Values Development

Below please find three sections that give you an update on where we stand with Values.

  • First is the raw feedback from our survey, as well as notes taken from the discussion in our meeting in Minneapolis.
  • Next is a de-duplicated and consolidated list of Values.
  • The last is an attempt to simplify the concepts and gather them into thematic groups. This is a work in progress meant to facilitate feedback and encourage your participation!

Please review these, then provide your feedback in the form at the bottom.

Thanks!

Original Values Submissions

Personal Workplace Values: What three values are most important to you in a workplace? Think about the environment in which you feel most productive and fulfilled.

  • Positive/Can Do Attitude
  • Competence/Reliable/Dependable
  • Authentic/Transparent/Collaborative
  • Respect for each manager at the ultimate authority in their field
    • Respectful discussion welcome but the leader of that area has to live and die with the decision, taking responsibility for any repercussions and positive results
    • This means not continuing to push a differing opinion once that expert has spoken on it
  • Respectful collaboration
    • Even in strong disagreement, each person is allowed to air their differences WHILE NOT cutting the other off during conversation.  We all have the right
    • Remembering during collaboration that we all have the same goal in mind:  for Aegle to change healthcare financing and to be as profitable as possible
  • Collegiality
  • Respect
  • A driven curiosity.
  • Accountability
  • Trust
  • Authenticity
  • Integrity
  • Collaboration
  • Trust
  • Teamwork
  • Integrity
  • Ingenuity
  • Continuous improvement
  • Collaboration
  • Unity
  • Intellectual Curiosity
  • Mutual Respect
  • Drive for Success
  • Expectations = reality (N.B.: gets, not equals)
  • Keep commitments.
  • Be frugal.
  • Have standards. Don’t do deals.
  • Create innovative and helpful products.
  • Have fun with customers.
  • Follow processes. Find root causes. Fix processes.
  • Focus on competency. Do not tolerate mediocrity.
  • Teach philosophy and culture.
  • If you disagree, dissent. Once decided, support.
  • Integrity
  • If you fall or fail, get back up and try again
  • Assume positive intent
  • Respect
  • Every voice deserves to be heard
  • Seek first to understand, then to be understood

Values from Previous Experiences: Share values from previous organizations that were meaningful to you. Why do you feel these values would be important for Aegle? What about them made them meaningful?

  • Value of “Make it a Great Day” at RedBrick Health…meaning behind it, became a part of daily communication
  • From Hewitt, “Benefit of the Doubt”…respect for others/don’t assume, kept each other accountable to be kind/understanding
  • again 
    • We’ve all had “learning experiences” during our careers, some multiple times.  The team should listen to and respect an individual’s experience in an effort not to repeat errors of the past
    • Collaboration versus dictatorship makes the workplace much more pleasant brings out the best in people
    • Open dialogue and dissemination of information is key as every departmental decision affects the other departments and the company as a whole.
    • Have fun.  Help each other to enjoy the experience.  If we’re not enjoying it, why are we here
  • a personal bias to action
  • disagreeing but committing to a team direction
  • raising the bar for one’s colleagues
  • There weren’t specific values that were applicable, but environments where there were no politics and had a number of people who got stuff done is where I excelled the most.
  • Be curious about each day. Always be learning. Innovate. Be creative. Lead positively.
  • Accountability – Being accountable for your decisions is key to moving forward in a company. This keeps teams honest and collaborative while reinforcing the fact that everyone’s goal is the same- to contribute to the growth and success of the company.
  • Openess – Team members being open to others’ ideas and thoughts is invaluable to a company’s growth. Without this value, relationships can fracture while also lowering company productivity and growth.
  • I do remember this value from my time at Bain “A Bainie never let another Bainie fail” – I do think it is important to have personal accountability within an organization but it is also important to not forget that successes and failues are a team effort. I can’t count the times that while at Bain the whole team was staying in the office until late until everyone’s work was done

Alignment with Mission and Vision: How do you see your values aligning with a company’s mission and vision? This is about understanding how your personal values intersect with broader organizational goals.

 

