In the age of AI, algorithms, and automation, it’s easy to forget the one thing that has always made brands magnetic, human connection. But for Jennifer Kaplan, founder of Evolve PR and Marketing, connection isn’t just a marketing tactic. It’s the soul of sustainable brand growth.

With over 20 years of experience helping brands from startups to social impact ventures get noticed for the right reasons, Jennifer has learned that community is not something you can hack. It’s something you earn. On The Bliss Business Podcast, she shared why the brands that thrive are the ones who move beyond transactional relationships and build genuine alliances with their audiences.

What emerged from the conversation was not just a marketing playbook, but a philosophy rooted in presence, empathy, and showing up when it matters most.

Visibility is Not the Goal, Trust Is

Too often, companies chase media coverage, influencer shoutouts, or viral attention without asking the deeper question: what are we actually inviting people into?

Jennifer argues that visibility without integrity leads to fleeting engagement. “You can’t pay for authenticity,” she said. “You build it by showing up again and again in meaningful ways.” This mindset has informed how she advises founders and CEOs to think about earned media and community strategy.

Whether she’s working with a wellness startup, a food brand, or a purpose-driven tech company, her focus is always the same, helping them understand not just who they’re talking to, but what kind of relationship they want to build.

Presence Over Performance

One of the most powerful themes from the episode was the idea of presence, the decision to be actively engaged in the lives and needs of your community, not just when you’re launching something.

Jennifer described how true connection comes when companies listen more than they speak, when they show up not only with answers, but with curiosity and care. This kind of presence can’t be scheduled in a content calendar. It has to be baked into the company’s culture.

It’s the founder who shows up to community events with no press. The brand that supports local causes even when there’s no ROI report. It’s slow, and sometimes unglamorous, but it creates loyalty that no algorithm can replicate.

Marketing That Reflects Human Values

In a time when consumers are more skeptical than ever, Jennifer sees the future of marketing as a return to what’s real. It’s about understanding human values, not just personas or demographics, and crafting messages that speak to shared hopes, challenges, and aspirations.

This is especially true in moments of crisis or change. Brands that show up in hard times, who take a stand for something beyond profit, and who remain consistent in their values, earn the right to be heard. It’s not about being perfect. It’s about being human.

Jennifer shared several examples of brands that missed the mark by leading with spin rather than sincerity. In contrast, the ones who were honest, even vulnerable, created a depth of relationship that advertising alone could never achieve.

Key Takeaways from the Episode:

• Community is not a campaign, it’s an earned relationship.
• Visibility without values leads to forgettable impressions.
• Authentic connection starts with listening, not pitching.
• Presence is the secret ingredient to brand trust.
• Marketing rooted in human values outlasts trends and tactics.
• People don’t want to be sold to, they want to belong.

Final Thoughts

What Jennifer Kaplan makes clear is that connection isn’t a department. It’s a way of operating. For leaders, marketers, and founders alike, the challenge is to stop asking “How do we get more attention?” and start asking “How do we create belonging?”

The best marketing doesn’t feel like marketing. It feels like a relationship. And the best relationships are built on trust, presence, and shared purpose.

For those willing to make that shift, the rewards go far beyond brand awareness. They create movements. They inspire loyalty. They build community.

And in a noisy world, that’s the kind of signal that always cuts through.

Check out our full conversation with Jennifer Kaplan on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

What happens when you take a seemingly mundane service and infuse it with dignity, joy, and a mission to serve the planet?

Julie Harrell, President of Cooper Scoopers, is doing just that. Her company may be in the pet waste removal business, but behind the cheeky name and boots-on-the-ground service lies a movement rooted in social good, environmental responsibility, and deep respect for every person — and every pet — they serve.

In a recent episode of The Bliss Business Podcast, Julie shared how a startup with seven locations (and growing fast) is redefining what it means to lead with purpose in the franchise world. And why she believes even the most overlooked jobs can become meaningful careers when built on heart-centered values.

From Poop to Purpose

The origin story of Cooper Scoopers isn’t what you’d expect. It started with a granddaughter watching her aging grandparents struggle to keep a backyard clean and safe for their dog — and their grandchildren. That moment sparked an idea: what if you could offer a service that went beyond convenience, and actually helped people stay connected to what matters most?

