Can Competition Ruin the Culture: with Jessica Novich
Ever worked somewhere that felt like a leaderboard instead of a team? If you’ve ever felt tension around competitiveness at work—or wondered how some teams manage to make it energizing instead of exhausting—this episode is for you.
In today’s conversation, Sarah and Bill welcome Jessica Novich, COO of Full Tilt Logistics, a fast-growing family-run company where three of the five leadership team members have high Competition in their CliftonStrengths—and she doesn’t. Jessica brings a refreshing take on how family, fun, and feedback can turn competition into connection, and how strengths-based coaching helped transform potential tension into team trust. Whether you work with family, lead a competitive team, or just want to build a healthier culture, you’ll walk away with insights, laughter, and ideas to apply right away.
🔥 7 Main Takeaways:
Competition isn’t inherently toxic—but it must be coached and contextualized to help a culture thrive.
Jessica’s harmony and positivity balance out high competition in her leadership team, showing how complementary strengths matter.
Working with family adds complexity—but can also deepen trust and communication if the roles and vision are clear.
Fun rituals like cornhole tournaments and “Monarch of Brokerage” awards turn competitiveness into camaraderie.
Coaching and strengths awareness help surface misalignment before it turns into resentment or silos.
Every strength can be a firework or a dumpster fire—self-awareness is the difference.
Culture trickles down from the top; how leaders use their strengths directly influences how people show up at work.
💥 Sound Bites:
“Competition doesn’t ruin cultures—unmanaged competition does.”
“You can walk out of a job, but you can’t walk out of family.”
“My first reaction to your org chart was fear… and also fascination.”
“We work hard, play hard, and sometimes fight hard—but always come back to trust.”
“I’m not strategic, and that’s okay—because someone else on the team is.”
“If you can leverage competition to build community, not a leaderboard, you’re doing it right.”
“We’ve created a workplace where it’s okay to be blunt—and that honesty keeps resentment low.”
“I show up to meetings like, ‘Good morning!’ even when the tension’s high—and that changes the tone.”
“My positivity and harmony are like bubble wrap around the sharp edges of competition.”
“I oversee HR and I have Harmony… which means write-ups are my personal nightmare.”
“We crowned someone ‘Most Likely to Clap When the Plane Lands’—because culture should have a sense of humor.”
“Our culture works because we put people in the right seats and actually understand what they need.”
“Sometimes, the competition shows up as subtle ranking… and sometimes it’s a full-on cornhole trophy.”
“My husband has Harmony and Competition in his top five—and honestly, that’s a mystery I’m still trying to solve.”
“Strengths don’t ruin culture—misalignment and miscommunication do.”
Bill's Top 10 CliftonStrengths
1) Individualization
2) Developer
3) Activator
4) Woo
5) Restorative
6) Empathy
7) Harmony
8) Connectedness
9) Relator
10) Learner
Sarah's Top 10 CliftonStrengths
1) Positivity
2) Woo
3) Communication
4) Harmony
5) Activator
6) Developer
7) Input
8) Individualization
9) Responsibility
10) Arranger
Official Strengths On Fire Website: https://strengthsonfire.transistor.fm
GET MORE FROM BILL AND SARAH:
Bill's info:
https://billdippel.com/
https://www.linkedin.com/in/williamdippel/
https://www.instagram.com/billdippelcoach/
Sarah's info:
https://www.wearecollinsco.com/
https://www.linkedin.com/in/sarahcoachcollins/
https://www.instagram.com/sarahcoachcollins/
Transcript
Bill Dippel (00:01.656)
Good morning, good morning, good morning, Sarah, how are you?
Jessica Novich (00:01.805)
Thank
Sarah Collins (00:05.624)
Wow, I'm doing great. Thanks, Mr. Dipple. How are you?
Bill Dippel (00:09.782)
I am, I'm perfect. got a golf, I got a tee time coming up in, in about three hours. I got to hit, I know I got to hit some sunshine.
Sarah Collins (00:15.706)
I love that for us. I'm going to a pool party in like three hours.
Bill Dippel (00:21.143)
Are you keeping up with stick? You are on Apple TV? Are you make?
Sarah Collins (00:24.428)
No, I'm a few episodes behind, so don't spoil anything.
Bill Dippel (00:27.572)
I'm not. won't talk about it for you. know how it is. I don't want to I don't want to spoil anything. just I'm just impressed you're watching a golf show knowing that.
Sarah Collins (00:34.36)
It's not a golf show. It's a drama comedy on Apple TV Plus. It just happens to involve golf.
Bill Dippel (00:39.214)
It's a golf show that happens to have drama comedy on it is really what it is. So, OK, well, we'll agree to disagree on this one. But I feel I feel safe in saying it's a good it's a good ride. His swing is great. They found an actor that definitely had taken some golf. So.
Sarah Collins (00:45.868)
Agree to disagree.
Sarah Collins (00:57.838)
Yeah, it's a good compromise for us. You know, it's a good show for the two of us with you and the golf and me and the drama comedy of it all.
Bill Dippel (01:00.618)
It is. It's a...
Right, right, because I'm going to have a hard time getting into Shadow Daddies and you're going to, you know, you won't, you know, you won't follow me into watching the PGA tour. So, OK, you know, I think it's a good. Yeah, it's a good one. Speaking of good compromises or interesting questions, your question today, you're ready for this one?
Sarah Collins (01:10.47)
You
Sarah Collins (01:16.934)
That's right. It's a good compromise.
Sarah Collins (01:26.799)
I'm ready.
Bill Dippel (01:28.824)
Do generations think boomer, millennial, Zs really work differently? Are they different in CliftonStrengths? Or is it all just hype?
Sarah Collins (01:39.654)
such a good question. OK, well, I love talking about generations as we know. Absolutely right. And so, OK, so here's a fascinating thing. I don't know if we've talked about the podcast, but because I love thinking about generations, I'm always reading and listening and watching things. And you know how we have had a debate about the cutoff for Gen X and boomers for you, right? Well,
Bill Dippel (01:45.049)
Hmm. I know. I know. Cause you misrepresent me all the time. Go ahead. I'm listening.
Bill Dippel (02:04.685)
Yeah, yes, yes.
Sarah Collins (02:09.229)
I have heard the reason that it's so confusing is because they don't do generations by years. There's not like a set frame of years that marks one generation to the next. It's the technology and how the people in those ages are influenced by the technology, which is why it's so wishy washy because there's a lot of subjectiveness in determining what makes one generation different than the next.
Bill Dippel (02:19.319)
believe that's correct. Yeah.
Bill Dippel (02:28.141)
Mm-hmm.
Bill Dippel (02:36.653)
Sure. Sure.
Sarah Collins (02:36.653)
right? And how the technology impacts them, which I think is just a fascinating thing to think about. In terms of CliftonStrengths, I don't know that I've ever seen a difference. And I have, I've worked with Boomers, Xers, Millennials, and even Gen Z. I recently just worked with a family. We did a 13 year old, a 15 year old, and a 17 year old. So I, this summer spent a lot of time with Gen Zers and I see every mix of strengths.
Bill Dippel (02:41.964)
It is.
Sarah Collins (03:05.867)
in the generations. I couldn't say in terms of Clifton strengths that I have seen and I don't know if they have data points on this and if they did if they would share them with us like certain strengths come up more or less. What do you think?
Bill Dippel (03:21.439)
I so the Gallup newsletter that us as coaches get frequently and some of the larger report I do actually and some of them I know, you know, every now and then there's a lot of great data in there. And again, we I'm just saying and every now and then they do touch on on the the generational differences and some of the ways that the generations need to be.
Sarah Collins (03:30.264)
you read those? sorry.
Sarah Collins (03:37.285)
good, there probably is. Please tell me more.
