1 00:00:00,000 --> 00:00:06,200 was in a contact center and then I had to deal with North American 2 00:00:08,240 --> 00:00:10,480 Customers and I am up 3 00:00:12,680 --> 00:00:18,680 All right, welcome in to vision pros live the Jackson Callum. I'm your show host 4 00:00:18,960 --> 00:00:26,960 we'll be doing interviews for visionary entrepreneurs and guests guest leaders who are building fantastic visions out there ultimately 5 00:00:26,960 --> 00:00:31,760 I just want to go through some of the things that might help you with your vision 6 00:00:31,760 --> 00:00:37,360 If you have a vision that you're pursuing drop a link in the comments and let us know what that is if that's a business or a brand 7 00:00:38,000 --> 00:00:40,000 if it's a 8 00:00:40,600 --> 00:00:44,360 Non-profit that you run be happy to promote it be happy to talk to you about it 9 00:00:44,360 --> 00:01:00,440 And if you'd like to apply to be on vision pros of the internet about that vision then by all means feel free to reach out 10 00:01:14,880 --> 00:01:21,380 Welcome to vision pros live that was awesome 11 00:01:21,800 --> 00:01:26,960 Sometimes there are of course technical glitches that happen like this little button here. What is business culture? 12 00:01:27,000 --> 00:01:30,040 We're not ready for that yet, but I can't find it either 13 00:01:30,680 --> 00:01:33,480 That's all right, so it's great to have everybody here today 14 00:01:33,480 --> 00:01:38,600 My name is Jackson Callum the founder of first-class business the host of vision pros live 15 00:01:38,960 --> 00:01:44,000 Or we interview entrepreneurs and leaders about their visions in life 16 00:01:44,000 --> 00:01:46,240 We have a super interesting episode today 17 00:01:46,880 --> 00:01:48,800 it's it's a 18 00:01:48,800 --> 00:01:52,360 You know, it's it's a matter of learning on the fly as a team and 19 00:01:52,960 --> 00:01:56,440 Motivating people to move forward and we had somebody who wanted to come on the show 20 00:01:56,880 --> 00:02:01,800 Who is a friend of Jaime and Aman well? I may get that wrong. They're welcome to 21 00:02:02,680 --> 00:02:07,320 To correct me later on that but Kevin Romero will be coming on to discuss with us 22 00:02:07,720 --> 00:02:11,440 Cultures and leadership and what he's learned from his different job opportunities 23 00:02:11,440 --> 00:02:17,880 This is also kind of a behind-the-scenes, but now live opportunity for us to interview Kevin 24 00:02:17,880 --> 00:02:20,380 I've never met. Well, I met Kevin 25 00:02:21,240 --> 00:02:23,240 three minutes before the show started and 26 00:02:24,080 --> 00:02:25,920 that is 27 00:02:25,920 --> 00:02:33,080 This is gonna be an opportunity for us to interview him and see what he contributes and what he could possibly contribute to the culture at first-class business 28 00:02:34,040 --> 00:02:39,000 Why does why would something like that happen? Right when you've got a podcast and you're interviewing people about visions? 29 00:02:39,000 --> 00:02:45,000 You know, why why would I want to interview somebody who I only met three minutes ago? Well, I'll tell you about it one 30 00:02:45,000 --> 00:02:52,880 I have extreme trust in Jaime and Aman while in their judgment of character and virtue and leadership 31 00:02:52,880 --> 00:02:56,360 So when they told me that somebody was excited to come on the show is like, okay cool. Let's make it up 32 00:02:56,440 --> 00:03:00,920 Let's organize it and so they did they organized it got it going to 33 00:03:00,920 --> 00:03:05,640 I know that we are going to learn valuable lessons as we grow as a company 34 00:03:05,640 --> 00:03:11,120 And I want the companies who are following us and who are looking at what we're doing to understand and be able to model 35 00:03:11,560 --> 00:03:15,200 both what happens in you know in the real world and 36 00:03:15,600 --> 00:03:20,160 Behind the scenes have as much access as possible to seeing what we do how we do things so 37 00:03:20,680 --> 00:03:25,420 They have their own criteria for how they pre-qualify who would be a good fit for the show 38 00:03:25,420 --> 00:03:30,080 And we're gonna continue to optimize that of course as the show grows and prominence 39 00:03:30,080 --> 00:03:32,080 but what you're gonna learn today is 40 00:03:32,080 --> 00:03:40,280 Basically how to evaluate and assess somebody who can support you on your vision and your vision as you get it 41 00:03:40,280 --> 00:03:42,400 Established well, you might know what it is 42 00:03:42,400 --> 00:03:48,520 But one of the things that most visionary struggle with is how do I communicate my vision effectively enough that other people care about? 43 00:03:48,520 --> 00:03:55,460 What that vision is both care in terms of wanting to buy from you and wanting to follow you as well as in terms of how to lead 44 00:03:55,460 --> 00:03:59,280 And guide somebody who may want to support it right so then that leads you to 45 00:03:59,280 --> 00:04:06,000 Establishing a little bit of what's called culture right and culture is established is ultimately a reflection of the vision itself 46 00:04:06,000 --> 00:04:11,180 And so if your vision is weak in culture your culture is going to be weak as well 47 00:04:11,480 --> 00:04:13,480 Once you have that culture 48 00:04:13,640 --> 00:04:16,720 Well established, you know what your virtues are, you know what your 49 00:04:17,400 --> 00:04:22,440 Your your values are as a business that makes it much easier as well to start establishing 50 00:04:22,440 --> 00:04:29,340 Your leadership as you establish your leadership team and your management styles your management mechanisms that also 51 00:04:29,560 --> 00:04:32,360 Improves your ability to expand your business 52 00:04:32,360 --> 00:04:37,680 So we're gonna be doing that live on this show as we talked to Kevin Romero about what his experiences have been 53 00:04:37,720 --> 00:04:42,540 All three of the supporters on this show the ones that are gonna be involved in coming on the camera 54 00:04:42,540 --> 00:04:49,680 Perhaps with this Aman well Jaime and Kevin are all three from Colombia. They speak English fantastic with fantastic. Oh, man 55 00:04:49,680 --> 00:04:51,300 I came to speak English 56 00:04:51,300 --> 00:04:58,200 Let's try that again. They are very fluent with their English capabilities. They'll probably figure help me figure out how to say that 57 00:04:59,560 --> 00:05:04,920 Themselves and their dedication to working hard and to providing value is outstanding 58 00:05:04,920 --> 00:05:12,360 So without further ado Kevin Romero come on out here and if we want Jaime. Oh, there we go. Jaime's coming on to as is the Manuel 59 00:05:12,960 --> 00:05:17,360 So thank you for being here today Kevin. We appreciate you coming Linus put you on the spot 60 00:05:17,360 --> 00:05:21,400 Hey, thank you so much again for 61 00:05:22,280 --> 00:05:26,800 You know for taking into account my interest to be part of this 62 00:05:27,360 --> 00:05:29,360 I'm very excited to 63 00:05:30,080 --> 00:05:32,480 To have the opportunity to get this 64 00:05:33,480 --> 00:05:42,240 Conversation with you guys now at this I'm at this part of my career. I can you know 65 00:05:42,240 --> 00:05:49,760 Say that I'm ready to share the things that I have learned from my own experience and 66 00:05:50,880 --> 00:05:56,640 Business in the different businesses that I have been part of so thank you so much 67 00:05:57,280 --> 00:05:58,680 well 68 00:05:58,680 --> 00:06:05,320 I'm very very articulate of you. So I have a question for you. Have you been on is this your first podcast or have you been on? 69 00:06:05,320 --> 00:06:07,320 lots of podcasts before 70 00:06:07,320 --> 00:06:12,960 Well, I think