Julie stepped into the role of President in December and has since turned the company into a growing franchise built on three core principles: dignity, safety, and opportunity. But Cooper Scoopers isn’t just about waste removal. It’s about creating clean spaces, caring for public health, and making a real difference for families, pets, and the planet.

Leading with Love, Loyalty, and Laughter

While many leaders rely on systems and performance metrics to drive franchise growth, Julie begins with people. “We treat every role as essential,” she says. From technicians to franchise owners, everyone is trained and celebrated for their contributions. New hires aren’t just taught how to scoop. They’re taught how to show up with kindness, attention to detail, and a sense of pride.

Franchisees are supported through a hands-on communication system and a growing internal network that encourages collaboration. “You might be in your own territory,” Julie explains, “but you’re never alone.” That spirit of teamwork is contagious — showing up in how employees serve customers and in how customers begin to see the company as more than just a utility.

Empathy, Operationalized

With over 70% of households in the U.S. owning pets, and over half owning dogs, the demand for pet services is growing. But Cooper Scoopers is differentiating itself by going beyond basic cleanup. Technicians are trained to alert pet owners to potential hazards, like open gates or broken fence posts, and even diet-related health concerns visible through pet waste.

That care extends to community education and engagement too. Whether partnering with the SPCA or educating families on the environmental risks of backyard waste, Julie is clear about one thing: “Growth doesn’t mean letting go of purpose. It means spreading it wider.”

Scaling a Clean Business with a Clean Conscience

Cooper Scoopers is still in the early stages of expansion, but Julie already has her sights set on something big — 3,000 trucks across the nation, each operating with eco-conscious practices and a deep respect for the families they serve.

With waste disposal becoming a growing concern for landfills, Julie is exploring innovative ways to treat pet waste more sustainably. Composting is complex due to protein content, but her team is committed to staying on the cutting edge of environmentally safe disposal methods. In the meantime, biodegradable tools and products are a non-negotiable standard.

Key Takeaways from the Episode:

• Why even unglamorous industries can drive real social impact
• How to build loyalty by treating every role as essential
• The power of clear values in attracting franchisees and customers
• How early-stage businesses can protect their culture while scaling
• Why mentorship and team support are essential for sustainable leadership

Julie reminds us that success doesn’t come from glossy pitch decks or over-engineered systems. It comes from doing the small things with intention, care, and love. Even something as simple as locking a gate or giving a treat to a beloved family dog becomes part of a greater purpose — one that is felt in every yard they visit.

At Cooper Scoopers, purpose isn’t a tagline. It’s a tool. A system. A culture. A north star.

And if this kind of heart-centered leadership can blossom in a business that deals with dog poop, imagine what’s possible for the rest of us.

Final Thoughts

Julie Harrell is showing that profit and purpose don’t have to be in conflict. They can be co-pilots. As Cooper Scoopers continues its rapid expansion, it’s doing so with a commitment to environmental responsibility, community connection, and love as a business advantage. Whether you’re managing a franchise or mentoring the next generation of leaders, Julie’s story is a reminder that every business — no matter how humble — can leave the world a little better than it found it.

Check out our full conversation with Julie Harrell on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

When you’re managing a company that has grown from a single vacation rental to a national hospitality brand operating in over 18 markets, most leaders would reach for org charts, operational SOPs, and management consultants. But for Steve Schwab, the answer came in the form of a credo.

Steve Schwab is the Founder of Casago, a purpose-led vacation rental and property management company built on empathy, loyalty, and service. Today, he serves as the CEO of Vacasa, following the recent merger between the two companies. This union marks not just a consolidation of brands, but a bold vision for redefining hospitality through human-centered leadership at scale.

Casago was never just a hospitality company. It became a values-driven movement powered by people who believe in doing right by others, no matter the cost. That ethos now has the opportunity to reach millions more through the Vacasa platform.

In an episode of The Bliss Business Podcast, Steve shares how his time as a U.S. Army Ranger shaped the way he approaches business, and why he believes every company should have its own internal leadership doctrine, not a rulebook, but a lived set of principles.

