WEBVTT 00:00:16.719 --> 00:00:20.039 Welcome back to Networking Unleashed, Building 00:00:20.039 --> 00:00:23.179 Profitable Connections. I'm your host, Michael 00:00:23.179 --> 00:00:26.100 Foreman, and today we're talking about the intersection 00:00:26.100 --> 00:00:30.800 of behavior, leadership, and profitability. My 00:00:30.800 --> 00:00:33.539 guest is a trusted voice when it comes to helping 00:00:33.539 --> 00:00:37.259 business leaders make a powerful shift from managing 00:00:37.259 --> 00:00:41.359 people to motivating performance. She dives into 00:00:41.359 --> 00:00:46.950 how we show up, our tone, our energy. and our 00:00:46.950 --> 00:00:52.009 consistency. This directly impacts the relationships 00:00:52.009 --> 00:00:56.329 we build and results we drive. So whether you're 00:00:56.329 --> 00:00:59.469 leading a team, running a business, or just trying 00:00:59.469 --> 00:01:02.829 to navigate leadership without burning out, this 00:01:02.829 --> 00:01:05.569 conversation will show you how powerful your 00:01:05.569 --> 00:01:09.109 presence truly is. We're unpacking why the most 00:01:09.109 --> 00:01:12.540 profitable leaders aren't always the loudest. 00:01:12.620 --> 00:01:15.359 They're the ones who connect with purpose, lead 00:01:15.359 --> 00:01:19.379 with clarity, and build trust that lasts. So 00:01:19.379 --> 00:01:21.659 if you're ready to lead in a way to energize 00:01:21.659 --> 00:01:25.680 your team, strengthen your network, and boost 00:01:25.680 --> 00:01:29.379 your bottom line, let's dive in. I'd like to 00:01:29.379 --> 00:01:33.319 welcome to the podcast today, Debbie Longo, which 00:01:33.319 --> 00:01:35.599 I just found out she's a New York native. But 00:01:35.599 --> 00:01:37.879 I would like you to introduce yourself, Debbie, 00:01:37.980 --> 00:01:39.900 and tell us a little bit about your background. 00:01:41.129 --> 00:01:43.609 Yeah, so thank you very much for having me on 00:01:43.609 --> 00:01:47.030 the show. I appreciate it. And my name is Debbie 00:01:47.030 --> 00:01:50.349 Longo. I'm an executive behavioral coach. I've 00:01:50.349 --> 00:01:54.409 been in this business for over 25 years. I had 00:01:54.409 --> 00:01:59.930 a spiritual teacher mentor until 2021, and she 00:01:59.930 --> 00:02:04.769 passed away of cancer. So I decided to continue 00:02:04.769 --> 00:02:11.879 her work and start a business. and really get 00:02:11.879 --> 00:02:20.199 into what is my gift that I was born with. And 00:02:20.199 --> 00:02:25.419 that is how I was very successful in this business. 00:02:25.659 --> 00:02:28.879 So I worked with her. She helped me get clients. 00:02:29.039 --> 00:02:33.020 Then I got them on my own. I also have a graduate 00:02:33.020 --> 00:02:38.699 degree in criminology, criminal justice. some 00:02:38.699 --> 00:02:44.699 psychology background. So I decided, and it's 00:02:44.699 --> 00:02:48.219 a little bit of a story with the pandemic, COVID, 00:02:48.340 --> 00:02:52.180 the companies were going out of business and 00:02:52.180 --> 00:02:55.120 they were going bankrupt. And they said, oh, 00:02:55.180 --> 00:02:59.439 it was because of COVID and the economy. And 00:02:59.439 --> 00:03:03.419 to tell you the truth, the way that I teach it, 00:03:03.479 --> 00:03:08.680 that's not. Why? That's not the reason. And if 00:03:08.680 --> 00:03:14.419 I teach something or I work with a client and 00:03:14.419 --> 00:03:18.060 let's say I complete the process, I complete 00:03:18.060 --> 00:03:20.860 their goal and they get to their goal. I complete 00:03:20.860 --> 00:03:23.819 everything that they want to do. All their needs 00:03:23.819 --> 00:03:28.300 are met. Then for them, outside forces doesn't 00:03:28.300 --> 00:03:32.460 matter. So they could be hit. With anything, 00:03:32.639 --> 00:03:36.539 with a recession, anything. And they will still 00:03:36.539 --> 00:03:39.620 be successful. And the other companies will say, 00:03:39.759 --> 00:03:45.620 what happened? We're not doing good. How are 00:03:45.620 --> 00:03:49.819 you doing so good? And then they will know when 00:03:49.819 --> 00:03:53.979 that happens. So it's a little bit of a different 00:03:53.979 --> 00:03:59.460 way than most coaches do it. The way that they 00:03:59.460 --> 00:04:03.379 perform and they make their plan and everything. 00:04:03.800 --> 00:04:07.360 So I take a very different take on it. And there's 00:04:07.360 --> 00:04:11.719 a lot of back end stuff that I do also that really 00:04:11.719 --> 00:04:14.979 helps the client. It really depends on what the 00:04:14.979 --> 00:04:18.000 client is and what their needs are. But that's 00:04:18.000 --> 00:04:22.389 very brief of my background. Wow, that's great. 00:04:22.509 --> 00:04:26.230 It sounds very intuitive, but it sounds like 00:04:26.230 --> 00:04:28.810 every business needs what you have, what you're 00:04:28.810 --> 00:04:31.970 offering. So I can't wait to get into my questions. 00:04:32.189 --> 00:04:36.610 You focus on how behavior impacts profitability. 00:04:37.230 --> 00:04:41.129 How does that show up in the way leaders connect 00:04:41.129 --> 00:04:44.569 and build relationships internally and externally? 00:04:50.720 --> 00:04:54.740 what the relationship is and how it's formed, 00:04:54.860 --> 00:05:02.879 there is a line between a boss and an employee. 00:05:03.399 --> 00:05:09.699 But a boss, a lot of times, is very ego -oriented 00:05:09.699 --> 00:05:16.060 and they give orders and they need to follow 00:05:16.060 --> 00:05:21.899 what the... job duties are, what their role is, 00:05:21.959 --> 00:05:24.959 what the employee's role is. So they need to 00:05:24.959 --> 00:05:28.540 be a little bit more of an authority figure, 00:05:28.779 --> 00:05:31.339 right? It could be even like a mentor or something. 