WEBVTT 00:00:00.000 --> 00:00:03.339 I had a boss once call me up and say, when I 00:00:03.339 --> 00:00:06.160 first started reporting to him, calls me up and 00:00:06.160 --> 00:00:08.839 says, who do you want to fire? And I was kind 00:00:08.839 --> 00:00:11.679 of taken back by that comment. And I said, I 00:00:11.679 --> 00:00:27.550 don't want to fire anybody. Hey folks, welcome 00:00:27.550 --> 00:00:30.129 to good news York. I'm Matt major from clickstream 00:00:30.129 --> 00:00:35.329 studios. We are having a great time I love this 00:00:35.329 --> 00:00:37.729 set. We keep we keep using this set over and 00:00:37.729 --> 00:00:39.329 over and over you're not gonna realize that we 00:00:39.329 --> 00:00:42.149 have a whole other Slew of different options, 00:00:42.189 --> 00:00:44.189 but you're gonna see those soon because there's 00:00:44.189 --> 00:00:46.990 lots of awesome things going on. Shout out to 00:00:46.990 --> 00:00:49.530 Danny and Noah, if you caught yesterday's episode 00:00:49.530 --> 00:00:53.450 of GNY. It was a great one. Welcome, Noah, the 00:00:53.450 --> 00:00:56.590 newest member of the team. Lots of cool things 00:00:56.590 --> 00:00:59.369 happening. But speaking of cool things happening, 00:01:00.009 --> 00:01:02.329 we've got a gentleman here who is one of the 00:01:02.329 --> 00:01:05.390 newest content creators on our roster here at 00:01:05.390 --> 00:01:07.849 Clickstream Studios. He came to us and he said, 00:01:08.189 --> 00:01:10.769 you know what? I got this great podcast idea. 00:01:10.829 --> 00:01:14.480 And we said, that is a great idea. And and we've 00:01:14.480 --> 00:01:16.159 rolled into making some episodes that you'll 00:01:16.159 --> 00:01:18.760 be able to see here. Let's go ahead and introduce 00:01:18.760 --> 00:01:20.640 yourself, sir, and tell us what you're all about. 00:01:20.920 --> 00:01:23.280 Thanks, man. I really appreciate it to initiate 00:01:23.280 --> 00:01:25.299 it. I brought you, you know, are one of our bad 00:01:25.299 --> 00:01:29.140 bosses, the podcast hats. Sweet. So came up with 00:01:29.140 --> 00:01:32.700 this concept after a career at Syracuse University. 00:01:33.000 --> 00:01:36.159 Thirty six years, thirty five in management. 00:01:36.349 --> 00:01:41.109 and director 26 years as a director. One of the 00:01:41.109 --> 00:01:44.530 things over the years that I kind of looked at 00:01:44.530 --> 00:01:47.129 was what makes a manager effective, what makes 00:01:47.129 --> 00:01:50.209 him good, what makes him bad. Had some really 00:01:50.209 --> 00:01:54.150 good bosses, but had some... bad bosses. So obviously, 00:01:54.469 --> 00:01:57.930 bad bosses affect all of us more than good bosses 00:01:57.930 --> 00:02:01.890 do in all likelihood. I started to really look 00:02:01.890 --> 00:02:05.030 into it and realized from talking to people that 00:02:05.030 --> 00:02:07.569 there's not a lot of training out there. There's 00:02:07.569 --> 00:02:10.849 not a lot going on as far as what companies are 00:02:10.849 --> 00:02:12.810 doing, and I think they've gotten away from it 00:02:12.810 --> 00:02:17.750 even more. As far as you know bad bosses are 00:02:17.750 --> 00:02:20.930 concerned as a concept what we want to try to 00:02:20.930 --> 00:02:23.009 accomplish is You know, we want to educate people 00:02:23.009 --> 00:02:25.310 we want to have fun We want to talk about bad 00:02:25.310 --> 00:02:27.169 bosses, but we also want to talk about good bosses 00:02:27.169 --> 00:02:30.689 and what makes a good bosses And what makes a 00:02:30.689 --> 00:02:33.849 bad boss? So that's really the lesson ultimately 00:02:33.849 --> 00:02:36.169 the right is right much as we call it bad bosses 00:02:36.169 --> 00:02:38.210 Really? The the goal is to get to a point where 00:02:38.210 --> 00:02:41.610 people are are not bad bosses, right? Absolutely. 00:02:41.789 --> 00:02:44.409 Yeah, and how do we get there? So, you know as 00:02:44.409 --> 00:02:46.479 I've gone around and started this, I've talked 00:02:46.479 --> 00:02:48.580 to everybody, not everybody, but I've talked 00:02:48.580 --> 00:02:51.599 to people in many different industries. So from 00:02:51.599 --> 00:02:54.620 fast food to actual food service, you know, restaurant 00:02:54.620 --> 00:02:56.219 and fast food, they're a little different animals. 00:02:56.539 --> 00:02:58.460 So people need to realize that there's challenges 00:02:58.460 --> 00:03:03.240 there. Also retail. from the larger retail stores 00:03:03.240 --> 00:03:05.060 to the smaller retail stores. You know, the other 00:03:05.060 --> 00:03:07.759 day I witnessed in a smaller retail store, you 00:03:07.759 --> 00:03:10.580 know, a manager, you know, dressing down an employee 00:03:10.580 --> 00:03:13.219 with people all around. And ironically, I had 00:03:13.219 --> 00:03:15.900 this on and I was looking at the supervisor like, 00:03:16.060 --> 00:03:18.759 do you not get this concept? And so obviously, 00:03:19.219 --> 00:03:21.639 obviously people, yeah, people don't get the 00:03:21.639 --> 00:03:24.360 concept. So, you know, what kind of training 00:03:24.360 --> 00:03:26.719 is available? So that's, you know, really what 00:03:26.719 --> 00:03:29.740 we want to look at and what, what do organizations 00:03:29.740 --> 00:03:32.650 do when they promote somebody. What they frequently 00:03:32.650 --> 00:03:36.009 do not do is prepare them to be a manager, to 00:03:36.009 --> 00:03:38.750 be a supervisor. So, you know, one of the things 00:03:38.750 --> 00:03:41.789 that I have become very fond of is legislation. 