Steve’s journey into leadership wasn’t traditional. In fact, he questioned whether he was even the right person to lead after a rapid acquisition expanded his company overnight. It was in that moment of doubt that he began to write what would become The Orange Credo, a set of guiding values that have since fueled Casago’s culture and inspired generations of team members.

Whether you’re leading a startup, managing a distributed team, or scaling a company through multiple regions, Steve’s approach to conscious capitalism and decentralized leadership offers powerful lessons. At Casago, love is not just a feel-good concept. It is operationalized through principles that empower employees to act with confidence and compassion, especially when no one is watching.

Empathy as Infrastructure

The Orange Credo includes statements like, “We believe in standing shoulder to shoulder,” and “We leave things better than we found them.” These aren’t just motivational phrases painted on the wall. They guide how employees respond to crises, how they treat guests, and how they support each other in times of personal struggle.

Steve shares the story of an employee who, without being asked, drove through a snowstorm to deliver blankets to a stranded guest. Another story features an operations manager who helped a family involved in a car crash navigate insurance and logistics. These moments aren’t isolated. They are expected. Because everyone at Casago is entrusted to lead with care.

A Playbook Rooted in People

Unlike companies that rely on rigid hierarchy and micromanagement, Casago thrived through distributed trust. New employees were onboarded with a calligraphed Book of Lore that documented stories of heroic service and practical wisdom. This collection of lived experiences became both training and inspiration.

Steve believes that empathy scales when leaders commit to principles instead of prescriptions. The credo creates alignment, allowing people to make values-based decisions even in the absence of a manager or directive. That autonomy is not accidental. It is earned through cultural investment.

The ROI of Love and Loyalty

When asked about what drives retention at Casago, Steve points to love. Employees and franchisees stayed not because they were obligated, but because they felt deeply connected to the mission. Some housekeepers worked with him for over 20 years. Families passed down roles through generations. These are not typical industry stats. They are the result of leading from the heart.

Steve also touches on the economic side of purpose. When a company consistently leads with service, it creates long-term trust. That trust shows up in customer referrals, operational resilience, and team loyalty. It also creates a ripple effect in local communities, as the team goes above and beyond to support not just guests, but neighbors and partners too.

Key Takeaways from the Episode:

• Why every business should create its own leadership credo
• How decentralizing leadership empowers your team to act with integrity
• The role of storytelling in building cultural continuity
• Why love, loyalty, and legacy are competitive advantages in hospitality and beyond
• How to scale a company without losing your soul

Steve’s vision for the future of leadership is grounded in one idea: people before process. The businesses that thrive tomorrow will be the ones who invest in culture, values, and human connection today.

Final Thoughts

Steve Schwab’s story is not about building a company. It’s about building a culture where people matter more than processes, and where principles carry more weight than policies. His journey reminds us that leadership is not a title. It’s a daily decision to serve, empower, and trust others to rise.

At a time when many companies are scrambling to keep up with disruption, Steve chose to double down on values. He proves that conscious capitalism isn’t a trend. It’s a long-term strategy for resilience, growth, and human connection.

From empowering housekeepers to honoring guest experiences, his leadership playbook is one that prioritizes dignity over dashboards and heart over hierarchy.

Whether you’re building a hospitality brand, managing a remote team, or simply searching for a more human way to lead, Steve’s message is clear: culture is not a byproduct of success. It’s the foundation.

And when you lead with love, people don’t just show up. They stay, they care, and they thrive.

Check out our full conversation with Steve Schwab on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

For many entrepreneurs, the tension between purpose and profit feels like a constant negotiation. Are you building a company to scale, or are you building something that stands for something? For Robin Gagnon, co-founder and CEO of We Sell Restaurants, that’s a false choice.

On a recent episode of The Bliss Business Podcast, Robin shared her journey as a business leader who’s managed to scale a successful national franchise brand without sacrificing the soul of her work. Her approach is grounded in empathy, driven by values, and, most importantly, it works.

Restaurants Are Community

Robin sees restaurants not just as businesses, but as community hubs. They’re where people gather, celebrate, mourn, and make memories. Her company’s mission is about more than transactions. It’s about transitions.

