Ep 112: Culture By Design

Culture
Written By Dustin Pead

Building Teams That Support Your Creative Process

SUMMARY

What if the reason your talented, creative team keeps missing deadlines and producing inconsistent work isn't a talent problem at all? It's actually a culture problem that you can design and fix. In this episode, culture expert Blake Behr and host Dustin Pead break down how to build a culture that becomes your creative team's operating system, turning chaos into clarity and supporting your best work.

Blake Behr, co-owner of The Culture Base and author of "Uncultured," shares his journey from experiencing toxic work environments to building thriving organizational cultures. Through his work in construction—an industry with 70% annual turnover—Blake's company achieved just 4% turnover by focusing on three key areas: appreciation, growth opportunities, and culture with communication.

This conversation reveals why structure doesn't kill creativity but amplifies it, how to hire beyond talent for character and process-minded individuals, and the crucial balance between autonomy and consistency that allows creative teams to thrive.

KEY TAKEAWAYS

  • ⚡️ Culture is Your Operating System: Culture isn't ping pong tables and perks—it's the foundational environment that sets the table for everything else. Like a garden, it requires intentional design of soil conditions, location, water sources, and variables that enable growth, development, and connection.

  • ⚡️ Structure Amplifies Creativity: The myth that structure kills creativity is backwards. Structure doesn't eliminate creativity—it amplifies it by creating consistent conditions for excellence. Just as organic food requires more intentionality and effort than conventional farming, organic creativity demands structured environments to flourish.

  • ⚡️ Hire Character Over Talent: When building creative teams, look beyond talent to find people who can articulate their creative process. If someone can't explain how they solved a complex problem, they likely can't repeat that success. Focus on core values alignment, work ethic, and process-oriented thinking rather than just skills and qualifications.

NOTABLE QUOTES

  • 💬 "Structure doesn't kill creativity. It amplifies it by creating consistent conditions for excellence." - Blake Behr

  • 💬 "If you can't articulate the process, you can't repeat the process. And what we want is repeated success over and over again." - Dustin Pead

  • 💬 "Innovation can be about your processes, your rituals, the way you create things. Follow the 70-20-10 rule: 70% of innovation on what you already do, 20% on adjacent ideas, and 10% on pure invention." - Blake Behr

EPISODE RESOURCES

TRANSCRIPT

What if I told you that the reason your talented creative team keeps missing deadlines and producing inconsistent work isn't a talent problem at all? It's actually a culture problem that you can actually design and fix. Today, culture expert Blake Behr and I are going to break down how to build a culture that becomes your creative team's operating system, turning chaos into clarity and supporting your best work.

Let's get into it. Taking creatives from chaos to clarity. Welcome back to Creativity Made Easy, the podcast where we transform creative chaos into clarity. This is a podcast for all creatives, designers, photographers, writers, and all creative entrepreneurs who are seeking practical, actionable strategies to grow their creative business through efficiency. I'm your host, Dustin Pead, creative process coach and consultant, and I help creatives know themselves, their process and their teams that they can create with efficiency as they scale together.

Before we get into today's episode, I want to invite you to subscribe, rate and review wherever you might be listening to this podcast. Or if you're watching on YouTube, we're so glad that you're here and we would love for you to hit thumbs up button. That's the like button and subscribe and ring the bell so you're notified every time new content on this channel is dropped. I'm working on some new additional content for this channel besides just the weekly podcast. So definitely want to get in there and check that out while you can.

You can find any free resources that I offer at dustinpead.com slash free. It's loaded with resources for you and your team to create with efficiency as you scale together. That's dustinpead.com slash free. Lastly, you can find me on social media at dustinpead. That's D U S T I N P E A D.

All right, today's focus is intentional culture design that supports the creative process and drives results. My guest today, Blake Behr, is the co-owner of The Culture Base with me and author of the book Uncultured. So as we get into this, I want you to ask yourself, have you ever worked somewhere with really talented people but really chaotic results due to the lack of clarity on your processes. So today's episode, we're going to talk about creating culture as your creative teams operating system. Let's get into it.

Welcome back to the show. Long time friend, supporter, partner. Some may say deep lover. No, I'm just kidding. That might be. Sure. Yeah, it is. It is 2025 partner can mean whatever you want it to mean. Blake Behr in the house, author of uncultured. We're going to talk a little bit about this today. The key to prevent your team from self-destructing. A lot of things that we talk about right here on this podcast, Blake, we're talking about going from chaos to clarity and Blake also partner with me, the business kind, with our organization called The Culture Base. We're going to get into that in just a second. But before we do, Blake, I'd love to know just kind of share your background for those that are newer to the show that might not have been around to see your pretty face before. What got you in? What led you to focus so much on organizational culture?