00:03:42.090 --> 00:03:45.189 As I looked at some of the laws, not sure everybody 00:03:45.189 --> 00:03:47.729 knows this, but every state in America has a 00:03:47.729 --> 00:03:49.710 law called you work at the will of your employer. 00:03:50.830 --> 00:03:53.770 So that's at will employment, right at will employment. 00:03:54.039 --> 00:03:56.639 New York is obviously one of the stricter states, 00:03:56.680 --> 00:03:59.280 like we are with most of our laws. That law has 00:03:59.280 --> 00:04:02.199 been on the books for over 100 years. And, you 00:04:02.199 --> 00:04:05.139 know, from my personal perspective, and I think 00:04:05.139 --> 00:04:07.039 once it gets out there, and I'd love to see the 00:04:07.039 --> 00:04:09.319 governor and the state legislature really take 00:04:09.319 --> 00:04:11.620 this issue up, I think it's time we change this 00:04:11.620 --> 00:04:16.000 law. This law is outdated. It protects the employer 00:04:16.000 --> 00:04:19.060 more than the employee. When people are wrongfully 00:04:19.060 --> 00:04:21.000 terminated or pushed out of an organization, 00:04:21.480 --> 00:04:23.639 frequently when you seek legal counsel, They'll 00:04:23.639 --> 00:04:26.000 tell you, well, you know, New York's a work at 00:04:26.000 --> 00:04:28.180 will of the employer law. Well, that doesn't 00:04:28.180 --> 00:04:31.279 make it right. So I really think that the times 00:04:31.279 --> 00:04:33.079 have changed and it's something that we should 00:04:33.079 --> 00:04:36.620 take a look at. I'd also like to see... And Joe, 00:04:36.959 --> 00:04:39.019 just for a second, for folks that don't know, 00:04:39.560 --> 00:04:42.920 in a nutshell, the at will employment basically 00:04:42.920 --> 00:04:45.660 means like an employer can get rid of anybody 00:04:45.660 --> 00:04:47.740 at any time for pretty much any reason, right? 00:04:47.819 --> 00:04:50.360 Is that... A fair description. Yeah, that's absolutely 00:04:50.360 --> 00:04:52.560 correct. Of course, there are other laws. You 00:04:52.560 --> 00:04:54.139 know, you can't fire somebody based on their 00:04:54.139 --> 00:04:56.160 sexual orientation and their ethnic background 00:04:56.160 --> 00:04:59.060 and all of that and religion. All those protected. 00:04:59.399 --> 00:05:03.120 However, employees... employers always find ways 00:05:03.120 --> 00:05:05.759 around different things. So there's there's some 00:05:05.759 --> 00:05:08.639 other legislation that not only would I like 00:05:08.639 --> 00:05:11.019 to see that change, but I'd like to see some 00:05:11.019 --> 00:05:13.459 new legislation. So one of the things is I've 00:05:13.459 --> 00:05:16.339 read and I've talked to people and one of the 00:05:16.339 --> 00:05:19.019 series that, you know, I started when I started 00:05:19.019 --> 00:05:21.259 the podcast, we did one on law enforcement. So 00:05:21.259 --> 00:05:23.519 leadership and law enforcement. So I'll go to 00:05:23.519 --> 00:05:25.899 my grave saying that law enforcement is an area 00:05:25.899 --> 00:05:29.300 that people underappreciate. And one of the things 00:05:29.300 --> 00:05:31.240 that law enforcement has done effectively over 00:05:31.240 --> 00:05:35.120 the years is that there's supervisors their sergeants, 00:05:35.240 --> 00:05:36.579 their lieutenants, their captains, they have 00:05:36.579 --> 00:05:39.259 to take a test. It's a kind of a screening process 00:05:39.259 --> 00:05:41.399 that a lot of people don't realize and may not 00:05:41.399 --> 00:05:43.779 be familiar with. Well, what if we took that 00:05:43.779 --> 00:05:46.279 model and we adopted that to every industry? 00:05:46.560 --> 00:05:48.639 So I'm not saying you have to take a test to 00:05:48.639 --> 00:05:50.680 get promoted, but say you get promoted. Now, 00:05:50.680 --> 00:05:53.339 I've worked for people who've had master's degrees, 00:05:53.579 --> 00:05:55.060 MBAs, and I've worked for people who didn't have 00:05:55.060 --> 00:05:57.839 any degrees at all. And I don't think it's something 00:05:57.839 --> 00:06:01.500 that's necessarily comes with an MBA or doesn't 00:06:01.500 --> 00:06:04.220 come with an MBA. So I think it's incumbent on 00:06:04.220 --> 00:06:06.839 employers today to come up with something similar. 00:06:07.740 --> 00:06:11.100 The concept that I had is any company that's 00:06:11.100 --> 00:06:14.120 employed 50 or more employees, regardless of 00:06:14.120 --> 00:06:16.759 what the industry might be, they should be mandated 00:06:16.759 --> 00:06:19.860 by the state to have a program to make sure that 00:06:19.860 --> 00:06:22.899 the supervisor is effective and is, for lack 00:06:22.899 --> 00:06:25.040 of a better term, a good boss, right? You don't 00:06:25.040 --> 00:06:26.560 want to have a bad boss. We want to have a good 00:06:26.560 --> 00:06:31.160 boss. So what my concept is, and what I really 00:06:31.160 --> 00:06:33.019 hope the state legislature will take a look at 00:06:33.019 --> 00:06:35.779 and the government will take a look at, is legislating 00:06:35.779 --> 00:06:38.680 a program that each employers should have to 00:06:38.680 --> 00:06:42.060 make supervisors effective and to make them good 00:06:42.060 --> 00:06:44.759 supervisors. So we don't have to have a bad boss 00:06:44.759 --> 00:06:47.259 podcast. We can have a total good boss. How do 00:06:47.259 --> 00:06:49.899 you do that? How do you achieve that? So how 00:06:49.899 --> 00:06:52.579 do you achieve that? Not a pass or fail test, 00:06:52.899 --> 00:06:55.100 but a test that kind of evaluates where your 00:06:55.100 --> 00:06:57.420 strengths and weaknesses are before you actually 00:06:57.420 --> 00:07:00.060 leading or managing people. Things that are important. 