“We’re not just selling businesses,” she said. “We’re transferring someone’s dream to the next dreamer.”

That perspective comes from experience. Robin’s early career included small business ownership and corporate leadership. She’s lived on both sides of the entrepreneurial divide, giving her a unique lens into how empathy, systems, and social responsibility can coexist inside a growth-driven business.

Leading With Core Values

Unlike many companies that treat core values as wall art, Robin and her team live them. They review their values in meetings. They reference them during hiring. And when those values aren’t upheld, they give themselves grace and adjust.

But values aren’t just about internal behavior. They’re also used as a filter for growth. New franchisees must align with those values. No matter how promising a candidate looks on paper, if they don’t fit the culture, they’re out.

“There’s nothing more important than someone aligning with our values,” Robin said. “It matters more than background, experience, or financials. You can teach skills. You can’t teach character.”

Conscious Capitalism in a Franchise Model

Robin’s leadership was tested during COVID, when the restaurant industry nearly collapsed overnight. Sales stopped. Uncertainty skyrocketed. In that moment, she chose to lead not with fear, but with service.

“We literally stopped saying the word ‘sell,’” she said. “We moved into consulting mode. We educated. We coached. We helped our community survive.”

Her team supported restaurant owners with no expectation of return. They offered guidance on emergency funding, negotiated with landlords, and answered questions from people in crisis. Years later, that investment came back. One restaurant owner reached out simply because he remembered who showed up when it mattered most.

Slower Growth, Deeper Impact

In an industry obsessed with scale, Robin’s approach is refreshingly deliberate. She’s not trying to be the fastest-growing brand in her category. She’s focused on sustainable growth. Her company adds about ten franchisees a year, and that’s by design.

“I’d rather grow with the right ten people than add fifty who don’t reflect who we are,” she said.

Her philosophy is simple: grow slowly, stay true to your values, and never compromise your culture for speed. The result is a brand that’s built to last.

The Power of Grace in Leadership

One word that kept coming up during the conversation was grace. Grace for the team. Grace for customers. Grace for herself. Business, after all, is human. Mistakes happen. Feelings get hurt. Promises are missed. But if you’re anchored in a purpose that guides your response, even setbacks become teachable moments.

Robin doesn’t see leadership as perfection. She sees it as presence. Showing up. Admitting mistakes. Leading with love.

The Soul of a Franchise

In an age of automation and systematized everything, it’s easy to lose the human touch. Robin’s response? Make empathy part of the system. At We Sell Restaurants, even their AI tools have names and personalities. Newsletters are sent by “Tess” and “Fred,” their internal tech assistants. It’s not gimmicky. It’s a way to keep the culture human.

And that human-first approach isn’t just internal. Robin’s also leading a redesign of their entire listings experience — moving away from dry facts and figures to stories. She believes that behind every sale is a narrative worth telling.

“When people buy a restaurant, they’re not just buying cash flow,” she said. “They’re buying a dream.”

Final Thought

Robin’s story is proof that you don’t have to choose between profitability and purpose. You can build systems that support both. You can make values part of your hiring process. You can lead with grace and still grow.

When asked if love belongs in business, Robin didn’t hesitate.

“Absolutely,” she said. “Love belongs everywhere.”

That’s the kind of leadership the business world needs more of. Grounded. Real. Profitable. And human.

Check out our full conversation with Robin Gagnon on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog

For years, the office was seen as the beating heart of business. If you wanted to prove your company was real, you needed a physical space. Desks. A kitchen. A place where people clocked in, gathered, and did the work.

But as Alpesh Doshi, founder of Kendra Labs, reminded us in a recent episode of The Bliss Business Podcast, the real transformation isn’t just about where we work. It’s about rethinking the purpose, structure, and strategy of work itself.

Alpesh has been advising startups and enterprise leaders on how to build the future of business with AI at the center. But his view goes far beyond automation. He challenges organizations to redesign their operations with a people-first, systems-intelligent mindset. What’s outdated isn’t just the office. It’s the assumption that presence equals productivity.