Yeah, nobody just says I want to focus on stuff like that until you've experienced the other side of it. Right. So I think I think that my path led to this point when I experienced hyper extreme other side of this. Right. Like what it looked like to have horrible organizational structure, what it was like to never want to go into work. And so, you know, I'm I've been a lot of things in life. My path is not a linear path. It is very back and forth. Like, hey, I'm going to be a pastor. And then you met me for more than two minutes. Know that was a good choice that that didn't happen. And then I went into roofing. And then it was just like, hey, all my friends are on meth, so I should probably go do something else. And then I went, was like, oh, I actually got a pastor gig. And maybe I should have a trade as well. And went into electrical. And then I went to go for business finance, decided I didn't want to do any of that kind of stuff. And now, a couple of years go by and I start running someone else's company for them.

And was doing it for three to four years and just realized I can never make those final cultural decisions that impacted people, impacted strategy, impacted direction. That I could only do it up to a certain point. And I finally had someone come to me and just said, you know, I know you think that going and trying to fix this thing is going to be the easier solution. However, I'm telling you, just go in and starting your own business doing this and building it how you want to will be infinitely easier, which it was easier than trying to fix something. It wasn't easy. I don't want to make it sound like that, but.

So we basically said, hey, let's start this business that focuses on the three areas that why people leave business and why people leave a company. And those three areas are appreciation, the ability to grow or perceived ability to grow, and then culture and communication. So we focused only on those areas. In an industry where there's 70% turnover a year, we're 4%. In an industry where the average age is 48 to 52, ours is 26.

I'm not trying to flex those things outside of saying culture has been the whole focus. We're in construction. We don't have the ping pong table or dartboard or Margarita Fridays. We don't have that. We have to build our culture in such a way that we find the right people and we develop the right people and the right people stay. We, that's been that part. Now I'm going into other businesses and doing a lot of other things and AI robotics and things that I never thought I would be in because when you start focusing on the right people and start focusing on creating organizations in the right way, it doesn't matter what you do. You get to go and play in a lot of different sandboxes.

I think that's great for me because as you heard my story is a story of extremes. Well, it's also a story of being a generalist, you know, and even though I can specialize in things, I really find joy in getting to play in a lot of things, but mainly how do you meet psychology, which feels like it only has one area of the world. Like, oh, go be a therapist, go be a psychologist, but it's not true. Like how do you take theoretical psychology and understanding and people and all these other very extreme variables and put them into business, the place that we spend a third, if not more of our life. So.

Yeah, man, you said a couple of things in there that I want to hit on. One, since we're talking to creative professionals on this podcast, you talk about the ability to innovate and it opens up when you set the foundation of that good culture, it opens up the door for us to be able to do so many more things that we didn't think were possible, which we could spend a whole episode on limiting beliefs. And maybe I'd love to have you back to talk about that. But speaking specifically about with culture base, with the culture base, what we basically do is we come in and we set up culture as your operating system, right? Like it's, Hey, at the end of the day, you don't function without good culture and good communication and what that clarity brings. And that's clarity and processes. It's clarity and vision. It's clarity in how you hire and fire. It's all across the board. It's not just ping pong tables. And you talked about that as well. So talk to me Blake for a little bit about the difference of culture as an operating system versus just ping pong tables and how can that affect the creative professionals that are watching and listening?

Yeah. So culture as an operating system, think it is. So first, before we move on, culture needs to be defined. We need to be using the same words. If I say the word God, everyone has a different perspective. If I say the word family, everyone has a different perspective. There are definable aspects of culture. And if I gave a one word, definer of culture, it's environment. That's, that's all it is. If I, if I had to simplify all culture into one thing, it's environment. I, in in my book, take it to a different point to say that it's the environment for growth, for development and for connection, right? Like that's, those are the things we're looking for growth of the person, the individual, the ability to have a vision and connect to that vision and do it meaningfully with the people you want to be doing it with.