this is my first podcast. So I have never been like 71 00:06:13,200 --> 00:06:15,000 in I 72 00:06:15,000 --> 00:06:19,280 Have had the opportunity to you know broadcast with maybe 73 00:06:20,040 --> 00:06:26,160 Within, you know any activity from my company let the company that I'm working right now and 74 00:06:26,920 --> 00:06:33,800 Different speeches that never had the chance to to be like live and a podcast with people, you know 75 00:06:33,800 --> 00:06:36,280 Like you guys first come 76 00:06:38,120 --> 00:06:44,960 You're doing well you're comfortable and you know my my biggest tip to you and for the audience's sake is as we continue to talk 77 00:06:45,360 --> 00:06:50,200 There's so many angles we can go down right of how we answer questions 78 00:06:50,760 --> 00:06:52,760 What I try to do is facilitate 79 00:06:53,600 --> 00:07:00,560 Speaking towards the audience. What is the audience going to benefit from most in relation to this story or this experience that I've had? 80 00:07:00,560 --> 00:07:05,280 Because stories can change not based on changing the truth of the story 81 00:07:05,280 --> 00:07:09,480 But based based on the context of the story itself for instance 82 00:07:10,040 --> 00:07:13,920 Mother child right have a same experience of going to an ice cream store 83 00:07:14,320 --> 00:07:18,720 Well, the story as told by a child would probably be a different 84 00:07:18,920 --> 00:07:22,520 Emphasis a different angle different values would be important to the child 85 00:07:23,000 --> 00:07:27,920 Then to the mother right who might have a different experience and reality with traffic 86 00:07:27,920 --> 00:07:31,960 And how much the ice cream costs etc. There's different concerns 87 00:07:32,360 --> 00:07:37,720 For different angles of the perspective so as you consider your answers as we talked through these questions 88 00:07:37,720 --> 00:07:44,560 That'd be my one one tip of advice is I gotta make sure and I think everybody on the show needs to make sure that we're delivering a 89 00:07:45,360 --> 00:07:48,400 Value based on the audience that may be listening so 90 00:07:48,920 --> 00:07:55,280 Without further ado, I'm on well and Jaime. I'm gonna let you lead a little bit. What question do you guys want to begin with? 91 00:07:55,280 --> 00:08:01,000 All right Jackson before before you guys wait for we start off the podcast 92 00:08:01,000 --> 00:08:07,280 I wanted to let people know that we were actually going through some company culture training right before this and 93 00:08:07,520 --> 00:08:11,840 We actually were there like two hours. Am I right two hours two hours of 94 00:08:13,160 --> 00:08:22,000 And company culture has to be that you're constantly training you're constantly growing and you're constantly teaching you things which 95 00:08:22,000 --> 00:08:27,720 There may be like difficulties that come up ahead and and within a company culture 96 00:08:27,720 --> 00:08:35,640 But as long as you know how to go beyond and always try and get through those speed bumps as best you can 97 00:08:35,840 --> 00:08:41,200 It's I mean that that's the wonderful thing about being in a business nowadays and it has become 98 00:08:41,760 --> 00:08:48,840 Basically the norm like you have to have a company culture within your company so that your employees are 99 00:08:49,440 --> 00:08:50,440 having that 100 00:08:50,440 --> 00:08:55,560 How do you say like that strength to move forward and understand things in 101 00:08:56,080 --> 00:08:59,720 Not simply a different way, but in a way where the company 102 00:09:00,200 --> 00:09:06,840 Wants you to envision yourself and you also want the company to grow you want yourself to grow as well 103 00:09:06,840 --> 00:09:10,320 So I just wanted to lay that out before before we started 104 00:09:10,720 --> 00:09:17,760 I'm gonna pull the curtain back further on that. I love that you went there Jaime. So Jaime called it a company culture 105 00:09:17,760 --> 00:09:20,880 Training it was Jackson 106 00:09:22,080 --> 00:09:26,400 Bringing our culture back to life after kicking everybody's butt last night 107 00:09:27,200 --> 00:09:34,760 Training what it was right? So let's be real so last night as I'm going in and making time to evaluate a few of our departments 108 00:09:34,760 --> 00:09:39,440 My job is to optimize my role in the company is to make sure we're moving everything in the right direction 109 00:09:39,440 --> 00:09:43,000 Which means that we're caught. I'm constantly looking for what needs improvement 110 00:09:43,000 --> 00:09:45,880 And there's a lot of room for improvement always 111 00:09:45,880 --> 00:09:51,440 But so here I come as like a you know a tyrant if you will like you didn't you know this needs done 112 00:09:51,440 --> 00:09:54,200 This should have been done this way. This needs done. You forgot to do this again 113 00:09:54,200 --> 00:09:55,200 This is a fifth time 114 00:09:55,200 --> 00:10:01,080 You know you need to get this down and I didn't use the most pleasant of words at all times either as I went through this 115 00:10:01,080 --> 00:10:07,760 Process of explaining. Yo, we're a first-class business. We need to operate at a first-class level and that's not acceptable 116 00:10:08,280 --> 00:10:10,920 What are you going to do about it? Are you bought into this or not? 117 00:10:10,920 --> 00:10:13,800 Right? So I hit the team really hard 118 00:10:13,800 --> 00:10:18,320 with a lot of evaluations last night of how we can be improving performance 119 00:10:18,920 --> 00:10:20,920 And so I knew today 120 00:10:21,440 --> 00:10:24,440 Well, we need to we need to have a conversation as a team 121 00:10:24,920 --> 00:10:32,320 You know, I need to let them know I'm human still I need to let them know like I do care about them and that this is me fulfilling the role 122 00:10:32,320 --> 00:10:33,320 of 123 00:10:33,320 --> 00:10:38,840 Quality assurance ultimately within the company, but it's not a reflection of how I feel about people 124 00:10:38,840 --> 00:10:44,080 You know if you don't if you don't build people up and help people understand the value that they are to your life 125 00:10:44,080 --> 00:10:50,200 You don't take the time to do that. Well, what happened over the course of time is they will start to feel like you don't care about them 126 00:10:50,720 --> 00:10:56,360 And like you're not there for them and you only want to whip them into action 127 00:10:57,360 --> 00:11:03,360 But not making the time to hear them out or to discuss matters on a on a better level 128 00:11:03,360 --> 00:11:05,360 So we actually had a training today 129 00:11:05,360 --> 00:11:09,280 For the three people who are going through our new basic training process for new employees 130 00:11:09,840 --> 00:11:16,640 And this is their third round going through a lot of those dynamics trying to understand how to comprehend everything that goes on 131 00:11:16,640 --> 00:11:21,280 And we needed to have a really full-on discussion about all right. Where are you guys at? 132 00:11:22,080 --> 00:11:27,440 What questions do you have for the process? I gave an agenda. What questions do you guys have about what we're doing? 