00:07:00.060 --> 00:07:03.439 Sounds like something that should be done as 00:07:03.980 --> 00:07:06.540 Upper leadership is deciding who might be moved 00:07:06.540 --> 00:07:08.019 up or put in these positions, you know Sounds 00:07:08.019 --> 00:07:09.600 like that's the type of evaluation you might 00:07:09.600 --> 00:07:12.560 want to know Before you put them in that position, 00:07:12.560 --> 00:07:16.839 right? I would say absolutely yes. And not necessarily 00:07:16.839 --> 00:07:19.519 to disqualify because you can develop. Correct. 00:07:19.800 --> 00:07:22.759 Correct. And that's really, you bring up a good 00:07:22.759 --> 00:07:25.000 point. That's really one thing that I want to 00:07:25.000 --> 00:07:27.860 resonate is that we're not looking to disqualify 00:07:27.860 --> 00:07:29.600 people. I've worked for good bosses and I've 00:07:29.600 --> 00:07:32.319 worked for bad bosses. Now, even the bad bosses, 00:07:32.379 --> 00:07:35.259 I saw glimmers of goodness in them. Yeah. So 00:07:35.259 --> 00:07:38.300 if we could, we want to make those bosses good 00:07:38.300 --> 00:07:41.019 bosses. And I put myself out there. There are 00:07:41.019 --> 00:07:44.279 things that I did early on in my career and throughout 00:07:44.279 --> 00:07:47.259 my career that I'm certainly not proud of that 00:07:47.259 --> 00:07:51.060 probably some training or some mentoring would 00:07:51.060 --> 00:07:55.100 have made me much more effective or made my management 00:07:55.100 --> 00:07:57.939 skills a little bit different. So I think that 00:07:57.939 --> 00:08:00.560 we should come up with a plan that every company 00:08:00.560 --> 00:08:03.060 has to have and has to prove that they have a 00:08:03.060 --> 00:08:06.240 program to develop. people. So, you know, one 00:08:06.240 --> 00:08:08.060 of the things that I believe that I was talking 00:08:08.060 --> 00:08:11.500 to your team about is very strongly is that every 00:08:11.500 --> 00:08:15.459 person should have good parents. Every child 00:08:15.459 --> 00:08:18.060 deserves good parents. And in connection with 00:08:18.060 --> 00:08:20.920 that, I believe that every employee should have 00:08:20.920 --> 00:08:24.079 a good boss. And sometimes I think they go hand 00:08:24.079 --> 00:08:26.480 in hand because if you're brought up by a bad 00:08:26.480 --> 00:08:27.920 parent, you're going to bring that into your 00:08:27.920 --> 00:08:29.920 adulthood and you could end up in a management 00:08:29.920 --> 00:08:32.960 position. or you could not. And that plays out. 00:08:33.279 --> 00:08:36.700 So I really would like to see more emphasis on 00:08:36.700 --> 00:08:41.080 developing good bosses and looking at the actual 00:08:41.080 --> 00:08:43.759 things that make a good boss a good boss. Emotional 00:08:43.759 --> 00:08:47.980 intelligence, compassion, empathy. And then you 00:08:47.980 --> 00:08:51.379 could certainly talk to people. So I was a manager 00:08:51.379 --> 00:08:53.740 at a very young age, say 24 years old, I think 00:08:53.740 --> 00:08:57.220 it was. So when you're 24, when you're 34, when 00:08:57.220 --> 00:09:00.330 you're 44, You know, you have different life 00:09:00.330 --> 00:09:02.990 experiences. Those different life experiences 00:09:02.990 --> 00:09:07.509 you also affect how you manage, how you lead. 00:09:08.649 --> 00:09:11.210 Within that context, there's a whole bunch of 00:09:11.210 --> 00:09:13.149 variables that I really would love to get into 00:09:13.149 --> 00:09:16.110 and that having guests on and talking about their 00:09:16.110 --> 00:09:18.509 different experiences and in the different industries. 00:09:19.529 --> 00:09:21.649 And one of the other things that, you know, I 00:09:21.649 --> 00:09:25.889 think is critically important is bad bosses lead 00:09:25.889 --> 00:09:29.149 to unionization. Now, I'm not pro or against 00:09:29.149 --> 00:09:31.870 union, you know, either way, but I do understand 00:09:31.870 --> 00:09:34.870 the reason why they exist. I was a labor relations 00:09:34.870 --> 00:09:37.950 manager. I want to plug OCC here. Anadaga Community 00:09:37.950 --> 00:09:40.250 College had a great program of labor studies 00:09:40.250 --> 00:09:44.070 back in the 80s. And it was a great program because 00:09:44.070 --> 00:09:47.370 it really taught us where labor unions came from, 00:09:47.470 --> 00:09:50.629 how they started, and what American workers went 00:09:50.629 --> 00:09:53.360 through. before labor unions came into power. 00:09:54.000 --> 00:09:58.120 So I asked the labor unions, the AFL, CIOs, the 00:09:58.120 --> 00:10:00.840 Teamsters, the communications workers of America, 00:10:00.980 --> 00:10:03.539 the auto workers of America, I know you're at 00:10:03.539 --> 00:10:05.080 the table, I know you're out there, I know you're 00:10:05.080 --> 00:10:06.779 visible, but are you looking at the law that 00:10:06.779 --> 00:10:09.940 the employer work at the will of the employer? 