Those types of things are what a lot of our culture is like setting the table for whatever it is that we do that brings brilliance to the world. So culture as an operating system is foundational, right? It is setting the table for everything else. It is making sure you'll, if you heard me say, talk about culture before, I can't not talk about the idea that culture is like a garden. It's the ability to go in and set the variables for growth. Like that's what it is. It is going in, making sure the soil is clear and clean, making sure there's not a ton of rocks, making sure it's locationally and geographically in a place that's going to get some sun. Where's your water source? Where are all these other aspects that have to be there for your business, your garden to work and so, or your creativity.

Because 100% for the creative professional, your creativity has to be turned on and off in certain aspects. So variables need to be set up for stuff like that. And that's not easy. There's this idea that this kind of structure, that this kind of culture setting, it isn't real unless it's novel or new or like you're going to lose the creative aspect of it all. I, know, Dustin, you and I have talked about this before that structure versus creativity mentality. Like do you bring in structure and creativity at such a level? And, um, and we make them opponents, but they're not like they're two sides to the same coin.

And so like structure doesn't kill creativity. It amplifies it by creating consistent conditions for this excellence. Right. And so one more time for the kids in the back. Say that again. Structure doesn't kill creativity. It amplifies it by creating consistent conditions for excellence. And so when you have this and this is like, think about this too. If you do nothing, if you want the organic creativity to just flow in, um, like what organ, like if you did nothing to a garden, is anything produced? Yes. We need, we need to are produced.

I don't know why we think that the things that are beautiful in life just naturally will happen with no tension or any structure having to be had. That's not true. Think about, I don't just wake up and get a good body. You know what I mean? My body doesn't naturally just all of a sudden get fit. But creativity is definitely, no, that's not true. You have to put in effort. My brain doesn't naturally just get smart. I have to put into it. My, I mean the weeds naturally come, the fat naturally comes. It, yes, it takes me putting shit into my body, but like at the same time, organic creativity, actually, if you want to get really good organic, like let's just, I'm going to stay in this food concept. Organic food more or less expensive? More expensive. Way more expensive. Why?

Because a lot more intentionality and effort has to go into having creative or having organic food. You want the shortcut? Get pesticides. I think a lot of times we want a pesticide lifestyle that turns into organic creativity. And that's just not real or true. What you're going to get is you're going to get shit food. You want organic food. You want organic creativity. You have to set the environment to do so, which requires a lot of consistency and requires a lot of work effort, but it's worth it when you get the good stuff.

Yeah. So let's talk about that work. Let's talk about that effort next. What are some, some practical rituals or rhythms or tactics from uncultured in the culture base, uh, that creative teams can start implementing immediately to set this fertile soil?

Yeah, I just, so I, I use, like I was saying, I use a lot of AI. Get a lot of quotes on my daily like stuff. One of them hit today that just like it's by Simon Sinek, fan girl over him, of course. Oh yeah. We know, we know him well on this show. He says, dream big, start small, but most of all start. And I think that there is an aspect that any of your rituals, if they don't happen with just starting something, just beginning and Dustin, you and I have talked a ton about this on air, off air period, just about like so much creativity is tripwire, right? Like it isn't something that you just produce out of the front cortex of your brain. A lot of it's out of the back part of your brain and the subconscious that we have. And a lot of it is tripwire from other things. Right. And so creativity and innovation, a lot of times it just needs first off consistency. Needs creating really shitty stuff. When I wrote my book, the thing, my one rule was begin, write 500 words and I don't care if 499 of them are the word poop. And like, I just type that the same over, over, over, just getting things moving and then all of a sudden it happens, right? But it requires that starting. The pain of regret way outweighs the pain of discipline. And when you can just get into that process and start doing these things, you're going to start creating really good stuff that took a discipline to get there. I love that our greatest things in life take discipline because it makes it rewarding. If it didn't, what we would create wouldn't even really be that rewarding.

And so I think that's one aspect. The other that we've talked about quite a bit is like I love innovation, but it's really easy to turn innovation into invention in our minds. And so innovation can be about your processes. It can be about your rituals. It can be about the way you create things. It can be whatever. But we've I've had to really force myself to follow that 70-20-10 rule when it comes to innovation, which is 70 percent of your innovation really needs to be on thesis for what you do in your common work. Right. Like we can benefit what we're already doing if you focus those areas and your creativity on 70% of what you're already doing. Make it better. Make it better. Exactly. How do you adapt? How do you adjust? Like, and we don't always love that because it looks like process and looks like it's wearing overalls, right? And so it's a little challenging.