Remote Work Wasn’t a Revolution, It Was a Reckoning

The pandemic didn’t usher in a remote work revolution. It exposed how unprepared we were to begin with.

Most companies didn’t transition to remote intentionally. They were pushed into it overnight. As a result, they replicated in-person dysfunction online. Endless Zoom meetings. Lack of documentation. Vague expectations. Misaligned communication.

According to Alpesh, one of the most overlooked opportunities was to intentionally codify the way people work. At Kendra Labs, they’ve done exactly that — creating rituals, rules of engagement, and systems that make work visible, shared, and scalable across time zones. It’s not about control. It’s about clarity.

He shared examples of asynchronous-first communication, default-to-sharing norms, and onboarding practices that give people a real understanding of how to succeed in a distributed environment. In his words, “If people don’t understand the operating model, how can you expect them to thrive in it?”

Accountability Without Micromanagement

One of the most striking points Alpesh made was about accountability in remote settings. Contrary to old-school assumptions, distributed teams can be more accountable, not less. But it requires rethinking the mechanics.

Traditional models rely on top-down supervision. In self-managed teams, accountability emerges from a shared sense of purpose and mutual responsibility. People don’t want to let down their peers. And when the goal is clear and the mission matters, performance often takes care of itself.

Still, this model isn’t automatic. Many professionals, especially early in their careers, have never been taught how to succeed without structure. It’s not that they’re incapable. It’s that the system never invested in their autonomy.

This is where leadership comes in. Organizations that want to build resilient, empowered teams must also teach skills like goal-setting, self-awareness, and ownership. These are not soft skills. They’re strategic.

Isolation Is Real and Preventable

Remote work has many benefits, but let’s be honest — it can be lonely.

Alpesh didn’t shy away from this. He spoke openly about the need to design for connection, not just productivity. Culture doesn’t disappear in a distributed model, but it does require more intention.

Spontaneous hallway chats. Morning coffee with a colleague. Team lunches. These weren’t just perks. They were part of the emotional fabric that kept teams cohesive.

Now, leaders must create new rituals that foster belonging. Virtual roundtables. Cross-functional collaboration spaces. Off-site gatherings with purpose. Even well-designed Slack channels can restore some of the human magic we lost.

As Alpesh said, “Remote-first doesn’t mean people-last.”

The Rise of the AI-First Organization

Perhaps the most forward-looking part of the conversation was Alpesh’s vision for “AI-first” companies. Not businesses that just use AI, but those built with AI at the center of their workflows, decisions, and operations.

He shared jaw-dropping examples of lean teams using AI to scale up with incredible efficiency. One company he referenced hit $100 million in revenue with just 15 people. Another founder eliminated nearly all hourly reporting, replacing it with outcome-based metrics driven by smart automation.

But he also pointed to friction. Engineers refusing to adopt AI tools out of fear. Leaders worried they’ll lose visibility. Founders wrestling with trust.

The lesson? It’s not just the tools that need upgrading. It’s the mindset.

True AI-first companies are not just digitized. They’re rehumanized. They use AI to remove friction, elevate insight, and refocus people on high-value work that drives meaning, not burnout.

Purpose Is Still the Anchor

Despite all the talk of tools, systems, and strategy, Alpesh kept returning to one core idea: purpose.

Without purpose, autonomy feels like abandonment. Without purpose, AI feels like surveillance. Without purpose, growth becomes noise.

When people understand the why behind their work, accountability rises. Innovation flows. Collaboration improves. The organization becomes more than a place. It becomes a shared mission.

That’s the future of work. Not office versus remote. Not AI versus human. But aligned purpose, thoughtful systems, and empathetic leadership.

Final Thought

As we navigate the next chapter of work, we have to ask harder questions than “when are people in the office?”

We need to ask:

• Do people understand how to succeed here?
• Are we designing systems that support autonomy and accountability?
• Are we leading with purpose, not just productivity?

Alpesh Doshi’s insights remind us that the companies that thrive won’t just embrace change. They’ll architect it. With empathy. With clarity. And with purpose at the core.

Check out our full conversation with Alpesh Doshi on The Bliss Business Podcast.

Originally Featured on The Bliss Business Podcast Blog