For many leaders, empathy is a value that shows up during team celebrations or crises. But what happens when the loss isn’t visible? When the silence of grief sets in and business keeps moving?

We caught up on the Bliss Business Podcast with Justin Clifford, who is the CEO of Bereave, a platform helping companies support grieving employees with compassion and clarity. He joined us to share how his team is tackling the often-ignored topic of bereavement in the workplace and why businesses can no longer afford to treat grief as a personal issue with no professional impact.

From Random Acts of Kindness to Systems of Support

One in nine employees experiences the death of a loved one every year. And yet, 51 percent of them leave their jobs within a year of that loss, according to Harvard Business Review.

Justin explained that most companies still rely on what he calls “random acts of bereavement”, a few kind words, flowers, maybe an EAP brochure, then expect employees to return to full capacity after three to five days. It’s no surprise that retention drops and morale follows.

His platform, Bereave, is changing that with a clear playbook for HR leaders, managers, and employees’ families. The goal is to build a repeatable system of compassion that can scale.

Building Love Into the System

At Zero Company, we talk often about the power of building love into scalable systems. Justin is doing exactly that. Rather than waiting for managers to awkwardly navigate these moments alone, Bereave offers:

• Self-guided manager training
• A framework for communication and return-to-work planning
• Family support tools to create a shared language across the grieving process

Justin noted that even something as simple as having a colleague walk a grieving employee into the building on their first day back can make all the difference. It doesn’t cost a thing, but it speaks volumes.

Why Grief Is a Business Issue

There’s a financial case to be made here, too. Grief-related productivity losses cost U.S. companies over $75 billion a year, according to the Grief Recovery Institute. Retaining talent, preventing burnout, and creating a culture of care all impact the bottom line.

Justin encourages leaders to stop seeing bereavement as a soft benefit. Instead, he frames it as an essential part of purpose-driven leadership. The way a company shows up in hard times says more about its values than any mission statement ever could.

Key Takeaways

• 1 in 9 employees experiences a major loss each year, and over half leave their jobs within 12 months
• Most bereavement policies are still modeled on taking time off for a funeral, not holistic support
• Bereave helps managers and HR teams prepare for and respond to grief with thoughtful systems
• Simple gestures — like making a conference room temporarily off-limits after bad news — can be deeply meaningful
• Purposeful bereavement support boosts retention and employee trust

Final Thoughts

This conversation was a powerful reminder that business is personal. Loss is inevitable, but loneliness doesn’t have to be. As Justin shared, even leaders who once saw empathy as a weakness can evolve when they understand the full cost of silence.

Check out our full conversation with Justin Clifford on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

The future of work isn’t about ping pong tables or open floor plans. It’s about meaning, flexibility, and the systems that allow people to thrive.

In today’s evolving landscape, traditional 9-to-5 models and top-down leadership structures are quickly losing their appeal. What’s emerging instead is a new blueprint, one that gives employees agency over their time, space, and priorities. And for those willing to embrace it, the return is not just greater retention, but a workforce that feels trusted, engaged, and deeply invested in the company’s success.

On The Bliss Business Podcast, Carnie Fryfogle, CEO of CR3 American Exteriors, joined Stephen Sakach and Mike Liwski to share how a people-first mindset and operational innovation can help franchise systems thrive, especially in industries where 70 percent fail within their first five years.

As a talent and leadership expert who has worked across multiple industries, Carnie helps organizations break away from outdated paradigms and reimagine what sustainable work actually looks like. His approach is deeply human. It centers on listening first and designing systems that support rather than squeeze employees.

One of his biggest insights? The future of work is already here, it just isn’t evenly distributed yet.

What Employees Want Is Not a Mystery

Research continues to show that people are willing to work hard, but not at the cost of their health, families, or identities. They want to contribute meaningfully and be part of something they believe in. But they also want to be treated like adults, with clear expectations, supportive leadership, and flexibility in how they meet those expectations.

Carnie shared how some companies are embracing output-based models that replace “seat time” with clear deliverables. Others are experimenting with hybrid structures that let teams co-design how and where they work best. These models require trust, but they also build it. And when employees are part of the process, performance tends to follow.

Stop Treating Burnout Like a Badge

One of the most powerful themes in this conversation is the danger of normalizing overwork. For too long, burnout has been seen as a side effect of ambition, rather than a signal of broken systems. Carnie challenges that thinking and invites leaders to ask harder questions:

• Are our expectations realistic and human-centered?
• Do our rewards reinforce balance or encourage sacrifice?
• Are we celebrating sustainable performance, or just the loudest effort?