Yeah, I love it. That's why I do what I do. Exactly. So the next part is 20% that's adjacent to that. Something similar. It's inline, but it could help you lead to a new idea, a new breakthrough in what you're already doing. So this is like a adjacent thesis. And then 10% of it invention, right? Like this is the, what do I wanna create that is outside of my realm that I promise that 10% that you spend your time on actually will help the 70 and the 20. Like it's weird how it happens, but that kind of like time where you're focusing energy effort, that 70-20-10 rule and just beginning is more powerful than just waiting for inspiration. Like just way more powerful.

Yeah. And I think what we're saying here too, taking this practical step towards building the right culture for your creative team, for the team that surrounds you focused on innovation is really is like what gets reinforced gets repeated, right? So you're talking about taking that 70% of your innovation and reinforcing back into what you're already doing. And so I think it's important for us to understand the difference between just innovating or just creating for creative sake. Like that's their space for that, right? Like that's your 20 and your 10 really. But to really get down to it and put in the work for the processes and systems that support the creativity that you want to do. You can't go do the 20% and the 10% without the foundation of that 70% in your innovation, right?

Let's switch gears a little bit as we're talking about culture and creative teams. You know, lot of the creative professionals that I've talked to that they don't know when to hire or who to hire or how to hire. And they're afraid of making the wrong decision because it's their money and at risk. You know, these are business owners or solopreneurs and they're just like, I don't want to waste my money on somebody that's not going to work out. So let's talk about some hiring processes here? How do we identify people who are both creative and at least process adjacent minded during our hiring focus?

Yeah. So if I'm, if I'm talking to people right now who are having to hire for their own team, is that what you're saying? Like it's that, Yeah. I just hired a virtual assistant. So what, what would I be looking for in that? Yeah, absolutely. Okay. So this is like my favorite part of everything, which is the weirdest thing for a business owner to be like, I love hiring. Um, but it's almost like, if you look at it, look, not like I need to fix a problem, but I need to invest in a future. Um, hiring becomes really exciting. And so when you start thinking about investment for future, you you've got to look at your own future and say, what, what do I value? Where do I want to go? What do I want to create? And so your values matter. Uh, how hard you're gonna work matters. The type of needs for your weaknesses matter. And so I don't think you can even touch this part of process until you've spent time in that part of process. Okay, so until you know, don't go higher, it's a waste of your time. Okay, it's a waste of your time, it's a waste of their time. And you're not going to, you're gonna all of a sudden come to fixed mindsets that people suck and nobody wants to work hard. That's bullshit.

Like a 4% turnover rate in construction. Guys, people do care about purpose. They do want to do something meaningful. So you've got to find the right ones. And are they all sitting at home waiting for your call? They're not. OK, so you've got to find them in the right places, but you've got to identify the right people you need to go look in those right places. So you can't not have core values. And I'm not trying to be like every other consultant who comes in and it's like, have you thought about your values? But like you really need to because you don't know what kind of people you want to work with. You get to choose. When have you ever got to choose who you get to work with? Yeah. Like one of the greatest joys in life is getting to do business with my friends. Like seriously, I love it.

I love being around people who love being around me and who can handle me. And then I love going and doing business together and going in because what business is, is creating. Like we get to be in a creative world and we get to go create and innovate and come up with new ideas and try to say, um, like, like I love looking for the right enemy, which is a little sub tangent here. Um, and my biggest enemy is the way it's always been done. I love fighting against the way it's always been done. Yeah. Yeah. And so guess what? I look for people who also hate the way it's always been done. And if they don't hate the way it's always been done, then I don't know if they're my people. Now, again, I don't I'm not saying I don't care about legacy and how things were created. But if it's a well, this is just the way we've done it and we've never tried anything new. That's that's that fixed mindset. Yeah, So now.

You figure those things out. And this is this is hard because a lot of times in creative world, you're looking for maybe subcontractors to be on your team. You're looking maybe W2. I don't know. But. It's hard to not focus on talent first. But talent is not effort. It's just something someone has. OK, so it's like if they had a really cool hat, would you hire them for the cool hat or would you hire them because of the person under the hat?

