_5060-compressed.jpeg?width=99&height=99&name=IMG_5060-compressed.jpeg)](https://www.culturesmithinc.com?hsLang=en) # Our Vision., Mission., Purpose., Strategy., Story.,Calling. #### We envision a world where workplaces are hubs of emotional well-being.   #### We believe that when people are emotionally fulfilled at work, they have a positive impact on everyone around them. We therefore seek to enhance our communities by empowering the organizations we serve to send the best versions of their employees home to those communities each and every day. ##### Don’t Miss A Minute of The Journey. If you like where we've been, you'll love where we're going. You may even want to come along for the ride.  Subscribe to our weekly newsletter full of practical emotional intelligence insights and tools. ### CultureSmith Inc. was never meant to be a company. #### In 2005, we started Surch Recruitment Group Inc., experiencing ten straight years of growth. We confronted the same challenges our CultureSmith clients face today. The same growing pains. The same entrepreneurial pitfalls. Felt the same strain on our family lives. We tried the usual advice. The standard 'solutions'. When none worked we felt abandoned. Once we realized help was not coming, we helped ourselves. ### Frameworks that made our brains work.   #### We needed to find a way to make our emotions work at work. So we researched. Learned everything we could about emotional intelligence. Started building frameworks. Those frameworks...worked. Things got better. A lot better. #### We felt like we had a cheat code. An unfair advantage over all our competitors. ![IMG_8745-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Opportunity knocked. We answered.   #### Friends and clients saw us thrive. Asked what we were doing. So we showed them. They returned with questions. Questions became favours; "Can you teach me?". Favours became paid assignments; "Can you teach my team?". Assignments turned into referrals; "Can you help my friend's company?". #### Within 6 months of our 'first favour', Surch Recruitment Group was gone and CultureSmith Inc. was born. ![IMG_8749-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Empathy Met Expertise.   #### Consultants helped us build our first tools. Our expertise has grown in-house since then. Our CEO refined the framework while earning his Masters in Psychology of Leadership. We have logged over 10,000 executive coaching hours, rebuilt more than 100 teams across North America, and revolutionized the traditional hiring process. #### All in pursuit of a world without loneliness. A future where work serves as the catalyst for emotional well-being for **all** people. ![IMG_8747-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### The wake-up call.   #### When we say **all** people, we don't just mean your colleagues. We're more concerned with the people you return home to. That's where this journey began for us. A 360 review one of our CEO's kids gave him. A 'fun activity' he read about on a blog. Learning how his relationship to his work affected her emotions turned out to be anything but fun. #### He holds that 360 in his wallet to this day. Its lesson is held in every tool we've built since. ![IMG_7101-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Vision. #### It created a vision of the world we want. One where work is a source of emotional well-being for all people. Growing emotionally at work to reap the benefits once home.   #### We do not see the workplace as the primary cause of emotional distress. It is however the largest and most undeniable lever for change. ![IMG_8711-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Mission.   #### We pursue our vision by challenging leaders to abandon rules-based cultures emphasizing short-term results, fault-based accountability, and punishment as a motivational tool. #### We reduce their dependency on these tactics by simplifying the adoption of choice-centric cultures that promote autonomy, vulnerability, continuous learning, and personal growth. ![IMG_8712-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Purpose.   #### We believe that when people are emotionally fulfilled at work, they have a positive impact on everyone around them. #### Consequently, we seek to enhance our communities by empowering the organizations we serve to send the finest versions of their employees home to those communities each and every day. ![IMG_8666-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Strategy.   #### Our strategy is simple. Working with others causes emotions. Using these emotions, we help people better understand themselves, unlocking gains for the organization in the process.   #### The prevalence of emotionally draining rules-based organizational cultures combined with the enormous impact of work on a person's psyche, motivate us to transform workplaces into hubs of emotional literacy and psychological well-being, one organization at a time. ![IMG_8713-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Ideal Client. #### We work with scale-up organizations experiencing rapid growth. Large enough to face the miscommunications, trust issues, conflict, and turnover our solutions target, these organizations remain lean enough for their executive team to own the delivery of our programs. #### Leaders who are parents are a special focus, given the added complexity emotion brings to both roles. ![IMG_8752-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Podcast.   #### As a suffix, 'hood' describes a state of being. 'Ship' conveys the act of navigating. #### Dedicated to demystifying emotional intelligence, Leader**hood** and Parent**ship** is the CultureSmith Inc. podcast. #### We make it for leaders who see leadership as more than a title, and parents who see parenting as their most meaningful journey. #### New episodes drop each Tuesday. #### [![6A42490B-D6C1-40B6-BAF9-099622C1C8AA](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=1250&height=468&name=lazy-img-800x500.png)](https://www.buzzsprout.com/1973236) #### [![17d43a8d-a768-4964-8b7d-726d30ee340f](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=1250&height=468&name=lazy-img-800x500.png)](https://open.spotify.com/show/4l6A3X7BHhU8KpODjkWXFm?si=Q3tWzSzvQFS0f5gSeRYShg) #### [![e3794418-cf06-4970-9645-0c8204c6e701](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=1250&height=468&name=lazy-img-800x500.png)](https://podcasts.apple.com/ca/podcast/leaderhood-parentship/id1647450164) #### Key Episodes: #### Episode 01 Discover Your Behavioural Colour and How It Applies to Life at Work and at Home. #### Episode 02 Emotional Intelligence 101: Applications at Work and at Home. #### Episode 16 A Candid Conversation About Bullying. #### Episode 38 What Our Emotions Are Really Telling Us at Work and at Home. ### Our Founders.   #### Entrepreneurs. Experts. Leaders. Recruiters. Coaches. Parents. Our founders wear many hats. Which is why you can trust them to help you better wear each of yours. #### [![IMG_2228](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=2048&height=2048&name=lazy-img-800x500.png) Shane Wallace Founder & CEO, Chief Facilitator “We turn companies into places people care about.” This is the CultureSmith tagline and as the chief architect of the firm’s platforms and programs...](https://www.culturesmithinc.com/shane-bio?hsLang=en) #### [![IMG_2360](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=2048&height=2048&name=lazy-img-800x500.png) Tony Harvie Managing Partner: HireEQ & CareerSmith Tony began his career in recruitment in 2001 working his way up to becoming Director of a multi-national Fortune 500 recruitment firm. He has personally interviewed over 10,000 candidates which has provided him with...](https://www.culturesmithinc.com/tony-bio?hsLang=en) ### Our archenemy.   #### Loneliness [carries the same health risks as smoking 15 cigarettes per day](https://fortune.com/well/2023/06/15/loneliness-comparable-to-smoking-up-to-15-cigarettes-a-day/). Loneliness is more than being alone, though. Loneliness is feeling empty while alone. #### Through deconstructing and explaining emotion, we can help people understand what makes them feel fulfilled. In doing so, we seek to offer tools to combat loneliness, even when work requires people to be alone. ![IMG_8757-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Our Battlefield.   #### And we are nearing 'peak alone'. Demographic shifts, technology growth, and the move to a knowledge-based economy have created a perfect storm. Each force amplifies the next, creating a self-perpetuating flywheel effect, that has forever disrupted how work gets done. - #### Seismic Demographic Shift A significant void in the experienced talent pool has been created by mass retirements of baby boomers (10,000 daily between now and 2029). Using remote work technologies, leaders now tap into senior talent in other markets to fill the gap.   Moreover, they are replacing many departing employees with younger, tech-savvy, flexible employees who push even harder for the adoption of these technologies. - #### Remote Work Technologies As well as enabling remote work, technology automates routine tasks, releasing time for more innovative projects. As remote work technology enables global connectivity, it also increases competition for every company, forcing it to become innovative, just to stay alive.    