He also reminds us that leaders set the tone. If executives are emailing at midnight, taking no vacation, and rewarding urgency over thoughtfulness, the team will follow suit. Redesigning work requires new norms, ones that value well-being as a driver of success, not a nice-to-have.

From Control to Collaboration

At the heart of Carnie’s work is a shift in power dynamics. Moving from control to collaboration doesn’t mean chaos. It means co-creating expectations, aligning on purpose, and building in the autonomy people need to perform at their best.

Organizations that lead this shift are already seeing stronger engagement, faster decision-making, and more adaptive cultures. They’re also attracting top talent, especially from younger generations who expect meaning, impact, and choice in their careers.

Key Takeaways

• Employees thrive when they’re trusted, not micromanaged.
• Burnout is not a leadership strategy. Sustainable performance starts with healthy systems.
• Flexibility isn’t just a perk. It’s a powerful driver of loyalty, innovation, and productivity.
• Redesigning work means shifting from rigid control to shared ownership.

Final Thoughts

The most successful companies of the future won’t be the ones that get people back to the office. They’ll be the ones that design work around the realities of people’s lives.

Carnie Fryfogle is one of the voices leading that charge. He’s not offering silver bullets, but a mindset shift, one rooted in empathy, clarity, and courageous experimentation.

Check out our full conversation with Carnie Fryfogle on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

Connection is more than a buzzword. It’s the foundation for creativity, loyalty, and long-term growth. Yet too often, business leaders focus on operational metrics while overlooking the emotional infrastructure that holds a team together. Community is not just about camaraderie. It’s about creating a shared identity that fuels purpose and performance.

On The Bliss Business Podcast, Aaron Morfin, CMO of Cilantro Taco Grill, joins the conversation to unpack how leaders can cultivate connection across both business and brand.

What emerges is a blueprint for leadership that centers belonging as a business advantage.

Community Is a Strategy, Not a Perk

Aaron’s approach to brand-building is grounded in community. As the CMO of a family-owned franchise rooted in culture and local pride, he understands that authentic connection doesn’t come from campaigns. It comes from consistency, visibility, and care.

Whether it’s celebrating staff milestones or showing up for neighborhood events, Aaron emphasizes that real brand affinity is earned by being present. That presence builds trust, which in turn builds loyalty. Marketing becomes less about promotion and more about participation.

Relationships Before Results

One of the most resonant parts of Aaron’s conversation was his insistence that people come first. In a world that often treats workers as resources and customers as transactions, Aaron chooses to lead with empathy. He shared how this philosophy influences hiring, partnerships, and even the tone of internal communication.

When people feel seen and valued, they don’t just perform better. They contribute ideas, take ownership, and stay longer. By prioritizing relationship over short-term return, Aaron has helped Cilantro Taco Grill become more than a restaurant. It’s a place where people feel they belong.

Brand Is Built From the Inside Out

Aaron believes that external marketing is only as strong as internal alignment. When employees are proud of where they work and understand the mission, they become brand ambassadors without being asked. That’s why leadership needs to model the values they promote publicly.

From consistent messaging to shared rituals, Aaron shows how culture and brand are two sides of the same coin. Leaders must ensure both are nurtured with intention.

Key Takeaways

• Brand affinity is built through community presence, not just marketing spend
• Empathetic leadership creates loyalty among both customers and employees
• Culture and brand alignment drives organic growth
• Relationships drive sustainable success more than short-term tactics
• Belonging is a business advantage that cannot be outsourced

Final Thoughts

Aaron Morfin’s leadership offers a powerful reminder that connection isn’t soft, it’s strategic. When companies take the time to build genuine community, they create spaces where people thrive, stay, and contribute their best. Business becomes not just a vehicle for growth, but a source of shared pride and belonging.

Check out our full conversation with Aaron Morfin on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

Empathy is often praised but rarely operationalized in leadership. Too many leaders mistake empathy for passivity, when in truth, it takes strength, clarity, and courage. Real empathy doesn’t just feel, it listens, adapts, and leads with intention.

In this Bliss Business Podcast conversation, Jeff Wharton, CEO of Bloomin’ Blinds Franchise Corp, offers a powerful reminder that empathy is not just about being kind. It’s about being present, responsive, and accountable. Especially in a franchise environment where trust is everything.

Jeff’s leadership journey is a lesson in rebuilding relationships, creating a culture of openness, and prioritizing people even when the pressure is on.

Listening as Strategy

When Jeff stepped into the CEO role, he inherited more than a brand. He stepped into a web of fractured relationships and eroded trust across the franchise network. Instead of rushing to assert authority or implement sweeping changes, he started with something far more powerful, listening.