There's some people that I know that may actually hire for the cool hat. I'm not going to hire and I respect that. You can do whatever you want. OK, especially if you own like Catworld or something. Yeah. So but what I'm saying is talent's important. But the person under the talent or who holds the talent or holds that tool, that's what you want to know about. And if you are a grinder and you want to grind and go. Like, hey, we're just slant for the next three years. We just slam and we're busting out. We're working 50 hour weeks together. We're side by side and we're ready for this journey. You need to look for people who are ready for the journey. Yeah. Okay. And this is that whole, I don't know if it was Kevin Durant or some other person who said that, and it might even been Kobe that said, um, hard work trumps talent when talent fails to work hard. And so you want to find people who are hard workers, who are the right character, who in times of grinding know how to grind. But then like in a creative world, maybe you're looking for people who are looking for more like, how do you get through? I don't know. Like, what's your creative process? Like, how do you solve a problem nobody else could figure out? You're asking interview questions to like excavate that mentality. And when you can say like, hey, nobody else could solve through this problem. You solved it. What was your process?

And if they can't articulate their process, then maybe in the interview go, Oh, so you got lucky then then see what they say after. Can't articulate the process, you can't repeat the process. That's exactly right. And what we want is repeated success over and over again. So we talked about moving beyond the talent to hire and you kind of threw some things out there just now of like, here's what to look for. Ask them about their creative process.

As we wrap up this conversation on hiring, before we wrap up the show, what else do we need to be looking for when we're hiring beyond talent?

So definitely core values if you're looking beyond talent. You're looking, so real heavy process oriented people, if you are in an industry that needs people who can live in weeds, you need to find people who can live in the weeds. If you need people who can stay above the clouds, you need to look for that. So you've gotta almost break out your job description, understand.

And this is where people tend to fail is they look for the qualifications of somebody, right? The talents of somebody who fits this role and not necessarily the type of person or character of a person who actually fits this role. And I think there is, and I'm guilty of that. Like there are times that I have a need that I'm trying to fix a need, but if I'm trying, like I said earlier, to invest in a future, then what I need to do is find who is the right person who can.

Like maybe they don't have all the qualifications, but they can mold into the qualifications and then take this role and transform it to another level later. That's what you got to look for. So I think, I think you've got to look at job descriptions different and you got to look more at people who fit that kind of role. Yeah. And I love what you said too, about being in the weeds or in the clouds. And what came to me in that moment is it's really about the altitude of the, of the person that you're looking for. And there's nothing wrong with the person that lives in the weeds because you need those people to go back to the garden analogy. You need those people to cultivate that soil at the ground level, but then you also need the people in the clouds, right, at that altitude to provide the rain to kind of go, hey, here's some fresh ideas. Here's some fresh wind, right, coming from the clouds. And so I don't think there's anything wrong. I think people think that there's somehow less important if they're a weeds altitude versus a clouds altitude. And we need the balance of both. But I think what you said is so important is what do you need the most in that season? Do you need a cloud altitude or do you need the ground level altitude and go find that type of person, not the type of talent necessarily type of person and ingrained in who they are as a person, because that's what you'll be able to grow and develop and cultivate, right?

Let's wrap up this conversation today talking about the balance between autonomy and consistency. A lot of the people listening to this show are creative leaders. They're leaders of their businesses. They're leaders of their creative teams. And they're constantly challenging. Most of my clients that I talk to, have to coach on how to delegate. Right? And so it's a lot of that. And how much are you willing to give up? And at what level can you give autonomy? Can you talk a little bit about the, how to give creative autonomy while maintaining consistency.

Hmm. Yeah. This is another one where it's like, these aren't opposites. Two sides of the same coin kind of mentality. Like I heavily believe that.

Let me think of a right way to ask this question.

Do you want to trust the people who work for you? Yeah, for sure. Do you think anybody doesn't want to trust the people that work for them? I don't. I don't think so. When we overstandardize every aspect and overprocess every aspect of everything we do, there's an aspect of that that says I don't trust. There is an aspect that says I want to make sure we standardize certain things.

But when you standardize when bathroom breaks happen, we're starting to not trust. And so, and the further someone grows in your organization and on your team, the more autonomy you should be able to give them. And the less clear you should have to be. And I know that's going to sound so contrary to everything else, but I do believe part of the brilliance that they're bringing to the team is what they can create in the autonomy.

And when you overstandardize everything and overprocess everything, what's important? I don't know what's truly important when you overstandardize everything. There are aspects of our business and aspects of our creativity that are permission to play. No chance anyone's coming in here and being like this or doing it this way. But if you don't and if you hold to that, but you hold to that on everything, nobody's gonna know what's actually true, okay? So there is a lack of trust that happens. And when you have a lack of trust, you will have a lack of innovation. You will not get innovation without trust because people will protect what they value at that point because they don't feel trusted to bring, it's like show and tell, but the teacher's like only showing what they have and not letting the kids participate and basically making fun of everyone else's stuff that they have. Who wants to show Intel at that point? You've lost that. You've lost that when you, the teacher said, this is the only thing you can bring to show Intel. Okay. You've lost creativity. So there is guard rail mentality versus straight jacket mentality. And I think that you've got to find that balance.