Jessica Novich (03:41.464)
you
Bill Dippel (03:50.09)
Approached for specific types of work quite often they work it around the idea of Different generations look at remote work differently which ones really bind to it which ones don't I? Experience the way I look at it is and in my coaching component. I generally find it makes no difference we I get so much interest in different ways from every one of the generations and so many
of the categories and themes that we work with. And I have specific instances in my mind where I have boomers that I'm working with that are experiencing the exact same problems with certain themes that I have some Gen Xers and some millennials working on. And I have some millennials that will look at me and say, I think our entire generation is lazy, which I think is a stereotype. But they're saying it about themselves.
Sarah Collins (04:34.565)
Mm-hmm.
Jessica Novich (04:40.216)
you
Sarah Collins (04:42.595)
Also, I think that's not true at all. They're wrong, but sure.
Bill Dippel (04:45.513)
And I don't and I don't yeah, I don't necessarily agree with that, right? And I do I do find that people like to lump it in that category. And that's why I asked you people really like those cutoff lines and the ability to feel like, hey, I understand something about you just because of this very broad tactical component. And I just don't find that to be the case. I find it gets really blurry around.
Sarah Collins (05:06.725)
Hmm.
Sarah Collins (05:11.321)
now.
Bill Dippel (05:14.217)
around all the generations and with some minor exceptions around maybe thoughts and you know, I've seen a bunch of themes right now about what is it the the gen z stare Have you yeah, right and I you know that that blank stare i've even used it over time So i'm not certain that I don't think we can give it gen z status per se i've somebody's asked me a question and i've been like
Sarah Collins (05:26.285)
Yes!
Sarah Collins (05:40.997)
I find that hard to believe.
Bill Dippel (05:41.761)
You know, again, yeah, maybe me too, but I do, yeah.
Sarah Collins (05:45.657)
think to your point, I think kind of like where they make the cut off with the generations about technology, I think we typically see the most differences in the generations when it comes to how we use and interact with technology and therefore how we interact with each other. Like I think you can tell when you think about texting versus FaceTiming versus emailing versus, you know, slacking. I think the way we use those
Jessica Novich (05:46.305)
You
Sarah Collins (06:14.25)
is different depending on our generations. Right. I think that the way that then like even the internet, think it's fascinating how, you know, it took the Gen Xers and Boomers a long time to get on social media and to start using smartphones. But now I almost feel like they're more addicted than the young people. The two groups I think who use their phones the most are Boomers and Gen Zers. And I think the Xers and the Millennials are like, hey, are you guys OK?
Bill Dippel (06:16.426)
Yeah, yeah, yeah.
Bill Dippel (06:34.483)
I'd say that's fair, yeah.
Bill Dippel (06:39.453)
Yeah, that's probably fair.
Bill Dippel (06:44.832)
Everything all right? And then also, right?
Sarah Collins (06:47.214)
That thing is not glued to your hand, just so you know. I I saw my mother-in-law screen time one time and I was like, don't you have a job? Like, why did you have your phone so long?
Bill Dippel (06:59.894)
How is that happening? Well, to put a final point on this before we jump into the main topic today, the technology we're using right now, I've given you credit multiple times as I was both of us were asked, we should do this. And I was like, I dragged my feet until a younger generational person came along that really kind of spurred it on. But when I talk about why I do it now, it's not because I'm afraid of the technology, it's because I'm afraid of letting you down.
or letting our guests down, which is again a relationship theme that spans all of the generations. So in that, yes, I see the punctuations around technology. But again, my point, the themes carry through pretty consistently through the generations as I see it. So, yeah, yeah. All right. Well, with that, we're going to we're going to bring another generational person in on the podcast today. So I am.
Sarah Collins (07:30.243)
Yeah.
Sarah Collins (07:47.736)
Yeah, same.
Bill Dippel (07:58.157)
Always thrilled when I get to work with a guest that I get to know pretty well Jessica is someone that I have worked with quite a bit here in the Reno area her and her family run a amazing logistics company and one of the reasons I was Super excited to work with the company is I love working with family-based companies because there are dynamics around themes and communication and being together That are different for families I find
You know, you can't you can walk out of a job, but you're never going to walk out of the family per se. So that I like that dynamic and I like the ability to work with. So I pitched myself really hard at full tilt when when we started talking and I use that as exactly why I wanted to do this. And Jessica is part of that family. And so we're going to hit a different question. We're going to rehash an earlier question a little bit, but we're going to come at it from a different spin. But Jessica, I'd love for you to come on.
come on the show, tell us your top ten and then tell us what you do for Full Tilt Logistics.
Jessica Novich (09:04.695)
Yeah, thanks for having me on. So my top 10 is positivity, arranger, responsibility, belief, relator, developer, harmony, communication, connectedness, and an includer. And I am the COO at Full Tilt Logistics. And so I kind of have, play a lot of different parts and wear a lot of different hats.
Bill Dippel (09:25.162)
Excellent.
Bill Dippel (09:30.334)
including the podcast specialist that comes on when asked, right?
Jessica Novich (09:33.791)
Now I am on, now I'm a podcast girl, yeah.
Bill Dippel (09:35.914)
You are. You're the podcaster on it. So, yeah.
Sarah Collins (09:36.388)
That's right. Put it on your resume, podcast, check. And you're coming at us with six relationship building themes, three executing themes and one influencing themes. So heavy in that relationship domain.
Jessica Novich (09:39.435)
That's right.
Bill Dippel (09:41.28)
Yeah, and...
Jessica Novich (09:47.605)
Mm-hmm. I'm-
Very heavy. Which after I did this, I was like, wow, you know, it really makes sense why I love relationships and I love building them. Mm-hmm.
Bill Dippel (09:52.33)
Yeah. And I.
Bill Dippel (09:59.487)
I am the relationship person. Sure. Absolutely. And we, we talked earlier today about your, how you feel around having some consistency in your life. You tend to be a consistency person and we see that arranger is number two in your world where I need it. You know, I want to put it in this specific mode and make it happen, but also I can pivot. There's some flexibility in arranger. Would you say that's fair?
Jessica Novich (10:12.663)
very.
Mm-hmm.
Jessica Novich (10:20.395)
Mm-hmm.
Jessica Novich (10:25.013)
Yeah, I definitely think I can pivot. do just love a schedule. I'm very consistent on the things that I do in my life. I find that if I have something that I do, I consistently do it same time, very routine. But if I do have to pivot, I am able to do that as well.
Bill Dippel (10:43.596)
Nice, nice, excellent. So I also did a lead with the family at Full Tilt so that people understand the depth of this family at this position or at this company. Can you just broad stroke us with who's in what position and what relation they are to you?
Jessica Novich (10:50.091)
Mm-hmm.
Jessica Novich (11:03.241)
Yeah, so there's five of us. So it's myself, my husband, Chris, my sister-in-law Tiffany, brother-in-law Nick, and then Nick and Chris's mother, my mother-in-law Cindy. And my husband Chris.
Bill Dippel (11:20.244)
Right?
Sarah Collins (11:20.472)
Just wait one second. Ew! We just have to pause to put punctuate that. That is putting the fam in family business.
Jessica Novich (11:24.183)
A lot of family. Yeah.
Bill Dippel (11:24.242)
That's a family business right there.
Jessica Novich (11:31.048)
Mm-hmm, really is.
Bill Dippel (11:31.328)
that really is. Yeah. And I've had the joy of working with every single one of them. Touch on what their roles are positions for me.
Jessica Novich (11:35.741)
Yep. Yeah, so Chris, my husband does the asset division. So actually the trucks that are running. Tiffany hits up the warehouse and distribution and then Nick does the brokerage. Cindy was our CFO. She is slowly trying to retire. We're trying to get her out. And then I hit up like kind of the HR and the accounting and I do some of the TMS, the software marketing. And so I'm kind of in all three essentially. Yeah.
Sarah Collins (11:43.118)
Mm-hmm.
Bill Dippel (12:02.271)
Yeah, wow. That's a lot of hat.
Sarah Collins (12:03.792)
Wow, I have so many questions for you.
Jessica Novich (12:05.822)
So, yeah, that's why I'm here.