00:05:31.720 --> 00:05:36.439 But the thing with that is if they build too 00:05:36.439 --> 00:05:41.259 much of something, either too much ego, too much 00:05:41.259 --> 00:05:45.959 negativity, too much of giving orders, right? 00:05:46.319 --> 00:05:51.120 Dominance. OK, then that relationship will almost 00:05:51.120 --> 00:05:57.139 always fail. So I want to do it as a business 00:05:57.139 --> 00:06:01.480 owner, as a boss. I want to be able to do all 00:06:01.480 --> 00:06:04.240 of those things in a positive way because that's 00:06:04.240 --> 00:06:07.680 my job, right, is to enforce what their job duties 00:06:07.680 --> 00:06:10.740 are, to make sure everybody is doing the right 00:06:10.740 --> 00:06:14.019 thing, to make sure that they're doing everything 00:06:14.019 --> 00:06:17.879 that the company asks for, because. That is the 00:06:17.879 --> 00:06:20.560 way that the company operates, right? There's 00:06:20.560 --> 00:06:23.120 no other, you can't just, an employee can't just 00:06:23.120 --> 00:06:26.339 make their own job duties or what they want to 00:06:26.339 --> 00:06:28.800 say and do every day that they go to work. So 00:06:28.800 --> 00:06:33.259 that's really a boss's job. So that, so if I 00:06:33.259 --> 00:06:39.759 take it as a positive way, okay, if I approach 00:06:39.759 --> 00:06:43.360 what the employee needs to do, just as an example. 00:06:43.790 --> 00:06:47.009 OK, they go to work every day. I need to tell 00:06:47.009 --> 00:06:49.829 them maybe their job duties are different every 00:06:49.829 --> 00:06:52.069 day. They might not be the same. Something might 00:06:52.069 --> 00:06:54.490 come up and they might need to do something different. 00:06:54.529 --> 00:06:57.769 Right. So I need to tell them, but I need to 00:06:57.769 --> 00:07:02.670 talk. and express these things in a positive 00:07:02.670 --> 00:07:07.629 way, not in an authority way where it's very 00:07:07.629 --> 00:07:10.649 negative, kind of like a military -ish kind of 00:07:10.649 --> 00:07:13.930 thing, right? That's not being a positive influence. 00:07:14.389 --> 00:07:19.550 Now, it could be if I'm not doing it over, over, 00:07:19.629 --> 00:07:22.589 overreacting, something like that. That's the 00:07:22.589 --> 00:07:25.470 thing, because when a boss does too much of it, 00:07:25.569 --> 00:07:30.480 right, or they say, This has to be the way, right? 00:07:30.600 --> 00:07:33.560 Where there's like a demands kind of thing. Then 00:07:33.560 --> 00:07:35.980 that's not going to turn into a positive way. 00:07:36.139 --> 00:07:38.980 Then the employee is going to get upset and the 00:07:38.980 --> 00:07:40.740 employee is probably not going to say anything. 00:07:40.839 --> 00:07:43.220 And then they're going to start to get resentments. 00:07:43.240 --> 00:07:47.259 And then you have a whole ball of wax now is 00:07:47.259 --> 00:07:49.720 starting to build, right? That snowball is small 00:07:49.720 --> 00:07:53.860 and then it gets bigger and bigger. What I'm 00:07:53.860 --> 00:07:59.199 hearing, you're really. taking the boss management 00:07:59.199 --> 00:08:03.800 style and creating a leadership role with that 00:08:03.800 --> 00:08:08.199 boss. Because I, one of my talks, I tell the 00:08:08.199 --> 00:08:12.040 difference between boss and leader and what's 00:08:12.040 --> 00:08:16.420 the difference. And really you don't, as a business 00:08:16.420 --> 00:08:20.160 owner, I really don't want any bosses under me. 00:08:20.259 --> 00:08:24.519 I only want leaders because a leader. will show 00:08:24.519 --> 00:08:28.879 others how to lead, not just boss them around. 00:08:29.199 --> 00:08:31.740 So it's very good information that you just shared 00:08:31.740 --> 00:08:37.259 with us. Leadership burnout is real. How can 00:08:37.259 --> 00:08:40.960 building a strong, trusted network serve as both 00:08:40.960 --> 00:08:44.000 prevention and support during those seasons? 00:08:44.740 --> 00:08:50.000 Here's my question. How many leaders, if there 00:08:50.000 --> 00:08:54.909 is a CEO, or an owner of a company, how many 00:08:54.909 --> 00:08:59.250 leaders do you have under you? Are you just saying, 00:08:59.490 --> 00:09:02.789 oh, I just want to hire one assistant manager 00:09:02.789 --> 00:09:07.730 just to save money, right? Because I just want 00:09:07.730 --> 00:09:10.370 to save money. That's just the way that it is. 00:09:10.529 --> 00:09:13.549 The company doesn't need to. Let's say the company 00:09:13.549 --> 00:09:18.210 is doing good, right? They're going to hire one 00:09:18.210 --> 00:09:20.850 assistant manager and the boss is not going to 00:09:20.850 --> 00:09:23.250 care. And then it's going to start to get busy 00:09:23.250 --> 00:09:28.250 because there's seasons. It probably in every 00:09:28.250 --> 00:09:30.850 single job, there are times that might not be 00:09:30.850 --> 00:09:35.070 seasons as far as what we consider, but in every 00:09:35.070 --> 00:09:39.070 job, every company, there's highs and lows, there's 00:09:39.070 --> 00:09:43.370 peak times, right? So the manager, the CEO might 00:09:43.370 --> 00:09:46.840 not care. And he's going to work and work, right? 