00:10:10.360 --> 00:10:12.100 You know, it's over 100 years old. Why aren't 00:10:12.100 --> 00:10:14.879 people talking about it? And I really think that, 00:10:14.879 --> 00:10:16.840 you know, I'm a son of a union man. My father 00:10:16.840 --> 00:10:18.500 climbed telephone poles for a living. He was 00:10:18.500 --> 00:10:21.700 a communications worker of America. So I have 00:10:21.700 --> 00:10:24.379 a deep appreciation. Back in the 70s, they were 00:10:24.379 --> 00:10:26.519 on strike for seven months, you know, out on 00:10:26.519 --> 00:10:28.740 the old picket line, which, you know, probably 00:10:28.740 --> 00:10:30.480 a lot of people aren't familiar with, you know, 00:10:30.480 --> 00:10:32.500 all the guys huddled around the barrels, you 00:10:32.500 --> 00:10:34.659 know, out there. And what were they trying to 00:10:34.659 --> 00:10:36.240 do? They were trying to get a better work environment, 00:10:36.559 --> 00:10:38.620 better wages, better health benefits, you know, 00:10:38.720 --> 00:10:40.750 and a better work environment. at the way they're 00:10:40.750 --> 00:10:43.929 actually being treated. Well, like you said, 00:10:45.529 --> 00:10:47.629 unions have done a lot of really great things 00:10:47.629 --> 00:10:51.799 for people. They've only had to, right? It's 00:10:51.799 --> 00:10:55.200 not necessarily a charity. They are a result 00:10:55.200 --> 00:10:58.179 of companies that didn't know how to treat their 00:10:58.179 --> 00:11:00.820 employees well without making them fight for 00:11:00.820 --> 00:11:03.980 it, unfortunately. I totally agree with that 00:11:03.980 --> 00:11:05.580 statement. I think everything you're talking 00:11:05.580 --> 00:11:07.679 about, that's the part that I find a little bit 00:11:07.679 --> 00:11:09.480 ironic, especially as a business owner myself, 00:11:10.220 --> 00:11:12.879 is everything you're talking about, obviously 00:11:12.879 --> 00:11:17.759 from the worker's perspective, which is... Ideal 00:11:17.759 --> 00:11:19.539 but at the same time like this is all positives 00:11:19.539 --> 00:11:22.159 for the business the business runs smoother. 00:11:22.159 --> 00:11:25.240 It's more profitable You have less turnover all 00:11:25.240 --> 00:11:29.779 these things if you don't have these these Folks 00:11:29.779 --> 00:11:32.460 that are just not effective and our bad leaders 00:11:32.460 --> 00:11:34.539 are pushing out good people. That's true many 00:11:34.539 --> 00:11:36.879 cases You know one of the things that I'll share 00:11:36.879 --> 00:11:39.799 with you is you know I had a boss once call me 00:11:39.799 --> 00:11:42.000 up and say you know when I first started reporting 00:11:42.000 --> 00:11:45.299 to him Calls me up says who do you want to fire? 00:11:45.909 --> 00:11:47.649 You know and I was kind of taken back by that 00:11:47.649 --> 00:11:50.409 comment and I said I don't want to fire anybody 00:11:50.409 --> 00:11:53.090 So unfortunately when you're in a management 00:11:53.090 --> 00:11:55.210 position, you know, you do have to fire people. 00:11:55.289 --> 00:11:58.250 Yeah But you should never feel good about it. 00:11:59.809 --> 00:12:02.169 Whatever the circumstances were, if it was an 00:12:02.169 --> 00:12:04.509 egregious violation of the company. But at the 00:12:04.509 --> 00:12:06.190 end of the day, when I did have to do that, I 00:12:06.190 --> 00:12:08.389 went home and I thought about that person, how 00:12:08.389 --> 00:12:10.330 it affected their life, and what it was going 00:12:10.330 --> 00:12:13.970 to mean for them to move forward. So I never 00:12:13.970 --> 00:12:16.590 managed or I never looked at who can I fire today. 00:12:16.769 --> 00:12:19.730 And to hear that from another leader, it's like, 00:12:19.809 --> 00:12:21.909 what means you come to that, that it's all about 00:12:21.909 --> 00:12:25.110 firing people? It's not always about firing people. 00:12:25.200 --> 00:12:27.759 It's about empowering people. And you can empower 00:12:27.759 --> 00:12:30.159 them through educating them. So you could do 00:12:30.159 --> 00:12:32.500 that with your staff, and you could do that with 00:12:32.500 --> 00:12:35.799 your management team. One of the other things 00:12:35.799 --> 00:12:38.799 that I think is probably something just from 00:12:38.799 --> 00:12:41.679 talking to people and going into different establishments 00:12:41.679 --> 00:12:44.039 in the past several months and talking to managers, 00:12:44.519 --> 00:12:47.779 sometimes a manager wants to be a good boss, 00:12:47.919 --> 00:12:49.899 but their boss doesn't allow them to be a good 00:12:49.899 --> 00:12:53.250 boss. And it's very frustrating to work for somebody 00:12:53.250 --> 00:12:55.389 who isn't giving you the tools that you need 00:12:55.389 --> 00:12:59.129 to be a good boss to your people So I feel real 00:12:59.129 --> 00:13:01.029 passionate about it. I think I think it's something 00:13:01.029 --> 00:13:03.570 that we is going to catch on I'd love to travel 00:13:03.570 --> 00:13:06.149 the country. I'd love to go to every state talking 00:13:06.149 --> 00:13:09.269 about bad bosses You know just from talking to 00:13:09.269 --> 00:13:13.190 people randomly Everyone is some of the stories. 00:13:13.190 --> 00:13:15.090 I've already heard some of them are horrible. 00:13:15.090 --> 00:13:19.659 Yeah, absolutely horrible Yeah, it's incredible 00:13:19.659 --> 00:13:22.220 really. And on that topic, I'll just mention 00:13:22.220 --> 00:13:25.139 because it's a great segue. You can actually 00:13:25.139 --> 00:13:28.419 be a guest on the Bad Bosses podcast if you have 00:13:28.419 --> 00:13:33.240 some stories that are. are horrible, or just 00:13:33.240 --> 00:13:36.059 good lessons that should be shared. Now, of course, 00:13:36.679 --> 00:13:38.700 we're not going to name names or do anything 00:13:38.700 --> 00:13:41.980 like that. We'll anonymize everything and make 00:13:41.980 --> 00:13:45.259 it there. But I think these stories are, A, they're 00:13:45.259 --> 00:13:49.340 interesting, and also just what great examples 00:13:49.340 --> 00:13:52.600 of what not to do, right? Because I think what 00:13:52.600 --> 00:13:54.559 you find in some of these that's very interesting 00:13:54.559 --> 00:13:59.700 is you'll hear these stories in the build -up 00:13:59.639 --> 00:14:02.340 You'll start to recognize things like oh, wait 