Sarah Collins (12:10.371)
I feel like I know that we're going to get into this today, but like my initial reaction is fear. I feel like that seems like a lot to deal with. Not only are you business partners with your spouse, which I think is really hard because you can't go home and leave work at home at work because work and home are the same. But then you add your brother-in-law, your husband's brother, your brother-in-law and his wife.
Jessica Novich (12:30.614)
Hmm.
Jessica Novich (12:38.646)
Mm-hmm. Mm-hmm.
Sarah Collins (12:39.883)
And then your husband and his brother's mother. I mean, I know that's what all those words meant, but I just would like to, I just feel like it needs to point it out because I just feel like that's holidays, right? Birthdays, going home, vacations, Sunday night dinners. mean, work is home, home is work, even extended. All of those people are in the cookie pot. So tell me about that. How is that? How you doing?
Jessica Novich (12:44.362)
Yes.
Bill Dippel (12:48.011)
yeah.
Jessica Novich (12:49.44)
Yeah.
Jessica Novich (12:55.126)
birthdays, Sunday night dinners if we do them, you know? Mm-hmm.
Jessica Novich (13:08.628)
Yeah, you know, honestly, it's pretty great. mean, definitely it's not always like rainbows and butterflies, but for the most part, it's pretty awesome. I think we do a good job of coming to work and then we really try and separate it like outside of work. Sure, there's instances where things come up and we're talking about it at a table, but you know, sometimes Cindy's husband or if my parents are there like, okay, that's enough, you know, like.
We're here with family, like, let's leave it, you know, stuff. And we try and be mindful of that. But I think, you know, where it's really awesome is there's zero trust issues, right? We're all in this ownership role together and we're all, you know, we have the same goal, the same vision in mind, and the trust part is there. So we're not having to, you know, wonder. The trust issue is the most important part, in my opinion. It's one of the biggest things that make us successful and thrive.
Sarah Collins (13:35.01)
Mm-hmm.
Bill Dippel (13:36.619)
Ha
Sarah Collins (13:45.537)
Yeah.
Jessica Novich (14:04.599)
Not only that, but we've done a really good job about putting the right people in roles that maybe we're not as good at or we don't understand. And so the people that we've put around us have really, you know, helped us get to where we are now. But family, it's fun. We tell people that, you know, and they're just like, whoa. And you're like, well, I get it. But I think we've been doing it for, you know, almost 10 years, over 10 years, 11 years. And so now it's just what we know, you know.
Bill Dippel (14:04.799)
Yeah.
Bill Dippel (14:18.687)
Yeah.
Sarah Collins (14:18.978)
Yeah.
Bill Dippel (14:26.079)
It's.
Bill Dippel (14:33.621)
Well, Sarah, Sarah asked that or came in saying my initialization idea was fear. How, how is this? I mean that, and I get that would be spooky working with that when coming into this, when you started this like 10 years ago, was there trepidation? Did you guys talk about that or did you just, we're going to figure it out as we go and dive in.
Jessica Novich (14:43.122)
Yeah.
Jessica Novich (14:50.55)
you
I definitely think it was we're going to figure it out as we go. Kind of thing. And then we all kind of started at different times. So Nick and Tiffany started the company in 2014. I came on pretty immediate. I had just had my first son, my first born, and wasn't really doing anything at the time. So they kind of needed some help. So I jumped in. And then Cindy was actually on her way to retiring. God bless her. And then they brought her back on to be the CFO. So now she's back wrapped in.
Bill Dippel (14:55.691)
Thanks.
Jessica Novich (15:22.258)
And then Chris actually came on a few, probably a year and a half later, he sold his practice for financial advising and jumped on. So we all kind of staggered on when we came on and we all understood what the expectation was and that we were all gonna be very much meshed together in this company.
Bill Dippel (15:38.827)
Nice. I kudos to you and the family to do that. Yeah. Sarah, I cut you off.
Jessica Novich (15:42.484)
Yeah. Yeah, thank you.
Sarah Collins (15:46.291)
And I have to imagine we're here today because our big debate question for the great strengths debate is can competition ruin the culture? And you, as we just heard, do not have competition in your top 10. In fact, competition comes for you at 18. So this is not something that you personally have, but from what I hear, some other in the company slash the family, they do lead with competition. Is that true?
Jessica Novich (16:03.338)
in.
Jessica Novich (16:11.126)
Mm.
Mm-hmm. It is. Nick, Tiff, and Chris all have competition in their top 10, and two of them, I believe it's in their top five. Yeah. So it's high for all three of them.
Bill Dippel (16:22.175)
their top five. Yeah, yeah. So I think that makes this a fascinating question for you because competition doesn't necessarily ruin cultures. And we had a fantastic discussion previously with Brandon about competition and he thinks it's a superpower. We are really curious and want to talk to somebody that has to experience it day in, day out, especially in both a family dynamic and an office dynamic.
Sarah Collins (16:25.281)
Yeah.
Jessica Novich (16:30.101)
Mm-hmm.
Jessica Novich (16:52.127)
Mm-hmm.
Bill Dippel (16:52.747)
How does that play out for you? So from that competition component, do you think it ruins cultures? Do you think it's a superpower? Where do think that sits for you?
Jessica Novich (17:03.482)
I, you know, it's interesting because I think there is two different, and I don't think it's ever a terrible thing, but for instance, if we're having, you know, we have shareholder meetings or ownership meetings, so we're all in there together and maybe we're analyzing the three different entities, the warehousing and distribution, which Tiffany hits up, the asset side, which Chris hits up, and then the brokerage, which Nick hits up, and then here I am, I'm kind of floating in all three, I work kind of with everybody.
But when we start analyzing a specific company or maybe pointing out things that could be going better or anything, you kind of see the person that runs that company just get a little bit, not defensive, but just kind of like, hey, well, all right, you know, and that kind of varies in all three. that, and it's just interesting because when you're in it and you have other people outside of it, you point out maybe things that could be going a little bit better. But when it's your lane, you tend to get a little bit more, well.
Bill Dippel (17:58.911)
and somebody else is pointing it out for you.
Jessica Novich (18:00.626)
Exactly. So, and that's kind of always interesting to see, but in, would say, longevity wise, it turns out to be a good thing, essentially, you know, and I think we all realize that because when you're in it so deep, maybe you need an outside perspective to kind of show you or talk to you about, these are things that I'm noticing, or, know. So I think that that's a good, and I will say like when we're all together and because we're under one umbrella and looking at maybe like a competitor.
Sarah Collins (18:09.09)
Hmm.
Jessica Novich (18:28.371)
and you have that competition, that's where it's really wonderful because, we're, okay, well, that company, we can do that. So that's where that really brings it out, I would say. So I don't know that it would necessarily ruin the culture. I think that there's certain instances where it can get a little bit heated, but I think that overall, I think it's a huge asset.
Sarah Collins (18:30.21)
Mm-hmm.
Sarah Collins (18:45.686)
Mm-hmm.
Sarah Collins (18:49.174)
Well, and I'm curious how you show up in the mix because you don't have that competition and you have high harmony. So do you find yourself being the peacekeeper between these high competitors?
Jessica Novich (18:53.766)
Mm-hmm.
Jessica Novich (19:01.983)
I feel like I'm, yes, a peacekeeper in a lot of instances. Yeah, I'm just, you know, I have my opinions, but I'm really kind of just even keeled. don't really, I don't try and get too fired up, you know, which I think actually, am I, who else? I think Chris has high harmony.
Bill Dippel (19:06.302)
Are you Switzerland? Is that what's happening?
Jessica Novich (19:24.789)
Yeah, but I don't think Nick and Tiff are high harmony.
Bill Dippel (19:24.906)
Maybe he Let me look real quick.
Yeah, Chris has harmony number four.
Jessica Novich (19:31.039)
which honestly, I love him, he's my husband, but that shocks me a little bit.
Bill Dippel (19:37.071)
Ha
Sarah Collins (19:38.243)
Well, it's interesting to have that high harmony and high competition. I have a client who has both of those and I love, know, strengths are a puzzle. The way that they show up is a little bit different for everyone. And we even as coaches don't know exactly what do two strengths next to each other look like because for each person it looks different. And so it is fascinating though, when you are a coach and you're talking to someone and they have kind of those, what we think of as contradictory strengths.
Jessica Novich (19:38.399)
Which...
Jessica Novich (19:49.429)
Yeah.
Jessica Novich (19:55.998)
Mm-hmm.
Jessica Novich (20:05.084)
Mm-hmm.
Sarah Collins (20:05.164)
to see how they show up because yeah, someone with high harmony like you who has all like five other relationship building themes around it, that's probably gonna look different than your husband who has it with competition and I don't even know what other strengths. And so, you know, that though is probably the way you use that harmony is going to just inevitably look different and to see like.
Jessica Novich (20:27.827)
Mm-hmm.
Sarah Collins (20:28.662)
how it comes up because harmony not only can be the peacekeeper but can want everyone going in the same direction, right? Like let's get everyone on board. So like it makes.
Jessica Novich (20:36.969)
And that's true for him, I would say. He's definitely the one that's trying to, like, put the ship in the same direction, you know what I mean? Like, steer everyone the same way. That's definitely, I would say, a quality that he has for sure.
Sarah Collins (20:43.786)
Mm-hmm.
Sarah Collins (20:48.374)
And I'd be curious, does he have that sort of, again, totally speculating here, but because he has competition, I'm just gonna make some big, broad speculation strokes. Like if he has an idea of what he thinks can elevate the company, then he's like, hey, we should do this. Everybody get on board and come with me this way because this is the way that we can win.
Jessica Novich (21:10.705)
Mm-hmm. It's a very accurate speculation.
Bill Dippel (21:12.97)
And Sarah good good pick from far away with not seeing it he has responsibility number two and significance number three So I mean that gives you that we are gonna make this better right our name will be on this building it will it will be As good as we can do and then he rounds it out number five with futuristic So he definitely tends to he likes thinking about where it's going and how to get you there Jessica that that's a that is a superpower Chris brings to that but I
Sarah Collins (21:14.498)
I love that, for me.
Jessica Novich (21:17.245)
Yeah.
Sarah Collins (21:20.706)
Mmm, mm-hmm.
Jessica Novich (21:25.492)
Mm-hmm.
Jessica Novich (21:38.037)
Yeah.
It totally.
Bill Dippel (21:42.826)
I want to touch on another one here because Sarah brought this up in a really good way and that was all that competition and then your harmony kind of sits back and has to kind of work with that. So I get the joy of working with Tiffany frequently. I find Tiffany really amazing, but Tiffany is activator communication, woo competition, command and maximizer all in her top 10 all influencing themes.
Jessica Novich (21:50.025)
Mm-hmm.
Jessica Novich (21:53.749)
Mm-hmm.
Jessica Novich (22:10.257)
Mm-hmm. Super high influencing.
Bill Dippel (22:11.911)
The only other parts she has is futuristic as number three, but then she has positivity, ideation and adaptability. So there is a ton of orange in your CEO position. And then we look at your arranger and your and your harmony and there and where we start and where we start working together. And then in another way, your your relationship is by marriage, not by blood.
Jessica Novich (22:21.619)
Mm-hmm. Yes.
Bill Dippel (22:41.831)
So that could also have a subtlety play here. when you hear those parts of Tiffany and you know and work with her so closely and so frequently, how does that sit with all of those relationship themes that you built?
Jessica Novich (22:45.279)
Yeah.
Jessica Novich (22:56.927)
I think, you know, I love working with Tiff and we were very different and I think the way that we work, right? She does have a lot of influencing and you can see it. She has the ability to influence people to kind of do what's needed. You know, her sales skills are incredible. You know, she really can pitch something great and she's very likable. You know, she's wonderful. So for me, I enjoy working with her.
My thing is I'm not going to go and talk to somebody and convince them on why they should, you know, do something or that's just not me, but I'll go talk to somebody and, you know, build a relationship. And, you know, and that's where the different strengths that I've learned really come into play. We all have a different part that we bring and when we kind of do it together is where we really succeed. Yeah, so and I think that that's the, you know, for me, it's been the best thing about working with you is that
Bill Dippel (23:48.232)
smart.
Jessica Novich (23:54.921)
before this, you didn't realize what our assets were and how our assets played in to the business. And now that I think that we are diving into that and we have now these tools, we're able to take it and run with it and understand like, okay, well, I'm not strategic. I don't think I have hardly any strategic and that's fine. I understand that. Yeah, and that's...
Bill Dippel (24:17.571)
You do not. It doesn't even start until 15 on yours.
Jessica Novich (24:21.832)
That's okay, I've never really been a strategic person, you know, but teaming up with someone who is strategic or, you know, that's where this has been incredible for us and has really given us just kind of, you know, given us tools to really succeed and understand that, you know, just because we're not great in something doesn't mean that we're not great somewhere else.
Bill Dippel (24:24.627)
Totally.
Bill Dippel (24:43.815)
Yeah, and and working with your team, you guys are phenomenal in so many ways. The model that we used to come into full tilt was we started with the C suite and the family and we worked on family dynamics and upper management dynamics. And how do we communicate? We even went through a goal setting and alignment tool early on with your team that said.
Sarah Collins (24:44.161)
Yeah.
Jessica Novich (24:55.316)
Mm-hmm.
Jessica Novich (24:59.88)
Mm-hmm.
Bill Dippel (25:08.349)
how do you feel? What do you want to be in X number of years? But also, do you feel you're hitting on all of these cylinders? And we actually got some very different results from different members of your C-suite, which is great because we can now vet those out. know, some of you had ideas in different ways about your long-term goals and your short-term goals and where you might sit. And it's great that we can sit in a room and look at each other's strengths.
Jessica Novich (25:17.287)
Mm-hmm.
Yes.
Jessica Novich (25:29.491)
Yes.
Bill Dippel (25:35.323)
and see what, she's going to come at this from a relationship point of view and we can talk about this aspect that we see very differently. And now we know why we see it differently. That's been a really powerful coaching moment with Full Tilt for me from a coaching point of view. Do you find those moments of clarity really helpful?
Jessica Novich (25:39.252)
Mm-hmm.
Jessica Novich (25:43.6)
Mm-hmm. Right.
Jessica Novich (25:49.822)
Yeah.
Jessica Novich (25:55.153)
I think they're hugely helpful, especially we don't we never would have had this information or known any of this You know and I think to see the different You know that when we did like the lot the five or the five-year goal or like all of that And you see it on paper for different individuals it kind of is just like whoa, okay like some align and some are just Really different you know and I think it was good too because we also did that with like the management team Which we I don't think we've seen yet
Bill Dippel (26:15.465)
Yeah.
Jessica Novich (26:24.328)
But so I'm very excited to get those back as well and just see how much aligning there is or are we like way off, you know? So it'll be interesting to see that. But yeah, no, I agree. think it was really great to see those on paper and kind of get everyone's aspect, you know, different perspective. Because there was things that we thought... that's...
Bill Dippel (26:31.623)
Yeah.
Sarah Collins (26:44.043)
There's a train. I have a train in my neighborhood. I don't know how it's never gone by before when we've been recording, but we have a train in our backyard.
Bill Dippel (26:45.225)
Was that a train somewhere?
Bill Dippel (26:53.385)
Do you, Sarah, do you live near a train track? That was impressive, so.
Jessica Novich (26:56.413)
Yeah
Sarah Collins (26:58.849)
Sorry for the rude interruption. Choo choo train. Imagine it coming by at three in the morning.
Jessica Novich (27:00.592)
Yeah. gosh.
Bill Dippel (27:00.905)
That was really good. I love the sound of a good train, so no complaints.
Jessica Novich (27:08.965)
Yeah.
Sarah Collins (27:09.057)
Don't worry when we bought this house, they said, don't worry that train track hasn't been active in decades. And then months after we moved into this house, they were like, we're actually going to start running the train on the track again. I was like, cool, cool.
Bill Dippel (27:14.306)
Never, never see it.
