WEBVTT 00:00:00.000 --> 00:00:03.080 What are the great aspects of being a good leader 00:00:03.080 --> 00:00:05.879 or a great leader? Oh, what a great question. 00:00:06.019 --> 00:00:10.199 Well, I think going back to my childhood, I was 00:00:10.199 --> 00:00:14.080 in a program called Army Cadets in Canada. Imagine 00:00:14.080 --> 00:00:16.539 Boy Scouts, but kind of on steroids, sponsored 00:00:16.539 --> 00:00:18.600 by the military. No military service required 00:00:18.600 --> 00:00:20.600 or anything like that. But it's a youth program 00:00:20.600 --> 00:00:26.000 that did wonders for taking kids who weren't 00:00:26.000 --> 00:00:28.519 going to do much of anything other than get into 00:00:28.519 --> 00:00:34.310 trouble. and give them a purpose, give them goals, 00:00:34.549 --> 00:00:38.710 things that they could accomplish, let them travel, 00:00:38.869 --> 00:00:43.170 all those types of things. And what I ended up 00:00:43.170 --> 00:00:48.890 doing through that program was they have a concept 00:00:48.890 --> 00:00:52.109 called Acer Acerpore. It's Latin. It means as 00:00:52.109 --> 00:00:57.369 the maple, so the sapling. You take a look at 00:00:57.369 --> 00:00:59.689 that and drill it down on it. It's straightforward. 00:00:59.909 --> 00:01:06.189 It's leadership by example. You cannot be a great 00:01:06.189 --> 00:01:09.730 leader without leading by example, plain and 00:01:09.730 --> 00:01:13.230 simple. I can't think of a single person who's 00:01:13.230 --> 00:01:17.269 been a great leader who doesn't follow that path 00:01:17.269 --> 00:01:21.989 and that mantra, if you will. So some characteristics 00:01:21.989 --> 00:01:25.260 of great leaders. Something that I think is underrated 00:01:25.260 --> 00:01:28.959 is fairness. Another one is decisiveness. You 00:01:28.959 --> 00:01:31.280 do not see great leaders who are mulling decisions 00:01:31.280 --> 00:01:34.519 over and over. However, the other side of that 00:01:34.519 --> 00:01:37.420 is you really need to take a long, hard look 00:01:37.420 --> 00:01:43.099 at decision -making skills. The concept of being 00:01:43.099 --> 00:01:45.700 a great leader comes part and parcel with making 00:01:45.700 --> 00:01:49.840 outstanding, high -quality decisions. President 00:01:49.840 --> 00:01:53.260 Eisenhower had the Eisenhower... Did you ever 00:01:53.260 --> 00:01:57.480 hear about that? So all decisions were basically 00:01:57.480 --> 00:02:03.099 fit into four quadrants. And the the what he 00:02:03.099 --> 00:02:06.180 was always working on is like the urgent versus 00:02:06.180 --> 00:02:09.099 the important. And if there was anything urgent, 00:02:09.319 --> 00:02:12.539 that was a different decision matrix than if 00:02:12.539 --> 00:02:17.360 it was important. And it sounds it sounds kind 00:02:17.360 --> 00:02:20.259 of interesting. But the whole point is this is 00:02:20.259 --> 00:02:21.699 what the president of the United States did. 00:02:22.090 --> 00:02:24.870 And this was a fellow who really knew what the 00:02:24.870 --> 00:02:27.610 heck he was doing back in the day. So I would 00:02:27.610 --> 00:02:30.050 encourage any listeners that are interested in 00:02:30.050 --> 00:02:32.270 that, just take a look at the Eisenhower Decision 00:02:32.270 --> 00:02:37.090 Matrix. And that's a great tool for helping leaders, 00:02:37.270 --> 00:02:39.090 especially young leaders, figure out what to 00:02:39.090 --> 00:02:42.909 kind of focus on. That's awesome. Thank you for 00:02:42.909 --> 00:02:47.650 sharing that. What would you say that being a 00:02:47.650 --> 00:02:53.270 follower has given you? before you stepped into 00:02:53.270 --> 00:02:57.870 leadership yourself well that's a boy another 00:02:57.870 --> 00:03:00.229 great question i think that from the following 00:03:00.229 --> 00:03:04.250 standpoint you get to see i mean it's trial by 00:03:04.250 --> 00:03:07.449 fire you get to see high quality leaders not 00:03:07.449 --> 00:03:09.830 so high quality leaders and everything in between 00:03:09.830 --> 00:03:14.110 the folks that i mean a fellow from my childhood 00:03:14.110 --> 00:03:18.250 captain don henry comes to mind he was the the 00:03:18.919 --> 00:03:24.159 prototypical person who um led by example in 00:03:24.159 --> 00:03:27.759 every single every single way so you you know 00:03:27.759 --> 00:03:31.659 as a as