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 steps

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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.”

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 customers

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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 fourth installment on compensation from the mountaintop, Andrew talks about how CEOs must cross the fear barrier, brand the 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 Upside, insisting on frequent and immediate payouts so that pay teaches cause-and-effect. He shows how a simple System creates Owners who self-regulate. Expect straight talk on BPUs (business prevention units), why salary/hourly are greedy systems, and why you must set a clear profit standard—then iterate without weakening accountability. What's the result: trusted leadership, fewer people paid well, higher quality, and 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 upside

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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-off

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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 liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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 forward

Song: If All the World Were Right - andrew reed & the liberation

Album: If All the World Were Right (Trilogy II Album 1)

Social Media Links

www.mvi.life

Official Website: www.multiviewinc.com

YouTube: https://www.youtube.com/user/mvimedia

LinkedIn: https://www.linkedin.com/company/mviteachers/?viewAsMember=true

Facebook: https://www.facebook.com/multiview.incorporated

Instagram: https://www.instagram.com/multi.viewinc/?hl=en

MVI Phone #: (828) 698-5885

Click 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.”