Jessica Novich (27:14.607)
gosh.
Jessica Novich (27:20.934)
Love that.
Bill Dippel (27:21.671)
Right right when it was right when you signed on the dotted line So Jessica and so that our listeners know yes that same survey that we did with the c-suitors What we do traditionally with a company of this size is we then go down to the directorship and give them the exact same assessment some subtle wording differences around management non-management But it is asking the majority of the same questions around the same frameworks and then from a coaching aspect once we aggregate those because those are
Jessica Novich (27:24.52)
Yeah.
Sarah Collins (27:24.641)
That's right.
Jessica Novich (27:28.126)
Mm-hmm.
Bill Dippel (27:50.195)
Confidential we don't we don't just share them with management because we want them to be very honest about where they feel there are really good points and maybe some rough spots at working for full tilt and then once we aggregate those that gives us a wonderful view of how management sees how everyone's working and how the next level of management sees it the Directorship and when you're in perfect alignment, some of my companies are that way. They've really they've they've worked that way now we know
Jessica Novich (27:53.236)
Mm-hmm.
Jessica Novich (28:10.901)
Mm-hmm.
Bill Dippel (28:19.27)
We heat map it so we know where what the least common is for both of you. And then that's what we attack first when they don't align. And I would say that's about half of the time when they are completely out of alignment. We've got a lot more work to do up front. We've got to get the messaging consistent from upper management to lower management so that we're all aware of what our what our strong points are and the things that we're going to start working on. So it's a.
Jessica Novich (28:21.78)
Where? Mm-hmm.
Jessica Novich (28:34.292)
Right? Mm-hmm.
Jessica Novich (28:44.222)
Mm-hmm.
Bill Dippel (28:45.434)
I love that tool because it very valuably shows what you and your group are bringing and what maybe the rest of the company is bringing.
Jessica Novich (28:52.574)
Well, and I mean, we've only been our brokerage is 11 years old. The transportation side is eight and the warehousing is now three. So the amount that we've grown in such a short time, you know, we've put people in positions, promotions, management that maybe have never managed before or, know, and that's why this has also been so helpful to kind of understand, like their strengths and other individual strengths that they're managing and how to treat those people and what they need. That's like my favorite thing. Like, what do I need?
you know, that tool, that sheet of paper that for everyone, yes, like that is, that's been extremely helpful because you now just understand what people need to be successful and what they also bring to be, you know, and that's been a huge tool for us thus far alone. So it's been great.
Bill Dippel (29:25.094)
Yes, the I bring I need sheet. Love it.
Sarah Collins (29:43.989)
I'm curious, because you've got these folks in high level positions with competition, do you feel like at times they're secretly ranking each other, even if no one says it out loud? are they overtly competitive? You you sort of mentioned sometimes when we're talking about different peoples, like departments or areas, they can be, you know,
Jessica Novich (30:07.005)
Yeah.
Sarah Collins (30:09.99)
little defensive or you know thinking about like their area I'm just wondering do you do you think that there is like secret ranking of like who is the best? Are they overtly saying that? How does that like come out?
Jessica Novich (30:14.931)
you
Jessica Novich (30:21.843)
I that the nice thing about working with family is there's a lot of honesty. I definitely think, yeah, there's times when it's like, well, we're rocking and rolling over here. And secretly, sure, maybe. But we're very blunt about things to each other, especially in a room with all five of us.
Sarah Collins (30:28.564)
Mm-hmm.
Jessica Novich (30:48.551)
You know, it's funny because sometimes we're all in there and you have the two married couples. You know, you got me and Chris and then Nick and Tiff and, you know, naturally married couples kind of team up. It's just how it is sometimes. Then you just have Cindy like, no, like calm down, like stop. You know what I mean? The Cindy's like in that case, yeah, she turns into like the peacemaker, like the ref, like, well, you know, so there's been a few of those that are, you know, looking back, it's comical, it's not.
Sarah Collins (31:06.538)
She's got like referee everybody.
Jessica Novich (31:17.683)
probably very comical at the time, you know, so stuff like that. But I think that there's definitely that need of competition, like obviously like wanting to perform the best or wanting, you know, to be in that. think that there is some of that. But like I said, it's a blunt deal. That's the good thing about the family. There's no really hidden secrets or, you know, everything's kind of on the table.
Sarah Collins (31:19.931)
Right, right.
Sarah Collins (31:40.8)
Do you think that influences the culture at large then? Do you think that the rest of the organization has sort of an openness, playfulness with each other is the way the family acts at the top kind of trickle down to everybody for the overall culture?
Jessica Novich (32:02.224)
Yeah, and I think that's something that we're super proud of is that we do kind of mess around with each other and have fun. It's a really tough industry. mean, the trucking industry is not for the faint of heart. There's a lot of issues, problems constantly. So, you know, our mentality is honestly, it's cliche, but like we play hard and we work hard and we do like to have fun. And that does trickle down to the entire organization, you know, when we're not against that, because you have to have.
Sarah Collins (32:26.176)
Mm-hmm.
Jessica Novich (32:28.871)
You have to have fun in this industry, you know, and we still work hard, but there has to be a little bit of a lightness to it, you know, or it'll eat you up. And we have, go ahead.
Sarah Collins (32:37.898)
Does, I was just gonna ask, are there any rituals that you have in place that has been inspired maybe by those more competitive folks about, know, like, do you do like game plays, you know, when you have team get togethers and things, or is it kind of competitive focused?
Jessica Novich (32:58.353)
Yeah, so we do a company picnic like once a year. It's actually in September. It's a big, we run out of huge space and we have a cornhole tournament that gets pretty, pretty aggressive, very competitive. And we actually get a trophy for it and whoever wins the trophy is on their desk. And it's, it's a big thing. We also just started like the monarch of brokerage. So someone gets crowned every week.
Sarah Collins (33:11.955)
Yeah.
Jessica Novich (33:26.555)
you know, who's really performing. it's this email goes out, we bring everyone in, there's like three coworkers say something about them. So that's pretty neat. We do fun stuff like that. just started, we do like a quarterly luncheon. And we just decided our HR director, Danny, and then Katie, who's actually worked with Bill quite a bit, kind of set up, you know, most likely, I just won most likely to clap when the plane lands.
Sarah Collins (33:27.048)
Nice.
Sarah Collins (33:33.888)
Mm-hmm.
Sarah Collins (33:56.512)
like superlatives. Yeah.
Jessica Novich (33:56.52)
So we do that every quarter for three people, which has been super funny because they're just so random off the wall and then people will vote on who that person is. So I don't like flying, so that was pretty accurate for me. But so stuff like, we try, but it does fall under a lot of competitiveness for sure. So. Mm-hmm.
Bill Dippel (34:09.639)
Yeah.
Sarah Collins (34:10.452)
nice.
Bill Dippel (34:16.187)
Yeah. Yeah.
Sarah Collins (34:16.785)
Yeah, you could see that at the top there at bleeding down and actually it sounds like it's been a way to bring levity lightheartedness connection to the overall organization that competition.
Jessica Novich (34:24.487)
Mm-hmm.
Jessica Novich (34:28.199)
Yeah, and the culture we've created is truly amazing and it's something that we are really proud of.
Bill Dippel (34:33.745)
Yeah, and I echo that because as I've worked with you, your culture is something that's drawn me in. As I said, I was really excited to start working with Full Tilt knowing that family dynamic. But another thing that brought me in and had me grab me right away was I think either our first or very early on one of our meetings, you told me that our company culture is to hire from within. We want everyone here to be family and moving up.
Jessica Novich (34:45.137)
Mm-hmm.
Jessica Novich (34:58.963)
Mm-hmm.
Bill Dippel (35:02.391)
in the family rankings. So we will always try to hire from within and then fill at the bottom instead of, you know, bringing in outside and up high and then and have that mesh and fit and just having that thought process of having people that we know and have been in the role and allowing them to feel. have to assume for all of that relationship and harmony that you're building.