a younger leader you and even age doesn't 00:03:31.659 --> 00:03:34.699 have much to do with it but as a leader you always 00:03:34.699 --> 00:03:36.860 model behavior and that goes just for parents 00:03:36.860 --> 00:03:39.020 it goes for any type of leadership work or otherwise 00:03:39.020 --> 00:03:41.580 but you model some type of some type of person's 00:03:41.580 --> 00:03:45.219 behavior whether you realize it or not and that's 00:03:45.219 --> 00:03:49.460 why it's so critical to model outstanding behavior 00:03:49.460 --> 00:03:52.520 to your team. So flip that around on the follower 00:03:52.520 --> 00:03:56.439 side of things and you say, oh boy, this fellow, 00:03:56.560 --> 00:03:59.439 I don't want to be anything like that as a leader. 00:03:59.560 --> 00:04:02.439 Well, that's one way to look at it. On the other, 00:04:02.580 --> 00:04:04.460 you're thinking, this guy's a great leader. I'd 00:04:04.460 --> 00:04:08.199 follow this person or this woman into flames 00:04:08.199 --> 00:04:13.099 and fire, that type of thing. So when you're 00:04:13.099 --> 00:04:16.480 creating your own leadership style, and it varies 00:04:16.480 --> 00:04:18.879 for everybody, i would encourage folks to take 00:04:18.879 --> 00:04:21.779 a take a couple minutes um you know away from 00:04:21.779 --> 00:04:23.980 the the screens and just think about who these 00:04:23.980 --> 00:04:25.819 super strong leaders have been in your life maybe 00:04:25.819 --> 00:04:27.920 it's parents or community people or who knows 00:04:27.920 --> 00:04:30.339 what but what are those characteristics of each 00:04:30.339 --> 00:04:33.120 of them and you think about a whole bunch of 00:04:33.120 --> 00:04:36.040 people who fit this uh this role in terms of 00:04:36.040 --> 00:04:37.620 leaders in your life and next thing you know 00:04:37.620 --> 00:04:40.860 you've got an entire schema created of what an 00:04:40.860 --> 00:04:44.519 outstanding leader looks like yes awesome thank 00:04:44.519 --> 00:04:47.269 you for sharing that you mentioned something 00:04:47.269 --> 00:04:51.129 along the lines of fairness in in a few minutes 00:04:51.129 --> 00:04:53.769 ago can you tell me more about that like what 00:04:53.769 --> 00:04:58.290 did you what did you mean um by by that aspect 00:04:58.290 --> 00:05:00.470 why does it need to be fair or do they not need 00:05:00.470 --> 00:05:06.170 to be fair well fairness doesn't mean uh you 00:05:06.170 --> 00:05:08.769 know the extreme of that would be communism which 00:05:08.769 --> 00:05:10.370 pops the mind like where everybody's treated 00:05:10.370 --> 00:05:12.709 exactly equal i think great leaders definitely 00:05:12.709 --> 00:05:16.420 do not treat people equal Not at all, because 00:05:16.420 --> 00:05:20.560 with a build my team approach, you've got A players 00:05:20.560 --> 00:05:25.160 that will do superbly well on your team. You're 00:05:25.160 --> 00:05:26.740 not going to treat them the same as you would 00:05:26.740 --> 00:05:28.759 C or D players. I mean, those folks have to be 00:05:28.759 --> 00:05:32.279 removed from your team. So the fairness side 00:05:32.279 --> 00:05:35.779 of things means treating everybody by essentially 00:05:35.779 --> 00:05:39.699 the same set of rules and by attacking problems 00:05:39.699 --> 00:05:44.439 in similar ways with groups of people. So you 00:05:44.439 --> 00:05:48.439 don't end up providing favoritism per se or anything 00:05:48.439 --> 00:05:51.279 like that. You treat people similarly across 00:05:51.279 --> 00:05:55.000 the board. And that is extremely important for 00:05:55.000 --> 00:05:58.660 a good leader. Awesome. Thank you for sharing 00:05:58.660 --> 00:06:03.439 that. My next question for you goes along the 00:06:03.439 --> 00:06:13.670 lines of you mentioned positivity earlier. First 00:06:13.670 --> 00:06:16.029 of all, why do you want to maximize positivity 00:06:16.029 --> 00:06:25.649 and how do you do that? Yeah, so who wants to 00:06:25.649 --> 00:06:29.189 follow a negative, you know, complain about everything 00:06:29.189 --> 00:06:34.910 person? You? I mean, I certainly don't. You can't 00:06:34.910 --> 00:06:39.490 be an effective leader when you are trying to 00:06:39.490 --> 00:06:43.610 get your own act together. You really have to 00:06:43.610 --> 00:06:45.490 focus on yourself first before the leadership 00:06:45.490 --> 00:06:50.029 side comes. So on the positivity side, that's 00:06:50.029 --> 00:06:52.689 something I've really focused on over the last 00:06:52.689 --> 00:06:56.250 couple of weeks. I live in northeastern Pennsylvania. 