00:14:02.340 --> 00:14:03.799 a minute. I've had a boss who did that thing, 00:14:03.799 --> 00:14:05.539 correct? I had a boss that did that thing They 00:14:05.539 --> 00:14:08.460 never went this far, but we were clearly on the 00:14:08.460 --> 00:14:10.679 same path and this is actually, you know I think 00:14:10.679 --> 00:14:12.700 this is so egregious and then I'm realizing that 00:14:12.700 --> 00:14:16.620 I experienced something, you know similar But 00:14:16.620 --> 00:14:20.700 it gives you that just incredible stories and 00:14:20.700 --> 00:14:22.860 then a great place to learn and go from there 00:14:22.860 --> 00:14:25.500 so Joe if you could just while I'm on that give 00:14:25.500 --> 00:14:27.580 your email address because if folks want to be 00:14:27.580 --> 00:14:29.639 a part of this show they want to be a guest and 00:14:29.639 --> 00:14:32.220 sit down with Joe and talk about their employment 00:14:32.220 --> 00:14:36.200 experiences absolutely our website is up and 00:14:36.200 --> 00:14:37.679 we'd love to hear from you if you want to be 00:14:37.679 --> 00:14:40.559 on the podcast tell us your story good bad I 00:14:40.559 --> 00:14:42.279 definitely would like to hear good stories yeah 00:14:42.279 --> 00:14:43.580 I definitely want to hear the bad ones because 00:14:43.580 --> 00:14:46.980 there's both so just email us at info at bad 00:14:46.980 --> 00:14:50.779 bosses org And we'd be more than happy to follow 00:14:50.779 --> 00:14:52.279 up with you. And of course, we're going to go 00:14:52.279 --> 00:14:54.600 through a screening process for some of the things 00:14:54.600 --> 00:14:56.980 you identified. We want to make sure that we 00:14:56.980 --> 00:14:58.639 don't want to throw any companies under the bus. 00:14:58.700 --> 00:15:02.440 But what we do want to do is we want to get the 00:15:02.440 --> 00:15:04.860 message out there that we need to turn the tide 00:15:04.860 --> 00:15:06.960 and we need to create an environment where we're 00:15:06.960 --> 00:15:09.299 creating good bosses. And I want to give a shout 00:15:09.299 --> 00:15:13.500 out to one organization here in town, which is 00:15:13.500 --> 00:15:15.259 the Leadership Creator Syracuse Organization. 00:15:15.700 --> 00:15:18.649 They're a great organization. University has 00:15:18.649 --> 00:15:20.590 been a big it was a big supporter of them. I 00:15:20.590 --> 00:15:22.649 believe they still are. I had the opportunity 00:15:22.649 --> 00:15:25.450 because the person that I was working for at 00:15:25.450 --> 00:15:27.470 the time, you know, thought it was a good program. 00:15:27.690 --> 00:15:30.990 He sent a lot of his team there and they do a 00:15:30.990 --> 00:15:32.950 great job. I think that everybody should take 00:15:32.950 --> 00:15:35.210 a look at their website. And if you're a company 00:15:35.210 --> 00:15:37.309 and you want to create good leaders within your 00:15:37.309 --> 00:15:40.389 company, leadership, greater Syracuse is an organization 00:15:40.389 --> 00:15:42.549 you really should take a look at. Is that the 00:15:42.549 --> 00:15:45.649 program that it goes over a series of months? 00:15:45.690 --> 00:15:48.450 It does. There's kind of a a cohort that graduates 00:15:48.450 --> 00:15:51.070 every year sort of thing? It absolutely does, 00:15:51.129 --> 00:15:53.169 yeah. And I am a graduate of that program. And 00:15:53.169 --> 00:15:55.049 I'm glad you asked that question because, you 00:15:55.049 --> 00:15:57.029 know, one of the things that I... Not just a 00:15:57.029 --> 00:15:59.490 one -day seminar. It's not. So, you know, when 00:15:59.490 --> 00:16:02.389 I went, I was probably been in management, you 00:16:02.389 --> 00:16:05.330 know, probably at that time 25 years. You can 00:16:05.330 --> 00:16:07.570 always learn something new from somebody else. 00:16:07.789 --> 00:16:09.570 And one of the things that I loved about the 00:16:09.570 --> 00:16:12.110 program was the diversity of the program. Everybody, 00:16:12.330 --> 00:16:15.009 different ages, different backgrounds, different 00:16:15.009 --> 00:16:17.720 ethnic backgrounds. And we all came together 00:16:17.720 --> 00:16:21.399 and you would be surprised how much people actually 00:16:21.399 --> 00:16:24.620 have in common. And I, you know, leadership grade 00:16:24.620 --> 00:16:27.159 at Syracuse is actually a great example of what 00:16:27.159 --> 00:16:30.179 companies could do internally. You know, back 00:16:30.179 --> 00:16:34.019 in the 80s and early 90s when I was a young manager 00:16:34.019 --> 00:16:36.519 at the university, they had a program that was 00:16:36.519 --> 00:16:39.340 started by managers and it was called Manager's 00:16:39.340 --> 00:16:41.620 Roundtable. And it really was just a bunch of 00:16:41.620 --> 00:16:44.279 managers who got together and talked about some 00:16:44.279 --> 00:16:47.620 of the challenges. People think that when you 00:16:47.620 --> 00:16:49.600 become a manager, all of a sudden you know everything 00:16:49.600 --> 00:16:52.639 and you don't. And the other thing that people 00:16:52.639 --> 00:16:55.080 fail to realize is that not only don't you know 00:16:55.080 --> 00:16:57.320 anything, but you have a life as well outside 00:16:57.320 --> 00:16:59.539 of your employment. And there are things that 00:16:59.539 --> 00:17:02.340 affect you just like it affects divorces, deaths, 00:17:02.379 --> 00:17:04.200 sickness. You're also a person. Right? Yeah, 00:17:04.200 --> 00:17:06.660 you're also a person. So there's a lot of room 00:17:06.660 --> 00:17:08.500 here for improvement. And that's really what 00:17:08.500 --> 00:17:10.700 I want to do. I really want to make a difference. 