Jessica Novich (35:23.569)
Mm-hmm.
Bill Dippel (35:30.043)
that as a key part of what you bring and what you love about Full Tilt.
Jessica Novich (35:35.059)
Yeah, I mean, the fact that we have so many connections and people that have known each other outside of Full Till and that are now working together and to see them work together, you know, we've had relationships spark that have turned into marriage and we just they just had their first child together. We have people that are married in different departments that, you know, it's just been friends of friends for years that have come on. And we've just seen that referral process just really work.
great for us. And it just adds to that kind of family dynamic and this fun culture because people are so comfortable around each other. So that's been for me. I mean, yeah, the people that we have at Fulltile is my biggest pride, honestly.
Sarah Collins (36:21.565)
Yeah, yeah, you can hear that in your voice there. Does I'm curious thinking about the competition. Are there departments where there is embedded competition? I'm just thinking of like numbers, metrics, status. Is there any of that built into sort of the fabric of the way people do their jobs or not?
Jessica Novich (36:22.459)
It's been awesome.
Jessica Novich (36:48.603)
I'd say it's hard because the different departments are so different on like what they're working on, kind of what they're doing. You know, the brokerage, they're basically contracting carriers to move freight. you know, they're negotiating rates with carriers constantly. Whereas like the asset side, you know, we pretty much have set rates with customers. We're just trying to provide and same with brokerage, like the service aspect of it. And then warehousing and distribution, you know, they're obviously
Sarah Collins (37:12.511)
Mm-hmm.
Jessica Novich (37:17.041)
docking, moving freight out of trucks. The nice thing is that they all work together. It's like the three legs, know, so we might, trans is probably moving a load for the brokerage side that needs to get transported to the warehouse to get unloaded or, you know. So it's like a cohesiveness. So if they all work together, so they want to all succeed together. So there's not, in that aspect, there's not really, it's more of a unified.
Sarah Collins (37:22.355)
Mm-hmm.
Sarah Collins (37:37.524)
Mm-hmm.
Sarah Collins (37:47.081)
Mm-hmm.
Jessica Novich (37:47.151)
instead of more of the competition driven, I would think there between the divisions.
Sarah Collins (37:51.251)
Yeah, really a we versus me.
Bill Dippel (37:51.899)
Yeah, think the two times we've talked to competition, Sarah, I can't get anyone to say competition's a bad thing. keep hearing, I know. And I don't think any of them are bad, right? I think they're all very workable and coachable moments. I just like, Jessica, hearing your instances of where competition from a long-term point of view has been really helpful, really. But we've all seen, especially family dynamics when competition, you
Jessica Novich (37:54.643)
Mm-hmm.
Sarah Collins (38:00.23)
I know, stop trying!
Jessica Novich (38:14.663)
Yeah.
Bill Dippel (38:21.016)
steps on each other. I do cornhole tournaments, right, with my family. It gets pretty heated. I'm sorry, Sarah, bags or what is it? Bags. Yeah. Yeah. We had that debate earlier. Yeah. Darn it. We ruined it all. And we...
Jessica Novich (38:24.828)
Yeah.
Sarah Collins (38:28.562)
Yeah, we call it bags. Yeah, but I know what you mean.
Jessica Novich (38:30.169)
not cornhole, okay.
West coasters.
Sarah Collins (38:35.644)
Yeah, you think we would call it cornhole since we have all the corn here, but we call it bags. It's like redundant to call it cornhole, you know?
Bill Dippel (38:41.926)
That's a good point.
Jessica Novich (38:42.406)
Yeah. Yeah.
Bill Dippel (38:47.888)
And I think we can all resonate a little bit with that competition and family even in a work environment that's non-family baked right where we're the divisions are having a little bit of Ideals around where we go what we coach around a lot in that when there is competition across those can be silos and the idea of silo components within a company
Jessica Novich (39:00.754)
Mm-hmm.
Bill Dippel (39:16.902)
Do you find that something you have to keep an eye on at full tilt or do you feel that that the way that you're talking about transpo coming from and bringing it to the warehouse that breaks down that silo effectively for you?
Jessica Novich (39:30.322)
So yeah, as far as silos, so the question for that, I'm not fully understanding.
Bill Dippel (39:38.437)
So yeah, silo, would be a, yeah, does transportation sometimes wall themselves off so that they're, you they don't want to communicate with X, right? Or does warehousing sometimes want to get in a knife fight with brokerage? Because this is right. yeah. Yeah.
Jessica Novich (39:40.572)
Like the specific entity? Like, mm-hmm.
Jessica Novich (39:48.311)
Jessica Novich (39:53.297)
I mean, so, okay, yeah, I understand that one. Yes, there has been some heated instances for sure. And that's where we've had, well, I'll tell you a little story. We actually had an instance where we were in Canada and I don't know, Canada, bridges are on kilometers.
We're no longer in the US, we're not working with feet. And one of our drivers miscalculated the bridge and drove the truck under the bridge, which essentially took off the entire part of the trailer. And this trailer we were hauling was a customer of the brokerage. So in that instance, yes, you have that sales rep for brokerage wanting to knife transportation.
Sarah Collins (40:32.954)
no!
Bill Dippel (40:47.652)
Yeah, yeah, look, transpo, yeah.
Jessica Novich (40:50.032)
Yeah. So stuff, mean, definitely there are huge instances that will kind of have headbutt together, you know, and especially when you got the two guys at the top, Nick and Chris, you know, cause now we're an instance where there's a claim and there's two parties involved. Do you have the brokerage party and the transportation party? Well, who's going to pay this claim? Right. So that's where this is. That's where these get dicey.
Sarah Collins (41:06.012)
Mm-hmm.
Jessica Novich (41:19.61)
is there's a little bit more tension because nobody wants to pay a claim. So how do we come to an agreement on how we're gonna do it, things like that. So this is where, and there's instances same for warehousing. If there's freight that maybe gets damaged on a truck or because they didn't strap it correctly on, and then maybe that's a contracted carrier with the brokerage.
Bill Dippel (41:24.88)
Great.
Sarah Collins (41:24.904)
Right.
Jessica Novich (41:45.232)
So yeah, there's a lot of instances within that can things can go wrong and it kind of, you know, there's some headbutting going on between the entities.
Bill Dippel (41:55.185)
Sarah, what do you think? Does our debate question come around to starting to add to this?
Sarah Collins (42:01.458)
Well, I think what I am hearing is if you can leverage your competition in your organization to build community.
Bill Dippel (42:10.406)
That's a point.
Sarah Collins (42:11.646)
instead of making it feel like a leaderboard, I think that that is where you will find the most success. And this is a great segue actually into our LinkedIn poll for this week. The question was, can competition ruin the culture of a team or a workplace? And 67 % said yes, if not coached or guided. 25 % said not if used wisely.
8 % said only when values clash and 0 % said no, it drives performance. So I think what we're really hearing there is it's gotta be managed just like every theme, okay? There is no theme that can go kind of unchecked.
Jessica Novich (42:46.61)
You
Sarah Collins (43:01.052)
I think that's what we're learning this season in the debate is it really depends on the coaching, the team, the mentoring around the themes. And so what I hear is, know, Jessica, obviously your team has brought in Bill, you all have been getting coached, you know your talents, you went into this family org and realizing that, you know, let's all get on the same page about what we're doing here and who we are and what talents we bring.
Jessica Novich (43:08.036)
Mm-hmm.
Jessica Novich (43:27.206)
Mm-hmm.
Sarah Collins (43:30.012)
And because of the talents and that high competition, sounds like you have used maybe intentionally or unintentionally the competition on the leadership team has influenced a wonderful community feel, a family feel for the entire organization, right? The friendly debates, the playfulness, actual, you know, the cornhole tournaments, all of that things, it helps infuse togetherness.
Jessica Novich (43:30.13)
Mm-hmm.
Jessica Novich (43:47.666)
Yes.
Sarah Collins (43:59.1)
which I think competition can do a lot.
