3 More Questions (Jimmy Kirchdorfer) with David Novak and Koula Callahan

Podcast Summary: How Leaders Lead with David Novak

Episode Title: 3 More Questions (Jimmy Kirchdorfer)
Date: July 7, 2025
Host: David Novak
Co-Host: Koula Callahan
Guest (Referenced): Jimmy Kirchdorfer, Chairman & CEO of ISCO Industries

Episode Overview

This edition of "3 More Questions" is a thoughtful debrief of David Novak's recent interview with Jimmy Kirchdorfer, CEO of ISCO Industries—a billion-dollar industrial piping company with roots as a family irrigation business. Host David Novak and co-host Koula Callahan reflect on Jimmy’s leadership philosophy, growth mindset, and people-centered mission. The discussion distills actionable insights about creating meaningful mission statements, fostering psychological safety, and guiding young leaders.

Key Discussion Points and Insights

1. The Power & Purpose of Mission Statements

[02:24–05:40]

ISCO’s Mission:
ISCO’s mission statement is: "ISCO exists to provide long-term opportunities for members of the ISCO team."
People-First Focus:
David Novak observes that ISCO’s mission “has nothing to do with pipes or profits. It has everything to do with their people.” ([02:38])
Purpose Beyond Profit:
Novak stresses the importance of noble, purpose-driven missions:

“I think when you just hone in on making money as your real objective, I think you miss out on the opportunity to give people a greater cause ... A mission statement should be much bigger than yourself and much bigger than the job that you happen to do.” — David Novak [03:17]
Mission in Practice:
ISCO lives their mission by reinvesting profits back into the company and creating career opportunities, echoed by their emphasis on employee recognition, including a Hall of Fame for retirees.

Notable Quote

“People do not wake up every day wanting to be a part of something mediocre. They want to wake up every day to be a part of something great. And I think the best mission statements really get at that.” — David Novak [04:44]

2. Building a Culture of Psychological Safety

[05:40–08:34]

Why Psychological Safety Matters:
Jimmy Kirchdorfer considers psychological safety “absolutely paramount” to a healthy workplace where people can be themselves.
Leaders Lead by Example:
Novak says:

“The most important thing that a leader can do to drive psychological safety is be vulnerable yourself... let everybody know that it hasn’t been just a straight arrow up. You had some rocky roads along the way, and share those rocky roads, set the example there.” [05:55]
Detecting Culture Fit:
Koula recounts Jimmy’s practical use of psychological safety as a “litmus test” for culture fit—watching team dynamics to see who elevates or diminishes openness during meetings.
Hiring for Values:
Novak highlights the importance of “diversity in style” but “unity in values,” using a Normandy analogy to emphasize support and camaraderie when hiring.

Notable Quote

“You want diversity in style, but you [need] unity in values.” — David Novak [07:43]

3. Rethinking Career Advice for Young Leaders

[08:34–09:56]

Jimmy’s Approach:
Jimmy advises young leaders not just to "find what you love," but to “find something that you’re really good at and then chase that.”
David Novak’s Perspective:
Novak merges the two philosophies:

“If you’re really good at it... 99.9 times out of 100, you’re going to love it. People are very rarely good at anything that they don’t love. If you’re bad at it, I guarantee you don’t love it.” [08:57]
‘Joy Builders’ and ‘Joy Blockers’:
Koula links this with the podcast’s concept of steering life and work towards activities that generate joy, not those that drain it.

Notable Quote

“If something that you’re doing all the time is sucking all the joy out of your life... you’re not going to do it to the best of your ability.” — Koula Callahan [09:37]

Memorable Moments & Quotes

On ISCO’s Origins and Growth:

“They inherited basically a $12 million business... now it’s not only a business that’s doing well in the United States, they’ve expanded into other countries.” — David Novak [01:54]
On Employee Recognition:

“They recognize their people. They have all kinds of recognition awards. They have a hall of fame for people who’ve retired. They know how to make people feel special and valued.” — David Novak [05:30]
Normandy Boat Analogy (Cultural Fit):

“Just imagine if you’re in that boat and you’re going across the channel, who’s sitting next to you? Do you want to polish your bullets together?... Do you want somebody that’s going to have your back? Yeah, you do.” — David Novak [07:54]

Additional Highlights

ISCO’s Community Involvement:
ISCO is sponsoring a PGA Tour event in Louisville, blending business, sport, and philanthropy to benefit the Wendy Novak Diabetes Institute. ([09:58–10:39])
Key Actionable Takeaway:
Leaders should structure their organizations to provide opportunities for people and foster environments where psychological safety, recognition, and personal strengths drive both performance and satisfaction.

Important Timestamps

Introduction and ISCO Backstory: [00:04–01:54]
Mission Statement Insights: [02:24–05:40]
Psychological Safety in Culture: [05:40–08:34]
Advice for Young Leaders: [08:34–09:56]
Community Impact (ISCO PGA event): [09:58–10:39]

Conclusion

This recap centers on practical, people-focused leadership. David Novak and Koula Callahan unpack Jimmy Kirchdorfer’s approach, showing how a clear mission, psychological safety, and playing to strengths fuel lasting growth and workplace satisfaction. The episode is rich with analogies, anecdotes, and actionable advice for all leaders, underscoring their belief that the best companies strive to be more than just businesses—they strive to be communities where people are inspired to be their very best.