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BEGIN:VEVENT
UID:20260918T092423Z - 98899@as204a.odoo.com
DTSTART;TZID=Asia/Kuala_Lumpur:20260925T100000
DTEND;TZID=Asia/Kuala_Lumpur:20260925T120000
CREATED:20260918T092423Z
DESCRIPTION:<a href="https://www.lynch-pin.com/event/virtual-food-for-thoug
 ht-the-plumbing-173/register">Virtual-Food for Thought: The Plumbing by Be
 n Croc</a>\nFood For Thought Virtual Series: The Plumbing The system we ha
 ve been running Lynch Pin on. First time we are letting anyone else in. 
 ​ 📅 25 September 2026 🕙 10:00 AM – 12:00 PM 💻 Online 🎙️ 
 Speaker: Benjamin Croc\, Co-Founder & CEO of brioHR You have been to enoug
 h of our sessions to know what we believe about how people should be led. 
 That part is not the hard part anymore. You have the water. Most companies
  do not. The standards are set\, you know what good looks like\, and your 
 senior people can tell you what a proper 1:1 or a proper appraisal is supp
 osed to be. The hard part is getting it to every floor of the building. Wa
 ter in a tank only reaches the top. Your best three managers run great 1:1
 s because they are your best three managers. Goals get set in January and 
 opened again in December. Feedback happens where someone has the disciplin
 e to make it happen unprompted. Everything good in your company is current
 ly running on individual willpower\, and yours most of all. That is a plum
 bing problem\, not a thinking problem. For years we have been running our 
 own company on a platform that handles it. It is not exciting. Plumbing ne
 ver is. It is just the thing that decides whether what you believe actuall
 y reaches people or stays in a slide deck. On 25 September we are opening 
 it up. What it does\, in order First it clears the desk. Leave\, claims\, 
 payroll\, documents\, onboarding\, records. The admin that quietly eats th
 e hours your managers were supposed to spend leading. That comes off first
 \, because you cannot ask anyone to do more until you take something away.
  Then it puts the leadership work on rails. Goal setting\, 1:1s\, feedback
 \, appraisals\, coaching\, 360s. Not as a guide people are meant to rememb
 er. As a step by step flow that prompts\, tracks and closes the loop for e
 very manager in the company\, whether they are naturally good at this or n
 ot. Nothing new to [...]
DTSTAMP:20260918T092423Z
SUMMARY:Virtual-Food for Thought: The Plumbing by Ben Croc
X-ALT-DESC;FMTTYPE=text/html:<a href="https://www.lynch-pin.com/event/virtu
 al-food-for-thought-the-plumbing-173/register">Virtual-Food for Thought: T
 he Plumbing by Ben Croc</a>\nFood For Thought Virtual Series: The Plumbing
  The system we have been running Lynch Pin on. First time we are letting a
 nyone else in. ​ 📅 25 September 2026 🕙 10:00 AM – 12:00 PM 💻 
 Online 🎙️ Speaker: Benjamin Croc\, Co-Founder & CEO of brioHR You hav
 e been to enough of our sessions to know what we believe about how people 
 should be led. That part is not the hard part anymore. You have the water.
  Most companies do not. The standards are set\, you know what good looks l
 ike\, and your senior people can tell you what a proper 1:1 or a proper ap
 praisal is supposed to be. The hard part is getting it to every floor of t
 he building. Water in a tank only reaches the top. Your best three manager
 s run great 1:1s because they are your best three managers. Goals get set 
 in January and opened again in December. Feedback happens where someone ha
 s the discipline to make it happen unprompted. Everything good in your com
 pany is currently running on individual willpower\, and yours most of all.
  That is a plumbing problem\, not a thinking problem. For years we have be
 en running our own company on a platform that handles it. It is not exciti
 ng. Plumbing never is. It is just the thing that decides whether what you 
 believe actually reaches people or stays in a slide deck. On 25 September 
 we are opening it up. What it does\, in order First it clears the desk. Le
 ave\, claims\, payroll\, documents\, onboarding\, records. The admin that 
 quietly eats the hours your managers were supposed to spend leading. That 
 comes off first\, because you cannot ask anyone to do more until you take 
 something away. Then it puts the leadership work on rails. Goal setting\, 
 1:1s\, feedback\, appraisals\, coaching\, 360s. Not as a guide people are 
 meant to remember. As a step by step flow that prompts\, tracks and closes
  the loop for every manager in the company\, whether they are naturally go
 od at this or not. Nothing new to [...]
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