00:09:47.379 --> 00:09:50.639 And then what's going to happen? It's going to 00:09:50.639 --> 00:09:53.320 get busier. And then he's going to work more 00:09:53.320 --> 00:09:56.879 hours. And then there's going to be a big problem 00:09:56.879 --> 00:10:00.139 when that happens because he's really going to 00:10:00.139 --> 00:10:02.700 pound on his employees. He's going to take it 00:10:02.700 --> 00:10:05.320 out. He's going to be working a lot of extra 00:10:05.320 --> 00:10:07.519 hours. I'm not talking five extra hours a week. 00:10:07.580 --> 00:10:10.559 I'm talking a lot, okay? And he's really going 00:10:10.559 --> 00:10:13.860 to be pounding his employees even to the point 00:10:13.860 --> 00:10:16.549 where he's abusing them. Okay. And I've seen 00:10:16.549 --> 00:10:19.690 this happen. Okay. It might not be that he's 00:10:19.690 --> 00:10:23.250 really what we think as abuse, but maybe being 00:10:23.250 --> 00:10:26.830 yelling or raising his voice, right? Different 00:10:26.830 --> 00:10:31.330 things like that. So how many people, if you're 00:10:31.330 --> 00:10:34.909 listening to this and you're a CEO or a manager, 00:10:35.070 --> 00:10:37.809 how many people do you have under you? Are you 00:10:37.809 --> 00:10:42.820 sure? That you have enough people where you, 00:10:42.960 --> 00:10:46.159 even if it gets busy, you don't have to work 00:10:46.159 --> 00:10:51.720 60 or 70 hours a week. All the time. So instead 00:10:51.720 --> 00:10:54.460 of having one assistant manager when it's not 00:10:54.460 --> 00:10:56.539 busy, you don't do this when it's busy, right? 00:10:56.659 --> 00:10:58.700 You don't do this during the peak time. You do 00:10:58.700 --> 00:11:01.639 it non -peak time. You have one assistant manager, 00:11:01.919 --> 00:11:05.019 non -peak time, hire another one. See if you're 00:11:05.019 --> 00:11:07.100 working 40 hours. If you're working more than 00:11:07.100 --> 00:11:09.799 hire another one, because I'm going to say this, 00:11:09.879 --> 00:11:13.519 the more people you hire, the more inviting it 00:11:13.519 --> 00:11:17.860 is for a customer to come in. Okay. If there's 00:11:17.860 --> 00:11:21.299 two people working and I've been to stores over 00:11:21.299 --> 00:11:24.279 here where I didn't want to go in because I knew 00:11:24.279 --> 00:11:27.039 that I had to wait because I know there's two 00:11:27.039 --> 00:11:28.720 people working all the time. It's ridiculous. 00:11:29.159 --> 00:11:32.320 So if you have, even if it's not busy, if you 00:11:32.320 --> 00:11:36.039 have three people working. Even if they'll know, 00:11:36.240 --> 00:11:38.480 the employees will know if they're managers or 00:11:38.480 --> 00:11:41.100 assistant managers or whatever. That's inviting 00:11:41.100 --> 00:11:45.379 more customers to come in, right? Or you're going 00:11:45.379 --> 00:11:47.440 to get more clients calling. It doesn't matter 00:11:47.440 --> 00:11:49.840 what business it is. Okay, we're not talking 00:11:49.840 --> 00:11:52.580 about the type of business, all right? We're 00:11:52.580 --> 00:11:56.809 talking about how to run a company. So then it's 00:11:56.809 --> 00:11:58.269 going to be inviting and then you're going to 00:11:58.269 --> 00:12:02.870 get a lot of business. So that's really a different 00:12:02.870 --> 00:12:06.950 take on it. You know, you're talking about the 00:12:06.950 --> 00:12:10.509 downtime and wouldn't that be a great time for 00:12:10.509 --> 00:12:13.909 training, for extra training for the assistant 00:12:13.909 --> 00:12:18.169 managers and for the people, whether it's a salesperson 00:12:18.169 --> 00:12:22.320 or not, the customer service level. has to be 00:12:22.320 --> 00:12:26.279 that much higher than everybody else. So, because 00:12:26.279 --> 00:12:29.720 I've learned, I've had multiple businesses and 00:12:29.720 --> 00:12:33.919 I've learned that if my employees are not happy, 00:12:34.019 --> 00:12:36.980 they can't show their happiness to my customers. 00:12:38.080 --> 00:12:40.860 So you always have to make sure you're, everybody 00:12:40.860 --> 00:12:43.399 says the customer's always right. That's hogwash, 00:12:43.559 --> 00:12:47.220 okay? Because the employee, if they're happy, 00:12:47.419 --> 00:12:50.220 they will get to the bottom of whatever problem 00:12:50.220 --> 00:12:54.460 my customer has and fix it. And the customer 00:12:54.460 --> 00:12:57.720 will always be happy. The employee will be happier. 00:12:57.860 --> 00:13:01.340 Then my managers will be happier. And it goes 00:13:01.340 --> 00:13:05.809 on that way. So that's very good. What's one 00:13:05.809 --> 00:13:10.049 behavioral pattern in leaders that unintentionally 00:13:10.049 --> 00:13:13.549 blocks profitable connection with their teams 00:13:13.549 --> 00:13:22.269 or peers? I think that the podcast before you, 00:13:22.409 --> 00:13:25.269 I spoke about a lot of different things. I spoke 00:13:25.269 --> 00:13:29.500 about negativity, respect in the workplace. And 00:13:29.500 --> 00:13:33.519 I think that there are several things. So if 00:13:33.519 --> 00:13:38.779 I combine all these specific things, I am creating 00:13:38.779 --> 00:13:41.399 all these specific things of negativity that 00:13:41.399 --> 00:13:44.960 I do, right? We just spoke about ego, authority, 00:13:45.399 --> 00:13:48.399 over, over authority, right? Different things. 00:13:48.779 --> 00:13:52.379 When I create those things, no matter what it 00:13:52.379 --> 00:13:58.379 is, I am creating a recipe for disaster. Literally. 00:13:58.379 --> 00:14:03.820 So it's not going to happen immediately. Okay. 00:14:04.220 --> 00:14:07.740 It's going to happen gradually. And then people 00:14:07.740 --> 00:14:11.779 say, oh, I don't know what happened. Happened 00:14:11.779 --> 00:14:15.679 right away. It just happened. The CEO says 20 00:14:15.679 --> 00:14:18.659 people quit like overnight, but just happened 00:14:18.659 --> 00:14:21.340 just like that. No, that's not the way it happens. 