00:17:11.079 --> 00:17:15.480 One of my idols is John Walsh. You know, a lot 00:17:15.480 --> 00:17:17.660 of people may be familiar with his story, some 00:17:17.660 --> 00:17:21.119 may not. You know, John Walsh took a tragic situation, 00:17:21.200 --> 00:17:23.200 you know, where his son was abducted and murdered, 00:17:23.539 --> 00:17:26.400 and he created America's most wanted. And look 00:17:26.400 --> 00:17:29.240 at what he was able to do with that. So, obviously 00:17:29.240 --> 00:17:32.539 not to that level. But certainly, if you go around 00:17:32.539 --> 00:17:34.640 and you talk to people, you will find within 00:17:34.640 --> 00:17:37.220 five people someone who left the job. because 00:17:37.220 --> 00:17:39.220 of their boss. Oh, yeah. Because of the stress, 00:17:39.319 --> 00:17:41.000 because of the anxiety, because of the mental 00:17:41.000 --> 00:17:43.279 anguish. 100%. So what can we do to change it? 00:17:43.339 --> 00:17:44.980 I think there's a lot we can do to change it. 00:17:44.980 --> 00:17:46.740 And I'm hoping his podcast can do some of that 00:17:46.740 --> 00:17:49.099 for us. I think you're definitely on the right 00:17:49.099 --> 00:17:52.380 path. This is a great thing. I do want to give 00:17:52.380 --> 00:17:54.619 one other plug, if we could. Joe, you mentioned 00:17:54.619 --> 00:17:58.019 the leadership group here in Syracuse. If you're 00:17:58.019 --> 00:18:00.339 not in Syracuse, or even if you are, our mutual 00:18:00.339 --> 00:18:03.119 friend Mark O'Donnell from Operations Excellence. 00:18:03.339 --> 00:18:05.660 Absolutely. This is a lot of what he does, actually, 00:18:05.720 --> 00:18:09.819 as he goes. into companies and you know one of 00:18:09.819 --> 00:18:11.819 the ways he describes it is you know he'll take 00:18:11.819 --> 00:18:13.680 folks that you want to move up in the company 00:18:13.680 --> 00:18:16.140 but aren't quite ready to go in those positions 00:18:16.140 --> 00:18:18.640 and he's got whole programs to help develop future 00:18:18.640 --> 00:18:22.279 leaders in organizations and he's got some great 00:18:22.279 --> 00:18:24.259 track records of organizations he's worked with 00:18:24.259 --> 00:18:26.660 where he's put dozens of folks through the plan 00:18:26.660 --> 00:18:28.359 and they've been able to successfully move them 00:18:28.359 --> 00:18:31.299 up in the organization and you know so there's 00:18:31.299 --> 00:18:34.940 things programs like this that individuals out 00:18:34.940 --> 00:18:38.589 there if you you realize the value in this as 00:18:38.589 --> 00:18:42.799 a company management. look into it, because there 00:18:42.799 --> 00:18:44.660 are options for you to do that. And I've watched 00:18:44.660 --> 00:18:47.200 some of his videos, and he's very good. And speaking 00:18:47.200 --> 00:18:50.619 of plugs, my old boss actually does a little 00:18:50.619 --> 00:18:52.680 consulting, too. It's called Callisto Consulting. 00:18:52.900 --> 00:18:56.079 So he was a former sheriff's department employee 00:18:56.079 --> 00:18:59.380 and also the chief of the public safety department 00:18:59.380 --> 00:19:01.039 at Syracuse University before becoming a senior 00:19:01.039 --> 00:19:03.619 vice president. Great leadership skills, offers 00:19:03.619 --> 00:19:05.720 the same kind of thing, you know, training, more 00:19:05.720 --> 00:19:08.579 specific to law enforcement, but very applicable 00:19:08.579 --> 00:19:12.250 across the board. give him a plug as well. And 00:19:12.250 --> 00:19:14.789 I'm actually going to link off of our website 00:19:14.789 --> 00:19:17.750 to both Mark's website and to Tony's website, 00:19:17.809 --> 00:19:19.970 Callisto Consulting. That's great. Joe, I want 00:19:19.970 --> 00:19:21.509 to ask you a couple more questions. Sure. And 00:19:21.509 --> 00:19:24.230 I'll let you get out of here. We originally talked 00:19:24.230 --> 00:19:26.130 about and you talked about some of the different 00:19:26.130 --> 00:19:31.130 industries and restaurants and whatever. Just 00:19:31.130 --> 00:19:32.769 off the top of your head, this doesn't have to 00:19:32.769 --> 00:19:35.029 be scientific. I won't hold you to this. But 00:19:35.029 --> 00:19:38.450 what industry would you say has the most bad 00:19:38.450 --> 00:19:45.190 bosses? Wow I Guess the best way to answer that 00:19:45.190 --> 00:19:47.150 is the industry that does the least amount of 00:19:47.150 --> 00:19:50.930 training, okay? But out of the ones you've been 00:19:50.930 --> 00:19:53.210 talking to you think because here I'll tell you 00:19:53.210 --> 00:19:56.230 and I'll tell you where I'm at with this is from 00:19:56.490 --> 00:19:59.210 The experiences of folks I've talked to for my 00:19:59.210 --> 00:20:02.470 whole life basically, it seems to me like restaurants 00:20:02.470 --> 00:20:07.789 are ground zero for some of the worst in management. 