The knowledge-based economy has arrived, where innovation and knowledge creation are THE competitive advantages. - #### Emergence of Knowledge Economy As more and more routine tasks are automated, companies are forced to differentiate themselves based on how well they acquire, manipulate, and redeploy knowledge to solve complex problems. Besides up-skilling by attracting the next generation of talent, companies must also change their culture and leadership, as existing rules-based approaches hinder creativity, which is now the ultimate key to success...if not survival. ![IMG_8758-compressed](https://www.culturesmithinc.com/hs-fs/hubfs/IMG_8758-compressed.png?width=1638&height=1638&name=IMG_8758-compressed.png)   ### Our Collective Reality.   #### From finding a date to fixing dinner, choice defines the modern economy. To win marketshare you must offer more of it, faster, and with less friction than anyone else. If you fail to do so, someone else will. Autonomy - operating from choice - is a basic psychological need. The perfect storm has flooded all markets with choice.   #### Choice powers our lives. What makes you think it doesn't power your workplace? Changing jobs used to be labor-intensive and risky. Now it's just a click away. Rules remove choice. They don't compel compliance. They create the choice to leave. ![IMG_8763-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) #### To survive the modern economy, leaders need to replace outdated rules-driven cultures with choice-based ones. They turn to us when they realize how complicated 'choice' can be. ### Our Secret Weapon.   #### 'Decide' comes from the Latin 'de' meaning 'off' and 'cide' meaning kill. To decide is to kill off a consequence. Choice is Intentional (one wants to do it), Informed (one knows their alternatives and the risks and benefits of each), and Independent (no pressure or coercion is brought to bear).   #### Without awareness of one's unconscious traits, the ability to regulate impulses, the empathy to understand all outcomes, and the ability to hold all this under pressure, choice cannot exist. Choice requires emotional intelligence. No one delivers emotional intelligence like us. ![IMG_8736-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) #### Organizations dependent on outdated rules-driven methods lack scalable emotional intelligence. Five defining characteristics prevent them from joining their industry's most admired and successful firms. #### The 5 Pillars of Rules-Based Organizational Cultures: - #### 1. Success Is Defined By Outcomes Achieved. Leaders often define success by outcomes achieved. It offers a clear yardstick to measure success and creates a predictable environment.   Yet, for employees working within such a rules-based structure, this approach is emotionally draining. They are constantly judged on their performance, neglecting their uniqueness, creativity, and potential.   Feelings of loneliness increase in this kind of environment. When success is defined solely by outcomes, employees can feel as if they are alone in their pursuits, struggling with an empty, unfulfilled feeling, even when they are surrounded by colleagues.   Business-wise, associated financial costs compound quickly. A demotivated and isolated workforce leads to high employee turnover rates, expensive recruitment processes, and lost innovation potential over time. - #### 2. Rewards (Bribes) & Penalties (Threats) Are Used To Motivate. Embracing the rewards & penalties approach is tempting for leaders. The belief: provide a carrot to chase and a stick to avoid, and you'll guide behaviour.   Despite short-term results, this can devastate employee well-being. A constant cycle of seeking approval and fearing retribution can stifle genuine engagement. These external motivators often overshadow intrinsic motivation, resulting in feelings of isolation.   By working only for rewards or out of fear, they can lose touch with their true passions and sense of purpose. This leads to profound loneliness - a feeling of isolation even in a bustling workplace.   Financially, this approach comes at a price. By not fostering a culture of long-term thinking, the company will miss out on innovation and suffer costs tied to employee burnout and disengagement. - #### 3. People Are Held Accountable To Outcomes. The idea of tying accountability to outcomes resonates with leaders because it streamlines management, pegging responsibility neatly against clear benchmarks. But beneath the seemingly efficient surface lies a potential minefield.   Employees' motivation can be suppressed when their worth is based solely on outcomes. This culture breeds anxiety and apprehension, pushing employees to work defensively rather than collaboratively.   It can also increase feelings of loneliness. If every individual is measured by outcomes alone, the sense of collective purpose fades, leaving employees to tackle challenges on their own, feeling empty even when they succeed.   The stifled creativity, missed innovation opportunities,and heavy turnover that result can have colossal financial costs for companies. - #### 4. Failure Is Met With Judgement & Punishment. Leaders may find it appealing to enforce discipline and maintain order by addressing failure with judgement and punishment. It sends a clear message that performance and success are expected.   