00:14:22.190 --> 00:14:25.629 It happens gradually. It's just that the CEO, 00:14:25.850 --> 00:14:30.629 the boss doesn't see those warning signs. Okay. 00:14:30.649 --> 00:14:35.789 And there are a lot, there are a lot of warning 00:14:35.789 --> 00:14:38.629 signs. Okay. Not just a few. And they're most 00:14:38.629 --> 00:14:42.259 of the time staring me right in the face. So 00:14:42.259 --> 00:14:47.379 I want to get down to what is specifically going 00:14:47.379 --> 00:14:51.480 on in that business, in that company. And I want 00:14:51.480 --> 00:14:55.320 to make sure that I could find ways, solutions 00:14:55.320 --> 00:15:00.049 to get rid of all of this. whatever's going on, 00:15:00.149 --> 00:15:03.389 right? All of this negativity or whatever they're 00:15:03.389 --> 00:15:05.870 doing. This is all natural stuff that bosses 00:15:05.870 --> 00:15:09.289 do. This is not their fault. This is not something 00:15:09.289 --> 00:15:13.090 that they say, I'm going to go and abuse my employees 00:15:13.090 --> 00:15:16.289 today. They don't do that. It's just the way 00:15:16.289 --> 00:15:18.870 that a lot of times it's just human behavior, 00:15:19.049 --> 00:15:22.429 just natural human behavior, but people don't 00:15:22.429 --> 00:15:25.779 know how to control it. That's true. The managers 00:15:25.779 --> 00:15:29.960 have to set a few things in place first, whether 00:15:29.960 --> 00:15:34.159 it is how the employees can talk to you, have 00:15:34.159 --> 00:15:37.120 an open door, whatever. But you need to have 00:15:37.120 --> 00:15:39.960 a survey or something. More importantly than 00:15:39.960 --> 00:15:43.480 what's going well, what's not going well? What 00:15:43.480 --> 00:15:46.159 would you see as a change? And what would you 00:15:46.159 --> 00:15:50.240 suggest for those changes? So all of that gives 00:15:50.240 --> 00:15:55.409 the employees that much more. feeling of something. 00:15:55.610 --> 00:16:00.429 I like this job. And oh, he took my idea and 00:16:00.429 --> 00:16:02.789 he ran with it. So it gives them a little sense 00:16:02.789 --> 00:16:05.129 of purpose as well. So you're right. There are 00:16:05.129 --> 00:16:07.649 a lot of warning signs, but there's a lot of 00:16:07.649 --> 00:16:11.250 ways that you can combat that and have them take 00:16:11.250 --> 00:16:16.169 care of it. You talk about shifting from managing 00:16:16.169 --> 00:16:20.009 people to motivating performance. How does that 00:16:20.009 --> 00:16:22.950 shift affect the way we network inside of our 00:16:22.950 --> 00:16:30.809 organizations? So, again, there are a lot of 00:16:30.809 --> 00:16:37.230 things here. And not only do we invite the customer, 00:16:37.429 --> 00:16:42.870 okay, because of the way that we set up. our 00:16:42.870 --> 00:16:48.210 company, our corporation, but we always want 00:16:48.210 --> 00:16:53.029 to be fair to the employees because the client 00:16:53.029 --> 00:16:57.830 or the customer knows how they treat their employees. 00:16:58.370 --> 00:17:02.029 They can see it and they probably can see it 00:17:02.029 --> 00:17:05.990 immediately. So there are things that we can 00:17:05.990 --> 00:17:10.119 do. We can do all different things that are positive. 00:17:10.299 --> 00:17:17.039 We can make goals. We can get rid of that extreme 00:17:17.039 --> 00:17:23.440 authority figure, okay, that negativity. The 00:17:23.440 --> 00:17:27.380 attitude where I'm the boss, you have to listen 00:17:27.380 --> 00:17:31.680 to me, and that's all there is to it. And when 00:17:31.680 --> 00:17:35.400 we get rid of these attitudes and behaviors, 00:17:36.730 --> 00:17:40.589 Then everything falls into place. Everybody's 00:17:40.589 --> 00:17:44.329 happy. The employees are happy. The clients are 00:17:44.329 --> 00:17:49.930 happy and people want to do business with companies 00:17:49.930 --> 00:17:55.109 like that. Okay. Now there are companies that 00:17:55.109 --> 00:18:00.690 say that have a therapist, like a number you 00:18:00.690 --> 00:18:03.089 could call, right? And then you could call the 00:18:03.089 --> 00:18:06.150 therapist and the therapist says, Oh, we won't. 00:18:06.480 --> 00:18:09.319 Tell the company anything. It's just between 00:18:09.319 --> 00:18:11.859 you and me. And that may be true. And that's 00:18:11.859 --> 00:18:17.660 fine. But why can't the boss act that way? Why 00:18:17.660 --> 00:18:20.619 do they have to get a therapist involved? Does 00:18:20.619 --> 00:18:24.799 the boss know what they're really doing? Do they 00:18:24.799 --> 00:18:27.359 know that they could possibly be contributing 00:18:27.359 --> 00:18:31.039 to the fact that this employee needs to call 00:18:31.039 --> 00:18:34.839 this phone number? This employee needs to call 00:18:34.839 --> 00:18:38.019 this person that's an outside force, and there's 00:18:38.019 --> 00:18:41.299 nothing wrong with that. There really isn't. 00:18:41.299 --> 00:18:45.740 But does it come from the manager? Is it because 00:18:45.740 --> 00:18:52.319 of the CEO that this employee has to reach out 00:18:52.319 --> 00:18:56.579 to this therapist or counselor or whoever it 00:18:56.579 --> 00:18:59.710 is? It might be, the answer might be yes, the 00:18:59.710 --> 00:19:02.849 answer might be no, but this is something that 00:19:02.849 --> 00:19:05.910 a business owner should really think about because 00:19:05.910 --> 00:19:10.009 we don't want to throw it on somebody else or 00:19:10.009 --> 00:19:12.589 we don't know if the employee is happy or not, 00:19:12.789 --> 00:19:16.690 okay? And all of these things are going to help 00:19:16.690 --> 00:19:23.059 to build a very successful company. They will 00:19:23.059 --> 00:19:27.099 get so many, you want to talk about increasing 00:19:27.099 --> 00:19:30.579 sales and profits? It'll be over the top. The 00:19:30.579 --> 00:19:34.480 CEO will not believe it. It's going to the moon. 00:19:36.440 --> 00:19:40.460 Absolutely. Absolutely. Again, that goes back 00:19:40.460 --> 00:19:44.460 to my, I have a happy employee that can talk 00:19:44.460 --> 00:19:49.000 to your supervisor, whomever, can just walk in 00:19:49.000 --> 00:19:52.130 and say, look, I've got a problem. What do you 00:19:52.130 --> 00:19:54.670 think about this? I always, whenever, whatever 00:19:54.670 --> 00:19:57.450 business I had that open door policy with my 00:19:57.450 --> 00:20:01.130 employees, I said, look, I don't mind you bringing 00:20:01.130 --> 00:20:04.589 me things that are wrong, but don't come to me 00:20:04.589 --> 00:20:07.029 with something that's wrong without an idea of 00:20:07.029 --> 00:20:10.450 how to fix it. So put a little onus on them as 00:20:10.450 --> 00:20:15.509 well. Okay. So in your experience, what's the 00:20:15.509 --> 00:20:18.009 difference between a leader who builds a loyal 00:20:18.009 --> 00:20:22.750 teams. A leader who builds loyal teams and one 00:20:22.750 --> 00:20:26.230 who just gets compliance. How does communication 00:20:26.230 --> 00:20:30.349 style factor in? Kind of what I just spoke about. 