00:06:56.670 --> 00:07:00.230 February is atrocious up here. It is extremely 00:07:00.230 --> 00:07:03.949 difficult to do darn near anything. We've had 00:07:03.949 --> 00:07:08.470 heavy ice. I mean, packages can't even get delivered 00:07:08.470 --> 00:07:11.660 because of it. BPS drivers can't get to where 00:07:11.660 --> 00:07:13.639 they're going. Yada, yada, yada. It's just insane. 00:07:13.959 --> 00:07:16.079 And it kind of wears a person down over time. 00:07:16.160 --> 00:07:19.199 This is not an external, like a work -related 00:07:19.199 --> 00:07:21.120 or a personal -related issue. It's just something 00:07:21.120 --> 00:07:24.519 where it's a tough month. You got to realize 00:07:24.519 --> 00:07:28.639 that it's a tough time and be grateful for what 00:07:28.639 --> 00:07:33.279 we all have. Each of us is lucky in all kinds 00:07:33.279 --> 00:07:35.500 of different ways. And I think focusing on that 00:07:35.500 --> 00:07:40.019 is tremendous. A tool that I learned in the past 00:07:40.019 --> 00:07:43.959 comes from Strategic Coach by Dan Sullivan. And 00:07:43.959 --> 00:07:46.759 it's a positivity tool that he uses where he 00:07:46.759 --> 00:07:49.000 starts every discussion and every meeting with 00:07:49.000 --> 00:07:52.660 folks with just a couple seconds of something 00:07:52.660 --> 00:07:55.759 they're really positive, excited about. And it 00:07:55.759 --> 00:07:58.259 doesn't take long. It really works wonderfully 00:07:58.259 --> 00:08:03.620 to frame expectations and frame the... the tone, 00:08:03.620 --> 00:08:06.120 if you will, of these discussions that you have, 00:08:06.160 --> 00:08:08.860 these meetings that you have, where it's a whole 00:08:08.860 --> 00:08:11.600 lot more enjoyable. And I would argue a whole 00:08:11.600 --> 00:08:14.019 lot more effective when you approach things like 00:08:14.019 --> 00:08:18.980 that. When you say that you don't want to follow 00:08:18.980 --> 00:08:20.860 a person who is negative, I understand that. 00:08:21.060 --> 00:08:24.060 But just because someone is not positive does 00:08:24.060 --> 00:08:28.899 not mean that they're negative. So do you get 00:08:28.899 --> 00:08:32.120 your neutral standpoint? what what are your thoughts 00:08:32.120 --> 00:08:35.240 on that do you still want to want people someone 00:08:35.240 --> 00:08:38.059 who's neutral is not reacting to things or they 00:08:38.059 --> 00:08:41.720 don't lead by they don't lead by negativity but 00:08:41.720 --> 00:08:45.039 they also don't lead lead by positivity do you 00:08:45.039 --> 00:08:47.299 want them to step into positivity and why so 00:08:47.299 --> 00:08:50.779 i don't know that that's necessary it's a different 00:08:50.779 --> 00:08:53.179 leadership style when i say positivity i'm not 00:08:53.179 --> 00:08:55.759 talking about cheerleading or rah rah rah to 00:08:55.759 --> 00:08:58.039 the team everybody gets a donut and a free bagel 00:08:58.490 --> 00:09:00.370 No, I'm not talking about that. What I'm talking 00:09:00.370 --> 00:09:03.590 about is somebody who, on the leadership side 00:09:03.590 --> 00:09:07.730 of things, can meet folks where they're at, because 00:09:07.730 --> 00:09:11.450 you have to. However, they're doing it from a 00:09:11.450 --> 00:09:16.210 perspective of positivity. So if something is 00:09:16.210 --> 00:09:19.269 going, like, for example, the gripe that I have 00:09:19.269 --> 00:09:22.210 about February, well, guess what? If you count 00:09:22.210 --> 00:09:24.450 the days in February, you've got an amazing March 00:09:24.450 --> 00:09:25.970 just right around the corner. It's something 00:09:25.970 --> 00:09:28.929 really exciting to look forward to. Spring in 00:09:28.929 --> 00:09:32.990 Pennsylvania is a lot of fun. And, you know, 00:09:33.009 --> 00:09:36.289 just the mindset shift of flipping that around 00:09:36.289 --> 00:09:39.169 to want a positivity is really important. Now, 00:09:39.210 --> 00:09:41.029 if you're neutral to begin with and nothing flaps 00:09:41.029 --> 00:09:43.889 you, like nothing even ruffles your feathers, 00:09:44.049 --> 00:09:48.090 that's terrific. That's a great leadership quality 00:09:48.090 --> 00:09:52.679 as well. So I think that type of person is somebody 00:09:52.679 --> 00:09:56.279 who could very easily have folks lining up to 00:09:56.279 --> 00:09:59.679 follow what they're doing because they are a 00:09:59.679 --> 00:10:05.220 completely consistent kind of the rock in a lot 00:10:05.220 --> 00:10:08.080 of people's lives with that consistent mood, 00:10:08.259 --> 00:10:11.759 consistent approach, and neutrality. Very effective. 