00:20:08.410 --> 00:20:10.450 I would tend to agree with you because I think 00:20:10.450 --> 00:20:12.490 the most of the feedback that I've gotten lately 00:20:12.490 --> 00:20:16.210 is from the restaurant industry as well as the 00:20:16.210 --> 00:20:18.269 retail industry. Like I spoke to a manager in 00:20:18.269 --> 00:20:20.769 retail, I won't name the store, and I said, you 00:20:20.769 --> 00:20:24.789 know, what kind of training do they do? And they 00:20:24.789 --> 00:20:27.240 said to me, what do you mean? You know I said 00:20:27.240 --> 00:20:28.779 well when you became a manager would they do 00:20:28.779 --> 00:20:30.960 well? They stuck me in a store with another manager 00:20:30.960 --> 00:20:33.440 for two weeks and said here you go And then they 00:20:33.440 --> 00:20:35.259 gave me a store here's how to do the paperwork 00:20:35.259 --> 00:20:37.599 so you you know if you've been in management 00:20:37.599 --> 00:20:40.039 There's disability law. There's workman's comp 00:20:40.039 --> 00:20:41.920 law There's things you can say in interviews 00:20:41.920 --> 00:20:44.799 that you shouldn't say and that you can say questions 00:20:44.799 --> 00:20:47.220 You can ask none of that training went on and 00:20:47.220 --> 00:20:49.200 then you know this how to build a team how to 00:20:49.200 --> 00:20:51.259 bring people together how to find commonality 00:20:51.259 --> 00:20:54.839 you know You can't just make somebody a manager 00:20:54.839 --> 00:20:57.599 and give them a staff and say, here you go. And 00:20:57.599 --> 00:21:00.559 that's how you create a bad boss. Yeah. I think 00:21:00.559 --> 00:21:03.200 you're right. I think in both those retail and 00:21:03.200 --> 00:21:06.619 restaurant, it's a matter of they take somebody 00:21:06.619 --> 00:21:08.440 who was on the team, and they give them an extra 00:21:08.440 --> 00:21:11.500 $0 .25 an hour, and now you're in charge of everybody. 00:21:12.180 --> 00:21:14.799 But like you said, yesterday you were on the 00:21:14.799 --> 00:21:16.440 other side of the line, and they certainly didn't 00:21:16.440 --> 00:21:18.240 tell you anything more between now and then. 00:21:19.160 --> 00:21:23.240 And now you're kind of thrown into it. Again, 00:21:23.359 --> 00:21:25.740 it all goes back to as much as you might want 00:21:25.740 --> 00:21:28.140 to fault people. That's just a bad person. Well, 00:21:28.140 --> 00:21:30.259 not necessarily. Like you said, no one's ever 00:21:30.259 --> 00:21:32.539 given them the tools to do the job properly. 00:21:33.039 --> 00:21:36.279 Well, one of the things that I learned is that 00:21:36.279 --> 00:21:38.500 you're never too old to learn something. So even 00:21:38.500 --> 00:21:41.279 though you may have years of experience, you 00:21:41.279 --> 00:21:43.259 could still learn from somebody. I learned a 00:21:43.259 --> 00:21:46.500 lot from my last supervisor, both good and bad 00:21:46.500 --> 00:21:49.480 supervisors. And one of the things I learned 00:21:49.480 --> 00:21:51.759 is how I didn't want to be treated. One of the 00:21:51.759 --> 00:21:54.579 things I used to say say to my team is that I 00:21:54.579 --> 00:21:56.599 want to go to work and I want to be happy. I 00:21:56.599 --> 00:21:58.099 want to look forward to going to work. And I 00:21:58.099 --> 00:22:00.559 know that's kind of ironic, but I think everybody 00:22:00.559 --> 00:22:03.059 does. I mean, it's a necessary evil in this world 00:22:03.059 --> 00:22:06.359 today. So I want the people who work. I wanted 00:22:06.359 --> 00:22:07.980 the people who worked for me to look forward 00:22:07.980 --> 00:22:10.079 to coming to work. And there's so many variables 00:22:10.079 --> 00:22:11.599 to that because then you're throwing the weather 00:22:11.599 --> 00:22:13.900 in central New York and you're already stressed 00:22:13.900 --> 00:22:16.000 out from driving through a snowstorm. Now you 00:22:16.000 --> 00:22:18.420 got to come into work and you have a boss that 00:22:18.420 --> 00:22:20.440 doesn't appreciate your efforts or doesn't appreciate 00:22:20.440 --> 00:22:22.480 what you do. Boy, that could make for a lousy 00:22:22.480 --> 00:22:24.720 day. And what we want to do is we want to try 00:22:24.720 --> 00:22:26.599 to change that. We want to make it a positive 00:22:26.599 --> 00:22:29.799 experience. I love that Joe. This is this is 00:22:29.799 --> 00:22:32.519 great. The bad bosses the podcast is the name 00:22:32.519 --> 00:22:36.059 of the podcast. It's awesome Like I said, there's 00:22:36.059 --> 00:22:38.140 there's a bunch of episodes of folks are gonna 00:22:38.140 --> 00:22:39.839 see and we've got a bunch more planned that I 00:22:39.839 --> 00:22:43.700 think are gonna be both interesting and educational, 00:22:43.700 --> 00:22:46.150 which is great, you know because you could You 00:22:46.150 --> 00:22:48.650 could give a very boring lecture on this topic, 00:22:48.650 --> 00:22:50.849 you know, and then it's not what's happening 00:22:50.849 --> 00:22:53.910 on this podcast. This is boring. This is this 00:22:53.910 --> 00:22:57.970 is some educational entertainment. And we're 00:22:57.970 --> 00:22:59.809 happy here at Clickstream Studios to help you 00:22:59.809 --> 00:23:02.049 make that and put it out and get it to the world. 00:23:02.190 --> 00:23:06.309 But this is this is such a neat thing. Joe, last 00:23:06.309 --> 00:23:09.309 question and I'll I'll throw at you. If you could 00:23:09.309 --> 00:23:12.690 give one tidbit advice to a worker who unfortunately 00:23:12.690 --> 00:23:15.210 is stuck with a bad boss, but a job they would 00:23:15.210 --> 00:23:18.470 like to stay with, what's one bit of advice you 00:23:18.470 --> 00:23:21.569 could give that person? Well, the first bit of 00:23:21.569 --> 00:23:23.789 advice I would give them is to actually confront 00:23:23.789 --> 00:23:26.710 the supervisor or manager. Say, hey, you know, 00:23:26.710 --> 00:23:28.970 I really like this job, but I really feel like 00:23:28.970 --> 00:23:31.269 we have a communication problem. A lot of times 00:23:31.269 --> 00:23:33.630 it might be just a simple misunderstanding, but 00:23:33.630 --> 00:23:37.109 start there. I've never been one to just automatically 00:23:37.109 --> 00:23:39.690 jump over a person's head or recommend that to 00:23:39.690 --> 00:23:41.930 anybody But if you start there and that doesn't 00:23:41.930 --> 00:23:43.769 work, then I would suggest that you go to their 00:23:43.769 --> 00:23:46.609 supervisor But the problem there is a problem 00:23:46.609 --> 00:23:48.150 with that and that's part of the reason why I 00:23:48.150 --> 00:23:50.450 feel so passionate about Creating this podcast 00:23:50.450 --> 00:23:52.670 is that a lot of times bosses will just push 00:23:52.670 --> 00:23:54.910 it back down to that boss and say, you know You 00:23:54.910 --> 00:23:56.970 need to figure this out and settle it Yeah, not 00:23:56.970 --> 00:23:59.529 really identifying that there may be a larger 00:23:59.529 --> 00:24:03.170 problem afoot here, right? It might be the boss 00:24:04.309 --> 00:24:07.349 I think that's good advice. That's good advice. 