@entreleadership
Instagram · Clip
@entreleadership You get what you tolerate. If you want to have a healthy culture, you have to define it, write it down and then stick to it. Words of wisdom from @daveramsey on the EntreLeadership Summit stage!
Trending short videosSpeaker explains workplace culture principle
The edit1 shot · 8 text
Shots Text0:26
Performance
- Views
- 133.5K
- Likes
- 3.8K
- Comments
- 21
- Engagement
- 2.9%
- Length · 18 May 2026
- 0:26
Video #48206 · Clip
Speaker explains workplace culture principlefrom @entreleadership
[01]
Overview
A speaker on a conference stage delivers a powerful monologue about workplace culture, starting and ending with the principle that 'you get what you tolerate.' He explains that building a healthy culture is a messy process involving accountability and positive conflict, and advises leaders to define their standards and stick to them, concluding that culture is the ultimate reason people stay with a company.
[02]
Simple outline
- 1State a provocative truth
- 2Detail the associated challenges
- 3Offer a clear, simple command
- 4Justify with a final insight
[03]
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Classification
[05]
Hook analysis
What stops the scroll in the first 3 seconds
Title hook · 35%
YOU GET
Verbal hook · 60%
You get what you tolerate.
Visual hook · 5%
A speaker stands on a professionally lit stage with a large, dynamic blue and black graphic background, using expressive hand gestures by bringing his palms together to emphasize his point.
[06]
Hook template
Steal this for your own video
You get what you .
- — You get what you tolerate.
- — You get what you reward.
- — You get what you ignore.
[07]
Hook and payoff
The promise the opener makes, and how the video pays it back
Hook
A concise, universally applicable aphorism is delivered directly to the audience, establishing an immediate, thought-provoking premise.
Payoff
The video concludes with a powerful statement that reframes a common activity through the lens of the core thesis, revealing the ultimate and often unexpected reward for adhering to the principle. (e.g., '...they stay for culture.')
[08]
Narrative framework
The structural pattern this video runs on
Framework
The Aphoristic Mandate
The framework establishes a powerful, memorable aphorism as a core truth, details the difficult work required to uphold it, provides a simple command to follow, and concludes by revealing the high-stakes reward for doing so.
- 1
The Core Thesis Statement
The video opens by stating a short, powerful, and memorable principle that serves as the central theme. (e.g., 'You get what you tolerate.')
- 2
The Reality Check
The speaker elaborates on the challenges and 'messy' realities associated with implementing the core thesis, adding depth and credibility by acknowledging the difficulty. (e.g., '...is messy, it's accountability, it's positive conflict...')
- 3
The Thesis Refrain
The core thesis is repeated immediately after the challenges are detailed, reinforcing the principle and linking it directly to the hard work required.
- 4
The Actionable Mandate
The abstract principle is translated into a concrete, step-by-step command, giving the viewer a clear path forward. (e.g., 'Decide who you want to be, state it, and then stick to it.')
Themes
Techniques
Post caption
You get what you tolerate. If you want to have a healthy culture, you have to define it, write it down and then stick to it. Words of wisdom from @daveramsey on the EntreLeadership Summit stage!
Text overlays
informational · beginning
YOU GET WHAT YOU TOLERATE.
informational · beginning
CREATING HEALTHY CULTURE IS MESSY.
informational · middle
IT'S ACCOUNTABILITY.
informational · middle
IT'S POSITIVE CONFLICT WHERE WE CALL OUT STUFF.
informational · middle
YOU GET WHAT YOU TOLERATE.
informational · middle
DECIDE WHO YOU WANT TO BE, STATE IT, AND THEN STICK TO IT.
informational · end
YOU HIRE PEOPLE FOR ONE REASON
informational · end
THEY COME ON BOARD WHILE THEY THINK THEY'RE BUT THEY STAY FOR CULTURE
Transcript
You get what you tolerate. Creating healthy culture is messy, it's accountability, it's positive conflict where we call out stuff, you get what you tolerate. Decide who you want to be, state it, and then stick to it. You hire people for one reason, they come on board while they think they aren't coming on board, but they stay for culture.