133 00:11:28,400 --> 00:11:30,400 put them in order and 134 00:11:30,400 --> 00:11:34,800 I don't remember what the other agenda item was but I had a very clear agenda and they came in and 135 00:11:35,800 --> 00:11:37,800 I'm just gonna be real 136 00:11:37,800 --> 00:11:42,160 Completely derailed my agenda. They were like no we feel like the meeting should go this way and I'm like 137 00:11:43,160 --> 00:11:45,160 Oh hell no 138 00:11:46,160 --> 00:11:49,320 You did not you did not derail my agenda 139 00:11:49,800 --> 00:11:55,240 And so we had to have a good conversation about that and realizing like okay if you're gonna derail my agenda 140 00:11:55,240 --> 00:12:00,520 Then you know at least validate my agenda first right you guys are forgetting your basic principle of 141 00:12:01,120 --> 00:12:06,360 Validating that this should you know this should be validated that hey here Jackson as the founder 142 00:12:06,880 --> 00:12:12,720 Has these agenda items that we want to discuss then yes, we also propose we discuss this 143 00:12:13,040 --> 00:12:15,720 Which one would you like to start with give me some options guys? 144 00:12:16,320 --> 00:12:19,800 So once we got through that it turned into an opportunity to 145 00:12:19,800 --> 00:12:24,800 really test our culture set how we do things as a team and 146 00:12:24,960 --> 00:12:29,720 Sometimes you need to have those types of conversations and what fortunately I had the window for two hours 147 00:12:29,720 --> 00:12:31,880 We had set aside 30 minutes for it 148 00:12:31,880 --> 00:12:37,960 But then we shifted gears into hey, you know what this is turning into something super valuable for every party that's here 149 00:12:38,400 --> 00:12:42,640 Let's make sure we really understand each other so that we are on the same page and 150 00:12:42,640 --> 00:12:45,440 Unison as we get back into our community 151 00:12:45,440 --> 00:12:50,960 So that we are on the same page and in unison as we get back into our our life. So 152 00:12:51,680 --> 00:12:53,280 Kevin you may 153 00:12:53,280 --> 00:12:55,040 experience that in 154 00:12:55,040 --> 00:12:58,520 In your working relationships and your environments 155 00:12:58,520 --> 00:13:03,440 I'm gonna go back to Jaime and a Manuel real quick just playing the seed with you Kevin, but I'm on well 156 00:13:04,000 --> 00:13:05,400 Jaime 157 00:13:05,400 --> 00:13:08,600 Where do you want to take this what question should we dive into for the audience? I? 158 00:13:09,400 --> 00:13:12,600 Think that we should go with the first question that we have ready for you guys 159 00:13:12,600 --> 00:13:16,440 This is going to be really fun. So here we go system one 160 00:13:19,880 --> 00:13:25,960 What is business culture what's business culture? Yeah, so comment on it comment on it 161 00:13:25,960 --> 00:13:29,760 What is business culture to you out there as well? Let us know what what that means 162 00:13:30,800 --> 00:13:35,920 You know and we'll define our own do we want to start with you guys choose who's gonna define it first? 163 00:13:36,640 --> 00:13:38,640 I must say something 164 00:13:38,640 --> 00:13:46,800 Yes, you did your myth Jaime you look good you are yet. I 165 00:13:48,240 --> 00:13:50,240 Can't hear you though, but you look good 166 00:13:56,080 --> 00:14:03,680 So I always try to be very brief with my my definition because I understand that business culture may be different 167 00:14:03,680 --> 00:14:11,520 In a definition term depending on how you take it so for me business culture is the identity of 168 00:14:12,240 --> 00:14:13,800 a company 169 00:14:13,800 --> 00:14:18,680 Meaning that's how things usually run or how they 170 00:14:19,360 --> 00:14:22,320 Set themselves to do certain things 171 00:14:22,960 --> 00:14:29,320 And that defines a way of how people work within that company. So for example 172 00:14:29,320 --> 00:14:35,320 We as a company in first-class business we the first book that we have to read is the five 173 00:14:35,840 --> 00:14:43,720 Disfunctions of a team so that defines a lot of how we want to be as a company how we want to 174 00:14:44,440 --> 00:14:50,280 Be accountable with each other as far as that we want to generate healthy conflict 175 00:14:50,840 --> 00:14:55,320 that we want to have that trust within our company and 176 00:14:55,320 --> 00:15:03,320 That we want to also be very transparent on everything that we do have the accountability and get to the results that we want as a company 177 00:15:03,320 --> 00:15:10,040 So that that sums up a lot of what our business culture is and what I consider to be business culture 178 00:15:10,040 --> 00:15:14,440 And I'd like to hear also from Jackson perspective. Yeah 179 00:15:15,400 --> 00:15:20,360 If this question was asked to you, what would you what would you respond? 180 00:15:20,600 --> 00:15:23,160 You know what? I'm sorry. I'm sorry guys. I want to go 181 00:15:23,160 --> 00:15:26,520 I'm gonna go with something. I want to add something to what Jaime said and then you can go 182 00:15:26,520 --> 00:15:31,960 I'm gonna make fun of Jaime real quick first. I love you brother, but you said I'm gonna start with something simple and basic 183 00:15:31,960 --> 00:15:33,960 I 184 00:15:33,960 --> 00:15:38,440 Was far from simple and basic my friend go ahead. What do you got a month? Well? 185 00:15:39,080 --> 00:15:41,080 just to add something real quick 186 00:15:42,520 --> 00:15:44,520 What I'm gonna say is that 187 00:15:44,840 --> 00:15:46,840 Company culture is also 188 00:15:46,840 --> 00:15:53,640 All company culture is also all based on values belief practices and the behaviors, right? 189 00:15:54,040 --> 00:15:56,600 That was something that we were practicing like two hours ago 190 00:15:57,160 --> 00:16:03,320 Um, and for example, I want to I want to share today our company culture with the people if you don't mind Jackson 191 00:16:03,960 --> 00:16:05,960 To work in the foreign 192 00:16:05,960 --> 00:16:10,200 All our values are really awesome. We have consistency. We have reliability 193 00:16:11,160 --> 00:16:12,760 persistence 194 00:16:12,760 --> 00:16:18,120 And we have our base which is laugh everything we do we do it with laugh 195 00:16:18,840 --> 00:16:20,440 Those are our 196 00:16:20,440 --> 00:16:21,240 values 197 00:16:21,240 --> 00:16:24,840 So this is really important also when we talk about company culture 198 00:16:25,320 --> 00:16:30,520 So I think that was what I wanted to add to what Jaime said. So now you can go ahead 199 00:16:31,720 --> 00:16:36,520 I'm glad you did. Um, you know, I'm gonna pull up on my screen real quick here 200 00:16:37,000 --> 00:16:39,000 Uh, let's see your present 201 00:16:39,720 --> 00:16:41,720 Let's go to our value slide for that 202 00:16:41,720 --> 00:16:46,920 I mean, we're I wanted I wanted our culture to be super dedicated to the realities 203 00:16:47,960 --> 00:16:52,040 That Amano just shared. So I knew it was important for us to design 204 00:16:52,600 --> 00:16:53,960 posters 205 00:16:53,960 --> 00:16:58,120 that really effectively communicated that that it's not just a matter of 206 00:16:58,680 --> 00:17:05,080 Having that as a as a passive dream. That's supposed to be our day-to-day reality. We should be consistent 207 00:17:05,720 --> 00:17:07,000 You know, we should be reliable 208 00:17:07,000 --> 00:17:14,520 We should be persistent and we should be patient and all those pillars they don't they don't matter if you're not building on a solid foundation 209 00:17:14,600 --> 00:17:18,360 And our foundation I believe the most solid foundation in the world is love 210 00:17:19,000 --> 00:17:25,880 I think that's the greatest power that there is. Um, so that's that's something that we're constantly talking about and trying to emulate 211 00:17:26,360 --> 00:17:30,200 So if I were to describe it though, Jaime's asked me what is business culture? 