Jessica Novich (43:59.366)
Yes, and I agree with that. And I think a lot of it too is that because the competition, we've created this kind of vision on where we want to go too. And we've kind of spread that down, I think, into the organization as well. So I think for us, yeah, there's moments where it's been a little bit tense. But overall, I think that it's been an asset for us.
Sarah Collins (44:22.587)
Yeah, yeah. And of course, I'm sure there's people out there who work with competition where it's not the same. I'll give you an example. This is this is a family example and a professional example. But my husband has competition at six. And it is a like a story of legend in their family, in his family of origin, that on holidays they would play Monopoly. And guess who would often flip the board? My husband.
Bill Dippel (44:49.957)
Hmm.
Sarah Collins (44:51.483)
because that competition, right? So there's like, and now it's funny, because now everyone's adults and grown up, you know, and he has managed that. But like as a young child, he would get mad and flip the board, right? When it wasn't going his way. And I see this in my seven year old son. He cannot lose to save his life. Like every time he loses, he is in tears.
Jessica Novich (45:04.283)
Mm-hmm.
Sarah Collins (45:14.715)
And it reminds me of what Brandon Miller said, if you go to episode four for season two, we talked to Brandon Miller about competition as well. And he, I think, said something along the lines of, if competition can't win, they don't even want to play. And I see that in terms of game play with my son, who hasn't managed it. And I know that my husband had it before he was old enough to develop and grow to manage it. And I think about if you were to look at that in a workplace.
Jessica Novich (45:33.412)
Mm-hmm.
Sarah Collins (45:44.071)
how it could come out if it wasn't managed.
Jessica Novich (45:45.681)
Mm-hmm. Managed. Mm-hmm. Yeah. I think about my son, too, now that I'm like, well, when we play, like, Madden or the show and I'm winning, he just will, like, accidentally be like, oh, it turned off. And I'm like, what? Maybe that's what he's doing. He's shutting it off because he doesn't want to lose.
Bill Dippel (45:48.62)
Interesting, yeah.
Bill Dippel (46:00.547)
I kicked the Xbox. I don't know what happened. Yeah. my God. That's funny.
Sarah Collins (46:03.269)
Yeah, exactly. It's so funny. And it's interesting because I'm similar to you, Jessica, where I have positivity and I have harmony and I have all these strengths where I literally couldn't care less if I win or lose. I never play expecting to win. And that's also just from like a lifetime of losing.
Jessica Novich (46:05.893)
me.
Jessica Novich (46:14.971)
Mm-hmm.
Jessica Novich (46:22.801)
Yeah. Well, and it's interesting too, because I was a collegiate athlete. I played softball at the University of Nevada. And in that setting, I felt like I was pretty competitive. So when I got my strengths back and I saw that, was like, dang, really? Which is interesting. But in the workplace, I don't feel that need in the workplace. But in softball, I did.
Sarah Collins (46:29.435)
Okay.
Bill Dippel (46:49.78)
yeah.
Sarah Collins (46:49.874)
Yeah.
Jessica Novich (46:50.821)
It's been interesting to see, yeah, positivity. And I can clearly say, like, I'm the one that comes in and, good morning, like, very bubbly, you know, and so, and I try and be bubbly with everyone. So that's why sometimes the low harmony, I'm like, don't...
Sarah Collins (47:01.414)
huh.
Bill Dippel (47:06.009)
Yeah, yeah. And I always, I love my days where I have to call Jessica and we're going to talk about other things and work on it because I'm going to get a dose of positivity in that morning. You know, it's always a, it's always really fun. And also I don't want to leave Tiffany out of that mix too. Tiffany has positivity high as well. Bubbly, bubbly. But when it comes down to getting down to work, right? Tiffany is on it.
Jessica Novich (47:11.631)
Yeah.
Yeah
Jessica Novich (47:21.782)
she's very bubbly. Yeah. huh. Yeah. Totally. Mm-hmm. Can turn it on.
Bill Dippel (47:30.529)
And all of those influencing themes rise right to the top. You know, you had said, I don't want to be the one convincing somebody. I'm the one that will build the relationship. yeah, I did. I did a speech at a at a logistics conference up at TMCC, and so did she. And boy, watching her get on stage, I will convince everybody in here about what we do well and how I how I've done it. And, you know, our process, she did great. She was phenomenal. And.
Jessica Novich (47:37.399)
No, but she will do that. Like, she will convince.
Jessica Novich (47:48.483)
Yeah. Yeah. And she killed it. Mm-hmm. Mm-hmm.
Bill Dippel (47:58.243)
She mentioned build up all strengths coaching as part of the process. So I couldn't, you know, I didn't want to, I couldn't dog that. That's pretty phenomenal. But, yeah. And watching her, the way that both of you use your positivity differently, hers is definitely wrapped in an orange wrapper being used while yours definitely has that blue field to it on, on, I'm just going to keep building the relationships and taking them in. And she's using them to, guide and push and make the rudder. So yeah.
Jessica Novich (48:01.186)
That's true.
No.
Jessica Novich (48:11.569)
Mm-hmm.
Jessica Novich (48:15.449)
Mm-hmm.
Jessica Novich (48:19.332)
Yeah.
Jessica Novich (48:22.939)
Mm-hmm.
to guide, yeah.
Bill Dippel (48:28.267)
And as far as the rudder goes or the push or the moving forward, we always ask this question on our podcast. So can you give me a firework moment from your strengths? A moment when your strengths really shined one of the, one of those top five, 10 for you. And it's something where you went, man, I definitely see this working and, I love this part of, of this strength. When, when is that really on fire for you?
Jessica Novich (48:54.681)
I think two of them come to mind. Positivity for sure, because there are a lot of instances where, you know, there's, I don't think we have a whole lot of positivity, not that they're not positive, but I think me coming in and being in a meeting when it's tense or something and I don't know, saying something ridiculous or trying to lighten the mood I've noticed a few times has really, has really helped. And then my other one, I'd say responsibility that I've noticed. And sometimes, and we've talked about this, it can get me in a little bit of trouble.
because I do feel the need to kind of say yes to everything, and then I'm like, my gosh, I have my to-do list, what am I doing? But there's been instances where I plan the entire picnic by myself, and there's a lot to it, and when it comes together, it's really prideful moment for me, because I have to do this by this, there's deadlines. So I'd say those two are ones that I really have seen moments of me kind of reflecting and being like,
Okay, like, you know, and recognizing these two and there's, mean, I've looked at other ones and been like, well, what is that? When have I used that, you know, so you start to look at your strengths and been like, okay, and that's what's been fun for me. Because before you're, you're doing things because they're a strength, but you're not realizing that they're a strength and you just are doing them because you know, that's what you do. So now kind of putting it, putting it together and realizing has been pretty amazing. And I think
Bill Dippel (49:55.449)
Yeah. Yeah.
Bill Dippel (50:16.034)
Yeah, yeah.
Jessica Novich (50:21.806)
I speak for the whole organization on that because I know every time that you come in and you do those little, get everyone together. Yeah, but just like, you know, and walking through and everyone comes out of those meetings like that was incredible. Like that was really cool, you know, and so that's been really awesome.
Bill Dippel (50:29.56)
Yeah, our team meetings, yeah.
Bill Dippel (50:40.962)
please say more. No, go ahead. Say no, totally. But,
Sarah Collins (50:42.108)
Bill's just using this podcast as a testimonial for his website.
Jessica Novich (50:42.404)
No
Jessica Novich (50:46.864)
I mean, I will, he's got ours.
Bill Dippel (50:51.158)
I love it. That's good. Well, so we asked the good one, the firework moment. When are you feeling the flow and how is that handling? Is there a time or a moment where one of your strengths turns into a dumpster fire for you? Is there one that gets in your way and then you're like, man, I wish my, that was not the strength I would have used in this situation.
Jessica Novich (50:58.672)
Mm-hmm.
Jessica Novich (51:12.846)
I think harmony and included her. Harmony for me, you know, and this is like, for instance, if we have to let somebody go, or there's instance where we're having to write somebody up, I like find myself in those moments like extremely uncomfortable, because I know I'm going to go into kind of a conflict situation, you know, so I, and I just want it to be.