However, the adverse effects on employee morale are obvious once you probe beneath the surface. When every misstep is scrutinized and punished, employees find themselves ensnared in a web of fear, stifling their ability to think outside the box.   Loneliness is amplified in this climate. To avoid judgment, employees retreat inward, leading to a workplace marked by caution and solitude, and one lacking in teamwork.   There are a number of financial costs associated with this approach. As well as the obvious costs of high turnover, businesses risk losing the potential breakthroughs that can come from trying and failing in a controlled manner. - #### 5. People Are Praised For Their Talents. Leaders often think that praising talent is straightforward and universally positive. Recognition seems intuitive for boosting morale and highlighting top performers.   However, there's a catch. Praise based on innate talents ignores effort, growth, and perseverance. Employees feel their worth is determined by what they were naturally gifted with, instead of what they can develop.   This can lead to isolation and stagnation. People who don't feel "talented" may distance themselves from growth opportunities, fostering feelings of loneliness and lack of fulfillment.   Financially, companies often miss out on the vast potential of their full employee base, resulting in missed opportunities and underutilization of human capital. Underdeveloped "B Players" leave to become "A Players" in competing firms willing to develop them. #### The 5 Pillars Of Choice-Based Organizational Cultures: - #### 1. Success Is Defined By Progress Toward A Shared Future. The idea that success is measured by progress toward a shared future is more nebulous to leaders, making it harder to embrace than a rules-based approach.   A shared future is often abstract, and progress is difficult to quantify. Employees, however, thrive within this choice-based environment. It fosters a profound sense of belonging and emotional well-being by acknowledging the journey and shared aspirations.   This setting makes employees feel less lonely. Being connected to a larger mission, a part of a collective movement, reduces feelings of emptiness and lack of fulfillment.   Financially, companies that embrace this approach enjoy increased employee loyalty, lower turnover, and innovation increases thatonly come from deeply invested employees. - #### 2. Motivation Is Created By Offering Autonomy. Many leaders struggle with letting go and granting autonomy. It requires trust, releasing control, and believing that employees will succeed when left to their own devices.   However, this leap of faith cultivates a culture of well-being for employees. Feeling in charge unlocks passion and innovation when people feel connected to their work.   Loneliness disappears in this environment. Rather than focusing on isolated tasks, employees are motivated by their intrinsic motivations to connect deeply with their roles and colleagues.   Companies that champion autonomy often are ahead of the curve financially. The ripple effects of heightened innovation, enhanced team collaboration, and a workplace culture that attracts and retains top talent benefit all aspects of the bottom-line. - #### 3. People Are Helped To Account For Their Choices. Helping people account for their choices can be intimidating for leaders. Unlike its rule-based counterpart, this philosophy encourages leaders to nurture rather than dictate, placing their trust in the judgment of their teams. It feels less structured and more chaotic than rules-based approaches.   It pays off, though, by empowering employees emotionally. People feel valued for their intentions, efforts, and learnings, not just their successes.   Employees are encouraged to collaborate, share insights, and take collective pride in their choices as they find themselves in a supportive ecosystem.   This isn't just an emotional victory; it's a proven money maker. Innovative companies that adopt this philosophy reap the benefits of heightened team cohesion and a magnetic organizational culture that attracts and retains talent. - #### 4. Failure Is Met With Curiosity & Education. Many leaders find it challenging to embrace the paradigm shift that emphasizes curiosity and education in response to failure. Unlike its rules-based counterpart, this approach requires patience, resilience, and a belief that growth often comes from failure. In addition, it requires high levels of emotional intelligence, since many failures directly affect leaders. Not responding harshly can appear as if leaders are 'letting people get away with it'.   However, the benefits to employee well-being are enormous. The workplace becomes more secure and trusting when the fear of reprimands is replaced by the promise of learning.   