00:10:11.940 --> 00:10:16.220 Awesome. That's awesome. What would you say is 00:10:16.220 --> 00:10:21.559 your... your mood like usually are you more the 00:10:21.559 --> 00:10:23.879 positive side or neutral side i don't think you're 00:10:23.879 --> 00:10:27.120 on the negative side but what would you scale 00:10:27.120 --> 00:10:32.200 yourself at uh used to be a lot more on the rah 00:10:32.200 --> 00:10:34.519 rah positive side of things and i think about 00:10:34.519 --> 00:10:36.360 as i've had some birthdays it's a little bit 00:10:36.360 --> 00:10:39.539 more towards a combo between neutral and and 00:10:39.539 --> 00:10:43.899 the positivity side of things um i find that 00:10:44.809 --> 00:10:47.750 If you're not careful, negativity creeps into 00:10:47.750 --> 00:10:51.909 your life. It's subtle and it's invasive and 00:10:51.909 --> 00:10:55.669 it becomes malignant. I mean, these are big words 00:10:55.669 --> 00:10:58.970 to describe something like that, but that's how 00:10:58.970 --> 00:11:02.789 that works. So you kind of have to have a bit 00:11:02.789 --> 00:11:07.970 of a force field around you to repel the negativity 00:11:07.970 --> 00:11:11.210 and always make sure you're focusing on approaching 00:11:11.210 --> 00:11:15.529 things from a great perspective. So tell me more 00:11:15.529 --> 00:11:17.149 about that. I think that's a very interesting 00:11:17.149 --> 00:11:21.669 point to maybe explore. You say that if you're 00:11:21.669 --> 00:11:25.669 not positive most of the time, you put a leeway 00:11:25.669 --> 00:11:29.590 of negativity to seep in your experiences or 00:11:29.590 --> 00:11:32.549 your leadership. What do you mean by that? Well, 00:11:32.649 --> 00:11:35.210 especially in small businesses, you will always, 00:11:35.409 --> 00:11:38.289 always, always run into problems. I mean, if 00:11:38.289 --> 00:11:40.889 you have a day as a small business entrepreneur 00:11:40.889 --> 00:11:46.419 without something going on, Has that ever happened? 00:11:46.580 --> 00:11:51.100 I mean, it's just extremely rare, right? So you 00:11:51.100 --> 00:11:52.919 have those types of days and you're like, okay, 00:11:52.980 --> 00:11:57.840 what's coming tomorrow? If you focus on problem 00:11:57.840 --> 00:11:59.600 after problem after problem, sometimes it can 00:11:59.600 --> 00:12:02.500 be very easy to slide into that negativity. On 00:12:02.500 --> 00:12:04.460 the other hand, if you focus on the achievements 00:12:04.460 --> 00:12:07.960 surrounding solving these problems, boy, what 00:12:07.960 --> 00:12:10.759 a terrific feeling that is. Like, you know, hey, 00:12:10.840 --> 00:12:15.700 we had something go boom in our business. attacked 00:12:15.700 --> 00:12:18.179 like the entire team figured out what the problem 00:12:18.179 --> 00:12:20.940 was we absolutely attacked it we solved it and 00:12:20.940 --> 00:12:23.559 we implemented a bunch of stuff so now that we're 00:12:23.559 --> 00:12:26.799 even better than normal that's a great day you 00:12:26.799 --> 00:12:28.779 know it didn't start off so great when you when 00:12:28.779 --> 00:12:30.980 something goes boom in the business but it's 00:12:30.980 --> 00:12:32.980 an absolutely great day and boy did you ever 00:12:32.980 --> 00:12:37.320 turn that around that's awesome wow um i would 00:12:37.320 --> 00:12:39.399 love to hear some of the stories and experiences 00:12:39.399 --> 00:12:43.539 you've had in with this uh this mentality, positivity, 00:12:43.720 --> 00:12:46.259 negativity, and being neutral. I think that would 00:12:46.259 --> 00:12:49.639 be awesome for our audience to hear. Terrific. 