How do you change company culture when the values of the CEO evolve? 
We all understand that to grow as a company, people need to embrace change. Yet a lot of us fear change because it requires us to work on ourselves. Which is uncomfortable. 
But here is the truth, when you fear change the business will outgrow you and then change becomes inevitable!
Guest Bio: Jason Lippert, President & CEO of LCII
Jason has helped grow the company from $150 million in 2003 to over $5.1 billion  with over 12,000 team members world-wide.
Jason has initiated a cultural transformation within the company known as Everyone Matters. 
To stress a truly human culture in the business, he implemented a Culture and Leadership team who strives to grow the company’s team members through  coaching and working on personal and professional development.
 Problem:  
Changing culture StoryDidn't realize there was a problem until he was enlightened by Bob Chapman's Ted Talk (Truly Human Leadership)
allocating resources to culture development/change
Hired someone to own culture
2013 - 5k people



Challenge today?
A lot of tenured people resistedProduce good results, I don't need to change
Front lines of the business
Show up, get work done, and go home



A lot more personal transformationOne person was in a bad place in her life and was contemplating suicide.
Leadership cared enough to start working with her and demonstrated that they cared. 



Why is this important to the company?
Main driver He was working in a different space, running fast and hard
It felt empty
Praying to god to discover his purpose. 
Mentored by the speaker
Learned that there is a different way to win



Business ImpactMore people decide to show up here tomorrow. Compelling to be here 
High retention
Profitability from $1B-$5B over the 10-year span



Rick’s Nuggets
Core values are driven by the CEO 
How you act filters down

How do we solve the problem? 
Push into changeRequired leaders to get evaluated behind core values
Teaching becomes 
Attrition - terminations, resisting and bowing out. 
Had to exit some high-level leadership positions
Didn't want to be coached or change



88% of people work for a company that feels that the company does not care about themIt made sense to execute on culture that has an immediate impact
A lot of people bowed out
When they replaced the people who did not resonate with the culture did more damage than they realized
Every time a person left the company, people rejoiced
Fear of speaking up- They are always listening



Surprised himWinning more than before but impacting people in the community, people's lives
Transformation of people's family lives because they are treated better
How devastating bad leadership has on people's family lives



Rick’s Nuggets
Make the commitment no matter how much resistance
It has to be REAL 
You have to live the values

Key Takeaways that the Audience can plug into their business today! 
No matter how big, someone needs to own culture and leadership development. As serious as any other function of the business. Telling everyone that this is important to us
Take time to goal set with every person in the business- front-line team members
Brings passion and energy to the business - competitive advantage, people stay longer because they care more.

Guest Links:
LinkedIn: Jason Lippert
Company: Lippert Components
Facebook: Lippert

Host Links:
LinkedIn: Rick Girard
Podcast: Hire Power Radio Show & Podcast
Company: Intertru
Book: Healing Career Wounds - with HireOS Method

Follow the Hire Power Radio Show on LinkedIn. 
Guest referrals: andrea@stridesearch.com