He met franchisees one-on-one. He invited feedback, even when it was hard to hear. He made it clear that leadership wasn’t about having all the answers, but about being willing to learn.

This deliberate approach didn’t just rebuild trust. It created alignment. When people feel seen, they become collaborators, not just operators.

Accountability with Compassion

Empathy without accountability leads to chaos. But accountability without empathy leads to fear. Jeff shared how he balances the two, using candid conversations and clear expectations rooted in mutual respect.

One key principle: Assume positive intent, but don’t avoid hard truths. By setting the tone of transparency and leading with vulnerability, Jeff created an environment where even difficult feedback becomes an opportunity for growth.

People Are the Brand

In franchising, brand value lives in every local owner. Jeff understands this deeply. That’s why his leadership focuses on empowering franchisees as entrepreneurs, not just brand ambassadors.

He speaks about giving people space to grow, while still providing the structure and support they need to succeed. That balance, freedom with alignment, is what transforms a franchise system from transactional to transformational.

Key Takeaways

• Empathy is not weakness. It is a choice to understand before being understood.
• Listening is a leadership discipline, not a passive act.
• The strongest cultures balance accountability with psychological safety.
• When trust is broken, repair starts with presence, not policy.
• People-first leadership creates brand loyalty from the inside out.

Final Thoughts

Leadership isn’t just about scaling operations or improving margins. It’s about creating spaces where people can thrive. Jeff Wharton shows that empathy isn’t a side effect of good culture, it’s the foundation. And when practiced with clarity and consistency, it becomes the force that holds everything together during growth, challenge, and change.

Check out our full conversation with Jeff Wharton on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

Business often starts with a product. But enduring companies are built around people. When leaders center their purpose not just on what they do, but who they serve, they unlock something far more valuable than growth. They build belonging.

In this episode of The Bliss Business Podcast, Shannon Wilburn, co-founder of Just Between Friends and now CEO of Shine Executive Coaching, shared how a mission rooted in community gave rise to one of the most trusted franchise systems in the consignment space. But Shannon’s real insight lies in what happened after the business took off — how she systematized purpose, scaled culture, and built emotional wealth along with financial results.

Community Is a Strategic Advantage

Shannon’s story begins not with a spreadsheet, but with a need. As a young mom, she wanted to make ends meet while helping others do the same. That early spark of empathy created a ripple effect. Families came together. Sellers supported buyers. Nonprofits joined the process. The company scaled, but the relationships scaled faster.

This wasn’t accidental. Shannon was building a community, not just a brand. And in today’s business landscape, community is no longer a nice-to-have. It is a moat. A Bain & Company study found that customers who feel emotionally connected to a brand are over 50 percent more valuable than those who are simply satisfied. Loyalty stems from shared values, not clever taglines.

Turning Core Values Into Operational Culture

One of Shannon’s lasting contributions at Just Between Friends was not just defining values, but making them actionable. The team didn’t let their purpose sit on a poster. They operationalized it.

Every all-hands meeting began with what Shannon calls a “culture moment,” highlighting real franchisees living out the values. A volunteer group called the Culture Club emerged to keep those values visible, especially during high-growth phases when dilution becomes a risk.

This kind of cultural scaffolding ensures that empathy does not get lost in the noise of expansion. It is how a company remains human at scale through rituals, reinforcement, and recognition.

Leading With Love Without Losing Performance

Some business leaders bristle at the idea of leading with love. They fear it will compromise results or confuse priorities. Shannon disagrees.

In fact, she argues the opposite is true. When people feel seen and valued, they perform better. Culture is not a soft concept. It is a leading indicator of business health. Companies with strong cultures see four times higher revenue growth, according to Forbes.

But this only works if it is real. Shannon’s coaching now focuses on helping founders articulate their North Star before they scale. This is not a brand exercise. It is a life alignment check. If your personal definition of success is murky, your company’s version will be too.

Key Takeaways

• Empathy-driven communities create durable brand loyalty
• Rituals like “culture moments” help scale values without losing clarity
• Purpose must be operationalized to survive growth
• Emotional connection with customers and teams drives measurable performance
• Love is not a weakness in business, it is a catalyst for trust, loyalty, and action

Final Thoughts

Shannon Wilburn proves that purpose is not just a differentiator. It is the core operating system of a human-centered business. Community cannot be faked. It must be built on trust, consistency, and shared ownership.

As more leaders search for sustainable growth in an uncertain world, Shannon’s journey offers a powerful reminder. Start with empathy. Systematize what matters. And lead with love not because it feels good, but because it works.

Check out our full conversation with Shannon Wilburn on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog