It's not all about the numbers!
Sep 22, 2026 · 35 min · 11 segments
In this episode of *It's Not All About the Numbers*, Chris Argent and Mike Rose are joined by **Michael Mills, Global Director of Finance and Shared Services at Aramex**, to talk ambition…
Michael MillsGuest
Chris ArgentHost
Mike RoseHost
So what's been happening this week? Mike, you've been doing your usual research.
What I wanted to ask you about was not necessarily the content within it, but the reason that you do it.
It came out of atomic habits and about, you know, trying to do these little bits repeatedly and trying to build that habit.
And it's around that kind of positivity, right, about celebrating, celebrating the wins and, you know, saying thank you to people.
three things that you can do that can have you know such a positive impact and uh i did it internally right so i would do it every friday so i would have a um winds of the week on a friday with my team uh and uh which was half an hour and what i wanted was everyone to go home celebrating something uh you know saying thank you to someone and then what i noticed was um had a really positive impact and then the guys they started doing that in their own teams and So I had the idea of, well, you know, if it can have that positive impact on individuals and they spread the love and it kind of goes from there.
You know, if I did it externally, you know, maybe it'll catch on and maybe others will do the same.
And again, just that kind of, you know, you put that positive energy out, positive vibes and yeah, hopefully it will spread.
And, you know, I absolutely love the idea around sort of sharing good news because obviously, you know, work like, you know, the national news that's out there, it always tends to be more negative than positive.
Why good news and what was the sort of atomic habits part of that? Because it sounds like it was you were trying to set up a habit to just talk about good news.
exactly like chris it was um you know i guess i had my own uh feedback was that you know i'd probably give more critical and wasn't overly generous let's say uh with praise uh and so i thought okay that's fine that's good you know let's let's take it on board lean into it what can i do differently then you know if um if if uh if if i want to drive change and you know, what type of leader do I want to be, then, you know, I wanted to be able to give both that kind of constructive feedback and that and that real critical to kind of help people be the best version.
So that's what it kind of led to was me wanting to change how I was performing.
change I was behaving, the impact I was having, you know, the whole, you know, the shadow, the leader cast.
It was, you know, having to, it was like prying teeth, uh, from the guys at first.
So what's been happening this week? Mike, you've been doing your usual research.
What I wanted to ask you about was not necessarily the content within it, but the reason that you do it.
It came out of atomic habits and about, you know, trying to do these little bits repeatedly and trying to build that habit.
And it's around that kind of positivity, right, about celebrating, celebrating the wins and, you know, saying thank you to people.
three things that you can do that can have you know such a positive impact and uh i did it internally right so i would do it every friday so i would have a um winds of the week on a friday with my team uh and uh which was half an hour and what i wanted was everyone to go home celebrating something uh you know saying thank you to someone and then what i noticed was um had a really positive impact and then the guys they started doing that in their own teams and So I had the idea of, well, you know, if it can have that positive impact on individuals and they spread the love and it kind of goes from there.
You know, if I did it externally, you know, maybe it'll catch on and maybe others will do the same.
And again, just that kind of, you know, you put that positive energy out, positive vibes and yeah, hopefully it will spread.
And, you know, I absolutely love the idea around sort of sharing good news because obviously, you know, work like, you know, the national news that's out there, it always tends to be more negative than positive.
Why good news and what was the sort of atomic habits part of that? Because it sounds like it was you were trying to set up a habit to just talk about good news.
exactly like chris it was um you know i guess i had my own uh feedback was that you know i'd probably give more critical and wasn't overly generous let's say uh with praise uh and so i thought okay that's fine that's good you know let's let's take it on board lean into it what can i do differently then you know if um if if uh if if i want to drive change and you know, what type of leader do I want to be, then, you know, I wanted to be able to give both that kind of constructive feedback and that and that real critical to kind of help people be the best version.
So that's what it kind of led to was me wanting to change how I was performing.
change I was behaving, the impact I was having, you know, the whole, you know, the shadow, the leader cast.
It was, you know, having to, it was like prying teeth, uh, from the guys at first.
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