00:12:50.799 --> 00:12:55.779 Well, I think that I'll give you an example through 00:12:55.779 --> 00:12:59.500 Build My Team. When we started out trying to 00:12:59.500 --> 00:13:03.679 contact our applicants that were applying through 00:13:03.679 --> 00:13:09.700 our process, we used email. Our system was all 00:13:09.700 --> 00:13:12.179 built for email. We're talking built. It was 00:13:12.179 --> 00:13:16.580 polished. It was ready to rock and roll. And 00:13:16.580 --> 00:13:20.299 here comes the but. I was in my office. My assistant 00:13:20.299 --> 00:13:23.440 and I shared an office at the time. It took her 00:13:23.440 --> 00:13:27.580 about six hours one day of explaining to these 00:13:27.580 --> 00:13:30.960 candidates, these applicants to our clients' 00:13:31.059 --> 00:13:35.740 positions, that they have to look in a spam box. 00:13:36.490 --> 00:13:39.409 Six hours. She spent almost the entire workday 00:13:39.409 --> 00:13:43.110 talking to candidates about their spam box and 00:13:43.110 --> 00:13:45.649 finding out that even though they said they checked 00:13:45.649 --> 00:13:47.450 email every day, most of them checked it about 00:13:47.450 --> 00:13:51.649 two times a week on average. That was rough to 00:13:51.649 --> 00:13:56.370 hear because we had essentially leaned our ladder 00:13:56.370 --> 00:13:59.490 up against the wrong wall and we climbed as fast 00:13:59.490 --> 00:14:03.169 as we could. So what happened after that was 00:14:03.169 --> 00:14:06.940 a whole lot of. of technical soul searching. 00:14:07.220 --> 00:14:09.120 And we turned around and said, this will never 00:14:09.120 --> 00:14:11.259 work. We cannot get this off the ground for our 00:14:11.259 --> 00:14:13.279 clients if we're contacting people this slowly. 00:14:13.600 --> 00:14:17.840 So we scrapped it and built a text -based model. 00:14:18.000 --> 00:14:20.960 It took quite a while to get texting down. And 00:14:20.960 --> 00:14:24.220 now our system will text these applicants within 00:14:24.220 --> 00:14:26.659 five seconds of them applying, and it's all text 00:14:26.659 --> 00:14:31.539 -based. It works stupendously well. But when 00:14:31.539 --> 00:14:35.559 we started that transition, That was awful. We 00:14:35.559 --> 00:14:38.179 were all ready to go. And we realized if we launch 00:14:38.179 --> 00:14:43.080 like this, we will get nowhere. Essentially, 00:14:43.279 --> 00:14:45.659 this this will not work. And on the text based 00:14:45.659 --> 00:14:49.320 side of things, it works optimally now because 00:14:49.320 --> 00:14:51.399 people you can communicate back and forth pretty 00:14:51.399 --> 00:14:53.860 much instantly with everybody. And there's no 00:14:53.860 --> 00:14:57.259 there's no internal app, if you will. It's texting. 00:14:57.360 --> 00:15:00.440 So every single phone has that. They don't have 00:15:00.440 --> 00:15:02.720 to download an app. They don't have to, you know. 00:15:03.000 --> 00:15:04.600 You don't have to go through the app store process 00:15:04.600 --> 00:15:07.240 or anything like that. So that, I think, is one 00:15:07.240 --> 00:15:11.919 of the things that we made lemonade out of all 00:15:11.919 --> 00:15:14.419 the lemons you can possibly, like a truckload 00:15:14.419 --> 00:15:16.259 of lemons, we ended up making lemonade out of. 00:15:18.120 --> 00:15:21.299 Imagine you were still trying to solve the issues 00:15:21.299 --> 00:15:24.559 with fixing the emails. Like, oh my gosh, I can 00:15:24.559 --> 00:15:28.220 do something. That would be a terrible approach. 00:15:28.360 --> 00:15:31.139 Yeah, our company would have ended up being an 00:15:31.139 --> 00:15:33.110 email training platform. Like, here's how you 00:15:33.110 --> 00:15:36.210 check your email, folks. Not anything other than 00:15:36.210 --> 00:15:39.090 that. And instead, through the texting, we're 00:15:39.090 --> 00:15:41.330 able to get these wonderful candidates connected 00:15:41.330 --> 00:15:44.529 with our clients and have them go through our 00:15:44.529 --> 00:15:46.629 strength and talent assessment so we figure out 00:15:46.629 --> 00:15:49.509 what they're good at. With email, none of that 00:15:49.509 --> 00:15:51.889 would have been possible. I don't even know how 00:15:51.889 --> 00:15:56.549 other, like how corporations that are doing... 