00:24:07.789 --> 00:24:09.789 And hey, especially in central New York, it's 00:24:09.789 --> 00:24:11.630 starting to become a workers market, right? So 00:24:11.630 --> 00:24:14.730 that's the other thing. Going back to what I 00:24:14.730 --> 00:24:17.490 said earlier, this affects the company as much 00:24:17.490 --> 00:24:20.430 as anybody else. So this is not the time to be 00:24:20.430 --> 00:24:22.210 driving good folks out of your organization. 00:24:22.289 --> 00:24:25.289 That's correct. It's the last thing you want 00:24:25.289 --> 00:24:29.529 to do. So Joe, thank you so much. Thank you, 00:24:29.650 --> 00:24:33.569 man. I am truly a hat guy. So this is this is 00:24:33.569 --> 00:24:36.039 pretty cool. We're going to have apparel on our 00:24:36.039 --> 00:24:38.440 website so people will be able to buy Bad Boss 00:24:38.440 --> 00:24:41.819 shirts, Bad Boss sweatshirts like this, and hats. 00:24:42.460 --> 00:24:44.339 Absolutely. See, I think that's like your story 00:24:44.339 --> 00:24:46.099 at the beginning when you're at the store there 00:24:46.099 --> 00:24:48.519 and the guy was being obnoxious. I think everybody 00:24:48.519 --> 00:24:50.799 needs a Bad Boss shirt. So you can just kind 00:24:50.799 --> 00:24:55.200 of wink and go, yeah. You really want to be reprimanding 00:24:55.200 --> 00:24:58.539 an employee. And I actually wanted to intercede 00:24:58.539 --> 00:25:00.480 because I felt so bad for the employee and say, 00:25:00.660 --> 00:25:02.140 you might want to just take him in the back and 00:25:02.140 --> 00:25:04.730 have this conversation. hopefully that'll minimize 00:25:04.730 --> 00:25:08.450 it yeah hey that's it Joe the last thing is let's 00:25:08.450 --> 00:25:10.269 just give your plugs what is the website and 00:25:10.269 --> 00:25:14.009 and all that fun stuff so the website is bad 00:25:14.009 --> 00:25:17.880 bosses org And then the email is info at bad 00:25:17.880 --> 00:25:21.099 bosses org So just if you want to come on our 00:25:21.099 --> 00:25:23.619 podcast and tell us your story share your experience 00:25:23.619 --> 00:25:26.339 good and bad I've talked to some HR managers 00:25:26.339 --> 00:25:27.960 already who are interested in coming on so I'd 00:25:27.960 --> 00:25:30.980 love to see that because they play a critical 00:25:30.980 --> 00:25:33.920 role in development of Supervisors and managers, 00:25:34.240 --> 00:25:36.880 but I also want to hear from you know The people 00:25:36.880 --> 00:25:38.400 that are entering the workforce today that are 00:25:38.400 --> 00:25:41.519 just graduating from college. What's your expectation? 00:25:41.859 --> 00:25:43.799 you know, I'm blessed to have you know nephews 00:25:43.799 --> 00:25:46.910 and nieces and and little cousins, and they're 00:25:46.910 --> 00:25:48.750 entering the workforce, graduating from college. 00:25:49.089 --> 00:25:51.849 What's your expectation? And it's very different 00:25:51.849 --> 00:25:56.069 than our expectation was 30 years ago. And they're 00:25:56.069 --> 00:25:58.150 gonna be the leaders and the future developers 00:25:58.150 --> 00:26:00.930 of the programs for the future. So I'd certainly 00:26:00.930 --> 00:26:03.259 love to hear from them as well. That's awesome. 00:26:03.559 --> 00:26:05.980 Joe, we will have all those links and everything, 00:26:06.000 --> 00:26:08.259 of course, in the description. Check that out. 00:26:08.359 --> 00:26:10.619 Subscribe to the podcast anywhere you get podcasts. 00:26:11.559 --> 00:26:13.440 This is a good show. This is one to listen to. 00:26:13.980 --> 00:26:16.079 So we're, again, just so happy to help you put 00:26:16.079 --> 00:26:18.339 it out there. And also very happy to have you 00:26:18.339 --> 00:26:20.019 on Good News York this morning. Thanks, man. 00:26:20.039 --> 00:26:22.240 I really appreciate it. Appreciate you coming 00:26:22.240 --> 00:26:26.940 in and joining us here. So with that. I think 00:26:26.940 --> 00:26:29.539 we're going to head out for the day. Guys, Good 00:26:29.539 --> 00:26:31.940 News York is sponsored by ads on the go. Get 00:26:31.940 --> 00:26:35.200 ads on the go dot com is the website for our 00:26:35.200 --> 00:26:38.099 man Zach and his incredible billboard trucks. 00:26:38.259 --> 00:26:41.259 He's also now making digital signage for businesses, 00:26:41.299 --> 00:26:44.809 so. If you've seen full color basically video 00:26:44.809 --> 00:26:46.750 screens out by the road, that's something now 00:26:46.750 --> 00:26:48.990 our man Zach, it adds on the go, can do. So reach 00:26:48.990 --> 00:26:52.690 out to him. Big thanks for your continued sponsorship 00:26:52.690 --> 00:26:55.049 of the show. Stay tuned for more episodes and 00:26:55.049 --> 00:26:57.269 all kinds of fun stuff coming to you live from 00:26:57.269 --> 00:27:00.390 our new studios here in downtown Syracuse. It's 00:27:00.390 --> 00:27:03.089 a blast. But for now, peace out.