00:20:30.589 --> 00:20:34.109 My question is this. I think the business owner 00:20:34.109 --> 00:20:38.049 or the CEO should really think about, are they 00:20:38.049 --> 00:20:41.710 just going to work for the money? Are they only 00:20:41.710 --> 00:20:46.869 concerned with the fact that they want to increase 00:20:46.869 --> 00:20:50.420 their profits? I'm not talking about for the 00:20:50.420 --> 00:20:53.099 company. I'm talking about for them, right? For 00:20:53.099 --> 00:20:57.940 their board. For them to keep the company afloat. 00:20:57.940 --> 00:21:00.200 For them, let's say if they're on the stock market, 00:21:00.299 --> 00:21:04.839 right? So they could keep raising the stock market, 00:21:04.980 --> 00:21:09.359 okay? Are they only concerned with money? However 00:21:09.359 --> 00:21:12.319 you want to phrase it. There's a million ways 00:21:12.319 --> 00:21:19.890 to phrase that. Or... are they more apt to think 00:21:19.890 --> 00:21:24.650 about if the employees are happy? So when they 00:21:24.650 --> 00:21:28.009 go to work every day, do they think immediately, 00:21:28.170 --> 00:21:32.569 as soon as they get to work, do they think, how 00:21:32.569 --> 00:21:35.089 am I going to make my money today for myself? 00:21:36.250 --> 00:21:40.549 How am I going to increase my paycheck? How am 00:21:40.549 --> 00:21:44.109 I going to make the board members happy? Or do 00:21:44.109 --> 00:21:50.670 they think, Which employee do I need to help 00:21:50.670 --> 00:21:55.529 today? Which employee was a little upset last 00:21:55.529 --> 00:22:00.950 yesterday when I left and maybe something happened 00:22:00.950 --> 00:22:04.529 or maybe I was unsure, right? So I didn't want 00:22:04.529 --> 00:22:06.490 to say anything. I had to go home and think about 00:22:06.490 --> 00:22:11.950 it, okay? What can I do today to make my employees 00:22:11.950 --> 00:22:16.259 happier than they were the day before? All right. 00:22:16.380 --> 00:22:20.680 Now, which way do I want to go? Which one does 00:22:20.680 --> 00:22:26.500 the CEO think, okay, that they are going to be 00:22:26.500 --> 00:22:30.480 more successful? Which direction? Do they want 00:22:30.480 --> 00:22:34.279 to live on greed and power? It's one kind of 00:22:34.279 --> 00:22:37.200 works with the other. If you want to see why 00:22:37.200 --> 00:22:40.460 your employee is unhappy and you can make them 00:22:40.460 --> 00:22:44.059 happy, wouldn't that in turn make them a better 00:22:44.059 --> 00:22:47.940 employee, better with your customers and give 00:22:47.940 --> 00:22:50.720 you a boost in your paycheck? So you're handling 00:22:50.720 --> 00:22:54.119 both by handling the one thing. So instead of 00:22:54.119 --> 00:22:56.829 just looking at. The whole picture is saying, 00:22:56.890 --> 00:23:00.170 how can I make more money? You can just see how 00:23:00.170 --> 00:23:02.049 your employees are doing, help them through their 00:23:02.049 --> 00:23:05.529 problems. That in itself will build your profits. 00:23:05.650 --> 00:23:12.730 That's right. What role does emotional intelligence 00:23:12.730 --> 00:23:16.450 play in building profitable building relationships, 00:23:16.930 --> 00:23:22.529 especially at the leadership level? So let's 00:23:22.529 --> 00:23:26.150 think about what emotional intelligence would 00:23:26.150 --> 00:23:32.910 be. Would that be like, I have a high, I got 00:23:32.910 --> 00:23:39.529 a high GPA when I graduated? Okay. I don't think 00:23:39.529 --> 00:23:42.890 that's what it is. You can look it up. If you're 00:23:42.890 --> 00:23:45.410 watching this podcast, you can look up the definition 00:23:45.410 --> 00:23:48.349 online. There's a lot of definitions will come 00:23:48.349 --> 00:23:53.140 up and you could look up. which one appeals to 00:23:53.140 --> 00:23:58.759 you or refers to you the best. But my definition 00:23:58.759 --> 00:24:05.680 is two things that we just spoke about, over 00:24:05.680 --> 00:24:13.799 -exaggeration, where I am overly enforcing things. 00:24:15.900 --> 00:24:21.380 I'm overly... almost like authoritarian, okay? 00:24:22.900 --> 00:24:28.140 And the negativity, the employees don't appreciate 00:24:28.140 --> 00:24:32.480 me. And when these things happen, and rewind 00:24:32.480 --> 00:24:35.960 this podcast, if you're a CEO or business owner, 00:24:36.119 --> 00:24:39.160 rewind it, just to some parts. You don't have 00:24:39.160 --> 00:24:41.579 to listen to the whole thing again, just to going 00:24:41.579 --> 00:24:44.880 back and forth with some of these parts. When 00:24:44.880 --> 00:24:51.309 that happens, my emotions get to be extreme. 00:24:52.589 --> 00:24:55.630 So they'll go up a little and a little, right? 00:24:55.690 --> 00:25:00.390 Gradually. And then they get to be over the top 00:25:00.390 --> 00:25:06.990 where it's too much. And not only do I become 00:25:06.990 --> 00:25:15.009 more negative, I might start to say the employees. 