212 00:17:31,000 --> 00:17:35,960 Guys, I'm not I didn't go to stanford. I didn't go to harvard. Um, you know, like I'm I'm still discovering all this 213 00:17:35,960 --> 00:17:37,960 But I can tell you what it is to me 214 00:17:38,360 --> 00:17:40,360 It's a feeling 215 00:17:40,920 --> 00:17:42,920 It's a feeling and a state of mind 216 00:17:43,640 --> 00:17:48,120 Right. I know I know when I'm in a culture that's right for me when I feel 217 00:17:49,080 --> 00:17:50,520 Like I'm home 218 00:17:50,520 --> 00:17:52,520 When I feel like I belong 219 00:17:52,920 --> 00:17:57,800 Right, that that's really what it comes down to and and yes, there's some great trainings out there 220 00:17:57,880 --> 00:18:03,560 And there's probably some great dictionary definitions and yada yada and really smart people out there who have great 221 00:18:03,560 --> 00:18:08,280 ideas for how it works and why it should be defined a certain way 222 00:18:08,920 --> 00:18:11,160 But I've met a lot of teachers 223 00:18:12,360 --> 00:18:16,840 I'm gonna pick on one who I love dearly. He might not like this by the way 224 00:18:17,240 --> 00:18:19,960 But I'm gonna call it for what it is because I hope he levels up 225 00:18:21,160 --> 00:18:25,240 One of the best salespeople that I've ever learned from is named Eli wild 226 00:18:26,200 --> 00:18:29,000 Eli wild has a wild selling system. I believe it's called 227 00:18:29,000 --> 00:18:34,360 He's a phenomenal salesman and you can learn a lot from him. I learned a lot from him 228 00:18:35,320 --> 00:18:36,760 but 229 00:18:36,760 --> 00:18:38,360 At the same time 230 00:18:38,360 --> 00:18:42,520 He's kind of he trains as though he's on a podcast like right now. We're off script 231 00:18:42,680 --> 00:18:47,240 Right. We're just talking about things and going through things and we're not in a specific training 232 00:18:48,120 --> 00:18:52,760 Eli understands the importance of the mechanics of the bicycle and the spokes the wheels 233 00:18:52,760 --> 00:18:59,640 He can talk your ear off about everything that has to do with riding a bike and what a bike is and how it works and he's very 234 00:18:59,640 --> 00:19:01,640 Good at it. It's very impressive 235 00:19:02,120 --> 00:19:03,400 but 236 00:19:03,400 --> 00:19:05,400 You're not going to learn how to ride the bike 237 00:19:05,960 --> 00:19:10,520 By learning those mechanics not not the way that it's taught in that that class 238 00:19:10,520 --> 00:19:16,280 I love the book by david samler. You can't teach a kid to ride a bike at a seminar kind of a perfect analogy hand in hand 239 00:19:17,080 --> 00:19:18,840 on the flip side 240 00:19:18,840 --> 00:19:27,160 David's book does an excellent job of providing an amazing framework that the sales mentor and that the wild selling system have all built on 241 00:19:27,160 --> 00:19:28,200 top of 242 00:19:28,200 --> 00:19:30,520 But the foundation was far clear as far clear 243 00:19:31,000 --> 00:19:35,800 And the way that it was established by the samler cells institute back before it became the samler cells institute 244 00:19:36,120 --> 00:19:37,400 Still room for improvement there too 245 00:19:37,400 --> 00:19:41,080 So I don't want to take away from the value that those individuals offered the world 246 00:19:41,080 --> 00:19:45,640 I those are values that I rely on they're people that I want to learn from my hope 247 00:19:46,120 --> 00:19:47,800 is that Eli 248 00:19:47,800 --> 00:19:50,120 Will realize his opportunity to level up 249 00:19:50,840 --> 00:19:57,400 By becoming a more clear and concise trainer with how he tells people what his 10 clarities are 250 00:19:57,560 --> 00:20:01,160 Which we had to dig and find for six months as a training group or 251 00:20:01,960 --> 00:20:03,480 that he will 252 00:20:03,480 --> 00:20:08,920 Produce materials that can be a little more effective in in establishing that path. What am I getting at with culture? 253 00:20:10,040 --> 00:20:13,320 Uh the mechanics of culture matter to me and I will continue to learn them 254 00:20:13,320 --> 00:20:19,480 But I'm not going to pretend to be able to educate you on how the bike works. I just know how to ride the bike 255 00:20:21,080 --> 00:20:22,600 That's what I'm getting at 256 00:20:22,600 --> 00:20:24,600 I know how to enjoy riding a bike 257 00:20:25,160 --> 00:20:29,240 I train my kids pretty well riding the bike. I train other companies pretty well riding the bike, but 258 00:20:29,800 --> 00:20:36,440 Do I know all the like that what the handlebars are called? I'm what the brakes call it? No, I don't I don't know everything about culture 259 00:20:36,920 --> 00:20:40,200 So with that said we've got kevin who's got some expertise on this subject as well 260 00:20:40,200 --> 00:20:46,600 He's he's been part of many cultures what's grant gives him expertise as it is and he's been involved in people 261 00:20:47,400 --> 00:20:49,400 Operations training which you see on his title 262 00:20:50,120 --> 00:20:53,560 Kevin, uh, what would you add to the the conversation about culture? 263 00:20:54,840 --> 00:20:59,480 Okay, so I would like to say that I couldn't agree more with you guys 264 00:21:00,680 --> 00:21:02,280 I think that 265 00:21:02,280 --> 00:21:06,440 Company business culture is basically the way 266 00:21:06,440 --> 00:21:12,360 The identical way that you do things in your company 267 00:21:13,320 --> 00:21:18,600 What I mean is that for example in my case? I've been the last four years 268 00:21:19,240 --> 00:21:22,040 The last five years I've been in three companies 269 00:21:23,960 --> 00:21:26,360 When I started working 270 00:21:27,400 --> 00:21:29,400 In the second company 271 00:21:30,200 --> 00:21:33,000 I had to stop and say so 272 00:21:33,000 --> 00:21:37,160 I already had experience how I'm going to 273 00:21:39,000 --> 00:21:43,480 To make an impact in the organization that I'm working right now 274 00:21:44,760 --> 00:21:46,760 How I can say that 275 00:21:48,280 --> 00:21:55,400 You have to stop and understand the business that you are now part of 276 00:21:56,120 --> 00:21:57,240 Why is that? 277 00:21:57,240 --> 00:21:59,240 because if you 278 00:21:59,800 --> 00:22:01,800 don't understand 279 00:22:01,800 --> 00:22:03,800 the 280 00:22:03,880 --> 00:22:08,680 The objective of your new CEO for example if you 281 00:22:09,720 --> 00:22:11,160 Don't 282 00:22:11,160 --> 00:22:15,000 Understand what are they their principal goals? 283 00:22:15,560 --> 00:22:20,360 You are not going to actually contribute to the organization and you are 284 00:22:21,320 --> 00:22:25,880 You are becoming a problem for them because that 285 00:22:26,600 --> 00:22:28,600 will make the 286 00:22:28,600 --> 00:22:32,520 Communication between your CEO or or or your managers 287 00:22:34,200 --> 00:22:41,960 Really difficult because the the first thing that I think is important to do when you start 288 00:22:42,520 --> 00:22:44,520 in a new company is to 289 00:22:45,080 --> 00:22:47,080 Be aligned with the 290 00:22:48,120 --> 00:22:50,120 With all with that with the whole team 291 00:22:50,440 --> 00:22:57,560 So what I will add is that when we say okay, this is the way that we as a company 292 00:22:57,560 --> 00:22:59,560 Do things 293 00:22:59,800 --> 00:23:06,360 You also need to detect what are those practices that your company 294 00:23:07,400 --> 00:23:09,400 perform in order to 295 00:23:10,120 --> 00:23:12,120 analyze them and 296 00:23:12,440 --> 00:23:14,440 be able to 297 00:23:14,760 --> 00:23:19,720 You know copy and paste this and every single activity that you do 298 00:23:20,280 --> 00:23:22,280 but also to be able 299 00:23:23,160 --> 00:23:23,960 to 300 00:23:23,960 --> 00:23:31,000 Gather from these activities the main objective is this because this is going to help you 301 00:23:31,480 --> 00:23:40,280 To create new strategies or when creating the strategies you will be able to always keep the DNA of your organization 302 00:23:40,360 --> 00:23:44,840 If we can say that so when I say okay, what are those? 