Yeah. There's still autonomy between the guard rails. Yes. There's no autonomy in a straight jacket. That's exactly right. And Autonomy is saying also, I care about personality. I care about the personality you bring to this. Here is how we're getting there. Or here is the direction, the vision. Here are the things you can't. I'm going to say you can't do because there are cants. And it's important to clearly identify those. And then you say, now go create. And you're like, here's point A, here's point B. How are you going to do it and create the best vehicle to do it? And everyone's creating these cars. And then some dude creates a plane that gets there and you're like, I didn't even think about that. That's fantastic. Okay. That's personality and innovation you want to have received because you had one vision of what it was and now you've got 20 visions. Right. Which goes back to the hiring conversation that we were just having. We hired for your weakness, right? We hired for what your greatest need is. You have the one part covered. So why would you stifle the, what you just brought in because you needed them to think differently and act differently and perform differently than you in that matter.

Man, so good. So good. Let's wrap up today by just if there's one thing that you want creative business owners to remember from our conversation today, what would that be?

Innovative teams take effort. I that would be it. You can't, you can't happen and accidentally upon greatness, but it takes a lot of effort and that effort requires consistency. I love it. I love it. That's what it's all about. Um, real quick before we go, can you tell us about the book again? One more time for those who are watching here. Is right here. The book is uncultured on screen there for you. Uncultured Blake Behr's book, the key to prevent your team from self-destructing. Is available on Amazon. Tell us about that book and the main premise and the target audience.

Yeah. So the target audience is anybody who has a team, you know, and more specifically in businesses, but it dives into like why businesses fall apart. That seemingly seemed like they had all the successful pieces, but then kind of fall apart because of a lack of understanding on culture and what actually gets greatness out of people. So teaches you how to create, fix, build, and maintain a thriving culture in your business and to do it scalably, right? Like you can't just be like, I go from zero to the perfect culture and you got to give yourself some forgiveness and some growth, growing pains. And again, it's, it's heavy in consistency, heavy in mindset and heavy and just doing the thing over and over so that you build something great.

Yeah. And the book is really kind of the, the, the genesis of our business, the culture base, right? And it was kind of born out of our working relationship in the years past. Uh, and what we do at the culture base is like I said, kind of born out of this book and everything that we've been talking about on this podcast today is what we do at the culture base. So if you're in need of helping any of these categories, reach us, reach out to us at the culture base. That's BAS. The culture base dot com. We also Blake and I co-host a podcast over there as well. It comes out a couple of times a month called Get Ready For This. The culture based podcast. I know it's the most creative. It's the most creative title ever. We just took our business name and added podcast to the end of it. No one's ever done that before. We're turning down interviews all the time about how we named it. And I'm just kidding.

Go check that out everywhere where you can listen. It's on YouTube You can search on YouTube for the culture base or the culture base podcast and you'll find them Blake I'm so glad you're with me today, man. I really appreciate your time and I look forward to having you back. We're definitely need to talk about that limiting belief What will make that happen soon, too? Cool. Thanks for having me man. You bet

What an incredible episode we had for you today. Like I said in the interview, you can find out more about us at the culture based dot com. If you're interested in any part of the conversation that we had today, you can also subscribe and listen to that podcast, the culture based podcast. Can Google us on or find us on YouTube and anywhere where audio podcasts are available. I to remind you that you can pick up Blake's book uncultured on Amazon.

Definite must read for any of you that are watching or listening to this podcast on a regular basis. Next week, we're going to talk about the power of templates. And I know that sounds super boring, but listen, we're going to be able to create some reusable assets without losing without losing originality and creativity. So I want to remind you that creativity thrives with the right structure support.

And if you need help with that, I would love to come in and help you with that, whether it's as simple as one on one coaching or it's more complex and to consulting with us at Chief Creative Consultants. I would love to talk with you about that. Go to DustinPead.com. That's P E A D and click on the let's chat button. So keep thriving. Keep doing what you're doing. Don't quit. The world needs you and your creativity. I cannot wait to talk with you next week on Creativity Made Easy podcast.

Dustin Pead
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Ep 111: The Feedback Loop