00:25:15.799 --> 00:25:20.059 I might put what I, the way that I am, my attitudes 00:25:20.059 --> 00:25:23.460 and behaviors on the employee. And because I'm 00:25:23.460 --> 00:25:25.900 a certain way, I would say the employee is this 00:25:25.900 --> 00:25:29.740 way to me. If I'm loud, the employee is being 00:25:29.740 --> 00:25:32.440 loud to me. The reason why the employee is loud 00:25:32.440 --> 00:25:36.339 to you is because you're loud first to the employee. 00:25:36.579 --> 00:25:39.599 And this is why we look at ourselves because 00:25:39.599 --> 00:25:44.680 what I do triggers the other person to do. the 00:25:44.680 --> 00:25:49.079 same thing absolutely okay absolutely you you 00:25:49.079 --> 00:25:52.279 could watch any show you could watch the news 00:25:52.279 --> 00:25:55.819 you it's everywhere okay you could watch it you 00:25:55.819 --> 00:26:01.160 if you look for it it's everywhere absolutely 00:26:01.160 --> 00:26:06.599 absolutely and you really only get what you give 00:26:06.599 --> 00:26:11.980 right so if you're giving that calm and consensual, 00:26:11.980 --> 00:26:15.880 and it's an overall feeling of calmness, and 00:26:15.880 --> 00:26:18.920 let's talk about this respectfully. Yes, you 00:26:18.920 --> 00:26:21.640 have to watch out what you say, because it might 00:26:21.640 --> 00:26:25.660 stoke something in that other person. But if 00:26:25.660 --> 00:26:28.960 you remain calm, if you remain above the whole 00:26:28.960 --> 00:26:33.220 conversation, then they will respond exactly 00:26:33.220 --> 00:26:36.019 the same way, and you'll get more out of it. 00:26:36.039 --> 00:26:39.680 You'll get much more out of it. For leaders navigating 00:26:39.680 --> 00:26:43.420 constant change, how can they maintain trust 00:26:43.420 --> 00:26:46.640 and credibility in their relationships while 00:26:46.640 --> 00:26:54.700 still pushing for results? One of the big things 00:26:54.700 --> 00:26:57.940 that I talk about, and I made two podcasts on 00:26:57.940 --> 00:27:02.079 this already, is respect. They can respect their 00:27:02.079 --> 00:27:04.319 employees. They could treat their employees like 00:27:04.319 --> 00:27:09.680 a human being, okay? People are not robots. People 00:27:09.680 --> 00:27:13.640 do not come to work and expect that they are 00:27:13.640 --> 00:27:16.299 going to do the same thing over and over again. 00:27:17.640 --> 00:27:20.920 And they're not going to say anything. And the 00:27:20.920 --> 00:27:24.359 manager or the CEO is going to do whatever they 00:27:24.359 --> 00:27:26.359 want. They're going to treat the employee however 00:27:26.359 --> 00:27:28.619 they want. And the employee is going to be fine. 00:27:28.960 --> 00:27:31.000 That's not going to happen. That's not realistic. 00:27:31.380 --> 00:27:34.980 And I'm going to explain to you a trick. Okay. 00:27:36.460 --> 00:27:42.200 Tons of companies do this. Retail and big companies 00:27:42.200 --> 00:27:45.920 also do this. What they do is they rotate the 00:27:45.920 --> 00:27:51.160 job duties. So every time, almost every time, 00:27:51.200 --> 00:27:55.119 the employee comes to work, the manager will 00:27:55.119 --> 00:27:59.000 say, I have this job for you today. Okay? So 00:27:59.000 --> 00:28:02.259 they're trained on a few different things. So 00:28:02.259 --> 00:28:05.299 then they say every day they'll have a different 00:28:05.299 --> 00:28:08.059 job for them or they'll have different forms 00:28:08.059 --> 00:28:13.299 to work on. OK, it's not the same exact thing. 00:28:13.359 --> 00:28:16.720 It's not like a robotic way. Right. It's not 00:28:16.720 --> 00:28:19.819 the same exact job over and over. And when they 00:28:19.819 --> 00:28:23.400 do that, that not only helps the employee, but 00:28:23.400 --> 00:28:25.940 the employee, because the employee is doing something 00:28:25.940 --> 00:28:30.220 different every day. Right. Then they think. 00:28:31.079 --> 00:28:36.000 that it's a different job or they could be happier 00:28:36.000 --> 00:28:38.940 because they're not doing the same thing every 00:28:38.940 --> 00:28:43.539 day. So this just creates all of a positive. 00:28:44.799 --> 00:28:48.980 feedback, right? And positive attitude will give 00:28:48.980 --> 00:28:51.819 the employee a positive attitude. And this is 00:28:51.819 --> 00:28:54.740 very easy to train an employee. It's not that 00:28:54.740 --> 00:28:58.099 difficult, okay? You could even train on something 00:28:58.099 --> 00:29:00.720 and then you could say, let's show you this and 00:29:00.720 --> 00:29:03.400 let's show you this and just add a few things 00:29:03.400 --> 00:29:05.839 on to the training. Because if it's a big company, 00:29:06.099 --> 00:29:10.309 each job duty might take a lot of training. OK, 00:29:10.309 --> 00:29:13.130 even if they there's a lot of rules, there's 00:29:13.130 --> 00:29:15.549 a lot of regulations, there's like tons that 00:29:15.549 --> 00:29:17.390 they have to follow, like on every position. 00:29:17.430 --> 00:29:19.470 But they could just add that to the training. 