303 00:23:45,640 --> 00:23:47,160 practices 304 00:23:47,160 --> 00:23:49,160 You need to think that 305 00:23:49,160 --> 00:23:53,560 What are they what are those things that actually 306 00:23:54,280 --> 00:23:58,680 Make your company different from other organizations? 307 00:23:59,480 --> 00:24:03,240 and how do you how do you identify that and 308 00:24:04,200 --> 00:24:11,560 We call it in Spanish the dwellings. We can say that these are practices for example. We have a 309 00:24:13,320 --> 00:24:16,040 Meeting with the managers every Wednesday 310 00:24:16,040 --> 00:24:22,680 Okay, and what what happens in that meeting? Well in that meeting we talk about 311 00:24:23,400 --> 00:24:25,400 the 312 00:24:25,960 --> 00:24:29,080 The indicators that we had the last week 313 00:24:29,640 --> 00:24:37,640 Okay, always when you have that kind of conversations, you need to make sure that every 314 00:24:38,920 --> 00:24:40,920 part of the organization 315 00:24:41,160 --> 00:24:42,760 HR 316 00:24:42,760 --> 00:24:45,080 operations in all the departments 317 00:24:45,080 --> 00:24:46,520 have 318 00:24:46,520 --> 00:24:48,520 something to share 319 00:24:48,520 --> 00:24:53,320 regarding to the objectives objectives of the organization 320 00:24:54,920 --> 00:25:00,520 Awesome, absolutely, and and there's accountability that matters in that too. It looks like we have a comment from 321 00:25:01,320 --> 00:25:05,240 Natta Bramunez or nata. You have to help us on the pronunciation at some point 322 00:25:05,240 --> 00:25:09,000 I think the business culture is that part of the company that makes you want to work here 323 00:25:09,000 --> 00:25:16,360 Or not actually work there when you fill your values there and you identify yourself with the politics rules and activities 324 00:25:17,000 --> 00:25:20,920 When you don't talk about the money and we think I really want to stay here and grow here 325 00:25:20,920 --> 00:25:26,040 That's that's really wise. So in other words, but I hear being communicated feel free to correct me if I'm wrong 326 00:25:26,440 --> 00:25:31,240 Um, that is when you're able to work in an environment where it's not about the money 327 00:25:31,560 --> 00:25:36,440 Certainly the money matters, right? You need to be able to sustain your your livelihood, but 328 00:25:36,440 --> 00:25:40,680 When you identify yourself like you feel like you belong in that 329 00:25:41,160 --> 00:25:44,040 um, you know and it aligns with the values that you want to emulate 330 00:25:44,680 --> 00:25:46,840 That's when you start to to really 331 00:25:48,440 --> 00:25:52,840 Feel connected to the the culture being built. So thank you for sharing that. Um 332 00:25:54,440 --> 00:26:00,360 Let's hear we got some other questions on on the docket. I was in the wrong folder guys. I was in the leadership folder 333 00:26:00,360 --> 00:26:06,040 Um, no, I know what's going on. Why is culture important to a business? 334 00:26:06,440 --> 00:26:09,480 Um, you know, I think we've we've covered quite a bit about this as well 335 00:26:09,480 --> 00:26:14,920 Let's move into what is the most important factor and creating a strong company culture 336 00:26:15,080 --> 00:26:18,840 All right, I'd love for people in the audience to to vote, you know, take your picks 337 00:26:19,320 --> 00:26:24,520 Um, you know, I'm the type of guy who says like really the most important. Um, like there's one thing 338 00:26:24,520 --> 00:26:29,960 Um, you know, I don't like questions like that, but um, I'll digress. I'll say 339 00:26:30,680 --> 00:26:32,680 For me, it's love 340 00:26:32,680 --> 00:26:39,880 You know, that's mine, but it's not a one size fits all answer. So what else guys? What do you if you had a vote? 341 00:26:40,760 --> 00:26:45,160 Each one of you Kevin, let's start with you. Let's try to keep it to like three words each on this one 342 00:26:46,200 --> 00:26:50,520 What's the most important factor in creating a strong company culture to you Kevin? 343 00:26:50,520 --> 00:26:54,520 Okay, I will say that there are three 344 00:26:55,160 --> 00:26:58,520 Important things that you always have to make sure 345 00:26:59,080 --> 00:27:01,080 Everyone in your team 346 00:27:01,080 --> 00:27:05,560 Hold on though. I'm gonna stop you. What's the most important factor? Give me one 347 00:27:05,560 --> 00:27:09,560 Let's go. Let's go for the fast answer. We'll dive deep in a minute, but I want to hear from all three of you 348 00:27:09,960 --> 00:27:16,920 Perfect. I will go with what's the impact that we want to create so impact will be the first thing 349 00:27:16,920 --> 00:27:21,560 Knowing the impact. Cool. Awesome. What about you, Manuel? 350 00:27:25,160 --> 00:27:27,160 Now you're muted that's funny 351 00:27:30,200 --> 00:27:36,280 It is it is I'll say that we need to be consistent in everything that we're doing when we're creating a culture 352 00:27:37,960 --> 00:27:40,280 Consistent. Okay, cool. How about you Jaime? 353 00:27:41,640 --> 00:27:43,640 I would say 354 00:27:43,640 --> 00:27:49,640 I would say it's uh, it's communication clear communication or clarity in communication 355 00:27:50,920 --> 00:27:52,920 Best best express 356 00:27:53,960 --> 00:28:00,120 I don't I don't necessarily think there's a wrong answer. I don't think any one of us four by the way have the perfect answer 357 00:28:00,440 --> 00:28:03,560 So I think it's a great collaboration topic 358 00:28:04,120 --> 00:28:06,520 From my experience the building businesses 359 00:28:07,560 --> 00:28:09,960 Once again, my foundation is love 360 00:28:10,520 --> 00:28:12,520 right and 361 00:28:12,520 --> 00:28:14,520 vision 362 00:28:15,320 --> 00:28:22,680 Vision is the key to creating the strong company culture. That's at least how we build out our solutions for our clients 363 00:28:23,320 --> 00:28:28,120 Um, as we make sure that if the vision is clear and the vision is depicted and communicated well 364 00:28:28,680 --> 00:28:33,240 Then and only then I can I feel confident that I'm establishing the right type of culture 365 00:28:34,040 --> 00:28:38,680 Based on what the visionary was was creating so not to trump or to say that everybody's 366 00:28:38,680 --> 00:28:43,080 Wrong and this is the answer. That's just my answer and that's how I that's how I build 367 00:28:43,320 --> 00:28:47,400 You've seen it yet. We have charts that showcase that as well. We're building a cool thing 368 00:28:47,400 --> 00:28:50,680 Uh, staircase as well to showcase how we go from 369 00:28:51,160 --> 00:28:57,240 Vision to culture leadership to marketing and so on. Um, the staircase design should come out here within the next 30 days 370 00:28:57,960 --> 00:29:02,600 Um, all right. So moving on. How do you how do you how do you cultivate? 371 00:29:03,000 --> 00:29:07,240 Right these uh, these aspects within your organization, right? 372 00:29:07,240 --> 00:29:10,840 Um, so let's start with Amanoel this time 373 00:29:11,400 --> 00:29:18,840 Consistency Amanoel you gravitated towards that. It's a great strength for all of us to have nobody's gonna lose by being more consistent 374 00:29:18,840 --> 00:29:22,120 Um, right, that's not going to be the cause of their loss. So 375 00:29:22,760 --> 00:29:26,840 How do you establish consistency within an organization? 