When employees feel safe, they're less likely to feel isolated. This atmosphere of mutual support and collective pursuit alleviates loneliness.   While the immediate returns may be less tangible, the long-term gains are significant. By fostering an environment where mistakes become stepping stones, companies stand to benefit from a workforce that's constantly evolving, innovating, and driving forward momentum. - #### 5. People Are Praised For Their Vulnerability. Leaders may find praising vulnerability counterintuitive. Recognizing vulnerability instead of natural abilities may feel like emphasizing weakness over strength. This however, is where its transformative power lies.   An organizational culture of openness, authenticity, and support is fostered when vulnerability is celebrated. All employees feel seen and understood, not just for their triumphs, but also for their struggles.   The shared acknowledgement reduces loneliness among team members and fosters deeper relationships. This approach is not only emotionally rewarding but also financially wise.   When vulnerability is honored, employees are more likely to share innovative ideas, take calculated risks, and collaborate without fear of judgment. In an ever-competitive market, a culture of trust and innovation offers a significant competitive advantage. ### Our Services.   #### We've channeled our empathy and expertise into three essential services, allowing us to combat loneliness and create emotional well-being by replacing rules with choices: #### [![IMG_8694-compressed](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=2040&height=2040&name=lazy-img-800x500.png) CultureSmithing By defining the choices that define belonging, and revealing the behaviours required to embody them, we create cultures that transcend physical spaces. We allow culture to happen, alone or together, anywhere people work. \[Learn More\].](https://www.culturesmithinc.com/culture-smithing?hsLang=en) #### [![IMG_8695-compressed](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=2040&height=2040&name=lazy-img-800x500.png) HireEQ By quantifying both culture and competence, we bring choice to hiring. Job seekers discover fulfilling roles. Employers uncover engaged contributors. We prevent loneliness and estrangement for all. \[Learn More\].](https://www.culturesmithinc.com/hire-eq?hsLang=en) #### [![IMG_8672-compressed](https://cdn2.hubspot.net/hub/507386/hubfs/CLEAN-images/lazy-imgs/lazy-img-800x500.png?width=2040&height=2040&name=lazy-img-800x500.png) LeadershipEQ By simplifying emotional intelligence, we remove the constraints that inhibit choice. We empower leaders to make people feel safe. Safe enough to embrace the discomfort of coming together to build something that matters. \[Learn More\].](https://www.culturesmithinc.com/leadership-eq?hsLang=en) #### Not sure which to choose? Book a free demo. Regardless of whether you work with us, we will discuss your needs and formulate a plan that places your organization on the path to emotional stability. It’s a choice you won’t regret. ### Our Choices. #### As organizational culture experts we know core values are rarely valuable. Therefore, rather than compiling a list of aspirational words that fail to guide behavior, we determine what easy choices people make when confronted with the problems we solve, and contrast them with the tough choices we commit to in their place. Our identity is shaped by the rigour of these daily choices. You will benefit from this same rigour should you choose to work with us. ### Influence over Inspiration.   #### To achieve our vision, inspiration would be an easy tool to use. To paint a picture of an ideal world. To resort to emotional appeals to convince leaders to listen. Inspiration, however, ignores the trust and concrete strategies required to deal with the complexities and uncertainties that arise when navigating culture-based organizational change.   #### So we choose influence over inspiration. We use our own experiences and expertise to foster trust, encourage vulnerability, and guide action that promotes our vision while also guiding the behaviours required to reshape cultures. This is the only way we will transform the workplace into the crucial catalyst for emotional well-being we know it can be. ![IMG_8721-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Empathy over Acceptance.   #### It is easy to fall into the trap of acceptance as we fulfill our purpose. To work with anyone captivated by our vision. To avoid confronting outdated leadership tactics for fear of losing clients. But without confrontation, the fear, resistance and uncertainty that foster rule-based structures will persist.   #### So we choose empathy over acceptance. We listen beyond the problems we solve to understand the fears that prevent embracing our solutions. Our toolbox includes both patience and pressure, with empathy as the guiding hand that tells us when to use each. Only through this can we contribute to the well-being of the communities we live in by empowering the organizations we serve to send the finest version of their employees home each day. ![IMG_8720-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Simplicity over Creativity.   #### It would be easier to embrace creativity as we build our strategies. To see novel problems as requiring novel solutions. However, this only adds complexity and uncertainty instead of effectively addressing core struggles.   #### So we choose simplicity over creativity. We focus on straightforward, easy-to-understand solutions that directly address real struggles. We create clear frameworks that are easy to adopt. As a result of simplifying processes and solutions, we can transform workplaces into emotionally intelligent environments, aligning with our strategy to use work-based challenges to promote lasting change. ![IMG_8722-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) ### Expertise over Ambition.   #### It would be easier to embody ambition as we pursue our mission. Becoming so consumed with our cause that we challenge leaders and push for rapid change so we can take it to as many organizations as possible. In addition to alienating those who require more support, this approach overlooks the nuances of cultivating a choice-based culture.   #### So we choose expertise over ambition. We deliver lasting change. This is not about acquiring expertise, but imparting it. To turn our client leaders into experts so they may continue to use the tools and systems we provide, long after they graduate from us. In this way, we'll see rules-based approaches permanently abandoned and replaced with the more nuanced and effective choice-based approach to organizational culture our expertise first revealed. ![IMG_8723-compressed](https://cdn2.hubspot.net/hubfs/507386/CLEAN-images/lazy-imgs/lazy-img-800x500.png) #### You’ve learned who we are, who we serve, and why. You’ve learned about our quest to turn work into a source of well-being and how we’ll combat loneliness as we do so. You’ve learned about choice and the power it has to transform everything. Now you're left with a choice. Book a demo call with us and learn if you should join us, or click away and rejoin the status quo.  #### It’s not the only choice you’ll face today. Stanford researchers discovered we make roughly 35,000 each day. #### Just think of the last time you drove somewhere only to forget how you got there. Now think how many choices you made while driving. When to tap the break. When to change lanes. What to have for dinner. #### The bulk of our choices are unconscious. Which is largely why teams fall apart.  #### Think about the most recent mistake you made. Did you choose to make it? Did you sit down and map it out? Did you survey all your options so that when you made the mistake it caused maximum stress for others? #### Of course not. But that does beg the question. If we don’t choose to make mistakes ourselves, then why do we react to others as if they do? #### These are the types of simple problems we solve for leaders each day. Simple problems that carry massive consequences. #### So while the choice in front of you is just 1 out of the 35,000 you will face today, we argue it is one of the biggest. So we’re going to offer one last bit of perspective. #### 1% of 35,000 is 350. If you were given insight that improved 350 more of your choices tomorrow than you will have today, would your life improve?  #### If you were given insight that improved 350 more choices each day for the rest of your life, how much would your life improve? #### If every person in your company was given insight that improved 350 of their choices each day, how much would your company improve? #### Maybe one of those 350 choices would be to show empathy in the face of another’s mistake. Maybe that would inspire others to ask a question they otherwise wouldn’t out of fear it would be seen as a mistake. What would happen if that took hold and spread?   #### The only way to find out is to book a call. The only thing that should keep you from booking that call is if after everything you’ve seen to this point, you don’t feel we can help you get 1% better.  #### The choice is yours. ##### Contact Contact - (403) 809-1321 - info@culturesmithinc.com ##### Take Action Take Action - [Follow Us on LinkedIn](https://www.linkedin.com/company/culturesmith-inc-/) - [Listen To Our Podcast](https://www.buzzsprout.com/1973236) [![IMG_5058-compressed](https://www.culturesmithinc.com/hs-fs/hubfs/IMG_5058-compressed.jpeg?width=150&height=150&name=IMG_5058-compressed.jpeg "IMG_5058-compressed")](https://www.culturesmithinc.com/?hsLang=en) Copyright © 2025 CultureSmith Inc.