00:29:19.569 --> 00:29:21.569 There are things they could do rather than just 00:29:21.569 --> 00:29:24.750 saying, no, I can't do that. But won't it also 00:29:24.750 --> 00:29:30.130 allow the employee to see what the other employees 00:29:30.130 --> 00:29:35.259 do and maybe have a little more. respect for 00:29:35.259 --> 00:29:38.460 that position because let's just use a retail 00:29:38.460 --> 00:29:42.180 position the front person against the warehouse 00:29:42.180 --> 00:29:45.200 person and the front person will say oh the warehouse 00:29:45.200 --> 00:29:47.059 people they don't know what they're doing they're 00:29:47.059 --> 00:29:49.460 always screwing this up but if you take them 00:29:49.460 --> 00:29:51.819 out of it and put them into the warehouse say 00:29:51.819 --> 00:29:55.640 oh okay so this is why this happens or this happens 00:29:55.640 --> 00:30:00.799 so maybe I have a better idea of what goes on 00:30:00.799 --> 00:30:04.099 and maybe it could be done this way. And that 00:30:04.099 --> 00:30:07.220 person can go up to their supervisor and say, 00:30:07.279 --> 00:30:10.819 look, I was in the warehouse and they did things 00:30:10.819 --> 00:30:14.799 this way. Would it be better if we did it this 00:30:14.799 --> 00:30:19.140 way? So it was she's bringing or he's bringing 00:30:19.140 --> 00:30:21.799 the idea forward. They may say, no, we tried 00:30:21.799 --> 00:30:23.799 that, but it didn't work or something else like 00:30:23.799 --> 00:30:27.819 that. But it gives them a feeling of. They listen 00:30:27.819 --> 00:30:33.759 to what I have to say. Okay, so before I ask 00:30:33.759 --> 00:30:36.720 you the last question, I always ask this of all 00:30:36.720 --> 00:30:40.799 the podcast guests. You are successful. You've 00:30:40.799 --> 00:30:44.660 been doing this for 20 years. What major mistake 00:30:44.660 --> 00:30:48.619 did you make? And how did you come out of it? 00:30:49.660 --> 00:30:55.299 I started a little too late when I used my spiritual 00:30:55.299 --> 00:31:01.559 teacher. As a mentor, obviously, but a person 00:31:01.559 --> 00:31:05.140 that is just going to give me the business. And 00:31:05.140 --> 00:31:09.900 if I started this business a lot sooner, right, 00:31:10.039 --> 00:31:16.400 I wouldn't have been faced with a decision, should 00:31:16.400 --> 00:31:19.400 I start the business or not, right after she 00:31:19.400 --> 00:31:21.480 passed away. Because I didn't know that she was 00:31:21.480 --> 00:31:23.299 going to die. We don't know that somebody's going 00:31:23.299 --> 00:31:26.019 to die. And she was not. There wasn't anything 00:31:26.019 --> 00:31:29.160 wrong with her up until the last year, you know, 00:31:29.200 --> 00:31:33.539 that last maybe two years that she was living 00:31:33.539 --> 00:31:37.400 because she got the cancer pretty fast and then 00:31:37.400 --> 00:31:41.059 she just wanted to die. So I didn't predict that 00:31:41.059 --> 00:31:44.660 that was going to happen, but I was able, more 00:31:44.660 --> 00:31:49.279 than able, for me to start my own business while 00:31:49.279 --> 00:31:54.279 she was alive. OK, and I would have been this 00:31:54.279 --> 00:31:57.859 would have already been established, way established, 00:31:58.099 --> 00:32:01.640 OK, more than what it is now. But it's OK. And 00:32:01.640 --> 00:32:06.359 I don't look into the past. And I know that this 00:32:06.359 --> 00:32:10.539 just happens in the right way. It happened in 00:32:10.539 --> 00:32:15.160 this time for a reason. OK, and I don't I don't 00:32:15.160 --> 00:32:18.529 dwell on the fact that. I'm not successful now. 00:32:18.609 --> 00:32:21.650 It's difficult for me to get successful now because 00:32:21.650 --> 00:32:24.230 I didn't do it when I thought that I should do 00:32:24.230 --> 00:32:27.730 it. As my mother would always say, everything 00:32:27.730 --> 00:32:31.950 happens for a reason. Everything does. And it 00:32:31.950 --> 00:32:37.750 works out in your time. So what you say is exactly 00:32:37.750 --> 00:32:40.150 along the lines of what I've always believed. 00:32:40.650 --> 00:32:44.880 Now, bring in this podcast full circle. If someone 00:32:44.880 --> 00:32:49.019 wants to become more connected, a more profitable 00:32:49.019 --> 00:32:52.880 leader, what's the one behavior shift that they 00:32:52.880 --> 00:33:01.200 can start practicing today? They can take a piece 00:33:01.200 --> 00:33:06.720 of paper, go to work, and write down everything 00:33:06.720 --> 00:33:11.160 that they see that's negative during their workday. 00:33:12.349 --> 00:33:15.029 Go about your normal day. Don't do anything different. 00:33:16.089 --> 00:33:20.670 Write down things that you see maybe if the employee 00:33:20.670 --> 00:33:25.970 is unhappy or if a board member is a little upset 00:33:25.970 --> 00:33:29.750 because they didn't make profits. They didn't 00:33:29.750 --> 00:33:33.269 make their goal last week or last month. Just 00:33:33.269 --> 00:33:37.849 write down everything that you see that you don't 00:33:37.849 --> 00:33:41.339 like or you think it's an issue. or something 00:33:41.339 --> 00:33:43.980 that you think you should work on. And I'm going 00:33:43.980 --> 00:33:49.819 to say, be honest. Don't say there's a problem 00:33:49.819 --> 00:33:54.539 here, but it's not a big deal. Okay. Listen to 00:33:54.539 --> 00:33:58.180 what your first thought is and listen to what 00:33:58.180 --> 00:34:04.279 you are thinking. Right. Immediately. Okay. And 00:34:04.279 --> 00:34:09.730 don't make any excuses. Go home. Take that piece 00:34:09.730 --> 00:34:11.670 of paper, or you could do it at the end of the 00:34:11.670 --> 00:34:13.329 day. I would do it while the work. You could 00:34:13.329 --> 00:34:15.469 do it on your phone. You could do it anywhere. 00:34:15.570 --> 00:34:17.489 It's very easy. You don't have to. I say paper 00:34:17.489 --> 00:34:20.349 and pen because that's what we used to do. Go 00:34:20.349 --> 00:34:25.710 home, read that paper, and say to myself, do 00:34:25.710 --> 00:34:29.510 I need a coach? I see there's a few things wrong 00:34:29.510 --> 00:34:34.010 here. Do I need somebody to help me to get rid 00:34:34.010 --> 00:34:37.369 of these things, these issues, these problems? 00:34:38.329 --> 00:34:43.130 The employees are unhappy. My peers, the board 00:34:43.130 --> 00:34:46.510 members, they telling me they're coming to me 00:34:46.510 --> 00:34:49.050 with all these issues. Don't point the finger 00:34:49.050 --> 00:34:54.489 and say that person is a problem. No, look at 00:34:54.489 --> 00:34:57.510 everything and think about, do I need a coach? 