  • Integrity – we work toward our goals with honesty and respect for Aegle, our partners, and our customers
  • Authenticity – each interaction we have both in and our of the organization is an expression of our true motivation and beliefs
  • Respect – each of us treats our coworkers, customers, and partners in a way that we would expect to be treated ourselves
  • Accountability – We each live and die with our decisions even if unsuccessful actions were carried out by those in our respective departments, knowingly or unknowingly
  • Diligence – each of us puts in the maximum daily effort that you’d expect from your partners to propel Aegle to be as successful as possible
  • I am very comfortable with the type of people on our team. I believe our Mission and Vision are still to be defined.
  • I see these values tying into the broader organization through relationships. I think communication is key in growing relationships to better understand our company and peers. Implementing organizational structure can help achieve this, giving each employee the vision to understand the company goal as well as their goal within the company structure. Personal values also have a key role, by practicing respect and kindness within everyday interactions.
  • I believe that one’s personal values should ideally align with a company’s mission and vision to ensure a mutually beneficial partnership. When considering how my values intersect with broader organizational goals, I see several key areas of alignment:
  • Integrity and Ethics: Personal values such as honesty, integrity, and ethical behavior align with a company’s commitment to operating with high ethical standards. When employees share these values, it fosters trust both internally and externally.
  • Teamwork and Collaboration: Values related to teamwork and collaboration align with a company’s vision of creating a cohesive and cooperative work environment. When employees value teamwork, they are more likely to contribute positively to achieving collective goals.
  • Continuous Improvement: My personal value of continuous improvement aligns with a company’s mission and vision by contributing to the organization’s ability to evolve, innovate, and excel over time. It ensures that I am committed to enhancing processes, products, and services to help achieve the company’s goals of growth and excellence.
  • My life goal is to create a systemic, lasting impact on the world, particularly in healthcare.
  • I see Aegle’s tools as a vector with a unique ability to bring about that sort of change

Crucial Values for Aegle: In your opinion, what values are crucial for our company’s success? Consider what makes Aegle unique and what will drive us towards future achievements.

  • Positive/Can Do Attitude
  • Competence/Reliable/Dependable
  • Authentic/Transparent/Collaborative
  • A collaborative culture
  • Accountability
  • Trust
  • Authenticity
  • We are playing in an area that is still very nascent. We need to be innovative, daring and willing to take a completely different approach to the market.
  • Collaboration. Trust
  • Accountability- I think accountability will play a pivot role in success for Aegle. I think understanding you role and your responsibility, then owns the process thereafter is key to success. Another think it integrates is rather than blame, instituting a solution to solve the issue and move forward. This then increases productivity while not allowing for unnecessary negative discussion.
  • Integrity
  • Collaboration
  • Continuous Improvement
  • Intellectual Excellence: because each of our intersecting fields is “winner-take-all” and heavily pyramidal in nature, we will win by fielding the “superstars”, the smartest and most capable people
  • Customer Success: in a field where customers are often taken advantage of, we need to build products that directly make life better for our customers
  • Integrity & Honesty: likewise, given the rampant fraud and chicanery that exists in everywhere money is involved, we need to conduct all our operations with the highest integrity and honesty. We are never out to fool or lie, and we will always under-promise and over-deliver.
  • Leave things better than you found them – create positive impact
  • Support, encourage, and lift each other up
  • Be willing to take on any task to create progress
  • Assume positive intent
  • Operate transparently and honestly
  • Encourage growth and intellectual curiosity
  • Seek first to understand then to be understood

Other thoughts

The strength of the team that we have now lies mostly in the incredible depth of experience that leadership brings from different areas of expertise. It’s a key differentiator from other, more usual startups and enables us to tackle such an interdisciplinary challenge as healthcare fintech. If I may be selfish to say, I see each person in leadership as a key learning opportunity for myself keeping both strengths and limitations in mind. And I’d appreciate a team culture where that learning and advancement and maturation, for and amongst each of us, is maximally pursued in service of our ambitious goals.

  • Accountability
    • Responsible for my role and area
    • I am my word and take responsibility for my delivery on my word
  • Collaboration
  • Help each other out
  • Potential tension
    • Accountability and collaboration
      • Respectful interaction
      • Are we coming from a place of trying to win the argument?
      • What is the underlying motivation?
    • Ownership but challenge
    • Jaco Willet – failure of anyone is a failure on my part
  • There’s a time for ideation and a time for action
  • Listening
  • Make it a great day.
    • Make it – your choice
    • Great – we strive for excellence
    • Day – we recommit to it every day
  • Grace for people
    • Assume positive intent
    • Benefit of the doubt
  • Integrity
  • Intellect and Curiosity
    • Different kinds of intelligence
    • Different kinds of expertise
    • Experience can guide differently than intellect
    • Seeking to learn in all moments
  • Embrace differences respect and embrace
  • We lean into the grey areas and solve for excepted norms
  • Jenna’s feedback
    • Passion – have a passion for what is being done
    • Excitement
    • Goal – company (might not see the changes we’ve been through)
      • See the startup successfully launched
      • Providing differentiated solutions to customers for healthcare financial risk
    • Alignment?
    • Knowledge brought from past experiences
      • Differentiated
      • Comes together
    • Carl’s feedback
      • Cohesiveness – working towards the same goal
      • Passion
      • Goal – innovation and change of an industry
      • Products we are bringing to market
      • How people are buying stop loss –
    • We see opportunity in ambiguity
    • Drive for clarity to maximize success
Deduplicated and Simplified Values

• Positive/Can Do Attitude
• Competence/Reliable/Dependable
• Authentic/Transparent/Collaborative
• Respect for each manager at the ultimate authority in their field
• Respectful collaboration
• Collegiality
• Respect
• A driven curiosity.
• Accountability
• Trust
• Authenticity
• Integrity
• Collaboration
• Teamwork
• Ingenuity
• Continuous improvement
• Unity
• Intellectual Curiosity
• Mutual Respect
• Drive for Success
• Expectations = reality (N.B.: gets, not equals)
• Keep commitments.
• Be frugal.
• Have standards. Don’t do deals.
• Create innovative and helpful products.
• Have fun with customers.
• Follow processes. Find root causes. Fix processes.
• Focus on competency. Do not tolerate mediocrity.
• Teach philosophy and culture.
• If you disagree, dissent. Once decided, support.
• If you fall or fail, get back up and try again
• Assume positive intent
• Every voice deserves to be heard
• Seek first to understand, then to be understood
• “Make it a Great Day”
• From Hewitt, “Benefit of the Doubt”…respect for others/don’t assume, kept each other accountable to be kind/understanding
• a personal bias to action
• disagreeing but committing to a team direction
• raising the bar for one’s colleagues
• Be curious about each day. Always be learning. Innovate. Be creative. Lead positively.
• Openness to ideas
• ethical behavior
• Teamwork and Collaboration
• Intellectual Excellence
• Customer Success
• Leave things better than you found them – create positive impact
• Support, encourage, and lift each other up
• Be willing to take on any task to create progress
• Operate transparently and honestly
• Encourage growth and intellectual curiosity
• There’s a time for ideation and a time for action
• Listening
• Grace for people
• Embrace differences
• We lean into the grey areas and solve for excepted norms
• Excitement
• Alignment
• Cohesiveness
• Passion
• We see opportunity in ambiguity
• Drive for clarity to maximize success

Thematic Simplification

People are Precious

  • We treat our Team, Partners, and Customers with equal respect and compassion
  • We keep our team connected even when apart
  • We embrace that a balanced life creates a vital workplace

Empathy and respect drive every interaction

  • We listen to learn
  • We embrace opinions that challenge our own
  • We communicate with kind honesty, addressing issues in the moment

We challenge existing solutions, even our own

  • We question assumptions and limitations
  • We look for the gaps and build bridges
  • We turn boxes into building blocks

We grow through empowerment

  • “Yes”, “And”, and “What If” are keys to unlocking opportunity
  • We encourage creativity, learning, and development
  • We stretch ourselves past what we think is possible
  • Yesterday’s 101% is today’s 100%

We strive for excellence without fear of failure

  • We are meticulous in our work
  • We take chances, fail fast, and learn
  • We acknowledge when we miss the mark and rectify immediately

Once decided we are aligned

  • We investigate all possibilities through relentless curiosity and conversation
  • Every idea is a possibility – if not now, then later
  • Once we decide on a direction we work tirelessly for the team

Derek Vest - CMO

Derek is the Chief Marketing Officer and has for more than 30 years successfully guided the growth stories of diverse array of established and startup brands including Wells Fargo, Experian, Fiserv, and Centene. His ability to navigate complex, compliance-driven environments while infusing them with deft branding has been a catalyst for innovation and growth.

Barry Carlson - CGO

Barry, serving as the Chief Growth Officer, brings a wealth of experience in the insurance, healthcare, and employee benefits domains, with a career spanning more than 30 years. His background is rooted in sales leadership and business development. Barry has had the privilege of working with respected companies including Aon, Nexben, Allina Health/Aetna, Medica and ING.

Drew Holm - COO

Drew, the Chief Operating Officer, brings almost 20 years of experience in healthcare where he has led finance, mergers and acquisitions, strategic partnerships, strategy, HR, and corporate development. Drew was most recently the CFO of Recuro Health and additionally held leadership roles at Constellation, Inc., Stella, the parent company of Blue Cross Blue Shield of Minnesota, and United Health Group.

Steve Pachella - CFO

Steve is Chief Financial Officer & Treasurer of Aegle Health Partners, Inc. and brings over 20 years of capital markets expertise to Aegle having structured, and originated over $45 billion in equity and debt transactions across corporate and consumer credit sectors during his career. Steve has an extensive background growing early-stage companies and is particularly adept at developing innovative capital markets distribution for non-bank lending institutions.

Gerardo Zapaglione - Founder

Gerardo is the Founder of Aegle. He was a Population Health lead for Epic Systems, the EMR vendor, where he advised health systems and provider-owned health plans on innovative methods for handling downside risk following the passing of the Affordable Care Act. Prior to joining Aegle, Gerardo was a Principal at Kaiser Associates and Leonessa Life Sciences.

Kyle Rolfing – CEO

Kyle is a serial healthcare entrepreneur with particular experience in next-generation tools for employers to manage health benefits. Kyle was a founder at Definity Health (acquired by United Health for $300m in 2004), Redbrick Health (acquired by Marlin Equity Partners in 2018), and Bright Health (IPO 2021, NYSE:BHG).