376 00:29:28,600 --> 00:29:30,600 Well, I think that we need to 377 00:29:30,920 --> 00:29:35,880 To first start, uh, just moving forward with the with the behaviors 378 00:29:35,880 --> 00:29:38,920 or with the practices that we want to establish within a company 379 00:29:39,400 --> 00:29:45,400 And the first thing is that we go through it every single day that we're working on it. For example, we were working 380 00:29:45,960 --> 00:29:49,960 One month on on create an environment of full of love 381 00:29:50,600 --> 00:29:58,280 We need to start giving love expanding our love to our people like hey, I mean, you know, you you look so nice today 382 00:29:58,840 --> 00:30:03,640 Those words will help to create a good environment. So I will say something like that 383 00:30:03,640 --> 00:30:09,080 Positive, good. I'll also give some insight to the audience based on the example. I've seen you provide 384 00:30:09,640 --> 00:30:15,080 Um, you know, and I'm talking about your how you provided the example when you came in to first class business 385 00:30:15,400 --> 00:30:19,000 All right, so you came into first class business and you saw 386 00:30:19,640 --> 00:30:22,200 inconsistencies that existed within the company 387 00:30:22,920 --> 00:30:26,280 And you were willing to create healthy conflict 388 00:30:27,080 --> 00:30:31,640 You were willing to challenge me on what was missing and that was extremely important 389 00:30:31,640 --> 00:30:34,760 on what was missing and that was extremely effective and helpful 390 00:30:35,160 --> 00:30:40,920 Um, so there there you were, you know driving consistency by opening our eyes 391 00:30:41,400 --> 00:30:43,400 To what we weren't consistently doing 392 00:30:44,040 --> 00:30:47,480 What we didn't consistently have so you were willing to debate it out 393 00:30:47,560 --> 00:30:53,640 You're willing to bring up the hard subjects and we made room for it. I was I don't know why I was lying on my forehead 394 00:30:53,800 --> 00:30:55,800 That's 395 00:30:57,320 --> 00:31:00,440 I do know why it's called the sun it comes in every day at this time 396 00:31:00,440 --> 00:31:02,440 um, but 397 00:31:02,760 --> 00:31:07,640 But that that reality is we wouldn't have had we wouldn't have been able to advance as a company culture 398 00:31:08,520 --> 00:31:14,360 As thoroughly and as as fast without you being so efficient in recognizing our opportunities for growth 399 00:31:14,760 --> 00:31:20,680 And articulating those to me and trusting me to value your opinion in regards to that. So thank you for sharing that. Hi me 400 00:31:21,800 --> 00:31:24,360 Your response remind me what it was 401 00:31:24,360 --> 00:31:31,720 It was it was communication or clarity in communication. So there's several examples. I can give 402 00:31:32,440 --> 00:31:35,320 One is we have daily reporting on what we're doing 403 00:31:35,960 --> 00:31:39,960 And that has to be clear. So it's important always to talk about it 404 00:31:39,960 --> 00:31:43,400 And even in this meeting that we were having before it's the clarity of 405 00:31:43,960 --> 00:31:47,720 Providing a report in in a structured way and also 406 00:31:48,280 --> 00:31:51,480 Doing the evaluations and then having that communication 407 00:31:51,480 --> 00:31:56,600 With the team so it's important for you to always have that communication back and forth 408 00:31:57,000 --> 00:32:00,200 Whether it's it's something that is needed for the company 409 00:32:00,600 --> 00:32:08,840 So it's it's important to understand like what channels are used and how that is done within a company and understanding that very specific 410 00:32:09,640 --> 00:32:14,680 Situation where you can also communicate with a person through conflict 411 00:32:15,160 --> 00:32:19,000 So communication in all sorts of way within a company to me is 412 00:32:19,000 --> 00:32:21,720 It's it's it's extremely important 413 00:32:22,200 --> 00:32:26,520 Within creating that company culture that you want where there's free conflict 414 00:32:27,320 --> 00:32:33,000 Sorry, not fleet free conflict where there is a healthy free flowing conflict free flowing. I know what you meant 415 00:32:33,640 --> 00:32:36,920 Healthy conflict and where things are simply just 416 00:32:37,480 --> 00:32:45,960 Talked about you are constantly improving by generating that communication. So that to me is simply just one of the most important things 417 00:32:45,960 --> 00:32:49,160 Well said and it goes back to the basics 418 00:32:50,200 --> 00:32:55,240 That annoy people, you know, we might have certain listeners fall off by talking about the basics. That's okay 419 00:32:55,240 --> 00:32:57,400 They're not ready to be an expert in my opinion 420 00:32:58,120 --> 00:33:04,120 And so let's let's talk about that what would make somebody an expert at building culture and building a successful business 421 00:33:04,120 --> 00:33:08,920 Well, one of the hardest things to convince amateur basketball players to do 422 00:33:09,880 --> 00:33:11,880 Is to work on their layups 423 00:33:11,880 --> 00:33:15,240 You have to pros do it every day 424 00:33:17,240 --> 00:33:19,080 Burn right 425 00:33:19,080 --> 00:33:23,000 If you're not practicing your fundamentals if you're not dedicated to the day-to-day 426 00:33:23,640 --> 00:33:28,280 Fundamentals of becoming an expert what you do, which is done by doing the simple things 427 00:33:28,600 --> 00:33:34,200 Right, you're not going to become an expert if you have a culture where you don't care how people answer the phones in your culture 428 00:33:34,680 --> 00:33:36,680 Hello 429 00:33:36,680 --> 00:33:37,720 You know 430 00:33:37,720 --> 00:33:39,400 Hi, what do you want? 431 00:33:39,400 --> 00:33:42,440 You know like you probably wouldn't accept that in your business, right? 432 00:33:42,440 --> 00:33:48,280 But are you able and willing to train your team? Hi, this is Jackson with first class business. How may I help you? 433 00:33:49,400 --> 00:33:55,080 You know, if you're not able to train your team to consistently follow that pattern, right? Because you didn't communicate it 434 00:33:55,480 --> 00:34:01,320 Then you're not leading your team to do the basics consistently and if you're not teaching them to do the basics consistently 435 00:34:02,120 --> 00:34:04,520 How much harder is it going to be for them to do the advanced? 436 00:34:05,320 --> 00:34:06,760 consistently 437 00:34:06,760 --> 00:34:11,000 All right, you got to have an element of of pride and how you communicate 438 00:34:11,960 --> 00:34:15,960 And that communication like Jaime says I think that's very wise it sets the tone 439 00:34:16,760 --> 00:34:19,960 for how the organization will respond react or 440 00:34:20,920 --> 00:34:23,080 You know feel inspired to utilize that 441 00:34:24,440 --> 00:34:29,480 As they continue to grow within it. So Kevin certainly back to you impact. Let's hear about it 442 00:34:29,480 --> 00:34:31,480 So if I wanted to improve the impact 443 00:34:32,120 --> 00:34:34,120 Cultivate impact into my organization 444 00:34:34,120 --> 00:34:38,360 What do I do? Where do I start? Yeah, so I think that 445 00:34:39,000 --> 00:34:42,600 the most important thing when you know 446 00:34:43,560 --> 00:34:46,360 wanting to create an impact and 447 00:34:47,480 --> 00:34:51,560 Make everybody in your team to understand it is 448 00:34:52,520 --> 00:34:53,800 having 449 00:34:53,800 --> 00:34:56,920 some conversations with your team and 450 00:34:57,960 --> 00:34:59,960 make this 451 00:34:59,960 --> 00:35:06,120 A practice of having a conversation something really consistent as my mother said 452 00:35:07,320 --> 00:35:09,320 in your role as a 453 00:35:10,440 --> 00:35:12,440 as a team leader or as a 454 00:35:13,560 --> 00:35:18,680 as a CEO, it's important to have conversations with your team 455 00:35:19,320 --> 00:35:25,080 Every week. So you make sure they understand. What do you want to make as a 456 00:35:26,360 --> 00:35:28,360 What do you want to 457 00:35:28,360 --> 00:35:35,880 Make possible as a business? What what does that mean that if you are I don't know you 458 00:35:36,440 --> 00:35:37,800 you are a 459 00:35:37,800 --> 00:35:44,360 developer and you have the idea of business to to sell your 460 00:35:45,400 --> 00:35:47,400 Software as a service 461 00:35:47,560 --> 00:35:54,360 You have to make sure that everyone at your team understand that by making possible 462 00:35:55,000 --> 00:35:56,360 this 463 00:35:56,360 --> 00:36:00,040 Reality you will be able to help society in some 464 00:36:00,680 --> 00:36:07,000 Aspect but also, how are you going to how are you going to help them as part of your team? 465 00:36:07,480 --> 00:36:11,640 By helping you to make possible this objective 466 00:36:12,200 --> 00:36:15,160 This will come from the various things 467 00:36:16,280 --> 00:36:17,240 like 468 00:36:17,240 --> 00:36:18,200 Those 469 00:36:18,200 --> 00:36:24,040 Recognitions that you that you make like hey well done. You make the numbers that you made it 470 00:36:24,040 --> 00:36:30,920 Really really well to the tough conversations that you will for sure 471 00:36:31,640 --> 00:36:33,080 have to 472 00:36:33,080 --> 00:36:35,080 Have with your teams 473 00:36:35,480 --> 00:36:39,240 Sometimes we have leaders that are very good at having 474 00:36:39,880 --> 00:36:46,120 Making recognitions to their teams, but they are very weak at having tough conversations 475 00:36:46,200 --> 00:36:48,200 Which means that you also 476 00:36:48,200 --> 00:36:53,720 Have to make sure about the impact that you want to have when you when you have this kind of conversation 477 00:36:54,200 --> 00:36:58,760 That's awesome. So it ties the full circle back to this communication factor and clarity 478 00:36:59,240 --> 00:37:03,880 Right and then of course like Amano said then being able to consistently produce that result 479 00:37:04,360 --> 00:37:09,480 Um, I also want to go back to what you said about impact earlier. You mentioned clear objectives 480 00:37:10,280 --> 00:37:13,560 That's a big part of the impact right is if you don't have the defined 481 00:37:13,560 --> 00:37:19,800 Objective for your team then everybody is going to be assuming they know what the objective is 482 00:37:20,280 --> 00:37:24,520 And going in their own different directions as the company grows larger too 483 00:37:25,000 --> 00:37:29,160 That leads to people having objectives based on their own specific agenda 484 00:37:29,640 --> 00:37:34,680 Right, so maybe I want a promotion and I feel like I have to do things to get a promotion 485 00:37:35,080 --> 00:37:38,760 That are contrary to the best interest of the company 486 00:37:39,160 --> 00:37:42,440 But I focus my sights on some manager who I want to replace 487 00:37:42,440 --> 00:37:44,440 Right, I want their job 488 00:37:44,840 --> 00:37:48,520 And so I start acting according to what makes me look good and feel good 489 00:37:49,480 --> 00:37:53,320 But it's actually hurting the company. But who cares I'm after my objective 490 00:37:53,640 --> 00:37:57,160 Or that happens all the time in the in corporate environments 491 00:37:57,560 --> 00:38:00,920 Um, and it's very important to learn how to shift the culture away 492 00:38:01,400 --> 00:38:07,720 From establishing those hidden agendas and those objectives that aren't great for the company culture at large 493 00:38:07,720 --> 00:38:13,720 Um, so we'll probably end on this question here. We'll see if we have time to sneak in a little more 494 00:38:14,680 --> 00:38:19,080 But what is the role of the upper management? 495 00:38:19,640 --> 00:38:22,280 In the business culture, again, there's several 496 00:38:22,920 --> 00:38:26,840 Opportunities several angles from which this can be important to establish 497 00:38:27,400 --> 00:38:28,600 um 498 00:38:28,600 --> 00:38:34,680 I'll lead the way I would say the the role of the upper management and a business culture is to 499 00:38:34,680 --> 00:38:36,680 To serve those 500 00:38:37,160 --> 00:38:39,240 Around them the best way that they know how 501 00:38:39,480 --> 00:38:44,520 Um, right, we provide and that's that's really my role for sales is we do it as best for those that we serve 502 00:38:45,000 --> 00:38:49,160 Well, that's true in my opinion of upper management as well. It's my job to lead 503 00:38:49,800 --> 00:38:51,400 It's my job to guide 504 00:38:51,400 --> 00:38:53,400 It's also my job to follow 505 00:38:53,640 --> 00:38:58,600 Whoever is above me in that upper management and to support and what's called sustain 506 00:38:59,160 --> 00:39:03,720 That individual, um, you know, are those individuals or that board? 507 00:39:03,720 --> 00:39:06,360 It depends on where I'm at in the organization, of course 508 00:39:06,840 --> 00:39:13,480 But if I'm trying to do my best to make sure that everybody is aligning to do our best for those that we serve then 509 00:39:13,880 --> 00:39:17,000 I mean, that's a pretty great recipe for success for any company 510 00:39:17,400 --> 00:39:21,160 Um, and there's more tangibles beyond that, but that's where I would establish the base 511 00:39:21,800 --> 00:39:27,240 Of the answer for this question in case you're you're looking for it. But um, let's take a few angles on it 512 00:39:27,480 --> 00:39:31,240 So what is the role of the upper management and the business culture beyond what I stated? 513 00:39:31,240 --> 00:39:34,840 What do you guys feel what is what is another role? 514 00:39:35,480 --> 00:39:37,980 another objective dynamic or responsibility 515 00:39:39,560 --> 00:39:45,720 Of upper management guys to to me, um, I have to put myself in 516 00:39:46,920 --> 00:39:53,080 A person that is like higher up to understand the concept and that that is usually what I try to do 517 00:39:53,320 --> 00:39:57,640 Put myself in other other's position. I would say it's aligning 518 00:39:57,640 --> 00:40:05,160 People that is like the basic role of that upper management in business culture 519 00:40:05,880 --> 00:40:10,200 Because you have to have people in the same page speaking the same language 520 00:40:10,600 --> 00:40:12,600 And understanding things the same way 521 00:40:13,240 --> 00:40:18,120 In order for you to move forward and and get those results that ultimately are needed 522 00:40:19,000 --> 00:40:23,800 For the business itself. So I think the role or the most 523 00:40:23,800 --> 00:40:27,480 Important role of upper management in that culture 524 00:40:28,200 --> 00:40:30,200 Is doing that aligning people 525 00:40:30,840 --> 00:40:35,400 Nice. So you're leading and guiding people by creating alignment for one 526 00:40:35,480 --> 00:40:42,600 You know, I think of people rowing a boat right in the same direction. I also think of music harmony, right creating harmony 527 00:40:43,080 --> 00:40:47,800 Um amongst the the orchestra right the violins all having their violins in tune 528 00:40:48,280 --> 00:40:52,840 Um, you know, and then another department the same type of way well said, uh, what else guys? 529 00:40:52,840 --> 00:40:54,840 Do you anything else you want to contribute to that? 530 00:40:55,640 --> 00:40:57,640 I would like to to say something 531 00:40:58,680 --> 00:41:04,120 about the role of the upper management when it comes to the business culture is 532 00:41:04,920 --> 00:41:07,160 as Haime talked about 533 00:41:08,200 --> 00:41:14,440 Being aligned is very important to you as a ceo, for example 534 00:41:14,920 --> 00:41:18,840 To make sure that the theme that you are building 535 00:41:20,040 --> 00:41:21,800 is 536 00:41:21,800 --> 00:41:24,680 And uh, dedicated to the 537 00:41:25,880 --> 00:41:27,880 That's the specialist 538 00:41:27,960 --> 00:41:34,840 What I want to say that role that they were hired for what is that? No, for example, you have to 539 00:41:36,440 --> 00:41:38,440 to get a 540 00:41:38,600 --> 00:41:40,200 financial 