00:15:56.830 --> 00:15:59.769 assessments of any type get folks to go through 00:15:59.769 --> 00:16:02.190 this process i i think somebody's really pushing 00:16:02.190 --> 00:16:04.389 on rope when it comes to trying to get these 00:16:04.389 --> 00:16:07.669 candidates to do that yeah um i don't think i 00:16:07.669 --> 00:16:10.029 remember the last time i actually received an 00:16:10.029 --> 00:16:12.230 email actually probably a few months ago but 00:16:12.230 --> 00:16:14.350 a lot of times i'm now i'm getting text messages 00:16:14.350 --> 00:16:17.549 um like hey we have this opening uh do you want 00:16:17.549 --> 00:16:20.710 me to send you more info right so yeah that's 00:16:20.710 --> 00:16:23.850 uh people are definitely using that now so that's 00:16:23.850 --> 00:16:27.279 awesome yeah it's as close as we we have technology 00:16:27.279 --> 00:16:32.500 -wise to direct communication between two parties. 00:16:33.779 --> 00:16:36.899 And it's almost always the person that you want 00:16:36.899 --> 00:16:39.279 to talk to who's actually looking at the text, 00:16:39.399 --> 00:16:41.879 right? I mean, not a lot of people will hand 00:16:41.879 --> 00:16:44.940 their cell phone to their assistants nowadays. 00:16:45.179 --> 00:16:47.960 Very few people do that. I mean, maybe they have 00:16:47.960 --> 00:16:50.779 two cell phones, but a lot of folks don't. So 00:16:50.779 --> 00:16:53.879 I think it's quite effective. Yep, yep, you're 00:16:53.879 --> 00:16:56.740 right. Thank you for sharing that. One more question 00:16:56.740 --> 00:17:02.240 for you before we end today's segment. How do 00:17:02.240 --> 00:17:05.920 you feel about having experience when you're 00:17:05.920 --> 00:17:09.819 trying to hire people? Well, oh boy. I mean, 00:17:09.900 --> 00:17:14.980 okay, so there's some caveats to this. I do not 00:17:14.980 --> 00:17:18.680 at all feel that experience is warranted for 00:17:18.680 --> 00:17:23.460 entry -level and managerial positions. I cannot... 00:17:23.980 --> 00:17:27.900 State that strongly enough. Now, look, if you're 00:17:27.900 --> 00:17:30.680 going to be a doctor or I mean, I'm an optometrist. 00:17:30.720 --> 00:17:34.099 I can't just be an eye doctor without experience, 00:17:34.339 --> 00:17:36.339 obviously. You know, there's training and licensing 00:17:36.339 --> 00:17:38.720 that goes into that. But for unlicensed positions, 00:17:39.259 --> 00:17:44.319 I can't stress that enough. We have I mean, we've 00:17:44.319 --> 00:17:46.779 proven this through through our build my team 00:17:46.779 --> 00:17:49.279 approach that hiring somebody for their natural 00:17:49.279 --> 00:17:53.750 strengths and talents will always. like always 00:17:53.750 --> 00:17:57.309 outperform somebody who just comes in with experience 00:17:57.309 --> 00:18:00.289 who is not well suited for the role. Occasionally, 00:18:00.289 --> 00:18:01.769 you're going to get somebody who has the natural 00:18:01.769 --> 00:18:03.829 strengths and talents for the role and they have 00:18:03.829 --> 00:18:05.890 experience. Well, then you move on them instantly. 00:18:06.049 --> 00:18:10.369 There's no decision time needed for that. But 00:18:10.369 --> 00:18:13.869 that almost never happens. And so you put somebody 00:18:13.869 --> 00:18:16.289 in with experience into a lot of these roles, 00:18:16.430 --> 00:18:20.720 but they don't have the natural fit. they are 00:18:20.720 --> 00:18:24.339 a solid c player and what do you do with a solid 00:18:24.339 --> 00:18:28.079 c player most businesses keep them on they're 00:18:28.079 --> 00:18:30.359 just mediocre they're trying their best but they're 00:18:30.359 --> 00:18:32.259 just not good at it to begin with and they're 00:18:32.259 --> 00:18:35.559 never going to be good at it and the other component 00:18:35.559 --> 00:18:38.519 of that and this is completely underrated is 00:18:38.519 --> 00:18:39.920 that when you put somebody in with experience 00:18:39.920 --> 00:18:45.759 in a business especially a smaller business you 00:18:45.759 --> 00:18:48.349 have to untrain that So I'll give you an example 00:18:48.349 --> 00:18:51.829 in health care. Well, the doctor I used to work 00:18:51.829 --> 00:18:56.269 for did it this way. OK, that's right. They did. 00:18:56.410 --> 00:18:59.470 We do it a completely different way. If you do 00:18:59.470 --> 00:19:01.589 it the way that the doctor did, you can't work 00:19:01.589 --> 00:19:04.970 here. If you do it our way, you can work here. 00:19:05.009 --> 00:19:08.109 And here's why our way is so important. And you 00:19:08.109 --> 00:19:10.970 tell them the why behind it. But in that whole 00:19:10.970 --> 00:19:13.430 discussion, now you're having to undo bad habits. 