00:34:57.989 --> 00:35:03.489 Can I help to do something to improve my company? 00:35:04.119 --> 00:35:06.360 And that's really the bottom line. And that's 00:35:06.360 --> 00:35:09.960 a simple thing that anybody, the janitor could 00:35:09.960 --> 00:35:12.960 do it. An employee could even do it, right? And 00:35:12.960 --> 00:35:15.480 they could give it to their boss, okay? Different 00:35:15.480 --> 00:35:18.480 things like that. Everybody watches everybody. 00:35:18.820 --> 00:35:22.480 Everybody watches everybody. And Debbie, I'll 00:35:22.480 --> 00:35:25.300 tell you, that's a perfect segue for me to ask 00:35:25.300 --> 00:35:29.019 you if somebody wanted to get hold of you, either 00:35:29.019 --> 00:35:32.219 to be coached or just to find out. Anything that 00:35:32.219 --> 00:35:34.500 we spoke about, what's the best way that they 00:35:34.500 --> 00:35:43.519 get hold of you? Lifeinbloomny .net. That is 00:35:43.519 --> 00:35:49.300 my website. And they can get all of the information 00:35:49.300 --> 00:35:53.300 off of there. I have a podcast page on there. 00:35:53.800 --> 00:35:57.800 They can also go to YouTube. and look up, I have 00:35:57.800 --> 00:36:00.559 two podcasts. They can Google my name. You know 00:36:00.559 --> 00:36:02.559 what? In the search on YouTube, they could put 00:36:02.559 --> 00:36:06.099 in my name. Okay. And I have behavioral profit 00:36:06.099 --> 00:36:10.179 and six figure shift show. Okay. So I have two 00:36:10.179 --> 00:36:13.179 podcasts so they can look that up. They could 00:36:13.179 --> 00:36:16.579 reach me through YouTube, Facebook, and Instagram. 00:36:17.719 --> 00:36:19.699 And like I said, they could just put my name 00:36:19.699 --> 00:36:22.860 in the search. It'll come up right away. So they 00:36:22.860 --> 00:36:25.139 could, there's a lot of ways to get in touch 00:36:25.139 --> 00:36:29.059 with me and we could start off slow. Doesn't 00:36:29.059 --> 00:36:33.920 have to be a big thing, a big problem. I can't 00:36:33.920 --> 00:36:37.340 solve this. It's over the top. I don't know what 00:36:37.340 --> 00:36:39.719 to do. It doesn't have to get to that. It can 00:36:39.719 --> 00:36:42.579 be just a little thing. I need help with this 00:36:42.579 --> 00:36:45.760 and that's it. And that's perfectly fine because 00:36:45.760 --> 00:36:49.320 the client. tells me what to do. I don't tell 00:36:49.320 --> 00:36:52.400 the client what to do. I give the client solutions 00:36:52.400 --> 00:36:57.920 as they tell me what their issue is or what they 00:36:57.920 --> 00:37:00.320 need help with. I give the client solutions, 00:37:00.599 --> 00:37:05.719 but it's up to them ultimately to carry out everything 00:37:05.719 --> 00:37:09.059 that I explain to them, everything that I teach 00:37:09.059 --> 00:37:12.860 them the way that I do it. I have to tell you. 00:37:13.309 --> 00:37:15.789 This was a great podcast. Thank you for all of 00:37:15.789 --> 00:37:20.650 your insights into business itself. And if anybody's 00:37:20.650 --> 00:37:22.929 listening, wants to get hold of Debbie, please 00:37:22.929 --> 00:37:25.769 just contact her through the website, through 00:37:25.769 --> 00:37:28.590 anything, and have her help you. So Debbie, thank 00:37:28.590 --> 00:37:31.190 you very much for coming on. Thank you for having 00:37:31.190 --> 00:37:36.909 me on the show. I appreciate it. Well, hold on, 00:37:36.929 --> 00:37:40.050 folks. Don't go anywhere. Let's hear from our 00:37:40.050 --> 00:37:43.449 sponsors. David Neal, co -founder, Revved Up 00:37:43.449 --> 00:37:46.829 Kids. Revved Up Kids is on a mission to protect 00:37:46.829 --> 00:37:50.650 children and teens from sexual abuse, exploitation, 00:37:50.909 --> 00:37:53.949 and trafficking. They provide prevention training 00:37:53.949 --> 00:37:57.750 programs for children, teens, and adults. To 00:37:57.750 --> 00:38:02.369 learn more, go to revvedupkids .org. Henry Kaplan, 00:38:02.530 --> 00:38:05.579 Century 21. When it comes to making the biggest 00:38:05.579 --> 00:38:08.579 financial decision of your life, leave it in 00:38:08.579 --> 00:38:11.400 the hands of a proven professional, Henry Kaplan. 00:38:11.619 --> 00:38:14.920 Henry is a global real estate agent with Century 00:38:14.920 --> 00:38:19.380 21, celebrating his 41st year in business. No 00:38:19.380 --> 00:38:21.800 matter where you're moving, Henry has the right 00:38:21.800 --> 00:38:25.340 connections for you. You can contact Henry at 00:38:25.340 --> 00:38:31.940 561 -427 -4888. A huge thank you to our guests 00:38:31.940 --> 00:38:35.750 for sharing such insights today. And of course, 00:38:35.750 --> 00:38:38.690 a big shout out to you, our amazing listeners, 00:38:38.909 --> 00:38:41.610 for tuning in and spending your time with us. 00:38:41.869 --> 00:38:45.170 If you're interested in my digital courses, being 00:38:45.170 --> 00:38:47.889 coached or having me come and talk to your company, 00:38:48.150 --> 00:38:51.550 just go to Michael and fill out the request form. 00:38:52.110 --> 00:38:55.389 Remember, networking isn't about being perfect. 00:38:55.630 --> 00:38:58.670 It's about being present. So take what you've 00:38:58.670 --> 00:39:01.510 learned today, get out there and make some meaningful 00:39:01.510 --> 00:39:04.429 connections. If you've enjoyed this episode, 00:39:04.670 --> 00:39:07.610 please don't forget to subscribe. Leave us a 00:39:07.610 --> 00:39:10.210 review and share it with someone who could use 00:39:10.210 --> 00:39:13.329 a little networking inspiration. Let's keep the 00:39:13.329 --> 00:39:16.349 conversation going. You can find me on Apple, 00:39:16.469 --> 00:39:21.309 Spotify, Pandora, YouTube, or my website, foreman 00:39:21.309 --> 00:39:23.710 .com slash podcasts.