541 00:41:40,200 --> 00:41:42,680 Specialist that you trust in 542 00:41:43,320 --> 00:41:49,400 You have to to find a operations manager that you trust in why is that because 543 00:41:49,400 --> 00:41:51,400 Probably as a leader 544 00:41:51,960 --> 00:41:56,680 Of a business you understand how you came wrong in your business 545 00:41:57,160 --> 00:41:59,160 But you are not 546 00:41:59,720 --> 00:42:03,320 Especially in everything probably you are very good at hiring people 547 00:42:03,320 --> 00:42:08,440 But you are not that good at fine at finance for example, or maybe 548 00:42:09,400 --> 00:42:11,400 You you understand that 549 00:42:11,640 --> 00:42:15,960 That someone could be better at managing your operations 550 00:42:15,960 --> 00:42:21,000 So rather than being a super smart guy, you need to be able to 551 00:42:21,720 --> 00:42:29,240 You know to to build connections with people that are passionate about what they do because 552 00:42:29,880 --> 00:42:33,800 When you get that kind of people and you 553 00:42:34,920 --> 00:42:37,560 Uh deliver your vision to them 554 00:42:37,560 --> 00:42:43,560 You will have a super team and that will help you to have that impact that you want and of course 555 00:42:43,560 --> 00:42:49,160 So you have a very communication about what are what your objectives are 556 00:42:50,200 --> 00:42:55,000 Well said, I would uh, I would say that our my team our team 557 00:42:55,720 --> 00:42:59,720 Is a fantastic example of of emulating that I'm very grateful 558 00:43:00,360 --> 00:43:06,520 Uh for how well you guys do um, you know what you do and uh, the team hears me say this at least once a week 559 00:43:06,600 --> 00:43:10,280 If not once a day, which is it's not Jackson class business 560 00:43:10,280 --> 00:43:15,480 It's first class business, right? I look forward to the day where I'm ultimately completely removed 561 00:43:15,880 --> 00:43:21,160 Because we have people better suited to fulfill all the different roles and responsibilities that I sometimes 562 00:43:21,720 --> 00:43:24,600 Take on or engage in not because I want to be lazy 563 00:43:24,920 --> 00:43:28,840 Because I want to go and deliver what I know I can deliver at my highest power, right? 564 00:43:28,840 --> 00:43:34,920 Which is which has a lot more to do with my vision and the growth aspects of strategic partnerships and 565 00:43:35,160 --> 00:43:39,080 Building out passion pros while there's so many other things that I should be doing 566 00:43:39,080 --> 00:43:41,720 Other things that I should be utilizing my time on books 567 00:43:42,200 --> 00:43:45,080 Getting our books written and out there doing interviews. So 568 00:43:45,800 --> 00:43:49,640 It's the only way you can actually do that is if you are willing to step aside 569 00:43:50,440 --> 00:43:54,360 And allow other people to take on those roles and then we can do that responsibility is 570 00:43:54,920 --> 00:43:59,560 Responsibly is by following advice from companies like the emith 571 00:44:00,040 --> 00:44:04,840 Like michael gerber has taught me through his book the emith phenomenal or the five dysfunction of the team 572 00:44:04,840 --> 00:44:09,880 By patrick one tony building on the blocks and the formulas that others have established. So 573 00:44:10,440 --> 00:44:14,040 Um with that said guys, um, we are we are running short on time 574 00:44:14,600 --> 00:44:21,160 You guys inspired me for one more reality and that's that uh, each one of these dynamics as I wrote it down, you know 575 00:44:21,560 --> 00:44:23,560 consistent clear communication impact 576 00:44:24,440 --> 00:44:27,160 One could build a very successful consulting model 577 00:44:28,040 --> 00:44:33,720 Just by delivering those four pillars, right? You could build a fantastic formula for 578 00:44:33,720 --> 00:44:41,160 Moving businesses forward. Would it be the absolute most complete bridge and everything's tackled? No, it wouldn't be 579 00:44:41,480 --> 00:44:46,040 But it is a fantastic bridge. Um, right and molt and cities, right? 580 00:44:46,040 --> 00:44:48,120 Which I look at businesses like cities 581 00:44:48,120 --> 00:44:53,160 They need multiple bridges in order for people to get access to that city 582 00:44:53,800 --> 00:44:59,720 They need all sorts of different modes of transportation. So each one of these elements isn't a matter of like, oh man 583 00:44:59,720 --> 00:45:06,040 Your formula is better than my fault. You're worse than my formula or your formula lacks this and it should be built around this 584 00:45:06,040 --> 00:45:08,040 Or that it's not a this or that world 585 00:45:08,760 --> 00:45:10,920 Goes back to high maize concept of alignment 586 00:45:11,640 --> 00:45:16,920 Right, we we've figured out a formula that you could build a multi-million dollar consulting firm 587 00:45:17,400 --> 00:45:22,360 By establishing those four key components for businesses when it comes to their culture 588 00:45:22,760 --> 00:45:26,360 And I look at it kind of like when you're learning to throw a rock 589 00:45:26,360 --> 00:45:31,960 For instance, right if I just if I try to flick the rock, it's not going to go very far, right? 590 00:45:32,200 --> 00:45:36,120 If I add the dynamic, let's say that's consistency and then I add clarity, right? 591 00:45:36,200 --> 00:45:38,360 I add the dynamic of moving my arm forward 592 00:45:38,680 --> 00:45:43,080 I'm going to throw it even further if I wind back, you know, like adding communication 593 00:45:43,400 --> 00:45:48,280 It's going to go even further if I impact add a slingshot to it 594 00:45:48,280 --> 00:45:55,960 Bam that rock may fly twice as far and so we're adding dynamics and not saying hey, this is the complete solution 595 00:45:56,760 --> 00:46:03,160 But these are all important dynamics to add to the formula for success and growth and if you were to dedicate 596 00:46:03,560 --> 00:46:09,400 Uh, you some time each week in each day to better figuring out what your business culture should look like 597 00:46:09,800 --> 00:46:12,760 That's going to create positive momentum and movement 598 00:46:13,560 --> 00:46:15,560 For your growth 599 00:46:15,560 --> 00:46:18,680 So vision pros we're happy to have you today comment 600 00:46:19,160 --> 00:46:21,160 If you have something to add 601 00:46:21,560 --> 00:46:26,120 And also if you'd like to get in touch with kevin romero, I'm certain that that he 602 00:46:26,920 --> 00:46:30,040 Would would love to be in contact with other businesses out there 603 00:46:30,520 --> 00:46:33,240 Whether that's masterminding or potentially looking for 604 00:46:33,800 --> 00:46:35,800 Contract opportunities will be evaluating 605 00:46:36,760 --> 00:46:41,800 Him as well for for working with first class business kevin. We're grateful to have you here today 606 00:46:41,800 --> 00:46:47,640 Um, we'll put your linked in link um in the comments as well that way people can get in touch with you through 607 00:46:48,200 --> 00:46:51,800 that platform and uh, Manuel Jaime, thanks for supporting us today 608 00:46:52,280 --> 00:46:56,360 Everybody have a fantastic week and thank you for joining us on vision pros live 609 00:46:57,080 --> 00:46:59,080 Hi, thank you so much. Bye. Bye 610 00:46:59,720 --> 00:47:05,240 Thank you for being here today. I'm really happy that you tuned in to vision pros live. Um, I'm looking forward to 611 00:47:05,240 --> 00:47:12,040 Seeing your reactions as these episodes continue to move forward. We optimize them as months go by 612 00:47:12,040 --> 00:47:18,120 This is going to get more and more fun. Um, we'll have more and more engagement as well one fight people to participate in the show 613 00:47:18,120 --> 00:47:38,120 And thank you