00:19:13.549 --> 00:19:16.490 You put somebody in without experience who. like 00:19:16.490 --> 00:19:18.250 through the build my team system we measure their 00:19:18.250 --> 00:19:19.950 natural strengths and talents we measure their 00:19:19.950 --> 00:19:22.309 speed of learning they learn super quickly you 00:19:22.309 --> 00:19:23.950 don't have to have the second half of that conversation 00:19:23.950 --> 00:19:26.410 at all it doesn't exist because you're not trying 00:19:26.410 --> 00:19:28.410 to undo a single thing with them you're just 00:19:28.410 --> 00:19:32.369 trying to have them very rapidly learn what you 00:19:32.369 --> 00:19:34.410 need them to learn and they're remembering it 00:19:34.410 --> 00:19:37.670 and they're off to the races with it it's a solid 00:19:37.670 --> 00:19:42.930 key for high performers in the current job market 00:19:48.110 --> 00:19:54.329 So your approach is, through Build My Team, is 00:19:54.329 --> 00:19:59.390 completely eliminating C's and D's, hopefully, 00:19:59.589 --> 00:20:03.029 and focusing on A's and B's, and not even worrying 00:20:03.029 --> 00:20:05.930 about bringing the C's and D's to being B's and 00:20:05.930 --> 00:20:11.029 A's in the future. Not even, yeah? No, that's 00:20:11.029 --> 00:20:13.970 the thing that's so, it takes years and years 00:20:13.970 --> 00:20:16.569 of going through this before you actually believe 00:20:16.569 --> 00:20:21.029 it. You can't take a D and turn them into a C 00:20:21.029 --> 00:20:23.170 and turn them into a B and turn them into an 00:20:23.170 --> 00:20:25.230 A player. You're not going to be able to do that. 00:20:25.349 --> 00:20:29.170 We're not talking about these are folks who don't 00:20:29.170 --> 00:20:32.069 they simply do not have the natural strengths 00:20:32.069 --> 00:20:34.390 and talents to do that job. They're not going 00:20:34.390 --> 00:20:36.569 to become an A. And I'll tell you what, you're 00:20:36.569 --> 00:20:40.490 going to spend months or years trying to get 00:20:40.490 --> 00:20:42.710 them to be something that is virtually impossible. 00:20:43.759 --> 00:20:46.759 OK, so some people like impossible tasks. Well, 00:20:46.819 --> 00:20:48.519 knock yourself out because you got one in front 00:20:48.519 --> 00:20:50.859 of you. The other option is to take somebody 00:20:50.859 --> 00:20:53.039 who has the natural strengths and talents and 00:20:53.039 --> 00:20:56.079 they're a B player because they haven't received 00:20:56.079 --> 00:20:59.720 enough interaction with you as a leader. They 00:20:59.720 --> 00:21:02.720 don't have crystal clear goals. They don't understand 00:21:02.720 --> 00:21:06.240 exactly where you want them to go with the role 00:21:06.240 --> 00:21:10.410 that they're playing. So if you spend your time 00:21:10.410 --> 00:21:13.829 instead on those B players and crystal making 00:21:13.829 --> 00:21:18.329 everything crystal clear exactly how not how 00:21:18.329 --> 00:21:20.309 you want them to perform, but what you want them 00:21:20.309 --> 00:21:22.769 to accomplish and give them the resources to 00:21:22.769 --> 00:21:24.670 do that, they're going to pop up to an A in a 00:21:24.670 --> 00:21:28.410 heartbeat. That just happens. This happens naturally. 00:21:28.509 --> 00:21:33.039 So from a leadership standpoint. You can do one 00:21:33.039 --> 00:21:35.000 of those two things. You can either focus on 00:21:35.000 --> 00:21:37.460 the C's and the D's and trying to get them to 00:21:37.460 --> 00:21:41.319 be better, or you can take the B's and turn them 00:21:41.319 --> 00:21:43.480 into A's and take the A's and turn them into 00:21:43.480 --> 00:21:47.440 stratospheric superstars. Software is a great 00:21:47.440 --> 00:21:51.819 example of that. Anybody who's had a software 00:21:51.819 --> 00:21:57.849 company of any scale. will tell you that you 00:21:57.849 --> 00:22:00.710 can have a single software developer that is 00:22:00.710 --> 00:22:05.450 as productive as 100 not very good software developers 00:22:05.450 --> 00:22:08.430 it is a completely and utterly non -linear relationship 00:22:08.430 --> 00:22:11.410 and you say well how the heck is that possible 00:22:11.410 --> 00:22:15.470 it is i've seen it it is stupendous it happens 00:22:15.470 --> 00:22:18.509 there aren't very many of them of course out 