Leadership conversations often focus on structure, process, and performance metrics. All of those matter. But as this conversation with Mike Bismeyer reinforces, workplace culture is shaped far more by daily leadership behavior than by org charts or mission statements.
Mike—often known as “The Kindness Guy”—has spent more than 17 years in public transit and mobility, serving in leadership roles, on industry boards, and as a keynote speaker. But what makes his message resonate isn’t his résumé. It’s the lived experience behind it.
A personal story from Mike’s childhood—one shaped by bullying and a single, unexpected act of kindness—became the foundation for how he views leadership today. That experience didn’t just influence how he leads teams; it shaped how he thinks about empathy, mentorship, recognition, and the responsibility leaders have to understand the people behind the roles.
In our conversation, we explore how leadership has evolved from managing down to empowering up, and why that shift matters more than ever in today’s workforce. We talk about mentorship and knowledge-sharing—not as “nice-to-haves,” but as critical components of succession planning and organizational resilience. We discuss how cross-department understanding reduces friction, builds trust, and ultimately strengthens execution.
We also talk about something that’s often overlooked: recognition. Not awards or formal programs, but simple, consistent acknowledgment of effort. A thank-you. A conversation. A moment of appreciation. As Mike puts it, culture begins to erode when organizations move from celebrating success to communicating only when something needs to be corrected.
This conversation goes beyond kindness alone. It’s about intentional leadership—the choices leaders make every day, the behaviors they model, and the tone they set for their teams. Culture doesn’t happen by accident. It’s built, decision by decision.
If you’re leading a transit agency, a transportation company, or any service-based organization, I encourage you to listen to the full audio conversation. There are lessons here that apply well beyond our industry.
Because in the end, culture follows leadership—and leadership starts with how we treat people.