Bill Dippel (51:16.046)
Hmm, give me an example. Give me one. Yeah.
Jessica Novich (51:42.33)
just very, you know, I don't want to do it. I just don't want to do it. And then, Includer, you know, I feel like can get me in trouble a little bit because I do want everyone to feel included or I maybe don't want to, like, hurt somebody's feelings, and so I want to, and I think that that's gotten me in some issues because maybe that person didn't... wasn't right to be in that spot or, you know, I did the wrong thing. I...
Bill Dippel (51:44.792)
Yeah. Yeah.
Jessica Novich (52:09.061)
didn't manage them correctly, and so that kind of got in the way of that, and then it created kind of a mess. So I think those two I've noticed have been... gotten me in a little bit of sticky situations.
Bill Dippel (52:20.44)
Yeah. And as you pointed out, you oversee the HR department a bit. So that that right up firing moment is a little more real for you. Right. Yeah.
Jessica Novich (52:27.236)
I do, I do oversee the HR.
Jessica Novich (52:33.008)
Yeah, and I'm involved in all the, so I know all of every single HR and company wide and you know, there's not a ton, but we have 86 employees, so there's some. And so just having to be a part of all those is, yeah, it's been new, it's been good. It's also helped me kind of learn all the individuals and kind of the inside things that are going on. So I think that paired with the work we've done with you has been really pretty tremendous and eye opening.
Bill Dippel (53:03.204)
Yeah, very much so. Yeah, I would also like to congratulate you on high communication because I'm hearing it the whole time you're here, right? I'm going to be communicate. I'm going to be clear. You're going to know what I'm saying. We're going to I can I will know it and get it out. So kudos on the communication side. Yeah.
Jessica Novich (53:04.56)
Mm-hmm.
Jessica Novich (53:13.3)
thank you.
Sarah Collins (53:13.788)
Mm-hmm.
Jessica Novich (53:17.381)
Yeah.
Jessica Novich (53:22.448)
Thank you. It's also one of my majors in college, communication. And to be honest, the first time I had to get up and do a communication speech in college, I froze up and had to sit down and go another day because I was so scared. So I've come a long way. Now I'm doing podcasts. Yeah.
Sarah Collins (53:23.462)
Yeah.
Bill Dippel (53:26.948)
Yeah.
Sarah Collins (53:26.96)
Nice.
Bill Dippel (53:39.224)
you have.
Sarah Collins (53:39.312)
We gotta invest in those talents, yeah. The more we invest in them, the stronger those strengths get. That doesn't mean they don't scare us sometimes, because they certainly can and do. Yeah, so I think one of my main takeaways from today is gonna be strengths never ruin a culture. Misalignment, miscommunication, that ruins culture, not strengths.
Jessica Novich (53:45.259)
Yeah, exactly.
Jessica Novich (53:50.766)
Sure.
Bill Dippel (53:51.896)
Yeah, and will.
Jessica Novich (53:53.583)
Yeah.
Bill Dippel (54:09.239)
Yeah, I'd love the idea of misuse of strengths living in the, in the basement or the immature usage of the strength is probably the dangerous section, not the strength that we possess and where we have. And of course, Sarah, you and I have been through the Gallup training to know that from a coaching point of view, but it's actually pretty gratifying to hear it out in the world being used in that same way because strengths based cultures like Jessica's at full tilt are
Jessica Novich (54:14.009)
Mm-hmm.
Bill Dippel (54:38.207)
Understand and start to see I do I do get why the competition is working and where it worked better for Chris or Nick or Tiffany moving forward on that project like when we got there that competition helped but we also know we can have those dumpster fire moments on any of these and I think the question isn't what one theme might
Jessica Novich (54:49.54)
Mm-hmm.
Bill Dippel (55:04.631)
might hurt a culture, it's more how are we misusing any particular theme that can do that.
Sarah Collins (55:10.383)
Yeah, absolutely. Pay attention when you're thinking of culture of what are you fueling? Are you fueling the competition or are you fueling the connection building? Are you fueling the community and staying focused on what you're putting power and energy into and having that we versus me mentality a lot of times.
Bill Dippel (55:11.715)
Yeah, yeah.
Jessica Novich (55:27.151)
Mm-hmm.
Bill Dippel (55:31.576)
Yeah. Yeah. Such a good. And of course we would say hire a coach. Bring one of us in to start talking about what this looks like and how we know that the people in the right spots are using the right themes and, and, and how we can up those themes to make sure that they're, being energized and fueled by the work that they're doing and how we might want to step away from some positions or some, some part of the work that they have to do.
Jessica Novich (55:38.328)
Right.
Bill Dippel (56:00.695)
based on something that really demotivates them. And how can we make sure management knows that, that people know it and get them all in alignment? That's how I see our job, Sarah, is making sure that engagement is high and hitting on all levels. yeah. And Jessica, I love that you brought up a couple of the good things that we're doing with your company. It has been a true joy, a pleasure to work with the family. Like you, I keep trying to get Cindy out of the chair. I want her to move on.
Jessica Novich (56:21.807)
Yeah.
Mm-hmm.
Jessica Novich (56:29.933)
I know. I know. I think, I mean, I too, think, you know, she enjoys it. I she gets to come in and see her kids, you know, there's, it's pretty great. And she's coming in Monday and Tuesday and you she's not working the full week, but I think she comes in, does some work, sees her kids, gets a dose and then goes to Great Eagle, her vacation home. So exactly. Yeah. Yeah.
Bill Dippel (56:30.763)
Right. I keep, you know, she's she's amazing.
Bill Dippel (56:49.185)
Yep. And goes and relaxes and has a good has a good week, you know, week to weekend and does what she does. So yeah. So I'll keep working on it. I promise she won't listen to the podcast, I'm guessing. So, you know, we can. Well, maybe we'll see. Maybe we'll get her. The good news is you'll get all the you'll get all the feedback for the podcast from all the the group you're working with.
Jessica Novich (56:58.699)
Yeah, okay. Well, maybe. Mail Senator.
Jessica Novich (57:10.904)
Yeah.
Bill Dippel (57:11.691)
And I'm sure I'll hear about it in my next roll in. So and we have to talk about that, too. Apparently, we have a change in the newest in the newest meeting at your group. So we're going to we're going to talk about that in a moment. So awesome. Well, Jessica, I having you come talk to us, be able to highly define where competition falls, why it works so well for so many people, even though you don't possess it. That's a communication superpower. So thank you for that.
Jessica Novich (57:20.389)
Mm-hmm. Yep.
Jessica Novich (57:35.395)
Mm-hmm.
Yeah, of course. Thank you so much for having me. It was really enjoyable. It was awesome.
Bill Dippel (57:41.602)
Yeah, yeah. And Sarah, as always, I love our Fridays. So thanks for thanks for doing this with me. And we'll we'll keep moving and we're going to put a bunch more out. We've got what are we about a quarter away into this season? Is that what I looked at quarter half? I don't know. Do you know? Don't know. Haven't looked again. She refused to do any of the technical. Apparently, I have to put them all together. So I get it. I love it. All right. Well, thanks.
Jessica Novich (57:47.459)
Yeah
Sarah Collins (57:58.351)
Don't know. Nope.
Bill Dippel (58:09.399)
Thank you, Jessica, for coming. Thank you for the time today. Thanks. And thanks for the hard, hard work at Full Tilt. You guys, you're doing a lot of hard work with it and bringing us in and making that easier for you has been rewarding. But that that takes that takes hard work, too. So thanks for that. All right. And with that, we will say goodbye to our arsonists, our guests, and I'll say goodbye to Sarah and we'll talk soon.
Jessica Novich (58:10.315)
Yeah, thank you, Bill. Thank you, Sarah.
Yeah.
Jessica Novich (58:20.175)
Thank you very much. Yeah, same. Awesome. Yeah, thank you.
Sarah Collins (58:33.915)
Bye!