00:22:18.509 --> 00:22:22.009 there but that's how you get um like for example 00:22:22.009 --> 00:22:25.490 these ai teams the self -driving car teams the 00:22:25.490 --> 00:22:29.250 um the monster data centers that are set up in 00:22:29.250 --> 00:22:33.029 in no time at all nowadays those are not also 00:22:33.029 --> 00:22:34.769 the folks that are sending rockets into space 00:22:34.769 --> 00:22:37.369 i mean those are not average teams those are 00:22:37.369 --> 00:22:41.369 folks who are um just a plus plus plus players 00:22:41.369 --> 00:22:46.089 and they get there because the leadership that 00:22:46.089 --> 00:22:48.730 they're working with provides them with the crystal 00:22:48.730 --> 00:22:51.329 clear goals and the the resources to accomplish 00:22:51.329 --> 00:22:54.609 that stuff you'll never you will spin your wheels 00:22:54.609 --> 00:22:58.009 in to eternity trying to do that with a c or 00:22:58.009 --> 00:23:01.470 d player now they can be an a player in a different 00:23:01.470 --> 00:23:05.450 role in a different job that's what i want to 00:23:05.450 --> 00:23:08.710 talk to you about so the if you're only hiring 00:23:08.710 --> 00:23:12.410 at a base level without any uh like you don't 00:23:12.410 --> 00:23:14.410 need a degree for that i'm assuming or maybe 00:23:14.410 --> 00:23:16.529 you do need some kind of degree but not is not 00:23:16.529 --> 00:23:18.930 important or maybe not required so if you're 00:23:18.930 --> 00:23:22.769 only hiring for that um how do you figure out 00:23:22.769 --> 00:23:27.900 who someone's an a player or not with such little 00:23:27.900 --> 00:23:31.640 requirements of of what someone needs yeah well 00:23:31.640 --> 00:23:34.380 for us with using our the build my team system 00:23:34.380 --> 00:23:36.799 we have an automated approach to doing exactly 00:23:36.799 --> 00:23:39.660 that and it's through a psychometric assessment 00:23:39.660 --> 00:23:44.220 multiple psychometric psychometric assessments 00:23:44.220 --> 00:23:47.220 that are all done in combination they look like 00:23:47.220 --> 00:23:49.559 one to an applicant It takes about 15 minutes. 00:23:49.799 --> 00:23:52.599 But imagine a great, big, enormous funnel. We 00:23:52.599 --> 00:23:54.779 pour everybody into the top, into this funnel, 00:23:54.880 --> 00:23:59.700 and around 97 % of them don't make it through. 00:23:59.980 --> 00:24:02.599 And the sorting is done by what their natural 00:24:02.599 --> 00:24:05.380 strengths and talents are relative to what the 00:24:05.380 --> 00:24:11.339 position requires. So, for example, there are 00:24:11.339 --> 00:24:13.400 some very big companies that have figured this 00:24:13.400 --> 00:24:17.140 out. I know this fellow is a lightning rod, but 00:24:17.140 --> 00:24:21.839 let's say SpaceX. They do not require any type 00:24:21.839 --> 00:24:24.380 of experience for virtually all their positions. 00:24:26.799 --> 00:24:29.740 And they're putting rockets into space. And you 00:24:29.740 --> 00:24:31.119 say, well, how the heck is that even possible? 00:24:31.480 --> 00:24:34.140 Okay, you need security clearances. You can't 00:24:34.140 --> 00:24:37.019 be a terrorist. You can't be all kinds of like 00:24:37.019 --> 00:24:40.539 not good people. But as far as what they require 00:24:40.539 --> 00:24:44.279 on the work side of things. These types of companies 00:24:44.279 --> 00:24:46.380 have figured that out, that you get somebody 00:24:46.380 --> 00:24:50.000 who is stupendous at a couple of things and you 00:24:50.000 --> 00:24:52.079 ask them to do those couple of things. And that's 00:24:52.079 --> 00:24:53.839 where the magic's made. Thank you for being here 00:24:53.839 --> 00:24:55.720 today. I'm really happy that you tuned in to 00:24:55.720 --> 00:24:58.180 Vision Pros Live. I'm looking forward to seeing 00:24:58.180 --> 00:25:01.220 your reactions as these episodes continue to 00:25:01.220 --> 00:25:02.920 move forward. This is going to get more and more 00:25:02.920 --> 00:25:05.259 fun. We'll have more and more engagement as well. 00:25:05.279 --> 00:25:07.279 We'll invite people to participate in the show. 00:25:07.319 --> 00:25:09.380 And thank you for giving us your time and attention. 00:25:09.660 --> 00:25:12.299 Have an excellent time building out your vision 00:25:12.299 --> 00:25:13.700 and becoming a vision pro yourself.